PS 5 Substance Abuse Policy

POLICY STATEMENT

The unlawful possession, use, sale, or distribution of alcohol by students or employees on NSC premises or as part of any College activity is prohibited.  The legal age for drinking alcohol in Nevada is 21. Any student or employee who violates underage drinking laws on campus may be subject to citation, arrest and/or referral for disciplinary action.

NSC is a drug free campus and the unlawful possession, use, sale, manufacture, or distribution of illegal drugs or other controlled substances on the College premises or as part of any College activity is illegal and is strictly prohibited. Any student or employee who violates federal or state law or College policy regarding the manufacture, use or possession of illegal drugs may be subject to citation, arrest, and/or referral for disciplinary action.

PROCEDURES

I. Drug Free Schools and Communities

Nevada State College has joined other colleges and universities across the nation in encouraging the elimination of alcohol and other drug abuse on our campus and in our community. This policy supports the belief that the unlawful possession or use of drugs, including alcohol, and the abuse of alcohol and any drug by students constitutes a grave threat to their physical and mental well-being, and significantly impedes the processes of learning and personal development. While the majority of adults who drink alcohol do so in an acceptable and responsible manner, there is a substantial number who misuse and abuse alcohol, with resulting problems in health, academic, and vocational performance, social and personal relationships, and financial and legal areas.

 II. Alcoholic Beverages

  1. In compliance with state law, no student may possess or consume alcohol if under 21 years of age; neither may a student offer alcoholic beverages to a minor (under 21 years).
  2. The President has the authority to designate the time and place for special events where alcoholic beverages may be served on the college campus (for student groups as well as the entire college community and guests). Students who are of legal age may consume alcohol at these events.
  3. Except as provided above, the storage, possession, or use of alcoholic beverages shall not be permitted on college-owned or college-supervised property. In addition, any student who exhibits offensive behavior on college-owned or college-supervised property, or while attending a college-sponsored event while under the influence of alcoholic beverages, shall be subject to college disciplinary action.

III. Other Substances

The use or possession of illegal and/or unauthorized drugs and drug paraphernalia is strictly prohibited.

IV. Campus Disciplinary Sanctions for Violations of Alcohol and Illegal Substance Policies

A student involved in violations of college standards of conduct will be required (unless expelled from the college) to participate in an education and assessment process as a condition of continued association with the institution. The following sanctions are presented as guidelines, indicating the range and progression of sanctions–from educational programs through expulsion. These sanctions are applied on a case by case basis, depending on the specific nature of the alcohol and drug violation. Each student’s case is evaluated in terms of that student’s level of risk posed (health or danger to self and others) by his or her substance abuse.

For violations involving alcohol, sanctions might include:

  • three-hour education seminar.
  • counseling and assessment
  • campus disciplinary probation
  • extended probation with counseling
  • suspension
  • expulsion

For violations involving the possession or use of drugs, sanctions might include:

  • disciplinary probation and referral to assessment/treatment
  • suspension
  • expulsion

For violations involving the sale of drugs, sanctions might include:

  • suspension
  • expulsion

V. Legal Standards

In addition to college student conduct standards, a student will be subjected to all local, state, and federal laws related to substance abuse or the possession/use of alcohol. The following state laws are presented which apply to any student conduct on or in the vicinity of the campus. In these instances, the student is being regarded as a resident of the state of Nevada:

  • NRS 202.020 – Purchase, consumption or possession of alcoholic beverage by a minor. Any person under 21 years of age who, for any reason, possesses any alcoholic beverage in public is guilty of a misdemeanor.
  • NRS 202.040 – False representation by a minor to obtain intoxicating liquor. Every minor who shall falsely represent himself to be 21 years of age in order to obtain any intoxicating liquor shall be guilty of a misdemeanor.
  • NRS 202.055 – Sale or furnishing of alcoholic beverage to a minor; aiding a minor to purchase or procure alcoholic beverage. Every person who knowingly sells, gives, or otherwise furnishes an alcoholic beverage to any person under 21 years of age is guilty of a misdemeanor.
  • NRS 205.460 – Preparation, transfer, or use of false identification regarding persons under 21 years of age; (1) Every person who counterfeits, forges, alters, erases, or obliterates, or… (3) Every person under the age of 21 years who uses or attempts to use or proffers any counterfeited, forged, erased or obliterated card, writing paper, document, or any photocopy print, Photostat, or other replica thereof for the purpose and with the intention of purchasing alcoholic liquor or being served alcoholic liquor entering gambling establishments shall be guilty of a misdemeanor.

