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Policies in General
A prospective seminarian can be denied acceptance for any reason. A divisive attitude is the concern. A seminarian can be removed from our rooster for any reason. A divisive attitude is the concern. If you instigate legal action/legal notice against any member of the seminary, you are automatically dismissed or declined admittance, including all family members. All requirements must be met. If you are given a degree before every requirement is met based on your promise to finish the requirements, you must complete the requirements or the degree is annulled. A professor/teacher with the seminary must be in total agreement with the seminary's doctrinal statement. Professors must dress following the dress code. |
GPA to letter grade conversion table How to convert GPA to letter grade.
GPA Letter Grade Percentage
4.00 A 94-100
3.67 A -90-93
3.33 B +87-89
3.00 B 84-86
2.67 B -80-83
2.33 C +77-79
2.00 C 74-76
1.67 C -70-73
1.33 D +67-69
1.00 D 64-66
0.67 D -60-63
0 F 0-65
GPA Letter Grade Percentage
4.00 A 94-100
3.67 A -90-93
3.33 B +87-89
3.00 B 84-86
2.67 B -80-83
2.33 C +77-79
2.00 C 74-76
1.67 C -70-73
1.33 D +67-69
1.00 D 64-66
0.67 D -60-63
0 F 0-65
Seminarian Policy
Participation
A seminarian is required to fulfill all course assignments.
A seminarian is allowed three class absences before credit is withheld, an exception is allowed for one's work requirements.
A Masters degree thesis is to have a minimum of 50,000 words.
A Doctorate dissertation is to have a minimum of 100,000 words.
Volunteer Policy
Apostolic Theological Seminary, Inc. maintains records on each volunteer throughout the organization. Records include dates of volunteer service, positions held, duties performed, evaluation of volunteer performance, training attended and awards/recognitions received. Volunteer records, including application, reference checks and background checks, are confidential. Volunteers are responsible for submitting and updating information contained in their files to ATS.
Dress Code. Volunteers are representatives of ATS and are responsible for presenting a positive image to students and the community. Volunteers will dress appropriately for the conditions and performance of their duties. Volunteers that serve in a capacity of a presenter, speaker or other face-to-face contact will wear appropriate attire. Volunteers who work as support in an office situation will dress according to the code of that particular office. Individual volunteers will be informed of the dress standard for their duties at the time of assignment.
Attendance and Time. Volunteer attendance is important to the operation of each program. Volunteers should notify their supervisor in advance if they are unable to be present on their scheduled day or presentation.
Service Requirement. Volunteers agree to commit to a minimum number of hours of service over one year. At the end of a service term, volunteers may elect to renew their volunteer service agreement with ATS. The number of service hours requested is approximately 50 hours each year. However, this service requirement varies by opportunity.
Training. Volunteers receive training as part of their volunteer service with ATS. All volunteers must complete an orientation, on-the-job or program training, and participate in continuing education classes. Volunteer Orientation provides an overview of ATS, its mission, history and goals. Each volunteer will participate in a scheduled orientation within the first month of beginning their service. The orientation is designed to provide a framework for volunteering. Students volunteering for service learning credit hours for the school, must request so before volunteering.
Evaluation. Volunteers receive periodic evaluations to review their performance. The evaluations allow for a volunteer and supervisor to suggest changes, seek suggestions and enhance the relationship between the volunteer, staff and ATS. The evaluation is discussion period, and both supervisor and volunteer should establish an open line of communication.
Conduct. Volunteers are expected to follow rules of conduct that will protect the interest and safety of all volunteers, staff and ATS. The following are only some examples of inappropriate conduct which could lead to dismissal: • Theft or inappropriate removal or possession of ATS' property or that of any ATS volunteer, staff, agent or visitor, altering ATS reports or records. • Volunteering under the influence of alcohol or illegal drugs and/or illegal or unauthorized possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the volunteer environment. • Creating a disturbance on ATS premises, at sponsored activities or in areas which could jeopardize the safety of others. • Improper use of ATS' property or property owned by any other individual or organization. • Lack of cooperation, or other disrespectful conduct. • Inappropriate use of telephones, computer equipment or systems, mail system, e-mail system, facsimile machines, or other ATS-owned equipment. • Unauthorized disclosure of ATS proprietary or confidential information. • Unsatisfactory performance or conduct.
