McNeese State University

Section 2:
Core Requirements
2.1	2.2	2.3
2.4	2.5	2.6
2.7.1	2.7.2	2.7.3
2.7.4	2.8	2.9
2.10	2.11	2.12
Section 3:
Comprehensive Standards
3.1.1	3.2.1
3.2.2.1	3.2.2.2	3.2.2.3
3.2.2.4	3.2.3	3.2.4
3.2.5	3.2.6	3.2.7
3.2.8	3.2.9	3.2.10
3.2.11	3.2.12	3.2.13
3.2.14	3.3.1	3.4.1
3.4.2	3.4.3	3.4.4
3.4.5	3.4.6	3.4.7
3.4.8	3.4.9	3.4.10
3.4.11	3.4.12	3.4.13
3.4.14	3.5.1	3.5.2
3.6.1	3.6.2	3.6.3
3.7.1	3.7.2	3.7.3
3.7.4	3.7.5	3.8.1
3.8.2	3.8.3	3.9.1
3.9.2	3.9.3	3.10.1
3.10.2	3.10.3	3.10.4
3.10.5	3.10.6	3.10.7
Section 4:
Federal Requirements
4.1	4.2	4.3
4.4	4.5	4.6
4.7	4.8

McNeese State University
Compliance Plan for Reaffirmation

Section 3.2.9: Governance and Administration

Judgment of Compliance

Compliance

Partial Compliance

Non-compliance

Requirement

The institution defines and publishes policies regarding appointment and employment of faculty and staff.

Narrative

McNeese State University is in compliance with Comprehensive Standard 3.2.9.

The University publishes policies and procedures for appointment and employment of faculty and staff (both classified and non-classified staff) in the Civil Service Employee Handbook, the Faculty/Staff Handbook, and on the University home page. In addition to distributing detailed procedures and updates for hiring personnel, the Office of Human Resources posts and keeps current policies related to employment in several handbooks and on the Office of Human Resources webpage.

State and Governing Agency Oversight

Procedures governing appointment and employment of faculty and staff are subject to all applicable federal laws and regulations pertaining to employment in higher education, including requirements of the United States Equal Employment Opportunity Commission and the United States Department of Education. The University is also obligated by state mandate to subscribe to any and all laws and regulations relating to employment by the State of Louisiana. As a member of the University of Louisiana System, the University also subscribes to Louisiana System Board Rules regarding employment of faculty and administrators.

Office of Human Resources

Reporting to the Vice President of Special Services and Equity, the Human Resources Office supervises all employment practices. In the 2005 Master Plan/Progress Report,the Office of Human Resources identifies its mission as follows:

The Office of Human Resources is committed to providing excellence in leadership, direction, and assistance to faculty and staff of the University in all employment services from recruitment and selection of new employees through the retirement processing of people completing their careers. The staff promotes a positive work environment for University employees by proactive and creative problem solving and by providing continuous opportunity for growth and development. The department places a strong emphasis on supporting the teaching, research, and public service mission of the University.

The examples below illustrate information provided by the Office of Human Resources that is available to all University constituents on its webpage:

• Classified Civil Service Handbook and Faculty/Staff Handbook
• Hiring Plan
• List of available positions on campus
• University Organizational Chart
• Policies and Procedures:

• Violence Free Workplace Policy
• Campus Weapons Policy
• Diversity Awareness Policy
• Annual Evaluation Policy

• Employment Information
• Student Employment Information
• Insurance Information and Forms
• Retirement Information and Forms
• Holiday Schedule Listing Holidays and Forced Closure Days
• New Employee Orientation Information
• Training Workshop Information
• Black History Month Planning Conference Information

In addition to information provided in handbooks and on-line, new employees attend orientation meetings and periodic training meetings sponsored by the Office of Human Resources. Employees are notified of meetings and training workshops through the University listserve and through postings on the University homepage. The Office of Human Resources assures that policies are disseminated to all University constituents by offering periodic, mandatory training workshops for supervisory personnel. The Office of Human Resources also ensures that prospective employees understand the parameters of the jobs for which they may be applying by making available job descriptions for each position on campus. These job descriptions are on file in the Office of Human Resources.

The Civil Service Employee Handbook provides information that ensures that classified employees understand the organizational structure of the University:

University Organization and Control

McNeese State University is under the jurisdiction of the Board of Supervisors for the University of Louisiana System and Universities and the Louisiana Board of Regents. The Board of Supervisors appoints the president of the university, and upon his recommendation, all other employees. It establishes major management policies for the universities under its control. Civil Service personnel are subject to the rules and regulations of the State Civil Service Commission.

