West Virginia Council for Community and Technical College ... · 29-01-2015 · COMMUNITY AND TECHNICAL COLLEGE EDUCATION December 18, 2014 A meeting of the West Virginia Council

West Virginia Council for Community

and Technical College Education __________________________

AGENDA

January 29, 2015

Members

Clarence Pennington, Chair Robert Brown, Vice Chair William Baker Bruce Berry Keith Burdette Christina Cameron

Kathy D’Antoni John Panza

Steve Roberts John Sorrenti John Walker

James L. Skidmore, Chancellor

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Directions to the Advanced Technology Center of South Central West Virginia1201 Science Park Dr. South Charleston, WV 25303

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WEST VIRGINIA COUNCIL FOR COMMUNITY AND TECHNICAL COLLEGE EDUCATION

Meeting Schedule

January 29, 2015

Advanced Technology Center - South Central West Virginia 1201 Science Park Drive

South Charleston, West Virginia

Room 131-132

8:30 am Continental Breakfast 9:00 am Council Business Meeting 11:30 pm Lunch 12:30 pm Continuation of Council Business Meeting (as needed)

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Advanced Technology Center, South Central West Virginia

1201 Science Park Drive South Charleston, West Virginia

January 29, 2015

AGENDA

I. Call to Order II. Advisory Council of Faculty Briefing III. Approval of Minutes A. *Approval of December 18, 2014 Meeting Minutes ...................................................... pg 6 IV. Academic Affairs A. *Post Audit Review of Occupational Programs ........................................................... pg 12 B. Program Review Follow-up Reports ........................................................................... pg 15 V. Finance and Facilities

A. *30-Day Public Comment Period for Series 25, Residency Classification for Admission and Fee Purposes .................................................................................... pg 17

VI. General A. *Technical Program Development Grant Awards ....................................................... pg 22

B. *Request to Increase Percentage of Non-classified Employees to Twenty-five Percent at Blue Ridge Community and Technical College.......................................... pg 24

VII. Information Only A. Annual Personnel Report ........................................................................................... pg 58 B. SB 330 Progress Report ............................................................................................ pg 70 C. Higher Education Report Card Presentation .............................................................. pg 75 D. Master Plan Development Update

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VIII. Possible Executive Session Under the Authority of WV Code §6-9A-4 for the Following:

A. Discussion Regarding Personnel Matter IX. Additional Board Action and Comments X. Next Meeting Location: New River Community and Technical College Date: Thursday, April 16, 2015 Time: 9:00 a.m. XI. Adjournment

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MINUTES

WEST VIRGINIA COUNCIL FOR COMMUNITY AND TECHNICAL COLLEGE EDUCATION

December 18, 2014

A meeting of the West Virginia Council for Community and Technical College Education was held on December 18, 2014, beginning at 9:00 a.m. at the Advanced Technology Center-South Central West Virginia in South Charleston, West Virginia. Council members present were: William Baker, Robert Brown, Christina Cameron, Kathy D’Antoni, Clarence Pennington, Steve Roberts, and John Sorrenti. Joining by conference call was: Bruce Berry. Council members absent were: Keith Burdette, John Panza and John Walker. Also in attendance were Chancellor James Skidmore, Council staff, community and technical college presidents, faculty, staff, students and guests. Call to Order Chairman Pennington called the meeting to order and noted that a quorum was present. Moment of Silence In honor of the memory of Dr. Stephen Kopp, President of Marshall University, who passed away suddenly last evening, Chairman Pennington called for one minute of silence. 1. Advisory Council of Students Annual Presentation

Miles Smith, Chair of the Advisory Council of Students (ACS), presented an overview of the ACS and highlighted current issues and concerns that include: • Fee Transparency • Transfer of Credits • Possible CTCS Tuition Increase

