Official Handbook Source Text
Handbook page 166
Source: LCMS Handbook 2023, page 166.
This page reproduces text from the 2023 LCMS Handbook for study and navigation. Readers should verify procedural, legal, parliamentary, or governance questions against the official LCMS Handbook and appropriate LCMS authorities.
(e) The board of regents shall maintain standards of good practice that provide uniform procedures for renewing faculty employment contracts.
(f) Each seminary shall state policies regarding faculty appointments, employment contracts, contract renewal, and contract termination for all employees.
3.10.5.7.4 A formal procedure shall be in place to carry out performance reviews for
all faculty on a regular basis to help faculty identify their strengths as well as areas in which improvement is needed (formative) and to provide the information needed to make a decision about future employment status
(summative).
(a) Performance reviews shall be based on a set of clearly articulated criteria that are shared with faculty prior to their employment and current assignment.
(b) All faculty on initial-level appointments shall be reviewed at least triennially.
(c) All faculty on continuing -level appointments shall be reviewed at least every five years.
(d) The president of a seminary may call for a formal review of any faculty member at any time.
(e) The review shall involve input from peers.
(f) A written summary of the results of the review shall be prepared.
(g) The summary shall be shared with the faculty member involved and he/she shall be given an opportunity to respond.
(h) A final decision about any action to be taken as a result of the review shall be made by the board of regents of the seminary upon recommendation of the president of the seminary.
(i) An appeal process shall be in place for use by faculty members of a continuing-level appointment (those who already have been granted continuing-level appointment status) who wish to challenge a termination decision. The appeal may be about the substance of the decision or the procedures followed in reaching the decision.
(j) Faculty members with an initial -level appointment (who have no expectation of continued employment) shall not be entitled to an appeal process following (or prior to) a decision of non -retention. The only exception is that a faculty member with an initial -level appointment may ask the board of regents to assure that a ppropriate procedures were followed in reaching the decision.
3.10.5.7.5 The only causes for which members of a faculty may be removed from
office, other than honorable retirement, are (1) professional incompetency including, but not limited to, the failure to meet the criteria identified in Bylaw 3.10.5.7.2 (d); (2) incapacity for the performance of duty; (3) insubordination; (4) neglect of or refusal to perform duties of office; (5) conduct unbecoming a Christian; and (6) advocacy of false doctrine (Constitution Art. II) or failure to honor and uphold the doctrinal position of the Synod as defined further in Bylaw 1.6.2 (b).
