SPANISH-AMERICAN INSTITUTE

 

2007-2008
FACULTY
HANDBOOK


 

 

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215 West 43 Street ~ Times Square, New York 10036-3913 ~ 212.840.7111     fax 212.719.5922  ~   info @ sai.nyc  ~  www.sai.nyc

a not-for-profit, equal educational opportunity institution

 

 

 

 


This Handbook is a reference manual to provide faculty with general information about relevant school policies and procedures.  It is a supplement and a guide, not a definitive legal document.  The information in this handbook is correct as of the date of publication.  The provisions and the policies contained herein may be modified, substituted, and deleted at any time without notice.

This Handbook is intended to be used in conjunction with the school catalog.  All faculty members are responsible for being familiar with the contents of both documents.


CONTENTS

CONTENTS................................................................................................... 3

MISSION, GOALS, AND OBJECTIVES........................................................... 5

MISSION............................................................................................................................................................... 5

GOALS.................................................................................................................................................................. 5

Curricula.............................................................................................................................................................. 5

Admissions.......................................................................................................................................................... 5

Faculty................................................................................................................................................................. 5

Student Services................................................................................................................................................. 5

Resources............................................................................................................................................................ 5

OBJECTIVES....................................................................................................................................................... 5

Academic Programs........................................................................................................................................... 5

Faculty................................................................................................................................................................. 6

Student Services................................................................................................................................................. 6

FACULTY RESPONSIBILITIES....................................................................... 7

An Overview......................................................................................................................................................... 7

Good Teaching Practice.................................................................................................................................... 7

Teaching Responsibilities................................................................................................................................. 7

Professional Growth and Research................................................................................................................ 8

Professional Growth.......................................................................................................................................... 8

Research.............................................................................................................................................................. 9

Academic Governance........................................................................................................................................ 9

Advising and Tutoring........................................................................................................................................ 9

School Life............................................................................................................................................................ 9

ACADEMIC AND ADMINISTRATIVE POLICIES AND PROCEDURES.............. 11

Academic Freedom........................................................................................................................................... 11

Academic Administration............................................................................................................................... 11

Library................................................................................................................................................................ 11

Syllabi.................................................................................................................................................................. 11

Attendance.......................................................................................................................................................... 11

Teaching Schedules........................................................................................................................................... 12

Grading Procedures......................................................................................................................................... 12

Complaint Procedures..................................................................................................................................... 12

Housekeeping..................................................................................................................................................... 13

Smoking Policy................................................................................................................................................. 13

Emergency Procedures.................................................................................................................................... 13

Faculty  Services............................................................................................................................................... 13

“Fair Use” Guidelines for Duplicating Copyrighted Materials............................................................ 13

PERSONNEL POLICIES............................................................................... 15

Equal Employment Opportunity................................................................................................................... 15

Appointment....................................................................................................................................................... 15

Orientation......................................................................................................................................................... 15

Evaluation........................................................................................................................................................... 15

Resignation........................................................................................................................................................ 15

Personnel Grievance Procedures................................................................................................................. 16

Access to and Maintenance of Personnel Files........................................................................................... 16

Sexual Harassment............................................................................................................................................ 17

Alcohol/Drug Use.............................................................................................................................................. 17

BENEFITS................................................................................................... 18

Pension................................................................................................................................................................ 18

Tuition Reimbursement.................................................................................................................................. 18

Tuition Remission for Dependents................................................................................................................ 18

Child Care Leave.............................................................................................................................................. 18

Leave of Absence Without Pay....................................................................................................................... 18

Professional Event Expenses.......................................................................................................................... 18

APPENDICES............................................................................................... 20

APPENDIX A Annual Faculty Development Plan/Summary................................................................... 20

APPENDIX B Faculty Classroom Observation Report Form................................................................ 21

APPENDIX C Current Student Survey......................................................................................................... 23

APPENDIX D Student  Evaluation of Faculty and Courses Form.......................................................... 25

 

MISSION, GOALS, AND OBJECTIVES

The Spanish-American Institute focuses on the needs of foreign-born students transitioning to the contemporary American business environment.  These students face the double challenge of acquiring entry-level office skills and improving English language ability.  The Institute believes that students who can anticipate progress on both fronts from the start of classes are more likely to begin and to successfully complete training.  Courses and programs at the Spanish-American Institute permit individuals to pursue these two goals simultaneously.

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MISSION

       To provide educational and employment opportunities through concentrated, highly structured programs of study that prepare students for entry-level positions in the business office

       To provide curricula that reflect the needs of a changing job market

       To provide an opportunity for students to acquire the skills for occupational growth, including the understanding of employer expectations

       To provide graduates with assistance in securing employment

       To provide students with the educational tools and attitudes to continue learning throughout their lifetimes

GOALS

Curricula

To offer academic programs of high quality that emphasize the union of theory and practice, to challenge students to achieve to the best of their abilities and to provide an intellectual foundation for lifetime learning.

Admissions

To maintain admissions policies and procedures that provide educational access to a wide spectrum of the population, including those making the transition to the American business world.