2. Advisory Council of Classified Employees

Teri Wells, Chair of the Advisory Council of Classified Employees (ACCE), provided an overview of the ACCE and presented a report that highlighted the following issues and concerns: • Larger investment needed in higher education to move West Virginia forward • Increased appropriations needed to meet the expectations for increased

graduates, personnel requirements and a prepared workforce 1

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• Communication, involvement of constituent groups and culture changes needed

• Accountability for continued progress 3. Resolution Honoring Dr. Martin Olshinsky

Mr. Baker moved the adoption of the following resolution: WHEREAS, Dr. Martin Olshinsky served with distinction as president of West Virginia Northern Community College since 2005; and WHEREAS, Dr. Olshinsky provided the leadership for West Virginia Northern Community College to soar to greater heights in the delivery of community and technical college education to the Northern Panhandle District of West Virginia; and WHEREAS, As part of community outreach, Dr. Olshinsky was involved in making the College the catalyst for bringing government, education, and business together and was devoted to a career of perpetuating the community college mission of changing lives and engaging the community; and WHEREAS, Dr. Olshinsky gave generously of his time and worked vigorously to advance the development of a comprehensive community and technical college system in West Virginia; and WHEREAS, Dr. Olshinsky’s dry wit, good humor and camaraderie will be missed by his colleagues and friends. THEREFORE, BE IT RESOLVED, That the West Virginia Council for Community and Technical College Education expresses its gratitude to Dr. Martin Olshinsky for his leadership and commitment to advancing community and technical college education in the State of West Virginia; with his many colleagues and friends, extends best wishes for health and happiness in the years ahead. FURTHER, BE IT RESOLVED, That this resolution be inscribed upon the Council minutes of December 18, 2014. Mr. Roberts seconded the motion, motion carried.

4. Approval of Minutes

Mr. Roberts moved the adoption of minutes from the October 9, 2014, meeting of the West Virginia Council for Community and Technical College Education. Mr. Brown seconded the motion. Motion carried.

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Academic Affairs 5. Revisions to Series 17, Transferability of Credits and Grades at West

Virginia Public Colleges and Universities Mr. Baker moved the adoption of the following resolution: RESOLVED, That the West Virginia Council for Community and Technical

College Education approves revisions to Series 17, Transferability of Credits and Grades at West Virginia Public Colleges and Universities, as a procedural rule to be filed with the Secretary of State for the thirty-day public comment period and if no substantive comments are received, that the Council extends its final approval.

Ms. Cameron seconded the motion, motion carried. 6. Revisions to Series 23, Basic Guidelines and Standards for Admissions at

Community and Technical Colleges Mr. Sorrenti moved the adoption of the following resolution: RESOLVED, That the West Virginia Council for Community and Technical

College Education approves revisions to Series 23, Basic Guidelines and Standards for Admissions at Community and Technical Colleges, as a procedural rule to be filed with the Secretary of State for the thirty-day public comment period and if no substantive comments are received that the Council extends its final approval.

Mr. Brown seconded the motion, motion carried. Finance and Facilities 7. Capital Project Priorities FY 2016

Mr. Baker moved the adoption of the following resolution: RESOLVED, That the West Virginia Council for Community and Technical

College Education approves the prioritized capital project list in Table 1 for Fiscal Year 2016, and directs staff to report the capital project priorities to the Legislative Oversight Commission on Education Accountability in January 2015, as required by state law.

Mr. Brown seconded the motion, motion carried.

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General 8. Tech Scholars Program Awards Mr. Brown moved the adoption of the following resolution: RESOLVED, That the West Virginia Council for Community and Technical

College Education approves Tech Scholars Program funding for West Virginia Northern Community College in the amount of $9,120 and approves Tech Scholars Program funding for Mountwest Community and Technical College in the amount of $48,541.

Mr. Roberts seconded the motion, motion carried. 9. Technical Program Development Grant Award Mr. Baker moved the adoption of the following resolution:

RESOLVED, That the West Virginia Council for Community and Technical College Education approves Technical Program Development awards for West Virginia University at Parkersburg as proposed in the Council’s meeting agenda.

