Minutes of Board of Regents of Stephen F. Austin State University. 2007, Volume No. 237

              Stephen F. Austin
State University
Minutes of the
Board of Regents
Nacogdoches, Texas
July 9 and 10,2007
Volume 237
TABLE OF CONTENTS
BOARD MINUTES FOR JULY 9 AND 10, 2007
VOLUME 237
Page
Monday, July 9,2007
Executive Session Items
Deliberations Concerning Security Personnel and Devices
Real Estate
Gifts and Donations
Report on Pending Litigation
Personnel Matters Regarding Specific University Employees
Tuesday, July 10,2007
Approval of Minutes
Board Order 07-28 3
Approval of April 23 and 24, 2007 Minutes
Administration
Board Order 07-29 4
Election of President
Board Order 07-30 4
Election of General Counsel
Board Order 07-31 4
Election of Director of Audit Services
Board Order 07-32 4
Election of Assistant to the Board of Regents
Personnel
Board Order 07-33 4
Faculty Appointments for 2007-2008 4
Staff Appointments for 2007-2008 7
Changes of Status for 2007-2008 8
Retirements 11
Tenure 11
Faculty Leave of Absence Without Pay 12
Holiday Schedule for 2007-2008 12
Academic and Student Affairs
Board Order 07-34 12
Small-Size Class List for Summer I 2007 12
Adoption of Intercollegiate Athletic Policy and Procedure Manual 13
Financial Affairs
Board Order 07-35 14
Adoption of Fiscal year 2007-2008 Budget 14
Approval of Construction Project Budgets and Authority to Seek THECB
Approval for Phase II Housing/Parking Garage Budget and Pattillo
Student Center Budget 14
Athletic Programs Insurance 15
Property, Boiler & Machinery, Inland Marine and General Liability Insurance 15
Asbestos Abatement Contracts to Arrow Services and ARC Abatement for FY08 16
Fuel Cards for Retail Gasoline Purchases 16
Purchase of Campus Emergency Alert System 16
Authority for Rule Changes to the Short term Loan Program 17
Building and Grounds
Board Order 07-36 18
Purchase of Property at 514 East Austin 18
Purchase of Property at 301 East Starr Avenue 18
Naming of Field House Room as William B. Lawton Room 18
Naming of Gerald and Candace Schlief Tennis Complex 19
Purchase of Water, Sanitary Sewer and Landfill Services 19
Purchase of Natural Gas 19
Construction of Tennis Complex: Timeline, Architect, Construction Manager at Risk ...20
University Policies and Procedures
Board Order 07-37 21
Policy Revisions 21
Amendment of Board Rules and Regulations, Section 2 21
Reports 21
• President
• Audit Services Report
• Faculty Senate
• Student Government Association
Appendices
Appendix 1 - Small-size Class Report for Summer 12007
Appendix 2 - AY 2006-2007 Faculty Workload Report Summary
Appendix 3 - HEF Allocations Proposed in FY 2007-2008 Budget
Appendix 4 - Legislation concerning Short Term Loans (SB 1232)
Appendix 5 - Policy Revisions
Agency Accounts (C-01.2)
AIDS and HIV Virus (D-l.l)
Authority to Act in the Absence of the President (D-7)
Compliance with the Americans with Disabilities Act (D-41)
Concurrent Enrollment Program (A-50)
Delegated Purchasing Authority (C-10)
Departmental Administration (E-10A)
Discrimination Complaints/Sexual Harassment (E-46)
Distinguished Professor Award (A-16)
Driver Certification (D-10)
Dual Employment (E-12)
Emergency Management Plan (D-l 1)
Employee Terminations and Transfers (E-18)
File Maintenance for Faculty Personnel Files (A-60)
Firearms, Explosives and Ammunition (D-l4)
Gift Reporting (C-15)
Gifts, Loans, Endowments, and Bequests (C-16)
Interagency and Interlocal Contracts (C-18)
Items Requiring Board Approval (D-20.5)
Library Gifts (A-25)
Outside Employment (E-35)
Performance Evaluation of Tenured Faculty (A-37.1)
Professional and Consultant Services (C-45)
Reduction in Force of Non-Academic Employees (E-41N)
Returned Checks (C-35)
Special Purchases (C-36)
Stone Fort Museum Collections (F-25)
Student Conduct Code (D-34.1)
Student Records (D-13)
Time Clock (E-51. IN)
Transfer Admission (A-44)
Transfer Credits (A-45)
University Logo/Seal (D-38)
University Web Development (D-45)
Vendor Protests (F-35)
Vendor Warrant Hold(C-48)
Stephen F. Austin State University
Minutes of the Meeting of the
Board of Regents
Nacogdoches, Texas
July 9 and 10,2007 (Meeting 237)
Austin Building 307
Monday, July 9,2007
The regular meeting of the Board of Regents was called to order at 8:00 a.m., Monday,
July 9, 2007, by Chair Valerie Ertz.
PRESENT:
Board Members:
President:
Vice-Presidents:
Ms. Valerie Ertz, Chair
Mr. Carlos Amaral
Mr. Richard Boyer
Mr. James Dickerson
Mr. Bob Garrett
Mr. Joe Max Green
Mr. Paul Pond
Mr. James Thompson
Ms. Stephanie Tracy
Mr. Melvin White
Dr. Baker Pattillo
Dr. Richard Berry
Mr. Danny Gallant
Mr. Steve Westbrook
General Counsel: Ms. Yvette Clark
Other SFA administrators, staff, and visitors
Chair Ertz introduced the newly appointed members of the board and assigned them to
committees:
Mr. Carlos Z. Amaral will serve on the Building and Grounds Committee.
Mr. James H. Dickerson will serve on the Academic and Student Affairs
Committee.
Mr. John R. "Bob" Garrett will serve on the Finance/Audit Committee.
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The Building and Grounds Committee convened at 8:02 a.m. and adjourned at 8:19 a.m.
The Finance/Audit Committee convened at 8:20 a.m. and adjourned at 10:10 a.m. The
Academic and Student Affairs Committee convened at 10:25 a.m. and adjourned at 11:33
a.m. The board recessed for lunch and a tour of the KFCfacility, which will be renovated
to house the DeWitt School of Nursing, and a tour of the Student Recreation Center
construction site.
Reconvening at 2:58 p.m. in open session, the chair called for an immediate executive
session to consider the following items:
DELIBERATIONS CONCERNING SECURITY PERSONNEL AND DEVICES
Discussion of Security Personnel and Devices (Texas Government Code, Section
551.076)
• Follow up on previous audit: Bursar Internal Controls
• TAC 202 Information Security Review
• Campus Security
REAL ESTATE
Deliberations Regarding the Purchase, Exchange, Lease, Sale or Value of Real
Property (Texas Government Code, Section 551.072), including possible real estate
purchases.
GIFTS AND DONATIONS
Deliberations Regarding Negotiated Contracts for Prospective Gifts or Donations
(Texas Government Code, Section 551.073), including possible naming opportunities.
REPORT ON PENDING LITIGATION
Consultation with Attorney Regarding Legal Advice on Tuition and Fee Legislation
or Pending and/or Contemplated Litigation or Settlement Offers, including but not
limited to Flynn vs. SFASU (Texas Government Code, Section 551.071)
PERSONNEL MATTERS REGARDING SPECIFIC UNIVERSITY EMPLOYEES
Consideration of Individual Personnel Matters Relating to Appointment,
Employment, Evaluation, Assignment, Duties, Discipline, or Dismissal of an Officer
or Employee, including but not limited to Softball Coach, Coordinator of Special
Projects, Provost and Vice President for Academic Affairs, Vice President for
Finance and Administration, Associate Vice President for Alumni Affairs, General
Counsel, Director of Audit Services, Assistant to the Board, and the President (Texas
Government Code, Section 551.074)
The executive session ended at 6:35 p.m. and the board recessed for the day, with no
further action.
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Tuesday, July 10,2007
The chair reconvened the board meeting in open session at 9:00 a.m. on Tuesday, July
10,2007.
PRESENT:
Board Members:
President:
Vice-Presidents:
Ms. Valerie Ertz, Chair
Mr. Carlos Amaral
Mr. Richard Boyer
Mr. James Dickerson
Mr. Bob Garrett
Mr. Joe Max Green
Mr. Paul Pond
Mr. James Thompson
Ms. Stephanie Tracy
Mr. Melvin White
Dr. Baker Pattillo
Dr. Richard Berry
Mr. Danny Gallant
Mr. Steve Westbrook
General Counsel: Ms. Yvette Clark
Other SFA administrators, staff, and visitors
The chair welcomed guests to the board meeting and called upon Regent Green to lead
the pledge to the flags. Regent White provided the invocation.
Texas District Court Judge Campbell Cox II administered the oath of office to newly
appointed board members, Carlos Amaral, James Dickerson, and John R. uBob" Garrett.
APPROVAL OF MINUTES
Board Order 07-28
Upon motion by Regent Green, seconded by Regent Thompson, with all members voting
aye, it was ordered that the minutes of the April 23 and 24, 2007, meetings be approved.
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ADMINISTRATION
Board Order 07-29
Upon motion by Regent Ertz, seconded by Regent Green, with all members voting aye, it
was ordered that Baker Pattillo be reappointed as president of the university with an
annual salary of $250,238, effective September 1, 2007.
Board Order 07-30
Upon motion by Regent Ertz, seconded by Regent Thompson, with all members voting
aye, it was ordered that Yvette Clark be reappointed as general counsel with an annual
salary of $121,791, effective September 1, 2007.
Board Order 07-31
Upon motion by Regent Ertz, seconded by Regent White, with all members voting aye, it
was ordered that Gina Oglesbee be reappointed as director of audit services with an
annual salary of $80,279, effective September 1, 2007.
Board Order 07-32
Upon motion by Regent Ertz, seconded by Regent Thompson, with all members voting
aye, it was ordered that Judy Buckingham be reappointed as assistant to the board with an
annual salary of $38,535, effective September 1, 2007.
PERSONNEL
Board Order 07-33
Upon motion by Regent Thompson, seconded by Regent Green, with all members voting
aye, it was ordered that the following personnel items be approved.
FACULTY APPOINTMENTS FOR 2007-2008
Business
Esther Bunn, Lecturer of Accounting, M.P.A. (Stephen F. Austin State
University), at a salary of $33,128 for 100 percent time for nine months, effective
August 21, 2007.
Mikhail Kouliavtsev, Assistant Professor of Economics and Finance, Ph.D. (Temple
University), at a salary of $70,000 for 100 percent time for nine months, effective
August 21, 2007.
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Ryan Phelps, Assistant Professor of Economics and Finance, M.A. (University of
Kentucky), at a salary of $70,000 for 100 percent time for nine months, effective
July 9, 2007, contingent upon completion of doctorate by September 1, 2009.
Bruce Runyan, Assistant Professor of Accounting, Ph.D. (Texas A&M University),
at a salary of $95,000 for 100 percent time for nine months, effective August 21,
2007.
Education
Carol Bradley, Instructor of Human Sciences, M.A. (University of Texas), at a
salary of $47,000 for 100 percent time for nine months, effective September 1,
2007, contingent upon completion of doctorate by May 31, 2013.
Melanie Brister, Clinical Instructor of Human Services, M.S. (Stephen F. Austin
State University), at a salary of $47,000 for 100 percent time for nine months,
effective September 1, 2007.
Eric Jones, Assistant Professor of Kinesiology, Ph.D. (University of Alabama), at a
salary of $47,500 for 100 percent time for nine months, effective August 23, 2007.
Mary Pile, Instructor of Human Sciences, M.S. (Stephen F. Austin State
University), at a salary of $46,000 for 100 percent time for nine months, effective
September 1, 2007, contingent upon completion of doctorate by May 31, 2013.
Donna Pharris, Instructor of Human Sciences, M.S. (University of Houston), at a
salary of $47,000 for 100 percent time for nine months, effective September 1,
2007, contingent upon completion of doctorate by May 31, 2013.
Leonard Thornton, Assistant Professor of Kinesiology and Health Science, Ph.D.
(Texas A&M University), at a salary of $50,000 for 100 percent time for nine
months, effective August 22, 2007.
Fine Arts
Neal Cox, Visiting Assistant Professor of Art, M. A. (University of Texas), at a
salary of $42,000 for 100 percent time for nine months, effective September 1,
2007.
Addison Himes, Dean of College of Fine Arts and Professor of Music, Ph.D.
(University of North Texas), at a salary of $125,000 for 100 percent time for 12
months, effective September 1, 2007.
David Howard, Associate Director of Choirs and Instructor of Music, M.M.
(University of Central Oklahoma), at a salary of $43,000 for 100 percent time for
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nine months, effective August 21, 2007, contingent upon completion of doctorate
by September 1,2008.
Michelle Rozic. Assistant Professor of Art, B.F.A. (Columbus College of Art and
Design), at a salary of $42,000 for 100 percent time for nine months, effective
September 1, 2007, contingent upon completion of M.F.A. by August 31, 2007.
Scott Shattuck, Director of School of Theatre and Associate Professor of Theatre,
M.F.A.(University of Texas), at a salary of $90,000 for 100 percent time for 12
months, effective September 1, 2007.
