COMMON EXPECTATIONS OF FULL TIME FACULTY
COMMON EXPECTATIONS OF FULL TIME FACULTY
Georgia Highlands College must ensure that quality instruction and a positive learning environment are maintained and constantly improved upon so as to comply with the spirit and direction of our College Mission Statement. In addition, the College must ensure compliance with the standards formally stated in the Statutes on the issues of tenure and promotion, removal and suspension and duties, responsibilities and privileges.
Within this context, the following document spells out the “common expectations” the College has for its full-time faculty members. The full-time faculty plays an integral role in the implementation of our entire Mission. The intent of this document is not the establishment of a rigid code of conduct. Rather, the intent is to provide some guidance. It is also helpful for those faculty members interested in tenure and promotion.
The Statutes clearly indicate that quality instruction is the first priority of the faculty. While service to the College is desirable, even expected of the faculty, no service is of sufficient value to overcome incompetent teaching. The faculty is strongly encouraged to participate in both internal and external activities that provide educational leadership in our College service and community. Faculty members are encouraged to take part in a variety of activities which enhance individual/professional growth and which help develop teamwork within our separate divisions and across the College.
Each faculty member of the College is strongly encouraged to seek a balance among this variety of activities which reflects one’s individual interests and which furthers the interests of the College.
SECTION ONE: BASIC DUTIES AND RESPONSIBILITIES
I) The primary responsibility of all faculty members is to provide competent teaching.
1) Faculty members should be professional in the conduct of their teaching responsibilities.
2) A detailed syllabus should be distributed to the students by the end of the first week of class. (The College provides a course syllabus guideline)
3) Classes should meet as scheduled. Each Division has a policy on emergency cancellations.
4) The primary goal of evaluating faculty members is to improve teaching.
5) The individual faculty member should:
a) Maintain an up-to-date file containing course syllabi, examples of relevant assignments and tests. Copies should also be submitted to the academic dean and maintained in the Division Office.
b) Do an annual self-evaluation of one’s teaching strengths, list potential projects you have an interest in and briefly summarize personal contributions that help the College. A brief summary is to be submitted to the academic dean.
c) Arrange to conduct student ratings for each class at the end of each semester. The student ratings will be submitted to the academic dean as well as the instructor. They will also be retained electronically in the Office of Strategic Planning, Assessment and Accreditation.
d) Complete all requirements of the faculty evaluation process.
II) Faculty members have a normal teaching load equivalent to 30 semester hours per academic year.
1) In classes that have a lab or clinical component, academic deans should make teaching assignments with appropriate and equitable flexibility to satisfy both class requirements and the standard cited above.
2) Faculty teaching schedules should be reasonable and fair. Faculty members are subject to serving the College’s need to offer classes during the day, evening, weekend, and on all teaching locations.
3) Teaching faculty may, upon administrative direction, be assigned to other duties as a part of their regular teaching load.
4) Each division should make every effort to allow full-time faculty members to teach during the summer semester. Each division should assign summer class sections equitably and use full-time faculty whenever possible. Summer teaching must be cost effective as well.
III)Faculty members are expected to participate in the efficient operation of the academic functions of the College.
1) Teaching faculty should post office hours, submit a listing of office hours to the Division Office and be available for appointments with students.
2) Faculty are expected to participate in matriculation activities at the beginning and end of each semester during their term of employment.
3) Teaching faculty should help advisees progress toward graduation or transfer and help with career planning.
4) Faculty are expected to fully participate in the planning, execution, and evaluation of assessment activities.
5) Teaching faculty should attend all scheduled College faculty meetings, division faculty meetings, and academic exercises during the contract period unless otherwise excused.
6) Teaching faculty are expected to participate in the internal administration of the College. Faculty should be active participants in their assignments to the various academic college committees, standing faculty committees, Regents’ advisory committees, and other special assignments.
7) Faculty are required to submit all official college reports in a timely fashion.
IV)Employees of the University System of Georgia must avoid actual and apparent conflicts of interest between their College obligations and their outside activities. At no time should external activities inhibit effective teaching.
1) Employees of the College must not engage in any occupation, pursuit, or endeavor which interferes with the regular and punctual discharge of their duties. Employees are expected to give full professional effort to their teaching and service to the College.
2) The Board of Regents has special requirements on outside teaching employment which must be observed as well.
3) Academic deans must be notified of outside employment or potential conflicts. (System Guidelines are controlling in this matter)
4) Employees of the College are expected to comply with state policies related to usage of state funds.
V) Professional Growth and Development
1) Faculty members are expected to stay abreast of their academic profession.
2) Faculty members are encouraged to continue their education, attend professional meetings, make presentations, serve actively within professional organizations and publish scholarly works.
3) Each division should assist individual faculty members in professional growth and development as much as is reasonably possible.
SECTION TWO: SERVICE TO THE COLLEGE
It is true that “service to the College” is difficult to define and to evaluate. Faculty members are strongly encouraged to engage in activities (separate from the items in Section I) that further the interest of the College within our community. Activities which reflect the “Purpose” of the College are of greatest value. These enhance the reputation of the College and show that Georgia Highlands College has an interest and a stake in the success of our students, our community and our profession. Activities undertaken for purposes of individual gain, individual well-being or of a “social” nature (through significant and positive in their own context) are not necessarily considered to be “service to the College”.
The range of activities associated with “service to the College” may include the following:
I) Student related
1) Advisors of clubs for students
2) Sponsorships or participations in intramural activities for students
3) Sponsorships of field trips to enrich student learning
4) Programs designed to enhance international study and learning
II) Community service
1) Participation in school-partnerships
2) Serving on boards and advisory groups
3) Making presentations to community groups/Speakers Bureau
4) Memberships in community service organizations.
1) Teaching students skills courses.
2) Grant writing/grant implementation
3) Public relations activities such as serving as a campus fair representative
4) Public service offerings
5) Helping coordinate off-campus programs of credit or non-credit nature
6) Interacting with representatives from other post-secondary institutions
7) Activities designed to culturally enrich the College and Community.
8) Activities designed to foster cultural diversity.
IV)Membership and leadership within professional organizations
V) Professional presentations and publications
Approved by the Academic Council, October 2006