Jackson State University Faculty Handbook December 1, 2011

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.

Office of the Provost

Jackson State University

Jackson, Mississippi 39217

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

Sec. II

ADMINISTRATIVE ORGANIZATION

Board of Trustees

Powers and Duties of the Board

Jackson State University Administration

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

Faculty Defined

Accreditation Statement Regarding Credentials

Procedures for Initial Appointment

Authority

Search and Screening Procedures

Campus Interviews

Recommendation Process

Verifications and Background Checks

Criteria and Standards for Faculty Appointments

Faculty Rank

Joint Appointments

Classification of Instructional Personnel

Tenured

Tenure Track Faculty

Non-Tenure Track Faculty/Professional Faculty Personnel

Employment Orientation

Procedures for Selecting a Departmental Chairperson

Roles and Members of Promotion and Tenure Committees

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

Considerations

Basis

Qualifications

Promotion to Associate Professor

Promotion to Professor

Documentation

Criteria, Standards and Procedures for Awarding Tenure

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

Exceptions

Extension of the Probationary Period

Externally Funded Positions

Tenured Administrators

Notice of Non-Renewal or Termination of "Tenure Track" Faculty

Tenured Faculty Dismissal

Appeals of Tenured Faculty Termination

Grievances and Other Appeals

Notice of Non-Renewal or Termination of "Non Tenure Track" Faculty

Evaluation of Faculty Performance

Purpose

Evaluation Procedures

Graduate Faculty

Meritorious Distinction for Faculty

Faculty Productivity Awards

Educational, Sabbatical, and Professional Leaves

Statement of Academic Freedom

Shared Governance

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Sec. IV

FACULTY RESPONSIBILITIES AND ACADEMIC OPERATING

PROCEDURES

Code of Conduct

Intellectual Property Policy

Academic Integrity

Roles of the Faculty Member

Full-Time Equivalency

Academic Calendar

Workload

Teaching Load and Released Time Policy

Office Hours

Class Attendance

Grade Reporting

Access to Student Educational Records

Academic Honesty

Student Collegiate Code of Conduct

Division of Student Life

University Student Judicial System

Students with Disabilities

Participation in University Events

Textbooks and Supplies, Instructional Materials, and Subscriptions

University Photocopying Policy

English Language Fluency

Faculty Development

Political Activities

Consulting and Outside Professional Service

Responsibilities during Campus Emergencies

Sec. V

COMPENSATION, BENEFITS, EMPLOYEE LEAVE, TRAVEL

AND OTHER FINANCIAL POLICIES AND INFORMATION

Salaries and Compensation

Written Employment Contracts

Federal Funds and Contracts

Externally Funded Positions

Outside Employment

Employee Benefits

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

Payroll Deductions

Garnishments and Tax Liens

Leaves of Absence for Professional Development

Upgrading Credentials

Sabbatical Leave

Professional Leave

Separation from the University

Resignation

Terminal pay

Political Activities

University Travel

Sec. VI

HUMAN RESOURCES/PERSONNEL POLICIES

Non-Discrimination Policies

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

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.

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

Page 73 of 145

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

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. Application – Applications 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. 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., 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 Quota – No 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-

mail at [email protected].

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.