handbooks:pattern_of_administration
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| handbooks:pattern_of_administration [2020/06/18 20:55] – [The Office of Recruitment & Outreach] Marlinda Hines | handbooks:pattern_of_administration [2024/04/17 21:33] (current) – [Enrollment and Scheduling Policies] Kelley Patient | ||
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| ====== Pattern of Administration ====== | ====== Pattern of Administration ====== | ||
| + | |||
| + | <WRAP center round important 60%>\\ | ||
| + | While editing the handbook, if you experience any issues or need to roll-back a revision please email [[sehdhelp@ucdenver.edu? | ||
| + | </ | ||
| ===== Introduction and Purpose ===== | ===== Introduction and Purpose ===== | ||
| Line 20: | Line 24: | ||
| //See the // [[: | //See the // [[: | ||
| - | |||
| - | |||
| ====== Organization of the SEHD ====== | ====== Organization of the SEHD ====== | ||
| An ''' | An ''' | ||
| - | ===== Dean – Rebecca Kantor | + | ===== Dean ===== |
| The Dean is responsible for matters at the school level including but not limited to enforcement of admission requirements; | The Dean is responsible for matters at the school level including but not limited to enforcement of admission requirements; | ||
| + | |||
| ===== Associate Deans ===== | ===== Associate Deans ===== | ||
| - | Associate Deans are responsible for internal and external operations of the SEHD and represent the Dean as appropriate. There are currently | + | Associate Deans are responsible for internal and external operations of the SEHD and represent the Dean as appropriate. There are currently |
| ===== Executive Staff ===== | ===== Executive Staff ===== | ||
| - | |**Aswad Allen**, //Assistant Dean of Diversity | + | | \\ **Patricia Ball**, //Assistant Dean of Finance |
| - | + | | \\ **Julia Cummings**, //Director of Marketing// | \\ **315-6339, **LSC 1141| | |
| - | \\ | + | | \\ **Cindy Gutierrez**, |
| + | | \\ **Shannon Hagerman**, //Executive Director of Continuing and Professional Education// | \\ **720-639-9229, | ||
| + | | \\ **Marlinda Hines**, //Director of Recruitment and Outreach// | \\ **315-4977, | ||
| + | | \\ **Brad Hinson**, //Assistant Dean for Information and Academic Technology// | ||
| + | | \\ **JáNet | ||
| + | | \\ **Julie Oxenford O’Brian**, | ||
| + | | \\ **Sandy | ||
| Line 52: | Line 61: | ||
| **General Information** \\ | **General Information** \\ | ||
| - | Chinar Aldawoodi\\ | + | 303-315-6308 |
| - | 303-315-6300 | + | |
| - | **Admissions** | + | === Admissions |
| - | **Bridget Sabo**\\\\ | + | **Natalie Schaffer** \\ |
| - | <font 11.0pt color: # | + | Admissions |
| 303-315-6308 | 303-315-6308 | ||
| Line 65: | Line 73: | ||
| 303-315-6308 | 303-315-6308 | ||
| - | **Academic Advising** | + | === Academic Advising |
| - | **Miriam Cummings** \\ | + | **Shelley Gomez** \\ |
| - | Undergraduate Advisor\\ | + | Academic Advisor – Master’s programs\\ |
| - | 303-315-6308 | + | 303-315-6310\\ |
| - | + | [[shelley.gomez@ucdenver.edu|shelley.gomez@ucdenver.edu]] | |
| - | **Shelley Gomez**\\\\ | + | |
| - | Academic Advisor – All Curriculum and Instruction | + | |
| - | 303-315-6310\\\\ | + | |
| - | shelley.gomez@ucdenver.edu | + | |
| **Rosalinda Martinez** \\ | **Rosalinda Martinez** \\ | ||
| Line 80: | Line 84: | ||
| 303-315-6308 | 303-315-6308 | ||
| - | **Geneva Sarcedo**\\\\ | + | **Geneva Sarcedo** \\ |
| - | Academic Advisor – SPSY, COUN, ECE, EPSY\\\\ | + | Academic Advisor – SPSY, COUN, LDFS\\ |
| - | 303.315.6351\\\\ | + | 303.315.6351\\ |
| - | [[geneva.sarcedo@ucdenver.edu|]] | + | [[geneva.sarcedo@ucdenver.edu|geneva.sarcedo@ucdenver.edu]] |
| - | ''' | + | **Rebecca Schell** \\ |
| - | Academic Advisor – ALPS, ILT\\\\ | + | Academic Advisor – LDTE, ECE\\ |
| - | 303.315.4978\\\\ | + | 303.315.4978\\ |
| - | [[rebecca.schell@ucdenver.edu|]] | + | [[rebecca.schell@ucdenver.edu|rebecca.schell@ucdenver.edu]] |
| - | **Sandy Mondragon**\\\\ | + | **Sandy Mondragon** \\ |
| - | Asst. Dean, Student Success and Enrollment Management\\\\ | + | Asst. Dean, Student Success and Enrollment Management\\ |
| - | Academic Advisor - MAT, PhD\\\\ | + | Academic Advisor - MAT, PhD\\ |
| - | 303.315.4979\\\\ | + | 303.315.4979\\ |
| [[sandra.snyder-mondragon@ucdenver.edu|sandy.mondragon@ucdenver.edu]] | [[sandra.snyder-mondragon@ucdenver.edu|sandy.mondragon@ucdenver.edu]] | ||
| - | ==== Academic Services Staff ==== | + | ===== Assessment |
| - | + | ||
| - | + | ||
| - | ===== Accreditation | + | |
| The SEHD Office of Assessment and Program Improvement is responsible for activities related to accreditation and reauthorization requirements of the SEHD and for developing and maintaining coordination of accreditation and outcomes assessment work within the SEHD; between the SEHD and other University offices; and between the SEHD, Colorado Department of Education (CDE), and Colorado Department of Higher Education (DHE). | The SEHD Office of Assessment and Program Improvement is responsible for activities related to accreditation and reauthorization requirements of the SEHD and for developing and maintaining coordination of accreditation and outcomes assessment work within the SEHD; between the SEHD and other University offices; and between the SEHD, Colorado Department of Education (CDE), and Colorado Department of Higher Education (DHE). | ||
| Line 112: | Line 113: | ||
| ==== Assessment and Program Improvement Contacts ==== | ==== Assessment and Program Improvement Contacts ==== | ||
| - | |**Julie Oxenford O’Brian,** //Executive Director of Assessment | + | **Mary Lovit, **// |
| + | mary.lovit@ucdenver.edu\\ | ||
| + | 303-315-6346 | ||
| + | |||
| + | **Julie Oxenford O’Brian,** //Executive Director of Assessment | ||
| + | julie.obrian@ucdenver.edu\\ | ||
| + | 303-315-6352 | ||
| ===== Finance and Budget ===== | ===== Finance and Budget ===== | ||
| Line 118: | Line 126: | ||
| ==== Fiscal support staff ==== | ==== Fiscal support staff ==== | ||
| - | |**Hiromi Agena**, //Assistant | + | |**Patricia Ball, **// |
| + | |**Hiromi Agena**, //Associate | ||
| + | |**Patricia Ball, **//Interim SEHD Grants and Contracts | ||
| + | |**Daisy Salazar, **//Accountant// |**315-4921**, LSC 1122| | ||
| + | |**Keiko Goldman, **//Finance & HR Business Services Coordinator// |**315-4921**, | ||
| + | |**Erdenechukhal (Jamie) Purevsuren**, //Grants & Contracts Business Services Coordinator// |**315-6318, | ||
| ==== Services and Employee Expenses ==== | ==== Services and Employee Expenses ==== | ||
| - | All personnel hiring, services and scope of work purchases must be pre-approved BEFORE the work has started. Please contact **Tim Halliday** for general fund and professional development account purchases, **Hiromi Agena** for payroll related hiring and additional pay, **Bolormaa Begzsuren** for grant related purchases | + | All personnel hiring, services and scope of work purchases must be pre-approved BEFORE the work has started. Please contact **Daisy Salazar** for general fund, extended studies, |
| ==== Expense Reimbursement ==== | ==== Expense Reimbursement ==== | ||
| - | All purchases must have prior approval from the budget authority (generally a faculty member’s program representative or their Associate Dean or the Dean) before reimbursements will be processed. This is best done through email with the approval copied or sent to the finance team. Original receipts should be submitted to Tim Halliday with the SEHD finance office with expense account information. Reminder: CU Denver is a tax exempt institution, so any sales tax incurred may not be reimbursable. Be sure and use the University tax exempt number when purchasing. The tax-exempt number appears on your Procurement Card (P-card). | + | All purchases must have prior approval from the budget authority (generally a faculty member’s program representative or their Associate Dean or the Dean) before reimbursements will be processed. This is best done through email with the approval copied or sent to the finance team. Original |
| ==== General Purchasing and Supplies ==== | ==== General Purchasing and Supplies ==== | ||
| - | **When making a general purchase (see below for Technology Purchasing) using professional development funds or program funds:** | + | **__When |
| - | + | ||
| - | - **FIRST**, contact Tim Halliday to ensure the funds are available; this must be done prior to purchase. < | + | |
| - | - **SECOND**, submit a purchase/ | + | |
| - | //Supplies must be ordered through the state vendor. Reminder: Supplies ordered outside the state vendor | + | - **FIRST**, contact your corresponding Concur delegate to ensure the funds are available; this must be done prior to purchase. Contact **Daisy Salazar** |
| + | - **SECOND**, submit a purchase/ | ||
| + | //Supplies must be ordered through the state vendor, STAPLES, through our CU Marketplace | ||
| Business cards should be ordered using the following link: [[http:// | Business cards should be ordered using the following link: [[http:// | ||
| Line 140: | Line 151: | ||
| The School does not have a general account to pay for these items; expense approval by a budget authority (Program representative or Associate Dean) must be obtained prior to ordering. Program or Professional Development (PD) funds can be used for this purchase. | The School does not have a general account to pay for these items; expense approval by a budget authority (Program representative or Associate Dean) must be obtained prior to ordering. Program or Professional Development (PD) funds can be used for this purchase. | ||
| - | ==== event purchasing | + | ==== Event Purchasing |
| - | All event purchasing is made using a faculty member PCARD or through personal funds. Reimbursements are to be made through | + | All event purchasing is made using a faculty member PCARD or through personal funds. Reimbursements are to be made through |
| ==== Travel Procedures ==== | ==== Travel Procedures ==== | ||
| - | Faculty members are responsible for making their own travel arrangements. Faculty and staff need to FIRST check with their Program Leader or supervisor to determine if planned travel is covered by the program budget, or Tim Halliday | + | Faculty members are responsible for making their own travel arrangements. Faculty and staff need to FIRST check with their Program Leader or supervisor to determine if planned travel is covered by the program budget, or **Daisy Salazar** |
| - | Following is a link to the Procurement Service Center website which answers all questions about travel including a step by step guide: [[https:// | + | Following is a link to the Procurement Service Center website which answers all questions about travel including a step by step guide: [[https:// |
| - | If additional assistance is needed, please email <SEHDHELP@UCDENVER.EDU>. | + | If additional assistance is needed, please email [[SEHDHELP@UCDENVER.EDU|SEHDHELP@UCDENVER.EDU]]. |
| ==== Main Points to Remember ==== | ==== Main Points to Remember ==== | ||
| - | - You must receive authorization from your Program Leader, Supervisor or Associate Dean **before** incurring travel expenses. If you are using PD funds, please check with Tim Halliday | + | |
| - | - Travel on sponsored program (grant) money requires approval from the SEHD Office of Grants and Contracts – contact Bolormaa Begzsuren with any questions. | + | - Travel on sponsored program (grant) money requires approval from the SEHD Office of Grants and Contracts – contact Bolormaa Begzsuren with any questions. |
| - | + | - If you plan on traveling frequently, apply for the corporate liability travel card (See US Bank Travel Card below). Training must be completed before this card is issued. | |
| - | - If you plan on traveling frequently, apply for the corporate liability travel card (See US Bank Travel Card below). Training must be completed before this card is issued.\\ | + | - You must book your travel through the online Concur system (accessed through UCD Access) or directly through Christopherson Travel. |
| - | - You must book your travel through the online Concur system (accessed through UCD Access) or directly through Christopherson Travel.\\ | + | - You **CANNOT |
| - | - You ''' | + | - You may use your travel card for meals but you should not exceed the applicable per diem rate for the locale in which you are traveling. If you exceed this amount, you will have to reimburse the University for the difference. If you pay for food using personal funds, you will be reimbursed up to or for the applicable per diem rate for the locale in which you are traveling. If the meal expense exceeds this amount, this is a personal expense to you and you will not be reimbursed. |
| - | - You may use your travel card for meals but you should not exceed the applicable per diem rate for the locale in which you are traveling. If you exceed this amount, you will have to reimburse the University for the difference. If you pay for food using personal funds, you will be reimbursed up to or for the applicable per diem rate for the locale in which you are traveling. If the meal expense exceeds this amount, this is a personal expense to you and you will not be reimbursed.\\ | + | - **__Keep |
| - | - **Keep itemized receipts for ALL expenses.** | + | - When you return, please immediately submit all receipts to your Concur delegate. Contact **Daisy Salazar** |
| - | - When you return, please immediately submit all receipts to your Concur delegate | + | - You should reimburse CU for any personal expenses on your travel card at the time when you turn in your receipts, or if you have enough per diem to cover these expenses, your per diem will be reduced by this amount. |
| - | - You should reimburse CU for any personal expenses on your travel card at the time when you turn in your receipts, or if you have enough per diem to cover these expenses, your per diem will be reduced by this amount.\\ | + | - **Your travel expenses |
| - | - **Your travel expenses | + | |
| ==== US Bank Travel Card ==== | ==== US Bank Travel Card ==== | ||
| - | The U.S. Bank Travel Card is the State Travel Card. All University employees who travel on business for the University should apply for the card and use it for all travel-related expenses. Please note that this card is a University card and the traveler is responsible for retaining all receipts and turning them in to your Concur delegate for reallocation as soon as possible once your travel is complete. These expenses do not generate email reminders the same way the P-card does and will sit in the system and not hit a speedtype until reallocated. This may result in budgets being inaccurate and additional work at year end for the finance staff. Please see Tim Halliday if you wish to request this card.\\ | + | The U.S. Bank Travel Card is the State Travel Card. All University employees who travel on business for the University should apply for the card and use it for all travel-related expenses. Please note that this card is a University card and the traveler is responsible for retaining all receipts and turning them in to your Concur delegate for reallocation as soon as possible once your travel is complete. These expenses do not generate email reminders the same way the P-card does and will sit in the system and not hit a speedtype until reallocated. This may result in budgets being inaccurate and additional work at year end for the finance staff. Please see Tim Halliday if you wish to request this card. \\ \\ There is a **very handy Concur smartphone application** |
| - | \\ | + | |
| - | \\ | + | |
| - | \\ | + | |
| - | There is a **very handy Concur smartphone application** that will allow you to take a photo of and upload receipts directly to the Concur system as you travel. You can also initiate travel with this application. Once you have downloaded the application, | + | |
