Department Chair and Program Director Guide

Section Four – Miscellaneous Policies

Travel Policies – 4:1

College Travel Policy

Travel at College expense is allowed for persons who travel on College business as approved by the Department Chair, supervisor, or budget officer. Anticipated expenses should be discussed with the chair, supervisor, or budget officer prior to making arrangements. Expenses incurred outside the parameters of the College Travel Policy may not be reimbursed. For more information, the complete policy online is at: 

Faculty Travel Fund

The faculty travel fund supports faculty in their scholarly and creative work by providing funds to defray the cost of travel to professional conferences. For more information on the Gustavus Adolphus Faculty Professional Travel Fund, including policies and request forms, visit the Kendall Center website:

Motorpool and Van Policies

Guidelines for the use of College cars and vans, including driver training, is available online at: Motorpool reservations can be made through the Telecommunications Office ( or 507-933-8000).

Off-Campus Academic Program Activities

Faculty members taking students off campus (e.g., field trip to nearby park or business, regional or national conference, off-campus research) must complete and submit the Travel Planning Form and compile a student roster, the reason for the trip, and the date and times of departure and return.

The form should be submitted at least 10 days in advance of the planned travel.

Faculty Replacements and Compensation – 4:2

Emergency and Temporary Replacement Policy

Faculty members filling in for colleagues in emergency or family and medical leave situations may be compensated. The compensation rate is based on the current one-course stipend paid to part-time faculty on a prorated basis. Requests for such compensation must be made to the Dean Sarah Ruble ( by the department chair on behalf of the faculty member to be compensated. Requests should be made as far ahead of time as possible and include a rationale explaining why compensation is appropriate.

Compensation will only be considered in situations where either the faculty member being replaced will be out of the classroom for an extended period of time (more than one week) or is not expected to return for the remainder of the semester. Compensation will be for in-class teaching hours only (other responsibilities such as lecture and syllabi preparation, grading, and student contact hours are built into the compensation rate).

Emergency and temporary leave compensation will be authorized on a case-by-case basis by the Provost's Office in consultation with the Department Chair. In all cases, a written contract or memorandum of understanding will contain the specifics of the agreement.

Compensation Rates

Full Course Adjunct Compensation Rate
$4,300 non-full-time faculty
$4,300 full-time overload

Weekly Compensation Rate

Per Class Compensation Rate
$77 per class hour

Sabbatical Leave Policy and Application – 4:3

Faculty eligible for sabbatical leaves will submit their request through the regular process which occurs approximately 18 months before their requested leave date. Each application requires endorsement by the department chair.Complete information about Sabbatical Leave Policy and Application can be found online:

Part-Time Faculty Commuting Stipend – 4:4

Mileage will not be paid as a regular part of a teaching contract. However, part-time non-tenure-track faculty who live more than 50 miles from Saint Peter, and who teach 3 or fewer courses for the year, may be offered a stipend to help compensate for the distance they need to travel to take a part-time position at the College.

This stipend is paid at the end of the semester and is subject to withholding.

The travel stipend is dependent on the number of days the part-time faculty member is scheduled to teach each week of the semester or January Term.

  • Four or five days per week = $900 per semester
  • Three days per week = $700 per semester
  • Two days per week = $450 per semester
  • One day per week = $250 per semester

January Term is pro-rated at 4/15 ($240), because it is less than four weeks long and thus involves fewer commutes.

The commuting stipend must be approved in advance by Dean Sarah Ruble ( or 507-933-7541).

Restricted Gift Acceptance and Spending – 4:5

Clarification of College Acceptance and Spending Policy for Restricted Gifts
(Endorsed by the Administrative Council, 09/28/1999)

Gifts directed to a specific department of the College by a donor must be received by an appropriate officer of the Institutional Advancement Office. [If a donation comes directly to the department, take it to Advancement for receipting.]

Generally, gifts of less than $1000 directed by a donor to a specific department will be deposited into that department’s general restricted fund account.

Gifts of $1,000 or larger may be directed by the donor (with the approval of the department and the College) to a specific departmental fund or towards the purchase of a specific item. A restricted account will be created by the Finance Office to ensure that the intent of the donor is preserved.

Spending from all restricted accounts will follow the appropriate procedures established by the College. [Consult with Controller, Kelly Waldron ( or 507-933-7506), for procedures related to restricted funds spending.]

All purchases of $500 or more from restricted accounts must have the approval of the appropriate Vice President.

