|
Senate Meeting Minutes
Thursday, March 16, 2006
SUB 143
I. Call
to Order
a. The
meeting was called to order at 3:17 pm by the Chair.
II. Introduction
of Visitors
a. Present:
Leanne Parker, Tony Fernandez, Barbara Barnes, Laura Bracken, Scott
Brainard, Margaret Chavez, Jan Hill (proxy for Linda Coursey), Tracy
Flynn, Brian Fonnesbeck, Debbie Goodwin, Allen
Hanson, Jacob Hornby, Rachel Jameton, Diane Johnson, Travis
Osburn, Dave Thiessen (proxy for Cheryl Jurgens), Chris Riggs (proxy
for Eric Martin), Jeff Matthews, David McCullough, Ed Miller, Clay
Robinson, Michelle Sotka, Jim Tarter
b. Absent:
Susan Odom, Matt Johnston, Lynne Bidwell, Rik Brosten,
Harold Crook, Claire Davis, Kent Johnson, Dan Mayton, Ray Miller,
Joni Montez, Mike Owen, Gin Weber
c. Guests:
Christine Pharr, Jann Hill
III. Approval
of Old Minutes
a. Minutes
from the Senate meeting of March 2, 2006 were unanimously approved
by acclamation
IV. Provost
Report
a. A
bill to establish community college districts is currently before
the legislature.
i.
The purpose of the bill is to establish
an Idaho community college network and to define the mission of
community colleges in Idaho (to offer remedial courses, adult
education, professional/technical courses, etc).
ii.
If this bill passes, LCSC will be
responsible for District 2, which includes Clearwater, Idaho, Latah
and Nez Perce
Counties.
iii.
If the bill passes, LCSC will assemble
a plan to expand
the community college function of the college.
iv.
Several monetary issues remain
unresolved such as how in-district students will be paid for and
also that tuition for
lower division courses would be lower than that of upper
division courses.
b.
Tenure policy
i.
Administrative Procedures is charged
with bringing tenure policy in consonance with promotion policy.
The new policy will be presented to Senate for a first reading in
April. It is now available on Administrative Procedures website.
c.
Eight year plan
i.
On June 1, the State Board of Education
will be presented with LCSC’s eight year plan. The plan will
include a Masters of Applied Teaching.
ii.
Any faculty who wish to add a program
to the eight year plan should discuss this with their Division
Chair, including the rationale.
d.
Final Exams
i.
During Fall 2005, final exams fell very
close to the
holidays and so the Provost’s office has received requests to change
the calendar for the next year.
ii.
It is not possible to change the
calendar for the next
year.
iii.
One idea is to offer some finals on the
Friday and
Saturday of “no exam week,” thus ending finals a day or two early.
This would be done entirely on a volunteer basis.
Feedback to the Provost on this idea is welcome.
e.
Midterm grade policy
i.
Concern was expressed that the
Provost’s office made midterm grades mandatory without the benefit
of a faculty resolution.
ii.
It was moved and seconded that the new
policy be
sent to curriculum for review of curricular issues and to faculty
affairs for review of the impact on faculty workload, welfare
and working conditions. The motion was approved, with one
nay vote.
iii.
Discussion included the following
points:
1. LCSC
does not have a definition of “curriculum,” nor
does the State Board of Education. Consultation with AAUP indicated
this is not a curricular issue.
2. The
timing of the decision to make the midterm grades mandatory was so
that they would be mandatory for
this midterm grade cycle. As a reminder, this was a request
initiated by students.
3. The
policy was forwarded from the Provost to both
Faculty Senate Chair and Administrative Procedures
Chair for review. Both indicated it was reflective of the initial
faculty resolution to develop such a policy in December, 2005.
V.
Treasury Report
a. There
was no financial report to Senate because the FRx reporting system
was off-line this week.
VI. Chair’s
Report
a. President’s
Council
i.
JFAC approved a 4.8% increase in LCSC’s
budget plus
an additional $80,000 for occupancy costs for the Activity Center.
ii.
The Administration and Student
Government agreed to
an overall 6% increase in student fees for next year. This will
be brought to the State Board of Education in April.
iii.
Brian Orr is sharing the honor of NAIA
woman’s basketball coach of the year.
iv.
The Legislature has appropriated money
such that the longstanding equity issues between the 4-year
institutions in Idaho has been resolved. Those due for equity
adjustments
will receive approximately 50% of what the equity report
indicated would be a fair adjustment due to changing student
enrollments.
v.
The legislature did not approve the
$240,000 to improve equity and compression issues.
VII. New
Business
a. The
Draft Salary Guidelines are available for review (appendix A).
Feedback should be sent to Susan Odom.
b. The
Draft Involuntary Administrative Withdrawal Policy is available for
review (appendix B). Comments can be sent to Leanne Parker or the
Provost in the next two weeks.
VIII. Standing
Committee Reports
a. Administrative
Procedures (Jeff Matthews, Appendix C)
i.