Faculty

To continually develop and maintain an outstanding faculty consisting of individuals who are highly qualified by experience and training and who are dedicated to the individual development of their students

Student Services

To provide a range of student services, including academic advising, financial aid and career placement so as to encourage and support student retention and success

Resources

To support the academic programs by providing appropriate facilities, equipment, and learning resources

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OBJECTIVES

Academic Programs

To offer academic programs of high quality by:

       planning, developing, and revising curricula to provide an integrated sequence of learning experiences leading to increasing mastery of the appropriate skills

       maintaining currency of technical courses through continuing contact with industry and business

       fostering the ability to think effectively and independently, to work well with others, to communicate clearly, and to discriminate among values

       continuously monitoring our programs and assessing their outcomes

To support the academic programs by:

       providing an appropriate range of learning resources

       maintaining all school physical facilities in good repair

       repairing and replacing equipment on a regular basis

       maintaining adequate levels of support staff

Faculty

To develop an outstanding faculty by:

       hiring qualified individuals

       encouraging faculty to participate in continuing professional development activities

       evaluating faculty on a regular basis.

Student Services

To develop a wide range of student services by:

       maintaining appropriate levels of staffing in the admissions, student records, financial aid, advising, and placement areas

       continuously evaluating the effectiveness of student services

       encouraging continuing professional development of staff

       monitoring student progress and providing timely and appropriate support to assure student success

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FACULTY RESPONSIBILITIES

An Overview

The faculty is the expert professional body charged with devising, developing, and evaluating the academic programs, under the leadership of the Dean of Academic Affairs, who is the chief academic officer, and within the framework of the school's educational mission and goals and fiscal resources.

Membership in the academic profession carries with it responsibilities for the advancement of knowledge, the intellectual growth of students, and the improvement of society.  Each faculty member must order and evaluate his/her activities in terms of his/her commitment to these goals, as well as in terms of his/her personal and professional development.  Moreover, a member of the Spanish-American Institute faculty has a special obligation to understand the nature of this institution, and to appreciate its unique characteristics and its philosophy and objectives. 

Good Teaching Practice

Teaching is the primary and central activity of Spanish-American Institute.  The quality of its teaching is the chief determinant of the school's success or failure in fulfilling its mission.  The school endorses the following "Seven Principles for Good Practice in Undergraduate Education," which have been formulated by the American Association of Higher Education:

1.     Good Practice Encourages Student-Faculty Contact.  Frequent student-faculty contact in and out of classes is the most important factor in student motivation and involvement.  Faculty concern helps students get through rough times and keep on working.  Knowing a few faculty members well enhances students' intellectual commitment and encourages them to think about their own values and future plans.

2.     Good Practice Encourages Cooperation Among Students.  Learning is enhanced when it is more like a team effort than a solo race.  Good learning, like good work, is collaborative and social, not competitive and isolated.  Working with others often increases involvement in learning.  Sharing one's own ideas and responding to others' reactions improves thinking and deepens understanding.

3.     Good Practice Encourages Active Learning.  Learning is not a spectator sport.  Students do not learn much just sitting in classes listening to teachers, memorizing pre-packaged assignments, and spitting out answers.  They must talk about what they are learning, write about it, relate it to past experiences, and apply it to their daily lives.  They must make what they learn part of themselves.

4.     Good Practice Gives Prompt Feedback.  Knowing what you know and don't know focuses learning.  Students need appropriate feedback on performance to benefit from courses.  In getting started, students need help in assessing existing knowledge and competence.  In classes, students need frequent opportunities to perform and receive suggestions for improvement.  At various points during school, and at the end, students need chances to reflect on what they have learned, what they still need to know, and how to assess themselves.

5.     Good Practice Emphasizes Time on Task.  Time plus energy equals learning.  There is no substitute for time on task.  Learning to use one's time well is critical for students and professionals alike.  Students need help in learning effective time management.  Allocating realistic amounts of time means effective learning for students and effective teaching for faculty.  How an institution defines time expectations for students, faculty, administrators, and other professional staff can establish the basis for high performance for all.

6.     Good Practice Communicates High Expectations.  Expect more and you will get it.  High expectations are important for everyone--for the poorly prepared, for those unwilling to exert themselves, and for the bright and well motivated.  Expecting students to perform well becomes a self-fulfilling prophecy when teachers and institutions hold high expectations for themselves and make extra efforts.

7.    Good Practice Respects Diverse Talents and Ways of Learning.  There are many roads to learning.  People bring different talents and styles of learning to school.  Brilliant students in the seminar room may be all thumbs in the lab or art studio.  Students rich in hands-on experience may not do so well with theory.  Students need the opportunity to show their talents and learn in ways that work for them.  Then they can be pushed to learning in new ways that do not come so easily.

