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									                                   OUR LADY OF THE LAKE COLLEGE

                                                        APPENDICES

Appendix A - Policies for Recruitment, Screening, Appointment, and Promotion of
Faculty................................................................................................................................. 2
Appendix B - Sample Contracts ....................................................................................... 14
Appendix C - Orientation Plan ......................................................................................... 22
Appendix D - Performance Appraisal............................................................................... 28
               APPENDIX A


     Policies for Recruitment, Screening,



    Appointment and Promotion of Faculty




2
                OUR LADY OF THE LAKE COLLEGE


            Selection of Faculty and Professional Staff

Revised August 2000

Revised February 2005

Introduction

Our Lady of the Lake College provides equal opportunities for all prospective employees
regardless of race, sex, color, national origin, sexual orientation, religion, age, or
handicap. It is the intent of the College to hire the best available faculty and staff
members at all levels.

For classified positions, the search and selection processes at the College follow
guidelines established by the Human Resources Department of Our Lady of the Lake
Regional Medical Center.

For administrative, professional, and faculty positions, the search and selection
procedures are established by this policy statement. The formal checklist which is part of
this policy will help provide consistency and clarity to the selection process. It is the
responsibility of search committee chairs and the Vice Presidents to ensure the checklist
is completed at each step of the selection process. Requests for exceptions to any part of
these procedures (including the checklist) must be submitted in writing and approved by
the President.


Diversity

Our Lady of the Lake College has a commitment to diversity. With this commitment in
mind, the campus will proceed affirmatively in all searches to attract individuals of
various backgrounds. Qualified members of minorities and other protected groups will
be sought out and special efforts made to employ them.

The needs of the campus and the job market may require exceptions; however, in order to
ensure academic diversity, a disproportionately large number of faculty with terminal
degrees from the same institution will not be employed. Similarly, individuals who are
closely related to one another, particularly when their professional assignments are
similar, normally will not be employed.



                                                                                        3
Initiating a Search

Following approval by the Vice President and the President of a written request by the
division or department head to fill a vacant position or create a new position, a search
may be undertaken. All matters regarding the appointment (salary, responsibilities,
reporting relationships, special challenges, position description, etc.) are to be approved
before initiating the search.

The Vice President under whose area of responsibility the position falls is an ex-officio
and an active member (and may serve as chair) of the search committee and shares
responsibility with the chair to ensure all parts of the policy are followed.

Position Announcements and Advertisements

1. Position announcements will include information about the campus and the
   community as well as general requirements, special qualifications, and any unique
   challenges for the position. Position announcements will follow the standard college
   format, available from the President’s office.

2. Advertisements will follow the standard college format, available from the President’s
   office.

3. The following specific language will be included in all advertisements and
   position announcements:

    A commitment to diversity and an appreciation for Catholic higher education are
    required.

4. Other than the language immediately above, in an effort to secure the largest and most
   diverse number of applications available, the qualifications in the advertisement and
   the position description should generally refrain from stating absolute requirements
   regarding qualifications such as the specific years of experience or specific degrees
   sought.

5. Candidates will be asked to submit a letter of application, a resume/vita, and the
   names, phone numbers, and professional affiliations of a minimum of three
   professional references. (Unofficial transcripts will be required before on-campus
   interviews occur.       Official transcripts must be received directly from all
   colleges/universities attended before an appointment is official.) As letters of interest
   or application are received, each individual is to be mailed an acknowledgement letter
   and a position description.

Salary and Related Considerations

Before being invited to an on-campus interview, candidates will be apprised of the
following:


4
1. The anticipated salary range for the position.

2. The College policy on paying interview expenses (see below).

3. The College policy on moving expenses (see below).

4. Any special challenges associated with the position.

5. The requirement to provide unofficial copies of transcripts prior to the campus
   interview.

6. The requirement to furnish official copies of transcripts (which must be sent directly
   by each institution attended) prior to any subsequent employment offer being
   effective.


Telephone and On-Campus Interviews

Telephone Interviews
Normally a pool of semifinalists twice the number of those invited to campus will be
given telephone interviews. The committee chair should make appropriate arrangements
for phone interviews. In arranging the phone calls, the committee chair will ensure
candidates are aware of salary and interview expense reimbursement policies. (The
conference rooms in the Nursing or Administration Buildings are set up for conference
calling.) Only prepared questions should be asked during the phone interviews with
special attention paid to ensure each candidate is given the opportunity to respond to each
of the prepared questions. Follow-up questions should not be asked during the phone
interview; however, each candidate should be given an opportunity at the end of the
phone call to add any information he or she feels is relevant to the position.

After reducing the applicant pool following the telephone interviews and after reference
checks have been made by the search committee chair, a list of the candidates that the
committee wishes to interview on campus should be prepared and forwarded for
approval. Normally the number of candidates invited to the campus is at least two but
not more than four.


On-Campus Interviews
Prior to an on-campus interview, a calendar of activities and meetings for the person
being interviewed and a brief summary of his or her background are to be furnished by
memo or email to the College community. A copy should be either emailed or FAXed to
the candidate or, as a minimum, given to the candidate upon arrival in Baton Rouge. The
resume of a candidate will not generally be made available to the campus.

