Chapter 9

Personnel

Personnel at Seminole State College

The loyalty and dedication of personnel at Seminole State College is key to student success and is an important contributor to the vitality and strength of the institution. As substantiated by the NCA Committee on Personnel, their commitment is repeatedly recognized by accrediting bodies and, more importantly, by Seminole's students in surveys. Both instructional and non-instructional staff members are proud of their years of service at SSC. Several individuals have worked at the institution for over twenty years in the same or varying capacities. All the College's personnel are committed to the teaching and student service mission of the two-year institution of higher education, fulfilling NCA Criterion 1, and are recognized by the community for the integrity of their work (NCA Criterion 5).

Seminole State College's staff is divided into the following personnel categories as delineated in the Board Policies manual: Administration, Professional Staff, Classified Staff, and Faculty. In the fall of 1999, there were 120 full-time personnel. These 120 members included six administrators, 34 professional staff, 38 classified staff, and 42 faculty. There were 22 part-time classified staff members; two half-time faculty and, approximately 50 adjunct instructors, giving a total of 194 full-time and part-time College personnel. The operational structure of the College reflects the interplay and interaction of personnel at Seminole in the principle academic, student services, and financial divisions as shown in the organizational chart (see Appendices).

Administration

The six chief administrators of Seminole State College (four men and two women) are President, Dr. James W. Utterback (3 years of service); Vice President for Academic Affairs, Dr. Jack Medlock (30 years); Vice President for Student Affairs, Dr. N. Sean Fox (3 years); Interim Vice President for Fiscal Affairs, Ms. Zora Fowler (18 years); Associate Vice President for Business and Community Relations, Ms. Lana Reynolds (12 years); and Athletic Director, Mr. Rusty Beene (8 years). These key administrators comprise the official administration of Seminole State College. In a group, they meet frequently as the Administrative Council, and serve as the President's principal advisors. Director of Business Services, Dr. Ricky Streight (14 years), who previously served as chief financial officer for the campus, is currently on a leave of absence.

President Utterback and Dr. Fox are the newest members of Seminole State College's administration, with the President assuming his duties in January of 1997, and

Board Policy Number II-3-1 details the duties of the President and these duties are published in the Board Policies manual. The Board provides "the President the authority to guide and direct all operations and activities of the College," in line with the College's mission and purposes and requires that the President " to be accountable directly to the Board." The President has the power to review administrative decisions and responsibilities, and to recommend the hiring of all faculty, administrators, and professional staff.

In Dr. Utterback's initial administrative changes, he selected the Athletic Director, Mr. Rusty Beene, (who taught and held other positions at SSC) to become a member of the Administrative Council. In 1998, President Utterback created the position of Associate Vice President for Business and Community Relations. Ms. Lana Reynolds (who taught and held other positions at SSC) assumed the responsibilities of this position which included serving on the President's council of advisors.

The College's chief administrators meet as the Administrative Council to assist the President in the management and operation of the College. The Council meets weekly or at the will of any member of the Council. The President chairs the group. The Council convenes as a whole committee or, on occasion, Dr. Utterback meets with select officers and directors if matters do not concern all members. The group assists in helping the College position itself for the future, called for in NCA Criterion 4. This advice applies to short-range and limited long-range planning for physical, human, and financial resources such as the Council's approval of POISE software or planning the schedule of roofing for classroom buildings. Recently, the Council has been involved in planning, funding, and staffing the new Technology and Industry Training Center and Residential Living Learning Center. Another decision made by this body included forwarding and recommending the FY 1999-00 budget to the SSC Board of Regents for approval. The NCA Committee on Personnel recognizes the hard work the Administrative Council is accomplishing and stresses the need to convey to campus constituencies in a more expeditious manner the decisions of the Administrative Council (see SSC Administrative Council files in Self-Study Resource Room).

Professional Staff

Seminole State College currently employs 22 women and 12 men constituting of 34 full-time Professional Staff members. These hardworking individuals are dedicated to the mission of the institution and to student success. Further, these twelve-month professional positions require college degrees, and the primary duties of this employee group, as specifically defined in Section II-3-1-17 of the Board Policies manual involve specialized tasks that do not include classroom instruction. Each job description contains a list of functional responsibilities, a summary of qualifications and duties, and to which supervisor the employee reports.

