FACULTY HANDBOOK

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

CHADRON STATE COLLEGE

 

REVISED FEBRUARY 2007


TABLE OF CONTENTS

INTRODUCTION......................................................................................................................... 5

FACULTY HANDBOOK............................................................................................................ 5

MISSION STATEMENT............................................................................................................ 5

VISION STATEMENT................................................................................................................ 5

I.  ADMINISTRATION................................................................................................................. 6

Board of Trustees of the Nebraska State College...................................................................... 6

Board of Trustees Members....................................................................................................... 6

Officers of Administration........................................................................................................... 7

Program Directors....................................................................................................................... 7

Department Chairpersons........................................................................................................... 8

II. GENERAL POLICIES AND PROCEDURES...................................................................... 9

A.   Campus Clean Air Policy................................................................................................................................................ 9

B.   Campus Security and Law Enforcement........................................................................................................................ 9

C.   Keys.................................................................................................................................................................................... 9

D.   Mail Services..................................................................................................................................................................... 9

E.   Office Hours..................................................................................................................................................................... 10

F.   Records Management.................................................................................................................................................... 10

G.   Special Activities............................................................................................................................................................ 10

H.   Speaker Policy/Procedure............................................................................................................................................. 10

I.   Student Organization Sponsorship............................................................................................................................... 11

J.   Telephone Services......................................................................................................................................................... 11

K.  Weapons; Explosives..................................................................................................................................................... 11

III.  EMPLOYMENT................................................................................................................... 12

A.   Academic Freedom (Board Policy 4650)..................................................................................................................... 12

B.  Anti-Harassment Policy (Board Policy 5007).............................................................................................................. 12

C.   Communicable Disease Statement............................................................................................................................... 13

D.   Computer Services Policies........................................................................................................................................... 14

E.  Computer Services Support Policy................................................................................................................................ 16

F.  Desktop Access Procedure............................................................................................................................................ 20

G.   Conflict of Interest (including Board Policies 5002 and 5003)................................................................................. 24

H.  Consensual Relationships............................................................................................................................................. 25

I.   Copyright Compliance Policy......................................................................................................................................... 25

J.   Diversity............................................................................................................................................................................ 26

K.  Dress Code....................................................................................................................................................................... 26

L.   Drug-Free Workplace (Board Policy 5006).................................................................................................................. 27

M.  Equal Employment Opportunity Policy and Affirmative Action (inc. Board Policy 5000).................................. 28

N.  Family/Friends/Pets in the Workplace......................................................................................................................... 30

O.  Injuries or Illness............................................................................................................................................................. 30

P.  In-Kind Gifts or Bequests to Chadron State College or to the Chadron State Foundation.................................. 31

Q.   Non-Discrimination & Citizenship Status (Board Policy 5001)............................................................................... 31

R.  Personal Cell Phone Use................................................................................................................................................. 31

S.  Political Activities (Board Policy 5005)......................................................................................................................... 32

IV. STUDENT SERVICES......................................................................................................... 32

A.  Admissions...................................................................................................................................................................... 32

B.   Financial Assistance...................................................................................................................................................... 33

C.   Housing............................................................................................................................................................................ 33

D.   Internships and Career Services.................................................................................................................................. 33

E.  Student Academic Success Services............................................................................................................................ 33

F.   Veterans Affairs.............................................................................................................................................................. 34

V.  ACADEMIC PROGRAM POLICIES AND PROCEDURES............................................. 34

A.  Academic Advisor.......................................................................................................................................................... 34

B. Academic Amnesty.......................................................................................................................................................... 34

C.  Academic Honesty.......................................................................................................................................................... 34

D.  Academic Probation/Suspension................................................................................................................................. 35

E.  Assessment...................................................................................................................................................................... 35

F.   Attendance Policy.......................................................................................................................................................... 35

G.   Class Meetings............................................................................................................................................................... 35

H.  Class Registration........................................................................................................................................................... 35

I.   Course Syllabi................................................................................................................................................................... 36

J.   Correspondence Courses (Self Studies)...................................................................................................................... 36

K.   Grading............................................................................................................................................................................. 36

L.   Independent Study......................................................................................................................................................... 37

M.   New Course Proposals................................................................................................................................................. 37

N.   Off-Campus/Extension Classes.................................................................................................................................... 37

O.  Student Absences........................................................................................................................................................... 37

P.   Student Illness................................................................................................................................................................. 37

Q.   Textbooks........................................................................................................................................................................ 38

R.   Withdrawal from School................................................................................................................................................ 38

VI. PERSONNEL POLICIES AND PROCEDURES.............................................................. 38

A.   Absences........................................................................................................................................................................ 38

B.   Appointments; Types of Appointments; Notice Requirements; Faculty (Board Policy 5014).......................... 38

C.  Abandonment (Board Policy 5206)............................................................................................................................... 41

D.   Commencement Attendance......................................................................................................................................... 41

E.   Current Address and Phone Number........................................................................................................................... 41

F.  Dismissals/Separations (See SCEA Collective Bargaining Agreement Article XVI.............................................. 41

(Board Policies 5115, 5201, 5202, 5203, 5204, 5205, 5206, 5207)....................................................................................... 41

G.   Due Process/Grievances (SCEA, Article VIII and Board Policies 5300, 5301 and 5303)...................................... 42

H. Emeritus Status Designation (Board Policy 5017)....................................................................................................... 42

I.   Faculty Credentials.......................................................................................................................................................... 43

J.   Faculty Travel Budget.................................................................................................................................................... 43

K.   Family and Medical Leave Act (FMLA) – Board Policy 5611................................................................................. 43

M.  Health Insurance............................................................................................................................................................ 44

N.  Identification Card........................................................................................................................................................... 45

O. Inclement Weather/Campus Closure............................................................................................................................. 45

P.   Leave of Absence (Board Policy 5600)........................................................................................................................ 45

Q.   Life Insurance................................................................................................................................................................. 46

R.   Long-Term Disability Insurance................................................................................................................................... 46

S.   Payroll Procedures.......................................................................................................................................................... 46

T. Performance Evaluation (Board Policy 5102 for Faculty and 5103 for Professional Staff).................................... 46

U.  Personal Leave Days...................................................................................................................................................... 47

V.  Promotion in Rank (SCEA Negotiated Agreement Article XV and Board Policy 5113)........................................ 47

W.  Research/Development Opportunities....................................................................................................................... 52

X.  Retirement Plan (Board Policy 5405)............................................................................................................................. 52

Y.   Retirement Policies and Procedures (See also Board Policies 5400, 5401, 5403, 5404, 5405, and 5406)............. 53

Z.   Sick Leave for Faculty (Board Policy 5602)................................................................................................................ 53

AA.   Social Security............................................................................................................................................................. 54

AB.  Tenure (SCEA, Article XV and Board Policy 5112)................................................................................................. 54

AC.  Tuition Remissions; Immediate Families of State College Employees (Board Policy 5510).............................. 59

AD.   Tuition Waiver; Professional Growth (Board Policy 5511)................................................................................... 59

VII. SELECTION AND APPOINTMENT PROCEDURES.................................................... 60

A.  Faculty.............................................................................................................................................................................. 60

VIII.  CAMPUS PERSONNEL ORGANIZATIONS................................................................ 62

A.  College Support Staff Association (CSSA)................................................................................................................ 63

B.  Faculty Senate.................................................................................................................................................................. 63

C.  Professional Staff Association (PSA).......................................................................................................................... 63

D.  Presidential Committees................................................................................................................................................. 63

IX. CAMPUS SERVICES........................................................................................................... 63

A.  Chadron State Foundation............................................................................................................................................ 63

B.  Computer Services........................................................................................................................................................... 64

C.  Eagle Pride Bookstore..................................................................................................................................................... 64

D.  Food Service.................................................................................................................................................................... 64

E.  College Relations............................................................................................................................................................. 64

F.  Instructional Resource Center (Kline Center Main Floor, 432-6273)........................................................................ 64

G.  Interactive Distance Learning -- Burkhiser Technology Complex........................................................................... 65

H.  Machines Room - Photocopy Service and Supplies.................................................................................................. 66

I.  Maintenance Department................................................................................................................................................ 66

J.  Notary Public..................................................................................................................................................................... 66

K.  Print Shop......................................................................................................................................................................... 67

L.  The Reta E. King Library................................................................................................................................................. 67

X. TRAVEL AND EXPENSE POLICIES AND PROCEDURES........................................... 69

A.  General Information........................................................................................................................................................ 69

B.  Travel Expenses............................................................................................................................................................... 70

C.   State Vehicle Use............................................................................................................................................................ 70

D.  Transportation Regulations and Policies.................................................................................................................... 71

XI.  SPECIAL PROGRAMS....................................................................................................... 72

A. Conferencing.................................................................................................................................................................... 72

B. Cultural Programming....................................................................................................................................................... 72

C.  CSC Child Development Center..................................................................................................................................... 73

D.  Eleanor Barbour Cook Museum of Geology............................................................................................................... 73

E.  Mari Sandoz High Plains Heritage Center.................................................................................................................... 73

F.  Planetarium........................................................................................................................................................................ 73

 

 


INTRODUCTION

 

 

FACULTY HANDBOOK

 

The Chadron State College Faculty Handbook was prepared as a guide to services and facilities, containing basic information on the college structure, administrative positions, governance, and policies and procedures.  This manual is the property of Chadron State College.  All staff will have access to this handbook through the Chadron State College website. 

 

The Nebraska State College Board of Trustees develops policies and procedures for all State Colleges.  Please refer to the Nebraska State College System Policy and Procedures Manual for more detailed information; manuals are located in the offices of the Vice Presidents, Deans, Assistant Vice Presidents, Directors, Library, Human Resources, and on-line at www.nscs.edu.  Collective bargaining agreements with certain employee groups also include provisions affecting terms and conditions of employment by unit members.  Board policies and collective bargaining agreements supersede polices and regulations in the campus manuals.  The Board Policy manual and the Negotiated Agreement Between the SCEA and the State College Board of Trustees (05-07) are by reference incorporated herein into the Chadron State College Policy and Procedures Manual.  The SCEA Agreement  may be found on line at www.nscs.edu or www.csc.edu/hr.

 

The contents of the Faculty & Professional Staff Handbook constitute guidelines only and nothing herein constitutes employment for a specified period of time, nor any aspect of an employment contract, and should not be construed as such.

 

 

 

MISSION STATEMENT

 

Chadron State College will enrich the quality of life in the region by providing educational opportunities, research, service, and programs that contribute significantly to the vitality and diversity of the region.

 

 

 

VISION STATEMENT

 

Chadron State College aspires to be a premier institution of higher education in the western High Plains states, innovatively pursuing excellence in teaching, scholarship, and service.


 

CHADRON STATE COLLEGE

 

I.  ADMINISTRATION

 

 

 

 

Board of Trustees of the Nebraska State College

 

Chadron State College is governed by the Board of Trustees (BoT) of the Nebraska State Colleges.  This governing board consists of six members appointed by the Governor with the approval of the Legislature.  These members serve six-year terms.  The State Commissioner of Education serves as an ex-officio member of the board.  A non-voting student member from each college is appointed annually by the Governor.

 

Board Function.  The Statutes of Nebraska give to the Board of Trustees all powers necessary or convenient to accomplish the objectives and to perform the duties prescribed by law.

 

Board Policy Manual.  The Board concerns itself primarily with the development of policy for operating the Nebraska State College System. Policies developed by the Board are compiled in the Policy Manual of the Board of Trustees of the Nebraska State Colleges.

 

Copies of this manual are available for reference in the following locations:

            President's Office

            Vice President for Academic Affairs Office

            Vice President for Administration & Finance Office

            Vice President Enrollment Management & Student Services Office

            Deans Offices

            Directors Offices

            Human Resources Office

            Library

            online at: www.nscs.edu/policy.htm

                           www.csc.edu/hr

 

 

Board of Trustees Members

 

                        Gary Bieganski                                                              McCook

                        Doug Christensen                                                          Lincoln

                        Richard Halbert                                                             Falls City

                        Willa Kosman                                                               Scottsbluff

                        Carter “Cap” Peterson                                                  Wayne

                        William Roskens                                                            Omaha

                        Larry Teahon                                                                Chadron

                        Stan Carpenter, Chancellor                                            Lincoln

 

Three student representatives, one from each of the state colleges, serve one-year terms on the Board of Trustees.  They are recommended by each campus President and appointed by the Governor.

 

 

 

 

 

Officers of Administration

 

Dr. Janie Park                                                               President

Dr. M. Lois Veath                                                         Vice President for Academic Affairs

Mr. Dale Grant                                                             Interim Vice President for Administration & Finance

Dr. Randy Rhine                                                           Vice President of Enrollment Management &

                                                                                       Student Services

Dr. Margaret Crouse                                                     Dean, School of Education, Human Performance,   

                                                                                               Counseling, Psychology & Social Work

Dr. Charles Snare                                                         Dean, School of Arts and Sciences

Dr. Gary White                                                             Dean, School of Business, Economics, Applied

                                                                                       & Mathematical Sciences

Ms. Terie Dawson                                                        Assistant Vice President for Enrollment

                                                                                       Management & Institutional Research

Mr. Steve Taylor                                                           Assistant Vice President for Extended Campus Programs

Mr. Dave Noble                                                               Comptroller

 

 

Program Directors

 

Ms. Ann Burk                                                               Director, Computer Services

Dr. Rex Cogdill                                                             Interim Project Director, Student Support Services

Ms. Tena Cook                                                             Director, Admissions

Ms. Ann Dockweiler                                                     Nurse

Ms. Sherry Douglas                                                       Director, Financial Aid

Ms. Shellie Johns                                                           Coordinator of Conferencing

Ms. Deena Kennell                                                       Director, Internships and Career Services

Ms. Loree MacNeill                                                      Director, Cultural Programs & College Relations

Dr. Kim Madsen                                                           Director, Child Development Center

Ms. Sarah Polak                                                            Director, Mari Sandoz High Plains Heritage Center

Ms. Connie Rasmussen                                                 Executive Director, Foundation

Dr. William Roweton                                                     Director of Sponsored Research & Funded

                                                                                    Initiatives

Ms. Sherri Simons                                                         Director, Housing & Residence Life

Mr. Brad Smith                                                             Director, Athletics

Ms. Gayle Stetson                                                         Business Office Manager

Ms. Sarah Thomas                                                        Interim Coordinator, Physical Activities Center

Vacant                                                                         Director, Extended Campus Sites

Ms. Kara Vogt                                                              Director, Human Resources & Development

Mr. Dale Williamson                                                      Registrar

Mr. Milton Wolf                                                            Director, Library & Learning Resources

 

 

 

 

 

 

 

 

 

 

Department Chairpersons

 

School of Business, Economics, Applied and Mathematical Sciences

Dr. Tim Anderson                                                      Business and Economics

Dr. Chuck Butterfield                                                      Applied Sciences

Dr. Monty Fickel                                                        Mathematical Sciences

 

School of Education, Human Performance, Counseling, Psychology and Social Work

Dr. Laura Gaudet                                                       Counseling, Psychology, and Social Work

Dr. Don King                                                            Education

Dr. Scott Ritzen                                                         Health, Physical Education, and Recreation

 

School of Arts and Sciences

Mr. Richard Bird                                                        Visual and Performing Arts

Dr. Mike Bogner                                                        Justice Studies

Dr. Joel Hyer                                                             Social Sciences

Dr. Tim Keith                                                            Physical and Life Sciences

Dr. Kathleen Kirsch                                                   Communication Arts

Mr. James Margetts                                                   Music

Dr. Deane Tucker                                                          English and Humanities

 


 II. GENERAL POLICIES AND PROCEDURES

 

Campus Operations

A.   Campus Clean Air Policy

Smoking will be prohibited in Chadron State College campus facilities and vehicles except as designated below.

 

Smoking on the grounds of CSC is allowed as long as such use is not within close proximity (defined as within 10 feet) of any facility entrance or work site, unless other restrictions prevail.  The Director of Housing will designate specific, assigned student rooms in residence halls as areas in which smoking is permitted.  Signage reflecting this policy and smoking product waste receptacle placement will be accomplished by the College Department of Physical Facilities.  Noncompliance with these provisions will be managed in accordance with existing faculty, staff, and student guidelines.

 

B.   Campus Security and Law Enforcement

The Chadron State College Security Supervisor (430-5317) or the Chadron Police Department (911) should be contacted for emergencies and for law enforcement needs on campus.  After the regular business hours, call 432-0510 or 911 with building security concerns such as open windows, unlocked doors, etc.  The Chadron Police Department will then relay these concerns to the on-duty campus security personnel.

 

The Security Supervisor should be contacted for additional information relative to campus law enforcement and security or to make arrangements for buildings to be open for evening and weekend classes.

 

Faculty and staff are responsible for maintaining the security of their respective offices.  Faculty may also be responsible for security of laboratories and equipment within their respective departments.

 

All laws and ordinances of the City of Chadron and the State of Nebraska are in effect on the campus of Chadron State College and are enforced by local law enforcement officers.  Any vehicles parked in handicapped spaces, reserved parking spaces, no-parking zones, red zones, or too close to fire hydrants will be subject to ticketing and/or tow-away.

 

C.   Keys

Keys to buildings, offices, or other college facilities are issued through the immediate supervisor or building manager. All keys must be returned to the supervisor or building manager’s office upon termination of employment.

 

Proper care of college keys is essential in maintaining security of buildings, equipment, and supplies.  Keys should not be left where they may be used by anyone other than the one to whom they were issued.  Lost or stolen keys should be reported immediately.

 

D.   Mail Services

Mail service is provided for all departments on campus.  The Campus Mail Room is located in Room 107 of the Maintenance Services Building (phone 432-6063).  Both on-campus and U.S. mail is processed through this department.  Delivery of U.S. mail, on-campus mail, and packages is made twice daily to the Administration, Armstrong, Math & Science, Hildreth, Burkhiser, Crites, Memorial Hall, NPAC, Kline, Library, Student Center and Miller buildings at 10:00 am and 2:00 pm.  Mail may be dropped off and picked up in each building’s mail room.

 

The appropriate budget code should be placed in the upper left-hand corner of each envelope or package before it is picked up by Mail Room personnel.

 

In order to guarantee that mail is delivered to the U.S. Post Office by 4:00 pm daily, outgoing mail must be in the Mail Room no later than 3:00 pm.

 

Please contact the Mail Room for instructions regarding specialty mail services (certified, registered, UPS, Fed Ex, and Air Borne).  Please note that Fed Ex packages being sent out are picked up in the Mail Room by Fed Ex and the department sending the package must contact Fed Ex (1-800-463-3339) prior to 8:00 am on the day that it is to be picked up.