Teaching Responsibilities

The teaching duties and responsibilities of faculty normally include:

       regular and punctual attendance at assigned course hours

       careful preparation and planning for instructing assigned classes in accordance with course objectives

       prompt correction of examinations and other student work assignments

       conduct informal student conferences to review individual student progress

       participation in departmental selection of course texts, instructional equipment, library books, and non-print resource materials

       participation in departmental development, evaluation and revision of course objectives and outlines, instructional strategies, and systems of evaluation of student learning;

       familiarity with and adherence to school academic policies

       adherence to administrative procedures governing such things as examinations and grade reports

Faculty members shall show respect for the student as an individual and adhere to their proper role as intellectual guides and counselors.  They shall endeavor to define the objectives of their courses and to devote their teaching to the realization of those objectives.  Faculty members shall make every reasonable effort to foster honest academic conduct and to assure that their evaluations reflect, as nearly as possible, the true merit of the performance of their students.  Faculty members shall avoid any exploitation of students for private advantage and acknowledge significant assistance from them.

Professional Growth and Research

Professional Growth

Faculty members have responsibilities to their discipline and to the advancement of knowledge generally.  To this end, they shall devote their energies to developing and improving their scholarly competence and to remaining informed and knowledgeable about developments in the academic areas to which their teaching assignments relate.

Each faculty member is asked to submit an annual "Professional Development Plan" which details specific professional goals and the means to be employed to attain them.

The accelerating pace of change in technological and other developments that directly affect our programs makes it imperative that our faculty stays abreast of developments in their fields.  They need to know the most current skills needed in the job market today and the equipment and technology used to support those skills.  They must be aware of changing technology and how this will affect the job market in the near future and in the long run.  They must also continually develop their teaching skills by incorporating new techniques, methods, and materials.  To support faculty development, Spanish-American Institute may pay for additional educational training when it relates to approved curricula, as well as provide time for faculty to attend seminars, workshops, and other activities related to professional growth.

To assure that faculty members continue to develop throughout their careers, the following activities and policies have been instituted:

1.     All instructors are encouraged to take courses in education, such as general methodology, teaching methods, curriculum development, educational psychology, educational testing and educational measurement.  The Institute is a member of the Coalition of New York State Career Schools which sponsors State Education Department approved Teacher Training Courses.

2.     Faculty members are encouraged to pursue additional external studies including graduate degrees, technical seminars and programs, computer courses and educational seminars.

3.     Instructors are required to attend faculty meetings which include review of new publications, textbooks, software, and materials.

4.     Instructors are offered in-house training provided by both outside and on‑staff experts.  This allows instructors to obtain technical knowledge and instructional methods of other courses offered at the school and enhances student relations by orienting faculty to the full range of the Institute’s curricula.

5.     The school purchases educational and technical videos, books, and journals.  The school also receives examination copies of new texts and materials from publishers, manufacturers, and suppliers.  All of these materials are shared with the faculty.

6.     Instructors are informed of upcoming technical and educational seminars and conferences and are encouraged to attend.

7.     Instructors are invited to audit Institute courses at the school’s expense.

Research

Research and scholarship may include the following activities:

       research which leads to the discovery of new knowledge or new applications of existing knowledge

       research intended to lead to publication in scholarly journals or books

       ongoing reading and research to maintain proficiency and growth in one's field of professional specialization

       research intended to lead to the preparation and presentation of a scholarly paper to a professional society, or a paper in one's field of specialization to any group

       editing professional journals and serving as a referee of manuscripts that have been submitted to a journal

       reviewing texts in one's field of specialization for publishers

       holding membership or an office in professional associations

       attendance and participation in meetings, conferences, and conventions of professional associations

       institution-sponsored research

       discipline-connected consultation or discipline-connected community service

       other similar activities

Academic Governance

The Spanish-American Institute is committed to the principles of academic governance.  These principles have a twofold purpose:

1.    to assure that the faculty participate substantially in all decisions affecting academic matters

2.     to assure that the faculty have a voice in administrative decisions directly affecting them

Faculty members discharge their responsibilities for participation in academic governance largely by means of attendance at faculty meetings.  Attendance at departmental and general faculty meetings is strongly encouraged.

Advising and Tutoring

Instructor may engage in academic counseling, tutoring, or discussion regarding coursework. 

Advisement sessions are informally communicated to students on an “as needed” basis.

Faculty members are urged to remember that they have a responsibility to the whole person and should be sensitive to the stresses and concerns in student's lives outside the classroom.  They are not expected to solve all these problems, but should be prepared to refer appropriate students to a Dean for counseling and referral.

School Life

A school is an institution that extends beyond the bounds of the classroom, and faculty are vital members of that institution.  As such members, faculty may make themselves available to further the institution's goals.  As part of this responsibility, faculty occasionally may:

       participate in institutionally sponsored activities to recruit students

       coordinate, advise, and supervise student organizations or student activities not directly related to the academic program

       advise and counsel students during registration period

       attend school-sponsored activities, such student activities, orientation, and open houses

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ACADEMIC AND ADMINISTRATIVE POLICIES AND PROCEDURES

Academic Freedom

The School adheres to the principles of academic freedom with correlative responsibilities as stated in the 1940 "Statement of Principles on Academic Freedom and Tenure" jointly formulated by the American Association of University Professors and the Association of American Colleges.

It is the policy of the Board of Trustees that there should prevail at the Spanish-American Institute an atmosphere of freedom and that there should be no political or religious propagandizing in the academic programs.  Academic freedom, however, does not mean academic license.  With freedom there must be responsibility for statements, speeches, and actions.

