Faculty Handbook BOT approved 07222021
As an American Indian-serving institution, Bacone College provides a quality, holistic, liberal arts, educational experience in a culturally diverse environment empowering life-long learners with the knowledge, skills, and capacity to be transformational leaders in both Native and non-native communities.
Empowering transformational leaders who incorporate traditional values and voices to positively impact our local communities around the world.
FERPA Student Rights
The Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 1232g; 34 CFR Part 99) is a Federal law that protects the privacy of student education records. The law applies to all schools that receive funds under an applicable program of the U.S. Department of Education.
FERPA gives parents certain rights with respect to their children’s education records. These rights transfer to the student when he or she reaches the age of 18 or attends a school beyond the high school level. Students to whom the rights have transferred are “eligible students.”
Parents or eligible students have the right to inspect and review the student’s education records maintained by the school. Schools are not required to provide copies of records unless, for reasons such as great distance, it is impossible for parents or eligible students to review the records. Schools may charge a fee for copies.
Parents or eligible students have the right to request that a school correct records which they believe to be inaccurate or misleading. If the school decides not to amend the record, the parent or eligible student then has the right to a formal hearing. After the hearing, if the school still decides not to amend the record, the parent or eligible student has the right to place a statement with the record setting forth his or her view about the contested information.
Generally, schools must have written permission from the parent or eligible student in order to release any information from a student’s education record. However, FERPA allows schools to disclose those records, without consent, to the following parties or under the following conditions (34 CFR § 99.31):
- School officials with legitimate educational interest;
- Other schools to which a student is transferring;
- Specified officials for audit or evaluation purposes;
- Appropriate parties in connection with financial aid to a student;
- Organizations conducting certain studies for or on behalf of the school;
- Accrediting organizations;
- To comply with a judicial order or lawfully issued subpoena;
- Appropriate officials in cases of health and safety emergencies; and
- State and local authorities, within a juvenile justice system, pursuant to State law.
Schools may disclose, without consent, “directory” information such as a student’s name, address, telephone number, date and place of birth, honors and awards, and dates of attendance. However, schools must tell parents and eligible students about directory information and allow parents and eligible students a reasonable amount of time to request that the school not disclose directory information about them. Schools must notify parents and eligible students annually of their rights under FERPA. The actual means of notification (special letter, inclusion in a PTA bulletin, student handbook, or newspaper article) is left to the discretion of each school.
For additional information, you may call 1-800-USA-LEARN (1-800-872-5327) (voice). Individuals who use TDD may call 1-800-437-0833.
THE CODE OF ETHICS OF THE BACONE FACULTY
We believe: The development of a Code of Ethics is an essential characteristic of a profession and provides one means whereby professional standards may be established, maintained, and improved. A code indicates a profession’s acceptance of the responsibility and trust with which it has been invested. Each individual, upon entering a profession, inherits a measure of that responsibility and trust and the corresponding obligation to adhere to standards of ethical practice and conduct set by the profession.
EDUCATOR’ S RESPONSIBILITIES
Commitment to the Student
- The educator promotes student participation in programs and student benefits with respect for the dignity of humanity, unrestricted by considerations of nationality, race, creed, color, gender, marital status, political or religious beliefs, handicap, sexual preference, social or cultural backgrounds, or status as a veteran.
- The educator safeguards the student’s right to privacy by protecting information of a confidential nature, sharing only that information which serves a compelling professional service or is required by law.
- The educator encourages the student to become independent in the pursuit of learning.
- The educator acts to safeguard the student from conditions harmful to learning or to health and safety.
- The educator encourages student discussion, thus exposing students to varying points of view and opinions.
- The educator is responsible to present material without suppression or distortion of subject matter.
- The educator shall maintain the dignity and self-worth of the student and shall not intentionally expose the student to embarrassment or disparagement or use professional relationships with students to private advantage.
COMMITMENT TO THE PROFESSION
- The educator shall be honest in representing his/her professional qualifications and in recommendation of other candidates for professional positions.
- The educator shall maintain confidentiality in regard to information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.
- The educator shall not knowingly make false or malicious statements about a colleague.
- The educator shall be objective in evaluating a student performance and shall not lower standards for any student.
- The educator shall enforce the college’s policy regarding attendance.
- The educator shall not accept any gratuity, gift, or favor that might impair or appear to influence professional decisions or actions.
- The educator shall engage in research activities or other professional pursuits for self- improvement.
- The educator shall evaluate his/her course offerings and shall update his/her course syllabi on the basis of the evaluation.
- Educators are role models for their students and should set standards of behavior though personal example.
COMMITMENT TO BACONE COLLEGE
- The educator’s loyalty to the employing institution shall be reflected in positive support of the institution and in positive support of other Faculty.
- The educator shall separate his/her private opinion and views from those of the institution when representing Bacone College to the public.
- The educator shall present the facts concerning educational matters in direct and indirect public expressions.
- The educator shall not exploit institutional privileges for private gain or to promote political candidates or partisan political activities.
- Commitment to the Educator
- The educator is entitled to expect the confidence, respect and support of the administration.
- The educator is entitled to be treated with respect by students.
- The educator is entitled to an opportunity for professional growth and advancement.
- The educator is entitled to supportive services such as adequate maintenance and secretarial services.
- The educator is entitled to be consulted and informed when curriculum and/or staff changes in his/her field of teaching are being considered.
- The educator is entitled to an administration and Faculty which nourishes an academic atmosphere.
- The educator is entitled to constructive criticism in all aspects of academic life without fear of jeopardizing his/her employment.
- The educator is entitled to expect contract renewal unless s/he continues to violate certain standards after receiving a written admonition from the administration. If an admonition has been received, the educator is entitled to defend himself/herself before a panel of administrators and peers as defined in sections of the Constitution, By-laws, and Faculty Handbook related to the Professional Rights and Responsibilities Committee or other pertinent committees. Exceptions to this include  educators under special funding;  educators not rehired because of retrenchment;  educators who grossly violate the Code of Ethics of normal ethical behavior.
- The educator is entitled to a completed contract no later than three  weeks after the spring Board of Trustees meeting.
- The educator is entitled to notification of renewal or nonrenewal of the next year’s academic contract by the end of the 8th week of the spring semester.
- The educator is entitled to a grievance system which can determine whether or not rights or ethics have been violated.
- The educator is entitled to academic freedom in terms of teaching material. The exercise of academic freedom requires sensitivity to the mission of the College.
No individual, group of individuals, club or organization representing Bacone College shall enter into a contractual agreement of any nature without written approval from the President of the College.
Notice of Non-Discrimination
Bacone College does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history) in its admission of students, in any of its programs or activities, or in its employment practices. Questions concerning this policy, or complaints of discrimination may be directed to the Compliance Officer, Bacone College, 2299 Old Bacone Road, Muskogee, OK 74403, phone 918-683-4581. Information provided in compliance with Title IX, Title VI, Section 504 and the Age Discrimination Act.
Bacone College retains two categories of information about current and former students: directory data and confidential data.
Upon admission, students provide data for academic and personal records. In doing so, the student entrusts the College as custodian of this information and other data generated during a student’s enrollment.
Bacone College acknowledges the student’s right of privacy concerning this information. The College further recognizes that certain information is a matter of public record and may be released for legitimate purposes.
The College policy regarding release of information in the student’s records is as follows:
- Directory information appears in student directories and alumni publications and may be freely released. A student desiring that the information remain confidential must file a written request with the Registrar’s Office. A written request must be made prior to the end of the fourth week of each semester of attendance and applies to the following:
- Name, addresses and telephone number
- Major and classification
- Dates and attendance
- Degrees and dates of graduation
- College honors
- Verification of student’s participation in recognized activities
- Anticipated dates of graduation based on completed hours
- Previous institutions attended
- Confidential information comprises that which is contained in a student’s education record and can be released only upon the student’s written consent. Some expectations allow or require release of confidential information to the following ten classes of persons as defined in the Family Education Rights and Privacy Act of 1974, as amended:
- School officials within the educational institution who have legitimate education interests
- Officials of other schools to which students seek to transfer
- The Comptroller General of the United States, Secretary of Education, the administrative head of an educational agency or state educational agency or other state educational authorities
- College officers who process a student’s application for or receipt of financial aid
- State and local authorities to which such information is specifically required
- Organizations or educational agencies conducting legitimate research provided no personally identifiable information about the student is made public
- Accrediting organizations
- Parents upon proof of dependency as defined by the Internal Revenue Code of Governmental Authorities with a judicial order or lawfully issued subpoena, provided the educational agency or institution makes a reasonable effort to notify the student of the order of subpoena in advance of compliance
- Appropriate persons such as physicians when, due to an emergency, such information is necessary to protect the student’s health or safety or that of other persons
- Students have the right to inspect their academic records and to challenge the contents.
Upon a signed request, Bacone College will provide transcripts of academic records. However, financial obligations need to be paid in order for the College to provide said transcripts.
While the permanent academic record is a cumulative record compiled by the student, the Registrar of the College is charged with the responsibility for its accuracy and safekeeping. Therefore, removal of the Registrar’s assigned depository is not permitted.
Original credentials with which the student applies for admission or readmission to Bacone College become the property of the college and are not released.
Vice President of Academic Affairs (VPAA)
The VPAA is directly responsible to the President of the College. Under the general direction of the President, the VPAA is responsible for facilitating the planning, supervising, and evaluating of the academic program of the College. The Chief Academic Officer provides leadership for the Faculty in establishing and maintaining an instructional program that fulfills the educational goals and objectives of the institution.
The VPAA supervises the academic personnel of the College, including deans, Department Chairs, Faculty, registrar, library, and special academic program personnel. The VPAA plans and administers the academic program budget and supervises the operation of the registrar’s office, the library, and other related academic programs. This administrator is an ex officio member of all College standing and ad hoc committees that are directly related to the academic programs of the College and is a member of the President’s Cabinet. This individual serves as the liaison to the Academic Committee of the Board of Trustees.
Appointment of Deans and Chairs in the College’s Academic Schools and Departments
The VPAA, taking into consideration the recommendation of Faculty within the school or department, makes a recommendation to the President for approval. The President then appoints an individual to serve in the capacity of dean or chair. Appointments are open-ended with the dean or chair serving in that capacity as long as the expectations and needs of the College and the school or department are met or until the individual no longer wishes to serve in that capacity.
The College conducts its academic programs through the following schools and departments, each of which is administered by a Dean or School/Department Chair:
- Department of Applied and Health Sciences
- Department of American Indian Studies
- Jerome Steele School of Business and Finance
- School of Indian Art
- Department of Education
- Department of Liberal Arts and Humanities
- Rennard Strickland School of Tribal Law and Criminal Justice
Duties of Deans, School/Department Chairs, and Academic Program Directors
Deans have full-time administrative positions with Faculty status and are given release time to teach. The VPAA, using an Administrators Evaluation Form, will evaluate each Dean annually.
Department Chairs and Academic Program Directors have full-time Faculty positions and are given release time for administrative duties. As full-time Faculty, Department Chairs and Directors use the same evaluation form and procedure as all other full-time Faculty.
Chairs and Directors primarily serve in a support position to Faculty in their respective departments. This support is accomplished in the following ways (but not exclusively limited to just these areas):
- Represent the department and its Faculty at the AAC meetings.
- Sign class slips and PO requests before submitting to the Office of Academic Affairs.
- Meet with students as part of the academic grievance process to attempt to reconcile differences between students and Faculty within their department.
- Initiate and oversee the process to hire full-time and/or adjunct Faculty to teach courses within the department.
- Work with Faculty in their department to create the schedule of course offerings for the academic terms and submit the draft schedule to the Registrar’s Office.
- Make sure advising is being handled appropriately within the department.
- Work with the Admissions Office in recruiting students into programs within the department.
- Other duties as assigned by the VPAA or the President.
Absence or Removal of Chairs
When a Chair is absent for reasons of vacation leave, sick leave, or paid leave of absence for a period of less than one month, he/she has the authority to appoint a member of the department to carry out the duties in his/her absence. When a Chair is to be absent for a period of longer than one month and the President has approved the absence, the VPAA will appoint an acting Chair.
A Chair can be relieved of his/her administrative duties by the VPAA at any time during the appointment for one of the following reasons:
- Upon the recommendation of a two-thirds vote of the Faculty within the department.
- If in the judgment of the VPAA, the Chair fails to carry out his/her duties and responsibilities.
