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Faculty

Handbook » Faculty

The faculty of Marlboro College is a body of professional equals, whose primary dedication is to teaching. Every member of the faculty, from his or her first appointment, has the full rights and responsibilities of the profession. All members of the faculty have the same freedom and obligation to construct their courses within the terms of their appointments and to participate in faculty meetings. All members may be elected or appointed to any committee or other faculty or Town Meeting office. The faculty is in practice self-governing, with a strong tradition of support for individual independence and cooperative responsibility.

Definitions

The faculty consists of regular and visiting members who are appointed to give instruction for academic credit. The President, the senior Deans, the Library Director, the Director of Admissions, and the Director of Academic Advising are members of the faculty ex officio. Members ex officio may also teach in their areas of academic expertise.

Regular members of the faculty are those appointed to positions expected to remain permanent.

Visiting members of the faculty are those so designated, usually appointed to positions, such as sabbatical replacements, that are not expected to be permanent. Visiting faculty may serve as primary Plan sponsors only after consultation with the Dean of Faculty.

Tenured members of the faculty are those who have been specifically designated as such by the President, after a vote by the Board of Trustees (see also Tenure).

Retired members may continue to serve as primary sponsors in order to complete work with students begun before their retirement. Continued support for Plan work will be offered by retired faculty at the request of the curriculum committee or in consultation with the Dean.

Visiting scholars are qualified academic professionals with a close informal association with the College who are granted guest faculty status without compensation. As associate faculty, they may use College facilities as appropriate. They may also offer an occasional course in the College, with the advice and consent of the Dean of Faculty.

General Functions

Jointly with the President, the faculty is responsible to the Board of Trustees for the academic program of the College, within the objectives of the College as determined by the Board. Specifically, within these objectives, the faculty is responsible for:

Legislative Responsibilities

Jointly with the President, the faculty is responsible to the Board of Trustees for maintaining proper order at the College. In general, the faculty legislates and the President administers. It is understood that the President and faculty traditionally delegate to the Town Meeting much of their authority to maintain proper order.

Authority not specifically delegated remains with the President and the faculty. Once delegated, authority cannot be withdrawn except by formal action of the faculty or the Board of Trustees. Before taking effect, organic changes in the delegated powers must be reported to the Board of Trustees by the President, but functional changes not altering the principle or substance of the delegated powers need not be.

Decision-making Process

Decisions of the faculty are taken in an official meeting by a majority vote of those present and voting. Fifty percent of active faculty members not on leave constitute a quorum. A motion to dismiss a student must be carried by a majority of those present.

Amendments to Academic Regulations

Proposed changes in the academic regulations of the College must be presented to the faculty in writing, with sufficient copies so that all those present at the meeting can read them. Where proposals are for the amendment or elimination of provisions, the text of the regulations to be amended or eliminated, together with all relevant context, must also be presented. Complex or substantial proposed changes should also be circulated one week prior to the meeting in which they will be discussed. This requirement that changes be presented in writing may be waived with the unanimous consent of the faculty. Nothing in this provision is intended to prevent the Faculty Meeting from further amending a proposal so presented.

Meeting Schedule

Official Faculty Meetings are normally scheduled every two to three weeks during the academic year. However, special meetings may be called by the President, by the acting chairman of the faculty, or upon formal petition by five faculty members. Notice of special meetings must be given at least 24 hours in advance during the semester, and two weeks in advance when the College is not in session.

Meeting Attendance

All faculty members, unless exempted or specifically excused, are expected to attend Faculty Meetings. They must also attend meetings of committees to which they are elected or assigned, commencements, and other formal occasions.

Lines of Succession

Should the President and the Dean of Faculty be unavailable, the President may designate an acting head of the College. If no such designation has been made, the tenured member with the longest service on the faculty will act as head of the College and preside at Faculty Meeting.

Academic and Administrative Responsibilities: All faculty members are responsible to the President and the Dean of Faculty for their work in course, for submitting course descriptions and evaluations of students' work when called for (in accordance with such forms and standards as the faculty have approved), and for meeting their own classes as scheduled (see also Professional Responsibilities below).

Appearances Before the Trustees

A faculty member may request of the Chairman of the Board of Trustees the privilege of appearing before the Board.

Faculty Committees

Handbook » Faculty » Faculty Committees

The faculty has established several standing committees and from time to time may establish others, either as standing committees or ad hoc committees. Though some faculty committees (notably the Committee on Faculty, the Admissions Committee, and the English Committee) do much of their work in carrying out policy established by the faculty, most committees prepare policy recommendations for discussion and action by the faculty; policy is established only by action by the faculty as a committee of the whole. At least once a year, each committee of the faculty should consider matters of long-term interest related to its function and report informally to the faculty. Committees customarily arrive at decisions by consensus, but may take a formal vote when necessary.