Liberal and Applied Arts
Frances Bontempo, Visiting Assistant Professor of Psychology, Ph.D. (Ohio State
University), at a salary of $40,000 for 100 percent time for nine months, effective
August 27, 2007.
Ericka Hoagland, Assistant Professor of English and Philosophy, Ph.D. (Purdue
University), at a salary of $43,000 for 100 percent time for nine months, effective
August 23, 2007.
Brian Murphy, Dean of the College of Liberal and Applied Arts and Professor of
Political Science, Ph.D. (Miami University), at a salary of $125,000 for 100
percent time for 12 months, effective July 1, 2007.
Manuel Rilo, Assistant Professor of Modern Languages, B.A. (University of
Miami), at a salary of $43,000 for 100 percent time for nine months, effective
August 23, 2007, contingent upon completion of doctorate by August 31, 2007.
Jeffery Roth, Assistant Professor of Geography, Ph.D. (University of Oklahoma),
at a salary of $43,000 for 100 percent time for nine months, effective August 21,
2007.
Elizabeth Tasker, Assistant Professor of English and Philosophy, Ph.D. (Georgia
State University), at a salary of $43,000 for 100 percent time for nine months,
effective August 23, 2007.
Sciences and Mathematics
Michael Collyer, Assistant Professor of Biology, Ph.D. (North Dakota State
University), at a salary of $45,000 for 100 percent time for nine months, effective
September 1,2007.
Anita Johnson, Clinical Instructor of Nursing, M.S. (University of Texas), at a
salary of $54,000 for 100 percent time for nine months, effective August 20,
2007.
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STAFF APPOINTMENTS FOR 2007-2008
Athletics
Meredith Dovle. Assistant Coach Women's Basketball at a salary of $6,500 for
100 percent time for three months, effective June 4, 2007.
Douglas Karleskint Assistant Coach Men's Basketball at a salary of $5,700 for
100 percent time for three months, effective May 21, 2007.
Ulric Maligi, Assistant Coach Men's Basketball at a salary of $9,800 for 100
percent time for three months, effective May 28, 2007.
Campus recreation
Jane Ross, Campus Recreation Coordinator of Promotions at a salary of $35,000
for 100 percent time for 12 months, effective June 18, 2007.
Development
Zykia M. Sam, Telephone Outreach Program Supervisor at a salary of $29,854 for
100 percent time for 12 months, effective May 14, 2007.
Education ^
Casey Perry, Clinical Audiologist in Human Services at a salary of $70,000 for
100 percent time for 12 months, effective July 18, 2007.
Fine Arts
Ron Worth, Keyboard Technician at a salary of $40,000 for 100 percent time for
12 months, effective June 1, 2007.
Information Technology Services
Tristan Adams, Programmer Analyst I at a salary of $32,000 for 100 percent time
for 12 months, effective May 21, 2007.
Public Affairs
David Michael Hutson, Videographer at a salary of $30,000 for 100 percent time
for 12 months, effective April 30, 2007.
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Purchasing and Inventory
Michael S. Allen, Assistant Coordinator HUB/System Specialist at a salary of
$35,000 for 100 percent time for 12 months, effective March 19, 2007.
Telecommunications and Networking
Monica Martinez, Security Support Specialist II, at a salary of $48,000 for 100
percent time for 12 months, effective July 2, 2007.
CHANGES OF STATUS FOR 2007-2008
Academic Affairs
Richard Berry, from Associate Provost and Vice President for Academic Affairs
at a salary of $131,940 for 100 percent time for 12 months, to Interim Provost and
Vice President for Academic Affairs at a salary of $145,000 for 100 percent time
for 12 months, effective July 2, 2007.
Admissions
William Barnes-Cox, from Admissions Counselor at a salary of $29,795 at 100
percent time for 12 months, to Coordinator of Enrollment Management at a salary
of $34,006 for 100 percent time for 12 months, effective May 1, 2007.
Kimberlv Lower, from Admissions Counselor at a salary of $29,798 for 100
percent time for 12 months, to Assistant Director of Admissions at a salary of
$42,785 for 100 percent time for 12 months, effective June 1, 2007.
Education
Dixie Mercer, from Associate Professor of Human Services at a salary of $53,016
for 100 percent time for nine months, to Professor and Chair of Human Services
at a salary of $95,000 for 100 percent time for 12 months, effective September 1,
2007.
Lisa Mize. from Associate Professor of Human Services and Interim Associate
Dean of Education at a salary of $60,272 for 100 percent time for nine months, to
Associate Professor and Associate Dean of Education at a salary of $73,000 for
100 percent time for 11 months, effective September 1, 2007.
Finance and Administration
Danny Gallant, from Associate Vice President for Budget and Finance at a salary
of $92,600 for 100 percent time for 12 months, to Interim Vice President for
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Finance and Administration at a salary of $125,000 for 100 percent time for 12
months, effective July 3, 2007.
Fine Arts
David Campo, from Instructor of Music at a salary of $51,431 for 100 percent time for
nine months, to Assistant Professor of Music at a salary of $53,141 for 100 percent time
for nine months, effective September 1, 2007.
John GoodalK from Interim Dean of Fine Arts and Professor of Music at a salary of
$90,200 for 100 percent time for 12 months to Associate Dean of Fine Arts and
Professor of Music at a salary of $90,000 for 100 percent time for 12 months and
Interim Director of the School of Art with an additional stipend of $1,111 per month
for interim duties, effective September 1, 2007.
David Lewis, from Director of the School of Art and Associate Professor of Art at a
salary of $90,054 for 100 per time for 12 months, to Associate Professor of Art at a
salary of $57,865 for 100 percent time for nine months, effective September 1, 2007.
Human Resources
Aurora Martinez, from Human Resources Representative at a salary of $39,600
for 100 percent time for 12 months, to Benefits Coordinator at a salary of $39,600
for 100 percent time for 12 months, effective April 1, 2007.
John Wyatt from Employee Relations Specialist at a salary of $24,510 for 100
percent time for 12 months, to Human Resources Representative at a salary of
$34,510 for 100 percent time for 12 months, effective April 1, 2007.
Liberal And Applied Arts
Charles Abel from Chair and Associate Professor of Political Science, Geography
and Public Administration at a salary of $90,000 for 100 percent time for 11
months, to Chair and Associate Professor of Political Science, Geography and
Public Administration and Chair of Criminal Justice at a salary of $90,000 for 100
percent time for 11 months, effective September 1, 2007.
Freddie Avant from Professor of Social Work at a salary of $82,620 for 100
percent time for eleven months, to Director/Associate Dean and Professor of
Social Work at a salary of $102,000 for 100 percent time for 11 months, effective
August 1,2007.
Linda Harris from Lecturer of Social Work at a salary of $51,763 for 100 percent
time for nine months to Clinical Instructor of Social Work at a salary of $51,763
for 100 percent time for 10 lA months, effective September 1, 2007.
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Wanda Mouton. from Associate Professor of Communication at a salary of
$56,533 for 100 percent time for nine months, to Interim Chair of Communication
and Associate Professor at a salary of $56,533 for 100 percent time for nine
months, with an additional stipend of $1,111 per month for the "interim" duties,
effective September 1, 2007.
Elizabeth Spradley, from Lecturer of Communication at a salary of $26,000 for
100 percent time for nine months, to Instructor of Communication at a salary of
$37,000 for 100 percent time for nine months, effective September 1, 2007,
contingent upon completion of Ph.D. by December 31, 2012.
Robert Spradlev, from Lecturer of Communication at a salary of $24,127 for 100
percent time for nine months to Assistant Professor of Communication at a salary
of $45,000 for 100 percent time for nine months, effective September 1, 2007,
contingent upon completion of Ph.D. by August 31, 2012.
James Standlev, from Dean of Liberal and Applied Arts and Professor of Criminal
Justice at a salary of $127,017 for 100 percent time for 12 months, to Professor of
Sociology at a salary of $76,520 for 100 percent time for nine months, effective
September 1,2007.
Jerry Williams, from Chair and Professor of Sociology at a salary of $72,229 for
100 percent time for 11 months to Chair and Professor of Sociology and Interim
Chair of English and Philosophy at a salary of $72,229 for 100 percent time for 11
months, with an additional stipend of $1,111 per month for the interim duties,
effective September 1, 2007.
Library
Sean Bibby, from Digital Projects Specialist at a salary of $15,000 for 50 percent
time for 12 months, to Digital Projects Specialist at a salary of $30,000 for 100
percent time for 12 months, effective March 27, 2007.
Melissa Boiles, from Program Director of Library A.A.R.C. at a salary of $34,329
for 100 percent time for nine months, to Program Director and Interim Director of
Library A.A.R.C. at a salary of $34,329 for 100 percent time for nine months,
with an additional stipend of $400 per month for the interim duties, effective July
9, 2007.
President's Office
Charlotte Sullivan, from Government Information Officer at a salary of $17,000
for 49 percent time for five months to Coordinator of Special Projects at a salary
of $90,000 for 100 percent time for 12 months, effective August 15, 2007.
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Student Affairs
Charles Hueben from Assistant Director of Student Activities at a salary of
$39,531 for 100 percent time for 12 months to Assistant Director of Student Life
at a salary of $45,531 for 100 percent time for 12 months, effective June 1, 2007.
Michael Preston, from Assistant Director of Student Affairs at a salary of $48,788
for 100 percent time for 12 months to Director of Student Life at a salary of
$54,788 for 100 percent time for 12 months, effective June 1, 2007.
Samuel Smith, from Director of Student Center at a salary of $82,000 for 100
percent time for 12 months to Director of Student Services and the Student Center
at a salary of $88,000 for 100 percent time for 12 months, effective June 1, 2007.
Telecommunications and Networking
Jason Lisenby, from Support Specialist II at a salary of $28,897 for 100 percent
time for twelve months, to Manager Student Technical Support at a salary of
$44,000 for 100 percent time for twelve months, effective April 23, 2007.
University Affairs
Shelly Lackey, from Assistant Director of Student Affairs Operations at a salary
of $60,937 for 100 percent time for 12 months to Director of Divisional
Operations at a salary of $60,937 for 100 percent time for 12 months, effective
June 1,2007.
RETIREMENTS
James Howard, Associate Professor of Economics & Finance, effective May 31,
2007.
Clarence Bahs, Director of School of Theatre, effective August 31, 2007.
Susan Ormsby, Professor of Accounting, effective August 31, 2007.
Debra Bankston, Lecturer of Human Services, effective August 31, 2007.
TENURE
Academic tenure was awarded to the following individuals, effective fall semester 2007.
Dr. Brian Murphy Political Science, Geography and Public Administration
Dr. A.C. Himes Music
Mr. Scott Shattuck Theatre
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FACULTY LEAVE OF ABSENCE WITHOUT PAY
The faculty leave of absence without pay for Dr. Tracy Johnson, which was granted on
April 24, 2007 for one year beginning in fall 2007, was withdrawn.
HOLIDAY SCHEDULE FOR 2007-2008
The following holiday schedule for 2007-2008 was approved:
September 3
November 22 and 23
December 24, 25, 26, 27
December 28 and 31 (employees take vacation or comp time as energy conservation days)
January 1
March 10, 11,12,13
March 14 (employees take vacation or comp time as an energy conservation day)
May 26
July 4
This holiday schedule will allow SFA to be closed for Labor Day, 2 days at
Thanksgiving, 6 working days at Christmas, New Year's Day, 5 working days at Spring
Break, Memorial Day, and Independence Day, which totals seventeen days. Employees
will be required to take two days of vacation or compensatory time on December 28 and
31 and one day of vacation or compensatory time on March 14 in order to achieve energy
conservation during those periods.
ACADEMIC AND STUDENT AFFAIRS
Board Order 07-34
Upon motion by Regent Boyer, seconded by Regent Green, with all members voting aye,
it was ordered that the following academic and student affairs items be approved.
SMALL-SIZE CLASSES SUMMER I 2007
Whereas, the following was considered by the board of regents: Coordinating Board
rules require that all regular organized undergraduate classes with fewer than ten students
enrolled and regular graduate classes with fewer than five students enrolled be approved
by the board of regents. Under policies established by the board, such classes can only be
taught for specific reasons, such as the course being needed for students to meet
graduation requirements, etc. Courses for Summer 12007 are listed in Appendix 1.
Therefore, the Summer 12007 small-size class list was approved, as listed in Appendix
1.
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ADOPTION OF INTERCOLLEGIATE ATHLETIC POLICY AND PROCEDURE
MANUAL
Whereas, the following was considered by the board of regents: In accordance with
NCAA requirements, the university adopted an Intercollegiate Athletic Policy and
Procedure Manual in 1994. This policy manual is reviewed annually and approved by the
board in its July meeting. Minor policy and/or procedure changes have occurred since the
July 2006 revision.
Therefore, the revisions to the Athletic Policy and Procedure Manual were approved as
presented.
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FINANCIAL AFFAIRS
Board Order 07-35
Upon motion by Regent Thompson, seconded by Regent White, with all members voting
aye, the following financial affairs items were approved.