VI. Legal Sanctions

Legal action provides for sanctions ranging from the imposition of fines to incarceration. These sanctions are imposed after due process is pursued. Legal sanctions are governed by the Nevada Revised Statutes (NRS). Such sanctions result from the referral of an alcohol or other drug violation which comes to the attention of the college Police Department and is referred to the District Attorney’s Office. Legal action may take place concurrently with campus disciplinary action.

VIII. Resources

For students: NSC provides a variety of free services and assistance through on-campus appointments: All About You Counseling (AAU), 702-754-0807.

NSC’s Case Manager: Laura Hinojosa, 702-992-2514.

For NSC employees, ComPsych is available for counseling services 24 hours a day, 7 days a week, at no cost:

  • Telephone: (833) 475-1008
  • TTY/TTD: (800) 697-0353
  • guidanceresources.com and register using Organization Web ID: NSCEAP

Other resources:

  • Federal Substance Abuse and Mental Health Services Administration’s Treatment Routing Services: 1-800-662-4357
  • Al-Anon: 1-800-344-2666
  • Cocaine Hotline (24/7 drug helpline): 1-866-236-1651
  • Las Vegas Recovery Center: 702-515-1373
  • Salvation Army Adult Rehabilitation Program: 702-399-2769
  • WestCare Detox: 702-383-4044
  • Alcoholics Anonymous Las Vegas Central Office: 702-595-1888, www.lvcentraloffice.org
  • Region 51 Narcotics Anonymous: 888-495-3222, www.region51na.org
  • Valley View Family Counseling Service: 702-320-3180
  • Community Counseling Center: 702-369-8700, www.cccofsn.org

RELATED INFORMATION

  • Notice to Students and Employees Regarding Illicit Drugs and Alcohol

APPROVALS

Dr. Vickie Shields, Provost, September 26, 2019.
Mr. Bart Patterson, President, September 30, 2019.

AD 1 Administrative Faculty Merit Pay

POLICY STATEMENT

The Nevada State College (NSC) Administrative Faculty Merit Pay Policy supports the College’s commitment to reward excellence. Merit Pay is awarded to recognize and retain high-performing Administrative Faculty who make significant contributions to the mission and goals of NSC.

This policy defines a College-wide frarnework for Merit Pay determination, in compliance with Chapter 6, Section I of the NSC Bylaws. The policy is pursuant to the preservation of transparency in Merit Pay awards.

DEFINITIONS

Academic Faculty: Generally consists of those professional staff members who specifically create and disseminate scholarly information through teaching, or providing counseling or library services closely and directly supportive of teaching and research. (See NSHE Code, Title 4, Chapter 3, Section 2(1)(d) and Chapter 3, Section 2 (a) and Section 3 (a) of the NSC Bylaws).

Administrative Faculty: A subset of the category of administrators defined in section 1.1.b of the NSHE Code and Title 4, Chapter 3, Section 2(1)(d) of the NSHE Board of Regents Handbook. (Nevada System of Higher Education CODE, Chapter 7, section 7.2.’1.; Chapter 3, Section 2(b) and 3(b) of the NSC Bylaws).

Executive Staff: Administrative faculty who have been hired by NSC through a competitive search or have been granted a search waiver. Administrative faculty hired in one-year, nonrenewable contracts are excluded.

Fiscal Year: Period beginning July 1 of one year and extending through June 30 of the next year.

Institutional Base Salary (IBS): The annual compensation paid by the College for an individual’s appointment, whether that individual’s time is spent on research, instruction, administration, or other activities. IBS excludes any income that an individual earns outside of duties stipulated in the employee’s basic appointment.

