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Student Services

The goal of the Office of Career Engagement is to assist students and alumni as they plan for and pursue life after college. Whether that plan is employment or graduate school, Career Engagement helps students and alumni explore career options, learn through experiences, and create connections.

To achieve that goal, Career Engagement offers the following:

Exploration

  • Wesleyan Edge, a comprehensive, 4-year career curriculum tied to an annual scholarship.
  • Focus 2 career interest and exploration online program.
  • Lunch & Learn series with panels of different employers.
  • Job shadowing

Experience

  • Handshake, the premier, nationwide, online platform used by colleges for job and internship postings.
  • Internships & Practicums
  • Resume & Cover Letter prep assistance
  • Graduate School application assistance
  • Interview prep

Connect

  • Leadership Wesleyan, an annual program with multiple events, designed to impart skills, knowledge and develop a network of connections.
  • Career & Grad School Fairs
  • Career Corner weekly job updates
  • Career Corner monthly newsletter

Academic Advising

The purpose of academic advising is to provide guidance and assistance to students as they identify, clarify, and accomplish their educational and career goals. Academic advising offers students the opportunity to plan and review their academic and life plans through ongoing discussions with faculty and academic advisors who interact in a positive, productive, and ethical manner with students. Academic advising is a partnership between faculty and the Office of Academic Advising. Students are assigned to discipline faculty as advisors but may also work with professional advisors.

  • Academic Advising for Freshmen Students

Freshmen students are assigned to a discipline faculty member who will be their academic advisor or will work with the freshman academic advisor.

  • Academic Advising for Upperclassmen

Sophomore, Junior, and Senior students are advised by a full-time faculty member or a professional advisor.

  • Academic Advising for Transfer Students

Transfer students are either assigned to a faculty member as their academic advisor by the Registrar or work with the Director of Academic Advising.

The Office of the Registrar provides guidance and assistance to faculty and students on the specifics of the curriculum, programs, and requirements for graduation. Our trained professional academic advisors work with students to ensure they make progress toward graduation. Student services include general advising, course scheduling, assistance with drop/add, major changes, applying for graduation, as well as workshops to help with understanding the curriculum and registering for classes.

The Student Success Center (SSC)

The Student Success Center houses Kentucky Wesleyan’s academic support services for students. Staff assist students academically by offering academic support resources and programs. Student Success Center services include one-on-one peer tutoring, faculty tutoring, provision of Supplemental Instructors for courses with below target course completion rates, arrangement of group study sessions, writing assistance, and study skills assistance. Throughout the school year, the Student Success Center offers free workshops to all Wesleyan students, about a variety of academic topics.

Howard Greenwell Library Learning Center

The Howard Greenwell Library Learning Center (LLC) provides information and library services to meet the educational needs of the Kentucky Wesleyan College community and to prepare students for the process of life-long learning. In addition to maintaining a collection of materials in a variety of formats, the LLC offers a wide range of instructional services and educational technology support. Through its information literacy and computer competency programs, the Howard Greenwell Library Learning Center helps prepare students, faculty and staff to fully participate in today’s information-based global society. Located in the center of campus and adjacent to the Winchester Center, the LLC houses more than 150,000 books, periodicals, government documents and audiovisual materials for curriculum support and independent learning. Kentucky Wesleyan College at, the library’s online catalog, serves as a gateway to the library’s collections and electronic resources worldwide. A seminar room, one computer labs and several study rooms are located within the Howard Greenwell Library Learning Center. The library provides multimedia equipment, a photocopy machine, scanners, and CD/DVD burners for student use.

The LLC maintains several special collections, including the Kentucky United Methodist Heritage Center, a Kentuckiana Collection, the College archives, and a collection of unique, rare and fragile books.

Online Distance Support

ODC students may contact the Student Success Coach in the Student Success Center who will work with them to connect with appropriate campus resources, including writing support and tutoring. All study skills materials provided by the Center in any workshops are available on the Student Success Center page in BrightSpace. The SSC also offers one-on-one appointments to any student struggling with time management, organizational skills, effectively using textbooks, etc. All of these services are available to ODC students via email, phone, or Microsoft TEAMS.