Where no chairman is specified ex officio, a committee may act without a chair, may elect a chair, or may have the Dean appoint a chair. Except for the few committees for which the faculty has established elections, committee assignments are made by the Dean of Faculty, taking into consideration the interests and talents of faculty members, the needs of various committees, and an equitable distribution of committee work from year to year. Faculty members who wish to serve on a specific committee are encouraged to request assignment; someone with an unusually heavy teaching load may request a light assignment. Each policy-shaping committee of the faculty also has members chosen by Town Meeting.

The Admissions Committee consists of the Director of Admissions, three other members of the faculty, and three student members elected by Town Meeting. Two additional members of the admissions staff, designated by the Director of Admissions, also meet with the committee. The committee is responsible for admissions decisions for all new applicants to the College (in practice, it delegates to admissions staff decisions where candidates obviously meet admissions criteria, but it may review any decision); for assisting and advising the Director of Admissions in administering the Admissions Program; and for proposing any changes in admissions procedures or standards to the full faculty.The faculty members of the committee are responsible for awarding the 50th Anniversary Scholarships.

The Committee on Academic Integrity consists of the Dean of the Faculty, the Director of Advising, and two members of the Faculty appointed annually by the Dean of the Faculty. The Committee considers regulations of academic policy and issues of academic integrity and makes recommendations to the Faculty either directly or through another committee. In particular, the Committee, together with affected faculty, investigates suspected plagiarism, making a determination as to scale and intent to deceive, with recommendations to the Faculty for action.

The Committee on Academic Prizes and Scholarships consists of four members of the faculty, one from each area of the curriculum. It is responsible for gathering and coordinating information on eligibility for academic scholarships, for making recommendations to the faculty for the award of such scholarships, and for gathering the information on the award of prizes in specific areas from the faculty who decide them.

The Committee on Faculty consists of the Dean of Faculty, who serves as chair ex officio; three faculty members, with one or two elected in alternating years for two-year terms, including at least one tenured member; and two student members, elected by Town Meeting. Its primary functions are to conduct searches for new faculty, to conduct regular and special reviews of members of the faculty, excluding ex officio members except for their teaching when they choose to offer classes, and to make recommendations to the President concerning appointments to the faculty. From time to time, it may also review and propose to the faculty changes to the procedures governing its actions or pertaining to the professional rights and responsibilities of faculty members.

Duties of the committee:

  1. Faculty Reviews
    • The committee shall conduct regular reviews of the faculty members on the schedule and using the procedures outlined in the Handbook.
    • It may conduct special reviews of faculty, as appropriate. Special reviews may focus on narrow issues or any or all of the criteria outlined in the Handbook, at the discretion of the committee. Special reviews may be initiated by the committee in response to allegations of unprofessional conduct in the course of professional duties (see in particular the previous sections on Professional Ethics and Limits of Relationships with Students) or by an accumulation of negative evaluations or complaints from students or colleagues.
    • Faculty members are entitled to meet with the committee to discuss issues of significant concern regarding their performance of professional duties whether they are currently under review or not. A request for such a meeting should go to the Dean of the Faculty for scheduling; every effort should be made to provide the meeting within two weeks.

2. Faculty Hiring

The Committee on Finances consists of three members of the faculty, with one elected each year for a three-year term. It consults with the President and the Board of Trustees on the finances of the College, with an emphasis on matters relating to faculty salaries and benefits; it determines faculty opinion concerning College finances, represents those opinions wherever it may be appropriate, and reports back to the faculty on the results of such efforts; and it may propose action to the faculty in appropriate areas.

The Committee on the First Two Years consists of the Dean of Students, Director of Academic Advising, three faculty members appointed annually by the Dean of Faculty, three students elected annually by Town Meeting and based on the charge, representatives from Admissions, Academic Support, Residential Life and the Registrar will be invited to participate. The Committee is charged with supporting student learning both in and outside the classroom. Concerns specific to the Committee include, but are not limited to, academic advising, retention, orientation, residential life, transition to Plan.

The Committee on Lectures, Concerts, and Exhibits consists of four members of the faculty, two students elected by Town Meeting, the Director of Development, the Associate Dean of Academic Affairs, and the Public Relations Coordinator. The Committee is responsible for organizing public lectures, concerts and exhibits, for administering the funds in support of such activities, included but not limited to special gifts and endowments; and for coordinating with the Lyceum Committee of Town Meeting. It may apply for grants in support of its activities to supplement the College budget.

