Cadet Grievance Policy/Procedure

In even the most relational and caring communities, disagreements and personal, interpersonal events occur which cause friction, discomfort, and upset amongst its members. Particularly in living and learning communities where natural hierarchies of power and responsibility must occur - such as teacher and student, supervisor and employee, administrator, and faculty - the day-to-day interactions of human beings will occasionally conflict. Add to these working and learning situations, the multicultural demands of differing ethnicity, age, gender, language and experience and the hierarchical traditions within The Salvation Army, misunderstandings can be increased. As each of the above factors can lead to differences in perceived and expressed power over another, the rights of everyone within the community must be considered, protected, and honored, to the greatest extent possible. In a spiritual, faith-based community of learning, we must proactively address, to prevent potential, perceived harassment, exploitation and devaluing of one another. This policy addresses the process of a cooperative effort to avoid and minimize any harmful interaction of perceptions to each cadet, faculty member, and staff.

There are two basic domains in which the above conflicts can occur and must be considered – academic matters and spiritual development, personal matters relating more to the rules of treatment of one another. Academic matters should be dealt with in the most parsimonious manner and in the tradition of educational processes. Most encountered, a cadet will disagree with the grading assessment of their work, classroom procedures and interactions or, more broadly, the format of courses and curriculum.

Disagreements between student and teacher should be handled by the student approaching the instructor to discuss and mediate the concern, first. Bear in mind that, in almost every circumstance, the instructor has a greater amount of experience and, usually, formal education in the knowledge domain than the average student and if assessment follows the syllabus and rubrics provided by the instructor for the course, the instructor’s view should hold precedence. Failure in this mediation process may remain, however, and the student and instructor, together, have further recourse then to the Director of Curriculum (or designee) for ruling. The Director of Curriculum and each party may also seek to have the Academic Review Board consider and mediate the matter. It is strongly advised that instructor and student together approach this mediation if needed. Ruling by this second mediator is final in academic matters.

In matters of personal, spiritual, and living condition, students are to consider the process of the above approach suggested in academic matters, however, often these situations can be more private, anxiety-producing, and mentally painful. In our experience, some of these personal conflicts and situations are so distressing, that the complainant (those feeling injured) can NOT approach the perceived offender and should not without advice and/or support. In these more personal matters, the Director of Personnel is considered the final mediator, advocate, and aid for the complainant.

The following procedures should be pursued: after careful prayer and searching for God’s will and advice, the Director of Personnel should be informed of the complaint. A written statement of the perceptions of the complainant of the incident(s), interaction(s) producing the complaint should be completed. Care must be taken by the complainant to avoid involving other cadets, staff or faculty to “build a stronger support” group. However, a single, individual, officer faculty member may be helpful in providing greater insight and perspective on these matters.

The Director of Personnel must then bring the complaint forward to the accused party and seek understanding, enlightenment, and changes; this should occur within 25 days of receipt of the written complaint. This mediation and often educational procedure with the offending person(s) should be completed as quickly and thoroughly as possible and the accused MUST avoid any threat or appearance of retaliation to avoid further conflict and, perhaps, punishment. The decision of the Director of Personnel in mediation and/or punishment must be formally written and provided to both parties in a timely fashion (preferably within 10 days of the interview with the defendant) and is to hold in these matters.

If either the complainant or the defendant is not satisfied with the decision, they can appeal to the Training Principal of the College. The appeal must be made within 25 days of the filing of the Director of Personnel’s written report/response to the two parties. The Principal will provide the College’s final written ruling (generally within 14 days) as a recommendation to the Cadet Review Board; recommendations from this process must ultimately go to the Board of Directors of the College at Territorial Headquarters for final action. When deliberations are complete and final action/resolution has been decided/reached, only formal complaints will enter the permanent files of the Director of Personnel and, depending upon outcome, the cadet(s) involved.