Merit Pay: Addition to Institutional Base Salary earned by eligible Administrative Faculty for high levels of performance as documented in the annual evalualion report.

Merit Pool: Total funds allocated as a designated percentage of NSC’S annual budget; funding is determined and appropriated by the Nevada State legislature through the budget process. The State legislature may modify or rescind merit funds at any time before they are distributed.

Working Day: Monday through Friday when college classes are scheduled and in session during fall and spring semesters.

PROCEDURES

I. Introduction

The Merit Pay award was created by the Nevada State Legislature. Title 4, Chapter 3, Section 25 of the NSHE Code provides that NSHE professional employees shall be eligible to be considered for Merit Pay during Fiscal Years when a Merit Pool appropriation is provided. NSHE institutions are authorized to develop written policies and criteria for Merit Pay recommendation. The award of Merit Pay is intended to recognize, reward, and reinforce exemplary performance. Merit Pay must be earned each year.

Merit Pay is awarded to Administrative Faculty members based on their contributions, accomplishments, and ongoing high levels of performance. The ability to earn Merit Pay serves as an incentive to perform well. A fundamental premise of an equitable Merit Pay system is that it is built upon a sound and valid performance management system, one that is perceived as being fair, equitable, measurable, and objective.

The policy is administered by the Office of Finance and Business Operations based upon recommendations by Department Heads and Vice Presidents/Provost. The President makes final determinations of awards and the amount given to each eligible Administrative Faculty member, upon recommendation by the Vice President of Finance & Business Operations.

Merit Pay is added to Institutional Base Salary (IBS) when calculating the IBS for the new Fiscal Year.

II. Criteria for Administrative Faculty Merit Pay

The annual evaluation report provide the basis for consideration of annual Merit Pay increases. Merit Pay is awarded to Administrative Faculty who receive an overall rating of “commendable” or “excellent” on their annual evaluation reviews. All annual evaluation reports should provide sufficient information to allow for full and fair evaluation of Administrative Faculty in compliance with Chapter 5, section 7 of the NSC bylaws.

Based on annual evaluation reports, Departmental supervisors submit to their respective Vice President/Provost recommendations of Administrative Faculty eligible for Merit Pay consideration. The list of eligible Administrative Faculty must be accompanied by supporting documentation.

Each Vice President/Provost forwards their recommendations to the Vice President of Finance & Business Operations, who reviews the recommendations and determines the final composition of the Administrative Faculty Merit Pool. The final list of Merit Pay awardees and the amounts of Merit Pay increase will be provided in writing to the Vice Presidents/Provost by the Vice President of Finance & Business Operations with an explanation of the components of the merit evaluation.

The recommendations regarding Administrative Faculty eligible for Merit Pay award consideration shall be made by the Vice Presidents/Provost to the Vice President of Finance & Business Operations no later than mid-May.

Since annual evaluation reports are the basis for Merit Pay increases, those records are considered confidential and not a matter of public record. Once awarded, the amount of the merit increase is a matter of public record.

A. Ineligibility: Administrative Faculty members are not be eligible for Merit Pay if they receive a rating of “unsatisfactory” in any category on their annual evaluation review.

Administrative Faculty who would otherwise be considered for Merit Pay will be considered ineligible if they fall into any of the following categories:

    1. Administrative Faculty who are not continuing employment at NSC for the next Fiscal Year;
    2. Newly-hired Administrative Faculty who begin employment at NSC on or after the first Working Day in October;
    3. Administrative Faculty who received a promotion on or after the first Working Day in October, unless Merit Pay eligibility is specifically included in the negotiated contract;
    4. Administrative Faculty who are in a temporary appointment.

B. Exclusions: The Administrative Faculty Merit Pay Policy does not apply to:

    1. Academic faculty;
    2. Part-time instructors;
    3. Classified staff;
    4. Casual labor;
    5. Student workers.

III. Award Process for Administrative Faculty Merit Pay

Merit Pay salary increases will be awarded once annually.

