Appendix I. Information Relative to the Entire Institution

A. General Information:

Name and Title of Chief Executive Officer of Campus (President, Chancellor, etc.)

B.Type of Control (Check more than one, if necessary)

If above classifications do not properly apply to the institution, please describe its type of control.

C. Regional or Institutional Accreditation Name the organizations by which the institution is now accredited, give dates of most recent accreditation. Attach a copy of the most recent accreditation action by any organization accrediting the institution or any of its computer-related programs.

Northwest Association of Schools and Colleges, June 1994

D.

E. Funding Process . Describe the process for allocating institutional funds to the computer science program.

UVSC's appropriated budget is determined annually by the Utah State Legislature. The funding model is base-plus. Additional funds allocated to UVSC beyond current base levels are generally provided for specific projects such as enrollment growth, compensation, student services, new programs, etc. The President allocates the new funds to Vice Presidents for final allocation to programs and services. The Academic Vice President in conjunction with the Academic Deans allocates the new funds provided for academic affairs. Additionally, each semester the Dean of Computer Science & Engineering receives internal enrollment funds to cover the marginal costs of increased growth.

F. Promotion and Faculty Tenure Summarize the promotion and tenure system and the system for merit salary adjustments. (Give an overview of actual practice; do not reproduce an entire section from the faculty handbook.)

As mentioned at another point in this report, UVSC has been growing so rapidly that many of the policies and support organizations have not kept pace. The current tenure and rank documents were created when the institution was a Community College and are currently under study. Though the current tenure document outlines a college-wide policy a new policy is being proposed that would delegate more authority to the individual Schools for tenure and rank decisions. For years the rank of a faculty member meant nothing more than a title since salary was not tied in any way to rank. This situation is scheduled to change in the next fiscal year.

At the present time, achieving tenure is a seven year process. There is a college-wide tenure committee that grants or denies tenure at the end of the seven years. Each year the faculty member must complete professional development goals set by the faculty member in conjunction with the department chair.

A college-wide policy exists on rank but each School is allowed to set its own criteria in addition to the college-wide policy. The School of Computer Science and Engineering, at the end of its first year of existence, does not yet have a policy in place for rank advancement.

G. Retirement and Benefits Summarize the retirement program and other faculty benefits.

2001-2002

SUMMARY OF BENEFITS FOR

SALARIED EMPLOYEES

Eligibility

Benefits described in this document are available to employees holding positions identified as salaried, defined as follows:

Salaried Positions - positions reasonably expected to last six consecutive months or longer. These positions are funded from salaried budget dollars and must be at least 75% FTE (full-time equivalent). Faculty: 100% FTE = full-time service for one academic year; Executive, Administrative, Professional, and Classified Staff: 100% FTE = full-time service for one calendar year.

The College pays for the cost of benefits based on the following scale:

75 - 100% FTE - College pays up to 100% of EMIA Care Plus medical premium rates, 80% of EMIA Traditional dental premium rates, and 100% of Long-Term Disability and Basic Life Insurance.

Time and Manner of Election

Election of benefits is made at the time of hire after an in-depth orientation meeting with the Human Resource Services Benefits staff. Health, life and long-term disability insurance coverages begin the 1st day of the month for employees working the 1st working day of that month. Employees hired after the 1st working day health benefits will begin the first of the month after hire. College-paid coverage for other benefits begins date of hire.

Changes in insurance companies and coverages may be made during an annual open enrollment period, usually in April. Dependent additions or deletions may be made as they occur by contacting the Human Resource Services Office.

Termination of Benefits

Except in the case of tuition waivers, all benefits terminate at the end of the pay period of the last day worked. Except for qualified College retirees and their dependents and dependents of deceased employees, tuition waiver benefits cease at the end of the academic term in which the employee terminates employment. In all cases, the dependent benefit ceases at the end of the academic term in which the dependent qualification is no longer met.

Insurance

Medical Insurance - Employee coverage is provided through EMIA Care Plus. For Salaried employees, College pays 100% of the EMIA Care Plus premium. Coverage includes employee, spouse, and unmarried, dependent children to age 26.

