Faculty Composition and Development

SOA Policy Manual

Faculty Composition and Development

Page II-22

School of Accountancy Policy Manual

Section II

FACULTY COMPOSITION AND DEVELOPMENT

2.1 Faculty Staffing Plans

2.1.1 Policy: A staffing plan for the School of Accountancy shall be developed annually.

2.1.2 Process: An initial staffing plan, showing teaching needs and deployment of faculty resources in accordance with Paragraph 2.3, for the next academic year will be prepared by the Director of the School of Accountancy and distributed to the faculty during the Spring Quarter of each academic year. The staffing plan shall be based on the School’s projected teaching needs to meet the School’s mission and secondarily on fulfilling the School’s goals for intellectual contributions, professional service/activity, and interaction with practitioners. The staffing plan will incorporate changes in courses and enrollments congruent with University and College requirements and must allow for sabbatical leaves, teaching by early-retired faculty, and retirements. Faculty input will be solicited based on any staffing plan. As changes are made, the Director of the School will distribute revised staffing plans to the faculty. [As amended November 8, 2002]

2.1.3 Requirements. To assure that the plan is prepared on a timely basis, the staffing plan must be developed by the director and distributed to the School of Accountancy faculty during the Spring Quarter. To assure appropriate faculty involvement, the Director must elicit faculty input and approval before the plan is forwarded to the Dean of the College of Business. [As amended November 8, 2002]

2.2 Faculty Selection

2.2.1 Policy: The School of Accountancy will recruit highly qualified faculty consistent with the expected teaching, research, service and interaction with practitioners requirements. Faculty size and composition shall be consistent with the mission of the School of Accountancy and meeting requirements for teaching, intellectual contributions, professional service/activity, and interaction with practitioners for faculty.

2.2.2 Policy. The School of Accountancy faculty will actively participate in the selection of new faculty.

2.2.3 Process: If it is apparent that future demand for service courses and major courses cannot be met by existing faculty, the Director, with the approval of the accounting faculty, shall report these findings to the Dean of the College of Business and request authorization to advertise an open faculty position. A temporary Recruiting Committee is used in the new faculty selection process. In forming the Recruiting Committee, the Director will give special consideration to minority and female participation (see Appendix FC-3). The Affirmation Action Office will be consulted to assure compliance. At the recommendation of the faculty, and in consultation with the Affirmative Action Office, and Recruiting Committee for compliance in content and form, the Director will draft a position description. The committee will establish screening criteria consistent with the recruiting needs and to ensure that each faculty passes the first screen will maintain the preceding minimum qualifications for the faculty as a whole. The criteria list below will be used to draft a position description. The Recruiting Committee will prepare advertisements to be placed in Accounting Review, Chronicle of Higher Education, on Internet, and other appropriate outlets.

2.2.4 Personal Qualifications:

·  Each faculty member hired must show evidence of effectiveness in teaching in the needed specialty area.

·  Each faculty member hired must show a strong potential to make intellectual contributions and to provide professional service consistent with the mission of the School of Accountancy.

·  Each full-time faculty member shall be academically or professionally qualified.

2.2.5 Faculty Composition Criteria:

·  The academically qualified portion of the faculty will not fall below 60 percent of the MFTE faculty.

·  The number of FTE faculty who are academically qualified but who do not possess doctoral (ABDs) degrees shall not exceed 10 percent of the total FTE faculty.

·  Full-time faculty shall consist of at least 80 percent of the MFTE faculty.

·  At least 60% of the MFTE shall maintain professional accounting certification.

·  At least 50% of the faculty must possess relevant practical experience in business and accounting.

·  Individual faculty must show an appropriate level of professional interaction consistent with the accounting unit's mission.

·  Special effort will be made to hire qualified candidates who are classified as minorities and women by the Affirmative Action Policy of Ohio University.