Academic freedom is essential to the functioning of a school.  It applies to its teaching, research, and public service and involves both faculty and students.  The principle of academic freedom is designed to protect the faculty member's freedom to teach and to conduct research.  It also protects the student's freedom to learn.  Faculty members are responsible for providing students with the same kind of freedom which they claim for themselves, namely, the freedom to consider conflicting views and to make their own evaluation of data, evidence, and doctrines.  Furthermore, faculty members have a responsibility to maintain an atmosphere conducive to intellectual inquiry and rational discussion.  It is not the responsibility of a faculty member in a democracy to indoctrinate his/her students with ready-made conclusions on controversial subjects.  The faculty member is expected to train students to think for themselves, and to provide them access to those materials which they need if they are to think intelligently.  Hence, in giving instruction upon controversial matters the faculty member is expected to be of a fair and judicial mind, and to set forth justly, without suppression or innuendo, the divergent opinions of other investigators.

No faculty member may claim as a right the privilege of discussing in the classroom controversial topics outside his/her own field of study.  The faculty member is morally bound not to take advantage of his/her position by introducing into the classroom provocative discussions of irrelevant subjects not within the field of his/her study.

Academic Administration

The Dean of Academic Affairs is the chief academic officer, reporting directly to the President.  The Dean of Academic Affairs is responsible for all matters related to the curriculum and to the faculty.  The faculty is divided into English, Computer, and Business Departments, each headed by a Chairperson.

Library

It is important that each faculty member be familiar with the resources contained in the Spanish-American Institute Library and work to improve the collection.  The Institute relies upon faculty members for their expertise in determining appropriate books, periodicals, and other learning resources to purchase.  The faculty suggestions are encouraged.

Use of the Library is integral to any school education, not only in support of the academic programs but also to prepare students for a lifetime of learning.  In an information society such as ours, students need to become familiar with the many different sources of information that exist.  Faculty members are therefore urged to assign work to students that requires them to use the Library and other learning resources.

Syllabi

Academic policies applicable to each course, including learning objectives and methods of assessing student achievement, are made explicit by the instructor.  The syllabi make this information available to students.

A syllabus for each course offered at Spanish-American Institute is on file with the Department Chairs,  in the Dean of Academic Affairs’ office, in the Institute’s Library and online at http://www.sai.nyc/syllabi/2007Syllabi/htmlFormat. 

Syllabi are in effect a contract between instructor and student, specifying each party’s responsibilities.  They should be clear and unambiguous.

Attendance

Good attendance is a critical component of student success and is a factor in the final grade.  It is the policy of the school that students are expected to attend class regularly in every course for which they have registered.  Instructors are required to keep accurate daily attendance records. 

Since even a single day's absence from class may be an indication of problems that could lead to a student's dropping out of school, instructor weekly attendance reports are used to mail Weekly Attendance Alert Letters to each student.  Early intervention may save a student. 

Teaching Schedules

The Dean of Academic Affairs and President in consultation with the Department Chairs and individual faculty determine the courses to be offered.  Individual faculty teaching assignments are then scheduled.  Effort is made to arrive at mutually satisfactory teaching schedules, but faculty may not unilaterally choose the times of their courses.

Grading Procedures

The method of assessment for each course is stated in the syllabus.

It is the responsibility of the instructor to assess student progress on an impartial, consistent and fair basis. The instructor is also required to maintain complete, accurate and detailed records of the basis on which each grade was awarded.  All such records must be kept in ink, and must be kept available at all times in the school. 

The following is the grading scale in use at Spanish-American Institute:

LETTER GRADE

POINTS

GRADE RANGE 
FROM      TO

MEANING

A

4.0

90 100%

honors

B+

3.5

85-89%

excellent

B

3.0

80 84%

above average

C+

2.5

75-79%

average

C

2.0

70-74%

satisfactory

D

1.5

65-69%

passing

F

0.

60-64%

failing

W

-

-

withdrawal

I

0.

-

incomplete

N

-

-

new student

Ab

0

-

Exam Absence

 

For good cause (and at the discretion of the instructor) extensions may be granted for late submission of required assignments.  In such cases, the student must receive a grade of “Incomplete” .  All missing work must be submitted and graded no later than the first week of the following semester.  All incomplete grades revert to Failure at the beginning of the second week of the next semester.

An application for changing an official grade must be made in writing by the instructor within 60 days of the original submission of grade and must state the reason for the request.  Final determination of that application will be made by the Dean of Academic Affairs.

Complaint Procedures

Students and all employees (including administrative staff) who have concerns, dissatisfactions, or complaints are encouraged to bring them to the Institute's attention as promptly as possible.  Problems involving classroom matters should first be discussed directly with the faculty member involved.  Questions about administrative policies or non-academic matters should be discussed with a Faculty Student-Services Associate.

Concerns unresolved with a Faculty Student-Services Associate may be discussed with a Dean.  Dissatisfactions unresolved with a Dean should be presented to the President, Dante V. Ferraro.

Remaining issues may be submitted in writing to the Board of Directors.  The submission should describe the problem in detail, include any available documentation, and be signed by the student or employee.  The Board will make appropriate inquiries and recommend a resolution within thirty (30) days of receiving the written concern and will notify the student or employee of those findings.