ADOPTION OF FISCAL YEAR 2007-2008 BUDGET
Whereas, the following was considered by the board of regents: The annual operating
budget is brought to the board of regents for approval in the July board meeting. The
proposed 2007-08 budget focuses on student and employee initiatives, and includes major
increases in scholarships, a 3% salary increase merit pool for faculty and staff, an
increase for faculty promotions, a classified and non classified pay plan upgrade, and an
increase in faculty development funding. A detailed HEF allocation is included as a part
of the budget (see Appendix 3). Budget summaries were provided to the regents prior to
the meeting.
Therefore, the operating budget for the 2007-2008 fiscal year totaling $189,470,936
was adopted as presented.
APPROVAL OF CONSTRUCTION PROJECT BUDGETS AND AUTHORITY TO
SEEK THECB APPROVAL FOR PHASE II HOUSING/PARKING GARAGE
BUDGET AND PATTILLO STUDENT CENTER BUDGET
Whereas, the following was considered by the board of regents: In previous board
meetings, authority was given for construction projects, but specific project budget limits
were not established. Revised Policy D-20.5, Items Requiring Board of Regents
Approval, requires approval of project budgets by the board of regents. The following
projects include education and general and auxiliary construction activity.
* These two projects were authorized individually by the Texas Higher Education
Coordinating Board with estimated budgets. Although they did not exceed the 10%
allowable threshold in the aggregate, the residence hall did exceed, while the parking
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garage was underspent. Revisions to these two projects need to be taken to the THECB
Strategic Planning Committee.
**This project also exceeds the 10% allowable coordinating board threshold and will be
taken back for additional approval.
Therefore, construction project budgets listed above were approved at these budget
limits. Sources of funds will include remaining bond proceeds, available HEF, interest
income, budgeted cost savings, additional revenues, and fund balance. Authorization was
given to seek THECB project approval for the revision in budgets between the two Phase
II projects Phase II projects ($33,850,000 for the Phase II residence hall and $4,458,127
for the Phase II parking garage) and $33,500,000 for the Pattillo Student Center project
budget.
ATHLETIC PROGRAMS INSURANCE
Whereas, the following was considered by the board of regents: The NCAA provides
catastrophic coverage for injuries that exceed $75,000. Three years ago the university
solicited proposals and awarded a contract for a self-insured retention plan for athletic
medical excess insurance to cover injuries below the NCAA coverage threshold. An
award was made with 2 years of renewal. Expenditure over the 3-year period has been
$105,750 for premium and administration fees, and $341,000 toward Self-Insured
Retention.
Therefore, the university was authorized to continue the RFP process for athletic
medical excess insurance and to compare proposals to determine which method or
combination of coverage provides the best value to the university. The source of funding
will be auxiliary funds. Approval was given to secure coverage for the 2007-2008 athletic
season with options to renew for two additional years, and the president was authorized
to sign the contract.
PROPERTY, BOILER & MACHINERY, INLAND MARINE AND GENERAL
LIABILITY INSURANCE
Whereas, the following was considered by the board of regents: The university is
currently utilizing agent services of USI Southwest for property, boiler & machinery,
inland marine and general liability insurance, and has exhausted all renewal options from
the last solicitation. FY07 expenditures for these policies total $527,418. A new
solicitation has been issued.
Therefore, the university was authorized to continue the RFP process for property,
boiler & machinery, inland marine and general liability insurance and to compare
proposals to the State Office of Risk Management (SORM) insurance program to
determine which combination of coverage provides the best value to the university.
SORM must approve any SFA negotiated contract. Approval was given to contract
insurance covering property, boiler & machinery, inland marine and general liability at a
-15-
cost to be negotiated with an agent selected through the RFP process with options to
renew for two additional years, subject to administrative approval, or to contract for
coverage through SORM, should SORM not approve an SFA contract. The president was
authorized to sign the contract.
ASBESTOS ABATEMENT CONTRACTS TO ARROW SERVICES AND ARC
ABATEMENT FOR FY08
Whereas, the following was considered by the board of regents: To avoid delays in the
Student Center construction project, the university awarded contracts in 2004 for asbestos
abatement to be provided as needed. This was successful in avoiding delays as well as
maintaining acceptable pricing. Historical usage is as follows: FY05-
$191,543.70; FY06-$130,530.59; FY07-$15,000 with additional $75,000 estimated for
Birdwell Building. The two optional years of renewal have been exhausted, and the
university has solicited bids for a new annual contract including two years of renewal,
with job costs to be determined based on unit prices bid. Individual releases will be
issued for each job. Based on the evaluation ranking 2 vendors equally, two awards are
recommended giving SFA the option to select the vendor they feel will offer the best
experience and/or lowest price for a given job, or the selection will be made based on the
contractor that is available to meet SFA's timetable for completion of the work.
Therefore, two awards to Arrow Services and ARC Abatement were approved for
blanket contracts for asbestos abatement as needed during FY08. The contracts will be
awarded for one year, with two annual renewals, subject to administrative approval. The
president was authorized to sign the purchase orders.
FUEL CARDS FOR RETAIL GASOLINE PURCHASES
Whereas, the following was considered by the board of regents: The university utilizes
the Council on Competitive Government (CCG) Contract for the purpose of making retail
fuel purchases at discounted prices. Fuel cards are assigned to specific vehicles, or
occasionally to a specific person who may utilize different university vehicles. FY06
total expenditures were $281,484.97, and FY07 expenditures as of 5/8/07 are
$176,706.80.
Therefore, approval was given to continue using the Council on Competitive
Government (CCG) contract for the purpose of making retail fuel purchases at discounted
prices and to issue a purchase order for the payment of FY08 fuel card expenditures
under the CCG contract. The president was authorized to sign the purchase order.
PURCHASE OF CAMPUS EMERGENCY ALERT SYSTEM
Whereas, the following was considered by the board of regents: An on-going review of
the university's emergency management plan has highlighted the need to enhance our
ability to communicate alerts to the campus community during emergency situations. The
review determined that the best way to achieve this would be by deploying an integrated
-16-
indoor/outdoor/personal notification system that would provide campus-wide coverage to
alert and direct our students, employees and campus guests when an emergency event
occurs. This system should also be able to provide enhanced call-out capabilities and
communication between key university personnel who would be responding to an
emergency event.
In an effort to deploy this system as quickly as possible, the Purchasing Department and
University Police have conducted a review of vendors that provide any of the individual
components of the system contemplated to determine if any of these vendors offer an
integrated system. At this point it appears that only one vendor provides the integration
of all these components in a unified system. However, should the director of purchasing
determine there is more than one vendor who could provide this integrated system, an
RFP process will be undertaken to select the provider prior to purchase. If an RFP
process is needed, the installation of the system will be delayed by the amount of time
necessary to solicit and evaluate the proposals.
Therefore, approval was given for the purchase and installation of an integrated
indoor/outdoor/personal notification system that would provide campus-wide coverage to
alert and direct our students, employees and campus guests when an emergency event
occurs. This system will also be able to provide enhanced call-out capabilities and
communication between key university personnel who would be responding to an
emergency event. The president was authorized to sign the necessary contracts to
purchase, install and maintain this system at a cost not to exceed $225,000. The source of
funds for this purchase will be designated fund balance.
AUTHORITY FOR RULE CHANGES TO THE SHORT TERM LOAN PROGRAM
Whereas, the following was considered by the board of regents: Currently, emergency
short term loans for both books and tuition and fees are processed with both a loan
processing fee and interest. If a student fails to make repayment of the loan within the 90
days, they are considered delinquent. Students are assessed interest on a monthly basis at
the rate of 5 percent per annum on delinquent short term loans. New legislation restricts a
university to charging either interest or a loan origination fee; a copy of the legislation is
shown in Appendix 4.
Therefore, the director of financial aid and the controller were given the authority to
adopt rules for the short term loan and the book loan programs that will comply with
both current legislation and new legislation (included in Appendix 4) to be effective with
the 2008 spring semester.
-17-
BUILDING AND GROUNDS
BOARD ORDER 07-36
Upon motion by Regent Green, seconded by Regent Boyer, with all members voting aye,
it was ordered that the following building and grounds items be approved:
PURCHASE OF PROPERTY AT 514 EAST AUSTIN
Whereas, the following was considered by the board of regents: The university has been
offered the opportunity to purchase the property located at 514 East Austin from Mr. and
Mrs. Mike Winthrop subject to approval by the board of regents. The property was
appraised on May 24, 2007 for $275,000. It is located in an area that is in accordance
with the university's long range plan.
Therefore, the university was authorized to purchase property located at 514 East
Austin from Mr. and Mrs. Mike Winthrop, otherwise known as Lot 2 of the Winthrop
Subdivision, within the City of Nacogdoches, as authorized by Chapter 101, Sections
95.31 and 95.33 of the Texas Education Code, if required, subject to approval by the
Texas Higher Education Coordinating Board. The purchase price was approved at the
appraised value of $275,000 plus associated purchase and closing cost. The director of
the physical plant was authorized to sign necessary documents. The source of the funds
will be designated fund balance.
PURCHASE OF PROPERTY AT 301 EAST STARR AVENUE
Whereas, the following was considered by the board of regents: The university has
entered into a Letter of Intent to purchase the property located at 301 East Starr Avenue
from John McGarity subject to approval by the Board of Regents. The property was
appraised on June 7, 2007 for $70,000. It is located in an area targeted for purchase and is
in accordance with the university's long range plan.
Therefore, the university was authorized to purchase the property located at 301 East
Starr Avenue from John McGarity, otherwise known as Lot 9-G, City Block 45, within
the City of Nacogdoches, as authorized by Chapter 101, Sections 95.31 and 95.33 of the
Texas Education Code, if required, subject to approval by the Texas Higher Education
Coordinating Board. The purchase price was approved at the appraised value of $70,000
plus associated purchase and closing cost, subject to seller removing the house as part of
the consideration. The director of the physical plant was authorized to sign necessary
documents. The source of the funds will be designated fund balance.
NAMING OF FIELD HOUSE ROOM AS WILLIAM B. LAWTON ROOM
Whereas, the following was considered by the board of regents: Mr. William B. Lawton
of Lake Charles, Louisiana, has made a generous gift in the amount of $250,000 for
projects to enhance the football program. The Athletic Department is using some of
-18-
these funds toward renovation of the main meeting room located in the field house at
Homer Bryce Stadium. The renovation includes new fixed seating, ceiling tiles, light
fixtures, floor covering, wall graphics, painting and a sound system.
This meeting room serves not only football but other sports including soccer, track &
field, softball, baseball, and athletic staff needs too. The meeting room also serves as an
academic classroom on Tuesday and Thursdays during the academic year.
Therefore, the name of the main meeting room in the field house at Homer Bryce
Stadium was changed to The William B. Law ton Room in honor of the generous gift made
to the university by Mr. Lawton in the amount of $250,000 for projects to enhance the
football program.
NAMING OF GERALD AND CANDACE SCHLIEF TENNIS COMPLEX
Whereas, the following was considered by the board of regents: According to the current Rules
and Regulations of the Board of Regents, "buildings and other facilities of Stephen F. Austin
State University may be named by the Board of Regents for deceased persons who have made
outstanding contributions to the university or its prestige. In extraordinary circumstances,
particularly when a significant donation has been made to the university, the Board of Regents
may name a building, or other facility, for a living person."
Mrs. and Mrs. Gerald Schlief, dedicated supporters and faithful donors to the university, have
made a very generous gift to the university in the amount of $450,000 to provide the total
funding for a tennis center building.
Therefore, in honor of Mrs. and Mrs. Gerald Schlief, the complex being built to serve the
tennis program was named the Gerald and Candace Schlief Tennis Complex.
PURCHASE OF WATER, SANITARY SEWER AND LANDFILL SERVICES
Whereas, the following was considered by the board of regents: The university utilizes
water, sanitary sewer and landfill services provided by the City of Nacogdoches. FY 06
total expenditures were $850,223 and FY 07 expenditures as of 6/14/07 are $648,764.
Therefore, the university was authorized to purchase water, sanitary sewer and landfill
services from the city of Nacogdoches for FY 08, and the president was authorized to
sign the purchase order.
PURCHASE OF NATURAL GAS
Whereas, the following was considered by the board of regents: The university
purchases its natural gas through a contract with Centerpoint Energy Services. The
contract price for gas is a variable rate based on spot gas prices for "East Texas, Houston
Ship Channel". This contract is automatically renewed each year unless either party
provides 30 days written notice. Centerpoint has advised the pricing will remain the same
-19-
for FY 08. Natural gas expenditures for FY 2007 reflect billings through April 2007 of
$1,106,307. The Texas General Land Office sells gas to state agencies if their price can
meet or beat the contracted price. By law the university is required to submit the contract
to the Texas General Land Office for their review and it has been sent.
Therefore, the university was authorized to renew the contract with Centerpoint Energy
Services for natural gas purchase for FY 08, provided the Texas General Land Office
does not meet or beat the price. The president was authorized to sign the contract with
either Centerpoint or the Texas General Land Office, depending on which offers the best
available pricing for the next fiscal year.
