Kaua‘i community college
Standard II Resource Documents
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- Bu səhifədəki naviqasiya:
- Faculty 93 99 FT Faculty
- Executive/Managerial 7 6 Civil Service
Standard II Resource Documents2003-2009 UHPA and UH BOR Agreement Accounting articulation agreements ADA Newsletter, Exhibit II-21 Administrative Services Full Program Review Admissions and Records Program Review APRU Guidelines Articulated Courses Articulation Agreements, Exhibit II-29 Assessment Committee Assessment Committee Action Plan Assessment Committee Convocation Presentation Power Point, Exhibit II-25 Assessment Workshop, Exhibit II-26 Associate Degree Nursing Program Systematic Evaluation Plans for 2002-2005, Exhibit II-15
CCSSE Reports, Exhibit I-8 Chancellor Memo 9/20/03, Exhibit II-1 College Success Program 2004-2005 Performance Data, Exhibit II-6 COMPASS Scores, Fall 2002-Spring 2006, Exhibit II-17
Convocation Handouts, Exhibit I-21 Course Completion Review Course Completion to Spring 2005 Course Enrollment History Course SLOs, Exhibit I-17 Course Tracking Form CTE Advisory Committee Meeting minutes, Exhibit II-28 Curriculum Committee Meeting Minutes, Exhibit I-18 Curriculum Committee Process for Handling System Articulation Agreements, Exhibit II-30 Data from HED, dated 10/11/05, Exhibit II-39 Deans letter, March 2006, Exhibit II-48 Developing the Multi-Year Plan, Exhibit II-16 Disability flyers, Exhibit II-46 Distance Committee Minutes for 12/14/05 and Memo to the Curriculum Committee, dated 1/10/06, Exhibit II-2 Distance Learning Library website Distance Learning Plan Distance Learning website Document from Admissions and Records, dated 10/24/05, Exhibit II-38 Email from Assistant Dean of Instruction, April 17, 2006, Exhibit II-23 Email data from Ken Curtis, dated 11/7/05, Exhibit II-36 Email from Kimo Chun, dated 10/27/05, Exhibit II-34 Email from Kimo Perry, dated 11/7/05, Exhibit II-37 EMSI, Exhibit II-3
Faculty Morale Survey, Exhibit II-50 Fall 2002 to Fall 2005 Early Admit Majors, Exhibit II-42
Focus Groups, Exhibit II-11 Focus Labs Summary, Exhibit II-22
Highlights of Outcomes for Brush-Up Workshop, Exhibit II-5 HOPE Advisory Committee Minutes, Exhibit II-10 Imua Hawai‘i EPSCOR document dated, Sept. 2005, Exhibit II-35 Increasing Number of CTE Students w/Disabilities, Exhibit II-18
KCC Library Surveys, Exhibit II-49 KCC Mission Statement KCC Strategic Plan KCC Summer Bridge Activities Booklet, Exhibit II-47 KCC Website KCCM 1-6 KCCM 1-7, Exhibit II-9 KWIB Industry Survey, Exhibit II-12
LILO Flyer, Exhibit II-13 links to services MAPS Media Services Program Review Minutes/agendas of ongoing Semester/Course Offering Meetings with the Dean of Instruction, counselors, and division chairs and Multi-Year Plan of Offerings (MYPO) for each instructional program, Exhibit II-4
Noel-Levitz Institutional Summary, Exhibit II-32 Noel-Levitz Report 2002, Exhibit II-24 Noel-Levitz Student Satisfaction Summary, Exhibit II-43 Non-Trad Inc. Project Completion Report, UH System Committee, 2006, Exhibit II-19
On Course Coordinator Job Description, Exhibit II-7 One-Stop Plans, Exhibit I-7
Peer Assistant Program Performance Indicators, Effectiveness Measures, Expected Outcomes, Exhibit II-51
Running Start Enrollment 2002-2005, Exhibit II-41 Schedule of Classes, Exhibit II-31
Scope of Services, Exhibit II-33 Self Study Survey, Standard II Service Learning at Kaua‘i Community College, Spring 2004 to Fall 2005, Exhibit II-44 Sign-in Sheets, Exhibit I-14 SLO Matrices, Exhibit II-27 Student Academic Grievance Procedure Student and Peer evaluation forms, Exhibit II-8 Student Conduct Code Student Learning Outcomes Student Services Professional Development List of Conferences/ Workshops Attended Since 2002, Exhibit II-45
Students with Special Needs form, Exhibit II-20 Tips for Minimizing CAF Changes TLC website Transfer to a UH Campus Transfer, Enrollment and Performance UHCC AA Graduates UCA policies UHCC e-Learn UHCC Strategic Plan University Center Program Review University of Hawai‘i System Strategic Plan, 2002–2010 User’s Guide for the NATEF End of Program Examinations, 2005, Exhibit II-14 Wellness Center Flyer, dated 10/11/05, Exhibit II-40 Workshops, Exhibit I-22 Standard III: Resources The institution effectively uses its human, physical, technology, and financial resources to achieve its broad educational purposes, including stated Student Learning Outcomes, and to improve institutional effectiveness. Standard III.A. Human Resources The institution employs qualified personnel to support student learning programs and services wherever offered and by whatever means delivered, and to improve institutional effectiveness. Personnel are treated equitably, are evaluated regularly and systematically, and are provided opportunities for professional development. Consistent with its mission, the institution demonstrates its commitment to the significant educational role played by persons of diverse backgrounds by making positive efforts to encourage such diversity. Human resource planning is integrated with institutional planning. III.A.1. The institution assures the integrity and quality of its programs and services by employing personnel who are qualified by appropriate education, training, and experience to provide and support these programs and services. III.A.1.a. Criteria, qualifications, and procedures for selection of personnel are clearly and publicly stated. Job descriptions are directly related to institutional mission and goals and accurately reflect position duties, responsibilities, and authority. Criteria for selection of faculty include