Each interview should include a campus tour, a community tour, a meal with at least two
(preferably all) members of the search committee or appropriate campus representatives,
and introductions to campus administrators.

                                                                                         5
The formal interview with the search committee should occur toward the end of the visit
so that the candidate has a feel for the campus and any special issues or concerns prior to
meeting with the committee. In order to ensure all candidates are treated equally, a
prepared set of questions should be asked of all candidates. Although follow-up
questions are encouraged, every effort must be made to ensure each candidate is given
the same opportunity to respond to the same set of questions which should not merely
repeat the earlier phone interview questions.

Selection committees will review and consider only the required materials (gratuitously
submitted materials such as letters of recommendations, publications, etc., will not be
considered in the initial screenings nor will personal knowledge of any candidate).

Following the interview, the chair of the committee is responsible for giving all persons
who had any interaction with the candidates an opportunity to share their impressions.
The committee chair is expected to share that feedback with the committee at a formal
committee meeting at which the abilities of the respective candidates are discussed.

After the on-campus interviews are concluded and the committee has met and determined
its recommendation, the committee chair should forward the recommendation and related
materials to the appropriate Vice President. In the case of senior administrator positions
at the level of dean or director and above, normally a slate of three candidates the
committee finds are acceptable should be forwarded to the appropriate Vice President (or
the President in the case of a Vice Presidential search).

For faculty positions, the search committee should forward its recommendation to the
appropriate Vice President.        Upon consideration of the search committee’s
recommendation, the Vice President will present a recommendation to the President.

The appropriate Vice President will keep a copy of the selection checklist permanently.
In addition, materials submitted by all candidates will be kept by the Vice President for a
one-year period.


Internal Candidates

The search process should be conducted in a manner that neither prejudices the candidacy
of external applicants nor enhances the candidacy of internal applicants.

1. Accepting appointment as interim head of a unit will normally preclude subsequent
   appointment to that position on a permanent basis.

2. Individuals who are considering becoming candidates for a vacant position may not
   serve on a search committee for that same position.

3. Within reason, external and internal candidates should be afforded similar interview
   experiences. For example, a community tour normally might be eliminated for a
   local candidate; however, telephone interviews and other activities would not be.
6
4. Internal candidates should not participate in discussions or interviews of other
   candidates nor have access to application materials of competing candidates.


Reimbursement of Interviewing and Moving Expenses

The college will reimburse reasonable expenses for candidates for faculty and
professional staff positions who are invited to visit the campus to interview. In all cases,
receipts will be required before reimbursement.



Moving expenses generally will be paid as indicated:

       Vice President – up to $7,500

       Dean – up to $5,000

       Director – up to $3,000

       Faculty – up to $2,000

The College’s policies with regard to Ex Corde Ecclesiae will be followed. Those
policies include proceeding affirmatively to pursue the goal that the majority of campus
faculty are Catholic and that faculty hired to teach philosophy or related subjects will be
strong candidates eligible to receive a formal mandatum. (See Board of Trustees by laws
on Implementation of Ex Corde. [as of Fall 2000 no policy has been adopted])

In order to facilitate the process described in this policy statement, the chair of the
search committee will complete at appropriate stages, including obtaining required
signatures, the attached checklist.




                                                                                           7
                     OUR LADY OF THE LAKE COLLEGE
                   CHECKLIST FOR EMPLOYMENT PROCESS

Directions: Attach a copy of proposed position announcement and ad copy. Attach a
resume for each candidate being considered for hire.
Position title                               Division/Department


    1. Search Committee

           a. (Chair)

           b.

           c.

           d.

           e. (Vice President, ex officio)

    2. Locations where positions announcements will be mailed:

       _____a. Placement offices and departmental offices of historically and
                predominately black and women’s colleges and universities
       _____b. Internet job listings

       _____c.


    3. Identify periodicals where ads will be placed:

       _____a. Morning Advocate
       _____b. Times Picayune
        _____c. Chronicle of Higher Education

       _____d.


    4. Forward the checklist with attachments noted above to the following for
       review and approval prior to beginning search.

       ________________________________             _______________________
       Vice President                               Date

       ________________________________             _______________________
       President                                    Date
    5. List the candidates in the initial pool

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Name   Highest   Sex                 Ethnicity
       Degree    (if identifiable)   (if identifiable)




                                                         9
     6. List the candidates the committee whishes to interview over the telephone
        and forward the checklist along with copies of resumes for the candidates for
        review and approval as indicated:

        a.
        b.
        c.
        d.
        e.
        f.
        g.

     7. Forward the list of candidates for telephone interviews for approval. Attach
        candidates’ resumes.


        ________________________________            _______________________
        Vice President                              Date


        ________________________________            _______________________
        President                                   Date


     8. List the candidates the committee wishes to invite for on-campus interviews
        and forward for signatures as indicated:

        a.

        b.

        c.

