Chapter II. Administrative & Academic Organization | 2010
2.1. Faculty Status
2.1.1. Adjunct
2.1.2. Distinguished
2.1.3. Emeritus
2.1.4. Faculty Performance Awards
2.1.5 Full-Time Tenure Track
2.1.6. Market Stipends
2.1.7 Named Chairs, Professors and Fellows (CFP)
2.1.8. Special Appointment
2.2. Seaver College Organization
2.3. University Administration
2.4 University Faculty Council
2.1. FACULTY STATUS
(Included since 1978; modified 2002, 2006)
Faculty status at Seaver College takes the following forms:
Adjunct appointments are made on a term-to-term basis and carry the designation of
adjunct instructor or adjunct professor. Teaching responsibilities usually involve only
one course per term and are limited to a maximum of two. The policies outlined in
the regular faculty handbook do not always apply to adjunct teachers. A separate
handbook is prepared for adjunct teachers and may be obtained from the Dean's
Office.
adjunct instructor or adjunct professor. Teaching responsibilities usually involve only
one course per term and are limited to a maximum of two. The policies outlined in
the regular faculty handbook do not always apply to adjunct teachers. A separate
handbook is prepared for adjunct teachers and may be obtained from the Dean's
Office.
Occasionally, the University may designate a faculty member who has had a long and
distinguished career as distinguished professor. This rank is reserved for the most
meritorious. To qualify, one will normally have spent nine years at the rank of
professor. In addition to the requirements for professor, candidates for this rank have
to be of recognized standing among specialists in their respective field of study.
Review by the Rank, Tenure and Promotion Committee includes evaluation by three
external peers of recognized standing in the candidate’s field of specialization.
Appointment to distinguished professor is for a period of five years and carries with it
a salary increase equivalent to that of a rank promotion. To be reappointed, the
candidate must apply for and receive a favorable recommendation from the Rank,
Tenure and Promotion Committee and the dean of the College. Reappointment to
Distinguished Professor follows the same procedures as the five-year review (see
Section XI of the RTP handbook). Reappointment may be either at the same salary
level or at a level increased by the amount of a step advancement. The salary for
those not reappointed will be frozen at its current level until the Professor III salary
surpasses it.
distinguished career as distinguished professor. This rank is reserved for the most
meritorious. To qualify, one will normally have spent nine years at the rank of
professor. In addition to the requirements for professor, candidates for this rank have
to be of recognized standing among specialists in their respective field of study.
Review by the Rank, Tenure and Promotion Committee includes evaluation by three
external peers of recognized standing in the candidate’s field of specialization.
Appointment to distinguished professor is for a period of five years and carries with it
a salary increase equivalent to that of a rank promotion. To be reappointed, the
candidate must apply for and receive a favorable recommendation from the Rank,
Tenure and Promotion Committee and the dean of the College. Reappointment to
Distinguished Professor follows the same procedures as the five-year review (see
Section XI of the RTP handbook). Reappointment may be either at the same salary
level or at a level increased by the amount of a step advancement. The salary for
those not reappointed will be frozen at its current level until the Professor III salary
surpasses it.
(Approved by University Faculty Council, March 5, 2003; University Education Council, December 17, 2003)
Any professor or associate professor with ten or more years of full-time experience
may, at the point of retirement, apply for and be granted the honorary rank of
Professor Emeritus. The professor may choose to have his/her application supported
by letters of recommendation from faculty and/or from recommendations by the
appropriate school’s Rank, Tenure and Promotion (or Tenure) committee. The dean
will review the application of the candidate and forward the appropriate comments
and recommendations to the provost who, in consultation with the president, will
determine whether to grant the rank of Professor Emeritus.
may, at the point of retirement, apply for and be granted the honorary rank of
Professor Emeritus. The professor may choose to have his/her application supported
by letters of recommendation from faculty and/or from recommendations by the
appropriate school’s Rank, Tenure and Promotion (or Tenure) committee. The dean
will review the application of the candidate and forward the appropriate comments
and recommendations to the provost who, in consultation with the president, will
determine whether to grant the rank of Professor Emeritus.
The minimum criteria for consideration to receive the honorary rank of Professor
Emeritus are as follows:
Once bestowed, the privileges and benefits associated with the rank of Professor
Emeritus may be declined by the retired faculty member for personal reasons. The
rank may also be withdrawn by the school or the provost, but only for just cause.
The University will recognize and support its faculty emeriti in the following ways:
Deans, department chairs, program directors, and other University administrators will
be encouraged to use faculty emeriti as mentors and as a source of intellectual and
moral support for members of the faculty.
Emeritus are as follows:
a. Ten or more years of full-time, professorial service within the University;
b. Holding the rank of associate professor or professor upon retirement;
c. A record of excellent service in one’s field of academic specialization and within one’s school and department;
d. A record of positive moral and ethical behavior, both inside and outside the University; a record of support for the University’s mission;
e. A desire to remain associated with the school and the University.
b. Holding the rank of associate professor or professor upon retirement;
c. A record of excellent service in one’s field of academic specialization and within one’s school and department;
d. A record of positive moral and ethical behavior, both inside and outside the University; a record of support for the University’s mission;
e. A desire to remain associated with the school and the University.
Once bestowed, the privileges and benefits associated with the rank of Professor
Emeritus may be declined by the retired faculty member for personal reasons. The
rank may also be withdrawn by the school or the provost, but only for just cause.
The University will recognize and support its faculty emeriti in the following ways:
a. Special recognition at a graduation ceremony at the time of retirement;
b. Notification of retirement, and the awarding of the honorary rank of Professor Emeritus, in both internal and external media;
c. Name listed in the school catalog;
d. Presentation of a special medallion to be worn at future graduations, or whenever
academic regalia is worn;
e. Continued access to a University e-mail address;
f. Invitations to attend public University events and functions;
g. Continued access to University libraries, athletic events, and recreational activities commensurate with other full-time faculty as determined by the Provost.
b. Notification of retirement, and the awarding of the honorary rank of Professor Emeritus, in both internal and external media;
c. Name listed in the school catalog;
d. Presentation of a special medallion to be worn at future graduations, or whenever
academic regalia is worn;
e. Continued access to a University e-mail address;
f. Invitations to attend public University events and functions;
g. Continued access to University libraries, athletic events, and recreational activities commensurate with other full-time faculty as determined by the Provost.
