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LCSC Faculty Senate
March 16, 2006
Agenda
I. Call to Order
II. Introduction of Visitors
III. Approval of Minutes of March 2, 2006
IV. Provost’s Report
Midterm Grading Policy
V. Treasury Report
VI. Chair’s Report
President’s Council
VII. New Business
Draft Involuntary Administrative Withdrawal
Policy (Attachment A) – comments requested (please send
to Leanne Parker)
Draft Salary Guidelines (Attachment B) –
comments requested (please send
to Susan Odom
VIII. Standing Committee Reports
A. Administrative Procedures – Jeff
Matthews
B. Budget Liaison – Leanne Parker
C. Curriculum – Jacob Hornby
D. Faculty Affairs – Susan Odom
Compensation Review Committee
E. Faculty Development – Linda Coursey
F. General Education – Ed Miller
G. Student Affairs – Harold Crook
H. Technology Advisory – Rik Brosten
IX. Other, Good of the Order
Important Dates and Information:
Native American Awareness Week, March 13-17. See
calendar of
events
www.lcsc.edu/studentservices/minorityprograms/calendar.html
Faculty Association meeting March 30, 2006, 3:15, WCC
Please encourage faculty from your division to attend,
as we did not have a quorum last time!
X. Adjournment
Attachment A
Draft 3 - 3/2/06
Lewis-Clark State College
Salary Administration Guidelines
2006
This
document describes the salary administration guidelines
for regular employees
of Lewis-Clark State College. LCSC administration and
constituency group
leadership seek to initiate, maintain, and monitor LCSC
salaries in accordance
with these guidelines. On an annual basis the guidelines
will be implemented based
on availability of resources.
The
College will establish a market value using comparisons
to a peer group for
all employee groups. These peer groups recognize the
unique characteristics of
each employee group. The source of salary survey data
for each peer group is
listed below.
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Faculty
-
General Education and Library - AAUP Guidelines
as published in Academe, March-April issue,
General Baccalaureate, Public (Table 4).
-
Technical - AAUP Guidelines as published in
Academe, March-April
issue, 2-Year Colleges with Rank, Mountain
States (Table 6).
-
Classified Staff
Market ranges from the Idaho State Division of Human
Resources
will be used. The DHR uses the Hay group compensation
schedule. These market ranges can be viewed at
http://www.dhr.state.id.us/comp.htm.
The policy of the pay range or median is a
“standard” around which salaries are administered. It
represents full value for a job performed
by a well qualified, experienced incumbent who fully
meets all job requirements.
3. Professional Staff (non-faculty)
Market ranges will be established through job analyses and
the use
of CUPA-HR peer group comparisons. The table listing
salary data for General Baccalaureate institutions with
similar budget size will provide the market data. Job
analysis will be done to ensure that market data are
used appropriately to match salary data with the correct
position and ensure equity among comparable positions in
the College. The salaries listed in the first column
(median) of table 23 of the CUPA-HR Administrative
Survey is used and Table 11 from the Mid-Level survey is
used. The median is a “standard” around which salaries
are administered. It represents full value for a job
performed by a well qualified, experienced incumbent who
fully meets all job requirements. Positions without
reliable comparisons in the CUPA-HR survey will be
“benchmarked” with other professional staff positions
within the College. Human Resources and respective
department heads will work together to identify a
benchmark position based on the responsibilities, scope
and complexity of the job.
-
Division Chairs
This category of professional employee is not comparable to
positions reported in either Academe or the CUPA-HR
survey. Market values
will be established through job analysis and benchmarked
to CUPA-HR positions with comparable responsibilities.
Longevity Bonus
Longevity bonuses for dedicated service to the College
(determined by time at institution and not time in
classification) will be awarded with a $100.00 bonus
distributed at 5-year increments. For example, at the
five year anniversary of a classified staff member there
would be a $500.00 bonus; at ten years - $1,000.00, etc.