 

E.   Office Hours

College Administrative office hours are Monday through Friday from 7:30 a.m. to 4:30 p.m., with the lunch hour generally from 12:00 to 1:00 p.m. although offices are encouraged to alternate breaks to optimize customer service.  Administrative functions and offices are normally closed on weekends and holidays.  Summer hours may vary from these times and will be communicated in advance.

 

Faculty members post their office hours for the convenience of students and colleagues, scheduling 5 hours per week, with at least 1 hour per day, during the academic term.  Forms for posting office hours can be obtained from the Vice President for Academic Affairs Office.

 

F.   Records Management

The Records Management Division, State of Nebraska, maintains the records management schedule as far as how long documents need to be maintained at Chadron State College.  These guidelines are available online at: http://www.sos.state.ne.us/RecordsMgmt/retentionschedules.htm

 

G.   Special Activities

Special activities such as conferences, clinics, conventions, and non-credit workshops may be held on campus to promote involvement of secondary, college, or adult groups.  Such activities are encouraged and supported by the college.  The Conferencing Office will provide assistance in developing workshops or conferences on campus.

 

The Coordinator of Conferencing will provide assistance in coordinating local arrangements including housing, facilities, and equipment.  Chadron State College is capable of housing special groups on campus when space is available. 

 

Arrangements for guests, groups, or organizations requiring food service and housing should be scheduled through the Conferencing Office well in advance to assure that the event can be adequately planned and coordinated.  Arrangements for food services should be made by contacting the Coordinator of Conferencing.

 

H.   Speaker Policy/Procedure

Speakers may be sponsored by, or financed by, the following groups:

            1.   Convocations Committee

            2.   Academic schools

            3.   Recognized project directors or sponsors

            4.   Recognized student groups.  Recognition of student groups is provided through procedures established by the Vice President of Enrollment Management & Student Services.

 

A request for speaker approval shall be submitted to the appropriate Dean/supervisor at least two weeks prior to the proposed date of appearance.

 

Any contracts or agreements must be routed in advance to the Vice President for Administration & Finance for review and approval. 

 

The President of the College has the authority to veto any policy or procedure concerning the sponsorship of outside speakers at the College.

 

I.   Student Organization Sponsorship

Each student organization must have an official advisor.  Ordinarily, the advisor is a member of the college faculty or professional staff.  Students choose the advisor and secure consent before that person is listed as advisor.  Having consented to serve, the advisor is expected to attend all meetings, practices, competitions and functions, in order to provide guidance which will assure the opportunity for student learning, the maintenance of college standards of good taste and conduct, and the demand for fiscal responsibility.  All student organization activities are scheduled through the Coordinator of Student Activities office.  Activities that are considered to be sponsored by CSC (utilizing State vehicles, other State property, or State funds) and require travel off campus must have a CSC sponsor with the group.  Activities scheduled with no attending CSC sponsor will not be eligible to utilize State property or funds.

 

The sponsor is responsible for notifying the Coordinator of Student Activities and the President of the Student Senate of the organization officers elected each year.  Any changes in the organization's constitution must be cleared through the same two offices.

 

All student organizations must have an approved constitution on file with the Vice President of Enrollment Management & Student Services.

 

J.   Telephone Services

Per Nebraska State Statute 81-1120.27, College phones and cell phones are to be used for official College business purposes only.  Receiving personal calls via use of the 1-800 number is not allowable.  Abuse of the phones may result in disciplinary action as well as the need for financial reimbursement to the institution.

 

The college telephone system is a Qwest Centrex System.  For a copy of the dialing instructions for this system or for assistance in the use of this system, contact the Human Resources Office, ext. 6224.

 

Dialing Access Codes:  The following access codes are used for placing off-campus phone calls:

Ø      Local Calls--Dial 9 + seven digit number

Ø      Long Distance--Dial 9 + 1 + area code + seven digit number

 

Accommodations for a telephone for staff with hearing or speech impairment should be requested through the Human Resources Office.

 

It is strongly encouraged that answering machines be used since voice mail is not available on campus. 

 

If there are technical difficulties, the need to move a phone or request new phones, please contact Human Resources. 

 

K.  Weapons; Explosives

Chadron State College prohibits all persons (employees, students, vendors, contractors, visitors, etc.) who enter college property from carrying or possessing a handgun, firearm, explosives (including fireworks), prohibited weapons of any type or any item designed to cause injury or death regardless of whether the person is licensed to carry the weapon or not.  Only certified law enforcement officials who have appropriate approval will be allowed to carry a weapon. 

 

Students residing on campus in the residence halls who possess hunting equipment (all firearms, archery equipment, knives, etc.) are required to register those with their Resident Hall Director and store them in secure designated areas.  See student handbook for more information.

 

Although the Nebraska Legislature has passed a concealed handgun law, concealed weapons are not permitted on our campus, buildings, grounds, other CSC property or at CSC activities. 

 

Employees who possess a weapon on CSC property are in violation of this policy and may be subject to disciplinary actions up to and including termination of employment.  Any violator may also be reported to law enforcement officials to face the possibility of criminal prosecution.

 

 

 

III.  EMPLOYMENT

 

A.   Academic Freedom (Board Policy 4650)

The portion of the 1940 Statement of Principles on Academic Freedom and Tenure, formulated by the Association of American Colleges and the American Association of University Professors and paraphrased below, is endorsed by the Board.

 

1.   A teacher is entitled to full freedom in research and in the publication of the results, subject to the adequate performance of his or her other academic duties; but research for pecuniary return should be based upon an understanding with the authorities of the institution.

 

2.   A teacher is entitled to freedom in the classroom in discussing his or her subject, but he or she should be careful not to introduce into his or her teaching controversial matter which has no relation to the course subject. Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of appointment.

 

            3.   The college or university teacher is a citizen, a member of a learned profession, and an officer of an educational institution. When he or she speaks or writes as a citizen, he or she should be free from institutional censorship or discipline, but a teacher's special position in the community imposes special obligations. As a person of learning and an educational officer, the teacher should remember that the public may judge his/her profession and his/her institution by his/her utterances. Hence, a teacher should at all times be accurate, should exercise appropriate restraint, should show respect for the opinions of others, and should make every effort to indicate that he/she is not an institutional spokesman.

 

The Board of Trustees places particular emphasis on paragraphs 2 and 3 of the above statement relating to the responsibilities, as well as the privileges, which members of the profession and professional organizations associate with this important concept of American life.

 

B.  Anti-Harassment Policy (Board Policy 5007)

It is the policy of the Nebraska State College Board of Trustees to provide a workplace free of tensions involving matters which do not relate to the System's business.  In particular, an atmosphere of tension created by non-work related conduct, including ethnic, racial, sexual, age, disability, or religious remarks, animosity, unwelcome sexual advances, or requests for sexual favors and such other conduct does not belong in the State College workplace or learning environment.

 

Unlawful harassment of students, employees, job applicants, or any visitors to a campus by other employees or students is prohibited.  Unlawful harassment includes, without limitation, verbal harassment (derogatory comments and/or slurs, negative stereotyping, intimidating behavior), physical harassment (assault of physical interference), visual harassment (posters, cartoons, drawings, or improper written or graphic material), and innuendo.

 

Sexual harassment is a violation of state and federal law.  It includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct, and other verbal or physical conduct, or visual forms of harassment of a sexual nature when submission to that conduct is either explicitly or implicitly made a term or condition of employment or is used as a basis for employment decision.  Further, other forms of harassment include actions that have the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

 

The purpose of this policy is to establish clearly and unequivocally that the Nebraska State College System prohibits harassment in any form by and of its employees and students and requires the Colleges and System Office to set forth explicit criteria and procedures by which allegations of harassment may be filed, investigated, and adjudicated.  Such criteria and procedures are to be consistent with federal regulations pertaining to employees and students as well as the principles stated in this policy.

 

Such campus procedures shall provide that if any employee or student has reason to believe that they or another employee or student has been harassed, that person should report the violation to a supervisor or any administrative employee.  If the reporting person feels that the supervisor does not give satisfactory results or if the supervisor is considered to be part of the problem, any other administrative employee should be contacted.

 

Any complaints reported will be kept confidential to the extent possible and the reporting person shall be assured that no negative consequences will be suffered as a result of bringing concerns to management attention.  All complaints are to be promptly and thoroughly investigated.  If the investigation reveals that harassment at work or on campus has taken place, disciplinary action is to be immediately taken against the appropriate person or persons. 

 

In addition to having an explicit policy prohibiting harassment of any type and clearly and regularly communicating this policy to employees and students, the colleges should train and sensitize their employees and students on the issues of harassment, as well as their rights and the procedure to use to raise these issues.  The Colleges should also develop and implement an effective complaint procedure by which employees and students can make their complaints known.

 

C.   Communicable Disease Statement

The College recognizes the importance of education in coping with communicable disease and will endeavor to develop and offer periodic educational programs, which address medical and social aspects of the program.

 

On the basis of current information from the American College Health Association, the National Centers for Disease Control and the Nebraska Department of Health, Chadron State College has implemented the following policy to protect the college community from communicable diseases.

1.       All new students must complete a CSC health form at the time of application.  The student's signature is required to verify that the information within the form is correct.

      2.   Health Form Requirement: All students entering any Nebraska State College institution must show a physician-validated immunization record for two doses of measles, rubella, diphtheria, and tetanus. This evidence must be presented before a student is permitted to register.  (Individuals born before January 1, 1957 are considered immune to measles and are not required to show proof of two doses of MMR.)

A person may qualify for exemption to the required immunizations when one of the following conditions is met:

·         The individual has a medical condition that contraindicates immunization.  A physician licensed to practice medicine within the United States must submit a bona fide statement, with signature, indicating that immunization is unsafe for the individual.  The nature and probable duration of the physical condition should be clearly specified.  The exemption from immunization will not extend beyond the duration of the physical condition that contraindicates immunization.

·         Immunization is contrary to the religious tenets and practices of the student.  A CSC form must be signed and notarized prior to admission.

·         The student is enrolled only in off-campus courses.  The student will be required to provide immunization verification if they enroll for an on-campus course.

The student qualifying for an exemption must sign a waiver form provided by the College stating that the person may be subject to exclusion from the campus and college related activities if an outbreak of measles or rubella occurs on campus.

3.   Should a vaccine-preventable disease outbreak occur on campus, all students and employees who are not certified as immune to the occurring vaccine-preventable disease may be excluded from campus during the course of the outbreak.

            4.   Should a student be diagnosed as having a non-vaccine preventable communicable disease, such as AIDS, the student will be required to provide the College Nurse with written verification that he/she is under the care of a physician.

Since there is no evidence that individuals infected with HIV--human immunodeficiency virus (AIDS)--can infect others through casual contact, there is no reason to exclude these individuals from routine campus, academic, social, or cultural activities.  The infected student may continue to reside in the dormitory so long as he/she is able to adequately care for him/herself, and appropriate college resources for emotional and social support will be made available.

5.   Since non-vaccine preventable communicable diseases are best addressed on a case-by-case basis, the President of CSC will appoint a committee to review the matters on a case-by-case basis.  Committee members will include the following members:

 


·         Patient

·         College Nurse

·         Attending Physician of Patient

·         Dean of Students


The committee will review the issues and provide recommendations to the College President for resolution.  Confidentiality will be strictly adhered to.

 

D.   Computer Services Policies

 

Acceptable Use Policy

 

Unauthorized Use

 

All information processed through Computer Services is considered sensitive and/or confidential.  This information is based on a legitimate "need to know".
The unauthorized use or abuse of any college owned or leased computer system and installed software and files is prohibited.

Chadron State College reserves the right to cancel accounts, initiate disciplinary action, limit or restrict access to computer accounts, equipment or the network, file criminal charges or take other appropriate action against individuals who act in an irresponsible manner and/or infringe upon the rights of others.

Unauthorized actions include but are not restricted to the following:

  • Attempting to or successfully logging in to an account other to that which is officially assigned by Computer Services.
  • Using an account for other than the authorized purpose.
  • Providing students with Chadron State College issued passwords.
  • Modifying or destroying data which is not specifically assigned to or created by the user.
  • Using computers, software, or other college equipment for personal or commercial financial gain is strictly prohibited unless specifically authorized by the Board of Trustees.
  • Abusing computer hardware.
  • Including profane, vulgar or other harassing language within e-mail messages, programs, and/or files.
  • Accessing pornographic resources that are in view of and offensive to others.
  • Utilizing computer resources with the intent to harass others.
  • Installing and/or spreading virus related software.
  • Placing undue burden on the CSC network.
  • Violating CSC Policies.

Students found browsing, hacking, or attempting any type of security breach into areas outside of their assigned directory will face revocation of computer access, grades of "F", and possible suspension or expulsion from Chadron State College.  Employees found browsing, hacking, or attempting any type of security breach into areas outside of their assigned directory will face revocation of computer access and possible termination of employment.

Inspection of a user's files on back-up media by Computer Services personnel in the course of responding to a request from that user for restoration of one or more files shall not be deemed a violation of the user's privacy.

Security Violation

In the event of an actual, suspected, or anticipated violation of the security of a computer system, designated system administrators may inspect any file on Chadron State College computers, without the user's knowledge, in an effort to determine the nature and means of the violation and the perpetrator thereof.  In order to protect the integrity of the investigation network activity may be monitored, user directories and files may be reviewed, and user accounts may be disabled until the conclusion of the investigation.  Files will be backed up for the purpose of recovery if circumstances warrant.

Only those individuals named by the Director of Computer Services as being directly responsible for the security of Chadron State College computers may use special privileges which permit the examination, copying or printing of files, programs, electronic mail, or other information in a user's account, without the user's prior permission.  This shall apply equally to mail resident on servers which has not been retrieved by the user.

The designated individuals may only use their special privileges in the event of a violation or reasonable suspicion of violation of computer security. A system administrator may not divulge any information obtained using special privileges to any person other than the Director of Computer Services who will take the appropriate action.  If an individual suspects someone has attained access to his/her account, the incident should be reported to the Director of Computer Services immediately in order to initiate appropriate action.

Intellectual Property Rights

Please refer to the CSC Copyright Policy.

 

Software

Please refer to the CSC Software Licensing Policy

 

Computer Accounts

Student accounts are automatically generated by Computer Services.  Students will be granted an account for the duration of their student status. 

Employee accounts may be established by completing an Employee Request for Computer Account form, available from Computer Services.  Employees will be granted an account for the duration of employment.  Individuals are considered employees if hired for Chadron State College full-time and part time positions.  Student employees funded via work study or institutional funds do not qualify for employee accounts.  Faculty Emeritus may obtain an account by completing an Employee Request for Computer Account Form.

Employees will make reasonable efforts to safeguard their account passwords.  No employee may allow unauthorized persons access to college data, computing or network resources by sharing their password, except in cases necessary to facilitate computer maintenance and repairs.  Unauthorized persons include and are not limited to student employees and family members.

Although it is the policy of the State College not to monitor individual usage of any computing resources, the College or System Office as appropriate, reserves the right to monitor user activities taking place on the CSC network and on computer lab systems, via network monitoring software, cameras, student lab assistant's observation, etc. without advance notice or specific permission, for any legitimate business purpose. 

Individuals must adhere to this Acceptable Use Policy in order to retain access to campus computer facilities.

 

E.  Computer Services Support Policy

 

As per the 2005-07 SCEA Agreement:

Faculty shall be provided computer service for campus-approved software and hardware to fulfill their academic and research responsibilities.  Computer Services Administration will provide a list of software for which it will provide technical assistance.  Faculty may not expect support for any other software.

Associated CSC Policy Statement:
Employees shall be provided Computer Services support for software and hardware, as stated on the Supported Software, Supported Hardware, and Obsolescence Tables, to fulfill their academic responsibilities. Software and hardware not listed on the tables or otherwise approved by Computer Services will be the responsibility of the user.

 

As per the 2005-07 SCEA Agreement:

In compliance with college prescribed procedures which require prior disclosure and approval, faculty with college provided computer training, which shall be available on a regular basis, may load or have loaded licensed, academic-specific software on their office computers.  Such approval to load software shall be made in a timely manner and shall not be unreasonable denied.  Any such denial must specify in writing the reasons for such denial.

Associated CSC Policy Statement:

Employees may petition to the Director of Computer Services to load licensed, academic-specific stand-alone software on their office computers.  Software which is interactive with the campus network (LAN or Internet) or present in a lab environment is excluded (see below).
Employees must complete the required training and associated assessment.  Employees who have been granted such privilege are advised to consult with Computer Services personnel prior to the loading of such software to gain approval based on hardware compatibility with the software and to avoid conflicts with supported software.  An employee granted such access, who does not consult with Computer Services prior to installing software or downloading files and/or whose system is negatively affected to the extent that service is required by Computer Services, will be returned to normal user access level and the affected computer will be re-imaged.  The employee will be required to complete follow-up training and assessment prior to re-granting of an elevated access level.  Refer to the Department of Computer Services Desktop Access Procedure.

As per the 2005-07 SCEA Agreement:

The college will provide alternative network and Internet options for specific and legitimate curriculum and research needs.

Associated CSC Policy Statement:
Alternative network and Internet options shall be proposed in writing to the Director of Computer Services by the department director or chair.  The proposal shall include detailed justification and support structure for the request.  The Director of Computer Services will evaluate the proposal and may submit appropriate alternative suggestions or determine that the existing campus network will accommodate the requirements of the request.  The Director of Computer Services will respond in writing reiterating the justification for and purpose of the connection, clarify hardware and software requirements, define the network access and purchasing requirements of the project, define the service level, administrators, outside parties, and the requirements for future assessment.  Funding of the alternative option will be the responsibility of the requesting department.  The requesting department is responsible for communicating updates/changes in the status of the alternative option to the Director of Computer Services.

 

As per the 2005-07 SCEA Agreement:

Reasonable efforts will be made to give ten (10) working days prior notice by computer services when computer hardware or software is replaced.
CSC Associated Policy Statement:

Reasonable efforts will be made to give ten (10) working days prior notice by Computer Services, via CSC e-mail, for scheduled updates/replacement of computer servers and network equipment.  Replacement of desktop equipment in offices will be arranged with the employee to whom the equipment is assigned.  Computer hardware failures are often unpredictable and advanced notice is not always possible.  In the event of a system failure, Computer Services personnel will work to restore server and network functionality as promptly as possible.

As per the 2005-07 SCEA Agreement:

Loading of any licensed, academic-specific software, which is interactive with the campus network, will be done with the assistance and approval of campus computer service administration.

 

CSC Associated Policy Statement: 
Loading of any licensed, academic-specific software, which is interactive with the campus network (LAN or Internet) or present in a lab environment, will be done with the approval and assistance of Computer Services personnel.

