2006-2007
FACULTY SENATE
The sixth
regular meeting of the 2006/2007
Tuesday, February 20, 2007, at 2:10
p.m. in the Mendenhall Student
Center Great Room.
I. Call to Order
II. Approval of Minutes
III. Special Order of the Day
A. Roll
Call
D. Kevin Seitz, Vice
Chancellor for Administration and Finance
E. Jim Smith, Provost and
Vice Chancellor for Academic Affairs
F. Mark Taggart, Chair of the Faculty
H. Election of Faculty
Officers Nominating Committee
According to ECU
Faculty Manual, Appendix A, Section
VIII.
IV. Unfinished Business
V. Report of Committees
A. Admission and Retention Policies Committee,
Wendy Sharer
Proposed revisions to the ECU Undergraduate Catalog, Section 5. Academic Regulations, relating
to Grade Points and Grade Point Average, Grade Replacement Policy, Warning and
Probation, and Special Readmission
(Forgiveness) Policy (attachment
2).
B. Educational Policies and Planning
Committee, Dale Knickerbocker
For Information Only:
Proposed addition of a concentration in biomedical
engineering for the BS Engineering, Department of Engineering, College of
Technology and Computer Science
C. Faculty Welfare Committee, David Lawrence
Proposed Revisions to ECU Faculty Manual, Part VI.I.J. Salary
Policies (attachment
3.)
Curriculum
matters contained in the minutes of the December
14, 2006, January
11, 2007, January
25, 2007, and February
8, 2007, meetings.
VI. New Business
Faculty
Senate Agenda
February
20, 2007
Attachment
1.
Commendation for
Catherine Rigsby, Chair of the Faculty, 2004-2006
WHEREAS,
Professor Catherine Rigsby served with honor as Chair of the Faculty for the
academic years of 2004-2005 and 2005-2006; and
WHEREAS,
Professor Catherine Rigsby has dedicated her time and much effort to activities
that benefit all faculty of East Caroling University, upholding the principles
of academic freedom and shared faculty governance; and
WHEREAS,
with Professor Catherine Rigsby’s oversight, revisions to at least 7 parts of
the Faculty Manual were successfully implemented and changes to at least ten
unit codes of operation were approved and implemented; and
WHEREAS,
Professor Catherine Rigsby helped to design and promoted the approval of more
than 9 significant changes to Appendices A, C, D, and L of the Faculty Manual;
and
WHEREAS,
Professor Catherine Rigsby assisted in gaining approval for more than 10 sets
of recommended curriculum changes across the institution; and
WHEREAS,
Professor Catherine Rigsby promoted and gained approval for revised General
Education Goals and Objectives; and
WHEREAS,
Professor Catherine Rigsby assisted in the approval of and implementation of
the Serious Illness and Disability Policy; and
WHEREAS, Professor
Catherine Rigsby was instrumental in the formation of the standing Academic
University Environment Committee that oversees issues of environmental concerns
for the entire campus community.
THEREFORE
BE IT RESOLVED that Professor Catherine Rigsby has served the faculty of
BE IT FURTHER
RESOLVED that the Faculty Senate commends Professor Catherine Rigsby for her
outstanding perseverance, professionalism, and energy devoted to serving the
faculty throughout her tenure as Chair of the Faculty.
BE IT
FURTHER RESOLVED that due to Professor Catherine Rigsby’s hard and work
dedication to the University, faculty at
BE IT
FURTHER RESOLVED that the Faculty Senate commends Professor Catherine Rigsby
for her achievements and exemplary leadership during her tenure as Chair of the
Faculty of East Carolina University.
Faculty Senate
Agenda
February
20, 2007
Attachment
2.
ADMISSION AND RETENTION POLICIES COMMITTEE REPORT
Proposed revisions to the ECU Undergraduate Catalog, Section 5.
