Title: Correcting the Actions of Faculty Personnel
Based on Policy:
1.09 - Grievance Procedures
Office of Primary Responsibility: Vice President for Administrative Services/Human Resources
To establish a system for correction the actions of faculty employees that is uniform and progressive in nature
- The dean of the school of the faculty member will notify the employee in writing of a problem which may necessitate corrective action. Copies will be sent to the faculty member’s supervisor and the director, human resources. Based on consultation with the faculty member, the faculty member’s dean, the director, human resources and/or any other appropriate college and/or non-college personnel, the dean will notify the faculty member in writing of the action (if any) being taken. Any corrective action taken must be consistent with college policy/procedure and State Board of Education regulations
- The following factors will be considered by the dean prior to making the specific recommendation for corrective action
- The seriousness and circumstances of the particular offens
- The past conduct record of the employee
- The employee’s length of service
- The lapse of time since any last misconduct for which disciplinary action was taken
- Whether there are mitigating or aggravating circumstances connected with the breach of rule or offense
- The college’s practice in similar cases in the past
- The normal steps that will be taken by the college in correcting a faculty employees’ behavior is as follows:
- Counseling: discussing with the employee the reported or observed behavior that is in violation of policy, procedure, etc. and advising the employee of the impact of this violation (i.e., why Board policy must be followed). Expected behavior or performance and a reasonable timeline for change should be clarified at this initial session.
- After a reasonable passage of time, the supervisor shall reassess the situation and:
- Assure the employee that his or her performance or behavior is satisfactory, or
- Tell the employee that his or her performance or behavior has not improved and that formal procedures will be initiated unless it is corrected within a specific time.
- A written reprimand by the dean or the director, human resources. A copy of the reprimand will be placed in the employee’s personnel file indicating the nature of the violation, date, and supervisor’s name. The employee must sign and date this document to ensure a clear understanding of the issues and consequences of further errant behavior.
- Termination of employment may be an alternative in the corrective actions process if the actions of the employee are serious enough in nature or improvement is not noted.
- In the event that a faculty member disagrees with a corrective action being taken, the employee may request hearing before an advisory panel. Request should be made in writing to the dean with copies to the vice president for academic affairs, supervisor, and director, human resources.
- The advisory panel will consist of two administrators, and three faculty. The administrators will be appointed by the vice president for, academic affairs. The faculty will be appointed by the Faculty Council. The director, human resources will serve as a non-voting ex-officio member of the panel.
- The advisory panel will establish meeting times, agendas and coordinate the activities of the panel in accordance with college policy and State Board regulations. The panel’s recommendation will be submitted within five work days.
- The faculty member may appeal the panel’s decision to the vice president for academic affairs.
- The faculty member may appeal the vice president’s decision to the president. The president’s decision is final.
- In the event that the corrective action is job retention related, the faculty member may file a grievance in accordance with the South Florida State College grievance procedures.
History: Last Reviewed: 6/27/12
Reviewed: 2/28/05, 2/28/08, 6/27/12