FACULTY/STAFF RESOURCE PLAN

COLLEGE OF BUSINESS
STEPHEN F. AUSTIN STATE UNIVERSITY

Originated: April 6, 1998

Faculty

1. Each department chair within the College of Business reviews department faculty resources at least once each year. The review should identify whether changes are needed in the number of faculty or their qualifications in order to accomplish the department and college missions. The examination should include consideration of both anticipated enrollment and expected faculty departures due to retirement, resignation, failure to secure tenure, and leaves of absence. Both immediate and long-term needs should be considered.

Concurrently, each department chair with the cooperation of the College of Business Dean should review the numerical measures per accreditation standards and determine any needed changes in the number of faculty required along with qualification deficiencies. Should the examination show that no changes are required, the process is finished for that cycle.

2. When the need arises, the department chair consults with the current faculty and the College of Business Dean to identify the nature of the faculty adjustment, and whether that adjustment involves new faculty or reassignment of current faculty. In the instance of new faculty, the position is described as tenure track or non-tenure track.
   
   
3. After establishing the need for new faculty, the department chair communicates this need to the College of Business Dean who seeks authorization for the position from the Vice President for Academic Affairs. If the VPAA authorizes the position, the process of recruitment begins.
   
   
4. The department chair begins the recruitment process by preparing the necessary university paperwork to publish the opening. A search committee is utilized to receive and evaluate applications. Other steps are described in the university publication Personnel Selection Procedures for Faculty and Staff.
   
   
5. The search committee accepts applications, screens applicants to ensure that they are complementary to the department and college missions, and recommends candidate(s) to the department chair. If the department chair approves, the candidate list is then submitted to the College of Business Dean for consideration. If the dean approves, the candidate(s) is (are) invited to visit the campus and meet with the department and the dean. After the visitation, the department chair may recommend candidate(s) for employment. If approved, the administration extends an offer to the candidate(s), and the process continues until the necessary faculty are hired.
   
   
6. Efforts to provide demographic diversity include active recruitment of faculty from all age, gender, and ethnicity categories. The College of Business also makes an effort to attract candidates from outside the State of Texas. Recruitment efforts include involvement of the Affirmative Action Officer with faculty searches (see the university publication Personnel Selection Procedures for Faculty and Staff).
   
   
7. Upon employment, each faculty member attends a university-sponsored new faculty orientation session. Additional orientation is conducted by the respective department chair using checklists provided by both the university and the college.
   
   
8. Should the university administration deny the request for new faculty, the department chair and the dean determine the next plan of action. Options include hiring part-time faculty as temporary substitutes, combining sections, or deleting courses.

Staff

1. Each department chair within the College of Business reviews department staff resources at least once each year. The review should identify whether changes are needed in the number of staff or their qualifications in order to accomplish the department and college missions. The examination should include consideration of both anticipated departmental workload and expected departures due to retirement, resignation, and graduation. Should the examination show that no changes are required, the process is finished for that cycle.
   
   
2. When the need arises, the department chair consults with the current faculty and the College of Business Dean to identify the nature of the staff adjustment, and whether that adjustment involves additional staff, replacement staff, or reassignment of current staff.
   
   
3. The department chair begins the staff recruitment process by preparing the necessary university paperwork to publish the departmental opening. The procedure for hiring classified and student worker staff members is described in the university publication, Human Resource System. That document contains the information for applications, job postings, and employment forms required.
   
   
4. Upon employment, each classified employee receives a supervisor-directed orientation using a checklist provided by the university. Additional orientation may be provided by the supervisor as deemed appropriate.
   
   
5. Upon employment, each graduate assistant receives a supervisor-directed orientation using checklists provided by the university and the college. In addition, new graduate assistants attend a university orientation session prepared exclusively for them.
   
   
6. Each new student assistant receives a supervisor-directed orientation.

College of Business Home SFASU Home Top of this page