Deans, department chairs, program directors, and other University administrators will
be encouraged to use faculty emeriti as mentors and as a source of intellectual and
moral support for members of the faculty.
2.1.4. FACULTY PERFORMANCE AWARDS
(Approved by Seaver College Cabinet, RTP, and SFA, Spring 2001; amended according to SFA Executive Committee proposal, Spring 2005)
(Approved by Seaver College Cabinet, RTP, and SFA, Spring 2001; amended according to SFA Executive Committee proposal, Spring 2005)
a. Eligibility
At the time of their five-year, post-tenure review, faculty members undergoing the
review who hold the rank of Associate Professor III or Professor III are eligible
for a performance award.
b. Process
At the time of their five-year, post-tenure review, faculty members undergoing the
review who hold the rank of Associate Professor III or Professor III are eligible
for a performance award.
b. Process
i. FPAs will be determined by the Dean of Seaver College. In making FPA
decisions, the Dean of Seaver College shall review the following:
decisions, the Dean of Seaver College shall review the following:
• The applicant’s Faculty Data Form;
• The portfolio and supporting materials submitted by the applicant during his or her five-year review;
• The division chairperson’s evaluation submitted during the five-year review; and
• The evaluative report prepared by the RTP committee upon completion of the five-year review.
• The portfolio and supporting materials submitted by the applicant during his or her five-year review;
• The division chairperson’s evaluation submitted during the five-year review; and
• The evaluative report prepared by the RTP committee upon completion of the five-year review.
ii. The Dean of Seaver College should assess all applicants in the following
areas:
areas:
• Teaching effectiveness;
• Scholarly activity;
• Service;
• Support for the mission of the University.
• Scholarly activity;
• Service;
• Support for the mission of the University.
c. Evaluation
(Updated in 2005)
(Updated in 2005)
i. Based upon the independent review of the Dean of Seaver College, each
applicant will be ranked into one of six categories. Candidates who have not
displayed a consistent pattern of support for the mission or who do not support
the mission in their submitted materials will be placed into Category VI (see
below). Therefore, the following category descriptions focus upon the areas
of teaching effectiveness, scholarly activity, and service.
applicant will be ranked into one of six categories. Candidates who have not
displayed a consistent pattern of support for the mission or who do not support
the mission in their submitted materials will be placed into Category VI (see
below). Therefore, the following category descriptions focus upon the areas
of teaching effectiveness, scholarly activity, and service.
The evaluation process assumes the use of the following descriptors:
Category I ($5,000): Faculty member must be Professor III and have
minimum rating of 1 “very good” in teaching, 1 “very good”, and 1
“outstanding”.
Category II ($4,000): Faculty member must be Professor III and have
minimum rating of 2 “very good” (in teaching) and 1 “good.”
Category III ($3,000): Faculty member must be at least Associate Professor
III and have minimum rating of 1 “very good” and 1 “good”, with at least
“good” in teaching, but with no “marginal” or lower.
Category IV ($2,000): Faculty member must be at least Associate Professor
III and have minimum rating of 2 “goods” (1 in teaching), and 1 “marginal”.
Category V ($1,000): Faculty member must be at least Associate Professor III
and have 1 “good” (in teaching), and no “poor” in any category.
Poor Marginal Good Very Good Outstanding
Category I ($5,000): Faculty member must be Professor III and have
minimum rating of 1 “very good” in teaching, 1 “very good”, and 1
“outstanding”.
Category II ($4,000): Faculty member must be Professor III and have
minimum rating of 2 “very good” (in teaching) and 1 “good.”
Category III ($3,000): Faculty member must be at least Associate Professor
III and have minimum rating of 1 “very good” and 1 “good”, with at least
“good” in teaching, but with no “marginal” or lower.
Category IV ($2,000): Faculty member must be at least Associate Professor
III and have minimum rating of 2 “goods” (1 in teaching), and 1 “marginal”.
Category V ($1,000): Faculty member must be at least Associate Professor III
and have 1 “good” (in teaching), and no “poor” in any category.
Category VI ($0): Faculty member not meeting Categories I-V will be placed
in Category VI.
in Category VI.
ii. Once granted, an FPA becomes a permanent addition to a faculty member’s
base salary. Faculty members are eligible for an FPA at the time of each five-year
review. Faculty members who leave Pepperdine and subsequently return
to the University will not have their FPA reinstated until the time of their
eligibility for a five-year review.
iii. Upon completion of the FPA process, the Dean of Seaver College will inform
applicants of their rankings. The specific award for any applicant shall remain
confidential between applicants, their chairpersons, and the Dean of Seaver
College. All submitted material shall be returned to the RTP Committee for
distribution, storage, or destruction as dictated by the Seaver College RTP
Handbook.
base salary. Faculty members are eligible for an FPA at the time of each five-year
review. Faculty members who leave Pepperdine and subsequently return
to the University will not have their FPA reinstated until the time of their
eligibility for a five-year review.
iii. Upon completion of the FPA process, the Dean of Seaver College will inform
applicants of their rankings. The specific award for any applicant shall remain
confidential between applicants, their chairpersons, and the Dean of Seaver
College. All submitted material shall be returned to the RTP Committee for
distribution, storage, or destruction as dictated by the Seaver College RTP
Handbook.