These valuable staff members play a critical role in ensuring student persistence at SSC and orienting and preparing younger or older persons for college studies. The NCA Committee on Personnel recognizes these strategic roles. The Professional Staff members are the College's directors, counselors, and coordinators. They include the Director of Learning Resources/Testing (Ms. Jonna Bunyan, 25 years of service), the Director of Resource Development (Dr. Carmen Notaro, 5 years), the Director of Assessment (Mr. Larry Vickers, 25 years), the Director of Management Information Systems (Mr. Jack Whisennand, 3 years), the Data Processing Technician (Mr. Ronnie Killian, 15 years), the Director of the TRIO programs (Ms. Kathy Hoover, 20 years), the Coordinator of Business Services (Mr. Jim Coleman, 10 years), the Director of Student Financial Assistance (Ms. Katherine Benton, 2 years and Financial Assistance Counselor Ms. Sherley Reaves, 12 years), the Graphic Arts Technician (Mr. Ted Hurt, 20 years), and the Director of Employment Readiness/TANF program (Ms. Sue Elrod, 2 years).

Other Professional Staff members at the College include the Business Training Coordinator (Ms. Debbie Kinsey, 5 years), Assistant Librarian (Dr. Gerald Hickman, 11 years), Coordinator of Media Relations (Ms. Jo Welch, 1 year), Employment Readiness Job Developer/TANF (Ms. Kim Wingfield, 1 year), and TRIO program coordinators, counselors, and advisors. Moreover, Professional Staff members function as SSC counselors: Ms. Cynthia Yerby (22 years) and Ms. Demaris Haney (2 years). TRIO professionals have approximately 35 years of combined service. They are comprised of Ms. Mary Ann Hill (Talent Search Advisor), Mr. Darren Wise (Veterans Upward Bound Program Coordinator), Ms. Susan Taft (Talent Search Program Coordinator), Ms. Sarah Smalley (Talent Search Advisor), Mr. John Lucas (Veterans Upward Bound Advisor), Ms. Claudia Bullard (Veterans Upward Bound Advisor), Ms. Erica Seyfert (Veterans Upward Bound Advisor), Mr. Clifton Conatser (Upward Bound Coordinator), Ms. Elaine Seavey (Talent Search Advisor), and Ms. Lynn Whisennand (Upward Bound Advisor). Long-time Professional Staff person, Ms. Tracy Jacomo (11 years), was recently appointed Director of the new Title III Program.

The Professional Staff Council (PSC) constitutes the representative body and organizational body of professional staff members of Seminole State College. The stated purposes of the PSC are to promote College mission and philosophy; to facilitate communication between professional staff, administration, and faculty; to encourage members' professional development; and to develop opportunities for interaction between staff, faculty, administration, and students. The PSC meets monthly. Membership is open to all persons classified as professional staff by SSC. Officers include a chair, chair-elect, and secretary. Either the Professional Staff Council chair or a designated representative attends Board of Regents meetings. A portion of the PSC membership fees support two scholarships which assist students attending the College each year. The Professional Staff Council also makes recommendations and requests to the administration related to personnel issues involving staff. One such recent issue involved re-defining the holiday schedule. Furthermore, the Professional Staff Council helps organize events and activities on the campus for personnel and students. Through its chair, the PSC is represented in committees for selection of the President.

The true worth of the PSC, as recognized by the NCA Committee on Personnel, is that the organization of Professional Staff members promotes networking among themselves and affords connections conducive to developing collegiality among its constituents. The PSC contributes to a healthy group process, allowing members to talk out problems, think collectively, and participate in organized, unfiltered interaction with administration. The NCA Committee on Personnel recognizes the commitment of Professional Staff and its good-faith efforts to expand enrollment, increase funding, and act in concert with external community constituencies. A number of challenges face the organization and its members, including (1) gaining status and voice for PSC members equal to instructional staff; (2) recognizing organizational limitations due to PSC's small membership; and (3) varying work schedules that prevent convenient meeting-time scheduling.

Classified Staff

Within another important personnel group at the College, the Classified Staff constitute 60 members (38 FT and 22 PT; 40 women and 20 men). This constituency has a great deal of first-line student contact and boasts job stability, longevity, and tenure.