     9. Forward the list of candidates for on-campus interviews for approval. Attach
        candidates’ resumes.

        ________________________________            _______________________
        Vice President                              Date


        ________________________________            _______________________
        President                                   Date




10
10. List below those who were interviewed on-campus:

   ________________________________            _______________________
   Candidate                                   Date

  ________________________________             _______________________
  Candidate                                    Date

   ________________________________            _______________________
   Candidate                                   Date

  ________________________________             _______________________
  Candidate                                    Date


11. Candidate recommended or list of acceptable candidates if position being
    filled is dean or vice presidents.

   ________________________________            _______________________
   Candidate                                   Date

  ________________________________             _______________________
  Candidate                                    Date

   ________________________________            _______________________
   Candidate                                   Date

  ________________________________             _______________________
  Candidate                                    Date



12. Approved:


   ________________________________            _______________________
   Vice President                              Date


   ________________________________            _______________________
   President                                   Date




                                                                               11
Disposition of Finalists
Directions: List candidates interviewed by telephone and/or in person but not hired or
determined acceptable.
1. Candidate

phone interview                              on-campus interview

Reason not hired:




2. Candidate

phone interview                              on-campus interview

Reason not hired:




3. Candidate

phone interview                              on-campus interview

Reason not hired:




12
                     Affirmative Action and Ex Corde Statement
Directions: The College has commitments to affirmative action and the provisions of Ex
Corde Ecclesiae. Explain how these were followed during the hiring process.

   1. Affirmative Action
      The following actions were taken with results as indicated:




   2. Ex Corde Ecclesiae
      The following actions were taken with results as indicated:




______________________________________            _____________________________
Committee Chair                                   Vice-President



                                                                                     13
      APPENDIX B

     Sample Contracts




14
                         OUR LADY OF THE LAKE COLLEGE, INC.

                      AGREEMENT FOR 10-MONTH APPOINTMENT


       «FirstName» «LastName», (hereinafter referred to as "Faculty Member") is
hereby appointed to the faculty of Our Lady of the Lake College, Inc. (hereinafter
referred to as "College") «Job_Listing» for the period extending from August 1, 2006 –
May 31, 2007 at an annual salary of «New_Salary». The responsibilities and obligations
of each of the parties are as follows:

1.    Compensation and Benefits.

        a.             Salary: Salary for the above mentioned time-frame shall be paid over a 12- month period
                       commencing with the date of employment and extending over twenty-six (26) successive
                       pay periods, each of which shall be two (2) weeks in length.

      b.     Benefits: Except as set forth in Section 1(c), Faculty Member will be eligible
             to participate in all benefit plans sponsored by Our Lady of the Lake Regional
             Medical Center (hereinafter referred to as the "Medical Center") under the
             same terms and conditions as regular full-time employees of the Medical
             Center.

      c.     Vacation, Personal Days and Holidays: Faculty Member will not be required
             to work the months of June and July, the two (2) weeks at Christmas and one
             (1) week at Spring break. The Faculty Member will not receive any additional
             time off for vacation; however, the Faculty Member will be allowed three (3)
             days of personal time. In addition, the Faculty Member will receive the
             following days as holidays: Good Friday, New Year's Day, Labor Day, Martin
             Luther King Day, Thanksgiving Day, the Friday following Thanksgiving Day,
             Christmas Day, and Mardi Gras.

     1. Faculty Member Duties. The Faculty Member will perform the duties inherent in
        the faculty role, as described in the attached position description, in accordance
        with the Mission of the College. Such duties will include but not be limited to the
        following:

       a.    The Faculty member will recognize and respect that College's commitment to
             diversity as well as the provisions of Ex Corde Ecclesiae the Ethical and
             Religious Directives for Catholic Services, and the FMOL Mission and Core
             Values.

       b.    The Faculty Member agrees to keep such records and make such reports as
             are required by the College.

       c.    The Faculty Member will perform additional services as may be required.



                                                                                                  15
     d.   The Faculty Member agrees to actively support and contribute to the efforts
          required to meet College and program accreditation standards and
          requirements.

     e.   Faculty Member will become familiar with the general administrative policies
          and requirements of the College as set forth in the Faculty Handbook. It is
          incumbent upon all members of the faculty to be familiar with all regulations
          relating to students as now published as well as those adopted from time to
          time by the Faculty and the Board of Trustees. The Faculty Member agrees to
          enforce all rules and regulations established by the College.

     f.       Faculty Member will be present at all classes and clinical practica for
          which the Faculty Member is responsible. Faculty Member will also be
          present at such times as are necessary to attend meetings, implement
          committee activities, maintain office hours, engage in academic advising, and
          other activities as necessary to fulfill other faculty responsibilities.

     g.   The Faculty Member agrees to consult with the Vice President, Academic
          Affairs concerning planned absences from the College, which may occur
          during scheduled school semesters.

3.   Term of Appointment. The period of appointment covers the approximate 10-
     month period as stated above. Faculty Member is expected to serve the entire
     time, with the exception of the holidays and sick leave as described above, for
     which Faculty Member will be compensated over a 12-month period as described
     above. The Faculty Member is required to be in attendance from August 1, 2006
     to May 31, 2007 except on those days, during the semester, when school is not in
     session.