Full-time, tenure-track appointments are so designated on the faculty contract and
carry an academic rank of instructor, assistant professor, associate professor, or
professor. Appointments will be designated on the contract as tenure or probationary
tenure-track. This status requires that, during the nine-month academic year, the
holder devotes substantially all working time to teaching, scholarly activity, or other
responsibilities assigned by the University. In its evaluation of faculty, the Rank,
Tenure, and Promotion Committee (RTP) weights these activities as 50% (teaching),
25% (research), and 25% (service). Outside business or professional activities, if any,
must have the relevant division chairperson's and dean's approval and are limited to
those which relate to the instructor's major academic interests or enrich the
instructor's capacity as scholar and teacher, or are of service to the public generally,
and do not interfere with the fulfilling of all the responsibilities of a full-time faculty
member. A complete handbook of policies and procedures in matters dealing with
full-time faculty rank, step advancements, promotions in rank, and tenure may be
obtained from the chairperson of the Seaver College Rank, Tenure, and Promotion
Committee. See Appendix G for a copy of the Pepperdine University tenure policy or
visit the website of the University Provost at
http://www.pepperdine.edu/about/administration/provost/content/policies/tenurepolicy.pdf.
carry an academic rank of instructor, assistant professor, associate professor, or
professor. Appointments will be designated on the contract as tenure or probationary
tenure-track. This status requires that, during the nine-month academic year, the
holder devotes substantially all working time to teaching, scholarly activity, or other
responsibilities assigned by the University. In its evaluation of faculty, the Rank,
Tenure, and Promotion Committee (RTP) weights these activities as 50% (teaching),
25% (research), and 25% (service). Outside business or professional activities, if any,
must have the relevant division chairperson's and dean's approval and are limited to
those which relate to the instructor's major academic interests or enrich the
instructor's capacity as scholar and teacher, or are of service to the public generally,
and do not interfere with the fulfilling of all the responsibilities of a full-time faculty
member. A complete handbook of policies and procedures in matters dealing with
full-time faculty rank, step advancements, promotions in rank, and tenure may be
obtained from the chairperson of the Seaver College Rank, Tenure, and Promotion
Committee. See Appendix G for a copy of the Pepperdine University tenure policy or
visit the website of the University Provost at
http://www.pepperdine.edu/about/administration/provost/content/policies/tenurepolicy.pdf.
a. METHOD FOR DETERMINING ELIGIBILITY FOR STIPENDS
i. Salary stipends are to be used for both the recruitment and retention of faculty
members.
ii. Faculty members receiving stipends should continue to receive stipends as
long as they continue to teach in their discipline or specialty on a full-time
basis, subject to the provisions in sections c-f below.
iii. To qualify for a stipend, newly hired faculty members must have the
appropriate degree in the discipline or specialty or have a comparable terminal
degree along with a demonstrated track record of excellence in the qualifying
discipline or specialty (i.e., publications, teaching, and/or professional
experience).
iv. Stipends should be awarded by discipline, or specialty within a discipline, in
areas where a demonstrated problem in hiring and retention has occurred
because of market conditions.
v. The criteria for designating specialties and the recipients within those
specialties must be objective and related to market conditions.
members.
ii. Faculty members receiving stipends should continue to receive stipends as
long as they continue to teach in their discipline or specialty on a full-time
basis, subject to the provisions in sections c-f below.
iii. To qualify for a stipend, newly hired faculty members must have the
appropriate degree in the discipline or specialty or have a comparable terminal
degree along with a demonstrated track record of excellence in the qualifying
discipline or specialty (i.e., publications, teaching, and/or professional
experience).
iv. Stipends should be awarded by discipline, or specialty within a discipline, in
areas where a demonstrated problem in hiring and retention has occurred
because of market conditions.
v. The criteria for designating specialties and the recipients within those
specialties must be objective and related to market conditions.
b. METHOD FOR AWARDING STIPENDS TO NEW FACULTY MEMBERS
i. The division chairperson specifies a recruitment/hiring problem, presenting
objective data indicating that the market conditions for the discipline justify a
stipend.
ii. The chairperson submits a potential candidate providing the necessary
information:
iii. The Benefits, Salary, and Stipends Committee responds to the chairperson’s
request by using its established, accessible guidelines to approve and award a
stipend. The guidelines should be fair, flexible, and rational.
objective data indicating that the market conditions for the discipline justify a
stipend.
ii. The chairperson submits a potential candidate providing the necessary
information:
• The faculty member to be recruited has an academic specialty or discipline
that qualifies for a market stipend.
that qualifies for a market stipend.
• The chairperson presents the prospective faculty member’s vitae, the
proposed classes to be taught, and any other pertinent information.
proposed classes to be taught, and any other pertinent information.
iii. The Benefits, Salary, and Stipends Committee responds to the chairperson’s
request by using its established, accessible guidelines to approve and award a
stipend. The guidelines should be fair, flexible, and rational.
c. METHOD FOR COMPUTING STIPEND AMOUNTS
i. The College and University Personnel Association National Faculty Salary
Survey by Discipline and Rank in Private Colleges and Universities (CUPA
Survey) is to be the primary data source. The salary factor for a given
discipline and rank (discipline-rank) is defined as the ratio of the average
salary for the discipline-rank to the all-discipline average salary for that rank.
ii. Specifically, if A1 denotes the average salary for a given discipline-rank and A
denotes the all-discipline rank average for all institutions, then (A1/A) is the
numerical value of the salary factor for that discipline-rank. The CUPA
Survey publishes the salary factor for each discipline-rank. The three-year moving
average salary factor for a discipline-rank is denoted a1. The stipend
factor for a given discipline-rank is defined as the three-year-average salary
factor (a1) minus 1.05, or a1 – 1.05
iii. The stipend amount for a qualifying discipline-rank is obtained by multiplying
the Seaver salary times the stipend factor for the discipline-rank, with the
maximum stipend factor to be capped at the following percentages:
iv. In special cases where the discipline-rank salary factors exceed the capped
percentages, with the approval of the Benefits, Salary and Stipends
Committee, Seaver College may implement market-driven stipends that
exceed the caps in order to hire and retain qualifying faculty.