Administrative Faculty Merit Pool funds are awarded automatically based on evaluation ratings. Employees who receive an overall rating of “commendable” or “excellent” are automatically eligible for a share of the Merit Pool, with 1 share for those with a “commendable” rating and 2 shares for those with an “excellent” rating.

The Vice President of Finance and Business Operations and/or Director of Human Resources is responsible for calculating the amount of Merit Pay awarded per share. This amount is calculated by adding up the total number of shares given in the merit process, then dividing the Merit Pool by the number of shares.

IV. Notice of Merit Pay

When an Administrative Faculty member has been awarded Merit Pay, the Administrative Faculty member shall be informed about the amount of the increase in writing.

The official date of notification of Merit Pay awards for the purpose of review and grievance shall be the day the Merit Pay list is released to the campus. The Merit Pay list is considered a public record subject to disclosure.

V. Availability of Merit Funds

Merit funds are available for positions regardless of state, self-support, or other non-state funding sources; the Executive Staff are responsible for ensuring that appropriate funding is available and that all merit awards are made consistently to assure equitable treatment of similarly situated employees, regardless of funding source. Additionally, supervisors are required to ensure that Merit Pay is used solely for the recognition of meritorious performance and not for other purposes, such as restoration of Institutional Base Pay, longevity of service, equity, or to relieve salary compression.

VI. Review of Merit Pay Evaluation

Pursuant to Title 2, Chapter 5, Section 5.16 of NSHE Handbook, Administrative Faculty members who are in disagreement with their particular award of Merit Pay may seek review in accordance with the procedure adopted in the NSC bylaws.

RELATED INFORMATION

  • NSHE Handbook, Title 2, Chapter 5, Section 5.12 Evaluation, 5.16 Review of Evaluations and/or Denials of Salary Increase
  • NSC Bylaws, Chapter 6, Section 7 Evaluations
  • NSC Bylaws, Chapter 6, Section 9 Merit Determinations
  • NSC Bylaws, Chapter 6, Section 3 Grievance Procedures for Faculty

HISTORY

Updated 4/1/2019 to add HR Director contact information.

APPROVALS

Approved by President Bart Patterson, December 31, 2014.

AA 12 Department Chairs Policy

POLICY STATEMENT

This policy explains the role, length of service, and selection process for Department Chairs. It replaces the Department Chairs policy approved in 2011.

This policy updates the previous policy by:

  • Revising the timeline for selecting a Department Chair;
  • Clarifying procedures for selecting a Department Chair;
  • Clarifying eligibility to serve as a Department Chair;
  • Establishing the Department Chairs’ length of service;
  • Establishing compensation for Department Chairs;
  • Revising the Faculty Feedback Form.

DEFINITIONS

Academic Faculty: Academic faculty as defined in NSHE Handbook Title 4, Chapter 3, Section 2.1.b generally consists of those professional staff members who specifically create and disseminate scholarly information through teaching, or provide counseling or library services closely and directly supportive of teaching and research.

A-Contract: A contract in which the base salary period is the full twelve (12) months of the fiscal year.

Acting Chair: A unit administrator appointed by a Dean in the case of a temporary absence of the Department Chair.

Administrators: A subset of the category defined in Section 1.1.b of the NSHE Code, to include President, Provost, Vice Presidents, Associate and Assistant Vice Presidents, Vice Provosts, and Deans.

B-Contract: A contract in which the base salary period is nine (9) months, though the actual number of days of contractual obligation may vary each year.

Department Chair (also sometimes referred to as “Chair”): Academic faculty member who teaches classes and serves as the leader of a department.

Election Coordinator: An individual appointed by a Dean to manage the nominations and voting process necessary to recommend a Department Chair.

Fiscal Year: The continuous twelve (12)-month period from July 1 of a year to June 30 of the following year.

Institutional Base Salary (IBS): The annual compensation paid by the College for an individual’s appointment, whether that individual’s time is spent on research, instruction, administration, or other activities. IBS excludes any income earned outside of duties stipulated in the employee’s basic appointment.

