Jackson State University
Faculty Handbook
December 1, 2011
Page 2 of 145
Preface
An outstanding faculty is the key in achieving academic excellence. The success of the
faculty in scholarly activities ultimately determines the caliber of academic programs and
University prestige. Appointment to the faculty of Jackson State University comprises
responsibilities for excellence in teaching, intellectual discourse and professional growth
of students, contributing to the knowledge base of the disciplines, and transferring
knowledge to address societal issues.
This Handbook contains academic policies and regulations related to evaluation,
promotion, tenure, post-tenure review, shared governance, appeals processes, applicable
administrative procedures, and personnel or employment policies and procedures which
apply to or affect University faculty.
The Faculty Handbook shall be construed and interpreted in a manner consistent with
applicable IHL Bylaws and Mississippi statutory law as they are amended. Any
provisions which are contrary to such mandatory requirements shall be amended to
conform to such authority. This Handbook is not a contract, nor shall it be viewed as
such.
Copyright 2011
Office of the Provost
Jackson State University
Jackson, Mississippi 39217
All rights reserved. Except for reasonable use at Jackson State University, no part of this
document may be reproduced in any manner whatsoever without written permission from
the copyright owner.
Jackson State University
Office of the Provost
JSU Box 17199
1400 J. R. Lynch St.
Jackson, MS 39217-0144
Phone - (601) 979-2244
Fax - (601) 979-8246
Website: http://www.jsums.edu/jsuoaa
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Table of Contents
Page #
PREFACE
Sec. I
INTRODUCTION
8
Sec. II
ADMINISTRATIVE ORGANIZATION
11
Board of Trustees
Powers and Duties of the Board
Jackson State University Administration
12
Executive Leadership
Academic Leadership
Chief Academic Officer
Dean and Associate Dean
Department Chair
Council of Academic Deans
The Faculty Senate
The Graduate Faculty Council
Campus Governance
Sec. III
THE FACULTY
16
Faculty Defined
Accreditation Statement Regarding Credentials
Procedures for Initial Appointment
17
Authority
Search and Screening Procedures
Campus Interviews
Recommendation Process
Verifications and Background Checks
Criteria and Standards for Faculty Appointments
19
Faculty Rank
20
Joint Appointments
22
Classification of Instructional Personnel
22
Tenured
Tenure Track Faculty
Non-Tenure Track Faculty/Professional Faculty Personnel
Employment Orientation
25
Procedures for Selecting a Departmental Chairperson
26
Roles and Members of Promotion and Tenure Committees
27
Departmental Promotion and Tenure Committee
School/College Promotion and Tenure Committee
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University Promotion and Tenure Committee
Promotion and Tenure Implementation Procedures
Notification
Appeal
Criteria, Standards and Procedures for Promotions in Rank
32
Considerations
Basis
Qualifications
Promotion to Associate Professor
Promotion to Professor
Documentation
Criteria, Standards and Procedures for Awarding Tenure
36
Tenure Defined
Purpose of the Tenure System
Authority to Award Tenure
Minimum Standards for Tenured Employment
Criteria for Tenure
Eligibility for Tenure Consideration
Basis for Awarding Tenure
Documentation
Notification
Appeal
Probationary Period
42
Exceptions
43
Extension of the Probationary Period
44
Externally Funded Positions
45
Tenured Administrators
46
Notice of Non-Renewal or Termination of "Tenure Track" Faculty
46
Tenured Faculty Dismissal
47
Appeals of Tenured Faculty Termination
48
Grievances and Other Appeals
Notice of Non-Renewal or Termination of "Non Tenure Track" Faculty
52
Evaluation of Faculty Performance
53
Purpose
Evaluation Procedures
Graduate Faculty
54
Meritorious Distinction for Faculty
59
Faculty Productivity Awards
63
Educational, Sabbatical, and Professional Leaves
64
Statement of Academic Freedom
67
Shared Governance
67
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Sec. IV
FACULTY RESPONSIBILITIES AND ACADEMIC OPERATING
PROCEDURES
69
Code of Conduct
70
Intellectual Property Policy
70
Academic Integrity
70
Roles of the Faculty Member
71
Full-Time Equivalency
72
Academic Calendar
72
Workload
72
Teaching Load and Released Time Policy
72
Office Hours
74
Class Attendance
74
Grade Reporting
75
Access to Student Educational Records
75
Academic Honesty
75
Student Collegiate Code of Conduct
75
Division of Student Life
76
University Student Judicial System
76
Students with Disabilities
77
Participation in University Events
79
Textbooks and Supplies, Instructional Materials, and Subscriptions
80
University Photocopying Policy
80
English Language Fluency
82
Faculty Development
82
Political Activities
82
Consulting and Outside Professional Service
83
Responsibilities during Campus Emergencies
83
Sec. V
COMPENSATION, BENEFITS, EMPLOYEE LEAVE, TRAVEL
AND OTHER FINANCIAL POLICIES AND INFORMATION
85
Salaries and Compensation
85
Written Employment Contracts
Federal Funds and Contracts
Externally Funded Positions
Outside Employment
Employee Benefits
87
University Health Center
Flexible Benefits/Cafeteria Plan
Dental Insurance
Disability Insurance
Tax Sheltered Annuities
Tuition Remission
Undergraduate Tuition Remission
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Withholding of Pay
88
Payroll Deductions
Garnishments and Tax Liens
Leaves of Absence for Professional Development
88
Upgrading Credentials
88
Sabbatical Leave
89
Professional Leave
90
Separation from the University
91
Resignation
Terminal pay
Political Activities
University Travel
91
Sec. VI
HUMAN RESOURCES/PERSONNEL POLICIES
96
Non-Discrimination Policies
96
Equal Employment Opportunity Commission and Affirmative Action
Non-Discrimination of Disabled Individuals
Anti-Harassment Policy
Sexual Harassment
Drug-Free Workplace
Employment of Relatives (Nepotism)
100
Ethics Policy
101
Contracting Authority
103
Identification Cards
103
Access to Employee Personnel Files
104
Immigration Requirements for Work Authorization
104
Family Leave
104
Federal Family and Medical Leave Act of 1993
104
University Holidays
105
Campus Safety
106
Lawsuits (Legal Matters)
107
Sec. VII
RESEARCH ADMINISTRATION (Link to Office of Sponsored
Programs and Federal Relations)
109
Rights, Roles, and Responsibilities of Research Investigators
Research and Other Sponsored Projects
Protection of Human Subjects in Research
Institutional Review Board (IRB)
Laboratory Animals in Biomedical Research or Teaching
Definition of Conflict of Interest
Research/Teaching
Consultants
Employees
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Patent Rights and Technology Transfer
Intellectual Property Policy
Professional Journals
The Researcher
University Press
Lawsuits (Legal Matters)
Ethics Policy
Sec. VIII
UNIVERSITY ACADEMIC RESOURCES AND SERVICES
111
Libraries
111
H. T. Sampson Library
Departmental Libraries
Computing Environment
113
Academic Information Technology
WebCT Course Management System
Creating Your NetID
Digital Measures
Qualtrics
Plagiarism Prevention Software
Academic Information Technology Training Center (AIT)
Computing and communications
Technology Help Desk
Purchasing a Computer
Academic Centers and Service Units
115
Community Service/Service Learning Center
Mississippi Learning Institute (MLI)
Mississippi Urban Research Center (MURC)
Center for University Scholars
Testing and Assessment Center
Mississippi Center for International Development
Division of International Studies
Office of Public Safety and Parking
116
Other Helpful Links
118
Sec. IX
ATTACHMENTS
A-Promotion and Tenure Guidelines and Application
118
B-Tenure and Promotion Appeals Committee and Procedures
119
C-Faculty Personnel Committee and Hearing Procedures
122
D-Faculty Grievance Committee and Hearing Procedures
127
E-Sexual Harassment Committee
130
F-Sexual Harassment Policy
132
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SECTION I
INTRODUCTION
Jackson State University (JSU), a coeducational institution, is supported by the State of
Mississippi. It is controlled by the Board of Trustees, State Institutions of Higher
Learning, appointed by the governor. The University is supported by legislative
appropriations supplemented by student fees, as well as federal and private grants. The
University is categorized by the Carnegie Foundation as a high research activity
institution.
Jackson State University is located in Jackson, Mississippi, the capitol and largest city of
the state and its geographic, political, industrial and cultural center. The metropolitan
area consists of an estimated 400,000 population. The location of the University in the
densely populated section of central Mississippi is such that nearly one-half of its
students come from within a fifty-mile radius of the institution; however, the student
population represents every county in the state, as well as several other states and
countries.
The main campus is a scenic 120-acre tract. In addition to the main campus location,
several academic, research, and service programs are also housed at the Mississippi
eCenter, Universities Center, and the Jackson Medical Mall. The main campus is
located one mile west of the main business district of the city of Jackson and is easily
accessible from U. S. Highways 80, 49 and 51 as well as Interstates 20, 55 and 220. A
modern airport with direct connections to major cities is about fifteen minutes away.
History
Jackson State University was founded as Natchez Seminary in 1877 by the American
Baptist Home Mission Society; the school was established at Natchez, Mississippi "for
the moral, religious and intellectual improvement of Christian leaders of the colored
people of Mississippi and the neighboring states." In November 1882, the school was
moved to Jackson; in March 1899, the curriculum was expanded and the name was
changed to Jackson College. The state assumed support of the college in 1940, assigning
to it the mission of training teachers. Subsequently, between 1953 and 1956, the
curriculum was expanded to include a graduate program and bachelor's programs in the
arts and sciences; the name was then changed to Jackson State College in 1956. Further
expansion of the curriculum and a notable building program preceded the elevation of
Jackson State College to university status on March 15, 1974. In 1979, Jackson State was
officially designated the Urban University of the State of Mississippi.
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Presidents/Institutional Executive Officers
The following individuals have provided vision and leadership to the university
throughout its history:
Charles Ayer 1877-1894
Luther Barrett 1894-1911
Zachary Taylor Hubert 1911-1927
B. Baldwin Dansby 1927-1940
Jacob L. Reddix 1940-1967
John A. Peoples 1967-1984
James A. Hefner 1984-1991
Herman B. Smith (interim) 1991-1992
James E. Lyons 1992-1999
Bettye Ward Fletcher (interim) 1999-2000
Ronald Mason, Jr. 2000-2010
Leslie Burl McLemore (interim) 2010-2010
Carolyn W. Meyers 2011-
Building on the university’s historic mission of empowering diverse students to become
leaders, the current leadership of the university envisions it becoming a challenging, yet
nurturing, state-of the-art technologically-infused intellectual community. Students and
faculty will engage in creative research, participate in interdisciplinary and multi-
institutional/organizational collaborative learning teams and serve the global community.
Mission
Jackson State University’s mission is to produce technologically-advanced, diverse,
ethical, global leaders who think critically, address societal problems, and compete
effectively.
As a public, coeducational institution, Jackson State University
is
supported by
legislative appropriations supplemented by student fees as well as federal and private
grants. Programs are provided for students at the baccalaureate, masters, specialist in
education, and doctoral levels. Non-credit programs are also offered to encourage
lifelong learning and to provide opportunities for personal and professional
development. Our special commission to serve as the Urban University is pursued
through programs and activities which seek solutions for urban problems.
!
The University’s students are diverse, including first-generation, non-traditional, and
low-income, which means that they bring with them the cultural, social and academic
challenges associated with these categorizations. The University embraces the diversity
of its students and is proud of its legacy of successfully challenging their minds and
changing their lives through higher education, research, service, and preparing them for
competitive careers.
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Institutional Accreditation
Jackson State University is accredited by the Southern Association of Colleges and
Schools Commission on Colleges (1866 Southern Lane, Decatur, Georgia 30033-4097;
Telephone number 404-679-4501) to award the bachelor's, master's, education specialist,
Doctor of Education, Doctor of Philosophy, and Doctor of Public Health degrees. The
Commission is to be contacted only if there is evidence that appears to support an
institution’s significant non-compliance with a requirement or standard.
Academic Program Accreditations
For the most current listing of program accreditations and memberships, visit the Jackson
State University website: www.jsums.edu/jsuoaa
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SECTION II
ADMINISTRATIVE ORGANIZATION
Board of Trustees
The Board of Trustees manages and controls Mississippi’s eight institutions of higher
learning in accordance with the Mississippi Constitution and to see that the IHL System’s
mission is accomplished. To do so, the Board will operate a coordinated system of
higher education, establish prudent governance policies, employ capable chief executives,
and require legal, fiscal, and programmatic accountability. The Board will annually
report to the Legislature and the citizenry on the needs and accomplishments of the IHL
System.
Jackson State University is one of eight universities operating under the management and
control of the Board of Trustees of State Institutions of Higher Learning, State of
Mississippi. This Board, established by the State Constitution, consists of twelve (12)
regular members, each serving twelve (12) years, four of whom are appointed by each
incoming governor. Appointments include one (1) member from each congressional
district of the state as now existing, one (1) member from each Supreme Court district,
and two (2) members from the State at large.
All final authority for the operation of the institutions under its control lies within this
Board which, according to Board policy, is uninfluenced by any political considerations.
All legislative appropriations for the operating expenses are made directly to the Board,
which in term allocates funds to the institutions under its jurisdiction in accordance with
its General Financial Policy.
Powers and Duties of the Board
The Board's Policy Manual addresses the General Powers and Duties of the Board and
Board Regulations.
Following are selected items from the Board Policy Manual:
A. The Board shall manage and control:
1. Alcorn State University
2. Delta State University
3. Jackson State University
4. Mississippi State University
5. Mississippi University for Women
6. Mississippi Valley State University
7. University of Mississippi
8. University of Southern Mississippi
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B. Elect the heads of the various institutions of higher learning and to contract with
faculty and staff members.
C. To terminate the contract of any employee at any time for malfeasance, inefficiency,
contumacious conduct, or financial exigency, or for cause, but not for political
reasons.
D. To make any adjustments the Board thinks necessary between the various
departments and schools of any institution or between the different institutions.
E. To appoint a commissioner of the Board who will have the highest qualifications as
an administrator and research worker, and to employ such additional personnel and
contract for such services as may be necessary to accomplish the purposes for which
the Board was established.
F. It shall be the duty of each member of the Board to:
1. Periodically visit all of the institutions of higher learning under the jurisdiction
of the Board.
2. Attend functions and events at all institutions.
3. Inspect the buildings and equipment.
4. Become informed as to the general business administration and instructional
program.
5. Meet with the personnel of the institutions.
6. Gather such other information as may be deemed necessary so as to be
qualified to perform the duties of the office.
G. No member shall act in a committee or vote on a question in which his/her private
interest, distinct from public interest, is immediately concerned.
SOURCE: Policy Manual of the Board of Trustees
Jackson State University Administration
Executive Leadership
The Institutional Executive Officer (IEO), the President, is accorded full administrative
and supervisory control of the University by the Board of Trustees of State Institutions of
Higher Learning. This control is exercised through organizational divisions which are led
by the IEO, Chief Academic Officer (CAO), and vice presidents.
Academic Leadership
Chief Academic Officer
The CAO, commonly referred to as the “provost” or “vice president”, is responsible for
ensuring that the institution maintains high quality academic programs and providing
leadership in all areas related to the academic life of the University. This includes the
formulation, implementation, administration, and communication of official academic
policies and procedures; the review of recommendations received from the faculty; the
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identification of issues and needs related to the academic programs and policies of the
University; and, the participation with the faculty in deliberations concerning academic
matters. This position reports to the IEO.
Associate and/or assistant provosts/vice presidents may also assist the CAO in
performing these responsibilities.
Dean and Associate/Assistant Dean
The dean is the leader of the college and reports to the Chief Academic Officer. The
dean is expected to exercise intellectual and administrative leadership, vision, and
strategic thinking in academic planning, faculty recruitment and performance assessment,
research and scholarly activity development, program review, and in all aspects of
accreditation. The dean is expected to lead department chairs and the faculty in
fundraising efforts to support the college’s academic programs, research activities, and
student scholarships. S/he is responsible for managing the college’s fiscal resources and
personnel, for recruiting, evaluating, and retaining a well-qualified faculty and staff, and
for developing effective student recruitment and retention programs in the college.
Associate and assistant deans may also perform position responsibilities within a college
which are similar to that of the dean.
Department Chair
The department chair serves as a representative of the University as a whole to
departmental faculty and staff. S/he is the chief advocate for departmental faculty
members to the highest echelons of University management, as well as to external
constituents, and is the department’s frontline administrator, the supervisor of all
personnel, and the primary fiscal agent. The department chair’s responsibilities
commonly fall into four primary categories: administrative, leadership, interpersonal,
and resource development.
Council of Academic Deans
Membership
The Council of Academic Deans shall consist of the Chief Academic Officer
and his/her associate/assistant vice presidents, the deans of each academic college, and
the deans of Undergraduate Studies, the Division of Graduate Studies, International
Studies, and Library and Information Resources.
Purposes
To provide a forum for discussion of academic matters and policies pertinent to
the achievement of the academic mission of the University
To recommend (to appropriate bodies) changes or establishment of academic
policies that are necessary to the achievement of the academic mission
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To maximize effective coordination of activities assigned to the departments and
operating units within the academic affairs divisions
Officers
The CAO serves as the Chairperson of the Council of Academic Deans, and he or she
shall appoint the other officers of the Council as needed.
Meetings
There shall be regularly scheduled meetings of the Council. The schedule of meetings
shall be determined by the CAO.
Reporting
The Council of Academic Deans shall report to the Chief Academic Officer of the
University. Minutes of the meeting shall be kept as a part of the official records of the
Council, and copies shall be sent to the IEO.
University Faculty Senate
The Faculty Senate is a deliberative body composed of representatives elected from
academic departments. The membership and function of the Faculty Senate are in
accordance with its constitution. Among the many roles served by the organization are
(1) providing official representation for all faculty members of the University in matters
which affect the general welfare of the university and its educational purposes and
effectiveness and (2) providing consultative services to the IEO as requested.
Graduate Council
The Graduate Council is that body which, according to the recommendation of the
Council of Graduate Schools in the United States, is responsible for development and
coordination of general policies and procedures for graduate programs and especially for
the maintenance of uniform standards for the admission of students and for the awarding
of graduate degrees. It is, therefore, the responsible body to recommend, initiate, develop,
and approve graduate programs.
Campus Governance
Shared governance, at Jackson State University, requires the full participation of the
faculty, staff and students on all matters that directly or indirectly affect the academic
environment at the University. The institution publishes policies on the responsibility
and authority of faculty in academic and governance matters. Matters on which shared
governance is practiced include, but are not limited to, curriculum, course content, degree
requirements, class schedules, evaluations, discipline and dismissal of
faculty/staff/students, fair faculty/staff/student representation on University decision and
policy-making unit or bodies, and fair faculty/staff/student representation on search
committees for University administration. Administrators may act on such
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recommendations and make best efforts to provide timely rationale for any modification
or rejection of the input received.
Jackson State University agrees that the University Community plays and essential part in
reaching collective decisions on matters of policy and procedure. We also agree that
Faculty Governance is inextricably linked to Academic Freedom. Therefore, in the
interest of Representation and Procedural Integrity, the University Administration
embraces the Principles of Shared Governance enunciated in the AAUP's 1966 Statement
on Government of Colleges and Universities.
Moving forward, and to the extent consistent with Mississippi law, Federal law, and
Board policy, the University accepts the Statement on Shared Governance as stated in
this Handbook.
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SECTION III
THE FACULTY
Faculty Defined
The faculty of Jackson State University includes the teaching staff and those members of
the administrative staff having academic rank in the University or one of its divisions.
The faculty and the administrative officers with faculty rank comprise the Corps of
Instruction (IHL Board Policies and Bylaws, 402.01, 2008).
1. Teaching Staff (Corps of Instruction)
The Corps of Instruction at Jackson State University consists of full-time
professors, associate professors, assistant professors, instructors, lecturers, and
teaching personnel with such other titles as may be approved by the Board. Full-
time faculty conducting research and duly certified librarians (with academic
rank) may be included in the Corps of Instruction on the basis of comparable
training. Persons holding adjunct (i.e. supplemental faculty) appointment or other
honorary titles are not considered members of the faculty although they are
considered instructional personnel (IHL Board Policies and Bylaws, 402.01,
2008).
2. Administrative Staff (Administrative Officers)
A faculty member who has academic rank and rights of tenure in the Corps of
Instruction and who accepts an appointment to an administrative office shall
retain his/her academic rank and rights of tenure as an ex-officio member of the
Corps of Instruction but shall have no rights of tenure in the administrative office
to which he/she has been appointed. The additional salary, if any, for the
administrative position shall be stated in the employment contract, and shall not
be paid to the faculty member when he or she ceases to hold the administrative
position. In all other cases of an individual becoming a full-time member of the
faculty after relinquishing an administrative position, his or her salary shall be
determined on the basis of such individual’s qualification as a faculty member.
An administrative officer having faculty status shall retain privileges of faculty
membership. Administrative officers shall be nominated by the IEO for selection
by the Board (IHL Board Policies and Bylaws, 402.0102, 3/2008).
Accreditation Statement Regarding Credentials
Any person appointed to the Corps of Instruction (teaching staff) must comply with all
accreditation standards as mandated by the University's regional accrediting association,
the Southern Association of Colleges and Schools (SACS) Commission on Colleges.
The following SACS standard references faculty credentials:
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The institution employs competent faculty members qualified to
accomplish the mission and goals of the institution. When determining
acceptable qualifications of its faculty, an institution gives primary
consideration to the highest earned degree in the discipline. The
institution also considers competence, effectiveness, and capacity,
including, as appropriate, undergraduate and graduate degrees, related
work experiences in the field, professional licensure and certifications,
honors and awards, continuous documented excellence in teaching, or
other demonstrated competencies and achievements that contribute to
effective teaching and student learning outcomes. For all cases, the
institution is responsible for justifying and documenting the qualifications
of its faculty. (Source: SACS Commission on Colleges Guidelines for
“Faculty Credentials.”)
Procedures for Initial Appointments
A. Hiring Procedures
The University abides by the provisions of the Fair Labor Standards Act
(“FLSA”) which addresses the definition of exempt and non-exempt personnel
and the handling of overtime hours worked by non-exempt personnel and
minimum wage requirements. Provisions of the FLSA are on file in the Division
of Human Resources (IHL Board Policies and Bylaws, 801.05, 2005). JSU’s
policies shall also conform to any other applicable state and federal laws.
The faculty and administration have responsibility for taking the appropriate
action on such matters as faculty appointments, reappointments, promotions, and
the granting of tenure. These actions are evaluated by the department chair, the
dean, the CAO, and the IEO and are submitted to the Board of Trustees for final
action.
B. Search Procedures
The search for a person to fill a faculty appointment shall be initiated by the
department chair based on authorization from the dean and CAO. The search
should be conducted by a committee established by the departmental faculty.
Open and uniform procedures shall be followed by all units and search
committees in filling vacant or new positions. Jackson State University is an
equal opportunity employer and individuals are recruited and employed in all
positions without regard to race, national origin, religion, sex, age, physical
handicap, or any other similar classifications.
A departmental search committee composed of five full-time faculty members is
established by each department through the electoral process and charged with the
responsibility of evaluating all applications for faculty appointment. It is
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recommended that a majority of the members be full-time tenure track faculty at
or above the academic rank of associate professor. The Search Committee shall
elect a committee chair at its first meeting with the department chair. For
evaluation, the candidate's application must meet the criteria as mandated by
SACS and stated in The Principles of Accreditation: Foundations for Quality
Enhancement. Upon completion of the evaluation, the Committee shall
recommend candidates to the department chair. The search procedures are as
follows:
a. The search committee and department chair will develop a job description
and recruitment plan for the vacant position to meet the needs of the
department.
b. The search committee will screen all applications and select candidates for
campus interviews.
c. The chairperson, after verification of employee’s eligibility by the
Division of Academic Affairs and a representative of the Division of
Human Resources, shall seek approval to invite candidates for campus
interviews.
C. The Campus Interview
Campus interviews shall consist of the following, and may include other
presentations as deemed appropriate by the specific unit:
a. Interview with the departmental search committee;
b. Interview with the departmental faculty and student representatives at
which time the candidate will be asked to present his/her recent
scholarly activity;
c. Interview with the department chair;
d. Interview with the dean or designee; and
e. Interview with the Chief Academic Officer or designee.
D. The Recommendation Process
a. The Departmental Search Committee shall present its findings and
make recommendations to the chairperson.
b. The department chair shall forward the recommendations of the
Departmental Search Committee, along with his/her recommendation,
to the dean. The department chair’s recommendation should be
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accompanied by any documents and forms required for processing the
candidate’s employment.
c. The dean shall forward the recommendations of the Departmental
Search Committee and the department chair, along with his/her
recommendation, to the CAO.
d. The CAO shall make recommendations to the IEO.
e. The IEO shall present recommended appointments, where applicable,
to the Board of Trustees of State Institutions of Higher Learning and
shall notify the recommended candidate of the decision regarding the
appointment with copies to the CAO, the dean, and the department
chair. An appointment is not final until a written notice of
appointment has been sent by the IEO to the candidate and where
applicable, IHL has approved the action.
D. Verifications and Background Checks
a. Language Proficiency. When the department chair initiates an
appointment, there is an obligation to secure evidence from the
prospective employee that he/she is proficient in oral and written
communication in the language in which assigned courses will be
taught and is authorized to work in the United States under the
immigration laws currently in force.
b. Citizenship Status. Verification is required regardless of whether the
prospective employee is a United States citizen. Detailed instructions
regarding the means by which verification can be established are
available from the Division of Human Resources.
c. Background Check. All offers of employment are contingent upon
the successful completion of any background check required by the
University. It will be considered just cause for termination of
employment for any individual to become unable to legally work in
the position during his or her employment.
Criteria and Standards for Faculty Appointments
Appointments of all instructional personnel at Jackson State University are based on the
personnel requirements of the University's academic programs and on the ongoing goal
of achieving and maintaining excellence in its teaching, research, and public service
activities. Recruiting for faculty positions is conducted according to the University's
Affirmative Action Plan and other approved procedures established by the various
administrative and academic units. The University attempts to involve faculty, students,
and others as may be appropriate in the review of candidates for positions of academic
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and administrative leadership. The Board of Trustees has authorized the IEO to make
faculty appointments subject to IHL Bylaw 401.0102 (2008).
Faculty Rank
The ranks for faculty appointments, in ascending order, are Instructor, Assistant
Professor, Associate Professor, and Professor. The criteria for promotion will be applied
when assigning rank to newly appointed faculty. Rank should reflect a comparable level
of accomplishment by both new and existing faculty. The following are the requirements
for faculty appointments:
1. Instructor
A candidate for appointment to the rank of Instructor must hold the master’s
degree in the discipline when teaching undergraduates or providing field-based or
clinical supervisor, have an appropriate record of educational achievement and
have relevant experience, as well as the potential to be an effective teacher.
Evidence of promise in research is desired. An instructor is expected to be able to
plan and conduct courses effectively. All instructors are expected to demonstrate
competence that would contribute to student learning in assigned courses and to
exercise responsible academic citizenship. Faculty members holding the rank of
instructor will be employed on a contract not to exceed one year which will be
renewable at the discretion of the institution (IHL Board Policies and Bylaws
402.02, 1998).
2. Assistant Professor
Appointment to the rank of Assistant Professor is based on educational
achievement or related professional experience or both, potential for outstanding
instructional effectiveness, and scholarly contributions appropriate to his/her
discipline and fields of specialization. The candidate normally should have
completed a doctoral program or other terminal academic program appropriate to
the discipline (exceeding the minimum standard). The minimum educational
requirement includes a Master's degree or the equivalent and one year of
additional graduate work (IHL Board Policies and Bylaws 402.02, 1998). There
should be acceptable evidence to indicate that the individual has the capabilities
and competencies required for successful performance of all anticipated
professional responsibilities.
Any individual appointed to the rank of Assistant Professor who does not hold the
appropriate terminal degree or the equivalent may only be appointed to a non-
tenure track position. When the individual receives the appropriate terminal
degree, he/she may be eligible to apply for a tenure-track position when one is
available.
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All faculty members at the rank of Assistant Professor are required to maintain
the expected level of performance in the classroom and/or other appropriate
instructional settings; to contribute to the overall instructional effectiveness of the
academic programs in which they have assigned duties; to engage in an ongoing
program of research, publication, creative activity, public service in keeping with
the urban mission of the University, and scholarly efforts appropriate to the
discipline and fields of specialization; and to exercise responsible academic
citizenship.
3. Associate Professor
Appointment to the rank of Associate Professor is based upon a candidate's
instructional effectiveness and record of scholarly contributions appropriate to
his/her discipline and fields of specialization (successful teaching experience and
successful research and/or creative work); however, candidates who have no
prior record at the rank of Assistant Professor may be appointed at the rank of
Associate Professor provided they possess a combination of educational
achievement and professional contributions which attest to the capabilities,
competencies, and professional stature required for successful performance and
stature of the rank.