Survey by Discipline and Rank in Private Colleges and Universities (CUPA
Survey) is to be the primary data source. The salary factor for a given
discipline and rank (discipline-rank) is defined as the ratio of the average
salary for the discipline-rank to the all-discipline average salary for that rank.
ii. Specifically, if A1 denotes the average salary for a given discipline-rank and A
denotes the all-discipline rank average for all institutions, then (A1/A) is the
numerical value of the salary factor for that discipline-rank. The CUPA
Survey publishes the salary factor for each discipline-rank. The three-year moving
average salary factor for a discipline-rank is denoted a1. The stipend
factor for a given discipline-rank is defined as the three-year-average salary
factor (a1) minus 1.05, or a1 – 1.05
iii. The stipend amount for a qualifying discipline-rank is obtained by multiplying
the Seaver salary times the stipend factor for the discipline-rank, with the
maximum stipend factor to be capped at the following percentages:
• Assistant Professor 15%
• Professor 11%
-- (New Ph.D., Assistant Professor I: 1st year 22%, 2nd year 18%, 3rd year 15%)
-- (New Assistant Professor II: 1st year 18%, 2nd year 15%)
• Associate Professor 9%-- (New Assistant Professor II: 1st year 18%, 2nd year 15%)
• Professor 11%
iv. In special cases where the discipline-rank salary factors exceed the capped
percentages, with the approval of the Benefits, Salary and Stipends
Committee, Seaver College may implement market-driven stipends that
exceed the caps in order to hire and retain qualifying faculty.
d. METHOD FOR REVIEWING CURRENT STIPEND RECIPIENTS
The Benefits, Salary, and Stipends Committee will recalculate and adjust stipend
amounts for those faculty members receiving market stipends each year according
to the procedure elaborated in Section c.
amounts for those faculty members receiving market stipends each year according
to the procedure elaborated in Section c.
e. METHOD FOR REVIEWING STIPENDS PROCEDURES
i. The Benefits, Salary, and Stipends Committee will review the guidelines for
awarding stipends every three years, and the guidelines will be modified if the
committee recommends and the faculty approves.
ii. Stipend recipients will have their stipends reevaluated and adjusted to new
guidelines.
iii. Each year the Benefits, Salary, and Stipends Committee will send the relevant
CUPA discipline-rank salary factors to each faculty member receiving a
stipend and to all division chairpersons. The committee will provide the
CUPA data to any regular faculty member who requests the data.
iv. Faculty members who have been denied an eligible rank promotion, but are
otherwise eligible to receive a stipend, will have their salary frozen until their
current salary falls to the Seaver base salary for their particular rank. The
salary freeze will not begin until the second year after the promotion was
denied, which will give the faculty member one more year to secure the
promotion. Faculty members may appeal the decision to the Benefits, Salary,
and Stipends Committee.
awarding stipends every three years, and the guidelines will be modified if the
committee recommends and the faculty approves.
ii. Stipend recipients will have their stipends reevaluated and adjusted to new
guidelines.
iii. Each year the Benefits, Salary, and Stipends Committee will send the relevant
CUPA discipline-rank salary factors to each faculty member receiving a
stipend and to all division chairpersons. The committee will provide the
CUPA data to any regular faculty member who requests the data.
iv. Faculty members who have been denied an eligible rank promotion, but are
otherwise eligible to receive a stipend, will have their salary frozen until their
current salary falls to the Seaver base salary for their particular rank. The
salary freeze will not begin until the second year after the promotion was
denied, which will give the faculty member one more year to secure the
promotion. Faculty members may appeal the decision to the Benefits, Salary,
and Stipends Committee.
f. STIPENDS APPEAL POLICY
(Adopted November 2000)
(Adopted November 2000)
In cases where a faculty member’s stipend is reduced due to not being granted a
rank promotion for which he or she is eligible, the faculty member may initiate an
appeal to have their full stipend reinstated. The following steps outline the
procedure by which the appellant can file an appeal and the grounds on which the
appeal will be judged.
rank promotion for which he or she is eligible, the faculty member may initiate an
appeal to have their full stipend reinstated. The following steps outline the
procedure by which the appellant can file an appeal and the grounds on which the
appeal will be judged.
i. Upon being notified by the RTP Committee that the faculty member has been
denied a rank promotion, the chair of the stipends committee will send a letter
informing the affected faculty member that:
denied a rank promotion, the chair of the stipends committee will send a letter
informing the affected faculty member that:
• His/Her salary will be frozen effective with the contract that follows the
upcoming academic year until it returns to the salary level designated by
his/her rank. (The reason the freeze does not begin with the contract
immediately following is to allow the faculty member an opportunity to
apply for promotion in the following year.)
• The faculty member will have his or her stipend reinstated to the full level
allowed by the stipends document when the faculty member receives a
favorable rank promotion decision.
• He or she may appeal the reduction in stipend by following the described
appeal procedure.
upcoming academic year until it returns to the salary level designated by
his/her rank. (The reason the freeze does not begin with the contract
immediately following is to allow the faculty member an opportunity to
apply for promotion in the following year.)
• The faculty member will have his or her stipend reinstated to the full level
allowed by the stipends document when the faculty member receives a
favorable rank promotion decision.
• He or she may appeal the reduction in stipend by following the described
appeal procedure.
ii. If the faculty member decides to appeal this decision, the faculty member then
can seek the support of his or her division chair for the appeal.
iii. In March of the grace year, the division chair shall submit to the stipends
committee a statement, along with supporting documentation, attesting that
the reduction of the affected faculty member’s stipend creates a strong
possibility that Seaver College may not be able to retain the faculty member at
this reduced salary level.
can seek the support of his or her division chair for the appeal.
iii. In March of the grace year, the division chair shall submit to the stipends
committee a statement, along with supporting documentation, attesting that
the reduction of the affected faculty member’s stipend creates a strong
possibility that Seaver College may not be able to retain the faculty member at
this reduced salary level.
Documentation should include evidence of marketability of the faculty
member, which may include, but is not limited to:
member, which may include, but is not limited to:
• Recent Seaver search and retention history in the faculty member’s discipline;
• Market data for discipline;
• National salary information;
• Measures of vacancies in the field;
• Articles from professional journals and popular publications;
• The difficulty of replacing the appellant if he or she is not retained.
• Market data for discipline;
• National salary information;
• Measures of vacancies in the field;
• Articles from professional journals and popular publications;
• The difficulty of replacing the appellant if he or she is not retained.
iv. The stipends committee will review the chairman’s statement and
documentation. The goal of the committee’s review will be to judge whether
or not the appellant’s denied promotion reflects a reduced marketability.