CONSTRUCTION OF TENNIS COMPLEX: TIMELINE, ARCHITECT,
CONSTRUCTION MANAGER AT RISK
Whereas, the following was considered by the board of regents: Through a generous gift
from Mr. and Mrs. Gerald Schlief in the amount of $450,000, funding has been provided
to build a tennis center building. In return for the gift the Schliefs wish to have the tennis
complex named the Gerald and Candace Schlief Tennis Complex. The proposed building
will contain coach's office, locker rooms, public restrooms, vending area, mechanical /
storage areas and covered porches. The Schliefs have reviewed and approved the
proposed plan, which was developed under the university's contract with Scott and
Strong Architects. The site of the building is on the north side of the tennis courts.
The administration and the donors want the building to be completed by the time we host
the Southland Conference men and woman's tennis tournament in April 2008. In order to
accomplish this in the time frame available, the administration recommends the
construction project be approved as follows: Architect: Scott and Strong; Construction
Manager at Risk: to be awarded by the administration after RFP that allows for multiple
bidders, with authority given to the president to sign the contract; Project Budget: not to
exceed $450,000; GMP: to be reported to the Building and Grounds Committee at the
next possible meeting. The estimated time schedule for the project is as follows: RFP
issued July 11, 2007; RFP due back August 10, 2007; selection of CM at Risk by August
17, 2007; GMP due back from CM at Risk 30 days after selection (mid to late
September), construction time: six to seven months depending on weather.
Therefore, the university was authorized to proceed with the construction of the Gerald
and Candace Schlief Tennis Complex to be built on the north side of the tennis courts.
The project schedule was approved as follows: RFP issued July 11, 2007; RFP due back
August 10, 2007; selection of CM at Risk by August 17, 2007; GMP due back from CM
at Risk 30 days after selection (mid to late September), construction time: six to seven
months. The firm of Scott and Strong was approved as project architect. Authority was
given for the administration to select the construction manager at risk after an appropriate
RFP process, with authority to sign the contracts delegated to the president. The project
cost was approved not to exceed $450,000, with GMP to be reported to the Building and
Grounds Committee at the next possible meeting. The source of funds for the project will
be donations.
-20-
UNIVERSITY POLICIES AND PROCEDURES
board Order 07-37
Upon motion by Regent Dickerson, seconded by Regent Boyer, with all members voting
aye, the following policy revisions and amendments to the Board Rules and Regulations
were approved.
POLICY REVISIONS
The proposed policy revisions were adopted, as presented in Appendix 5.
AMENDMENT OF BOARD RULES AND REGULATIONS
Section 2 of the Board Rules and Regulations was amended, as follows:
2. Non-Voting Student Regent
Annually on February \June 7, a student regent shall be appointed by the
governor to serve a one-year term expiring on the next February Ifollowing
May 31. The student regent must be enrolled as an undergraduate or
graduate student at Stephen F. Austin State University at the time of
appointment and throughout the student regent's term. The student regent
must remain in good academic standing and maintain at least a 2.5 GPA.
REPORTS
President Pattillo made a report to the regents concerning the following topics:
• Legislative Update
• Faculty/Staff Salary Increases
• Grand Opening of the Student Recreation Center on September 22 during Parents'
Day
Gina Oglesbee, director of audit services, reported on:
• Audit Plan
• Quality Assurance Review
• Risk Assessment
Marc Guidry, chair of the Faculty Senate, provided a written report to the board members
concerning the upcoming annual calendar for the Faculty Senate.
Kent Willis, president of the SGA, reported on the following topics:
• New officers
-21-
• Watermelon Bash
• Student Discount Card
• School Spirit (Student Travel Program)
• American Red Cross College Club
At the conclusion of the reports, Chair Ertz announced an executive session at 10:25 a.m.
for the following items:
DELIBERATIONS CONCERNING SECURITY PERSONNEL AND DEVICES
Discussion of Security Personnel and Devices (Texas Government Code, Section
551.076)
• TAC 202 Information Security Review
PERSONNEL MATTERS REGARDING SPECIFIC UNIVERSITY EMPLOYEES
Consideration of Individual Personnel Matters Relating to Appointment,
Employment, Evaluation, Assignment, Duties, Discipline, or Dismissal of an Officer
or Employee, including but not limited to Softball Coach, Coordinator of Special
Projects, Provost and Vice President for Academic Affairs, Vice President for
Finance and Administration, Associate Vice President for Alumni Affairs, General
Counsel, Director of Audit Services, Assistant to the Board, and the President (Texas
Government Code, Section 551.074)
The executive session ended at 11:15 a.m. and the board adjourned with no further
action.
-22-
Appendix 1
Texas Higher Education Coordinating Board Rules Currently in Effect (9-2006)
Chapter 5. Rules Applying to Public Universities and/or Health-Related Institutions of Higher Education in Texas
Subchapter B. Role and Mission, Tables of Programs, Course Inventory
§5.23 Definitions
§5.23.5 Organized classes-Classes whose primary mode of instruction is lecture, laboratory, or seminar.
§5.23.8 Small classes-Undergraduate level classes with less than 10 registrations, and graduate level classes with less
than five registrations.
§5.26 Offering of Small Classes by Public Universities
In accordance with Texas Education Code, §51.403(d), public universities may offer organized small classes which:
§51.403(d.l) have been approved by the governing board of the university;
§51.403(d.2) is a required course for graduation (the course is not offered each semester or term, and, if canceled, may
affect the date of graduation of those enrolled);
§51.403(d.3) is a required course for majors in this field and should be completed this semester (or term) to keep proper
sequence in courses;
§51.403(d.4) is a course in a newly established degree program, concentration, or support area;
§51.403(d.5) is part of an interdepartmental (cross-listed) course taught as a single class by the same faculty at the
same station, provided that the combined enrollments do not constitute a small class;
§51.403(d.6) is a first-time offering of the course;
§51.403(d.7) is class size-limited by accreditation or state licensing standards;
§51.403(d.8) is class size-limited by availability of laboratory or clinical facilities; or
§51.403(d.9) is voluntarily offered by a faculty member in excess of the institutional teaching load requirement and for
which the faculty member receives no additional compensation.
Source Note: The provisions of this §5.26 adopted to be effective May 28, 2003, 28 TexReg 4124
Appendix 1
SMALL CLASSES Summer I 2007
Total Estimated Credit Hours in Small Classes
Total Estimated SFA Credit Hours Summer I 2007
Estimated Small Class Credit Hours as a Percentage of SFA Total Credit Hours
255
21,151
.12%
Appendix 2
Stephen F. Austin State University
Faculty Workload Report
Academic 2007 Summary
Fall and Spring Semesters
Submitted June 2007
Appendix 2
Institutional Research Report
Stephen F. Austin State University
Faculty Workload Summary - University Total by Unit
Fall 2006 and Spring 2007
Total = Number generated by the unit
Average = Number generated by the unit per instructional full-time equivalent (FTE) faculty (course sections, students
taught, SCH, TLC) or number generated per appropriate faculty value (headcount, salaries, FTE, overload)
Course Sections = Course sections instructed by the unit.
Students Taught = Number of students enrolled for each course section within the unit (most students enroll in more
than one course section).
SCH = Number of semester credit hours generated by the unit.
TLC = Number of teaching load credit generated by the unit.
All Appointments = Values for all faculty employed within the unit.
Instructional Appointments = Values for faculty with direct instruction appointments
Headcount = Number of faculty employed by the unit (average is the unduplicated value)
FTE = Full-time equivalent value of direct instruction appointments (average is per term)
Salaries = Total dollars paid for faculty employed during reporting period
Overload = Total dollars paid for teaching overload assignments of faculty with instructioned assigments
Page 1 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Business Total by Unit
Fall 2006 and Spring 2007
Value
Business Total
Course
Sections
Students
Taught SCH TLC
All Appointments
Headcount Salaries
Instructional Appointments
FTE Salaries Overload
o
Total
Average
425
7
11,213
184
33,499
549
1,258
21
162
83
$4,476,393
$53,932
123
61
$3,685,454
$59,970
$13,300
$3,325
1 Total
Average
66
7
1,656
184
4,968
552
202
22
26
13
$811,279
$62,406
18
9
$621,106
$70,984
$2,200
$2,200
12 Total
Average
64
6
1,776
161
5,324
484
192
17
30
16
$694,039
$43,377
21
11
$547,817
$52,173
$0
$0
LU
Total
Average
82
7
2,357
196
7,071
589
244
20
32
17
$953,277
$56,075
24
12
$810,739
$67,562
$10,000
$5,000
1 S Total
Average
94 2,606
200
7,778
598
273
21
36
18
$885,948
$49,219
27
13
$633,901
$47,842
$0
$0
a> -^
Total
Average
119 2,818
166
8,358
492
349
21
38
19
$1,131,850
$59,571
34
17
$1,071,891
$63,220
$1,100
$1,100
Page 2 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Education Total by Unit
Fall 2006 and Spring 2007
Page 3 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Fine Arts Total by Unit
Fall 2006 and Spring 2007
Page 4 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Forestry and Agriculture Total by Unit
Fall 2006 and Spring 2007
Page 5 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Liberal & Applied Arts Total by Unit
Fall 2006 and Spring 2007
Page 6 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Liberal & Applied Arts Total by Unit
(Continued)
Fall 2006 and Spring 2007
Page 7 of 8 6/2007
Institutional Research Report
Appendix 2
Stephen F. Austin State University
Faculty Workload Summary - Sciences & Mathematics Total by Unit
Fall 2006 and Spring 2007
t
Value
Sciences & Mathematics Total
Course
Sections
Students
Taught SCH TLC
All Appointments
Headcount Salaries
Instructional Appointments
FTE Salaries Overload
O
o
Total
Average
1,105
10
23,038
217
52,535
496
2,926
28
310
161
$6,049,568
$37,575
212
106
$4,745,819
$44,837
$39,808
$3,880
s
o
CO
Total
Average
238
10
6,792
295
13,820
601
553
24
71
37
$1,113,174
$30,086
45
23
$801,627
$35,275
$4,700
$2,238
O)
c
.2
CO
Total
Average
78
39
326
163
720
360
125
63
27
15
$131,683
$8,779
$51,854
$28,888
$0
$0
CO
o
Total
Average
125
16
2,382
298
4,866
608
264
33
22
11
$595,087
$54,099
16 $405,040
$49,577
$11,000
$5,500
E§
•> c/)
Total
Average
35
n/a
95
n/a
289
n/a
49
n/a
$0
$0
$0
$0
$0
$0
ology
Total
Average
98
11
2,071
230
4,176
464
211
23
22
11
$408,176
$37,107
17 $360,790
$42,446
$0
$0
tics/
£ .2
Total
Average
212 5,140
166
14,902
481
619
20
79
42
$1,687,626
$40,182
63
31
$1,391,465
$44,385
$1,100
$1,100
O)
c
"I Total
Average
169
8
2,168
99
5,585
254
806
37
52
26
$1,462,826
$56,263
45
22
$1,255,085
$55,844
$14,708
$3,677
Total
Average
150
14
4,064
369
8,177
743
299
27
31
16
$650,996
$40,687
21
11
$479,958
$45,365
$8,300
$3,843
Page 8 of 8 6/2007
Stephen F. Austin State University
HEF Requests
Fiscal Year 2007-08
Appendix 3
Department
Fiscal Year 2007-08 HEF Appropriation
Debt Service
Debt Service
Board of Regents
Institutional Research
Public Affairs
Public Affairs
Public Affairs
Public Affairs
Public Affairs
Instructional Capital
Microcomputer Replacement Fund
Library
Library
Library
Library
College of Business
Geology
School of Music
Biotechnology
Shelton Gym
Agriculture
Information Technology Services
Information Technology Services
Information Technology Services
Information Technology Services
Information Technology Services
Information Technology Services
Physical Plant
Physical Plant
Physical Plant
Physical Plant
Controller's Office
Controller's Office
Controller's Office
Controller's Office
Purchasing
Purchasing
Human Resources
Safety Office
Safety Office
Safety Office
Counseling & Career Services
Counseling & Career Services
Disability Services
Disability Services
Post Offce
University Police
University Police
University Police
University Police
University Police
Appendix 4
Senate Bill 1232, Codified at Texas Education Code, Section 56.053
SECTION 2. Subsection (a), Section 56.053, Education Code, as
amended by Chapters 80 and 655, Acts of the 77th Legislature, Regular Session,
2001, is reenacted and amended to read as follows:
(a) The governing board of each institution shall adopt rules providing for
the terms of the loan, subject to the following:
(1) the loan must be repaid over a period not to exceed 90 days for
a loan made for a regular semester or long summer session or over a
proportionately shorter period for loans made for a six-week summer session;
(2) the loan must be evidenced by a written or electronic
agreement providing for one of the following:
(A) interest on the loan at a rate of not more than five
percent per year; or
(B) an origination fee of not more than 1.25 percent of the
amount of the loan; and
(3) the loan amount per student may not exceed an amount equal
to the tuition and mandatory fees for the courses in which the student is actually
enrolling.
SECTION 3. (a) The change in law made by this Act applies to payment
of tuition and fees and to emergency student loans for an academic period
beginning with the 2007 fall semester unless this Act takes effect after July 1,
2007, in which event the change in law applies beginning with the 2008 spring
semester.
(b) Payment of tuition and fees and emergency student loans for an
academic period before the semester provided by Subsection (a) of this section are
covered by the applicable law in effect before the effective date of this Act, and
the former law is continued in effect for that purpose.
