Mission

The AAUA develops and advances the standards for the profession of higher education administration.

The AAUA emphasizes through its policy statements, programs, and services the responsibility of administrators, at all levels, to demonstrate moral and ethical leadership in the exercise of their duties.

The AAUA provides, through programs and services, opportunities for the professional development of its members, whether they be employed by colleges, universities, specialized institutions, or professional associations.

Professional Standards of the AAUA

In 1975, the AAUA developed a set of professional standards, which embody the principles of moral and ethical leadership and which define the rights and responsibilities of administrators in higher education. These professional standards were revised in 1994.

The revision process began in October, 1992. The Professional Standards Committee, working, with the AAUA’s General Counsel, developed a series of draft revisions that were reviewed and amended by the Board of Directors at its regular meetings, and by the AAUA membership at National Assembly XXII in June 1993. In November 1993, Draft IV of the revised standards was mailed to all members of the AAUA with a questionnaire, the responses to which were included in Draft V. Draft V of the revised standards was approved, with amendments, by the Board of Directors at National Assembly XXIII, in June 1994.

1. Non-discrimination

(a) An applicant for employment or promotion as an Administrator has the right to consideration without being discriminated against on the grounds of race, gender, sexual orientation, religion (except where exempt by Title VII of the 1964 Civil Rights Act, or other statute), national origin, age, or disability.

(b) An Administrator has the responsibility to perform the duties of his or her office in such a way as to not discriminate on the grounds of race, gender, sexual orientation, religion (except where exempt by Title VII of the 1964 Civil Rights Act, or other statute), national origin, age, or disability.

2. Written Terms of Employment

(a) An Administrator has the right to a written statement of the terms of his or her employment, including, but not limited to, statements on salary and fringe benefits, term of office, process of review, and responsibilities of the position.

(b) An Administrator has the responsibility to perform the duties of his or her office as defined in the written statement of the terms of employment or as defined in an official handbook of the institution.

3. Institutional Authority and Support

(a) An Administrator has the right to the authority necessary to fulfill the responsibilities of his or her office and to a supportive institutional environment.

(b) An Administrator has the responsibility to use the authority of his or her office and the support provided by the institution to fulfill the responsibilities of his or her office.

4. Availability and Use of Resources

(a) An Administrator has the right to the financial, physical, and human resources necessary to fulfill the responsibilities of his or her office.

(b) An Administrator has the responsibility to use the financial, physical, and human resources of his or her office in a way that is consistent with the policies and priorities set by the institution’s governing board; and has the responsibility to develop, allocate, and preserve the resources of the institution that are within the limits of his or her office.

5. Policy Development and Implementation

(a) An Administrator has the right to participate in the development and implementation of those institutional policies that relate to the authority and responsibilities of his or her office.

(b) An Administrator has the responsibility to participate in the development and implementation of those institutional policies that relate to the authority and responsibilities of his or her office.

6. Speaking for the Institution

(a) An Administrator has the right to act as a spokesperson of the institution within the limits of his or her office and subject to the policies of the institution.

(b) An Administrator has the responsibility to act as a spokesperson for the institution within the limits of his or her office, insofar as that function is a requirement of the office.

7. Professional Growth and Development

(a) An Administrator has the right to support for his or her professional growth and development by means such as participation in professional activities and attendance at professional meetings and by sharing in sabbaticals, leaves of absence, and other developmental programs of the institution.

(b) An Administrator has the responsibility to improve his or her professional skills, abilities, and performance by means such as participation in professional activities and attendance at professional meetings and by sharing in sabbaticals, leaves of absence, and other developmental programs of the institution.

8. Job Performance Evaluation

(a) An Administrator has the right to regular formal evaluation of his or her job performance, to participate in the evaluation process, and to the timely receipt of the results of those evaluations.

(b) An Administrator has the responsibility for ensuring that his or her subordinates receive regular formal job performance evaluations, that they participate in the evaluation process, and that they receive in a timely manner the results of those evaluations.

9. Advancement Within the Institution

(a) An Administrator has the right to be considered for career advancement opportunities within the institution.

(b) An Administrator has the responsibility when positions become available that are within the limits of his or her office to post those positions within the institution and to give consideration to candidates from within the institution.

10. Academic Freedom

(a) An Administrator has the right to enjoy the benefits of academic freedom insofar as the concept of academic freedom (as defined by the institution) is applicable to his or her duties.

(b) An Administrator has the responsibility to perform the duties of his or her office in a way that maintains and secures the acamic freedom of faculty, students, and administrators, and that maintains and secures the academic freedom of the institution.

11. Expression of Personal Opinions

(a) An Administrator has the right to enjoy the benefits of academic freedom insofar as the concept of academic freedom (as defined by the institution) is applicable to his or her duties.

(b) An Administrator has the responsibility when expressing personal opinions on issues that are related to the institution to make clear that he or she is speaking as a private person and not as a representative of the institution.

12. Harassment-Free Environment

(a) An Administrator has the right to perform the responsibilities of his or her office without being harassed.

(b) An Administrator has the responsibility to perform the duties of his or her office in a way that creates and maintains an environment in which each person is able to perform his or her responsibilities without being harassed.

13. Personal Privacy

(a) An Administrator has the right to privacy in all personal matters, including, but not limited to financial information, religious beliefs, and political views and affiliations, unless this right is specifically limited by statute or the conditions of the particular office.

(b) An Administrator has the responsibility to respect the right of privacy of others, in all personal matters including, but not limited to, financial information, religious beliefs, and political views and affiliations, except where this right of others is specifically limited by statute or the conditions of their office.

14. Participation in Associations and Support of Causes

(a) An Administrator has the right to participate in associations and to support causes of his or her choice, subject only to the constraints imposed by institutional responsibilities or conflict of interest considerations.

(b) An Administrator has the responsibility to respect the right of his or her subordinates to participate in associations and to support causes, subject to the constraints imposed by institutional responsibilities or conflict of interest considerations.

15. Fair and Equitable Treatment

(a) An Administrator has the right to fair and equitable treatment by his or her superiors and by the institution’s administrators and governing board and to receive treatment that is free from arbitrary or capricious action.

(b) An Administrator has the responsibility to treat subordinates fairly and equitably and to avoid arbitrary or capricious actions especially in situations relating to performance evaluations, promotions, demotions and, or, the termination of employment.

16. Reappointment and Termination

(a) An Administrator has the right to receive a copy of the institution’s policies and procedures relating to the timely notification of reappointment and termination actions, prior to his or her appointment. When these policies and procedures are amended, an administrator has the right to receive the amended policies and procedures.

(b) An Administrator has the responsibility to respect his or her subordinates’ rights contained in the institution’s policies and procedures relating to the timely notification of reappointment and termination actions.

17. Post Employment Support

(a) An Administrator has the right, when his or her termination of employment is for reasons other than for cause, to receive professional and technical support from the institution in seeking new employment.

(b) An Administrator has the responsibility, within the limits of his or her office, to provide professional and technical support to subordinates whose employment is terminated for reasons other than for cause.

18. Post Employment References

(a) An Administrator has the right, when ending his or her employment or subsequent to ending his or her employment, to receive a written statement from the institution that reflects clearly and accurately his or her job performance evaluation and the reason for his or her termination of employment.

(b) An Administrator has the responsibility, when requested by a subordinate or former subordinate, for providing a written statement from the institution that reflects clearly and accurately the performance evaluation and the reason for termination of employment of that subordinate or former subordinate.