Policy: To recognize educational achievements, full-time unclassified staff will receive a $500 base salary increase upon earning an initial master’s degree. Employees will not receive a salary increase for subsequent master’s degrees. The increase is not retroactive, unless otherwise specified, but becomes effective at the beginning of the fall or spring semester following that in…

At McNeese State University, each academic program is assigned a program coordinator who is academically qualified in the field or curricular area of concentration. Program coordinators work with faculty, department heads, and deans for curriculum development and review. Program coordinators must collect data and complete academic program assessment reports as required by the Office of…

McNeese complies with the Southern Association of Colleges and Schools Commission on Colleges Principles of Accreditation:  Foundations for Quality Enhancement standard 6.3, which states that “The institution publishes and implements policies regarding the appointment, employment, and regular evaluation of faculty members, regardless of contract or tenure status.” The University of Louisiana System Bylaws, Part Two, Chapter…

Expectations for Collegiality Collegiality refers to behavior that is professional, cooperative and respectful in a manner consistent with being a productive citizen of the department, college, and University. Collegiality applies across instruction, research, and service, and serves as one of several criteria related to job performance level, e.g. “satisfactory” or “unsatisfactory” level of performance. Non-collegial…

Purpose   Supplemental compensation may include pay to McNeese State University employees for conducting work arranged and paid through external agencies or grants or for conducting specialized work outside of normal duties paid through “sponsored programs” or entities external to the University.  Supplemental compensation in this policy does not refer to overtime work where an…

Purpose This policy serves as a guideline for expectations of summer employment for academic or nine-month department heads. The University policy for summer employment for department heads is as follows: Department heads are expected to perform all administrative duties if they are employed for the summer. Administrative workload shall be comprised of a 20-hour administrative…

PURPOSE   The purpose of this policy is to define procedures for termination of service at the University.  Termination of service procedures may vary depending upon category of employment.    Reference:    SECTION XV PROCEDURES   Resignation Letters of resignation by Faculty should be submitted to department heads early in the academic year to give…

Purpose   The purpose of this policy is to provide guidelines for storage and accessibility of official employee personnel files and employment and service related documents maintained within these files. Procedures   Official personnel files are stored in a secure manner for each University employee.  The Office of Human Resources and Student Employment maintains files…

General Overview of the Process for Promotion in Rank Promotion in rank is based on the faculty member’s achievement while at McNeese as well as his/her future potential for professional growth.  Promotion in rank carries an assumption for the faculty member’s increasing responsibility to serve the University mission with regard to teaching, research and service…

Each member of the academic staff is expected to enhance the learning environment through instruction, applied research, scholarly activity, and service that support the institutional mission. It is a basic principle that every member of the academic staff, of whatever rank, shall at all times be held responsible for competent and effective performance of his/her…