The division of Academic Affairs in an effort to remain competitive with other schools in the State and to meet our mission must constantly evaluate existing programs and design new programs to meet the needs of the region, state, and country.
Objective
Promote Development Of New Programs
In pursuit of the University's mission, new programs will be developed as the need and opportunities arise.
Indicator
New Programs Submitted For Approval
The university will seek approval from both the Board of Regents and the Texas Higher Education Coordinator Board (and SACS for substantive changes) for new programs coming through the institution's curriculum process.
Criterion
Approval By Appropriate Oversight Agency
The program review cycle will culminate in the regular approval of the proposed program, by the appropriate agency.
Finding
New Programs
8 new programs were approved through the University Curriculum Committee, the Board of Regents, and the Texas Higher Education Coordinating Board. This included 2 bachelor's programs, 2 master's programs, and 4 graduate certificate programs. The following new programs were approved: Bachelor of Science in Victim Studies, Bachelor of University Studies, Master of Fine Arts in Creative Writing, Publishing, and Editing, Master of Science in Project Management, Graduate Certificate in Applied Geographic Information Systems, Graduate Certificate in Digital Literacies, Graduate Certificate, in Developmental Reading, and Graduate Certificate in Dyslexia.
Action
New Programs
Next year we will have to find a way to track the certificate program graduates success in finding jobs. We also will be focusing on proposing new programs in the arts and in the sciences.
Objective
Recruit And Retain Quality Faculty
Hire and retain quality faculty.
Indicator
Publication And Teaching Scores Of Faculty
The number and quality of publications and the teaching evaluation scores of faculty will be the indicator. The university uses a nationally normed evaluation system for evaluating teaching effectiveness--IDEA.
Criterion
Peer Reviewed Publications
There will be an increase of 2% in faculty publications.
Finding
Publications
Faculty in the colleges produced 905 publications and 64 external performances in the arts. This was an increase of 20 publications or 2%.
Criterion
Teaching Scores Of Faculty
100% of the faculty will have at least one class above the national norm on the IDEA teaching evaluation instrument.
Finding
Teaching Scores
474 out of 509 faculty had at least one class above the national norm on the IDEA teaching evaluations. This is 93% with one class above the national norm on the IDEA teaching evaluations.
Indicator
Percentage Of New Hires From Research Institutions
Have a high percentage of its hires from Research Very High and Research High institutions.
Criterion
75%
At least 75% of the new hires will be from Research Very High or Research High institutions.
Finding
Quality Faculty
21 out of 23 faculty hired were from Research Very High or Research High institutions. This is 91%.
Action
Quality Faculty
We will give financial and other support for faculty to pursue their research. In order to improve the teaching scores to 100%, the deans will work with those professors who are not achieving the benchmark. These professors will be offered a chance to work with the PACE Center to improve their teaching.
Goal
Promote Efficient And Effective Administration Within The Division Of Academic Affairs.
The Division of Academic Affairs is the cornerstone of the Institution's efforts in pursing its misssion. As such, it recieves the lion's share of the budget and responsibilities. The Division must efficiently and effectively monitor its efforts to ensure these programs are being administered in a professional and appropriate manner.
Objective
Work With Deans To Function Within Their Operating Budgets.
While the Provost seeks to provide each college with sufficient funds to operate during the academic year, the Provost must also work with the various deans to ensure that available resources are used in a cost-effective and appropriate manner.
Indicator
College Operating Budgets
Based on input from the deans, the Provost will determine each college's budget. The Office of the Provost will monitor budgets and provides the Provost with regular budgetary updates.
Criterion
Operating Within College's Budgets
At the end of the year, no college may be in a deficit mode.
Finding
Budget
Budget deficits were evident in 3 of the 5 colleges but were easily covered by fund balance. The deficits were caused by a structural budgeting problem where summer was not budgeted up front in the dean's budgets. This will be corrected in the new budgeting process. No true deficits in Academic Affairs occurred.
Action
Budget
A new budget process that budgets for the summer sessions up front will be in place for the next year. Any budget needs because of large growth will be handled by a fund within Academic Affairs.
Objective
Policy Review And Creation
The Provost will regularly review existing policies and procedures involving key shareholders in the review.
Indicator
Policy Review Cycle
Each year the Academic Policy Council will review at least one-fifth of all existing academic policies. The Academic Policy Council will also deal with the creation of new policy when the need arises.
Criterion
At Least One-fifth (20%) Of All Policies Reviewed Annually.
At least one-fifth of all policies will be reviewed each year.
Finding
Policy Reviews
12 of 73 policies were reviewed and updated (16.4%). These included Use of Telephones and Text Messages in Academic Classrooms and Facilities; Performance Evaluation of Tenured Faculty; Market Advances in Salary; Library Use Policy; Faculty Retirement and Emeritus Status; Faculty Administrative Leave Program; Employment of Graduate Assistants; Early Retirement Program for University Faculty; Faculty Reappointment, Tenure, and Promotion; Designation of Distinguished Professors; Appointment and Evaluation of Chairs; and Academic Instructional Staffing. Because the issues in many of these policies are of particular importance to the faculty, the policies took a long time to revise effectively. Now, the policies are much better for all concerned.
Action
Policy Reviews
We will review the remaining policies this coming year.
Objective
Support Of Presidential And System-wide Initiatives
The Provost will support initiatives of the President and the System office. The Provost will also make sure the deans are aware of and supportive of these initiatives.
Indicator
Distance Learning Opportunities
The Provost will encourage greater use of distance learning programs.
Criterion
Distance Learning Opportunities
The Provost and Deans will work to increase the number of courses and programs offered on-line.
Finding
Distance Learning
This past year, the university added five programs online (four master's programs and one bachelor's program) and 94 courses.
Indicator
Administrative Diversity
The Provost will promote the recruitment of administrators from traditionally underrepresented populations.
Criterion
Increase In Minority And/or Female Administrators.
The percentage of administrators from underrepresented populations will increase each year until such time as the percentage of administrators mirrors the percentage of the region.
Finding
Administrative Diversity
There were 69 administrators, including chairs, directors, assistant or associate deans, deans, assistant or associate VP's, VP's, Provost. Of these 28 were female and 6 were minorities. For a total of 34 administrators from underrepresented groups. For the females to be approximately half, there would need to be 6 more female administrators. Right now, they account for 41%. Minority administrators account for approximately 9%. They should be approximately 30% of our administrators.
Action
Administrative Diversity
We have improved the number of female administrators and are approaching 50%. Some areas COS and COBA are not diversified. These deans will be asked to look for quality female candidates. We have the same raw numbers of minority administrators, but because more administrators have been added, we actually have a lower percentage of minorities. We will need to see if the deans can identify prospective administrators who are qualified minorities. We do not have a good percentage of faculty who are minority, which has made it more difficult to identify prospective minority administrators. We will try to use options like the "Grow Your Own Program" to find more minority faculty.