Part_VI by shimeiyan

VIEWS: 11 PAGES: 7

									VI. Institutional Support and Financial Resources Intent: The institution’s support for the program and the financial resources available to the program are sufficient to provide an environment in which the program can achieve its objectives. Support and resources are sufficient to provide assurance that an accredited program will retain its strength throughout the period of accreditation. Standard VI-1. Support for faculty must be sufficient to enable the program to attract and retain high-quality faculty capable of supporting the program’s objectives. Standard VI-2. There must be sufficient support and financial resources to allow all faculty members to attend national technical meetings with sufficient frequency to maintain competence as teachers and scholars. Standard VI-3. There must be support and recognition of scholarly activities. A. Faculty Stability 1. Evidence of the long-term stability of a program is provided by its ability to both attract and retain high quality faculty. Describe how your program does this. Some topics the description might address are sabbatical and other leave programs, salaries, benefits, teaching loads, support for and recognition of scholarly activity (including financial support for attendance at professional meetings), departmental and institutional ambiance, etc. Faculty are eligible to apply for professional leave once every six years. Sabbatical leave may be granted for 1–3 quarters, with a one quarter leave funded at full pay, a two quarter leave funded at 75% pay and a three quarter leave funded at 50% pay. Sabbatical leaves may or may not be funded by the college; for example, the Computer Science Department had one faculty member on sabbatical leave during Spring 2008, and received no funds to hire replacement lecturers. Difference-in-pay leaves auto-fund replacement lecturers. An elected campus-wide committee reviews professional leave applications against published criteria and recommends awards. After returning from leave, the faculty member must document accomplishments during the leave period. Faculty may also apply for leave without pay, which must be approved by the department and the Dean. Faculty are members of the Public Employees Retirement System (PERS). The employee’s monthly contribution is five percent of gross salary minus $513; the state contributes about twelve percent of gross salary. The employee’s portion of the retirement contribution is not included in taxable income. Employees are eligible for retirement at age 50 with a minimum of five years of PERS-credited service. A Faculty Early Retirement Program is also available; the program allows faculty to retire while returning to teach on a reduced time basis for a period of up to five years.

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Medical: A wide variety of plans are available; the CSU provides a large contribution toward the premiums; some plans are fully subsidized. Dental: Two plans are offered; premiums are fully paid by the CSU. Vision: One plan is provided; the premium is fully paid by the CSU. Life Insurance: A $50,000 life insurance policy is fully paid for by the CSU. Additional voluntary life insurance is available at the employee’s expense. Holidays: The university observes 13 holidays per year, including one personal holiday. Sick leave: Cumulative sick leave is accrued at the rate of one day per month of service. Disability: Non-industrial disability insurance, workman’s compensation insurance and industrial disability leaves are fully paid by the CSU. Other benefits include: sabbatical leave; voluntary life, disability, auto insurance; home loans; deferred compensation and tax sheltered annuity programs; training workshops; leaves of absence; maternity/paternity leaves; unemployment insurance; educational fee waiver program; catastrophic leave donation program. It is important to note that Computer Science is a department with a high level of mutual respect and affability. Vigorous discussions take place with regard to curriculum issues and governance from time to time, but always without rancor. The department’s faculty generally agree that their jobs are difficult, but rewarding, and that this is a good place to work.

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2. Give counts of the total number of faculty and the number of resignations, retirements, and new hires for each of the last five years. Indicate whether there are significant problems attracting and retaining faculty, and if so, the causes. Year 2003–04 2004–05 2005–06 2006–07 2007–08 Total Faculty 17 16 13.5 13.5 11.5 Resignations 1 (Jiang) 1 (Kuang) 1 (Srinivas) 2 (Laszlo, Park) .5 (Hillam) Retirements 1.5 (Lee, Przymusinska, Riley) 1 (Tang) New Hires

Resignation notes: Dr. Srinivas was appointed as Associate Dean of the College of Science, and has return rights. Dr. Laszlo passed away. Dr. Park was not granted tenure. Retirement notes: Retirees may opt to participate in the Faculty Early Retirement Program (FERP), which allows them to continue teaching half-time for up to five years. Therefore, retirements have occurred .5 at a time, whenever one enters FERP (Dr. Lee and Dr. Przymusinska) or completes FERP (Dr. Riley and Dr. Hillam). The department was approved to conduct searches for one additional faculty member in 2006– 07 and two additional faculty members in 2007–08. The positions were advertised, applications were taken, and each search was subsequently cancelled for lack of funds. These aborted searches attracted a sufficiently large and diverse pool of applicants, as did a successful search in 2005–06, but the institution’s inability to fund the positions and faculty attrition (from 17 down to 11 faculty members) over the last six years are a cause for concern. B. Faculty Professional Activities Summarize the professional activities of your faculty, attendance at meetings, university and professional honors won by individuals, etc. Just summarize here; details should appear in individual faculty vitas. The faculty have been involved in many research and professional activities: publishing journal articles, writing and presenting conference papers, giving invited talks and seminars, conducting funded research and professional development through grants, supervising master’s theses, engineering software, consulting for industry and the I&IT Division, serving on editorial boards, and reviewing journal and conference papers. Every faculty member has been involved in some of these activities, and almost all have been actively involved during the last year and the recent past, above and beyond their teaching duties. We are proud of the variety of professional activities, and the breadth and depth of computer science knowledge covered. The details of each faculty member’s research and professional development are included in their curriculum vita.