Mr. Sorrenti seconded the motion, motion carried.

10. CTC/CTE Consortia Compacts Mr. Roberts moved the adoption of the following resolution:

RESOLVED, That the West Virginia Council for Community and Technical College Education approves the CTC/CTE Consortia Compacts as recommended in the Council’s meeting agenda. Mr. Sorrenti seconded the motion, motion carried.

Information 11. System Performance Report

Chancellor James Skidmore presented a report utilized to determine progress in meeting education delivery goals as defined in Senate Bills 653 and 448. This report replicates measures in the 2010-2015 West Virginia Community and Technical College Master Plan. The report detailed trend data for graduation and included a system summary and a performance report for each community and technical college.

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12. 2014 Financial Aid Comprehensive Report

Brian Weingart, Senior Director of Financial Aid, presented the sixth annual Financial Aid Comprehensive Report. Included in the report for academic year 2012-2013 were descriptions of and changes to West Virginia aid programs, longitudinal data about recipients of financial aid in the state and outcomes of these recipients, and policy recommendations for West Virginia aid programs.

13. SB 330 Progress Report

Chancellor Skidmore reported that Patricia Clay, Vice Chancellor of Human Resources, was unable to attend today’s meeting due to a family illness and that she would present the SB 330 Progress Report at the Council’s January meeting.

14. Master Plan Development Update

Chancellor James Skidmore provided an update on the development of the West Virginia Council for Community and Technical College Education’s Master Plan 2015-2020.

Executive Session

It was noted for the record that the Council elected to remain in open session for the following items: 15. Appointment of Dr. Vicki L. Riley as President of West Virginia Northern

Community College Mr. Roberts moved the adoption of the following resolution: RESOLVED, That the West Virginia Council for Community and Technical

College Education concurs with the appointment of Dr. Vicki L. Riley as President of West Virginia Northern Community College as requested by the institutional Board of Governors under the terms and conditions communicated to the Council and delegates to its Chancellor the authority to approve any final contract as to form.

Mr. Baker seconded the motion, motion carried. 16. Appointment of Dr. Fletcher Lamkin as President of West Virginia

University at Parkersburg Ms. Cameron moved the adoption of the following resolution:

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RESOLVED, That the West Virginia Council for Community and Technical College Education approves the appointment of Dr. Fletcher Lamkin as President of West Virginia University at Parkersburg as requested by the institutional Board of Governors under the terms and conditions communicated to the Council and delegates to its Chancellor the authority to approve any final contract as to form. Mr. Baker seconded the motion, motion carried.

Additional Board Action and Comments 17. State Authorization Reciprocity Agreement

Mark Stotler, Director of Academic Programming, reported that West Virginia has become a member of the State Authorization Reciprocity Agreement (SARA). Now that West Virginia is a member, individual institutions can apply for SARA participation. Membership in SARA will reduce the time and money institutions have to devote to gaining approval for online activities in other states. Three community colleges have applied for participation - BridgeValley Community and Technical College, West Virginia Northern Community College, and West Virginia University at Parkersburg.

Adjournment There being no further business the meeting was adjourned. Next Meeting Location: Advanced Technology Center – South Central West Virginia Date: Thursday, January 29, 2015 Time: 9:00 a.m. ____________________________________ Clarence Pennington, Chairman ____________________________________ William Baker, Secretary

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WV Council for Community and Technical College Education Meeting of January 29, 2015 ITEM: Post-audit Review of Occupational Programs INSTITUTIONS: Blue Ridge Community and Technical College

and New River Community and Technical College

RECOMMENDED RESOLUTION: Resolved, That the West Virginia Council for

Community and Technical College Education receives post-audit and follow-up reports for occupational programs at Blue Ridge Community and Technical College and New River Community and Technical College and recommends that the programs be subject to the recommended actions as noted.