SECTION 4. This Act takes effect immediately if it receives a vote of
two-thirds of all the members elected to each house, as provided by Section 39,
Article III, Texas Constitution. If this Act does not receive the vote necessary for
immediate effect, this Act takes effect September 1, 2007.
Appendix 5
Policies for Board Review
July 10,2007
p-l
Appendix 5
P-2
Appendix 5
Agency Accounts (001.2)
Original Implementation: January 20, 1998
Last Revision: July 8, 200<]July 10, 2007
Agency Accounts are funds held by the University as custodian or fiscal agent for others.
The money is deposited with the University for safekeeping, to be used or withdrawn by
the depositor at will. All Agency Accounts must be related to the mission of the
University. The University, at its sole discretion, will determine whether or not to
establish an Agency Account.
The University reserves the right to commingle Agency funds with University funds,
which may be deposited in financial institutions. Agency Accounts will neither earn
interest nor be assessed administrative fees, except for identifiable bank charges directly
related to a specific Agency Account. Agency funds will be managed at the same level of
safekeeping as University funds. Should owners of the Agency funds wish to conduct an
independent audit, they may do so by obtaining their own auditor at their own expense.
Agency Accounts are subject to review by University and State officials as well as
anyone legally authorized to do so.
Request to Establish an Agency Account
A request to establish an Agency Account is made by completing the "Request to
Establish an Account" form (Policy C-34). The form is available from the Controller's
Office or at https://apache.sfasu.edu/sfa forms/frs acct req.html. If approved, the
Agency Account will be assigned an account number (0-9XXXX), which will be used by
the owner when depositing or withdrawing funds.
Disbursement from an Agency Account
Owners of Agency funds may withdraw funds or make payment to vendors by either of
two methods:
-Bi. Complete a "Purchase Voucher" form on-line at
https://apache,sfasu. edu/sfa forms/purchasevoucher.shtml (Policy C 31). Print
the completed form, sign it, and submit it to the accounts payable department in
the Controller's Office.
-B-2. Complete a "Request for Disbursement from an Agency Account" form,
available from the Controller's Office or online at
httvs://avache.sfasu.edu/sfa forms/REOUEST FOR DISBURSEMENT.shtml
Print the completed form, sign it, and submit it to the accounts payable
department in the Controller's Office.
P-3
Appendix 5
All checks will be mailed unless written instructions are provided on these forms. Allow
one week for check processing.
Negative Balances in Agency Account Prohibited
Agency Accounts are not permitted to carry negative balances. Therefore, the University
may assess a $25 institutional fine each time an account goes into a negative balance. If
an Agency Account is referred for collection, the Account will be assessed all associated
costs.
Source of Authority: Vice President for Business Affairs
Cross References: Request to Establish an Account, Policy C-34; Purchase Voucher,
Policy C-31
Responsible for Implementation: Vice President for Finance and Administration
Contact for Revision: University Controller
Forms: Request to Establish an Account (available from the Controller's Office;
Purchase Voucher; Request for Disbursement from an Agency Account (available from
the Controller's (available online at Office)
http://apache, sfasu. edu/sfa forms/fill in forms, shtml)
P-4
Appendix 5
AIDS and HIV Virus (D-l.l)
Original Implementation: September, 1990
Last Revision: July 8, 200 Wy 10, 2007
Stephen F. Austin State University recognizes the increasing public awareness and
concern over AIDS and the HIV virus. For the purposes of this policy, AIDS means
acquired immune deficiency syndrome, and HIV Virus means human immunodeficiency
virus. AIDS is a fatal disease that has become a nationwide public health problem in the
last few years. In health related matters such as this one, the University shall follow the
guidelines of recognized authorities including: the National Centers for Disease Control,
the United States Public Health Service, the Texas Department of Health, and the
American College Health Association. Further, the University shall conform its actions to
the Texas Communicable Disease Prevention and Control Act, the Texas Human
Immunodeficiency Virus Services Act, and other law.
The health status of a person infected with the HIV virus may vary from an apparently
healthy, normally functioning individual to a critically ill person. However, there is no
current medical evidence that persons infected with the HIV virus present a health risk to
others in the normal academic or workplace setting. Routine daily encounters with others
pose no risk of transmitting the fragile, blood-borne virus. Accordingly, there is no reason
to exclude individuals with AIDS or the HIV virus from campus academic, social, or
cultural activities. Therefore, on the basis of current knowledge of the disease, persons
sharing common living space, work or study areas, libraries, classrooms, recreational
facilities, and theaters do not represent a problem or public threat to the campus
community.
Students and employees (faculty and staff) of the University who may become infected
with the HIV virus will not be excluded from enrollment or employment, or restricted in
their access to University services or facilities, unless medically-based judgments in
individual cases establish that exclusion or restriction is necessary to the welfare of the
infected person or of the other members of the University community.
Persons with HIV infection are entitled to the same rights and opportunities as persons
with other communicable diseases. The University prohibits any discrimination in its
programs and activities against a person with HIV infection unless based on accurate
scientific information. Any student, faculty member, or employee who violates this rule
may be subject to appropriate disciplinary action.
When circumstances arise that require review of any matter regarding HIV/AIDS, the
President will seek the advice of the Director of University Health Services, the attending
P-5
Appendix 5
physician, and other relevant parties. An opportunity will be provided for persons
involved in the matter to discuss their circumstances. Members of the Public Health
Committee will be available to review the issues and to provide recommendations to the
President for appropriate action.
In the event of public inquiry concerning University policy, programs, problems, or
statistics related to AIDS on campus, the Director of Public Affairs will serve as the
official spokesperson for the University and will enlist the cooperation of the Director of
University Health Services and the Public Health Committee as necessary to prepare an
appropriate response. All inquiries from the press, elected public officials, or the public in
general will be referred to the spokesperson. Inquiries of a more private or specific nature
may be made to the Director of University Health Services or the Chair of the Public
Health Committee.
The medical records and test results of any HIV-infected person on the campus shall
remain confidential and private information in accordance with law. The breach of that
confidentiality may result in litigation and in severe penalties, both civil and criminal.
(Some exceptions to confidentiality are permitted by law.)
The University shall keep the number of people who are aware of the existence and
identity of students, faculty, or staff members who have AIDS or the HIV virus to an
absolute minimum to protect the confidentiality and privacy of the infected persons and
to avoid the generation of unnecessary fear and anxiety on the campus. However, public
information shall be disclosed upon request in accordance with the Texas Open Records
Act, the Family Educational Rights and Privacy Act, the Texas Communicable Disease
Prevention and Control Act, the Texas Human Immunodeficiency Virus Services Act,
and other law.
Persons who know, or have a reasonable basis for believing, that they are infected with
the AIDS virus are expected to seek expert advice about their health circumstances and
are obligated, ethically and legally, to conduct themselves responsibly in accordance with
such knowledge for the protection of other members of the University community. The
University encourages regular medical follow-up for such persons.
The University shall carefully observe the safety guidelines established by the U.S.
Public Health Service for the handling of blood and other body fluids and secretions in
University Health Services and in other institutional contexts in which such fluids or
secretions may be encountered (e.g., teaching and experimental laboratories).
The University shall strictly observe the public health reporting requirements for AIDS
and HIV infection as well as other communicable diseases.
P-6
Appendix 5
The University shall make this policy available upon request to students, faculty, and
staff members and such a statement will be included in the Policy and Procedure Manual
on the University's web page.
Policy for the Work Environment
In the work setting, the University's major concern will be whether an HIV-infected
employee will be able to satisfactorily perform job duties. The University will make
accommodations to keep an employee with HIV infection employed and productive for
as long as the employee is capable of this performance.
Most HIV-infected employees will be able to perform their job duties for an extended
period before their illnesses interfere with job-related performance. During the
asymptomatic period, the employee is not obligated to provide information about his/her
HIV status to the University. However, an employee may want to share information
about his/her HIV-infected status with University officials so that responsible
management decisions may be made about:
1. assignments or reassignments of job duties;
2. evaluating leave policies to assure leave time comparable to other medical
conditions;
3. determinations of possible qualification for disability entitlements; and,
4. monitoring the insurance status of the HIV-infected employee to assure
continuation of coverage.
Once HIV-related symptoms occur, the employee has the responsibility as in the case of
other illnesses to provide medically verified information relating to the ability to perform
job duties.
Based on federal and state law, any medical documentation of information provided by
an HIV-infected employee to University officials must be considered confidential and
private information. As such, University officials are forbidden by law from disclosing
this information to others without the employee's knowledge and consent. (Some
exceptions to confidentiality are permitted by law.) The University requires that any
consent to disclosure by the employee be in writing. Any University employee who
breaches the confidentiality of this information commits a serious offense that may be
cause for litigation, resulting in both civil and criminal penalties.
University employees who refuse to work with HIV-infected co-workers may be subject
to disciplinary action. University departmental chairs and directors should carefully
P-7
Appendix 5
monitor and document any instances of such refusal in violation of this policy and take
appropriate disciplinary action.
At least once each year, Personnel Services Human Resources shall conduct an
HIV/AIDS training program or distribute an educational pamphlet for University
employees and include in the program and/or pamphlet:
1. current medical information about HIV transmission and prevention;
2. confidentiality and related laws;
3. personnel management, including relevant policies;
4. development of staff problem-solving skills; and
5. a plan for scheduled periodic training.
Also, each year Personnel Services Human Resources shall conduct HIV/AIDS employee
education programs to:
Sri. provide basic and accurate information regarding the modes of transmission and
prevention of HIV infection;
2. reduce fear and misinformation of HIV/AIDS;
7t3. help faculty and staff recognize and avoid personal behaviors that might cause
them to become infected with the HIV virus;
St4. encourage nondiscrimination, which enables the HIV-infected person to remain
employed as long as feasible;
5. help maintain productivity and lawful behavior in the workplace;
6. provide continuing information about HIV/AIDS; and
9r7. distribute to all employees a copy of the Texas Department of Health's
educational pamphlet entitled "AIDS: THE WORKPLACE."
At a minimum, the HIV curriculum will include:
1. modes of transmission;
2. methods of prevention;
3. behaviors related to substance abuse;
4. current laws and regulations concerning the rights of an AIDS/HIV-infected
individual; and,
5. behaviors associated with HIV transmissions which are in violation of Texas law.
On an employee's request, the University shall pay the costs of testing and counseling an
employee concerning HIV infection if the employee:
6rl. provides appropriate documentation that the employee may have been exposed to
the HIV virus while performing duties of employment with that agency; and,
P-8
Appendix 5
7t2. was exposed to the HIV virus in the manner that the U.S. Public Health Service
has determined is capable of transmitting the HIV virus.
However, an employee who may have been exposed to the HIV virus while performing
job duties at the University may not be required to be tested for the HIV virus.
For the purpose of qualifying for worker's compensation or any other similar benefits or
compensation, an employee must provide the employer with a written statement of the
date and the circumstances of the exposure and document that within 10 days after the
exposure the employee had a test result that indicated an absence of HIV infection.
The cost of an employee's testing and counseling shall be paid from funds appropriated
for payment of worker's compensation benefits to state employees. Counseling or a test
conducted in accordance with these provisions shall conform to the model protocol on
HIV counseling and testing prescribed by the Texas Department of Health.
In compliance with the Texas Communicable Disease Prevention and Control Act, the
University Police Department shall adopt a policy for handling persons with AIDS or
HIV infection who are in its custody or under its supervision. The department's policy
shall ensure that education programs for employees include information and training
relating to infection control procedures and that employees have infection control
supplies and equipment readily available.
The University shall adopt and implement workplace guidelines similar to the workplace
guidelines for state agencies listed in the Texas Human Immunodeficiency Virus Services
Act for any program involving direct client contact that is funded by one of the listed
state agencies.
Policy for the Academic Environment
The University shall allow, to the extent possible, HIV-infected students, whether they
are symptomatic or not, to continue regular classroom attendance in an unrestricted
manner as long as they are physically able to attend class.
The University recognizes that there is no medical justification for restricting the access
of HIV-infected students to the University Center or to University cafeterias, snack bars,
gymnasiums, swimming pools, recreational facilities, or other common areas.
The University recognizes that the best currently available medical information does not
support the existence of a risk to those sharing residence halls with HIV-infected
P-9
Appendix 5
individuals; in some circumstances, however, there may be reasonable concern for the
health of those with AIDS or the HIV virus who might be exposed to certain contagious
diseases (e.g., measles or chicken pox) in a close living environment. Thus, decisions
about residential housing of students with AIDS or the HIV virus shall be made on a
case-by-case basis. The University may decide to assign students with AIDS or the HIV
virus to private rooms in the interest of protecting the health of those students. The
University shall provide education programs about AIDS and the HIV virus to its
residence hall staff (both students and employees).
Since there is no medical necessity, the University shall not advise others living in a
residence hall of the presence of students in the residence hall who have AIDS or the HIV
virus. The University believes that the responsibility to provide a safe living environment
is best dealt with by educational programming. Similarly, the University shall not make
any attempt in any other setting to identify those students or employees who have AIDS
or HIV status.
The University shall not routinely ask students about their status regarding AIDS or the
HIV virus. However, the University shall encourage new students to inform the medical
staff at University Health Services if they have AIDS or the HIV virus in order that
Health Services can provide proper medical care and education. The Health Services staff
will handle this information, like all other medical information, in a strictly confidential
manner in accordance with University policy and with federal and state law.