Campus Ministries

Students, staff, and faculty are invited to become active in the numerous campus ministry opportunities. Kentucky Wesleyan’s heritage is rich with Christian tradition. Kentucky Wesleyan College Campus Ministries creates an environment for college students to become and grow as disciples of Jesus Christ through worship, community, study, mission, and spiritual and leadership development so that the church and world are transformed. John Mark Sowards Office is in the Jack T. Wells ’77 Activity Center. Campus Ministries can also be accessed from the western exterior door.

Student Conduct

Kentucky Wesleyan College believes that high standards of conduct should be the goal of each student. The College expects students to be an asset to the College community and respect the rights of others.

It is not realistic, however, to assume that every student will always respect the rights of others and the expectations of the community. Provisions exist for handling situations that violate the regulations and policies of the College. Each student is responsible for becoming acquainted with college regulations and policies and abiding by them. Detailed information on this subject is provided in the “Student Handbook.”

The residence life staff, Vice-President of Student Services & Dean of Students, depending upon the nature of the violation, handle disciplinary problems. Penalties range from a simple reprimand to expulsion from the College.

Sexual Harassment Policy

Purpose

The purpose of this policy on sexual harassment is: 1) to increase the awareness of, and sensitivity to, problems associated with sexual harassment; 2) to prevent sexual harassment at Kentucky Wesleyan College; and 3) to provide a process to redress grievances concerning, and complaints of, sexual harassment. Furthermore, this policy is adopted and implemented with the express purpose of providing protection and relief for victims of sexual harassment, while at the same time insuring fair treatment for those accused of sexual harassment. Additionally, this policy is intended to establish equitable procedures for filing complaints, investigating charges, and resolving complaints of sexual harassment.

Scope

All members of the College community are required to comply with the policy and procedures outlined to address complaints. In addition to the procedures outlined herein, discrimination and harassment complaints may be filed with the U.S. Equal Employment Opportunity Commission or the U.S. Department of Education, Office for Civil Rights. Any complaint of sexual harassment filed under this Kentucky Wesleyan College policy shall be processed even if the complainant also files a complaint or suit with an outside source. Retaliation against anyone who makes a complaint or participates in the complaint process will not be tolerated.

Policy

Sexual Harassment

Kentucky Wesleyan College is committed to providing a working and learning environment that is free from sexual harassment, and it is the policy of the College that sexual harassment in any form will not be tolerated. Management and supervisory personnel, at all levels, are responsible for taking reasonable and necessary action to prevent sexual harassment. All members of the College community, employees, and students are required to promptly report conduct that could be in violation of this policy.

Kentucky Wesleyan College will take measures to periodically educate and train employees and volunteers regarding conduct that could constitute a violation of this policy. All management and supervisory personnel are expected to participate in such education and training and to be knowledgeable concerning the policy.

The College will (1) respond to every complaint of sexual harassment reported, (2) take action to provide remedies when sexual harassment is discovered, (3) impose appropriate sanctions on offenders in a case-by-case manner, and (4) to the extent possible, protect the privacy of all those involved in sexual harassment complaints. The above actions will apply to the extent permitted by law or where personal safety is not an issue.

Sexual Assault

Kentucky Wesleyan College is committed to providing an atmosphere of higher learning in which students can achieve their goals and potential. The College is committed to creating and maintaining a community in which all persons who participate in college programs and activities, as well as all guests and visitors while on college property, can work together in an atmosphere free from all forms of assault, exploitation, or intimidation, including that which is sexual in nature. Because the personal safety of the students, staff and faculty is a priority, Kentucky Wesleyan College will not tolerate sexual assault or sexual misconduct. Kentucky state law also prohibits such conduct. Perpetrators of this behavior are subject to disciplinary action as well as criminal and civil penalties. Guests and visitors are held responsible for their actions while on College property and students are responsible for the supervision of their guests.

Sexual assault is an act of violence. The victim of an assault may be in a state of shock and disbelief and may be feeling a variety of emotions such as fear, anger, helplessness, shame, and/or guilt. A victimized person may not know who to trust or where to turn for help. Any person who has been sexually assaulted has many options in seeking assistance. A number of resources are available both on and off campus to assist assault victims. Although it is the person’s option whether to seek legal, medical, and/or psychological services, persons are encouraged to utilize these resources in order to make the most informed choices regarding prosecution, physical safety, and emotional recovery. Please see Addendum 2 for additional support information.