STAFF MEMBER: Mark Stotler BACKGROUND: Series 11 of the Council for Community and Technical College Education rules, Degree Designation, General Education Requirements, New Program Approval, and Discontinuance of Existing Programs, includes the following provisions:

• New occupational programs at community and technical colleges may be implemented without approval by the Council.

• Three years after the date of implementation of the occupational program, the Council will conduct a post-audit review of the program.

• After completion of the post-audit review, should there be a recommendation for discontinuance of the program, the Chancellor shall make such recommendation to the Council for action.

Three full post-audits and two follow-up reports were submitted for review. The post-audits and follow-up report with accompanying recommendations are summarized on the attached table.

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PPOOSSTT AAUUDDIITT RREEVVIIEEWWSS Institution: Blue Ridge Community and Technical College

Program Total Hours

General Education Average Enrollment

Total Grads Assessment

Placement Evidence

Advisory Committee Recommendation Computation Communication

AAS – Applied Technology 60 3 6 6 1

Plan in place No evidence

of use

Most students

are employed

Yes, only college reps

Continue with follow-up by March 15, 2016

Note: The program is designed to provide an associate degree for students from a wide variety of technical trade and skills-based backgrounds. A field experience course allows students to complete the requirement in their current field or chosen academic path. The program is showing signs of growth. A follow-up report should address: 1) how assessment results are being used and 2) expansion of the advisory committee to include business and industry representatives.

Institution: New River Community and Technical College

Program Total Hours



Placement Evidence


CAS/AAS – Welding Technology

CAS-33 AAS-60

CAS-3 AAS-3

CAS-3 AAS-9

CAS-37 AAS-19 7

Evidence of use including

benchmarking tests based on

national standards

Yes, most students

employed prior to

graduating

Active Continue

Note: A unified welding core has been developed for all degree options and skill sets. The curriculum has been reviewed by an external consultant. The number of hours for the CAS program will be reduced to 30 by embedding computer literacy into other courses. The program recognizes that most students get jobs before completing degree requirements.

Program Total Hours



Placement Evidence


AAS – Social Services 60 3 6 40 13

Plan in place Lack of

evidence of use

Most pursue further

education

Active Continue with follow-up by March 15, 2016

Note: This report was submitted a year early. While originally designed to provide applicants for entry-level positions in social service fields, most graduates have transferred into baccalaureate programs. It has been determined that there may be a need for a certificate program. Enrollment is expected to increase as the program expands into the Nicholas County and Greenbrier Valley Campuses. A follow-up report should provide evidence of how assessment results are used.

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PPOOSSTT AAUUDDIITT RREEVVIIEEWWSS

Post Audit Follow-Up Reports Institution: Blue Ridge Community and Technical College

Program Recommendation AAS Healthcare Professions Accept The program was asked to address the fate of students who are unsuccessful in gaining admission into selective allied health programs. This program serves as the entry program for students attempting to enter into Nursing, Physical Therapist Assistant, Emergency Medical Services, and Medical Laboratory Technician. Seventy-two percent of the students were successful in gaining entry into a selective program. An additional 12 percent transferred into Medical Assisting or the Board of Governors AAS program. Efforts have been made to enhance advising. CAS/AAS Food Service Retail Management Accept To improve graduation rates, a block schedule has been developed. In the past two years the programs have produced 20 graduates.

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WV Council for Community and Technical College Education Meeting of January 29, 2015 ITEM: Program Review Follow-up Graduation Hours INSTITUTIONS: Blue Ridge Community and Technical College,

BridgeValley Community and Technical College, Mountwest Community and Technical College, Pierpont Community and Technical College and West Virginia Northern Community College

RECOMMENDED RESOLUTION: Information Item STAFF MEMBER: Mark Stotler BACKGROUND: At its meeting on October 17, 2013, the Council received a report on program review. As part of the Council’s goal to reduce program graduation hours, the Council requested follow-up reports for programs that exceeded 30 hours for certificate programs and 60 hours for associate programs. The list of programs is provided below.