Additionally:


It is unlawful to load software on a computer for which it is not licensed. Only software licensed to CSC is to be loaded on CSC owned computers. Likewise, software purchased by CSC is not to be loaded on computers that are not owned by CSC, including home computers.

The Microsoft Work at Home (WAH) program allows for limited application installation on home computers and is managed by Computer Services.

Employees are responsible for adhering to and retaining the licensing documents that are provided with CSC computer hardware and software to which they are assigned.

The presence of unlicensed, unsupported or unapproved software on employee or department lab computers will negate Computer Services responsibility to support that computer in any manner resulting in removal of network connectivity from the affected device.

Hardware that is connected to the network is under the strict control of Computer Services. Computer Services is responsible for the installation, removal and maintenance of hardware and software existing on the network. Improper modification may negatively affect the functionality of the entire network.  Personally owned equipment may not be connected to the campus network without prior approval by the Director of Computer Services and academic justification of exceptional nature.


Assignment of network configuration information (IP addresses, DHCP reservations, asset management) is under the strict control of Computer Services. Computer Services is responsible for the selection, assignment and configuration of devices existing on the CSC network. Improper utilization of network configuration information may negatively affect the functionality of computers on the network. Computer Services should be notified immediately of the addition, relocation, reassignment or removal of any computer.

Support is defined as hardware, software and network selection, ordering, installation, configuration or troubleshooting. Support may be provided either by Computer Services full-time employees or by student employees under the supervision of the Computer Services personnel.  The most basic training may be provided to employees where time allows, however utilization of computer hardware, operating systems and application software is the responsibility of the employee.


Supported Software Table

 

Software Category

Application

Word Processor

Word

Spread Sheet 

Excel

Data Base 

Access or File Maker Pro (Mac Only)

Presentation

Power Point

Operating System

Windows 2000/Mac 0S 10.3

Virus Protection

Symantec

Electronic Document Reader  (Free) 

Adobe Acrobat Reader

 Telnet Client (Free) 

Tera Term Pro (PC)/
CSC1 Terminal Script  (Mac)

Web Browser (Free)  

Internet Explorer

Media Player (Free)  

Quick Time/Windows Media/Macromedia Players

Decompression Tool (Free) 

Stuffit Expander

Remote Help (Free) 

VNC

Email Client (Free)

Eudora

FTP Client (Free)

WS_FTP LE (PC)/
Fetch (Mac)

Text Editor (Free)

Edit Pad Lite (PC)/
BBEdit (Mac)

HTML Editor

Dreamweaver

 

Contact Stephen Becker for clarification. Selection of supported software is based on the preference of the majority of campus users and the ability of Computer Services to provide support.

 

Hardware Minimum for New Systems

Hardware Category

IBM Compatible 

Macintosh

Processor

Pentium 4 3GHz (

G5

RAM

512 MB Single Module

512 MB Single Module

Hard Drive

40 GB 

40 GB 

Graphics Card 

AGP w/ 64MB RAM

 AGP w/ 64MB RAM

Sound 

16-bit Stereo 

16-bit Stereo 

Ethernet

10/100Base w/ RJ-45 

 10/100Base w/ RJ-45 

Monitor 

 15" Color 1024x768 Resolution Min.  LCD

 15" Color 1024x768 Resolution Min.  LCD

Removable Media

CDRW/DVD Combo Drive

CDRW/DVD Combo Drive

Warranty

5 years covering all parts and labor

3 years covering all parts and labor

 

Limit basic systems, the systems that will fill most users' requirements and run all standard software adequately, to $1600 including software. The use of laptops as general-purpose computers is discouraged. Sharing of resources (printers, projectors, etc.) is encouraged.

 


Minimum Obsolescence Table

 

CSC Computer Services Obsolescence Table: Where CSC possesses computer hardware that does not meet minimum obsolescence requirements as stated in the table and will not adequately meet requirements without an upgrade and/or repair expenditure of $300 or more, that hardware should be removed from active support, network service and upgrade consideration. The equipment may be used for basic functions however it will not be supported by Computer Services. Such hardware will be submitted to the surplus property or harvested for parts.

Category

IBM Compatible

Macintosh

Processor 

Pentium III

G4 w/ AGP (Firewire Bootable)

RAM

384MB 

384MB 

Hard Drive 

15GB

15GB

OS

Windows 2000 Pro

OS 10.3

Ethernet

100Base-TW/RJ-45

100Base-TW/RJ-45

CD-ROM

24x CD-ROM

24x CD-ROM

*512MB is strongly recommended for systems running Windows XP or OS 10.3. Systems with only 256MB will seem very slow.

*Systems over 5 years old are generally obsolete.

 

F.  Desktop Access Procedure

 

Goals:

1.  To ensure that CSC employees are provided access to productive desktop computers required to meet their academic objectives.

     2.  To create a climate in which all members of the academic community accept                    responsibility for protecting campus computing and information systems. 

3.  To implement access controls which assure that an appropriate balance exists between the need to protect information resources and the need to allow users appropriate access to data and applications.

4.  To protect technology resources from unauthorized access by viruses, spy-ware and other unauthorized access.

     5.  To control potential support issues caused by open access computers.

     6.  To allocate support resources to the relevant needs of the campus.

     7.  To explain the characteristics of the access levels within the CSC environment.

 

According to Microsoft standards, the Windows 2000 network environment defines three access levels for Windows 2000 and XP operating systems; Normal User, Power User, and Administrative User.  According to Apple standards, two access levels are defined for the Mac OS X operating system; Normal User and Administrative User. 

 

By default, computers running Windows XP, 2000, and OSX are configured with the Normal User access level.  The Normal User access level provides a solution in which users can run applications with the systems secured against the three most common forms of attack (spy/malware, viruses, and software vulnerabilities).  Because of the high level of system protection, the Normal User access level minimizes interruptions for the user and reduces the support demand on Computer Services personnel.  Computers running older operating systems, such as Windows 98 or Mac OS 9, are open, vulnerable computers and will be migrated to the newer OS or removed from the campus network.  

 

To advance to a Power User or Administrative User, an individual must provide a request and justification to the Director of Computer Services via e-mail.  Justification should reference directly each of the items listed in the Profile Description Table associated with the requested access level.  Prior to granting an elevated access level the employee is required to attend training provided by Computer Services, demonstrate the skills necessary to manage elevated access levels, and accept the responsibilities associated with the access level and the resulting consequences should their system become infected or identified as a support burden.  Computer Services maintains a log of users with an advanced access level which contains the justification for their access as well as a list of systems on which access is granted. 

 

In the event that a computer to which elevated access has been granted requires servicing by Computer Support resources, the computer will be re-imaged to the base image.  The issue will be documented with the Director of Computer Services, the user, and the supervisor.  The employee will be required to attend follow-up training and testing in order for restoration of the elevated access level.  Upon the second service occurrence, the computer will be re-imaged and the Normal User access level will be applied to the user’s account. 

 

This procedure must be reviewed and modified as needed to align with the rapid rate of operating system updates issued by software manufacturers.

 

 

 

Access Level Description Table

                                                    Normal User     Power User      Admin User

Level of:

System Protection                          High                 Limited             User Controlled

User Responsibility                        Low                 High                 High

Computer Support                          Low                 Moderate              High

Service Priority                              High                 Moderate              Low

 

Risk of:

Virus Infection                              Low                 High                 High

Spyware/Malware Infection           Low                 High                 High

Software Vulnerability attack         Low                 Medium            High

    

Responsibility for:                

Windows Updates                         CS                        CS                        User*

Troubleshooting Software               CS                        User*               User*

Virus Updates/Cleanup                  CS/CS              User*               User*

Spyware Updates/Cleanup             n/a                   User*               User*

Application Software Installation     CS                        User*               User*

Application Software Execution      User                 User*               User*

Licensing Compliance                    CS                        User*               User*

Backup of data                              User**             User**             User**

 

 

 

Modification of:

Core Registry                                Denied             Partial              Allowed

System Folder                               Denied             Partial              Allowed

System Files                                  Denied             Partial              Allowed

Network Settings                           Denied             Partial              Allowed

Program Files Folder                      Denied             Allowed            Allowed

Basic User Settings                       Allowed            Allowed            Allowed

(screen saver, desktop appearance)

 

*Users granted the Power User and Administrative User access levels must following licensing policies and compliance.  These individuals must have the computer expertise to support and troubleshoot their own software.  Should they have trouble with software that they are unable to resolve, they are required to back up their data and Computer Services will re-image their system to the standard base image.  The end user is responsible for restoration of their data and installation of software beyond the base image.  

 

**Computer Services strongly recommends that all users, regardless of access level, save all data (including programs they install on their own) in the Documents folder at the root of the hard drive (C:\Documents).  Users are responsible for the routine backup of the data on their systems.  Backup of that data is greatly simplified by using the single Documents folder location.  Backup options may include:  Z-drive, zip disks, CD-Rs, floppy disks, and USB jump drives.  Data on the Z-drive is backed up nightly by Computer Services. 

 

 

 

 

Detailed Access Level Descriptions  

 

1) Normal User:

     Highest Level of Protection, Low User Responsibility, Minimal Computer Support Required

·         Benefits:

1.       Due to automated updating controlled by Computer Services, the user does not need to perform Windows updates, virus scanner updates, or spyware sweeps.

2.       Due to the restricted access to system files, systems cannot be infected by most network spread spyware/malware and viruses.  Does not prevent infection due to a user opening an infected e-mail attachment, for example.

3.       User can run most software once it has been installed by Computer Services.

4.       User can modify basic user settings (screensaver, desktop appearance, etc.).

5.       User can modify files within the C:\Documents and Z:\ directories.

·         Restrictions:

1.       User cannot install any software that modifies the core registry or system folders or program files folders.

2.       User cannot modify any systems files or network settings.

·         Concerns:

1.       The three most common risk factors are minimized at this level, however there is still a risk of computers being damaged by virus infected files opened prior to scanning.


2) Power User (Not available on the Macintosh OS)

     Limited Protection, High User Responsibility, Moderate Level of Computer Support Required

·         Benefits:

1.       Due to automated updating controlled by Computer Services, the user does not need to perform Windows updates. 

2.       Due to the ability to modify Program Files folders and most System files and parts of the registry, the user can install some software.

3.       User can modify basic user settings (screensaver, desktop appearance, etc.).

4.       User can modify files within the C:\Document and Z:\ directories.

·         Restrictions:

1.       Depending upon the type of spyware, a user may not be able to remove spyware even though it was installed with their access level

2.       User cannot modify all system files and settings or network settings affecting the ability to install software and customize the computer.

 

·         Concerns:

1.       System can be infected by most network spread spyware/malware and viruses so the end user is responsible for regular scans and updating of the detection/removal software.

2.       User has the ability to disable the virus scanner so they are responsible for making sure it is active and updated.

3.       Because the user has the ability to load software, they may knowingly or unknowingly violate CSC licensing agreements. 

4.       User may accidentally or purposely load software that places a burden on the network and/or infects other campus computers and mission critical servers.

 

3) Administrator

     Unprotected, High Risk, High User Responsibility, High Level of Computer Support Required

·         Benefits:

1.       User has full access to the computer.

·         Restrictions:

1.       Nothing restricts the user. 

·         Concerns:

1.       Although the user does not need to perform Windows or anti-virus updates, they are responsible for making sure the settings do not change a verifying that the updates are occurring.  Failing to do so risks system and network infection.

2.       System can be infected by all spyware/malware and viruses so the end user is responsible for regular scans and updating of the detection/removal software.

3.       Computer Services has to monitor network traffic to see if the system becomes infected and deal with it if it does.

4.       Because the user has the ability to load software, they may knowingly or unknowingly violate CSC licensing agreements. 

5.       User may accidentally or purposely load software that places a burden on the network or attacks computers on campus including the mission critical serves.

6.       User may accidentally or purposely modify network settings that could disable the campus network.

7.       Computer service may be delayed due to other projects or obligations.  Users are expected to obtain the skills necessary to resolve system problems.

8.       It is the user’s responsibility to be aware of and follow all policies/procedures.

 

 

Policy Reference

Computer Services Support Policy

 As per the 2005-07 SCEA Agreement:

In compliance with college prescribed procedures which require prior disclosure and approval, faculty with college provided computer training, which shall be available on a regular basis, may load or have loaded licensed, academic-specific software on their office computers.  Such approval to load software shall be made in a timely manner and shall not be unreasonable denied.  Any such denial must specify in writing the reasons for such denial.

Associated CSC Policy Statement:

Employees may petition to the Director of Computer Services to load licensed, academic-specific stand-alone software on their office computers.  Software which is interactive with the campus network (LAN or Internet) or present in a lab environment is excluded (see below).
Employees must complete the required training and associated assessment.  Employees who have been granted such privilege are advised to consult with Computer Services personnel prior to the loading of such software to gain approval based on hardware compatibility with the software and to avoid conflicts with supported software.  An employee granted such access, who does not consult with Computer Services prior to installing software or downloading files and/or whose system is negatively affected to the extent that service is required by Computer Services, will be returned to normal user access level and the affected computer will be re-imaged.  The employee will be required to complete follow-up training and assessment prior to re-granting of an elevated access level.  Refer to the Department of Computer Services Desktop Access Procedure.

G.   Conflict of Interest (including Board Policies 5002 and 5003)

Chadron State College employees are expected to perform the requirements of their assignment and to fulfill the obligations associated with their positions, including maintaining appropriate campus presence during assigned working hours.  Employees who seek and/or obtain external employment must disclose in advance such potential conflict of interest to their immediate supervisor.  Recommendations determining conflict of interest, through direct conflict with employee assignment, direct competition with College activity, or interference with the ability of the employee to carry out assigned duties, will be made in consultation with the appropriate Supervisor, Vice President, and employee, and presented to the President for final determination.

 

Board Policy No. 5002

No employee of the State College System shall engage in any activity that in any way conflicts with duties and responsibilities at the State College or System Office, nor shall any employee hire or supervise a member of his or her immediate family without express written consent of the Board of Trustees.

 

As a condition of employment, each State College employee shall conform to the following guidelines:

a)   Be informed of conflict of interest perils and remain alert to them in personal activities;

b)   Make certain that no outside activities interfere with the discharge of State College obligations;

c)   Freely disclose outside activities to the System regarding situations that could involve, or be construed as, conflicts of interest;

d)   Consult, in advance and whenever circumstances suggest it, with the appropriate administrators of the System on outside activities undertaken in the general field of individual competence;

e)   Not have any substantial financial or personal interest in business transactions of the System; and

f)    Not grant or make available to any person any consideration, treatment, information, or favor beyond that which is general practice to grant or make available to the public at large.

 

Board Policy 5003

No member of the staff of the three State Colleges shall have any financial interest in or receive any compensation from the sale of books and other educational materials and supplies used by students at the State Colleges, except royalties on books or other educational material from publishing houses of standing when copyright has been secured. It shall be the joint responsibility of the President, academic officer, the dean of instruction, and the departmental head to approve the adoption of teaching materials authored by the instructor and to prevent any exploitation of students.

 

The Board encourages members of the staff to seek patents on discoveries and inventions as a method of bringing recognition and remuneration to the employee and to the State College System. Patentable discoveries by staff members that result from the performance of duties owed to the College, or from the use of College properties or facilities, except where such use is minimal, shall be offered to the Board in writing prior to making a patent application.

 

If the Board accepts the offer within six (6) months, it shall pursue the patent application with the help of the inventor at no cost to the inventor. Royalties and other proceeds occurring from any successful patent shall be decided according to a mutually agreed upon formula, but in no case shall the inventor's share be less than 15% of the net revenue.

 

If the Board rejects the offer, the inventor is free to pursue the patent application at his or her own expense. In the event that a third party assists the Board and the inventor in pursuing the patentability of a discovery or invention, the conditions and financial arrangements shall be specified by contracts signed by all parties to the agreement.

 

H.  Consensual Relationships

Although CSC does not prohibit relationships between employees, it does discourage such consensual relationships where a power differential exists such as between a faculty member (including graduate assistants and adjuncts) and a student, coach and athlete, and supervisor and employee.  A power differential exists when one party has influence over the other party’s grades, scholarships, career, employment or performance evaluations.  Employees should understand that there are substantial risks in consensual relationships where a power differential exists.  Such relationships are inherently suspect and raise questions of conflict of interest regarding that relationship.

 

In any consensual relationship with romantic or close emotional aspects, the employee, with the power differential, has a special burden of accountability.  That individual is required to:

  1. Immediately advise his/her supervisor of the relationship; and
  2. Remove himself or herself, or shall be removed, from any type of supervisory or evaluative role.

 

Failure to adhere to this policy may result in disciplinary action up to and including termination of the employee holding the power differential, regardless of the consensual nature of the relationship.

 

I.   Copyright Compliance Policy

Chadron State College employees and students are required to comply with federal copyright laws and with college policies and procedures designed to implement those laws.  Three federal acts form the basis for copyright compliance.   They are, in order of enactment, the Copyright Act of 1976 and the Fair Use Guidelines, the Digital Millennium Copyright Act of 1998, and the Technology, Education and Copyright Harmonization Act of 2002.

 

Fair Use

The Fair Use Guidelines evolved from the Copyright Act of 1976 and were developed for the educational community.  Although a set of formal and quantifiable standards have emerged from court decisions and other tests of Fair Use, just two tests are needed to determine compliance, Brevity and Spontaneity.  Small portions of entire works may be used and then only a minimal number of times for a small number of classes and students.

 

The Digital Millennium Copyright Act (DMCA)

The DMCA of 1998 is the U.S.A.’s answer to a perceived need for laws regulating international intellectual property, especially ideas committed to digital media for entertainment.  DMCA is highly prescriptive and restrictive and does not incorporate Fair Use provisions for education.  However, it has far-reaching implications for colleges.  File sharing of copyrighted audio, video or other mediated materials is prohibited.

 

The Technology, Education and Copyright Harmonization (TEACH) Act

The TEACH Act, is aptly described in its title.  It is intended to bring the technical provisions of DMCA into harmony with the Fair Use Guidelines for education, more specifically for on-line and other mediated instruction.   Although TEACH’s mediated instructional Fair Use guidelines are expressed using traditional classroom terminology, its language is fairly clear and the specifics are clearly outlined.

 

Copyright Compliance

The faculty and staff of Chadron State College are required to know the copyright law, to remain abreast of new developments in the law and to comply with the law as follows:

·                      Fair Use guidelines will determine the selection and use of copyrighted materials for both traditional and mediated class instruction.

·                      Copyrighted materials used according to Fair Use principles will be removed from electronic storage upon conclusion of the course.