4.   Termination. If for any reason, service ceases before the end of the academic
     year, Faculty Member's compensation shall cease with the last day of service.
     However, the Faculty member shall be entitled to receive from the College the
     prorated amount that has been earned by the Faculty Member up to the last day of
     service. College will pay out such amount over the remaining term of this
     Agreement in equal monthly installments. This Agreement may be terminated as
     follows:

     a.   This appointment may be terminated upon mutual written agreement of the
          parties;

     b.   This appointment may be terminated by the College for cause;

     c.   This appointment may be terminated by the College as described in the
          Policies Regarding Retention, Resignations and Non-Reappointment of
          Teaching Faculty;

     d.   This appointment may be terminated by the College for financial exigency.

16
Given the terms and conditions stated above, the Agreement for Appointment to the
Faculty of the College is offered and accepted.


Faculty Member                                   Date



Dean                                             Date



Vice President, Academic Affairs                 Date



President                                        Date

Adopted:     May, 1992
Revised:     Jan. 2004




                                                                         17
                              OUR LADY OF THE LAKE COLLEGE, INC.

                            AGREEMENT FOR 12-MONTH APPOINTMENT


«FirstName» «LastName», (hereinafter referred to as "Faculty Member") is hereby appointed to
the faculty of Our Lady of the Lake College, Inc. (hereinafter referred to as "College")
«Job_Listing» for the period extending from _June 1, 2006 to May 31, 2007 at an annual salary
of «New_Salary». The responsibilities and obligations of each of the parties are as follows:

1.   Compensation and Benefits.

     a.        Salary: Salary for the above mentioned time-frame shall be paid over a 12-month
               period commencing with the date of employment and extending over twenty-six (26)
               successive pay periods, each of which shall be two (2) weeks in length.

     b.        Benefits: Except as set forth in Section 1 (c), Faculty Member will be eligible to
               participate in all benefit plans sponsored by Our Lady of the Lake Regional Medical
               Center (hereinafter referred to as the "Medical Center") under the same terms and
               conditions as regular full-time employees of the Medical Center.

     c.        Vacation and Holidays: Faculty Member will receive twenty-one (21) paid vacation
               days per annum of continuous service. In addition, the following days are holidays:
               Good Friday, New Year's Day, Independence Day, Labor Day, Martin Luther King
               Day, Thanksgiving Day, the Friday following Thanksgiving Day, Christmas Day,
               Mardi Gras and Birthday.

2.   Faculty Member Duties. The Faculty Member will perform the duties inherent in the faculty
     role, as described in the attached position description, in accordance with the Mission of
     the College. Such duties will include but not be limited to the following:

     a.        The Faculty member will recognize and respect that College's commitment to
               diversity as well as the provisions of Ex Corde Ecclesiae the Ethical and Religious
               Directives for Catholic Services, and the FMOL Mission and Core Values.

     b.        The Faculty Member agrees to keep such records and make such reports as are
               required by the College.

     c.        The Faculty Member will perform additional services as may be required.

     d.        The Faculty Member agrees to actively support and contribute to the efforts required
               to meet College and program accreditation standards and requirements.

     e.        Faculty Member will become familiar with the general administrative policies and
               requirements of the College as set forth in the Faculty Handbook. It is incumbent
               upon all members of the faculty to be familiar with all regulations relating to students
               as now published as well as those adopted from time to time by the Faculty and the
               Board of Trustees. The Faculty Member agrees to enforce all rules and regulations
               established by the College.

          f.   Faculty Member will be present at all classes and clinical practica for which the
               Faculty Member is responsible. Faculty Member will also be present at such times
               as are necessary to attend meetings, implement committee activities, maintain office
18
               hours, engage in academic advising, and other activities as necessary to fulfill other
               faculty responsibilities.

            g. The Faculty Member agrees to consult with the Vice President, Academic Affairs
               concerning planned absences from the College which may occur during scheduled
               school semesters.

3.     Term of Appointment. The period of appointment covers the approximate 12-month period
       as stated above. Faculty Member is expected to serve the entire time, with the exception
       of the vacation, holidays, and sick leave as described above, for which Faculty Member
       will be compensated over a 12-month period as described above.

4.     Termination. If for any reason, service ceases before the end of the academic year,
       Faculty Member's compensation shall cease with the last day of service. However, the
       Faculty member shall be entitled to receive from the College the prorated amount that has
       been earned by the Faculty Member up to the last day of service. College will pay out such
       amount over the remaining term of this Agreement in equal monthly installments. This
       Agreement may be terminated as follows:

       a.      This appointment may be terminated upon mutual written agreement of the parties;

       b.      This appointment may be terminated by the College for cause;

       c.      This appointment may be terminated by the College as described in the Policies
               Regarding Retention, Resignations and Non-Reappointment of Teaching Faculty;

       d.      This appointment may be terminated by the College for financial exigency.

Given the terms and conditions stated above, the Agreement for Appointment to the Faculty of
the College is offered and accepted.