knowledge of the subject matter or service to be performed (as determined by individuals with discipline expertise), effective teaching, scholarly activities, and potential to contribute to the mission of the institution. Institutional faculty plays a significant role in selection of new faculty. Degrees held by faculty and administrators are from institutions accredited by recognized U.S. accrediting agencies. Degrees from non- U.S. institutions are recognized only if equivalence has been established. Descriptive SummaryKaua‘i Community College employs qualified administrators, faculty and staff (civil service) and APT (Administrative, Professional, Technical). Employees in all categories must meet the minimum qualifications for their positions. Board of Regents policy Chapter 9 establishes the various executive and managerial classifications and sets the general qualifications for these positions and does the same for APT positions (Executive Policy E9.205, Qualification Requirements for Academic Positions in E/Ms; and Administrative Procedure A9.620, Recruitment and Reassignment of E/M Personnel). There is also an online position description generator for APT positions, which standardizes the process across the University of Hawai‘i System. State civil service rules and regulations govern the remaining staff positions. Position descriptions for administrative and staff positions are located in the HR Office. A chart of minimum qualifications for all faculty positions is maintained by the Office of the Vice President for Community Colleges (Exhibit III-1: UHCC Minimum Qualifications Chart). Generally, a master’s degree in the discipline to be taught is required in academic areas. Career and technical fields and support positions may also allow a bachelor’s degree plus three years of related work experience. Trade and technical areas may allow an associate’s degree and five years of experience, or 15 college credits, journey worker status and seven years of relevant experience. Board of Regents policy Chapter 9-2 contains the faculty classification descriptions and expectations of all faculty positions. The vacancy announcements for faculty list the duties and responsibilities of the specific position. All criteria, qualifications and procedures for the selection of personnel are available in the Human Resources Office. Policies and procedures for the recruitment and selection of personnel are in the University of Hawai‘i Administrative Procedures Information System, which may be accessed via the web. All instructional divisions form Division Personnel Committees (DPC) at the beginning of each academic year. These committees generally form the screening and interview committees for faculty positions. The Division Chair also serves on the screening and interview committee. If a position has cross-divisional responsibilities, as is often the case for academic support personnel, a screening interview committee is formed by the appropriate dean or director to reflect the constituents to be served by the position. Self EvaluationThe college recently established a new procedure to fill vacant positions. Based on the division/unit’s program review, the appropriate dean or director requests the filling of a position by submitting the Position Request Form (adopted 11/18/05) (Exhibit I-12: Request to Fill a Position Form), stating justifications as they relate to the college’s plans, goals and objectives. The request is reviewed by the College Council whose members include administrators, division chairs, and representatives from each bargaining unit and student government. The College Council then reviews the request and makes a recommendation to the chancellor, who makes the final decision. Job vacancy announcements for Board of Regents positions are placed at the University of Hawai‘i Work at UH website; in the Honolulu Star Bulletin (statewide newspaper); and The Garden Island (local Kaua‘i newspaper). Division chairs/unit heads may also request publication in a national arena, such as the Chronicle or Community College Times or professional newspapers or journals. Some division chairs will also email notices to colleagues on professional email listservs. Executive and management positions must be advertised in national educational publications as well as the normal channels. Applicant pools are generally small, which results in limited hiring choices. One factor is that national exposure for available positions usually is limited to an announcement on the UH website, and many potential applicants may not be aware of this source of employment information. Other advertising avenues, such as notices in the Honolulu Advertiser (a larger statewide newspaper), and national education publications, might garner wider applicant pools for many positions. Vacancy announcements for civil service positions are processed through the UH Office of Human Resources (OHR) at Manoa. Internal vacancies are announced via the Rainbow of Opportunities. Only University of Hawai‘i civil service employees may apply for vacancies announced via the Rainbow of Opportunities. OHR forwards applications of those who meet the minimum qualifications for a particular position to appropriate departments and campuses. If no one applies for the position, the announcement is forwarded to the Department of Human Resources Development (DHRD) and they send it out to other state agencies. If there are no internal applicants, a Certificate of Eligibles is requested from the DHRD. The candidates listed on the certificate meet the minimum qualifications for that position and can be scheduled