(It would be nice to cut and paste the appropriate table
or survey used annually with a yearly report on
adherence or specific modifications to the guidelines???
A yearly report could also include the way permanent
salary savings are used for compression and equity
issues.
Academic, Library, and Technical Faculty
Initial Hire
Faculty should be hired at no less than (80%) 75%
of the median. The average salary for a rank as
published in Academe becomes the median for the salary
range.
Salary Adjustments
Each
faculty member’s salary should be at median after five
years in rank. After ten years in rank, each faculty
member’s salary should be at 115% or greater than the
median.
The
goals for all faculty are as follows:
Year
in rank % of Median
0 – 5 (80) 75 –
100%
6 – 10 100 – 115%
10+ 115% or
greater
Salary adjustments should be prioritized for Professors
with the most amount of time in rank, in conjunction
with satisfactory performance evaluations.
Secondly, salary adjustments should be given to
Associate and Assistant Professors with up to six years
of time in rank, in conjunction with satisfactory
performance evaluations.
Lecturer: The position of Lecturer has a job description
that is materially different from the “Lecturer”
position published as part of the AAUP salary survey
published in Academe. For LCSC salary guidelines, the
median for the Lecturer position will be benchmarked at
65% of the Academe “Instructor” median.
Instructor: The median for the Instructor position at
LCSC will be benchmarked at ……….
Salary increases associated with promotions/advancement
in rank will be granted annually and are distinct from
the salary adjustments described here.
These
salary guidelines do not reflect market variables for
some disciplines. Market forces that are considered in a
faculty member’s initial hire salary or salary
adjustment must be based on approved survey data.
(what would be approved survey data? The faculty CUPA?
AAUP also has it broken down by discipline)
Classified Staff
Initial Hire
Classified Staff should be hired at no less than (80)
75% of the median. This is appropriate for a new
incumbent with appropriate credentials who needs
additional experience to meet fully all of his or her
job requirements. New incumbents with appropriate
experience and good credentials may be paid at a rate
higher than minimum. However, new incumbents will not be
paid more than 90% of the median without approval by the
VP of that unit.
Salary Adjustments
Each
classified staff member’s salary should be at median
after five years in a position. After ten years in
current classification, each classified staff member’s
salary should be at least 115% of the median. The salary
goals for all classified
staff are as follows:
Years
in position % of
Median
0 – 5
(80) 75% – 100%
6 – 10
100 – 115%
10+
115% or greater
Movement beyond the median is not automatic. It must be
supported by performance.
Professional Staff (non-faculty)
Initial Hire
Professional Staff should be hired at no less than 75%
(80%) of the median.
This is appropriate for a new incumbent with appropriate
credentials who needs
additional experience to meet fully all of his or her
job requirements. New
incumbents with appropriate experience and good
credentials may be paid at a
rate higher than minimum. However, new incumbents will
not be paid more than
100% of the median without approval by the VP of that
unit.
Salary Adjustments
It is
the goal of LCSC to compensate each employee who fully
meets the requirements of his or her position with a
salary of at least 100% of the median
within five years. Employees with ten or more years of
service in their position
should earn at least 115%.
The
salary goals for all professional staff are as follows:
Years
in position % of
Median
0 – 5
(80) 75 – 100%
6 – 10
100 – 115%
10+
115% or greater
Movement beyond the median is not automatic and must be
supported by performance.
Questions: What is our strategy to move people in all
employee groups
closer or beyond the median incrementally? Yearly salary
savings? What
could be a strategy to use permanent salary savings for
equity/
compression?
Division Chairs
(Randy Martin will work on this section and has enlisted the help
of Mary Flores)
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For the purposes of compensation and evaluation,
division chairs are
considered administrative, professional employees.
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Compensation will be for the position and not be
linked to rank.
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Raises will be merit based.
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For division chairs with tenure as faculty, their
base faculty salary will be monitored during their
term as division chair. The base salary will be
identified on an annual contract.
