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3.1 GENERAL PRINCIPLES FOR FACULTY RECRUITING AND APPOINTMENT
The following principles will provide guidance in the administration of the procedures governing recruitment and appointment of regular and administrative faculty.

3.1.1 The faculty should consist of competent and professionally active scholars who are
articulate Christians demonstrating a personal commitment and practice of the Christian faith and excellent teachers who are committed to the mission and goals of the Christian liberal arts university.

3.1.2 The faculty should form a cohesive academic community characterized by strong and well-balanced academic departments in which the integrity of the curriculum in all the disciplines offered by the university is guaranteed.

3.1.3 Recognizing that the offering of the various disciplines requires varying levels of
financial investment, the university will strive for careful stewardship of its
resources while guaranteeing liberal arts curriculum of the highest quality.

3.1.4 The university will equip today's graduates to meet the challenges of our society and
world by offering disciplines that are generally acknowledged to be appropriate to a
liberal arts education today.

3.1.5 In consultation with Faculty Executive and the Department Chairs Group, the dean
of faculty develops and maintains a long-range plan for faculty staffing.

3.1.6 The university is committed to developing a faculty which includes a balanced
representation of well-qualified, committed, and competent women and ethnic minority faculty members. The following Title IX statement is the university's official policy:

Whitworth University continues its policy of nondiscrimination on the basis of sex
in compliance with Title IX of the Education Amendment of 1972 in all activities
and programs under its sponsorship. In addition, the university administers all
actions without regard to race, color, national origin, age, or disability as defined by
law.

These policies apply to application and selection for admission as well as application
for employment and all other personnel actions.

3.1.7 Although final decisions regarding programs and staffing are the responsibility of
the administration, these decisions will be made in consultation with the faculty. The dean of faculty discusses recruitment and appointment decisions with the appropriate committees, the department chairs, and the Faculty Executive committee. In this, as in all other governance procedures of the university, the administration and faculty are jointly committed to collegial decision-making resulting in the highest possible level of consensus.

3.1.8 The recruitment and appointment of regular faculty is directed by the dean of faculty
in accordance with the procedures stated in the sections which follow.


3.2 PROCEDURES FOR THE RECRUITMENT OF REGULAR FACULTY
3.2.1 Permission to proceed with the recruitment of a faculty person either to fill a
vacancy or to staff a newly created position is requested by the dean of faculty and
given by the president. The creation of a new position is authorized by the
president. The creation of an endowed position is governed by the administrative
policy for endowed chairs, but no endowed chair can be defined in a way which
contradicts the principles and procedures, including evaluation procedures as
defined in 7.6, in this Handbook.

3.2.2 The formal appointment of all regular faculty is made by the Board of Trustees on
the basis of a recommendation from the administration.

3.2.3 The department concerned develops, in consultation with the dean of faculty and
other affected departments, a position description. The director of human resources
who serves as the university’s equal employment opportunity officer will be
consulted as early as possible in the process of drafting the position description and
will provide counsel to the department in its preparation of the description. When
this position description has been approved by the dean of faculty and the director of
human resources, the search may commence. The position description will clearly
describe the responsibilities of the position and the necessary qualifications of the
successful appointee. Among these qualifications will always be a clear description
of the anticipated commitment of a faculty person to the university's mission and
goals as a Christian liberal arts university in the reformed and evangelical traditions,
as well as one's commitment to the essential standards of equal opportunity and a
personal commitment to the Christian faith.

3.2.4 A search committee is appointed by the president upon recommendation by the dean
of faculty. The committee typically includes the chair of the department as primary
seeker, other members of the department, all of whom have responsibility for the
university’s diversity hiring goals, and, at least one faculty person from another
academic department. Where desirable, other members of the university community
who can contribute expertise to the search may be invited to serve. Where possible,
at least one student is appointed to each search committee.

A pool of candidates is created through advertising the availability of the position
and through an aggressive search carried out by the members of the committee and
the dean of faculty, supported by the Office of Human Resources.

3.2.5 Candidates are screened on the basis of their written dossiers, references, transcripts,
teaching evaluations, and telephone interviews. Before choosing finalists for
campus interviews, the search committee must be confident that such candidates are
fully qualified for the position as outlined in the position announcement. Interviews
on campus are arranged with a small number of final candidates; such visits, are
approved in advance by the dean of faculty. The Office of Human Resources issues
guidelines regarding approved expenses after consultation with the dean of faculty.