Members of the Classified Staff fill needed positions at the College such as maintenance personnel, technicians, administrative assistants, secretaries, clerks, police officers, bus driver, registrar, groundskeepers and housekeepers. Classified Staff members are hired and may be terminated at the will of the President.

Representing these employees, the Classified Staff Association (CSA) was established in 1997. The CSA by-laws state that the association speaks for full-time, permanent part-time, and auxiliary part-time staff not designated as student hourly. Annually elected officers who represent the group are the president, president-elect, secretary, and the treasurer. Committees include Nominating, Executive, Activities and Social, Salary and Fringe Benefits, and Scholarship.

Even during its short history, the Classified Staff Association has provided its members with training opportunities with programs entitled, "How to Manage Conflict, Anger, and Emotion" and "Safety in the Workplace." It established a CSA scholarship fund for children of members attending SSC. The Association has also conducted community service programs to assist Adopt-A-Family for TANF participants in SSC's Employment Readiness Program, participated in two College planning retreats, and served on all of NCA's Self-Study steering and sub-committees. Finally, the CSA is expanding its voice and recently submitted its first salary proposal to the current administration, which was funded.

The NCA Committee on Personnel recognizes the long service of SSC's Classified Staff members and appreciates the CSA's commitment to the College through its fund-raising and charitable efforts. At present, the Classified Staff Association is researching ways to increase attendance at their monthly meetings.

The full-time, permanent members of the Classified staff their positions, and years of student service include:

Ms. Teresa Bartosh

Mr. Donnie Blankenship

Ms. Joan Butler

Mr. Oran Carpenter

Ms. Sue Carpenter

Mr. Kelly Chastain

Mr. Ernie Conatser

Mr. Ronnie Davidson

Ms. Jo Ann De Armond

Ms. Deedra Eldredge

Mr. Dan Factor

Ms. Brenda Foster

Ms. Mona Griffin

Ms. Deanna Hamilton

Ms. Debbie Hammond

Ms. Barbara Harrington

Ms. Carol Hartman

Ms. Donita Heckman

Mr. Mike Holder

Mr. Mark Hunter

Ms. Judy James

Mr. Les Johns

Ms. Sherry Keisman

Ms. Diana Landrith

Ms. Tracy Lucas

Mr. Randy Madron

Ms. Linda Moore

Ms. Sandra Mungia

Ms. Tammy Presley

Ms. Janis Richardson

Ms. Debbie Robertson

Ms. Glenda Snyder

Secretary/EmploymentReadiness/TANF
(on medical leave)

Ms. Janet Streets

Ms. Elsie Trout

Mr. Jimmy Underwood

Ms. Janet Waddell

Ms. Mary Whitley

Ms. Toni Wittmann

Faculty

The heart and soul of any effective student-learner-centered institution of higher education is the resource of its teaching faculty. Key is teachers' relationships with students. The NCA Committee on Personnel found a high level of spirit and commitment by SSC faculty members, and the diverse contributions made by faculty fulfill accreditation Criteria 1, 2, 3, and 5.

During the fall of 1999, there were 42 full-time faculty members (21 women and 21 men) at Seminole State College, two half-time faculty, and approximately 50 adjunct instructors, for a total of 92 members of the instructional faculty. Seminole State College's full-time faculty members were responsible for approximately 68% of the semester's credit hours, a teaching load of 30 hours per year.

Seminole State College organizes faculty into six academic divisions: Business and Computer Science; Health, Physical Education, and Recreation; Language Arts and Humanities; Math, Science, and Engineering; Nursing and Health Sciences; and Social Sciences (see NCA Self-Study Report, Chapter 7). Faculty are employed for nine months on twelve-month contracts. The major responsibility of Seminole State's teaching faculty is to provide effective classroom instruction through solid preparation and planning, highly supportive of NCA Criteria 2 and 4. Faculty members are qualified and well prepared academically, fulfilling NCA Criteria 2 and 3, with 16% of the full-time faculty having Doctoral Degrees, 77% having Master's Degrees, and 7% having Bachelor's Degrees.

