< Previousnecessary, a faculty member may need to teach a load that is more than the customary stated load for their college or discipline. Care should be taken to limit overload teaching, particularly for pre-rank faculty. Assignment of overload courses to full-time faculty will follow the course assignment policy as adopted by Faculty Senate in consideration of experience, credentialing, and student learning outcomes. 2.32 Summer School Appointments Summer school enrollment is not as large in some departments as the enrollment during the academic year; therefore, employment on the summer school faculty is not available to all faculty members who may wish to teach. The tentative number of faculty members to be employed during the summer session is determined by the estimated student demand in each department with decisions made by dean and the Provost. Full-time faculty will be given preference for summer classes based in order on rank, expertise, department, and seniority. https://www.uaptc.edu/docs/default-source/policies/final/400/435-1-1-salary-levels-for- summer-faculty-employment.pdf?sfvrsn=ecef64be_2 2.35 Attendance of Faculty at Commencement and Convocation It is the faculty’s professional responsibility to help make commencement a rewarding and memorable experience for UA-PTC graduates and their families. Faculty participation in the commencement exercise of his or her college is expected. If a faculty member is unable to attend, he or she should contact the chair of the department, school dean, and the Provost. UA-PTC Policy 604: Faculty Commencement and Convocation Attendance 2.36 Faculty Campus Presence As part of their college service as full-time faculty members, Faculty are expected to divide their time between teaching duties [including course preparation, instructing, assessing, etc.] as well as campus governance and service, academically related public service, and student advising. Faculty are also responsible maintaining program and professional currency in their field through professional development activities. The professional activities of the full-time instructor require at least forty (40) hours a week on average during the contract period. While many of these activities take place at scheduled times, such as class meeting times and office hours, others may occur after hours or on weekends, such as evening classes or communication and activities with online courses. In general, the minimum campus presence for full-time faculty will accommodate course schedules, assessment, office hours, advisement and other instructional duties. Other professional duties and responsibilities will require may require additional presence on campus from time to time. UA-PTC, Academic Policy 623, Campus Presence: https://www.uaptc.edu/docs/default-source/policies/final/600/623-campus-presence-by-full- time-faculty.pdf?sfvrsn=1b547093_2 9 2.37 Faculty Office Hours Faculty office hours are an effective tool to promote student-faculty interaction, a benchmark for enhancing student learning. To be effective, students need to have an awareness of their instructors’ hours of availability as well as an understanding of how faculty office hours may be used for student success. At a minimum, Faculty office hours should be clearly posted at your office door, the appropriate location in the Course Syllabus, and the Course Blackboard Shell. Instructors with distant learning courses should have scheduled availability by phone, internet, or another appropriate digital communications platform. 10 Faculty Related Personnel Policies 3.1 New Faculty Appointments New faculty members will be informed of their rights and obligations as faculty members by the department chairs, program directors or deans and directed to the current Faculty Handbook of Policies and Procedures. New faculty members will be advised that performance will be subject to annual review by department chair and each academic school’s dean (referred heretofore as our comprehensive Faculty Evaluation Plan—FEP). All new faculty members will attend New Faculty Orientation. UA Board of Trustees Policy: 405.1 March 29, 2018 (Revised) https://www.uasys.edu/wp-content/uploads/sites/16/2018/04/405.1-Appts-Promotion- Tenure-etc.pdf UA-PTC Procedure Number: UA-PTC AR 405.1.1 January 1, 2019 (Aligned) https://uaptc.edu/docs/default-source/policies/final/400/405-1-1-appointment-non- reappointment-and-dismissal-of-faculty-evaluations.pdf?sfvrsn=e7cae112_2 3.12 Selection of Faculty When the appropriate administrative officers determine that a faculty position is vacant or needs to be created, the department will establish a search committee that will assist in recruiting the new faculty member. The search committee members may be selected as the department chooses. The committee should be broadly representative of the faculty in that department and within disciplines, including both ranked and non-ranked faculty members. No more than twenty five percent of the committee will be made up of non-ranked faculty members or non-college employees. Committee members will reflect diversity. The search committee has several responsibilities including the following: 1. Developing the qualifications: The committee, in conjunction with academic administration, will specify knowledge, skills, and abilities sought in the new faculty member, including area of specialization, degrees completed, and special abilities. The committee will consider the goals of achieving diversity. 