| - | * Once logged in, click the profile link and let the whole screen come up or choose mobile registration. If the whole screen comes up –go the bottom left and choose mobile registration.\\ | + | |
| - | * Click the blue link that says “create a mobile PIN”- this will be the PIN that you use to login to the app.\\ | + | * Click the blue link that says “create a mobile PIN”- this will be the PIN that you use to login to the app. |
| - | * Again your user ID will be your EID@cu.edu.\\ | + | * Again your user ID will be your EID@cu.edu. |
| - | * If you have any problems with the app, please call the help desk at 303-837-2161. | + | * If you have any problems with the app, please call the help desk at 303-837-2161. |
| ==== Conference Registration ==== | ==== Conference Registration ==== | ||
| - | University travelers often find that they need to prepay registration fees for a conference or meeting they plan to attend. How the expense is submitted—for direct payment to the vendor, or for reimbursement to the traveler—varies according to the timing of the payment and the needs of the vendor. The possible vehicles for payment are (1) the Procurement Card (P-Card), or (2) fill out a purchasing request here: [[https://goo.gl/59eUaOo|https://goo.gl/59eUaOo]] so that an on-line payment for you or (3) pay for the registration yourself and submit the receipt to Tim Halliday | + | University travelers often find that they need to prepay registration fees for a conference or meeting they plan to attend. How the expense is submitted—for direct payment to the vendor, or for reimbursement to the traveler—varies according to the timing of the payment and the needs of the vendor. The possible vehicles for payment are (1) the Procurement Card (P-Card), or (2) fill out a purchasing request here: **[[https://forms.ucdenver.edu/secure/ |
| ==== Maximum Meal Reimbursement ==== | ==== Maximum Meal Reimbursement ==== | ||
| - | Meal reimbursement is for the actual cost of the traveler’s meals. To ensure these costs are reasonable, actual costs are limited to a Maximum Meal Reimbursement amount specific to the geographic travel location. The State of Colorado’s Maximum Allowable Meal Per Diem Rates represent the University’s Maximum Meal Reimbursement amount; for maximum allowable rates, refer to [[https:// | + | Meal reimbursement is for the actual cost of the traveler’s meals. To ensure these costs are reasonable, actual costs are limited to a Maximum Meal Reimbursement amount specific to the geographic travel location. The State of Colorado’s Maximum Allowable Meal Per Diem Rates represent the University’s Maximum Meal Reimbursement amount; for maximum allowable rates, refer to [[https:// |
| - | \\ | + | |
| - | Part of daily M & I (Meals and Incidental Expenses) is per diem. Dollar limits for breakfast, lunch, and dinner, are determined by the traveler’s destination. The meal per diem represents the maximum reimbursable amount for eligible meals during the course of a university business trip. Meal reimbursement is not allowed if adequate meals are included with lodging, as part of conference/ | + | Part of daily M & I (Meals and Incidental Expenses) is per diem. Dollar limits for breakfast, lunch, and dinner, are determined by the traveler’s destination. The meal per diem represents the maximum reimbursable amount for eligible meals during the course of a university business trip. Meal reimbursement is not allowed if adequate meals are included with lodging, as part of conference/ |
| - | \\ | + | |
| On days of travel, the final destination for the day determines the traveler’s per diem rate all day. On the day traveler returns home, the city from which the traveler leaves determines the per diem rate. On begin and end travel days, reimbursement cannot exceed 75% of the daily M&I per diem rate. | On days of travel, the final destination for the day determines the traveler’s per diem rate all day. On the day traveler returns home, the city from which the traveler leaves determines the per diem rate. On begin and end travel days, reimbursement cannot exceed 75% of the daily M&I per diem rate. | ||
| Line 193: | Line 199: | ||
| If travel is wholly within a single day and the trip lasts 12 hours or more, then meal reimbursement is allowed. Reimbursement cannot exceed 75% of the daily M&I per diem rate. Per IRS regulations, | If travel is wholly within a single day and the trip lasts 12 hours or more, then meal reimbursement is allowed. Reimbursement cannot exceed 75% of the daily M&I per diem rate. Per IRS regulations, | ||
| + | |||
| + | ==== Student Travel ==== | ||
| + | |||
| + | All student travel must be approved prior to making any travel arrangements by the faculty member or program paying for their expenses. Students are able to book their flight through Concur Travel & Expense System or Christopherson as long as they are provided with a speed type. Students are also able to submit a conference registration request using the SEHD Impact Form ([[https:// | ||
| ==== In-State Travel Procedures ==== | ==== In-State Travel Procedures ==== | ||
| Line 200: | Line 210: | ||
| In accordance with Internal Revenue Service requirements, | In accordance with Internal Revenue Service requirements, | ||
| - | * Reimbursements that were not submitted through Concur within 90 days after the last day of travel completion; and,\\ | + | |
| - | * Advances issued by the University if the subsequent Travel Voucher reconciling the advance was not submitted within 30 days of trip completion. (If the traveler needs to repay the University for a too-large advance, then this repayment must be made by personal check at the time that the Concur travel report is submitted.) | + | * Advances issued by the University if the subsequent Travel Voucher reconciling the advance was not submitted within 30 days of trip completion. (If the traveler needs to repay the University for a too-large advance, then this repayment must be made by personal check at the time that the Concur travel report is submitted.) |
| ==== Out-of-State Travel Procedures ==== | ==== Out-of-State Travel Procedures ==== | ||
| Line 209: | Line 219: | ||
| **Reimbursement is NOT appropriate for:** | **Reimbursement is NOT appropriate for:** | ||
| - | * On-campus parking (Be sure to apply for re-entry privileges if you come & go to prevent payment more than once a day.)\\ | + | |
| - | * Parking tickets from the police\\ | + | * Parking tickets from the police |
| - | * Driving off-campus to have lunch with other professionals, | + | * Driving off-campus to have lunch with other professionals, |
| - | * Lunch with SEHD/ | + | * Lunch with SEHD/ |
| - | * Other expenses that are denied by a dean (Please check in advance if you think there will be any concerns or questions!) | + | * Other expenses that are denied by a dean (Please check in advance if you think there will be any concerns or questions!) |
| ==== Frequently Addressed Travel Issues ==== | ==== Frequently Addressed Travel Issues ==== | ||
| - | |**Alcoholic Beverages: | + | | \\ **Alcoholic Beverages: |
| + | | \\ **Lodging-Staying with Friends**: Travelers who arrange private lodging (staying with friends/ | ||
| + | | \\ **Mileage-Personal Vehicle: | ||
| + | | \\ **Mileage vs. Airfare-Traveler’s Option**: | ||
| + | | \\ **Parking: | ||
| + | | \\ **Personal Expenses**: Expenses incurred for traveler’s benefit—e.g., | ||
| + | | \\ **Procurement Card**: University Visa. Not used for travel expenses. Exception: Can be used for conference/ | ||
| + | | \\ **Receipts: | ||
| + | | \\ **Rental Car Expense: | ||
| + | | \\ Receipts are always required for reimbursement of car rental costs and for rental car gasoline purchases regardless of dollar amount. (Note: If travel is covered by sponsored project funds, rental vehicle use will be determined by sponsor policies and may not be allowed).| | ||
| + | | \\ **Tax Implications**: | ||
| + | | \\ **Telephone/ | ||
| + | | \\ **Tips**: Reasonable tips given to bellhops, porters, maids, and ground transportation personnel are reimbursable. Exception: Tips on meal service already included in the meal allowance and cannot be claimed separately. University Policy limits tips up to 20%.| | ||
| + | | \\ **Toll Road Charges: | ||
| ==== Program and Administrative Unit Spending and Budgets ==== | ==== Program and Administrative Unit Spending and Budgets ==== | ||
| - | Administrative managers and program representatives will receive a program budget template at the beginning of the fiscal year for use in planning their budget for the year. Zero-based budgeting is used in the formulation of both these budgets (i.e. starting from scratch). The requested budget will then be reviewed by the Assistant Dean and the Dean. Approved budgets will then be entered into the PeopleSoft system and spending should be monitored by the program or administrative unit manager. At fiscal year-end (6/30/XX) remaining funds for administrative units do NOT roll forward to the next year.\\\\ | + | Administrative managers and program representatives will receive a program budget template at the beginning of the fiscal year for use in planning their budget for the year. Zero-based budgeting is used in the formulation of both these budgets (i.e. starting from scratch). The requested budget will then be reviewed by the Assistant Dean and the Dean. Approved budgets will then be entered into the PeopleSoft system and spending should be monitored by the program or administrative unit manager. At fiscal year-end (6/30/XX) remaining funds for administrative units do NOT roll forward to the next year. |
| - | Remaining program funds roll forward year after year. Program budgets should only include items that pertain to the program as a whole and not expenses for individual faculty. For example, a retreat or marketing expense for the benefit of the program would be an appropriate program expense. A faculty member’s conference travel, registration fee or membership dues to various organizations would not be an appropriate program expense but would be an appropriate expense for faculty professional development funds.\\\\ | + | |
| - | Please call **Tim Halliday** to obtain your professional development fund balance prior to making purchases.\\\\ | + | Remaining program funds roll forward year after year. Program budgets should only include items that pertain to the program as a whole and not expenses for individual faculty. For example, a retreat or marketing expense for the benefit of the program would be an appropriate program expense. A faculty member’s conference travel, registration fee or membership dues to various organizations would not be an appropriate program expense but would be an appropriate expense for faculty professional development funds. |
| + | |||
| + | Please call **Daisy Salazar** to obtain your professional development fund balance prior to making purchases. | ||
| If you have any additional questions about the SEHD financial system or processes, please feel free to call any of the fiscal staff for assistance. And if you are unsure about the how, why or who for anything please start with the fiscal staff listed above. | If you have any additional questions about the SEHD financial system or processes, please feel free to call any of the fiscal staff for assistance. And if you are unsure about the how, why or who for anything please start with the fiscal staff listed above. | ||
| + | |||
| ====== Human Resources and Payroll ====== | ====== Human Resources and Payroll ====== | ||
| Line 230: | Line 257: | ||
| ===== SEHD HR and Payroll Staff ===== | ===== SEHD HR and Payroll Staff ===== | ||
| - | |**Workgroup Members & Major Responsibilities** | + | ==== Workgroup Members & Major Responsibilities |
| + | |||
| + | |**Patricia Ball** \\ //Assistant Dean of Finance and HR // |LSC 1143 \\ 303-315-4947 \\ [[PATRICIA.BALL@UCDENVER.EDU|PATRICIA.BALL@UCDENVER.EDU]]| | | ||
| + | |**Kelley Patient** \\ //Human Resources | ||
| + | |**Hiromi Agena** \\ //Associate | ||
| + | |**Keiko Goldman** \\ //Finance & HR Business Services Coordinator// | ||
| + | |**Emilie Seneff** \\ //HR and Payroll Coordinator// | ||
| ===== Human Resources, Payroll and Benefits: A-Z ===== | ===== Human Resources, Payroll and Benefits: A-Z ===== | ||
| + | |||
| + | ==== Alternative work arrangements ==== | ||
| + | |||
| + | Alternative work arrangement information and forms can be found here: [[https:// | ||
| ==== Auraria Early Learning Center ==== | ==== Auraria Early Learning Center ==== | ||
| The childcare center is for the entire Auraria campus community: [[http:// | The childcare center is for the entire Auraria campus community: [[http:// | ||
| - | \\ | ||
| - | \\ | ||
| \\ | \\ | ||
| The child must be one year old and walking to be enrolled at the center. Open spots are filled by a lottery system, with students having the first choice for those spots. If after the student lottery there are spots left, faculty & staff have a lottery, and finally if there are still spots available they open them up to a lottery for the community. | The child must be one year old and walking to be enrolled at the center. Open spots are filled by a lottery system, with students having the first choice for those spots. If after the student lottery there are spots left, faculty & staff have a lottery, and finally if there are still spots available they open them up to a lottery for the community. | ||
| Line 246: | Line 281: | ||
| The university' | The university' | ||
| - | If you are in a benefits-eligible position, you MUST submit an enrollment form within 31 days following date of hire, even if you DECLINE coverage. Otherwise, you will be automatically enrolled in default coverage. Refer to the campus Human Resources web site to register for [[http://www.ucdenver.edu/ | + | If you are in a benefits-eligible position, you MUST submit an enrollment form within 31 days following date of hire, even if you DECLINE coverage. Otherwise, you will be automatically enrolled in default coverage. Refer to the campus Human Resources web site to register for [[https://www1.ucdenver.edu/ |
| ==== Definitions of Employee Titles ==== | ==== Definitions of Employee Titles ==== | ||
| - | Regent Policy 5.L: Policy | + | [[https:// |
| - | University Professional and Non-Professional Job Codes, Career Families, and Definitions | + | [[https:// |
| - | Job Classification Descriptions and Minimum Qualifications | + | [[https:// |
| **TENURE AND TENURE TRACK FACULTY (Regent Policy L)** | **TENURE AND TENURE TRACK FACULTY (Regent Policy L)** | ||
| Line 268: | Line 303: | ||
| **Professor**: | **Professor**: | ||
| - | Non-Tenure Track Faculty | + | **NON-TENURE TRACK FACULTY** |
| All non-tenure track faculty members are at will employees. | All non-tenure track faculty members are at will employees. | ||
| - | Lecturer: Lecturer is the title given to individuals hired to teach on a course-by-course basis. Lecturers are qualified to teach the particular course or courses for which they have been hired. They should have graduate degrees and/or advanced experience in their profession or field of expertise. Lecturers are hired on a part-time basis to teach one or more courses per term. Lecturers within SEHD may teach up to six credits per term. There are no research or service activities expectations for lecturers. | + | **Lecturer**: Lecturer is the title given to individuals hired to teach on a course-by-course basis. Lecturers are qualified to teach the particular course or courses for which they have been hired. They should have graduate degrees and/or advanced experience in their profession or field of expertise. Lecturers are hired on a part-time basis to teach one or more courses per term. Lecturers within SEHD may teach up to six credits per term. There are no research or service activities expectations for lecturers. |
