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Administrative faculty and professional faculty are normally referred to collectively, as both require advanced learning acquired by prolonged formal instruction and/or specialized training and work experience. However, the university recognizes administrative faculty and professional faculty as distinct position types.

Administrative Faculty positions are generally senior administrators who perform work related to the management of the educational and general activities of the university, for at least fifty percent of their work. Typically, administrative faculty serve in executive leadership roles such as vice president, provost, vice provost, dean, assistant or associate vice president, assistant or associate vice provost or assistant or associate dean. Other administrative faculty roles can include (1) those responsible for the administrative direction of separately designated divisions or departments of institutional activity; (2) positions whose primary responsibility is to attract external funds; or (3) positions that are characterized by active, continuing involvement in formulating, interpreting and implementing institutional policy and exercise substantial independence, authority and discretion in areas such as program planning, design and allocation of resources. The organizational reporting relationship for administrative faculty is normally not lower than three levels below Executive Council positions. For Academic Affairs, this would include: Vice Provost/Dean (level 1), Academic Unit Head/Director (level 2) and Associate Director (level 3).

Professional Faculty require advanced learning and experience acquired by prolonged formal instruction and/or specialized work experience. Typical professional faculty positions are librarians, counselors, coaches, physicians, lawyers, engineers and architects. Other professional positions may support education, research, University Life and other such activities. Professional faculty positions must require the incumbent to regularly exercise professional discretion and judgment and to produce work that is intellectual and varied and is not standardized.

Administrative and professional faculty members are generally appointed on an annual basis by the president, on the recommendation of the appropriate vice president. In special circumstances, a contract for two years may be negotiated for an A&P faculty member’s continued employment. Such a contract requires prior approval from the appropriate vice president, after consultation with the other vice presidents.

Role in Governance

Authority for the governance of the university is vested in the Board of Visitors (BOV) by the Commonwealth of Virginia. The BOV is responsible for generally directing the affairs of the university, and for appointing the president as the chief executive officer of the university. The president, with the approval of the BOV, has exercised his authority to create an administrative system of divisions and areas within the university, including the Division of Academic Affairs, headed by the provost. The provost, with the approval of the BOV and the president, has exercised his authority to create a system of administrative areas and colleges within the division. A&P faculty members are generally involved in the governance of the university through this administrative structure.

This handbook is designed as a resource for A&P faculty members at James Madison University. Official university policy on A&P faculty always takes precedence over the content of this site.

Links of Interest

JMU Policy 1335-Terms and Conditions of Employment for Administrative & Professional Faculty

JMU Policy 1307-Performance Evaluation of Administrative & Professional Faculty

JMU Policy 1339-Negotiated Amicable Separation Agreements for Administrative & Professional Faculty

Department of Human Resource Management Policy 1.57-Severance Benefits

Summary of Key Policies

Other important responsibilities are listed in policies found in the published regulations of the university (such as the Manual of Policies and Procedures, the Finance Procedures Manual, and the policies of various administrative divisions or departments, as well as the policies and procedures of the various colleges and academic units), and in laws and regulations of the Commonwealth of Virginia and the United States of America.

Contracts for Administrative & Professional Faculty Members

1. Initial Appointment: A contract for employment of an A&P faculty member may be entered into at any time for a term of up to one year, with the end date of the appointment to be set as the next June 30 after the appointment date. As an exception to the one-year initial term limit, with the appropriate vice president’s prior approval, if an initial appointment begins no earlier than May 1, the end date may be set as June 30 of the following year. Thereafter, the appointment will be on an annual basis from July 1 until June 30. The appointment of an A&P faculty member is generally on a fiscal and not an academic-year basis.

2. Reappointment: Reappointment is typically made on an annual basis for a 12-month contractual period and is based on satisfactory performance and the needs of the university. A&P faculty members have no legitimate expectation of continuation of their appointments past the end of the contract term, and reappointment is at the discretion of the university. Reappointments are effective as of July 1 of each year, unless otherwise specified in the terms of the contract. The university will notify the faculty member if it is determined the faculty member’s contract will not be renewed. All non-renewals will be processed according to the policies and procedures of JMU.

3. Optional two-year reappointment contract: If it is determined to be in the university’s best interest to enter into a two-year contract with a specific A&P faculty member, such a contract may be established with approval from the appropriate vice president after consultation with the other vice presidents. For faculty members not reporting under a vice president, the president will determine whether a two-year contract is appropriate.