2. Conducting the search: The College will advertise the position and will solicit recommendations or nominations of candidates from a variety of sources. 3. Initial screening: The committee will narrow the field of qualified applicants and recommend to the department chair those who should be given further consideration. The department chair, after consultation with the department search committee, will prepare a list of candidates for interviews and present that list to the dean, and then to the Provost. The interview list may be supplemented from the applicant pool by recommendations from the dean, the Provost and or the affirmative action coordinator. 4. Interviewing: The committee should have an opportunity to meet with all candidates who come to the campus for interviews. Interviews should be scheduled to give as many of the faculty as possible an opportunity to meet and evaluate the candidates. Prior to and during the interview, the expectations of 11 the College, requirements of the job, and economic prospects for the position should be set forth clearly and positively. Governor’s Executive Order 98-04: All interviewing job applicants must complete a copy of (1) Employee Disclosure and Certification Form and (2) Employee Disclosure Requirements Notice during the interview process. These forms are to be submitted to the office of the Provost for review. No offer of employment may be made prior to this approval process. Applicants for all positions including part-time and temporary but excluding student workers must comply with this process. 5. Selection: After the interviews have been completed, the committee will make recommendations to the dean. In cases where there is a lack of consensus between the department and administration concerning the final selection, the chair of the faculty search committee will be responsible for outlining faculty views in a memorandum and sending it to the Provost, with copies to the dean and the department chair. The Provost will have final responsibility for recommending faculty appointments to the Chancellor for review and approval or rejection by the Board of Trustees. UA-PTC Procedure AR405.1.1, Appointment, Non-Reappointment, and Dismissal of Faculty; Evaluations (5.1 A,B,C, Procedure): https://www.uaptc.edu/docs/default-source/policies/ final/400/405-1-1-appointment-non-reappointment-and-dismissal-of-faculty-evaluations.pdf? sfvrsn=e7cae112_2 3.13 Annual Review of Faculty An annual review of the work of each faculty member shall be made on the basis of assigned duties and in accordance to criteria and procedures adopted by UA-PTC. Completion of the evaluation process in a timely manner, meeting all criteria established by UA-PTC, will directly impact the supervisor’s evaluation. See the UA-PTC Evaluation Plan for details. UA-PTC Procedure AR405.1.1, Appointment, Non-Reappointment, and Dismissal of Faculty; Evaluations (5.1 G, Procedure): https://www.uaptc.edu/docs/default-source/policies/ final/400/405-1-1-appointment-non-reappointment-and-dismissal-of-faculty-evaluations.pdf? sfvrsn=e7cae112_2 For statutory information regarding annual review of faculty members, see: Arkansas statute (ACA 6-63- 104) and Arkansas Higher Education Coordinating Board (AHECB) policy 5.5. 3.20 Faculty Credentials Following HLC guidelines, all faculty and academic administrative staff are required to have appropriate credentials for their position, and to have official transcripts of all appropriate academic work and/or accreditor approved professional certifications on file in the office of Human Resources. Faculty must hold degrees, from an institution accredited by an accrediting agency recognized by the U.S. Department of Education, CHEA, or from institutions with comparable status, or recognition in other countries. Certifications must be from an accreditor approved credentialing agency that certifies the practitioner meets the standards set by that agency. HLC Guidelines: Determining Qualified Faculty Through HLC’s Criteria for Accreditation and Assumed Practices http://download.hlcommission.org/FacultyGuidelines_2016_OPB.pdf 12 Minimum Faculty Qualifications: Policy Number 406.0, Jan 1, 2019 https://uaptc.edu/docs/ default-source/policies/final/400/406-0-minimum-faculty-qualifications-policy.pdf? sfvrsn=98f8ea29_2 