| - | Instructor: Instructors usually have their master’s degree or its equivalent and should be otherwise well-qualified to teach. Full-time instructors within SEHD teach 8 courses (4 courses per semester). Instructors within SEHD are expected to engage in service activities (20% of load) within the program and school community. | + | **Instructor**: Instructors usually have their master’s degree or its equivalent and should be otherwise well-qualified to teach. Full-time instructors within SEHD teach 8 courses (4 courses per semester). Instructors within SEHD are expected to engage in service activities (20% of load) within the program and school community. |
| - | Senior Instructor: The rank of Senior Instructor permits higher recognition and salary than that of Instructor. Within the SEHD, senior instructors usually have a doctoral degree or its equivalent when hired. Instructors who receive their doctoral degree after being hired in SEHD may be promoted to Senior Instructor upon completion of a doctoral degree. Full-time senior instructors within SEHD teach 8 courses (4 courses per semester). Senior instructors are expected to engage in service activities (20% of load) within the program and school community.\\ | + | **Senior Instructor**: The rank of Senior Instructor permits higher recognition and salary than that of Instructor. Within the SEHD, senior instructors usually have a doctoral degree or its equivalent when hired. Instructors who receive their doctoral degree after being hired in SEHD may be promoted to Senior Instructor upon completion of a doctoral degree. Full-time senior instructors within SEHD teach 8 courses (4 courses per semester). Senior instructors are expected to engage in service activities (20% of load) within the program and school community.\\ |
| \\ | \\ | ||
| - | \\ | + | **CLINICAL TEACHING TRACK** |
| - | \\ | + | |
| - | Clinical Teaching Track\\ | + | |
| \\ | \\ | ||
| The Clinical Teaching Track is intended for non-tenure track faculty who participate in a broad range of teaching, service, and scholarly activities. Clinical Teaching Track (CTT) appointees have comparable ranks to tenured faculty (i.e. Assistant, Associate and Full Professor). The teaching load for SEHD-funded CTT faculty members is 8 courses or 23-25 credit hours of instructional activity, depending on assigned workload. | The Clinical Teaching Track is intended for non-tenure track faculty who participate in a broad range of teaching, service, and scholarly activities. Clinical Teaching Track (CTT) appointees have comparable ranks to tenured faculty (i.e. Assistant, Associate and Full Professor). The teaching load for SEHD-funded CTT faculty members is 8 courses or 23-25 credit hours of instructional activity, depending on assigned workload. | ||
| Line 296: | Line 329: | ||
| In addition to the qualifications of an associate professor, a professor, clinical teaching track, is expected to have a record of excellence in teaching and in service, including evidence of leadership, and demonstrate the potential to meet the research/ | In addition to the qualifications of an associate professor, a professor, clinical teaching track, is expected to have a record of excellence in teaching and in service, including evidence of leadership, and demonstrate the potential to meet the research/ | ||
| - | For more information, | + | For more information, |
| - | ''' | + | |
| - | \\ | + | |
| - | ''' | + | |
| - | ==== Employee Discount Offers ==== | + | **Regent Laws and Policies: ** [[https:// |
| - | State of Colorado’s Work-Life Discount Program, UniverCity Key Program: | + | **Office Faculty Affairs and Undergraduate Enrichment: ** [[https:// |
| - | [[http:// | + | ==== SEHD Policy on Faculty Qualifications ==== |
| - | ==== Employee Tuition Benefit ==== | + | The School of Education and Human Development adheres to the requirements of the Higher Learning Commission (HLC) with respect to qualifications for faculty teaching in its degree programs. This policy sets forth the minimum requirements for faculty academic credentials in SEHD and faculty experience equivalent in the event a proposed instructor does not possess the required degree credentials. Other criteria may apply to specific faculty positions and thus are outlined elsewhere in those job descriptions. |
| - | To view policies, eligibility, | + | **Academic Credentials ** |
| - | ==== Flex-Place | + | Academic credentials are the primary basis SEHD uses for determining faculty quality. In general, SEHD courses are taught by faculty who possess an EdD, PhD, or other terminal degrees with experience |
| - | The SEHD’s policy requires | + | The Higher Learning Commission (HLC) credentials refer to the degrees |
| - | Please keep in mind that participation | + | * Faculty teaching |
| + | * Faculty teaching in undergraduate programs should hold a degree at least one level above that of the program in which they are teaching. If a faculty member holds a master’s degree | ||
| + | * Faculty teaching in graduate programs should hold the terminal degree determined by the discipline and have a record of research, scholarship or achievement appropriate for the graduate program. | ||
| + | * Faculty guiding doctoral education should have a record of scholarship and preparation to teach at the doctoral level. Research and scholarship should be appropriate to the program and degree offered. | ||
| - | If your supervisor approves your proposed arrangement, | + | Refer to The Higher Learning Commission (HLC) for specific HLC information on faculty roles and qualifications, |
| - | ==== Hiring Paperwork ==== | + | |
| - | New employees must submit a complete hiring packet and social security card (or copy of a paid receipt for a temporary replacement social security card) by the first day of employment, or Campus Human Resources has the authority to terminate employment. The hiring packet must be turned in to the SEHD HR and Payroll Coordinator, | + | SEHD policy adheres to the HLC guidelines. See minimum qualifications for each academic level below. |
| - | ==== HR Policies and Guidelines ==== | + | |
| - | For Campus HR polices and guidelines, please visit: [[http:// | + | **Undergraduate Faculty/Lecturer Minimum Qualifications ** |
| - | For State Classified Staff policies and information, please visit: [[https:// | + | * M.A. or M.S. in Education, Human Development, |
| + | * B.A. or B.S. in Education, Human Development, | ||
| + | * If the Master’s Degree is in an unrelated field, the candidate must have a minimum of 5 years of successful experience in the field related to the course documented on the CV. Candidates need to supply some evidence (e.g., subject matter expertise or leadership expertise) of experience. | ||
| + | |||
| + | **Graduate Faculty/ | ||
| + | |||
| + | //**MA Degree Programs ** // | ||
| + | |||
| + | * PhD, EdD, PsyD in Education, Counseling, Human Development, | ||
| + | * If the terminal degree is in an unrelated field, the candidate must demonstrate experience in the field related to the course documented on the CV Candidates need to supply some evidence of experience (e.g., subject matter expertise or leadership expertise). | ||
| + | * If the candidate does not have a terminal degree, the candidate must have a M.A. or M.S. AND a minimum of 5 years of successful experience in the field related to the course documented on the CV. Candidates need to supply some evidence (e.g., teaching experience, school principal, board certified counselor, etc.) of experience | ||
| + | |||
| + | //**PhD, EdD, PsyD ** // | ||
| + | |||
| + | * PhD, EdD, PsyD in Education, Counseling, Human Development, | ||
| + | * If the doctorate degree is in an unrelated field, the candidate must demonstrate at least 18 graduate level credit hours in related discipline and/or 5 years’ experience in the field related to the course documented on the CV. Candidates need to supply some evidence (e.g., subject matter expertise or leadership expertise) of experience. | ||
| + | |||
| + | **Minimum Tested Experience/ | ||
| + | |||
| + | HLC states, “Tested experience may substitute for an earned credential or portions thereof. Assumed Practice B.2. allows an institution to determine that a faculty member is qualified based on experience that the institution determines is equivalent to the degree it would otherwise require for a faculty position”. | ||
| + | |||
| + | SEHD considers the instructor’s professional experience in real-world situations relevant to the degree and the specific course, and must possess both breadth across a variety of circumstances and depth in terms of progressive responsibilities. Relevant types of qualifying professional experience will differ depending upon the nature of the program and course, but generally will include one or both of the following: | ||
| + | |||
| + | * Subject matter expertise: the person possesses extensive professional skills and expertise related to the field of the degree program and the subject of the course, demonstrated through the holding of substantive professional positions in the field and a record of professional accomplishment showing the mastery of topics and skills taught in the course. | ||
| + | * Leadership expertise: the person demonstrates exceptional leadership ability in the relevant domain, established by current and past positions with seniority, responsibility, | ||
| + | |||
| + | **Determining Faculty Qualifications through Tested Experience ** | ||
| + | |||
| + | Each program leader, or his/her designee, is responsible for evaluating the qualifications of lecturer candidates who wish to teach in the program, based on the criteria listed above. In the case of lecturers who do not possess the required academic credentials, | ||
| + | |||
| + | * 2 letters of recommendation and | ||
| + | * Current resume/CV | ||
| + | * FCQs or similar student evaluations of past teaching (if available) | ||
| + | |||
| + | Initial appointments are approved for one year. In order to be approved for a 3-year appointment, | ||
| + | |||
| + | **Process for Documenting Equivalent Experience** | ||
| + | |||
| + | Instructors who do not have the appropriate degree or 18 credits in the specific content area can meet requirements through documenting ‘tested experience’ as defined below. | ||
| + | |||
| + | 1) Documentation from the candidate that establishes experience in the content area (professional | ||
| + | |||
| + | development) | ||
| + | |||
| + | * Presentations made in professional contexts | ||
| + | * Continuing education credits | ||
| + | * Workshops attended | ||
| + | * Workshops presented | ||
| + | * Evidence of products created that are relevant to the field | ||
| + | * Other | ||
| + | |||
| + | 2) Evidence of relevant field experience | ||
| + | |||
| + | * Years of experience in the specific area | ||
| + | * Years of leadership in the area (instructional coach, curriculum expert, etc.) | ||
| + | |||
| + | 3) Professional letters of recommendation speaking directly to experience in the specified content area and experience as outlined in 1 and 2 above | ||
| + | |||
| + | 4) If relevant, evidence of student satisfaction in working with adult learners (such as FCQ scores of 4.0 or higher for renewal candidates). | ||
| + | |||
| + | ==== Employee Tuition Benefit ==== | ||
| + | |||
| + | To view policies, eligibility, | ||
| + | |||
| + | ==== Hiring Process ==== | ||
| + | |||
| + | New employees must complete the hiring process with the SEHD HR and Payroll Coordinator. Questions can be directed to [[sehdhr@ucdenver.edu|sehdhr@ucdenver.edu]]. | ||
| ==== Holiday Schedule ==== | ==== Holiday Schedule ==== | ||
| - | Please visit: [[https://sehd.ucdenver.edu/ | + | Please visit: [[https://www1.ucdenver.edu/ |
| + | |||
| + | ==== HR Policies and Guidelines ==== | ||
| + | |||
| + | For Campus HR polices and guidelines, please visit: [[https:// | ||
| + | |||
| + | For State Classified Staff policies and information, | ||
| ==== Injured on the Job (Worker’s Compensation) ==== | ==== Injured on the Job (Worker’s Compensation) ==== | ||
| - | //You must notify your supervisor and/or SEHD HR IMMEDIATELY of any injury on the job. //The supervisor will need to notify the SEHD HR Director | + | //__You must notify your supervisor and/or SEHD HR IMMEDIATELY of any injury on the job.__ |
| - | \\ | + | \\ |
| - | \\ | + | |
| - | \\ | + | |
| - | //If an emergency,// | + | |
| - | \\ | + | |
| - | \\ | + | |
| - | \\ | + | |
| - | //If not an emergency,// | + | |
| - | \\ | + | |
| - | \\ | + | |
| - | \\ | + | |
| To view policies, procedures, forms, and list of DMPs, please visit: [[https:// | To view policies, procedures, forms, and list of DMPs, please visit: [[https:// | ||
| ==== Leave/Time Off (9-Month Faculty) ==== | ==== Leave/Time Off (9-Month Faculty) ==== | ||
| - | Full-time nine-month faculty earn ½ month (11 business days) of sick leave at the completion | + | Full-time nine-month faculty earn ½ month (11 business days) of sick leave at the beginning |
| ==== Leave/Time Off (Staff and 12-Month Faculty) ==== | ==== Leave/Time Off (Staff and 12-Month Faculty) ==== | ||
| - | You must submit vacation/ | + | You must submit vacation/ |
| **Annual Leave Earned** | **Annual Leave Earned** | ||
| - | |**Years of service** | + | |**Years of service** |**Hours earned per month** |**Maximum accrual** | |
| + | |University Staff|14.66 hours (22 days/ | ||
| - | Please note that annual leave (vacation) hours in excess of the maximum | + | Classified Staff - please see the latest leave accrual |
| - | **Resources for University Staff (F.K.A. Exempt Professionals): | + | Please note that annual leave (vacation) hours in excess of the maximum accrual allowed as of July 1< |
| - | [[https:// | + | |
| + | **Resources for University Staff (F.K.A. Exempt Professionals): | ||
| **Resources for State Classified Employees: | **Resources for State Classified Employees: | ||
| - | [[https:// | + | [[https:// |
| + | |||
| + | Leave requests are submitted to your supervisor through the UCD Access employee portal. See **Submitting Leave Requests and Monthly Time Record** | ||
| - | Leave requests are submitted to your supervisor through the UCD Access employee portal. See ''' | + | Per CU System rules, **// |
| - | Per CU System rules, **// | ||
| ==== Payroll ==== | ==== Payroll ==== | ||
| - | Faculty and staff are paid on the last business day of each month, except for the month of June. Per state legislation, | + | Faculty and staff are paid on the last business day of each month. |
| - | See the following Employee Services web pages to quickly access | + | * [[https:// |
| + | * [[https:// | ||
| + | * [[https:// | ||
| - | ● [[https:// | + | ==== Faculty |
| - | ● [[https:// | + | Standard faculty appointments (tenure track and non-tenure track) are for one academic year, nine months. As of August 2022, appointment contract dates will align with the academic year. For example, for academic year 2022-2023, pay dates will be August 15, 2022 through May 12, 2023. It is important to note that faculty contracts include the stipulation that they will begin work one week prior to the first day of each semester. |
| - | ● [[https:// | + | Faculty may elect to have their nine-month salary spread over nine months or over twelve months: |
| - | + | ||
| - | ==== Faculty Appointments and Pay ==== | + | |
| - | Standard faculty appointments | + | * 9 pay 9: Partial paycheck in August |
| + | * 9 pay 12: Partial paycheck in August (start date is week before classes begin), equal paychecks between September and July, partial paycheck in August (end date is the Friday before | ||
| - | Faculty | + | Faculty |
| ==== Faculty Summer Pay ==== | ==== Faculty Summer Pay ==== | ||