-
The base faculty salary will be adjusted each year
by the same percentage
the individual received as a faculty member. The
division chair salary will be adjusted each year to
reflect merit raises.
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Service as division chair will not be considered in
applications for promotion/advancement in rank.
Division chairs with teaching loads will be
evaluated for their teaching.
-
The beginning target salary for the position of
division chair will range
between $5,000 and $6,000 per month and will
increase with merit raises.
This range will be reviewed approximately every
three years.
-
Individuals will be placed within the range
depending upon administrative experience and
discipline-specific market conditions.
The
number of months a division chairs works and the related
teaching load will
be negotiated at the time of hire and reconsidered
annually as appropriate.
Annual Report
Every
year the Administration, Human Resources office, and
Compensation Review Committee will review personnel
salaries for consistency with these Salary
Administration Guidelines. A report will be completed
that includes hiring salaries and salary adjustments
along with salary savings distribution for compression
and equity.
CRC Definitions
ACADEME - A bimonthly magazine of the American
Association of University Professors (AAUP). It
analyzes higher education issues from faculty members’
perspectives.
Classified Staff – employees who fall under the
guidelines of the Idaho Personnel Commission and subject
to the provision of the merit examination, selection,
retention, promotion and dismissal requirements of the
Chapter 53 title 67 Idaho Code. Typically these
employees are eligible for overtime, paid either at time
and
a half, or straight time or comp time accrued at the
respective rate.
Compression - Occurs when an organizational pay
structure/practice has not
moved with the market and merit increases are limited.
The result is that new, inexperienced employees are
making the same or close to experience fully-proficient
employees.
CUPA-HR
- College and University Professional Association for
Human Resources is
an institutionally based association of Higher Education
Human Resource (HE-HR) professionals. Its mission it to
provide high quality resources that support and promote
the HE-HR profession.
Faculty – all employees who hold the rank of instructor
or a higher academic rank.
Hay
Group - A global organizational and human resources
consulting firm. One of
its areas of expertise is compensation. The Hay Group
developed the compensation schedule which is used by the
State of Idaho.
Median - The median is a “standard” around which
salaries are administered. It represents full value for
a job performed by a well qualified, experienced
incumbent who fully meets all job requirements.
Merit
– Longevity at the institution with continued
satisfactory performance.
Professional Staff – all employees who met the provision
of Chapter 53 title 67
Idaho Code and includes presidents, vice presidents,
deans, directors, or employees in positions designated
by the state board, unless specifically excluded, who
receive an annual salary of not less than step “A” of
the pay grade equivalent to 355 Hay points in the state
compensation schedule. Professional staff are typically
not
eligible for overtime.
The
CRC would like to develop an algorithm or tool to use
when annually reviewing salaries. The tool would help
facilitate the annual report.
Attachment B
Draft
1 – 11/8/2005
Involuntary Administrative Student Withdrawal
COLLEGE POLICY STATEMENT
It is the policy of Lewis-Clark State College (LCSC) to
establish a Student
Involuntary Administrative Withdrawal Policy for the
purpose of maintaining a
campus environment that is conducive to learning,
protects the College’s
educational
purposes, maintains reasonable order on campus, and
protects the
rights and safety of all members of the College
community. The College may order
the involuntary withdrawal of a student from the College
and/or from College
Housing in accordance with College policy, as described
below.
COLLEGE PRACTICE
The Student Involuntary Administrative Withdrawal
Policy, below, outlines the procedures to be utilized in
seeking the involuntary withdrawal of a student.
Section I: Scope of Policy
The policy will cover conduct described in the LCSC
Student Conduct Code
that occurs on
College premises and/or at College-sponsored activities
but may also address off-campus behavior if the College
determines that the conduct, or the continued presence
of the student, impairs, obstructs, interferes with or
adversely affects the mission, processes or functions of
the College.