Dissemination

This policy will be made available to all employees and students. Periodic notices sent to students and employees about Kentucky Wesleyan College’s Sexual Harassment and Sexual Assault Policy will include information about the complaint procedure and will refer individuals to designated offices/officials for additional information.

Definitions

Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or educational experience.

Submission to or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such an individual.

Such conduct is sufficiently severe and pervasive so as to alter the conditions of or have the purpose or effect of substantially interfering with an individual’s work or academic performance by creating an intimidating, hostile, or offensive working or educational environment.

Harassment does not include verbal expressions or written material that is relevant and appropriately related to course subject matter or curriculum, and this policy shall not abridge academic freedom or the College’s educational mission.

Sexual Misconduct/Sexual Abuse – Attempting or making sexual contact with a person against his/her will OR with a person who is physically, mentally, or legally unable to give consent. Sexual misconduct includes, but is not limited to, inappropriate touching or fondling of intimate body parts.

Sexual Assault / Rape – Sexual intercourse or penetration (anal or vaginal) with another person by means of forcible compulsion, or with a person incapable of consent by reason of age and/or mental or physical incapacity. Physical/Mental incapacity includes, but is not limited to, persons who are unconscious, under the influence of drugs or alcohol, or otherwise unable to communicate consent.

Consent – The positive cooperation in an act; an attitude in accordance with a behavior; an exercise of free will. The person giving consent or permission must act freely and voluntarily AND have knowledge of the nature of the act involved.

Forcible Compulsion – Includes physical force or the threat of physical force, expressed or implied, which places a person in fear of immediate death or physical injury or kidnap of self or another person. A victim is not required to fight back. Placing a person in a continual state of fear and/or subjecting that person to an environment of emotional, verbal, or physical duress is sufficient to constitute force.

Procedures

Amendments to Procedures

The College specifically reserves the right to modify and/or amend any or all of the procedure(s) outlined herein at any time, at its discretion. In the event Kentucky Wesleyan College determines that circumstances warrant modification and/or amendment of any part of these procedures, timely notice of same shall be delivered, in writing, to all relevant and affected parties.

Kentucky Wesleyan College has adopted procedures to promptly and fairly address concerns and complaints about sexual harassment. Complaints may be submitted informally or formally. If a complaint implicates or involves both this policy and any other College complaint or grievance policy or procedure, the College may, in its discretion, suspend the procedures relating to other complaints or grievance policies pending completion of the sexual harassment complaint procedures.

Reporting Suspected Sexual Harassment

Any individual who believes he/she may have experienced sexual harassment, or who believes that he/she has observed sexual harassment taking place, should report this information immediately to the Sexual Harassment Officer, appointed by the President. If the complainant does not feel comfortable reporting the matter to the Title IX/Sexual Harassment Officer, he/she may also report the alleged harassment to any one of the following: Vice President of Student Services, Vice President of Academic Affairs or the Director of Human Resources. All reports/complaints, whether informal or formal, received by any of these individuals must, in turn, immediately be reported to the Title IX/Sexual Harassment Officer. Unless otherwise provided herein, investigation of sexual harassment complaints shall be the responsibility of the Title IX/Sexual Harassment Officer (the “Investigator”).

Investigation of Complaints

Unless otherwise provided herein, responsibility for the investigation of both formal and informal sexual harassment complaints shall be with the Sexual Harassment Officer (the “Investigator”). The President has the authority to appoint, in his/her sole discretion, an alternate investigator as circumstances require. The procedures outlined herein shall be controlled in the event an alternate investigator is appointed under any provision of this policy.

Complaints will be addressed as confidentially as possible, considering the specific circumstances of the allegations, to protect the rights of both the complainant and the person accused. The Investigator may gather information from any source deemed necessary in an effort to fully investigate and resolve the complaint.

Investigator Conflict of Interest

The complainant, alleged offender and/or the Investigator may allege that the Investigator has a substantial conflict of interest. In that event, details supporting the alleged conflict of interest must be submitted in writing to the President within five (5) business days of the date the person alleging the conflict has notice of the Investigator’s identity. The President will determine whether a conflict may exist, and, if so, he/she shall appoint an alternate investigator in an expeditious manner. The President’s decision is final. In the event a request for an alternate investigator is made and/or an alternate investigator must be appointed, the specific timelines provided in the policy shall be suspended pending that appointment.