| - | Employees who are appointed for 12 months (deans, 12 month research faculty, professional exempt staff and classified staff) are paid during the summer as they are during the academic year. Faculty with separate summer appointments are paid on varying schedules according to their assignments. The basis of summer pay is the number of credit hours of the course at the Dean’s discretion. Currently, a faculty member will receive $6,000 per three credit hour course (up to two courses) that meets minimum enrollment. Please note that under-enrolled courses may be canceled and pay is prorated for under-enrolled courses that have not been canceled. Faculty may earn up to 3/9ths (33.33%) of their previous academic year salary in the summer, through teaching, administrative, | + | Employees who are appointed for 12 months (deans, 12 month research faculty, professional exempt staff and classified staff) are paid during the summer as they are during the academic year. Faculty with separate summer appointments are paid on varying schedules according to their assignments. The basis of summer pay is the number of credit hours of the course at the Dean’s discretion. Currently, a faculty member will receive $6,000 per three credit hour course (up to two courses) that meets minimum enrollment. Teaching more than two courses requires Dean's approval and will be paid at Lecturer rate. Please note that under-enrolled courses may be canceled and pay is prorated for under-enrolled courses that have not been canceled. Faculty may earn up to 3/9ths (33.33%) of their previous academic year salary in the summer, through teaching, administrative, |
| **SUMMER PAY & PRO-RATE CALCULATIONS FOR TENURED/ | **SUMMER PAY & PRO-RATE CALCULATIONS FOR TENURED/ | ||
| Line 397: | Line 494: | ||
| For undergraduate & graduate level courses: | For undergraduate & graduate level courses: | ||
| - | * $6,000 (Full pay)\\ | + | * $6,000 (Full pay) * $4,000 (8-11 students enrolled) * $3,000 OR CANCEL (7 or fewer students enrolled) |
| - | * $4,000 (8-11 students enrolled)\\ | + | |
| - | * $3,000 OR CANCEL (7 or fewer students enrolled) | + | |
| For doctoral level courses: | For doctoral level courses: | ||
| - | * $6,000 (Full pay)\\ | + | * $6,000 (Full pay) * $4,000 (6-9 students enrolled) * $3,000 OR CANCEL (MINIMUM of 5 students enrolled) |
| - | * $4,000 (6-9 students enrolled)\\ | + | |
| - | * $3,000 OR CANCEL (MINIMUM of 5 students enrolled) | + | |
| ==== Faculty Additional Remuneration ==== | ==== Faculty Additional Remuneration ==== | ||
| - | Faculty members must submit a completed Additional Pay Pre-Approval form to the SEHD Payroll Liaison (Hiromi Agena) **at least two weeks prior** to starting the work (we request as much lead time as possible). Please contact Hiromi for the current form, which requires signatures from the Program Leader, the Assistant Dean, and the Dean. Please keep in mind that additional pay during the academic year is limited to 10% of your academic year salary. For more detail on this University policy, please see the [[https:// | + | Faculty members must submit a completed Additional Pay Pre-Approval form to the SEHD Payroll Liaison (Hiromi Agena) **at least two weeks prior** |
| - | ==== Faculty Additional Remuneration for Consultative Services ==== | + | ==== Faculty Additional Remuneration for Consultative Services |
| - | From [[https:// | + | From [[https:// |
| - | SEHD HR will send out a [[http://www.ucdenver.edu/ | + | SEHD HR will post a reminder on Impact regarding the [[https://www1.ucdenver.edu/ |
| ==== Performance Management Planning and Annual Evaluation (Staff) ==== | ==== Performance Management Planning and Annual Evaluation (Staff) ==== | ||
| - | See [[http://www.ucdenver.edu/ | + | See [[https://www1.ucdenver.edu/ |
| - | New employees must email their initial university staff professional | + | New employees must submit |
| - | **//Faculty and University Staff performance cycle runs January 1 – December 31, with annual performance evaluations due February 28< | + | More information, and the latest forms and timelines can be found here: [[https://wiki.cu.studio/human/ |
| - | **// | + | Faculty and University |
| + | <font 11.0pt/inherit;; | ||
| - | Please try to incorporate SMART goals in your Professional Plan/PMP as much as possible. | + | Classified Staff performance cycles run |
| + | < | ||
| - | **SMART** goals are: | + | Please contact the SEHD HR team for guidance regarding performance issues and progressive discipline. |
| - | + | ||
| - | **S**pecific //(Who is involved, what should be accomplished, | + | |
| - | + | ||
| - | **M**easurable // | + | |
| - | + | ||
| - | **A**mbitious/ | + | |
| - | + | ||
| - | **R**esults-Oriented**/ | + | |
| - | + | ||
| - | **T**imely //(Includes a specific time-frame for achieving objectives)// | + | |
| - | + | ||
| - | Please contact the SEHD HR and Budget Director (Patricia Ball) for guidance regarding performance issues and progressive discipline. | + | |
| ==== Professional Learning and Development ==== | ==== Professional Learning and Development ==== | ||
| - | The university provides a number of professional development opportunities for staff. Please see [[http://www.ucdenver.edu/about/departments/ | + | The university provides a number of professional development opportunities. So many that we gave them their own page on our wiki! That is here for your benefit: |
| ==== Searches, Promotions, Position Changes ==== | ==== Searches, Promotions, Position Changes ==== | ||
| - | To submit a request form to initiate a search, new hire, promotion, position changes, etc., please go to [[https:// | + | To submit a request form to initiate a search, new hire, promotion, position changes, etc., please go to [[https:// |
| - | ==== Student Employment ==== | + | Please plan at least two months ahead for these requests whenever possible because there are many steps and partners in the process. |
| - | For information on student employment - hiring process, definitions of employee types, job descriptions, | + | For a search, we will ask you to provide funding information, an organizational chart for your team and a beginning job description for the role that we can work with as we go through the review process before posting. Please contact |
| - | Effective July 1, 2015, the Student Employee Work Hours Administrative Policy limits | + | Prior to starting the search process, all search committee member should have completed this course in Skillsoft in the past two years: CU Search Committee Training, Inclusive Recruiting Practices. Here is the link to the course |
| - | **Fall (August 15 - January 1) – 25 hours/max (or 50 hours per biweekly pay period)** | + | === Faculty Search Guidelines === |
| - | **Spring (January 1 – May 15) – 25 hours/max (or 50 hours per biweekly pay period)** | + | The SEHD follows these steps in a faculty search: |
| - | **Summer | + | - The Dean appoints a search chair and committee, ensuring that there is diverse representation. |
| + | - All search committee members must have completed the[[https:// | ||
| + | - Typically, a search orientation meeting is held (in-person, virtually, or hybrid) where the Dean gives a charge to the search committee, and the search process is reviewed. Representatives from the OE &/or our Associate Dean for EDI &/or a Search Advocate are usually invited. | ||
| + | - Open faculty positions are typically posted for view in a variety of places including but not limited to: | ||
| - | Student employees who exceed the work hour limits (across | + | * CU automatically posts all positions in CU Careers, HigherEdJobs.com, |
| + | * SEHD also may post in the Chronicle of Higher Education, Diverse Issues in Higher Education, Hispanic Outlook, Linked In, and SEHD Impact | ||
| + | * The search committee is encouraged to call and/or email targeted individuals | ||
| + | * SEHD HR will provide recruiting packets with the announcement and program/ | ||
| + | * Committee members are encouraged to post on listservs of professional organizations and relevant professional journals | ||
| - | * Please note, that the 25-hour limit does not apply to Graduate Research Assistants working directly on a funded research project that is directly connected with and part of their progress towards earning a master’s or PhD< | + | ==== Student Employment ==== |
| - | **Supervisor Responsibility:** | + | For information on student employment - hiring process, definitions of employee types, job descriptions, |
| - | Supervisors are responsible for communicating this policy to their student | + | The Student Employment website has a number of resources available: [[https:// |
| - | **Consequences:** | + | We want to especially highlight the limit of hours worked: Effective July 1, 2015, the Student Employee Work Hours Administrative Policy limits the amount of hours students may work each semester across the CU system (Anschutz, Boulder, Denver, and Colorado Springs) to: |
| - | In the event a student employee becomes eligible for benefits under the Affordable Care Act, employer benefits contributions will be proportionately charged to the department(s) where the student was employed when the limits were exceeded, regardless of where the student is currently employed. | + | **Fall (16 weeks, August – December) – 25 hours/ |
| - | Departments may also be subject to additional administrative charges as a violation of this policy subjects the University to additional exposure under the Affordable Care Act. | + | **Spring (16 weeks, January – May) – 25 hours/max (or 50 hours per biweekly pay period)** |
| + | |||
| + | **Summer (10 weeks, June – August) – 40 hours/ | ||
| ==== Termination of Employment ==== | ==== Termination of Employment ==== | ||
| - | When employees terminate employment, an official written notification | + | When employees terminate employment, an official written notification which specifies the employee’s last day of employment to the supervisor and SEHD HR is required. |
| + | |||
| + | Additional offboarding information is available here: [[https:// | ||
| ==== UCD Access Portal ==== | ==== UCD Access Portal ==== | ||
| Line 487: | Line 581: | ||
| [[http:// | [[http:// | ||
| - | [[http:// | + | [[http:// |
| - | \\ | + | |
| - | \\ | + | |
| - | \\ | + | |
| How to access the leave reporting system: | How to access the leave reporting system: | ||
| - | * Log-in to the [[https:// | + | * Log-in to the [[https:// |
| - | * Go to the CU Resources tab at the top of the page, if not your default home page\\ | + | |
| + | * Go to the CU Resources tab at the top of the page, if not your default home page | ||
| * Click on “Request Leave/ | * Click on “Request Leave/ | ||
| - | Contact | + | Contact |
| - | **Online Trainings (Mandatory | + | **Online Trainings (mandatory |
| - | //The university requires all employees to take the following mandatory online trainings within three months of hire:// | + | The university requires all employees to take the following mandatory online trainings within three months of hire: |
| - | CU: Discrimination and Harassment | + | * Discrimination and Sexual Misconduct |
| + | * Information Security and Privacy Awareness | ||
| - | CU: Information Security | + | The university also requires additional trainings depending on the position, |
| **How to access the training courses:** | **How to access the training courses:** | ||
| - | - Log-in to the [[https:// | + | - Log-in to the [[https:// |
| - | - Go to the CU Resources tab at the top of the page, if not your default home page\\ | + | |
| - | - Click on the NavBar in the top right corner of the screen, a pop-out menu will appear\\ | + | |
| - | - Click on CU Resources> | + | |
| - | - In the " | + | |
| - | - You may be required to take additional training, depending on your role (e.g. supervising classified staff, grants & contracts, fiscal code of ethics, etc.) | + | |
| - | Updating Emergency Contacts, Mailing or Physical Address | + | - Go to the CU Resources tab at the top of the page, if not your default home page |
| - | Log in to your [[https:// | + | - Click on the NavBar |
| - | Viewing Your Pay Advice | + | - Click on CU Resources> |
| - | Log in to your [[https:// | + | - In the Search field, enter the desired course title to launch or add to your training plan. It is usually necessary to use the long code in bold below as the **exact search term **to find the course: |
| + | * CU: Discrimination and Sexual Misconduct | ||
| + | * CU: Information Security | ||
| - | ====== Information & Academic Technology ======< | + | **Updating Emergency Contacts, Mailing or Physical Address** |
| - | \\ ====== Diversity | + | Log in to your [[https:// |
| - | </ | + | Under the CU Resources tab (if not your default home page), click on My Info on the employee information tile. |
| - | The overall mission of the SEHD Office of Diversity and Inclusion (ODI) is to promote and support an equitable learning climate which attracts diverse students in order to enhance educational excellence. In general, initiatives designed to support student outreach and student success serve as our general mission. These may involve not only working with our student, but also cultivating a healthy workplace for staff and faculty community. The following offers examples of the many ways this is accomplished with students: | + | From here you will be able to update your mailing/ |
| - | Persistence & Success | + | **Viewing Your Pay Advice** |
| - | * Student Peer & Professional \Mentorship | + | Log in to your [[https:// |
| - | * Leadership | + | |
| - | * Educator & Mental Health Career \Exploration | + | |
| - | * Special \Programs | + | |
| - | * Alumni \Network | + | |
| - | * Undergraduate Career Connections | + | |
| - | These initiatives are in collaboration with the SEHD student and professional communities, as well as external community partnerships. The SEHD Diversity Committee has guided ODI in identifying four primary goals designed to promote access and affordability, | + | Under the CU Resources tab (if not your default home page), click on My Compensation on the Last Confirmed Check tile, then Pay Advice. |
| - | //Objective 1: Facilitate & Support Inclusion// | + | You can also update your W-4 and Direct Deposit info here. |
| + | < | ||
| + | < | ||
| - | //Objective 2: Improve Access & Support// | ||
| - | //Objective 3: Increase Retention of Faculty | + | ====== Information |
| - | //Objective 4: Acquire New Financial & HR Program Support// | + | The Technology Team is your liaison with the University Office of Information Technology (OIT), the CU Office of Digital Education (ODE), CU Online, CU Denver Facilities, and any external vendors or partners connecting with SEHD systems. |
| - | **Please | + | This team serves as your primary point of contact |
| - | <Aswad.Allen@ucdenver.edu> 303- 315-0135 | + | ===== Consulting ===== |
| + | |||
| + | ==== Help ==== | ||
| + | |||
| + | Send all technology requests to [[SEHDHELP@UCDENVER.EDU|SEHDHELP@UCDENVER.EDU]] or call 303-315-6350. | ||
| + | |||
| + | Automation & Efficiencies: | ||
| + | |||
| + | ==== Data Security ==== | ||
| + | |||
| + | Guidance with information security protocols, best-practices, | ||
| + | |||
| + | ==== Digital Teaching & Learning ==== | ||
| + | |||
| + | Guidance on curriculum and course design for hybrid or online programs. Assistance, training and partnership on instructional design, effective practices, and experimentation with critical digital pedagogy. Liaison to activities and resources within the Office of Digital Education (ODE), CU Online, Faculty Professional Development, | ||
| + | |||
| + | ==== Employee Computing ==== | ||
| + | |||
| + | Full time employees are provided a baseline computer and software setup at the point of hire with options for Mac or Windows; desktop or laptop with an SEHD investment at the going-market-rate. The university maintains formal agreements with hardware/ | ||