If the committee decides to support the appeal, the full stipend to which the
faculty member is entitled under the stipends document will be reinstated for
two years. The two years of reinstatement will include any sabbatical years,
but will not include years for which the faculty member is on leave. After two
years, the faculty member may reapply for continued reinstatement of the
stipend if he or she still has not received an eligible rank promotion by
submitting a letter from the division chair and evidence of marketability.
If the appeal is denied, the faculty member may reapply to the stipends
committee the following year.
In view of new evidence of the faculty member’s marketability, the case may
be re-evaluated at any time at the request of the faculty member’s division
chair and the Dean of Seaver College.
documentation. The goal of the committee’s review will be to judge whether
or not the appellant’s denied promotion reflects a reduced marketability.
If the committee decides to support the appeal, the full stipend to which the
faculty member is entitled under the stipends document will be reinstated for
two years. The two years of reinstatement will include any sabbatical years,
but will not include years for which the faculty member is on leave. After two
years, the faculty member may reapply for continued reinstatement of the
stipend if he or she still has not received an eligible rank promotion by
submitting a letter from the division chair and evidence of marketability.
If the appeal is denied, the faculty member may reapply to the stipends
committee the following year.
In view of new evidence of the faculty member’s marketability, the case may
be re-evaluated at any time at the request of the faculty member’s division
chair and the Dean of Seaver College.
2.1.7. NAMED CHAIRS, PROFESSORS, AND FELLOWS (CPF)
(Approved by the Seaver Cabinet, September 15, 1999; included since 2002;
revised 2008; modified 2010)
(Approved by the Seaver Cabinet, September 15, 1999; included since 2002;
revised 2008; modified 2010)
a. Assumptions:
i. The Challenge to Lead Campaign (1994-1999) made it possible for Seaver
College to appoint twelve named chairs, twelve named professors, and five
named fellows, for a total of twenty-nine positions.
ii. Named chairs, professorships, and fellowships (CPF) distinguish the donor,
the University, and the designated teacher/scholar.
iii. Named chairs and professorships are intended to honor and promote
exceptional teaching as well as notable scholarship (defined according to the
Boyer model), with specific criteria for appointment determined by the faculty
of the College.
iv. Normally, only tenured faculty members hold named chairs and
professorships; generally, only pre-tenured faculty members hold named
fellowships.
v. Holders of named chairs and professorships support the Christian mission of
the University and accept the University’s historic relationship with the
Churches of Christ.
College to appoint twelve named chairs, twelve named professors, and five
named fellows, for a total of twenty-nine positions.
ii. Named chairs, professorships, and fellowships (CPF) distinguish the donor,
the University, and the designated teacher/scholar.
iii. Named chairs and professorships are intended to honor and promote
exceptional teaching as well as notable scholarship (defined according to the
Boyer model), with specific criteria for appointment determined by the faculty
of the College.
iv. Normally, only tenured faculty members hold named chairs and
professorships; generally, only pre-tenured faculty members hold named
fellowships.
v. Holders of named chairs and professorships support the Christian mission of
the University and accept the University’s historic relationship with the
Churches of Christ.
vi. Holders of named chairs, professorships, and fellowships are active
participants in their own disciplines and national professional organizations.
vii. Holders of named chairs, professorships, and fellowships contribute to the
intellectual life of the University community by making periodic, public
presentations.
viii.Chair holders will style themselves as follows: “Professor Tom Smith,
Blanche E. Seaver Chair of Humanities.” Holders of named professorships
will style themselves as, “Dugan Professor of Business Joe Jones,” while
holders of named fellowships will style themselves as, “Dr. Don Jackson,
Seaver Fellow in Natural Science.”
ix. A named chair, such as the Fletcher-Jones Chair of Great Books, is reserved
for an outstanding teacher/scholar who holds the rank of professor. Normally
the holder of such a chair will have a reputation that extends beyond the
Pepperdine community. To determine whether she or he continues
professionally active following appointment, the holder of a named chair is
reviewed every five years by the Rank, Tenure, and Promotion Committee.
Assuming that the RTP evaluation is positive, the holder of the named chair
retains the position until she or he leaves the University or retires.
participants in their own disciplines and national professional organizations.
vii. Holders of named chairs, professorships, and fellowships contribute to the
intellectual life of the University community by making periodic, public
presentations.
viii.Chair holders will style themselves as follows: “Professor Tom Smith,
Blanche E. Seaver Chair of Humanities.” Holders of named professorships
will style themselves as, “Dugan Professor of Business Joe Jones,” while
holders of named fellowships will style themselves as, “Dr. Don Jackson,
Seaver Fellow in Natural Science.”
ix. A named chair, such as the Fletcher-Jones Chair of Great Books, is reserved
for an outstanding teacher/scholar who holds the rank of professor. Normally
the holder of such a chair will have a reputation that extends beyond the
Pepperdine community. To determine whether she or he continues
professionally active following appointment, the holder of a named chair is
reviewed every five years by the Rank, Tenure, and Promotion Committee.
Assuming that the RTP evaluation is positive, the holder of the named chair
retains the position until she or he leaves the University or retires.
x. A named professorship is reserved for a distinguished teacher/scholar who
holds the rank of associate professor or professor. Normally the holder of
such a professorship will have a reputation that extends beyond the
Pepperdine community. Unlike a named chair, a named professor is
appointed for a term of five years only and cannot succeed herself or himself
in the position. A limited term permits the named professorship to circulate
within the college.
xi. A named fellowship is normally reserved for pre-tenured assistant professors
who offer evidence of becoming outstanding scholars and teachers and seek
assistance to complete major research projects. Fellows are appointed for one
year, although they are eligible for successive appointments (but no more than
two in succession).
xii. Named chairs, professorships, and fellowships will carry with them annual
stipends (chairs $6000; professorships $4000; fellowships $2000) derived
from endowment funds that will underwrite research, travel, and other
professional costs. Holders of these appointments will access these funds
through the Associate Dean for Research. Named chairs and professorships
will receive these funds in lieu of money normally allocated to them for
professional travel, etc., from the division’s general operating budget. Put
differently, named chairs and professorships will not be eligible to draw upon
the division’s budget to finance professional travel, research expenses, and the
like. However, holders of named fellowships will be eligible for funds from
within the division. Of the total stipend, academic divisions will retain $1000
in the case of chairs and $500 in the case of professorships to encourage
scholarship among the faculty within the division.