Instructional Course Release: A semester-long agreement for a full-time faculty member to have a reduced teaching load while receiving their normal academic salary.

Interim Chair: A unit administrator appointed by a Dean in the case of the removal or resignation of a Department Chair.

Sabbatical Leave: Paid leave to provide a faculty member opportunity for continued professional growth and new or renewed intellectual achievement.

Working Day: For the purposes of this policy, a Working Day is Monday through Friday when College classes are scheduled and in session during fall and spring semesters.

PROCEDURES

I. Role of Department Chairs

Department Chairs are both Administrators and academic colleagues (NSC Bylaws, Chapter 3, Section 2). They serve at the discretion of the President (NSHE Handbook Title 2, Chapter 1, Section 1.6.1.a). Their primary duties may include (but are not limited to):

  • Collaborating with relevant faculty and staff to schedule classes;
  • Addressing student concerns in an appropriate and timely manner;
  • Processing or consulting on student petitions, as needed;
  • Monitoring the departmental budget and approving expenses;
  • Proposing new positions and making strategic initiative requests;
  • Recruiting and hiring part-time faculty;
  • Completing annual performance evaluations of full-time faculty;
  • Performing or coordinating annual course observations for all full-time faculty;
  • Mentoring and supporting the professional growth of the faculty;
  • Promoting programs and degrees offered by the department;
  • Providing tangible support during the annual review and tenure processes by connecting faculty members to relevant campus resources.

Department Chairs are responsible for providing leadership for their unit and for collaborating with other units on projects for the benefit of the campus as a whole.

The Dean, in consultation with the Provost, assigns the Department Chair’s workload. As academic faculty, Department Chairs accumulate time toward a Sabbatical Leave and progress toward promotion per the Nevada State College Bylaws (Chapter 6, Section 12) and the Board of Regents Handbook (Title 4, Chapter 3, Section 15).

A. Eligibility to Serve as Chair: Full-time, tenure-track academic faculty are eligible to serve as Department Chair. Faculty on short-term or emergency contracts are not eligible.

B. Length of Service: Appointments are renewed annually; Department Chair elections and appointments occur every three (3) Fiscal Years unless a Chair resigns or is removed before the end of a full three-year term. Terms coincide with the Fiscal Year, beginning on July 1 following the Chair’s selection and ending June 30 in the final (third) year of the term. Department Chairs may not serve for more than six (6) consecutive Fiscal Years, not counting time served as an Interim Chair role or taken as Sabbatical Leave during a term.

C. Compensation: Department Chairs serve on A Contracts.

      1. The salaries of faculty on B Contracts are annualized from their nine-month Institutional Base Salary during their term serving as Chair.
      2. Chairs are awarded a $5,000 stipend per Fiscal Year of service as Chair.
      3. Department Chairs are granted Instructional Course Releases during each Fiscal Year of their service. The Dean approves the schedule for Instructional Course Releases and administers them in accordance with the Faculty Instructional Course Release Policy (see Section IV of that policy for specific limitations).
      4. Department Chairs accrue annual leave during their term of service as Chair; unused annual leave is forfeited at the end of a Department Chair’s term.

II. Department Chair Selection

The NSHE Handbook states that the President has ultimate authority for appointing Department Chairs:

The appointment of the heads of administrative units below the level of vice president within a System institution, including Department Chairs, and all other persons reporting directly to the institutional President shall be made by the President. In the process of making such an appointment, the President or his or her designee shall consult with faculty of the appropriate administrative unit. Persons appointed to such positions shall serve solely at the pleasure of the President. Department chairs as administrators shall be directly responsible to their supervisor or supervisors for the operation of their departments. (1.6.1.a)

In the evaluation of the Chair, and in cases of Chair resignation, temporary absence, or removal, the President may delegate authority to the Dean.

In the spirit of shared governance, the faculty in a unit provide a recommendation to the administration concerning the Chair appointment. This recommendation is derived from a vote that occurs in the spring semester of the Fiscal Year in which a Department Chair’s term is to expire.

