Rev. 3-24-25
Drury is an independent university, church-related, grounded in the liberal arts tradition and committed to personalized education in a community of scholars who value the arts of teaching and learning.
Education at Drury seeks to cultivate spiritual sensibilities and imaginative facilities as well as ethical insight and critical thought; to foster the integration of theoretical and practical knowledge; and to liberate persons to participate responsibly in and contribute to life in a global community.
Residential
Ensure all students are extraordinarily well prepared for a productive career and a life well lived.
Evening & Online
Create a community of lifelong learners who gain the knowledge, skills and values needed to better
themselves and their communities.
Graduate Studies
Develop responsible leaders who aspire to thrive within their professions and service activities by fostering
the integration of theoretical and practical knowledge.
III. Goals
To insure that liberal arts knowledge and understanding is central to the Drury experience and fundamental to all programs, the university maintains and strengthens its commitment to developing the abilities of all students to think critically, communicate effectively, empathize, make mature value judgments, exhibit personal and social responsibility and chart a healthy course for life; insure that all graduates are familiar with the Western tradition, its history, great ideas, and significant artifacts; provide students with an opportunity for in-depth study; integrate theoretical and applied learning in all programs.
To become a model of a global community in which the best values of the liberal arts and the Judeo-Christian traditions govern, the university is dedicated to providing an environment that affirms the equality and worth of all peoples; focusing upon the diversity of human culture, language, history and experience; creating a co-curricular environment supportive of development of the whole person intellectually, socially, morally, emotionally, physically and spiritually; preparing students for a time of significant global adjustment by strengthening their understanding of science and technology, their perception of the interrelatedness of all things, their appreciation for beauty in nature and the built world, and their love of truth and freedom.
Rev. 1-12-23, 3-19-25
Job openings will be posted on the Human Resources page of the Drury website,
appropriate online employment sites, and generally sent to regular faculty and staff via email. Each online job posting will include the title, dates of the posting, department, job summary, essential duties, and a link to a complete job description.
Drury University reserves the right to not post a particular opening.
Staff members who have a written warning on file, or who are on probation or
suspension, are not eligible to apply for posted jobs. Eligible staff members may
only apply for those posted jobs for which they possess the required skills,
competencies, and qualifications.
Drury University also encourages staff members to identify friends or acquaintances who are interested in employment opportunities and refer qualified outside applicants for posted jobs. Staff members should obtain permission from the individual before making a referral, share their knowledge of the organization, and not make commitments or oral promises of employment.
Drury encourages staff members, in consultation with their supervisor, to participate in professional development and educational opportunities.
A staff member who is interested in advancement may apply for open positions at Drury. Internal applicants may initially choose to keep their application confidential but if they are selected for an interview, their supervisor will be notified. Performance information may be shared by the current or prior supervisor for internal candidates or past student assistants or graduate assistants being considered for a staff or faculty position.
Hiring supervisors must notify a current employee’s supervisor prior to interviewing a current employee for an open position. Failure of the hiring supervisor to notify a current employee’s supervisor of such interview will violate this policy, and may
disqualify the current employee from being hired into the new position.
Effective 6-1-12, Rev. 3-21-25
Purpose of the Policy
In recognition of the university’s commitment to community engagement and the diverse needs of our community, all regular full-time employees on all of the university’s campuses are eligible to receive paid community connection leave. Eligible employees may request up to eight hours per fiscal year to perform volunteer service at a site approved by the office of Community Outreach and Leadership Development. Community connection leave may be taken in one to eight-hour increments, as long as the period chosen has been approved by the employee’s supervisor, and the employee has adequate community connection leave available. Community connection leave will be granted at the convenience of the University, and must not interfere with service to our students or university operations.
Procedures
Employees are responsible for their own transportation to and from volunteer activities.
Liability: Employees will not be covered under the university’s worker’s compensation insurance while volunteering off-site even while being paid through community connection leave.
Rev 3-19-25
Drury University is an open and welcoming community from a rich variety of cultures, races and socio-economic backgrounds. The mission and goals of the university dedicate the institution to being a community which “affirms the quality and worth of all peoples” and appreciates the “diversity of human culture, language, history and experience.”
Consistent with this policy:
It is Drury’s policy not to discriminate on the basis of disability, race, color, religion, gender, age, sexual orientation, national or ethnic origin, or veteran status in the recruitment and employment of staff and the operations of any of its programs and activities as required by federal, state and local laws or regulations.
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Drury University will be based on the judgment of the employee’s merit, qualifications, and abilities.
Drury University will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship to the university, or would create a direct threat to the person or other persons. This policy governs all aspects of employment, including, but not limited to, selection, job assignment, compensation, discipline, termination, access to benefits, and training.
Drury University provides equal employment opportunities to all qualified individuals.
Employees with questions or concerns about any type of discrimination or retaliation in the workplace should bring these issues to the attention of their immediate supervisor or the Human Resources Director. Retaliation against or intimidation of any employees who has filed a complaint regarding violation of this policy is prohibited. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
Rev 3-19-25
Drury University is committed to the concept of equal employment opportunity. Therefore, all necessary action shall be taken to ensure that applicants are employed and staff members are treated during employment on the basis of their exhibited ability and competence, without discrimination on the basis of gender, race, ethnicity, color, national origin, religion, sexual orientation, veteran status, pregnancy, exercise of legally protected rights, age, any disability which Drury can reasonably accommodate without undue hardship and which does not create a direct threat to the person or other person, or any protected class as designated by state, federal or local law.
Drury University shall work towards promoting equality in recruitment and employment practices. All recruitment, appointments, promotions, transfers, benefits, and compensation, and educational programs and activities shall be conducted on the basis of an individual’s qualifications and performance.