holds the rank of associate professor or professor. Normally the holder of
such a professorship will have a reputation that extends beyond the
Pepperdine community. Unlike a named chair, a named professor is
appointed for a term of five years only and cannot succeed herself or himself
in the position. A limited term permits the named professorship to circulate
within the college.
xi. A named fellowship is normally reserved for pre-tenured assistant professors
who offer evidence of becoming outstanding scholars and teachers and seek
assistance to complete major research projects. Fellows are appointed for one
year, although they are eligible for successive appointments (but no more than
two in succession).
xii. Named chairs, professorships, and fellowships will carry with them annual
stipends (chairs $6000; professorships $4000; fellowships $2000) derived
from endowment funds that will underwrite research, travel, and other
professional costs. Holders of these appointments will access these funds
through the Associate Dean for Research. Named chairs and professorships
will receive these funds in lieu of money normally allocated to them for
professional travel, etc., from the division’s general operating budget. Put
differently, named chairs and professorships will not be eligible to draw upon
the division’s budget to finance professional travel, research expenses, and the
like. However, holders of named fellowships will be eligible for funds from
within the division. Of the total stipend, academic divisions will retain $1000
in the case of chairs and $500 in the case of professorships to encourage
scholarship among the faculty within the division.
xiii. Assuming suitable candidates, each Seaver division will receive at least one
chair position and one professorship.
xiv. Holders of named chairs, professorships and fellowships will receive no
reduction in teaching “load” responsibilities, nor will chairs and professors
normally be eligible for overload pay or summer teaching appointments
(although with permission of the chair and dean, they may accept assignments
to International Programs, off-campus programs such as the M.Div., summer
research grants/contracts like SURP, or on-campus summer teaching
appointments, but not more than twice in five years). In exceptional
circumstances, however, named chairs and professors may “buy” a reduced
course load by foregoing their stipend (assuming that the stipend equals the
cost of an adjunct replacement).
xv. Holders of named chairs and professorships may not simultaneously hold the
rank of “Distinguished Professor.”
chair position and one professorship.
xiv. Holders of named chairs, professorships and fellowships will receive no
reduction in teaching “load” responsibilities, nor will chairs and professors
normally be eligible for overload pay or summer teaching appointments
(although with permission of the chair and dean, they may accept assignments
to International Programs, off-campus programs such as the M.Div., summer
research grants/contracts like SURP, or on-campus summer teaching
appointments, but not more than twice in five years). In exceptional
circumstances, however, named chairs and professors may “buy” a reduced
course load by foregoing their stipend (assuming that the stipend equals the
cost of an adjunct replacement).
xv. Holders of named chairs and professorships may not simultaneously hold the
rank of “Distinguished Professor.”
b. Operating Procedures:
i. Division Personnel Committees
• Chairperson: Division personnel committees will be chaired by division
chairpersons. In the event the division chairperson is nominated for a CPF
position the division personnel committee will select a chairperson from
the division personnel committee membership.
• Committee Members: The faculty in each division will have the autonomy
to determine the composition of and faculty representatives on the division
personnel committee using the following guidelines.
• Conflict of Interest: Individuals nominated for a CPF position may not be
a member of the division personnel committee.
• Diversity: Faculty representation on the personnel committee should
adequately reflect the diversity of academic areas found within the
division.
• Size: A minimum of three faculty members is required to form the
division personnel committee.
• Selection Criteria: The division personnel committees will establish
criteria for nomination and selection of the CPF candidates within each division.
chairpersons. In the event the division chairperson is nominated for a CPF
position the division personnel committee will select a chairperson from
the division personnel committee membership.
• Committee Members: The faculty in each division will have the autonomy
to determine the composition of and faculty representatives on the division
personnel committee using the following guidelines.
• Conflict of Interest: Individuals nominated for a CPF position may not be
a member of the division personnel committee.
• Diversity: Faculty representation on the personnel committee should
adequately reflect the diversity of academic areas found within the
division.
• Size: A minimum of three faculty members is required to form the
division personnel committee.
• Selection Criteria: The division personnel committees will establish
criteria for nomination and selection of the CPF candidates within each division.
• Seaver Personnel Committee / Seaver Research Council: Each division
personnel committee will select one member of its committee to serve on
the Seaver Personnel Committee / Seaver Research Council.
• Division Specific CPFs: Each division personnel committee may select a
single candidate for the division-specific chair position (eight in total) and
a single candidate for the division-specific professorship position (eight in
total).
• At-Large CPFs: When at-large positions are open, each division personnel
committee may nominate a single candidate for each at-large CPF
position. For example, in Phase I of the initial implementation
(1999/2000) there were three at-large positions open (1 professorship; 2
fellowships). Thus, each division personnel committee could nominate
only one individual for the professorship position, but could nominate two
individuals for the fellowship positions.
• Previously Assigned CPFs: Since three positions are discipline-specific
(Fletcher-Jones, Flora Thornton, and Howard A. White) and have already
been assigned, they are simultaneously additional and exceptions to this
procedure.
personnel committee will select one member of its committee to serve on
the Seaver Personnel Committee / Seaver Research Council.
• Division Specific CPFs: Each division personnel committee may select a
single candidate for the division-specific chair position (eight in total) and
a single candidate for the division-specific professorship position (eight in
total).
• At-Large CPFs: When at-large positions are open, each division personnel
committee may nominate a single candidate for each at-large CPF
position. For example, in Phase I of the initial implementation
(1999/2000) there were three at-large positions open (1 professorship; 2
fellowships). Thus, each division personnel committee could nominate
only one individual for the professorship position, but could nominate two
individuals for the fellowship positions.
• Previously Assigned CPFs: Since three positions are discipline-specific
(Fletcher-Jones, Flora Thornton, and Howard A. White) and have already
been assigned, they are simultaneously additional and exceptions to this
procedure.
ii. Nomination/Selection Procedures
• The call for nominations for all open CPF positions will be announced by
the Dean of Seaver College at the start of each academic year and no later
than September 1. Seaver College faculty may nominate individuals for
CPF positions both within and outside their respective academic division.