A. Voting Eligibility: Full-time Academic Faculty in renewable positions within the affected unit are eligible to vote; Academic Faculty on emergency contracts are not eligible to vote.

B. Voting Process & Timeline

    1. The Dean (or designee) appoints an Election Coordinator to manage the election. The Election Coordinator must be outside of the affected department. The Dean (or designee) provides the Election Coordinator with a list of faculty who are eligible to serve as Department Chair as well as all faculty who are eligible to vote.
    2. The Election Coordinator is responsible for developing a timeline for the election process, with the intent of completing the voting process no later than the first week of March.
      • The Election Coordinator distributes information about the selection process and accepts nominations over a period of five (5) Working Days.
      • At the end of the nomination period, individuals who accept the nomination have five (5) Working Days to submit a statement of interest of no longer than two (2) single-spaced pages to the Election Coordinator; the statement of interest should address the responsibilities of the Department Chair and describe the candidate’s skills and abilities to serve.
      • The Election Coordinator distributes statements of interest to those faculty eligible to vote and collects votes in a confidential manner over a period of five (5) Working Days.
    1. When the voting period concludes, the Election Coordinator sends raw data from the vote (with any potentially identifying information, such as IP addresses, removed), a list of all candidates and the total number of votes received by each, and all statements of interest to the Dean and Faculty Senate Chair.
    2. The Dean forwards to the Provost the results of the faculty vote, the candidates’ statements of interest, and the Dean’s recommended choice for the Department Chair position, with a rationale for the recommendation.
    3. The Provost forwards a recommendation to the President.
    4. As per the NSHE Handbook, the President appoints all Department Chairs.

III. Resignation, Temporary Absence, or Removal from Office

A. Resignation: The Department Chair may voluntarily resign at any time. When possible, the resignation shall conform to the Fiscal Year, allowing the Department Chair to return to full-time teaching at the start of the normal B-Contract period. If the Department Chair must vacate the position immediately, the Dean, acting pursuant to delegated authority from the President, determines a departing Chair’s workload requirements in consultation with the departing Chair; the department Chair’s stipend (see Section I.C.2) is pro-rated based on the proportion of the Fiscal Year served.

B. Removal: The President may remove a Department Chair at any time. When possible, this should be done in consultation with faculty in the department affected and the Faculty Senate’s Executive Committee.

    1. Reasons for Removal: The President may choose to remove a Department Chair before the end of a full term for any of the following reasons:
      • An advisory vote of “no confidence” by a numerical majority (a minimum of fifty [50] percent plus one) of all full-time faculty on renewable contracts in the unit. A no-confidence vote may be organized by faculty in a unit in coordination with the Faculty Senate Chair;
      • Mismanagement of departmental resources;
      • Failure to fulfill the duties of Department Chair;
      • Other reasons as deemed appropriate by the President.

Since the Department Chair serves at the discretion of the President, there is no appeal process for removal, and removal is not subject to grievance procedures.

When possible, removal shall conform to the Fiscal Year, allowing the Department Chair to return to full-time teaching at the start of the normal B-Contract period. If the President determines that removal must occur immediately, the Dean, acting pursuant to delegated authority from the President, determines a departing Chair’s workload requirements in consultation with the departing Chair; the department Chair’s annual stipend (see Section I.C.2) is pro-rated based on the proportion of the Fiscal Year served.

C. Temporary Absence: The Dean, acting pursuant to delegated authority from the President, may allow a Department Chair to vacate the position temporarily. A temporary absence may last no more than one full Fiscal Year. In the case of a temporary absence, the Dean may appoint an Acting Chair or develop a coverage plan in consultation with the Department Chair who will be absent.

    1. Selecting an Acting Chair: An Acting Chair may be appointed by the Dean, acting pursuant to authority delegated by the President. For short temporary absences (no more than twenty-five [25] Working Days), the Dean (or designee) may coordinate with the Department Chair to develop a plan to cover the Chair’s duties and delegate signature authority without the formal appointment of an Acting Chair.