Institution Program Current Hours

Previous Hours

Blue Ridge Community & Technical College ASN – Nursing 60 72

BridgeValley Community & Technical College AAS – Nursing 60 70

Mountwest Community & Technical College

AAS – Physical Therapist Assistant 75 78

Pierpont Community & Technical College

AAS – Aviation Maintenance Technology 68 68

West Virginia Northern Community College AAS – Power Plant Technology

Scheduled for

termination 64

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The nursing programs were part of a statewide task force to develop a common curriculum and reduce the number of hours in order to ease transfer into baccalaureate programs. The aviation program at Pierpont has a Federal Aviation Administration (FAA) requirement of 1,980 contact hours which necessitates 53 credit hours. When coupled with the required 15 hours of general education, the reduction in hours is not possible at this time. The physical therapy assistant program at Mountwest underwent a reaccreditation visit in 2012 that included a review of the number of program hours. It was determined that a reduction was not possible due to mandated program requirements. Program faculty were able to reduce the hours to 75. Faculty will continue to explore ways of reducing the hours through eliminating some pre-requisite courses such as physics and by condensing some general education courses.

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WV Council for Community and Technical College Education Meeting of January 29, 2015 ITEM: Revisions to Series 25, Residency

Classification for Admission and Fee Purposes INSTITUTIONS: All RECOMMENDED RESOLUTION: Resolved, That the West Virginia Council for

Community and Technical College Education approves the proposed revisions to Series 25, Residency Classification for Admission and Fee Purposes, for submission to the Secretary of State for a thirty-day public comment period.

Further Resolved, That staff is instructed to

final file the procedural rule with the Secretary of State at the conclusion of the comment period if no substantive comments are received.

STAFF MEMBER: L.G. Corder BACKGROUND: On August 7, 2014, President Obama signed H.R. 3230, the Veterans' Access, Choice, and Accountability Act of 2014 into law (“Choice Act”). Section 702 of the Choice Act allows the U.S. Department of Veterans Affairs to disapprove any course of education at a public institution charging more than in-state rates for any GI Bill beneficiary physically living in the state and within three (3) years of discharge from the service. The intent is to provide protections to veterans that were considered “stateless” due to being stationed somewhere other than where the veteran intended to domicile after the service. The federal law will take effect July 1, 2015. All institutions were notified in December 2014 about the mandated changes in the Choice Act. Suggested revisions to Series 25, Procedural Rule, Residency Classification for Admission and Fee Purposes, are proposed to bring the rule in compliance with the Choice Act. Section 6.3 provides that any student subject to the rule is charged in-state rates and allows our institutions to maintain approval to educate GI Bill beneficiaries. It is recommended that the Council approve the rule for filing with the Secretary of State for a formal thirty-day public comment period and for final filing with the Secretary of State at the conclusion of the comment period if no substantive comments are received.