For purposes of this policy a student is defined as
follows:
Any person enrolled for courses through or at LCSC, both
full-time and part-time.
Any person who is not officially enrolled for a
particular term but whose LCSC
record indicates a continuing relationship with the
College, or
Any person who has been accepted into LCSC but has not
yet enrolled for courses.
Section II: Standards for Withdrawal
In
accordance with College policy and applicable federal
and state laws prohibiting discrimination based on
disability, a student may be involuntarily withdrawn
from
the College and/or College Housing, either temporarily
or permanently, if it is determined that a student:
a.
Engages, or threatens to engage, in behavior which poses
a danger of causing physical harm to self or others,
and/or
b.
Engages, or threatens to engage, in behavior which would
cause significant property damage, which directly and
substantially impedes the lawful activities
of other members of the College, and/or
c.
Demonstrates an inability to satisfy personal needs
(e.g., nourishment, shelter) such that there is a
reasonable possibility that serious physical harm or
death
might occur within a short period of time, and/or
d.
Otherwise commits a violation of the College’s
Student Conduct Code
and lacks
the capacity to comprehend and participate in the
College’s
disciplinary
process, and/or
e.
Commits a violation of the College’s
Student Conduct Code and did not
understand the nature or wrongfulness of the conduct at
the time of the offense and/or
F.
Engages in any activity that harms the reputation of
LCSC.
Section III: Premises Underlying This Policy
An
involuntary administrative withdrawal:
a.
Is not a substitute for appropriate disciplinary action
under the Student Conduct Code.
b.
Should not be used to dismiss socially or emotionally
“eccentric” students who
do not otherwise meet the standards for withdrawal specified in this section.
Section IV: Procedures Under this Policy
Commencement of the Process
This
process may be initiated by the Director of Student Life
when:
a.
Any member of the College community who reasonably
believes that a student
may meet one of the involuntary withdrawal standards in
Section II contacts the Director of Student Life with
his/her concerns about the student; and/or
b.
The student is referred to the Director of Student Life
for a possible conduct
code violation and the conduct is such that it may meet
one or more of the involuntary withdrawal standards.
Informal Review by the Director of Student Life
The Director of Student Life will conduct a preliminary,
informal review and will schedule a meeting with the
student. At the end of this informal review the
Director may do one or more of the following:
a.
Determine that the student does not meet the standard
for involuntary
withdrawal and terminate this process. If warranted, the
student’s
conduct will
be handled by the
Director of Student Life under the regular disciplinary
process.
b.
Require the student to schedule an evaluation by a
qualified, licensed mental health professional outside
the College within five calendar days. The student will
be responsible for any costs associated with the
evaluation.
c.
Allow a student who meets the conditions for an
involuntary withdrawal to voluntarily withdraw from the
College and waive the right to further procedures
under this policy. If future reenrollment at the College
is an option, the Director
will provide the conditions necessary for consideration
of reenrollment to the
student in writing (see
“Conditions for Reenrollment”
section of this policy).
Referral to the Conduct Evaluation Team
After completing the informal review as described in the
above section, the
Director of Student Life may refer a student to a
hearing with the College’s
Conduct
Evaluation Team for assessment and recommendations. The
team will
include the:
·
Dean
of Student Services or his/her designee
·
Director of Residence Life, or his/her designee
·
Director of Campus Security, or his/her designee
The role of the Conduct Evaluation Team is to evaluate
the student and make a determination as to whether the
student should be involuntarily withdrawn from
the College and/or College Housing or whether the
student can remain in school and/or continue to live in
College Housing under specified conditions. The
recommendation by the Conduct Evaluation Team will
require the concurrence of
any two of the three team members.
The Director of Student Life will arrange for the
Conduct Evaluation Team to
meet with the student and will notify the student in
writing of his/her referral to
a hearing and inform the student of the time, date and
location of the hearing. If
the Director of Student Life has ordered a psychological
assessment, the Conduct Evaluation Team will not be
convened until the evaluation has been completed and the
written psychological assessment has been submitted to
the College.