At no time shall a final determination be made by a person or persons directly involved in the complaint itself.  Students and employees are assured that no adverse action will be taken against anyone expressing a concern through this mechanism.

A student or employee who is not satisfied with the Institute's complaint resolution and who has reason to believe that the institution has acted contrary to its published standards or that conditions at the institution appear to jeopardize the quality of the instructional programs or the general welfare of its students may file a written complaint with the New York State Education Department.  Any person who believes he or she has been aggrieved by the institution on or after May 4, 1994, may file a written complaint with the Department within two years of the alleged incident, as follows:

The person should first try to resolve the complaint directly with the institution by following the internal complaint procedures described above.  Copies of all documents and correspondence should be kept.

If a person is unable to resolve the complaint with the institution or believes that the institution has not properly addressed the concerns, he or she may request a complaint form by telephoning the Postsecondary Complaint Registry or writing to the New York Education Department, Postsecondary Complaint Registry, 116 West 32 Street, 14th Floor, New York, NY  10001, 212-643-4760 / Fax: 212-643-4765.

The Postsecondary Complaint Registry Form should be completed, signed and sent to the above address. The completed form should indicate the resolution being sought and any efforts that have been made to resolve the complaint through the institution's internal complaint processes.  Copies of all relevant documents should be included.

After receiving the completed form, the Department will notify the complainant of its receipt and make any necessary request for further information. When appropriate, the Department will also advise the institution that a complaint has been made and, when appropriate, the nature of the complaint.  The complainant will also be notified of the name of the evaluator assigned to address the specific complaint.  The evaluator may contact the complainant for additional information.

The Department will make every effort to address and resolve complaints within ninety days from receipt of the complaint form.

Some complaints may fall within the jurisdiction of an agency or organization other than the State Education Department. These complaints will be referred to the entity with appropriate jurisdiction. When a complaint concerns a matter that falls solely within the jurisdiction of the institution, the complainant will be notified and the Department will refer the complaint to the institution in question and request that the matter receive a review and response.

Upon conclusion of the Department's complaint review or upon the disposition of the complaint by referral to another agency or organization, or to the institution, the Department will issue a written notice to the complainant describing the resolution of the complaint. The complainant may contact the Department evaluator directly for follow-up information or for additional assistance.

In addition, students and employees may contact the Institute’s accrediting body, the Accrediting Council for Independent Colleges and Schools, 750 First Street, NE, Suite 980, Washington, DC 20002-4242, Telephone:  202-336-6780, Fax: 202-842-2593.

Housekeeping

Instructors are responsible for:

       maintaining a professional and orderly atmosphere in the classroom,

       insuring that the necessary supplies and equipment are available, and

       following Institute procedures for reporting equipment in need of repair and for ordering teaching supplies through a Dean or the President..

Smoking Policy

Smoking is not permitted. 

Emergency Procedures

Faculty members should immediately notify the administration of all emergency situations including fire, safety and health.  Every effort should be made to maintain a calm and orderly environment.  Fire alarm boxes are located at each of the exits.  Faculty members should familiarize themselves with the location of all fire extinguishers, alarms and exits.

When an evacuation is necessary an alarm will sound.  Please lead your class in a calm and orderly manner through the nearest exit and proceed out of the building.  Faculty should assemble their student at the nearest, safe location designated by emergency personnel and await further instructions.

Faculty  Services

       photocopying: class-related materials may be photocopied for “next-day” use.  Faculty should be careful to respect copyright laws (see “Fair Use” below) and be mindful of budgetary constraints

       e-mail addresses: available to each faculty member. It is accessible on the school network or over the Internet

       Internet access  on the school’s leased line, T-1 connection is available to all faculty members for professional and school-related purposes

 “Fair Use” Guidelines for Duplicating Copyrighted Materials

The Spanish-American Institute requires faculty to observe the legal restrictions on duplication of copyrighted material in the United States Copyright Law.  The duplication of multiple copies of print and graphic material for classroom use is restricted by the Law's "fair use" guidelines. 

While the Law does not provide an exact measure of the amount of copyrighted material that a faculty member may duplicate without first seeking permission from or making payment to the author or publisher of the copyrighted material, it does provide guidelines restricting the nature and amount of material that may be duplicated and the amount that may be duplicated in any time period. 

The Spanish-American Institute strives to provide teachers and students with comprehensive copyrighted required textbook and workbook materials for all courses.  Faculty are encouraged to maximize the use of school textbooks and workbooks in their classes and to use additional material only when absolutely necessary.  In those instances, The Spanish-American Institute has adopted the following "fair use" requirements for multi-copying of copyrighted material, consistent with standards used at many other postsecondary institutions. 

Faculty members are required to observe the following school copyright policy, whether the material for classroom use is being duplicated by the Spanish-American Institute or by a source outside the school: 

1.      "Consumable works" such as workbook material may never be copied for classroom use.