| + | |||
| + | Employee computers are on a replacement cycle of approximately 4 years, as resources allow. Costs or configurations that exceed the going-market-rate can be accommodated with program/ | ||
| + | |||
| + | Desktop computers are required to remain on-site within the SEHD. If you need to be mobile, request a laptop. The SEHD Technology Team will work with employees and programs on exceptions, configurations, | ||
| + | |||
| + | ==== Employee Printing ==== | ||
| + | |||
| + | Network copiers/ | ||
| + | |||
| + | ==== Facilities ==== | ||
| + | |||
| + | Guidance on facilities design and technology enhancement; | ||
| + | |||
| + | ==== Smartrooms ==== | ||
| + | |||
| + | All classrooms and conference rooms have standard presentation components, including a data projector or monitor, computer, and laptop input (minimum). Additional equipment is available in some rooms or available for check-out. Use your University username/ | ||
| + | |||
| + | Classrooms (LSC 600, LSC 648, LSC 700, LSC 745, LSC 1150) | ||
| + | |||
| + | Conference Rooms (LSC 620, LSC 1148) Counseling Lab (CPCE - Tivoli) | ||
| + | |||
| + | Learning Commons Lab (7th Floor) Learning Studio (LSC 1100) Mobile Lab (laptop cart) | ||
| + | |||
| + | ==== Student Computing & Printing ==== | ||
| + | |||
| + | Hardware, software and printing are available to all students in the 7th Floor Learning Commons. | ||
| + | |||
| + | ==== Technology Purchasing & Selection ==== | ||
| + | |||
| + | All technology derived via employment at the university, is property of the university. This includes items purchased with professional development (PD) funds, grant funds or contracts with external funding sources. | ||
| + | |||
| + | **All technology purchases must be approved and made via the SEHD Technology Team.** | ||
| + | |||
| + | All technology purchases are considered university property and will be inventoried, | ||
| + | |||
| + | No more than 3 computing devices (desktops/ | ||
| + | |||
| + | Technology for the home office is not supported or funded. Mobile technology may be supported and funded. No to home printers, scanners, monitors, etc. Yes to tablets, laptops, cameras, etc. | ||
| + | |||
| + | Use of any university technology is mandated to follow appropriate-use as defined by law and [[https:// | ||
| + | |||
| + | ==== Web Development ==== | ||
| + | |||
| + | Consult with us to build/ | ||
| + | |||
| + | ===== Technology Tools & Resources ===== | ||
| + | |||
| + | ==== Canvas ==== | ||
| + | |||
| + | CU’s online and blended learning platform; strictly for CU Denver courses, faculty and students. Courses and accounts are automatically created in Canvas for all courses, faculty, and students formally listed in the University class schedule (CU-SIS). [[http:// | ||
| + | |||
| + | ==== Equipment Checkout ==== | ||
| + | |||
| + | Laptops (Win, Mac, Chromebook), | ||
| + | |||
| + | ==== Google Suite ==== | ||
| + | |||
| + | Google Drive, Docs, Sheets, Slides, etc. [[https:// | ||
| + | |||
| + | ==== GoReact ==== | ||
| + | |||
| + | Online video coaching allows commenting and discussion embedded within video; ideal for video based discussions or video based feedback. Available in or out of Canvas. [[https:// | ||
| + | |||
| + | ==== hypothes.is ==== | ||
| + | |||
| + | Web and PDF annotation for class and team discussions. [[https:// | ||
| + | |||
| + | ==== MS Office 365 ==== | ||
| + | |||
| + | Available for all staff, faculty and students at no charge on up to 5 devices; Email/ | ||
| + | |||
| + | ==== Network Storage (on-campus) ==== | ||
| + | |||
| + | Secure file storage with backups is available on-campus or with VPN; only available to CU employees - via the P:\ or Q:\ or T:\ drives. Storage space is a shared and limited resource, please use with professional discretion. See ShareFile for cloud based file storage. | ||
| + | |||
| + | P drive Your personal file storage (10GB limit) | ||
| + | |||
| + | Q drive SEHD shared file storage | ||
| + | |||
| + | T drive Grants & projects shared file storage | ||
| + | |||
| + | ==== Network Storage (ShareFile) ==== | ||
| + | |||
| + | Cloud-based, | ||
| + | |||
| + | ==== Qualtrics ==== | ||
| + | |||
| + | Cloud-based surveys. Ucdenver.qualtrics.com. Contact [[sehdhelp@ucdenver.edu|sehdhelp@ucdenver.edu]] to request access. | ||
| + | |||
| + | ==== Remote Access (VPN) ==== | ||
| + | |||
| + | A Virtual Private Network (VPN) is a network connection allows you to securely access resources such as email, network storage, etc., from off-campus. [[http:// | ||
| + | |||
| + | ==== Slack ==== | ||
| + | |||
| + | Online team collaboration; | ||
| + | |||
| + | ==== Voicemail ==== | ||
| + | |||
| + | Unified messaging will send voicemail messages to your email account. On campus, call 5-6245. Off campus, call 303-315-6245. When you hear the greeting, hit the * key. Enter your CU ID and password. [[http:// | ||
| + | |||
| + | ==== WordPress ==== | ||
| + | |||
| + | Open source web blogging, web sites, and project sites. | ||
| + | |||
| + | ==== Zoom ==== | ||
| + | |||
| + | Desktop video conferencing for all CU employees and students. All users have Zoom Pro accounts that allow unlimited video conferencing and screen sharing. [[http:// | ||
| + | |||
| + | ===== Contacts ===== | ||
| + | |||
| + | Brad Hinson [[BRAD.HINSON@UCDENVER.EDU|BRAD.HINSON@UCDENVER.EDU]] | ||
| + | |||
| + | Assistant Dean of Information & Academic Technology | ||
| + | |||
| + | Theo Zion [[THEO.ZION@UCDENVER.EDU|THEO.ZION@UCDENVER.EDU]] | ||
| + | |||
| + | Information Technology Specialist | ||
| + | |||
| + | Matt Mitchell [[MATT.MITCHELL@UCDENVER.EDU|MATT.MITCHELL@UCDENVER.EDU]] | ||
| + | |||
| + | System Administrator/ | ||
| + | |||
| + | Rosanna Miiller-Salas [[ROSANNA.MILLERSALAS@UCDENVER.EDU|ROSANNA.MILLERSALAS@UCDENVER.EDU]] | ||
| + | |||
| + | Instructional Designer (PT) | ||
| + | |||
| + | ====== Diversity and Inclusion ====== | ||
| + | |||
| + | The majority of faculty members in the School of Education & Human Development (SEHD) have K-12 teaching or counseling experience, often in settings with members from diverse racial, language, gender, and socioeconomic backgrounds. Those experiences have drawn them to this urban university and have shaped our organizational and moral commitment to respecting diversity and pursuing equity. SEHD faculty believes that lives are forever changed with access to excellent education and quality mental health services. As a public university, we are committed to increasing educational opportunities among underserved populations. | ||
| + | |||
| + | The Denver metro area population, indeed the population in the state and nation, is rapidly becoming more racially, culturally and ethnically diverse. It is our responsibility and commitment to prepare educators and counselors who represent diverse groups. It is also our responsibility to prepare all educators and counselors to provide culturally responsive educational and mental health services for the increasing diversity of our society. | ||
| + | |||
| + | Finally, diversity of action, research and viewpoints (ways of knowing and expressing knowledge) is fundamental in universities. This type of diversity keeps our democracy alive. Diversity gives rise to new knowledge and new ways of thinking, a key function of a university. Thus, we believe that diversity is fundamental to the university and to our School. | ||
| + | |||
| + | In partnership with SEHD faculty and the SEHD Diversity Committee, we strive to promote a climate of equity and enhance diversity and inclusiveness initiatives internally. SEHD also seeks assistance and support from the university’s Office of Diversity and Inclusion, (for more information see the [[http:// | ||
| ====== The Office of Recruitment & Outreach ====== | ====== The Office of Recruitment & Outreach ====== | ||
| Line 561: | Line 803: | ||
| Examples of events include: | Examples of events include: | ||
| - | * High School Outreach Programs (i.e. Future Teacher Expo, PTeach Visits), Program Information Sessions and/or Webinars, Recruitment Fairs and Conferences | + | |
| + | * Program Information Sessions and Webinars | ||
| + | * Recruitment Fairs & Conferences | ||
| Please contact [[marlinda.hines@ucdenver.edu|Marlinda Hines]] to partner on any of these events or if you have ideas for other recruitment or outreach activities. | Please contact [[marlinda.hines@ucdenver.edu|Marlinda Hines]] to partner on any of these events or if you have ideas for other recruitment or outreach activities. | ||
| + | ===== Marketing and Communications ===== | ||
| - | ====== Marketing ====== | + | SEHD’s marketing office is responsible for collaborating with SEHD faculty, staff, students and alumni as well as University Communications, |
| - | Julia Cummings is the Marketing | + | * Marketing |
| + | * Advertising | ||
| + | * Branding | ||
| + | * Electronic communications | ||
| + | * Event websites | ||
| + | * Graphic design | ||
| + | * Photography | ||
| + | * Press releases | ||
| + | * Print materials (information sheets, flyers, SEHD publications) | ||
| + | * Purchasing of promotional items | ||
| + | * Social | ||
| + | * Sponsorships | ||
| + | * Story ideas and writing of stories for Edge magazine, CU Denver | ||
| + | * Videos | ||
| + | * Website content (Please | ||
| ====== Partnerships ====== | ====== Partnerships ====== | ||
| - | The SEHD Office of Partnerships is directly responsible for facilitating and coordinating partnerships with districts, schools and the broader community to support all clinical experiences for undergraduate and graduate teacher candidates across multiple teacher education pathways. The SEHD has one of the longest standing partnership preparation models of teacher education dating back to 1993 through an established network of **Professional Development Schools (PDSs)** where current teacher candidates experience early clinical block field experiences and year-long, intensive, clinically-rich residency internships supported by teams of university and P-12 faculty. Each PDS hosts a cohort of 6-12 teacher candidates each year; a university-based site professor and school-based site coordinator work closely together each week to support the candidates as well as support professional development of the practicing clinical teachers who mentor teacher candidates as well as align partnership resources with school improvement priorities. Our network of schools spans four metro area districts and is jointly negotiated by the Partnership Director and district leaders based on common needs and a shared cost model. In addition, the Office of Partnerships manages and facilitates unique | + | The SEHD Office of Partnerships is directly responsible for facilitating and coordinating partnerships with districts, schools and the broader community to support all clinical experiences for undergraduate and graduate teacher candidates across multiple teacher education pathways. The SEHD has one of the longest standing partnership preparation models of teacher education dating back to 1993 through an established network of **Professional Development Schools (PDSs)** |
| - | The Office of Partnerships also facilitates a **Community-based Partnership Network** with over 20 non-profit and community-based organizations. These partnerships support both the community-based clinical block for teacher candidates as well as the capstone internships for the undergraduate Human Development & Family Relations program. | + | The Office of Partnerships also facilitates a **Community-based Partnership Network** |
| - | The Office of Partnerships facilitates several structures to support meaningful collaboration among university faculty and P-12 partners to facilitate simultaneous renewal of teacher education and P-12 schooling as well as provide opportunities for faculty to build relationships for professional development, | + | The Office of Partnerships facilitates several structures to support meaningful collaboration among university faculty and P-12 partners to facilitate simultaneous renewal of teacher education and P-12 schooling as well as provide opportunities for faculty to build relationships for professional development, |
| - | Lastly, the Office of Partnerships provides extensive logistical and management support for all teacher education administrative processes including managing master calendars, facilitating communication with teacher education faculty and school/ | + | Lastly, the Office of Partnerships provides extensive logistical and management support for all teacher education administrative processes including managing master calendars, facilitating communication with teacher education faculty and school/ |
| Office of Partnership Staff include: | Office of Partnership Staff include: | ||
| - | • Cindy Gutierrez, | + | * Cindy Gutierrez, Director |
| + | * Rachel Cornelius, Office of Partnerships Coordinator & Teacher Education Manager | ||
| + | * Jody Barker, Coordinator of Clinical Teacher Education | ||
| + | * Antwan Jefferson, Faculty Liaison for Community-based Partnership Network | ||
| - | • Rachel Cornelius, Coordinator & Teacher | + | ====== SEHD Initiatives for Education, Research, and Evaluation ====== |
| - | • Antwan Jefferson, Faculty Liaison for Community-based Partnership Network | + | ===== Assessment and Program Improvement ===== |
| - | ====== | + | The SEHD Office of Assessment and Program Improvement is responsible |
| + | |||
| + | The Assessment Office also coordinates assessment, data collection, program improvement and accreditation activities between the SEHD and other University offices; and between the SEHD and Colorado Department of Education (CDE) and Colorado Department of Higher Education (DHE). This includes managing SEHD accounts for the Qualtrics survey tool which is available to faculty, staff and students conducting approved research projects. | ||
| - | ===== Center | + | The Assessment Office fulfills all external data reporting requirements |
| - | **//Julie Oxenford O' | + | **Assessment and Program Improvement Contacts** |
| - | CTLT was established within the School of Education & Human Development in 2003. Today, CTLT works with educators across the U.S. to catalyze and co-create the transformation of learning environments using assessment so that all are engaged in learning and empowered to contribute constructively in a global society. CTLT supports states, districts, schools and individual educators as they engage in efforts to improve practice and student learning outcomes, providing the following services: learning experiences for educators and educational leaders, consultation with leaders on the development | + | | \\ **Julie Oxenford-O’Brian,** //Executive Director |
| + | | \\ **Tony Romero, **//Senior Data Analyst | ||
| ===== Continuing and professional Education ===== | ===== Continuing and professional Education ===== | ||
| Line 608: | Line 873: | ||
| The Evaluation Center offers a full range of evaluation services to clients internal and external to the SEHD, including designing and conducting evaluations, | The Evaluation Center offers a full range of evaluation services to clients internal and external to the SEHD, including designing and conducting evaluations, | ||
| - | ===== Para2a | + | ===== PARA Center ===== |
| **//Ritu Chopra, Executive Director & Assistant Research Professor// ** | **//Ritu Chopra, Executive Director & Assistant Research Professor// ** | ||
| Line 614: | Line 879: | ||
| PAR²A promotes optimum learning for all students through research and training on the roles, responsibilities, | PAR²A promotes optimum learning for all students through research and training on the roles, responsibilities, | ||
| - | ===== Positive Early Learning Experiences | + | ===== Center for Practice Engaged Education Research |