The candidate must hold a doctoral degree (or other terminal degree or
equivalent - IHL Board Policies and Bylaws, 402.02, 1998) appropriate to the
discipline and have demonstrated successful teaching in addition to research
and/or creative work. All faculty members who hold the rank of Associate
Professor are expected to display outstanding performance in the classroom
and/or the appropriate instructional settings; to contribute to the overall
instructional quality of the academic programs in which they have assigned
duties; to engage in an ongoing program of research, publication, creative activity,
public service in keeping with the urban mission of the University, and scholarly
efforts appropriate to their discipline and fields of specialization; and to exercise
responsible academic citizenship.
4. Professor
The rank of Professor is the highest academic rank, and the holder must have a
cumulative record of teaching effectiveness, refereed research publications or
peer-reviewed creative activities appropriate to the discipline, professional
development, and substantial service appropriate to the discipline.
Appointment to the rank of Professor is based upon a candidate's instructional
effectiveness and record of scholarly contributions appropriate to his/her
discipline and fields of specialization (successful teaching experience and
successful research and/or creative work); however, candidates who have no
prior record at the rank of Associate Professor may be appointed at the rank of
Professor provided they possess a combination of educational achievement and
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professional contribution which attest to the capabilities, competencies, and
professional stature required for successful performance at the rank of Professor.
The candidate must hold an earned doctoral degree (or other terminal degree or
equivalent) - IHL Board Policies and Bylaws, 402.02, 1998) and have
demonstrated successful teaching in addition to research and/or creative work.
All faculty members who hold the rank of Professor are expected to contribute to
the leadership of academic programs; to maintain an outstanding level of
effectiveness in the classroom and/or other appropriate instructional settings; to
make a strong contribution to overall instructional quality; to engage in an
ongoing and substantive program of research, publication, creative activity,
public service in keeping with the urban mission of the University, and scholarly
efforts appropriate to their discipline and fields of specialization; and to exercise
responsible academic citizenship.
Joint Appointments
Occasionally, reasons may exist for appointing faculty members to more than one
department or area. Recommendations and authorizations for joint appointments follow
the same policies and procedures that apply to appointments to a single department or
area. Salary and/or professional assignments for these appointments are distributed
between two or more units of the University in any proportion of full-time service on
which there is mutual agreement. Before approving a joint appointment, the CAO will
ensure that there is agreement between all the authorities involved. This agreement will
include rank in each department or area and procedures for considering tenure and
promotion and for assigning duties and compensation.
Classification of Instructional Personnel
Instructional personnel are classified as Tenured, Tenure Track Faculty (IHL Board
Policies and Bylaws, 403, 1998 and 2008), or Non-Tenure Track Faculty/Professional
Faculty Personnel (IHL Board Policies and Bylaws, 404; 404.01, 2005) in accordance
with the definitions below. A faculty member’s contract must reflect whether he or she is
tenured, tenure track, or non-tenure track.
1. Tenured faculty status denotes continuing employment that may be granted after
a probationary period upon nomination by the Institutional Executive Officer for
election by the Board. Tenured faculty are protected from dismissal except for
those reasons set forth in the section below. Faculty are tenured to a department
unless otherwise designated by the Board (IHL Board Policies and Bylaws,
403.01, 3/91; 2/98).
2. Tenure Track Faculty. Tenure track faculty are those full-time persons whose
employment record will be evaluated in accordance with established University
promotion and tenure eligibility criteria. A tenure track appointment is a definite-
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term appointment at the faculty rank of assistant professor, associate professor, or
professor for one or more years which allows the faculty member to apply for
tenure in accordance with the guidelines and criteria established by the University
and Board polices and stipulated in this handbook and other official documents.
There is no presumption that a faculty member will be awarded tenure simply by
being in a tenure track position.
Probationary conditions for personnel in tenure-track positions are as follows:
a. Probationary faculty members are employed with the understanding that
performance at required levels during the probationary period may result
in the award of tenure provided that the criteria for the award of tenure are
met.
b. The probationary period for tenure is the cumulative amount of time spent
in term appointments while on the tenure track.
c. The time period a full-time faculty member may remain probationary may
not exceed a total of six continuous years. He/She must apply for tenure
in the sixth year.
3. Non-Tenure Track Faculty. The University may enter into renewable contracts,
for periods up to four years in length, with non-tenure track faculty members
based upon the mission and needs of the institution. Non-tenure track faculty will
be formally evaluated at least annually. Renewal of a contract is not guaranteed
and will be determined at the University’s discretion. Individuals employed in
non-tenure track positions have no expectation of continuing employment beyond
the expiration of their contracts and will not be eligible for consideration for the
award of tenure. Individuals in non-tenure track positions may not have their
status converted to tenure track positions. They are eligible, however, to apply for
tenure track positions when available (IHL Board Policies and Bylaws, 404.01
2005). Time spent in a non-tenure track position may be used as credit toward the
fulfillment of the minimum probationary period, upon approval of administration,
if such decision is made in writing and can only be made at the time of initial
appointment to the tenure track position. Non-tenure track faculty are persons
employed in one of the following categories.
(a) Adjunct/Supplemental. This designation applies to part-time instructional
personnel with special competence and accomplishments in a given
academic area as determined by needs and criteria established by the area.
Adjunct personnel may be employed on a semester by semester basis or
may receive other limited term appointments, and may perform some of
the academic duties associated with full-time faculty.
Adjunct/supplemental faculty are non-tenure track, and such appointments
may or may not be for remuneration/pay.
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Persons serving in this position and who are full-time University
employees (e.g. staff) may not be provided remuneration/pay for
instruction provided during the normal work day.
(b) Instructor. An instructor is a full-time faculty member who ranks below
an assistant professor. Beginning with the 1999-2000 academic year, the
aggregate period of appointment in this rank will not exceed a total of
seven years of continuous, full-time service. At the conclusion of the
seventh year in this employment category, the faculty member will not be
reappointed.
(c) Assistant Professor(Non-tenure Track). Appointment to the rank of
Assistant Professor is based on educational achievement or related
professional experience or both, potential for outstanding instructional
effectiveness, and scholarly contributions appropriate to his/her discipline
and fields of specialization. The candidate normally should have
completed a doctoral program or other terminal academic program
appropriate to the discipline (exceeding the minimum standard). The
minimum educational requirement includes a Master's degree or the
equivalent and one year of additional graduate work (IHL Board Policies
and Bylaws 402.02, 1998). There should be acceptable evidence to
indicate that the individual has the capabilities and competencies required
for successful performance of all anticipated professional responsibilities.
Any individual appointed to the rank of Assistant Professor who does not
hold the appropriate terminal degree or the equivalent may only be
appointed to a non-tenure track position. When the individual receives the
appropriate terminal degree, he/she may be eligible to apply for a tenure-
track position when one is available.
(d) Associate Professor(Non-tenure Track). Appointment to the rank of
Associate Professor is based upon a candidate's instructional effectiveness
and record of scholarly contributions appropriate to his/her discipline and
fields of specialization (successful teaching experience and successful
research and/or creative work); however, candidates who have no prior
record at the rank of Assistant Professor may be appointed at the rank of
Associate Professor provided they possess a combination of educational
achievement and professional contributions which attest to the
capabilities, competencies, and professional stature required for successful
performance and stature of the rank.
The candidate must hold a doctoral degree (or other terminal degree or
equivalent - IHL Board Policies and Bylaws, 402.02, 1998) appropriate to
the discipline and have demonstrated successful teaching in addition to
research and/or creative work. All faculty members who hold the rank of
Associate Professor are expected to display outstanding performance in
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the classroom and/or the appropriate instructional settings; to contribute to
the overall instructional quality of the academic programs in which they
have assigned duties; to engage in an ongoing program of research,
publication, creative activity, public service in keeping with the urban
mission of the University, and scholarly efforts appropriate to their
discipline and fields of specialization; and to exercise responsible
academic citizenship. When the individual receives the appropriate
terminal degree, he/she may be eligible to apply for a tenure-track position
when one is available.
(e) Visiting Professor. A visiting professor is a distinguished or recognized
scholar who holds, or has held, professorial rank at another institution or
served in other notable capacities, and is appointed to the rank of visiting
assistant professor, visiting associate professor, or visiting professor for
temporary-term appointments.
(f) Temporary Instructional Personnel. This designation applies to
individuals with non-recurring or other limited term appointments.
Temporary instructional personnel are employed in non-tenure track
positions. Employment as a temporary instructional person conveys no
right or expectation that employment will continue beyond the period
specified in the letter of appointment.
(g) Full-time professional faculty personnel employed in (i) technical, special,
career, research and public service programs (e.g., Developmental
Studies, Jackson Heart Study, Community Health Program) or (ii)
programs which are anticipated to have a limited life span or which are
funded, fully or partially, through non-system sources (IHL Board Policies
and Bylaws, 404.01, 2005).
(h) Clinical/Practitioner/Professional Faculty serve as clinicians in the
teaching process. Professional faculty at the institution have earned
doctorates or have exceptional expertise, have contemporary professional
experiences in school settings at the levels that they supervise and/or their
practicing disciplines are meaningfully engaged in related scholarship. All
clinical practitioner professional faculty are licensed in the fields that they
teach or supervise and are master teachers or well recognized for their
competence in their field.
A department chair may recommend that a tenure-track faculty member
who does not meet tenure qualifications be assigned clinical track status.
Employment Orientation
Verification of employee eligibility is made by a representative of the Division of
Human Resources. After employment verification, the new faculty member
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receives individual or group orientation from several sources within the
University. These include the University Division of Human Resources, the
academic department, the school/college, and/or the Division of Academic Affairs
designee.
Procedures for Selecting a Departmental Chairperson
When a departmental chair vacancy occurs, the dean shall meet with the departmental
faculty to consider the nature of the search and establish a search committee. The search
committee shall be chosen through the electoral process and composed of three
departmental faculty members and two faculty members and a chair from related
disciplines. It is recommended that a majority of the members be full-time tenure track
faculty at or above the academic rank of associate professor The Search Committee shall
elect a committee chair at its first meeting with the dean. Should an actual or apparent
conflict of interest exist between a committee member and a candidate for the position so
that the member’s ability to be unbiased is legitimately in question, then that individual
should be replaced by a committee member who can be impartial. The dean, with
approval from the CAO, will facilitate selecting a replacement committee member from
the department or a related discipline when, due to a conflict of interest, illness, or other
permissible reason, a member becomes unable to participate.
A. The Search Committee, working in cooperation with the Dean, shall establish
selection criteria, advertise the position in a manner appropriate to the nature of the
search, and coordinate the review and evaluation of candidates for the position.
B. On the basis of evaluations, the Search Committee, with the approval of the Dean,
will select persons to be interviewed.
C. Campus interviews should allow for discussions and other presentations, where
appropriate to the nature of the search, with the following constituents:
a. The Search Committee
b. The Departmental faculty
c. Departmental students
d. School Dean
e. Chief Academic Officer (CAO) or designee
f. Others at the discretion of the department/school/college
D. The Search Committee shall present its findings and make recommendations to the
Dean. Explicit narrative statements regarding each candidate's qualifications should
be submitted along with the list of candidates.
E. The Dean shall forward the recommendations of the Search Committee, along with
his/her recommendation, to the CAO. Explicit narrative statements regarding each
candidate's qualifications should be submitted along with the list of candidates.
F. The CAO shall make recommendations to the Institutional Executive Officer (IEO).
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G. The IEO shall present recommended appointments to the Board of Trustees of State
Institutions of Higher Learning and shall notify the CAO, the Dean, and the
candidate(s) of the decision regarding the appointment.
H. Where necessary, the Dean will make interim or acting appointments with limited
time periods. Normally, such appointments are made only after considering the
advice and concerns of the search committee. If this occurs:
a. The Dean will organize a formal search as soon as practical.
b. The acting or interim appointments which exceed one year shall be subject to
review and the faculty's recommendation as to continuation.
I. Roles and Members of Promotion and Tenure Committees
Department chairs and deans act in supervisory roles to ensure compliance with
policies and procedures, which may include chairing and directing committees and
processes.
Departmental Promotion and Tenure Committee
1. The roles of the Departmental Promotion and Tenure Committee are as
follows:
a. To receive and evaluate credentials submitted by the faculty applicant
through the department chair;
b. To complete and sign departmental evaluation forms resulting from
the review and assessment; and,
c. To submit committee recommendations, rationale for decision and
other appropriate material to the college dean for consideration by the
school/college committee by November 1 (Note: Colleges may
establish supplementary guidelines.)
2. The Departmental Promotion and Tenure Committee shall be established
as follows:
a. Membership. This committee will consist of five tenured faculty
members. The department chair may not serve on this committee.
b. Method for Determining Membership. All five faculty members shall
be from the candidates’ department. Committee members will be
elected by the departmental faculty. All committee members must be
tenured and at the rank or above that which is sought by the applicant.
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Where there are not sufficient faculty personnel with the required
academic ranks within a given department, faculty from other related
departments with the appropriate ranks may serve as committee
members. It is recommended that a majority of the members be at the
academic rank sought by the applicant.
When a department chair is to be considered for promotion, the
departmental faculty will elect a department chair from a related
discipline to conduct the proceedings only during the discussion of the
chair's application.
c. Departments with fewer than the required faculty at the rank(s) for
which candidates are applying for promotion will have departmental
faculty elect additional faculty of appropriate ranks (associate and/or
professor) from related disciplines. A senior tenured faculty member
shall serve as the Committee chair.
d. Length of Service. Committee members are elected to serve for one
academic year, but may be re-elected.
e. Other. Faculty members must be tenured to qualify for membership
on the Departmental Promotion and Tenure Committee, but may not
serve on the Committee during the academic year in which they are
being considered for promotion and/or tenure. A faculty member who
is elected to serve must do so unless a permissible reason (e.g. illness,
conflict of interest, etc.) prevents participation. The exemption from
Committee service is at the discretion of the department chair.
College Promotion and Tenure Committee
1. The roles of the College Promotion and Tenure Committee are as follows:
a. To receive and evaluate faculty promotion and tenure materials as
submitted by the chair of the Departmental Promotion Committee
following the departmental review and the summary review by the
department chair;
b. To complete and sign school/college evaluation forms resulting from
the college review; and,
c. To transmit the applicant's promotion material (including departmental
and college committee recommendations and rationales) to the Dean
by December 1.
2. The college Promotion and Tenure Committee shall be established as
follows:
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a. Membership. The Committee shall consist of seven tenured faculty
members. The assistant or associate dean of the applicants'
school/college shall serve as chair of the Committee.
b. Method for Determining Membership. The six remaining members
shall be elected at large by the faculty of the applicant's college and
shall consist of:
i. Four faculty members from the applicant's college; and
ii. Two faculty members from colleges different from that of the
applicant.
Committee members must be at either the associate or full professor
rank with tenure.
c. Length of Service. Committee members shall be elected to serve for
one academic year, but may be re-elected. The Assistant or Associate
Dean for the College in which the candidate is applying shall have
continuous service as Chair of the Committee.
d. Other. Faculty members may not serve on the Committee during the
academic year in which they are being considered for promotion, or if
they are members of the departmental committee. A faculty member
who is elected to serve must do so unless a permissible reason (e.g.
illness, conflict of interest, etc.) prevents participation.
University Promotion and Tenure Committee
1. The University Promotion and Tenure Committee is an oversight
committee. Its role is as follows:
a. To receive promotion and tenure materials from the CAO;
b. To review promotion and tenure materials to insure that promotion and
tenure policies, procedures and administrative guidelines have been
followed uniformly throughout the University;
c. To forward to the CAO by the announced deadline those materials
found to be in compliance with promotion and tenure policies,
procedures and administrative guidelines; and,
d. To report to the CAO those materials not in keeping with University
policy, procedures and guidelines for return to the appropriate
committee for reconsideration.
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2. The University Promotion and Tenure Committee shall be established as
follows:
a. Membership. This Committee shall consist of the following members:
the CAO designee, who serves as Chairperson, and two faculty
members selected at large by each school/college.
b. Method for Determining Membership. Faculty members are to be
elected at large by each school/college. Faculty considered for
membership shall be full-time tenured faculty members who have
served the University for a minimum of three years, who are not being
considered for promotion and tenure during the year in which they are
elected, and whose faculty rank is either associate professor or full
professor.
c. Length of Service. Faculty Committee members are elected to serve
for one academic year, but may be re-elected. The CAO or designee
shall have continuous service as Chair of the University Promotion and
Tenure Committee. Due to conflict of interest or other circumstances,
an alternate shall be elected by the school/college or the committee
member will recuse themselves during the review of the application in
review.
E. Promotion and Tenure Implementation Procedures
Requests for consideration of promotion in academic rank shall be initiated by
individual faculty members and shall be based upon criteria delineated in this
handbook and in the attached Promotion and Tenure guidelines and application.
(Note: Beginning with the 2010-2011 academic year, all faculty will be evaluated
according to these Promotion and Tenure guidelines.) Tenure consideration must
occur in the sixth year of probationary service as a full-time member of the
faculty.
Requests for consideration for a promotion in academic rank and tenure will be
accompanied by documentation of the required qualifications and submitted to the
departmental chairperson by the announced deadline or by an earlier date
designated by the department and approved by the dean.
Promotion and tenure recommendations will be forwarded through the
departmental, school/college, and university committees in accordance with the
deadlines announced in the promotion and tenure packet. The CAO will submit
recommendations to the IEO by March 15 for his/her consideration and
recommendations to the Board of Trustees.
The complete portfolio of each promotion and tenure application, along with the
recommendations and rationale of each office and committee, shall be forwarded
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to the CAO. The CAO, along with persons designated by him/her, will review the
completed portfolio, application, and recommendations. If the CAO's initial
recommendation is contrary to the recommendation of the department chair and
dean, the CAO will meet with the faculty member upon the faculty member’s
request to discuss the recommendation.
Chief Academic Officer’s recommendations and all supporting documentation are
forwarded to the IEO. The CAO and IEO shall confer regarding the
recommendations, and their agreed upon recommendations for approval are
submitted to the Governing Board for approval. If the recommendation is not
approved, the CAO will inform the candidate of the decision in writing, and shall
state the reason(s) in writing which contributed to the recommendation.
The faculty member seeking academic promotion and tenure may request, at any
time, that his/her application be withdrawn and not receive further consideration.
If the application is withdrawn, a terminal contract will be issued in the seventh
year.
F. Notification
Notice of Board action on the recommendations for tenure that are forwarded by
the IEO to the Board for consideration shall be communicated to the individual,
the respective department chairperson, the Dean, and CAO by the IEO following
Board action. Board action typically occurs in May.
G. Appeal
If the candidate is denied promotion and/or tenure, the candidate may appeal that
decision at the level of the CAO. The grounds for appeal may include:
1. Violations of established procedures;
2. Actions were arbitrary or capricious, or were predicated upon grounds
which violate academic freedom, or discrimination on the basis of race,
color, religion, national origin, gender, age, marital, disability, or veterans'
status; and,
3. Constitutional rights.
The faculty member may initiate an appeal of the CAO's negative
recommendation not later than thirty (30) working days after receipt of the
CAO’s reason(s) for the negative recommendation. The request must be
written and set forth the basis for the appeal.
The request for a hearing must be made to the chair of the Tenure and
Promotion Appeals Committee (with a copy sent to the CAO), who shall
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convene the Tenure and Promotion Appeals Committee to investigate the
matter, and afford the employee an opportunity to present information and
evidence pertinent to the hearing.
Criteria, Standards, and Procedures for Promotions in Rank
A. Considerations
Heads of institutions in making decisions regarding ranks and promotions in
rank, shall take into consideration evidence of professional achievement and
academic growth to include, but not be limited to, the following:
i. Professional training and experience;
ii. Effectiveness of teaching;
iii. Effectiveness in interpersonal relationships, including collegiality, academic
citizenship, professional ethics, cooperativeness, resourcefulness, and
responsibility
iv. Professional growth, such as research, publications, and creative activities;
and,
v. Service and other non-teaching activities which reflect favorably upon the
institution. (IHL Board Policies and Bylaws, 402.03, 1998)
B. Basis
The promotion policy recognizes the fact that differences exist among faculty
members' academic achievements and that academic rank should reflect those
achievements. A decision regarding promotion is an individualized process
whereby the qualifications and guidelines shall be considered. The initiative and
primary responsibility for promotion recommendations should be with those most
professionally familiar with the academic qualifications and achievements of the
individual (i.e. the departmental faculty), chairperson, and the dean.
Recommendations citing significant professional experience and
accomplishments should be accompanied by tangible and verifiable supporting
evidence.
The minimum qualifications of experience and education for the various ranks
and the guidelines for measuring professional achievement are to assist
participants in the evaluation process on each level in their deliberations and
recommendations. The qualifications, as stated should not, however, be
interpreted as an exclusive set of objectives to be met for advancement in rank.
C. Qualifications
A faculty member applying for promotion to associate professor must have served
at least five years as assistant professor. When applying for promotion to full
professor, a combined service of eight years with at least three years as associate
professor is required.
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The minimum qualifications expected to be met prior to consideration for specific
ranks are summarized as follows; however, faculty members are referred to the
online Promotion and Tenure Application for the most up-to-date required
qualifications, application deadline, and application review schedule. It should
also be noted that the School of Social Work and the College of Science,
Engineering and Technology have supplemental requirements.
1. Promotion to Associate Professor
a. Education: A doctoral or other terminal degree.
b. Experience: To apply for promotion to the rank of Associate
Professor, the candidate must complete at least four years of
successful, recognized teaching and/or other professional
experience in the field at the rank of Assistant Professor.
c. A successful candidate must satisfy and provide appropriate
documentation that they have satisfied the following requirements:
i. A record of effective instructional performance in the
classroom and/or other instructional settings
ii. A record of research, publication, grantsmanship, creative
activity, scholarly achievement appropriate to his/her
discipline and area of specialization, and a record of service
Effective 2011-12: A record of research; publication of a
minimum of three (3) refereed articles (since initial
appointment) with the applicant serving as the lead author of
one (1) of them; grantsmanship; creative activity; scholarly
achievement appropriate to his/her discipline and area of
specialization; and, a record of service. Applicants who
serve as members of the graduate faculty should have a
minimum of four (4) refereed articles (since initial
appointment) where he/she is the lead corresponding author,
in addition to all other criteria.
iii. A documented record of continuing, responsible academic
citizenship and professional collegiality appropriate to the
discipline.
(Note: Please see the Application for Promotion and Tenure for specific
quantitative requirements.)
2. Promotion to Professor
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a. Education: A doctoral or other terminal degree.
b. Experience: To apply for promotion to the rank of full professor,
the candidate must complete at least eight years of successful,
recognized teaching and/or other professional experience in the
field. Three years at the rank of Associate Professor with
recognition of that experience extending beyond the University
community is required.
c. A successful candidate must satisfy and provide appropriate
documentation that they have satisfied the following requirements:
1. A record of effective instructional performance in the
classroom and/or other instructional settings;
2. A record of research, publication, grantsmanship, creative
activity, scholarly achievement appropriate to his/her
discipline and area of specialization, and a record of
service.
Effective 2011-12: A record of research; publication of a
minimum of four (4) refereed articles (since last promotion)
with the applicant serving as the lead author of two (2) of
them; grantsmanship; creative activity; scholarly
achievement appropriate to his/her discipline and area of
specialization; and, a record of service. Applicants who
serve as members of the graduate faculty should have a
minimum of six (6) refereed articles (since last promotion)
where he/she is the lead corresponding author, in addition
to all other criteria.
3. A documented record of continuing, responsible
collegiality and academic citizenship.
4. Satisfactory external review when a faculty member applies
for promotion to full professor, when appropriate. The
procedure for external review will be recommended by the
department chair in consultation with the dean and faculty
member and approved by the CAO.
(Note: Please see the Application for Promotion and Tenure for specific
quantitative requirements.)
D. Documentation
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The primary responsibility for preparing a dossier to be considered by a faculty
committee for promotion and/or tenure rests with the candidate, but the
departmental chairperson will provide appropriate assistance upon request. The
candidate is responsible for the collection of the following documentation, where
appropriate:
1. A complete curriculum vitae containing information of past
educational and professional experience and a bibliography of
published work.
2. Documentation of success in teaching in the form of student course
evaluations for each probationary year; annual evaluations by
chairpersons or departmental committee; course syllabi and other
materials; descriptions of courses taught; courses developed or
revised; and sample assessments.
3. Copies of the most relevant publications, indicating if they were
peer reviewed.
4. Evidence of grants, awards, certificates, and fellowships received.
5. Evidence of exhibitions, concerts, or other forms of creative
activity.
6. Evidence of participation in professional conferences, invited
symposia, and invited seminars.
7. Evidence of participation in reviewing manuscripts, grants, and
scholarly research.
8. Evidence of participation in professional societies.
9. Evidence of service to the department, the school or college, the
University, and the community.
E. Evaluation of Qualifications
The following guidelines should be used in the determination and evaluation of
significant professional experience, accomplishments, and qualifications:
1. Teaching Excellence, as evidenced by a distinct demonstration of teaching
effectiveness recognized by colleagues, students, chairpersons, and deans.
This includes academic advisement, course development, course revision,
use of instructional technology, and evidence of expected student learning
outcomes;
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2. Research, as evidenced by peer-reviewed and non peer-reviewed
publications, presentations, grant proposal writing, patents, reports
recognized by professional organizations, meaningful innovations and
recognized creative productivity in the discipline; and,
3. Service, as evidenced by leadership in various facets of academia,
including service to the department, the school/college, the University, and
the community. It also includes appointments to professional boards; the
institution of and direction of effective programs, clinics, workshops, or
seminars; grant proposal preparation; serving as an official representative
of the University; sponsorship of University approved extracurricular
activities; attendance and participation in conferences and professional
societies; and public service in keeping with the urban mission of the
University.
Criteria, Standards, and Procedures for Awarding Tenure
(Tenure Track Faculty)
A. Tenure Defined
Tenure is defined as continuing employment that may be granted to a faculty
member after a probationary period upon nomination by the Institutional
Executive Officer for election by the Board. Tenured faculty are protected from
dismissal except for those reasons set forth in this section below. Faculty are
tenured to a department unless otherwise designated by the Board (IHL Board
Policies and Bylaws, 403.01, 1998).
B. Purpose of the Tenure System
Tenure is continuing employment that may be granted to a faculty member after a
probationary period upon nomination by the Institutional Executive Officer for
election by the Board. From time to time, letters of appointment or reappointment
for individuals with faculty rank contain an assignment for administrative and/or
service-related duties beyond those required by the general faculty. However, an
individual cannot earn tenure solely by performing in an administrative or service
capacity. To be awarded tenure at the University, all persons must undergo the
review process described in this section.
Jackson State University recommends faculty to academic tenure for three
reasons:
1. To create a collegial atmosphere favorable to academic freedom and
responsibility;
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2. To provide the faculty member a reasonable expectation of security so
that the University may attract and retain quality faculty; and
3. To promote institutional stability by creating a faculty with a strong,
long-term commitment to Jackson State University.
The existence of a system of tenure is justified in that it ensures the necessary
conditions that allow tenured faculty to achieve and maintain superior quality in
their performance of the four major functions of universities in the modern world.
These functions are:
1. The discovery and dissemination of new knowledge;
2. The communication of that knowledge to students and the cultivation of
the understanding and skills that enable them to engage productively in
the further pursuit of knowledge;
3. The preparation of globally aware and technically prepared students for
entry into professions that require a systematic body of specialized
knowledge and skills; and
4. Service to the larger community locally, nationally, and internationally
through knowledge transfer, volunteerism, and leadership.
C. Authority to Award Tenure
Tenure is awarded only by the Board of Trustees of State Institutions of Higher
Learning upon the recommendation of the IEO who is guided by the judgment of
the faculty committees and the responsible officials at the various levels of
review. There shall be no tenure by default or by the mere serving of the
maximum probationary period.
In accordance with the Bylaws and Policies of the Board of Trustees Section
403.0101, full-time employees in one of the professorial ranks may be granted
continuing employment (tenure) under the provisions outlined below.
D. Minimum Standards for Tenured Employment
All faculty contracts will specify whether the appointment is with tenure, tenure
track, or non-tenure track. Beginning with a tenure track appointment to any
professorial rank (assistant professor, associate professor, or professor), a
faculty member must be reviewed for tenure during the sixth academic year of the
probationary period. The review shall include, but not be limited to, the criteria
set forth in Criteria, Standards, and Procedures for Promotions in Rank section of
this publication. Upon written agreement between the institution and the faculty
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member, credit up to a maximum of four (4) years toward fulfillment of the
minimum probationary period may be allowed for service at an institution of
higher education. Such credit toward the probationary period can only be
allocated at the time of initial appointment to rank. Such allowance is to be
granted only to an individual who possesses exceptional professional
qualifications and achievements and is not to be construed as exempting said
individual from any other institutional policies and procedures governing the
award of tenure.
Once the probationary period has been successfully completed, a professor of any
rank, if reappointed, must be awarded tenure or a terminal contract. For tenure
to be awarded, the Institutional Executive Officer must make a recommendation
to the Board in writing. Only faculty members of professorial rank can be
awarded tenure. The award of tenure is not vested until notice of the award is
given in writing by the Institutional Executive Officer, after approval by the
Board, and the written notice is actually received by the faculty member.
Faculty members who transfer from one institution to another within the
Mississippi system are subject to the same probationary period in a given
institution as any other faculty member who is new to the system.
