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Administrative & Professional Faculty Resource Book

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Administrative & Professional Faculty General Policy Summary

Policy Summary

Members of the Administrative & Professional Faculty serve at the pleasure of the university in one-year periods, July 1 - June 30. The annual employment agreement is renewable annually. In general A&P Faculty members must:  
  • Provide leadership and effective management
  • Hold a graduate degree or have experience and expertise commensurate with that level of education
  • Model the universitys values and commitment to developing students
  • Set and accomplish objectives that support the universitys mission and strategic plan
Please be careful to review Policy 1335  Terms and Conditions of Employment of Administrative & Professional Faculty

Other Noteworthy Policies 

Equal Opportunity (Policy 1302)
It is the policy of James Madison University to provide equal employment and educational opportunities for all persons without regard to race, color, religion, national origin, gender, age, veteran status, disability, political affiliation, or sexual orientation. An integral part of this policy is to administer recruiting, hiring, working conditions, benefits and privileges of employment, compensation, training, opportunity for advancement including upgrades and promotion, transfer, and termination of employment including layoff and recall for all employees without discrimination because of race, color, religion, national origin, gender, age, veteran status, disability, political affiliation, or sexual orientation.

Americans with Disabilities Act (Policy 1331)
The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, fringe benefits, job training, and other terms, conditions and privileges of employment. A qualified employee or applicant with a disability is an individual who satisfies skill, experience, education and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position. To be covered under ADA, the disability must be substantial and not temporary. The ADA does not alter JMU's right to hire the best-qualified applicant but does prohibit discrimination against a qualified applicant or employee because of his/her disability. For more information on ADA, contact Human Resources or the Office of Equal Opportunity at 568-6991. A Disability Resources Committee (ADA) has also been established to provide information on ADA related matters. Their website is at http://jmu.edu/humanresources/ada/index.shtml.

Drug/Alcohol Policy (Policy 1110)
The Commonwealth of Virginias Policy on Alcohol and Other Drugs states that the following acts by employees are prohibited:  
  • Unlawful or unauthorized manufacture, distribution, dispensation, possession, or use of alcohol and other drugs on the workplace;
  • Impairment on the workplace from the use of alcohol or other drugs (except the use of drugs for legitimate medical purposes);
  • Action which results in the criminal conviction for:
  • A violation of any criminal drug law, based upon conduct occurring either on or off the workplace, or
  • A violation of any alcoholic beverage control law, or law that governs driving while intoxicated, based upon conduct occurring on the workplace
The workplace consists of any state owned or leased property or any site where official duties are being performed by state employees. Any employee who commits any prohibited act under this policy shall be subject to the full range of disciplinary actions, including discharge, and may be required to participate satisfactorily in an appropriate rehabilitation program.

Harassment (Policy 1324)
James Madison University seeks to provide a work and study environment free from all forms of harassment, (including sexual harassment), intimidation and exploitation. Harassment is unwelcome offensive verbal or physical conduct when:  
  • Submission to the conduct is made a condition of employment or admission of an applicant;
  • Submission to or rejection of the conduct is made the basis for personnel action (recommendation for promotion or tenure) or grades; or
  • The conduct seriously affects an employees performance or creates an intimidating, hostile or offensive work or study environment.
The conduct includes, but is not limited to, unwelcome offensive behaviors referring to a persons gender, race, age, religion, disability, political affiliation, sexual orientation, or national origin. Questions, assistance or violations related to these policies should be directed to the University's Office of Equal Opportunity, 568-6991.

Outside Employment
Employees wishing to obtain a part-time job in addition to their University position must inform their supervisor. In accordance with University Policy 1106, you may not pursue any other employment, business, or profession during the hours you are employed by the University, nor may you engage in any employment which may reflect adversely on the University or the Commonwealth of Virginia or have an adverse impact on the quality of your performance as an employee of the University.

Personnel Data
You have the right to review your personnel file by contacting the Human Resources office to arrange an appointment. When you change your home address, marital status, number of dependents, beneficiary or similar information you should notify Human Resources.