| - | + | ||
| - | **//Phil Strain, Director and Professor// ** | + | |
| - | + | ||
| - | PELE Center develops, implements and evaluates comprehensive, | + | |
| - | ===== Center for evidence-based education research (C-PEER) ===== | + | **//Kent Seidel, Founding Co-Director & Associate Professor; Julie Oxenford O’Brian, Co-Director & Assistant Research Professor// ** |
| - | ===== Center for Evidence-Based Practices in early Learning | + | The Center for Practice Engaged Education Research |
| - | **//Barbara Smith, Research Professor// ** | + | Our education research network matches educators and researchers with shared interests and complementary abilities to encourage collaboration on locally relevant research. We share results across the network in order to understand what works in education and to improve supports and outcomes for learners. |
| - | CEBPEL aims to develop, implement and evaluate comprehensive early intervention systems that address the developmental needs of young children with special needs, their families and the personnel who serve them. CEBPEL raises awareness and increases implementation of positive, evidence-based practices for the prevention and remediation of challenging behavior with a database to support those practices. | ||
| ===== Faculty Research Support Center ===== | ===== Faculty Research Support Center ===== | ||
| Line 634: | Line 894: | ||
| ====== Administration of the SEHD ====== | ====== Administration of the SEHD ====== | ||
| - | ===== Dean’s | + | ===== Leadership |
| - | The Dean’s | + | The Leadership |
| ===== Administrative and Management Team ===== | ===== Administrative and Management Team ===== | ||
| Line 658: | Line 918: | ||
| ===== Faculty and Staff Committees ===== | ===== Faculty and Staff Committees ===== | ||
| - | **//See SEHD Bylaws and Faculty Handbook// ** | + | **//See SEHD Bylaws and Faculty Handbook// ** |
| ====== Operations ====== | ====== Operations ====== | ||
| Line 665: | Line 926: | ||
| ==== University Calendar-Related Terms ==== | ==== University Calendar-Related Terms ==== | ||
| - | 1.**Academic year (AY)** comprises the fall and spring terms. Each term typically runs for 16 weeks. | + | - **Academic year (AY)** |
| + | - **Maymester, | ||
| + | - **Summer term** | ||
| + | - **Fiscal year (FY)**, used for budgeting purposes, the fiscal year begins July 1 and ends the following June 30. For example, FY 14 would start on July 1, 2013 and end on June 30, 2014. | ||
| + | - **Annual Performance Review Year** | ||
| + | ===== SEHD Meeting Calendar ===== | ||
| - | 2.**Maymester,** a three-week campus-wide summer session usually begins mid-May | + | Annually, the SEHD puts forth a schedule for SEHD-related meetings which occur throughout each month on designated Mondays |
| - | 3.**Summer term** is the 8-week term that begins after Maymester and ends in early August. There are a variety of patterns for SEHD course offerings during the summer. | + | ====== Course Schedule Submission Deadlines ====== |
| - | 4.''' | + | Main campus course scheduling is managed by the Course Coordinator in Academic Services, and off-campus |
| - | 5.**Annual Performance Review Year** for faculty follows | + | **__For main campus courses:__** The Course Coordinator works with the registrar’s office 9-12 months before the semester begins, to initiate the term roll. The term roll copies over courses offered the previous semester. For example, course offered during |
| - | ===== SEHD Meeting Calendar ===== | + | |
| - | Annually, the SEHD puts forth a schedule | + | The following is a general timeline |
| - | ===== Types of Courses | + | __Approximate Timelines: |
| + | * **9-12 months before classes start: | ||
| + | * **9 months before classes start: | ||
| + | * **3 months before classes start: **Classrooms are published in CU SIS, Course Coordinator will send out the finalized schedule to program representatives, | ||
| + | * **2 months before classes start: **Registration is open to students. All instructors must be identified and going through the hiring process with HR (if needed). | ||
| + | * **6 weeks before classes start: | ||
| + | * 4** weeks before classes start: **Low enrollment watch #2 – program representative and Associate Deans determine if any low-enrolled courses will be allowed to run. | ||
| + | * **2 weeks before classes start: | ||
| + | * **1 week after classes start: **Waitlists are purged; online registration closed; student registration by schedule adjustment form only | ||
| + | __Approximate Schedule Due Dates:__ | ||
| + | * Spring – due in May at the end of the spring semester | ||
| + | * Summer – due in September at the start of the fall semester | ||
| + | * Fall – due in November before fall break | ||
| - | ==== Definitions Pertaining to Courses | + | ===== Enrollment and Scheduling Policies ===== |
| - | - ''' | + | **Face-to-Face and Hybrid Classes: ** |
| - | - **Type B:** Other courses such as practica, internships, | + | |
| - | ===== Course Location and Delivery ===== | + | |
| - | - Auraria campus | + | - Set caps at 35, start a waitlist |
| - | - **Continuing | + | - At 40, consider split into two sections of 20—sections must be same time and format |
| - | - ''' | + | |
| - | - **Hybrid courses** are courses which have at least one class online and face-to-face sessions and can be main campus or CPE. Where applicable, program fees are charged in addition to tuition. In addition, there is a hybrid course fee of $50. | + | - No blanket minimum enrollment but courses |
| + | | ||
| - | ''' | + | **Online Classes: ** |
| - | ===== Teaching Assistants/ | + | |
| - | - Faculty teaching on-campus will qualify for a teaching assistant (TA) if they have a class enrollment of over 32. Faculty will qualify for a TA for an online class (not hybrid) or doctoral class if it reaches 25 or more students. Teaching assistants will be hired according to the number of credit hours in the course having more than 35 students and will be paid 1/3 of the current per-credit-hour lecturer rate. For example, if the lecturer rate is $4, | + | |
| - | - Teaching assistant (TA)/ | + | |
| - | - To hire a TA, submit online request form through the [[http:// | + | |
| + | - No blanket minimum enrollment but courses with enrollments of 8-14 require approval | ||
| + | - Lecturer Pay: Minimum of 15 students | ||
| - | ===== Regular Faculty: Academic Year Workload ===== | + | **Doctoral-Level Classes:** |
| - | ==== Type A Instruction ==== | + | - Set caps at 30, start a waitlist |
| + | - At 35, consider split into two sections—sections must be same time and format | ||
| + | - 25 enrolled becomes eligible for TA | ||
| + | - No blanket minimum enrollment but courses with enrollments of 8-14 require approval to run | ||
| + | - Lecturer Pay: Minimum of 15 students | ||
| - | **//(See page 32 for a definition of Type A)// ** | + | **Type |
| - | - If a course is team-taught by two faculty members, 3 credit hours are needed for each faculty member (or, a total of 6 CHs) in order to justify the one course | + | |
| - | - A regular faculty member may be reassigned to research grant activities at 10% of his/her Academic Year Full-Time Equivalent (AY FTE) for one course reduction, and in increments of 15% for each additional course reduction. For all cases, effort must be included on the project or projects that is equal to or exceeds the required course reductions percentage. Actual changes in teaching, service and research responsibilities are negotiated individually between the faculty member and the designated Associate Dean. Plans for course reduction should be included in the original or revised professional plan. | + | |
| - | - A regular faculty member may occasionally teach a CPE course during the academic year as part of teaching load if the CPE revenues and allocations cover 10% of the faculty member’s salary and proportional benefits, or if negotiated with the Dean. These allocations must be transferred from the Continuing and Professional Education account to the SEHD general budget account. | + | |
| - | - It is expected that regular faculty members will work with their program colleagues to develop teaching schedules that meet the needs of the students and the faculty members. The primary factors in scheduling | + | |
| - | - When the SEHD budget allows, it may be possible to award course releases for administrative duties, special research or service projects, and other contributions to the School. These reductions are intended as investments in the professional development of the faculty and the reputation of the SEHD. Reductions for administrative duties will be given at the discretion of the Dean. | + | |
| - | - Tenure track faculty take precedence for teaching courses to meet their workload. If a course cancellation creates a workload shortage for a tenure track faculty member, the faculty member will assume responsibilities for a course assigned to a lecturer, instructor or clinical professors. In this case, a new assignment would be made for the instructor/ | + | |
| - | - Faculty are responsible for finding a substitute instructor if there is a last minute change to their load. | + | |
| - | ==== Type B Instruction ==== | + | __For CPE (D2) Courses: |
| - | - Practicum and internship courses (Type B instruction) can count as a 3-credit-hour course if the course generates at least 30 student credit hours in a single semester. The typical internship has 10 students who have each registered for 3 credits. However, other possibilities might include 5 students each registered for 6 credits; 15 students each registered for 2 credits, and so on. It is preferred that these 30 credits constitute a single class registration in one semester. However, if necessary, a faculty member may accumulate 30 credits across two concurrent semesters and earn a course credit with pre-approval from the designated Associate Dean. | + | ==== Room Requests ==== |
| - | ==== Overloads ==== | + | Room requests for courses must be given to the Course Coordinator at the time the schedule is submitted **6 months prior** |
| - | - Under certain circumstances, | + | ==== Changes |
| - | ===== Regular Faculty Summer | + | Once students have registered for classes, changes to the schedule can negatively impact a student’s schedule |
| - | ==== Type A Instruction | + | ==== Wait Lists ==== |
| - | 1. Class size requirements | + | Many courses fill up quickly, students are encouraged to sign up for waitlists during registration when they find a course is full. Faculty |
| - | If the course is team-taught by two regular faculty members, 3 credit hours are needed for each faculty member (or, a total of 6 CHs) in order to justify the $6000 pay rate for each faculty member. | ||
| - | 2. If tenure track faculty teaches a CPE in the summer, s/he //may// be paid up to the amount as stated in the appropriate main campus summer pay policy. As with all CPE courses, minimum student numbers apply and in some cases, the amount paid out will vary by total number | + | ===== Types of Courses ===== |
| - | 3. Faculty supported by grants may earn up to 3/9ths (or 33.33%) of their annual salary on grant funds in the summer months with all pay coming from the grant or with a combination of teaching and grant work that falls within the summer teaching policies. | + | ==== Definitions Pertaining |
| - | 4. Teaching in the summer is accompanied | + | **Type A: **Most courses offered |
| - | ==== Type B Summer Instructional Activity ==== | + | |
| - | - To count as a 3 credit course for pay, practica and internships | + | **Type B:** Other courses such as practica, internships, independent studies, |
| - | - Assuming that 30 SCHs are generated, to earn the designated summer course salary the faculty member must meet the service commitments outlined in their professional plan. | + | |
| - | - Administrative Duties: Faculty who assume administrative duties, such as an Associate Dean of the SEHD, operate on a differentiated workload which will vary according to the specific duties | + | |
| - | ===== Term Faculty: Academic Year (AY) Teaching Loads ===== | + | ===== Course Location and Delivery |
| - | **SEHD-funded Term Faculty | + | - D1 courses are located on Auraria campus at least part of the time, or they are fully online courses. D2 courses can also be located off-campus. |
| + | - **Continuing and professional education** | ||
| + | - **Online courses **can be main campus or CPE. When applicable, program fees are charged in addition to tuition. In addition, there is an online course fee of $100. | ||
| + | - **Hybrid courses** | ||
| + | **NOTE: **Students have the right to experience the format for which they registered. Faculty cannot change formats after the course is advertised and scheduled. | ||
| - | - The teaching load for SEHD-funded term faculty members is 8 courses or 23-25 credit hours of instructional activity, depending on assigned workload. Term faculty have the option of proposing course equivalent activity for one to two courses for Dean’s approval. | + | ===== Teaching Assistants/ |
| - | - The ways in which Type B instructional activities (see page 32) can count as a course for tenure track faculty members also apply to term faculty members. | + | |
| - | - Term faculty may be partially supported on grant projects. Course reduction will be provided when grant funds at minimum 10% of the faculty member’s AY salary per course release. Grant-funded term faculty appointments include expectations specific to the grant(s) that provide the funds. The principal investigator for the grant and the designated Associate Dean will determine the teaching load for a term faculty member who is entirely or partly supported by grant funds. | + | |
| - | - Term faculty may be assigned administrative responsibilities as a percentage of their assigned workload. The Dean must approve such assignments. | + | |
| - | ===== Teaching | + | * Faculty teaching on-campus will qualify for a teaching assistant (TA) if they have a class enrollment of over 32. Faculty will qualify for a TA for an online class (not hybrid) or doctoral class if it reaches 25 or more students. |
| + | * Teaching assistant (TA)/ | ||
| + | * To hire a TA, submit online request form through the [[https:// | ||
| - | For Research Faculty, Exempt Professional Staff, Professional Research Assistants (PRAs), and Post-Doctoral Fellows teaching for Additional Pay (Overload)Under certain circumstances, | ||
| - | ==== Teaching Buy-Out | + | ===== Regular Faculty: Academic Year Workload ===== |
| - | The opportunity may arise for a full time 100% grant-funded faculty or staff member to teach a course during the academic year as part of their regular load. These rates are based on the assumption that teaching will be a part of the full-time FTE duties and not in addition to them. The rates listed below reflect a 9-month equivalent salary, not a 12-month salary: | + | ==== Type A Instruction ==== |
| - | - The buy-out amount | + | **//(See [[https:// |
| - | - The buy-out amount for an employee who is a doctoral student will be 10% of their 9 month-equivalent academic salary with an expectation | + | |
| - | - The buy-out amount for an employee | + | - A regular faculty member may be reassigned to research grant activities at 10% of his/her Academic Year Full-Time Equivalent (AY FTE) for one course reduction, and in increments of 15% for each additional course reduction. For all cases, effort must be included on the project or projects that is equal to or exceeds |
| + | - A regular faculty member may occasionally teach a CPE course | ||
| + | - It is expected that regular faculty members will work with their program colleagues to develop teaching schedules that meet the needs of the students and the faculty members. The primary factors in scheduling | ||