3.2.6 During the campus visit, the search committee conducts extensive interviews with
each candidate, arranges for observed teaching experiences, and establishes a
visitation program appropriate to the call and discipline. The Human Resources
Office will participate in the interview of each candidate invited to the campus. The
dean of faculty and the president will interview each finalist personally, normally for
one hour each. The search committee will arrange campus visits in such a way as to
guarantee equitable and similar schedules for each candidate. The human resources
office provides support for the arrangement of such visits.

3.2.7 The university pays all the costs of an authorized campus visitation, including the
meal costs of university personnel who meet with the candidate for official parts of
the program planned to include meals, providing these plans have been authorized in
advance by the dean of faculty. The spouse of the candidate may be included in a
campus visit with the authorization of the dean of faculty. One meal for the entire
search committee with the candidate may be included in the campus visit. In its
planning, the search committee will exercise careful stewardship of university
resources.

3.2.8 Following the campus visit, the search committee recommends those finalists who
would be, in the committee's view, the acceptable appointees to the dean of faculty. This recommendation must be in ranked order.

3.2.9 If the position is less than full-time or for a period shorter than nine (9) months, the
search process may be abbreviated, provided approval of an alternative process is
received in advance from the dean of faculty, with the endorsement of the director of
human resources. Similarly, if vacancies occur too late in the academic year to
permit sufficient time for a careful search for a permanent replacement, temporary
appointments may be made. In such cases, abbreviated procedures may be
established, providing these procedures have prior approval by the dean of faculty,
the director of human resources. Candidates selected in an abbreviated procedure
must re-apply for a position (in order to remain in that position) when a full search is
then initiated at a later date.

3.3 PROCEDURES FOR THE APPOINTMENT OF NEW REGULAR FACULTY
3.3.1 The dean of faculty recommends a final appointment to the president, who
authorizes the appointment.

3.3.2 When the president has authorized an appointment, the dean of faculty extends the
invitation of the university to the selected candidate personally or by telephone, with
written confirmation immediately following. The dean of faculty may delegate this
action to the primary seeker.

3.3.2.1 The dean of faculty informs all other finalists that they have not been chosen. This
duty may be delegated to the chair of the search committee or the director of human
resources, when appropriate.

3.3.2.2 Upon completion of a successful search, the primary seeker turns in to the dean of
faculty all formal documents of the search committee. The dean of faculty reviews the file and retains those records which are important for the faculty file of the new faculty member. All other formal documents of the search committee including applications of unsuccessful candidates are to be retained for four years.

3.3.3 The dean of faculty has the responsibility for assigning rank and placement on the
faculty salary schedule based upon an evaluation of the candidate's previous
professional career and transferable experience and in accordance with the criteria
for faculty rank.

3.3.4 In evaluating transferable experience towards promotion and tenure, the guidelines for
faculty compensation (Section 4) may apply. In appointments above assistant
professor or with transferable experience, the dean of faculty consults with the chair of
the Faculty Promotion and Tenure Committee in the process of making the assignment
of rank and step and may also consult with the department chair. A written record of
such recommendations by the committee chair and/or department chair is kept in the
candidate’s evaluation file. The dean of faculty establishes the initial contract (see 3.5) with the candidate and confirms all arrangements in writing, copies of which
become a part of the individual’s official faculty file.

3.3.4.1 In accordance with professional canons, Whitworth University acknowledges the
transferability, for promotion and tenure decisions, of equivalent experience in any
accredited institution of higher education. It also acknowledges the transferability, for
rank and promotion but not tenure decisions, of experience outside of higher education
when relevant to the faculty member’s teaching assignment. When transferable
experience is a component of an appointment, the dean of faculty will review the
appointment with the chair of the Faculty Promotion and Tenure Committee or his/her
designee before the conclusion of appointment negotiations, and with the department
chair if appropriate. If transferable experience outside higher education is involved,
the chair of the Faculty Economic Welfare Committee may also be consulted. A
written record of the agreement on the transfer of equivalent experience is placed in
the faculty person’s file together with the initial contract. (The calculations for tenure
and promotion may result in a value of full-time equivalent experience years different
from the value utilized for the faculty salary schedule.)

3.3.4.2 Persons bringing yeas of experience from other accredited four-year institutions will
receive one-year-for-one-year equivalent credit towards tenure and promotion, with
the following exceptions: the rank of full professor will normally be awarded only
following a formal evaluation by the Faculty Promotion and tenure committee, and
tenure will only be awarded following the pre-tenure and tenure reviews as specified
in Section 7.