2.      The same item shall not be duplicated over and over again.

3.      No more than 10% or 1,000 words, whichever is less, of a longer prose work may be duplicated for classroom use.

4.      For all other material, consult with the Dean of Academic Affairs before duplicating multiple copies.  

 

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PERSONNEL POLICIES

Equal Employment Opportunity

The school is an Equal Opportunity Employer and does not restrict employment, salaries, and access to training because of race, color, religion, age, gender, sexual orientation, veteran status, national origin, or qualified handicap.  The school will provide equal opportunities for all qualified individuals in employment policy and practice.

Any employee or applicant for employment who perceives that he/she has been treated discriminatorily on the grounds of race, color, religion, gender, sexual orientation, age, national origin, physical or mental handicap, or veteran status may consult with or file a written complaint with the President.

Appointment

The hiring of new faculty is the responsibility of the President, who will identify positions to be filled, advertise and recruit, and interview candidates.  The actual hiring will be done by the President on the recommendation of the Dean of Academic Affairs.

The primary qualification for all faculty  is an appropriate degree from an accredited institution.  Previous teaching experience  is desirable.  All earned degrees must be documented in the faculty member's file by original transcripts.

Orientation

Each new faculty member receives an extensive orientation from the President, Dean of Academic Affairs and fellow teachers that includes an introduction to the students, faculty, and staff, as well as discussions of the Institute's mission and academic philosophy.  New faculty members receive Institute publications including the school catalog, the Student Handbook, inter-office procedures, a detailed job description, and the Faculty Handbook.  The Faculty Handbook is a comprehensive volume providing all policies and procedures that directly affect faculty members.

Evaluation

The Dean of Academic Affairs evaluates faculty annually. 

The annual evaluation is partially based on classroom observations and student course evaluations. 

After an evaluation conference with the Dean of Academic Affairs, the faculty member signs the school file copy of the evaluation/professional development form and receives a copy of their own.  The evaluation is partially based on classroom and student observations and evaluation a and documented outcomes of the previous year’s professional development plan.

The primary purpose of these evaluations is to help the instructor identify ways in which to improve his or her teaching performance.  The evaluation is used as one of the bases for annual review.

Copies of faculty evaluation forms are included in the Appendix of this Handbook as follows:

       APPENDIX A Annual Faculty Development Plan/Summary, on page 20

       APPENDIX B Faculty Classroom Observation Report Form, on page 21

       APPENDIX C Current Student Survey, on page 23

       APPENDIX D Student  Evaluation of Faculty and Courses Form, on page 25

       APPENDIX E Student  Faculty Form, on page 27

Resignation

Employees should provide as much notice as possible of their decision to resign from employment.  Faculty members are expected to return all school property and materials and to complete and submit all school and student records prior to issuance of final payroll.

Personnel Grievance Procedures

The Institute recognizes the right of employees to express their grievances and to seek a solution concerning disagreements arising from working relationships, working conditions, employment practices, or differences of interpretation of policy that might arise between the Institute and its employees.

The Institute encourages the resolution of grievances on an informal basis whenever possible.

The grievance procedure is not intended to circumvent the normal channels of communications, nor to set aside the "open door policy" for employees established by supervisors and administrators.  However, when a complaint cannot be resolved informally, the school provides for a formal review which will seek a fair and timely resolution.  No employee will be discriminated against because he/she elects to use the formal procedure described below.

Excluded from this policy are complaints concerning:

       wages and salaries

       termination related to reductions in staffing or to expiration of temporary or externally funded grants or contracts

       performance-related dismissals during the probationary period of employment

       school statements concerning policies and rules

       falsification of application (or resume) for employment and other employment-related documents

All grievances must be initiated within thirty (30) calendar days from the date of the action giving rise to the grievance.  Normally, the grievance must first be discussed with the immediate supervisor.  If this does not resolve the situation, a formal written grievance is submitted to a Dean.  The written grievance should:

       identify the policy or rule which is alleged to have been violated

       contain a concise statement of the facts involved

       contain the remedy sought

The Dean  will meet with the individuals involved and reach a decision within ten (10) working days from the date the grievance is filed.  If additional time is needed, the grievant will be notified of the reasons for the delay, and when a reply can be expected.  In the event this does not resolve the issue follow the Institute’s Complaint Procedure.

Access to and Maintenance of Personnel Files

Information in personnel files is regarded as highly confidential and dissemination of information from personnel files is limited so that only those parties authorized by the employee, approved administratively, or legally warranted, receive it.

The individual personnel file includes, among other items, the following:

       a copy of the faculty member's letter of employment

       documentation of all earned degrees

       a curriculum vitae

       information relating to the faculty member's academic and professional accomplishments submitted by the faculty member or placed in the file at his/her request

       copies of ratings and evaluations of the faculty member's professional performance made by students, peers, and supervisors

       signed receipt for the Catalog and the Faculty Handbook

Only such information as is germane to the person's employment with the Institute shall be retained in these files.  Examples of this type of information are:

       information pertaining to bona fide occupational qualifications

       service on school committees, councils, and task forces

       summaries of pre-employment recommendations

       behavior and discipline matters

       personnel actions such as appointment, change of status, and reappointment

       professional development activities

       awards, elected offices, service to outside organizations and professional associations

The employee shall have the right to inspect his/her file and to have a copy of any document in the file.