Informal Complaint Process

An individual who feels he/she has been sexually harassed may desire to resolve his/her complaint informally (i.e., without formal disciplinary action being taken against the accused individual and without the formal investigation process). An example of an informal complaint is one where the complainant requests only that an appropriate university official counsel the accused individual to cease and desist the alleged conduct, and requests no other specific action(s) be taken against the accused.

Persons making informal complaints of sexual harassment agree and understand that no formal disciplinary action will be taken against the alleged offender based on an informal complaint. If the complainant chooses, he/she may at any time prior to resolution of the informal complaint amend the informal complaint to a formal complaint. The timeline for resolving the complaint may be revised when it is changed from an informal to formal complaint.

If the alleged offender elects not to participate in resolving an informal complaint, the nonparticipation will not be considered as damaging evidence but will not change or waive Kentucky Wesleyan College’s responsibility to investigate and to make decisions based on available information.

The Investigator may, if the circumstances warrant, request that the alleged offender’s immediate supervisor counsel him/her regarding the alleged conduct, and/or may recommend counseling, training, education, and/or other non- disciplinary actions be implemented or undertaken. Attempts to resolve an informal complaint will be completed within 60days from the date of receipt of the complaint by the Investigator. The complainant and the alleged offender will be informed in writing of the outcome of the informal process. An informal complaint resolution may not be appealed, but a formal complaint on the same incident may be filed after an informal complaint has been resolved.

Note: The College will attempt to balance the wishes of a complainant who does not want to file a formal complaint with the College’s responsibility to respond to serious allegations and take prompt, appropriate corrective action. A complainant who chooses not to proceed with a formal complaint will be asked to state that preference in writing.

Formal Complaints of Sexual Harassment

Formal and informal complaints must be delivered by the complainant to one of the reporting persons referenced above under 6.2.1. The formal complaint must be filed as soon as possible after the alleged incident occurred or after attempts to resolve the situation informally have been unsuccessful. A standard form for documenting and submitting the complaint is provided in Addendum 1 to this policy.

The formal complaint must be in writing, signed by the complainant, and should include the following information:

  • Details concerning the incidents or conduct giving rise to the complaint;
  • Dates and location of incidents;
  • Any witnesses to the alleged incidents or conduct;
  • Action requested to resolve the complaint and prevent future violations of the policy.

Notification to Person Accused/Supervisor: The alleged offender will be provided with a copy of the complaint by the Investigator within five (5) business days of the Investigator’s receipt of said complaint. The Investigator may notify the supervisor of the accused person regarding the complaint, in order that the supervisor may take appropriate temporary and/or remedial actions during the investigation. (Example: temporary assignment, leave of absence, etc.)

Investigative Process

The alleged offender will be required to submit a written response to the complaint within five (5) business days of receipt of a complaint, a copy of which will be provided to the complainant by the Investigator.

The Investigator will interview the complainant and the alleged offender, may also interview witnesses, supervisors, and/or any other persons who may have information about the alleged incident, and may review personnel or other records relevant to the complaint. The complainant and the accused person shall be permitted to suggest witnesses and/or other evidence, which shall be considered by the Investigator. All individual interviews will be recorded.

Investigative Findings

Within sixty (60) days of receiving the formal written complaint, the Investigator will assess whether a violation of the policy has occurred and will submit findings in writing to the complainant and the person accused. If the Investigator finds by a preponderance of the evidence (that it is more likely than not) that the alleged sexual harassment has occurred, the Investigator shall notify the accused person, his/her immediate supervisor, if applicable, and the Vice President of Student Services, if the complainant or the accused is a student, the Director of Human Resources, if the complainant or the accused is a staff or faculty member, and the President.

The supervisor of the alleged offender shall be responsible for acting on the findings of the Investigator. In accordance with College disciplinary policies/procedures, the supervisor shall consult with and/or notify the appropriate College administrative official(s) regarding formal disciplinary actions to be taken against the person accused.

Disciplinary Action

Within ten (10) business days of receiving the Investigator’s findings, the supervisor shall meet with the accused person to discuss the findings and recommendations and shall determine appropriate disciplinary action.