At the time of initial employment by the Board, a faculty member or an
administrative employee whose preceding employment included faculty rank at
the level of assistant professor, associate professor, or professor and tenure may
be granted tenure only if so recommended by the Institutional Executive Officer
and approved by the Board.
There shall be appropriate tenure/grievance committees at the institutions (IHL
Board Policies and Bylaws, 403.0101, 2008).
E. Criteria for Tenure
The basic criteria for tenure are excellence in carrying out the responsibilities of
the position and promise for continued achievement. The responsibilities of a
faculty member include teaching; research and other scholarly achievement;
academic citizenship and professional collegiality; professional development;
public service; student advising; and contributions to the department, the
school/college, and the University. The emphasis given to each responsibility, as
determined by existing circumstances, may vary among the
departments/schools/colleges.
The faculty of each department/school/college may initiate, formulate, and
establish additional criteria for appointment, promotion, and tenure that are
specific to and appropriate for the department and/or department/school/college,
which must be approved by the University administration and subject to the Board
of Trustees’ policies.
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The precise terms and conditions of every appointment should be stated in writing
and be in the possession of both the University and the faculty member before the
appointment is consummated. Moreover, fairness to probationary faculty
members prescribes that they be informed, early in their appointments, of the
substantive and procedural standards that will be followed in the promotion and
tenure processes. The University may revise such standards, or implement new
ones, at any time for the best interest of the University. New policies will not be
enforced until after being publicized.
Probationary faculty must be aware, however, that in the granting of tenure or
reappointment, consideration will be given to the academic needs of the
department and to the fiscal condition of the department, school/college, and the
University as a whole. If a faculty member is not awarded tenure, he/she will
receive a terminal contract at the beginning of the seventh year of the
probationary period.
F. Eligibility for Tenure Consideration
1. Pursuant to the purposes of tenure, especially "to attract and retain quality
faculty," all full-time tenure track faculty members holding academic rank
as an assistant, associate professor or professor and employed full-time or
more in teaching credit courses are eligible for tenure considerations
provided that at the time of tenure consideration the faculty member:
a. has an earned doctoral degree in his/her principal area of
responsibility or equivalent professional credentials; and,
b. has completed satisfactorily a probationary period of up to five (5)
academic years of continuous full-time, active service (exclusive of
leaves and with consideration of credit towards the probationary
period awarded at the time of hire) to Jackson State University in the
rank of Assistant Professor, Associate Professor, Professor, or a
combination thereof. The faculty member must apply for tenure
during the sixth year. Upon request, a faculty member will be
informed in writing of the status at each review level. The request
should be made in writing to the department chair who will forward it
to the appropriate levels.
The Division of Academic Affairs notifies the college dean and
department chair of the tenure-track faculty members’ eligibility to apply
for tenure. The department chair notifies the eligible candidate(s) during
the spring semester prior to the application deadline.
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G. Basis for Awarding Tenure
The tenure decision must be a deliberate and considered action involving both
faculty and administrative recommendations. To assure institutional stability and
quality, and to facilitate a spirit of professional inquiry, both the capabilities of the
individual as well as the needs of the department, the school/college and the
University must be evaluated during the tenure determination process.
Those who make tenure recommendations will be guided by the established
criteria for evaluating faculty performance and by those factors determining
departmental, school/college and University needs for quality and development.
These include the following:
1. Faculty Performance. The criteria for assessing faculty performance include
the following as well as the criteria stated in the current Promotion and Tenure
application:
a. Teaching excellence and classroom performance which includes
but is not limited to student learning outcomes, student
performance on discipline-specific common and standardized
exams and university-wide exams, the use of current instructional
technology, and course design and enhancement; and student
ratings of instructional performance should also be considered;
b. Scholarly activities, including research, peer reviewed and other
professional publications, grant proposal writing, and creative
works;
c. Service excellence, including contributions to the department,
college/school, University, community, and profession;
d. Evidence of concern for students, including academic advising,
and contributions to student development;
e. Academic as well as professional integrity;
f. Professional development and growth;
g. Academic and professional recognition; and
h. Academic citizenship and professional collegiality.
(Note: Please see the Application for Promotion and Tenure for specific
quantitative requirements.)
Each academic year, in conjunction with the annual performance review
conducted by the departmental chairperson or departmental evaluation committee,
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each probationary faculty shall receive a written evaluation based on the
established criteria for assessing faculty performance. A formal third year review
will be conducted to assist tenure-track faculty in assessing their progress toward
tenure mid way through the probationary period. This advisory review will occur
in the fall of the fourth year. (See Third Year Review Policy for specific
requirements.) Documentation of performance must be included in the required
professional portfolio. Should the probationary faculty member disagree with any
aspect of his/her annual evaluation, he/she shall have the privilege of forwarding
his/her response which will be attached to the written evaluation to the Dean.
(Note: The establishment of a departmental evaluation committee and how it
operates shall be determined by a majority of the faculty within a department.)
These evaluation procedures do not preclude regular faculty, chairpersons or
deans from consulting with tenured faculty in the department or any tenure
recommending agency relative to the criteria for evaluating faculty performance
or the needs of the University.
2. Needs of the University. The factors determining departmental,
school/college and University needs for quality and development are:
a. Institutional and disciplinary accredited standards and deficiencies
therein;
b. Attainment of institutional and school/college master plan goals and
objectives;
c. Breadth of graduate degree preparations;
d. Maintenance of sufficient flexibility to adapt staffing requirements to
changing enrollment and programmatic needs; and
e. Institutional financial stability.
H. Documentation
The primary responsibility for preparing a dossier to be considered by a
faculty committee for tenure rests with the candidate, but the
departmental chairperson will provide appropriate assistance upon
request. The candidate is responsible for the collection of the following
documentation where appropriate:
1. A complete curriculum vitae containing information of past
educational and professional experience and a bibliography of
published work.
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2. Documentation of success in teaching in the form of student course
evaluations for each probationary year; annual evaluations by
chairpersons or departmental committee; course syllabi and other
materials; descriptions of courses taught; and, courses developed or
revised sample assessments.
3. Copies of the most relevant publications, indicating if they were peer
reviewed.
4. Evidence of grants, awards, certificates, and fellowships received.
5. Evidence of exhibitions, concerts, or other forms of creative activity.
6. Evidence of participation in professional conferences, invited
symposia, and invited seminars.
7. Evidence of participation in reviewing manuscripts, grants, and
scholarly research.
8. Evidence of participation in professional societies.
9. Evidence of service to the department, the school or college, the
University, and the community.
I. Tenure Process
The IEO will receive advisory recommendations both favorable and
unfavorable for the granting of tenure from the CAO based on the
evaluation and recommendations from the applicant's department and
school/college as described in this document. Based upon those
recommendations and the IEO's own evaluation of both the candidate's
capabilities and the needs of the University, the IEO will submit the names
of those faculty members he/she recommends for the granting of tenure to
the Board of Trustees.
K. Notification
When tenure is granted, notice of such action will be sent by the IEO of the
University to the individual, the chairperson of his/her department, his/her dean
and the CAO.
Any faculty member who is considered for and not awarded tenure must be
notified in writing that he/she will be employed for only one (1) additional year in
his/her current position.
M. Probationary Period
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Beginning with an appointment at the institution to any professorial rank
(assistant professor, associate professor, professor), the probationary period shall
not exceed six academic years. Upon recommendation of the department chair,
the college/school dean, the CAO, and the IEO, the faculty member at the initial
appointment may be given credit by the IEO of up to a maximum of four (4) years
for service at one or more other institutions of higher education toward fulfillment
of the minimum probationary period. Such allowance is granted by the IEO at the
time of initial appointment to rank and only to an individual who possesses
exceptional qualifications and achievements. If a faculty comes to the university
with tenure from another institution, upon the recommendation of the chair and
the dean at the time of initial appointment, the faculty member may be granted
tenure (Board Policy 403.0101).
Upon meeting the criteria set forth herein, only when so informed in writing by
the IEO after approval by the Board, a faculty member with professional rank
shall be awarded tenure.
An award of tenure is based on a thorough evaluation of the candidate's total
contribution to the University. Basic competence or mere satisfactory
performance in itself is not sufficient to justify granting tenure, inasmuch as such
competence is a prerequisite for the initial appointment. Nor shall tenure be
granted by default, through the mere serving of the full limit of time by a faculty
member under a probationary appointment. The decision to grant tenure is
inherently and inescapably judgmental and is a deliberate action indicating that
the person has been selected as a member of the permanent faculty because the
prescribed criteria have been met.
In addition to the qualifications of the candidate for tenure, other considerations
that enter into a decision to confer tenure include the particular needs within the
department or the circumstances of the University. A decision not to grant tenure,
therefore, does not necessarily reflect an unfavorable judgment of the candidate
for tenure.
N. Exceptions
a. The six year probationary period may be reduced through the awarding of
prior service credit not to exceed four (4) years at this or another institution
of higher education, provided that such service otherwise meets the
provisions of the policy. Such a recommendation will be made in writing by
the appropriate school/college dean at the initial appointment. The final
approval of the recommendation is by the IEO, and must be communicated
in writing to the applicant. The IEO will submit the final recommendation to
the Board of Trustees.
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b. If a faculty member joins the University following distinguished senior
service with tenure from another institution, upon the recommendation of
the chair and the dean at the time of initial appointment, the faculty member
may be granted tenure. The recommendation must be approved by the CAO
with final approval of the recommendation by the IEO and must be
communicated in writing to the applicant. The IEO will submit the final
recommendation to the Board of Trustees.
c. To be eligible for tenure consideration in the faculty classifications, deans of
schools/colleges shall teach (i.e. classroom instruction) a minimum of three
(3) credit hours each academic year; associate and assistant deans shall teach
a minimum of three (3) credit hours and department chairs shall teach a
minimum of six (6) credit hours each academic term (i.e. semester or
summer session). Tenured faculty members in administrative positions shall
retain tenure in the faculty classification but not in any administrative
positions.
The total period of continuous employment for a full-time faculty member at
Jackson State University eligible for tenure consideration and who is not
awarded tenure shall not exceed six (6) full academic years. (Faculty
members must apply for tenure during their sixth year of continuous full-
time employment [exclusive of leave]). Faculty members who are not
awarded tenure during that time period must be given a one-year terminal
contract at the end of their sixth year, which expires at the end of the seven-
year period or placed in a non-tenure track position upon the
recommendation of the department chair.
Extension of the Probationary Period
1. Any faculty member may request an extension of one year of the probationary period
based on personal circumstances which resulted in less than five full years of
probationary service, such as may be the case where a faculty was granted extended
medical leave. Extensions shall not be granted for circumstances of which the University
or faculty member had reasonable control over, such as administrative assignments,
accreditation work, or elective leave.
2. A request for an extension must be initiated on or before March 1 prior to the academic
year in which a tenure decision is to be made.
3. The process can only be initiated by the faculty member. A written request for an
extension shall be prepared by the faculty member and submitted simultaneously to the
Department Chair and the Dean, or, for those in schools without chairs, to the Dean and
the Provost. Suitable supporting material will be submitted with the application. The
request for extension and the rationale for the request shall be kept confidential to the
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extent permitted by Mississippi law. Only the granting of the extension shall be made
public.
4. Upon receipt of the written request, the Department Chair will then make his or her
recommendation to the Academic Dean. The Academic Dean's recommendation will be
forwarded to the CAO. The recommendation of the CAO shall be forwarded to the
faculty member. If the CAO supports the extension request, the request shall be
forwarded to the President. The President shall take final action on the request to extend
the probationary period. The President will inform the faculty member, Department
Chair, Academic Dean, Dean of the Graduate School and the CAO of the final
disposition of the request. When all action has been completed, the recommendations
alone will be filed in the Division of Human Resources. The faculty member making the
request shall be notified in writing at each stage of the process or the recommendation
made at that stage.
5. If the request is granted, an appropriate indication shall be placed in the applicant's
promotion and tenure file. All documentation regarding the rationale for the request shall
be kept confidential and maintained in a file separate from the faculty member's official
institutional personnel file. This confidential file may be accessed by and must be
released to the applicant upon request.
6. The faculty member whose application is approved is held to the same standards as
other tenure applications.
7. No person shall be discriminated against in any promotion and tenure proceedings for
seeking or obtaining an extension under this provision.
8. Tenure extensions are limited to one year.
O. Externally Funded Positions
1. The appointment and subsequent reappointment (of a faculty member to a
position funded in whole or in substantial part) from sources other than
continuing funding shall specify in writing that the continuation of the
faculty member's services shall be contingent upon the continued
availability of such funds.
The Board of Trustees policy on individuals in this category is as follows:
From time to time, the Board of Trustees authorizes new
positions which are to be funded from federal or private
sources. In approving these new positions, the Board does not
obligate itself or the institution to continue these positions
when the federal or private funding is exhausted. The intent of
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the Board is that these positions are temporary and that
tenured positions are not to be established in connection with
federal or private resources. (Board of Trustees Minutes,
9/90; 1/98 Section 801.06)
Therefore, faculty members appointed to "soft-money" (funded through
sources other than state appropriations, tuition and fees, and designated
endowment income) positions are not eligible for tenure consideration but
may continue employment so long as it is mutually agreeable to the
faculty member and Jackson State University that such employment would
be beneficial.
P. Tenured Administrators
Tenured faculty members in administrative positions shall hold tenure in the
faculty classification but not in any administrative position.
Notice of Non-Renewal or Termination of “Tenure Track” Faculty
Notice of intention not to renew a tenure track faculty member will be furnished in
writing:
1. Not later than March 1 before the date of termination during the first year of
service; not later than December 1 before the date of termination during the
second year of service; and not later than September 1 before the date of
termination of a contract after two or more years of service in the institution.
2. This notification obligation shall apply only to full-time tenure-track faculty
members who have a written contract of employment with the Board.
3. Termination for Lack of Funds – Tenure track faculty may be terminated prior to
the expiration of a contract of employment due to a lack of funds, as determined
by the Institutional Executive Officer. Notice of termination of tenure track faculty
prior to the expiration of a contract of employment due to a lack of funds shall be
furnished in writing at least thirty (30) calendar days prior to the termination.
4. Termination for Malfeasance, Inefficiency, Contumacious Conduct, or for other
Cause Prior to Expiration of Term-The termination of a tenure track faculty
member shall not be recommended by the Institutional Executive Officer until the
faculty member has been afforded the opportunity for a hearing. The faculty
member shall be informed in writing of the proposed termination action and of
the right for an opportunity to be heard. Within ten (10) calendar days of such
notice, the faculty member shall state in writing the desire to have a hearing. The
member shall be permitted to have an advisor, who may be an attorney, at the
hearing but the advisor shall not be permitted to address or otherwise
communicate with the institution, its officials, or a hearing panel on behalf of the
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member. The institution is directed to record (suitable for transcription) all
hearings. In the hearing of charges of incompetence, the testimony shall include
that of faculty and other scholars. Any decision made by the hearing body shall be
a recommendation to the Institutional Executive Officer. Tenure track faculty
members whose contracts are terminated for cause prior to the expiration of their
contract may have their contracts terminated at any time subsequent to notice and
hearing with no right to continued employment for any period of time. At the
discretion of the Institutional Executive Officer, the member’s salary may be paid,
and the member may be relieved of all teaching duties, assignments, appointments
and privileges when the member is subject to being dismissed for cause, even
while pending a termination hearing. (IHL Board Policies and Bylaws, 403.0102,
2009)
Tenured Faculty Dismissal
1. Termination of service of a tenured faculty member is made only under these
extraordinary circumstances:
a. Financial exigencies as declared by the Board;
b. Termination or reduction of programs, academic or administrative units as
approved by the Board;
c. Malfeasance, inefficiency or contumacious conduct; or
d. For other cause.
2. Termination of a tenured faculty member shall not be recommended by the
Institutional Executive Officer until the faculty member has been afforded the
opportunity for a hearing. In no event shall the contract of a tenured faculty
member be terminated for cause without the faculty member being afforded the
opportunity for a hearing.
In all cases, the faculty member shall be informed in writing of the proposed
action against him/her and that he/she has the opportunity to be heard in his/her
own defense. Within ten (10) calendar days of notification of the proposed action
and opportunity to be heard, the faculty member shall state in writing his/her
desire to have a hearing. He/she shall be permitted to have with him/her an
adviser of his/her own choosing who may be an attorney, but who shall not be
permitted to address or otherwise communicate with the institution, its officials,
or a hearing panel on behalf of the faculty member. The institution is directed to
record (suitable for transcription) all hearings. In the hearing of charges of
incompetence, the testimony shall include that of faculty and other scholars. Any
decision made by a hearing body shall be a recommendation to the Institutional
Executive Officer. Tenured faculty members who are dismissed for reasons stated
as follows:
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a. financial exigencies as declared by the Board; or
b. termination or reduction of programs, academic units and/or
administrative units as approved by the Board;
shall remain employed for a minimum of 9 to 12 months, consistent with current
contract, periods of time, from the date of notification.
Tenured faculty members, who are dismissed for reasons stated as
follows:
a. malfeasance, inefficiency or contumacious conduct; or
b. for other cause;
shall have their contracts terminated at any time subsequent to notice and hearing
with no right to continued employment for any period of time. At the discretion of
the Institutional Executive Officer, any faculty member's salary may be paid, and
he/she may be relieved of all teaching duties, assignments, appointments and
privileges when he/she is dismissed for any reasons stated above or pending a
termination hearing. (IHL Board Policies and Bylaws, 403.0104, 3/91; 2/98)
Appeals of Tenured Faculty Termination
1. Conditions of Appeals to the Board of Trustees:
Miss. Code Ann., Section 37-101-15 sets forth the general obligations of
the Board of Trustees of State Institutions of Higher Learning with respect
to employment at the various institutions of higher learning. It is the
policy of the Board to consider appeals of the termination of tenured
faculty members only, and only after the faculty member has exhausted all
administrative remedies at the institutional level. In the event that an
appeal to the Board is requested by a faculty member, the Institutional
Executive Officer shall transmit to the Commissioner the full report of the
campus grievance committee concerning the matter appealed.
The individual allegedly aggrieved will be allowed to submit a written statement
of his grievance to the Commissioner within a thirty (30) calendar day period
following notification of the decision of the Institutional Executive Officer. No
persons will appear personally before the Board unless invited.
If review is allowed by the Board, only the record developed at the institution will
be reviewed. Review by the Board is not a matter of right, but is within the sound
discretion of the Board. Review by the Board, if granted, is only on the record
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made at the lower level. No new evidence may be submitted on appeal (IHL
Board Policies and Bylaws, 403.0105, 2009).
2. Review of Appeal by the Board:
The Board, upon receipt of such an appeal, shall review the records of the
institutional committee's hearing and all documentation relative to the personnel
decision. The Board reserves the right to correct an omission or other inaccuracy
in the record submitted upon suggestion by either party or upon its own motion.
The Board shall then determine the following:
a. If the institutional due process procedures were followed; and
b. If the decision was arbitrary or capricious.
The Board, after reviewing the employee’s statement and the record from the
institution, shall affirm the decision of the Institutional Executive Officer or make
another decision which shall be final and binding (IHL Board Policies and
Bylaws, 403.0105, 2009)
Grievances and Other Appeals
A. Grievance Defined
A grievance is defined as the claim of an individual employee that there has been
a violation, misinterpretation or misapplication of a personnel rule, policy or
procedure (IHL Board Policies and Bylaws, 403.0201).
B. Grievance Appeals to the Governing Board
Grievances (not involving separation of employment) are not appealable to the
Board of Trustees. The decision of the Institutional Executive Officer is final and
binding (IHL Board Policies and Bylaws, 403.0202, February 1998).
C. Faculty Grievance Committee
The purpose of the faculty grievance committee is to establish a process for the
handling of formal complaints and to provide a method for employees to discuss
terms and conditions of work, performance problems, and other concerns with
appropriate supervisory personnel without reprisal or retaliation.
The Committee members shall be selected to a one-year term by a vote of faculty
of the college/school or unit at the beginning of the college/school year. The
Faculty Senate shall establish the criteria and procedures for the election of the
committee members.
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D. General Policy
In any organization, conditions leading to dissatisfaction and misunderstanding
may arise among employees and between employees and employer.
The Faculty Grievance Procedure is a method established to determine the
specific cause of a grievance so that University officials can find an acceptable
remedy for it. It is intended for use when dissatisfaction arises in a relationship
between employees or between an employee and supervisory personnel.
This section does not contain procedures for termination of tenured
faculty, the dismissal for cause of a faculty member prior to the expiration
of a term appointment, matters pertaining to promotion or tenure actions,
or matters directed toward a staff member. The procedures for
grievances/appeals pertaining to promotion and tenure actions,
termination, and harassment are detailed elsewhere in this handbook.
E. Standing to File a Grievance
All faculty have standing to file a grievance. However, only permanent, full-time
faculty have standing to file employment grievances in the categories of
promotion, tenure, and termination or suspension. Due t the substantial use of
resources necessary for a grievance hearing, not all grievance rise to the level
justifying a hearing.
F. General Provisions of the Grievance Procedure
i. The decision to utilize this grievance procedure shall be voluntary on the
part of the employee.
ii. If a grievance hearing is conducted under this procedure, the grievant and
the party against whom the complaint is made shall have the right to have
a person of his/her choice present at the hearing for consultation or moral
support.
iii. The Faculty Grievance Committee shall be convened to review the
allegations submitted by the employee.
iv. Faculty Grievance Committee shall keep all grievances and findings of
administration strictly confidential.
v. Each employee will be furnished a copy of the grievance procedure.
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vi. At each step in the procedure, the grievant shall be furnished a written
copy of the decision within the time period designated below.
vii. Where the grievance is not resolved before formally reaching the
Institutional Executive Officer, the decision of the Institutional Executive
Officer shall be final. (Board of Trustees Minutes, 2/98)
Following are examples of basis for grievance:
Discrimination.
Decision regarding salary.
Unsafe physical environment.
G. Steps to Follow in Presenting the Grievance
Step One: A faculty member with a grievance is encouraged to discuss the
facts and circumstances giving rise to the grievance with his/her
chair and attempt to resolve the matter at that level. If the
grievance is resolved through discussion between the parties, no
written decision is necessary. If the grievance is not resolved, the
faculty member must submit the grievance to the department chair
using Form I. The department chair must render a written decision
to the employee on the complaint within five (5) working days of
receipt of the written grievance using Form II.
Step Two: If the employee is dissatisfied with the decision of the department
chair, or if the decision is not rendered in a timely manner, the
employee may appeal to the college/school dean through the
department chair. The academic dean will convene a meeting with
the department chair and faculty member within five (5) working
days of the receipt of Form III. The college/school dean will
investigate the matter, afford the employee an opportunity to
present information and evidence pertinent to the grievance,
receive information and evidence from the department chair, and
render a decision within ten (10) working days of the close of the
meeting.
Step Three: If the employee is dissatisfied with the academic dean's response at
Step 2, he/she may appeal to the CAO within five (5) working days
after receipt of the dean's response. The CAO will review and
investigate the matter and convene the Faculty Grievance
Committee within five (5) working days after receiving the appeal
notification. This committee's role is strictly advisory to the IEO.
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The Faculty Grievance Committee shall do the following:
1. Conduct hearings, investigations, and all other activities that will bring to
light all of the facts of the case that form the bases for remedial actions.
The Committee will ensure a complete, fair, and impartial hearing for the
benefit of all parties concerned.
2. Schedule a hearing within ten (10) working days after receipt of the charge
from the CAO. The date for which the hearing is scheduled may be at a
time later than 10 days.
3. Meet in executive session after completion of all hearings and
investigations to deliberate the findings and submit a written
recommendation within five (5) working days following the hearing to the
IEO and the employee.
The IEO shall normally render a final decision in writing to the grievant within (14)
working days after receiving the recommendation of the Faculty Grievance Committee.
Pursuant to the Policies and Bylaws of the Board of Trustees as amended February 1998,
Section 405.02, the decision of the Institutional Executive Officer shall be final.
Attempts are made to enforce the timelines for filing and addressing grievances; failure to
do so should be reported immediately to the Division of Academic Affairs.
Notice of Non-Renewal or Termination of “Non-Tenure Track Faculty
A. Non-Tenure Track Defined
Universities are authorized to establish faculty positions designated as non-tenure
track positions. Universities may enter into renewable contracts, for periods up
to four years in length, with non-tenure track faculty members in three separate
categories - research, teaching, and service - based on the mission and needs of
the institution. Each institution employing non-tenure track faculty will have a
formal system of annual evaluations to assess each such faculty member’s
performance. Renewal of contracts is not guaranteed and will be determined by
the institution on the basis of the faculty member’s performance, availability of
funding, and institutional priorities. Individuals employed in non-tenure track
positions have no expectation of continuing employment beyond the expiration of
their contracts and shall not be eligible for consideration for the award of tenure.
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Individuals in non-tenure track positions may not have their status converted to
tenure track positions. However, they are eligible to apply for tenure track
positions when available. (Board Policy 404.01, 3/91; 2/98; 2/2005; 10/2009)
B. Notice of Non-Renewal or Termination of “Non-Tenure Track” Personnel
1. Notice of intention not to renew the written contracts of employment of
non-tenured, non-tenure track personnel, whether faculty or staff, shall be
furnished in writing thirty (30) days prior to the expiration date of the
contract.
2. Lack of Funds - Notice of termination of non-tenured, non-tenure track
personnel, whether faculty or staff, prior to expiration of the employment
contract due to a lack of funds, as determined by the Institutional
Executive Officer, shall be furnished in writing thirty (30) calendar days
prior to the termination. Any employees without a written employment
contract are terminable at the will and pleasure of the employer. (IHL
Board Policies and Bylaws, 404.02, 2009)
Evaluation of Faculty Performance
A. General Policy
Institutions shall have evaluation procedures for all employees, which shall
include annual evaluations of all tenure track faculty. A general description of
procedures shall be filed with the Commissioner (IHL Board Policies and Bylaws,
407.01, 2000).
B. Purpose
The purpose of the faculty evaluation program is to determine the overall
effectiveness of faculty in the University's three mission areas - teaching, research
and service. The evaluation program is predicated upon fulfilling professional
responsibilities and performance expectations of the IHL Board, the institution,
college/school and department with reference to student learning outcomes and
program performance.
C. Evaluation Procedures
Responsibility for initiating evaluations and recommendations for reappointment,
promotion, or tenure is the responsibility of the unit that provides more than 50
percent of the salary, with the advice of the other units participating in the joint
appointment. In the case of units that share equally in the salary of the joint
appointee, recommendations for reappointment, promotion, or tenure shall be
initiated by the units acting jointly.
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Annual faculty evaluations will be conducted by the chair of the department and
the Departmental Evaluation Committee, where applicable. Evaluation of acuity
will be determined employing the following instruments:
1. Goals and Objectives - to be completed by the individual faculty member
in consultation with the department chair no later than September 30 of the
academic year in which the evaluation will occur.
2. Faculty Member's Statement of Accomplishment (FMSA) - to be
completed and submitted to the department chair by March 1 and should
cover the twelve month or applicable academic period preceding this date.
3. Faculty Performance Evaluation Instrument (FPEI) to be completed by the
chair and discussed with the individual faculty member, and submitted to
the college dean by April 30. An updated file must be maintained by each
faculty member and should include documentation of his/her teaching,
advising, research, and service. Items listed under these areas in the FPEI
are the factors to be considered in evaluating faculty. The list is not
inclusive; therefore, other relevant factors may be considered.
4. Student Instructional Rating System (SIRS) - to be completed according to
instructions.
The performance instruments are designed to (1) provide individual
faculty members with data to support their strengths, (2) identify areas
where improvements are needed, and (3) assist the University in
determining areas where faculty support services are needed.
Graduate Faculty
The purpose and functions of the Graduate Faculty, within limits established by the
Board of Trustees, are to offer graduate courses, supervise thesis and dissertation
research, and advise the Graduate Council and the Graduate Dean on the establishment of
policies relating to graduate training. The major advisory functions of the Graduate
Faculty are carried on by committees appointed by the Graduate Dean. Appointment to
the Graduate Faculty is made by the Chief Academic Officer.
The Graduate Faculty consists of the Institutional Executive Officer, the Chief Academic
Officer, the academic deans and those members of the general faculty who, by their
scholarly attainments in their own fields of specialization, have demonstrated their
competence to offer graduate instruction.
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Members of the graduate faculty possess terminal degrees in their area of instruction or
have achieved equivalent recognition through their research achievements. They are
experienced professors, having at least three years’ experience in higher education,
including some graduate teaching, and having directed graduate student research and
carried on their own research. To be admitted to the Graduate Faculty, an individual must
have attained a high degree of proficiency both as a teacher and as a scholar, the latter
demonstrated by recognized research or artistic creativity appropriate to the academic
discipline.
The categories of graduate faculty appointment and the responsibilities of the position are
as follows:
A. Graduate Faculty may teach graduate courses, supervise and serve on
supervisory committees for students working toward post-baccalaureate
degrees, vote on nominations for the Graduate Council and serve on the
Graduate Council.
B. Associate Graduate Faculty may teach graduate courses, supervise
masters' theses, co-supervise doctoral dissertations, serve on supervisory
committees for students working toward post baccalaureate degrees, and
vote on nominations for the Graduate Council.
C. Adjunct Graduate Faculty may teach graduate courses and co-supervise
and serve on supervisory committees for students working toward post
baccalaureate degrees.