The University shall not provide any person, group, agency, insurer, employer, or
institution with confidential medical information about students with AIDS or the HIV
virus without the specific written consent of the student. Given the possibility of
unintended or accidental compromise of the confidentiality of information, University
Health Services staff will carefully weigh the importance of including any specific
information regarding the existence of AIDS or the HIV virus in the medical record of a
student except in circumstances of medical necessity created by the evaluation of an
illness. At a minimum, the inclusion of any such information in the medical record should
be discussed with the patient prior to its entry.
The University shall make available to students, on request, the educational pamphlet on
HIV infection developed by the Texas Department of Health and shall include in the
University's web page a statement that the pamphlet is available from University Health
Services.
University Health Services shall provide accurate, understandable information on how to
prevent the transmission of HIV infection in compliance with Section 51.919 of the
Texas Education Code.
P-10
Appendix 5
In further compliance with Section 51.919 of the Texas Education Code, the curricula of
the nursing, counseling, and social work degree programs of the University shall:
1. include information about:
^a. methods of transmission and methods of prevention of HIV infection; and
2rb. federal and state laws, rules, and regulations concerning HIV infection and
AIDS; and,
2. give special attention to the physical, emotional, and psychological stress
associated with the care of patients with terminal diseases.
Source Of AuthorityOms Reference: Texas Human Immunodeficiency Virus Services
Act, Texas Health and Safety Code, Chapter 85; Texas Communicable Disease
Prevention and Control Act, Texas Health and Safety Code, Chapter 81; Texas Education
Code, sec. 51.919 Board of Regents; President
Cross Rcf crcnccResponsible for Implementation: President None
Contact For Revision: General Counsel
Forms: None
P-ll
Appendix 5
Authority to Act in the Absence of the President
(D-7)
Original Implementation: February 23, 1978
Last Revision: January 9, 2006July 10, 2007
In the absence of the President the authority to act in his place is delegated in the
following order depending upon the presence of the individual on the campus:
1. Provost/Vice President for Academic Affairs
2. Vice President for University Affairs
3. Vice President for Finance and Administration
4. Associate Provost/Vice President for Academic Affairs
5. Associate Vice President for Budget and Finance
6. Vice President for Development
Provost/Vice President for Academic Affairs
Vice President for Finance and Administration
Vice President for University Affairs
Vice President for University Advancement
Associate Provost/Vice President for Academic Affairs
The individual administrative officer acting under this delegation of authority is to handle
administrative situations in accordance with the recognized operating procedures of the
University, in the absence of the President (the line of succession for emergency
operations is outlined in Policy D-ll).
. He/She may take such action as he/she deems necessary, dependent upon the
circumstances of a particular situation, when the President cannot otherwise be reached to
make such decisions. As soon as possible and practical, the President shall be informed of
any decision or unusual incident and the action taken. No unusual or major decision
embodying significant commitments on behalf of the University will be made without
consulting the President. The line of succession for emergency operations only is outlined
in Policy D 11.
Source of Authority: Board of Regents, President
Cross Reference: None
P-12
Appendix 5
Responsible for Implementation: President
Contact for Revision: President
Forms: None
P-13
Appendix 5
Compliance with the Americans with Disabilities
Act (D-41)
Original Implementation: October 19, 1993
Last Revision: July 8, 20017ft 2007
The Americans with Disabilities Act signed into law on July 26, 1990, acknowledges the
findings of congress that millions of Americans have one or more physical or mental
disabilities. The legislation provides a comprehensive national mandate for the
elimination of discrimination against individuals with disabilities.
It is the intent of the Board of Regents of Stephen F. Austin State University to comply
with both the letter and the spirit of the Americans with Disabilities Act ("ADA") as well
as the Rehabilitation Act of 1973 and other laws protecting the rights of persons with
disabilities. Compliance measures should address the necessity to provide opportunities
to qualified persons with disabilities in employment and in access to education, where
this will not pose an undue burden or fundamentally alter the programs of the institution.
The Board recognizes that compliance with ADA requires increased awareness of all
University employees and a commitment of institutional resources. Further, it is the intent
of the Board to continue this institution's strong commitment to meeting the special needs
of individuals with disabilities, and that this commitment remain an integral part of the
educational mission and service component of Stephen F. Austin State University.
It is the intent of this institution that ADA compliance measures shall include the
following:
■ Diligently pursue the identification and elimination of physical, communication
and attitudinal barriers to activities, programs, or series operated or sponsored by the
institution, including employment, academic criteria, student and public services,
and facilities.
■ Implement procedures for raising awareness of the requirements of ADA
throughout the institution;
■ Provide coordinated and timely response to requests from individuals with
disabilities;
■ Create a task force to support the efforts of an ADA Coordinator and ensure
continued sensitivity to special needs of individuals with disabilities.
University policy prohibits discrimination against faculty, staff or students on the basis of
race, color, religion, sex, age, national origin, disability or disabled veteran status.
Definition:
P-14
Appendix 5
Discrimination on the basis of disability means:
to limit, segregate, or classify a job applicant or employee in a way that may
adversely affect opportunities or status because of the applicant's or employee's
disability;
■ to participate in a contract which could subject an applicant or employee with a
disability to discrimination;
to use any standards, criteria or method of administration which could have the
effect of discriminating on the basis of disability;
to deny equal jobs or benefits because of a disability;
to fail to make reasonable accommodations for known physical or mental
limitations of an otherwise qualified individual unless it can be shown that the
accommodation would impose an undue hardship;
■ to use selection criteria which exclude disabled persons unless the criteria are job
related and consistent with business necessity; and,
■ to fail to use employment tests in a manner that ensures that the test results
accurately reflect the applicants or employee's skills or aptitude for a particular job
Source of Authority: The Americans with Disabilities Act of 199012 USC Sec. 12101 ot
seq., Rehabilitation Act of 1973 (29 U.S.C.706(8)) Board of Regents, President
Cross Reference: None The Americans with Disabilities Act of 1990 42 U.S.C Sec.
12101 etseq.} Rehabilitation Act of 1973 (29 U.S.C. 701 et seq.)
Responsible for Implementation: President
Contact for Revision: ADA Coordinator
Forms: None
P-15
Appendix 5
Concurrent Enrollment Program (A-50)
Original Implementation: July 27, 1999
Last Revision: April 22, 2003 July 10, 2007
High school students with superior academic ability and achievement may be admitted to
Stephen F. Austin State University and enroll in college courses while completing their
high school studies. Students must demonstrate the capability to successfully complete
college studies.
The Concurrent Enrollment Program is open to high school students (grades 9-12) who
have generally completed three fourths of the core high school graduation requirements
and have obtained a minimum grade point average of 85. The grade point average is
calculated on academic core courses and does not include such courses as band, choir, or
physical education. In addition, students must submit a minimum composite score of
1010 on the SAT or 21 on the ACT. Students not exempt from TASP may talco
collegiate level courses related to test sections that have been passod.Students must meet
TSI requirements to register for reading and writing intensive courses, as well as math
courses. A recommendation by the student's high school principal or high school
counselor must be submitted as well.
Source of Authority: Provost and Vice President for Academic Affairs
Cross Reference: General Bulletin
Responsible for Implementation: Provost and Vice President for Academic Affairs
Contact for Revision: Provost and Vice President for Academic Affairs
Forms: None
P-16
Appendix 5
Delegated Purchasing Authority (C-10)
Original Implementation: Unpublished
Last Revision: July 11, 2005July 10, 2007
Stephen F. Austin State University adheres to a policy of centralized purchasing for the
purposes of:
1. insuring compliance with state and federal laws, rules, and regulations;
2. protecting the University from unauthorized acquisitions of supplies, equipment
and services;
3. providing budgetary control and coordination;
4. insuring fair and ethical business practices; and
5. providing savings through consolidation of requirements^ and standardization of
products where appropriate, and competitive bidding.
6. providing best value acquisition through competitive solicitation processes.
The Purchasing Department, under supervision of the Director of Purchasing and
Inventory/HI/i? Coordinator, has sole authority for the negotiation and purchase of all
goods and services for the University with the exception of items listed in Policy D-20.5
Items Requiring Board of Regents Approval, and the following specific delegations that
exist under proper administrative approval.
1. The Director of the University Libraries is authorized to purchase books,
periodicals, journals, and other related materials needed to maintain University
resource material collections.
2. The Curator of the Stone Fort Museum is authorized to purchase general
merchandise for resale in the museum gift shop.
3. The Physical Plant is authorized to make purchases up to $2000 with pre-assigned
requisition numbers for completion by the Purchasing Office with the same number.
'I .Account Administrators are authorized to make local purchases of items costing $500
or less through the Local Purchase Authorization procedures, Policy C 20. A.
Sr4. Employees are authorized to make procurement card purchases of items costing
$2000 or less through the Procurement Card procedures, Policy C-44.
4r5. Employees without Procurement Cards or access to LPA's may make purchases
approved by the Account Manager, and request reimbursement ONLY when other
purchase options are not possible or available. Taxes will not be reimbursed.
7t6. Employees are authorized to provide to vendors authorized PO numbers issued by
the Purchasing office (Phone PO). In most cases the requisition must be entered and
approved on-line before the PO # is issued. When determined appropriate by the
P-17
Appendix 5
Purchasing Office, the PO # may be issued without a requisition. In such cases, the
requisition must be entered on-line within 24 hours, and referencing the PO #.
Sr7. Certain payments may be made by completing a voucher for submission to the
Controller's Office. See Policy C-31 Purchase Voucher.
9t8. All other purchases are to be submitted as a formal request for the Purchasing
Department to secure a good or service. See Policy C-30 Purchase Requisition.
All official correspondence other than that delegated above; i.e., ^^solicitations,
purchase orders, correctionc/iange orders, cancellations, etc. shall be issued by the
Purchasing Department. The Director of Purchasing & Inventory/HUB Coordinator is
delegated authority to sign all titles and associated documents for the purchase, transfer
or sale of vehicles, trailers, or marine equipment.
UNAUTHORIZED PURCHASES MADE OUTSIDE OF DELEGATED
AUTHORITY
Unauthorized purchases are purchases charged to the University without utilizing one of
the delegations stated above. Payment for unauthorized purchases will not be made by the
University with appropriated funds.
The department head approving an unauthorized purchase is responsible to insure that the
account used for payment has sufficient funds.
If payment of the unauthorized purchase and/or any late fees is not approved by the
appropriate department head, dean, vice president or president, the individual making the
purchase will be responsible for payment to the vendor or returning the item(s). Any
freight costs associated with receiving or returning the item(s) will be the responsibility
of the individual making the unauthorized purchase.
Source of Authority: Vice President for Business Affairs
Cross Reference: Policy D-20.5 Items Requiring Board of Regents Approval; Policy C
20.A Local Purchase Authorization; Policy C-30 Purchase Requisition; Policy C-31
Purchase Voucher; Policy C-44 Procurement Card
Responsible for Implementation: Vice President for Finance and Administration
Contact for Revision: Director of Purchasing and Inventory///£/i? Coordinator
Forms: None
P-18
Appendix 5
Departmental Administration (E-10A)
Original Implementation: March 7, 1978
Last Revision: April 30, 200lJufy 10, 2007
The Chief Administrative Officer of an Academic Department
The chief administrator of an academic department shall be the chair.
General Description of the Department Chair
The chair of an academic department occupies a unique position in the University. The
chair is the chief executive of the department responsible for the implementation of
department, college and University policy, and a frequent participant in policy formation.
Thus, the chair is an administrator, the quality of whose performance has fundamental
impact on the success of the institution in attaining its specific goals. The chair's efforts
are crucial to the achievement of excellence in teaching, scholarship/creative activities,
and service at Stephen F. Austin State University. The chair, through daily interaction
with colleagues, sets the tone for the department. The chair is both an advocate for the
department's needs to the administration and an interpreter of administrative policy to
faculty and students. That dual role is a sensitive one, requiring considerable skills of
diplomacy and persuasion. Simultaneously, the chair is a faculty member who is expected
to exemplify those faculty qualities most valued by the academic community: teaching
excellence, scholarly and creative activities, and a commitment to University and
community service. (See also Chair Teaching Load policy.)
Major Responsibilities of the Department Chair
The primary responsibility of the chair is to establish and maintain a departmental climate
conducive to the pursuit of knowledge. The chair should provide leadership and direction
to the department. The chair should serve as the chief representative of the department
both within and without the University and effectively communicate to the faculty and
students those policies and events which affect departmental policies and procedures.
The decisions of the chair should be made and implemented in the context of collegiality
and regular communication with the departmental faculty. Such communication includes
both institutional forms and informal consultations seeking the counsel and advice of the
faculty on matters which affect academic programs or the professional interests of the
faculty and the department.
