/Institutions/Cumberland-University/json/Current-Catalog/University-Policy-local.json

/Institutions/Cumberland-University/json/Current-Catalog/University-Policy.json

Policy > Human Resources > Faculty Policies > Faculty Credentialing

Faculty Credentialing

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Document Number: FacHR--100

Date Last Updated:04/30/2021
Date Originally Created: 11/03/2011
Revised: 06/18/2018

Revised: 08/31/2019

Revised: 04/30/2021

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I. Policy Statement: 
The university and its officers ensure that all instructional faculty possess the appropriate credentials to: meet the student learning outcomes of the course(s) that he or she will instruct; meet the minimum qualifications required to support and promote the mission of the university; and enhance the academic quality of the university’s courses and programs.

1. Undergraduate course instruction

1.1 Minimum requirement
Any person teaching undergraduate courses must hold a Master’s degree in a field related to the course content. Persons with a master’s degree in a different field may teach an undergraduate course in a subject if they have 18 graduate credit hours in a field related to the course content. 

1.1.a. Teaching by exception to this policy
Persons with a master’s degree in an unrelated field may be considered for an instructional position in an undergraduate course only if they have special expertise gained through notable and documented achievements, experience, and length of time served in a profession linked to the subject matter. Approval for teaching by exception may only be made by the Provost and Vice President for Academic Affairs.

1.2 Graduate course instruction
Any person teaching graduate courses must have a terminal degree in a related field. Persons possessing a terminal degree in a different field may teach a graduate course in a subject if they have earned a terminal degree and have 18 graduate credit hours in a field related to the course content. 

1.2.a Teaching by exception to this policy 
Persons that do not have a terminal degree may be considered for an instructional position in a master’s level course only if they have both a master’s degree and special expertise gained through notable and documented achievements, experience, and length of time served in a profession linked to the subject matter. Approval for teaching by exception may only be made by the Provost and Vice President for Academic Affairs. 

2. Undergraduate program direction
Any person assigned as a program director for a baccalaureate degree program must have earned a terminal degree in the field. Exception may be made for a candidate with a master’s degree and significant contributions to a field involving practical application of the subject matter. Based on the general nature of associate degrees, a program director must hold an earned master's degree or higher in a field closely related to that particular program of study.

3. Graduate program direction
Any person assigned as a program director for a graduate academic program of study (i.e. a major) must have earned a terminal degree in the field or significant contributions to the field involving practical application of the subject matter.
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II. Policy Procedures
To ensure that the university policy on faculty qualifications and credentialing is met, any person involved in the recruitment and selection of instructional faculty will adhere to the following procedures.

1. Faculty position postings
A job description must be submitted to the Office of Human Resources for any open faculty position and will become the basis for communicating job expectations and performance evaluation. Job descriptions are written by academic deans and approved by the Provost and Vice President for Academic Affairs.
Information from the job description will be communicated in any public posting of a position. There are two circumstances in which new hires may be made without a public posting of an open position; see FacHR 101. Public faculty position postings will indicate the required minimum academic credentials per university policy. The postings will specify what documents and information applicants must submit to be considered as a candidate, including but not limited to the following as a minimum.

2. Documents required for consideration as a candidate

2.1 Academic transcripts
All candidates for faculty positions are required to provide copies of their transcripts (unofficial are acceptable) with their application materials. These records are made available electronically to the program director and dean through the university’s system (e.g. PayCom), who will in turn make these records available to search committee members, if applicable. 

2.2 Curriculum Vitae
All faculty candidates must submit an updated curriculum vitae with their application for hire. A one or two page resume will in most cases not suffice.

2.3 Professional references
All faculty candidates must provide names and contact information for individuals who are qualified to comment on the applicant’s qualifications, dispositions, and working or leadership style in a professional setting. The number of references required will be stated in the position posting. Individuals included on a reference list that do not have the ability to comment on the applicants achievements and behaviors in a professional setting will not be contacted or considered an adequate reference. 

2.4 Certification of Faculty Credentialing 
Faculty Credentialing typically must originate with either the Program Director for the program in which the hire is to occur, or the Dean of the School in which the hire is to occur if there is no program housing the course(s) (e.g. if the course is required in the General Education Core, but not required in a major program of study). The credentials of any potential new faculty member are to be documented on the Faculty Credentialing Form and endorsed by the Dean and the Provost and Vice President for Academic Affairs before it is submitted to the Human Resources office with the Intent to Hire form. Information on this form may be confirmed by unofficial copies of the applicant’s transcripts at the point of hire. Official copies will be requested by the Human Resources Office.

2.5 Intent to Hire
The Intent to Hire form is to follow authorization by the dean and Provost and Vice President for Academic Affairs on the Request to Recruit form. The request to recruit should precede the intent to hire, but exigent circumstances may require concurrent submission of these forms. 

The Intent to Hire originates with the program director or academic dean (see above), and must then be reviewed and endorsed by the dean first, and the Provost and Vice President for Academic Affairs second prior to submission to the Office of Human Resources. The purpose of this process is to ensure multiple reviews of candidates’ credentials to meet the objectives of this policy. 

3. Instructional assignment outside area of qualification
In the event that a faculty member, full-time or adjunct, is considered for an instructional assignment outside the academic area for which he/she was initially credentialed, the process must be repeated.

III. The Role of the Office of Human Resources in Faculty Credentialing
Once a candidate has accepted an offer from the Provost and Vice President for Academic Affairs the Office of Human Resources will request official transcripts directly from the granting institution(s) and complete the documentation with final signature by the Director of Human Resources. Official copies of transcripts must be delivered electronically, or in a sealed envelope containing a hard copy, to a university human resources officer. All forms will be converted into electronic format for storage if necessary. Transcripts indicating "Issued to Student" will not be considered official. Access will be restricted by the Office of Human Resources and the Office of Academic Affairs. Original paper copies will be stored in the Office of Human Resources.

IV. Updating Curriculum Vitae
All faculty, including adjunct faculty who serve for more than one year, are required to update the curriculum vitae annually and file the update with the Director of Human Resources. All faculty must use the standard template required by the university. Every May the Director of Human Resources will email all faculty to request updated vitae.