The Curriculum Committee consists of (1) the Dean of Faculty, who serves as chair; (2) four other faculty members, one from each of the four areas of the curriculum, who are nominated by their area and elected by the faculty to two-year staggered terms, such that two terms expire each year; at least two nominations must be put forth for each vacancy; and (3) three students, elected by Town Meeting. The Registrar and the Director of Academic Advising meet with the Committee to advise and consult on matters of academic regulations. The Committee considers a broad range of questions pertaining to the curriculum: proposed changes in course offerings; the need or advisability of adding new positions to the faculty or of allocating positions differently; the definition and description of open regular positions; changes in academic regulations; curricular issues referred to it from the whole faculty or raised by faculty or students or the Registrar; and so on. Although it may informally advise the Dean of Faculty and the Registrar, it takes formal action only by proposing matters to the Faculty Meeting. The minutes of the Committee will be circulated regularly to the community.

The Library Committee consists of the Librarian, who chairs the committee ex officio; two other members of the faculty appointed by the Dean; and one student elected by Town Meeting.

The Academic Computing Committee consists of the computer science faculty member, who chairs the committee ex officio, and two other members of the faculty selected from the faculty members of the Curriculum Committee. The committee considers matters relating to the acquisition, allocation, and use of computing resources.

The Dean's Advisory Committee consists of the Dean of Students, who generally chairs the committee; three other members of the faculty; and three students elected by Town Meeting. Dean's office staff sit with the committee at the Dean's discretion. The committee advises the Dean on student business and on the application of College and Town Meeting regulations; it may propose changes in regulations to the faculty, to Town Meeting, and to the administration.

The English Committee consists of the writing instructors and four other members of the faculty, one from each area of the curriculum. Its primary functions are to read and evaluate the writing of students who have not yet passed the Clear Writing Requirement; to recommend action to the faculty or the Dean of Faculty concerning those students; and occasionally to consider changes to the regulations covering the Clear Writing Requirement.

The Trustee Delegates are two members of the faculty elected to staggered two-year terms. They attend meetings of the Board of Trustees, and of Trustee committees as appropriate, as non-voting representatives of the faculty. They are responsible for reporting to the trustees on matters of faculty concern and for reporting to the faculty on trustee discussions and actions.

The Committee for World Studies consists of four faculty members (one from each area of the curriculum) appointed by the Dean, two students (one WSP and one non-WSP) elected by Town Meeting, the Director of World Studies, the Associate Dean for International Studies, and the Assistant Director of World Studies. The Director chairs the committee. The committee may have subcommittees (e.g. WSP and Huron Liaison), as needed. A member of the Committee for World Studies chairs each subcommittee, and the Committee for World Studies determines the membership of the subcommittees in consultation with the Dean. Subcommittees may have members not on the Committee for World Studies.

The Committee for World Studies considers a broad range of policies governing international and intercultural study opportunities and initiatives that foster global perspectives across the curriculum. The committee works to ensure community-wide discussion on international programs, serves as an advocate for internationalization of the curriculum, and provides guidance on international academic programs. Policy or program changes are brought to the Curriculum Committee for advice and to the faculty for formal approval. The committee works with the international administrative staff on implementation of policy.

The Research Committee consists of the Associate Dean for Academic Affairs and four faculty (one from each area) appointed by the Dean. The Committee reviews all faculty, staff and student research involving human and animal subjects. For federally funded research projects, the Dean appoints an additional member (veterinarian for animal subjects; psychologist or other social scientist for human subjects) from outside the College community. The Committee is also responsible for holding annual workshops on research and updating College materials on research policies and procedures.

Faculty Mentoring

Handbook » Faculty » Faculty Mentoring

Purpose

To provide new faculty with opportunities for understanding expectations, for developing a successful presence on campus, and for better integration into the academic and non-academic environments.

For each new group of faculty members, the Dean will appoint a mentor for one year. Duties of the mentor would include:

For the first review, the mentor will not comment on performance unless requested to do so by the new faculty member.

Faculty Review

Handbook » Faculty » Faculty Review

Of Members on Term Appointments

The performance of a faculty member on a term appointment shall be reviewed by the Committee recon Faculty during the fall semester of the last year of the appointment.

The Committee shall report in writing to the President before the final Faculty Meeting of the semester. The President shall notify the faculty member of his decision, in writing, before Christmas.

Of Part-time Members

Part-time teachers shall be reviewed at the usual interval for those holding full- time term appointments.

Of Members on Indefinite Term

The performance of members on indefinite term shall be reviewed by the Committee on Faculty every five years. The Committee shall report to the President with or without recommendation.

By Students

Each faculty member shall be obligated to provide at least twenty minutes of class time near the end of the semester, or during a final exam, for filling out the faculty/class evaluation forms.