More specifically, the administrative responsibilities of a department chair include, but
are not limited to, the following:
P-19
Appendix 5
1. provide leadership in the establishment and maintenance of a visionary direction
and standards for the academic unit, consistent with the College and University
missions;
2. serve as an advocate for the department, college, and university;
3. assure program quality through evaluation, modification and development of
programs and curriculum;
4. respond to the needs, responsibilities and requirements of students, faculty,
administration, the public and other constituencies - e.g., develop and implement
an effective student advising system; encourage the professional growth and
recognition of faculty and staff; prepare catalog materials, schedules of classes,
and teaching and collateral assignments of department faculty/staff; support and
encourage faculty involvement in university and community activities;
5. manage fiscal resources - prepare and administer the department budget; maintain
effective and efficient department office procedures; where appropriate,
coordinate fundraising activities with the College and University;
6. manage and allocate physical resources;
7. establish/maintain and communicate effective personnel procedures and processes
- recruitment and hiring procedures, evaluation of department members for
retention/termination, tenure, promotion, and merit raises; develop a climate and
allocate available resources that promote faculty development; and
8. Promote the academic unit as a representative to external organizations/activities.
Selection of the Department Chair
1. A Search and Screen Committee will be used in each search for a department
chair. Each search initially will be open and without prejudice for inside or
outside candidates. The dean of the college or Provost and Vice President for
Academic Affairs will meet with the department faculty prior to committee
selection to discuss the type of search. Should considerations indicate that a fully
open search may not be a viable choice, a decision limiting the scope of the search
should be made prior to the selection of the committee. Such a decision will not
be made without consultation with the department faculty.
2. The committee will be constituted by the dean of the college on consultation with
the faculty of the department and on concurrence by the Provost and Vice
President for Academic Affairs. The committee chair will inform the department
faculty of the names of the committee members. The dean will inform the college
faculty.
3. The committee shall have at least five members. Larger membership will depend
on the size of the department and the complexity of its programs, but all
committees must have an odd number of members.
4. Once the size of the committee has been established, the department shall elect its
specified number of representatives to the committee. Faculty members eligible to
vote will be those on full-time contract with the University who hold faculty rank
in the department. When possible, all tenure-track ranks will be represented. In
all cases the faculty shall elect a majority of the committee.
P-20
Appendix 5
5. Normally every Search and Screen Committee will have representation from
outside the department. No more than one-third of the committee will be from
outside the department, except in those cases where the small size of the
department or other major considerations make this provision impracticable.
While outside representatives will ordinarily be appointed, they may be elected by
the department faculty if it seems appropriate or proves necessary to meet the
provision that a majority of the committee shall be elected by the department
faculty.
6. The dean, after consultation with the Provost and Vice President for Academic
Affairs and the department faculty, shall then fill the other positions on the
committee, from within and/or without the department, with a view toward
creating a balanced committee which can best represent the interest of the
department, college, and University.
7. To enhance the ability of the committee to focus on the administrative capabilities
of the candidates, at least one member of the committee should be an individual
with appropriate academic administrative experience.
8. The dean will convene the committee for its organizational meeting; at this time
the committee will elect its chair and other officers.
9. Ordinarilyffi/imafc permit, at least three candidates recommended by the
committee will be interviewed on the campus. The itinerary for the interviews
will provide ample opportunity for the candidates to meet department faculty,
students, the dean of the college, the Provost and Vice President for Academic
Affairs, and the Search and Screen Committee.
10. After the interviews, the dean shall invite comments from all department faculty
and those students who may have been involved in the process relative to the
acceptability of various candidates. A summary of these comments should be
forwarded, along with the dean's recommendation and the final recommendation
of the committee, to the Provost and Vice President for Academic Affairs.
11. Appointment is by the Provost and Vice President for Academic Affairs and the
President and requires the approval of the Board of Regents.
Term of Office of the Department Chair
The department chair is appointed by the President of the University upon
recommendation by the dean and the Provost and Vice President for Academic Affairs
for an unspecified term of office. (See also Chair Appointments policy.)
Evaluation of the Department Chair
The evaluation of the department chair is designed to assist the chair in promoting
academic excellence throughout the university. This process takes two forms: the
triennial review and the annual review of department chairs. Both processes are guided
by the considerations outlined below. The annual review provides the basis upon which
to award merit to department chairs.
P-21
Appendix 5
1. The faculty, chair, and dean must be constantly aware of the quality of a
department's academic programs and department administration, and should make
recommendations for their improvement.
2. In order to strengthen evaluation of department operations, the department chair
will be evaluated annually by the dean of the college. A recommendation for
| merit will be forwarded to the Provost and Vice President for Academic Affairs.
When the dean begins the process of annual evaluation of the chair, consideration
should be given to all aspects of the chair's performance. The criteria in the Major
Responsibilities of a chair enumerated above provide a basis for the dean's
assessment of the effectiveness of the department chair and are delineated in the
Department Chair Administrative Effectiveness Appraisal. The evaluation process
is designed to assist the chair in promoting academic excellence. Additional
criteria used by the dean should be communicated to the chairs in the college prior
to the three year evaluation period and prior to the period during which the chair
is considered for merit. In the case of the triennial review, a summation of the
faculties' evaluations of the chair should be included as a component of the
evaluation procedure.
3. At least once every three years the dean will initiate an evaluation of the
department chair's performance by the faculty of the department. The instrument
used in this formal evaluation, "Department Chair Administrative Effectiveness
Appraisal," shall request each faculty member to provide a recommendation on
the continuance of the chair. Following an evaluation of the chair, the dean of the
college will meet with the department for a report on the evaluation.
4. Evaluations of a department chair's performance by the faculty may be initiated at
any time by a majority of the faculty, at the call of the chair, dean, Provost and
Vice President for Academic Affairs, or President.
Comments which may have been received relative to the chair's performance and
the advisability of retention should be carefully weighed for both the annual and
triennial reviews. If these comments reveal serious problems in the department or
that a majority of the faculty of the department desire a full-scale, formal
evaluation by the faculty of the department, the dean will consult with the Provost
and Vice President for Academic Affairs and determine whether such an
evaluation of the chair will be conducted. The dean will report the nature of
his/her decision to those faculty members who expressed the initial concern. In
this, as in the case of all administrative decisions, faculty members have the right
to appeal formally this decision to the Provost and Vice President for Academic
Affairs and then to the President.
5. The dean of the college will review with the department chair the results of the
annual administrative evaluation and any evaluation by the faculty. After this
review the report of the evaluation with recommendations based thereon will be
submitted by the dean of the college to the Provost and Vice President for
Academic Affairs.
Merit for Chairs/Division Directors
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Appendix 5
Stephen F. Austin State University includes among the aspects of its mission and purpose
the recognition of outstanding performance by chairs/directors of academic
departments/units in the areas of administration, teaching, scholarly/creative activity, and
service. Thus, Stephen F. Austin State University believes that the achievement of those
aspects of professional performance of academic administrators should be regularly and
systematically assessed; and in each case in which achievement has been accomplished in
an exemplary manner, merit pay should be extended. To evaluate the performance of its
chairs and to provide appropriate rewards, the University will employ the policies and
procedures set forth below.
1. Criteria:
Outstanding performance in administration, teaching, creative/scholarly activity,
and service shall constitute the basis for awarding merit to a chair. For the
categories of teaching, creative/scholarly activity, and service, therefore, each
college shall identify specific characteristics consistent with Evaluation, Merit
Pay, Promotion and Tenure, policy E-20A, that are pertinent to its role within the
University-wide mission and purpose. The Department Chair/Director
Administrative Effectiveness Appraisal Form is intended to guide the evaluation
of administrative merit at the chair level.
2. Procedures:
Each chair will provide the dean with copies of his/her "Annual Report on
Teaching, Scholarly/Creative Activities, and Service" for the preceding year as
well as a report of the administrative achievements for the preceding year. The
format of this attached report may vary among colleges; however, it should reflect
the activities appropriate to the role of the chair as described earlier in this policy
as well as progress on realizing goals and aspirations for the department. The
report shall be completed at the time faculty members are completing their annual
faculty evaluation forms. The chair or division director shall, in consultation with
the dean of the college, establish and document goals and aspirations for the
department/division for the coming year. These stated goals should serve as the
basis for future evaluation of the chair/division director.
The chair will review his/her Annual Report and report on administrative
accomplishments with the dean. Following this review, the dean will submit the
"Administrative Evaluation" form and supporting documentation to the Provost
andVice President for Academic Affairs for recommendation, if appropriate, to
the President of the University, with a copy to the chair.
The Provost and Vice President for Academic Affairs shall make
recommendation to the President for final approval.
Source of Authority: President
Cross Reference: Faculty Handbook, Evaluation, Merit Pay, Promotion and Tenure,
Policy E-20A
P-23
Appendix 5
Responsible for Implementation: Provost and Vice President for Academic Affairs
Contact for Revision: President/Yovo,sf and Vice President for Academic Affairs
Forms: Department Chair Administrative Effectiveness Appraisal (available in academic
dean's office)
P-24
Appendix 5
Discrimination Complaints/Sexual Harassment
(E-46)
Original Implementation: September 1990/February 2, 1982
Last Revision: April 24Juty 10, 2007
1. Purpose:
To provide a working environment of nondiscrimination, equal employment
opportunity, affirmative action, protection from retaliation for members of classes
protected by law, and to comply with Federal and State equal opportunity
employment regulations.
2. Non-discrimination Policy:
It is the policy of Stephen F. Austin State University not to discriminate against any
employee or applicant for employment because of race, color, religion, sex, age,
national origin, disability, or disabled veteran status. Unlawful discrimination based
on sex includes discrimination defined as sexual harassment. Stephen F. Austin
State University is committed to the principles of Equal Employment Opportunity
(EEO) law. An employee who violates this policy is subject to disciplinary action up
to and including termination.
A supervisor or employee commits unlawful employment practice if the supervisor
or employee retaliates or discriminates against a person, who (a) opposes a
discriminatory practice, (b) makes or files a complaint alleging employment
discrimination, (c) or testifies, assists or participates in any manner in an
investigation, proceeding or hearing. Any employee who retaliates against another
employee who opposes alleged employment discrimination violates the university's
policies and procedures and may be subject to disciplinary action up to and
including termination. This policy applies to student complaints that might involve
peer to peer discrimination/harassment and also student employment
discrimination/harassment.
The President or designee will be responsible for overseeing the Discrimination
Complaint/Sexual Harassment Policy and procedures and for ensuring compliance
with EEO laws. All employment decisions will be based on objective, job related,
and measurable criteria that can be consistently applied. Human Resources or
designee will review all employment actions and decisions, to include, but not
limited to, recruitment, selection, promotion, assignment, training, evaluations,
discipline, restructuring, workplace accommodations, and compensation to ensure
consistency of application. Human Resources or designee will annually review all
personnel policies and procedures to ensure compliance with EEO laws and present
P-25
Appendix 5
any recommendations for updating to the President. All employment related
documents will be maintained in accordance with the university's Texas State
Record Retention Schedule.
3. Definitions:
1. Unlawful Discrimination: Based upon a variety of statutes, both on the federal
and state levels, unlawful discrimination may affect terms and conditions of the
employment or the educational setting and is based upon race, color, religion,
sex, age, national origin, disability, or disabled veteran status. Applicable
statutes include: Title VII of the Civil Rights Act of 1964, Civil Rights Act of
1991, Title IX of the Education Amendments of 1972, Age Discrimination in
Employment Act, Americans with Disabilities Act, Section 504 of the
Rehabilitation Act, Equal Pay Act, Immigration Reform and Control Act of
1986, and Article 5221k, V.T.C.S. The totality of the facts and circumstances
will have a bearing on whether unlawful discrimination has occurred.
2. Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature, even if carried out under the
guise of humor, constitute sexual harassment when:
1. Submission to or tolerance of such conduct is made either explicitly or
implicitly a term or condition of an individual's employment or education; or
2. Submission to or rejection of such conduct by an individual is used as the
basis for academic or employment decisions (including admissions and
hiring) affecting that individual; or
3. Such conduct has the purpose or effect of substantially interfering with an
individual's academic or professional performance or creating an
intimidating, hostile or offensive employment, educational or living
environment
The university will not tolerate sexual harassment of any employee or
student by another employee, supervisor, or other person with whom an
employee or student may have contact with as part of his or her duties.
The totality of facts and circumstances in any given situation will have a
bearing upon whether unlawful discrimination or sexual harassment has
occurred.
4. Required Equal Employment Opportunity (EEO) Training:
The University is required by the Texas Labor Code 21.010 to provide training to
each new employee on policies regarding discrimination and harassment no later
than 30 days after the date of hire. In addition, supplemental training is required
every two years. All employees will receive a copy of the University's
Discrimination Complaint/Sexual Harassment Policy and procedures within 30 days
of employment. A signed statement verifying attendance is required to be
maintained in the employee's personnel file.
P-26
Appendix 5
5. Management and Supervisory Responsibilities:
Vice Presidents, Deans, Directors and Department Chairs shall take appropriate
steps to disseminate this policy statement and to inform employees and students of
procedures for lodging complaints. Vice Presidents, Deans, Directors, and
Department Chairs are required and students are urged to notify the Director of
Human Resources, ADA Coordinator or the appropriate Dean, Director, or
Department Chair for the area involved when they learn of an instance of unlawful
discrimination or sexual harassment.