The College adheres to provisions of COBRA which provide for employee-paid continuation of medical insurance in certain instances where coverage would otherwise terminate. Details are available in Human Resource Services.

Dental Insurance - Employee may elect coverage through EMIA (Traditional or Preferred option). Premiums vary. A comparison sheet of coverage and premiums is available from the Human Resource Services Office. For Salaried employees, College pays up to 80% of Traditional premium, employees pay remaining costs. Coverage includes employee, spouse, and unmarried, dependent children to age 26.

The College adheres to provisions of COBRA which provide for employee-paid continuation of dental insurance in certain instances where coverage would otherwise terminate. Details are available in the Human Resources Office.

Educators Mutual Life Insurance - Employee is covered for $50,000 . College pays total premium for Salaried employee. Spouse and all unmarried, dependent children to age 26 may be covered for $3,000 each by employee paying a premium of $0.55 per pay period or $5,000 each by paying $.73 per pay period.

Educators Mutual Long-Term Disability Insurance - College pays total premium for Salaried employees. Five month waiting period. Benefit payment begins day one of the 6th month after disability occurs and continues until age 65 or until employee is no longer disabled. EMIA payment plus Social Security benefit equals 2/3 of regular salary. Benefit also includes continuation of payment of medical insurance premium, life insurance premium, and contribution into appropriate retirement system.

Workers' Compensation Insurance - By law, all employees are covered by workers' compensation insurance. College pays all premium costs associated with this coverage. Coverage includes only work-related injuries, diseases, and fatalities. Employees should go to the UVSC Wellness Center (for minor injuries), or IHC Work Med. Benefits may include payments for hospital and medical bills; permanent loss of body functions, loss of earning capacity, prosthetic devices; partial compensation for time lost from work; and burial benefits in case of death. Employee's supervisor must submit a First Report of Injury to UVSC Human Resource Services Office within 24 hours of injury.

Unemployment Insurance - By law, all employees except students and certain government-sponsored program participants are covered by Utah State Unemployment Insurance. College pays all premium costs associated with this coverage.

Optional Insurance Coverages - A number of additional insurance coverages for employees and dependents are available through payroll deduction; all costs paid by employee. Contact the Human Resource Services Office for an up-to-date list of providers.

Accident - Various group accident insurance plans.

Additional Life - Term life plans through Educators Mutual Insurance.

Supplemental Health - Cancer and hospital intensive care plans through AFLAC.

Supplemental Vision Plan - Available through Educators Mutual Insurance.

Retirement

Utah State Retirement

Noncontributory - College contributes 10.40% to retirement system plus 1.5% to 401k account. Total contribution equals 11.90%. Employee pays nothing. Classified employees hired 7/1/86 or later will be enrolled in the Noncontributory system.

Contributory - College contributes 11.91% to retirement system. Employee pays nothing. The Contributory system is not available to employees hired 7/1/86 or later.

TIAA CREF - College contributes 14.2%. Employee pays nothing. For faculty hired prior to 7/1/82, 1.85% increment to base salary is also paid. Effective 7/1/93 all employees hired as faculty, professional, administrative or executive will be enrolled in the TIAA/CREF retirement program.

Social Security - College contributes 7.65% of the maximum earnings subject to Social Security. Employee matches.

UVSC Early Retirement Program - Standard benefits include a stipend of 20% of base salary for a period of 5 years or until eligible for full Social Security benefits, whichever occurs first, plus continued coverage in the College's medical and dental insurance plans for five years or until the retiree becomes eligible for Medicare. Qualifications for program available in the Human Resource Services Office.

Flexible spending Account Program - Optional benefit based on Section 125 of the Internal Revenue Code, which allows employees to pay certain employee-paid medical, dental, and life insurance premiums, medical out-of-pocket expenses, and dependent care expenses with tax-free dollars. This results in federal, state and Social Security tax savings for employees. EMIA administers the program for the College. All administrative fees ($2.00 a month) are paid by the employee. Details are available in the Human Resource Services Office.