Some other responsibilities of SSC faculty include counseling students, serving on permanent and ad hoc committees, and participating in academic, social, and cultural activities on campus. The Board Policies manual and faculty contracts explain the faculty's professional duties and responsibilities.

The definition of faculty at SSC includes division chairs and vice-chairs to whom full-time, half time, and adjunct faculty in each academic division report. A vice-chair, also an instructor, assists each teaching chair. As indicated in NCA Self-Study Report, Chapters 6 and 7, all division chairs meet twice monthly with the Vice President for Academic Affairs, the Director of Learning Resources/Testing, and the Vice President for Student Affairs. This body is designated as the Division Chair Council. On occasion, other College administrators, such as the President or the director of resource development, meet with this group. This council proposes short and long-term academic plans, evaluates and modifies those plans on a periodic basis, and discusses issues affecting degrees, academic programs and standards, courses, and students.

Recruitment of qualified faculty members (as well as other College employees) is ongoing. The Board Policies manual, Section II-4-3, describes employment of qualified faculty. The College routinely announces employment opportunities in a variety of national and local publications such as The Black Advocate and The Chronicle of Higher Education. Oklahoma colleges and universities are also notified of SSC's vacancies. Search committees to select qualified faculty are chaired by the chair of the appropriate academic division of the College. The committees generally will rank the three top candidates and present recommendations in order of choice to the Vice President for Academic Affairs. The Vice President for Academic Affairs will then recommend to the President of the College the finalists for the position. After interviewing the finalist(s), the President will make a recommendation to the Board of Regents who have ultimate authority for approving the final selection. Full time faculty members are eligible for tenure after their fourth consecutive year of teaching and service at SSC and must have a minimum of a Master's degree to qualify. All tenured faculty are required to participate in goal setting every fourth year. Currently, 50% of the faculty at Seminole State College are tenured, (see "Faculty Tenured Status" Report in Self-Study Resource Room). The Board Policies manual, Section II-6-3-7, describes the procedure for applying for faculty tenure.

Seminole State College's faculty is experienced and 88% of the full-time faculty have more than six years of teaching experience. The faculty is stable as well, and 65% of the full-time faculty have taught seven or more years at Seminole State. These stipulations fulfill NCA Criteria # 2 and 3. Full-time members of the faculty, along with their disciplines and years of full-time teaching and service at Seminole State College are:

Mr. Larry Birdwell

*Mr. Fred Bunyan

Mr. Christopher Calvin

Ms. Donna Chambers

Ms. Patricia Cokeley

Mr. Clarence Cowan

Mr. Jeff Cox

Ms. Marie Dawson

Mr. Mark Dicus

*Dr. Thurman Edwards

Ms. Lori Ellis

*Dr. James Fowler

Ms. Norma Gillespie

Ms. Carol Hamm

Ms. Dawna Hamm

Dr. Robert Hill

Mr. Phil Ingersoll

Ms. Pamela Jackson

Ms. Vera Jones

Ms. Stephanie Jung

Ms. Carol Kindred

*Mr. Kelly Kirk

Ms. Nina Kirk

Ms. Pam Koenig

Ms. Perthena Latchaw

*Mr. Gerhard Laule

Mr. Mike McGaha

Ms. Susan McLaughlin

Mr. Jack Morris

*Dr. Jorge Neuhaus

Ms. Sheryl Oates

Dr. Charles Ousley

Ms. Judy Parks

Mr. Travis Qualls

Mr. Lloyd Simmons

Dr. Jacqueline Stewart

Mr. Larry Vickers

Mr. Brad Walck

Ms. Valarie Watts

Ms. Beverly Williams

Dr. Richard Wood

Mr. Tony Yates

*Division Chair

Part-time instructional staff members at Seminole State College include half time as well as adjunct members of the faculty and number approximately 40 individuals annually. Seminole State College's part-time faculty is experienced and 47% have more than six years teaching experience. Furthermore, 21% of the adjunct faculty have taught seven or more years at Seminole State College, thus fulfilling NCA Criteria 2 and 3 (see Fall 1999 Biographical Report and 1999-2000 Academic Plan in Self-Study Resource Room).