Teaching Faculty hold either full-time or adjunct appointments. Full-time teaching Faculty include all Chairs, Directors, and Deans, and those persons whose primary responsibility is teaching and who hold a provisional or continuous contract with the College. Adjunct Faculty teach for the College under a term contract.
The full-time Faculty of Bacone College consists of all persons who are appointed by the College to teach the workload for full-time Faculty as described in this handbook. Full-time Faculty function under the general supervision of the VPAA and where appropriate, under Chairs, Deans, and Directors of the respective schools or departments. By accepting a Faculty position, a person is subject to all pertinent rules and regulations of the College and is conferred particular rights and responsibilities as specified in this Faculty Handbook.
The Faculty Assembly meets monthly during the academic year between August and May. These meetings are for discussion and action regarding issues of specific concern to the Faculty and for purposes of general communication. The VPAA convenes all Faculty Assembly meetings. All of the College’s full- time teaching Faculty and Deans are required to attend. The Faculty Assembly receives reports and recommendations from the President, Academic Affairs Council, Faculty Senate, and Student Affairs Council. Only full- time teaching Faculty, Chairs, Directors, and Deans hold voting privileges in the Faculty Assembly, and actions approved by vote are then made as recommendations to the President.
Academic Affairs Council
The Academic Affairs Council (AAC) is responsible for recommending changes in the College’s academic policies, procedures, and curriculum to the Faculty Assembly. The AAC meets bi-monthly, or as needed and is chaired by the VPAA. Particular committees and/or areas for which the AAC is concerned include new courses and programs, student academic appeals, students on academic warning, probation, or suspension, academic scholarships, and academic assessment. Required regular membership includes:
- The Dean or Chair from each school or department.
- Directors of academic support departments including the library, Student Support Services and the Registrar.
- The VPAA.
Faculty Senate is composed of seven members, all of whom must be full-time teaching Faculty as defined in the Faculty Handbook. Representatives are from the College’s departments and schools. Members will serve for two academic years.
Officers are elected by the Faculty Senate from its members. The term of the Senate President is for one year. The President of the Faculty Senate can be recalled at any time by either;
- A minimum of 4/6 vote by the Senate.
- Initiation by any Faculty by asking for a no confidence vote at a Faculty assembly meeting. A simple majority vote of no confidence by the Faculty assembly will force the Senate to consider a recall at the Senate’s next scheduled meeting.
The duties of the Senate will include making recommendations regarding Faculty rank and promotion, Faculty professional development, Faculty handbook, Faculty salary ranges, Faculty contracts, Faculty grievances and Faculty awards. The Senate will also work on any directives from administration. The Senate members are responsible for communicating discussion items with their department/school and for bringing issues from Faculty to the Senate. The Senate will have the authority to form standing or ad hoc subcommittees, working groups, etc. as needed, composed either of its own members or from the general Faculty. The Senate will make recommendations or motions to the Faculty Assembly for required action.
The Faculty seat on the President’s Shared-Governance Committee will come from the Senate. Faculty representatives to Board of Trustee committee meetings will continue to be selected from the general Faculty.
Faculty Senate will meet as scheduled by the officers twice each month. Meetings are open to all Faculty who wish to attend but participation is limited to observance only. Any non-Senate Faculty who wishes to address the Senate, must inform the Senate President prior to the meeting for inclusion on the agenda and will have a limited time (as determined by the Senate president) to make an address. If deemed necessary, the Senate President may convene the entire Faculty.
Organizational Chart for Faculty Governance
Change in Academic Programs
A significant change in one of the College’s academic programs comprises a process and policy that involves both Faculty and Board of Trustees, where the latter must give final approval. Recommendation for changes in academic programs may occur as a result of periodic reviews of all academic programs by the VPAA with the assistance of the Academic Affairs Council.
Significant changes in academic programs can include:
- Realigning a program under a different department or school.
- Redirecting a program in order to change its focus.
- Reducing the scope of a program.
- Suspending a program.
The Trustees, President, VPAA, the Academic Affairs Council, the Dean of a School, Department Chair, or Program Director can initiate a proposal. A recommendation to change an academic program may be made if one or more of the following conditions exist:
- Over a period of two or more years, the program has had a number of students that are one-third or less historical enrollments.
- Evaluation of job opportunities and/or graduates over a period of two or more years indicates that the program is not producing marketable graduates.
- Previous attempts to revitalize a program have not been successful.
- A program is no longer essential to fulfilling the mission of the College.
- The financial health of the College would be improved by changes in a program.
The VPAA will inform the Faculty associated with a program being considered for change and give them an opportunity to prepare a defense against the proposal.
The Academic Affairs Council, in consultation with the VPAA, makes a recommendation to the President concerning the proposed changes, after reviewing the proposal.
The VPAA will also inform the entire Faculty of the intent to change the program and give justification for the decision. This notification will allow an opportunity for all College Faculty to discuss the proposed change.
The President’s Shared-Governance Committee will review the proposal for program change, the recommendation of the Academic Affairs Council, Faculty discussion, and any defense offered by the Faculty of the affected program. The President will in turn present to the Board of Trustees his recommendations. The Board of Trustees will make any final decision regarding changes to academic programs.
Following a decision by the Board of Trustees to change an academic program, the VPAA will work with the Academic Affairs Council, the Department Chair, and Faculty associated with the program to make the changes necessitated by the decision.
Faculty Contractual Provisions
Faculty Contractual Provisions are those policies listed below that constitute the contractual agreement between the college and the Faculty. Changes in the contractual agreement become effective with the issuing of new contracts. Changes in the contractual agreement must be made in accordance with established procedures as indicated below.
Matters covered in this section apply to all teaching Faculty unless otherwise specified. For those holding combined Faculty and administrative appointments, this section applies only to the Faculty part of the appointment. Faculty holding combined appointments should refer to the Employee Handbook for a description of the rights and obligations associated with the non-Faculty responsibilities of their appointments.
Full-time teaching Faculty are issued twelve (12) month contracts (a full academic year). Full-time Faculty are only required to teach in the fall and spring semesters; employee benefits are in effect for the entire term of the contract. There is an expectation that full-time Faculty will use this time for academic preparation, professional development, and service on committees.
All adjunct Faculty are issued a contract which is typically for a single academic term.
Definition of the Academic Year
An academic year begins with the first fall Faculty meeting/workshop and ends on the last day of the summer term. The academic year consists of two (2) semesters, each semester totaling a minimum of sixteen (16) weeks and summer term of eight (8) weeks.
Faculty Teaching Load
Faculty teaching loads in accordance with Board of Trustee Policy are prescribed by the administration. For the fall through spring semester period, each full-time member of the teaching Faculty is required to conduct a total of thirty (30) credit hours of instruction unless otherwise indicated. Laboratory portions of courses indicated as zero (0) credit hours are awarded one (1) credit hour toward the teaching load for each two (2) hour laboratory section scheduled. Equivalent credits for nontraditional instruction (hospital clinicals, etc.) are negotiated between the Dean or Department Chair and the VPAA. Faculty teaching courses by special arrangement shall receive full credit toward their teaching load. Faculty may be released from a portion of his/her required teaching load, without loss of compensation, if 1) he/she is required to perform certain administrative responsibilities (e.g. serve as a Department Chair or Program Director), 2) he/she agrees to carry out a special project or service beyond what is required in his/her contract or 3) he/she is subject to the requirements of an accrediting or other regulating body. The amount of release time from a full teaching load for reasons number 1 and 2 is determined by the VPAA.
Class size is not a factor when determining teaching load for the fall and spring semester. The VPAA to cancel a course or a section of a course. Cancellation occurs only when 1) there are fewer than five (5) students enrolled AND 2) the Faculty can be reassigned to either a different course or another section of the same course that has five (5) or more students. Courses required by students in a particular degree program will not be canceled for low enrollment if the cancellation were to result in delaying a student’s degree completion. Classes being taught by special arrangement or directed studies will also not be canceled due to low enrollment.
If Faculty teaches more than the total required credit hours during the fall through spring semester period, he/she will be paid additional compensation for the overload, (See Compensation, below). Because heavy teaching loads reduce time for other duties by full-time Faculty, six (6) credit hours in the fall-spring semester period is recommended as the maximum overload.
Categories of Faculty Service
Full-time Faculty, regardless of rank, are identified in one of the following categories of service:
|Category||Faculty Category Description||Description|
Faculty with Summer Release Time
|Full-time Faculty with Faculty Rank and Status whose primary responsibility is teaching and granted release time during the summer academic terms. These Faculty are governed by the Faculty Handbook and accrue sick leave and personal days as identified below.1 Faculty in this category receive an annual contract and may teach during the summer academic terms and receive additional compensation.|
Faculty with Summer Release Time and Primarily Have Non-Instructional Responsibilities
|Full-time Faculty with Faculty Rank and Status, who primarily serve in non-instructional academic support and/or administrative areas. These Faculty are governed by the Faculty Handbook, except for the accrual of vacation, sick leave, and personal days whereby they follow the accrual rates identified below.1Faculty in this category receive an annual contract and may teach during the summer academic terms and receive additional compensation.|
|3||Faculty without Summer Release Time and Primarily Have Non-Instructional Responsibilities||Full-time Faculty with Faculty Rank and Status whose primary responsibilities are administrative in nature. These Faculty are governed by the Faculty Handbook and accrue vacation, sick leave, and personal days as identified below.2 In addition, these individuals follow the campus closure dates and not the Academic Calendar. These persons receive an annual contract and release time to teach.|
Faculty without Summer Release Time and Primarily Have Instructional Responsibilities
|Full-time Faculty with Faculty Rank and Status whose primary responsibility is instruction.However, Faculty could be assigned release time for administrative and/or academic support responsibilities as well. These Faculty are governed by the Faculty Handbook and accrue vacation, sick leave, and personal days as identified below.2 In addition, these individuals follow the campus closure dates and not the Academic Calendar. These persons receive an annual contract.|
Academic Ranks and Titles for Faculty
Full-time members of the teaching Faculty hold one of the four academic ranks: Instructor, Assistant Professor, Associate Professor, or Professor. These Faculty have full-time teaching duties or have teaching plus other institutionally related duties equivalent to a full-time teaching load. Persons with the rank of Professor Emeritus or the titles of Artist/Writer/Scholar in Residence or Adjunct are also considered to be members of the Faculty though they are not granted voting rights at Faculty Assembly.
Whenever a decision is necessary on whether an individual has the appropriate professional degree or its equivalent as required for a particular rank, such decision will be recommended by the Appropriate Dean or Department Chair to the VPAA.
An Instructor should hold an earned Master’s Degree or terminal degree relevant to the teaching field that has been awarded by a regionally or nationally accredited institution and/or an internationally recognized institution. A Baccalaureate Degree is acceptable for Faculty teaching only in selected fields in the associate degree programs. In some cases, such as in practice-oriented disciplines or programs, “tested experience” in the field may be substituted for formal education preparation or teaching experience when that tested experience is validated through some objective measure(s) that ensures the individual’s knowledge, expertise, and competence are equal to or greater than that expected from formal education or teaching experience. Instructors must demonstrate the potential for satisfactory fulfillment of the duties and responsibilities of Faculty.
An Assistant Professor should hold an earned Doctorate Degree or terminal degree relevant to the teaching field that has been awarded by a regionally or nationally accredited institution and/or an internationally recognized institution. Appointees not holding a Doctorate should have a minimum of two (2) years college level teaching experience and should demonstrate promise of ability to teach, perform research, participate in scholarly development or creative activities, and are of service and long- range usefulness to the institution. In some cases, such as in practice-oriented disciplines or programs, “tested experience” in the field may be substituted for formal education preparation or teaching experience when that tested experience is validated through some objective measure(s) that ensures the individual’s knowledge, expertise and competence are equal to or greater than that expected from formal education or teaching experience.
An Associate Professor should hold an earned Doctorate Degree or terminal degree relevant to the teaching field awarded by a regionally or nationally accredited institution and/or internationally recognized institution. Associates should have a minimum of (5) five years of college level teaching experience if less than an earned Doctorate degree is held. In some cases, such as in practice-oriented disciplines or programs, “tested experience” in the field may be substituted for formal education preparation or teaching experience when that tested experience is validated through some objective measure(s) that ensures the individual’s knowledge, expertise and competence are equal to or greater than that expected from formal education or teaching experience. Associates should display a demonstrated teaching ability, active participation in Faculty committees, research/scholarship, creative activities, contributions to the institution and the community, and in selected instances, performance of non-teaching or administrative duties.