Sexual Harassment

The Institute is committed to maintaining a humane atmosphere in which individuals do not abuse their personal authority or power in interpersonal relationships.  More specifically, the Institute does not condone actions and words which a reasonable person would regard as either gender discrimination or sexual harassment.

Sexual harassment is defined as any continuing pattern unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which is upsetting or threatening, when

       submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment

       submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting such individual, or

       such conduct has the purpose or effect of unreasonably interfering with an individual's working or learning environment or creating an intimidating, hostile, or offensive working environment

Complaints of sexual harassment should be made to the immediate supervisor.  Every effort should be made to resolve problems on an informal basis.  Prompt action will be taken on formal complaints, and a finding of sexual harassment will result in appropriate disciplinary action.

New York State Education Law requires that effective September 1, 1991, sexual assault prevention information be disseminated on the campus.  All faculty members should be familiar with the contents of this handbook’s policies and procedures on sexual harassment.

Alcohol/Drug Use

The unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees is prohibited at all times on school premises or as part of any of its activities.  The school is a Drug-Free Workplace as defined by Federal regulations.  Students or employees found violating any local, state, or federal laws regarding the use, possession, or distribution of alcohol or other drugs will be subject to the full legal penalty, in addition to any appropriate school disciplinary action.  A pamphlet titled Information and Details Regarding the Drug-Free Schools and Communities Act Amendments of 1989 is available from the President’s Office.

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BENEFITS

Pension

The Institute sponsors 403(b) employee-funded, tax-deferred pension plans through Chase Manhattan Bank and Manufacturers Life Insurance Company of New York’s Venture Annuity and through TIAA-CREF.  Contributions to the plan are made by payroll deduction.

New faculty members are eligible to participate after six months of employment and may obtain detailed information from the plan coordinator.

Tuition Reimbursement

Subject to fund availability, faculty and staff may request tuition reimbursement for appropriate, college-related professional growth courses.

Tuition Remission for Dependents

Subject to fund availability and space, tuition remission is provided for spouses and for dependent children of full-time employees who have completed one year of service. 

Child Care Leave

A faculty member is responsible for making necessary independent arrangements for year-round childcare.  However, a leave for childcare may be requested.

Any employee (father or mother) may request a leave of absence without pay for infant care.

A leave of absence without pay for the purposes of childcare will not be prejudicial to the professional advancement of the faculty member.

Leave of Absence Without Pay

This policy covers the status of an employee when that employee is absent without pay but continues a relationship with the school.

In general, although a leave of absence is considered a privilege and approval is not automatic, the school does not deny an employee's reasonable request for a leave of absence unless such leave would interfere with the necessary work of the institution.

An unpaid leave of absence may be granted for any of the following reasons:

       illness

       child care

       military obligation

       personal business

       other purposes necessary to the well-being of the employee and/or otherwise deemed beneficial to the Institute

Leaves shall be for an approved period of time, and employees will normally return to duties similar to their former position.  If the employee must be replaced during the leave period, the school will attempt to reemploy the individual in a comparable position.  If openings for which the employee is qualified are nonexistent, the employee may take a lower-level position temporarily until an equivalent position becomes available; the rate of pay will be commensurate with the level of work performed.

Overstaying a leave of absence without approval or seeking and accepting other employment without previous authorization constitutes an automatic resignation and the loss of the privilege of reinstatement.

A written request for leave must be submitted in advance.

Professional Event Expenses

Faculty members are encouraged to attend off-campus meetings related to professional development and/or to the conduct of official school business with the prior approval of the appropriate supervisor.  Written requests must include the reasons for attendance and estimated expenses.  Requests should be made in a timely fashion and are subject to budgetary constraints.  Well-defined arrangements for the coverage of classes or administrative responsibilities must accompany requests.

Faculty may be reimbursed for PREAPPROVED, reasonable and documented expenses, which may include meals, lodging, transportation, and fees.  Within one week of returning to campus, faculty must file a travel expense report including receipts.

Within two weeks a report must be submitted summarizing the conference or meeting.

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APPENDICES

APPENDIX A Annual Faculty Development Plan/Summary

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Text Box: Spanish-American Institute
Classroom Teaching Observation 
 
Faculty Member:        
Course & Time:                
Observation Date:       
Number of Students Present:  
Observer:  
 
 
Rating Scale:  1=unsatisfactory, 2=needs improvement, 3=satisfactory, 4=very good, 5=excellent, NA/NO-not applicable or not observed
 
CONTENT
1
2
3
4
5
NA/NO
Used content appropriate to the syllabus
 
 
 
 
 
 
Used content appropriate to the lesson
 
 
 
 
 
 
Used content appropriate to the class
 
 
 
 
 
 
Related material to prior knowledge
 
 
 
 
 
 
Provided vocabulary & concept explanations
 
 
 
 
 
 
Demonstrated command of subject matter
 
 
 
 
 
 
Explained items clearly and effectively
 
 
 
 
 
 
Assigned appropriate homework
 
 
 
 
 
 
 
ORGANIZATION and INSTRUCTION
1
2
3
4
5
NA/NO
Explained purpose of lesson clearly 
 
 
 