Investment Options - 403(b) and 401(k) tax-shelter plans are available through payroll deduction; all costs paid by employee. Contact the Human Resource Services Office for an up-to-date list of participating companies and agencies.

Leave

Annual (Vacation) Leave - Salaried executives, professional/administrative, and classified employees accrue annual leave as outlined in Human Resource Policy C-3.6 (See UVSC Web site for HR Policy C-3.6 or Leave Section of Handbook.) However, in general, new 100% Salaried classified employees accrue annual leave at the rate of one day per full calendar month served; Professional/administrative, 1� days per month; and executives, 2 days per month. All 75%-99% salaried employees accrue leave in proportion to the time worked. Annual leave may be used at the convenience of the department and with the approval of the supervisor upon completion of two full semi-monthly periods of satisfactory employment.

A maximum of 30 days may be carried forward from one year to the next. Upon permanent termination, an employee may be paid for up to 30 days of accrued leave, plus any days accrued during the current year. Leave year is defined as the period beginning January 1 and ending December 31.

Employees whose salary is based on the faculty salary schedule do not accrue annual leave but work for a specific number of days as specified by individual letters of appointment.

Sick Leave - 100% Salaried employees accrue sick leave at the rate of one day for each full calendar month served. All 75%-99% salaried employees accrue sick leave in proportion to the time worked. Sick leave may be used after completion of two full semi-monthly periods of satisfactory employment.

Sick leave is a benefit, and accrual is unlimited in number, and all unused days may be carried forward from one leave year to the next. Accrued sick leave is forfeited upon termination. Sick leave may be used because of the illness of the employee or for the preventive care or illness of immediate family members.

Personal Leave - 100% Salaried executives, professional/administrative, and classified employees are allowed two days of personal leave per full calendar year worked (January 1 through December 31). Full-time faculties are allowed 1� days for each full academic semester worked. Faculty leave year is defined as the period beginning July 1 and ending June 30. All 75%-99% Salaried employees accrue personal leave in proportion to the time worked.

Personal leave may be used upon completion of 90 days of satisfactory employment with the approval of the supervisor for personal business and emergencies that require the employee's absence during regular working hours. Unused personal leave is forfeited at the end of December and upon termination.

Birth Leave - Upon adoption or birth of the employee's child, the employee, whether male or female, will receive 10 working days of paid leave. At least 30 days notice to employer is required. Details are available in the Human Resource Services Office.

Funeral Leave - Salaried employees may be allowed up to three of their regular working days with pay to attend the funeral of an immediate family member. Such leave is not charged against accrued sick, personal, or annual leave.

Military Leave - In accordance with Utah State law, employees who are members of any reserve branch of the United States armed services are allowed up to eleven of their regular working days per year for military leave with pay to attend required annual encampments or other active duty training. Such leave is not charged against accrued sick, personal, or annual leave.

Jury Duty and Subpoenaed Witness Leave - Employees may serve as jury members or subpoenaed witnesses without loss of pay, only for time lost while actually engaged in jury service and reasonable travel time. No pay will be received for time in court on employee's own behalf.

Consulting Leave - With the appropriate prior approval and when taken within the guidelines of the College's official policy and procedure, executive, administrative/professional, and faculty have available paid consulting leave. Details are available in the Human Resource Services Office.

Holidays - Executives, professional/administrative, and classified employees receive most state and national holidays off with pay. Holidays and vacation periods for faculty members coincide with the College's academic calendar. (See also Holiday Section of Handbook.) Holiday and days of work schedules are published annually.

UVSC Tuition and Fees - All UVSC tuition and student fees are waived for Salaried employees. All employees must pay their own lab fees, book and materials costs, and other related expenses.

Tuition only is waived for spouse and dependents (single, under age 26) of Salaried employees. To obtain this benefit, the individual must be a member of the employee's immediate family and qualify as a dependent for the semester in which the benefit is received.

ADDITIONAL INFORMATION CONCERNING ALL BENEFITS IS AVAILABLE IN THE HUMAN RESOURCE SERVICES OFFICE, AD 110, Ext. 8241, 8704, or 8389.