A Professor should have an earned Doctorate Degree or terminal degree relevant to the teaching field awarded by a regionally or nationally accredited institution and/or internationally recognized institution. In some cases, such as in practice-oriented disciplines or programs, “tested experience” in the field may be substituted for formal education preparation or teaching experience when that tested experience is validated through some objective measure(s) that ensures the individual’s knowledge, expertise and competence are equal to or greater than that expected from formal education or teaching experience. Professors should have a minimum of ten (10) years teaching experience at the college level or a reasonable equivalent. Professors should demonstrate excellent teaching ability, student advising, research, scholarly development, creative activities, service, and in selected instances, performance of non-teaching or administrative duties.
In recognition of meritorious service, Bacone College may confer the rank of Professor Emeritus on members of the Faculty who have attained the rank of Professor, Associate Professor, or Assistant Professor and who, at the time of their full retirement from the college, have held a full-time Faculty position for ten (10) or more years. Recommendations for the conferment of this rank shall be made by a majority vote of the Faculty Assembly to the Board of Trustees.
A Professor Emeritus is accorded full Faculty status with regard to Faculty social activities, admission to athletic events, fine arts performances, and other cultural activities. Emeriti are also accorded library privileges and are listed in the college catalog during the remainder of their lifetimes. No compensation accrues by virtue of this rank, and for the purposes of Faculty Assembly, a Professor Emeritus is not considered a voting member of the Faculty.
Artist/Writer/Scholar in Residence
The college may offer appointments to persons whose artistic/teaching experience as well as their professional study equip them for instructional and performance responsibilities. Such individuals are designated artists, writers, or scholars in residence and perform their responsibilities as regular members of the Faculty.
Artists/writers/scholars in residence hold part or full-time positions. They receive term contracts from the VPAA upon the recommendation of the Dean or Department Chair of the appropriate school or department. Their terms and conditions of employment are determined on an individual basis prior to appointment. For purposes of Faculty Assembly, Artists/writers/scholars in residence are not considered voting members of the Faculty.
Adjunct Faculty are part-time instructors employed to teach specific courses at the need of the college. Adjuncts are appointed by the VPAA upon the recommendation of the Dean or Department Chair of the school or department in which they will serve. Adjunct Faculty receive compensation determined by the number of contact or credit hours they are contracted to teach and by the enrollment figures in their courses. All adjunct Faculty shall have a term contract.
Adjunct Faculty have the same freedom and responsibilities in the management of their courses as do full-time Faculty. As part of their responsibilities, adjunct Faculty are expected to spend a reasonable amount of time on campus each week so that they will be available to counsel students regarding their course work. (Approximately one-half hour per week in addition to class time for each credit hour taught shall be considered a reasonable amount of time). For the purposes of the Faculty Assembly, adjuncts are not considered voting members of the Faculty.
Credit for Experience
For the purposes of offering initial rank or determining when Faculty shall be eligible for promotion, the following guidelines may be used to determine what credit may be allowed for previous experience:
- Faculty or prospective Faculty may be allowed one year’s credit for each year’s full time teaching experience in the field of specialization, or its equivalent in teaching and academic administrative responsibility at a college or university recognized by an accreditation agency approved by the State of Oklahoma or federal agencies of education, provided that position held one of the ranks listed above.
- Faculty or prospective Faculty may be allowed one year’s credit for each two years’ full-time experience in the field of specialization in elementary, secondary, or post-secondary institutions recognized by an accreditation agency approved by the state of Oklahoma or federal agencies of education. Both the number of years of experience and the rank held shall be considered in determining eligibility for promotion.
- Faculty may be allowed one year’s credit for each three years’ full-time experience in a non-teaching profession related to the field of specialization.
Locus of Appointment
Appointments to Bacone College are specific to a school or department. The school or department in which the appointment is held shall be specified in the annual contract. In certain situations, when Faculty is employed to teach in more than one academic school and/or department the locus of appointment shall be to both.
Types of Contracts
Term contracts are issued for a specific period and carry no obligation or promise of future employment. Term contracts may be offered by the College at any time. A person offered a term contract will have two weeks to accept or reject the contract.See Appendices for a sample contract.
A provisional contract is a full-time contract for a twelve-month period with a twelve (12) month payout and a teaching load as previously defined. The provisional period is meant to give Faculty time to demonstrate his/her ability and gives the College’s Faculty and administration time to observe and evaluate Faculty in a Faculty position. During this period, Faculty on a provisional contract has the same rights and responsibilities as all other Faculty members of the College. Faculty members holding provisional appointments are evaluated for reappointment on a yearly basis. A provisional contract carries no obligation or promise of further employment beyond its term.
Faculty in good standing typically receive a minimum of three provisional contracts. However, Faculty who have taught full-time at Bacone College under a term contract for one or two years immediately preceding the year in which they receive their first provisional contract, will receive full credit for those years under term contract, as a part of their provisional period. At the end of the third provisional contract, a determination is made by the College resulting in one of the following:
- The Faculty’s provisional contract is not renewed and employment by the College is terminated.
- The Faculty is offered an additional provisional contract. During the time of this provisional contract, the Faculty may be asked to engage in study in order to achieve additional skills or academic competencies needed by the college or to engage in Faculty development intended to address specific areas of weakness. In such cases the expectations of the college shall be precisely stated in writing at the time the contract is offered. The college may provide financial and/or other appropriate support for the Faculty who is asked to engage in additional studies or in Faculty development activities, as funds are available.
- The Faculty is offered a continuous contract.
A continuous contract is a full-time contract for a (12) twelve month period with a twelve
(12) month payout and a teaching load as previously defined. A continuous contract confers on Faculty the right to be re-employed from contract term to contract term until the Faculty resigns, retires, is terminated, laid off, or dismissed in accordance with the policies and procedures in this handbook. Faculty on a continuous contract may not be reduced in salary, rank, or contract term except for just cause or pursuant to a reduction in force. Faculty on continuous contract will receive a yearly appointment contract subject to the conditions described in this handbook.
Contracts for Summer Term Teaching
Full-time Faculty on a provisional or continuous contract will have the opportunity to teach for the college during the summer if requested by the VPAA. All contracts for summer teaching are term contracts. The maximum teaching load for summer term Faculty should not exceed nine (9) credit hours.
Pay Ranges and Schedules
Compensation is based on the candidate’s educational qualifications and experience relative to salaries received by Faculty currently employed at that rank. Faculty salary ranges by rank are reviewed each year using the latest Integrated Postsecondary Education Data System (IPEDS) data from the Department of Education’s Institute of Education Sciences National Center for Education Statistics’ (http://nces.ed.gov/IPEDSPAS/expt/default.aspx) website where a listing of the average Faculty salaries for the following four -year private institutions in Oklahoma are derived from comparable institutions.
Using these averages, the College creates a salary range for a particular rank that is
$5,000 above and below the published average for that rank. When fiscally possible, the College automatically adjusts the salary of Faculty that drops below the salary range for his or her rank. Faculty must be notified of any involuntary change to the compensation schedule one full pay period prior to the change.
Teaching Overloads, Summer Term, & Special Arrangement Courses
Overloads and Summer Terms
Compensation for a teaching overload (more credit hours than contract specifies) and summer terms, is calculated in the spring semester, after enrollment figures are finalized and is based on the following schedule.
- Courses with 5 or more students – paid at the adjunct rate
- Courses with less than 5 students – paid at 1/5 adjunct rate times the number of students in the smallest class taught.
Exceptions to all compensation for teaching Faculty may be applied at the discretion of the Vice-President for Academic Affairs.
Courses by Special Arrangement
Compensation for any course taught at any time by special arrangement or directed studies is $1,000 per course.
Recruitment of Adjunct Faculty
To maintain the quality of instruction necessary to fulfill the educational mission of the college, the VPAA and Dean or Chair will seek persons to fill adjunct positions who meet or exceed the minimum criteria for the rank of Instructor. The VPAA will then recommend to the President whether or not to offer a contract.
The appointment of adjunct Faculty is subject to adequate enrollment in the Faculty course. The contract will indicate the enrollment necessary for the course to be taught.
Appointment of Summer Term Faculty
All Faculty who teach during the summer term, are employed as adjuncts with term contracts except in those cases where a full-time Faculty member is completing their teaching load as specified in their provisional or continuous contract. Faculty members hired to teach in the summer term who have already completed their teaching load requirements as specified in their provisional or continuous contracts, shall receive compensation for courses taught during the summer term in addition to their regular pay.
The Faculty evaluation is meant to encourage and assist all full-time Faculty members whose primary responsibility is teaching, to develop and perform to the best of their ability. A Professor Emeritus and Artist/Writer/Scholar in Residence are not subject to this evaluation process. Adjunct Faculty may be evaluated by the Dean, Director, or Chair of their school or department.
The overall evaluation of Faculty members is determined by their performance in a number of different areas, both inside and outside the classroom. An evaluation is done using the Faculty Evaluation Summary (See Appendices) and the Course Evaluation. Faculty will be notified of any additional criteria for evaluation or any change to the above-mentioned evaluation instruments.
Promotion in Rank
A Faculty member who is eligible (for eligibility of each academic rank See Academic Ranks and Titles for Faculty) and interested in possible promotion should complete an application (See Appendices) and submit it along with a professional portfolio to their Dean or Department Chair for a recommendation and signature for an outline of the portfolio. The application and portfolio are then forwarded to the Faculty Senate for review by the Faculty Promotion/Evaluation Committee who makes a recommendation to the VPAA. Following the Faculty Senate subcommittee review, portfolios will be on display at the library for viewing by other College personnel. The VPAA will review all submitted material and make a recommendation to the President. A recommendation by the President will then be forwarded to the Board of Trustees for final approval.
The VPAA will notify Faculty of the status of their application. The awarding of the promotion in rank, will qualify the Faculty member for an increase in salary within the range specified for that rank. Awarded promotions will take effect at the beginning of the following contract.
The following is the time sequence for applying for promotion:
August – October: No application will be accepted for that year after October 31st.
November – January: Faculty Senate reviews applications and submits recommendations to the VPAA.
February – March: Portfolios on display. Recommendations made from the VPAA to the President.
April – May: Recommendation made from the President to the Board of Trustees (at the Board’s spring meeting).
May: Faculty notified of results of application.
Separation From The College
It may be necessary, at times, for the College and a faculty member to sever their professional relationship. Various means of separation are possible and are defined below.
Non-Reappointment occurs when the College has decided not to renew a provisional contract at the conclusion of its term. A Dean or Division/Department Chair will recommend annually to the Vice President for Academic Affairs which faculty on a provisional contract shall be re-appointed and which shall not. The decision not to reappoint a provisional faculty member rests with the President upon the recommendation from the Vice President for Academic Affairs. The Vice President for Academic Affairs’s judgment should be made in consultation with the Dean or DivisionDepartment Chair. In situations that so warrant, the Vice President for Academic Affairs may also consult other faculty in the College. Notification of non-reappointment of
faculty members on provisional contracts will occur by June 1 of the academic year.
Resignation is when a faculty member severs his/her relationship with the College. Since the college views fulfilling its responsibilities and obligations as contracted, the college also expects faculty members to reciprocate by fulfilling their obligations for the entire period of the contract.
On rare occasions, when it is of benefit to the college and the faculty member, the college may accept a resignation offered in writing at least sixty (60) days in advance of the proposed termination date. The college is not obligated to accept a resignation where the termination occurs before the end of the contractual period.
In the event a faculty member chooses to not sign a renewal of an employment contract, the college will view that position open and needing to be filled.
Termination is when the College severs its relationship with a faculty member. A faculty member can be terminated without cause following sixty (60) days advance notice by the College. Reasons for such termination could include:
1) Prolonged mental or physical illness
2) Change in an academic program
3) Financial crisis or exigency
Prolonged Mental or Physical Illness
Termination for medical reasons will be based upon clear and convincing medical evidence that a faculty member is or will be unable to perform his/her normal duties due to medical circumstances, despite reasonable accommodation by the College. The decision to terminate for such reasons will be made only after the faculty member or his/her representative has been informed in writing as to the basis of the proposed action. The faculty member or his/her representative can have such a termination decision reviewed by the Faculty Senate by submitting a request in writing to the President within ten (10) working days after receiving notification of separation. The situation will be reviewed by the Faculty Senate before any action is taken by the President. The College will in each case work to ease the burden of any such termination as far as is contractually possible.
