Hiring Full-Time Faculty

1. Purpose 

The purpose of this working document is to establish clear guidelines and expectations for academic chairs when requesting new instructional faculty positions within a program or department. As Southwestern Adventist University (SWAU) is a teachingfocused institution rather than a research institution, faculty roles described in this policy prioritize highquality instruction, student engagement, and service to the institution. 

 

2. Scope 

This guiding document applies to all academic units seeking to request, justify, and hire instructional faculty members. This document governs workload expectations, qualification requirements, justification criteria, and the approval process for new faculty positions. 

 

3. Definitions 

Instructional Faculty: Faculty members primary responsibility is teaching and must carry a standard 4/4 teaching load (or 24 credit hours per academic year). 
Terminal Degree: The highest academic degree in a given field, preferred for advanced or specialized faculty appointments. 
OIRE: The Office of Institutional Research and Effectiveness, responsible for verifying faculty credentialing and supporting accreditation requirements.  

 

4. Guiding Statements 

4.1 Position Definition & Scope 

Instructional faculty at SWAU are responsible for delivering highquality instruction across a standard teaching load of four courses per semester (24 credit hours annually). The primary responsibility of the position is teaching. Additional duties include student advising and institutional service, typically fulfilled through participation in two committees or equivalent service engagements. 

4.2 Required Qualifications 

Candidates for instructional faculty positions must meet the following minimum qualifications: 

• Hold a master's degree in the relevant academic discipline; a terminal degree is preferred for higherlevel or specialized appointments. 

• Demonstrate prior teaching experience that reflects effective instructional practice. 

• Demonstrate the capacity to manage highvolume grading and maintain consistent student engagement. 

4.3 Justification Requirements 

Requests to hire new faculty must be supported by a clear and demonstrable need, including: 

• New Programs: Hiring requests associated with new academic programs must follow Curriculum Committee guidelines and include completion of all required program development documentation. 

• Existing Programs: Requests to add faculty to an existing program must demonstrate that the program can assign the prospective faculty member a full 4course load each semester, in accordance with the institution’s 4/4 teaching requirement. 

• Program Capacity: Departments must demonstrate their capacity to integrate an additional faculty member into instructional planning and course offerings. 

• Administrative Approval: All hiring requests must receive administrative approval before beginning the recruitment process. 

• Qualification Verification: Departments must consult with OIRE to ensure prospective candidates meet institutional and accreditation credentialing standards.  

5. Responsibilities 

Academic Chairs 

• Prepare hiring requests in alignment with this working document. 

• Document program needs and justify faculty additions. 

• Coordinate with OIRE to verify candidate qualifications. 

Academic Administration 

• Review and approve or deny faculty hiring requests. 

• Ensure resource alignment and institutional compliance. 

OIRE 

• Review proposed faculty qualifications for accreditation compliance. 

• Provide guidance on credentialing and documentation requirements.  

6. Procedures 

1. Chair identifies need for a new instructional faculty position. 

2. Chair prepares justification materials, including program need, workload analysis, and supporting documentation. 

3. Chair submits materials to academic administration for review. 

4. If approved, the hiring process may begin in coordination with HR and OIRE. 

5. OIRE verifies candidate credentials during recruitment and prior to formal appointment.  

7. Compliance 

Failure to comply with this working document may result in delays, denial of hiring requests, or noncompliance findings related to accreditation expectations. All departments must adhere to the processes and requirements outlined within this document.