The Faculty Senate is the faculty's representative body. It is organized from all of Seminole State College's full-time instructors. However, part-time instructors may join the association and pay dues. Part-time faculty who do not wish to pay dues may attend meetings as non-voting members of the Senate. A forum for discussion, the Faculty Senate meets regularly, and all members may bring issues to the floor.

Senate officers, including a president, are selected through an annual election open to dues-paying members. According to the Faculty Senate Constitution, the purpose of the body is to promote academic freedom, provide direction to the College's policies, and coordinate SSC faculty activities. Standing committees include Executive, Academic Issues, Faculty Welfare, Scholarship, Nominating, and Social committees. Committees usually focus on issues brought before the entire Faculty Senate. An exception is the Scholarship Committee, which annually selects faculty scholarship recipients for the faculty dues-funded scholarships. On matters involving faculty welfare, the Senate has been a particularly effective representative body.

The Faculty Senate president attends the Board of Regents meetings in a non-voting capacity. Financial statements, agendas, minutes and other materials are provided to assist in communication to the faculty. Whenever the need arises, such as during annual salary discussions, the Senate president meets with the College President as well as with chairs of standing Faculty Senate committees.

As an important constituency group, Faculty Senate recommendations carry considerable weight at the institution. For example, the administration supported and the Board of Regents approved the Senate's tenure proposal. Although the group does not make policy, it has enjoyed a long history of good relations with all College administrations (see Faculty Senate files in Self-Study Resource Room).

The NCA Committee on Personnel verified the involvement of the Faculty Senate in important activities on campus. These included participating in the selection of and in establishing dialog with the new College President; recommending and pursuing pay increases proposed in the 1997-1998 and 1998-1999 academic years; implementing instructor review for SSC's Vice President for Academic Affairs; providing student scholarships; and representing the faculty at Board of Regents meetings, President's receptions, and other College functions.

PERSONNEL POLICIES OF SEMINOLE STATE COLLEGE

A set of definitions, policies, and procedures contained in the Board Policies manual govern the employment of all personnel groups at the College. This manual is currently undergoing revision (with several updated sections approved by the Regents). As indicated in research by the NCA Committee on Personnel, Sections II-4 through II-7 of the Board Policies manual discuss general personnel and policy topics such as staff hiring, representation, compensation and employee benefits, evaluation, grievance procedures, professional development, and workplace issues. Matters that define categories of personnel and hiring as well as constituency group governance, have already been summarized above and in the Board Policies manual and reiterated throughout the Self-Study Report, Chapters 6 and 9.

The general topic, conditions of employment, subsumes various matters concerning salary and fringe benefits, professional development, evaluation, grievance, and other workplace issues. These conditions are summarized herein by the NCA Committee on Personnel and are amplified for the major groups of College personnel. Complete, updated base salary schedules appear in the Board Policies manual.

Employee Salary and Fringe Benefits

Sections II-4-16-18 and 5-1-11 of the Board Policies manual--deal with employee base salary schedules and fringe benefits. For all categories of SSC's personnel-- Administration, Professional Staff, Classified Staff, and Faculty-- salary schedules and annual increments improved and increased substantially during 1998 and 1999 (approximately 10%). The Administration's goal is to increase SSC's salaries to the dollar average from among Oklahoma's institutions of higher learning. See Chart, "Full-time Faculty Salary Comparison," in Self-Study Resource Room. Also in place are policies and procedures dealing with compensation changes and adjustments for contracts for mid-year degree completions, overload pay, substitute instruction (during extended faculty absence), and compensation for division chairs, fulfilling NCA Criterion 2.

All full-time employees of Seminole State College are entitled to the same benefits which include Oklahoma Teacher Retirement, tax-sheltered 403-B annuity, single-membership health insurance (including hospitalization, major medical and dental coverage), life insurance, and salary protection via long-term disability insurance. Other benefits include SSC tuition waivers and use of the campus' recreational facilities. Seminole State employees are not required to contribute to retirement or annuity plans or for life insurance or salary protection plans except as defined by Oklahoma law.