Change in an Academic Program
When it is deemed necessary to eliminate a faculty position for reasons of a change in an academic program, recommendations concerning which faculty positions shall be eliminated will be made to the President by the Vice President for Academic Affairs in consultation with the appropriate Dean or DivisionDepartment Chair.
The following criteria will be used for making decisions unless the Dean or DivisionDepartment Chair and the Vice President for Academic Affairs agree that the institution and/or school or division/department would be better served by following other criteria established by that school or division/department:
a) A faculty member on continuous contract will not be terminated in favor of a faculty member on provisional contract, except where a serious distortion of the academic programs would result.
b) If faculty members have the same contract status, those faculty who have served the College for the least number of years, will be terminated first.
c) If faculty members have the same contract status and the same length of service, those faculty with the lowest degree level will be terminated first.
Notice of termination for a change in an academic program, should be given as early as possible but must be made not less than six (6) months in advance of the effective date of termination.
Financial Crisis or Exigency
Financial crisis occurs when the College completes or foresees completing a fiscal year with an operating deficit. Financial exigency occurs when there is an urgent need for the College to revise its monetary expenditures in order to assure those expenditures do not exceed revenue. The Board of Trustees must officially declare that financial crisis or exigency exists. When financial crisis or exigency exists, the President will inform the faculty about the financial situation of the College. This notification will occur at the earliest possible date and before any
faculty layoffs are implemented.
If financial exigency or crisis necessitate the termination a faculty member, notice of termination will be given as soon as possible in advance of the effective date. In addition, extensive efforts will be made by the College to either place such faculty members in another appropriate position within the institution or offer assistance so they may continue their work elsewhere. When financial reductions are made, the faculty shall not be made to bear an undue proportion of the College’s financial burden.
If a full-time faculty member is terminated due to financial crisis or exigency, the released faculty member’s position will not be filled by a replacement within a period of twenty-four (24) calendar months, unless the released faculty member has been offered reappointment at the rank and contract status held at the time of termination. That individual will be given an official notice of at least thirty (30) calendar days, within which time he/she may accept or decline the reappointment. It is the responsibility of the terminated faculty member to see that the institution remains informed of his/her whereabouts during the twenty-four (24) month period.
Dismissal is when the College severs its relationship with a faculty member for adequate cause prior to the end of a contract. The College may dismiss a faculty member at any time, after giving the faculty member a notice in writing, at least thirty (30) days in advance.
A notice of dismissal will be preceded by a written admonition from the appropriate administrative officer describing the alleged problem and warning the faculty member that his/her contract is in jeopardy. The warning must also stipulate a period of time within which correction of the alleged problem is expected. If the faculty member does not contest the allegation and fulfills his/her duties, the matter is settled with no further action being taken. If the faculty member fails to correct the problem, dismissal proceedings may be initiated.
Adequate cause for dismissal must be directly and substantially related to the fitness of a faculty member to continue in his/her professional capacity as a teacher in this College. Dismissal proceedings may be instituted only for one or more of the following reasons:
1) Professional incompetence.
2) Continued neglect of academic duties in spite of written warnings.
3) Serious personal or professional misconduct.
4) Deliberate and serious violations of the rights and freedoms of fellow faculty members, administrators, or students.
5) Conviction for a felony.
6) Falsification of credentials or experience.
7) Failure to observe the professional or ethical standards of a faculty member’s discipline.
8) Failure to follow the professional responsibilities, ethics, and academic policies of this
handbook in spite of written warnings.
9) Any other just or legal cause.
In every instance, the dismissal procedure will proceed by means of the following two steps:
1) A written notice of dismissal is sent to the faculty member from the Vice President for Academic Affairs that a recommendation for dismissal for cause will be made to the President. This notice will contain a written statement of the reasons for the recommendation and the information supporting those reasons.
2) A reasonable opportunity will be given to the faculty member to meet with the President or designee, in order to present a defense against the dismissal recommendation. That meeting will occur before such recommendation is acted upon by the President or designee.
In all cases involving dismissal for cause, the burden of proof that adequate cause exists shall be on the College and that proof will be clear and convincing even when considering the faculty member’s record as a whole. The decision of the President or designee may be the basis of a
grievance. In all cases of dismissal, the President determines what, if any, salary payments are to be made beyond the date of dismissal.
Suspension is the temporary separation of a faculty member from the College where it is determined by the President that there is a strong likelihood that the faculty member’s continued presence at the College poses an immediate threat of harm or disruption to the College community. Suspension shall be with pay and shall last only as long as the threat of harm continues or until dismissal for cause occurs. A suspension can also be a basis of a grievance.
If the Vice President for Academic Affairs believes that the conduct of a faculty member justifies imposition of a minor sanction such as a reprimand or a demand for restitution, the Vice President for Academic Affairs will notify the faculty member of the basis of the proposed sanction. This rationale and the proposed sanction will be in writing. The faculty member will be allowed the opportunity to express in writing his/her view of the conduct, and it too will be placed in the faculty member’s personnel file in the Office of Academic Affairs. The Vice President and Dean of the Faculty must also provide the faculty member an opportunity to persuade him or her that the proposed sanction should not be imposed. The faculty member may appeal any decision of the Vice President for Academic Affairs through the grievance procedure.
The College holds to the principle that institutions of higher education are committed to open and rational discussion as a principal means for the clarification of issues and the resolution of problems. The search for truth can best be advanced when responsible and sensitive individuals operate in an atmosphere of freedom. All members of the academic community should be free to pursue their rightful goals, speak openly, be heard, study, instruct, administer, and conduct research.
Academic freedom, however, should be distinguished clearly from constitutional freedom, the latter being freedom which all citizens enjoy equally under the law. Academic freedom is an additional assurance, to those who teach and pursue knowledge, of rights of expression regarding teaching and research within specific areas of recognized professional competencies.
Faculty are entitled to freedom in the classroom in discussing a subject. Controversial material shall be taught objectively, and the teacher shall not introduce controversial material having no relation to the subject.
Faculty is responsible for maintaining an orderly environment conducive to learning, it is therefore the Faculty’s right to dismiss, for that class period, any student who seriously interferes with the instruction of the course.
The College maintains a policy concerning student academic misconduct, (See Appendices) which includes cheating, plagiarism, giving or receiving help on an examination or paper when it is expressly forbidden by the instructor, and any other practices which demonstrate a lack of academic integrity. An instructor will take necessary precautions to prevent the unauthorized circulation of examination materials and to exercise reasonable watchfulness to prevent cheating on examinations.
Faculty who encounter instances of academic misconduct and students must follow the procedures as outlined in See Appendices. A student found guilty of academic misconduct will be subject to academic sanctions ranging from failure in the course or assignment to dismissal from the College in cases of repeated and/or flagrant violations. Records of academic misconduct cases will be kept in a confidential file in the Office of the VPAA. Academic Misconduct Policy (See Appendices).
Audio/Video Recorders in the Classroom
Because indiscriminate or unauthorized use of audio/video recorders, including the recording functions of cell phones, can be an infringement on the property rights of the teacher’s classroom materials and a restriction on the freedom of expression of both students and teachers, the use of audio/video recording devices in the classroom by students without authorization from the teacher is prohibited. In addition, the participation of individual students in a class should not be included in a recording, without their permission.
Recordings shall be used only for the student’s private study and information from those recordings will not be made available to persons not enrolled in the course.
Visitation in Classes
Fellow Faculty, administrators, prospective students, or other individuals who are not enrolled in the Faculty’s course who wish to visit one or more classes for the purpose of their own edification or in order to make an authorized evaluation of the Faculty will make arrangements with the instructor to attend class before the beginning of the class session. The instructor may refuse admission to his/her class to anyone not enrolled in the class, other than a college administrator or Faculty conducting an official evaluation.
All full-time Faculty will be assigned office space on campus appropriately equipped. The VPAA or Deans, Chairs, and Directors are responsible for assigning office space.
As a private citizen, any member of the Faculty may endorse political candidates and take an active part in responsibilities of citizenship. However, Faculty may not actively engage in campaigning for political candidates on campus or imply any endorsement of candidates by the College. Any member of the Faculty engaging in direct political activity off campus which will involve a substantial amount of time is expected to work out an agreement for released time with his/her Dean or Department Chair with the approval of the VPAA. College Faculty employed in federally funded programs must abide by limitations of the federal government relative to political activity.
Professional Travel Expenses
The College encourages professional development of Faculty resulting from attending meetings of professional societies, seminars, etc. and will provide financial support as funds are available. Professional travel having prior authorization by the Faculty Dean or Department Chair and the VPAA, will be reimbursed according to the College’s Travel Policy,
A grievance is defined as an alleged misapplication, misinterpretation, or violation of any provision in this handbook. Grievances are heard by the Faculty Senate. A Faculty can file a grievance by submitting, in writing, to the head of the Faculty Senate a petition for review. Petitions with sufficient merit will be reviewed by the Faculty Senate which will make a recommendation to the President. When the President is named as a subject in a grievance case, the Faculty Senate shall transmit its summary and recommendations to the Board of Trustees whose actions shall be final. All grievance proceedings of the Faculty Senate will be closed and confidential.
Faculty are responsible for knowing and understanding the mission and goals of the College and shall adhere to all regulations and policies of the College that are listed in this handbook.
The work of Faculty consists of teaching, student advising, professional development and service to the College and the community. These areas are detailed in the following sections.
Faculty responsibilities related to teaching include:
- Establishing course objectives and requirements.
- Selecting textbooks and supplemental course material.
- Preparing and submitting textbook/supplemental course material orders.
- Planning, preparing and presenting course material.
- Preparing, administering and grading course assignments and examinations.
- Calculating and reporting student grades and attendance.
- Assisting students in mastering course material.
- Establishing and evaluating the curriculum, subject matter and methods of instruction.
- Establishing the standards for the academic performance of students.
- Assisting in the determination of degree requirements.
- Assist in preparation of class schedules.
Faculty, Dean or Department Chair, and the VPAA must approve the selection of textbooks and supplemental material. The Faculty book selections must be provided to the VPAA by the imposed due date for timely ordering.
Course Design and Implementation
Faculty are responsible for planning their courses in a manner that accurately reflects the course description listed in the College catalog. A Faculty may make revisions in a course for legitimate pedagogical reasons as long as those changes are not so extensive that the course fails to satisfy the catalog description. Each course must have a syllabus, which is to be made available to each student on Moodle. All syllabi shall include the Mission Statement, Vision Statement, and Statement on Learning and Physical Disabilities, the Addendum for Credit Hours, and the Academic Misconduct Policy (See Appendices).
The Dean, Director, or Chair arranges the schedule in consultation with the Faculty. Schedules are subject to the approval by the VPAA.
Class Meetings & Canceling Classes
Faculty are expected to meet with their classes during scheduled meeting times as identified in the College’s Course Schedule. Attendance for each class must be taken by Faculty and recorded in CAMS on a weekly basis at minimum.
Proposed changes in class location or time must be submitted via a Class Slip and approved by the VPAA.
If for any reason the Faculty cannot meet with a class, the Faculty will contact the Chair and the VPAA, even if arrangements have been made for the course to meet in the Faculty’s absence. If Faculty cannot be present and no arrangements have been made for a class to meet, the Office of the VPAA will notify students that the class is cancelled.
In cases of inclement weather, the President will determine whether the College will operate under a delayed start schedule or be closed for that day. The appointed personnel will then notify the major radio and TV stations and have an announcement posted on the College’s website. See Inclement Weather Policy in the employee handbook.
Final Exams and/or Capstone
The College requires that a final examination or Capstone be administered in every course, although Faculty determines the structure of the final examination. All final exams will be administered at the time and location indicated on the final exam schedule. The VPAA must approve any waiver of a final examination, capstone, or change to the time and location. Copies of the final exam or capstone for each course taught must be submitted to the Office of Academic Affairs by the end of Final Exams Week each semester.
Determining and Reporting Grades
Faculty is responsible for determining the instruments and value of each that will be used in determining a student’s grade. The instruments used and their values will be listed on the syllabus for each course. Mid-term grades of D or F and all final grades will be recorded in the College’s electronic system within a week of the exams.
Internships, clubs, athletics and other applicable co-curricular mid-term grades of D or F and all final grades will be recorded in the College’s electronic system within a week of mid-term and last day of finals.