Summer Student Research Housing Policy – 4:6

Please note, this policy is under revision in consultation with the Finance Office, Provost's Office, and Research and Sponsored Programs. We anticipate the new policy will be posted before the 2023-24 academic year. Summer Student researcher pay rates are set by Research and Sponsored Programs annually. Rates account for increases in housing costs.

January Term Fee Policy – 4:7

In most instances January Term courses will be supported by departmental funds. However, because of the unusual content or non-repetitive nature of some courses which require out of the ordinary expenses, a limited amount of funding is available from the January Term budget by application to Dean Sarah Ruble ( or 507-933-7541). Classes that appear regularly in January Term offerings or use materials that may be used by departments in other classes during the year should be budgeted for during the annual departmental budget process. Appropriate expenditures from January Term budget include:

  • Van rental (no more than two round-trips to the Twin Cities per class)
  • Specialized equipment (that would remain useful property of the department)
  • Film or video rental/purchase
  • Honoraria for guest speakers

Due to the timing of the budget process and the limited funds available in the January Term budget, it is sometimes necessary to charge fees to students for January Term course expenses. Such fees must be included in the course proposal. It is appropriate to require fees for:

  • Van rental (in addition to that mentioned above)
  • Airfare
  • Room and board if away from campus
  • Tickets to performances, events, museums, etc.
  • Specialized equipment (that would not be kept by the department)
  • Expendable materials
  • Specialized off-campus program costs
  • Food/meals (see the Travel and Entertainment Policy)

While care should be taken by the instructor to hold costs to the student to a minimum, the costs associated with the instructor’s participation should be built into the fee charged to the student.

Please Note: In order for the College to operate within IRS guidelines, materials and supplies should be ordered through the Book Mark. It is against College policy for students to purchase materials and supplies directly from the department or instructor. (Please see the manager of the Book Mark for more information.) Students may reimburse a department for group ticket purchases, admission fees and expendable supplies that cannot be apportioned per student.

Student Intent to Graduate Form – 4:8

The Intent to Graduate form is submitted by the student to the Office of the Registrar. The department chair will receive a list of students who have completed the application and who are intending to graduate with the major. If a student requires any exemptions or substitutions for requirements, the changes must be noted on the Major/Minor Substitution form and submitted to the Registrar. The Office of the Registrar reviews each graduation candidate and checks for completion of residency, major/minor, general education, January Term, and total credit requirements. These forms should be submitted prior to the start of the Fall semester, one year prior to the expected graduation date. Students are not added to the graduation program or graduated with the major without completing the Intent to Graduate form.

The Family Educational Rights and Privacy Act (FERPA) – 4:9

For more information on the Family Educational Rights and Privacy Act, you can view the complete policy online at:

Office Assignment Policy – 4:10

Regular Appointment Faculty

Faculty in tenured or tenure-track positions will, whenever possible, have individual offices. Individual office assignments will be made by the Department Chair in consultation with the department (or in Beck and Nobel Hall with the chair/director leadership group). If consensus cannot be reached, the Provost will make the office assignment.

Special Appointment and Part-Time Faculty

The College will provide faculty in special appointment or part-time positions with appropriate office space. Contract length, years of service to the institution, course load, and other factors related to the teaching assignment will be taken into consideration when assigning offices. When possible, faculty teaching full-time (four or more courses) will not share an office. Faculty teaching fewer than four courses may share an office with at least one other faculty member. Department chairs are expected to make office arrangements for visiting and adjunct faculty within their academic building, in consultation with the department and/or with the chair/director leadership group within an academic building. If space is not available within the building, contact Dean Kyle Chambers ( or 507-933-7541) regarding other possible office locations on campus. Faculty members on leave are expected to vacate their offices so that the office space is available for a visiting, special appointment, or part-time faculty member. Whenever possible, faculty from the same department will be assigned offices in the same building, but there may be exceptions. Vacant office space may not be converted to other use (e.g., workroom, student office) without Provost's Office approval, because these spaces may be needed for faculty or staff who require an office.

Retired Faculty (Emeriti and Research Professors)

Faculty emeriti who have a teaching appointment will be provided office space using the criteria for part-time faculty. Retired faculty serving as Research Professors without teaching assignments may make a request for office space to Dean Kyle Chambers ( or 507-933-7541), although approval is not guaranteed. The dean may approve the use of office space in one-year increments if suitable space is available.