Qualifications for Membership in the Graduate Faculty
Criteria
I. Graduate Faculty
Full members of the graduate faculty possess terminal degrees in their area of
instruction or have achieved equivalent recognition through their research
achievements. They are experienced professors, having at least three years’
experience in higher education, including some graduate teaching, and having
directed graduate student research and carried on their own research.
To be admitted to the Graduate Faculty, an individual must have attained a high
degree of proficiency both as a teacher and as a scholar, the latter demonstrated
by recognized research or artistic creativity appropriate to the academic
discipline.
Specifically, he/she should meet the following requirements:
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A. Hold the doctorate or a degree that is terminal in his/her field of study.
B. Hold the rank of Professor, Associate Professor or Assistant Professor.
C. The faculty member must have published research and scholarly work
during the last five years, or have demonstrated comparable, creative
achievement.
1. In disciplines where publication is the normal outlet for scholarly work
or research, the faculty member must provide evidence of his or her
significant publications appearing under the imprint of recognized
scholarly publishing houses or journals. Publication must have
resulted from a judgment of quality through a reviewing process.
2. In disciplines such as the fine arts where publication is not the normal
or singular end product, the faculty member must provide evidence of
creative work accomplished during the last five years. Presentation of
creative work must have resulted from a judgment of quality through
a reviewing process.
D. The faculty member must indicate current involvement in research and/or
creative work.
II. Associate Graduate Faculty
Associate members of the graduate faculty have completed the terminal degree in
the field, or a terminal degree in a closely related field with academic
qualifications of 18 graduate hours, or a combination of terminal degree with
professional qualifications in the field of application, and have begun teaching
within the last three (3) years.
To be admitted to the Associate Graduate Faculty, an individual must have
attained a high degree of proficiency both as a teacher and as a scholar, the latter
demonstrated by recognized research or artistic creativity.
Specifically, he/she should meet the following requirements:
A. Hold the doctorate or a degree that is terminal in his/her field of study.
B. Hold the rank of Professor, Associate Professor or Assistant Professor.
C. The faculty member must have published research and scholarly work, or
have demonstrated comparable, creative achievement.
1. In disciplines where publication is the normal outlet for scholarly
work or research, the faculty member must provide evidence of his or
her significant publications appearing under the imprint of recognized
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scholarly publishing house or journals. Publication must have resulted
from a judgment of quality through a reviewing process.
2. In disciplines such as the fine arts where publication is not the normal
or singular end product, the faculty member must provide evidence of
creative work accomplished during the last five years. Presentation of
creative work must have resulted from a judgment of quality through
a reviewing process.
D. The faculty member must indicate current involvement in research and/or
creative work.
III. Adjunct Graduate Faculty
Adjunct members of the graduate faculty are temporary, part-time professors,
possessed of proven competence and appropriate credentials, who are appointed
to meet the University's needs in their area of expertise.
To be admitted to the Adjunct Graduate Faculty, an individual must have attained
a high degree of proficiency both as a teacher and as a scholar, the latter
demonstrated by recognized research or artistic creativity.
Specifically, he/she should meet all or the majority of the following requirements:
A. Hold the doctorate or a degree that is terminal in his/her field of study.
B. Hold the rank of Professor, Associate Professor or Assistant Professor.
C. The faculty member must have published research and scholarly work, or
have demonstrated comparable, creative achievement.
In disciplines where publication is the normal outlet for scholarly work or
research, the faculty member must provide evidence of his or her
significant publications appearing under the imprint of recognized
scholarly publishing houses.
Responsibilities of Graduate Faculty
Graduate Faculty may teach graduate courses, supervise and serve on
supervisory committees for students working toward post-baccalaureate degrees,
vote on nominations for the Graduate Council and serve on the Graduate Council.
Associate Graduate Faculty may teach graduate courses, supervise masters'
theses, co-supervise doctoral dissertations, serve on supervisory committees for
students working toward post-baccalaureate degrees, and vote on nominations for
the Graduate Council.
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Adjunct Graduate Faculty may teach graduate courses and co-supervise and
serve on supervisory committees for students working toward post-baccalaureate
degrees.
Application Procedure
The Graduate Faculty Status committee consists of one representative from each
college/school at the University. The committee meets prior to the regularly scheduled
Graduate Council meetings. All applications must be submitted to the committee
chairperson by the second week in each month. After careful review of each application,
the Graduate Council acts on the recommendations of the committee.
The application process for graduate faculty status consists of several steps.
1. The faculty member must make their requests known to their department
chair and college dean.
2. The college dean forwards the request to the Dean of the Division of
Graduate Studies.
3. The Dean of the Division of Graduate Studies forwards all applications to
the Graduate Faculty Status Committee Chairperson for action.
4. The Chairperson of the Graduate Faculty Status Committee makes a
report to the full Graduate Council, who acts on the recommendations of
the committee.
5. The Dean of the Division of Graduate Studies then notifies the Chief
Academic Officer.
6. The CAO notifies the faculty member of the decision on graduate faculty
status.
In disciplines where publication is the normal outlet for scholarly work or
research, the faculty member must provide evidence of his or her significant
publications appearing under the imprint of recognized scholarly publishing house
or journals. Publication must have resulted from a judgment of quality through a
reviewing process.
In disciplines such as the fine arts where publication is not the normal or singular
end product, the faculty member must provide evidence of creative work
accomplished during the last five years. Presentation of creative work must have
resulted from a judgment of quality through a reviewing process.
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The faculty member must indicate current involvement in research and/or creative
work.
Meritorious Distinction for Faculty
Distinguished Professorship
The appointment of a faculty member to the Distinguished Professorship or Eminent
Professorship at Jackson State University constitutes the highest honors that the
University can accord a member of the professorate. All recommendations are reviewed
by a group of faculty appointed by the CAO.
Distinguished Professor
Criteria
Must hold the rank of Full Professor.
Demonstrated extraordinary achievements in the areas of teaching, scholarly
research and/or creative endeavors, service and other activities which have
brought distinction to the University.
Received national and/or international recognition in his or her field.
Guidelines for the Preparation of Nominations
The nomination packet should contain a succinct description of the nominee’s
major scholarly and/or creative activities and an indication of their overall
significance to the discipline.
A concise assessment of the nominee’s scholarly ability and professional
reputation, including a sense of how the nominee might rank nationally, and
where appropriate, internationally, among senior scholars in the discipline.
An evaluation of the nominee’s contributions as a teacher and mentor of students.
Feel free to comment on:
o Development of new courses or revitalization of existing ones.
o Significance of the nominee’s course offerings to the discipline.
o Strength of the nominee’s advising and mentoring skills.
o Awards and honors received in recognition of teaching, advising, and
mentoring.
o Any other relevant activities not included above.
An evaluation of the nominee’s contributions as a researcher.
o Number of grants funded in the past 10 years and the total dollar amount.
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o Number of publications in journals (refereed and non-refereed).
o Books and/or book chapters.
o Conference presentations and the scope of the conference (i.e. local,
national, international).
o Other scholarly contributions to the discipline, such as journal editor,
advisory committee member, accreditation evaluator, etc.
An assessment of the nominee’s service contributions. This may include
committee assignments, counseling duties, formal and informal advisory roles, or
other activities that reflect outstanding service to the department, school/college,
institution, community, and professional organizations and societies.
A current curriculum vita.
A supporting letter from the Dean of the college must be included.
Three letters of support from external members of the nominee’s discipline.
Eminent Professor
Criteria
Holds the rank of Full Professor.
Demonstrates extraordinary achievements in the areas of teaching, scholarly
research and/or creative endeavors, service and other activities which have
brought distinction to the University.
Receives national and/or international recognition in his or her field.
Shapes the development of new areas of research or trends in the respective
discipline. The scholarly contributions or artistic achievements of the faculty
member should be a benchmark, reflecting the evolution of the discipline.
Advances seminal work in the field of expertise; provides a research legacy in the
discipline.
Maintains a consistent pattern of scholarly contributions, invited chapters,
scholarly books, invited lectureships, prestigious academic contributions and
honors, officer positions in the individuals discipline, editor of multi-authored
books, organizer or coordinator of symposiums and other similar examples would
represent evidence that an individual should be the one who is easily recognized
by other eminent authorities in the discipline with positive comments on his or her
work.
Advances scholarly research that is frequently cited by others in the discipline.
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Guidelines for the Preparation of Nominations
The nomination packet should contain a succinct description of the nominee’s
major scholarly and/or creative activities and an indication of their overall
significance to the discipline.
A concise assessment of the nominee’s scholarly ability and professional
reputation, including a sense of how the nominee might rank nationally, and
where appropriate, internationally, among senior scholars in the discipline.
An evaluation of the nominee’s contributions as a teacher and mentor of students.
Feel free to comment on:
o Development of new courses or revitalization of existing ones.
o Significance of the nominee’s course offerings to the discipline.
o Strength of the nominee’s advising and mentoring skills.
o Awards and honors received in recognition of teaching, advising, and
mentoring.
o Any other relevant activities not included above.
An evaluation of the nominee’s contributions as a researcher.
o Number of grants funded in the past 10 years and the total dollar amount.
o Number of publications in journals (refereed and non-refereed).
o Books and/or book chapters.
o Conference presentations and the scope of the conference (i.e. local,
national, international).
o Other scholarly contributions to the discipline, such as journal editor,
advisory committee member, accreditation evaluator, etc.
An assessment of the nominee’s service contributions. This may include
committee assignments, counseling duties, formal and informal advisory roles, or
other activities that reflect outstanding service to the department, school/college,
institution, community, and professional organizations and societies.
A current curriculum vita.
A supporting letter from the Dean of the college must be included.
Three letters of support from external members of the nominee’s discipline.
Emeritus Status Designation
The emeritus designation is awarded to faculty members who have served Jackson State
University with distinction for an extended time. The status recognizes faculty who have
excelled in the areas of teaching, research, and service throughout their careers at the
University. Normally, faculty members who desire to remain active in their profession
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and contribute to the University during their retirement request emeritus status. Members
of the faculty meeting the following criteria are eligible to be considered for emeritus
status:
The faculty member has a minimum of ten years of honorable and distinguished
service at the University. In exceptional cases, a faculty member who has served
the University for fewer years may receive emeritus status.
The faculty member is retiring or is already retired from the faculty.
Procedure for Appointment. The following procedure applies to the nomination and
approval of retiring faculty for emeritus status:
When notified that the faculty member wishes to retire, the department chair
requests permission of the retiring faculty member to nominate the faculty
member for emeritus status.
If the faculty member agrees to be nominated for emeritus status, he or she, in
consultation with the department chair, completes an application package for
emeritus status and submits the application.
After consulting the faculty of the nominee’s department for recommendations,
the chair or director formally nominates the faculty member by submitting a
nomination letter and curriculum vitae to the dean of the nominee’s college for
approval.
If the dean approves the application, then the application and supporting materials
are sent, together with a cover letter, to the Provost for evaluation.
If the Provost approves the application, then the application and supporting
materials are sent, together with a cover letter, to the President for evaluation.
If the President approves the application, an agenda item is submitted to the Board
of Trustees for approval at the next Board meeting.
The Provost notifies the faculty member by letter whether the application for
emeritus status is approved and forwards copies to the dean and department chair
or director.
Privileges. An emeritus faculty member is an honored, non-voting member of the
department and College in which he or she was a member before retirement. Colleges
and departments are encouraged to invite emeritus faculty to serve as lecturers, substitute
instructors, and consultants. Although no longer tenured or eligible for employment
benefits, an emeritus faculty member is entitled to the following privileges:
to be listed separately in the general catalog and University directory following
the listing of the regular faculty in those publications;
to represent the University at ceremonies of other universities and organizations
when so appointed by the President;
to serve on committees, including dissertation, thesis, and faculty committees, if
requested by the department chair;
to enjoy the same library and computer privileges as active members of the
faculty; and
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to receive faculty prices for University sponsored events and services.
Faculty Productivity Awards
Faculty members who attain a distinguished accomplishment in teaching, research or
scholarly/creative work, or service to the University or profession, according to pre-
established University criteria/specifications, will be provided an award of recognition as
a means of reinforcement. Such award cannot have more than minimal value or otherwise
resemble a bonus.
HEADWAE (Higher Education Appreciation Day Working for Academic
Excellence)
The Higher Education Appreciation Day, Working for Academic Excellence
(HEADWAE) was established by Mississippi Legislative Resolution #88 in 1987 to
annually honor the academically talented students and faculty members of Mississippi's
higher education institutions who have made outstanding contributions in promoting
academic excellence. The Appreciation Day, hosted by the Legislature each February in
Jackson, is the Legislature's way of saying "thank you" to these students and faculty for
their commitment to the future of Mississippi.
The goals of the Appreciation Day is to encourage excellence among those involved in
higher education, as a way to further leadership, increase knowledge across the broad
spectrum of education, and promote good citizens capable of thriving in today's society
and prepared to meet future challenges. Faculty and student nominations for the
HEADWAE award are solicited from the University’s academic leaders, and presented
by the Division of Academic Affairs for the final selection of the awardees by the
University’s executive council. The recognition may include a nominal cash prize to the
awardees, to the extent that such award is externally funded.
Retired Employees
Individuals (faculty or staff) who have retired from the University (or State of
Mississippi) may be re-employed regardless of their age, without affecting their
retirement benefits if employment meets at least one of the following criteria: a) The
service retiree will be employed for a period of time not to exceed one-half (1/2) of the
normal working days or hours for the position during the state fiscal year, and the retiree
will receive no more than one-half (1/2) of the salary in effect for the positions at the time
of employment; or b) The service retiree will be employed for any number of days or
hours during the fiscal year but at a salary which will not exceed 25% of the average
compensation used in calculating his/her benefits.
Retirees must complete the Certification/Acknowledgement of Reemployment of Retiree
form and the Division of Human Resources must notify the Public Employee’s
Retirement System (PERS) within five days of the re-employment of a retiree. This
notice must specify which criteria for re-employment, as noted above, will be met. PERS
also must be notified in writing within five days of termination of employment.
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Retirees who are age 70 or older with 20 years of creditable service, who wish to be re-
employed on a full-time basis and continue to receive their retirement benefits may sign
PERS Form 9C, Waiver of Salary or Compensation, and continue to receive their
retirement benefits, plus any per diem, office expense allowance and mileage or travel
expense offered by the position. This waiver must be filed by the Division of Human
Resources annually with PERS.
Educational, Sabbatical, and Professional Leaves
Leave of absences from a full-time faculty assignment should be considered a privilege
which is predicated on the recipient’s display of outstanding professional performance
and commitment to the mission and goals of the institution. They are investments not
only in the individual but also in the university’s academic quality and competitiveness in
the higher education community. Therefore, upon the faculty member’s completion of
the leave of absence, he/she must document accomplishments during the absence,
provide an endorsement by the host institution or agency, and make a final report to the
university, the criteria for each to be specified by his/her home department at Jackson
State.
Following are the types of leave which are traditionally afforded to the university’s full-
time faculty:
A. Graduate and Post-Doctoral Study (Educational Leave)
The policy of the institution has been to encourage leaves of absence for graduate
and postdoctoral study. For this purpose, leaves are granted for a school year, a
semester or, on occasions, a part of a semester. No salary is paid by the
institution for the period of the leave, except under the provisions of the Board's
sabbatical leave policy (Board Policy, 408.01, 1998).
B. Upgrading Credentials
Any member of the faculties of Alcorn State University, Jackson State University,
and Mississippi Valley State University shall be eligible for leave of absence to
pursue advanced academic training so as to elevate the scholastic qualifications
of the faculties of the above-mentioned universities in line with the requirement of
the several accrediting agencies. In no instance shall leave be granted unless
there is an employment contract providing for continued service, after expiration
of the leave, in the university where the faculty member is employed.
The Board of Trustees of State Institutions of Higher Learning is hereby
authorized to make payment of salary, or such part of salary as may be decided,
of such faculty members who are under contract for academic leaves (Miss. Code
Ann., Section 37-101-181, as amended).
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Under provisions of the Plan of Compliance (1974), incumbent personnel of each
institution will have opportunities to upgrade their employment credentials
sufficiently to be promoted and to be offered new positions; leaves of absence are
to be made available to minority faculty members for this purpose (IHL Board
Policies and Bylaws, 408.02, 1998).
C. Sabbatical Leave
1. Qualifications - Any member of the faculty of the State Institutions of
Higher Learning of the State of Mississippi shall be eligible for sabbatical
leave, for the purpose of professional improvement, for not more than two
semesters (fall and/or spring) immediately following any twelve (12) or
more consecutive semesters of active service in an institution of higher
learning of this state where such faculty member is employed or for not
more than one semester immediately following any six or more
consecutive semesters of such service. Absence on sick leave shall not be
deemed to interrupt the active service herein provided for (Miss. Code
Ann., Section 37-101-183, as amended).
2. Application - Applications for sabbatical leave shall be made to and
approved by the department chair, college dean, and submitted to the
Chief Academic Officer for consideration and forwarding to the
Institutional Executive Officer for approval and submission to the
Institutions of Higher Learning. Applications are initiated at the
department level and approved by the dean and CAO. (I revised to
include department, dean levels)
NOTE: Specific criteria outlining expected outcomes gained from the
leave and benefits to the University are outlined in the Sabbatical
Application available online and in the Office of the Provost.
3. Contractual Agreements - Any person who is granted sabbatical leave and
who fails to comply with the provisions of such leave as approved by the
State Institutions of Higher Learning may have his or her leave terminated
by the Board. No person on sabbatical leave can be denied any regular
increment of increase in salary because of absence on sabbatical leave.
Service on sabbatical leave shall count as active service for the purpose of
retirement and contributions to the retirement fund shall be continued.
In order to provide for the above leaves, the Board shall have power to
adopt rules and regulations regarding such leave. In no instance shall
leave be granted unless there is a contract providing for continued
service, after expiration of the leave, in the college where the faculty
member is employed.
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Every person on sabbatical leave shall enjoy all the rights and privileges
pertaining to his or her employment in the Institutions of Higher Learning
in which such person is employed, which such person would have enjoyed
if in active service during such leave in the position from which such leave
was taken (Miss. Code Ann., Section 37-101-183, as amended; IHL Board
Policies and Bylaws 408.03, 2008)).
4. Compensation -The Board is hereby authorized to make payment of
salary, or such part of salary as may be decided for such faculty members
who are under contract for academic leaves. No salary is paid by the
institution for the period of leave, except under the provisions of
sabbatical leave policy. Each person granted sabbatical leave may receive
and be paid compensation up to the rate of fifty percent of such person's
annual salary. Compensation payable to persons on sabbatical leave shall
be paid at the same time and in the same manner salaries of the other
members of the faculty are paid (Miss. Code Ann., Section 37-101-183, as
amended; IHL Board Policies and Bylaws, 408.03, 2008).
5. Benefits A faculty member on sabbatical leave remains a full-time
employee of the institution. Such faculty member shall retain all the rights
and benefits including those of retirement, insurance, housing, longevity
and other benefits.
6. Institutional Quota - No more than four percent (4%) of the full-time,
regular faculty of any one institution may be on sabbatical leave during
any one semester. (IHL Board Policies and Bylaws, 408.03, 2008)
D. Professional Leave
Any actively contributing member of the Public Employees' Retirement System
who has at least four (4) years of membership service credit and who receives, or
has received; professional leave without compensation for professional purposes
directly related to the employment in state service shall receive creditable service
for the period of professional leave without compensation provided:
1. The professional leave is performed with a public institution or public
agency of this state, or another state or federal agency;
2. The employer approves the professional leave showing the reason for
granting the leave and makes a determination that the professional leave
will benefit the employee and employer;
3. Such professional leave shall not exceed two (2) years during any ten-year
period of state service;
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4. The employee shall serve the employer on a full-time basis for a period of
time equivalent to the professional leave period granted immediately
following the termination of said leave period;
5. The actively contributing member shall pay to the retirement system the
actuarial cost as determined by the actuary for each year of professional
leave. The member may begin to purchase such service credit at such time
as the total eligible additional credit, when added to the member's
creditable service, will entitle the member to receive a retirement
allowance within five (5) years. The provisions of this subsection are
subject to the regulations of the Internal Revenue Code limitations;
6. Such other rules and regulations consistent herewith as the Public
Employee Retirement System may adopt and in case of question, the Board
shall have final power to decide the questions (Miss. Code Ann., Section
25-11-109, as amended). (IHL Board Policies and Bylaws, 408.04, 1998)
Statement of Academic Freedom
The university faculty member is a citizen, a member of a learned profession, and a part
of the educational institution. When such a professional speaks or writes as a citizen,
there should be freedom from institutional censorship or discipline.
The faculty member is entitled to full freedom in teaching, research, service, and in the
publication of results, subject to the adequate performance of other academic duties as
well as the rights of academic freedom belonging to the university and the students.
Shared Governance
Shared governance at Jackson State University invites the participation of the faculty,
staff and students on matters that directly or indirectly affect the academic environment
of the University. These matters include, but are not limited to, curriculum, course
content, degree requirements, class schedules, evaluations, discipline and dismissal of
faculty/staff/students, faculty/staff/student representation on University decision and
policy-making units or bodies, and faculty/staff/student representation on search
committees for University administration. Administrators will consider such
recommendations and make best efforts to provide timely rationale for any modification
or rejection of input received.
The 2010-2011 Jackson State University Faculty Senate in collaboration with the
Administration of Jackson State University under the leadership of Interim President, Dr.
Leslie Burl McLemore agree that the University Community respectfully shares
responsibility for reaching collective decisions on matters of policy and procedure. We
also agree that Faculty Governance is inextricably linked to Academic Freedom.
Therefore, in the interest of Representation and Procedural Integrity, the University
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Administration embraces the Principles of Shared Governance enunciated in the AAUP's
1966 Statement on Government of Colleges and Universities.
Moving forward, the University accepts the Statement on Shared Governance previously
accepted under the past administration and adopted by Jackson State University's Faculty
Senate.
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SECTION IV
FACULTY RESPONSIBILITIES AND ACADEMIC
OPERATING PROCEDURES
Code of Conduct
Jackson State University expects ethical conduct of all personnel. The University
endorses the 1940 Statement of Principles on Academic Freedom and Tenure of the
American Association of University Professors (AAUP), as revised and refined since
1940. The University also endorses the Statement on Professional Ethics of the same
organization, insofar as these are not limited by laws or the policies of the Mississippi
Board of Trustees of State Institutions of Higher Learning.
In the exercise of professional responsibilities, the faculty member should at all times be
accurate, exercise appropriate restraint, show respect for the opinion of others and make
every effort when speaking or writing as a citizen to indicate that he/she is not an
institutional spokesperson. It should be kept in mind that the public may judge the
profession and the institution by any statements made by the faculty member.
[The statement which follows (a revision of a statement originally adopted in 1966) was
approved by the Association's Committee on Professional Ethics, adopted by the
Association's Council in June 1987, and endorsed by the Seventy-third Annual Meeting.]
1. Professors, guided by a deep conviction of the worth and dignity of the advancement
of knowledge, recognize the special responsibilities placed upon them. Their primary
responsibility to their subject is to seek and to state the truth as they see it. To this end
professors devote their energies to developing and improving their scholarly
competence. They accept the obligation to exercise critical self-discipline and
judgment in using, extending, and transmitting knowledge. They practice intellectual
honesty. Although professors may follow subsidiary interests, these interests must
never seriously hamper or compromise their freedom of inquiry.
2. As teachers, professors encourage the free pursuit of learning in their students. They
hold before them the best scholarly and ethical standards of their discipline.
Professors demonstrate respect for students as individuals and adhere to their proper
roles as intellectual guides and counselors. Professors make every reasonable effort to
foster honest academic conduct and to ensure that their evaluations of students reflect
each student's true merit. They respect the confidential nature of the relationship
between professor and student. They avoid any exploitation, harassment, or
discriminatory treatment of students. They acknowledge significant academic or
scholarly assistance from them. They protect their academic freedom.
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3. As colleagues, professors have obligations that derive from common membership in
the community of scholars. Professors do not discriminate against or harass
colleagues. They respect and defend the free inquiry of associates. In the exchange of
criticism and ideas professors show due respect for the opinions of theirs. Professors
acknowledge academic debt and strive to be objective in their professional judgment
of colleagues. Professors accept their share of faculty responsibilities for the
governance of their institution.
4. As members of an academic institution, professors seek above all to be effective
teachers and scholars. Although professors observe the stated regulations of the
institution, provided the regulations do not contravene academic freedom, they
maintain their right to criticize and seek revision. Professors give due regard to their
paramount responsibilities within their institution in determining the amount and
character of work done outside it. When considering the interruption or termination of
their service, professors recognize the effect of their decision upon the program of the
institution and give due notice of their intentions.
5. As members of their community, professors have the rights and obligations of other
citizens. Professors measure the urgency of these obligations in the light of their
responsibilities to their subject, to their students, to their profession, and to their
institution. When they speak or act as private persons, they avoid creating the
impression of speaking or acting for their college or university. As citizens engaged
in a profession that depends upon freedom for its health and integrity, professors have
a particular obligation to promote conditions of free inquiry and to further public
understanding of academic freedom.
Intellectual Property Policy (Inventions, Patent and Licensing)
http://www.jsums.edu/ordsfr/docs/Intellectual_Property.pdf
Academic Integrity
It is the direct responsibility of faculty to encourage free inquiry and expression and to
provide an academic environment in their classrooms and in their contact with students
that reflects a high standard of integrity and is conducive to learning.
Pursuant to University faculty obligations and their relationship to academic integrity,
faculty are expected to conduct themselves in a professional manner, as summarized
below:
1. To meet their classes when scheduled.
2. To be available at reasonable times for appointments with students, and to keep
such appointments.
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3. To make appropriate preparation for classes and other meetings.
4. To perform their grading duties and other academic evaluations in a timely
manner.
5. To inform students of the following either orally, in writing, or by reference to
printed course descriptions: the time period in which a student may add or drop a
course, the general content and objectives of a course; the methods and standards
of evaluation, including the importance to be assigned various factors in academic
evaluations and, in advance of any evaluation, the permissible materials or
references allowed during evaluation.
6. To base all academic evaluations upon good-faith professional judgment.
7. Not to consider, in academic evaluation, such factors as race, color, religion, sex,
sexual orientation, age, national origin, political or cultural affiliation, lifestyle,
activities, or behavior outside the classroom unrelated to academic achievement.
8. To respect the confidentiality of information regarding a student contained in
University records; and to refrain from releasing such information, except in
connection with intra-University business, or with student consent, or as may be
permitted by law.
9. Not to exploit their professional relationship with students for private advantage;
and to refrain from soliciting the assistance of students for private purposes in a
manner that infringes upon such students’ freedom of choice.
10. To give appropriate recognition to contributions made by students to research,
publication, service, or other activities.
11. To refrain from any activity which involves risk to the health and safety of a
student, except with the student’s informed consent, and, where applicable, in
accordance with the University policy relating to the use of human subjects in
experimentation.
12. To respect the dignity of students individually and collectively in the classroom
and other academic contexts.”
Roles of the Faculty Member
The role of individual faculty members in supporting the mission of the University will
depend on the specific missions of their departments or colleges/schools. All faculty
members, however, have certain common responsibilities: to commit themselves fully to
their teaching obligations, to participate in the development of the programs of their
departments and colleges/schools and of the University as a whole, to engage in scholarly
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activities, and, as appropriate, to support the University in its goal to render public
service.
As scholars and citizens of the University community, all parties must be mindful of their
responsibilities to their fellow faculty members, to students, to the University, and to the
community and society at large.
Full-Time Equivalency
One full-time equivalency (FTE) for a Jackson State University faculty member is twelve
(12) hours undergraduate, or nine (9) hours graduate teaching per semester combined
with the other duties required by good academic citizenship. Negotiations between the
chairperson and the faculty member may result in replacing part of the teaching
component of one FTE by time assigned to research or other activities which contribute
to the mission of the University; depending on the nature of the assignment, approval of
the dean and/or the CAO may be required.
Academic Calendar
The University’s official academic calendar is published in the Undergraduate and
Graduate catalogs. The calendar is also available on the University Website:
http://www.jsums.edu/prospective.php
Workload
Members of the faculty are required to perform their position responsibilities a minimum
of 30 hours per week to fulfill their obligations to the University. A part of the 30-hour
week of general service will be used for teaching, research, university service, student
advisement, conference and office hours on the physical campus, class preparation,
committee assignments, and departmental/college/school meetings.
Teaching Load and Released Time Policy
The released time policy shall apply to sponsored and non-sponsored research as well as
other responsibilities which require dedicated time from the faculty member. In addition,
intramural and extramural funded projects should be covered by the released time policy.
The granting of released time from instructional duties will be based upon a percentage of
the maximum credit hour load which is twelve. The recommended maximum load is as
follows:
1. For faculty at the instructor level, 12 hours.
2. For undergraduate faculty at professorial rank, 12 hours
3. For faculty teaching a combination of graduate and undergraduate courses, 9
hours.
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4. For faculty teaching graduate courses, 9 hours, with the expectation that part of
the load will include supervision of graduate student research.
5. For the department chair who teaches a graduate course, 3 hours, with the
expectation that the remaining hours will be devoted to research, service, and
administration. The maximum number of hours taught by a department chair
without graduate teaching responsibilities is 6 hours.