Faculty Assistance & Academic Support Services
The College is committed to the academic success of students. Faculty should refer students who may benefit from additional help to Student Services, Advisors, and Coaches for academic assistance.
Attendance and Academic Intervention Policy
Bacone College believes that class attendance is an important factor in student success. Those who are in class consistently do better, learn more and earn better grades.
With a goal to aid in learning, attendance, retention, and graduation, the following policy is recommended. This policy is designed specifically for face-to-face 16-week 3-credit courses on main campus and does not apply to Pawnee Nation students. (Policies for 8 week courses to follow)
Campus Attendance Policy
- All students will be advised of the campus absence policy at orientation and in first year seminar. All Faculty members will include the policy in their syllabi
- All communication with students will be by Bacone email only and students are required to use only that for class communication or Moodle. Students will be trained in the use of Bacone email in classes, orientation, and other means for the first two weeks. These instructions will be repeated constantly.
- Student athletes who are departing for travel in the afternoon are required to attend morning classes. Athletes will provide their instructors with their schedules as the season opens and notify their instructors of travel in advance.
- Students who are absent due to illness will need to provide a doctor’s note.
- Instructors will have the discretion to award extra credit as appropriate to their syllabus.
- Attendance will be taken from the first day of class attendance.
- Upon the 4th unexcused absence, the instructor may advise the student that their grade will be reduced one letter grade due to excessive unexcused attendance.
- Upon the 6th unexcused absence, the instructor may advise the student they are being withdrawn from the class and the instructor will ask the VPAA to have the student Administratively Withdrawn (showing a grade of “AW” in the student record).
- Faculty will be accorded the right to exercise discretion based on knowledge of the student.
- Students have an opportunity for appeal of grades or absences. Appeals of grades are made to the Division Chair in accordance with policies in the college catalog. Appeals of absences are made in writing to the VPAA in accordance with policies in the college catalog.
- When a student has accumulated 2 unexcused absences or when Faculty refers a student for support services to his/her Advisor, the Intervention Team will act.
- The Faculty member who is aware of the absences and/or academic difficulty will advise the Intervention Team (the student’s Faculty advisor, VP of Student Affairs, and the student’s coach if an athlete) via email.
- The following steps will be taken:
- The Faculty advisor will have a personal conference with the student advising them of the impact on their academic performance within one week;
- The VP Student Affairs will have a conference with the student, advising them of the possible impact on their Bacone scholarship and financial aid within one week;
- If an athlete, the coach will be notified and will handle the absences according to the athletic agreement signed by all athletes;
- Student Support will meet with the student to offer tutoring and other services.
- Each of these will send an email to the other members of the Intervention Team as they conduct their interviews with the student.
Full-time Faculty will schedule a minimum of ten (10) face-to-face office hours per week. Office hours will be posted on the Faculty’s office door and included in all syllabi. Copies of Faculty schedules, including office hours, will be forwarded to the Office of the VPAA at the beginning of each semester.
The appropriate School or Department determines course offerings. The Academic Affairs Council and the VPAA must approve proposed changes in course offerings. For new courses proposed, a syllabus must be presented to the AAC for review. All new courses must be approved by the AAC and the VPAA.
Changes to course offerings and new courses will begin at the start of the next academic term unless a delay for a legitimate academic reason is requested by the School, Department, or the VPAA. The Deans, Directors, or Chairs ensure that all course offerings listed in the catalog are accurate and current.
Courses by Special Arrangement
Faculty may occasionally offer courses by special arrangement when a student needs a particular course in order to graduate in a timely manner. The Dean, Director, or Chair and the VPAA and President must approve courses taught by special arrangement.
Faculty is responsible for advising students carefully and accurately. Faculty are expected to meet with their assigned advisees at least twice a semester. Faculty will be available to advise students during the regular enrollment periods. See Advising Handbook.
Faculty are expected to engage in professional development activities. Every year, Faculty must submit a professional development plan to the President of Faculty Senate for approval by October 1. The Professional Development Plan form is available on the Moodle Faculty Resource Page. Goals for professional development may include college courses, obtaining an advanced degree or certification, seminars, workshops, research, publications, compositions, presentations, or other activities that enhance or broaden the teaching area. In addition, professional conventions, conferences or meetings, membership in professional organizations, curriculum design, accreditation team membership, or other appropriate professional activities can also serve as goals.
Funds for professional development activities are made available by the College. Once a professional development plan is on file with the VPAA, a request for professional development funds (PDF) can be submitted. All requests are handled in accordance with the Professional Development Fund Policy (See Appendices).
Service to the College and the Community
Faculty are expected to serve the College by assuming responsibilities assigned to them by the VPAA. These may include serving on specific committees, aiding in campus events sponsored by the College, or assisting with minor administrative responsibilities.
College Councils and Committees
Faculty are required to serve on a minimum of two (2) councils and/or committees during the regular nine-month academic calendar. This can include any of the College’s standing committees or councils as well as any study groups, ad hoc or other special committees. Exceptions may be granted by the VPAA to those Faculty who are carrying large teaching loads or are involved in other service activities.
School or Department Meetings
Faculty belongs to a School or Department of the College. Therefore, Faculty should attend all School or Department meetings, perform any duties assigned, and participate in the work of their School or Department.
All Full-time Faculty are required to attend all Faculty Assembly meetings, held once a month or as needed during the academic year between August and May. Special meetings may be called when necessary. Faculty is excused from attending only by prior approval of the VPAA for professional or personal responsibilities.
All members of the Faculty Senate are expected to attend all Senate meetings held once a month or as needed during the regular nine-month academic year when classes are in session. Special meetings may be called when necessary.
Medicine Hour, Convocation, Honors Assembly, & Commencement
Faculty are required to attend Convocation conducted at the beginning of each semester and Honors Assembly and Commencement exercises held at the end of each spring semester. Academic or traditional regalia is required for these events. The Warrior Store will assist Faculty in purchasing or renting academic regalia. Each individual is responsible for the rental or purchase fees.
The College recognizes its Faculty as professionals with unique and varied capabilities are able to make useful contributions to the larger social communities of which they are a part. The College encourages Faculty to accept opportunities for service that do not interfere with the performance of their duties at the College. Participation in community service or outreach shall be reported to the Department of Human Resources by October 1.
Procedures: Two awards are given annually to Faculty who have demonstrated professional excellence. These awards are voted on and presented at the end of the academic year at the Honor Awards Assembly. Faculty Senate will send out a notice to Department Chairs, deans, and the student Senate advisor by February 15 asking for nominations and a biography for each nominee. On March 1 a second call for nominees will be sent out to all appropriate parties. All nominations must be submitted to the Faculty Senate by March 15. Voting for the awards will take place over a two-week time frame ending no later than April 7. In case of a tie there will be a runoff election between those Faculty. The runoff election will take place over a two- day period. Notification of voting dates will be posted on Moodle, the Baconian, and through campus e-mail.
- The Dr. Walter Richard West Award is presented to the Faculty who has demonstrated excellence in teaching. The Faculty and the student Senate nominate individuals for this award. Both Faculty and the student body vote on this award.
Criteria: The following criteria have been selected to determine the recipient of the Walter Richard West Award:
The Faculty must be:
- Current full-time teaching Faculty,
- Has demonstrated innovative teaching ability,
- Has made significant contributions to the motivation and success of students,
- Winners for the last three years are ineligible
Faculty voters are expected to choose from among their colleagues that individual who best exemplifies the criteria. In order for any nomination to receive full consideration, the voter must describe in specific detail how the nominee meets the criteria. Everyone is admonished to be sure to elaborate by giving concrete examples.
- The Faculty of the Year Award is presented to a Faculty who has demonstrated all around excellence as a Faculty. Individuals are nominated by and voted on solely by the Faculty.
Criteria: The following criteria have been selected to determine the recipient of the Bacone Faculty of the Year:
The Faculty must be:
- A full-time Faculty of Bacone College
- Participate in at least one campus wide committee and may also sponsor a student organization
- Demonstrate service to the institution
- Winners for the last three years are ineligible
The honor of Faculty Marshal is bestowed upon the Faculty of the Year and in that capacity the Faculty will lead Faculty into various campus activities/ceremonies (i.e. Convocation, Honors Assembly, and Commencement). In the event that the Faculty of the Year is unavailable the following procedure will be used to replace the Faculty Marshal for campus events:
- Previous year’s Faculty of the Year Award recipient
- Current Dr. Walter Richard West Award recipient
Since Bacone College is primarily a teaching institution, research is not required but is encouraged of all Faculty; however, it is the responsibility of Faculty to cooperate in the routine collection of data for institutional and instructional use (e.g., absentee reporting, etc.). Faculty conducting research is responsible for adhering to the ethical standards established by their profession. Faculty supervising students or other individuals in research are held accountable for the ethical behavior of all individuals involved in the project.
If a research project involves any use of test subjects, a proposal must be submitted and approved by the Bacone College IRB and the VPAA before any research activities begin. The process is initiated by the Principal Investigator who shall obtain the approval of the appropriate Dean or Department Chair.
A description of the project should include the following:
- An explanation of the purposes and benefits of the research.
- The methods used for selecting subjects, informing them of the nature of the research, including known risks involved and giving them the opportunity to decide whether to participate or not. (Informed Consent)
- The means by which the privacy of subjects will be protected.
- A description of any physical and/or psychological risks that may be present.
- The steps to be taken to reduce any risks or discomfort to subjects.
Institutional Review Board
Jurisdiction of the Institutional Review Board
- All research conducted by Faculty, students and staff of Bacone College that involves human subjects must be approved by the Institutional Review Board (IRB). This requirement applies to unfunded research, research funded by the federal government, and research funded by other sources.
- Certain kinds of research involving human subjects require limited Institutional Review Board review and approval. These categories of exempt research are described in the Code of Federal Regulations, 45CFR46.104.
- Investigators who wish to conduct exempt research should obtain confirmation from the Institutional Review Board that the research is, in fact, exempt.
- To obtain such confirmation, investigators should inform the Institutional Review Board of exempt research which they are proposing by submitting the request for exemption form.
- The Institutional Review Board will send the investigator a memo confirming or not confirming that the research is exempt.
- Research to meet degree requirements must either be exempt as defined above or must be approved by the Institutional Review Board.
- Classroom activities and laboratory exercises in which the students serve as subjects should be limited to exempt procedures. Lists of such exempt procedures including the information in section B above should be submitted to the committee before they are carried out.
Rules and Regulations Governing the Institutional Review Board
- The Board operates under rules defined in the Code of Federal Regulations 45CFR46, March 8, 1983 and The Belmont Report (Ethical Principles and Guidelines for the Protection of Human Subjects of Research) prepared by the National Commission for the Protection of Human Subjects of Biomedical and Behavioral Research. The IRB will meet and will consider all proposals submitted one week prior to the meeting. Proposals are due by noon one week prior to any meeting.
Approval and Disapproval of Proposals
- Except for research exempted or waived under Section 104 of the Federal Policy, all human subject research will be reviewed, prospectively approved, and subjected to continuing oversight, as applicable. The Institutional Review Board will have authority to approve, require modifications in, or disapprove the covered human subject research. For a proposal to be approved, its benefits must outweigh the risks to the subjects, it must conform to the ethical principles in the Belmont Report and there must be appropriate methods for obtaining informed consent from the subjects. In summary:
- The need to do experiments in humans as opposed to experimental animals must be demonstrated.
- Risks to subjects must be minimized.
- Risks must be reasonable in relation to anticipated benefits of research.
- Selection of subjects must be fair.
- There must be procedures for obtaining and documenting informed consent.
- There must be provisions to protect the privacy of subjects and maintain confidentiality of records.
- There must be appropriate additional safeguards to protect the rights of children, economically or educationally disadvantaged persons, severely ill persons, mentally ill persons and prisoners.
- The Bacone College IRB operates by consensus. To be approved, a protocol must receive a majority vote (>50%) from the members present at a meeting, as long as there is a quorum present at the meeting. To achieve a quorum, at least two of the three regular IRB members (i.e., a majority), including a nonscientist, must be present. The IRB cannot review research if a quorum is not present. The board may lose quorum if members recuse themselves due to a conflict, or if the nonscientist has to leave the room. If the quorum is lost, then the protocol being considered will be tabled until it can be reconsidered at a meeting where sufficient members are present to meet a quorum, even with recusals. Any member’s request for clarification or revision of an application will be documented in the IRB’s final decision. The numbers of members voting For or Against will be recorded in the minutes.