Of Members of the Faculty Who Also Serve as Staff

The administrative performance of regular faculty members who also serve as staff (except for the President) shall be reviewed by the Committee on Faculty during the third year, and thereafter during every fifth year. The committee shall report to the President with or without recommendation. While this review is distinct from their review as teaching faculty, it may be conducted at the same time when the two reviews coincide.

Of Members by Virtue of Staff Appointment

Persons who are faculty members by virtue of a staff appointment (except for the President) are governed by the same review procedures that govern administrative and non-academic positions at Marlboro.

Review of the President

Reviews of the President remain in the hands of the Board of Trustees.

Criteria for Faculty Evaluation

The Committee on Faculty has adopted the following summary of matters considered in its reviews. The criteria listed below are intended to be suggestive rather than comprehensive. It is the goal of the Committee on Faculty to reach a fair and equitable overall evaluation of each faculty member; the specific criteria are designed to contribute to that goal.

  1. General commitment to the objectives of Marlboro College, as expressed in the Mission Statement and in the official actions of Faculty Meeting and Town Meeting.
  2. Fulfillment of professional responsibilities and duties and a willingness to carry an equitable portion of the work of the faculty.
  3. Quality of teaching: Marlboro College is primarily a teaching institution. Therefore, not only is the quality of teaching the most important criterion in evaluating faculty, but demonstrated excellence in this area is necessary for long-term appointments. Effectiveness in the classroom, in tutorials, and in Plan sponsorship is expected. In addition, faculty members under review should be prepared to discuss:
    • organization of course material and course sequences
    • appropriateness of class offerings for student needs and the needs of the Marlboro curriculum
    • class preparation; consistency in meeting classes and tutorials
    • emphasis on thinking and discovery as well as content
    • ability to foster self-directed learning
    • appropriateness of standards and expectations for student work; clarity of criteria for evaluation of student work
    • clarity and quality of written and oral expression; ability and commitment to the teaching of writing
  4. Ability to provide appropriate guidance and support for all aspects of student Plans of Concentration. Because of the importance of Plans, faculty must be effective in helping students to develop Plans, in supporting Plans, and in evaluating Plans at the end.
  5. Advising
    • willingness to provide appropriate support for and guidance of students, as defined in the Handbook section on advising
    • knowledge of all areas of College life and work as a basis for advising students
    • availability to students for consultation.
  6. Participation in college governance. Because of the formal delegation by the Board of Trustees to the faculty and by the faculty to Town Meeting of authority for governance of the College, it is vital that regular members of the faculty participate effectively in college governance. Such participation may take any forms. Participating in Faculty Meetings and contributing intelligently and creatively to faculty committee work are a minimum. Serving in administrative roles and reparticipating in Town Meeting and Town Meeting committees, in strategic and long-range planning, and in faculty or community retreats are also part of the work of the faculty generally.
  7. Commitment to professional development and continued scholarship or creative work; contacts with other scholars, artists, or resources appropriate to the field. Marlboro expects continuing independent academic and professional work, interpreted broadly, to help maintain the intellectual and artistic liveliness of the faculty and of the curriculum.
  8. Administrative cooperation. The College expects faculty members to facilitate administrative efforts by:
    • meeting deadlines for handing in course and tutorial descriptions and grades
    • meeting deadlines for handing in materials to the Office of Dean of Faculty
    • participating fully in colleague evaluations d. assisting in recruitment and retention efforts
    • regularly attending and contributing intelligently and creatively to special projects (programs, productions, etc.) and non-academic College functions (Family Day, Alumni Weekend, etc.).
  9. Ability to represent the College to the general public and the community outside the College.
  10. Personal characteristics appropriate to Marlboro:
    • ability and willingness to articulate and defend ideas while remaining open to and respectful of the ideas of others
    • intellectual courage
    • vitality
    • willingness to compromise
    • respect for and sensitivity to students and colleagues

Procedures for Faculty Evaluation: The Committee on Faculty has adopted the following procedural guidelines, in keeping with the regulations of the faculty and with the goal of maintaining fairness.