| + | - When the SEHD budget allows, it may be possible to award course releases for administrative duties, special research or service projects, and other contributions to the School. These reductions are intended as investments in the professional development of the faculty and the reputation of the SEHD. Reductions for administrative duties | ||
| + | - Tenure track faculty take precedence for teaching courses to meet their workload. If a course cancellation creates a workload shortage for a tenure track faculty member, the faculty member will assume responsibilities for a course assigned to a lecturer, instructor or clinical professors. In this case, a new assignment would be made for the instructor/ | ||
| + | - Faculty are responsible for finding a substitute instructor if there is a last minute change to their load. | ||
| - | ===== Retired Faculty ===== | + | ==== Type B Instruction |
| - | Retired faculty teaching is $6000 per course. | + | Practicum and internship courses (Type B instruction) can count as a 3-credit-hour |
| - | ===== Term Faculty: Summer Teaching Loads and Pay ===== | + | ==== Overloads |
| - | ==== Term Faculty with Academic Year Appointments ==== | + | Under certain circumstances, |
| - | A term faculty member | + | In main campus and CPE, usually no more than one overload course will be approved for a faculty member during |
| - | ==== Term Faculty | + | |
| - | If a term faculty member (SEHD-funded or grant-funded) has a Fiscal Year (12-month) appointment, | ||
| - | ===== Lecturer Pay for Academic Year and Summer | + | ===== Regular Faculty |
| - | Payment is made only for individuals who are listed in the School of Education' | + | ==== Type A Instruction ==== |
| - | Occasionally, | + | - Class size requirements are consistent across terms. The basis of summer pay* is the number of credit hours of the course at the Dean’s discretion. A faculty member |
| + | - Required Class Size: The minimum class size requirement for courses | ||
| + | | ||
| + | - Faculty supported by grants may earn up to 3/9ths (or 33.33%) of their annual salary on grant funds in the summer months with all pay coming | ||
| + | - Teaching in the summer is accompanied by responsibility to the program and School for service. The minimum amount of time that the faculty member is expected to be available for service is 6 weeks of the 8-week summer term. | ||
| - | For on-campus courses, lecturers will be paid at the current lecturer rate which is set by the Dean during the annual merit process. | + | ==== Type B Summer Instructional Activity ==== |
| - | Under enrolled courses may be canceled, and pay is prorated for under enrolled courses | + | - To count as a 3 credit course for pay, practica |
| + | - Assuming | ||
| - | ===== Practica/ | + | ===== Non-Tenure Track Faculty: Academic Year (AY) Teaching Loads ===== |
| - | Information on load policies | + | **SEHD-funded Non-Tenure Track Faculty (Instructor, |
| + | - The teaching | ||
| + | - The ways in which Type B instructional activities (see page 32) can count as a course for tenure track faculty members also apply to Non-Tenure Track faculty members. | ||
| + | - Non-Tenure Track faculty may be partially supported on grant projects. Course reduction will be provided when grant funds at minimum 12.5% of the faculty member’s AY salary per course release. Grant-funded term faculty appointments include expectations specific to the grant(s) | ||
| + | - Non-Tenure Track faculty may be assigned administrative responsibilities as a percentage of their assigned workload. The Dean must approve such assignments. | ||
| - | * It is expected that regular faculty will serve as the university supervisor/ | + | ===== Teaching Pay ===== |
| - | * Credits assigned to practica/ | + | |
| - | * To count as a 3-credit course load, each practicum/ | + | |
| - | * Regular faculty (or counseling staff) may only serve as practicum/ | + | |
| - | * University supervisors/ | + | |
| - | * All those serving as university assistant supervisors/ | + | |
| - | * When a group of registered students are producing less than 30 credits, lecturers may be paid on a percentage (of 30 credits) of lecturer pay to serve as assistant supervisors/ | + | |
| - | * University assistant supervisors/ | + | |
| - | ===== CPE - Partnership Coordination Compensation Guidelines Background ===== | + | For 12-month Faculty, Exempt Professional Staff, Professional Research Assistants (PRAs), and Post-Doctoral Fellows teaching for Additional Pay (Overload) |
| - | When SEHD faculty partner with school districts or agencies on major CPE professional development initiatives | + | Under certain circumstances, |
| - | ==== Financial Capacity | + | ==== Teaching Buy-Out |
| - | D2 must be run as an enterprise fund; that is, it must be self-supporting. Therefore, an essential consideration regarding partnership coordinator compensation is whether it has been included | + | The opportunity may arise for a full time 12-month faculty or staff member to teach a course during the academic year as part of their regular load. These rates are based on the assumption |
| - | ==== Partnership Coordination Responsibilities ==== | + | |
| - | Faculty who coordinate partnerships carry out a number of different activities. Following | + | - The buy-out amount for an employee with a Master’s degree will be the current lecturer rate, and they will have no expectations for service. |
| + | - The buy-out amount for an employee who is a doctoral student will be 10% of their 9 month-equivalent academic salary with an expectation for service to the SEHD during the academic year. | ||
| + | - The buy-out amount for an employee with a doctoral degree will be 10% of their 9 month-equivalent academic salary (unless the grant stipulates otherwise) with an expectation for service to the SEHD during the academic year. | ||
| - | * //Secure the partnership// | + | ===== Retired Faculty ===== |
| - | * '' | + | |
| - | * Coordination of other SEHD faculty who are involved in oversight, coaching and/or consulting with the partner district or agency. | + | |
| - | * Recruitment, | + | |
| - | * Alignment and modification of on-site courses that are being offered as part of a certificate or endorsement \partnership | + | |
| - | * // | + | |
| - | ==== Compensation | + | |
| - | * Compensation would ordinarily only be for extraordinary work involving a comprehensive certificate, | + | Teaching rate for retired faculty with Emeritus status |
| - | **Example One** – One or more of the above duties, but not enough extra time that the coordination is significantly impacting more than 100 percent of the yearly expectations for faculty workload. In this case the partnership coordination should be listed as part of the faculty member’s professional plan for service but additional compensation should not be involved. | + | ===== Non-Tenure Track Faculty: Summer Teaching Loads and Pay ===== |
| - | **Example Two** – One or more of the above duties that will result in an impact to time and responsibility that will significantly exceed 100 percent of expected yearly workload. Compensated coordination would only be available for certificate, | + | ==== Non-Tenure Track Faculty with Academic Year Appointments ==== |
| - | **Example Three** – Where most of the above duties fall upon a faculty | + | A Non-Tenure Track Faculty member (SEHD-funded or grant-funded) |
| - | * Although it is helpful to plan and articulate the work of faculty as coordinator of CPE programs in terms of number of days, in reality this coordination is not neat and clean. Problems arise that need immediate attention and result in focused minutes or hours of emailing and/or phone calling, all of which occur during the “regular” work day in order to solve or follow up on a problem. So while some of the work is definitely scheduled as half day or whole day on one’s work calendar, other responsibilities are attended to on top of an already full schedule during the academic year. It is best to utilize the number of days anticipated for coordination as a basis for planning. | + | ==== Non-Tenure Track Faculty |
| - | * Additional compensation beyond 20% will not be provided. If the coordination requires more time than 20%, it should become part of an in-load assignment. Also, these guidelines are solely for coordination, | + | |
| - | * Request for compensation for partnership coordination, | + | |
| - | ===== Course Schedule Submission Deadlines ===== | + | If a Non-Tenure Track Faculty member (SEHD-funded or grant-funded) has a Fiscal Year (12-month) appointment, |
| - | Main campus course scheduling is managed by the Course Coordinator in Academic | + | ===== Lecturer Pay for Academic |
| - | **For main campus courses:** The Course Coordinator initiates the process by sending out a Call for Schedules to Program Representatives. Program Representatives consult | + | Payment is made only for individuals who are listed in the School of Education' |
| - | There are two schedule edits for each term (preliminary and final edits), and ongoing discussions between Program Representatives and the Associate Dean to finalize | + | Occasionally, a SEHD lecturer is a regular faculty member in another department, school, or college in the CU system. The usual practice is to pay these instructors at the same rate as other SEHD lecturers. The non-SEHD faculty member |
| - | The following | + | For on-campus courses, lecturers will be paid at the current lecturer rate which is set by the Dean during the annual merit process. Under enrolled courses may be canceled, and pay is prorated for under enrolled courses that have not been canceled. See the prorated pay details in the section below, “Course Schedule Submission Deadlines.” |
| - | Approximate Timeline: | + | ===== Practica/ |
| - | * **8-9 months before classes start:** Request | + | Information on load policies |
| - | * **7-8 months before classes start:** Schedules vetted with advisers and program representatives. | + | |
| - | * **6 months before classes start:** Finalized schedule due to Course \Coordinator | + | |
| - | * ''' | + | |
| - | * **6 weeks before classes start:** Low enrollment watch begins. Access to CU-SIS production | + | |
| - | * ''' | + | |
| - | * **1 week before classes start:** Cancellation decisions are made for low-enrolling sections by program representative | + | |
| - | * ''' | + | |
| - | Enrollment | + | * It is expected that regular faculty will serve as the university supervisor/ |
| + | * Credits assigned to practica/ | ||
| + | * To count as a 3-credit course load, each practicum/ | ||
| + | * Regular faculty (or counseling staff) may only serve as practicum/ | ||
| + | * University supervisors/ | ||
| + | * All those serving as University assistant supervisors/ | ||
| + | * When a group of registered students are producing less than 30 credits, lecturers may be paid on a percentage (of 30 credits) of lecturer pay to serve as assistant supervisors/ | ||
| + | * University assistant supervisors/ | ||
| - | **//Face-to-Face and Hybrid Classes:// ** | + | ===== CPE - Partnership Coordination Compensation Guidelines Background ===== |
| - | 1. Set caps at 35, start a \waitlist | + | When SEHD faculty partner with school districts or agencies on major CPE professional development initiatives to provide certificate, |
| - | 2. At 40, split into two sections of 20—sections must be same time and \format | + | ==== Financial Capacity ==== |
| - | 3. 32 enrolled triggers \TA | + | D2 must be run as an enterprise fund; that is, it must be self-supporting. Therefore, an essential consideration regarding partnership coordinator compensation is whether it has been included in the budgeting process. |
| - | 4. No blanket minimum enrollment but courses with enrollments of 8-14 require approval to \run | + | ==== Partnership Coordination Responsibilities ==== |
| - | 5. Lecturer Pay: 15-35 students = $4350; < 15 = Pro-rate = # of students/15 x $4350 | + | Faculty who coordinate partnerships carry out a number of different activities. Following is a list of typical duties: |
| - | **//Online Classes:// ** | + | |
| + | | ||
| + | | ||
| + | | ||
| + | * Alignment and modification of on-site courses that are being offered as part of a certificate or endorsement partnership | ||
| + | * // | ||
| + | ==== Compensation ==== | ||
| - | - Set caps at 30, start a \waitlist | + | Compensation would ordinarily only be for extraordinary work involving a comprehensive certificate, |
| - | - At 35, consider split into two sections. New section | + | * **Example One** – One or more of the above duties, but not enough extra time that the coordination is significantly impacting more than 100 percent of the yearly expectations |
| - | - 25 enrolled becomes eligible | + | * **Example Two** – One or more of the above duties that will result in an impact to time and responsibility that will significantly exceed 100 percent of expected yearly workload. Compensated coordination would only be available for certificate, |
| - | - No blanket minimum enrollment | + | * **Example Three** |
| - | - Lecturer Pay | + | Although it is helpful to plan and articulate the work of faculty as coordinator of CPE programs in terms of number of days, in reality this coordination is not neat and clean. Problems arise that need immediate attention and result in focused minutes or hours of emailing and/or phone calling, all of which occur during the “regular” work day in order to solve or follow up on a problem. So while some of the work is definitely scheduled as half day or whole day on one’s work calendar, other responsibilities are attended to on top of an already full schedule during the academic year. It is best to utilize the number of days anticipated for coordination as a basis for planning. Faculty will not be expected to log hours or days spent on coordination. |
| - | 15-35 students = $4350 | + | Additional compensation beyond 20% will not be provided. If the coordination requires more time than 20%, it should become part of an in-load assignment. Also, these guidelines are solely for coordination, |
| - | < 15 = Pro-rate = # of students/15 x $4350 | + | Request for compensation for partnership coordination, |
| - | **Doctoral-Level Classes (7000s):** | + | ====== Assessments and Surveys: Data Collection and Reporting ====== |
| - | - Set caps at 30, start a \waitlist | + | ==== ASSESSMENT ==== |
| - | - At 35, consider split into two sections—sections must be same time and \format | + | |
| - | - 25 enrolled becomes eligible for \TA | + | |
| - | - No blanket minimum enrollment but courses with enrollments of 8-14 require approval to \run | + | |
| - | - Lecturer Pay | + | |
| - | 15-35 students | + | All SEHD programs have identified key assessments (sometimes called performance-based assessments, |
| - | < 15 = Pro-rate = # of students/15 x $\4350 | + | Assessment Office staff members participate in the campus Assessment Committee; staff serve as the SEHD liaison to the University Assessment Office, providing a communication mechanism for faculty and staff to this group. |
| - | For CPE Courses: CPE staff members initiate the course scheduling process in consultation with program faculty each term. Each program is unique, but in general, CPE certificate programs are planned out a year at a time, with the specific course schedules (dates, meeting patterns, course locations) to be determined after instructors have been identified, at least two months before the course is scheduled to begin. CPE course schedules frequently do not align with campus term schedules. | + | ==== DATA COLLECTION ==== |
| - | ==== Room Requests ==== | + | The Assessment Office administers surveys to all students as they graduate/ |
| - | Room requests | + | The Assessment Office manages SEHD accounts |