2.2.6 Recruiting Log. A log will be maintained as applications are received, a letter of acknowledgment, and Affirmative Action applicant survey card will be sent immediately. The Director will require applicants who pass the first screen to have transcripts mailed from the institution that granted their highest degree, letters of references, and to solicit evidence of teaching effectiveness, publications certification, and/or professional experience as appropriate to meet the above policy. These materials will be reviewed by the Recruiting Committee and the screening criteria will be applied to all applicants. Those applicants who do not pass the screen will be notified that they have been eliminated from the pool. During the preliminary screening, the Recruiting Committee will work closely with the Office of Affirmative Action to identify minority and female candidates.

2.2.6 Verification of Qualification. The Recruiting Committee will review all materials to verify the qualifications of the remaining candidates and to decide which candidates should receive offers to come for a campus interview. Letters of reference and evidence of teaching effectiveness, his or her potential in the intellectual contributions area, service and professional interaction, and other available evidence will be considered. The Recruiting Committee will verify the top candidate's intellectual contributions. The Director may request additional information from the applicant, the applicant's references, or others who may be competent to judge the applicant's potential. The Screening Committee will provide the Director with a list of finalists to be invited for campus interviews, and the Director will send a letter of rejection to those who are not finalists.

2.8.1  Interviews. The Director will invite the top candidates for campus interviews and will arrange the candidate's itinerary.

2.8.1  The itinerary shall include interviews with all accounting faculty to the extent that it is practical, the Dean or Associate Dean of the College of Business, the Director or Associate Director of the MBA programs, the Vice President or Associate Vice President for Research, the Manager of the Instruction and Research Center, at least one other department chair, other faculty or staff as appropriate, and representatives of the accounting student body. The itinerary will include a presentation by the candidate and at least one event for socializing with the faculty. The Director will also arrange hotel accommodations, make transportation arrangements, and generally serve as host during the visit.

2.2.8.2The Director will provide the faculty and other interviewers with copies of the interviewee's vita and a form for evaluating the interviewee's potential as a colleague. After the visit, the Recruiting Committee will report the committee's ranking of the interviewees and a tabulation of the individual faculty evaluations to the Director. After conferring with the Dean of the College of Business, the Director will attempt to negotiate an offer of employment with the choice of the Recruiting Committee and the faculty as a whole. If there are inconsistent rankings between the Committee and the other faculty, the Director will request the Recruiting Committee to report these results to the faculty, after which the choice will be decided by faculty vote. No offer will be made to any candidate unless the majority of the faculty have rated the candidate as acceptable as a colleague.

2.2.8.3 Prior to or during the campus visit, top candidates will be sent literature describing and explaining the University Group Life Insurance Plan, Major Medical Expense Insurance, the State Teachers Retirement System of Ohio, the University Travel Accident Insurance, the Ohio University Employees Credit Union, the Tax-Deferred Annuities Program, and the Twelve-Month Pay Option. In addition, the candidate will be given copies of the College of Business Workload Policy and the College of Business Faculty Performance Evaluation System.

2.2.9 Ranking of Candidates. Before the final ranking of faculty candidates, the Recruiting Committee will verify that each candidate's file contains evidence that the candidate has the minimum qualifications consistent with the preceding policy and the needs of the School. The Committee's report will indicate that all qualifications have been verified before a candidate can be given an offer of employment. A recruitment report will be completed and must approved by the Affirmative Action Office prior to any offer of position.

2.2.10 Offer of Employment. The offer of employment from the School of Accountancy will be include:

·  Letter of appointment, specifying salary arrangements and other conditions of employment. The statement shall be provided by the Director of School of Accountancy with the approval of the Dean of College of College of Administration.

·  2. A written communication constituting and entitled "A Contract" shall include the conditions of employment and describe any and all exceptions to the condition.

2.2.10.1 Upon receipt and return of the formal contract, or when practicable after arrival on the campus following his or her appointment, the new appointee shall call at the University Personnel Services to fill out personnel cards and insurance papers and to take care of other pertinent administrative matters.

2.2.11 Recruiting Committee Requirements

·  The use of a recruiting committee to assure appropriate faculty participation in the recruiting process.