  1. Faculty to be re-evaluated will be notified early in the semester in which the evaluation is to take place and will receive a copy of these procedures, directing attention to this section of the Handbook.
  2. The Dean of Faculty is available for consultation with each faculty member to be evaluated to discuss the procedures and to determine any special arrangements that need to be made to ensure a fair and complete review of that faculty member's work.
  3. Faculty under review may submit such supporting materials as a current curriculum vitae, publications, or evidence of community service or academic activities outside of the College.
  4. Every effort should be made to secure all necessary information in advance of the review so that these materials can be studied carefully by the Committee. Thus, former Plan students must be contacted far enough in advance for them to respond prior to the Committee's deliberations.
  5. When conducting reviews, the committee should solicit opinions from all constituencies and may solicit opinions on curricular issues from the Curriculum Committee and on other issues it deems important from community and non-community members, as appropriate. In particular, opinions should be solicited from colleagues and students who work closely with the faculty member in classes, committees, or curricular areas. Committee members should submit their own evaluations of the person under review prior to the review so that they are free to act as representatives of the faculty in conducting an evaluation that takes into account all of the information available to the committee.
  6. The Dean of Faculty, the Registrar, the Admissions Director, and the Bookstore Manager will be invited to comment on the faculty member's fulfillment of his or her professional responsibilities as outlined in the Professional Responsibilities section.
  7. At the request of the faculty member or on it own initiative, the Committee may interview members of the community who are in a unique position to share information concerning the work of the faculty member. While faculty members under review may request that the Committee solicit such information, they must not themselves ask their students, colleagues, or members of the staff to provide such information. Faculty members in a position to submit reviews may also appear before the Committee at their own request.

  8. Following a study of the information available to it, the Committee will conduct an interview with the faculty member. This interview will normally begin with an opportunity for the faculty member to share with the Committee a self-evaluation.

    The Committee will discuss with the faculty member all aspects of his or her work at the College and will share with the faculty member its sense of both strengths and weaknesses.

  9. Based on the materials available to it and the interview with the faculty member, the Committee will draft a letter summarizing its findings and making a recommendation to the President, as appropriate. Such letters should not comment on matters that have not been raised during the interview with the faculty member under review. The committee shall report its findings to the President, with or without recommendation, and to the person under review.
  10. The President of the College will write to the faculty member announcing his or her decision.
  11. Marlboro College will provide access to one's own personnel file, as distinct from review file. Review materials shall remain confidential within the Committee on Faculty, except that faculty members may see copies of their course and tutorial evaluations. Colleague and other non-course or non-tutorial evaluations remain confidential; the person under review may see copies of confidential reviews, upon written request, only when disputing a recommendation or significant finding of the committee. If the faculty member will see confidential reviews, the authors of those reviews will be notified in advance. Upon agreement over the outcome of the review among the committee, the person under review, and the President, the review materials will be destroyed.

Hiring Procedures

Handbook » Faculty » Hiring Procedures

The responsibility for hiring new faculty is in the hands of the faculty. The procedure depends upon the ability of the members of the faculty to define and discuss the needs of the curriculum and the College in an open and thoughtful manner and avoids the imposition of considerations outside those needs.

Step I

When a vacancy occurs on the faculty, the faculty members most closely concerned will meet with the Curriculum Committee to discuss the nature of the position and the needs of the College. The group will develop a job description and an advertisement based on this discussion. Note: This policy does not address either the issue of what constitutes a vacancy or how a vacancy, once identified, is to be allocated by discipline or by area.

Step II

The Committee on Faculty, supplemented by those faculty most closely concerned, constitute the search committee. The search committee will meet to discuss the mechanics of the search, the job description, and the criteria for selection, which will be based on the levels of competence demanded of successful Marlboro faculty members. As nearly as practicable, scheduling should be arranged in advance to insure that all members of the search committee can participate fully in the process. Note: The discussion among the members of the faculty and the members of the Committee on Faculty must be full and open. While unanimity regarding the exact characteristics of a successful candidate is unlikely, each member of the search committee should make clear his or her preferences within the limits of the job description developed under Step I.

Step III

The search committee will review applications using criteria discussed fully and openly in Step II. Under normal circumstances, at least four candidates will be selected for interviews.

Step IV

So far as practical, candidates selected for interviews will be treated uniformly throughout the interview process. Note: The search committee should devise a procedure which enables the candidates to demonstrate their fitness for the position. Each candidate might be asked to bring projected course descriptions and syllabi, to give a public lecture, or to teach a class.

Step V

Following the interviews, the committee will rank the candidates based on the criteria selected in Step II and on the interviews. The committee will recommend to the President that the position be offered to the candidates in order of this ranking. No candidate will be included on this list who is not fully qualified to be a Marlboro College faculty member.

If there are two or more candidates with roughly equal qualifications, the search committee should, before making its recommendations, consider the need for diversity of thought, training, disposition, age, gender, and ethnicity on the faculty.