In making a decision regarding discipline, the supervisor shall consider properly established records of previous conduct and the seriousness of the violation. A complaint made more than twelve (12) months after the incident shall not be the basis for formally disciplining any person accused of sexual harassment. However, where there are allegations of sexual harassment made within the twelve (12) month period and a pattern or practice of sexual harassment exists or prior complaints of sexual harassment have been confirmed, the supervisor shall consider the totality of information in determining appropriate discipline and may also take formal disciplinary action. The supervisor may also review any part of the investigative records. Appropriate discipline may range from an oral reprimand up to and including termination/dismissal for cause or any other appropriate remedial action.

Both the accused person and Investigator will be notified in writing of the decision of the supervisor. The Investigator will, in turn, notify the complainant regarding the resolution of the complaint, what corrective action, if any, will be taken, and/or, in general, whether any discipline will be imposed.

In the event a separate investigation is being conducted by persons not affiliated with Kentucky Wesleyan College through other legal or administrative channels, the College reserves the right to postpone or defer final action pursuant to its Sexual Harassment Policy until such time as a final decision has been made with regard to the separate legal or administrative action. The College will inform the complainant and the accused in writing of the delay of any decision but will endeavor to complete the process in an expeditious manner, considering all the circumstances. Temporary disciplinary measures may remain in place in the interim.

Appeal of Formal Complaint Resolution/ Disciplinary Action

Either the complainant or person accused may file an appeal of any decision concerning the resolution of the complaint. An appeal by either party must be made in writing and delivered to the Office of the President within five (5) business days of receipt of the notice of resolution/disciplinary decision. The written appeal must state in detail the reason(s) for the appeal and shall address one or more of the following:

  • If the appeal alleges the findings of the investigator included relevant, factual errors or omitted relevant facts, the appeal shall specify each and every alleged factual error, and/or details of each, and every relevant fact that was omitted from the investigation;
  • If the appeal alleges substantive procedural errors, the person appealing shall identify each and every instance of said substantive procedural error;
  • If the appeal alleges relevant and substantive issues or questions concerning interpretation of College policy, the person appealing shall state, in detail, the issues/questions supporting this allegation;
  • If the appeal alleges new information or evidence, the person appealing shall specify the reasons why said information was not available or provided to the Investigator during the investigation, including specific reasons;

If the appeal alleges either that the action(s) or inaction(s) of the supervisor in response to the findings of t h e investigator will not prevent future violation(s) of this policy, the person appealing shall specify, in detail, the reasons and basis for this belief/allegation.

No disciplinary or other action based on the complaint shall be taken against the alleged offender during the appeal process, although temporary, interim measures may remain in place. As indicated herein, the College, in its discretion, may at any point in the complaint process elect to place the alleged offender on disciplinary probation, if a student, or on administrative leave, with or without pay, or implement a temporary reassignment, if an employee, staff or faculty member.

Sexual Harassment Appeal Committee

Appeals shall be submitted to a Sexual Harassment Appeal Committee whose members shall be selected and appointed by the President. The Committee will include at least one male and one female and be composed of an odd number of members to ensure a majority consensus is feasible.

Member Appointments: Both the complainant and the alleged offender shall be provided with an opportunity to submit written objections within 5 business days to the appointment of any Committee member(s) on the basis of that member’s inability to act impartially. If the President determines that a Committee member cannot act impartially, then an alternate appointment shall be made. The Committee shall be appointed in a timely manner, considering all relevant circumstances. The President’s decision regarding Committee appointments is final.

Hearing/Committee Recommendation: The Committee will conduct a formal hearing and will allow the complainant and the person accused (“the parties”) to present information which, in the Committee’s discretion, is relevant to the allegations. If the appeal involves allegations described in “Filing an Appeal” above, the Committee will likewise consider the statement(s) of the supervisor. The Committee shall have sole discretion regarding the personal appearance of any witness, whether to consider only the parties’ statements and review only the written record, or any other matter regarding the conduct of the hearing. The hearing will not be considered a judicial hearing but rather an internal hearing at which the complainant and the alleged offender are present. Legal counsel will not be permitted to be present during any part of the Committee hearing. The formal hearing shall be recorded.

The Committee’s deliberations shall be closed to all persons other than the Committee members and shall not be recorded. Its recommendation will be determined by a majority vote, shall be in writing, and delivered to the President. It may be accompanied by a minority opinion. The appeal will be conducted and completed in an expeditious manner, considering all the circumstances.