Professional Development/Leaves of Absences/Sabbaticals

Since the last NCA Team Visit, Seminole State College, with staff participation, adopted a Professional Development Plan for the College's full-time personnel to "promote the continued educational efforts of the entire Seminole State College community." The Professional Development Plan, approved by the Board of Regents in November 1990 provides the opportunity for full-time employees to attend seminars and workshops at College expense. Full-time employees of SSC are also eligible for graduate and undergraduate tuition and fee reimbursement. In addition, a reimbursement program called the "continuing Education Unit Plan" encourages all employees to register for developmental offerings or learning experiences to "enhance job performance or capabilities to serve SSC."

Faculty members, in particular, have used these professional development programs to advance their studies and degrees and to attend workshops and seminars in their disciplines and in areas where they needed re-training. The record of their professional development involvement is found in their personnel files located in the Self-Study Resource Room. The NCA self-study also found that there is long tenure of faculty at Seminole State College. Many of SSC's instructors have received such recognition as the milestone length-of-service plagues awarded by the Seminole State College Educational Foundation, and the Outstanding Faculty Meritorious Service Award from SSC's Faculty Senate. Further awards received by SSC faculty include the Who's Who Among America's Teachers citation presented by the Oklahoma House of Representatives, the Seminole Lion's Club "Educator of the Month" award, and the coveted student prize, the "SSC Instructor of the Year". In addition, several of Seminole State's instructors have received very special recognition such as the Governors Art Award for Excellence and the Arts and Achievement certificates from the National Business Women's Leadership Association.

A number of Seminole State College faculty members have been active professionally as well as in local civic organizations. The Seminole Chamber of Commerce has enjoyed membership by SSC Faculty members. Seminole State College Faculty members have served as civic club officers and some have been appointed to such groups as the Collegiate Press Advisory Board, and the Oklahoma State Arts Institute Writing Workshop. Many have participated in the Oklahoma Association of Community Colleges by making presentations at the annual conference.

Standard policies exist that prevent loss of pay to all full-time employees of SSC for personal business, professional, medical, maternity, emergency, military, sick, and court/jury leaves. Paid annual leaves or vacations are in effect for full-time personnel. In addition, for faculty, administrators, and professional staff, set policies allow for sabbaticals and release time, with full or halftime pay, for special projects during the year or over the summer. This policy is "designed to encourage and inspire deserving employees, to allow time to pursue the various studies that would enhance their work at SSC, to conclude final work on special projects, advanced degrees, writing projects and to provide opportunity for educational travel, on-campus projects, special opportunities, and public service."

Evaluation of SSC Personnel

All full-time employees are evaluated annually beginning in December with evaluations of the President and the Vice President for Academic Affairs. Throughout the spring of each year all other administrators, the faculty, the professional staff and the classified staff, are evaluated. Section II-6-1-8 of the Board Policies manual details the formal evaluation process for various categories of SSC's personnel. Evaluation of each employee group includes job performance, review of "Critical Activities" (assessing annual accomplishments), and results of questionnaires submitted by personnel working under the evaluated employee or by the immediate supervisor using evaluation forms (see copies in Self-Study Resource Room).

Two processes exist for evaluation of SSC faculty members. The first involves a personal visit by the appropriate division chair, who submits a "Performance Evaluation Form" to the Vice President for Academic Affairs by February 1 of each year (see copies in Self-Study Resource Room). The other technique uses student evaluation of faculty through an "Instructor Evaluation Form," which is delivered (preserving student confidentiality) to the academic vice president during the fall semester of each academic year.

Finally, the Board of Regents has approved a faculty tenure procedure. All salaries and fringe benefits at SSC are based on the availability of funds as determined by Regents. Tenure is an arrangement whereby at Seminole State faculty appointments are continued until retirement for age or physical disability. Tenured faculty are also subject to dismissal for adequate cause or unavoidable termination because of financial exigency or program change.

Grievance and other Workplace Issues

Recently revised written policies from the Administrative Council with staff input and approved by the Board of Regents govern grievance and other workplace issues at Seminole State College such as sexual harassment, ethics, tobacco use, and maintenance of a drug-free workplace. Appropriate policies and procedures apply to these topics and cover all full-time employees. These applications appear in Sections II-4-11-12 and II-7-1-16 of the Board Policies manual.