Limits of Relationships with Students

Handbook » Faculty » Limits of Relationships with Students

The opportunity for close relationships between faculty and students is one of the privileges possible at a small institution such as Marlboro. The definition of appropriate limits for such relationships is, of course, difficult. Nonetheless, Marlboro College will not tolerate the corruption of professional standards, authority, and duties by such relationships. This may be grounds for dismissal from the College. Complaints should be brought to the attention of the Committee on Faculty. (Also see the Discrimination, and Sexual Harassment, sections of this Handbook.)

Non-Tenured Evaluation

Handbook » Faculty » Non-Tenured Evaluation

Purpose: To provide fuller and more substantial information on which to base tenure decisions. To a large extent, the burden for ensuring that the faculty has means to judge performance is borne by the faculty member being reviewed, so that the faculty member has considerable discretion in determining how to provide the basis for such judgment.

  1. Descriptions of what is expected of faculty members in order to receive tenure are contained in Criteria for Faculty Evaluation in the Handbook.
  2. Each non-tenured faculty member is expected to provide a short written evaluation of each course taught, at its conclusion. Forms will be provided, but faculty members may provide evaluations on their own forms.
  3. Each non-tenured faculty member should ensure that some other faculty members are in a position to have first-hand information on the non-tenured member's teaching. This can be accomplished by co-teaching courses, inviting colleagues to sit in on classes, participating in colleagues' classes, taping classes, making public presentations, participating on examining committees, co-sponsoring Plans, and so on.
  4. New faculty members are expected, within the first few years at Marlboro, to give public presentations of their work. This might include performances, exhibitions, lectures on research or teaching, or presentations to WSP Colloquium, alumni, families, etc. The goal is to provide evidence of professional activity and to enrich the intellectual and artistic life of the community. The activity can be on or off campus, it can include publications and performances; and at least one should be accessible to the College community.
  5. Written self-evaluation at the time of formal reviews is expected. Not every item need be addressed in early reviews, and the first submission may be updated for further reviews. Some of the items may be addressed in an expanded curriculum vitae or in materials submitted during hiring. By the tenure review, the self-evaluation should address, at a minimum, the following items:
    • Curriculum. Description of curriculum, including courses, their content and rotation, and areas where tutorials are offered or would be considered. This should compare the candidate's curriculum to that of other liberal arts colleges. Providing syllabi would be helpful. It should include descriptions of links to other areas and faculty members, including any co-taught courses, guest lectures, or other collaborations.
    • Teaching. Description of teaching philosophy, including any innovative teaching methods. An evaluation of teaching successes and failures, including an assessment of relevant Plan issues. This could include a critique of the teaching environment and what might be done to make teaching more effective.
    • Professional Development, Scholarship, Public Service. Description of contributions to the intellectual, artistic, and social life of the College. Description of contributions outside the College, including public service, professional meetings, scholarly or artistic works, and continuing education or technical training.
    • For each of the above categories, provide a description of any difficulties that have been or need to be resolved, and make an assessment of what challenges you intend to address in the future.

Professional Ethics

Handbook » Faculty » Professional Ethics

Marlboro College follows the code for professional ethics set forth by the American Association of University Professors. The following statement, a revision of the statement originally adopted by the AAUP in 1966, was approved by the AAUP Committee B on Professional Ethics, then adopted by the Council as Association policy, and finally endorsed by the 73rd annual meeting of the Association in June, 1987.

AAUP Introduction

From its inception, the American Association of University Professors has recognized that membership in the academic profession carries with it special responsibilities. The Association has consistently affirmed these responsibilities in major policy statements, providing guidance to professors as their utterances as citizens, in the exercise of their responsibilities to students and colleagues, and their conduct when resigning from his institution or when undertaking sponsored research. The Statement on Professional Ethics that follows sets forth those general standards that serve as a reminder of the variety of obligations assumed by all members of the profession.

In the enforcement of ethical standards, the academic profession differs from those of law and medicine, whose associations act to assure the integrity of members engaged in private practice. In the academic profession the individual institution of higher learning provides this assurance and so should normally handle questions concerning propriety of conduct within its own framework by reference to a faculty group. The Association supports local action and stands ready, through the General Secretary and Committee B, to counsel with members of the academic community concerning questions of professional ethics and to inquire into complaints when local consideration is impossible or inappropriate. If the alleged offense is deemed sufficiently serious to raise the possibility of adverse action, the procedures should be in accordance with the 1940 Statement of Principles on Academic Freedom and Tenure, the 1958 Statement on Procedural Standards in Faculty Dismissal Proceedings, or the applicable provisions of the Association's Recommended Institutional Regulations on Academic Freedom and Tenure.

The Statement on Professional Ethics

  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 assure 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.
  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 opinion of others. 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 institutions in determining the amount and character of the work they do 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 any citizen. 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.