President’s Review and Recommendation: The President shall review the recommendation and may either affirm, amend, or return the recommendation for further deliberation and recommendation by the Committee. The President’s review and decision will be conducted in an expeditious manner, considering all the circumstances, shall be a final decision, and will be reported in writing to the complainant, person accused, the supervisor, and the Investigator.

Written Record of Complaints, Investigations, and Resolutions/Decisions

Written records, as well as any investigative recordings, related to complaints will be marked “CONFIDENTIAL” and will be retained in a separate and secure (locked) file in the office of the Sexual Harassment Officer. Records shall be retained as required by state law.

Written records relating to a finding that sexual harassment has occurred may be placed in an accused student’s/employee’s official file and may include: (1) any document that has been mutually agreed to by the College and the person accused of harassment; (2) a letter issued by the responsible administrator to the accused person at the conclusion of a formal investigation, which notifies the accused of actions, decisions and/or other recommendations concerning the complaint; or (3) a settlement agreement between the parties.

If follow-up is required pursuant to the final action/recommendation, procedures should be implemented to notify or remind the appropriate persons of any future review or action to be taken.

Hotline/Whistleblower Policy

Purpose

The College encourages employees to report concerns to their immediate supervisors. However, there may be times when this traditional reporting system is not possible or practical. For those times, the College has devised a whistleblower policy. This policy should not be used for issues such as personal or employment grievances, general compensation and benefit complaints, or opinions on policy.

Scope

Kentucky Wesleyan College employees, students, and related community members.

Definitions

Whistleblower ~ A person who in good faith reports an activity or event that he or she reasonably believes to be illegal or dishonest is called a “whistleblower.”

Retaliation ~ Retaliation means to take direct and intentional action to negatively impact the whistleblower’s conditions of employment or enrollment in retribution for reporting an event.

Policy

Kentucky Wesleyan College employees, students, and related community members are responsible for reporting illegal or dishonest events involving Kentucky Wesleyan College employees, students, or resources.

If the event is illegal, it should be reported to the proper authorities. If the event is contrary to a Kentucky Wesleyan College policy or its mission, it should be reported according to the applicable policy. If a policy is not in place to address the specific issue, it should be reported to a College Officer, the College President, or the College Hot Line at 270-852-3199. If the event is such that internal reporting is not practical, it should be reported to the Chair of the Kentucky Wesleyan College Board of Trustees (see contact information below).

When reporting alleged events, the Whistleblower must provide enough information to justify an investigation. Examples of specific information include a thorough description of the event, who was involved, who knew about it, what specifically happened, when and where it happened, and if it is still ongoing.

While the College allows anonymous reports, it encourages whistleblowers to include their names so that appropriate follow-up questions may be asked. Without sufficient information, an investigation will not be conducted.

If a Whistleblower requests that his or her identity remain confidential, the request will be respected to the extent that doing so does not impede the investigation or is not required by law or law enforcement officials. The College cannot guarantee complete confidentiality. Whistleblowers should be aware that their public testimony may be needed to prove a case against a reported employee or related community member.

Kentucky Wesleyan College prohibits retaliation against an employee, student, or related community member who makes a whistleblower report.

This policy also extends to employees, students, and related community members who assist in the investigation of such a report.

A whistleblower who believes that he or she has been retaliated against may file a written complaint with the President and the Chair of the Kentucky Wesleyan College Board of Trustees.

If the retaliation is proven, the person or persons involved may be subject to disciplinary action, up to and including termination.

A Whistleblower remains subject to the standard expectations of an employee or student. This policy does not protect a whistleblower from disciplinary actions based on his or her behavior, conduct, or performance. The whistleblower must be acting in good faith. A whistleblower who makes malicious claims or claims that he or she knows to be false is subject to disciplinary action, up to and including termination.

Contact Information

Kentucky Wesleyan Hotline number: 270-852-3199- See student handbook (managed by taped message and recording of call to report issue)

Contact information for the President’s Office:

Office of President
3000 Frederica Street
Owensboro, KY 42301

270-852-3104

Contact information for the Kentucky Wesleyan College Chair of the Board of Trustees:

Chair of the Board of Trustees
c/o Office of the President
3000 Frederica Street
Owensboro, KY 42301