·                      Fair Use may be applied to any digitized, copyrighted materials, even those print or analog works communicated in digital format.

·                      Works specifically allowed under TEACH include performances of non-dramatic literary works, performances of non-dramatic musical works, and reasonable and limited segments of dramatic and audiovisual works.

·                      Written notice of institutional, instructor, and student obligations under the TEACH Act must be supplied to class members.

·                      As much as is technically feasible, transmission of copyrighted materials is limited to members of the class.

·                      Archived materials are to be used only for immediate future offerings of the class.

·                      Policies and technical measures should provide assurance that digital codes or embedded management systems are not modified, i.e. no tampering with producers’ security.

·                      The college is required to provide written evidence of copyright compliance intent.

·                      All copyright compliance practices are to be expressed as institutional policy.

 

CSC Resources

Copyright resources are available from the CSC Reta King Library web site, www.csc.edu/library/copyrt.html and from the CSC Computer Services web site, cswebpc.csc.edu/policies/policy.html.  Review of the following resources, by employees and students, is strongly encouraged to ensure compliance.

     *CSC Procedure for Action on Possible Infringement of Intellectual Property Rights (DMCA)

     *CSC Guidelines for Copyright and Higher Education (Fair Use and TEACH)

*CSC Written Notice of Institutional, Instructor, and Student Obligations under the TEACH Act

 

J.   Diversity

All Nebraskans deserve reasonable access to higher education regardless of their race, gender, wealth, age, or disabilities. Institutions encouraging a diversity of ages, races and cultures and both genders in their faculty, staff and student body offer far-reaching benefits to the students and the state and will augment student retention and increase the student's opportunities for success.  Chadron State College’s goal to fervently undertake initiatives to support equity; promote diversity within their student bodies, faculty and staff; enhance awareness of racial and cultural diversity in curriculum; eliminate discrimination; and increase minority graduation rates.  Awareness of differing races and cultures is enhanced through activities such as guest lecturers, exchange programs, trips to other locales, cultural events, etc.

 

K.  Dress Code

Discretion in style of dress and behavior is essential to the professional image as well as the safe and efficient operation of the College.  Employees are expected to dress in a manner that is appropriate to the type of work performed.  It is important that employees project a professional image to those they are interacting with at all times.  Managers may enhance the dress code requirements after consulting with the appropriate vice president. 

 

Supervisors may deem some work days appropriate for “business casual” days.  This may include Fridays or days that they are working in unclean conditions.  Shorts, casual flip flops, or sweat pants should typically not be worn in an office setting. 

 

L.   Drug-Free Workplace (Board Policy 5006)

The Nebraska State College Board of Trustees recognizes and affirms its responsibility and commitment to maintain a drug-free workplace environment that is safe and provides appropriate motivation to ensure a creative and productive work force.  In accordance with this responsibility and to ensure worker safety and workplace integrity, the Board prohibits the illegal manufacture, possession, distribution or use of controlled substances in the workplace by its employees or those who engage or seek to engage in business with the State College System.

 

The term "controlled substance" refers to a controlled substance as defined in Schedule I through V of Section 202 of the Controlled Substances Act (21 U.S.C. 812).

 

In an effort to bring about a drug-free workplace in the State College System and to assure employees of a workplace free from illegal drugs and their effect, the Board through its campus administrations will implement the following Drug-Free Workplace Policy.

 

Scope:  Applicable to all State College employees.

 

Policy:  It is unlawful to illegally manufacture, distribute, dispense, possess, or use a controlled substance in the workplace.  The Board, therefore, establishes a drug-free workplace policy for its employees.

 

Procedure:

1.       All employees, including part-time student employees and each new hire, will receive a copy of this policy.

2.       Each employee will receive a drug abuse awareness form, which will state it is unlawful to manufacture, distribute, dispense, possess, or use a controlled substance in the workplace.  Each employee will sign and date this statement certifying that he or she:

A.     Understands and will abide by the drug-free workplace policy; and

B.     Has knowledge of disciplinary actions, which may be imposed for violations of the drug-free workplace policy. 

The signed and dated statement will be forwarded to the employee's immediate supervisor who will forward it to the individual in charge of campus personnel records.  The signed and dated statement will be permanently maintained in the employee's personnel file.

3.   All current employees will receive drug abuse awareness training.  New hires will receive the training within the first six months of date of hire.  This training shall include:

            A.  A definition of drug abuse;

            B.   Information on specific drugs and the effects of drug abuse;

            C.   Dangers of drug abuse in the workplace;

            D.  Availability of counseling and treatment services; and

E.      Disciplinary actions, which may be imposed on employees for violations of this

      policy.

4.   If an employee violates the drug free workplace policy, disciplinary action may be imposed according to established Board policy and procedures.  Disciplinary action shall include one or more of the following actions:

     A. Referral to an assistance program for evaluation and assessment to determine the appropriate treatment for rehabilitation; and/or

                       B.   Participation in a drug rehabilitation program; and/or

                       C.   Termination of employment.

5.   If an employee is convicted of violating any criminal drug statute while in or on the workplace, he or she will be subject to discipline up to and including termination.  Alternatively, the College may require the employee to successfully complete a drug abuse program sponsored by an approved private or governmental institution at the employee's expense.

6.   An employee is required to report within five days any criminal drug statute conviction occurring in the workplace to his or her immediate supervisor.  The supervisor will immediately report such conviction to the President of the College or his or her designee.

7.   If the employee is hired on federal contracts or grants, as a condition of employment, the College shall notify the Federal granting agency within ten (10) days after receiving notice of an employee's drug statute conviction.

 

M.  Equal Employment Opportunity Policy and Affirmative Action (inc. Board Policy 5000)

Equal employment, compensation, and benefits shall be granted without regard to race, color, age, sex, religion, national origin, marital status, political affiliation, or disability.  Chadron State College will not discriminate on such bases in its work assignments or classifications; nor in the provision of training or use of facilities or assignment to committees or other bodies.

 

Americans with Disabilities Act Policy

The College’s written policy regarding the Americans with Disabilities (ADA) Act may be reviewed in the office of the Director of Human Resources or in the Reta E. King Library. Information concerning the provisions of the Americans with Disabilities Act, and the rights provided thereunder, are available in these locations.

 

Chadron State College does not discriminate on the basis of disability in the admission or access to, or treatment or employment in, its programs or activities.  The following people have been designated to coordinate compliance with the nondiscrimination requirements contained in Section 35.107 of the Department of Justice regulations.

 

     PROGRAM ACCESS - Vice President for Academic and Student Affairs; Dr. Lois Veath; Administration Building, Room 151; 432-6203

     PHYSICAL ACCESS - Vice President for Administration & Finance; Mr. Dale Grant; Administration Building, Room 149; 432-6202

     EMPLOYEE ACCESS - Director of Human Resources; Ms. Kara Vogt; Administration Building, Room 140; 432-6224

 

In order to communicate the College's commitment to equal opportunity and affirmative action, the following is Chadron State College's official Equal Opportunity Statement to be used on all college publications: Pursuant to Title VI and VII of the Civil Rights Act, Title IX of the Educational Amendments, and Section 504 of the Rehabilitation Act, Chadron State College has a policy of nondiscrimination in employment practices and in admission, access to and conduct of educational programs and activities. Discrimination is prohibited on the basis of race, color, age, religion, national origin, marital status, political affiliation, or disability.  Any student, employee, or applicant for admission or employment may file a discrimination grievance.  Inquiries or grievances should be directed to the Director of Human Resources and Development, Administration Building, Room 140, phone (308) 432-6224.

 

Chadron State College Equal Educational Opportunity Policy

No individual shall be excluded from participation, be denied the benefits of, or otherwise be subjected to discrimination in any educational programs of Chadron State College on the basis of race, creed, color, religion, ethnic or national origin, age, disability, marital status or gender.

 

Board Policy 5000:

Each institution of the Nebraska State College System shall ensure that no employment or educational policy is discriminatory on the basis of individual characteristics other than qualifications for employment, quality of performance of duties, and conduct in regard to their employment in accord with Board policies and rules and applicable law.

 

Recruitment, selection, employment, transfer, promotion, demotion, training, and pay of all employees of the State College System shall be without regard to race, color, age, gender, religion, national origin, marital status, political affiliation, or disability. The State College System and its institutions will take affirmative action in accordance with federal regulations to ensure that applicants are employed, and that employees are treated during employment, without regard to these factors. Merit will be the criterion by which qualifications for appointment, retention, or promotion are judged.

 

Included in this policy is the intent that the State Colleges and the System Office shall provide employment opportunities for qualified persons with disabilities, as the Board recognizes its responsibility to include people with disabilities within its broad affirmative action and non-discriminatory policies. The State Colleges shall take affirmative action to employ, advance in employment, and otherwise treat qualified persons with disabilities without discrimination. Recognizing that the nature of an affirmative action policy for disabled persons has a number of special requirements not normally associated with employment of other disadvantaged groups, the State Colleges and System Office will make reasonable accommodations to the physical and mental limitations of applicants and employees, consistent with the qualifications required for the work to be performed, and with the effective operation of each unit in the State College System.

 

            Each State College will strive to achieve realistic affirmative action employment goals.

 

            The President of each State College shall:

      1.   Assign the responsibility for monitoring and implementing equal opportunity regulations to a designated person or persons and ensure that copies, posters, and bulletins of appropriate laws and regulations are readily available to interested persons; that special meetings or orientation sessions are conducted periodically for employees, recruiters, and supervisory personnel and organized under procedures developed by the EO/AA Officer assigned to inform employees of their rights and obligations under the State College EO/AA Guidelines.

            The Americans with Disabilities Act Committee and the Director of Human Resources and Development are responsible for monitoring and implementing equal opportunity regulations.

      2.   Establish a grievance procedure to consider complaints or actions brought against the institution under any applicable regulation and make the availability of the procedure known to all constituencies.

      3.   Establish a notification procedure to ensure awareness of the institution's non-discrimination policy and of the designated person to whom complaints or inquiries should be referred.

      4.   Assign the responsibility for development of an affirmative action plan consistent with state and federal regulations and establish an appropriate time frame for completion and implementation.

5.   Evaluate current educational and employment practices to determine if there has been any discrimination and, where discrimination is discovered, institute a plan of action to alleviate such effects.

6.   Annually prepare a report analyzing their respective campuses' progress toward the Board's equal opportunity and affirmative action objectives.

7.   Develop personnel policies and practices that will mobilize resources to focus on the problems of employment and promotion opportunities for women and minorities in areas of:

a.       Recruitment;

b.       Professional development and promotion;

c.       Employee selection procedures;

d.       Position qualifications;

e.       Equal pay;

f.        Employee benefits; and

g.       Grievance procedures.

8.   Develop administrative policies and procedures that will ensure compliance with equal opportunity and affirmative action obligations when dealing with external constituents such as advertisers, vendors, suppliers, contractors or subcontractors, and groups or organizations using campus facilities.

 

The Chancellor shall:

            1.   Provide technical assistance or information as appropriate within the constraints of staff availability.

            2.   Develop an affirmative action plan consistent with state and federal guidelines to cover employment practices in the System Office.

            3.   Maintain a copy of each State College's affirmative action plan, grievance procedure and notification procedure in the System Office.

            4.   Maintain records related to equal opportunity and provide periodic assessments of each colleges' affirmative action and equal opportunity efforts.

 

The President accepts the responsibility for assuring implementation of the affirmative action program at Chadron State College.  Each unit of Chadron State College is charged with the responsibility to conduct itself in accord with this statement of equal employment opportunity and affirmative action.

 

N.  Family/Friends/Pets in the Workplace

CSC values family life and has worked to develop employment policies and benefits that are supportive of families.  While the College seeks to focus on providing an environment open to work and family issues, it also believes that the work place should not be used in lieu of a child care provider on a regular basis.  Also, visits from friends and family both in person and on the telephone should be limited during regular business hours. 

 

Pets are not allowed in buildings at CSC anytime unless they are used for accessibility reasons. 

 

O.  Injuries or Illness

If any employee sustains injury or illness arising from and in the course of employment, said employee should observe the following procedures:

1.   Visit the Nurse, whose office is in Crites Hall, Room 118, for first aid.  In the event that the employee sustains a serious injury or illness and requires immediate medical attention, call 9-911.  All on-the-job injuries/illnesses must be reported to your supervisor immediately or as soon as practicable after the injury.

 

2.   Contact the Parking & Safety Office at ext. 6490 and located at Administration Building, Room 141 for the appropriate worker’s compensation forms which must be completed as soon as practicable.

 

P.  In-Kind Gifts or Bequests to Chadron State College or to the Chadron State Foundation

Both Chadron State College and the Chadron State Foundation encourage the donation of in-kind gifts or bequests which are beneficial to the role and mission of Chadron State College and its Foundation.  The following protocol must be adhered to by all parties involved in the transfer of any in-kind gift or bequest offered or made available to Chadron State College or the College's Foundation:

 

1.    All offers concerning a possible gift or bequest of an in-kind nature must be reported to the Office of the College President.  It shall be the responsibility of the College President or his/her designee to determine, after consultation with appropriate faculty, students, and/or administrative staff, whether an individual in-kind gift or bequest is appropriate, useful, and helpful to the fulfillment of the College's role and mission. 

2.    If the in-kind gift is to be donated to the Chadron State Foundation for the benefit of the Foundation or College, the College President or his/her designee will prepare a report for review by the Board of Directors of the Chadron State Foundation.  The report shall include but not be limited to a statement of the potential use of the in-kind gift or bequest; an official third party appraisal of the value of the in-kind gift or bequest obtained by the donor; any applicable restrictions to use of the in-kind gift or bequest specified by the donor; other background information which may be helpful to the Board of Directors in reaching a decision to receive and dispose of the in-kind gift or bequest.

 

Q.   Non-Discrimination & Citizenship Status (Board Policy 5001)

The Board is committed to offering equal employment and educational opportunities within the State College System. The Board prohibits discrimination against any employee, student, or applicant by reason of political or religious opinions or affiliations, race, color, religion, age, sex, national origin, marital status, or handicap in conformity with applicable laws.

All individuals within the State College System are asked to make their contribution to the principle of equal opportunity so that progress will reflect the Board's effort toward its objective.

The individual institution is responsible for ensuring that employment is offered only to those individuals who meet state and federal regulations for employment, including but not limited to such matters as compliance with the Immigration Reform and Control Act of 1986.

Non-citizens of the United States of America may be employed as faculty members with privileges of leave of absence and non-probationary status withheld until United States citizenship is achieved, but only in instances where their stay in the United States is less than the length of time required to achieve citizenship.

Each institution is responsible for adhering to the Federal Immigration Reform and Control Act which requires verification of the employability status of all individuals hired.

 

R.  Personal Cell Phone Use

The use of personal cell phones during work hours is discouraged and should be limited to emergency situations.

 

S.  Political Activities (Board Policy 5005)

Employees of the State College System enjoy the full right of citizens to participate in the political life of the State of Nebraska and the United States. The welfare of the State College System, however, requires that each employee perform State College duties without the interference of outside activities. Unless specifically restricted by a federal law or any other state law, no employee of the State College System shall be prohibited from participating in political activities except during office hours or when otherwise engaged in the performance of his or her official duties.

 

The following policies, therefore, will apply to employees engaging in political activity.

 

Part-Time Public Office

An employee of the State College System, contemplating filing as a candidate for any part-time public office, or entering upon the performance of the duties of any part-time public office to which the employee may be elected or appointed, shall notify the campus President or the Chancellor, as appropriate, to determine to what extent such political activities will interfere with the employee's regular duties, and to decide to what extent the employee' duties and compensation shall be curtailed.

The criteria to be used in determining the extent to which such political activities might interfere with the performance of regular duties of the employee shall be:

a)    The time that he or she will be required to devote to such political activities during the period assigned for the performance of State College duties;

b)    The time which, in the absence of political activities, would be devoted to State College duties, such as administrative, class, laboratory, research, counseling, meeting schedules, necessary preparation for the performance of such duties, etc.; and

c)    The duration of such political activities and duties.  The curtailment of an employee's duties and compensation shall follow the principle that adjustments in duties and compensation shall be commensurate with the degree of interference with an employee's regular duties.

 

Full-Time Public Office

Employees seeking a full-time public office shall be required to take a leave of absence without pay during the semester in which they shall be a candidate for either the primary or general elections. Such leaves of absence shall commence no later than the date on which a candidate must file for that office. If the operation of the department requires, the chair may request such candidate to take a leave of absence starting with the opening of the semester in which such election is to be held. Leaves of absence taken for political purposes shall be for the balance of the semester during which such leave is started. In the event the employee shall be elected or appointed full-time public office, he or she must resign his or her position with the State College System effective on the date of commencing his or her new office.  State College positions supported by federal funds, and such employees in those positions, will be covered by the provisions of the Hatch Act.

 

 

IV. STUDENT SERVICES

 

A.  Admissions

The Admissions Office recruits freshman and transfer students to CSC and provides Orientation during the summer to assist students in embarking on the new adventures that college will bring.  Faculty, staff and students assist students in making the transition, meeting new people, learning about campus services, and learning about the various opportunities available at Chadron State College.

 

B.   Financial Assistance

The Director of Financial Aid provides help to students seeking financial assistance for College.  Faculty members are encouraged to refer students who need financial aid or work opportunities.  In addition to the on-campus work needs, the director maintains a list of off-campus workstudy jobs and attempts to place students according to ability.  Faculty who desire to hire students may list their needs with the director.

 

C.   Housing

The Housing Office assigns and supervises all on-campus housing, which includes seven residence halls and fifty-eight family housing apartments.  A variety of housing options are available so that accommodations may be selected on the basis of need, interest, and cost.

 

All first-year students are required to live on campus and participate in the meal program except for those who are married, a single parent, living with parents, or over 21 years of age.  These students must fill out an Off-Campus Application Form, available at the Housing or Admissions Offices, prior to the start of the semester.  The application must be returned to the Housing Office for approval.

 

D.   Internships and Career Services

The Internships and Career Services Office integrates a productive work experience with classroom theory in order to enhance a student’s knowledge in their field of study.  Internships provide opportunities that will enhance professional, educational and personal development.  The academic advisor and Faculty Coordinator must approve the learning experience.

 

Students interested in an internship should contact the Director of Internships and Career Services no later than 30 days before the beginning of the term in which they wish to intern.  College employees are not eligible for internships at their CSC worksite.

 

Career services include; workshops that are offered each semester on resume writing, interviewing, and job search strategies.  Services also include coordinating on-campus interviews with company representatives.  Students and alumni are provided assistance in seeking employment.  A credential file is maintained for each registrant and is sent to prospective employers at the registrant's request.  Job vacancies are posted and mailed to subscribers.