- Consultants: The IRB may use non-member consultants for advice and information in specialized areas as needed. These consultants may be BACONE COLLEGE Bacone College Faculty, staff, or students, or may be unaffiliated with BACONE COLLEGE. The IRB Chair is responsible for arranging for the use of formal consultants. The formal consultants may be asked to present their assessments in writing or to attend IRB meetings in person or by phone. Consultants do not vote during IRB meetings and are bound by the same confidentiality and conflict of interest disclosure requirements as all other attendees at an IRB meeting. In addition, IRB members may directly contact non-member colleagues for information that would be helpful for their reviews; in this case, the IRB member will remind the colleague of confidentiality obligations and will document in the electronic system that an informal consultation took place.
- Within 10 days of Board review, investigators will receive written notification of approval, disapproval or the changes necessary before approval will be given. Reasons for disapproval will be communicated to the investigator.
- Approvals are for a period of one year, unless the Board votes to impose a shorter period of approval. Approximately one month prior to expiration of approval, the IRB will send renewal forms to the investigator to be returned for reapproval prior to the expiration date. Protocols can be renewed for up to 5 years.
- Investigators will be given an opportunity to appeal any disapprovals or unfavorable decisions of the Board.
- Certain kinds of research involving minimal risks may be approved by expedited review according to the policies and procedures in section 110 of the Federal policy.
- Such proposals will be reviewed by at least two members of the Board, using the review template, with the following possible outcomes:
- The reviewers will unanimously approve or disapprove the proposal. Either reviewer may require that modifications to the proposal be made prior to approval.
- One or both reviewers will recommend that the proposal be reviewed by the full Board, in which case it will be considered at the next meeting.
- The decision of the reviewers will be presented to the full IRB for approval at the next meeting. Should the IRB wish to add restrictions or clarifications, the investigators will be asked, in writing, to suspend the research until these adjustments have been made. Continuing review of expedited, FDA-funded applications will be the same as for applications reviewed by the full committee.
- Minor changes in previously approved research may be reviewed and approved by the Chair.
- All members are notified of expedited reviews and their outcomes by listing them on the meeting agenda.
Research Involving Students
- Since any request made by a Faculty member of a student who is taking one of his or her courses could be construed as coercive, it is recommended that Faculty members seek student subjects from populations of students outside of their own courses.
- Faculty members should seek student subjects in their own courses only if the research has educational value (for the subject) that is relevant to the course in which the subject is enrolled. The educational benefit for the student should be described in the Human Research Application.
- If compensating subjects for their participation, the compensation must be for the level of participation.
- If academic credit is given for participation as a subject in human research, there must be alternative ways to obtain such academic credit and these alternatives must be no more inconvenient, no more uncomfortable, no riskier, and no more time-consuming than participating as a subject in the research. Also, if academic credit is used as an incentive to attract subjects, it is mandatory that an educational component relevant to the course be built into the experience of the subject.
- Except where specifically waived or altered by the IRB under Sections 116(e) and (f), or 117(c) of the Federal Policy, all human subject research will require written informed consent, in language understandable to the subject (or the subject’s legally authorized representative), including the following basic elements per Section 116(a) and (b) of the Federal Policy:
- Identification as research; purposes, duration, and procedures; procedures which are experimental.
- Reasonably foreseeable risks or discomforts.
- Reasonably expected benefits to the subject or others.
- Alternative procedures or treatments, if any, that might be advantageous to the subject.
- Extent of confidentiality to be maintained.
- Whether compensation or medical treatment are available if injury occurs (if more than minimal risk).
- Whom to contact for answers to questions about the research, subjects’ rights, and research-related injury.
- Participation is voluntary; refusal to participate, or discontinuation of participation, will involve no penalty or loss of benefits to which subject is entitled.
- When appropriate, additional elements per Section 116(e) and (f) of the Federal Policy.
- Investigators must receive education on the ethical conduct of human research and provide documentation of such education at the time that their proposed research is submitted to the Board. Information about on-line and other sources of education is available from the Institutional Review Board Office or the web site: https://www.citiprogram.org/
- Investigators must be qualified to perform the proposed research and must obtain Board approval before beginning the research.
- Investigators must disclose all conflicts of interest and must develop a management plan for any conflicts relevant to the proposed research.
- Investigators must obtain informed consent in the manner approved by the Board.
- Investigators must keep records of numbers of subjects studied and any adverse reactions.
- Investigators must monitor subjects for and immediately (within 3 calendar days) report adverse reactions, injuries, breaches in confidentiality or detrimental effects to the Board. If an adverse reaction occurs, the research should be discontinued until the Institutional Review Board has been informed and has given approval to continue the research.
- Investigators must report any proposed changes in the experimental protocol to the Board and obtain re-approval before instituting the changes in the experimental design.
Ongoing Review (for FDA-funded protocols and full committee reviewed protocols)
- Investigators will be informed of the above investigator’s responsibilities.
- Approximately one year after the approval of a proposal, investigators will be sent a questionnaire concerning the research. The response will be reviewed by the Chair or, at his discretion, the Board. If there are no problems or matters of concern the Chair can re-approve the proposal for a period of one year. If research is still on-going four years after the original approval, a new application must be submitted.
- At the time a proposal is submitted, the Board may request follow-up reports from investigators at shorter intervals than one year. The Board may also request other mechanisms of oversight for specific proposals.
- Examples of violations include but are not limited to:
- Doing human research without prior approval of the Board.
- Doing research in a way different from that described in the approved proposal.
- Failure to follow approved informed consent procedures
- Failure to report adverse reactions, injuries, breaches of confidentiality or detrimental effects.
- Doing research after approval has expired.
- Violations will result in immediate termination of approval to do the research and will be reported to the Office of Research Compliance at Bacone College.
- The Bacone College IRB reports directly to the Office of Research Compliance. The Office of Research Compliance has the ultimate responsibility for all IRB functions and may revise or override IRB decisions if necessary.
- The Bacone College IRB Chair is responsible for addressing subject complaints, concerns, or questions. If necessary, the Office of Research Compliance will be included in the discussion with the subjects.
Proposed research projects should meet the following criteria:
- Project subjects will be given enough information to make an informed decision as to whether to participate, including an explanation of the purposes of the research and any risks or discomforts that might be involved.
- The risks or discomforts to the participants will be minimized and in reasonable proportion to the expected benefits and knowledge gained.
- Responses and observations are recorded in such a way that the human subjects cannot be identified either directly or through identifiers linked to the subject.
- The research will not place any individual subject or the College at risk of criminal or civil liability or damage a subject’s financial standing, employability, or moral reputation.
- Should the research deal with sensitive aspects of the subject’s own behavior and/or beliefs (such as illegal conduct, drug use, sexual behavior, or the use of alcohol) the purposes for and potential benefits to be derived from the project shall be demonstrated to be consistent with the statement of mission and purpose of the institution and violations of the modesty of participants will be minimized in every reasonable way.
- The research observes established standards of professional and Christian ethics.
NOTE: “The IRB and investigators must plan ahead to meet required continuing review dates. If an investigator has failed to provide continuing review information to the IRB or the IRB has not reviewed and approved a research study by the continuing review date specified by the IRB, the research must stop…” Enrollment of new subjects cannot occur after the expiration of IRB approval.”
The Bacone College IRB Committee or Office of Academic Affairs will send out renewal forms approximately one (1) month prior to the renewal date. The approval number assigned to the protocol is indicated in brackets after the title of the protocol. The approval number is usually two or three letters (PI’s initials) followed by six numbers, which is the date the protocol was approved. So, if Dr. John Doe’s protocol was approved on October 24, 2014, his assigned approval number would be JD102414. This way you know when your renewals are due. If you know that your protocol is nearing the expiration date and you have not received the renewal forms from our office, please contact our office as soon as possible so that your approval does not lapse. It is ultimately the responsibility of the PI to maintain compliance with these regulations. There is a 30-day window in which protocols can be renewed (not more than 30 days prior to renewal date and absolutely not after the renewal date).
The guidance document for renewals is found at: https://www.hhs.gov/ohrp/regulations-and-policy/guidance/guidance-on-continuing-review-2010/index.html.
March 31, 20XX
Faculty Contract Example
Dear [FACULTY NAME]:
Bacone College offers you an employee Contract Extension Agreement effective [DATE], to [DATE].
Terms: All Benefits & Terms of your existing Contract will remain in force during this Extension period.
Items to be completed during Extension Period:
● Read and accept Faculty Handbook and Human Resource policies, procedures, agreements, and training.
● Participate in the revision of the Faculty Handbook.
● HLC Final Fact Report response: engage in the development of assessment processes, reviews of faculty workload per the HLC recommendations, including contributing to the interim monitoring reports.
● Create monthly reports presented to the VPAA toward unified assessment.
● Division/School meeting minutes, if applicable, submitted to the Interim Vice President of Academic Affairs.
● Participate in the strategic planning sub-committee and the financial budget and the move towards Tribal College status.
● Develop a practical Faculty and Adjunct Faculty development committee mentoring and advising guide for Academic advisees.
New Contracts: Reviews and contract renewals will be offered in [DATE].
By affixing your signature below, you agree with the Contract as mentioned above Extension terms.
President Vice President of Academic Affairs
Faculty Signature Date
MOVING EXPENSE REIMBURSEMENT POLICY
Full-Time, Cabinet-Level Administrative Staff, Head Coaches and Full-Time Faculty POLICY STATEMENT:
It is the policy of the College to permit the reimbursement of non-taxable* moving expenses, either by a commercial or non-commercial mover, and only for new full-time, cabinet-level administrative staff and Faculty according to the schedule listed below. All qualified moving expenses must be adequately documented with a list of expenses supported by original invoices, receipts, etc. and submitted to the Business Office within 30 days after the move has occurred. Reimbursement for moving expenses will occur within 4 weeks after submission of receipts and appropriate reimbursement form.
Local Moves: No moving allowance will be granted for moves within a 50-mile radius of Muskogee, OK.
One-year Full-Time, Temporary Replacement (Interim) Faculty: Up to $500. (This is for qualified moving expenses only, not commuting expenses.)
Full-Time Faculty and Head Coaches: Up to $500 if under 500 miles and up to $1,500 if over 500 miles.
Full-Time, Cabinet Level Administrative Staff: Up to $1500
*Non-Taxable Moving Expenses – not subject to tax withholding or reporting on Form W-2, if supported by adequate documentation. In general, moving expenses must be incurred within one year of commencing employment in order to be considered non-taxable:
- The cost of moving household goods and personal property to the new primary residence; and
- The cost of traveling, excluding meals, to the new primary residence for the employee, spouse and other dependents. Such costs would include airfare, mileage reimbursement for driving a personal automobile (limited to $.10 per mile or actual out-of-pocket costs for gas and oil), and lodging costs en route from the old primary residence (but not meals).
- Additional information is available in IRS publication 521 – Moving Expenses.
Faculty Being Evaluated: (Please Print)
SUMMARY ACADEMIC YEAR: 20__ – 20__
OVERALL PERFORMANCE APPRAISAL
The signatures below indicate that the attached evaluation was reviewed and discussed by the Faculty and department chairperson.
Signature of Faculty Date
Signature of Department Chairperson Date
Return to the Office of Academic Affairs no later than MARCH 1, 20__
The signatures below indicate that the attached evaluation was reviewed and discussed by the Faculty, department chairperson, and Academic Vice President
Signature of Faculty Date
Signature of Department Chairperson Date
Signature of Academic Vice President Date
- Identify the main functions of the position.