The committee has informally reviewed
the Draft
Involuntary Administrative Withdrawal Policy and agrees with
the Provost that it is necessary and is in the best interest of
members of the college community. Several changes were suggested
(see Appendix C).
ii.
The new Tenure Policy is to go through
a first reading in Senate in April. If approved by the faculty, it
appears that it
will be possible to have this new policy in place by fall of 2006.
The Policy is available on the Web for review along with a document
in which all changes to the policy are tracked, in an effort to make
the process of change as transparent as
possible.
iii.
The committee is seeking feedback from
adjuncts to determine if there is a desire for an adjunct seat in
Senate.
b.
Budget Liaison (Leanne Parker)
i.
The draft Salary Guidelines from the
Compensation
Review Committee have been sent to the divisions for
comment.
c.
Curriculum Committee (Jacob Hornby)
i.
The report from the Curriculum
Committee containing 23 proposals was unanimously approved by
acclamation. See Appendix D.
d.
Faculty Affairs (Leanne Parker for
Susan Odom)
i.
The committee is determining whether or
not there is a need for a general studies degree.
ii.
The committee is preparing a “fact
sheet” to assist in
the implementation of Student Course Evaluations.
iii.
The Compensation Review Committee is
soliciting
feedback on the draft Salary Guidelines, and advocating that
this become an ongoing committee.
e. Faculty
Development (Leanne Parker for Linda Coursey)
i.
Previously, Faculty Development Grants
were not to be
used for travel to conferences. The Committee is considering
a recommendation to rescind that limitation.
f. General
Education (Ed Miller)
i.
The Committee is currently working on
criteria for General Education goals.
ii.
The next meeting will be March 27,
2006. During this meeting, the Committee will be reviewing the
proposal to add
HUM 301 to the Distributive Literature component of the Core. This
is the first time that an upper division course is being considered
for a place in the historically lower division portion
of the core.
g. Student
Affairs (Leanne Parker for Harold Crook)– no report although
it was pointed out that in future meetings this committee may want
to give feedback about the draft Involuntary Administrative
Withdrawal policy, as well as feedback on the idea of finals
possibly
being given on Friday and Saturday of “no finals” week.
h. Technology
Advisory (Leanne Parker for Rik Brosten) – No report
IX. Good
of the Order
a. There
will be an assessment workshop in the afternoon of April 7 for
the purpose of defining assessment goals as well as learning how to
complete program assessment in a way that gives useful information.
i.
Dean Pharr has a sample program
assessment available.
ii.
All information for assessment is
available on the assessment website.
b. In
approximately two weeks, Department Chairs will be able to tell
divisions which part of Unit Action Plans will be done.
c. Faculty
Association Meeting: Thursday 3/30 at 3:15 in the WCC.
d. The
final Faculty Association Meeting of Spring 2006 will be 5/11 with
a social beforehand at 2-3 pm.
e. The
final Senate meeting of Spring 2006 is changed from 5/11 to 5/4.
X.
Adjournment: The meeting was adjourned
at 4:54 pm by the Chair.
Appendix A
Draft Salary Guidelines
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.
-
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)
-
For
the purposes of compensation and evaluation, division chairs are
considered administrative, professional employees.
-
Compensation will be for the position and not be linked to rank.
-
Raises will be merit based.
-
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.
-
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.
Appendix B
Draft Involuntary Administrative Withdrawal Policy
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.
Appendix C
Administrative Procedures Report
ITEM 1: Report on Administrative
Withdrawal by Administrative Procedures
Committee
As reflected in the online
minutes Administrative Procedures has considered the Administrative
Withdrawal policy as presented by Provost Fernandez. The policy,
which the Provost presented as an early draft with request for
feedback, was
reviewed by our committee twice with opportunity for committee
members to solicit feedback from their divisions. I personally met
with Provost Fernandez regarding
this document. Initially our committee greeted the document with
some skepticism. However, once we reviewed the document, heard from
the Provost and asked for feedback we all agreed that this policy is
necessary for the college and in fact it is
our conclusion that the policy serves to protect the interests of
students. As
faculty we believe it offers significant protection for faculty as
well. In short we believe this policy should go forward, is in the
best interest of students, faculty and the institution with several
suggested changes. First we believe that the section referring to
the off campus behavior of students being used to trigger this
policy
should be removed; especially the phrasing suggesting a students
behavior that
reflect poorly on the institution. We believe this is a possible
encroachment of first amendment rights of students. The natural
exception to our objection of off campus behavior being used to
trigger this policy is of course felony conviction or other
significant prosecution. Second we believe the due process
described in the
document should include a faculty advocate for the student. We
considered the possibility of asking that student representative be
present but this is actually not legal. Finally we believe that a
certified mental health official should be involved in
the process in appropriate cases.
ITEM 2: Tenure Policy revision.