 

E.  Student Academic Success Services

Career Planning.  Students receive career counseling services which enable them to explore career options after examining their interests, skills, and values.  The Career Resource Library provides access to up-to-date information for career decision-making.

 

College 121, First Year Seminar.  This three-hour, graded course enables first-year students to explore and understand themselves.  As developing adults interacting in a higher education environment, they develop and apply strategies to facilitate the learning process.

 

Disability Services. Services for students with disabilities (including but not limited to learning, ADD, ADHD, physical and/or psychological) include counseling, tutoring, and assisting students to discuss their academic needs with professors.  Disability Services provides additional resources, referral services, and/or special accommodations as appropriate.

 

Disabled students in need of special accommodations should contact the Student Academic Success Services Office.  Documentation of the disability (ies) by a qualified professional must be on file in this office prior to evaluation of requests for reasonable accommodations.

 

Multicultural Services. Multicultural services assist all Chadron State College students to live effectively in today’s global community. Program activities provide opportunities for diverse groups to build understanding and respect through communication and shared experiences.  Students are empowered to develop leadership and collaborative skills through student organizations, mentorship relationships, and other programs sponsored to celebrate diversity.

 

Tutoring.  Tutoring services include both individual and small group tutoring.  Services are available free to all students experiencing academic difficulties.  In addition to daytime tutoring, evening study and help sessions are available in the Student Center.  For the greatest benefit, students are encouraged to apply for a tutor as soon as they experience difficulty.

 

Personal Counseling. Professional counselors offer confidential, personal counseling to all students.  This short-term counseling is available for students who are making difficult personal choices, going through periods of transition, seeking to change behaviors, and/or improving their personal decision making skills.

 

F.   Veterans Affairs

The Registrar handles all information related to veterans' benefits.  Contact the Registrar's Office.

 

 

V.  ACADEMIC PROGRAM POLICIES AND PROCEDURES

 

A.  Academic Advisor

Academic Advisors are assigned to all students.  The academic advisor assists the student in the attainment of their academic goals at Chadron State College.  Although the student is responsible for meeting all conditions and requirements of Chadron State College, the advisor will assist the student in course selection and scheduling and career opportunity awareness, as well as assisting in interpreting Chadron State College policies and procedures.

 

Students may request a change of academic advisor at any time.  The following procedure shall be followed:

1.       Refer the student to the Student Academic Success Services office where the student will complete a "Change of Advisor Request Form."

2.       The Student Academic Success Services office will request from the previous advisor the student's advisee folder.  That folder will then be forwarded to the new advisor.

 

B. Academic Amnesty

Academic Amnesty permits students to eliminate one semester’s grades from their cumulative grade point average.  The courses and grades appear on the transcript with a notation that the student was given amnesty and these courses are not part of the cumulative grade point average.  All courses taken during the semester will be subject to amnesty, including courses which were successfully completed.

 

Application for amnesty may only be made by returning students, and must be made within 90 calendar days of the subsequent Fall or Spring semester enrollment.  Additional information can be obtained from the Office of the Registrar.

 

C.  Academic Honesty

Students are encouraged and expected, with the assistance of the faculty, to conduct themselves in conformity with the highest standards with regard to academic honesty.  Violation of college, state, or federal standards with regard to plagiarism, cheating, or falsification of official records will not be tolerated.  Violations of these standards may result in course failure, suspension, or dismissal from the College.  Students are recommended to seek the advice of instructors as to proper procedures to avoid such violations.

 

D.  Academic Probation/Suspension

Students are placed on academic probation if their grades are below the academic standards of Chadron State College.  Academic suspension will occur for students who are not making satisfactory progress, as measured by cumulative and semester Grade Point Average, toward academic success.  Additional information may be found in the College Bulletin.

 

E.  Assessment

Academic and professional units on campus engage in assessment in order to evaluate student achievement, student satisfaction with support services, and program effectiveness and efficiency.  Meaningful teaching, responsive learning, and delivery of high-quality services are measured through data collection, data analysis, and feedback to faculty, staff, and students.  The purposes of assessment are to provide improvements in education for all students' benefit and to meet requirements of accrediting agencies.

 

F.   Attendance Policy

Within the general guideline that all students are expected to attend classes regularly, an instructor may establish more detailed policies on class attendance.  The instructor is expected to give a clear explanation of his/her attendance policies to all classes at the beginning of each semester.

 

Lists of students anticipating absence for college related activities will be communicated to faculty via Campus Pipeline.  Students who are attending college related activities should not be penalized for the absence.  The student should initiate arrangements to complete work which has been missed. Faculty members are encouraged to assist students with make-up if the absences were for college related activities and if the absences seemed unavoidable.

 

G.   Class Meetings

Faculty members are to meet with their classes, including the final week, at the scheduled time and place.  Any exceptions must be cleared with the School Dean and forwarded to the Vice President for Academic and Student Affairs.

 

H.  Class Registration

Students may register for courses via Campus Pipeline during normal registration periods, which are published in the course schedule.  Freshmen and sophomore students are required to meet with their advisor prior to registration; the advisor then enters a computer code that allows students to register for courses.  Students who have attained junior status must have a declared major to have access for online registration.

 

Dropping Courses:

During the first five school days of regular-session classes, students may add or drop classes. Students dropping courses during the second through the eleventh weeks will receive a W.  Students may not withdraw from courses after the eleventh week unless they withdraw from school.  For drop and add policies for courses not extending 16 weeks, seek counsel from the Registrar’s Office.

 

Students may officially discontinue class only by:

            1.  Changing schedules, or

            2.  Canceling registration in the college.

In either case, the student must initiate change at the Office of the Registrar where appropriate forms are available.

 

All courses not officially dropped will be recorded with a grade.

 

Late Registration

No student may register for a current regular-session semester after classes have been in session for five days without special permission from the Vice President for Academic and Student Affairs.  For courses which are less than 16 weeks in duration, seek counsel from the Registrar’s Office.

 

I.   Course Syllabi

All faculty members are required to distribute to all students in each course a written syllabus of the course.  The course syllabus will follow the format distributed by the Vice President for Academic and Student Affairs Office.  At a minimum, this will include Course Prefix, Number, and Title; Semester/Term, Date Offered; Instructor Name; Office Location; Office Phone; Office Hours; e-mail address; Credit Hours; Description; Required Text; Student Learning Outcomes; Methods of Instruction; Course Requirements; Course Schedule/Outline; Grading Procedures; Expected Student Behavior; Nondiscrimination Policy/Equal Educational Opportunity Policy; and Disclaimer.  The syllabus shall be distributed before the end of the first week of instruction and copies filed in the office of the Vice President for Academic and Student Affairs.

 

J.   Correspondence Courses (Self Studies)

Self studies courses are identified as Directed Independent Study in the general catalog.  The Assistant Vice President for Extended Campus Programs should be contacted regarding the development and supervision of Directed Independent Study courses.  Self study courses can be open enrollment (with a year to complete) or semester -based.  Semester-based self study courses cannot be converted to open enrollment basis; a grade is filed at the end of the term of enrollment.

 

K.   Grading

Every instructor is expected to have several criteria by which to determine a student's final grade.  At mid-term, instructors are to assign midterm progress grades for all students (Faculty Senate, 2003).  The Computer Center compiles the information and students can access this progress report through via Campus Pipeline.

 

Semester grades are to be entered by the designated deadline, which varies due to holiday schedules but is no later than 4:30 p.m. on Monday following the last day of the semester.

 

Incomplete

An Incomplete "I" is used when the student has had an emergency such as sickness, significant family problems, etc. and the student's coursework has been interrupted. A grade for the term is recorded when the work is completed.  If the work is not completed within twelve months, the Incomplete will remain permanently on the record.  Forms for faculty to complete a grade change upon fulfillment of course requirements are available in the Office of the Registrar.

 

Assignment of an Incomplete requires completion of a form and approval of the School Dean prior to the assignment of an “I.”

 

In Progress

Courses which extend beyond the academic time frame will result in “In Progress” (IP) being recorded for all students within the course.  This designation can only be assigned to an entire class of students; if individual students have completed the requirements for a course, the grade of “Incomplete” is assigned to those students not yet finished with the course requirements, following the procedures above.

 

Change of Grades

If an instructor finds that an error has been made after grades have been reported, the School Dean must approve a corrected grade in writing before any change can be made in the Office of the Registrar.

 

A Change of Grade form should also be filed for each student upon completion of a course in which an “I” or an “IP” has been issued.   Forms to request a grade change are available in the Office of the Registrar.

 

L.   Independent Study

Courses offered through independent study must be approved by the Department Chair and the School Dean prior to registration.  Forms for independent study may be obtained from the School Dean or the Office of the Registrar. 

 

Undergraduate students are limited to nine credit hours of independent study courses and no more than six hours can be taken in one department within their academic career. Graduate students are limited to six credit hours of independent study courses within their academic career.  Exceptions to this policy can be made only through the Vice President for Academic and Student Affairs.

 

M.   New Course Proposals

New courses must receive approval from the Department, the Dean and the Faculty Senate Academic Review Committee.  The Dean of the School should be contacted regarding guidelines for developing new course proposals.

 

On-line Courses. 

Courses to be offered online must receive approval from the Department, the Dean, the Assistant Vice President for Extended Campus Programs and the Vice President for Academic and Student Affairs.  The Instructional Design Coordinator will provide technical assistance.  The Assistant Vice President for Extended Campus Programs should be contacted regarding guidelines for developing an online course offering.

 

N.   Off-Campus/Extension Classes

Faculty scheduled to teach an off-campus class should contact the Assistant Vice President for Extended Campus Programs for specific information and procedures.

 

O.  Student Absences

Students anticipating absences should visit with respective instructors before they leave to determine whether they can academically afford the absence.  Responsibility for arranging make-up work and/or study rests with the student.  When a student is absent for 3 times consecutively, or a total of 5 times, faculty members are encouraged to notify the Dean of Students so that the student may receive needed assistance or be advised of his/her tenuous academic position. 

 

P.   Student Illness

Instructors should inform students at the beginning of each semester that it is the student’s responsibility to let the College Nurse know of an illness, whether treated on campus, in Chadron, or in their home community.

Students who live on campus are visited in their residence hall whenever they are on sick call; special diets may be provided for them at the nurse's request.  A Registered Nurse provides first aid for students and faculty.  The nurse makes referrals to medical doctors when illness is of a more serious nature.

 

If notified by the student prior or during health-related illness, the College Nurse will provide a written notice to faculty for illness/hospitalization exceeding 5 class periods, or one week.  The Nurse may also provide written notices for serious illness/hospitalization or death of an immediate member.  Students are requested to notify the nurse of an illness which keeps them from attending classes, faculty members may confirm a student's absence from class due to illness. Students are responsible for their own absences and must contact their faculty member to arrange for potential make-up work or assigned coursework.  In the event a student has a contagious disease, that student must have a physician's approval/release to return to class.

 

Q.   Textbooks

All textbook adoptions will be recommended by the individual instructor of the course and approved by the Department Chair.

 

When a textbook is to be changed for any reason, the instructor should give the Eagle Pride Bookstore advance warning of one semester in order to arrange the best possible buy back plan for students.

 

All textbooks used for instructional purposes are ordered through the Eagle Pride Bookstore.  Order forms and deadlines for placing orders are communicated to faculty by the School Deans.  Adherence to deadlines for placing orders is critical if the Eagle Pride Bookstore is to have the texts stocked by the beginning of each term.

 

Request for desk copies are to be made directly to the publisher.  Forms to request desk copies are available in the Eagle Pride Bookstore.  If the instructor has not received the textbook prior to beginning preparation for the course, a copy may be charged out from the Eagle Pride Bookstore.  The instructor must return the book in new condition by October 1 for Fall semester, March 1 for Spring semester, and two weeks for summer.  Failure to return the book within these time frames will result in the instructor being responsible for book purchase.  Books returned which are not in new condition or are marked as a "desk copy" will be exchanged at the used price.

 

R.   Withdrawal from School

Withdrawal from college is initiated in the Office of the Registrar.  Official withdrawal from school may occur at any time for any reason. There is no academic penalty to the student during the first eleven weeks of a semester.  Thereafter, if a student is passing, a W will be given; if he/she is failing, a failing grade (F) will be given by the instructor.  Official withdrawal should occur whenever a student is unable to remain in school.  Failure to officially withdraw will result in assignment of a grade other than “W”.

 

 

VI. PERSONNEL POLICIES AND PROCEDURES

 

A.   Absences

The immediate supervisor and either the Vice President for Academic Affairs, Vice President of Enrollment Management & Student Services or the Vice President for Administration & Finance must approve absences.  Out-of-state travel must also be approved by the President.  The "Request to be Absent from Campus" form should be submitted with supervisor’s approval to the appropriate Vice President’s Office at least 5 days prior to the absence.

 

B.   Appointments; Types of Appointments; Notice Requirements; Faculty (Board Policy 5014)

Each person appointed to a faculty or professional staff position shall be designated as having one of the following types of appointments:

 

1. Special Appointments. Appointments that are not "Appointments for a Specific Term,"

"Probationary/Tenure Track Appointments," or "Tenured Appointments," shall be "Special Appointments."

The following types of appointments to faculty or professional staff positions shall be filled by Special Appointment only:

a. Temporary or interim academic appointments;

b. Appointments to part-time positions;

c. Appointments for less than one academic year in any academic rank;

d. Courtesy appointments;

e. Appointments to volunteer status;

f. Annual appointments beyond retirement age for faculty;

g. Appointments to the rank of assistant instructor, or lecturer;

h. Appointments of graduate assistants (up to an academic year);

i. Appointments to academic ranks preceded by the designation "visiting;" and

j. Appointments supported by funds over which the College does not have control or which the

College cannot reasonably expect to continue indefinitely.

 

A "Special Appointment" will terminate in accordance with the time stated in the appointment to the position or in the written contract, and, if no time is stated in the appointment to the position or in the written contract, the appointment may be terminated by either party giving the other at least 90 days notice of the date of termination. Such appointments may also be terminated by the College for adequate cause, disability, discontinuance, reduction or curtailment of a program or department, or extraordinary circumstances because of financial exigencies.

 

Every "Special Appointment" is non-tenure leading and carries no presumption of reappointment beyond the termination date.

 

A member of the faculty may hold a "Special Appointment" coincident with an "Appointment for a Specific Term," "Probationary/Tenure Track Appointment," or a "Tenured Appointment," and the terms of the "Special Appointment" may be independent of the terms of the other appointment status as a faculty member.

 

2. Appointments for a Specific Term. A "Term Appointment" is a professional staff appointment or a faculty appointment for a term of one year. A "Term Appointment" for faculty members shall be a nontenure track appointment and shall not count toward years of service in qualifying for a tenured appointment. A "Term Appointment" shall carry no presumption of renewal, and will terminate at the end of the stated term, if written notice of non-reappointment is given to the appointee by the appropriate administrative officer or by the Board in accordance with the following standards:

a. Except for instances involving termination for cause, professional staff appointments for a

Specific Term, shall be given written notice of intent not to renew their appointments or contracts

at least thirty (30) days prior to expiration during the first year of employment, three (3) months

prior to expiration during the second year of employment, or six (6) months prior to expiration

during the third or subsequent years of employment in a full-time position.

 

For faculty members who are serving with a Term Appointment, notice requirements will be given in accordance with faculty members on Probation/Tenure Track Appointments.

 

Notice shall be given by the appropriate administrative officer, or by the Board.

 

b. Notice by an appropriate administrative officer may be signed by the department chair or

immediate supervisor, the Dean or Director, or the campus President or Chancellor. Notice, by

action of the Board, shall be signed in the manner directed by the Board. Notice shall be deemed

to have been properly given if mailed to the appointee's home address, as reflected by the records

of the College or System Office, by certified mail, with sufficient postage attached.

 

c. If written notice is not given to the appointee of a professional position by the appropriate

administrative officer or by the Board in the manner herein provided within the time specified,

failure to provide a term appointee with the required notice period shall not result in automatic

reappointment or create any right to reappointment for an additional term. The employer shall

have the option of providing employment or severance pay in lieu of any portion or all of the

notice to which the employee is entitled, so long as the extension of employment or severance pay is commensurate with the notice to which the employee is otherwise entitled.

 

A specific term appointment may also be terminated for adequate cause, disability, discontinuance, reduction or curtailment of a program or department, or extraordinary circumstances because of financial exigencies.

 

3. Probationary/Tenure Track Appointments. A "Probationary/Tenure Track Appointment" is a probationary appointment as a faculty member with the rank of instructor or above for a term of one year.  A "Probationary/Tenure Track Appointment" shall carry no presumption of renewal, and will terminate at the end of the stated term, if written notice of non-reappointment is given to the appointee by the appropriate administrative officer or by the Board in accordance with the following standards:

 

a. If the term of the appointment expires at the end of the first academic year or 12 months of service on a "Probationary/Tenure Track Appointment," notice shall be given by an appropriate

administrative officer, or by the Board, no later than March 1 of that first year of service, or three

months in advance of the termination date if the appointment commenced after the start of an

academic or fiscal year.

 

b. If the term of appointment expires at the end of the second academic year or 12 months of service on a "Probationary/Tenure Track Appointment," notice shall be given by an appropriate

administrative officer, or by the Board, no later than December 15, or six months in advance of the termination date if the appointment commenced after the start of an academic or fiscal year.

c. If the term of the appointment expires after two or more years of service on a

"Probationary/Tenure Track Appointment," notice shall be given by an appropriate administrative officer, or by the Board, by May 30 prior to the final year of appointment.

 

d. Notice by the appropriate administrative officer may be signed by the department chair, the Dean, the Academic Vice President, or the Campus President. Notice, by action of the Board, shall be signed in the manner directed by the Board. Notice shall be deemed to have been properly given if mailed to the appointee's home address, as reflected by the records of the College, by certified mail, with sufficient postage attached.

 

e. If written notice is not given to the appointee by the appropriate administrative officer or by the Board in the manner herein provided within the time specified, the appointment shall be extended one academic year if the term expired at the end of the academic year, and shall be extended one calendar year if the term expired during the academic year. Any appointment extended as provided in this section shall be considered to be an appointment for one year of service, and subject to reappointment in accordance with the provisions specified above.

 

4. Tenured Appointment. A "Tenured Appointment" is an academic appointment terminable only for adequate cause; program or department reduction, curtailment or discontinuance; retirement for age or disability; or extraordinary circumstances because of financial exigencies. No person shall have a "Tenured Appointment" until notice has been received that such an appointment has been awarded by the Board.