Nominations should be submitted to the chairperson of the division of the
nominated faculty member. All nominations will be submitted no later
than September 14.
• Nominations for all open CPF positions will be forwarded to the division
personnel committees by September 15. The division personnel
committee will invite nominated faculty to prepare an appropriate
portfolio (similar to that required for the rank of distinguished professor),
which will be submitted to the committee for evaluation by October 1.
The division personnel committee will review all submitted materials and
forward a single candidate for each position to the Seaver Personnel
Committee / Seaver Research Council by October 15.
• The Seaver Personnel Committee / Seaver Research Council will review
candidates selected for division-specific CPFs and insure that an equitable
set of standards has been used in the selection of all candidates. The
Seaver Personnel Committee / Seaver Research Council also will review
all candidates for each open at-large CPF position and select a single
candidate for the position. The names of the candidates and the
appropriate materials will be forwarded to the RTP Committee by
November 1.
• After evaluating the credentials of the candidates according to the criteria
listed above, the RTP committee will recommend to the Dean of Seaver
College appointments for each CPF position.
• Either the Seaver Personnel Committee / Seaver Research Council or RTP
Committee may reject the selection of a candidate for division-specific
CPFs. If a candidate is rejected for a division-specific CPF, the division
personnel committee may submit another candidate to the Seaver
Personnel Committee / Seaver Research Council.
• The RTP Committee also may reject the selection of the Seaver Personnel
Committee / Seaver Research Council for any at-large CPF positions. If a
candidate is rejected for an at-large CPF, the Seaver Personnel Committee
/ Seaver Research Council may select another candidate from the pool of
original nominees.
• The Dean will consult with the RTP Committee regarding its
recommendation, expecting to achieve consensus on each appointment.
The Dean will forward his or her recommendation, along with the
recommendation of RTP, to the provost of the University.
• The provost and the president make final appointment (as in the case of
distinguished professors).
the Dean of Seaver College at the start of each academic year and no later
than September 1. Seaver College faculty may nominate individuals for
CPF positions both within and outside their respective academic division.
Nominations should be submitted to the chairperson of the division of the
nominated faculty member. All nominations will be submitted no later
than September 14.
• Nominations for all open CPF positions will be forwarded to the division
personnel committees by September 15. The division personnel
committee will invite nominated faculty to prepare an appropriate
portfolio (similar to that required for the rank of distinguished professor),
which will be submitted to the committee for evaluation by October 1.
The division personnel committee will review all submitted materials and
forward a single candidate for each position to the Seaver Personnel
Committee / Seaver Research Council by October 15.
• The Seaver Personnel Committee / Seaver Research Council will review
candidates selected for division-specific CPFs and insure that an equitable
set of standards has been used in the selection of all candidates. The
Seaver Personnel Committee / Seaver Research Council also will review
all candidates for each open at-large CPF position and select a single
candidate for the position. The names of the candidates and the
appropriate materials will be forwarded to the RTP Committee by
November 1.
• After evaluating the credentials of the candidates according to the criteria
listed above, the RTP committee will recommend to the Dean of Seaver
College appointments for each CPF position.
• Either the Seaver Personnel Committee / Seaver Research Council or RTP
Committee may reject the selection of a candidate for division-specific
CPFs. If a candidate is rejected for a division-specific CPF, the division
personnel committee may submit another candidate to the Seaver
Personnel Committee / Seaver Research Council.
• The RTP Committee also may reject the selection of the Seaver Personnel
Committee / Seaver Research Council for any at-large CPF positions. If a
candidate is rejected for an at-large CPF, the Seaver Personnel Committee
/ Seaver Research Council may select another candidate from the pool of
original nominees.
• The Dean will consult with the RTP Committee regarding its
recommendation, expecting to achieve consensus on each appointment.
The Dean will forward his or her recommendation, along with the
recommendation of RTP, to the provost of the University.
• The provost and the president make final appointment (as in the case of
distinguished professors).
iii. The Dean of Seaver College will undertake appropriate review of the CPF program.
iv. Implementation Schedule:
iv. Implementation Schedule:
| Phase I | Phase II | Phase III | |||
| 1999-2000 | 2000-2001 | 2001-2002 | |||
| Com. Chair (Miller) | $6,000 | Hum. Chair | $6,000 | White Chair (History) | $6,000 |
| Rel. Chair | $6,000 | Bus. Chair | $6,000 | Jones Chair (Great Books) | $6,000 |
| SoSc Chair | $6,000 | FA Chair | $6,000 | Thornton Chair (Nutrition) | $6,000 |
| Nat. Sci. Chair | $6,000 | Chair (at large) | $6,000 | Chair (at large) | $6,000 |
| Hum/TE Prof. | $4,000 | Prof. (at large) | $4,000 | ||
| FA Prof. | $4,000 | Nat. Sci. Prof. | $4,000 | Prof. (at large) | $4,000 |
| Bus. Prof. (Dugan) | $4,000 | Com. Prof. | $4,000 | Prof. (at large) | $4,000 |
| Professor (at large) | $4,000 | Rel. Prof. | $4,000 | Prof. (at large) | $4,000 |
| Fellow (at large) | $2,000 | SoSc. Prof. | $4,000 | Fellowship (at large) | $2,000 |
| Fellow (at large) | $2,000 | Fellow (at large) | $2,000 | Fellowship (at large) | $2,000 |
| Lela Armstrong Fellow | $2,000 | ||||
| Totals | $44,000 | $42,000 | $44,000 |
Upon mutual agreement and special circumstances, the College may extend a special
appointment to retired full-time faculty members for teaching, research or service
purposes. Contracts for such appointments are made on a year-to-year basis.
appointment to retired full-time faculty members for teaching, research or service
purposes. Contracts for such appointments are made on a year-to-year basis.