 
 
 
Demonstrated evidence of lesson planning
 
 
 
 
 
 
Engaged class in holistic writing activities
 
 
 
 
 
 
Engaged class in holistic reading activities
 
 
 
 
 
 
Engaged class in holistic listening activities
 
 
 
 
 
 
Engaged class in holistic speaking activities
 
 
 
 
 
 
Used effective transitions
 
 
 
 
 
 
Used active learning strategies
 
 
 
 
 
 
Used varied teaching strategies
 
 
 
 
 
 
Used class time effectively
 
 
 
 
 
 
Discouraged "bitting"
 
 
 
 
 
 
Allowed wait-time for question responses 
 
 
 
 
 
 
Involved several students in each question
 
 
 
 
 
 
Used classroom space to enhance learning
 
 
 
 
 
 
Involved everyone in the class
 
 
 
 
 
 
Communicated expectations clearly to students
 
 
 
 
 
 
Collected homework and provided feedback 
 
 
 
 
 
 
 
 
INSTRUCTOR-STUDENT INTERACTION
1
2
3
4
5
NA/NO
Made effective eye contact 
 
 
 
 
 
 
Addressed students by name
 
 
 
 
 
 
Encouraged and listened to student questions
 
 
 
 
 
 
Encouraged student interaction
 
 
 
 
 
 
Moved around the classroom
 
 
 
 
 
 
Observed individual student work
 
 
 
 
 
 
Determined when students were confused
 
 
 
 
 
 
Actively helped students who needed assistance
 
 
 
 
 
 
Provided students with positive feedback
 
 
 
 
 
 
Held students' attention
 
 
 
 
 
 
Had good rapport overall with students
 
 
 
 
 
 
 
 
SUMMARY:  
 
RECOMMENDATIONS: 
 
 
 
 
 
 
 
 
APPENDIX B Faculty Classroom Observation Report Form

Text Box: Spanish-American Institute
Classroom Teaching Observation 
(continued)
 
INSTRUCTOR-STUDENT INTERACTION
1
2
3
4
5
NA/NO
Made effective eye contact 
 
 
 
 
 
 
Addressed students by name
 
 
 
 
 
 
Encouraged and listened to student questions
 
 
 
 
 
 
Encouraged student interaction
 
 
 
 
 
 
Moved around the classroom
 
 
 
 
 
 
Observed individual student work
 
 
 
 
 
 
Determined when students were confused
 
 
 
 
 
 
Actively helped students who needed assistance
 
 
 
 
 
 
Provided students with positive feedback
 
 
 
 
 
 
Held students' attention
 
 
 
 
 
 
Had good rapport overall with students
 
 
 
 
 
 
 
SUMMARY:  
 
 
 
 
 
 
RECOMMENDATIONS: 
 
 
 
 
 
 
 
X _____________________________________________                 _____ / _____ / _____
    observer's signature                                                                      date

APPENDIX C Current Student Survey


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APPENDIX D Student  Evaluation of Faculty and Courses Form

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APPENDIX E Student  Faculty Form

 

Spanish-American Institute

STUDENT FACULTY EVALUATION FORM

dste

 

Instructor:

 

Course Title:

 

Hour:

 

Room:

 

Week Ending:

Sunday, April xx, 199x

 

Your opinion is important to us and will be used to help our faculty evaluate and improve its service to our students.

Use the following list to evaluate your experience in this class.

Read each item carefully. 

Circle the number under each statement that best describes your evaluation.

A rating of 5 is the most desirable rating and a rating of 1 is the least desirable.

These forms will be held in strict confidence.

Instructors will be furnished with a composite rating based on all evaluations.

 

1.  INTEREST IN SUBJECT TAUGHT

5

4

3

2

1

Always Interested

Mildly interested

uninterested

 

2.  KNOWLEDGE OF SUBJECT TAUGHT

5

4

3

2

1

Well Informed

Average

Poorly informed

 

3.  PREPARATION OF SUBJECT MATERIAL

5

4

3

2

1

Always Prepared

Sometimes prepared

Unprepared

 

4.  PRESENTATION OF MATERIAL

5

4

3

2

1

Interesting

Mildly interesting

Boring

 

5.  ATTITUDE TOWARD DIFFERENT VIEWS

5

4

3

2

1

Welcomes different Views

Usually tolerant

Intolerant

 

6.  ATTITUDE TOWARD STUDENTS

5

4

3

2

1

Always Courteous and Interested

Sometime not courteous

Often Rude

 

7.  APPROACHABILITY OUTSIDE CLASS

5

4

3

2

1

Welcomes Contact

Tolerates Contact

Unapproachable

 

8.  PERSONAL APPEARANCE

5

4

3

2

1

Appropriate

Usually Appropriate

Inappropriate

 

9.  OVERALL EVALUATION OF TEACHER

5

4

3

2

1

Superior

Average

Inferior

 

10.  OVERALL EVALUATION OF COURSE

5

4

3

2

1

Interesting and helpful

Average

Boring

 

What was the best thing about this instructor and course?

 

 

What area(s) should be improved or changed?

 

 

Additional comments

 

 

 

Wednesday, October 03, 2007

 

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