for interviews. In the case where there are no candidates on this list one can advertise beyond the state agencies. The EEO/AA Coordinator forwards the Hiring Procedures and Responsibilities (Exhibit III-2: Hiring Procedures and Responsibilities) memo to the administrator or division/unit head, outlining the responsibilities of the unit head, EEO/AA Coordinator, screening committee chair, screening/interview committee members, unit secretary, and Human Resources Office in the recruitment process. For instructional positions, the screening/interviewing committee is made of the DPC and division chair and faculty members in the discipline that is hiring. For non-instructional positions, the screening/interviewing committee is made up of the home unit representative and representatives from units with which the new hire will collaborate. The screening/interviewing committee forwards the interviewing questions and rating criteria (based on the minimum and desirable qualifications posted on the job description) to the EEO/AA Officer and Human Resources for approval before the committee can look at applications. After rating criteria and questions are approved, the committee ranks applicants and decides whom to interview. At the interview, all applicants are asked the same questions. Committee members then fill out candidate rating sheets and make recommendations about suitability for hire. The chancellor then reviews these recommendations and has the authority to make all appointments for faculty and staff positions. Kaua‘i Community College follows the UH systemwide faculty minimum qualifications and salary placement guidelines established for all faculty positions. The duties/responsibilities and desirable qualifications are derived from the program/unit. The faculty plays a significant role in the selection of new faculty by having input in the vacancy announcement and by serving as members of screening and/or interview committee(s). An applicant/candidate with a degree from a non-U.S. institution is responsible for providing a credential evaluation report to establish U.S. equivalency. Overall, the hiring procedure is effective and consistently applied. However, in some instances, the person recommended for hire might not be the person appointed. This can occur for a variety of reasons, many of which are beyond the college’s control. For example, the person selected may have perceived the hiring process as too lengthy and subsequently accepted employment elsewhere, or the candidate reconsidered relocation to Kaua‘i. Planning Agenda
III.A.1.b. The institution assures the effectiveness of its human resources by evaluating all personnel systematically and at stated intervals. The institution establishes written criteria for evaluating all personnel, including performance of assigned duties and participation in institutional responsibilities and other activities appropriate to their expertise. Evaluation processes seek to assess effectiveness of personnel and encourage improvement. Actions taken following evaluations are formal, timely, and documented. Descriptive SummaryGuidelines for evaluating all personnel are established. The formal processes vary, depending upon the employee’s bargaining unit and union contract. Classified staff members are evaluated by their supervisors. Faculty evaluation is governed by the terms of the collective bargaining agreement between the Board of Regents and the University Professional Assembly (UHPA). (Exhibit III-3: Collective Bargaining Agreements) The probationary period for tenure-track faculty is five years, with two contract renewal periods within that period at the second and fourth years. BOR policy Chapter 9-2, pages 38-44 details the faculty classification plan for community colleges. These constitute the guidelines for evaluation. The UHCC System issues a yearly tenure and promotion and contract renewal guideline based upon the process as defined in the current contract and the faculty classification in BOR policy. Each division also has a Division Personnel Committee guideline that provides additional guidance to the faculty member. The division, appropriate dean, and chancellor evaluate non-tenured faculty. Tenured faculty have post-tenure evaluations every five years to ensure that they are meeting the duties and responsibilities of their rank. Their constituents evaluate administrators annually. Division chairs, while not subject to a formal evaluation process, are elected by their division members based upon job performance. Self EvaluationObjective criteria used in employee evaluations include whether the individual has met expectations and successfully completed duties as assigned. While an assessment of effectiveness is in many ways subjective, there are a number of objective criteria noted on formal evaluation instruments which, when considered in sum with other evidence, indicate relative degrees of employee effectiveness. These criteria include peer and student evaluations, and the faculty’s participation in professional development activities and opportunities. Affective criteria – including an assessment of the manner in which faculty interacts with colleagues, staff, and students – also are evaluated. Evaluative criteria are described in BOR Policy 9-2 Community Colleges Classification Plan and Compensation Policy and listed in Guidelines for Tenure and Promotion, University of Hawai‘i Community Colleges, 2005-2006 (Exhibit III-4: Guidelines for Tenure and Promotion, University of Hawai‘i Community Colleges, 2005-2006). BOR Policy 9-2 is being revised and the latest draft includes a statement