·  The inclusion of women and minorities on the screening committee to assure that proper consideration is given to the recruitment of minorities and women.

·  A log of applications received is maintained to record and monitor the receipts of applications and to assure that letters of acknowledgment the and applicant Affirmative Action survey card have been sent.

·  The use of screening criteria to promote objectivity and fairness in the selection process.

·  All applicants must submit detailed vitae and supporting documentation to aid in the assessment process.

·  The Director will assure that all candidates visiting the campus will have an opportunity to meet with faculty and administrators from other departments and units within the university.

·  The Chair of the Recruiting Committee will make a written report to the chair outlining the results of the recruiting process. All supporting documentation and files will be maintained for a reasonable amount of time.

·  All School of Accountancy faculty and other interviewees are required to rate each interviewee's potential as a colleague. The Recruiting Committee will tabulate results and make recommendations to the Director.

·  A written statement of conditions of employment is provided by the Director with the approval of the Dean of the College of Business of Administration.

2.3 Deployment of Faculty Resources

2.3.1 Policy: The Director of the School of Accountancy, in consultation with faculty, will schedule accounting courses and assign faculty resources.

2.3.2 Process: The teaching load for an individual faculty member will be determined in accordance with the College of Business Workload Policy (see Paragraph 2.6.2). The journal articles meeting the requirement for workload reduction will be those deemed to meet the requirements of paragraph 2.5.4 in journals meeting the requirements of Appendix IC-1. In general, the following procedure for scheduling is used. [As amended November 8, 2002 and April 2, 2004]

·  The Director reviews faculty activity plans and surveys faculty to determine teaching needs and preferences.

·  The Director, in consultation with faculty, will schedule the accounting course offerings at the Athens campus and assign faculty to those courses.

·  Accounting 101 and Accounting 102 are the only undergraduate accounting courses offered at regional campuses. The responsibility for scheduling the time and location of those courses shall be performed by the regional campus Dean. The Director of the School of Accountancy will increase student involvement with academically or professional qualified faculty. Approval forms outlining the credentials of adjunct faculty and for each accounting course to be offered at the regional campus will be approved by the Director of the School of Accountancy. [As amended November 8, 2002]

2.3.3 Requirements:

·  All regional campus offerings must be approved by the Director of the School of Accountancy to assure that regional campus offerings are staffed with qualified faculty.

·  Only Accounting 101 and 102 are currently scheduled at regional campuses. This help assures the uncontrolled growth of upper-level accounting course offerings does not occur. [As amended November 8, 2002]

2.4 Faculty Orientation

2.4.1 Policy: New faculty participate in a faculty orientation program.

2.4.2 Process: New faculty appointees will participate in the following orientation activities:

·  A faculty orientation sponsored by the Faculty Senate and the Office of Provost. This session will focus on library resources, general education requirements at Ohio University, promotion and tenure procedures, and personnel policies and procedures.

·  An orientation sponsored by the College of Business on student advising, college and school general education requirements, committee structure, and research support.

·  An orientation session held by the Director of the School of Accountancy on the general administration of the School, general education requirements for the school, scheduling of courses, performance evaluation procedures, salary administration, committee assignments, other requirements of the School, and sources of support available from the college and university.

·  During the first month of employment, new faculty appointees are assigned a mentor for their first year at Ohio University.

a. The mentor serves as an advocate for the new faculty appointee during the planning and performance evaluation sessions with the Director of the School of Accountancy. (Refer to item 4.2.6 below.)

b. During the first year, the mentor and new faculty appointee schedule times to visit and observe each other's classes. The two will share ideas on the teaching effectiveness of the new faculty appointee and discuss areas for improvement (if needed). The Director will be notified when these visits will take place.

c. The mentor prepares a progress report and at the end of the first quarter of employment and an overall evaluation at the end of the first year of employment.

·  New accounting faculty appointees attend the annual College of Business fall retreat. At this retreat, he or she will be introduced and given an update on plans for the upcoming year.