 

The Board, upon the recommendation of a Campus President and concurrence of the Chancellor, may grant a "Tenured Appointment" to a person--not a faculty member--who is a member of the Executive, Administrative or Managerial Staff as defined in Section 5010 of these Policies, but such person may not be appointed in a specific department unless normal procedures are followed. Administrative officers shall not have a "Tenured Appointment" in their administrative positions. Those who have attained tenure in an academic rank shall retain such tenure, but as administrative officers shall not have a "Tenured Appointment" in their administrative positions. Those who have attained tenure in an academic rank shall retain such tenure, but as administrative officers they are subject to the provisions for termination outlined for "Special Appointments" or "Appointments for a Specific Term."

 

Persons holding academic rank below Assistant Professor are not eligible for a "Tenured Appointment."

 

5. Administrative Appointments. Faculty who are appointed to administrative positions do not have tenured status with respect to those positions, the salary of the position, the term (AY/FY) of contract, or any other provisions or perquisites of that administrative position. In the event any of the foregoing individuals have tenured status in an academic position, and are removed or resign from an administrative position but wish to remain employed at the institution, they will be employed under the same conditions and contractual terms as other tenured faculty. Their initial salary as a faculty member shall be set at an amount determined by negotiations between the faculty member and the President or his or her designee. In the event agreement cannot be reached, the salary shall not be less than the average salary for faculty members of like rank and qualifications in the same academic unit in which the individual holds tenure.

 

Deans, assistant deans, division heads, directors, heads of departments, chairpersons, and any other persons performing administrative functions serve in those capacities at the discretion of the President and may be removed at any time. Any such individual may be reassigned to other duties for the balance of the individual contract term or terminated for cause. In cases of the non-renewal of an administrator's employment contract, the notice provisions of Board Policy 5014 shall apply. However, if an individual is discharged from an administrative position for cause, those notice provisions shall not apply.

 

C.  Abandonment (Board Policy 5206)

State College employees may be considered to have abandoned the job if he or she has been absent from work for longer than one workday without being on approved leave, and such abandonment shall be considered as a resignation not in good standing.

 

D.   Commencement Attendance

All members of the teaching faculty are expected to attend either the winter or spring commencement exercise in proper academic attire.  Members of the administration are expected to attend all commencement exercises in proper academic attire.  If a person does not own proper attire, he/she may contact the Eagle Pride Bookstore by October 1 or March 1 for rental or purchase information.  If a person is unable to attend, a request to be absent should be forwarded for approval.

 

E.   Current Address and Phone Number

Employees are to keep the Human Resources Office informed of their current address and phone number.

 

F.  Dismissals/Separations (See SCEA Collective Bargaining Agreement Article XVI

(Board Policies 5115, 5201, 5202, 5203, 5204, 5205, 5206, 5207)

Faculty

Faculty covered by the SCEA Negotiated Agreement will be subject to the procedure and conditions outlined therein.

 

G.   Due Process/Grievances (SCEA, Article VIII and Board Policies 5300, 5301 and 5303)

All regularly employed Faculty employees have grievance rights.  Job applicants and temporary employees have no grievance rights within the Nebraska State College System grievance procedure.

Eligible employees in the State College System who are aggrieved as a result of administrative or management actions resulting in an injury, injustice, or wrong involving a misinterpretation or misapplication of rules promulgated by the Board of Trustees, campus rules and regulations, or applicable labor contracts, if so agreed by the appropriate parties, may grieve such actions. Campus Presidents and the Chancellor, as appropriate, shall ensure that every possible effort is made to resolve grievances at the campus and System Office levels.

The Board of Trustees has final authority to determine whether or not an issue is grievable, and may elect to hear any issue at its discretion.  Issues determined to be non-grievable are subject to summary dismissal.

The following issues, when done in compliance with established law, rule or policy, are examples of non-grievable matters. The list below is not to be considered all-inclusive:

1.       Performance evaluations;

2.       System or campus appointments including promotions to positions;

3.       Leave of absence decisions;

4.       Merit increase allocations;

5.       Marketplace salary adjustments; and

6.       Position classification

Matters which involve harassment or discrimination based on race, color, religion, natural origin, age, sex, marital status, or physical or mental disability shall be pursued at the campus or System Office level, as appropriate, or may be appealed to the Federal Equal Employment Opportunity Commission (EEOC) or the Nebraska Equal Opportunity Commission (NEOC).

 

Non-grievable complaints resulting from administrative or management actions should be dealt with through a complaint procedure, established at the campus level, which ensures final access to the campus President or designated representative.

 

Grievance Procedure for Faculty

Faculty covered by the SCEA Negotiated Agreements will follow the grievance procedures outlined therein.

 

H. Emeritus Status Designation (Board Policy 5017)

Emeriti titles may be granted by the President of a State College to tenured faculty members, professional staff members, or members of the support staff upon retirement after approval by the Board. Emeritus status is the rank given by the Board to an employee at the time of his or her retirement in recognition of exceptional service to the State College System in the field of teaching or of research, or administration in these fields. It may also be given to a retired professional and support staff members in fields other than teaching, research, or administration who have made exceptional contributions to the State College System.

While length of service is not necessarily material, employment for at least ten years is to be presumed, although exception to this term may be made by the Board.

The general principle guiding this policy is that retired staff members are encouraged to maintain an association and to continue study and scholarly investigation to such a degree as his or her health and strength may permit.

 

 

Procedures for Faculty:

1.       Department makes a recommendation to Dean following Faculty Senate and Board of Trustees guidelines; Dean forwards with recommendation to Faculty Senate by February 1 (or Monday after).

2.       Faculty Senate forwards recommendation to President by March 1 (or Monday after).

3.   President forwards recommendation to the Board, with personnel   

      recommendations, and notifies recipient.

 

I.   Faculty Credentials

The Human Resources Office maintains a cumulative record of the training and experience of each Faculty member.  It is essential that faculty members have current official transcripts of all academic credits or other certifications earned forwarded to the Human Resources for placement in their official personnel file.

 

J.   Faculty Travel Budget

Each faculty member may request annually up to $500 reimbursement for expenses from within their department for attending a college-approved professional meeting.  By mutual agreement of the involved faculty member and with Dean approval, arrangements may be made to utilize the travel money of colleagues who do not wish to use their allotments. 

 

K.   Family and Medical Leave Act (FMLA) – Board Policy 5611

Employees with one (1) year service and who have worked at least 1,250 hours during the previous twelve (12) month period will be entitled to take up to twelve (12) weeks of unpaid family leave during any twelve months period for a variety of reasons related to family and medical care. Eligible employees, male or female, may use family and medical leave:

 

1. for the birth of a child, or the placement of a child with the employee for adoption or for foster care;

 

2. to care for a wife, husband, child, parents, grandparents or persons bearing the same relationship to the employee’s spouse with a serious health condition; or

 

3. for the employee’s own serious health condition.

 

A serious health condition is defined to include:

 

1. an illness, injury, impairment, or physical or mental condition that involves either inpatient care, meaning an overnight stay in a hospital, hospice, or residential care facility, or continuing treatment by a health care provider for three or more consecutive days.

 

2. any period of incapacity because of pregnancy or prenatal care (even without treatment by a health care provider and even if the absence is less than three days, e.g., morning sickness).

 

3. any period of incapacity because of a chronic serious condition (even without treatment by a health care provider and even if the absence is less than three days, e.g., an asthma attack).

 

4. any period of absence to receive multiple treatments by health care providers for reconstructive surgery after an accident or injury, or for a condition that would likely result in a period of incapacity of more than three consecutive days if untreated, e.g., cancer (chemotherapy), kidney disease (dialysis). 

 

"Children" shall mean a biological, adopted or foster child, a stepchild, a legal ward, or child of a person standing in loco parentis.

 

Sick leave or vacation leave may be used at the election of the employee during family and medical leave. Although employees may retain accrued, unused vacation and sick leave, such leave shall not accrue while on family and medical leave.

 

Requests for family and medical leave must be in writing, must include the reason for the request and the anticipated time period, and must be approved through the appropriate campus process for leave. Appropriate certification or documentation may be required by the State College.

 

To the extent possible, thirty (30) days notice will be given by the employee and, where possible, an effort will be made to begin and end the leave to coincide with the beginning of academic semesters.

 

The Board agrees to continue to pay its portion of health, and life insurance premiums during the term of any family leave. In the event both parents are eligible under this policy, only one parent may elect to take family leave.

 

L. Graduate Assistants
Chadron State
College offers graduate assistantships in each of the academic schools.  Assistantship recipients enroll for nine semester hours of graduate study each semester and perform assignments as designated by their assigned supervisor.  Graduate assistants are subject to similar privileges and procedures as related to the faculty such as:  checking out state vehicles, keys, instructional policies, ID cards, supplies, photocopying services, media center services, and bookstore policies.  Any questions relating to specific policies or procedures should be directed to the Dean of Education, Human Performance, Counseling, Psychology & Social Work.

 

M.  Health Insurance

Health insurance is provided to all employees who are employed in a budgeted position of .75 FTE or greater and have an anticipated length of employment of at least six months.  Health and dental insurance is provided through Blue Cross/Blue Shield of Nebraska.  Coverage becomes effective on the first day of the month following the employee’s date of hire.  Insurance premiums are deducted from the employee’s pay check each month and are paid one month in advance which may require the College to make a double premium deduction on the employee’s first pay check. 

 

The current plan consists of a $300 (single), $600 (family) deductible, $25.00 office visit co-pay, and an 80/20 co-pay for other services.  Costs will vary for services provided “in-network” and “out-of-network”.

 

Please contact the Human Resources Office for more information.

 

N.  Identification Card

New employees will need to go to the Student Academic Success Services Office on the third floor of Crites Hall in order to receive their CSC Identification Card.  The cards can be replaced if lost or stolen for a $5 charge.

 

O. Inclement Weather/Campus Closure

During periods when inclement weather causes classes at the College to be canceled, all employees, other

than those required to report to work to provide emergency or other essential services, will be entitled to

take Inclement Weather Leave.  Such leave does not require the prior approval of the employee’s

supervisor.  When the President declares the entire campus closed, unit member’s absences will not be

charged against leave balances.  If classes aren’t cancelled but a faculty member decides not to report to

work, it will be charged as a personal day.  Employees required to report to work to provide emergency or

other essential services as determined by the College will be allowed comparable time off on an alternate

date mutually agreed upon by the supervisor and the employee.

 

The purpose of closing campus during inclement weather is for the safety of students and

employees.  Chadron State College employees working at a different campus location (Scottsbluff,

Alliance, North Platte or Sidney), will close their office when the college President in charge at their

location announces that decision. 

 

P.   Leave of Absence (Board Policy 5600)

A leave of absence will be used for the purpose for which it was granted.  With the exception of political leaves, unless there is an unforeseen reason, a leave of absence must be arranged at least one semester before the leave is granted.  The granting of a leave is subject to budget restrictions.

 

A leave of absence may be granted for either one academic year or one semester for faculty members or for one year or six (6) months for those employees on a 12-month contract.  It may be for half pay for one academic year or full pay for one semester, or without pay.  Lesser amounts may be arranged, subject to approval of the faculty, professional staff or support staff member, the College, and the Board.

 

A leave of absence with pay may be granted after the applicant has completed four years of service in the College.  The rate of pay while on leave shall be based on the pay the employee would have received while on campus.  Leave of absence time before achievement of tenure is not applicable to achievement of tenure.

 

Time of leave does not apply toward rank promotion for non-tenured faculty.  Normally, with the exception of political leaves, a leave without pay will not be granted more often than once every four years.  A leave of absence with pay will not be considered with less than seven continuous years of service since the last leave of absence with pay.  A leave of absence during the summer may be granted with remuneration for twelve-month personnel.

 

A person on leave with pay may not accept other employment during the period of leave and is subject to the conditions regarding conflict of interest found in Board Policy 5002.  Employees on leave are subject to all Board policies.

 

Leave of absence pay will be made in accordance with payment policy of the Colleges.  Arrangements for payments are to be made by the employee following Board approval.  Employees who do not return to the College upon completion of their leave of absence shall be considered to be terminated.

 

Employees on leave with pay shall continue to receive the proportionate share of the state's contribution to the retirement plan.  The remaining portion will be paid by the person on leave.  The College in accordance with policies will maintain health, life, and disability insurance benefits for all employees.

 

Employees on leave without pay may contribute to the retirement plan and participate in the health, life, and disability insurance programs at their own expense.

 

Personnel on leave with pay must agree to return to the College for the academic year following the leave of absence or shall be responsible for repayment of salary paid during the leave.  Repayment to the institution of the allocated salary shall be required within 30 days following verification of termination of employment.

 

The President of each College may recommend to the Board only those requests that meet the following conditions:

            a.   There is assurance that the responsibilities of the position can be met satisfactorily.

            b.   The College will benefit by the experience gained by the person on leave.

 

A leave of absence shall be at the discretion of the Board.

 

Employees in bargaining units with different leave policies shall be covered by their respective Negotiated Agreements.

 

Q.   Life Insurance

The College provides $30,000 of term life insurance coverage for each full-time employee.  Options are available for the employee to buy an additional $10,000; $20,000; $50,000; $100,000; or $180,000 of coverage.  For an additional fee, dependent coverage is also available.  Contact the Human Resources Office for additional coverage premium rates and to arrange payroll deductions for such coverage.

 

R.   Long-Term Disability Insurance

Long-term disability insurance is provided to all employees in a budgeted position of at least .75 FTE or greater.  The College pays 75% of the cost of the premium.   Contact the Human Resources Office for details.

 

S.   Payroll Procedures

Paychecks are issued the last working day of each calendar month following service.  Faculty are usually paid over twelve months, September 30 through August 31.

 

W-4s, I-9s and other payroll related forms must be completed in the Human Resources Office.  This includes the form for direct deposit of paychecks.  For additional information regarding payroll or benefits please contact the Human Resources Office at ext. 6224.

 

T. Performance Evaluation (Board Policy 5102 for Faculty and 5103 for Professional Staff)

The State College Presidents are responsible for the evaluation of all faculty in their charge.

 

PROCEDURE

 

Proper and adequate procedures will be designed to ensure that those being evaluated are fully aware of the evaluation process, including:

 

a) purposes of evaluation (i.e., primarily improvement of performance and welfare);

b) the potential users of any evaluative data;

c) probable outcomes; and,

d) the means for review and evaluations.

 

 

The process shall ensure to the person being evaluated:

 

a) that secretive and anonymous materials are not included in the evaluation data, except for formal student evaluations;

b) access to all evaluation materials; and,

c) right to attach a written response.

 

There shall be an annual review of procedures. Non-tenured faculty personnel shall be formally evaluated annually; tenured faculty personnel shall be formally evaluated at least every three years. Non-academic professionals shall be evaluated on a regular basis.

 

An annual evaluation report will be made to the Board by each College President.

 

Performance evaluations must be reviewed and acknowledged by each employee.  Acknowledgement signifies only that the employee has reviewed and discussed the performance evaluation.  Each employee shall receive a copy of his or her performance evaluation and an opportunity to comment or rebut any performance assessment.  A copy of each performance evaluation and any rebuttal or comment submitted shall be included in the employee’s personnel file.

 

Campus Presidents, in consultation with faculty, staff, and administrators, are to develop the criteria and format to be used for the appraisals.

 

U.  Personal Leave Days

In the absence of vacation leave or personal time for faculty, the administration at CSC will consider requests for personal leave days for limited and unusual circumstances.  Typically, a faculty member may request up to three personal days in an academic year.  Personal leave, as described in this section, is not a guaranteed type of leave.  Each request will be reviewed on an individual basis.

 

In reference to Board Policy 5609, a CSC faculty member may request personal leave providing that a memorandum of explanation is attached to their Request to be Absent form.  This request must be submitted in sufficient time for approval of all administrative officials (Dean, VP, President) prior to the absence.  The Request to be Absent form should explain how the faculty member’s obligations will be covered, as is required for all other absences.

 

If personal leave is not approved, the faculty member may submit a request for time off without pay.

 

V.  Promotion in Rank (SCEA Negotiated Agreement Article XV and Board Policy 5113)

Faculty rank at the time of initial hire shall be determined by the college President. The criteria that shall be used to make promotion decisions are divided into two categories, Educational Criteria and Performance Criteria.  Candidates for promotion in rank must qualify under both the Educational and Performance Criteria to be promoted. In order to be eligible for promotion, a faculty member must first meet the minimum Educational Criteria as listed below.  Each State College, through its President, shall consider them as only minimums for promotion. After a candidate has qualified under the minimum Educational Criteria, each candidate should provide evidence of achievement in the Performance Criteria as listed below. Once the minimum Educational Criteria have been met, promotion shall be based on consistent performance and substantial achievement as outlined in the Performance Criteria in 16.3.

 

Promotion Process: 

Each College shall have its own internal process for recommending tenure and promotion for approval to the college President. This process shall:

a)    Include provision for peer review.

b)    Include provisions for student evaluation of faculty.

c)     Include the opportunity for faculty members to provide appropriate material to support the application.

d)    Include the appropriate administrative review and recommendations.

e)    State clearly that the Educational Criteria for rank promotion are minimums only, and in addition to meeting the Educational Criteria, faculty members must provide evidence of achievement that meets the Performance Criteria.

 

The rank promotion procedures at each College will be organized so that recommendations for tenure and promotion will be sent to the college President no later than March 15th of each academic year. The President shall decide whether the faculty member’s performance meets the standards set forth in Section 16.3.

 

The college President shall inform the faculty member in writing by April 1st whether he or she has been promoted. Should the President not promote a faculty member, the President shall give the faculty member written reasons for his or her decision.

 

A copy of the rank promotion procedures for each college will be placed on file with the Chancellor.

 

Effective Date of Promotions

All promotions shall take effect the fall semester for the academic year immediately following

the promotion. 

 

Promotion Evaluation Procedures (Chadron State College Procedures)

The College shall have a Promotion and Tenure Committee (P&TC) composed of and elected by College Faculty.  The purpose of the College P&TC shall be to provide recommendations to the Vice President for Academic Affairs concerning the promotion of College Faculty.

 

1.       Each academic year, the Vice President for Academic Affairs shall prepare a schedule of evaluation for promotion or tenure.  A copy of the schedule of evaluation for promotion or tenure shall be provided to each faculty member and to the P&TC by posting in The Week Ahead during the first two full weeks of classes in the fall term.

 

2.       The member being considered for promotion must have his/her dossier completed and submitted to the School Dean for review on or before January 15th.  A copy of any written evaluation, written comments, or recommendation letters placed in the faculty member's dossier shall be sent to the Dean prior to the Dean’s review and a copy shall be provided to the faculty member.