about responsibility for designing learning outcomes. Procedures for evaluation by faculty are in the appropriate Division Personnel Committee Procedures that are created and updated by each division (Exhibit III-5: DPC Procedures). The college has also instituted a campus process to provide feedback to faculty in the first and third years of probation, when no contract renewal is done. That process is described in the Guidelines for First and Third Year Evaluation (Exhibit III-6: Guidelines for First and Third Year Evaluation). The College Council and division chairs reviewed this document and had several opportunities to have input into its development. Among the expectations are: First- and third-year faculty need to submit, as part of the administrative review, a brief self-reflection of their management of primary duties, how they are using information about Student Learning Outcomes (SLOs) to improve performance of instruction or other primary duties and how they have demonstrated attention to campus and unit strategic goals and outcomes. The VP for Community Colleges and the Council of Community College Chancellors have drafted proposed changes to the BOR faculty classification document, which incorporate language about Student Learning Outcomes in the faculty evaluation process. Those changes are presently in the consultation process with the faculty union. Classified employees also are evaluated on a routine and timely basis. Assessment of job performance is listed in the UH System guidelines regarding classified employment, which contain a standardized review procedure. The Employee Performance Appraisal Form (Exhibit III-7: Employee Performance Appraisal Form) is used for classified staff evaluations. Planning Agenda
III.A.1.c. Faculty and others directly responsible for student progress toward achieving stated Student Learning Outcomes have, as a component of their evaluation, effectiveness in producing those learning outcomes. Descriptive SummaryKaua‘i Community College recently instituted college-wide Student Learning Outcomes. The college’s programs and divisions are continuing to document both program and course Student Learning Outcomes and assess student achievement of these outcomes. Currently, faculty evaluations do not contain a direct component regarding effectiveness in achieving those SLOs. However, as noted above, the campus has implemented a process at the first and third year of the probationary period, which does review how a faculty member uses the assessment of student learning to improve instruction. The current contract renewal guidelines include “a self-asessment of your teaching ability with respect to courses you have taught, including a discussion of your effectiveness, learning outcomes, students responses to your approach, etc.” Self Evaluation As above, Kaua‘i Community College’s programs and divisions are continuing an active and thorough process of refining and documenting Student Learning Outcomes. All instructional programs have established SLOs. Liberal Arts realized that their adopted program SLOs are too specific. As a result, they are working on revising them to be inclusive and more accurately reflect the goals of the program as a whole. The curriculum committee refined the Course Action Form (CAF) to make sure all course SLOs align with program and college SLOs. A proposed modification of the BOR faculty classification plan is currently undergoing required consultation review before submittal to the BOR for approval. Planning Agenda
III.A.1.d. The institution upholds a written code of professional ethics for all of its personnel. Descriptive SummaryKaua’i Community College’s faculty and staff uphold the University of Hawai‘i Community Colleges Statement on Professional Ethics described in the University of Hawai‘i Community College Policy (UHCCP) 5.211 and Hawai‘i State Standards of Conduct – Chapter 84 the code of ethics for elected officials and public employees of the State of Hawai‘i. Standards of behavior are also addressed in various ways in the collective bargaining agreements of both faculty and classified staff. For example, the faculty contract addresses ethical considerations in accepting outside employment. There is also a specific procedure for resolving allegations of breach of professional ethics. There is an annual self-review and report for conflicts of interest, which all faculty and professional staff fill out. Executive staff is required to file annual financial statements and gift reports. Self EvaluationAs state employees, the college’s faculty and staff know that they are to follow guidelines in the state’s published document: Standards of Conduct. Upon hire, new employees are provided access to this information. However, this document is lengthy and can be general. The college needs to examine whether a code of ethics that is specific to Kaua‘i Community College within the University of Hawai‘i System should be created. Planning Agenda
III.A.2. The institution maintains a sufficient number of qualified faculty with full-time responsibility to the institution. The institution has a sufficient number of staff and administrators with appropriate preparation and experience to provide the administrative services necessary to support the institution’s mission and purposes. Descriptive Summary Overall staffing for the college has grown since 2000. The figures below are from the UH System MAPS Faculty and Staff Report for 2002 and 2003. The UH System official Faculty and Staff report for Fall 2005 is not available at this time.
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