Visiting appointments are so designated on the faculty contract and carry an academic
rank of visiting lecturer, visiting instructor, visiting assistant professor, visiting
associate professor, or visiting professor. Visiting appointments are non-tenure track
and must be renewed on a year-to-year basis at the discretion of the College. As a
general rule, visiting appointments will not extend beyond six annual contracts.
rank of visiting lecturer, visiting instructor, visiting assistant professor, visiting
associate professor, or visiting professor. Visiting appointments are non-tenure track
and must be renewed on a year-to-year basis at the discretion of the College. As a
general rule, visiting appointments will not extend beyond six annual contracts.
2.2. SEAVER COLLEGE ORGANIZATION
1. ORGANIZATION STRUCTURE
The organizational structure of Seaver College is both traditional and non-traditional.
It is traditional in that a single dean, with the support of associate and assistant deans,
is charged with providing academic leadership. This leadership is exercised in
cooperation with chairpersons of eight divisions. It is non-traditional in that the deans
of student affairs, admission and enrollment management, international programs, and
alumni and development also report to the Dean of Seaver College.
It is traditional in that a single dean, with the support of associate and assistant deans,
is charged with providing academic leadership. This leadership is exercised in
cooperation with chairpersons of eight divisions. It is non-traditional in that the deans
of student affairs, admission and enrollment management, international programs, and
alumni and development also report to the Dean of Seaver College.
2. ADMINISTRATIVE OPERATION
With the characteristics of a full-service undergraduate school, Seaver College has
an
organizational chart that implies a complex administrative process. In actuality,
however, that process is fairly simple. Central to the operation of the school is the
Seaver College Cabinet (SCC), made up of the various deans (six in 2008), division
chairpersons, president of the Seaver Faculty Association, the director of Summer
School and Special Academic Programs including Seaver Graduate Programs, and the
chief budget officer of the College. Chaired by the Dean of Seaver College, the
cabinet meets monthly and reviews, assesses, and decides issues of importance to the
College.
Issues associated with the curriculum of the school are considered by the Seaver
Academic Council (SAC). Chaired by the associate dean of the College, the SAC
reviews proposals for new majors and courses and supervises curriculum assessment
during its monthly meetings.
The Seaver Faculty Association (SFA) operates independently of the SCC and SAC.
It addresses issues of specific concern to the faculty, including professional
development, curriculum, administrative issues, and budget matters. The president of
SFA and the dean of the college meet regularly and work collaboratively on issues of
importance to faculty, administration and students.
organizational chart that implies a complex administrative process. In actuality,
however, that process is fairly simple. Central to the operation of the school is the
Seaver College Cabinet (SCC), made up of the various deans (six in 2008), division
chairpersons, president of the Seaver Faculty Association, the director of Summer
School and Special Academic Programs including Seaver Graduate Programs, and the
chief budget officer of the College. Chaired by the Dean of Seaver College, the
cabinet meets monthly and reviews, assesses, and decides issues of importance to the
College.
Issues associated with the curriculum of the school are considered by the Seaver
Academic Council (SAC). Chaired by the associate dean of the College, the SAC
reviews proposals for new majors and courses and supervises curriculum assessment
during its monthly meetings.
The Seaver Faculty Association (SFA) operates independently of the SCC and SAC.
It addresses issues of specific concern to the faculty, including professional
development, curriculum, administrative issues, and budget matters. The president of
SFA and the dean of the college meet regularly and work collaboratively on issues of
importance to faculty, administration and students.
3. TERMS OF SERVICE
Associate and assistant academic deans for the college, like division chairs, serve
for
limited periods of time. They are appointed initially to a three-year term of office,
which, given positive evaluations by the Seaver College dean, the faculty, and other
stakeholders, can be extended for as many as three additional years. No appointment
of an academic associate or academic assistant dean shall extend, however, for more
than six years. Division chairs are appointed to an initial four-year term, which can
be extended up to three additional years. Serving at the pleasure of the University
president and provost, the Dean of Seaver College is appointed to a five-year initial
term, which, following input from the faculty, students, and College and University
administrators, can be extended for additional terms.
limited periods of time. They are appointed initially to a three-year term of office,
which, given positive evaluations by the Seaver College dean, the faculty, and other
stakeholders, can be extended for as many as three additional years. No appointment
of an academic associate or academic assistant dean shall extend, however, for more
than six years. Division chairs are appointed to an initial four-year term, which can
be extended up to three additional years. Serving at the pleasure of the University
president and provost, the Dean of Seaver College is appointed to a five-year initial
term, which, following input from the faculty, students, and College and University
administrators, can be extended for additional terms.
4. SEAVER COLLEGE
(Updated 2010)
(Updated 2010)
Organizational Structure, 2008
2.3. UNIVERSITY ADMINISTRATION
Seaver College is one of the five schools of Pepperdine University. The others are
the
Graduate School of Education and Psychology, the Graziadio School of Business and
Management, the Caruso School of Law, and the School of Public Policy. Although each
functions somewhat independently under its dean, the five are tied together by the
leadership of the University Provost and joint participation of the Deans Council. The
Provost is the chief academic officer, has the overall responsibility for the academic
activities of the University, and is the principal link between the central administration
and the academic areas.
Graduate School of Education and Psychology, the Graziadio School of Business and
Management, the Caruso School of Law, and the School of Public Policy. Although each
functions somewhat independently under its dean, the five are tied together by the
leadership of the University Provost and joint participation of the Deans Council. The
Provost is the chief academic officer, has the overall responsibility for the academic
activities of the University, and is the principal link between the central administration
and the academic areas.
2.4. UNIVERSITY FACULTY COUNCIL
Chartered in 2001, the University Faculty Council (UFC) is a 12 member body with
elected representatives from all five schools of Pepperdine University. Seaver College
has four elected representatives to the UFC. The primary purpose of the UFC is to
establish a formal relationship between and among faculties of the five schools of the
University and the University administration. (See Appendix H, Charter for the Creation
of a University Faculty Council).
elected representatives from all five schools of Pepperdine University. Seaver College
has four elected representatives to the UFC. The primary purpose of the UFC is to
establish a formal relationship between and among faculties of the five schools of the
University and the University administration. (See Appendix H, Charter for the Creation
of a University Faculty Council).