 

3.       The Dean will review the dossier and enclose a letter to support or deny promotion.  The Dean will review criteria for promotion and provide an evaluation of meeting those minimum criteria plus his/her recommendation for promotion.  A copy of this letter will be sent to the applicant.  The dossiers are then forwarded to on or before January 22rd the Vice President for Academic  Affairs Office for review by the P&TC.

 

4.       On or before February 5th, the Promotion and Tenure Committee shall have evaluated the candidate for promotion and have submitted the recommendations to the Vice President for Academic Affairs with copies to the candidate and to the candidate's Dean.

 

5.       The Vice President for Academic and Student Affairs shall submit in writing his/her recommendation and reasons for recommendation to the President with copies to the candidate, the Promotion and Tenure Committee and the candidate's Dean.  This recommendation will be submitted on or before February 19th.

 

6.       Prior to final consideration by the President of the College, the candidate may appeal the recommendation of the Vice President for Academic Affairs by submitting a formal request for an ad hoc Appeals Committee to the President of the Faculty Senate on or before February 24th.  The President of the Faculty Senate shall appoint three tenured faculty, none of whom served on the Promotion and Tenure Committee and none of whom is assigned to the candidate's department, to serve as an ad hoc Appeals Committee and review issues raised in the appeal by the candidate, the Vice President for Academic Affairs, the Promotion and Tenure Committee, and/or the Dean.  The scope of the Appeal Committee's review is limited to the documentation submitted in the dossier forwarded to the Promotion and Tenure Committee.  Additional documentation may not be submitted at the appeal level.  The recommendation of the Appeals Committee is to be made directly to the President of the College with copies to the Promotion and Tenure Committee, the Vice President for Academic Affairs, the candidate’s Dean, and the candidate.  The final decision of the Appeal Committee is a recommendation to the President of the College and provides an independent view upon the basic question of whether the decision of the Promotion and Tenure Committee or the Vice President for Academic Affairs is supported by the promotion application dossier provided by the candidate.  This recommendation shall be forwarded to the President on or before March 9th.

 

7.       The President of the College is responsible for the final decision regarding all promotion applications.  This decision will be communicated in writing to the candidates on or prior to April 1st.

 

Educational and Service Criteria for Promotions

The Criteria to be used are as follows:

 

      a)   Professor

            1)   An earned Doctorate, or other appropriate terminal degree.

            2)   Ten years of experience at the college level with a minimum of five continuous years of service to the college at rank of Associate Professor is required.  For example, an applicant may apply for promotion to the professor rank in his or her tenth year of experience at the college level, and be awarded the promotion, if granted, at the beginning of the eleventh year, assuming five continuous years of service to the college has been completed prior to the award.  (Continuous service includes periods of leave paid by the institution and temporary non-teaching assignments that a faculty member may be requested to perform.)

           

      b)   Associate Professor

      1)   An earned Doctorate, or other appropriate terminal degree.

            2)   Five years of experience at the college level including credit for prior service which was agreed to in writing prior to initial appointment and a minimum of three years of continuous service to the college at rank of Assistant Professor is required.  For example, the earliest an eligible faculty member may apply for promotion to the Associate Professor rank is in the third year of service to the college provided two years of credit for prior service was agreed to in writing prior to the initial appointment.  In this instance, the promotion award would be granted at the beginning of the faculty member’s fourth year of service to the college and sixth year of experience at the college level.

 

      c)   Assistant Professor

            1)   A terminal degree, or in academic disciplines where significant work experiences are essential for classroom performance, such as education, computer science, and business accounting, an earned Master’s degree followed by thirty (30) semester hours of study applicable toward an advanced degree, or equivalent outstanding achievement in the appropriate field.

            2)   A minimum of three years of continuous service to the college at rank of instructor is required.

 

      d)   Instructor

            1)   An earned Master's degree, or equivalent outstanding achievement in the appropriate field.

            2)   In rare and unusual circumstances, individuals with outstanding achievement and eminence, but without the required educational  and service requirements, may be considered for appointment to an academic rank.

 

Criteria for Calculating Credit for Prior Experience

 

For purposes of determining eligibility for promotion in rank in the State College System, a year of experience at the college level may be credited for each full-time academic year teaching or research assignment completed at a regionally accredited institution of higher education.  Such credit is to be granted at the discretion of the college in writing at the time of initial employment.  Up to three years of credit for prior experience may be granted for purposes of promotion. 

 

Part-time, adjunct, graduate assistant, summer, and high school teaching experience shall not count toward promotion in rank.  Nor shall the candidate be allowed to aggregate any prior part-time college experiences to equal one academic year. 

 

Post-doctoral studies involving either teaching or research assignments at a regionally accredited institution of higher education will constitute relevant experience for purposes of promotion.  Up to three years of credit for prior experience may be granted for purposes of promotion. 

 

In those academic disciplines where significant work experiences are essential for classroom performance, such as education, computer science, and business accounting, credit for prior experience may be negotiated at the time of initial appointment.  Up to three years of credit for prior experience may be granted for purposes of promotion. 

 

Performance Criteria for Promotions

 

The candidate must submit a detailed dossier documenting excellence in scholarly activities, teaching, and service and other information relevant to the criteria for promotion.  Complete copies of annual evaluations should be included in the dossier.  A complete copy includes all material submitted by the candidate for evaluation, student ratings, and completed forms from the Dean, Vice President, and President.  A copy of the vita identifying education, professional experience, honors and awards, and membership in professional associations should be included.  When possible, copies of conference programs, publications, presentations, acknowledgement of service activities, etc. should be included.

 

Once the minimum Educational Criteria have been met, promotion shall be based on consistent performance and substantial achievement in the Performance Criteria described below.

 

The Performance Criteria to be used are as follows:

a)      Demonstrated ability to teach and contribute to students’ academic growth and development, which may include, but not be limited to, the faculty member’s:

-knowledge of subject matter; 

-effectiveness in communicating such knowledge;

-assisting students to think critically and creatively;

-encouraging continued study;

-mentoring and advising students in the academic major; and

-supporting student participation in field activities and professional activities.

 

b)      Continual preparation and study through scholarly and creative activity, which may include but not be limited to professional peer-reviewed achievements and projects such as:

-published books or treatises and publication in professional or scholarly journals;

-submission of material for publication or evidence of research in progress leading toward scholarly publication;

                 -articles in publications in trade, popular, or regional periodicals;

-exhibition of creative works, show and performance credits when they are appropriate to the field of study;

 Examples of, but not limited to:

exhibiting at an art show;

conducting a choral clinic;

symphony performances;

-action classroom research

                  Examples of, but not limited to:

·         student academic  performance and achievement;

·         pedagogy;

·         course and curriculum development;

·         assessment of student learning;

-development of courses and/or curriculum which contribute to student learning and academic achievement;

-presentations to and positions in professional organizations;

            Examples of, but not limited to:

presenting a paper at a professional conference;

participating on panels at professional conferences;

serving as program chair for a professional conference;

serving as an officer of a professional organization;

serving as Editor/Guest Editor, or on the Editorial Board, of a professional publication appropriate to the field of study;

serving as chair or chair/critic for professional presentations

-obtaining grants, contracts or similar financial support from external sources for scholarly purposes;

-applying for such grants, contracts or similar financial support;

-consulting activities;

Examples of, but not limited to:

·         translating documents for school districts or other service agencies;

·       consulting with a school board to prepare district policies and procedures manuals;

·       conducting workshops for businesses, schools, or agencies;

·       authoring/co-authoring/editing state curriculum guides for the State Department of Education;

·       review of art exhibit;

·       safety consulting for industry;

·       scientific consulting;

·       reviewing grants;

      -sponsoring and directing student research projects that lead to publication and/or presentation by the student and faculty member in professional venues;

-acquiring a degree other than the required minimum degree at the time of the initial appointment;

-acquiring an appropriate professional certificate; and

-continued involvement in professional organizations.

 

c)  Service to college, community, and profession which may include but not be limited to activities such as:

-serving on departmental and college committees; and in other faculty leadership positions;-serving as departmental chairperson;

-having responsibility in accreditation and reaccredidation activities;

-advising student organizations;

-working with civic, municipal or state government agencies, public schools in the State, or community groups in areas related to the faculty member’s primary area of assignment;

-fostering and sustaining collegial relationships in campus, community, and profession;

-membership in and contributions to professional organizations; and

-mentoring and advising students outside faculty member’s assigned area.

 

          d)  Other Documentation

a.       Letters of recommendation.  A maximum of six, representing department, interdepartmental, and professional support, is recommended.  Additional letters of recommendation not solicited by the faculty member may be submitted to the Dean prior to the Dean’s review; a copy shall be provided to the faculty member by the Dean prior to inclusion within the portfolio.

b.       The assigned teaching load for the period since appointment or the most recent promotion, including lecture/lab hours.

c.       The completed annual evaluations, including summary comment sheet, as well as information to be utilized by the Dean for the current evaluation period (including Student Ratings).

d.       Information considered during the evaluation must be in writing and be part of the dossier.

           e) Recommended Structure of Dossier

                  a.   Letter of application

                  b.   Letters of support

                  c.   Summary and examples of contribution to students’ academic growth and

                        development

                  d.   Summary and examples of continual preparation and study through scholarly and

                        creative activity

                  e.   Summary and examples of service to college, community, and profession

                  f.    Copies of complete annual evaluations

 

W.  Research/Development Opportunities

Research Institute.  The purpose of the Research Institute is to provide support for research activities which are supportive of the instructional and learning activities of the faculty and students, and have a direct and supportive relationship to fulfilling the role and mission of the College, especially the elements of teaching and research.  Questions regarding the Institute may be directed to the Vice President for Academic Affairs or to any Faculty Senate Research Institute Committee member.

 

X.  Retirement Plan (Board Policy 5405)

In order to enroll in the Retirement Plan, an employee must be employed at least .75 FTE over 12 months.  Participation is voluntary if the employee has been employed for two years and is at least 25 years of age.  Participation is mandatory of all employees over age 30.

 

Both the employee and the College make contributions to the Retirement Plan based on a percentage of the employee’s monthly salary.  All contributions, including those made by the College, are vested immediately and belong to the employee the day they enroll.  Employee contributions are made on a pre-tax basis thus reducing the employee’s federal and state income tax.  Employees contribute 6% while the College contributes 8.0%.

 

Y.   Retirement Policies and Procedures (See also Board Policies 5400, 5401, 5403, 5404, 5405, and 5406)

In accordance with federal Age Discrimination in Employment Act, age-based mandatory retirement in the State College system, with the exception of tenured faculty, is prohibited.

 

Employees may retire at age 55 after ten years of service with the State College System with earned annuity benefits computed on an actuarially equivalent basis.  An employee also may retire because of physical or mental disability that prevents such employee from satisfactorily performing work; such disability is to be determined by resolution of the Board.

 

In order to provide members of the faculty with increased career flexibility, several incentive retirement policies are provided for eligible members.  Requests for early retirement consideration are made through the Director/Dean and appropriate Vice President to the President.  Upon these recommendations, the President will evaluate such a request.  If the early retirement is in the best interest of the College, the President will submit the request to the Board of Trustees for recommended approval. 

 

Contact Human Resources or refer to Board Policy for eligibility guidelines, timeline, and benefit details.

 

The retiree is responsible for completing procedures associated with Social Security benefits.

 

Z.   Sick Leave for Faculty (Board Policy 5602)

Regular, full-time faculty members shall be allowed sick leave with pay.

 

Sick leave policy is adopted with the realization that an employee may become ill or injured through no fault of his or her own to the extent of being unable to work.  Sick leave may be taken for absences made necessary by reason of illness, injury, or disability, including temporary illnesses covered by or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom, by exposure to dangerous disease which may endanger the employee or public health, or by illness in the immediate family making it necessary that the employee be absent from his or her duties.  The term “immediate family” shall be defined to include the spouse, children, stepchildren, grandchildren, wards, brothers, sisters, parents, grandparents, or parents of the spouse.  It is not intended as any earned time off with pay, and shall not be granted as such.  Employees shall not be compensated for unused sick leave upon termination of their employment.

 

Sick leave for members of the full-time professional staff, academic and non-academic, shall accumulate at the rate of one day per calendar month of consecutive service.  The accumulation of sick leave shall begin the first day of the first complete calendar month of employment, and unused sick leave may be accumulated up to and including 180 working days.  Proof of illness may be required by college authorities.

 

The Chancellor or President, as appropriate, may advance sick leave to professional staff employees in an amount not to exceed a total of 40 hours (pro-rated for part-time employees).  Employees shall reimburse the College or System for all used but unearned sick leave upon separation or transfer.

 

NOTE:  This policy shall not apply to employees in a bargaining unit with different sick leave provisions.

 

AA.   Social Security

All faculty are covered by Social Security.  Students are typically exempt from Social Security withholdings.  The amount of tax withheld from the paycheck is in accordance with current rates.  If anyone is not familiar with the benefits available, it is recommended that he/she contact the nearest Social Security Administration branch office for information.

 

AB.  Tenure (SCEA, Article XV and Board Policy 5112)

Award of Tenure

Tenure is the right to reappointment from appointment term to appointment term until such time as the faculty member resigns, retires, is discharged for adequate cause, or is terminated for reasons of financial exigency or program reduction, curtailment or discontinuance.  Such reappointment shall be subject to the terms and conditions of employment which exists at the commencement of each contract term.  Those terms and conditions of employment are as expressly set forth in the policies adopted or authorized by the Board, and the terms and provisions of this collective bargaining agreement.

 

Tenure is with the institution and resides within a specific academic unit in which the faculty member is employed and not with the Nebraska State College System.  (See also Section 16.12)

 

Tenure to an academic unit is awarded by the college President following peer review and recommendations submitted on March 15th by the appropriate Dean and the Academic Vice President.  Tenure review will include a provision for peer review, appropriate administrative review and recommendations, and the opportunity for a faculty member to provide appropriate material to support the application.

 

Tenure will not be awarded to a specific academic unit without appropriate review and recommendation by peers and supervisors.  Tenure is awarded for quality of current professional performance and promise of such future performance, not merely for completing a certain length of service. In the case of academic unit tenure, it is equally incumbent on the faculty member and the administration to ensure that a tenure review occurs at the proper time.  In no event shall the failure to give any notice constitute an award of continuous tenure by default.  None of the provisions stated herein shall diminish any substantive rights for the acquisition of tenure which the faculty member may have acquired prior to the adoption of this Agreement.

 

The terms and conditions of every faculty "Probationary/Tenure Track Appointment" shall be stated or confirmed in writing and a copy will be supplied to the faculty member.  Any subsequent extensions or modifications of a faculty "Probationary/ Tenure Track Appointment," and any special understandings, or any notices incumbent upon either party to provide, will be stated or confirmed in writing and a copy will be given to the faculty member.

 

Only faculty members who have the rank of Assistant Professor or higher are eligible for tenure status.  No one shall be hired into a rank who does not meet the promotion criteria for that rank.  Special appointees are not eligible for tenure.

 

The contract term for all faculty "Probationary/Tenure Track" appointees shall be the academic year.  Regardless of the term of any individual contract, no such person has, or shall acquire, a right to reappointment for a term in excess of the academic year.

 

Reappointment of faculty "Probationary/Tenure Track" appointees shall be at the discretion of the college President.  Written notice of non-renewal of a "Probationary/Tenure Track" appointee shall be in accordance with applicable Board Policy.

 

The college President, following peer review and recommendations by the Dean and Academic Vice President, shall decide whether a faculty member’s current professional performance and promise of such future performance, as outlined in Section 7.2, warrant the award of tenure.

 

The President shall notify the faculty member in writing by April 1st whether or not he or she has been awarded tenure.  Should the President decide not to award tenure to a faculty member, the President’s written notification shall contain the reasons for this decision and shall inform the faculty member that a terminal contract will be issued for the next academic year.

 

A faculty member may grieve the decision to deny tenure on the basis of discrimination, violation of academic freedom, failure to follow procedures outlined in this Agreement, or if such action is challenged as arbitrary, partial, or prejudicial.

 

A decision to grieve the denial of tenure shall be processed in accordance with procedures outlined in Sections 17.7 through 17.18, Article XVII (Dismissal) of this Agreement.

 

 

Service Requirements for Tenure Eligibility

 

The maximum amount of full-time probationary service to the College prior to the acquisition of a “Tenured Appointment” shall not exceed seven academic years.   Only in exceptional circumstances, such as, but not limited to, maternity or parental leave, family emergencies, or as an accommodation for faculty members with disabilities, may the seven-year academic probationary period be extended.

           

      a)   The normal time a faculty member with no prior service credit may apply for tenure is in the sixth year of full-time service to the institution.  Following campus review procedures and favorable campus recommendations, tenure shall be awarded with the seventh contract.

 

      b)   Newly-hired faculty members who have served in an untenured rank position of Assistant Professor or above at regionally accredited institutions of higher education may be given up to three years of prior service credit toward the probationary period of six years.  The prior service credit must be agreed to in writing at the time of employment. Such faculty will be reviewed for tenure when the combined prior service credit and the years of continuous service to the institution equals six years.  Eligibility for a tenured appointment will be with the issuance of the seventh contract including the years of credit for prior service.

 

      c)   Newly-hired faculty members who have previously attained tenure at another regionally accredited institution of higher education may be granted up to four years of full-time credit for the prior tenured service. Prior credit for tenured service at the rank of Assistant Professor or higher may be granted toward acquiring continuous tenure status by agreement among the faculty member, the academic unit chairperson, the dean, the Academic Vice President and the campus President.  Probationary credit for prior tenured service must be agreed to in writing between the faculty member and the President prior to the initial appointment at the institution.

 

            When credit is given for prior tenured service, such credit will apply toward the six-year probationary period service requirement.  In the event that four years of credit for prior tenured service are granted, the faculty member shall apply for tenure consideration during the second year of probationary service to the institution with tenure to be awarded in this instance no sooner than the third year of employment with the institution, if the decision is made to approve the tenure application.

 

Terminal Contract for Failure to Achieve Tenure

When a faculty member fails to achieve tenure after undergoing the campus review, that individual will be issued a terminal contract for the following academic year.

 

Tenure Evaluation Procedures (Chadron State College Procedures)

The College shall have a Promotion and Tenure Committee (P & TC) composed of and elected by College Faculty.  The purpose of the College Promotion and Tenure Committee shall be to provide recommendations to the Vice President for Academic and Student Affairs concerning the tenure of College Faculty.

 

2.       Each academic year, the Vice President for Academic and Student Affairs shall prepare a schedule of evaluation of tenure.  A copy of the schedule of evaluation for tenure shall be provided to each faculty member and to the P&TC by posting in The Week Ahead during the first two full weeks of classes in the fall term.