Drug-Free Environment. ATS provides a drug-free, healthy, and safe environment. While on ATS premises and while conducting ATS-related activities off ATS premises, a volunteer may not use, possess, distribute, sell or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted during volunteer service only if it does not impair a volunteer’s ability to perform the essential functions of the volunteer position effectively and in a safe manner that does not endanger other individuals in the workplace. Volunteers must advise their supervisor if they are taking any prescription or over-the-counter drug which could adversely affect safety or performance.
Safety and Liability. ATS aims to provide a safe and healthy environment for all volunteers. ATS’s general liability coverage, does not protect volunteer workers for covered injury or damage that results from activities or service that volunteers conduct or perform at ATS' direction and within the scope of their duties for ATS. In some instances, volunteers must sign a release absolving ATS of liability.
Reimbursement of Expenses. Volunteers may be asked to sign a Volunteer Agreement, in which remuneration for services is outlined.
Computer Usage—ATS does not provide computers, e-mail, and Internet services to assist volunteers in performing their duties.
Return of Property. Volunteers are responsible for ATS property which includes all materials, files, keys, passwords or any other written or electronic information issued to volunteers or in volunteers possession or control. All ATS property must be returned on or before your last day. ATS may take all actions deemed appropriate to recover or protect its property.
Sexual Harassment in the Workplace. ATS is committed to providing volunteers with an environment that is free from discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. ATS encourages volunteers to bring any incidents of sexual harassment to the immediate attention of a direct supervisor.
Conflict of Interest. ATS is judged, in large part, by the individual and collective performance of its volunteers. ATS recognizes the importance of a volunteer’s duty to ATS, and to its students, to act in a manner that merits public trust and confidence. Each volunteer must act in all matters in a manner that will safeguard the reputation and integrity of ATS and will preserve and strengthen public confidence in ATS activities. Likewise, volunteers must refrain from engaging in any transaction in which personal interests conflict, potentially conflict or appear to conflict with those of ATS. An actual or potential conflict of interest occurs when a volunteer is in a position to influence a decision that may result in a personal gain for yourself or for a relative as a result of ATS' business dealings. For the purposes of this policy, a relative is a person who is related by blood or marriage, or whose relationship with the volunteer is similar to that of persons who are related by blood or marriage. Participation in any activity prohibited by this Policy can result in the termination of volunteer service. Some conflict of interest situations are easily identifiable, whereas others are more subtle. Some of the more common situations pertaining to volunteers rise to the potential conflicts set out below. This list is illustrative only and should not be regarded as all-inclusive: Accepting Payment or Gifts: No volunteer shall accept payment of any kind (including gifts, cash, discounts, concessions, services or other similar item or benefits) for services rendered as part of his or her volunteer service. This excludes payment for speaking engagements or for participation in workshops or similar activities. Competing with ATS: No volunteer shall prevent or hinder ATS from lawfully competing with others or divert business or personnel from ATS.
Political Activities. Volunteers are encouraged to take an active interest and to participate in the political and governmental process. However, volunteers are not authorized to act on behalf of ATS. To avoid any inference of support or sponsorship by ATS, a volunteer must never represent that his or her political donation, endorsement or other political activity was made or engaged in with the approval, or on behalf, of ATS. Likewise, volunteers must not engage in political activities during their volunteer service on behalf of ATS.
The Making of Statements. No volunteer shall use ATS stationery or any title of ATS or refer to ATS or misidentify him or herself as an employee thereof in connection with any matter as to which he or she is not authorized as a representative of ATS and to express an opinion on its behalf.