Faculty Member                                                  Date



Dean                                                            Date



Vice President, Academic Affairs                                Date



President                                                       Date
Adopted: May, 1992
Revised: Jan. 2004




                                                                                            19
                           OUR LADY OF THE LAKE COLLEGE, INC.
                              AGREEMENT OF APPOINTMENT
                                   ADJUNCT FACULTY


«FName» «LName», (hereinafter referred to as "Adjunct Faculty Member") is hereby appointed
to the faculty of Our Lady of the Lake College, Inc. (hereinafter referred to as the "College") as
an Adjunct Professor. The responsibilities and obligations of each of the parties are as follows:

1. Duties of the Adjunct Faculty Member: The Adjunct Faculty Member will perform the
   duties inherent in the faculty role, as described in the attached position description and as set
   forth below all in accordance with the Mission of the College.

     a.   The Adjunct Faculty Member will recognize and respect that College's commitment to
          diversity as well as the provisions of Ex Corde Ecclesiae the Ethical and Religious
          Directives for Catholic Services, and the FMOL Mission and Core Values.

     b.   The Adjunct Faculty Member agrees to keep such records and make such reports as are
          required by the College.

     c.   The Adjunct Faculty Member agrees to actively support and contribute to the efforts
          required to meet College and program accreditation standards and requirements.

     d.   The Adjunct Faculty Member will become familiar with the general administrative
          policies and requirements of the College as set forth in the Faculty Handbook. It is
          incumbent upon all members of the faculty to be familiar with all regulations relating to
          students as now published, as well as those adopted from time to time by the Faculty and
          the Board of Trustees. The Faculty Member agrees to enforce all rules and regulations
          established by the College.

     e.   The Adjunct Faculty Member will be present at all classes and clinical practica for which
          the Faculty Member is responsible. Other employment and activities will not be
          scheduled at times that the faculty member is expected to be at the College and will not
          interfere with the faculty member's responsibilities to the College.

     f.   The Adjunct Faculty Member is required to be in attendance from the first day of the
          semester through the last day of the semester (including final exams) except on those
          days, during the semester, when school is not in session.

     g.   The Faculty Member agrees to consult with the Division Director/Dean and the Vice
          President for Academic Affairs concerning planned absences from the College, which
          may occur during scheduled school semesters.

2.   The College: The College will pay the Adjunct Faculty Member «Salary» for the services to
     be provided under the Terms of this Agreement to be paid over a semester period
     commencing with the beginning of the academic semester and extending over successive pay
     periods, each of which shall be two weeks in length. Adjunct Faculty Members are not
     eligible for the following benefits: Group insurance, sick leave, and personal days.
20
3.    Term and Termination of Appointment: Term. The period of appointment is effective for the
      Fall 2006 academic semester. The Adjunct Faculty Member is expected to serve the entire
      length of the academic semester, with the exception of holidays.

      This Agreement may be terminated as follows:

      a.   This appointment may be terminated without prior notice upon mutual agreement, in
           writing by both parties.

      b.   This appointment may be terminated by the College for cause as described in the Policies
           Regarding Retention, Resignations and Non-Reappointment of Teaching Faculty.

      c.   The College may terminate this appointment at any time based on enrollment and staffing
           needs of the College and/or schedule changes initiated by the Adjunct Faculty Member.

      If this Agreement is terminated as set forth above, the Adjunct Faculty Member's
      compensation shall cease immediately.


Given the terms and conditions stated above, the Agreement for Appointment as an Adjunct
Faculty Member of Our Lady of the Lake College, Inc. is offered and accepted.


By:                                                                  Date:

Name:
Title: Adjunct Faculty Member


By:                                                                  Date:

Name:
Title: Dean


By:                                                                  Date:
Name: Beverly Farrell, Ph.D.
Title: Vice President for Academic Affairs


By:                                                                  Date:
Name: Sandra Harper, Ph.D.
Title: President


Adopted: January 2003
Revised: January 2004
                                                                                         21
     APPENDIX C

     Orientation Plan




22
                               OUR LADY OF THE LAKE COLLEGE
                                 NEW FACULTY ORIENTATION


The new faculty orientation at Our Lady of the Lake College is designed to introduce new full time, part
time and adjunct faculty members to the College and the appropriate School. Full time and part time
faculty members also attend an additional orientation at Our Lady of the Lake RMC. where they are
introduced to the facility, its mission and goals and employee benefits.

The general College orientation is held twice a year at the beginning of the Fall and Spring semesters.
The event is planned by the Office of Academic Affair and is scheduled from 9 am until 3 pm. The goals
of the new faculty orientation are to familiarize the new employee with the College, its Administration,
faculty and support system. Topics covered in the orientation include the history of the College, its
mission and goals, accreditation status and program offerings. The president of the faculty senate
presents the new faculty with senate by-laws and discusses the function of the senate. Next, the Registrar,
the directors of Admissions, Health and Safety, student services and the learning resources center, gives
presentations. A faculty handbook, student handbook, College catalog and safety and security booklet are
given to each new faculty member. The policies in the faculty handbook are summarized for the new
employees. After lunch, the new faculty members learn about the student information system, the
College web page, faculty e-mail and Blackboard.