Minimum Faculty Qualifications Procedure: Procedure Number 406.1, Jan 1, 2019 https://uaptc.edu/docs/default-source/policies/final/400/406-1-minimum-faculty- qualifications-procedure.pdf?sfvrsn=98857abb_2 3.21 Adjunct Faculty Individuals whose education and professional experience enhance the teaching, research, or service programs of the college may receive appointments as adjunct faculty. Neither adjunct faculty, nor visiting or emergency hire faculty, are eligible for rank. Adjunct-faculty appointments are made for a specified period (e.g. one semester) and neither the College nor the individual has a commitment for renewal. Unless the terms of appointment specify otherwise, college policies on promotion, rank, non-reappointment, leave, and off-campus duty assignment do not apply to adjunct faculty. (see section III. Promotion and Rank Policies and Procedures). 3.30 Outside Employment Faculty are encouraged to engage in consulting or other related professional projects when such outside work contributes to their professional growth, enhances their opportunities for research, or augments the public service effort of the College. Outside business interests, employment, or vocation should not in any way interfere with service to the College. As a general rule, college resources (including facilities, supplies, and equipment) shall not be used for personal gain. However, in certain projects which accrue to the mutual benefit of the College and the individual faculty member, a contract for reimbursement to the College may be entered into in order to provide access to university resources. Outside employment must comply with the Conflict of Interest Policy of the college. Written approval from department head and/or dean shall be obtained in advance of such outside employment. Each dean or similar officer shall keep records on outside employment by personnel in his/her college or administrative unit and shall prepare an annual report on such outside employment. The report should include actual time spent during the reporting period. Such records shall be reviewed periodically by the appropriate administrators and shall be submitted to the Chancellor by September 30 of each year. It is the employee’s responsibility to make clear that, with respect to the outside employment, he/she is not acting as an agent or representative of the College. College facilities or property shall not be used. Prior approval is also required for concurrent employment with another university unit or state agency, pursuant to Arkansas Code Ann. § 19-4-1604 & Arkansas Code Ann. § 6-63-307. UA Board Policy, 450.1, March 30, 2016: https://www.uasys.edu/wp- content/uploads/sites/16/2016/05/0450_1-Outside-Employment-Concurrent-Emplmt.pdf UA Policy for Reporting of Income from Other State Agencies: UASP 440.10 Apr 26, 2016 https://www.uasys.edu/wp-content/uploads/sites/16/2018/04/UASP-440.10-Reporting-of- Income-from-Other-State-Agencies.pdf 3.40 Promotion and Rank Policies 13 Introduction The faculty job description describes the basic duties of all faculty. It is the policy of UA-PTC that faculty who demonstrate excellence in multiple areas of service to the College will be eligible to apply for an advancement of rank through the following Promotion and Rank system. Care shall be taken to ensure that each faculty member is familiar with its contents, and the department chairperson or other appropriate official shall supply a copy to each new member. Definition of Terms For purposes of this policy, the following definitions shall apply: Appointment: An appointment is employment by written contract ("Notice of Appointment") by the Board of Trustees of an individual in a given capacity for a specified time period at a stated salary. An appointment is valid only when the appointment form is approved and signed by the Chancellor of the College or the Chancellor's designee in accordance with authority delegated by the Board of Trustees, and the Notice of Appointment is signed by the individual being appointed and returned to the specified College official. Cause: “Cause” is defined as dismissal for conduct which demonstrates that the faculty member lacks the ability or willingness to perform his or her duties or to fulfill his or her responsibilities to the College; examples of such conduct include (but are not limited to) incompetence, neglect of duty, intellectual dishonesty, or moral turpitude such as an admission and/or conviction of a felonious act. “Cause” also includes two annual performance evaluations designated as overall “unsatisfactory”; specifics related to this policy are detailed further below. Dismissal: Dismissal is severance from employment for cause. Termination by notice, expiration of appointment or non-reappointment, or due to job abandonment is not a dismissal. Non-Reappointment: Non-reappointment means that a non-ranked faculty member is not offered a next successive contract for employment at the end of a stated appointment period. It is effected by a written notice sent no later than the week prior to Spring Break of the Spring semester. Probationary Period: The probationary period is the time a faculty member spends under appointments for full-time services in a promotion and rank-track position prior to being awarded rank. Promotion: Promotion is advancement based on merit to a higher rank or title. All promotions must be approved by the Board of Trustees and become effective with the next year's appointment following action of the Board of Trustees, unless a different effective date is approved by the Board for a specific case. Rank: Rank refers to faculty standing as awarded by the Promotion and Rank Committee (PRC) recognizing excellence in a faculty member. Certain ranks enjoy added benefits to employment including salary increases, course reduction, and sabbatical privileges. A ranked faculty member will be dismissed only for adequate cause after administrative due process as specified in section IV., Faculty Grievance Policies and Procedures. Resignation: Resignation is voluntary termination of employment by an employee. The dean or director of the unit to which the employee is assigned is authorized by the Board of Trustees to accept the resignation. 14 Termination: Termination is the general term to describe severance of employment from UA-PTC. Termination may be by resignation, retirement, dismissal, non-reappointment, or expiration of appointment. https://www.uasys.edu/wp-content/uploads/sites/16/2018/04/405.1-Appts-Promotion- Tenure-etc.pdf Non-Promotion and Rank Track Adjunct Instructor: Faculty members hired on a temporary, semester-to-semester basis are designated as an Adjunct Instructor. This is a teaching-centric, one-semester, renewable part-time position; there will be no expectation of successive appointments. Visiting Instructor: Faculty members hired on a full-time, one-semester basis are designated as a Visiting Instructor. This is a teaching-centric, one-semester, renewable full-time position. Instructor: Faculty members either hired in advertised Non-Promotion and Rank Track post- implementation date May 15, 2020, or faculty members hired prior to implementation date August 17, 2020 who opt out of the Promotion and Rank Track, will be designated as an Instructor. This is a teaching-centric, one-year, renewable full-time position; there will be no expectation of successive appointments or raises other than as provided through approved adjusted cost-of-living appropriations. Faculty members in this post may apply for the Promotion and Rank Track (Assistant Professor) if a position has been advertised. Promotion and Rank Track (Academic or Technical/Professional Assistant Professor or Advanced Instructor: This position is a teaching, service, and scholarship-centric, full-time position. The position is a seven-year (maximum), non-renewable, probationary Promotion and Rank Track position. Associate Professor or Senior Instructor: The rank of Associate Professor or Senior Instructor is a teaching, service, and scholarship- centric, full-time position. Faculty promoted to this rank will have expectation of continuous contracts unless notified by required termination date for termination for cause. Professor or Master Instructor: The rank of Professor or Master Instructor is a teaching, service, and scholarship-centric, full- time position. Faculty promoted to this rank will have expectation of continuous contracts unless notified by required termination date for a termination for cause. 15 General Faculty Responsibilities Under Promotion and Rank System Full-time instructors enjoy the rights and responsibilities outlined in the UA-PTC Faculty Handbook in general, including but not limited to those pertaining to appointments, dismissals, annual review, and faculty excellence awards. Each faculty member who accepts a full-time appointment accepts an obligation to render a measure of service to UA-PTC which is appropriate to such an appointment. Faculty members are available for student advisement, consultation with colleagues, and participation in governance and committee work. Therefore, while not restricted by a rigid schedule of work hours, a faculty member should recognize the full-time commitment of his or her position. In recognition of the importance of effective faculty participation in UA-PTC governance, each full-time faculty member is expected to be personally involved through attendance at, and participation in, meetings of committees, departments, student services, and, as appropriate, the Faculty Senate. Ranks and Metric: For the Promotion and Rank Track, the following ranks will be used: 16 Qualifications of Rank for Faculty in Academic Promotion