3.3.4.3 Part-time teaching (as defined in Section 1.1.1) in an accredited four-year university,
whether at Whitworth or elsewhere, will be computed into tenure and promotion
calculations at the value of seven part-time courses for one full-time equivalent year.
The faculty member must be the instructor of record for the course (not a TA). In
those teaching areas where laboratory, activity, or other load considerations are
generally computed in a way other than semester credits, the Committee reserves the
option of modifying the seven course per full-time year stipulation appropriately.
(The calculations of the Faculty Promotion and Tenure Committee for tenure and
promotion may result in a different value of full-time equivalent experience years than
the value utilized for the faculty salary schedule.)

3.3.4.4 Equivalent experience is considered as defined under section 1.2 for promotion to the
ranks of Assistant and Associate Professor. A new faculty member may enter the
faculty at these ranks. Or, needing one more year of experience, the faculty member
could be reviewed for promotion to these ranks during the second year at Whitworth,
thus setting aside the second year departmental evaluation.

3.3.4.5 Equivalent experience is considered as defined under 7.5.1 for promotion to the rank
of Professor except for the following limitation: A faculty member may not normally
enter the faculty at the rank of professor or with tenure. To achieve these, a faculty
member must teach two full years, be reviewed for the promotion/tenure no earlier
than the third year, and move into the professorship no earlier than the fourth year.

The limitation with regard to appointment to the rank of professor can be waived by
the dean in consultation with FPTC for someone with a national reputation for
scholastic and teaching excellence, appropriate and evaluated experience elsewhere,
and demonstrated compatibility with the Christian mission and goals of the university.
Although an exception for hiring at full professor may occur, tenure is only awarded
to faculty meeting the criteria for tenure in Section 7 after completing the tenure
review no sooner than in the fourth year of service at Whitworth University.

3.4 PROCEDURES FOR THE RECRUITMENT AND APPOINTMENT OF CONTINGENT FACULTY (LECTURERS AND ADJUNCTS)

3.4.1 As a part of the approval of the departmental budget for a fiscal year, the dean of
faculty authorizes the appointment of lecturers and adjunct faculty.

3.4.2 The department chair or the academic administrator responsible for a specific
program functions as the primary seeker, in consultation with members of the
academic department whose discipline is represented by the position description.

3.4.3 The primary seeker seeks qualified candidates, making particular efforts to
guarantee a desirable representation of women and minorities in the pool. The
primary seeker assembles files on possible candidates and arranges for interviews
with those best qualified.

3.4.4 In the case of adjunct faculty whose appointment is for courses in the undergraduate
day university, the primary seeker makes the recommendation to the dean of faculty,
who makes the appointment. In all other instances, the responsible academic
administrator makes the appointment and maintains a complete file on all such
appointed adjunct faculty.

3.4.5 In the case of lecturers, the primary seeker makes the recommendation to the dean of
faculty, who makes the appointment. Academic Affairs will maintain a complete
file on all lecturers.

3.4.6 Regular faculty members may be employed to teach in the graduate or continuing
studies programs on a per-credit basis.

3.4.7 Retired regular faculty may be appointed contingent faculty. The search process is
not necessary; the primary seeker (or department chair) recommends the appointment to the dean of faculty, who makes the appointment.

3.4.8 Appointments may also be made at the ranks of distinguished adjunct or senior
lecturer for those adjuncts or lecturers who provide evidence of superior teaching,
have achieved the highest level of distinction in their professions, or make a unique
contribution to the educational environment at Whitworth University.

3.5 THE CONTRACT FOR THE INITIAL AND CONTINUING APPOINTMENT OF REGULAR FACULTY
3.5.1 All regular faculty are appointed under formal agreements with the university which
are contained in the faculty contract. The Faculty Handbook is regarded as a part of
every faculty contract, and the signatures of faculty and administrators on these
contracts represent their commitment to abide by the stipulations both of the contract
and of the Handbook.

3.5.2 The contracts issued to regular faculty members confirm the appointment, state the
credit load for the contract period, describe all other special obligations to be undertaken by the faculty member, confirm track, tenure status, rank, and salary step. Contracts for regular faculty are signed by the dean of faculty and the president, before they are presented to the faculty member for his or her signature. The faculty member and the university each retain one signed copy.

3.5.3 Any subsequent extension or modification of an appointment, or any special
understandings, or any notices incumbent upon either party to provide, will be stated
and confirmed in writing in addenda to the contract.

3.5.4 Contracts for regular faculty on a part-time appointment ("contracted faculty"; see
4.2) will stipulate the appointed rank and salary placement and specify that such
appointments are non-tenure track and shall be renewed annually. Otherwise all the
regulations of this section apply.