Following the general College orientation the School’s Dean introduces each faculty member to the
appropriate School. The Dean or his/her appointee reviews and furnishes the faculty member with a job
description and the performance appraisal process. The appropriate Program Director or coordinator
introduces the new faculty member to the specific program, curriculum and course responsibilities. The
Dean assigns a faculty mentor to the new employee. The mentor familiarizes the faculty member with the
facilities and the faculty in the College and is available to answer questions that the new faculty member
may have throughout the semester.

Full time and part time faculty members attend an additional orientation at Our Lady of the Lake RMC,
where they are introduced to the facility, its mission and goals, general policies, employee benefits and
parking.


Procedure for New Faculty Orientation


General Faculty Orientation

    1. New Faculty Orientation is organized by the office of Academic Affairs and held in August and
       January.
    2. The orientation is scheduled from 9 am until 3 pm.
    3. Letters and agendas are sent to all new faculty members apprising them of the date, time and
       locations of the orientation.
    4. At the orientation faculty member sign a roster to document attendance.
    5. Faculty handbooks, student handbooks, College Catalogs and Safety and Security Booklets are
       distributed.
    6. At the end of the event, attendees complete an evaluation form. Evaluation data is used to
       improve the orientation process.



                                                                                                 23
Orientation to the Appropriate School

     1. The Dean of the School in which the faculty is employed, introduces the member to the
        appropriate department chair.
     2. The Dean or his/her designee reviews and furnishes the faculty member with a job description,
        performance appraisal (g/data/college/academic affairs/job description).
     3. The appropriate Program Director or coordinator introduces the new faculty member to the
        specific program, curricula and course responsibilities.
     4. The Dean assigns a faculty mentor to the new employee.
     5. The mentor familiarizes the faculty member with the facilities and the faculty in the College and
        is available to answer questions that the new faculty member may have throughout the semester.


Our Lady of the Lake RMC Orientation (Full time and Part time faculty only)

     1. Our Lady of the Lake RMC orientation is schedule by the recruiter in human resources.
     2. Topics include: mission and goals of the Medical center, general policies, benefits, parking and
        pertinent information relative to infection control, universal precautions, etc.




24
                             OUR LADY OF THE LAKE COLLEGE
                                 Orientation to the School
                             Dean and/or Appointee’s Checklist

Check the appropriate box:

    Introduces the member to the appropriate department chair.

    Reviews and furnishes the faculty member with a job description,
     performance appraisal (g/data/college/academic affairs/job description).

    Reviews the process and furnishes the faculty member with a performance
     appraisal (g/data/college/academic affairs/performance appraisal).

    Reviews the College workload policy.

    Introduces the new faculty member to the specific program, curricula and
     course responsibilities.

    Sets up a one-on-one meeting with the Campus Blackboard coordinator.

    Assigns a faculty mentor to the new employee.




_________________________________                     ______________________________
Faculty Member                                        Date




_________________________________                     ______________________________
Dean or Designee                                      Date

It is the responsibility of the new faculty member to sign this form and return it to the Office of
Academic Affairs during the first semester of employment.




                                                                                           25
                             OUR LADY OF THE LAKE COLLEGE
                                   Orientation to the School
                                     Mentor’s Checklist

Check the appropriate box:

      Meets College faculty and staff.

      Tours College facilities if requested.

      Familiarizes with eating arrangements

      Answers questions throughout the semester.




_________________________________                     ______________________________
Faculty Member                                        Date




_________________________________                     ______________________________
Mentor                                                Date




It is the responsibility of the new faculty member to sign this form and return it to the Office of
Academic Affairs during the first semester of employment.




26
                        OUR LADY OF THE LAKE COLLEGE
                         New Faculty Orientation Evaluation

  Check the column that indicates your opinion with regard to each statement.
  Complete the following using the following rating scale:

                           Strongly Agree (SA) – 4
                                      Agree (A) – 3
                                     Disagree (D) – 2
                                Strongly Disagree (SD) - 1

                                                                      S A A D SD
  1. I received adequate notification concerning the general
     college orientation.

  2. I have a good understanding of the philosophy, mission and
     Goals of the College.

 3. I have a good understanding of the accreditation status of the
    College.

  4. I was adequately introduced to the faculty senate.

  5. I have a good understanding of the function of the college
     registrar.

  6. I was adequately introduced to safety issues that I may incur
     at the College.

  7. I was adequately introduced to the procedure for handling
     students with disabilities.

  8. I have a good understanding of the function of the Learning
     Resource Center.

  9. The review of the faculty handbook and policies should be
      more detailed.
  10. The review of the College computer systems should be more
      detailed.