Professional Responsibilities

Handbook » Faculty » Professional Responsibilites

The primary responsibility is to design and to teach courses and tutorials consistent with the fields of study within which they hold their appointments and within the terms of their appointments. In addition, faculty members serve as academic advisors to students (see Academic Advising). Faculty members are also generally expected to participate in the governance of the College through Faculty Meetings, Town Meetings, and committee assignments.

Work Load

While it is obviously impossible to define an appropriate work load for faculty in simple and definitive terms, given the very substantial differences between, for example, teaching a new course on previously unfamiliar material and teaching a familiar course for the third time, the following general guidelines may be helpful. Full-time faculty members should expect to teach at least two courses and four to six tutorials with Plan students, or the equivalent, and to serve on one or two committees. Most long-term faculty routinely carry a greater load than this, reflecting their more settled course offerings and their experience with a broad range of tutorials. No one should expect to teach more than three courses and four to six tutorials, or the equivalent, with committee work. All faculty are encouraged to regulate their work loads to efficient levels. Unanticipated overloads sometimes occur, and faculty members are free to discuss with the Dean possible relief from committee responsibilities or a compensatory lighter load in a succeeding term.

Faculty are expected to schedule classes primarily for the greatest efficiency and curricular coherence but are nonetheless free to establish their schedules and office hours as best suits their preferences. Many faculty find it necessary or desirable to schedule at least part of a day for uninterrupted work at home.

Support for Scholarly Activities

Limited funds are available for travel to professional meetings, for summer research, and for similar professional development. These include annual competitive awards for research and performance. Application for funds must be made to the Dean of Faculty. The College provides no funds for membership in professional organizations by individual members of the faculty.

Retirement

Handbook » Faculty » Retirement

As of August 2006, all tenured faculty members who have reached the requisite age and served 15 years or more at Marlboro College would be eligible to choose from the following two retirement options, subject to the terms of eligibility defined below. This policy is subject to revision or termination. The college’s Life Insurance policy with regards to retired faculty remains unchanged.

Option 1. Immediate

Should a faculty member of 65 or older wish to retire from the college, the faculty member will receive ¾ of his or her full time salary. The retired faculty may elect an employer contribution to an Emeriti Grantor Trust Account in lieu of some or all of the retirement compensation.* Employer contributions to an Emeriti Grantor Trust Account and earnings thereon are not subject to taxation as long as the funds are used to pay premiums for post-retirement health insurance. The remainder balance in an Emeriti Grantor Trust Account following the death of the retiree and any IRS qualified dependants will revert to the employer. The retiree would be eligible for Emeritus status, defined below.

Option 2. Phased

The phased retirement option will be available beginning at age 62. The phased retirement would extend for three-years, during which the retiring faculty member would earn ¾ salary for ½ time work in year one, ½ salary for ¼ time work in year two, and ¼ salary for possibly no work in year three. There would be no committee work required during the three years, and the retiring faculty member would have use of office space, email and meals as offered to regularly employed faculty, plus access to professional development funds for the first two years (conference attendance only, not summer research) at a reduced rate. Health insurance would be available to the retiree for the three-year period or until the age of 65, whichever comes first, as a regular-benefits eligible employee. Institutional contribution to the member’s TIAA-CREF account would continue for the three years. Faculty who choose this option would also be eligible for Emeritus status. The retiring faculty may elect an employer contribution to an Emeriti Grantor Trust Account in lieu of some or all of the retirement compensation.* Employer contributions to an Emeriti Grantor Trust Account and earnings thereon are not subject to taxation as long as the funds are used to pay premiums for post-retirement health insurance. The remainder balance in an Emeriti Grantor Trust Account following the death of the retiree and any IRS qualified dependants will revert to the employer.

Emeritus status

Emeritus status is granted by the president and Board of Trustees on the recommendation of the Committee on Faculty in recognition of distinguished service to the college.

  1. Emeritus Faculty may enroll in any of the regular or supplemental health insurance plans offered by the Emeriti program subject to the terms defined by the Emeriti Consortium*
  2. Emeritus Faculty can retain their Marlboro email accounts and receive limited technical support for those accounts
  3. Emeritus Faculty will have access to the library and limited access to library services such as interlibrary loan.
  4. Emeritus Faculty will have access to the computer lab in the library and limited use of the Mather photocopy machines.
  5. Emeritus Faculty can continue to offer an occasional course when such an arrangement is mutually agreed upon by the retiree, the Curriculum Committee and the Dean of Faculty.
  6. Emeritus Faculty are eligible for the college’s tuition exchange program for dependent children.
  7. Emeritus Faculty can take classes at the undergraduate college free of charge.
  8. Emeritus Faculty will have access to a shared office space (if available) at the Marlboro College Graduate Center during regular business hours.