6. Professorial faculty who teach only in undergraduate programs may receive
released time for research or to direct major activities and laboratory/practicum
experiences upon request and approval by the department chair.
The rationale for differentiated teaching loads by rank is based upon the research
expectations of the faculty. On the instructor level, one is not expected to conduct
research on a regular basis given the instructional requirements. However, one is
encouraged to conduct research if he or she expects to be promoted. The granting of
released time on the instructor level shall be determined by the department chair on a
case by case situation.
The research expectation between professorial ranks is based upon the level of
productivity between the different ranks. That is a full professor is expected to be more
productive than an assistant or associate professor. The rank of full professor is the
highest academic rank earned at the University, earned by quality scholarly activity.
The granting of released time is a function of departmental committee input, approval
from college and departmental administrators as well as a review of departmental needs.
One should expect that every consideration would be given in the rewarding of released
time. Within the scope of this policy, it is possible for a person to receive 100 percent
released time.
Faculty Load: Theses and Dissertations
In addition, faculty engaged in directing theses and dissertations, and who also have a
teaching load of 9 hours, the following guidelines should be employed:
1. Major advisor for three master’s theses is equivalent to one 3-hour course; and
2. Major advisor for two doctoral dissertations is equivalent to one 3-hour course
3. It is expected that no faculty would supervisor more than three master’s theses or
two doctoral dissertations at one time. The department chair and/or graduate
program director is expected to closely monitor these activities.
4. However, should a faculty member be required to supervise more students than is
expected, she/he will be given a reduced teaching load. Financial compensation
with not be provided for conducting these activities.
5. Documentation of faculty involvement in theses and dissertations activities must
be provided to the Office of the Provost for the release-time to be effected.
Documentation includes identification of the students along with a copy of the
students’ thesis or dissertation prospectus that has been submitted to the Division
of Graduate Studies as part of the permanent graduate record.
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Office Hours
Members of the teaching faculty are expected to be actively engaged at the work site in
position-related responsibilities a minimum of 30 hours per week. A part of these 30
hours of general service will be used for on-campus conference and office hours as well
as for class preparation and University assignments. The specific number of office hours
required is discipline specific and will be communicated to faculty members by the
department chair. Once a schedule of office hours is developed each semester, a copy of
it must be submitted to the department chair and posted prominently for students’ use.
Faculty members who are engaged in modes of instructional delivery other than
traditional classroom instruction (i.e., online instruction, video teleconferencing, etc.) are
expected to adhere to the requirements above as are all faculty at the university.
Class Attendance
Students at Jackson State University are expected to give their scholastic obligations first
consideration. Regular and punctual attendance is expected of all students in all classes
and activities scheduled for credit. Any absence for which a student does not provide the
instructor with a written official excuse may be counted as an unexcused absence. When,
for any reason, students are absent from class, it is their responsibility to present to the
instructor as soon as possible (and not later than five days from date of absence) an
official excuse for their absence. An official excuse for absence due to emergencies (e.g.
illness, accidents, jury duty) may be obtained from the Division of Student Life. An
official excuse of absence does not, in any sense, relieve students from their
responsibility to do the course work. When students know in advance that they are going
to be absent from class, instructors should be notified and arrangements made to secure
assignments.
Students may obtain an official excuse from a class for attendance at officially authorized
functions or authorized field trips from the Division of Student Life. Such excuses shall
be accepted by the instructor and no penalty shall be imposed provided the faculty/staff
sponsor of the trip has provided a copy of the approved Student Affairs Leave Form
notifying the instructor of such absences prior to the date of the absence. Students may
also be officially excused by the Dean of their College/School for activities related to the
college/school.
Instructors are required to maintain attendance records, discuss attendance requirements
at the beginning of the course and include the class attendance policy in the course syllabi
issued to the student.
Whenever students have been absent without being excused for as many times as
correspond to the unit value of the course, (e.g. 3 times for a three semester hour course)
such absences may be reported to the Dean of University College for freshmen and
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sophomores and to the department chair for juniors and seniors. Both units may wish to
confer with the student about class attendance expectations.
Grade Reporting
Faculty members are expected to know all relevant University policies on grading and the
grading policy of the school in which the course is offered. In accordance with the
guidelines on “Academic Integrity” faculty should “perform their grading duties and
other academic evaluations in a timely manner.”
The University’s Office of the Registrar in collaboration with the Office of Academic
Affairs provides detailed instructions for the submission of grade rosters by established
deadlines. Grades received after the deadline will be considered delinquent.
Access to Student Educational Records
The Office of the Registrar and Records coordinates the registration process and
maintains student academic records. This office also provides unofficial and official
copies of transcripts to students upon request.
The Family Education Rights and Privacy Act of 1974 (FERPA) protects student rights
regarding educational records maintained by educational institutions.
Academic Honesty
All acts of academic dishonesty [e.g., cheating on exams, plagiarizing (i.e. presenting
another person’s work as one’s own), having another person write one’s paper, making
up research data, presenting excuses which are untrue for failing to meet academic and
professional standards] are a violation of values, ethics, and University policy, which will
entail appropriate penalties.
Student!Collegiate!Code!of!Conduct!
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Division of Student Life
http://www.jsums.edu/studentlife/
The Division of Student Life augments and complements the academic and services
mission of the University. Its primary purpose is to provide a safe and enriching co-
curricular environment that enhances student learning and promotes student development.
This Division assists students in the transition to campus life, promotes their personal
development during their matriculation and aids students in overcoming emotional,
physical, and learning impediments.
University Student Judicial System
http://www.jsums.edu/studentlife/judicial.html
The University Judicial System is coordinated by the Division of Student Life. The
system is committed to providing a fair and educational process that fosters the highest
standards of behavior while promoting a safe environment that respects the rights of all
students. In addition, Judicial Services staff members strive to inform the University
community of activities and programs, which provide resources and information for
those students who are new or challenged in their environment.
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The Office of Student Judicial Services receives all referrals regarding alleged
violations of the Student Collegiate Code of Conduct. Any member of the University
community may report or file charges against a student for an alleged violation of the
Code of Conduct. Such charges must be filed in writing with the Office of Judicial
Services. The Dean of Student Life also reserves the right to initiate or follow-up any
investigative leads where there is reasonable belief of possible violations of the Code of
Conduct.
Students with Disabilities
http://www.jsums.edu/ada/documentation.htm
Students or employees with disabilities are offered a variety of services and resources
through the ADA Coordinator for students, and employees, and campus visitors with
disabilities. The Office of the ADA Coordinator may be contacted at (601) 979-3704.
Students or employees with documented disabilities such as hearing impairments, visual
impairments, learning disabilities, and mobility impairments are eligible for services.
ADA may assist with registration assistance, tape recorded texts, testing accommodation,
attendants referrals, and academic advice. The ADA Coordinator also works closely with
Mississippi Rehabilitation Services (MRS) and other organizations to assist students with
disabilities.
According to each student or employee documented disability, an attempt will be made to
provide reasonable accommodations to enhance the individuals’ learning and work
experiences. Summarized below are some accommodations that are provided to students.
It is expected that faculty members will familiarize themselves with these services and
communicate them to students and professional colleagues as needed.
Priority Registration: Any student with a disability may request early
registration. This form of accommodation helps students to select classes in
regard to medication schedules and health concerns.
Extended Time: Any student with a disability may be granted time and a half on
class assignments, and exams. The ADA Coordinator will not request
accommodations for untimed test or assignments. It is the student’s responsibility
to speak with instructors in reference to when assignments must be completed. All
assignments are expected to be completed by the end of each semester. When a
student needs extended time for test, he/she should confer with the course
instructor. If an instructor is unable to comply with extended time, the test can be
given in the Office of SSSD. In order for a test to be administered in the ADA
Coordinator Office, a test form should be completed 3 days prior to the testing
date.
Consideration for Absence(s): Any student with a disability, which prohibits
class attendance, may be granted consideration for absences. This is only
acceptable when absences are due to the disability. Accommodations for each
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semester must be requested by the student. The student is still responsible for
fulfilling all requirements of the course, and must contact the professor to make
arrangements for missed class periods. The student should keep in mind that class
attendance is crucial and even though consideration for absences is granted,
excessive absences will prohibit the makeup of class work.
Consideration for Spelling: Any student with a disability may request
consideration for spelling when dyslexia or a visual processing disability is
present. If the student has a hand-held spell checker, it may be used in place of
consideration for spelling. Both accommodations cannot be used together (one or
the other).
Alternative Test Format: Any student with a learning disability may request an
alternate test format if his/her documentation states that this will be beneficial.
Example: short answer test replaces an essay test, or a multiple choice.
Tape Recorded Textbooks and Other Alternative Formats: Any student who
has a vision, learning, or physical disability can receive assistance with ordering
textbooks on tape.
Readers: Any student who has a visual impairment or a severe reading disorder
can receive readers. This accommodation is usually given to students who receive
textbooks on tape. Students who receive readers will take their test in an approved
location. A testing accommodation form must be completed 3 days prior to the
test date.
Scribes: Any student who does not have any use of his/her dominant hand or who
has a visual impairment can receive a scribe. Students who receive scribes will
take their test in the Office of SSSD. A testing accommodation form must be
completed 3 days prior to the test date.
Scantron sheets; Students with visual disabilities, severe learning disabilities or
severe ADD/ADHD may have difficulty keeping their places on Scantron forms.
Students may request an accommodation, which would permit them to answer
questions using an alternate method.
Noise Reduced Room for Testing: Any student who has an anxiety disorder,
severe ADD/ADHD, and those who need testing assistance can receive this
accommodation.
Note Taker: Students who require note takers are responsible for identifying an
individual to serve in this role. The ADA Coordinator may assist upon request.
Sign Language Interpreters: Any student who is deaf or has a hearing
impairment can request an interpreter. Such arrangements should be made as early
as possible in the registration process.
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Accessible Classrooms: Students who have orthopedic /mobility impairment can
request accommodations which make classroom location accessible. A student
can request a seat at the front of the class and/or near a door.
Accessible Housing: A student with a disability may request certain
accommodations for housing in the JSU Department of Housing. Such
accommodations may address room location, lowered closet rod, enlarged doors
into the room and bathroom, grab bars in the shower and toilet areas, and lowered
sinks.
Participation in University Events
Freshman Convocation
While attendance is not required of all faculty members, they are invited to attend the
New Student Orientation and Convocation which is held at the beginning of each fall
semester. The event is attended by new students and their family members to receive an
official welcome and induction into the University community. Opportunities for social
interaction with new students and their family are typically provided after the
convocation.
University Convocations
Faculty members are expected to participate in the fall opening convocation (i.e. Faculty
and Staff Assembly), commencement exercises, Honors Convocation, and Founders' Day
convocation. For commencement exercises and the Founders' Day convocation, faculty
must dress in academic regalia. Requests for legitimate absences must be presented to
the department chair. Faculty is also encouraged to attend other convocations as
requested by University officials.
Rental of caps and gowns for convocations and commencement exercises may be made at
the University Bookstore.
Commencement/Graduation Exercises
All faculty members and division administrators are expected to participate in
commencement exercises and certain officially designated convocations. Academic dress
is usually required for all members of the teaching faculty and administrative officers.
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Textbooks and Supplies, Instructional Materials, and Subscriptions
Jackson State University is committed to address the nature of costly textbooks and
supplemental course materials for its students. The University Textbook Adoption Policy
shall serve as a user guide to aid all Custodians of this Policy to adopt affordably priced
and appropriate textbooks and supplemental course materials to achieve the objectives of
any course. This policy shall be implemented in accordance with Section 133 of the
federal Higher Education Opportunity act (HEOA) and the state institutions of Higher
Learning Textbook Policy, hereinafter referred to as BP 617.
Jackson State University has set forth guidelines and procedures for the adoption of
textbooks and supplemental course materials. The deadlines and procedures shall be
followed as prescribed to embrace full compliance of the HEOA of 2008, including the
requirement that textbook information (including the ISBNs and prices) be provided to
students.
The Higher Education Opportunity act (HEOA) is MANDATORY. Custodians of this
Policy must be price conscious and maintain the intended objective of the course. Failure
to comply with this Policy, in part or in whole, is a violation of Section 133 of the federal
HEOA Textbook Provision of 2008. In the event where there is a violation of the policy,
the University incurs costs associated with Custodians who violates this policy; this cost
shall be the responsibility of the violator(s).
http://www.jsums.edu/auxenterprises/
University Photocopying Policy
As a result of the Copyright Act (Title 17 U.S. C.A. Section 101 et. Seq.), which affects
educational institutions, classroom teaching, libraries and users of copyrighted material in
general, a detailed policy has been adopted by the University of Pittsburgh.
The following excerpts highlight only the key provisions:
Copyrighted Material: According to the Copyright Act, the following may be
copyrighted: literary works; musical works, including any accompanying words;
dramatic works, including any accompanying music; pantomimes and
choreographic works; pictorial, graphic and sculptural works; motion pictures and
other audiovisual works; sound recordings; and computer programs. One may
therefore assume that almost any form of creative work may be subject to
copyright protection. In addition, copyright protection is automatic for
unpublished works, as well as for those that are published.
Photocopying: Only a single copy of a copyrighted article or a minor part of a
work may be made unless written permission to do otherwise has been secured
from the copyright holder by the person who makes the copy or requests copying
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service. Almost everything copyrighted prior to 1906 is now in the public domain,
and multiple copies may be made. Most government documents are in the public
domain; however, there are some exceptions. It is appropriate to check for a
notice of copyright before making multiple copies of such material.
Single Copying for Teachers: A single copy may be made of the following by or
for a teacher at his or her individual request for scholarly research or use in
teaching or preparation to teach a class:
a chapter from a book,
an article from a periodical or newspaper,
a short story, short essay or short poem, whether or not from a collective
work, and/or
a chart, graph, diagram, drawing, cartoon, or picture from a book,
periodical, or newspaper.
Multiple Copies for Classroom Use: Multiple copies (not to exceed in any event
more than one copy per pupil in a course) may be made by or for the teacher
giving the course for classroom use or discussions provided that:
The copying meets the tests of brevity, spontaneity, and cumulative effects
and each copy includes a notice of copyright.
Music Scores: Copying for the purpose of performance is not permitted.
However, copying is permitted in emergencies to replace University-owned
copies that for any reason are not available for an imminent performance,
providing purchased replacements shall be substituted in due course.
Prohibitions: Copying shall not be used to create or to replace or substitute for
anthologies, compilations, or collective works. Such replacement or substitution
may occur whether or not copies of various works or excerpts there from are
accumulated or reproduced and used separately.
There shall be no copying of or from works intended to be “consumable” in the
course of study or of teaching. These include workbooks, exercises, standardized
tests and test booklets, and answer sheets and similar consumable material.
Copying shall not:
substitute for the purchase of books, publishers’ reprints, or periodicals;
be directed by higher authority; or
be repeated with respect to the same item by the same teacher from term to
term, without prior permission from the copyright owner.
No charge shall be made to the student beyond the actual cost of
the photocopying.
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English Language Fluency
It is a University requirement that a faculty member is proficient in oral and written
communication in the language in which assigned courses will be taught and is
authorized to work in the United States under the immigration laws currently in force.
Verification of English Language Fluency may be conducted by the University through
standardized testing, oral presentations, and professional development activities.
Faculty Development
The professional competence and productivity of its faculty are the most important
measures of a university’s quality. In recognition of that fact, Jackson State supports the
individual development of its faculty members by encouraging and recognizing academic
achievement in teaching, scholarship, and service. Faculty development is the
responsibility of the department chair, dean, and CAO, as well as of the individual faculty
member.
Political Activities
Participation by employees of the several institutions of higher learning in various
community and public affairs is expected; however, it is expected that time given such
activities will not interfere with the regular duties of an employee. Political activities by
an employee will not be prohibited at such times as the employee would not be ordinarily
required to render services to the institution or if the employee elects to take and the
institution grants a leave of absence without pay (Board Policies, 801.11, 1998, 2005).
Before an employee shall become a candidate for any public office, the same being a
salaried position, he/she is required to obtain a leave of absence without pay from the
IEO where he/she is employed.
Guidelines governing the use of University facilities and resources for political purposes:
In correspondence, statement, or other material relating to personal political
activity, the University title of a staff employee shall be used only for
identification. If such identification might reasonable be constructed as implying
either the support or opposition of the University with regard to such personal
political purpose or activity, the identification shall be accompanied by an explicit
statement that the individuals are speaking for themselves and not as a
representative of the University or any of its offices or units.
The name, insignia, seal, or address of the University or any of its offices or units
or a University telephone number shall not be used for personal political purpose
or activity.
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University offices shall not be used as a headquarters or office in connection with
the organization of personal political activity.
University equipment, supplies and services (i.e., typewriters, duplicating
machines) shall not be used for political purpose or any activity.
University sites or facilities shall not be used on a regular or continuing basis for
organizing and maintaining personal political activities.
The display or distribution of political materials -- including political posters,
notices, hand-bills and banners -- shall conform to campus regulations.
When undertaking personal political activity in conjunction with other faculty,
staff, or students, staff members shall establish clearly the voluntary nature of
such activity and maintain the clear separation of personal political activity from
education program and from University operations and resources.
Consulting and Outside Professional Service
The policy of the Board of Trustees of State Institutions of Higher Learning and Jackson
State University is very clear that outside employment by members of the faculty and
staff is permissible ONLY if such employment has been given PRIOR approval by the
IEO AND IF such employment in no way interferes with your institutional duties. In
addition, individuals may not engage in any business or profession that would in any way
compete with a similar business or profession over which the employee would have
supervision, inspection, or purchasing authority within the University, since that would
create a conflict of interest. While it is recognized that economic pressures may deem it
necessary or advisable for individuals to supplement their income through outside
employment, approval should be sought and received before such employment begins.
Persons who do not receive prior approval are in violation of the University’s policy and
subject to corrective action. In addition, if it should be determined subsequent to approval
that an employee’s outside employment does conflict directly or indirectly with the
University’s mission, the employee will be asked to make a decision as to whether to
continue JSU employment or to maintain the outside employment. The intent of this
regulation is to ensure that University employees are keeping Jackson State University as
their top priority. The University expects nothing less from each staff member. All
employees who are NOT in compliance with the University’s policy on Outside
Employment may be subject to termination. (REVISED 2/07/2001)
Responsibilities during Campus Emergencies
Faculty and staff are university leaders and must be prepared to provide leadership in
emergency situations. They should understand departmental emergency and building
evacuation procedures in the areas where they teach and work. Faculty and staff may be
the first at the scene of an incident and are responsible for following standard response
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procedures and contacting the appropriate individuals (e.g. Campus Police, department or
unit head, immediate supervisor).
Faculty and staff involved in or witnessing an emergency should assess the situation
quickly and thoroughly, and use their best judgment when determining how to respond.
Campus and departmental emergency procedures should also be followed to report
emergencies in a timely manner. If evacuation of a building is necessary, faculty and staff
are expected to exercise authority and provide assistance as needed to facilitate the
evacuation. They must also be aware of those needing additional assistance during an
emergency and should assist the individual(s) or secure assistance for them from first
responders or others who may be able to assist.
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SECTION V
Compensation, Benefits, Employee Leave,
Travel and Other Financial
Policies and Information
Salaries and Compensation
The Commissioner of Higher Education, after consultation with the Institutional Executive
Officers, shall annually develop guidelines for the award of salary increases which shall be
approved by the Board.
With respect to additional compensation for additional service, the Institutional Executive
Officers are hereby empowered to grant and expend institutional funds for additional service.
Each institution shall prepare an annual report of additional compensation for additional service
and compensation in excess of $1,000 from outside §400 3 employment approved pursuant to
Section 801.07 for those employees whose appointment is required to be approved by the Board
pursuant to Section 401.0102a. The report shall be submitted to the Board by August 1 for the
preceding fiscal year. This report shall include but not be limited to employee name, original
contract amount, amount of additional compensation paid, amount of compensation from outside
employment, and total compensation for the reporting year. With respect to outside employment
approved pursuant to Section 801.08, the report shall include the amount and source of gross
income in excess of $1,000. (BT Minutes, 3/98; 2/2000; 5/2000)
It is the policy of Jackson State University to consider annually each of its employees for
salary adjustments when feasible. Salary adjustments are made as objectively, equitably,
and impartially as possible for all concerned. Normally, all such considerations are made
in conjunction with the preparation of the budget of the University and will become
effective on July 1 of each year. Budgetary allocations are dependent upon legislative
appropriations.
Written Employment Contracts
Acting under appropriate statutory authority and IHL Board Policies and Bylaws, the
Board of Trustees hereby empowers the Institutional Executive Officers of the several
institutions the authority to approve and execute written contracts on behalf of the Board
only with full-time deans, professors, other members of the teaching staff [,] and such
categories of full-time administrative employees as designated by the Commissioner in
accordance with state law and IHL Board Policies and Bylaws. ALL OTHER
EMPLOYEES SHALL BE “AT WILL” EMPLOYEES. Board approval for appointments
and promotions is still required as provided within IHL Board Policies and Bylaws
401.0102 Delegation of Authority.
The maximum Board approved contract length is for four years. Written employment
contracts are to be maintained on campus in an office designated by the Institutional
Executive Officer. The written employment contracts for Institutional Executive Officers,
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athletics directors and head coaches are also to be maintained at the Office of the
Commissioner. Institutions must obtain prior Board approval to employ, and of the
salary of, athletics directors and head coaches before executing an employment contract
on behalf of the Board (IHL Board Policies and Bylaws, 801.04, 2009).
Generally, members of the teaching faculty are contracted for a nine-month teaching year
of two semesters. Persons who have nine-month contracts will receive their basic salary
in nine equal installments or 12 equal installments if the latter is requested. The salary for
faculty personnel teaching during the summer will be paid in two installments.
Administrative officers and staff personnel with budgetary responsibility will receive
contracts for the fiscal period July 1 through June 30.
Federal Funds and Contracts
General Policy - Each institution is authorized to apply for federal funds for educational
purposes provided that no agency of the federal government shall by virtue of federal
contracts acquire any supervisory or administrative control over any institution or any
unit or department of any institution. All receipts and expenditures shall be budgeted and
reported annually (IHL Board Policies and Bylaws, 706.01, 1998, 2005).
Externally Funded Positions
From time to time, the Board authorizes new positions which are to be funded from
federal or private sources. In approving these new positions, the Board does not obligate
itself or the institution to continue these positions when federal or private funding is
exhausted.
The intent of the Board is that these positions are temporary and that tenured positions
are not to be established in connection with federal or private resources (IHL Board
Policies and Bylaws, 80 l. 07, 1998, 2005).
Outside Employment
Members of the faculty and staff are permitted to engage in outside employment,
provided permission is first obtained from the executive officer of the institution
concerned and, provided further, that the executive officer of the institution concerned
shall grant permission to engage in outside employment only after having first
determined that the said outside employment will interfere in no way with institutional
duties of the individual requesting such permission.
In addition, such individuals will not engage in a business or profession that would in
any manner compete with a similar business or profession over which he or she would
have direct supervision, inspection, or purchasing authority within the university or
agency, such being a conflict of interest. (IHL Board Policies and Bylaws, 801.08, 1998,
2005)
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Employee Benefits
The following is intended to be an introduction to the benefits available to JSU faculty
and staff and a summary of information regarding selected personnel policies. For further
information on University benefits and personnel policies, please visit the Office of
Human Resources or its Website: http://www.jsums.edu/hr.
It is the intent of the University to provide a comprehensive program of benefits and
services to meet employee needs. Full-time employees are eligible for all University
benefits. Part-time employees working less than twenty (20) hours per week and/or four
and one-half months are not eligible for any University benefits. However, they do
qualify for unemployment and worker's compensation.
The following benefits are available to Jackson State University employees. Stipulations
regarding employee eligibility may apply.
Social Security
Worker's Compensation
Unemployment Insurance
Group Health Insurance
Group Life Insurance
State Retirement
State Deferred Compensation Program
Flexible Benefits/Cafeteria Plan
Dental Insurance
Disability Insurance
Tax Sheltered Annuities
Tuition Remission
Undergraduate Tuition Remission
University Health Center http://www.jsums.edu/studentlife/health_services.html
The Z. T. Hubert University Health Center offers a Health Center Plan for a nominal
monthly, payroll-deductible fee. Employees who request services must be on the Health
Center's Plan prior to services being rendered.
The Health Center is staffed by physicians, a registered nurse and licensed practical
nurses, is open from 8:00 a.m. to 5:00 p.m., Monday through Friday. The Health Center's
staff has consultation hours on Monday, Tuesday, Wednesday, and Friday from 9:00 a.m.
to 10:00 a.m. and Monday through Friday from 1:00 p.m. to 2:00 p.m.
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Withholding of Pay
Payroll Deductions
No deductions shall be made from the paychecks of employees unless they are required
by law, relate directly to institution sponsored insurance or benefits plans or programs,
are to satisfy any financial obligation to the institution of employment or are for
recognized charities for which the institution has previously granted approval and which
directly or indirectly benefit the institution of employment (such as the United Way,
American Heart Association and the like).
No deductions are allowed for professional association dues, commercial products or
ventures or insurance or benefit plans not specifically approved in advance as an
authorized benefit provider sponsored by the institution, subject to board approval.
These limitations are necessary in order to limit the work load and costs incurred by the
payroll-computer services facilities of the institution (IHL Board Policies and Bylaws,
801.13, 1998, 2005).
Garnishments and tax liens
Upon receipt of a lawful order from a court of competent jurisdiction, the University is
required to assess the amount prescribed in that order against the wages or salary of the
employee(s) named in the garnishment and/or tax lien proceedings.
Leaves of Absence for
Professional Development
Upgrading Credentials
Any member of the faculties of Alcorn State University, Jackson State University and
Mississippi Valley State University shall be eligible for leave of absence to pursue
advanced academic training so as to elevate the scholastic qualifications of the faculties
of these above-mentioned universities, in line with the requirement of the several
accrediting agencies. In no instance shall leave be granted unless there is a contract
providing for continued services, after expiration of the leave, in the university where the
faculty member is employed.
The Board of Trustees of State Institutions of Higher Learning is hereby authorized to
make payment of salary, or such part of salary as may be decided, of such faculty
members who are under contract for academic leaves (Miss. Code Ann, Section 37-101-
181, as amended).
Under provisions of the Plan of Compliance (1974), incumbent personnel of each
institution will have opportunities to upgrade their employment credentials sufficiently to
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be promoted and to be offered new positions; leaves of absence are to be made available
to minority faculty members for this purpose. (Board Policies, 408.02, 1998)
Sabbatical Leave
1. Qualifications Any members of the faculty of the State Institutions of Higher
Learning of the State of Mississippi shall be eligible for sabbatical leaves, for the
purpose of professional improvement, for not more than two semesters
immediately following any twelve or more consecutive semesters of active service
in the institutions of higher learning of this state where such faculty member is
employed or for not more than one semester immediately following any six or
more consecutive semesters of such service. Absence on sick leave shall not be
deemed to interrupt the active service herein provide for (Miss. Code Ann.,
Section 37-101-183, as amended).
2. ApplicationApplications for sabbatical leave shall be initiated at the
department level, approved by the college dean and submitted to the COA for
review and consideration prior to submission to the IEO who submit to the IHL
Board. The following information must included in the application:
a. Specific benefits to the university
b. Expected student outcomes gained
c. Discipline-specific enhancements
d. Expectations for professional growth and development
Upon return to the university, the faculty member must submit a summary report of
accomplishments to the department chair, college dean and CAO.
3. Contractual Agreements - Any person who is granted sabbatical leave and who
fails to comply with the provisions of such leave as approved by the State
Institutions of Higher Learning may have his or her leave terminated by the
Board. No person on sabbatical leave can be denied any regular increment of
increase in salary because of absence on sabbatical leave.
4. Service on sabbatical leave shall count as active service for the purpose of
retirement and contributions to the retirement fund shall be continued.
5. In order to provide for the above leaves, the Board shall have power to adopt
rules and regulations regarding such leave. In no instance shall leave be granted
unless there is a contract providing for continued service, after expiration of the
leave, in the college where the faculty member is employed.
6. Every person on sabbatical leave shall enjoy all the rights and privileges
pertaining to his or her employment in the Institutions of Higher Learning in
which such person is employed, which such person would have enjoyed if in
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active service during such leave in the position from which such leave was taken
(Miss. Code Ann., Section 37-101-183, as amended).
7. CompensationThe Board is hereby authorized to make payment of salary, or
such part of salary as may be decided for such faculty members who are under
contract for academic leaves. No salary is paid by the institution for the period of
leave, except under the provisions of sabbatical leave policy. Each person
granted sabbatical leave may receive and be paid compensation up to the rate of
fifty percent of such person’s annual salary. Compensation payable to persons on
sabbatical leave shall be paid at the same time and in the same manner salaries
of the other members of the faculty are paid (Miss. Code Ann., 37-101-183, as
amended).
8. Benefits A faculty member on sabbatical leave remains a full-time employee of
the Board with all benefits and responsibilities continued by law. These rights
and benefits include those of retirement, insurance, housing, longevity, and other
benefits.
9. Institutional QuotaNo more than 4 percent of the full-time regular faculty of
any one institution may be on sabbatical leave during any one semester.