6. Employee Responsibilities and Student Responsibilities:
While not required, all employees are urged to contact the Director of Human
Resources or the appropriate Dean, Director, or Department Chair for the area
involved when they learn of an instance of employee related unlawful discrimination
or sexual harassment. Students are urged to contact the Director of Human
Resources, ADA Coordinator or the appropriate Dean, Director, or Department
Chair for the area involved regarding employee related unlawful discrimination or
sexual harassment. Student to student infractions should be reported to the Judicial
Office of Student Development.
7. Complaint Procedure:
Employees may report a discrimination or sexual harassment complaint without fear
of retaliation. All university employees are responsible for immediately reporting
discrimination or sexual harassment complaints to the Director of Human
Resources, or ADA Coordinator (as applicable), or may additionally be reported to a
Vice President, Dean, Director or Department Chair for the area involved. Student to
student complaints should be reported to the Judicial Officer, or the ADA
Coordinator (if applicable).
Complaints should be filed as soon as possible after any incident, but no later than
180 days from the incident involving unlawful discrimination or sexual harassment
Complaints must be made in writing and signed by the individual submitting the
complaint. While investigators will attempt to maintain as much confidentiality as
possible, complete anonymity may give way to the University's obligation to
investigate and take appropriate action.
If a pattern of harassment appears to exist but no complainant files charges, the
University may file a third-party charge against an individual. Such charges will be
handled with as much care and control as any other complaint so as to avoid acting
on rumor or unjustified accusation.
8. Investigative Process:
1. Employee Related Complaints
Once a complaint has been brought to the attention of a Supervisor, Department
P-27
Appendix 5
Chair, or other individual in a management level position, that person must
report the complaint to the Director of Human Resources as soon as possible.
Every attempt should be made to keep the information confidential and restricted
to only those who have an absolute need to know. As there may be more than
one complainant in an unlawful discrimination or sexual harassment case, the
term "complainant" as used herein shall refer to one or more complainants.
The Dean or Director (or other appropriate administrator) for the area involved
will normally begin the investigation of the charges within 10 working days
from when it was received, not as a representative of the complainant, but as an
impartial party. If the Director is the direct supervisor of the accused, the Vice
President will assign an alternative director from within their division so the
investigator is not investigating his or her own department. The investigation
shall normally be conducted within 45 working days thereafter the letter of
finding will be forwarded to the Director of Human Resources and the General
Counsel at the end of the investigation. Case complexity will vary and the
termination of the investigation will depend on case circumstances; however, the
investigation will commence within the designated time and will conclude under
normal circumstances within 45 working days. It is incumbent upon the
investigating official to document a reasonable justification for extending an
investigation beyond 45 working days. Investigation of a complaint normally
will include conferring with the parties involved and may proceed as necessary
with examination of relevant documentation and interviews with other
employees or students. Discretion should be exercised in determining which
witnesses are indeed necessary to the investigation. The Dean or Director
conducting the investigation may also consult with appropriate management
personnel, including the Director of Human Resources, the ADA Coordinator,
and the General Counsel for advice and guidance as applicable. After
investigating the allegations, the Dean or Director will meet with the accused
employee, provide the accused with the allegations and an opportunity to
respond to the allegations. The investigator is responsible for responding to each
allegation that the complainant has made. This response should be in the form of
a memo describing the investigator's findings and conclusions. The memo
summary should include a brief overview of the investigative process including
the categories and numbers of individuals interviewed (excluding names),
timelines, a summary of each allegation, a summary of the findings by the
investigator, and a summary of the investigator's conclusions and
recommendations. This memo should be addressed to both the complainant and
the accused with copies provided to the appropriate Vice President, the General
Counsel, and the Director of Human Resources. If the complainant or the
accused are not satisfied with the results of the investigation as presented in the
P-28
Appendix 5
memo from the investigator, they may appeal in writing to the appropriate Vice
President within 30 days of the date of the memo.
If the complaint cannot be resolved to the satisfaction of all parties, the Dean or
Director, working with the Director of Human Resources and the General
Counsel, will make a recommendation, normally within 20 days of receipt of the
complaint to the appropriate Vice President as to whether any disciplinary action
should be taken. A summary of the case will be provided to the Vice President.
Recommendations of the Dean or Director to the Vice President may include
dismissing of the charges; warning, suspension or termination of the accused;
allowing the parties to sign a written statement of agreement resolving the
differences between them; counseling; or other appropriate disciplinary action. A
general status report of the investigation should be provided to the complainant
and the accused upon completion of this investigative phase.
2. Student to Student Complaints:
The Judicial Officer shall investigate student to student complaints and follow
the timeframes described in the preceding guidelines for employees. If student
discipline is recommended, the Rules of Procedure in Student Disciplinary
Matters will guide the proceedings. Said rules are located on the SFA Web Page
for student policies and procedures or may be obtained from the Office of
Student Affairs. Informal and formal disposition procedures are outlined within
the policy; and, it contains full due process procedures.
9. Review by the Appropriate Vice President for Employee Related Complaints:
After the Vice President has offered to meet with the accused and if necessary, to
meet with the complainant and witnesses, he/she will accept, modify or reject the
recommendation of the Dean or Director. If the Vice President concludes that the
charges are serious enough to require termination or suspension, the faculty member
or staff member may be placed on a leave of absence with pay, pending a hearing by
the review board and action by the President.
The Vice President's review should generally be completed within 10 days from
receipt of the matter, unless additional time is required in fairness to the parties. A
general status report should be forwarded to the complainant and the accused at the
conclusion of the Vice President's review.
10. Review by the Employee Discrimination Complaint Review Board:
If the decision of the Vice President is not satisfactory to either party (complainant
or accused), that individual(s) has 5 days in which to request a formal hearing of the
Discrimination Complaint Review Board ("Review Board"). The request must be
put in writing to the Vice President issuing the decision.
The Review Board of three individuals will be selected from a panel of 20 pre-
P-29
Appendix 5
selected faculty members and 20 pre-selected staff members to be appointed by the
President. If the accused is a faculty member, the Review Board will be composed
of at least two faculty members. If the accused is a staff member, the review board
will be composed of at least two staff members. The complainant will select one
member and the accused will select one member from the applicable panel. The two
selected members will choose a third person from the panel. None of these
individual review board members shall be from the department of the accused or the
complainant (if applicable). These three individuals will comprise the Review Board
and will elect a Chair from among themselves. The University President may
remove any selected Review Board member if substantial proof of bias exists.
The Chair of the Review Committee is responsible for coordinating the hearing. The
complainant, the accused, and the University all have the right to be advised by
counsel, but lawyers will not be allowed to conduct or participate in the hearing. The
day prior to the scheduled Review Committee hearing, each side shall submit a list
of its witnesses and copies of its documentary evidence to the Chair. A list of
witnesses and a summary list of the evidence will be provided to each side. The rest
of the Review Committee will not receive the material until the time of the hearing.
All materials presented must be maintained in a confidential manner by all parties
involved.
The Dean or Director who conducted the investigation will apprise the Review
Board of the charges and will normally present all relevant evidence. Both parties
will have an opportunity to respond to the charges and present evidence. Each party
may make a 5 minute opening statement prior to presentation of the evidence. The
burden will be on the complainant to prove by the greater weight of the credible
evidence that the accused has committed an act of sexual harassment and/or
unlawful discrimination. Cross examination of the witnesses is allowed by all
parties. Each party may make a 5 minute closing statement.
The Chair of the Review Board will conduct a fair hearing before the complainant
and the accused and shall allow relevant witnesses and evidence from both parties.
The hearing shall be closed to the public. The General Counsel may and/or the
Director of Human Resources may be consulted in procedural matters of the review
board and may be present at meetings. All information presented in the hearing is
confidential and restricted to only those who have an absolute need to know.
The Review Board will normally have 5 days after the completion of the hearing to
summarize its findings and make a written recommendation to the President.
11. Review by the President for Employee Related Complaints:
The President may accept, reject, or modify the decision of the Review Board and
P-30
Appendix 5
will have access to all evidence, both parties, and witnesses as deemed appropriate.
In all instances except where a faculty member's tenure is revoked or a faculty
member is being terminated during the term of their employment, the decision of the
President is final. In cases where tenure is being revoked or a faculty member is
being terminated during the term of employment, the case will be forwarded to the
Board of Regents for a final determination. Pending action by the Board of Regents,
the faculty or staff member may be suspended without pay and removed from the
University or assigned to other duties with pay at the President's discretion. Final
disposition of the case will be communicated to the accused employee and the
complainant.
12. Employee Sanctions:
1. University imposed: University sanctions for violations of this policy may
include any disciplinary action, up to and including termination of employment
for faculty or staff. Such activities may be viewed as constituting moral turpitude
or substantial neglect of academic responsibilities under the Faculty Handbook
and a major work rule violation under the Staff Discipline and Discharge Policy.
2. Civil: Unlawful discrimination and sexual harassment are illegal under state and
federal law. Official governmental investigations by the Equal Employment
Opportunity Commission, the Texas Commission on Human Rights, and/or the
Office of Civil Rights of the Department of Education may result in civil
lawsuits against any person guilty of unlawful discrimination or sexual
harassment.
3. Criminal: Sexual harassment by a public servant is a criminal offense under
39.02 of the Texas Penal Code. Depending on the severity of the acts, sexual
harassment may also specifically include indecent exposure, public lewdness,
assault, or sexual assault under Chapter 21 and 22 of the Texas Penal Code.
4. False charges may result in disciplinary action against the complainant by the
University or civil charges against the complainant by the accused. An
unsubstantiated charge is not considered "false" unless it is found to be made
with the knowledge of it being false.
13. Student Sanctions:
Disciplinary action for student to student related complaints may range from
sensitivity counseling to suspension or dismissal. False charges may also result in
disciplinary action. An unsubstantiated charge is not considered "false" unless it is
found to be made with knowledge of it being false.
14. The Dean/Director (or other appropriate administrator) who investigated the
complaint will be responsible for monitoring the circumstances surrounding the
complaint to insure the situation has been remedied.
15. The Human Resources Director or designee will be responsible for maintaining a log
of all formal complaints and the results of such complaints.
P-31
Appendix 5
Cross Reference: Faculty Handbook, Non-Academic Employee Handbook; 42 U.S.C.
2000e; 42 U.S.C. 1981; 20 U.S.C. 1681-1688; 29 U.S.C. 621 et seq.; 29 U.S.C. 794 et
seq.; 29 U.S.C. 206(d); 8 U.S.C. 1101; Texas Labor Code Sec. 21.101 et seq.; Texas
Penal Code, Sec. 39.02
Responsible for Implementation: President
Contact for Revision: Director of Human Resources and General Counsel
Forms: None
P-32
Appendix 5
Distinguished Professor Award (A-16)
Original Implementation: Unpublished
Last Revision: July 17, lOOUuly 10, 2007
The Stephen F. Austin State University Alumni Association honors an outstanding
faculty member at &s-an awards ceremony each spring semester, awards luncheon, which
follows Commencement each spring semester. Nominations are solicited through the
Focus in early February with the deadline for nominations of March 1. Nominations
should be submitted on a Distinguished Professor Award Nomination Form: available on
the Alumni Association web-site (www.sfaalumni.com). A committee made up of the last
three recipients reviews the nominations and presents their recommendation to the
Associate Vice President for Alumni Affairs of the Alumni Association. The selection of
the Distinguished Professor is made by the Alumni Association Board of Directors.
Criteria for the selection of the Alumni Association Distinguished Professorship Award
are listed below:
1. In general, the faculty member selected should most nearly satisfy the criteria for
faculty excellence as published in the SFASU Faculty Handbook incorporating
demonstrate excellence in the following areas: teaching, scholarly/creative, and
service activities.
2. The recipient must be a tenured member of the faculty. Academic administrators
holding a position above that of department chair or director are not eligible.
3. The recipient must have been a full-time teacher at SFASU for three years.
4. The recipient must be an active member of the faculty at the time of the award.
5. Scholarship, citizenship, and contribution to academic excellence and the
University's mission should be of such caliber as to bring positive and wide
spread recognition to SFASU.
Nominations are solicited through Focus_ in early February with a March 1 deadline for
nominations. Nominations should be submitted on a Distinguished Professor Award
Nomination Form: available from the Alumni Association. A committee made up of the
last three recipients reviews the nominations and presents their recommendation to the
Vice President for Alumni Affairs. The selection of the Distinguished Professor is mado
by the Alumni Association Board of Directors.
Source of Authority: President, Alumni Association Board of Directors
Cross Reference: www.sfaalumni.comNem
Responsible for Implementation: Provost/Vice President for Academic Affairs
P-33
Appendix 5
Contact for Revision: Associate Vice President for Alumni Affairs
Forms: None
P-34
Appendix 5
Driver Certification (D-10)
Original Implementation: May 4, 1983
Last Revision: July 8, lOOUuly 10, 2007
Driver certification is required for any University employee who must drive a University
vehicle, including rented or leased, within the scope of his/her employment. Such
certification is processed through the University Police Department (UPD). An
"Application Approved Drivers Certification" form is obtained from the Administrative
Secretary Specialist in UPD and should be signed at the bottom by the applicant's
department head.
Upon receipt of the driving record report from Austin, and in compliance with University
requirements, UPD will: (a) issue a temporary permit valid for 180 days for Faculty and
Staff or 90 days for Students, (b)