In the Board Policies manual, grievance procedures, with definitions and stated time limits for complaint filing, are delineated step by step. A hearing and appeal process is described and in place. In addition, a policy statement governs the prohibition of sexual harassment on campus, a precise definition of sexual harassment, complete with examples of prohibited conduct along with explanations of sanctions, retaliation protection for faculty and staff, and the legal basis for the institution's policy. The Board Policies manual publishes a statement on consensual sexual relationship ethics and details other policies prohibiting conflict of interest or unethical financial gain as they affect Seminole State personnel. The Board Policies manual explains the institution policies prohibiting tobacco use in all buildings of the campus, except for a designated area in the E. T. Dunlap Student Union. In addition, there is a policy statement on preserving a drug-free workplace and outlines College enforcement procedures, all fulfilling NCA Criteria 2 and 5.

In summary, their reputation and long tenure of service to the College and its students distinguish the personnel at Seminole State. This reality is our greatest strength. Only a small percentage of personnel leave. Most employees remain with the College until retirement. The NCA Committee on Personnel discovered that approximately 22% of the College's administrators, faculty, professional, and classified staff have been at SSC for more than 16 years, and 42% have been employed for 11 years or more.

The College's full-time employees are highly qualified. The years of total work experience in a higher education average 19 years. Seminole State College personnel cooperate and cross-train in areas in which the workload is greater during certain times of the year. The NCA Committee on Personnel identified areas in which employees worked outside their field of experience and retrained: grant writing, multimedia development, technology training, coaching, landscaping, fiscal affairs, communications, and other beneficial projects.

Seminole State College faces the identical pressures and concerns of other two-year colleges of higher education, such as limited resources, overworked faculty and staff, and communication problems, all of which erode morale. Organizational changes within an institution inevitably create concern. There is a need for timely communications to personnel affected by decisions and changes.

Maintenance, upgrading, and repairs are constant challenges as more software and technical equipment become essential for job performance in all areas. Back-up plans and priority lists affecting SSC personnel in all areas need to be in place for technology exigencies.

The NCA Committee on Personnel also finds that the faculty workload needs to be re-evaluated when calculating laboratory, studio, and clinical hours. The evaluation should keep in mind contact hours, clock hours, and program accrediting body requirements. Recently progress has been made in this area. In 1999, the administration responded to similar issues regarding contact hours raised by accreditation teams from the National League for Nursing and the State Board of Nursing involving clinical faculty load hours and faculty load hours in lecture classes. Working with the Nursing faculty, the Vice President for Academic Affairs devised fairer formulas to recognize and to compensate more equitably with higher salaries the service hours of the Nursing faculty. This salary adjustment was subsequently approved.

The NCA Committee on Personnel also recognizes the need to respond to the fact that salaries in all personnel areas are low. Classified Staff salaries, for example, are below local and regional pay scales. Administrative, professional staff, and faculty salaries fall far below state averages. Adjunct instructor and overload faculty pay is also below all comparable pay rates. The NCA Committee on Personnel also recommends the formation of a networking system for the more rapid dissemination of information across campus. The employee organizations representing each personnel area have each made recommendations to the President addressing the salary issues. The SSC Administration has made pay increases for all employees a priority.

Some progress has recently been made especially during the last three years with raises for all categories of Seminole State College amounting to a total average increase of 15%. Three years ago, for full-time faculty salaries at comparable colleges in Oklahoma, SSC was last on the list. By 2002, the institution will be two colleges away from the top of the list. See Chart, "Full-time Faculty Salary Comparison," in Self-Study Resource Room.

In this spirit, the NCA Committee on Personnel identified the following institutional strengths and challenges as they apply to SSC's personnel:

Strengths

• Loyalty and stability of SSC's personnel

• Dedication to the mission and purposes of an institution devoted to teaching and classroom instruction

• Work experiences and appropriate education for employees' service

• Willingness of employees to work well together and to cross-train in needed areas

• Accessibility and perceptiveness of the College administration to personnel issues and employee suggestions

Challenges

• Need for additional personnel to support new programs, maintain new technology, and continue expected high level of service to students

• Requirement of additional program personnel to comply with standards recommended by accrediting boards and professional organizations

• Evaluation on an on-going basis to study compensation for all College personnel

• Identify a mechanism to improve two-way communication among College personnel

• Involve affected personnel in decisions concerning their area