Professional Leave
Any actively contributing member of the Public Employees’ Retirement System who has
at least four (4) years of membership service credit and who receives, or has received
professional leave without compensation for professional purposes directly related to the
employment in state service shall receive creditable service for the period of professional
leave without compensation provided:
1. The professional leave is performed with a public institution or public
agency of this state, or another state or federal agency;
2. The employer approves the professional leave showing the reason for
granting the leave and makes a determination that the professional leave
will benefit the employee and employer;
3. Such professional leave shall not exceed two (2) years during any ten-year
period of state service;
4. The employee shall serve the employer on a full-time basis for a period of
time equivalent to the professional leave period granted immediately
following the termination of said leave period;
5. The actively contributing member shall pay to the retirement system the
actuarial cost as determined by the actuary for each year of professional
leave. The member may begin to purchase such service credit at such time
as the total eligible additional credit, when added to the member’s
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creditable service, will entitle the member to receive a retirement
allowance within five (5) years. The provisions of this subsection are
subject to the regulations of the Internal Revenue Code limitations;
6. Such other rules and regulations consistent herewith as the Public
Employee Retirement System may adopt and in case of question, the Board
shall have final power to decide the questions (Miss. Code Ann., Section
25-11-109, as amended). (Board Policies, 408.04, 1998)
Separation from the University
Resignation
The Institutional Executive Officer of each institution of higher learning is authorized to
accept resignations of employees and to determine the effective date of termination of
employment. All resignations are to be reported in the monthly personnel reports to the
Board, and each report shall give reason for resignation and shall list the institution to
which the employee is transferring if such institution is within the state (IHL Board
Policies and Bylaws, 80l.09, 1998, 2005)
Terminal Pay
Upon termination of employment, each employee shall be paid for unused personal leave
as provided for in Miss. Code Ann., #25-3-93, as amended, not to exceed 30 days
provided that proper written notice has been given to the department chair in case of
voluntary separation.
If an employee dies after accumulating personal leave credit, the wages or salary for the
total unused personal leave time shall be paid to the person designated by the employee
for this purpose or, in the absence of such designation, to the beneficiary of such
employee as recorded with the Public Employees Retirement System.
No payment will be made for accrued major medical leave unless the employee presents
medical evidence that his or her physical condition is such that he or she can no longer
work in a capacity with the institution. In such case, the employee may be paid for not
more than 120 days of earned major medical leave. (IHL Board Policies and Bylaws,
801.10, 1998, 2005)
Political Activities
Refer to the discussion on Political Activities under Section IV-Faculty Responsibilities
And Academic Operating Procedures.
University Travel
General Policy - Travel by staff and faculty members to professional, scientific, and
educational meetings for the purpose of the improvement of instruction, for professional
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advancement, or for official business of the institution shall be encouraged within
budgetary limitations of the institutions and subject to the following stipulations (Board
Policies, 705.01, 1998).
http://www.jsums.edu/businessfinance/policies/TravelAdvances.pdf
http://www.dfa.state.ms.us/Offices/PurTrav/Purchasing.htm#TSAccordionHead964807
1. Approval of Travel - Travel policies shall be clearly stated by the institutions
designating proper officials having responsibility for approval of travel plans
(IHL Board Policies and Bylaws, 705.0101, 1998).
2. Travel Advances and Reimbursements - All travel advances and reimbursements
shall be made in strict conformity with state laws covering official travel, except
for requests for reimbursement for taxable meals. Institutions shall not reimburse
employees for meals where no overnight stay or rest is required in performance of
official duties (IHL Board Policies and Bylaws, 705.0102, 1998).
3. Travel outside the continental United States must be approved by the
Commissioner on behalf of the Board and meet the requirements as set forth by
state statute. No state or federal funds received from any source by any arm or
agency of the state shall be expended in traveling outside of the continental limits
of the United States until the governing body or head of the agency makes a
finding and determination that the travel would be extremely beneficial to the
state agency and obtains a written concurrence thereof from the Governor and
the Department of Finance and Administration. Therefore, all requests for travel
outside the continental United States are to be submitted to the Commissioner
for his consideration. The Commissioner shall prepare a monthly report of
approvals to be on file at the Board Office. [(Miss. Code Ann., §25-3-41, as
amended (IHL Board Policies and Bylaws, 705.0103, 9/90; 1/98; 1/2006]..
Actual mileage to and from the official duty station while on official business will be
reimbursed at the approved rate per mile. Travel itineraries for in-state travel must be
approved one week prior to travel.
Lodging - Reimbursement for overnight lodging will be made when travel circumstances
prevent departure and return travel in one day. Generally an employee is eligible for
reimbursement for overnight lodging if the distance one way is greater than 75 miles
from his or her duty station. Reimbursement for lodging expenses will be made for the
amount actually paid, when supported by a receipt. When an employee has a choice, it is
expected that reasonably priced lodging is obtained. Only single room rates are
allowable. Unless otherwise approved, all expenses for lodging should be billed to the
employee and not the University. The lodging receipt shall be marked paid. Employees
are required to secure special, convention and government employee rates when possible.
Meals - Employees shall be reimbursed the actual cost of meals incident to official travel,
not to exceed daily maximums. Traveling personnel should contact the Office of
Financial Services for current meal rates. Reimbursement rates for meals will be
according to per diem for areas traveled.
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The maximum daily limit is dependent on the city as recorded in the Federal Register.
See also www.dfa.state.ms.us/Purchasing/Travel/ConvertedRates.pdf. Meal receipts will
not be required. Meals for trips inside of Hinds County and counties bordering Hinds
County will not be reimbursed unless an overnight stay is required.
Out-of-State Travel- Any out-of-state travel by an employee must have prior approval
of the department chair and program director, dean, and area vice president. Request for
out-of-state travel must be approved two weeks in advance.
Expenses incidental to the travel will be reimbursed by the university if accompanied by
a receipt. Examples of such expenses include parking fees, taxi fares and rental car
charges. Tips (i.e. gratuities) are not chargeable as a separate item.
Travel Itinerary - In-state travel requests must be approved by the respective department
chair or director, school/college dean and the appropriate vice president.
Out-of-state travel must include a reasonable estimate of the total cost including travel,
lodging and subsistence. Travel budgets are encumbered based on the approved itinerary.
Employees who travel regularly as a part of position responsibilities may file an itinerary
form in duplicate for approval for each month in advance.
All travel itineraries should be approved at least two weeks in advance. Expedited
requests should occur only in emergency situations.
Travel Advance - Where an out-of-state travel request requires a travel advance, the
employee is expected to obtain the approval of the immediate supervisor, the area vice
president, and IEO. The travel advance is requested utilizing the Travel Itinerary/Travel
Advance Form. Stipulations regarding travel advance amounts shall apply.
As soon as the employee returns from the travel, a Travel Reimbursement Form must be
completed and the advance settled within ten (10) working days after the end of the
month in which the travel is completed.
For additional information, the Office of Financial Services should be consulted.
Travel Reimbursement or Voucher - Travel reimbursement form should be submitted
to the department chair or director for his/her approval and forwarded to the Office of
Financial Services for reimbursement within ten (10) working days after the end of the
month in which the travel is completed. An accounting, if any, for travel advance must
accompany the travel voucher.
Travel reimbursements that exceed the approved itinerary amount will be returned to the
appropriate supervisor for justification and budget confirmation. If the request is for out-
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of-state travel reimbursement, the original approval process is required (department chair
or director, school/college dean, and the appropriate vice president).
Rental of Automobiles - The rental of automobiles for travel within the state is
prohibited except when the use of a personal vehicle will exceed the cost of a rental car
and a University owned vehicle is not available. Approval to rent an automobile must be
secured in advance to making the trip. The rental of automobiles is permitted for out-of-
state travel only after the primary destination has been reached, and only if official duties
require mobility beyond that which may be accomplished through the use of taxi, city
buses, and intra-city railways.
The rental of an automobile should be anticipated and approval obtained before the rental
is made.
Multi-Employee Attendance at Conventions and Meetings - If more than one
employee is attending the same convention or meeting, especially within the state, group
travel arrangements are encouraged. When two (2) or more employees travel in one (1)
privately owned automobile, only one (1) travel expense allowance at the authorized rate
per mile will be allowed for anyone (1) trip.
Mileage rates can be found through the Department of Finance and Administration’s
website: http://www.dfa.state.ms.us/Purchasing/Travel/MileageRate.pdf
Foreign Travel – The Institutional Executive Officer MUST approve ALL travel outside
of the Continental limits of the United States (Canada, Hawaii, and Mexico) prior to
departure. For any state or federal funds to be expended for travel outside the
Continental United States, the IEO must determine that the travel would be extremely
beneficial to JSU, and a written concurrence from the Governor and DFA must be
obtained prior to submitting the request to the Commissioner for consideration.
Travel Within the City Limits of Jackson - Employees required to make routine trips
within the city limits may receive reimbursements at the approved per mile rate. Only one
travel voucher per month is required. A log of these trips indicating the purpose and
destination must accompany the travel voucher. The area vice president or other
authorized official must authorize the routine use of an employee's personal or other
vehicle. The following individuals, departments or offices are authorized to receive
reimbursement for travel within the city limits if a University vehicle is not available:
1. Faculty who conduct student teacher visitation
2. Purchasing Department
3. Office of Publications
4. Division of Continuing Education
Other Expenses - Additional expenses which will be reimbursed if accompanied by a
receipt include:
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1. Long distance telephone charges provided the calls relate to official business
2. Postage used for mailing provided the mailings relate to official business.
3. Minor supplies to support the activity engaged in where official business of the
University is concerned
4. Equipment repair (University owned) when time constraints prevent the
equipment from being repaired through normal procedures.
5. Employees who purchase meals for other officials should charge that cost to a
food for person line item.
All University travel is subject to the above policies and procedures, regardless of the
source of funds (state, federal, grant, etc.). No voucher for reimbursement will be
approved for payment unless the above procedures are followed.
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SECTION VI: Human Resources/Personnel Policies
Non-Discrimination Policies
Equal Employment Opportunity Commission
and Affirmative Action Statement
The Board shall administer its policies and programs without regard for race, age, sex,
religion, national origin, handicapped, or veteran status. The Board has been and
remains committed to the maintenance of equal opportunity for all people. Affirmative
Action shall be taken to ensure that the Board does not discriminate in any aspect of
employment including advertisement, recruitment, selection, promotion, demotion,
transfer, compensation, and selection for training.
Students are also assured that access to educational opportunities, financial assistance,
and social and recreational programs will be free from discrimination (IHL Board
Policies and Bylaws, 801.01, 1998).
It is the policy of Jackson State University to take affirmative action:
To recruit, hire, and promote persons in all job classifications without regard
to race, color, religion, sex, national origin, age, or physical and mental
handicap (except where such handicap renders the person incapable of doing
the job);
To base decisions on employment so as to further the principle of equal
employment;
To ensure that promotion decisions are in accord with the principles of equal
employment opportunity by imposing only valid requirements for promotional
opportunities;
To ensure that all personnel actions, such as compensation, benefits, transfers,
layoffs, returns from layoffs, University-sponsored training, education, tuition
assistance, and social and recreational programs, will be administered without
regard to race, color, religion, sex, national origin, age, or handicap; and,
To employ and advance in employment disabled veterans at all levels of
employment.
The University takes affirmative action to admit, teach, grade, discipline, and provide
financial aid to, graduate, admit to graduate school, award graduate assistantships and
fellowships to, provide fringe benefits to, and assist toward placement, all students,
without regard to race, color, religion, national origin, sex, age, or handicap.
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This policy is actuated and implemented through the authority of the IEO of the
University, derived from the Board of Trustees of State Institutions of Higher Learning in
the State of Mississippi.
Nondiscrimination of Disabled Individuals
No otherwise qualified individual with a disability as defined in [29 USCS Section
706 (8)], shall, solely by reason of his/her disability, be excluded from the
participation in, be denied the benefits of, or be subjected to discrimination under
any program or activity receiving Federal financial assistance. Institutions
governed by the Board of Trustees of Institutions of Higher Learning shall
promulgate such directives and regulations as may be necessary to carry out this
policy (Board Policies, 801.02, 1998).
Jackson State University, as an educational institution and as an employer, values equality of
opportunity, human dignity, and racial/ethnic and cultural diversity. Accordingly, the
University prohibits and will not engage in discrimination or harassment on the basis of race,
color, religion, national origin, ancestry, sex, age, marital status, familial status, sexual
orientation, disability, or status as a disabled veteran or a veteran of the Vietnam era. Further,
the University will continue to take affirmative steps to support and advance these values
consistent with the University’s mission.
Policy Statement
Jackson State University is committed to providing for the needs of enrolled or admitted
students, employees, and visitors to its campus who have disabilities under the Americans
with Disabilities Act of 1990 and Rehabilitation Act.
If you have questions or require accommodation (s) for a medical condition or disability,
please contact:
Office of Support Services
Students and Employees with Disabilities
Jackson State University
P. O. Box 17156
Jackson, MS 39217
Telephone Numbers: 601.979.3704 (Voice Mail)
601.979.6919 or 601.979.6918 (Tele-typewriter TTY)
Web address: www.jsums.edu/ada
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Anti-harassment Policy Statement
It is a violation of University policy for any member of the University community to
engage in sexual harassment or to retaliate against any member of the University
community for raising an allegation of sexual harassment, for filing a complaint alleging
sexual harassment or for participating in any proceeding to determine if sexual
harassment has occurred.
Sexual Harassment
Statement of Policy
It is the policy of the University not to discriminate on the basis of gender in the
educational programs and activities that it operates. This prohibition against gender-
based discrimination extends to all University educational program, and activities, as well
as to admission into such programs and activities.
Sexual harassment is illegal, and will not be tolerated within the University. It is the
policy of the University that no member of its community shall sexually harass another.
Any employee or student who violates this policy will be subject to disciplinary action up
to and possibly including separation from the University.
Members of the University Community who believe that this policy has been violated are
strongly encouraged to report the allegations of sexual harassment as promptly as
possible. Every written complaint of sexual harassment submitted to the University in
accordance with this Policy will be reviewed and investigated. Any employee who
reprimands, retaliates against, or discriminates against a person in any way for initiating a
sexual harassment inquiry or complaint in good faith shall be subject to disciplinary
action up to and including separation from the University.
Definition of Sexual Harassment
With respect to University employees as well as academic programs and activities, the
term "sexual harassment" shall mean unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature when:
1. submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment;
2. submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual, or as the basis
for participation in a University program or activity, or status in an
academic course; or
3. such conduct is so pervasive or severe that it has the purpose or effect of
unreasonably interfering with an individual’s work performance or
educational opportunity so as to create an intimidating, hostile, or
offensive environment.
In determining whether alleged conduct constitutes sexual harassment, the University
will look at the totality of the circumstances, such as the nature of the sexual advances
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and the context in which the alleged incidents occurred. A determination of the
appropriateness of a particular action will be made from the facts on a case-by-case basis.
Initial Procedures or Actions
The first action which should be taken by an offended person is to inform the alleged
harasser that their conduct or advances are not welcome and that such conduct should
stop. If this does not remedy the situation, then the offended person should inform and
discuss the matter with the offending person’s supervisor. In some cases, the problem
may be resolved through the chain-of-command without the necessity for a formal
complaint. The chain-of-command is the organizational structure which has authority
over the person whose conduct is in question. However, employees are instructed to
notify the Director of the Office of Human Resources of any allegations of sexual
harassment as soon as possible.
Time of Filing for Formal Complaints
A written complaint must be filed within 30 calendar days following the date of the
alleged misconduct.
Persons to Contact
All complaints of sexual harassment or gender discrimination must be submitted to the
University’s Director of Human Resources (“HR Director”). For resolution in
accordance with these procedures, within 5 business days of receipt of complaints of
sexual harassment, the HR Director shall submit to: (1) the Provost all complaints
whereby the alleged offender(s) holds academic rank; (2) the Executive Vice President all
complaints allegedly committed by an agent(s) or employee(s) of vendors, independent
contractors, or others who do business with the University, or by any other non-
employee; (3) the Associate Vice President of Student Life all complaints allegedly
committed by a student of the University. For resolution in accordance with these
procedures, the HR Director shall retain a copy of all allegations of sexual harassment
against alleged offenders who are employees.
Notice to Subject
Within ten (10) business days of receipt of the written complaint, the subject of the
investigation must be informed in writing by the appropriate authority of the charges
contained in the complaint and shall have the right to, within a reasonable period of time,
submit a written response to those charges.
Hearing Procedure
If a timely written complaint was made and the matter remains unresolved or where
either party finds the resolution unsatisfactory, he or she may make a written request for a
hearing to the person identified above as having authority over the subject. The person
requesting a hearing must agree to disclose any relevant documents to a hearing
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committee, although the submitted documents will be treated as confidential to the extent
permitted by Mississippi law. The result of the hearing will be a recommendation from
the committee to the appropriate administrator. The administrator may accept or deny the
recommendation. That decision may be appealed to the President within 10 days of
receipt of a written decision of the administrator. A copy of the committee’s findings and
recommendation will be provided to both parties, and will be forwarded to the President
with any appeal.
Applicability
This Policy Statement is applicable to University employees, students, or other
individuals participating in University programs, activities, and contracts. The full Policy
against Sexual Harassment and Gender Discrimination is available upon request.
The detailed Sexual Harassment policy is included as an attachment to this publication.
Drug-Free Workplace Policies
General Policy - This policy statement is intended to express the commitment of the
Board to maintaining a drug-free workplace in conformity with state and federal laws as
set forth in the Uniform Controlled Substances Law of the State of Mississippi and the
Drug-Free Workplace Act of 1988 and Drug-Free Schools and Communities Act
Amendments of 1989 (IHL Board Policies and Bylaws, 806.01, 1998).
Employment of Relatives
(Nepotism)
The University follows the following guidelines when considering approval of
appointment of the relatives of current employees:
1. No individual shall be employed in a department or unit under the supervision of
a relative who has or may have a direct effect on the individual's progress,
performance or welfare.
2. For the purpose of this policy, relatives are defined as husbands, wives, parents
and children, brothers, sisters, and any in-laws of any of the foregoing within the
third degree (i.e. husbands, wives, parents, children, brothers, sisters, aunts,
uncles, nephews, or nieces).
3. This section does not apply to any employee who shall have been in said
department or institution prior to the time his or her kinsman, within the third
degree, became the head of said department or institution or member of the board
of trustees. Miss. Code Ann., 325-1-53, as amended.
4. An employee who falls within item number three shall have all matters dealing
with the individual's progress, performance, welfare, assignment, salary, tenure
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or promotion decided by the next highest administrative officer upon approval of
the Board (IHL Board Policies and Bylaws, 801.03, 1998).
Ethics Policy
The Law - The Board of Trustees of Institutions of Higher Learning recognizes that the
integrity of Board members, staff, Institutional Executive Officers and employees in the
conduct of the public's business should be unquestioned and of the highest order.
The Board further recognizes that the Mississippi Legislature has declared its intent that
public officers comport themselves in a manner which is above question through the
adoption of Miss. Code Ann., #25-4-101, et seq., which states:
The legislature declares that elective and public office and
employment is a public trust and any effort to realize personal gain
through official conduct, other than as provided by law, or as a
natural consequence of the employment or position, is a violation
of that trust. Therefore, public servants shall endeavor to pursue a
course of conduct which will not raise suspicion among the public
that they are likely to be engaged in acts that are in violation of
this trust and which will not reflect unfavorably upon the state and
local government.
And pursuant to Miss. Code Ann., #25-4-105 (1), which states:
No public servant shall use his official position to obtain pecuniary benefit for
himself other than that compensation provided for by law, or to obtain pecuniary
benefit for any relative or any business with which he is associated.
Therefore, the Board adopts as its policy that Board members, Board staff,
Institutional Executive Officers and all employees of the various institutions of
higher learning shall observe the ethics law (IHL Board Policies and Bylaws,
1201.01, 1998).
The formal policy of this Board applicable to all Board members is as follows:
1. In this regard, Board members shall advise the executive office of the
Board of any interest in any banking institution or other enterprise likely
to do business with the executive office so that the appearance of
impropriety can be avoided.
Should such interest in a banking institution or other enterprise be created
or acquired by any Board member in the future, then notice will
immediately be given to the executive office.
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2. In addition, the Board further adopts as its policy that no Board member
or Board member's spouse, dependent child or parent shall serve on any
board of directors of any banking institution or other enterprise with
which the executive office does business or own any interest in said
business or receive any income from said business.
3. In addition, Board members shall be prohibited from having an interest in
a contract with IHL or the universities during their term of office or within
one year after termination of their office.
(IHL Board Policies and Bylaws and Bylaws, 1201.0101, 1998)
Executive Officers and Personnel - The Board further adopts as a policy and directs that
each institution of higher learning which has been entrusted to this Board shall adopt
and publish a policy that:
1. All officers and all employees making or having the responsibility for
financial decisions involving the expenditure, safekeeping or investments
of funds of all institutions shall advise the Institutional Executive Officer
of any interest in any banking institution or other enterprise likely to do
business with the institution so that the appearance of impropriety can be
avoided Should such interest in a banking institution or other enterprise
be created or acquired by any officer or any employee in the future, then
notice will immediately be given to the Institutional Executive Officer.
2. No officer or employee making or having the responsibility for financial
decisions involving the expenditure, safekeeping or investments of funds,
or spouse, dependent child or a parent of such officer or employee shall
serve on any board of directors of any banking institution or other
enterprise with which the institution does business or has a material
financial interest in said business.
3. All officers or employees shall be prohibited from being a contractor,
subcontractor or vendor with the governmental entity of which he is a
member, other than his contract of employment, or have a material
financial interest in any business which is a contractor, subcontractor or
vendor with the governmental entity of which he is a member.
(IHL Board Policies and Bylaws, 1201.0102, 1998)
Bids for Depository Contracts - Public bidding shall be utilized to obtain all depository
contracts for the Board executive office and for all institutions which have been entrusted
to this Board At least three written bids for such services shall be obtained (Board
Policies, 1201.0103, 1998).
Decorum - Board members, Board staff, Institutional Executive Officers, Chief Financial
Officers and employees of all institutions which have been entrusted to the Board shall
use every effort to avoid even the appearance of impropriety or conflict of interest
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regardless of whether or not the activity involved might be permitted under the Ethics in
Government Act or the provisions of Mississippi Constitution Section 109 (IHL Board
Policies and Bylaws, 1201.0104, 1998).
Individual Responsibilities -In addition to the provisions of the foregoing policies by
which the Board and the institutions undertake to minimize the incidence of conflicts of
interest, be advised that the ultimate responsibility, civil or criminal, remains with the
individual member, office or employee to see that such violations do not occur and that
Miss. Code Ann., #25-4-105 contains additional provisions to be followed These policies
are merely a supplement to the conflict of interest laws (IHL Board Policies and Bylaws,
1201. 0105, 1998).
Contracting Authority
The Institutional Executive Officer of each institution, or a designee as evidenced in
writing, is authorized to sign all other official documents for and on behalf of the
institution for which he or she is responsible. Anyone who signs a contract without
authorization is subject to disciplinary action, up to and including termination (IHL
Board Policies and Bylaws and Bylaws, 707.02, 1990; 1998; 2005).
At JSU only the IEO and other executive leaders have signature authority, unless that
authority has been specifically delegated pursuant to the JSU Contract Signature
Authority Policy. These delegations are limited to specific contract types and dollar
amounts. Please refer to this policy whenever you have a question about the appropriate
administrator to approve a contractual relationship. If you do not have authority delegated
under this policy, you are not authorized to enter into contractual relationships on behalf
of JSU. Failure to follow university policies on contracts may result in an employee's loss
of insurance coverage and personal liability.
Those who contract with a state agency can only do so through compliance with
University policy.
Identification Cards
All administrators, faculty, staff and students are required to carry their ID cards with
them (preferably cleared displayed) while on the JSU Campus. The card should be
presented to authorized University officials upon request.
Identification cards are issued at no charge to employees through the I. D. Center. These
cards are used for identification purposes on and off campus. Employees are required to
return the identification card to their immediate supervisor upon termination of
employment with Jackson State University.
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Access to Employee Personnel Files
A personnel file will be established and maintained in the Office of Human Resources for
each employee. All pertinent information such as application forms, job description,
performance evaluations, salary data, commendations, references, and disciplinary
notices will be retained in this file. This information will be kept confidential. Newly
hired employees will be required to complete an Employee Data Form which will be used
for personnel purposes. This form will become part of the personnel file. The Office of
Human Resources has ultimate discretion to determine what documents should go into
each employee’s personnel file.
All personnel inquiries should be referred to the Office of Human Resources. No
information will be released on oral requests without written authorization. The Office of
Human Resources will only release the dates of employment and the last position held.
Employees upon reasonable advance notice may review their own personnel file at any
reasonable time during normal office hours.
Immigration Requirements for
Work Authorization
Jackson State University is required by the Board of Trustees of State Institutions of
Higher Learning and the United States Department of Justice, Immigration and
Naturalization Service to provide the age, birth date and citizenship of all personnel
employed. A new employee must provide the Office of Human Resources with an
original social security card, and a second form of identification. All aliens must present
a United States Passport, Certificate of United States Citizenship, and Certificate of
Naturalization, unexpired foreign passport with attached Employment Authorization, or
Alien Registration Card with photograph. No employee will be allowed to work if he/she
does not have the appropriate documents for employment authorization.
Family Leave
To be eligible for family medical leave, an employee must have been employed by
Jackson State University at least 12 months and must have worked at least 1,250 hours
(approximately 24 hours per week) over the previous 12 months.
Federal Family and Medical
Leave Act of 1993
The U.S. Department of Labor's Employment Standards Administration, Wage and Hour
Division, administers and enforces the Family and Medical Leave Act (FMLA) for all
private, state and local government employees, and some federal employees. Most
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Federal and certain congressional employees are also covered by the law and are subject
to the jurisdiction of the U.S. Office of Personnel Management or the Congress.
The law contains provisions on employer coverage; employee eligibility for the law's
benefits; entitlement to leave, maintenance of health benefits during leave, and job
restoration after leave; notice and certification of the need for FMLA leave; and,
protection for employees who request or take FMLA leave. The law also requires
employers to keep certain records.
Covered employers must grant an eligible employee to a total of 12 work weeks of
unpaid leave during any 12-month period for one or more of the following reasons:
for the birth and care of the newborn child of the employee;
for placement with the employee of a son or daughter for adoption or foster care;
to care for an immediate family member (spouse, child, or parent) with a serious
health condition; or
to take medical leave when the employee is unable to work because of a serious
health condition.
University Holidays
The recognized holidays for which all University employees will be compensated are:
Martin Luther King's Birthday
Good Friday
Memorial Day
Fourth of July
Labor Day
Thanksgiving holidays (Thursday and Friday)
Christmas Eve through New Years’ Day: (December 24 through January 1
inclusive).
The following legal holidays will be recognized by the Post Office employees:
New Year's Day
Washington's Birthday
Memorial Day
Fourth of July
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Christmas Day
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*Please note that additional holidays may be designated by the IEO.
Campus Safety
Each member of the Jackson State University campus community has a role in campus
emergency preparedness and response. Specific responsibilities to manage and direct
emergency activities are pre-assigned to designated individuals according to the
emergency management plan. All students, staff and faculty are expected to be familiar
with emergency procedures established by university or department policy.
Roles and Responsibilities
University administrators (i.e. the President, Provost, Vice President, Associate and
Assistant Vice Presidents, Deans, Unit Heads, and Department Chairs) are responsible for
providing overall guidance to the development of emergency and safety management
plans for their areas of responsibility.
Administrators, faculty and staff are university leaders and must be prepared to provide
leadership in emergency situations. They should understand departmental emergency and
building evacuation procedures in the areas where they teach and work. Each may be the
first at the scene of an incident and is responsible for following standard response
procedures and contacting the appropriate individuals (e.g. Campus Police, department or
unit head, immediate supervisor).
University leaders (i.e. administrators, faculty and staff) involved in or witnessing an
emergency should assess the situation quickly and thoroughly, and use their best
judgment when determining how to respond. Campus and departmental emergency
procedures should also be followed to report emergencies in a timely manner. If
evacuation of a building is necessary, university leaders are expected to exercise
authority and provide assistance as needed to facilitate the evacuation. They must also be
aware of those needing additional assistance during an emergency and should assist the
individual(s) or secure assistance for them from first responders or others who may be
able to assist.
Campus Police
The Public Safety department is responsible for the general welfare, protection, and
security of the students and faculty. In this respect, it is particularly concerned with the
enforcement of campus regulations governing the parking of automobiles and traffic
violations; the maintenance of sound security measures of properties belonging to the
University and the enforcement of rules governing standards of conduct.
When a crime is committed, call the JSU Department of Public Safety at 979-2580. The
campus is protected by police and security officers at all times.
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Lawsuits (Legal Matters)
1. Communications - All communications between the Justice Department or
other federal officials or any attorney or attorneys representing actual or
potential litigants against the Board shall be conducted only by a
designated attorney for the Board and the aforesaid officials or attorneys.
Any attempt by such persons to communicate with the officials of the
Board should be referred to the Commissioner. All employees of the
several institutions are expected to comply with this order (IHL Board
Policies and Bylaws and Bylaws, 1101, 1998.
