STANDARD III: RESOURCES

Transcription

1 STANDARD III: RESOURCES The institution effectively uses its human, physical, technology, and financial resources to achieve its mission and to improve academic quality and institutional effectiveness. Accredited colleges in multicollege systems may be organized so that responsibility for resources, allocation of resources, and planning rests with the district/system. In such cases, the district/system is responsible for meeting the Standards, and an evaluation of its performance is reflected in the accredited status of the institution(s). STANDARD III.A HUMAN RESOURCES ELIGIBILITY REQUIREMENTS #8 Administrative Capacity The institution has sufficient staff, with appropriate preparation and experience to provide the administrative services necessary to support its mission and purpose. (Standard III.A.9 and III.A.10) Bakersfield College employs qualified faculty, classified, and 35 full-time administrative staff who are qualified by appropriate education, training and experience to provide all programs and services for our students (Board Policy XXXX). All Bakersfield College personnel are evaluated in a systematic manner adhering to all Board Policy rules and regulations (Board Policy XXXX). #14 Faculty The institution has a sufficient number of qualified faculty, which includes full time faculty and may include part time and adjunct faculty, to achieve the institutional mission and purposes. The number is sufficient in size and experience to support all of the institution s educational programs. A clear statement of faculty responsibilities must include development and review of curriculum as well as assessment of learning. (Standard III.A.7 and III.A.2) Bakersfield College has xxxx full-time and xxxx part-time faculty who have met the California State Mandated minimum qualifications and thus are qualified to instruct in the institution s programs. Faculty duties and responsibilities are clearly outlined in the Faculty Contract Article 4, Professional Expectations and Article 6&7 Evaluation of Faculty (full-time and adjunct). The Faculty Obligation Number is 247. RECOMMENDATIONS #3: Include comments on how effectively adjunct faculty members produce student learning outcomes In order to meet the Standards, the team recommends that adjunct faculty have as a requirement of their evaluation a component that addresses their effectiveness in producing student learning outcomes. (III.A.1.c.)

2 Progress to Date Beginning fall 2013, the Vice-President of Academic Affairs informed all Educational Administrators and Department Chairs (In the FCDC meetings on and and ) that all adjunct faculty being evaluated were to include a written statement regarding assessment of their SLO s. The Vice- President of Academic Affairs began tracking compliance with this requirement. Prior to the fall 2014 semester, the College provided further professional development to all Educational Administrators during the Fall Dean s Retreat, the Faculty Chairs at the Chair Academy and to Adjunct faculty members in attendance at the Adjunct orientation evening (see minutes). At the Adjunct Faculty Orientation on , the evaluation and SLO process was outlined to adjunct professors. (See the Adjunct Faculty Orientation Agenda). The Vice-President continues to track for compliance. (See Tracking Compliance of Adjuncts SLO Narrative) #4: Evaluate the effectiveness of professional development programs In order to meet the Standards, the College should systematically evaluate the professional development programs offered to employees and use the results of the evaluation as a basis for improvement. (III.A.5.b) Progress to Date The Staff Development Coordinating Council has recently changed their name to the Professional Development Committee (PDC). PDC has continued its focus of providing a wide variety of professional development sessions that target faculty, classified and administrators. The bulk of the sessions happen the first week prior to the start of each semester with other events throughout the semester. After completion of the opening week sessions, we survey the employees for feedback and PDC uses that feedback to determine future sessions to be offered. PDC also starts the beginning of the academic year by setting the goals for the committee and sharing those with College Council. At the end of the academic year, PDC re-examines the goals and provides an update to College Council on the status of meeting each goal. Furthermore, PDC continues to do an outstanding job demonstrating continuous evaluation (PDC meeting minutes Bakersfield College Committees page, attached Fall 2014 survey evaluations), has increased transparency (staff development report website), as well as increased access for staff and faculty (using InsideBC, employee tab, Staff Development channel). The Professional Development Report Form outlines the work of the committee. (See the PDC minutes dated and the Professional Development Report) #5: Human Resources should complete a program review In order to meet the Standards, the team recommends that the College human resources department complete a comprehensive review of services to include the following:

3 The District Office regularly assess its record in employment equity and diversity for the District and for the individual college s ( in addition the employee climate survey was conducted in Fall 2013, with results reported in Spring 2014 as comparison to the 2011 survey ( D.O. The Accreditation team met with Vice Chancellor of Human Resources where we learned that they have implemented a pilot Program Review at Cerro Coso Community College and that once evaluation of the process was completed it is HR s intent to implement a Program Review at BC, which would commence no later than this Spring (See from Abe Ali dated regarding Letter to working group regarding BC HR program review). Vice Chancellor Ali told the team, that he would provide us a memo stating the Program Review process, the timeline and the rationale for conducting it in this manner; he also stated he would provide us with a copy of the tool. In addition of Vice Chancellor Ali, stated that he would provide the team with documentation how the HR planning matrix was utilized; as well as evidence of surveying employees who served on screening committees. The College Human Resource office has continued to update and improve its website with the development of the Human Resources resource website (see from Dena Rhoades dates regarding HR Website to be Deployed). This website is scheduled to go live in January Additional focus groups and surveys will be conducted to improve communication and information provided between College and District Human Resources offices and to employees. A survey has been developed by Human Resources regarding employment services at the local colleges. The survey will be distributed in February of The survey will be incorporated into the College s self-assessment of services. (See Screening Committee Participation Survey) What about focus groups? Strategies, such as follow-up assessments of screening committee members, are being developed to address respondents concerns about not being able to make the best possible hire. The College Human Resources personnel will develop training modules to address survey respondents concerns. Please add a timeline for when this will take place. A sub-group of President s Cabinet will also work with the Director of Human Resources and the Vice Chancellor of Human Resources to develop values, processes, and systems so that Human Resources provides effective services in an environment of safety, confidentiality, and compliance. Is this really happening? Below is the response from Abe. The Vice Chancellor of Human Resources is working with the Chancellor Cabinet to develop values, processes, and systems so that the District provides effective services in an environment of safety, confidentiality, and compliance. What we sent you for this item is the exact language that was used in the report; therefore, we have to start with the exact language. You can say it was determined it would be most effective to have X constituents doing this or some other lead in to the switch. Do you have minutes of meetings that have this item on the agenda? Or are there outcomes of these meetings? We need evidence of this happening. We also need a timeline for this. The District Office Administrative

4 Council is developing a Risk Management compliance position that would assist District-wide in administration of workplace safety, confidential investigations (including but not limited to Ethics point investigation and unlawful workplace harassment), liability prevention programs. (See the agenda for the Administrative Council Meeting dated Agenda item number three). Still need to state why a subgroup of the President s Cabinet is not involved. Action Improvement Plan #4 Standard III.A. Human Resources and IV.B. Board and Administrative Organization (specifically IV. B.3.b. The district/system provides effective services that support colleges in their missions and functions.) Bakersfield College recommends that the Kern Community College District and College work collaboratively to: Develop, implement, and evaluate an annual review of human resources services at Bakersfield College, including EthicsPoint. (See the from Dena Rhoades dated titled Ethics Point and how to locate) Provide clarification to College employees on the roles or functions of human resources positions to improve understanding and allow for more effective operations. An HR Planning Matrix was created to identify which roles are done by which employees. (Please see the HR Planning Matrix) Develop, implement, and evaluate an annual survey to all employees regarding who serve on screening committees to evaluate the effectiveness and efficacy of the screening process itself. A survey was created to give to all employees who serve on screening committees. Dena, how will the survey be given? The executive vice president of academic affairs and student services, and the human resources manager of Bakersfield College will present an annual status report to the Accreditation Steering Committee for input and evaluation. The last status report was submitted January (See Revised KCCD Retreat HR Accomplishments and Goals Abe Ali ). Dena is there one for 2015? Progress Report As stated above, The Accreditation team met with Vice Chancellor of Human Resources where we learned that they have implemented a pilot Program Review at Cerro Coso Community College and that once evaluation of the process was completed it was HR s intent to implement a Program Review at BC, which would commence no later than this Spring Vice Chancellor Ali told the team, that he would provide us a memo stating the Program Review process, the timeline and the rationale for conducting it in this manner; he also stated he would provide us with a copy of the tool. In addition of Vice Chancellor Ali,

5 stated that he would provide the team with documentation how the HR planning matrix was utilized; as well as evidence of surveying employees who served on screening committees.