Facilities Use Policy – 4:11

The facilities and resources of Gustavus Adolphus College are dedicated to the education of students and the scholarly pursuits of faculty and, thus, these concerns have first priority (e.g., classes, rehearsals and performances, practice, athletic contests, exams, faculty research and scholarly pursuits). Facilities, classrooms, etc., are not owned by particular departments/programs, but belong to the greater College community.

Second priority is assigned to College-sponsored events which enhance the quality of life of Gustavus as an academic community (e.g. Nobel Conference, Christmas in Christ Chapel, MAYDAY!, films, lectures, fine arts events, faculty- or staff-generated academic offerings for students or teachers).

Third in priority are those events for outside groups sponsored by the College which support the total mission of the College (e.g., Lutheran Youth Day, retreats, synodical assemblies, professional meetings sponsored by faculty, administrators or students, for-profit faculty- or staff-generated athletic camps, faculty- or staff-hosted professional or academic gatherings not originating from campus, synodical assemblies, other church-related retreats).

Fourth are events sponsored by outside groups desiring to use the College facilities for their own purposes, but which are encompassed in categories directly relating to our stated mission but not included in any higher priority group (e.g., Fellowship of Christian Athletes, yearbook camps, high school speech tournaments, other denominational church meetings, Saint Peter High School lock-ins, political party dinners, town committee meetings).

Such events may not interfere with events of higher priority, nor may they be permitted to be a hidden cost to the College or to stretch College resources. Prices charged/rental costs should reflect reasonable and adequate compensation to cover all costs for use of space, special facilities, utilities, maintenance, and staff time. The College wishes to be sensitive to the needs of the community, but will find it difficult to place on the College calendar events initiated by outside groups.

Wedding reception facilities are not included on this list, even though numerous requests are received yearly. Interested parties should contact Dining Services. 

Key Policy – 4:12

The College's current key policy can be found on Campus Safety's website:

Family and Medical Leaves - 4:13

When a chair is notified of an upcoming medical or parental leave, Dean Sarah Ruble ( or 507-933-7675) should be notified immediately so that the appropriate leave request paperwork can be filed in the Provost’s Office and with Human Resources. 

Parental Leave

The College Parental Leave Policy is available in the All College Policies, online at:

Medical Leave

The College Family and Medical Leave Policy is available in the All College Policies, online at:

Leave Replacements

Part-time leave replacements and department members who cover their colleagues’ classes as part of parental leave are eligible for compensation as outlined above (Faculty Replacements and Compensation – 4:2).

Guidelines for Low Enrollment Courses – 4:14


Predictability in course offerings is important for both students and Departmental planning. Having one set of guiding principles for low enrolling courses is better for cross-campus community as well. The following principles will serve as the basis for decisions regarding low course enrollments. These principles will serve as the beginning of the conversation regarding whether or not to cancel a course with low enrollment. The Deans will act with thoughtfulness and common sense when negotiating resolutions with the members of a department.


Faculty have control over curricular choices as a whole.

The Academic Deans are charged with running an efficient and strong academic program that will allow the college to continue to pursue excellence and maintain access for students.

Department faculty members are the best decision-makers for what is required in their degree programs.

Faculty are therefore central to the conversation as to when a course must be completed for a student to get a degree in the field.


All classes (fall, January, spring) should have 5 students enrolled in them regardless of their level.

The only exceptions to these principles would be the following:

  • When the college is trying to grow a program or department.
  • If the Academic Dean determines that a course is so closely tied to the college’s distinctive mission that to lose the offering would have ramifications beyond the curriculum.
  • If the integrity of the program or major is severely at risk should the course be cancelled and no alternative solution is possible.
  • If 3 students who are enrolled in the course are graduating that year, and require the course for graduation as a major requirement and the Academic Dean is convinced there are no other options for them. If the course is only offered every other year, juniors and seniors might be counted among the three students.
Guidelines if a course does not meet the minimum enrollment:
When a course does not have 5 enrolled students at least 3 weeks past the ending of the initial registration period, the Academic Dean will contact the department chair and the instructor of the course informing them of the possible low enrollment and providing options of how to proceed. If, two weeks after that date, a course does not have sufficient students, the chair will cancel the course (assuming no other solution has been developed with the dean). This may occur during the summer for Fall Semester courses that expect first-year student enrollment.
If a course must be cancelled or taught as a Course by Arrangement, the Provost’s Office will ask that instructor to teach an additional course as soon as possible. This would ideally be within one calendar year of the cancelled course, preferably in the same academic year. Faculty also have the option of reducing their teaching responsibilities (and corresponding pay) by one course.