Notice of the hearing will be considered adequate if it
is sent to the student’s
last known address registered with the College or is hand delivered to the student at
least three business days in advance of the meeting
time.
Conduct Evaluation Team Hearing
The Conduct Evaluation Team will conduct a hearing with
the student in order to determine an appropriate course
of action under this policy. The following guidelines
will govern the hearing:
a.
The student will have the right to be present throughout
the entire hearing,
unless the student becomes disruptive.
b.
The hearing will be conducted even if the student fails
to attend the hearing or
if the student is removed during the hearing for
disruptive behavior.
c.
A family member and/or a qualified mental health
professional may accompany
the student to the hearing. Legal counsel will not be
permitted at this hearing.
The student will be expected to speak on his/her own
behalf whenever possible.
d.
The student will have the right to review all case
information before the hearing with the exception of
personal or confidential notes of College officials
regarding
the case. The information will be made available to the
student in the Director of Student Life office during
normal business hours at least 2 days before the
scheduled hearing.
e.
The hearing shall be conversational and non-adversarial,
whenever possible.
Formal rules of evidence will not apply, except that the
Chair may exclude
evidence that is not relevant or is cumulative.
f.
The student has the right to question all witnesses at
the hearing and comment
on all documents presented.
g.
The hearing will be closed to the public and all
testimony and evidence will be considered confidential.
h.
The hearing will be tape recorded by the College. Tapes
will remain the property
of the College and will serve as the official record of
the proceedings. The College
will retain the tape recording for a period of two years
after a final determination
has been issued and all appeals have been exhausted
under this policy. After the expiration of this two year
period, the College may erase or discard the tape
recording.
Disposition of the Case
Upon completion of the Conduct Evaluation Team hearing,
the Team will submit its written findings to the
Director of Student Life within three (3) business days.
This document will include the recommendation of the
Team, the reason(s) for the recommendation, and:
1.
If the team recommends an involuntary withdrawal,
whether the student is
eligible to be reconsidered for reenrollment, including
the conditions the student
must meet to be considered and any length of time that
must pass before the student can apply for reenrollment,
OR
2.
If the team does not order an involuntary withdrawal,
any conditions that the student must meet in order to
remain enrolled in school and/or remain in College
Housing.
The Director of Student Life will notify the student in
writing within three (3)
business days after receiving the Team’s written findings and will inform the
student of his/her right to appeal the Team’s
recommendation. If the student chooses not to
appeal or if after the appeal the recommendation is
still to allow
the student to remain enrolled in school and/or remain
in College Housing, the
student will meet with the Director of Student Life,
within five (5) calendar days,
to formalize the recommendation into a behavioral
contract between the College
and the Student.
APPEAL PROCESS
A
student may appeal any of the following decisions
rendered under this policy:
a.
An involuntary withdrawal from the College and/or from
College Housing recommended by the Conduct Evaluation
Team.
b.
The conditions recommended by the Conduct Evaluation
Team in order for the student to remain enrolled and/or
continue living in College Housing.
c.
A denial of the student’s
request for reenrollment by the Conduct Evaluation
Team.
d.
An involuntary withdrawal implemented in accordance with
the
“Student’s
Failure to Comply” section of this policy.
The student must submit a written appeal to the office
of the
Provost and Vice President for Academic Affairs
within seven (7) calendar days of the date of the decision being
appealed. After reviewing the student’s
case and after meeting with the student, the
Provost
and Vice President for Academic Affairs or his/her
designee will render a written decision as it relates to
the student’s
appeal within
five (5) calendar days. This decision will be final.
A
student who voluntarily withdraws or is involuntarily
withdrawn under this
policy may be subject to conditions for reenrollment.
These will be provided to
the
student in writing and may include but are not limited
to the following:
a.