The duties of this position include:
- Appraise how well the Faculty met the objectives established for the evaluation period in terms of:
- Initiates mentoring relationships with each advisee
- Reviews student’s ACT scores, high school grades, and pre-test scores
- Counsels the advisee in enrolling in appropriate level course work
- Keeps an up-to-date personnel folder on each advisee
- Schedules each advisee for a minimum of two conferences per semester
- Announces, posts, and maintains office hours for scheduled and unscheduled conferences with advisees
- Refers students for tutorial assistance when needed
- Discusses career goals and helps provide/secure needed information for the advisees
- Assumes leadership role with all advisees
- Weaknesses that can be improved upon
Teaching and Related Activities
- Develops course designs which help students master the contents of the course, e.g., course syllabus, learning packages
- Selects textbooks appropriate for course instruction
- Assures evaluation is continuous, varied, and consistent with current knowledge
- Provides record keeping that is systematic and helpful to students in assessing their progress
- Participates in the development of new courses and the ing of existing courses needed by the department
- Maintains a high level of knowledge regarding all major texts and teaching materials for the courses’ instruction within the area of expertise
- Assists in the development of the library holdings by becoming acquainted with its holdings, requesting additional materials, and integrating the materials into the learning activities provided for students
- Completes student progress and correct grade reports in conformance with published deadlines
- Verifies course syllabi and final exams are up-to-date and are on file in the Academic Vice President’s office
- Weaknesses that can be improved upon
Scholarly and Professional Development
- PROVIDES EVIDENCE OF PARTICIPATION IN PROFESSIONAL
ORGANIZATIONS, MEETINGS, SEMINARS, WORKSHOPS, OR SPECIAL STUDY GROUPS
- ESTABLISHES AND MAINTAINS AN ANNUAL PROFESSIONAL GROWTH PLAN
- PROVIDES EVIDENCE OF SELF- IMPROVEMENT THROUGH ADDITIONAL GRADUATE STUDY OR CONTINUING EDUCATION
- PROVIDES EVIDENCE OF PUBLISHING, PERFORMING, OR EXHIBITING IN MAJOR OR RELATED FIELD
- READS AT LEAST ONE PROFESSIONAL JOURNAL IN THE DISCIPLINE ON A REGULAR BASIS
- TAKES INITIATIVE TO ENHANCE UNDERSTANDING IN FIELD OR DISCIPLINE
- Weaknesses that can be improved upon
Service to Bacone College and the Community
- WORKS EFFECTIVELY AS A MEMBER OF STANDING OR AD HOC COMMITTEES
- IMPROVES COLLEGE- COMMUNITY RELATIONSHIPS THROUGH MEMBERSHIP IN COMMUNITY AND CIVIC ORGANIZATIONS
- DEMONSTRATES LEADERSHIP IN CIVIC ORGANIZATIONS, CONSULTING, OR COORDINATING SPECIAL PROJECTS
- SUPPORTS COLLEGE DEVELOPMENT THROUGH PARTICIPATION IN FACULTY AND DEPARTMENTAL MEETINGS, ATTENDANCE AT
COMMENCEMENT, AND SERVICE ON COLLEGE- WIDE COMMITTEES
- Weaknesses that can be improved upon
- Concluding Comments
- Of these four areas (advising, teaching and related activities, scholarly and professional development, and service to Bacone/Community) how has the Faculty demonstrated effectiveness as a Faculty at this institution?
- Do you think that beyond these four areas, the Faculty has provided leadership and initiative at Bacone College?
BACONE COLLEGE FACULTY PERFORMANCE APPRAISAL
- Goals and Objectives for the evaluation period: 200 -200 Academic Year
Name of Applicant
Current Rank and Position Held
Years of Service at Bacone College From through
Years of Experience Prior to Bacone College
Highest Degree Held
Performance Evaluation Results Since Last Promotion (Copies of evaluations may be attached)
Attach Portfolio for review.
Additional information for consideration
APPLICATION FOR PROMOTION IN RANK RECOMMENDATIONS
Name of Applicant
Rank applied for
Recommendation by Department/Department Chair or Dean is:
Reason(s) for denial of promotion.
Signature of Department/Department Chair or Dean Date
Recommendation by Faculty Senate is:
Reason(s) for denial of promotion.
Signature of Approving Official from Faculty Senate Date
Recommendation by the Academic Vice President:
Reason(s) for denial of promotion.
Signature of the VPAA Date
Recommendation by the President is:
Reason(s) for denial of promotion.
Signature of the President Date
Action taken by the Board of Trustees is:
Reason(s) for denial of promotion.
Signature of Approving Official Date
- Title Page (See attached)
- Approval Signature Page
- Necessary approvals for submission
- Appropriate Dean/Chair
- Faculty Senate Chair
- Rationale for Promotion/Advancement in Rank (No more than five pages)
- Narrative on Standard One: Teaching and Related Activity Effectiveness (No more than three pages)
- A minimum of two items of supporting documentation for Standard One
- Narrative on Standard Two: Advising Effectiveness (No more than three pages)
- A minimum of two items of supporting documentation for Standard Two
- Narrative on Standard Three: Effective Service to Bacone College and the Community (No more than three pages)
- A minimum of two items of supporting documentation for Standard Three
- Narrative on Standard Four: Effectiveness in Scholarly and Professional Development (No more than three pages)
- A minimum of two items of supporting documentation for Standard Four
- Conclusion (No more than two pages)
- Current Vitae
- 12 pt font
- Must be submitted in three-ring binder with applicant’s name and descriptive title on cover
Jane Doe, Ph.D. Assistant Professor Department of Humanities
Submitted to the Bacone College FACULTY SENATE
in Partial Fulfillment of Requirements for Advancement in Rank from
Assistant Professor of (current rank) to
Associate Professor of (proposed rank)
October 31 (month), 2003 (year)
- The Committee will hear cases only after a written petition has been received by the President of the BFS from the person concerned.
- The petition shall include all statements, in writing and dated, with stated attempt to resolve.
- The Committee will hear those cases brought forward through procedures specified in this document and in the Faculty Handbook.
- The hearing will be scheduled within 3-5 days after a written appeal has been submitted.
- The Committee will notify all parties involved that an appeal has been filed.
- The hearing, and date of hearing, will be confidential unless the BFS member waives the right, and chooses to make the hearing public.
- The committee reserves the right to hold an executive session before reporting its recommendations.
- Voting will be by secret ballot.
- Committee recommendations will be reported on a majority vote.
- The Bacone Faculty Senate Code of Ethics will be the guideline for the recommendations.
- Recommendations will be made to the parties involved and said recommendations forwarded to the President of the College.
- Prior to all meetings, two dated statements of the problem, in writing, will be signed by both parties and a copy will be retained by each
Procedural Dialogue For Appellate Committee Hearings
The Chairman states the name of the person scheduled for a hearing and asks her/him to come to the table facing the Committee. In addition, ask if accompanied by legal counsel and to identify by name and address.
College Lawyer Chairman Vice Chairman
Witness Petitioner Legal Counsel
The Chairman sits at the center of the table with officers and members seated at right and left of Chairman. Informal conversation and “off the record” statements will be avoided, and all proceedings will be reported verbatim. The Faculty requesting the hearing must be present during all open sessions of the Committee hearings. This hearing may be conducted as an open or closed session according to the petitioner’s request.
Chairman:This open/closed hearing will come to order. The Appellate Committee has been elected , at the request of Bacone College, from the Bacone Faculty Senate for the purpose of “reviewing information and due process on the failure to renew his/her contract or on his/her dismissal as a Faculty of Bacone College.”
Chairman:The following members of the Committee are: (Name all Committee members and alternates.)
Chairman:This is the matter of (petitioner) relative to an appeal made (date) to this Committee after following established procedures.
Chairman:The legal counsel representing the Committee is for Bacone College.
Chairman:Is any voting member of this Committee aware of any reason which would render him/her unable to accord this Faculty a fair and impartial hearing? Does
the petitioner has any objections to any Committee member serving? (Alternate members must be present to fill in for any member of the Committee who wishes to be excused.)
Chairman:Let the record show that all members answered in the negative. (If any member answers affirmatively, the Chairman states:)
, you are excused from further participation in this hearing. According to our rules the selection of the replacement will be by lot. (The alternates’ names will be placed in a container and the replacement will be drawn.)
will serve in place of (excused).
Chairman:The Secretary for the Committee will read the petition filed by (petitioner).
Chairman:Mr./Mrs. , do you have further information other than what has been provided to present to this Committee? (The Faculty requesting the hearing and/or the petitioner’s lawyer presents any further information at this point, after which members of the Committee may ask questions of the Faculty regarding the testimony.)
Chairman:Bacone Representative (President, Vice President, etc.), do you wish to present other information or clarify any information in regard to this hearing? (The Bacone Representative may present information at this time after which members of the Committee may ask questions of the College Administration regarding the testimony.)
Chairman:Is there any other information either side wishes to add?
Chairman:The Committee has now heard all the testimony and received the evidence in this matter concerning (petitioner). The Committee will now be closed and go into executive session for the purpose of discussing its decision in this case.
(The Chairman presides during the closed sessions to arrive at the findings and recommendations. Before the Committee session is reopened, the vote of each member must be cast by secret ballot. The Chairman does not vote.)
Chairman:The session will come to order. Will the Committee present its findings.
Recorder:The Committee makes a finding that: (Finding shall be based upon majority vote of the Committee.)
Academic Dishonesty Policy
The fundamental principle of academic life is integrity. The Bacone College community does not condone academic dishonesty in any form. When an act of academic dishonesty has occurred the incident must be reported to the Office of Academic Affairs by the Faculty member in whose class(es) the act(s) of academic dishonesty occurred. Following the reporting of the incident(s) the subsequent actions may be taken:
- The instructor has the right to not accept the assignment or test in question and record a “zero” for the assignment or test, and/or require the student to redo the assignment (or test) or require the student to complete a substitute assignment or test.
- The student may be dropped from the class and assigned a failing grade (F). A written recommendation from the instructor is required.
- In cases of extreme or repeated incidents (two or more) of academic dishonesty, the student may be suspended from Bacone College.
The instructor and/or the Office of Academic Affairs will notify the student as to the action taken. If the student believes there has been an erroneous accusation made, the student may appeal the action. The student must file a written appeal within 10 working days of notification. The Office of Academic Affairs hears the appeal in the presence of the student, the instructor and the division chair as deemed necessary. The student and Faculty member are informed in writing of the action taken.
STATEMENT ON LEARNING AND PHYSICAL DISABILITIES
Bacone College accepts students with learning and physical disabilities and provides reasonable accommodation to help them be successful. Depending on the nature of the disability, some students may need to take a lighter course load and may need more than four years to graduate. Students needing accommodation should apply as early as possible, usually the semester before they plan to attend classes. Immediately after admittance, students need to identify and document the nature of their disabilities. It is the responsibility of the student to provide the College with appropriate materials documenting the learning and/or physical disability. This documentation usually consists of a recent high school Individualized Education Program (IEP) or results from testing done by a psychologist, psychiatrist, medical doctor and/or another qualified, licensed individual. The College does not provide assessment services for students who may be learning disabled nor does the College have structured programs available for students with emotional or behavioral disabilities. For more information, contact the Vice President of Academic Affairs.
PROFESSIONAL DEVELOPMENT FUND POLICY
Faculty Senate will meet on a regular basis beginning at the start of the academic year in order to evaluate submitted requests for professional development funds. Requests will be categorized as follows:
Funds which will cover tuition at the in-state rate are available only for those seeking a terminal or other appropriate advanced degrees. If a Faculty member receives such funding, he/she will be contractually obligated to Bacone College for as many semesters as he/she received tuition reimbursements. Such obligation will begin following the completion of his/her terminal or advanced degree. If a Faculty severs his/her relationship with Bacone prior to completing the degree or leaves his/her degree program for longer than 12 months, he/she must pay back to Bacone, in a timely manner, all reimbursement monies. No tuition reimbursement will be made for any courses that have not been successfully completed as defined by the institution from which the degree is being sought.
Funds are available for Faculty who incur expenses relating to research, paper presentations, professional membership dues, travel expenses related to professional growth, etc. Any activities involving travel must adhere to the College’s current travel policy. The deadline for submitting requests for these monies is the last working day (Monday – Friday) of April.
The maximum amount of funds allotted to each Faculty for this category for a given academic year may vary from year to year. Faculty can submit multiple requests for funds throughout the academic year.
A Faculty should submit a request for funds to cover ALL expenses anticipated for that year’s professional growth even if that total exceeds the maximum funds allotted for an individual that year.
The Faculty Senate will forward its recommendations regarding all requests for professional development monies to the VPAA who will evaluate those requests for funds to determine the cost and relative merits of those requests.
Application for Professional Development funds should proceed according to the following;
A professional development plan should be submitted to the Office of the VPAA by October 1.
Once a professional development plan is on file in the office of the VPAA, a Request for Professional Development Funds form should be completed and sent to the office of the VPAA. The deadline for submitting requests is the last working day (Monday – Friday) of April. Any requests submitted after that time up until the beginning of the following fall semester will be reviewed by the VPAA only and any monies received will be applied to the funds made available for the following academic year.