Timeline

The program would be implemented in Fiscal Year 2008, with the first retirements beginning in the fall of 2007. In the event that the plan is modified or eliminated for any reason, faculty should be given an adequate notice, as determined by the president with Board approval, in which to take advantage of the plan or modify their retirement planning.

Eligibility

Faculty members would become eligible for either immediate or phased retirement after at least fifteen years of full-time service, or its equivalent, as a faculty member at Marlboro. Up to two retirements would be possible annually. We hope that faculty members will work together to avoid the possibility of more than two faculty members wishing to retire in a given year. If the occasion arises, however, the criteria for eligibility will be age plus years of full-time service to Marlboro or the equivalent. In the event of special circumstances (such as a health emergency) an individual faculty member can make a request to the Committee on Faculty to make an exception to these criteria. Faculty members must make requests for the plan on or before October 1, 2006 in order to take advantage of the plan for the Academic year 2007-08. After this year faculty members must make requests for the plan on or before the first of October, 19 or 31 months in advance of the faculty member’s final graduation.

Retirees should in all cases investigate their healthcare, Medicare and Social Security options and liabilities.

* Availability of Emeriti Program benefits is contingent upon Marlboro’s membership in the Emeriti Consortium at the time of retirement. At the time this document is created, Marlboro is not a member of the consortium and intends to become a member prior to August 2007.

Sabbatical Leaves

Handbook » Faculty » Sabbatical Leaves

In accordance with policy adopted by the Board of Trustees, sabbatical leaves at full salary will be granted to faculty members for one or more semesters as determined by the following rules of eligibility: one semester immediately following the conclusion of six (6) years of active teaching as a regular College faculty member; thereafter, one semester after each five (5) years of active teaching.

Faculty members who have become eligible for sabbatical leaves may apply for longer leaves at reduced salary or for longer leaves at greater intervals.

Applications for sabbatical leaves must be made in writing to the Dean of the Faculty at least one semester before the semester when the leave is to commence, and should include some description of the proposed arrangements for covering the field. Notice of such applications shall be posted promptly, so that those affected may have a chance to state objections or make whatever arrangements may be necessary. Faculty members applying for leave should determine jointly with their colleagues and students, particularly those who are or will be on Plan, how work in their areas will be covered, with disagreements to come to the Dean of Faculty. All sabbaticals are at the discretion of the administration, and should teaching needs at the College, or other circumstances, make the granting of such a leave impossible, the faculty member with the longest period of uninterrupted active teaching shall be given priority. Notice of all leaves granted shall be posted promptly, and whenever possible by at least eight weeks before the end of the semester preceding the semester in which the sabbatical will commence.

Faculty members granted sabbaticals should be prepared to indicate the nature of their sabbatical activities and the relationship of those activities to their teaching. It is expected that faculty members will resume their teaching responsibilities at the College for at least one year following the sabbatical. Faculty members with staff appointments and with substantial and continuing teaching responsibilities are eligible for sabbatical leaves on the same schedule as the regular faculty, but only if adequate replacement can be arranged.

Leaves Without Pay

After three years of service, regular faculty members may apply for leaves of absence without pay for periods of up to two years. Application for such leaves must be made to the President, who in granting such leaves will consult with the Dean of Faculty and the Committee on Faculty. This is to insure that the granting of such leave will not jeopardize the teaching program at the College. Normally, requests for such leaves must be made at least one semester before the semester during which the leave will commence.

Termination of Appointments

Handbook » Faculty » Termination of Appointments

Tenured Faculty

Appointments for an indefinite term may be terminated only by either of the following procedures:

Criteria

The criteria for recommendations by the Committee on Faculty and decisions by the ad hoc committee shall be: effective teaching, sound scholarship, fulfillment of non-academic obligations to the College and the College community, and a proper regard for colleagues and students.

If the question of burden of proof arises, it shall be placed on the faculty member before the Committee on Faculty; it shall be placed on the administration before the ad hoc committee of five (5).

Non-Tenured Faculty

A non-tenured faculty member on a term appointment may appeal a Committee on Faculty non-renewal recommendation. Within one month of being notified of a non-renewal recommendation by the Committee, the faculty member must request of the Dean of Faculty the right to be heard by an elected faculty committee of five (5), three (3) of whom shall have been at the College for at least eight years and none of whom currently sit on the Committee on Faculty. This committee shall be elected each spring to serve during the following academic year, should the need arise. The purview of this committee is limited to determining whether adequate consideration was given; if adequate consideration was given, the Committee on Faculty recommendation would stand; if not, the Committee on Faculty would have to take new considerations into account but would still make the recommendation.