3.5.5 Contracts for the new fiscal year will be distributed to the faculty no later than May
1. A deadline for the return is indicated when the contract is offered, which may upon application be extended.

3.5.6 When negotiating with a new regular faculty person, the dean of faculty may provide a contract for the coming fiscal year before knowing the faculty salary scale for that new year. The candidate's signature upon such a contract represents a commitment to join the faculty during the following academic year, with the understanding that the salary will be recalculated and a revised contract issued when the new faculty salary scale has been established. The university may increase new faculty salaries, in line with increases for existing faculty, after the May 1 contract, but it may notlower the salary once the initial contract is signed.

3.6 CONTRACT DEFINITIONS FOR REGULAR FACULTY
3.6.1 TENURE AND THE TRACK I FACULTY CONTRACT
Beginning full-time faculty members on Track I will receive one-year contracts without tenure for a probationary period of six years if there is no transferable prior university faculty experience, or a minimum of four years if they bring transferable experience (Section
7.5.3.4). The term of the probationary period shall be set forth in the faculty member’s initial
contract (as described in Section 7.1.3). During their final probationary year each Track I
faculty member will undergo a tenure review (Section 7.5-7.6). At the time of the awarding
of the contract for the year that follows the tenure review, the faculty member will be
informed in writing whether he or she will be on a tenured appointment beginning with that
year. If tenure has not been granted, that will be the faculty member’s final contract year.

After the expiration of the probationary period and a successful tenure review
conducted by the faculty and sustained by the administration and the Board of Trustees, Track
I faculty will have continuous tenure. A tenured faculty member may only be separated from
the university through resignation (Section 10.2), retirement (Section 10.3), prolonged illness
or disability (Section 10.6.2), dismissal for non-performance of contractual obligations
(Section 10.6.1.1.5), dismissal for adequate cause (Section 10.6.1.1), dismissal for
incompetence (Section 10.6.1.1.4), dismissal for moral turpitude (Section 10.6.1.1.6), or
termination for financial exigency or curricular change (10.6.3). Tenure at Whitworth
University is intended to protect tenured faculty against non-reappointment or separation
except described in Sections 10 and 11 below and subject to the procedures set forth therein.

3.7 THE CONTRACT FOR THE APPOINTMENT OF LECTURERS AND ADJUNCT FACULTY
3.7.1 Contracts for the appointment of adjunct faculty are prepared by the office of the
dean of faculty for day university faculty and the Graduate Business programs, by
the School of Education office for adjunct faculty in education and Masters in Teaching programs, by the office of Graduate Studies in Education for adjunct faculty in the graduate education programs, and by the office of Continuing Studies for adjuncts teaching in continuing studies programs. The dean of faculty signs all adjunct faculty contracts on behalf of the university. The issuing office maintains a file for the adjunct faculty under its supervision.

3.7.2 Contracts for the appointment of lecturers and senior lecturers are prepared by the
office of the dean of faculty. The dean of faculty signs all lecturer and senior lecturer contracts on behalf of the university. Academic Affairs maintains files for the lecturers and senior lecturers.

3.7.3 The contract for lecturers and adjunct faculty members specifies the course(s) to be
taught, the number of teaching load credits, the days and times of the class meetings,
and any other special conditions related to the appointment. The adjuncts or lecturers signature on a contract signifies assent to the conditions and stipulations printed on the back of the contract, and to the relevant portions of this Handbook.

3.7.4 An adjunct faculty person cannot teach more than twelve credits per academic year
(fall term, Jan term, and spring term) at Whitworth without the permission of the dean of faculty. In the event that an adjunct faculty person who teaches both in the day university and in the continuing studies program should be contracted by various offices of the university to teach more than twelve credits per academic year, such a credit load may not be construed as a basis for petition for inclusion in the regular faculty. Lecturers may receive contracts for up to 24 credits per academic
year.

3.7.5 When regular faculty teach as adjunct faculty, either in the continuing studies
programs or as a course overload in the day university, a separate overload faculty
contract is prepared in accordance with the stipulations of this section. A copy of all
overload contracts is kept in the regular faculty member's file.

3.8 PROCEDURES FOR REHIRING RETIRED FACULTY
If the needs of the university and the interests and abilities of the faculty member warrant, a faculty member or emeritus faculty member may be hired on a part-time or adjunct basis beyond the date of retirement. Such appointments are made through one-year contracts which must be approved yearly by the Academic Affairs Committee of the Board of Trustees.

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