2. Service of Process
A. State Court Actions - The Mississippi Rules of Civil Procedure
provide that service of process on the State, its officers or
institutions is made by delivering a Summons and Complaint to the
Attorney General of the State of Mississippi by the sheriff or a
process server. Delivery by mail is not authorized and delivery to
any individual other than the Attorney General (or a duly
authorized Deputy Attorney General) will not suffice. Therefore,
anyone attempting to deliver a Summons and Complaint in a state
court action involving the Board of Trustees, an individual Trustee
in his or her official capacity, the Commissioner in his official
capacity, a university, or an IHL or university employee, in their
official capacities, should be advised that service cannot be
accepted by anyone other than the Attorney General (or a duly
designated Deputy Attorney General) at the Office of the Attorney
General.
B. Federal Court Actions - The Federal Rules of Civil Procedure
provide that service upon a state or other governmental
organization shall be effective by delivering a copy of the
Summons and Complaint to the chief executive officer or by
serving the Summons and Complaint in the manner prescribed by
state law, i.e., delivery to the Attorney General (or a duly
designated Deputy Attorney General).
C. Reporting - Any attempted or actual service of process on any
IHL party shall be immediately reported to the Universities
Division of the Office of the Attorney General or the IHL Office of
Risk Management and university Counsel. Original documents
served on an IHL party should be date stamped showing date of
receipt and the name of the person receiving same. These
documents should be immediately forwarded to the universities
Division of the Office of the Attorney General or to the IHL Office
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of Risk Management (IHL Board Policies and Bylaws, 1102,
1998).
D. Non-Litigation Matters With the exception of notices required pursuant to the
Mississippi Tort Claims Act, service of process for matters not before a state or
federal court, such as public records requests, may be submitted to JSU’s Office
of General Counsel. EEOC charges will be submitted to the Office of Human
Resources
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SECTION VII: RESEARCH ADMINISTRATION
http://www.jsums.edu/ordsfr/sponsored.htm
The Office of Sponsored Programs (OSP) is the centralized unit charged to coordinate
research and sponsored program activities campus-wide. The Office strives to maintain a
supportive environment for research and scholarly endeavors, and encourages the faculty
and staff to seek external funding to support the mission of the university and to explore
alternative means to advance their professional interest. The following policies and
services are available to faculty to assist them in their scholarly productivity.
Rights, Roles, and Responsibilities of Research Investigators
http://www.jsums.edu/ordsfr/compliance/compliance.htm
Research and Other Sponsored Projects
http://www.jsums.edu/ordsfr/sponsored.htm
Protection of Human Subjects in Research
http://www.jsums.edu/ordsfr/research/forms/forms-applications.htm
Laboratory Animals in Biomedical Research or Teaching
http://www.jsums.edu/ordsfr/research/forms/forms-applications.htm
Definition of Conflict of Interest
http://www.jsums.edu/gadmappl/ConflictofInterestRequirements.pdf
http://www.jsums.edu/ordsfr/docs/Conflict_of_Interest.pdf
Conflict of Interest - Research/Teaching
http://www.jsums.edu/ordsfr/docs/Conflict_of_Interest.pdf
Conflict of Interest – Consultants
http://www.jsums.edu/businessfinance/JSU.consultant.policy.OGC.pdf
Conflict of Interest – Employees
http://www.jsums.edu/hr/empprocedures.htm#rel
Patent Rights and Technology Transfer
http://www.jsums.edu/ordsfr/docs/Intellectual_Property.pdf
Intellectual Property Policy
http://www.jsums.edu/ordsfr/docs/Intellectual_Property.pdf
The Researcher
http://www.jsums.edu/RESEARCHER/submissions.php
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University Press
http://www.upress.state.ms.us/
Lawsuits (Legal Matters)
http://www2.jsums.edu/policies/showpolicy.cfm?id=10041
Ethics Policy
http://www.jsums.edu/ogc
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SECTION VIII
UNIVERSITY ACADEMIC RESOURCES
AND SERVICES
Libraries
H.T. Sampson Library http://sampson.jsums.edu/screens/OPAC.html
The H. T. Sampson Library serves as the main library for Jackson State University.
Within the library, individual study carrels, group study rooms, an auditorium, and
conference rooms are available for meetings by reservation. A computer commons offers
access to major databases and other online resources, in addition to providing a
workspace for students and faculty. An electronic classroom is also available by
reservation for group training.
The H. T. Sampson Library is organized as follows:
Administration
The Dean of Libraries provides resources in support of the mission, goals and
objectives of the University.
Readers' Services
The Readers' Services Division is comprised of four departments: Circulation,
Periodicals, Reference and Government Documents.
Technical Services
This division selects, acquires, indexes and processes materials and resources that
will enhance instructional and research programs and support recreational reading for
the campus community. The Acquisitions and the Cataloging departments comprise
this division.
Special Collections/University Archives
This division collects, preserves, and organizes records, documents, reference
sources, and other relevant materials pertaining to the growth and development of
Jackson State University. Begun in 1947, this collection includes among its resources
the official records of the University including information about university executive
officers, administrative officers, and academic units.
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Automation
Library Automation assists in planning, designing, implementing and providing
technical support for automated systems and network linkages throughout the library.
The staff of this division also develops and conducts training for library personnel
and the public.
Auxiliary Departments
The Information Services Library, located at the Universities Center, is a satellite library
that provides academic support services, census data and other reference Information
Services to the general public. The Information Services Library was created in the spring
of 1989 by the merger of the State Institutions of Higher Learning's Resource Center, the
Universities Center's Library, and Jackson State University's Library.
Departmental Libraries
Library Technology offers access to library holdings and resources from campus as
well as from remote location and may be accessed from the library website at
http://sampson.jsums.edu. In addition to the online public access catalog (OPAC),
other electronic resources include indices, abstracts, full text journal articles, and
online books.
Health Sciences Library, located in the Jackson Medical Mall, this library supports
the College of Public Services as well as some of the special programs located in the
Medical Mall.
Cleopatra D. Thompson Curriculum Center Library, housed in the College of
Education and Human Development, provides the information and resources that
complement the study of teacher education programs.
Library Website (http://sampson.jsums.edu) serves as the portal to electronic and
other library resources.
Wireless internet access is accessible throughout the facility.
Information Literacy (IL) Instruction consists of identifying, locating, evaluating,
and using resources provided through formal classroom lectures, as well as through
individualized instruction. Electronic and printed guides, handbooks, pathfinders and
bibliographies are also provided to patrons.
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Computing Environment
Academic Information Technology http://oim.jsums.edu/show.asp?durki=100
The Academic IT (AIT) supports and enhances academic activities of the University by
identifying and pursuing opportunities provided by applications of technology to
education and research. This division serves as a liaison between the Office of
Information Management and the University’s academic units.
Areas of technology utilization emphasis consist of teacher-student interaction
capabilities within classrooms, computer labs, resource centers both local and remote.
Facets of utilization include, content presentation using the technology, communications
outside the classroom, assessment of effectiveness, and records keeping.
Academic IT provides support through the following units:
Open Access Computer Lab Services
Faculty Development Center
Training Center
WebCT Course Management System http://www.jsums.edu/dl
WebCT (Web Course Tools) is a Course Management System (CMS) that enables faculty
to manage an online teaching and learning environment. WebCT suite of tools can be
used to supplement traditional instruction or to deliver complete online courses. All
authorized faculty at JSU have access to WebCT. To learn more about WebCT visit the
Training Center website.
Creating Your NetID http://www.jsums.edu/dl
In order to access the University WebCT and library services, faculty must use a
valid NetID.
Turnitin Plagiarism Prevention Software http://oim.jsums.edu/show.asp?durki=100
Jackson State University has adopted Turnitin Plagiarism Prevention Software. Faculty
can submit electronic papers to the Turnitin software for review. Turnitin compares the
papers to multiple online resources (articles, periodicals, newspapers, other papers in
Turnitin database, books, etc.) and returns an Originality Report. The Originality Report
shows instructors what portion of a student paper matches text taken from other sources.
Access to the Turnitin software is provided to all authorized faculty. To obtain an
account please contact Academic IT.
Academic Information Training Technology Training Center (AIT)
http://oim.jsums.edu/show.asp?durki=66
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The Academic Information Technology (AIT) Training Center is the primary source for
instruction in the use of technology. To accomplish this, the center solicits input from the
University community as to the training needs of faculty and staff technology users',
formulates course offerings, identifies and recruits instructors, publishes course offering
schedules, and provides for instruction in various presentation locations. In addition, one-
on-one training is provided as needed to familiarize incoming staff with University
software applications required at the workplace.
Computing and Communications http://oim.jsums.edu/show.asp?durki=113
This unit oversees the development of policies and procedures for communications
support services including phone and network, and operations, as well as campus-wide
server administration. The area is also responsible for researching system changes to
determine effects on customers and to ensure no disruption in service, analyzing
university activities and operations, and providing network recommendations to satisfy
the University's business objectives, and to support the University's growth.
Technology Help Desk http://oim.jsums.edu
The Office of Information Technology (OIT) Help Desk is a Web-based Help Desk
Support Services Center. It offers an on-line self-service feature or end-user service that
allows JSU users to enter service requests and check the progress of their service
requests. The Request for Technical Support Staff form can also be printed from the
Information Management Resources page.
Contact the Help Desk Coordinator at 601.979.2069 (voice), fax at 601.371.9146, or e-
Purchasing a Computer
http://oim.jsums.edu/show.asp?durki=551&site=25&return=113
The Office of Computing and Communications has developed a standard guide to assist
faculty, staff, and administration in selecting computer hardware and software that’s
supported by Information Technology. The suggested items were carefully researched
and selected to reduce the cost of administrative computing at Jackson State University.
The intent is to create a stable, standardized, manageable, and cost effective computing
platform to run administrative computer applications.
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Academic Centers and Service Units
Center for Service and Community Engaged Learning
http://www.jsums.edu/studentlife/cssl.html
As a graduation requirement, each JSU student must complete at minimum of 120
service-learning hours. The Center coordinates the placement of interested students and
employees in community sites to perform community service (volunteerism) or service
learning (academic internship and enrichment). Students may also secure placements on
their own with approval from the Center for Service and Community Engaged Learning.
It is strongly recommended that students participate at approved sites which are
publicized (1) in the Center for Service and Community Engaged Learning, (2) on the
Division of Student Life web site; (3) by visiting Tigers to Work located on the Career
Services web site, and (4) the 1800volunteer.org web site, hosted by the Mississippi
Commission for Volunteer Services.
Mississippi Learning Institute (MLI) http://www.mlims.net
MLI promotes systemic change to raise student achievement at all levels. Its current
partnerships provide year-round, high-quality professional development to both in-
service and pre-service teachers to impact classroom instruction. The MLI works closely
with the America Reads Mississippi program which provides full-time literacy tutors for
public schools in the district.
Mississippi Urban Research Center (MURC) http://www.murc.org
MURC is housed in the Jackson Medical Mall, and operates as an entity of the JSU
Office of Research Development and Federal Relations. The Center consists of a projects
unit and a Production Center.
Using multidisciplinary approaches and diverse research methods, MURC provides a
structure and setting for conducting research, analyzing public policies and managing
research data. The Center serves as a clearinghouse for dissemination of research data on
pressing urban life issues in the areas of health, crime and violence, alcohol and other
drug abuse, urban education and urban policy. MURC also examines and analyzes these
data to make projections regarding policies and initiatives which impact urban life.
Relevant data is provided to urban planners, policymakers, service providers, educators
and community leaders. Additionally, the Center develops and offers behavioral
intervention models, instructional programs, forums, conferences and workshops.
Center for University Scholars http://www.jsums.edu/scholars/
Established in 2003, the Center for University Scholars facilitates the integration of
scholarship, teaching and learning among Jackson State University's faculty. Annually,
the Center awards fellowships, travel grants and graduate assistantships to scores of
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faculty members and impacts the entire university community with its programs and
services. The Center for University Scholars is a unit within the Office of Academic
Affairs and Student Life.
The University Scholars Program nurtures research and scholarship by tenure-track
faculty members and encourages submission for publication in peer-reviewed journals.
Specifically, the program competitively awards grants to fund research activities;
provides graduate assistants to facilitate research; requires participants to work with
mentors and participate in group meetings and provides opportunities for presentation of
research through travel grants and a mandatory campus symposium. Participants devote
themselves full time to their research project and submit their manuscripts for their
research projects to the Center.
Previous Summer Scholars have examined the potential for particular plant extracts to
inhibit the growth of human breast cancer cells, the uses of hybrid iterated function
systems to more accurately model natural objects, the relationship between incidents of
depression in parents and children and childhood obesity, explanations for wage
differentials between African-American men and women, patterns of federal judicial
decision-making on pregnancy-related matters, the relationships between multi-party
electoral systems and electoral volatility and mothering effects in a Dorothy West novel.
Testing and Assessment Center
Testing and Assessment administers local, state, and national standardized examinations,
surveys, and provides computer-based testing for the College Level Examination
Program (CLEP).
Division of International Studies
http://international.jsums.edu
It is the goal of this division is to promote educational programs and activities that will
enable faculty, students and staff to participate successfully in a global society. Such
programs and activities include the following:
Emphasizing the study of different cultures and social systems throughout our
academic programs.
Expanding international collaborative agreements and exchanges in order to
enhance instructional, research, and service programs.
Making policy and organizational changes designed to simplify and encourage the
internationalization of programs.
Office of Public Safety and Parking
http://www.jsums.edu/publicsafety
Public Safety is responsible for the general welfare, protection, and security of the
students and faculty. The department provides protective services to the University
through its corps of armed police officers and security personnel. Annual parking
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permits and visitor parking permits are provided through the Office of Public Safety.
Officers are on duty at all times. For emergency response, the Department of Public
Safety can be contacted by dialing: 601-979-2580.
Other Helpful Links
University Press
http://www.upress.state.ms.us
Shuttle Services
http://www.jsums.edu/fcm/transportandfleet.htm
Dining Services
http://www.jsums.edu/~jsudining
Postal Services
http://www.jsums.edu/auxenterprises
Recreation Services and Wellness Program
http://www.recservices.jsums.edu
Counseling and Psychological Services
http://www.jsums.edu/studentlife/lnccps.html
Office of Institutional Advancement
http://www.jsums.edu/oia
Office of Public Relations
http://pr.jsums.edu/show.asp?durki=255
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Attachment A
Promotion and Tenure Guidelines
To ensure that the most up-to-date information is accessible to the reader, a link to the
online document is provided below.
http://www.jsums.edu/jsuoaa/promotion-and-tenure.pdf
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Attachment B
Tenure and Promotion Appeals Committee
and the Appeals Procedure
I. Responsibility of the Committee
The Tenure and Promotion Appeals Committee shall hear appeals by faculty from
a negative recommendation of the Chief Academic Officer regarding promotion
and/or tenure.
II. Composition of the Committee
A. The Committee shall be composed of one (1) faculty member from each
college with 24 or less tenure-track teaching faculty members and two (2)
faculty members from each college with 25 or more tenure-track teaching
faculty members.
B. The Committee, when possible, shall be composed of tenured, full
professors.
C. The Committee members shall be selected by a vote of faculty of the
college. The Faculty Senate shall establish the criteria and procedures for
election of the committee members.
D. The presence of 50% of the committee members at any meeting will
constitute a quorum.
E. Individuals serving on the departmental, college or university tenure and
promotion committees shall not be eligible for service on the committee if
they were part of the review process of the faculty member appealing a
decision.
III. The Appeal Procedure
A. The request for an appeal shall be in writing and addressed to the chair of
the Tenure and Promotion Appeals Committee with a copy to the Chief
Academic Officer. If a chair has not been selected at the time of the
written request, the Provost will forward a copy of the request to the chair
when he/she is appointed.
B. The request will specify the grounds upon which faculty member
contended that the negative decision was impermissibly based.
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C. The request shall include a clear and concise statement of facts that
support the faculty member's contention.
D. The Tenure and Promotion Appeals Committee shall schedule a hearing
within 10 work days of the receipt of the request for an appeal.
IV. The Hearing Procedure
A. The hearing shall be conducted informally and in private.
B. The Committee members, the aggrieved faculty member, the CAO or
designee, the advisor for the aggrieved faculty, the adviser for the
respondent(s), the Director of Human Resources as recorder, General
Counsel for the University and such witnesses as may be called are the
only people that may attend the hearing.
C. The Committee may consider only such evidence as is presented at the
hearing. Documents to be submitted for consideration at the hearing
should be submitted at a time prior to the hearing date to allow the parties
and the Committee an opportunity for advanced review. Such documents
will be submitted to and kept by the Office of Academic Affairs to
safeguard confidentiality.
D. Committee members may question the witnesses, the aggrieved faculty
member, the CAO or designee. The aggrieved faculty member, the
respondent, and the CAO or designee may question the witnesses.
E. Upon the request of the Committee, if the faculty so consents, the
University must provide all portions of the candidate's completed tenure or
promotion package, including any and all written statements, evaluations,
or reports by the candidate and administrative officers above him or her
that are part of the review process.
F. All documentary evidence submitted by the University, the Tenure and
Promotion Appeals Committee or the candidate may be examined by the
University representative and the candidate.
G. The candidate shall not, however, have access to the confidential
statements from outside reviewers.
H. All testimony of the witnesses shall be recorded and such recording shall
be preserved in the Office of Human Resources for no less than three (3)
years.
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V. The Hearing
A. The hearing shall begin with the faculty member's presentation of his/her
contentions, which shall be limited to those grounds specified in the
faculty member's request for a hearing. When the faculty member has
concluded this presentation, the Tenure and Promotion Appeals
Committee or panel thereof shall recess to consider whether the
presentation made by the faculty member is sufficient to warrant the
continuance of the proceeding. If it determines that the contention has not
been established, it shall notify the parties to the hearing and terminate the
proceedings. If the committee or panel determines that the faculty
member's contention has been established, it shall reconvene the hearing.
The designated officer for the administration may then present rebuttal to
the faculty member's contentions, or such proof as she/he desires to offer,
including his or her own testimony, in support of the decision not to
recommend for tenure or promotion.
B. At the end of the hearing, the Tenure and Promotion Appeals Committee
shall consider the matter in executive session.
C. If the Tenure and Promotion Appeals Committee determines that the
contention of the faculty member has not been established, it shall, by
simple unelaborated statement, notify the faculty member, the IEO, and
the CAO within ten (10) work days of the hearing.
D. If the Tenure and Promotion Appeals Committee determines that the
contention of the faculty member has been satisfactorily established, it
shall notify the faculty member, the IEO and the CAO by a written report
containing the committee's findings and recommendation within ten (10)
work days of the hearing.
E. The IEO's decision shall normally be made within fourteen (14) work
days.
F. Pursuant to the Board of Trustees policy and bylaws as amended
February 1998 "any decision made by a hearing body shall be a
recommendation to the Institutional Executive Officers." (Sec.
403.0103, Board of Trustees Policies, Minutes 3/91, 2/98.)
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Attachment C
Faculty Personnel Committee
and Procedures for Hearing
As set forth in the IHL Board Policies and Bylaws, termination for cause of a tenured
faculty member (or dismissal for cause of any faculty member prior to the expiration of
his or her term appointment) shall not be recommended to the Executive Officer of the
Board of Trustees until the Institutional Executive Officer has afforded the faculty
member the opportunity for a hearing. When the IEO determines that a recommendation
of termination for cause of a tenured faculty member or the dismissal for cause of any
faculty member prior to the expiration of his or her term appointment is appropriate, the
IEO will notify the faculty member. If the faculty member requests a hearing, the IEO
will submit his or her recommendation to the Faculty Personnel Committee for
investigation and hearing. If the IEO believes that immediate harm is threatened by the
continuance of the faculty member in his or her duties, the IEO may take action to relieve
a faculty member of his or her duties pending the dismissal proceedings.
A. The IEO will inform the faculty member of his/her intent to make a
recommendation of termination or dismissal to the Board of Trustees and
advise the faculty member of his or her right to a hearing.
B. If the faculty does not request a hearing, the IEO will submit his or her
recommendation for termination or dismissal to the Board of Trustees.
C. If a hearing is requested, the hearing will be conducted by the University
Faculty Personnel Committee.
D. Following the hearing of the Faculty Personnel Committee, the Committee
will make a recommendation to the IEO of action to be taken. This
recommendation should be based upon substantial evidence presented in
the hearing, and it will be presented to the IEO, the CAO, and the faculty
member.
E. If the IEO does not concur with the recommendation of Faculty Personnel
Committee, he or she may remand the matter to the Committee, stating the
reasons for non-concurrence, and allow the Committee to respond to his
reasons before taking further action. If on receipt of this response from the
Faculty Personnel Committee, the IEO is still of the opinion that
termination or dismissal of the faculty person in question is in the best
interest of the University, he or she will forward his or her
recommendation of termination or dismissal to the Board of Trustees. The
IEO's recommendation shall include the recommendation of the Faculty
Personnel Committee, and a record of the Faculty Personnel Committee
hearing and its response, if applicable.
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F. Tenured faculty who are dismissed for financial exigencies or for
reduction of programs in academic or administrative units shall be
employed for a minimum of his/her current contract period. Tenured
faculty who are dismissed for malfeasance, inefficiency, contumacious
conduct, or cause shall have their contracts terminated anytime subsequent
to notice and hearing with no right to continued employment for any
period of time. However, at the discretion of the University and the Board
of Trustees any faculty member's salary may be paid, and he or she may
be relieved of teaching duties, appointments, and privileges when
dismissed for any reason noted herein, or pending a termination hearing.
Faculty Personnel Committee and
Procedures for Hearing
The Faculty Personnel Committee is a standing university committee which hears cases
involving the termination of tenured faculty or the dismissal for cause of a faculty
member prior to the expiration of a term appointment. In no event shall the contract of a
tenured faculty member be terminated for cause without the faculty member being
afforded the opportunity of a hearing. This committee is also empowered to consider
matters pertaining to academic freedom at Jackson State University. This committee shall
not hear issues pertaining to the non-renewal of contracts which expire according to their
stated term and which do not involve tenured faculty members.
I. Responsibility
The Faculty Personnel Committee:
A. Will conduct hearings, when such are required, in cases of the termination
of a tenured faculty or the dismissal for cause of a faculty member prior to
the expiration of a term appointment.
B. Will consider matters pertaining to academic freedom.
II. Composition of the Committee
A. The Faculty Personnel Committee shall be composed of one (1) faculty
member from each college/school with 24 or less tenure-track teaching
faculty members and two (2) faculty members from each college/school
with 25 or more tenure-track teaching faculty members.
B. The Committee, when possible, shall be composed of tenured faculty
members.
C. The chair of the committee shall be selected at its first meeting.
D. The chair may vote on any issue brought before the committee.
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E. The presence of 50% of the members of the Committee will constitute a
quorum.
III. Election of Members
A. Only tenured faculty members may be elected to serve on the Faculty
Personnel Committee.
B. For each position available, an election should be completed and the name
should be submitted to the Chief Academic Officer by September 15 of
each year.
C. The name of the committee member shall be determined by election held
by each college/school or unit. The Faculty Senate shall establish the
criteria and procedures for the election of the committee members.
IV. The Hearing Procedure
A. The request for a hearing shall be made by the faculty member in writing
and addressed to the chair of the Faculty Personnel Committee. This
request must be made within ten (10) calendar days of receipt by the
faculty member of the notice from the IEO of his/her intent to recommend
termination or dismissal to the Board of Trustees. The hearing shall be
under the control of the committee chair. If a chair has not been selected
at the time the request is made, the request to the chair may be forwarded
to the CAO to be forwarded to the chair, if the request is made within the
ten (10) calendar days.
B. The request will specify the grounds upon which the faculty member
contends that recommendation to terminate or dismiss him or her should
not be made to the Board of Trustees.
C. The request shall include a clear and concise statement of facts that the
faculty member believes supports the contention.
D. The Committee may consider only such evidence as is presented at the
hearing. The Committee may set time requirements for the submission of
documents to the Office of the Provost, who will protect the
confidentiality of the documents. All documents submitted will be able to
be viewed by the Committee and parties to the hearing.
E. Committee members may question the witnesses, the aggrieved faculty
member, and the respondent.
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F. Upon the request of the Committee and with the consent of the faculty
member, the University must provide all portions of the faculty member's
completed file, including any and all written statements, evaluations, or
reports by the aggrieved faculty and administrative officers. For the
hearing, the faculty member must consent to the disclosure of relevant
documents in his/her file.
G. All documentary evidence submitted for consideration by the Faculty
Personnel Committee may be examined by the respondent and the
aggrieved faculty member.
H. All testimony of the witnesses shall be recorded and all recordings shall be
preserved in the Office of Human Resources for no less than three years.
V. The Hearing
A. The hearing shall begin with the faculty member's presentation of his/her
contentions, which shall be limited to those grounds specified in the
request for the hearing and supported by such proof as he or she desires to
offer. When the faculty member has concluded this presentation, the
Faculty Personnel Committee shall recess to consider whether the
presentation made by the faculty member is sufficient to warrant the
continuance of the proceeding. If it determines that the contention has not
been established, it shall notify the parties to the hearing and terminate the
proceedings. If the committee determines that the faculty member's
contention has been established, it shall reconvene the hearing. The
respondent may then present in rebuttal to the faculty member's
contentions, such proof as he or she desires to offer, including his or her
own testimony.
B. At the end of the hearing, members of the Faculty Personnel Committee
shall consider the matter in executive session.
C. If the Faculty Personnel Committee determines that the contention of the
faculty member has not been substantiated, it shall, by simple
unelaborated statement, so notify him or her, the IEO, and the Chief
Academic Officer within ten (10) working days of the hearing.
D. If the Faculty Personnel Committee determines that the contention of the
faculty member has been satisfactorily substantiated, it shall so notify him
or her, the IEO, and the Chief Academic Officer by a written report
containing the committee's findings and recommendation within ten (10)
working days of the hearing.
E. The Faculty Personnel Committee’s decision shall be a recommendation
to the IEO. If a recommendation for termination is forwarded by the IEO
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to the Board against the Committee’s recommendation, a copy of the
Committee’s findings and the record of the hearing shall also be
forwarded.
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Attachment D
Faculty Grievance Committee
and Hearing Procedures
Grievance Defined
Grievance is defined as the claim of a faculty member that there has been a violation,
misinterpretation, or misapplication of rule, policy or procedure in relation to personnel
policies. The grievance procedure does not apply to cases involving the termination or
dismissal of a faculty member, the non-renewal of a faculty contract, sexual harassment,
or denial of tenure and promotion in academic rank.
I. General Policy
The Grievance Procedure is a method established to determine the specific cause
of a grievance so that university officials can find an acceptable remedy for it.
The procedure is intended for use when dissatisfaction arises in a relationship
between employees or between an employee and supervisory personnel. The
Grievance Procedure is designed to resolve complaints alleging violations of
University rules, procedures, or policies, as well as complaints alleging
discrimination on the basis of race, color, religion, national origin, gender, age,
marital, handicap, or veterans' status. The Grievance Procedure is not designed for
complaints questioning the exercise of legitimate discretionary authority by
administrators in areas of salary, unless such complaints are based upon
discrimination, or a procedural violation.
When there is dissatisfaction, the employee involved should make the grievance
known directly to the employee's department head. If the grievance cannot be
resolved informally between the two, the applicable grievance procedure should
be followed. The University has adopted a formal grievance procedure for faculty
and a separate procedure for non-faculty personnel. Copies of each of the
procedures are available in each department and the Office of the Director of
Human Resources. Outlines of each procedure are attached.
II. Standing to File a Grievance
All faculty have standing to file a grievance. However, only permanent full-time
faculty members have standing to file employment grievances in the categories of
promotion, tenure, and termination or suspension. This policy does not provide a
right to a grievance where the matter was previously addressed through a
University grievance or by a court of law.
(For grievances involving decisions regarding tenure and promotion, see
Supplement A. For grievances involving termination or suspension of a
permanent employee for cause, see Supplement B.)
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III. Composition of the Grievance Committee
A. The Committee shall be composed of one (1) faculty member from each
college with 24 or less tenure-track teaching faculty members and two (2)
faculty members from each college with 25 or more tenure-track teaching
faculty members.
B. The Committee members shall be selected for a one-year term by a vote of
faculty of the college or unit at the beginning of the school year. The
Faculty Senate shall establish the criteria and procedures for the election
of the committee members.
C. The chair of the Committee shall be selected at the first committee
meeting.
D. The presence of 50 percent plus one committee members at any meeting
will constitute a quorum.
IV. The Hearing Procedure
A. The hearing of the Faculty Grievance Committee shall be conducted
informally and in private.
B. The Committee members, the aggrieved faculty member, his or her
advisor, the respondent, his or her advisor, the CAO or designee, the
counselor for the University and such witnesses as may be called are the
only people that may attend the hearing.
C. The Committee may consider only such evidence as is presented at the
hearing and contained in the grievant's file. The parties may be required
to submit their documents and intended witness lists to the Office of
Academic Affairs by a specified day prior to the hearing. These
documents may be viewed prior to the hearing by the parties and the
Committee.
D. Witnesses that come before the Committee may be questioned by
Committee members, the aggrieved faculty member and the respondent.