What if a course is required for graduation with a particular major, does not have enough enrollment to run and does not have enough students needing it for graduation that year as a major requirement?
Faculty would then need to do a Course By Arrangement with those students, find an appropriate substitute or waive that course as a requirement for those students' degrees. Remember that faculty set and control most major requirements except those mandated by external accrediting agencies. NOTE: Faculty do not recieve compensation for CBAs (course by arrangement) or independent studies at this time.

What if a course is always poorly enrolled and/or we just never have enough majors in any given year to reach the required enrollment level?
We encourage departments to think strategically as they schedule courses. For example, you might perhaps try to teach courses on alternate year schedules or only once a year if possible. Other things to think about to enhance enrollments include adjusting the title, the time offered, etc.

What if a course normally makes the minimum but for some reason one year it does not?
In such cases, we will follow the guidelines noted above.

My department had an arrangement with the Provost in the past to protect our lower enrollments. Why can’t we keep going with it?
Having a standard arrangement is fairer and fosters community. We are trying to be as transparent and consistent as possible across campus.

Modality Requests - 4:15

As a residential, liberal arts college, Gustavus Adolphus College is committed to offering courses in-person during the regular semester. The Provost’s Office recognizes, however, that exceptions to in-person instruction during the regular semester may need to be made in extraordinary circumstances. The following offers a guide for approving requests for online and hybrid modalities.

Regular Semester Courses (Fall and Spring)

Courses taught by full-time faculty should be offered in-person with possible exceptions for:

  • Hybrid courses (at least 50% in person)
    • Should not be offered by continuing, tenure-track, or tenured full-time faculty members for more than two consecutive semesters.
    • Should only be approved to be offered by non-tenure track faculty for more than two consecutive semesters under extraordinary circumstances.
  • Synchronous online course segments (not a full course)
    • Should only be used when a faculty member cannot teach in-person or online due to an emergency situation and only in cases when an appropriate substitute cannot be used.
    • A segment is a period of time that is more than one contiguous week of class (e.g., online for two consecutive weeks of class or 6 class periods for a 3 day/week class) 

Courses taught by part-time faculty may be offered as hybrid or synchronous online in cases where a faculty member who can teach in person is not available.

Courses that are taught within an academic program that has been formally approved as an online or hybrid program (i.e., Master-Athletic Training)

January and Summer Term Courses

These courses may be offered in-person, hybrid, or online at the discretion of the Provost’s Office owing to differing student preference regarding modality during these terms.

Start-Up Fund Use Policy – 4:16

The Office of the Provost is pleased to support our newly-hired, tenure-track faculty with start-up funds. Start-up Funds are intended to provide the support needed to allow a new tenure-track faculty member to initiate a strong scholarly program at Gustavus. The expectation is that these funds would support the foundational scholarly/creative work of the faculty member during their first year/s at Gustavus. After this period, it is anticipated that the scholarly/creative work of the faculty member would be supported through other internal or external funding opportunities. 

All start-up expenses must be directly related to scholarly/creative work and reasonable. All items purchased are property of the College. 

For each college fiscal year (June 1–May 31), the Provost’s Office allocates a portion of your total start-up funds, normally divided among your first two or three years on the tenure track. Unused start-up funds do not automatically roll over from one fiscal year into the next fiscal year. Start-up funds for a given fiscal year must be spent and items received by May 31. Start-up fund availability will not go beyond the end of the fiscal year associated with a faculty member’s tenure candidacy. 

Questions about allowable expenses, changing your annual allocation, or rolling over funds should be directed to Dean Pamela Conners ( or 507-933-7541).

Acceptable uses for Start-up Funds could include:

  • Travel expenses (i.e., transportation, hotels, food), to conduct scholarly work (e.g., research library or collection, field sites)
  • Laboratory/studio equipment, materials, supplies and organisms
  • Specialized computer hardware and software, in consultation with Gustavus Technology Services
  • Books and video materials
  • Fees for laboratory analysis or instrument user fees for equipment not owned by Gustavus
  • Professional certification or licensing
  • Journal publication costs (i.e., page and image charges, copyright permission, publication subvention costs)
  • Gustavus summer student research assistant wages, plus related benefits (e.g., FICA, worker’s compensation)
  • Gustavus student research assistant wages (academic year)
  • Professional society memberships or attendance at trainings, workshops, or academic conferences in support of scholarly development

Start-up funds and employee separation:

Start-up funds are designated to assist a new faculty member to build their research, scholarship, and creativity program at Gustavus Adolphus College. As a result, upon notice of an employee's resignation or separation from the College, funds designated for start-up expenses will no longer be expendable, unless specific approval has been granted by the appropriate funding authority (i.e., the appropriate Dean or Provost). Upon the departure of a faculty member, durable assets or items of value purchased with start-up funds remain with the College.