COMMENTS:




                                                                                27
        APPENDIX D

     Performance Appraisal




28
                                Our Lady of the Lake College
                                  Performance Appraisals
                                     Full Time Faculty

Directions for the Performance Appraisal Process:

1.    Each faculty member is provided with a 3 ring binder, which serves as a Dossier. The
      binder is divided into the following sections:


          Section I-- Performance Appraisal Forms
          Section II --Teaching
          1.     Course syllabi
          2.     Blackboard review form (Is all of the course material on Blackboard?)
          3.     Results of student evaluation forms
          4.     Peer review

          Section III ---Service
          1.     Advising – advising log
          2.     Committees
                 a. List of the committees
                 b. Minutes from committee meetings
          3.     Community service
          Section IV – Professional development
          1.     Attendance certificates
          2.     Brochures from meetings
          3.     Transcripts of courses
          Section V – Scholarship
          1.     Promotion in rank
          2.     Endowed proposal
          3.     Research

2.    Each faculty member meets with the appropriate Dean/ Director in May and present
      his/her goals for the up coming year. The faculty member and the Dean use these goals
      as guidelines to determine the specific percentages to be applied to each evaluation area
      for the up coming year. These percentages are flexible and can be re-evaluated
      throughout the year.



                                                                                       29
                                                                                             30


3.       During the up coming year, the faculty member assembles his/her Dossier to be presented
         at the May performance appraisal meeting with the Dean/Director.

                       OUR LADY OF THE LAKE COLLEGE
                             PERFORMANCE APPRAISAL


SECTION I – Forms (include these forms in this section)

        Performance Appraisal Score Form

        Faculty Goals and Plan




                                                                                              30
                                                                        Teaching Faculty ##




                                Our Lady of the Lake College
                                  Performance Appraisals
                                 Percentage Determination

School:                                       Faculty:

Semester:                                     Date:


Each school will determine the percentage range for the faculty. The faculty chooses the specific
percentage to be applied to each evaluation area. The maximum score in each evaluation area is
four. The product of the score and the percentage in each area is added to get the final
performance appraisal score.

Teaching :

           College percentage range       89.5 – 60 %    Average Score X %
                                                         Score
           School percentage range
           Faculty percentage

Service:

           College percentage range       23 – 7 %       Average Score X %
                                                         Score
           School percentage range
           Faculty percentage

Professional Development:

           College percentage range       9–1%           Average Score X %
                                                         Score
           School percentage range
           Faculty percentage

Scholarship:

           College percentage range       8 – 2.5 %      Average Score X %
                                          20 – 5%        Score
                                                                                       31
                                                                32


        School percentage range
        Faculty percentage

                                         Total Score:____________
_____________________________     ______________________________
Dean                              Faculty
                         SCHOOL of ________________
 FACULTY ACCOMPHISHMENTS AND PLANS for UPCOMING ACADEMIC YEAR
                        June       to May

       SPECIFIC PROFESSIONAL DEVELOPMENT ACCOMPLISHMENTS

Accomplishments:




                                                                32
                                                                  Teaching Faculty ##




Goals, Objectives or anticipated outcomes for the upcoming academic year:




Faculty Member                    Date         Program Director             DATE




                                                                               33
              34



Dean   Date




              34
                                                               Teaching Faculty ##


                                Our Lady of the Lake College
                                  Performance Appraisal


SECTION II – Teaching (include the following information)

      Workload

      Course syllabi

      Blackboard Usage form

      Student rating statistics for the Academic Year

      Peer Review

      Dean/Director’s Review




                                                                            35
                                                                                          36



SECTION II – Teaching
     Integrates the mission and core values into all aspects of courses and curricula.
      (Peers and Dean/director’s reviews/ student rating form, course evaluations)

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


     Instructional methodology or design (Blackboard Usage form/ peer review/student
      rating form, testing)

  1                    2                    3                    4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


     Content Expertise (Peers and Dean /director’s review)

  1                    2                    3                    4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


   Instructional Delivery skills (student rating form/Peer review)
  1               2                      3                    4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


   Course Management (submitting course information to the registrar on time,
    Blackboard usage, etc, Dean/director’s review)
  1             2                     3                  4
  (minimum performance) (low performance)   (high performance)   (maximum performance)



      Communicates effectively with the students in the course (contact information,
      office hours, grade appeal issues etc ).
  1                  2                     3                  4
  (very poor)        (poor)                (good)             (very good)


     Communicates effectively with school administration about the course (rescheduling
      or cancelling classes, student concerns, grade appeal issues, environmental needs,
      etc.)
  1                  2                    3                     4
  (very poor)        (poor)               (good)                (very good)


                                                                                          36
                                                                        Teaching Faculty ##


                                Our Lady of the Lake College
                                  Performance Appraisal


SECTION III – Service

      Advising log

      List of committees, level of participation (eg. chair) and minutes from the meetings

      Evidence of Community service

      Membership in professional organizations

      Level of participation in professional organizations
      __________________________
      ____________________________
      ___________________________
      __________________________




                                                                                        37
                                                                                                38


SECTION III – Service

        Models the Franciscan values of service, reverence, love for all life, joyfulness of
         spirit, humility and justice, and the spirit of Ex Corde Ecclesia

   1                     2                    3                      4
   (very poor)           (poor)               (good)                 (very good)


        Advising log (hours available)

   1                     2                    3                      4
   (6 hrs/month)         (10 hrs/month) (14 hours/month)      (18 hours/month)


        List of College committees, level of participation (e.g. chair)

   1                     2                    3                       4
   (2)                   (3)                  (4)             (3 + leadership)

        Evidence of community service (participation in projects/ service learning projects)