E. All documentary evidence submitted by the University, the aggrieved
faculty member, or the Faculty Grievance Committee may be examined by
the respondent, University representative, and the aggrieved faculty
member.
F. All testimony of the witness shall be recorded and all recordings shall be
preserved in the Office of Human Resources for no less than three (3)
years.
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V. The Hearing
A. The hearing shall begin with the faculty member's presentation of his/her
contentions, which shall be limited to those grounds specified in the
faculty member's request for a hearing and supported by such proof as he
or she desires to offer. When the faculty member has concluded this
presentation, the Grievance Committee shall recess to consider whether
the presentation made by the faculty member is sufficient to warrant the
continuance of the proceedings. If it determines that the contention has not
been established, it shall notify the parties to the hearing and terminate the
proceedings. If the committee determines that the faculty member's
contention has been substantiated, it shall reconvene the hearing. The
respondent may then present rebuttal to the faculty member's contentions
with such proof as she/he desires to offer, including his or her own
testimony.
B. At the end of the hearing, the Faculty Grievance Committee shall consider
the matter in executive session.
C. If the Faculty Grievance Committee determines that the contention of the
faculty member has not been established, it shall, by simple unelaborated
statement, so notify him or her, the IEO, and the CAO within ten (10)
working days of the hearing.
D. If the Faculty Grievance Committee determines that the contention of the
faculty member has been satisfactorily substantiated, it shall notify him or
her, and the IEO by a written report containing the Committee's findings
and recommendation within ten (10) working days of the hearing.
E. The IEO's decision shall normally be made within fourteen (14) working
days.
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Attachment E
Sexual Harassment Committee
and Hearing Procedures
Structure of the Grievance Committees
Sexual Harassment Faculty Committees
The Faculty Hearing Committee shall be selected from a pool composed of members
selected annually. Members shall be elected for each college based on the number of
faculty per the following formula:
Number of Faculty Number of Representatives
1 – 24 1
25 – Above 2
Faculty members of the University Library shall elect one member to serve on this panel.
The election shall be conducted under the auspices of the Faculty Senate.
When a formal complaint is received, the IEO shall select from the pool a chair and the
prospective members to serve as a hearing panel. All members of the panel must be
agreed upon by both parties.
To minimize allegations of bias or unfairness, no member of the hearing panel should be
from the same college/school in the University as the respondent or complainant.
Membership of this committee is convened by the Office of Human Resources.
Staff Personnel Committee
The Staff Personnel Committee shall consist of three staff members, all of whom shall be
appointed by and serve at the pleasure of the IEO. The IEO shall appoint one of these
three committee members as chair. The committee shall reflect the diversity of the
University.
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Charge to the Grievance Committees
The applicable grievance Committee is charged with seeing that:
The complainant and the alleged offender understand that they may bring an
advisor of their choice to the hearing at no expense to the University. This advisor
may be an attorney-at-law, a faculty member, another staff member, a relative, or
a citizen-at-large. If the parties wish to have legal counsel present at the hearings,
they must also inform the chairperson of the panel at least three days prior to the
hearing.
The advisor may address the panel only with the consent of the chairperson.
The hearing is closed because of the sensitive nature of the information involved.
A majority vote carries, with opportunity for a negative vote and/or minority
report.
Retaliation against the person who seeks relief, the complainant or any advisor is
forbidden.
All sides of the complaint are heard and investigated.
Appropriate avenues are explored to look actively for witnesses and to verify or
disprove information given in the hearing by any witness.
Only one witness appears before the panel at a time.
Every witness is instructed not to discuss the hearing.
The hearing moves forward promptly.
Fairness and consistency are exercised in recommending corrective action.
Meetings are to take place on regular work days during working hours.
Corrective action recommended is based upon the nature of the offense and
should be considered when the harassment constrains or otherwise impairs the
working educational exchange.
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Attachment F
SEXUAL HARASSMENT POLICY
Jackson State University
COVERAGE
This policy is applicable to University employees, students, or other individuals
participating in University programs, activities, and contracts.
TABLE OF CONTENTS
I. POLICY STATEMENT
II. DEFINITIONS AND EXAMPLES
A. To Whom This Policy Applies
B. Sexual Harassment
C. Employment
D. Educational Programs and Activities
E. Gender Discrimination
F. Consensual Relationships
III. RIGHTS OF THE PARTIES
A. Rights of the Complaining Party
B. Declination to Defend or Indemnify
C. Rights of the Alleged Subject
IV. PROCEDURES FOR RESOLVING SEXUAL HARASSMENT AND GENDER
DISCRIMINATION COMPLAINTS
A. Persons to Contact
B. Required Information
C. Time of Filing
D. Interim Remedial Action
E. Investigation
F. Methods of Investigation
G. Notice to Subject
H. Confidentiality
I. Resolution
J. Notification
K. Possible Sanctions
L. Alternative Procedures
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V. GRIEVANCE HEARING PROCEDURES
A. Request For and Scheduling of Hearing
B. Selection of the Committee
C. The Hearing
D. Records Retention
VI. APPEAL PROCESS
VII. CONFLICTS OF INTEREST
VIII. EFFECT ON FORMER POLICIES & PROCEDURES
IX. ELECTION AND WAIVER
I. POLICY STATEMENT
It is the policy of Jackson State University (“University”) not to discriminate against any
person on the basis of gender in violation of any applicable law, including but not limited
to, Title VII of the Civil Rights Act of 1964 (42 U.S.C. §§ 2000e), and Title IX of the
Education Amendments of 1972 as well as its implementing regulations (34 CFR Part
106).
It is the policy of the University not to discriminate on the basis of gender in the
educational programs and activities that it operates. This prohibition against gender-
based discrimination extends to all University educational program, and activities, as well
as to admission into such programs and activities.
The University is committed to fostering a positive working and educational environment
in which there exists mutual respect for all University students, faculty, and staff.
Harassment of employees or students based upon sex is inconsistent with this objective
and contrary to the University policy of equal employment and academic opportunity
without regard to race, color, national origin, sex, age, or disability. Sexual harassment is
illegal, and will not be tolerated within the University. It is the policy of the University
that no member of its community shall sexually harass another. Any employee or student
who violates this policy will be subject to disciplinary action up to and possibly including
separation from the University.
Members of the University Community who believe that this policy has been violated are
strongly encouraged to report the allegations of sexual harassment as promptly as
possible. Delay in making a complaint of sexual harassment may make it more difficult
for the University to investigate the allegations.
While it is the responsibility of the University to disseminate this Policy, it is the
responsibility of each member of the University Community to read the Policy and to
become familiar with its provisions. Moreover, failure to follow the procedures set forth
in this Policy may inhibit or prevent the University from properly investigating an
instance of alleged sexual harassment or gender discrimination, and from taking remedial
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action. Therefore, if an alleged victim fails to follow such procedure he or she may be
left without a remedy under this Policy.
The University considers all allegations of sexual harassment to be extremely serious
matters. Every written complaint of sexual harassment submitted to the University in
accordance with this Policy will be reviewed and investigated. The submission of false,
spurious, or frivolous claims, however, will result in the immediate consideration of
disciplinary action, up to and possibly including termination, or in the case of a student,
suspension, or expulsion. Additionally, in any legal action precipitated by a violation of
this Policy where the University and a member of the University Community are named
as "co-defendants," the University may refuse to defend and/or indemnify any co-
defendant who is responsible for that violation.
THIS POLICY IS APPLICABLE TO SEXUAL HARASSMENT IN EMPLOYMENT
AND TO BOTH SEXUAL HARASSMENT AND OTHER GENDER-BASED
DISCRIMINATION IN EDUCATIONAL PROGRAMS AND ACTIVITIES.
The University’s Office of Human Resources is primarily responsible for implementing
this Policy for University employees who are of non-academic rank and for ensuring that
all employees are adequately trained or otherwise made aware of their responsibilities
under this Policy.
The Provost for Academic Affairs is primarily responsible for implementing this Policy
for University students and employees who are of academic rank named as offenders in
pursuant to this Policy, and also for ensuring that all such persons are adequately trained
or otherwise made aware of their responsibilities under this Policy.
II. DEFINITIONS AND EXAMPLES
A. To Whom This Policy Applies
This Policy applies to all members of the University Community. The actions proscribed
by this Policy are also applicable to all individuals who are on University premises or on
any other property where the University conducts its business. If such an individual
commits an act in violation of this Policy, the University will take appropriate remedial
measures under the circumstances to sanction the offender, to mitigate against the
potential for recurrence, and to discipline any member of the University Community who
may have participated in such conduct or may have failed to stop such conduct when he
or she had the authority to do so.
B. Sexual Harassment
With respect to University employees as well as academic programs and activities, the
term "sexual harassment" shall mean unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature when:
(1) submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment;
(2) submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual, or as the basis for
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participation in a University program or activity, or status in an academic course;
or
(3) such conduct is so pervasive or severe that it has the purpose or effect of
unreasonably interfering with an individual’s work performance or educational
opportunity so as to create an intimidating, hostile, or offensive environment.
In determining whether alleged conduct constitutes sexual harassment, the University
will look at the record as a whole and at the totality of the circumstances, such as the
nature of the sexual advances and the context in which the alleged incidents occurred. A
determination of the appropriateness of a particular action will be made from the facts on
a case-by-case basis.
C. Employment
For purposes of this policy, “employment” shall mean hired for compensation. In that
every University employee is specifically prohibited from engaging in acts, which
constitute sexual harassment or gender discrimination, any such misconduct is outside the
scope of employment duties. This Policy extends beyond “employment”; into
educational programs and activities, as well as to independent contractors or vendors to
the extent the University has any authority or influence over such non-University persons
or entities.
D. Educational Programs and Activities
“Educational programs and activities” include all of the University’s programs and
activities that relate directly to the process of education, teaching, mentoring, coaching,
recruiting, or other programs and activities directly related to the education of students,
development of athletes, performance of research, or extension of library resources.
E. Gender Discrimination
It is the policy of the University to prohibit discrimination based on gender. Except as
permitted by law, no person shall, on the basis of gender, be excluded from participation
in, be denied the benefits of, or be subjected to discrimination under any educational
program or activity operated by the University. Specifically, in providing any aid,
benefit, or service to a student, the University shall not, on the basis of gender:
(1) treat one person differently from another in determining the provision
of such aid, benefit, or service;
(2) deny any person any such aid, benefit, or service;
(3) subject any person to separate or different rules of behavior, sanctions,
or other treatment;
(4) otherwise limit any person in the enjoyment of any right, privilege,
advantage, or opportunity provided by the University.
F. Consensual Relationships
Any romantic or sexual relationship between individuals where one party possesses direct
academic, administrative, supervisory, evaluative, counseling, or extracurricular authority
over the other party presents ethical and administrative problems. Inherent in these types
of consensual relationships exist the potential for conflicts of interest, exploitation,
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favoritism, harassment, and bias. Furthermore, such relationships may undermine the
real or perceived integrity and trust necessary for a beneficial academic or employment
environment. Faculty or staff members shall not have romantic or sexual relationships
with individuals who they currently have the responsibility for the evaluating, directly
supervising, or teaching. The purpose of this policy is to protect students, employees, the
University, and the integrity of the system.
Violations of this prohibition will lead to disciplinary action, up to and possibly including
termination from the University.
III. RIGHTS OF THE PARTIES
A. Rights of the Complaining Party
Any member of the University Community who believes that he or she has been
subjected to sexual harassment or gender discrimination in violation of this Policy is
urged to promptly pursue the matter and to file a complaint in accordance with the
procedures described in this Policy. Any employee who reprimands, retaliates against, or
discriminates against in person in any way for initiating an inquiry or complaint in good
faith shall be subject to disciplinary action up to and including separation from the
University.
B. Declination to Defend or Indemnify
The University will not defend or indemnify any member of the University Community
in any legal proceeding or other similar action alleging sexual harassment if the Office of
General Counsel (OGC) determines that such member violated this Policy and may have
acted either (1) in bad faith, or (2) in a manner adverse to the best interest of the
University. If defense is provided and a court later determines that misconduct in fact
occurred, the University or the State of Mississippi may seek reimbursement for the cost
of any defense provided.
C. Rights of the Alleged Subject/Respondent
A person against whom a complaint is lodged shall be presumed innocent of that charge
unless and until there is a final administrative finding of culpability or a stipulated
admission to the charge by that person. Such presumption does not limit the University’s
ability to take interim action during the scope of an investigation, nor does it limit the
University’s ability to take employment actions which would be lawful in the absence of
such presumption.
IV. PROCEDURES FOR RESOLVING SEXUAL HARASSMENT AND
GENDER DISCRIMINATION COMPLAINTS
A. Persons to Contact
All complaints of sexual harassment or gender discrimination must be submitted to the
University’s Director of Human Resources (“Director of HR”). For resolution in
accordance with these procedures, within 5 business days of receipt of complaints of
sexual harassment, the HR Director shall submit to: (1) the Provost all complaints
whereby the alleged offender(s) holds academic rank; (2) the Vice President for Business
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and Finance all complaints allegedly committed by an agent(s) or employee(s) of
vendors, independent contractors, or others who do business with the University, or by
any other non-employee; (3) the Associate Vice President for the Division of Student
Life should review all complaints allegedly committed by a student of the University.
For resolution in accordance with these procedures, the HR Director shall retain all
allegations of sexual harassment against alleged offenders who are employees.
Student complaints of sexual harassment or gender-based discrimination by students
in educational programs or activities should be brought to the attention of the
Associate Vice President for the Division of Student Life. Students are encouraged to
consult with the Office of General Counsel if they have any questions regarding this
Policy.
Designees may be appointed for varying terms by the Director of Human Resources,
Provost, the Associate Vice President for the Division of Student Life, or the Vice
President for Business and Finance after consultation with the appropriate Vice President
responsible for the supervision of the unit that employs the Designee.
Employees are encouraged to consult with the Director of HR if they have any questions
regarding this Policy, including but not limited to, the appropriateness of filing a
complaint. If an employee, so elects, the Director of HR, as appropriate, may attempt to
resolve the issues prior to the filing of a complaint by the employee.
If a Vice President, Provost, the Chief of Staff, or General Counsel is the subject of a
complaint, the complaint shall be filed with the President. With respect to such
complaints, the President or his authorized Designee shall determine the most appropriate
manner to investigate and resolve the complaint consistent with the remaining provisions
of this Policy.
B. Required Information
A complaint must be in writing and include the name(s), date(s), time(s), description of
specific incident(s), and any other information on which the complaint is based. The
complainant must sign the complaint and if determined necessary by the University in
order to resolve the complaint be willing to be identified to witnesses and to the person
against whom the complaint is directed.
C. Time of Filing
A complaint must be filed within 30 calendar days following the date of the alleged
misconduct. If, however, an individual reasonably believes that he or she may be the
subject of an adverse personnel action in violation of this Policy, a timely complaint must
be filed within 30 calendar days after the employee received actual knowledge that the
adverse action would be taken, or within 30 days after the effective date of such adverse
action, whichever is earlier. For the purposes of this paragraph, the term "adverse action"
shall include the failure to hire, firing, the failure to promote, demotion, and all forms of
disciplinary action.
D. Interim Remedial Action
Promptly upon notification of a complaint, the Director of HR or the assigned Designee
will discuss with the complainant the nature of the complaint and will determine whether
interim remedial measures should be taken to alleviate problems or conflicts pending an
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investigation and resolution. Such measures may involve either the complainant or the
accused (the "subject") and may include a transfer, reassignment of duties or reporting
requirements, mandatory administrative leave with pay, or other appropriate measures.
Such measures shall not be considered disciplinary action against any person and may
only be taken with the concurrence of the Chief of Staff and HR Director after
consultation with the OGC. Additionally, transfers made pursuant to these policies and
procedures are not subject to the University’s Transfer Policy.
Promptly upon the filing of a complaint by a student, the Dean shall notify the Associate
Vice President of Student Life (“AVPSL”), and shall discuss the complaint with the
complainant. Promptly thereafter, the Dean and AVPSL shall consult with the VPAA. If
the alleged offender is a University employee, the Provost shall promptly confer with the
Chief of Staff, HR Director, and OGC to determine whether interim remedial measures
should be taken to alleviate problems or conflicts pending an investigation and resolution.
Such measures may involve either the complainant or the subject and may include class
reassignments, a transfer from teaching to administrative, research, or other non-teaching
duties, administrative leave (with pay), or excusable absences from class and/or class
assignments. Such measures, however, shall not be considered disciplinary action against
any person and may only be taken with the concurrence of the Provost, after consultation
with the OGC.
E. Investigation
The Director of HR will conduct and manage the investigations of all sexual harassment
and gender discrimination complaints regarding non-academic employee-related issues.
The Provost will conduct investigations of all sexual harassment or discrimination
complaints involving employees of academic rank. The Associate Vice President for the
Division of Student Life will conduct investigations into complaints where misconduct
was alleged to have been attributable to a student. Alleged misconduct of persons who
are neither employees nor students will be investigated by the EVP.
At the election of the Director of HR, the Provost, the Associate Vice President for the
Division of Student Life, or the Vice President for Business and Finance, as appropriate,
the investigation may be delegated to an appropriate Designee. No Designee, however,
shall be permitted to investigate any matter or consult with any potential complainant
without first receiving training of a type and duration specified by the Director of HR.
Such training shall be completed within 60 days after the selection of the Designee.
With the concurrence of the General Counsel, an investigation may be delegated to an
outside law firm or consultant. If a consultant or law firm is used to conduct an
investigation, it will be selected by the Director of HR, Vice President, or Provost, as
appropriate, and its Report of Investigation may be disclosed only to the extent
authorized by the Director of HR, Vice President, or Provost, as appropriate, as well as
the Chief of Staff and General Counsel.
F. Methods of Investigation
The conduct of investigations must include an interview of the complainant and alleged
offender and may include one or more of the following fact-finding methods:
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(1) review of all relevant documents, including but not limited to, employment
applications, performance reviews, and records of any past disciplinary action;
(2) interviews of co-workers, supervisors, and any other person who may
have knowledge or information relevant to the allegations in the
complaint; and
(3) letters of inquiry by the investigator to those persons described in (2) above.
G. Notice to Subject
Within ten (10) business days of receipt of the written complaint, the subject of the
investigation must be informed in writing by the appropriate authority of the charges
contained in the complaint and shall have the right to, within a reasonable period of time,
submit a written response to those charges. The written response shall be submitted as
follows: (1) for those with non-academic rank to the HR Director; (2) for those with
academic rank to the Provost; (3) for students to the Associate Vice President for the
Division of Student Life; and (4) for those who are agent(s) or employee(s) of vendors,
independent contractors, or others who do business with the University the written
response shall be submitted to the Vice President.
H. Confidentiality
To the fullest extent practicable and consistent with the University’s need to investigate
and take corrective action, complaints of sexual harassment will be processed
confidentially. However, the name of the complainant may be revealed, as well as all
alleged material circumstances, if the University determines that such action is necessary
to resolve the complaint.
I. Resolution
Upon the conclusion of an investigation involving employees, a Report of Investigation
shall be prepared and forwarded by the person responsible for the Investigation to the
appropriate Vice President or other appropriate authority ("decisional authority") with
supervisory responsibility over the organizational unit where the subject is employed or
where the subject participates in a University activity, unless the person who prepared the
Report is the same as the person with decisional authority. The Report shall contain a
brief description of the complaint, a statement of the methodology used to investigate the
complaint, findings of material fact, and an opinion of the investigator as to whether the
allegations of the complaint are sustained by the facts. For allegations against staff
employees, the decisional authority, after consultation with the HR Director, Chief of
Staff, and OGC, shall meet with the complainant and the subject of the investigation
(either separately or together) to implement remedial measures as may be appropriate
under the circumstances. If the remedial measures recommended by the University are
satisfactory to both parties, the matter is considered resolved. If not, either party may
elect to submit the matter to the Sexual Harassment and Gender Discrimination
Grievance Committee (“Committee”). The request for a grievance hearing shall be made
within 30 calendar days of notice to the parties of the University’s proposed remedial
measures or notice that remedial measures were not proposed.
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J. Notification
In the event that allegations of sexual harassment or gender discrimination are
proven to probably have occurred, the decisional authority responsible for reviewing
the Report on Investigation shall: (a) notify the subject of investigation of the
findings and of the remedial action taken or to be taken; and (b) notify the
complaining party that the allegations have been sustained and that appropriate
remedial action has been or will be taken. The complainant shall be informed of the
nature of such action only in the event that the remedial action may affect the terms
and conditions of the complainant’s employment.
In the event that the allegations are not believed to be sexual harassment or gender
discrimination, the decisional authority will so notify the complainant and the
subject.
K. Possible Sanctions
Possible sanctions for a person found guilty of behavior in violation of this policy
include but are not limited to the following:
(1) oral or written warning and reprimand placed in personnel file;
(2) required attendance at a sensitivity program;
(3) loss of salary or benefit, such as sabbatical, travel funding transfer, change
of job, class or residential assignment or location (i.e., removing the person from
being in a position to retaliate or further harass the victim), fine, demotion,
suspension, probation, termination, or expulsion.
(4) If students or student groups are guilty of sexual harassment any of the
sanctions set forth in the University Judicial Code may also be invoked.
(5) For vendors, independent contractors, and other non-employee/non-
student persons or entities, the University may take any action which is not contrary
to Mississippi law.
L. Alternative Procedures
If a Vice President (or person of similar rank) is the subject of a complaint, the President
shall be the official to whom the Report of Investigation shall be furnished and who
shall take such remedial action as may be appropriate. If the President, in his individual
capacity, should be the subject of a complaint, the Director of HR shall notify the
Commissioner and the Chairman of the Legal Committee of the Board of Trustees of the
Mississippi Institutions of Higher Learning. Thereafter, and such complaint shall be
investigated as directed by such Committee.
V. GRIEVANCE HEARING PROCEDURES
A. Request For and Scheduling of Hearing.
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After the procedures set out in the preceding sections have been completed, and if those
steps have not led to a mutually satisfactory settlement of the problem, either the
complainant or the subject may make a written request for a hearing to the person
identified above in Section IV, subpart “A,” (“Persons to Contact”). The person
requesting a hearing must agree to disclose any relevant documents to the Committee.
The hearing will be conducted within 60 working days from the date that the written
request for hearing was actually received by the appropriate person or agent thereof, and
a Committee will be established to conduct an administrative hearing. The notice of
hearing will be mailed or hand delivered to both the complainant and the subject no later
than five working days before the hearing (although more notice is recommended) and
shall include the date, time, and location of the hearing.
B. Selection of the Committee.
If the subject of the grievance is a student, the Associate Vice President for the Division
of Student Life may select a Committee, if any, and determine the need for a hearing or
other procedure in a manner consistent with the Student Handbook. The following
paragraph applies where the subject is not a student.
The Committee will be composed of either three or five individuals selected randomly
from a pool of persons, which shall be called the Sexual Harassment and Gender
Discrimination Committee Pool (“Pool”). The pool will include both faculty and staff in
equal proportion.
The faculty individuals will be those individuals currently selected by the procedures set
forth under the Faculty Grievance Procedure, or, if no group is formed at the time of the
request for a hearing under this Policy, the procedures for selecting faculty for the
Faculty Grievance Procedure will be used to identify those faculty members to be
included in the Pool. An equal number of staff employees will be selected and placed
into the Pool along with the faculty members. From the Pool, three or five persons will
be selected randomly to form the Committee, which shall include at least one faculty
member and one staff member. If a selected individual has a conflict and is unable to
participate, another member will be drawn from the Pool. Selected individuals should
notify the appropriate individual (the person identified in Section IV, subpart “A”) as
soon as they are aware of their availability or unavailability. The persons selected for the
Pool must notify their supervisor of their participation, and receive a commitment from
such individual that they will be available to participate. Supervisory personnel should
not discourage participation unless a hardship would result or an apparent conflict of
interest exists. If a member of the pool is drawn who has already served on a Committee
in a grievance during the preceding 6 months, that person may ask for an alternate name
to be drawn as a replacement. If no replacement is available, and a conflict of interest
does not exist, such selected person must serve on the Committee.
C. The Hearing.
The Committee must ensure the following:
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(1) The complainant and the alleged offender understand that they
may bring an advisor of their choice to the hearing. The
University has no obligation to incur any expense in connection
with an advisor’s participation. This advisor may be an attorney, a
faculty member, another staff member, a relative, or a citizen-at-
large. If the parties wish to have legal counsel present at the
hearings, they must also inform the chairperson of the Committee
at least three days prior to the hearing. The advisor may address
the Committee only with the consent of the chairperson.
(2) The complainant and respondent must submit all documentary
evidence to the Committee Chair at least three business days prior
to the hearing. Documentary evidence provided will be available
for review upon scheduled appointment by Committee members as
well as the complainant and alleged offender prior to the hearing,
but such documents will not be allowed to leave University
premises.
(3) The complainant and the respondent are responsible for ensuring
that any witnesses that they wish to provide information are
available and present at the hearing to do so. The Committee has
within its discretion to call witnesses or request documents at any
time, but does not have authority to compel attendance (or a
subpoena power).
(4) The hearing is closed because of the sensitive nature of the
information involved. A representative of the division identified in
Section IV, subpart A of this Policy, a representative of the OGC,
and an individual responsible for recording the hearing may be
present. The necessity of a recording, and the type of recording,
will be made by the decisional authority with consultation of the
OGC on a case-by-case basis.
(5) A majority vote carries, and negative votes will have the
opportunity (but not requirement) to prepare a minority report for
the records.
(6) Retaliation against the person seeking relief, the complainant, or
any advisor is prohibited and subject to disciplinary action.
(7) Both parties will have equivalent opportunities to present their
information.
(8) Only one witness appears before the Committee at a time. The
complainant and subject may be present during the witnesses’
testimony.
(9) Every witness is instructed not to discuss the hearing.
(10) Only evidence germane to the allegations may be presented at
the hearing. With consultation from the OGC, the chairperson of
the Committee makes decisions of admissibility of documents and
testimony subject matter.
(11) Fairness and consistency are exercised in recommending
corrective action.
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(12) Hearings are to take place on regular work days during working
hours.
(13) The Committee shall state its findings and recommendations in
writing to the appropriate person as identified in Section IV,
Subpart “A of this Policy,” within 10 calendar days of the close of
the hearing.
(14) The HR Director or Provost may implement additional hearing
procedures in furtherance of this Policy.
(15) The OGC shall interpret and make recommendations regarding
such procedures, which shall not be inconsistent with this Policy.
D. Record Retention.
Due to the sensitivity of the information involved, any documents pertaining to the
employee’s and/or students’ allegations will be transferred to and maintained in
confidential files under the supervision of the Director of Human Resources (for
nonacademic employees), the Provost (for academic rank employees), the Associate Vice
President for the Division of Student Life (for students), or the Vice President (for non-
employees). These confidential files are disclosed only to necessary University officials
who have been so designated by at least one top-level administrator, such as an area vice
president, Director, the General Counsel, or the President. A record showing the use of
the files will be maintained, and sexual harassment incidents involving students are
incorporated into a confidential file in the Office of the Vice President for Student
Affairs. The file may be destroyed after two years from the student’s departure from the
University.
VI. APPEAL PROCESS
Appeals must be submitted to the President within 10 days of receipt of the written
decision of the Committee. The Appeal must be in writing and must clearly state the
basis upon which the appeal is requested. The appeal decision should be made within 15
days of submission to the Office of the President.
VII. CONFLICTS OF INTEREST
If the performance of any duty or responsibility hereunder by University employees
presents any actual or apparent conflict of interest or violation of the University’s Code
of Ethics and Conduct, as determined by the General Counsel, the General Counsel may
recommend to the President reassignment of duties and/or responsibilities of such
employees on a case-by-case basis to avoid such conflict or violation. Any person who
believes they cannot be impartial, or viewed as impartial, due to a conflict of interest has
an obligation to inform others of such conflict and to remove or recuse him or herself
from the investigative/administrative hearing process.
VIII. EFFECT ON FORMER POLICIES AND PROCEDURES
This Policy against Sexual Harassment and Gender-based Discrimination supersedes and
replaces, in their entirety, all previous University policies and procedures dealing with
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Sexual Harassment and Gender Discrimination. The JSU Equal Employment Opportunity
Policy shall remain effective, although complaints of sexual harassment and gender
discrimination are to be governed by this policy.
X. ELECTION AND WAIVER
Once an individual has elected to pursue a complaint in one of the University’s grievance
procedures, the Grievant waives any right to rehearing those specific issues in any future
University grievance process. Similarly, a Grievant cannot re-submit an issue in a
Grievance where that specific issue has previously been addressed in a court of law or
other government body whose authority the University is subjected. If the Complaint
includes issues already resolved or adjudicated, those issues will not be revisited in
another grievance or hearing. If the matter is pending in a court of law or government
investigative agency, the University may stay the hearing process in this policy, but such
stay will not affect the University’s own full investigation into any allegations.
For Information and/or Materials on Sexual Harassment, contact either of
the following offices via the JSU Website: www.jsums.edu
Office of Human Resources
Jackson State University
Post Office Box 17028
Jackson MS 39217
Telephone: (601) 979-2015
Office of the Provost/CAO
Jackson State University
Post Office Box 17199
Jackson MS 39217
Telephone: (601) 979-2244