and Rank Track: The following general qualifications have been established for faculty at the master’s level or above: 1. Assistant Professor a. Earned doctorate or master’s degree (may or may not teach transfer courses, an instructor must have a minimum of a master’s degree and 18 graduate hours in subject area) b. Will have six years to complete process for promotion and rank to Associate Professor 2. Associate Professor a. Earned doctorate, specialist, masters or other advanced academic degree (to teach transfer courses, an instructor must have a minimum of a master’s degree and 18 graduate hours in subject area) and at least three (3) years completed at a minimum of teaching at the Assistant Professor level at UA-PTC or the equivalent experience elsewhere (applications may be made during the third year to be effective after three years) b. Documented illustration of outstanding contribution to higher education through such avenues as teaching, service, and other creative scholarly achievements c. Completion of Recommendation for Promotion and Rank portfolio including satisfactory peer and supervisory evaluations d. Evaluation of Recommendation for Promotion and Rank portfolio by Promotion and Rank Committee e. Promotion recommendation by chair, dean and Provost 3. Professor a. Earned doctorate or terminal degree preferred; specialist, masters or other advanced academic degree (to teach transfer courses, an instructor must have a minimum of a master’s degree and 18 graduate hours in subject area) and at least five (5) completed years of teaching at the Associate Professor level at UA-PTC or the equivalent experience elsewhere (applications may be made during the fifth year to be effective after five years) b. Documented illustration of outstanding contribution to higher education through such avenues as teaching, service, and other creative scholarly achievements c. Completion of Recommendation for Promotion and Rank portfolio including satisfactory peer and supervisory evaluations d. Evaluation of Recommendation for Promotion and Rank portfolio by Promotion and Rank Committee e. Promotion recommendation by chair, dean and Provost Establishment of the above qualifications and guidelines for faculty does not preclude their waiver in circumstances deemed exceptional by the Provost, Chancellor, or the Board of Trustees. 17 Qualifications of Rank for Faculty in the Technical/Professional Promotion and Rank Track The following general qualifications have been established for faculty members who teach technical/professional courses: 1. Advanced Instructor a. Completion of an associate’s degree or higher. b. Attainment of certification/licensure in his/her technical/occupational specialty and/ or completion of recognized competency exam c. Documented course work in teaching and satisfactory peer and supervisory evaluations. d. Will have six years to complete process for promotion and rank to Senior Instructor 2. Senior Instructor a. Completion of a bachelor’s degree or higher and continued attainment or renewal of certifications/licensure/accreditations appropriate to their specialty area and at least three (3) completed years of teaching experience at the Advanced Instructor level at UA-PTC or the equivalent experience elsewhere (applications may be made during the third year to be effective after three years) b. Evidence of beginning the process of specialty program accreditation c. Exceptional qualifications as determined by the Promotion and Rank Committee d. Satisfactory peer and supervisory evaluations e. Completion of Recommendation for Promotion and Rank portfolio (including satisfactory evaluations and credential evidence) f. Evaluation of Recommendation for Promotion and Rank portfolio by Promotion and Rank Committee g. Promotion recommendation by chair, dean and Provost 3. Master Instructor a. Earned master’s degree or higher preferred, completion of a bachelor’s degree or higher and continued attainment or renewal certifications/licensure/accreditations appropriate to their specialty area and at least five (5) completed years of teaching experience at the Senior Instructor level at UA-PTC or the equivalent experience elsewhere (applications may be made during the fifth year to be effective after five years) b. Exceptional qualifications as determined by the Promotion and Rank Committee c. Attainment of specialty program accreditation and/or re-accreditation d. Outstanding contributions to the technical/occupational higher education field through such avenues as serving as a consultant, service on a specialty credential board or committee, service as a specialty evaluation team member or other documented service e. Satisfactory peer and supervisory evaluations f. Completion of Recommendation for Promotion and Rank portfolio (including satisfactory evaluations and credential evidence) 18 Next >