D. Refilling the Position after a Vacancy: If a Department Chair is removed or resigns, the Dean appoints an Interim Chair to serve until June 30 of that Fiscal Year. A new Department Chair is then selected in accordance with Section II above (Department Chair Selection) or on a timeline established by the Dean if the election period described in Section II.B has passed. The new Chair begins a three-year term on July 1.

IV. Faculty Feedback

To assist the Dean with evaluation of Department Chairs, the Academic Faculty of each unit shall have the opportunity to provide feedback concerning their Department Chair. The feedback, in summative form (see section IV.C, Anonymity), will be included in the Chair’s annual performance evaluation under Service and may be used in decisions involving the Chair’s annual review ratings. Individual feedback will not be shared with the Department Chair, nor will it become part of the Department Chair’s permanent personnel record. The Dean will take all available precautions to protect the anonymity of faculty members submitting feedback.

 A. Deadline: The Department Chair Feedback Survey is distributed in January; feedback is due to the Dean by January 31. Faculty feedback should cover the Chair’s activities from January 1-December 31 of the previous calendar year.

B. Evaluation Document: The Department Chair Feedback Survey contains standard, required questions; these questions are included as an appendix to this policy. Individual Schools, with the approval of Faculty Senate and the Provost, may include additional School-specific questions. The feedback survey addresses responsibilities as Department Chair, not as teaching faculty.

 C. Anonymity: To ensure accurate and honest feedback, all surveys are submitted anonymously through an online survey. The Dean (or designee) discusses the results with the Department Chair only in summary form. No information that could reveal the identity of any individual Academic Faculty member should be shared. This is intended to ensure confidentiality and allow for full disclosure from faculty members.

D. Administrative Faculty and Classified Staff: The Dean shall solicit feedback from non-academic faculty and administrative assistants who are supervised by, or work closely with, the Department Chair.

FORMS/INSTRUCTIONS

Department Chair Evaluation Survey
The feedback you provide should cover only the period from January 1 to December 31 of last year.

Section 1
Indicate your response to each statement by selecting the following:
5 = Strongly Agree
4 =Agree
3 = Undecided
2 =Disagree
1 = Strongly Disagree
N/A= Insufficient Information or Does Not Apply

Work Responsibilities
In my opinion, the Department Chair…

  1. Is reliable and follows through on commitments and responsibilities.
  2. Acts as an effective liaison between faculty/staff and college leadership.
  3. Involves faculty/staff in setting departmental priorities and decision-making.

Communication
In my opinion, the Department Chair…

  1. Responds to faculty/staff concerns in a timely manner.
  2. Reliably communicates information from college leadership.
  3. Is receptive to faculty/staff feedback and suggestions.

Concern and Fairness
In my opinion, the Department Chair…

  1. Exhibits professionalism and treats faculty, staff, and students with respect.
  2. Shows interest in helping faculty/staff in the department succeed.
  3. Resolves faculty/staff issues in an effective and professional manner.

Annual Evaluations
In my opinion, the Department Chair…

  1. Uses multiple sources of information to evaluate faculty members’ teaching.
  2. Provides concrete, evidence-based suggestions for improvement in annual reviews.
  3. Is thorough and provides concrete examples in the description of a faculty member’s performance.

Section 2
Indicate your level of satisfaction with each item by selecting the following:
5 = Strongly Agree
4 =Agree
3 = Undecided
2 =Disagree
1 = Strongly Disagree
N/A= Insufficient Information or Does Not Apply

How satisfied are you with each of the following?

  1. Your ability to set up a one-on-one meeting with the Chair when needed.
  2. The Chair’s communication with the department about news and/or initiatives.

Section 3
If you have additional comments, include them here.

RELATED INFORMATION

Faculty Instructional Course Release Policy (AA 10)

HISTORY

Original policy approved by President Leslie DiMare in 2011.

APPROVALS

Approved by Faculty Senate Chair Dr. Abby Peters, February 7, 2019.
Approved by Provost Dr. Vickie Shields, February 11, 2019.
Approved by President Bart Patterson, March 18, 2019.