Serving under the president of the University are five vice- presidents who represent the following areas: Provost and Vice- President for Academic Affairs, Vice-President for Administrative and Student Affairs, Vice-President for Business Affairs, Vice- President for Development & Public Affairs; and Vice-President for Special Services and Equity (Civil Service Employee Handbook 6).

The Civil Service Employee Handbook also carefully defines policies regarding appointment of classified employees:

Initial Appointments and Requirements
Each classified position is filled in accordance with the rules and regulations of the Louisiana State Department of Civil Service. Before receiving an appointment, you must first meet the minimum qualification requirements of the position. When employed by the University, you are required to submit to Personnel a current application for state employment, an appointment affidavit, and Form I-9. If veteran's preference is claimed, a copy of military service discharge papers must be submitted. The Personnel Office will conduct a new employee orientation (Civil Service Employee Handbook 7).

Information regarding annual performance review, salaries, transfers, promotions, and the like are included in the handbook. Below is an excerpt that illustrates information regarding annual performance review of classified employees:

Performance and Planning
McNeese classified employees are to be given a yearly performance rating as per Chapter 10 of the Civil Service Rules and Regulations. The rules provide for a process whereby supervisors must conduct a Performance Planning session with all new employees within 30 days of hire. Six mandatory performance factors will be monitored and reviewed throughout the rating period. Within 60 days prior to the employee merit anniversary date, the supervisor will conduct a Performance Rating session. If the overall performance is satisfactory, the employee is eligible for merit pay increase, promotional opportunities, and in the case of a probational employee, permanent status. Additional information concerning this process can be obtained from the Personnel Office or by reviewing Chapter 10 of the Civil Service Rules and Regulations (Civil Service Employee Handbook 14).

Similarly, information regarding hiring policies, appointments, and employment of faculty (non-classified) is provided in the Faculty/Staff Handbook. Information ranging from credentialing requirements to tenure and promotion is provided in the handbook. The excerpt below illustrates the credential requirements for faculty:

202. Appointments
202.1. General [. . . ] All faculty appointments must be in accordance with the Principles of Accreditation: Foundations for Quality Enhancement, Commission on Colleges/Southern Association of Colleges and Schools, First Edition, December 2001.
Credential Guidelines:
Faculty teaching general education courses at the undergraduate level: doctor’s or master’s degree in the teaching discipline or master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate semester hours in the teaching discipline).
Faculty teaching associate degree courses designed for transfer to a baccalaureate degree: doctor’s or master’s degree in the teaching discipline or master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate semester hours in the teaching discipline).
Faculty teaching associate degree courses not designed for transfer to the baccalaureate degree: bachelor’s degree in the teaching discipline, or associate’s degree and demonstrated competencies in the teaching discipline.
Faculty teaching baccalaureate courses: doctor’s or master’s degree in the teaching discipline or master’s degree with a concentration in the teaching discipline (minimum of 18 graduate semester hours in the teaching discipline). At least 25 percent of the discipline course hours in each undergraduate major are taught by faculty members holding the terminal degree – usually the earned doctorate- in the discipline.
Faculty teaching graduate and post-baccalaureate course work: earned doctorate/terminal degree in the teaching discipline or a related discipline.
Graduate teaching assistants: master’s in the teaching discipline or 18 graduate semester hours in the teaching discipline, direct supervision by a faculty member experienced in the teaching discipline, regular in-service training, and planned and periodic evaluations.

Obligations and requirements relating to employment that are specific to adjunct faculty and graduate student teaching assistants are provided in the Visiting Lecturer Handbook, available online. Each department hiring adjunct and graduate student teaching faculty apprises new hires of the policies which govern classroom teaching and orient them before they begin teaching. The excerpt from the Visiting Lecturer Handbook below defining conditions of appointment is an example of the guidelines provided in this document:

Appointment as a visiting lecturer is dependent on departmental registration and may not be finalized until registration is completed. Appointment is a one-semester arrangement and does not imply that the same person will be employed to teach the course each time it is offered. All appointments or reappointments of VLs are made by the University with the understanding that the employment of the individual shall end unconditionally on the ending date indicated in the appointment letter.
Reappointments are made solely at the discretion of the University. VL appointments may be terminated at any time with cause. VLs holding employment in multiple departments must have approval of all appropriate administrative supervisors. VLs for whom English is a second language must demonstrate proficiency in oral and written communication prior to their appointment.

Guidelines regarding the hiring process, tenure and promotion, employment obligations, payroll, state regulations regarding such issues as nepotism and outside employment and federal and state guidelines affecting hiring practices are published as appropriate in Faculty/Staff Handbook and Civil Service Handbook. All documents are available in both paper and electronic copies through the University library or the University homepage.