| - | ==== Changes to Schedule After Registration Has Begun ==== | + | |
| - | Once students have begun to register for classes, changes to the schedule can negatively impact | + | Assessment office staff members also participate in the University Survey Working Group serving as a liaison for faculty |
| - | ==== Wait Lists ==== | + | ==== PROGRAM IMPROVEMENT, |
| - | Because many courses fill quickly, students are encouraged | + | The SEHD Assessment office works in coordination with the Institutional Research office to provide access |
| - | ====== Assessments | + | * Student application, |
| - | All programs have identified key common assessments | + | * Student program assessment results/ |
| - | The Office provides all SEHD students (and CLAS students with licensure subplans) with Livetext accounts. For initial licensure students, including the BA students, LiveText licenses will be provided in the semester they enroll in UEDU 4/5020. Students | + | * Survey data collected by SEHD Assessment office |
| - | Also new is that Canvas has been fully integrated with LiveText. This means you can link to your LiveText rubrics directly from your Canvas shell, students can submit assignments in one place, you can grade them in one place, | + | Assessment Office staff members facilitate periodic analysis/ |
| - | To honor this increase in the fees of all our students, it is important that all faculty use LiveText for PBAs. (As a reminder, PBAs are program-agreed-on common assessments used to measure key student learning outcomes and PBAs are embedded in specific courses.) Students will expect to be able to submit assignments into LiveText using Canvas and will expect to see this used in their courses. This means that faculty will need to make the necessary links for this to happen. The office has prepared short video clips ([[https:// | + | ==== ACCREDITATION/REAUTHORIZATION |
| - | For purposes of the Higher Learning Commission (HLC), | + | To meet the statutory requirements for the Higher Learning Commission (HLC), the University requires |
| - | To assess student dispositions | + | The Assessment office supports |
| - | The Accreditation and Program Effectiveness | + | The office |
| - | A wide variety of program data is provided to program faculty and staff on a regular schedule, including PBA results, Place/ | + | ==== SPECIAL DATA REQUESTS ==== |
| - | ====== Internal Data Requests ====== | + | Faculty |
| - | + | ||
| - | If faculty | + | |
| ====== Supplemental Compensation and Financial Conflict of Interest ====== | ====== Supplemental Compensation and Financial Conflict of Interest ====== | ||
| Line 929: | Line 1199: | ||
| In addition to their payment for normal faculty workloads, full time faculty members may receive additional remuneration for the following: | In addition to their payment for normal faculty workloads, full time faculty members may receive additional remuneration for the following: | ||
| - | - Overload teaching in either main campus or \CPE | + | - Overload teaching in either main campus or \CPE - University service, such as department chair or other significant workload increase, leadership, or supervisory \responsibility - \Awards - Summer school \teaching - Summer sponsored \research - Intersession \teaching - Institutional agreements |
| - | - University service, such as department chair or other significant workload increase, leadership, or supervisory \responsibility | + | |
| - | - \Awards | + | |
| - | - Summer school \teaching | + | |
| - | - Summer sponsored \research | + | |
| - | - Intersession \teaching | + | |
| - | - Institutional agreements | + | |
| In the case of additional remuneration for extra work by administrators (including deans), arrangements must be approved in accordance with [[https:// | In the case of additional remuneration for extra work by administrators (including deans), arrangements must be approved in accordance with [[https:// | ||
| + | |||
| ===== Additional Remuneration for Consultative Services ===== | ===== Additional Remuneration for Consultative Services ===== | ||
| Line 949: | Line 1214: | ||
| One-Sixth Rule activities shall not involve large amounts of consecutive time, but shall be limited to reasonably short periods of consultation. | One-Sixth Rule activities shall not involve large amounts of consecutive time, but shall be limited to reasonably short periods of consultation. | ||
| + | |||
| ===== Conflicts of Interest ===== | ===== Conflicts of Interest ===== | ||
| - | [[https:// | + | See Regents Policy 1C: [[https:// |
| As a state institution, | As a state institution, | ||
| Line 962: | Line 1228: | ||
| [[http:// | [[http:// | ||
| + | |||
| ===== Faculty Grievances ===== | ===== Faculty Grievances ===== | ||
| Line 972: | Line 1239: | ||
| **Faculty Misconduct** | **Faculty Misconduct** | ||
| - | [[http:// | + | [[http:// |
| **Faculty Promotion and Tenure Appeals** | **Faculty Promotion and Tenure Appeals** | ||
| - | [[http:// | + | [[http:// |
| In the case of a negative decision, the candidate may—within ten working day of receipt of written notice of a recommendation for denial of tenure—request review by the president. This review shall be made only on the grounds that the process had 1) procedural errors; 2) substantive errors; or 3) evidence of discrimination. ('' | In the case of a negative decision, the candidate may—within ten working day of receipt of written notice of a recommendation for denial of tenure—request review by the president. This review shall be made only on the grounds that the process had 1) procedural errors; 2) substantive errors; or 3) evidence of discrimination. ('' | ||
| Line 987: | Line 1254: | ||
| Regent Policy 2-J, adopted on June 23, 2003, established that consistent with the //Laws of the Regents, Article 10//, Non-Discrimination, | Regent Policy 2-J, adopted on June 23, 2003, established that consistent with the //Laws of the Regents, Article 10//, Non-Discrimination, | ||
| + | |||
| ===== Student Complaints ===== | ===== Student Complaints ===== | ||
| Line 999: | Line 1267: | ||
| ====== Lecturer Hiring and Appointments ====== | ====== Lecturer Hiring and Appointments ====== | ||
| - | Guiding principles: | + | ===== Guiding principles |
| - | *Diversify lecturer pool | + | |
| + | * Hire people who can teach **// | ||
| + | * Need to demonstrate that we have a fair and open hiring process | ||
| + | * Meet requirements put forth by campus administration | ||
| - | *Hire people who can teach **//when//** | + | **//Curriculum Committee Deadline Requirements: |
| - | *Need to demonstrate | + | To ensure |
| - | *Meet requirements put forth by campus HR, Records (CU-SIS) | + | |
| + | * Teaching in Spring semester – submit Hire Request Form details by **November 30, 2023.** | ||
| **// | **// | ||
| - | As you are making plans for summer-fall-spring courses, please begin to create a list of courses for which you anticipate needing lecturers. | + | * As you are making plans for summer-fall-spring courses, please begin to create a list of courses for which you anticipate needing lecturers. |
| + | * SEHD HR will maintain a lecturer pool posting through CU Careers. All new lecturers must apply to this posting. | ||
| + | * **//Please do not make any verbal or written job offers until lecturer candidates have applied through CU Careers //** //** <font 10.5pt/ | ||
| + | **//SEHD HR: //** Will provide the program area with login information so they can screen applicants. If you have a candidate in mind for the posting you can send them a link to apply online at [[https:// | ||
| - | SEHD HR will submit postings each term with specific content areas/ | + | **// |
| - | **// | + | |
| - | **//SEHD HR://** Jessica will provide the program area with login information so they can screen applicants. If you have a candidate in mind for the posting you can send them a link to apply online at [[http:// | + | - Review applications |
| + | - Identify finalists | ||
| + | - Conduct interviews | ||
| + | - Request reference letters | ||
| + | - Hire | ||
| - | **// | + | **// |
| + | * Applicant Not Interested | ||
| + | * Employment Conditions | ||
| + | * **Less Relevant Skills** | ||
| + | * **Less Relevant Education** | ||
| + | * **Less Relevant Experience** | ||
| + | * Unsatisfactory Employment Record | ||
| - | 1) Review applications | + | **// |
| + | - You will need to upload a letter of support (see **Appendix B** for samples) and an external reference letter when submitting the online form. External reference letters must come directly from the reference provider to the Program Lead. | ||
| + | - **//Please make sure finalists are clear that changes can happen up to the last moment or the class could be canceled, so we cannot guarantee that they will teach in a particular semester.// ** | ||
| + | **//SEHD Admin:// | ||
| + | - **Initial forms** | ||
| + | * Upon receipt of PD form, SEHD HR generates the email/ | ||
| + | * Applicant submits BG authorization. Campus HR will email the new employee regarding background check results. | ||
| + | - **Email/ | ||
| + | - **CU-SIS**** request form** | ||
| + | * Shakira sends the electronic CU-SIS request form to the employee who then signs electronically and returns. Shakira submits the form to Dorothy Garrison-Wade for her approval. | ||
| + | * Dorothy and Shakira receive notice that the new Lecturer has CU-SIS approval **//(can take up to 30 days). //** Shakira can then add the new Lecturer to the schedule. | ||
| + | - **Online trainings: | ||
| + | - **Welcome email with payroll paperwork **– SEHD HR makes an appointment with the new hire/rehire to collect payroll paperwork. | ||
| + | - **Offer letter & Handbook ****–**About five to six weeks before the start of each term, SEHD HR generates lecturer contracts and sends them via email to the lecturer’s university email account (see **Appendix D** for Lecturer Appointment/ | ||
| + | **// | ||
| - | 2) Identify finalists | + | **//SEHD HR:// |
| - | 3) Conduct interviews | + | //*The CV and external support letter will be pulled from the candidate’s CU Careers application, |
| - | 4) Request reference letters – instructions included in email with posting login information | ||
| - | 5) Hire | + | ===== Samples Letter of Support from Program ===== |
| - | **//Please do not make any verbal or written job offers until lecturer candidates have applied through Jobs at CU.// ** | + | **Sample 1 – ****Initial Request for GFA Approval**< |
| - | - **// | + | Members |
| - | 1) -Applicant Not Interested | + | **[Insert program name]** |
| - | 2) -Employment Conditions | + | Candidate Name: __ Field of Expertise: _____ Course(s) to be taught: ___ |
| - | **3)** **-Less Relevant Skills** | + | The CV submitted on verifies that the candidate has a Master’s degree in a relevant field, and the program has reviewed the candidate’s qualifications and determined that the candidate has the necessary skills, knowledge and pedagogy with adult learners to be successful. The candidate has demonstrated qualifications for this limited graduate faculty appointment based upon her scholarship and through |
| - | **4)** **-Less Relevant Education** | + | **[FOR PERSONS SEEKING GFA STATUS FOR COURSES RELATING TO LICENSURE, ENDORSEMENT, |
| - | **5)** **-Less Relevant Experience** | + | This candidate has a demonstrated record of student satisfaction through |
| - | 6) -Unsatisfactory Employment \Record | + | Sincerely, |
| - | - **// | + | </WRAP> |
| - | a. You will need to upload a letter of support (see **Appendix C** for samples) and an external reference letter (through CU Careers | + | **Sample 2 – Renewal of GFA Appointment**<WRAP center round box 60%> |
| - | **// | + | Members of the Curriculum and Program Committee: |
| - | - **//SEHD Admin://** | + | **[Insert program name]** |
| + | Candidate Name: __ Field of Expertise: _____ Course(s) to be taught: ___ | ||
| - | - **Initial forms** – background check (BG), personal data (PD), and Lecturer Handbook. | + | The CV submitted on verifies that the candidate has a Master’s degree in a relevant field, and the program has reviewed the candidate’s qualifications and determined that the candidate has the necessary skills, knowledge |
| - | * What to expect – multiple emails and from \whom | + | **[FOR PERSONS SEEKING GFA STATUS FOR COURSES RELATING TO LICENSURE, ENDORSEMENT, CERTIFICATION OR DEGREE. An additional letter of recommendation has been submitted by _ in support of this candidate.]** |
| - | * Upon receipt of PD form, SEHD HR generates the email/ | + | |
| - | * Campus HR will email the new employee regarding background check results. | + | |
| - | - ''' | + | This candidate has a demonstrated record of student satisfaction through course |
| - | - **CU-SIS request form** | + | Sincerely, |
| - | Shakira sends the electronic CU-SIS request form (cc: Jessica Coon) to the employee who then signs electronically and returns. Shakira submits the form to Dorothy Garrison-Wade for her approval. | + | </ |
| - | Dorothy, Shakira, and Jessica receive notice that the new Lecturer has CU-SIS approval (can take up to 30 days). Shakira can then add the new Lecturer to the schedule. | ||
| - | |||
| - | - **Online new faculty orientation** (ADA, assessment and alignment) | ||
| - | |||
| - | |||
| - | - **Online training** (discrimination and harassment) | ||
| - | |||
| - | |||
| - | - ''' | ||
| - | |||
| - | |||
| - | - ''' | ||
| - | |||
| - | 8)**Academic Services welcome and resources** – All new lecturers are required to attend the lecturers orientation which is offered in the fall and spring of each year. Jessica Coon will welcome new lecturers and notify lecturers of the orientation date and time. The orientation is facilitated by Dorothy Garrison-Wade, | ||
| - | |||
| - | - **//Course Coordinator:// | ||
| - | |||
| - | |||
| - | - **//SEHD HR:// | ||
| - | |||
| - | //*The CV and external support letter will be pulled from the candidate’s CU Careers application, | ||
| ====== Lecturer Appointment/ | ====== Lecturer Appointment/ | ||
| - | |**6 WEEKS BEFORE START OF TERM** | + | | \\ |
| + | | ||
| + | | ||
| + | | ||
| + | Jenna & SEHD HR| \\ | ||
| + | | ||
| + | HR works on hiring steps for new hires.| | ||
| + | | \\ | ||
| + | 8 weeks before start of term| \\ | ||
| + | | ||
| + | | ||
| + | | | \\ | ||
| + | | ||
| + | Jenna provides D2/CPE appointment list to Hiromi, Kelley, Emilie and Tricia & sends offer letters CC to SEHD HR.| | ||
| + | | | \\ | ||
| + | | ||
| + | | ||
| + | | | \\ | ||
| + | | ||
| + | | ||
| + | | | \\ | ||
| + | | ||
| + | SEHD HR & Jenna| \\ | ||
| + | | ||
| + | | \\ | ||
| + | 5 weeks before start of term| \\ | ||
| + | | ||
| + | | ||
| + | | | \\ | ||
| + | | ||
| + | | ||
| + | | \\ | ||
| + | 2-6 weeks before| \\ | ||
| + | Shakira| | ||
| + | | ||
| + | | | | \\ | ||
| + | Jenna sends D2 pay information to Hiromi each month leading up to and during the semester.| | ||
| + | | \\ | ||
| + | 4 weeks before| \\ | ||
| + | | ||
| + | | ||
| + | | \\ | ||
| + | | ||
| + | | ||
| + | Final Decisions – Shakira | ||
| + | | ||
| + | | | | \\ | ||
| + | Jenna sends D2 pay information to Hiromi each month leading up to and during the semester.| | ||
| + | | | | \\ **[[https:// | ||
| + | | \\ | ||
| + | | ||
| + | | ||
| + | | ||
| + | Shakira | ||
| + | Jenna sends D2 pay information to Hiromi. Hiromi and Kelley adjust pay to prorate amounts. \\ \\ | ||
| + | | ||
| + | | | \\ | ||
| + | | ||
| + | | ||
| + | Jenna follows up with D2 employees and TAs who have not returned signed offer letters.| | ||
| + | | | | | | ||
| ====== APPENDIX A: Pattern of Organization ====== | ====== APPENDIX A: Pattern of Organization ====== | ||
| - | [[http://sehd.ucdenver.edu/ | + | {{: |
| - | + | ||
| - | \\ | + | |
handbooks/pattern_of_administration.1592513719.txt.gz · Last modified: 2020/06/18 20:55 by Marlinda Hines