Academic Regulations
The Committee proposes the following
changes to the undergraduate catalogue, to go into effect during the first
summer session of 2008. After discussion with the Registrar, we have selected
this implementation time frame for two reasons: First, delaying the
implementation will allow for two full semesters of experience with the new
Banner system (making the switch to the new Banner system and the new grading
system at the same time--Fall 2007--would not be advisable). Second,
implementing the new grading system in the 2008 summer sessions, rather than
during Fall 2008, will allow the Registrar’s Office to work out any problems
with the new grading system before the start of the busy fall semester.
1.
Propose
to replace the current text in the Undergraduate Catalog to read as follows:
(Additions are noted in bold
print and deletions are noted in strikethrough.)
“GRADE POINTS AND GRADE POINT AVERAGE
A grade
(quality) point system based on all hours attempted at
The following
grade symbols are currently in use for undergraduate courses:
Grade |
Meaning |
A |
Excellent |
A- |
|
B+ |
|
B |
Above Average |
B- |
|
C+ |
|
C |
Average |
C- |
|
D+ |
|
D |
Unsatisfactory |
D- |
|
F |
Failure—no credit given for course |
I |
Incomplete (granted for deficiency in quantity, not quality,
of work) |
N |
Audited |
Grade
points for a course are computed by multiplying the number of semester-hour credits
by the numerical values assigned to the letter grade received. Numerical values
for letter grades are as follows:
Letter Grade |
Numerical Value |
|
|
A |
4.0 |
A- |
3.7 |
B+ |
3.3 |
B |
3.0 |
B- |
2.7 |
C+ |
2.3 |
C |
2.0 |
C- |
1.7 |
D+ |
1.3 |
D |
1.0 |
D- |
0.7 |
F |
0* |
*Although
no grade points are given for a grade of F, the hours attempted are recorded
for each attempt of a given course. (See Grade Replacement Policy, below.) The GPA is then obtained by dividing the
total number of grade points earned by the total number of semester hours
attempted.”
The
following grade symbols are currently in use for all undergraduate courses: A-excellent,
B-good, C-average, D-barely passed, F-failed (Course must be repeated to secure
credit.), I-incomplete, N-audited. A grade of I is given for a deficiency in
quantity, not quality, of work. Grade points are computed by multiplying the
number of semester-hour credits by four for courses in which a grade of A is
earned, by three for a grade of B, by two for a grade of C, by one for a grade
of D. No grade points are given for a grade of F, but hours attempted are
recorded for each attempt of a given course. (See Grade Replacement Policy,
below.) The GPA is obtained by dividing the total number of grade points earned
by the total number of semester hours attempted.
2.
Propose
to replace the current text in the Undergraduate Catalog to read as follows:
(Additions are noted in bold
print and deletions are noted in strikethrough.)
“GRADE REPLACEMENT POLICY
A student
is permitted to use the Grade Replacement Policy a maximum of three times for
courses below 3000 in which he or she has earned a grade of D+, D, D-, or F.
For
example, a student may replace a grade in three different courses or may
replace a single course grade a maximum of three times or a combination thereof
not to exceed the limits of the policy. Approval to use the policy will not be
given if a student wishes to repeat a course after he or she has successfully
completed an advanced course covering the same or similar material, for
example, a course in the same academic discipline for which the repeated course
is a prerequisite.
To
replace a grade, the student should request a grade replacement on the grade
replacement form, register for the course during the registration period, and
submit the form to the Office of the Registrar.
For the
student to implement the policy, the form should be submitted no later than the
last day of classes of the semester in which the student retakes the course.
Although the original grade will not be used in determining the GPA of the
student, the original grade will remain on the student’s permanent academic
record and will be included in the calculation for consideration for honors.
The
replacement grade, or last grade, stands. Students receiving an F on the
replacement grade must repeat the course if credit is required for graduation. In the event that the original grade was a
D+, D, or D-, no additional credit hours will be awarded. In the event
that the original grade was a D, no additional credit hours will be awarded.”
3.
Propose
to replace the current text in the Undergraduate Catalog to read as follows:
(Addition is noted in bold
print and deletion is noted in strikethrough.)
“WARNING AND PROBATION
A student
will be placed on academic warning if his or her cumulative GPA is less than 2.0 2.00 but meets the minimum GPA required for his
or her retention period. A student will be placed on academic probation if he
or she does not meet the current academic eligibility standards. Students on
probation are required to meet with their advisor and attend an academic review
session conducted by the Academic Advising and
4.