   1                     2                    3                      4
   (1 example)           (2 examples)         (3 examples)           (4 examples)


        Level of participation in professional organizations (membership, attends meetings,
         chair, officer etc)

   1                     2                    3                            4
   (membership) (regually attends meetings)   (communicaton work)    (leadership)




                                                                                                38
                                                                  Teaching Faculty ##



                                   Our Lady of the Lake College
                                     Performance Appraisal


SECTION IV – Professional development (include the following forms and information)

      List of meetings attended

      Attendance certificates or name(s) of meetings attended

      Brochures from meetings

      Transcripts of courses

      Professional Awards

      _______________

      _______________




                                                                                39
                                                                                             40



SECTION IV – Professional Development
     Advanced education (can be CEUs, College or institute courses)

  1                     2                      3                 4
  (5 CEU)               (13 CEU)     (1 course or 15 CEU) (≥ 2 courses or 30 CEU)


     List of professional meetings attended

  1                     2                      3                4
  (1 local per yr)      (> 1 local or 1 state) (> 2 meetings)   (1 national meeting)


     Participation in OLOL College professional development activities

  1                     2                      3                4
  (1 activity)          (2 activities)         (3 activities)   (≥ 4 activities)


     Participation in off-campus professional activities (awards, level , appropriateness
      to the field, attend exhibits, etc)

  1                     2                      3                4
  (1 activity)          (2 activities)         (3 activities)   (≥ 4 activities)




                                                                                             40
                                                              Teaching Faculty ##



                               Our Lady of the Lake College
                                 Performance Appraisal


SECTION V – Scholarship (include the following information)

      Title of the project

      Abstract

      Endowed professorship proposal

      Research proposal

      Grant proposal

      Internal project proposal
      _______________________________
      _____________________________
      _____________________________




                                                                           41
                                                                                              42


SECTION V – Scholarship

      Discovery ―inquiry that produces the disciplinary and professional knowledge that
       is at the very heart of academic pursuits‖ (Boyer).

      Integration ―inquiry that makes connections across the disciplines, placing the
       specialties in larger context, illuminating data in a revealing way, often education
       nonspecialists, too‖ (Boyer).

      Application ―inquiry where the emphasis is on the use of new knowledge in solving
       society’s problems‖ (Boyer).

      Teaching ―inquiry that produces knowledge to support the transfer of knowledge
       from the expert to the novice, building bridges between the teacher’s understanding
       and the student’s learning‖ (Boyer).

o Significance to the profession (quality of the literature review, publisher, journal,
  research question)

        1                        2                    3                   4
   (minimum performance) (low performance)   (high performance)   (maximum performance)



   Creativity (basic or applied research, research, statistical methods used,
   1                 2                    3                      4
   (minimum performance) (low performance)   (high performance)   (maximum performance)




o Peer-reviewed --quality of the review, which may include but is not limited to level, peer
  group and results?
  1                2                     3                   4
   (minimum performance) (low performance)   (high performance)   (maximum performance)



o Is published, presented or documented— quality of the document, which many include
  but is not limited to level, publication and content
  1                  2                      3               4
   (minimum performance) (low performance)   (high performance)   (maximum performance)




                                                                                              42
                                                                      Teaching Faculty ##


                           Our Lady of the Lake College
                             Performance Appraisals
                                 Adjunct Faculty

Directions for the Performance Appraisal Process:

1.    Each adjunct faculty member is required to provide the Chair/Dean with a manila
      folder containing the following information:

            Work load

            Course syllabi

            Blackboard Usage form

            Student rating statistics for the Academic Year

            Peer Review

            Dean/Chairs’s Review

2.    The Chair/Dean will complete the teaching evaluation and return it to the adjunct
      faculty member for signature. If the faculty member has any questions or
      concerns, he/she should contact the Chair or Dean.




                                                                                      43
                                                           44



                            Our Lady of the Lake College
                              Performance Appraisal


SECTION I – Teaching (include the following information)

      Work load

      Course syllabi

      Blackboard Usage form

      Student rating statistics for the Academic Year

      Peer Review

      Dean/Chair’s Review




                                                           44
                                                                      Teaching Faculty ##



SECTION I – Teaching
      Integrates the mission and core values into courses and curricula. (Peers and
       Dean/director’s reviews/ student rating form)

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


                    methodology or design (Blackboard Usage form/ peer
       Instructional
       review/student rating form)

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


      Content Expertise (Peers and Dean /director’s review)

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


      Instructional Delivery skills (student rating form/Peer review)

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)

      Course Management (submitting course information to the registrar on time,
       Blackboard usage, etc, Dean/director’s review)

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


      Communicates effectively with the students in the course (contact
       information, office hours, grade appeal issues etc ).

       1                        2                    3                   4
  (minimum performance) (low performance)   (high performance)   (maximum performance)


      Communicates effectively with school administration about the course
       (rescheduling or cancelling classes, student concerns, grade appeal issues,
       environmental needs, etc.)
       1                    2                     3                    4
  (minimum performance) (low performance)   (high performance)   (maximum performance)




COMMENTS:




                                                                                         45

								
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