Phased Retirement Option for Tenured Faculty (PRO) – 4:17

The Phased Retirement Option (PRO) is designed to assist individual faculty members and the programs in which they participate in planning for the full retirement of a long-serving member of the college community. Such planning may provide an opportunity for the college to prepare for the transfer of the knowledge, skills, and institutional memory as well as allow faculty members to consider and pursue their long and short-term goals as they transition from full-time employment to retirement.


Full-time tenured faculty members who meet the rule of 80 (i.e., who are at least 60 years of age and have completed 20 years of faculty service at Gustavus) are eligible to participate voluntarily in the Phased Retirement Option. At least ten years of service at Gustavus must be as a tenured faculty member. This option is not available to Endowed Chairs or Distinguished Endowed Chairs.

Faculty members electing phased retirement must notify the college and their departments or programs by December 1 prior to the academic year in which they plan to begin phased retirement. When formally entering into the Phased Retirement Option, the tenured faculty member will indicate a firm date for his or her full retirement and will sign a letter of agreement to relinquish tenure, effective on that date. Upon reaching full retirement, a faculty member electing this option will be eligible for consideration for promotion to emeritus status.


PRO carries a 4/6th employment expectation, with compensation based on the number of years the faculty member elects to remain in the program, up to a maximum of three. During the phased-retirement period, a faculty member will be compensated for an annual one-course release to prepare for retirement and their salary shall continue to be adjusted through the normal process of setting faculty salaries. Faculty who choose to participate for one year in PRO will receive 60% of the full-time salary at their step for their year in the program; faculty participating for two years will receive 55% of the full-time salary at their steps for their two years in the program; faculty who commit to three years in PRO will receive 50% of the full-time salary at their steps for their three years in the program. With one semester’s notice, an individual participating in this plan may shift to full retirement prior to their planned phased retirement term, and the relinquishing of tenure occurring at the conclusion of the new phased retirement term.

The specific nature of the employment responsibilities for faculty in the PRO program will be determined by the Provost in consultation with the individual faculty member, the faculty member’s department, and any interdisciplinary program indicated by the faculty member. These responsibilities will normally require at least one course to be taught each semester and may include (but will not be limited to) regular teaching, supervision of special projects, advising, and/or administrative assignments. The person entering phased retirement will not normally participate in the position definition, search, or hiring of his/her replacement and may not participate in any reviews of his/her replacement.

Faculty may take any earned sabbatical leave immediately prior to entering the PRO; teaching during the PRO will not count toward future sabbatical leaves.

Phased retirees will be eligible for institutional support for research and travel including faculty travel funds, professional development accounts, and college grants.


Benefits continue throughout the phased retirement period: the College contribution will continue for health and dental; tuition benefit will continue; retirement contributions, disability coverage, and life insurance continue based on phased retirement salary.1


The Phased Retirement Option is a program for faculty members who meet the eligibility requirements. Gustavus Adolphus College elects to offer this program to allow faculty members who have served the institution to plan their next steps and to facilitate planning on the part of departments and programs in which vacancies will occur. While applications from eligible faculty members will normally be approved, the College reserves the right to require an employee to defer entry to the phased retirement program if: 1) the Provost determines that participation by the faculty member would seriously disrupt an academic department, or college operations and/or programs; or 2) the Provost has received more applications for participation in the program than can reasonably be approved in light of the college’s financial and operational requirements.

The college will, at least in five-year intervals, review the program to determine if the needs of the institution are being fulfilled, and the college reserves the right to discontinue the program if those needs are not being met. If the college elects to discontinue the program, the faculty will be notified at least two years in advance in order to provide sufficient time for planning and any existing written agreements will be honored.

1 Coverage and benefits will be subject to the terms and conditions of these separate plans, which may also be amended or terminated at any time.

Voluntary Appointment Reduction Option for Tenured Faculty (VARO) – 4:18

The Voluntary Appointment Reduction Option (VARO) is a program that allows faculty to voluntarily trade income for a reduced teaching appointment. VARO permits faculty to reduce their teaching appointment to reflect personal and professional needs and interests.