Criteria for a two-year reappointment contract may include the critical need for the continuation of the faculty member’s employment, demonstrated exceptional service to the institution, or other appropriate justification for the university’s decision to extend the length of the faculty member’s appointment.

To be eligible for a two-year contract, the faculty member must have at least 15 years of full-time service with James Madison University and have an overall history of at least satisfactory performance. Fifteen years is calculated on 180 months of full-time service. There may be breaks in service and the service years may consist of any combination of full-time classified, instructional and A&P faculty employment. Periods of part-time employment are not counted.

4. It is within the discretion of the university to grant a two-year contract, and no A&P faculty member has a right to demand or entitlement to a two-year contract.

5. If a two-year contract is established, it will automatically renew for additional two-year terms, unless the university notifies the faculty member that the contract will not be renewed. All nonrenewals will be processed according to the policies and procedures of JMU.

Administrative & Professional Faculty Employment Agreement

Faculty Handbook

About the University

Organizational Chart

Equal Opportunity and Diversity

JMU is committed to supporting the practice, spirit and good-faith efforts regarding equal opportunity and diversity, beyond mere compliance with government regulations. A commitment to diversity is a commitment to all members of the university community. Diversity among staff, students and faculty offers the university an opportunity to realize its mission. JMU Policy 1302

JMU is dedicated to providing a workplace and learning environment free from discrimination and harassment. James Madison University will not tolerate discrimination or harassment on the basis of age, color, disability, gender identity, genetic information, national origin, parental status, political affiliation, race, religion, sex, sexual orientation, or veteran status. Conduct by a member of the university community that constitutes discrimination or harassment on the basis of any protected class is a violation of university policy and is sanctionable. JMU Policy 1324

The Office of Equal Opportunity can provide information and assist you in understanding the process for filing a complaint of any form of discrimination or harassment with the university: Step by step guidelines for filing a complaint.

The JMU Director of the Office of Equal Opportunity is Mr. James Robinson 540-568-6991, OEO,

Sexual Misconduct Resources and Title IX

Sexual misconduct that includes sexual and gender-based harassment, sexual assault, and other forms of inter-personal violence, are forms of sex discrimination and therefore are prohibited under Title IX. JMU Policy 1340 sets out the university’s commitment to providing a workplace and environment for all students, employees, affiliates, and visitors free from all forms of sexual discrimination.

Title IX compliance and reporting at JMU is managed by the Title IX Office. Amy Sirocky-Meck serves as the university’s Title IX Coordinator. The Title IX Coordinator and the Title IX Officers can provide guidance to individuals who have experienced harm on resources and support available, legal and/or campus conduct processes, and provide interim measures including, but not limited to, No Contact Orders and temporary changes to work schedule and/or location.

Employees who receive disclosures from students, faculty, or staff regarding incidents of sexual misconduct are obligated to report the disclosures to Title IX. Employees can report information directly to the Title IX Coordinator or Officers via email, an online form, in person, or over the phone. This assures that Title IX can then reach out the party who experienced harm to provide information about resources and support available through the university.

Employees may also report information to their HR Consultant, who will forward the report to the Title IX Coordinator or Officer.

The Title IX office also oversees the university's efforts in understanding campus climate regarding sexual misconduct and provides campus-wide education and training on Title IX. On their website, you can learn more about

As a JMU employee, you are considered a Responsible Employee. Responsible Employees are required to report all disclosures of sexual misconduct to the Title IX Coordinator. Information about your role as a Responsible Employee may be found on the Title IX website:

JMU is committed to providing a working and learning environment that is free from all forms of sex discrimination by addressing Title IX claims and providing resources and support to individuals in the JMU community.

Americans With Disabilities Act

The university will provide reasonable accommodation to qualified individuals with documented disabilities to ensure equal access and equal opportunities with regard to university employment, university educational opportunities, and the university's programs and services.

Inquiries or requests for reasonable accommodations for disabilities may be directed to a Benefits Specialist. JMU Policy 1331

The JMU ADA, Section 504 Coordinator is Mr. James Robinson, Director of the Office of Equal Opportunity, 540-568-6991, OEO,

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 a Benefits Specialist in Human Resources. 


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