Propose
to replace the current text in the Undergraduate Catalog to read as follows:
(Addition is noted in bold
print and deletion is noted in strikethrough.)
“Special
Readmission (Forgiveness) Policy
Students
who have been enrolled at another college or university since their last
enrollment at
Subsequent
GPAs of students readmitted under this policy will be computed without
inclusion of previous course work in which a grade below C C- was received; credit toward
graduation will not be allowed for such course work. However, this work will be
included in calculations for consideration for degrees with distinction.
A student
may be readmitted under the Forgiveness Policy only one time. Those readmitted
under this policy are on academic probation for the first 19 s.h. of attempted
course work. At the end of the term in which the nineteenth semester hour is
attempted, a minimum cumulative C average must have been earned at
Faculty Senate Agenda
February
20, 2007
Attachment 3.
FACULTY WELFARE COMMITTEE REPORT
Proposed Revisions to ECU Faculty Manual, Part
VI.I.J. Salary Policies
(Additions are noted in bold print and deletions are noted in strikethrough.)
“J. Salary Policies
1. General Information
Faculty annual
salaries are paid semimonthly. New employees receive the first check on the
last work day of September. Checks
are distributed to each department by special messenger in the morning on the 15th.
and last day of each calendar month. When the 15th or last day of a month falls on
a nonwork day for the business office, pay
distribution of checks will be made on the last work day prior to that
day. Arrangements may also be made
with the payroll office to have checks deposited in a local bank to the
faculty’s account. Salaries for summer term teaching are paid at after the close of each term. Faculty
are responsible for providing the Human Resources office with up-to-date tax
withholding information.
Federal income tax is
withheld on the basis of information furnished to the payroll office on US
Treasury Department Form W-4. It is the
responsibility of the employee to furnish the payroll office with a revised Form
W-4 if the number of withholding exemptions is changed due to deaths, births,
or other reasons. Since withholding
exemptions are applied to the regular salary of the individual, the withholding
tax on supplemental salaries for summer term, extension teaching, etc., must be
calculated without benefit of exemptions.
In January of each year, each employee will receive from the payroll
office receipts, US Treasury Department Form W-2 and NC Department of Revenue
Form NC-2 for income taxes withheld for the previous calendar year.
State income tax is
withheld on the basis of information furnished to the payroll office on North
Carolina Department of Revenue Form NC-4.
It is the responsibility of the employee to furnish the payroll office
with a revised Form NC-4 if the number of withholding exemptions is changed due
to deaths, birth, or other reasons. If
supplemental wages such as bonuses, commissions, or overtime pay are paid at
the same time as regular wages, the income tax to be withheld is determined as
if the aggregate of the supplemental and regular wages were in a single wage
payment for the regular payroll period.
2. Supplemental Pay
The UNC Board of
Governors has implemented a supplemental pay policy (UNC
Policy # 300.2.13). Supplemental pay is not a bonus for performance.
For a full-time member of the faculty, the salary approved by the
Chancellor is the full compensation to be expected during the period of
employment, regardless of the funding source. The period of employment is as
stated in the individual contract and includes all formal holidays and
interludes during which no classes are scheduled during the contract period. No
additional payments may be made for university duties that are generally
related to the position to which the individual is appointed.
Supplemental pay is not provided for service on university committees.
Criteria for Supplemental Pay: Except as allowed by this Policy, total
compensation paid cannot exceed the salary amount authorized for the
appointment period. Pursuant to the approval process outlined below, requests
for supplemental pay must be reviewed and approved by the appropriate vice
chancellor prior to the faculty
member commencing the activity that will generate the additional compensation.
● Total Compensation: A
faculty member’s total annual salary compensation from all university sources
(including overloads, summer school, one-time payments, distance learning,
etc.) may not exceed 4/3 or 133 1/3% of the annual nine-month base salary or
100% for a twelve-month employee during the twelve-month contract period. For
nine-month faculty, the period begins with the start of fall term and ends the
day before the start of the next fall term. For twelve-month faculty, the
period starts July 1 and ends June 30.