Full-time tenured faculty members not on leave are eligible to participate in the Voluntary Appointment Reduction Option (VARO). This option is not available to Endowed Chairs or Distinguished Endowed Chairs. Faculty members electing to participate must submit a written request to their Dean by March 1 preceding the academic year in which they wish to participate.


VARO carries either a 5/6 or 4/6 course load expectation, with base salary to be prorated as appropriate. The specific teaching schedule for faculty in the VARO program will be determined by the Provost in consultation with the individual faculty member, the faculty member’s department, and any interdisciplinary program indicated by the faculty member. The teaching schedule will take into account any existing reassigned time (e.g., for chairing a department), but VARO participation will require at least one course to be taught each semester. Any additional courses beyond the agreed upon 4- or 5-course assignment will be compensated at the regular base salary rate.

Other areas of agreement include:

  • Faculty may take any earned sabbatical leave immediately prior to entering the VARO; teaching during the VARO will count toward future sabbatical leaves.
  • VARO participants will be eligible for institutional support for research and travel including faculty travel funds, professional development accounts, and college grants.
  • Faculty members participating in the VARO program maintain their rank and status. They are considered full-time faculty members and, as such, are expected to adhere to the policies and provisions relating to regular, full-time faculty members outlined in the Faculty Book.
  • This reduced teaching assignment does not alter other responsibilities to the College (e.g., advising, service) as outlined in our governing documents.
  • Faculty choosing to seek outside employment during the VARO term should be aware of Faculty Manual policies regarding external employment and conflict of interest; participants will conform to these policies at all times.
  • In consultation with Dean Sarah Ruble ( or 507-933-7541), faculty may request single- or multiple-year VARO options.


Benefits continue throughout the VARO period, based on the reduced VARO salary, including: the College contribution for health and dental, tuition benefit, retirement contributions, disability coverage, and life insurance. Note: Coverage and benefits will be subject to the terms and conditions of these separate plans, which may also be amended or terminated at any time.


The VARO is a program for tenured faculty members who meet the eligibility requirements. While applications from eligible faculty members will normally be approved, the College reserves the right to require an employee to defer entry to the VARO program if: 1) the Provost determines that participation by the faculty member would seriously disrupt an academic department, or college operations and/or programs; or 2) the Provost has received more applications for participation in the program than can reasonably be approved in light of the college’s financial and operational requirements.

Program Changes

The college reserves the right to discontinue the VARO program at any time. If the college elects to discontinue the program, existing written agreements will be honored.

Weather-Related Closures – 4:19

From time to time, it may be necessary to cancel college activities when a potential weather-related threat is anticipated. The full Cancellation/Delay/Closure Policy is available online in the All-College Policies (

Gustavus Faculty Ombudsperson – 4:20

In order to satisfy an identified need for mentorship, guidance, and advocacy for Gustavus faculty, we have identified Professor Elizabeth Kubek, Associate Professor Dan Mollner, and Associate Professor Phillip Voight as faculty ombudspersons. Our ombudspersons are not meant to replace our new faculty mentoring program or mentoring that occurs within a department. Specifically, these individuals are meant to be a resource for times when faculty don’t feel comfortable talking about an issue with a Dean, a departmental colleague, or a new faculty mentor. This is a resource for all faculty, but particularly for visiting, early-career, or for faculty members from minoritized groups, due to the unique challenges that they may encounter. Any faculty member who has a question or concern, would like a sounding board for an idea, or is facing a challenge, may reach out to one of the ombudspersons. They will be happy to listen, think with faculty, explain processes, or assist in navigating a situation. Any conversations with Elizabeth, Dan, or Phillip Voight will be held in confidence or on a need-to-know basis, if the matter involves a risk for safety or a violation of College policy. 

If you don’t know Elizabeth, Dan, or Phil, all have been department chairs, have taught courses (including FTS), have held various roles in faculty governance and committees, have led and/or participated in faculty searches, and have great expertise in many of the systems at the College. 

We hope that faculty see the benefit in this resource, even if you (as an individual) do not have a need to contact one of our ombudspersons.

Tuition-Free Ninth Semester Program – 4:21

In Fall 2020, Gustavus announced a tuition-free ninth semester option for eligible students in response to the COVID-19 pandemic. Information regarding the program is available on the Registrar's website: 

Copyright 2023-24, Gustavus Adolphus College. All Rights Reserved.
Last modified: 14 September 2023, by Shanon Nowell