Once the request for professional development funds has been reviewed by the PDS and approved by the VPAA, a purchase order (PO) should be completed and forwarded to the office of the VPAA for approval by the VPAA and the President. (The PO may be submitted at the same time as the Request for Professional Development Funds form.)
Upon notification by the office of the VPAA that the PO has been approved, the Faculty can proceed with the professional development activity.
For activities which do not require travel (e.g. memberships, subscriptions, etc.), proof of said activity can be attached to the approved PO and sent to accounts payable in order to receive a reimbursement check.
For activities which require travel (e.g. conferences, presentations, etc.), a Travel & Entertainment Reimbursement Form must be completed and submitted along with all receipts to the office of the VPAA within 3 weeks of return. The College may pay certain travel expenses (e.g. airfare, hotel, conference fees) directly to vendors in advance of any travel. See the office of the VPAA for details.
Total funds earmarked for professional growth but not used by the end of April, may go to help offset expenses incurred by Faculty who exceeded the maximum allotted amount. In May the PDS will determine if any Faculty are eligible for additional funds and the amount of any additional funds they would receive by the following rationale;
Any Faculty whose actual expenses exceed the maximum allotted funds by $50.00 or more is eligible for additional monies.
Additional money for professional growth will be distributed to eligible Faculty only if the total amount of unused funds divided equally over all eligible Faculty is $50.00 or more per individual.
If the distribution of additional money is necessary, the PDS will submit requests for supplemental reimbursement checks to the office of the VPAA no later than the Friday before graduation.
The application must be submitted to the VPAA at least one year before the beginning date of the sabbatical.
(Sabbatical Leave procedure from the Faculty Handbook attached hereto and made a part hereof)
Name of Applicant
Current Rank and Position Held
Years of Service at Bacone College From___________________through_____________________
(include year) *Must be six academic years of full-time teaching
Years of Experience Prior to Bacone College
Highest Degree Held
Length of Sabbatical Being Requested (check one):
__One semester (full pay and benefits)
__One academic year (half pay and benefits)
Study to be undertaken (details may be attached by separate document and referenced here):
Receipt of Application: Consult with President:
Forward Recommendation to Academic Affairs Committee of BOT: ; including
Potential Impact of the activity on the College
Replacement Faculty and his/her qualifications
- Recommendation from VPAA and the President
If not approved, reason(s) for denial of sabbatical
Signatures of VPAA:
- Recommendation from Academic Affairs Committee of BOT to the Board of Trustees:
If not approved, reason(s) for denial of sabbatical
Signature of Approving Official:
- Recommendation from Board of Trustees:
If not approved, reason(s) for denial of sabbatical
Signature of Approving Official:
- VPAA advises Faculty of Decision and issues revised Letter of Employment with correct salary:
Applicant returns to teaching duties for a period of at least one year after sabbatical (from through – obligation fulfilled ).
Y E S / N O
Applicant will repay the salary received while on leave.
Applicant will file a report within one month of the beginning of the academic year following the leave (Report to be presented to President and VPAA).
Date Report Due:Date Report Received:
Report forwarded to Board of Trustees.
Date Forwarded to BOT:
Sabbatical File Closed.
THIS AREA IS FOR INSTITUTIONAL REVIEW BOARD USE ONLY. DO NOT WRITE IN THIS AREA.
I. PRINCIPAL INVESTIGATOR(s):
Complete Department and/or Home Address (where you want the approval letter sent):
DATE TRAINING COMPLETED: _______________ [Suggested training: CITI training; see website for link]
Name of Faculty Sponsor (if above is a student; this is suggested complete CITI training):
SIGNATURE (INVESTIGATOR or ADVISOR): _____________________________________
(If more than one investigator, repeat information for all investigators or team members.)
II. TITLE OF RESEARCH PROJECT: (Try to keep title on first page.)
III.BRIEF DESCRIPTION OF RESEARCH METHODS (also see section VII). If using a survey/questionnaire,
provide a copy with this application.
IV.RISKS AND INCONVENIENCES TO SUBJECTS (also see section VII; do not answer ‘None’):
A. Expected numbers of subjects: __________
B.Will research involve minors (age <18 years)? Yes No
(If ‘Yes’, please specify and justify.)
C.Will research involve prisoners? Yes No
- Will research involve any specific ethnic, racial, religious, etc. groups of people?
(If ‘Yes’, please specify and justify.)Yes No
- Will a consent form be used? (Please use the accepted format from our website. Be sure to indicate that participation is voluntary. Provide a stand-alone copy. Do not include the form here.)
VI.FOR RESEARCH INVOLVING SURVEYS OR QUESTIONNAIRES:
(Be sure to indicate on each instrument, survey or questionnaire that participation is voluntary.)
A.Is information being collected about:
Sexual behavior?Yes No
Criminal behavior?Yes No
Alcohol or substance abuse?Yes No
Matters affecting employment?YesNo
Matters relating to civil litigation? YesNo
- Will the information obtained be completely anonymous, with no identifying information linked to the responding subjects? YesNo
- If identifying information will be linked to the responding subjects, how will the subjects be identified? (Please circle or bold your answers)
By other identifying informationYesNo
- Does this survey utilize a standardized and/or validated survey tool/questionnaire? YesNo
VII.FOR RESEARCH BEING CONDUCTED IN A CLASSROOM SETTING:
- Will research involve blood draws? (If Yes, please follow protocol listed in the “Guidelines for Describing Risks: blood, etc.”, section I-VI.)
VIII. FOR RESEARCH INVOLVING PATIENT INFORMATION, MATERIALS, BLOOD OR TISSUE
SPECIMENS RECEIVED FROM OTHER INSTITUTIONS:
A.Are these materials linked in any way to the patient (code, identifier, or other link to
patient identity)?Yes No
B.Are you involved in the design of the study for which the materials are being collected?
C.Will your name appear on publications resulting from this research?
D. Where are the subjects from whom this material is being collected?
E.Has an IRB at the institution releasing this material reviewed the proposed project?
(If ‘Yes”, please provide documentation.)Yes No
F.Regarding the above materials or data, will you be:
Collecting themYes No
Receiving themYes No
Sending themYes No
G.Do the materials/instrument already exist?Yes No
H.Are the materials/instrument being collected for the purpose of this study? Yes No
- Do the materials come from subjects who are:
Pregnant womenYes No
- Does this materials/instrument originate from a patient population that, for religious or other reasons,
would prohibit its use in biomedical research?
Yes No Unknown source
IX.FOR RESEARCH INVOLVING MEDICAL AND/OR INSURANCE RECORDS
- Does this research involve the use of:
Medical, psychiatric and/or psychological recordsYes No
Health insurance recordsYes No
Any other records containing information regarding personal health and illness Yes No
If you answered “Yes” to any of the items in this section, you must complete the HIPAA Worksheet.
Full Committee Review ◻
Expedited Review ◻
THIS AREA IS FOR INSTITUTIONAL REVIEW BOARD USE ONLY. DO NOT WRITE IN THIS AREA
Application Number: Approval Date:
Disapproved: IRB Chair’s Signature:
I. Investigators and Associates (list all investigators involved; application will be filed under name of first
DEPT: PHONE #:
Complete Department and/or Home Address (where you want the approval letter sent):
DATE TRAINING COMPLETED: _________ [Suggested training: CITI Training; see website for link]
SIGNATURE (PI or ADVISOR): _______________________________
DEPT: PHONE #:
DATE TRAINING COMPLETED: __________ [Required training: CITI Training; see website for link]
(repeat for additional investigators if needed; or delete extra if not necessary)
Do you as PI, any family member or any of the involved researchers or their family members have consulting agreements, management responsibilities or substantial equity (greater than $10,000 in value or greater than 5% total equity) in the sponsor, subcontractor or in the technology, or serve on the Board of the Sponsor? _____ YES _____ NO
If you answered Yes, you will need to contact Kellie Peterson, Legal Counsel-JD at 406-994-3480.
II.Title of Proposal: [please try to keep title on front page; use smaller font and delete excess lines if necessary]
III.Beginning Date for Use of Human Subjects:
IV.Type of Grant and/or Project (if applicable)
V.Name of Funding Agency to which Proposal is Being Submitted (if applicable):
Submitted by Investigator
Faculty sponsor (for student)
VII.Summary of Activity. Provide answers to each section and add space as needed. Do not refer to an accompanying grant or contract proposal.
A. RATIONALE AND PURPOSE OF RESEARCH. (What question is being asked?)
B.RESEARCH PROCEDURES INVOLVED. Provide a short description of sequence and methods of procedures that will be performed with human subjects. Include details of painful or uncomfortable procedures, frequency of procedures, time involved, names of psychological tests, questionnaires, restrictions on usual life patterns, and follow up procedures. If you are planning on posting flyers, posters, etc. anywhere on Campus, you must check with the building managers and/or departments located in BACONE COLLEGE buildings and obtain their approval prior to the posting.
C.DECEPTION – If any deception (withholding of complete information) is required for the validity of this activity, explain why this is necessary and attach a debriefing statement.
1. Approximate number and ages
How Many Subjects:
Age Range of Subjects:
How Many Normal/Control:
Age Range of Normal/Control:
2.Criteria for selection:
3.Criteria for exclusion:
4.Source of Subjects (including patients):
5.Who will approach subjects and how? Explain steps taken to avoid coercion.
- Will subjects receive payments, service without charge, or extra course credit? Yes or No
(If yes, what amount and how? Are there other ways to receive similar benefits?)
7.Location(s) where procedures will be carried out.
E.RISKS AND BENEFITS (ADVERSE EFFECTS)
1.Describe nature and amount of risk and/or adverse effects (including side effects), substantial stress, discomfort, or invasion of privacy involved.
2.Will this study preclude standard procedures (e.g., medical or psychological care, school attendance, etc.)? If yes, explain.
3.Describe the expected benefits for individual subjects and/or society.
1.How will possible adverse effects be handled?
Referred by investigator(s) to appropriate care:
2.Are facilities/equipment adequate to handle possible adverse effects? Yes or No
(If no, explain.)
3.Describe arrangements for financial responsibility for any possible adverse effects.
Bacone College compensation (explain):
Sponsoring agency insurance:
Subject is responsible:
G.CONFIDENTIALITY OF RESEARCH DATA
1.Will data be coded? Yes or No
2.Will master code be kept separate from data? Yes or No
3.Will any other agency have access to identifiable data? Yes or No
(If yes, explain.)
4.How will documents, data be stored and protected?
Computer with restricted password:
VIII.Checklist to be completed by Investigator(s)
A.Will any group, agency, or organization be involved? Yes or No
(If yes, please confirm that appropriate permissions have been obtained.)
B.Will materials with potential radiation risk be used (e.g. x-rays, radioisotopes)? Yes or No
1.Status of annual review by BACONE COLLEGE Radiation Sources Committee (RSC). Pending or Approved
(If approved, attach one copy of approval notice.)
2.Title of application submitted to BACONE COLLEGE RSC (if different).
C.Will human blood be utilized in your proposal? Yes or No
(If yes, please answer the following)
- Will blood be drawn? Yes or No
(If yes, who will draw the blood and how is the individual qualified to draw blood?
What procedure will be utilized?)
2.Will the blood be tested for HIV? Yes or No
3.What disposition will be made of unused blood?
4.Has the Bacone College designated Occupational Health Officer been contacted? Yes or No
D.Will non-investigational drugs or other substances be used for purposes of the research? Yes or No
E.Will any investigational new drug or other investigational substance be used? Yes or No
[If yes, provide information requested below and one copy of: 1) available toxicity data; 2) reports of animal studies; 3) description of studies done in humans; 4) concise review of the literature prepared by the investigator(s); and 5) the drug protocol.]
Phase of Testing:
F.Will an investigational device be used? Yes or No
(If yes, provide name, source description of purpose, how used, and status with the U.S. Food and Drug Administration FDA). Include a statement as to whether or not the device poses a significant risk. Attach any relevant material.)
G.Will academic records be used? Yes or No
H.Will this research involve the use of:
Medical, psychiatric and/or psychological records Yes or No
Health insurance records Yes or No
Any other records containing information regarding personal health and illness Yes or No
If you answered “Yes” to any of the items under “H.”, you must complete the HIPAA worksheet.
I.Will audio-visual or tape recordings or photographs be made? Yes or No
J.Will written consent form(s) be used? (Yes or No. If no, explain.) (Please use the accepted format from our website. Be sure to indicate that participation is voluntary. Provide a stand-alone copy; do not include the form here.)