Variable supplements
awarded as part of the Clinical Faculty Compensation Plan are excluded from the
calculation of total annual salary compensation in the determination of the
above amounts.
● Less Than Full-time
Employees: Upon appropriate approvals, faculty with appointments of less than
full-time during an academic year or fiscal year can increase their commitment
up to full-time with additional compensation. However, in no event may the
effort of a faculty member exceed full-time commitment unless specifically
approved in advance by the appropriate vice chancellor; additional compensation
may not exceed full-time equivalency.
● Research/Creative
Activity: Normally, sponsored program activity occurring during the regular
academic year does not constitute extraordinary or exceptional effort that
qualifies for consideration of supplemental salary payment. It is expected that
such other proposed duties or tasks may require reduction in other planned
responsibilities of the faculty. For example, arrangements may be made for
reassigned time or research contract “buyouts” if faculty members are to
conduct sponsored program activities during the regular academic year.
Exceptions should be coordinated with the faculty member’s vice chancellor and
the Vice Chancellor for Research & Graduate Studies.
● Overloads: Overloads
should be limited. Compensation for overloads will be computed based on the
annual nine-month salary rate.
Full-time faculty
members may teach courses in distance education programs as a part of their
regular load. However, if instead they teach such courses on an overload basis,
they shall be limited to no more than one additional course per semester in
addition to their regular full-time, on-campus teaching load (UNC
Policy # 400.1.1.1[R] G.4.c). Prior to requesting overload
compensation, units must ensure that overloads are necessary and should reduce
assignments for non-instructional purposes if at all possible.
● Summer Compensation: No
overloads will be permitted during summer sessions. Regardless of the salary
source, total compensation received during the summer may not exceed
three-ninths of the previous year’s nine-month annual salary base rate.
● Work for ECU outside the
Home Unit: Prior approval from all involved administrative levels is required to
teach or perform other duties outside the faculty member’s home unit.
·
Special or Temporary Administrative
Assignments: Each special or temporary
administrative assignment should be reviewed and approved annually by the
appropriate vice chancellor.
● External Professional
Activities for Pay: In accordance with the UNC Board of Governors’ policy on
Conflicts of Interest and Commitment Affecting Faculty and Non-Faculty EPA
Employees (UNC
Policy # 300.2.2), sometimes faculty may engage in compensated
activities that are not a part of University employment. The policies covering Faculty
and Professional Staff income derived from external activities for pay are
governed by Part VI section V of the Faculty Manual. Individuals are
expected to comply with these policies that include seeking administrative
permission prior to the commencement of the activity and the filing of annual
conflict of interest statements at the end of the academic year. Moreover, such activities should not exceed
the equivalent of 8 hours/week during their duration. The External Professional
Activities for Pay forms are available at UNC
Policy #300.2.2.1[R].
·
Approval Request
Process: Requests for additional
compensation must be approved in writing prior to the time the faculty member
is to begin performing the additional duties.
The following steps
must be completed and documented before supplemental pay can be authorized:
a. The faculty member must submit
a written request stating the justification for supplemental pay in advance of
the start of the special assignment. The statement must clearly identify the
activities covered, the relationship of the activities to the employee’s regularly
assigned job responsibilities, the expected duration, and the basis for
determining the one-time or periodic supplemental payment.
b. The written request must be approved by the
faculty member’s immediate supervisor and then by the department head/chair. If
the request is for not more than 4/3 or 133 1/3% of the
annual nine-month base salary, the department head/chair's approval is
sufficient.
c. If the request is for more than 4/3 or 133 1/3 % of the annual nine-month base salary or for any employee
on a 12-month contract, it must be forwarded to each
of the next highest administrators until it reaches the appropriate vice
chancellor.
d. If approved by the appropriate vice
chancellor, the request must be forwarded to EPA Personnel Administration in
the Department of Human Resources for final review and processing.
e. Documentation of supplemental compensation
payments must be retained in the faculty member’s personnel file as maintained
by the approving vice chancellor.
f. Exceptions to this policy must be approved
by the faculty member's immediate supervisor, each of the next highest
administrators, and the appropriate vice chancellor in advance.”