 

3.       The member being considered for tenure must have his/her dossier completed and submitted to the School Dean for review by January 16th.  A copy of any written evaluation, comments, or recommendations placed in the faculty member's dossier shall be sent to the Dean prior to the Dean’s review and a copy shall be provided to the faculty member.

 

4.       The Dean will review the dossier and enclose a letter to support or deny tenure.  The Dean will review criteria for tenure (including the promise of future performance) and provide an evaluation of meeting the minimum criteria plus his/her recommendation for tenure.  A copy of this letter will be sent to the applicant.  The dossiers are then forwarded on or before January 23rd to the Vice President for Academic and Student Affairs Office for review by the P&TC.

 

5.       On or before February 6th, the Promotion and Tenure Committee shall have evaluated the candidate for tenure and have submitted the recommendations to the Vice President for Academic and Student Affairs with copies to the candidate and to the candidate's Dean.

 

6.       The Vice President for Academic and Student Affairs shall submit in writing his/her recommendation and reasons for recommendation to the President with copies to the candidate, the Promotion and Tenure Committee, and the candidate's Dean.  This recommendation shall be submitted on or before February 20th.

 

7.       Prior to final consideration by the President of the College, the candidate may appeal the recommendation of the Vice President for Academic Affairs by submitting a formal request for an ad hoc Appeals Committee to the President of the Faculty Senate on or before February 25th.  The President of the Faculty Senate shall appoint three tenured faculty, none of whom served on the Promotion and Tenure Committee and none of whom is assigned to the candidate's department to serve as an ad hoc Appeals Committee and review issues raised in the appeal by the candidate, the Vice President for Academic and Student Affairs, the Promotion and Tenure Committee, and/or the Dean.  The scope of the Appeal Committee's review is limited to the documentation submitted in the dossier forwarded to the Promotion and Tenure Committee.  Additional documentation may not be submitted at the appeal level.  The recommendation of the Appeals Committee is to be made directly to the President of the College with copies to the Promotion and Tenure Committee, the Vice President for Academic Affairs, and the candidate’s Dean, and the candidate.  The final decision of the Appeal Committee is a recommendation to the President of the College and provides an independent view upon the basic question of whether the decision of the Promotion and Tenure Committee or the Vice President for Academic and Student Affairs is supported by the tenure application dossier provided by the candidate.  This recommendation shall be forwarded to the President on or before March 10th.

 

8.       The President of the College is responsible for the final decision regarding all tenure applications.  This decision will be communicated in writing to the candidate on or prior to April 1st.

 

Tenure Application Dossier

The candidate must submit a detailed dossier documenting excellence in teaching, scholarly activities and service and other information relevant to the criteria for tenure.  Complete copies of annual evaluations should be included in the dossier.  A complete copy includes all materials submitted by the candidate for evaluation, student ratings, and completed forms from the Dean, Vice President, and the President.  A copy of the vita identifying education, professional experience, honors and awards, and membership in professional associations should be included.  When possible, copies of conference programs, publications, presentations, acknowledgement of service activities, etc., should be included. 

 

The following list includes examples of information for inclusion/expanded discussion (beyond the annual evaluations) that may be included.  This list intended to assist faculty in preparing the dossier; it is not intended to be all-inclusive:

 

The Performance Criteria to be used are as follows:

c)      Demonstrated ability to teach and contribute to students’ academic growth and development, which may include, but not be limited to, the faculty member’s:

-knowledge of subject matter; 

-effectiveness in communicating such knowledge;

-assisting students to think critically and creatively;

-encouraging continued study;

-mentoring and advising students in the academic major; and

-supporting student participation in field activities and professional activities.

 

d)      Continual preparation and study through scholarly and creative activity, which may include but not be limited to professional peer-reviewed achievements and projects such as:

-published books or treatises and publication in professional or scholarly journals;

-submission of material for publication or evidence of research in progress leading toward scholarly publication;

                 -articles in publications in trade, popular, or regional periodicals;

-exhibition of creative works, show and performance credits when they are appropriate to the field of study;

 Examples of, but not limited to:

exhibiting at an art show;

conducting a choral clinic;

symphony performances;

-action classroom research

                  Examples of, but not limited to:

·         student academic  performance and achievement;

·         pedagogy;

·         course and curriculum development;

·         assessment of student learning;

-development of courses and/or curriculum which contribute to student learning and academic achievement;

-presentations to and positions in professional organizations;

            Examples of, but not limited to:

presenting a paper at a professional conference;

participating on panels at professional conferences;

serving as program chair for a professional conference;

serving as an officer of a professional organization;

serving as Editor/Guest Editor, or on the Editorial Board, of a professional publication appropriate to the field of study;

serving as chair or chair/critic for professional presentations

-obtaining grants, contracts or similar financial support from external sources for scholarly purposes;

-applying for such grants, contracts or similar financial support;

-consulting activities;

Examples of, but not limited to:

·         translating documents for school districts or other service agencies;

·       consulting with a school board to prepare district policies and procedures manuals;

·       conducting workshops for businesses, schools, or agencies;

·       authoring/co-authoring/editing state curriculum guides for the State Department of Education;

·       review of art exhibit;

·       safety consulting for industry;

·       scientific consulting;

·       reviewing grants;

      -sponsoring and directing student research projects that lead to publication and/or presentation by the student and faculty member in professional venues;

-acquiring a degree other than the required minimum degree at the time of the initial appointment;

-acquiring an appropriate professional certificate; and

-continued involvement in professional organizations.

 

c)  Service to college, community, and profession which may include but not be limited to activities such as:

-serving on departmental and college committees; and in other faculty leadership positions;-serving as departmental chairperson;

-having responsibility in accreditation and reaccredidation activities;

-advising student organizations;

-working with civic, municipal or state government agencies, public schools in the State, or community groups in areas related to the faculty member’s primary area of assignment;

-fostering and sustaining collegial relationships in campus, community, and profession;

-membership in and contributions to professional organizations; and

-mentoring and advising students outside faculty member’s assigned area.

 

d)  Other Documentation

                  1.   Letters of recommendation.  A maximum of six, representing department, interdepartmental, and professional support, is recommended.  Additional letters of recommendation not solicited by the faculty member may be submitted to the Dean prior to the Dean’s review; the Dean shall provide a copy to the faculty member.

2.   The assigned teaching load for the period since appointment or the most recent promotion, including lecture/lab hours.

3.   The completed annual evaluations, including summary comment sheet, as well as information to be utilized by the Dean for the current evaluation period (Professional Activity Record, Goals and Accomplishment of those Goals, and Student Evaluations).

4.   Information considered during the evaluation must be in writing and be part of the dossier.

 

e) Recommended Structure of Dossier

                  1.   Letter of application

                  2.   Letters of support

                  3.   Summary and examples of contribution to students’ academic growth and

                        development

                  4.   Summary and examples of continual preparation and study through scholarly and

                        creative activity

                  5.   Summary and examples of service to college, community, and profession

                  6.   Copies of complete annual evaluations

 

AC.  Tuition Remissions; Immediate Families of State College Employees (Board Policy 5510)

All full-time employees of the State College System are eligible for a 50% tuition remission for immediate family (spouse and dependent children only) for attendance at any College governed by the Board on a class space available basis only.

 

In instances where two employees have the same dependent, only one may claim the 50% remission.

 

AD.   Tuition Waiver; Professional Growth (Board Policy 5511)

The Board may provide for a system of reduced tuition and fees for all full-time employees of the State College System and its State Colleges for academic work at any institution within the System.

 

All full-time employees shall be eligible to enroll for credit in course offerings at each of the State Colleges for a fee of $1.00 per course. Enrollment will be limited to one course of not more than four (4) hours per term. Approval for enrollment in the courses under these provisions must be granted by the President or his or her designee.  The application for the waiver should contain a degree plan or a statement which details the relevance of the course or courses to the employee's job responsibilities. Any lab fees which might be connected with the course must be paid by the student. Such approval is subject to the following regulations:

1.          Only full-time (1.00 FTE) employees of the System are eligible to apply.

2.          Employees must be admitted as students of the College and must have met all normal academic requirements for the courses taken.

3.          This tuition waiver is not available to employees on leave of absence.

4.          This tuition waiver is not available to employees whose anticipated employment period is less than six months, regardless of FTE employment status.

5.          The granting of the waiver is subject to openings in the specific class in which the employee intends to enroll. If the withdrawal of this privilege is necessitated by a lack of college funds for such program, such withdrawal shall apply to all classes of employees on a College-wide basis and timely notice of this action shall be provided to all employees.

6.          Normally, employees taking advantage of this tuition waiver will enroll in classes held during non-working hours.

7.          If the course is not scheduled during non-working hours, the employee's hours may be arranged, with appropriate approvals, to accommodate enrollment.

8.          College employees are not eligible for internships at their CSC worksite.

 

In the event an employee is both a full-time employee and a spouse of a full-time employee, and intends to enroll in more than one course per term for the purpose of professional development, said spousal employee shall be eligible for the tuition waiver for only one course per term.  Subsequent courses taken during the term in question shall not be eligible for a 50% tuition remission as outlined in the provisions of Policy 5510.

 

This policy shall not apply to employees in a bargaining unit with different tuition remission provisions.

 

 

 

VII. SELECTION AND APPOINTMENT PROCEDURES

 

A.  Faculty

Appointment to the faculty at Chadron State College is by the President of the College.  Procedures for the declaration of a vacancy and the selection of candidates follow.  For additional information, please access the Search & Selection handbook at www.csc.edu/hr.

 

 

Position Vacancy

1.       A position in faculty may be considered vacant as a result of resignation or retirement, non-renewal of a term or probationary appointment, or formal notice of termination. Resignation should be submitted to the immediate supervisor with copies to the appropriate Dean, Vice President, Human Resources, and the President.  Official action on a resignation will be in writing from the College President or the President's designee.
 

2.       Subsequent to the validation of a vacancy by resignation, non-renewal of contract, or other forms of termination, the immediate supervisor is responsible for the initiation of the appropriate paperwork and for routing these forms through channels for signatures.  Please contact Human Resources for information regarding the paperwork.

 

 Position Review

1.   The faculty needs of each school are determined on the basis of schedule requirements, enrollment trends and program viability, validated program needs, the relationship of a position to stated College priority goals, as well as anticipated retirements, resignations, or approved leaves of absences.

2.  Deans or unit supervisors are responsible for initiating and completing a review of the vacated position based upon the aforementioned criteria.  A "Request to Fill a Vacancy" form (available at www.csc.edu/hr/forms ) must be routed through channels and approved prior to the official announcement of a position opening.

3.  A position is considered open when official, formal, and written approval has been authorized and the "Request to Fill a Vacancy" form has been approved by the appropriate unit supervisor, Vice President, Comptroller, and the College President.  Prior to their approval no position vacancy is eligible for formal or informal advertising.

 

Position Advertisement

1.       The Human Resources Office will advertise the vacancy with selected placement offices throughout the United States, the Nebraska Workforce Development Office, selected buildings throughout campus, and other state college campuses.  Professional journals and regional publications may also be used at the discretion of the Dean, Vice President, or Human Resources.

2.       Vacancies are typically published in the Chronicle of Higher Education. 

3.       The Director of Human Resources will determine the minimum length of time applications will be accepted and how broadly the position will be advertised, based on the following:

(1)    Routine vacancies will usually be published a minimum of 10 working days from the date the "Vacancy Announcement" is prepared and mailed to the selected placement offices.

(2)    Efforts shall be made to ensure that equal employment opportunity guidelines have been followed.

(3)    Emergency situations may arise which will require less than 10 working days for advertisement.

 

Applicant Screening

1. The initial screening of applicants may be accomplished by application alone, which includes reviewing the cover letter, resume, credentials, transcripts, letters of recommendation, references, and other supporting documents.  Approval for further applicant screening must be obtained from the supervising administration.

2. The second and subsequent screening of applicants may be accomplished by phone interview between the applicant and the screening committee.

3.  Once approval is received from the Vice President and Human Resources, successful applicants for interviewing should be notified by the screening committee chair.  The interview should take place on the CSC campus and be attended by all committee members.

4.  Faculty - the Dean of the School will be responsible for the appointment of the screening

committee, which will include a minimum of three members from the department, one outside member, and a student, if possible.  If a total of three members from the department are not available, the Dean may appoint other faculty from the School to the committee slots.  The Dean will also:

a)   Involve the appropriate Department Chair in the screening, interviewing and recommending process.

b)   Become familiar with equal employment guidelines to ensure compliance.

c)  Forward a recommendation, with comments regarding strengths and weaknesses of each interviewee from the Screening Committee, to the Vice President for Academic Affairs.

d)  Ensure compliance with Negotiated Agreement screening procedures.

 

Interviewing for the Position

1.  The  screening committee chairperson will discuss the candidate's credentials with Human Resources and the appropriate Vice President or designated officer prior to scheduling the interview.

2.   All interviews must be authorized by the appropriate Vice President or designated officer.

3.       The Chair of the screening committee or the Dean should work with Human Resources for travel arrangements.

4.       Copies of the candidate's credentials should be forwarded to the appropriate interviewers at least one day prior to the interview.  All copies should be returned to Human Resources.

 

Applicant Travel Reimbursement

1.  Although the applicant is encouraged to bring his/her family for the interview, only the applicant's expenses are reimbursable.

2.   Meals will be reimbursed under the same guidelines as used by CSC employees.  Receipts are

      preferred.

3.   Lodging will be reimbursed at actual cost for a single rate only.  Applicants will use the Edna Guest Room, if available.

4.   Coordination of lodging and travel arrangements should be made with Human Resources.  Commercial travel will be reimbursed at actual cost and must be supported by receipts. Private vehicle travel will be reimbursed at the mileage rate in effect at that time.

 

Appointment Recommendation

1.   Faculty - Recommendations for appointment to the faculty will originate with the Dean of the School.  The Vice President for Academic Affairs will review the recommendation and forward a recommendation to the President, which will include:

                        a. The reason(s) for recommendation.

b. The salary, rank, prior credit towards promotion or tenure, or any other special   

    conditions.

Appointment to the Position

1.     No candidate will be offered a position until approved by the President.

2.     Appointments to a position will become official only upon ratification by the Board of Trustees.

 

4.       All employment offers are conditional based upon satisfactory results of a criminal background

       check.

 

Notification to Unsuccessful Applicants

1.         After the position has been filled, the Human Resources Office will notify all applicants that the position has been filled.

2.         The Chair of the Screening Committee will personally contact those candidates who were brought to campus for an interview that did not receive an offer.

 

Disposition of Applicant Files:

1.     The application files of all applicants including any matrixes, interview questions, interview evaluation sheets, or other committee notes will be sent to the Human Resources Office for maintenance and filing.

2.     The screening committee chair will complete an "Applicant Summary Log" form and submit it to the Human Resources Office for review and filing.

 

Please refer to the Human Resources website for more information regarding Screening Committees.

 

 

VIII.  CAMPUS PERSONNEL ORGANIZATIONS

 

To achieve faculty and staff input into campus governance, the following personnel organizations exist.

 

A.  College Support Staff Association (CSSA)

Purpose:     The purpose of CSSA serves to unite support staff and provide professional expansion through speakers and workshops in monthly meetings and to establish communication with administration, faculty and the student body.

 

Membership:  Membership in the CSSA is open to all support staff currently employed by the College.

 

B.  Faculty Senate

Purpose:  The purpose of the Faculty Senate is to assure the orderly development of educational programs and policies; to facilitate communication and cooperation between the administration and the faculty; to promote the continued improvement of higher education; to encourage the best conditions possible for faculty instruction and research; and to review and recommend policies pertaining to the general welfare of the College, the faculty and the students.

 

To facilitate the accomplishment of its purposes, the Faculty Senate has a committee structure made up of both standing and temporary committees.

 

Membership:  Sixteen faculty members, including one tenured faculty member from each academic department and three at-large tenured faculty members from each School.

 

C.  Professional Staff Association (PSA)

Purpose:  The PSA serves as a forum for the discussion of relevant matters pertaining to administrative processes, student development and the educational climate of the College.  It also serves as a channel of communication through which to serve the College President and the Board of Trustees in an advisory capacity and to meet with faculty to seek solutions to mutual problems and concerns.

 

Membership:  Membership in the PSA is open to all professional staff currently employed by the College.

 

D.  Presidential Committees

In addition to the committees under the auspices of Faculty Senate, the President appoints and utilizes standing committees as well as special committees and task forces.

 

 

 

 

IX. CAMPUS SERVICES

 

A.  Chadron State Foundation

The Chadron State Foundation is a nonprofit corporation whose directors are former students and interested professional people.

 

The Foundation serves Chadron State College by soliciting and receiving tax deductible gifts and bequests; holding, administering, managing, using, or distributing funds, bequests, and trusts; and managing funds for scholarships, student loans, and matching federal student grants.  A copy of the Foundation's policies may be obtained from the Foundation Office.

 

To contribute to or to utilize the services of the Foundation, contact the Chadron State Foundation Office.

 

B.  Computer Services

Computer Services is located in Miller Hall.  Computer Services is responsible for the management of the campus servers, and desktop systems in employee, classroom and lab environments.  Internet access, local area network management, administrative and web programming are supported.   Computer accounts are provided to employees and students.

 

C.  Eagle Pride Bookstore

Nebraska Book Company operates the college bookstore, which is located in the Student Center.  Faculty, staff, general public and guests are encouraged to use the Eagle Pride Bookstore.

 

The Eagle Pride Bookstore provides departmental charges for the purchase of books, supplies and gifts needed for the department.  Individuals authorized for charging must be approved by the Department Chair and submitted to the Eagle Pride Bookstore.

 

Other services available are check cashing ($20 maximum), faxing, UPS shipping, stamps, and pre-paid phone cards.

 

D.  Food Service

Creative Dining operates the College cafeteria and the Eagle Grill, which are located in the Student Center.  Faculty, staff, and guests are invited and encouraged to eat in these facilities.

 

Creative Dining will serve the general public as well as the College. Banquets and food service for specific events may be scheduled in the Student Center.  Catering is also available for off-campus activities.  Contact the Conferencing Office to arrange food/refreshments for an event or conference.

 

Food not purchased through Creative Dining is not allowed to be brought on campus for College functions unless Creative Dining has been contacted and has granted approval.

 

E.  College Relations

College Relations prepares and disseminates news releases related to activities and events occurring on campus or to accomplishments and achievements of CSC personnel and students.  The Information Office should be contacted to request preparation of news releases.

 

 

The "Week Ahead"

The Week Ahead is the in-house weekly publication, which is generally distributed on Friday mornings.  To submit items for the Week Ahead, deliver a typed copy or e-mail to the Communications Coordinator no later than 12:00 noon on Wednesday.