Submission of a psychological assessment by a qualified
mental health
professional indicating readiness to return to school.
b.
Continued counseling or therapy.
c.
Continued medication.
d.
Restriction against on-campus housing.
e.
Successful completion of college courses at another
college or College.
f.
Review by the Conduct Evaluation Team.
A
student seeking reenrollment must do so by notifying the
Director of Student
Life of his/her desire to reenroll and must provide the
office with documentation
of adherence to all required conditions for
reenrollment. The Director of Student
Life will refer the request to the Conduct Evaluation
Team.
Reenrollment is not guaranteed. After reviewing the case
and meeting with the student, the Conduct Evaluation
Team will make a decision on the student’s
request for reenrollment, designate any further conditions for reenrollment and
notify the student in writing within five (5) calendar
days after meeting with the student.
Student’s
Failure to Comply
A student may be involuntarily withdrawn and/or
disciplined under the conduct
code if he/she:
1.
Fails to attend any required meeting under this policy,
and/or
2.
Fails to timely schedule and/or appear at a
psychological assessment requested
by the Director of Student Life, and/or
3.
Fails to adhere to any conditions placed on him/her in
order for him/her to remain enrolled in the College
and/or remain in College Housing.
Section V: Emergency Interim Withdrawal
An
emergency interim withdrawal may be implemented
immediately by the Director
of Student Life, after approval of the
Provost
and Vice President for Academic
Affairs or his/her designee, if the Director reasonably believes that the
student
may be suffering from a mental disorder and there is
reason to believe that the student’s behavior poses a substantial threat of harm to oneself or
others,
threatens or endangers College property, or disrupts the
stability and continuance
of normal College operations and functions.
A
student may be notified of the emergency interim
suspension either orally or in writing. It takes effect
the day it is issued by the Director of Student Life.
A
student withdrawn on an emergency interim basis will be
given the opportunity
to meet with the
Provost and Vice President for Academic Affairs or his/her
designee within forty-eight (48) hours from the
effective date of the emergency interim withdrawal to
discuss the following issues only:
1.
The reliability of the information concerning the
student’s
behavior, and/or
2.
Whether the student’s
continued presence on campus poses a substantial
threat of harm to oneself or others, threatens or
endangers College property, or disrupts the stability
and continuance of normal College operations and
functions.
At
the conclusion of this meeting, the
Provost
and Vice President for Academic
Affairs or his/her designee may either uphold or cancel the interim emergency
withdrawal. Regardless of whether the emergency interim
withdrawal is upheld or cancelled, the
Provost
and Vice President for Academic Affairs or his/her designee
will direct the Director of Student Life to continue
with the involuntary
administrative withdrawal process as outlined in this
policy. However, if the
interim emergency withdrawal is to remain in effect, the
Director of Student Life
will make every effort to expedite the process in an
effort to minimize any possible negative impact on the
student.
Section VI: Transcripts and Refunds
Transcripts
A
student who, under this policy, is allowed to
voluntarily withdraw or who is involuntarily withdrawn
will be given a
“W” grade for each course in which he/she
is currently enrolled. An administrative hold through
the Student Services’
office
will be placed on the student’s
academic record to prevent any unauthorized reenrollment by the student.
Refunds
A
student who, under this policy, is allowed to
voluntarily withdraw or who is involuntarily withdrawn
may request a refund of tuition, fees, housing payments
and any other amounts. Refunds will be made in
accordance with applicable
College policies and procedures.
RESPONSIBILITY FOR IMPLEMENTATION
The
Provost and Vice President for Academic Affairs is responsible for the overall implementation, administration and
interpretation of the policy and may appoint a designee
to oversee appeals brought forth under this policy. The
Director of
Student Life is responsible for the daily administration
of the policy.
SCOPE
OF POLICY COVERAGE
This
policy applies to all students as defined in Section I
of the Student Involuntary Administrative Withdrawal
Policy.
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