For a full-time member of the
faculty or EPA professional staff, the salary approved by the Board of
Governors is the full compensation to be expected during the period of
employment. No additional payments may be made for university duties that are
generally related to the position to which the individual is appointed. The
period of appointment includes all formal holidays and interludes during which
no classes are scheduled.
Regardless of the salary source,
total compensation paid during the period of appointment cannot exceed the
salary amount authorized in the current academic salary increase document,
except for extraordinary situations that must be approved in advance by the
appropriate vice chancellor
Total
Compensation: An individual’s total annual salary compensation from all
university sources may not exceed 133% of the annual nine-month base salary or
100% for a twelve-month employee during the twelve-month contract period
without prior authorization from the appropriate vice chancellor.
Bonus amounts awarded to EPA or CSS
employees as part of the Clinical Faculty Compensation Plan or Management
Flexibility Act are not be included in the calculation of total annual salary
compensation in the determination of the above amounts.
Less Than Full-time
Employees: Upon appropriate approvals, individuals with appointments of less
than full-time during an academic year or fiscal year can increase their
commitment up to full-time with additional compensation. However, in no event
may the effort of an individual exceed full-time commitment unless specifically
approved in advance; additional compensation must be proportional to the base
salary rate and not exceed full-time equivalency unless specifically approved
in advance.
Research/Creative
Activity: It is expected that such other proposed duties or tasks may require
reduction in other planned responsibilities of the faculty or professional
staff member. For example, arrangements may be made for reassigned time or
research contract “buyouts” if faculty members are to conduct sponsored program
activities during the regular academic year. Sponsored program activity does
not normally constitute extraordinary or exceptional projects for consideration
for supplemental payment.
Overloads: Effective August 1, 2002, overload stipends
for any purpose should normally be limited to one per academic year and only
after the appropriate dean has granted prior approval and notified their
appropriate vice chancellor. Pay rates for non-distance education overloads
will be equated to the annual nine-month salary rate; i.e., pay per credit hour
for overloads may not exceed the per credit hour nine-month rate based on a
twelve credit hour per semester full-time basis.
As per
Administrative Memorandum 407, a second overload stipend for distance education
purposes may be granted during an academic year, but only after prior approval
from the appropriate vice chancellor. Units must ensure that overloads are
necessary and should reduce reassignments for non-instructional purposes if at
all possible prior to authorizing an overload stipend. It is preferable that
overloads be kept to a minimum and be granted no more than once per academic
year. Pay rates for distance education overloads may not exceed the published
rates for summer school.
Summer Overloads:
No overloads will be permitted during summer school sessions except in
extraordinary circumstances and with prior approval. Compensation from any and
all salary sources for summer employment may be arranged not to exceed
three-ninths of the previous year’s nine-month annual salary base rate. The pay rate from summer school funds and
distance education summer school courses will be based on a percentage of the
nine-month rate up to a published annual maximum per session. The specific rates may be obtained through
the office of the Provost.
Work for ECU
Outside the Home Unit: Prior approval to teach or perform other duties outside
the faculty member’s home unit is required from all involved administrative
levels.
Salary Conversion
Rate for Faculty Holding Twelve-month Appointments: The salary of a faculty
member holding a twelve-month appointment will be converted back to a
nine-month faculty salary at the rate of 9/11ths of his/her twelve-month base
salary. Exceptions to this pattern may occur based on individual based
negotiations depending on the level of the position, experience, and other
factors. The approval of the Chancellor is required for such conversions to
occur.
External Activities for Pay: The
policies covering Faculty and Professional Staff income derived from external
activities for pay are governed by Part VI. of the ECU Faculty Manual. Individuals are expected to comply with these
policies that include seeking prior administrative permission to the
commencement of the activity and the filing of annual conflict of interest
statements at the end of the academic year. The External Activities for Pay
forms and the Conflict of Interest Forms are available at www.aa.ecmedu/forms. (Faculty
Senate Resolution #03-14, March 2003)