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Standard VI-4. There must be office support consistent with the type of program, level of scholarly activity, and needs of the faculty members. C. Office Support Describe the level and adequacy of office support. The description should address secretarial support, office equipment, and the total group supported by this equipment and staff. The department has a full-time administrative support coordinator and a half-time administrative support assistant. The program’s operating budget is barely adequate for running the office and providing supplies and services for the instructional program. The department office is well-equipped for the business of the department; there is a sizeable conference room for meetings and presentations, and a preparation/mail room including reproduction facilities. The office support staff has recently shrunk from 2 full-time staff persons down to one, and the operating budget for supplies and services has been cut to less than half of what it was six years ago, so there is pressure to operate with declining office support. Standard VI-5. Adequate time must be assigned for the administration of the program. D. Time for Administration Describe the adequacy of the time assigned for the administration of the program. Program administration is done primarily by the Department Chair, with the assistance of the Graduate Coordinator, the Assessment/Accreditation Coordinator and chairs of several committees. 70% of the Department Chair’s time is devoted to administration; sometimes up to 100% using additional assigned time. The Graduate and Assessment/Accreditation Coordinator have each been given 4 WTUs assigned time per quarter, which reduces their teaching load by one course per quarter. Chairs of department committees (RTP, Laboratory, Curriculum) are not given additional assigned time. There is pressure to eliminate assigned time for the Assessment/Accreditation coordinator, which would be detrimental to the program. The Computer Science Department has been held up as an example of best practice for how it conducts its ongoing assessment program, and this is largely due to the hard work of our Assessment/Accreditation coordinator.

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Standard VI-6. Upper levels of administration must provide the program with the resources and atmosphere to function effectively with the rest of the institution. E. Adequacy of Resources Describe the adequacy of the resources and the atmosphere provided by the upper administration for the program to function effectively with the rest of the institution. The budget provided by the College of Science has been shrinking and the state-provided nonpersonnel budget is now inadequate to operate the program. During the 2007–08 fiscal year, the department operated with no visible budget for the entire year. From July 1, 2007 (the first day of the fiscal year) to November 30, 2007, the department received no budget allocation. This is unfortunately typical, since the state legislature never passes the State of California budget on time. Since an academic department cannot operate for five months without any expenses, it spends slowly and without guidance, incurring an unavoidable deficit. On November 30, 2007, The department budget was allocated its only funds for the year… equal to the amount of the deficit on that date. That left $0 to use for non-personnel expenses for the remaining seven months of the fiscal year. Unfortunately, the department was forced to spend from irreplaceable Foundation funds that it had accumulated over many years. In addition, the budget for part-time lecturers and student assistants has been significantly reduced for all departments in the College of Science. In Fall 2007, the Computer Science Department was asked to lay off all student assistants (who worked as graders and tutors) and to replace its full-time administrative support assistant with a part-time student assistant. In Spring 2008, the department was asked to operate without part-time lecturers for the first time in its history. There is little hope that any of these lost resources will be recovered in the 2008– 09 fiscal year. The department has been told it will have $0 for part-time lecturers in the 2008– 09 fiscal year. This will put tremendous pressure on the tenured and tenure-track faculty to teach all classes and grade all assignments, and will detract from the time faculty have to do research and professional development. The Computer Science Department is concerned that its declining resources may no longer be adequate to function effectively.

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F. Leadership Positive and constructive leadership at the college/school level and within the program's department are especially important to the program's quality. Evaluate this leadership and the interaction between these levels of administration. The leadership of the college and department collaborate effectively, and the rapport between the Dean, Associate Dean and Department Chair is comfortable. Dr. Donald O. Straney has been a long-serving and effective Dean of the College of Science. Associate Dean Mandayam Srinivas is a former Chair of the Computer Science Department and a long-serving faculty member, so the department benefits from that relationship. The leaders have a good working relationship, strained only by the heavy budget cuts that the College of Science has necessarily imposed. Standard VI-7. Resources must be provided to acquire and maintain laboratory facilities that meet the needs of the program. G. Laboratory and Computing Resources Briefly describe the resources available for the program to acquire and maintain laboratory facilities. Include information on how the institution determines the adequacy of these resources. Much of the computing infrastructure (e.g., networking, file storage, web publishing) used by the program is provided by the Division of I&IT, and funded by the university. Since this is the same centrally-provided computing environment that provides campus email, access to student records and other administrative data, it is assured of continued funding and support. The department classroom laboratories consist primarily of client workstations with office productivity and software development applications installed, which are used to access centrally-provided services. The department’s equipment budget has been adequate for this purpose. During 2007–08, a capital renovation of building 3 has provided a significant budget for new equipment, which will be installed in Summer 2008 and available for the 2008–09 academic year.

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Standard VI-8. Resources must be provided to support library and related information retrieval facilities that meet the needs of the program. H. Library Resources Briefly describe the resources available for the support of the library and related information retrieval facilities. Include information on how the institution determines the adequacy of these resources. The Dean of the Library has a baseline budget just as do the Deans of the Colleges. These baseline budgets grow in proportion to the growth in student population. The University Library is also just finishing a major renovation, which will significantly expand space and facilities (see Appendix VII.A). Standard VI-9. There must be evidence that the institutional support and financial resources will remain in place throughout the period of accreditation. I. Continuity of Institutional Support

Discuss and show evidence of continuity of institutional support for the program in the past, and problems that have existed or are anticipated in this area, if any. Funding for permanent faculty is built into the budgeting process. Funding for additional parttime faculty is provided to meet FTES targets that go beyond what the permanent faculty can meet. Additional funding for equipment and supplies is a variable, but as the campus infrastructure improves and the cost of equipment decreases, the department’s requirements in this area have become modest.

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