This policy statement shall apply to all teaching and non-teaching staff members of Drury University.
Responsibility for implementation of equal opportunity employment rests with the president, officers of the university, and the Human Resources Department (The Equal Opportunity Team) who will monitor and periodically review the recruitment process. Each supervisor shall be responsible for providing complete and accurate data as to job descriptions, advertisements, female and minority, veteran, and physically or mentally disabled recruitment (from the requested voluntary information) and selection of same for positions at the university. Employment statistics shall be prepared annually and reviewed towards meeting progress in employment of minorities, females, veterans, and the physically and mentally disabled.
Recruitment and Employment Procedures – Staff Members
All recruitment and employment of staff members shall be coordinated by the Drury University Human Resources Department.
Procedures for such recruitment and employment shall include:
Approved by Board of Trustees 5-16-14; Rev. 10-1-15, 9-1-16, 12-1-19, 8-2-22, 3-19-25
Drury University is fully committed to upholding and advancing an environment where every member of our community will treat each other with dignity and respect. We recognize that diverse experiences enrich our institution and all who pass through it. We honor, welcome, and respect all, no matter the age, sex, gender identity and expression, sexual orientation, ethnicity, race, socio-economic status, veteran status, ability, religion, or political beliefs. Inclusion is how we engage these differences to create a welcoming community and expand opportunities for collaboration. Educational and workplace equity refers to providing opportunities that enable every person to be successful as they work and learn at Drury.
Drury University does not discriminate on the basis of disability, race, color, religion, gender, age, sexual orientation, national or ethnic origin, veteran status, or other legally protected status in its programs and activities. The following persons have been designated to handle inquiries regarding Drury’s non-discrimination policies:
Title IX Coordinator
Jennifer Baltes, Director of Human Resources
Drury University
900 North Benton Avenue Burnham Hall 107
Springfield, MO 65802
(417) 873-7266
Deputy Title IX Coordinator
Tijuana Julian, Vice President for Student Affairs / Dean of Students
Drury University
900 North Benton Avenue
Findlay Student Center 201
Springfield, MO 65802
(417) 873-7215
Deputy Title IX Coordinator
Allin Sorenson, Associate Provost
Drury University
900 North Benton Avenue
Burnham 203
Springfield, MO 65802
(417) 873-7291
asorenson@drury.edu
Drury’s policies related to non-discrimination and their locations are as follows:
Rev. 3-24-25
General Policy
Drury University strives to treat staff members with fairness. In return, the university expects staff members to adhere to standards of conduct and performance, which are established to enable all to work together effectively.
Supervisory counseling with staff members is designed to establish an equitable system of corrective action for staff members who do not adhere to these standards of conduct or to bring a staff member’s performance to an acceptable level.
Each supervisor has the responsibility for counseling a staff member or administering corrective action and for the documentation of the counseling or corrective action.
These principles apply:
Standards
General standards of conduct and performance apply throughout the university. These standards include, but are not necessarily limited to, the following:
sensitive information should never be repeated or discussed outside the university, and should be discussed with other staff members only as necessary to the processing of daily business.
Unacceptable Behavior
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
Security Inspections
Drury wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Drury prohibits the possession, transfer, sale, or use of such materials on its premises. Drury requires the cooperation of all staff members in administering this policy.
Desks, lockers, and other storage devices may be provided for the convenience of staff members but remain the sole property of Drury. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Drury at any time, either with or without prior notice.
Drury likewise wishes to discourage theft or unauthorized possession of the property of staff members, Drury, visitors, and customers. To facilitate enforcement of this policy, Drury or its representative may inspect not only desks and lockers but also persons entering and/or leaving the premises and any packages or other belongings. Any staff member who wishes to avoid inspection of any articles or materials should not bring such items onto Drury’s premises.
Code of Conduct
At Drury, high expectations of all students, administrators, faculty and staff include certain professional and ethical standards that are essential to the purpose of this institution. Listed below are certain standards that are important to follow. While Drury is a private institution, it also is very much a public trust, and every instance of conduct must reflect and represent trust.
Staff members may not serve Drury well if they have an interest in an outside firm or organization with which the university is doing business. Moreover, appearances of conflict of interest may be similarly detrimental. When there is a circumstance where there is an actual conflict of interest or the potential for one, this should be disclosed to your supervisor for discussion and, if necessary, resolution. The resources of the university, including employees, facilities, supplies, and equipment, are for exclusive use of Drury and may not be used for personal purposes, business or gain.
Staff members have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes the framework within which Drury University wishes the institution to operate. The purpose of these guidelines is to provide general direction so that staff members can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Human Resources Director for more information or questions about conflict of interest.
Transactions with outside firms must be conducted within a framework established and controlled by the offices of Drury University. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit either the employer, the staff member, or both. Promotional plans that could be interpreted to involve unusual gain require specific officer approval.
No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if staff members have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of Drury University as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where a staff member or relative has a significant ownership in a firm with which Drury University does business, but also when a staff member or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Drury University.
No Drury University employee will be provided any commission, bonus, or other incentive payment based directly or indirectly on securing enrollments or federal financial aid (including Tuition Assistance funds) to any persons or entities engaged in any student recruiting, admission activities, or making decisions regarding the award of student financial assistance.
All Drury University Employees will refrain from high-pressure recruitment tactics such as making multiple unsolicited contacts (3 or more), including contacts by phone, email, or in-person, and engaging in same-day recruitment and registration for the purpose of securing Service member enrollments
Employment with Drury University is at the mutual consent of Drury University and the staff member, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.
