5.4 POLICY FOR STUDENT COMPLAINTS INVOLVING FACULTY MEMBERS
It is the policy of Roanoke College to provide an effective and acceptable means for a student to bring problems or complaints to the attention of the institution for review and resolution. Since students are full and responsible members of the Roanoke College community, any complaint must be brought by a current or former student and not by any interested third party. The following procedure ensures that both the student and faculty member are treated fairly and that the student’s complaint can be addressed in the most efficient and direct manner. All administrative officers, faculty members, and staff are expected to direct students to follow this procedure.
When a student has a concern or complaint involving a faculty member (including but not limited to grade complaints and concerns about evaluation procedures), the following steps are to be followed. (Note: Complaints alleging sexual harassment are dealt with according to the sexual harassment policy, and are to be brought to the Affirmative Action Officer).
1. The student should first be encouraged to discuss the matter with the faculty member involved.
2. If the student is uncomfortable dealing directly with the faculty member or if the concern is not resolved satisfactorily with the faculty member, the student should discuss the matter with the appropriate department chair or program director. (The student should discuss the matter with the Associate Dean for Academic Affairs if the concern involves a department chair or program director; or the Dean of the College if the concern involves the Associate Dean).
3. If the student has consulted with the department chair or other appropriate supervisor, and still believes that the matter has not been dealt with satisfactorily or equitably, the student should meet with the Associate Dean for Academic Affairs. (A complaint involving the Associate Dean should be submitted to the Vice President & Dean of the College). After this point, the student must prepare, sign, and submit a formal written appeal (including background of the problem and supporting documentation when applicable) to the Associate Dean.
4. Within one working day of the receipt of the written appeal, the Associate Dean will provide the faculty member with a copy of the appeal, and within seven working days, the Associate Dean will then begin to investigate the matter. The Associate Dean will individually consult with the student, faculty member, and department chair or program director. The faculty member will be given adequate time (at least seven days, although additional time may be granted at the discretion of the Associate Dean) and opportunity to provide the Associate Dean with a response to the student’s complaints. The Associate Dean will rule on the issue in a timely fashion (as determined by the nature of the complaint), and will provide a written copy of the decision to the student, faculty member, and chair or director. This letter will include the statement of the student’s right to initiate the complaint and formal appeal process that has transpired, as well as a reminder of the student's right to be free from subsequent unfair actions as a result of the complaint proceedings.
(Note: the College has established policies to ensure that a student will not be subject to unfair actions as a result of initiation of a complaint proceeding. See Section 2.8.1.5 on grounds for dismissal and Section 2.9.3.1.2 on the AAUP Statement of Professional Ethics.)
5. Faculty members who are subject to accusation, investigation, or censure by any other procedure have the right to file a grievance with the Faculty Grievance Committee (see 2.16). Faculty members may also file a grievance based on substantive grounds.
6. Documentation will be maintained for all formal appeals. The Associate Dean will provide an annual report to the Director of Human Resources, providing a record only of formal student complaints that resulted in a judgment against a faculty member. All written materials will be kept in the office of the Associate Dean for a minimum of five years, and may be reviewed by appropriate accrediting or evaluation bodies.