Administrative Procedures has worked extensively
on the Tenure Policy revision document as reflected in the online
minutes for our committee. The committee has been working closely
with Provost Fernandez to produce a document that is consonant with
the Promotion Policy. The committee
has discussed the document on several occasions, produced a first
internal draft
and is currently working on a second internal draft. It is
anticipated that the
document will be prepared for an internal vote at the first April
meeting of Administrative Procedures. Should it pass the internal
vote there will be time for
two readings in Senate and a final vote in Association to possibly
put the policy in place for the next Academic Year. We feel it is
important to note that the document
is of such great importance to the faculty and institution that it
not be rushed
through this process. Therefore, the timeline suggested above is
only a suggestion.
I (Jeff Matthews) especially wish to acknowledge and thank Sue
Hasbrouck for taking the primary lead on editing, writing and
revising this document. The faculty of LCSC owe her a debt of
gratitude. I would also like to thank and acknowledge the heavy
lifting on this document provided by Samantha Thompson-Franklin,
Bill Johnson and Victor Kriss.
ITEM 3: Administrative
Procedures is moving ahead with exploration of creating a senate
seat for adjuncts. We have decided to solicit direct feedback from
adjuncts across campus in an attempt to confirm this is indeed
something they wish to do.
I did seek and get the Senate’s blessing to pursue this issue at the
last meeting of
the fall semester.
Appendix D
Curriculum Report
Curriculum Report to Senate
March 16, 2006
The Curriculum Committee has
approved the following 23 proposals.
BUSINESS TECHNICAL SERVICE
DIVISION
-
Remove all courses from Fire Service
Technology AAS and add FRSRV 100 (44 credits) to program.
T06-136, T06-137.
Justification:
FRSRV 100 will encompass all requirements for firefighter
certification training and convert the certification into course
credit. Similar situations have
been created over the past few years in the State of Idaho. The
change
corresponds much closer to actual training required and will be
offered to regional
fire departments.
-
Changes for Legal Support Programs:
Delete LAWPT 220 and 319; Remove ACCPT 214, CITPT 102, and LAWPT
220; Add LAWPT 223 and LAWPT 324. T06-147, T06-148, T06-149.
Justifications:
LAWPT 223 combines content from LAWPT 220 and 319, LAWPT 324 is
follow-up to LAWPT 323, and removal of courses allows for addition
of new courses.
-
Delete Hotel/Restaurant Management AAS/ATC,
add Hospitality Management AAS/ATC. T06-150.
-
Delete HRMPT 231 and add HSMPT 221; Add
HSMPT 255; Add new courses to programs, remove MKTPT 251.
T06-153, T06-155, T06-158.
Justifications:
Name change better reflects programs, HSMPT 221 offers front office
management as a stand alone course, HSMPT 255 is a hospitality lab
for the
hospitality management programs.
-
Changes to Business Management AAS/ATC/TC:
Add new courses MKTPT 270, MGTPT 265, and MGTPT 260. Remove
ENGL108, MKTPT 215, MGTPT 211, and 6 credits of electives. Add GNBPT
185, MKTPT 270, MGTPT 260, CITPT 212. Allow
the following choices MGTPT 265 OR LAWPT 265; HRPT 184 OR HRPT 185;
math option MTHPT 130, MATH 130, OR MTHPT 123; ECON option ECON 101,
102, 201,
OR 202; MKTPT 251 OR any combination of MKTPT 251 and MKTPT 252 OR
BUS
360 and MKTPT 251. T06-162, T06-163,
T06-164, T06-166.
Justifications:
Business management programs do not offer Applied Marketing
Seminar (MKTPT270), Management Decision Making (MGTPT260), or
Legal/Ethical Issues in Business (MGTPT265). Advisory board members
have recommended the addition of the new courses to better prepare
students. GNBPT will better prepare students in written
communication and options proposed are common substitutions
and will eliminate the need for substitution forms.
TECHNICAL AND INDUSTRIAL
DIVISION
-
Changes to Industrial Electronics AAS/ATC/TC:
Add ISATI 101 and ENGTE 154 to program requirements and add MTHPT
123 to General Education skills component; change credits for IETTI
101, 104, 201, and 204; change format of program plan. T06-120,
T06-121, T06-122, T06-123, T06-124.
Justifications:
ISATI 101 and ENGTE 154 will add a more diverse knowledge base to
these programs, MTHPT 123 meets basic math requirements, and credit
changes
more accurately reflect time spent by students in these courses.
-
Changes to Diesel Technology AAS/ATC:
Delete DSLTC 130, add DSLTC 200;
add DSLTC 200 to programs and remove DSLTC 101 (allow as an
elective) from program requirements. T06-125, T06-126.
Justifications:
DSLTC 101 content is delivered in DSLTC 105, but can serve as an
elective for high school students. DSLTC 200 will include more
information than did DSLTC 130.
-
Delete Electronics Technology program.
T06-129.
Justification:
Information Systems Analysis and Industrial Electronics are stand
alone programs and Electronics Technology is not needed.
-
Add twelve credits of electives to
Welding Technology AAS/ATC, increase total number of credits for
programs by twelve. T06-131.
Justification:
Recommended change by advisory board to increase skill level of
graduates.
-
Delete MTHPT 103 from Automated
Manufacturing ATC-TC. T06-133.
Justification: Certificates require more
advanced math course.
|