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TITLE 135

PROCEDURAL RULE WEST VIRGINIA COUNCIL FOR COMMUNITY AND TECHNICAL COLLEGE EDUCATION

SERIES 25 RESIDENCY CLASSIFICATION FOR ADMISSION AND FEE PURPOSES

§135-25-1. General. 1.1. Scope. -- Rule regarding residency classification of students for admission and fee purposes. 1.2. Authority. -- W. Va. Code §§18B-10 and 18B-2B-6 1.3. Filing Date. -- August 26, 2005 1.4. Effective Date. -- September 30, 2005 §135-25-2. Classification for Admission and Fee Purposes. 2.1. Students enrolling in a West Virginia public institution of higher education shall be assigned a residency status for admission, tuition, and fee purposes by the institutional officer designated by the President. In determining residency classification, the issue is essentially one of domicile. In general, the domicile of a person is that person's true, fixed, permanent home and place of habitation. The decision shall be based upon information furnished by the student and all other relevant information. The designated officer is authorized to require such written documents, affidavits, verifications, or other evidence as is deemed necessary to establish the domicile of a student. The burden of establishing domicile for admission, tuition, and fee purposes is upon the student. 2.2. If there is a question as to domicile, the matter must be brought to the attention of the designated officer at least two (2) weeks prior to the deadline for the payment of tuition and fees. Any student found to have made a false or misleading statement concerning domicile shall be subject to institutional disciplinary action and will be charged the nonresident fees for each academic term theretofore attended. 2.3. The previous determination of a student's domiciliary status by one institution is not conclusive or binding when subsequently considered by another institution; however, assuming no change of facts, the prior judgment should be given strong consideration in the interest of consistency. Out-of-state students being assessed resident tuition and fees as a result of a reciprocity agreement may not transfer said reciprocity status to another public institution in West Virginia. §135-25-3. Residence Determined by Domicile. 3.1. Domicile within the state means adoption of the state as the fixed permanent home and involves personal presence within the state with no intent on the part of the applicant or, in the case of a dependent student, the applicant's parent(s) to return to another state or country. Residing with relatives (other than parent(s)/legal guardian) does not, in and of itself, cause the student to attain domicile in this State for admission or fee payment purposes. West Virginia domicile may be established upon the completion of at least twelve (12) months of continued presence within the state prior to the date of registration: Provided, that such twelve (12) months' presence is not primarily for the purpose of attendance at any institution of higher education in West Virginia. Establishment of West Virginia

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domicile with less than twelve (12) months' presence prior to the date of registration must be supported by evidence of positive and unequivocal action. In determining domicile, institutional officials should give consideration to such factors as the ownership or lease of a permanently occupied home in West Virginia, full-time employment within the state, paying West Virginia property tax, filing West Virginia income tax returns, registering of motor vehicles in West Virginia, possessing a valid West Virginia driver's license, and marriage to a person already domiciled in West Virginia. Proof of a number of these actions shall be considered only as evidence which may be used in determining whether or not a domicile has been established. Factors militating against the establishment of West Virginia domicile might include such considerations as the student not being self-supporting, being claimed as a dependent on federal or state income tax returns or on the parents' health insurance policy if the parents reside out of state, receiving financial assistance from state student aid programs in other states, and leaving the state when school is not in session. §135-25-4. Dependency Status. 4.1. A dependent student is one (1) who is listed as a dependent on the federal or state income tax return of his/her parent(s) or legal guardian or who receives major financial support from that person. Such a student maintains the same domicile as that of the parent(s) or legal guardian. In the event the parents are divorced or legally separated, the dependent student takes the domicile of the parent with whom he/she lives or to whom he/she has been assigned by court order. However, a dependent student who enrolls and is properly classified as an in-state student maintains that classification as long as the enrollment is continuous and that student does not attain independence and establish domicile in another state. 4.2. A nonresident student who becomes independent while a student at an institution of higher education in West Virginia does not, by reason of such independence alone, attain domicile in this state for admission or fee payment purposes. §135-25-5. Change of Residence. 5.1. A person who has been classified as an out-of-state student and who seeks resident status in West Virginia must assume the burden of providing conclusive evidence that he/she has established domicile in West Virginia with the intention of making the permanent home in this State. The intent to remain indefinitely in West Virginia is evidenced not only by a person's statements, but also by that person's actions. In making a determination regarding a request for change in residency status, the designated institutional officer shall consider those actions referenced in §135-25- 3 of these rules. The change in classification, if deemed to be warranted, shall be effective for the academic term or semester next following the date of the application for reclassification. §135-25-6. Military 6.1. An individual who is on full-time active military service in another state or a foreign country or an employee of the federal government shall be classified as an in-state student for the purpose of payment of tuition and fees: Provided, That the person established a domicile in West Virginia prior to entrance into federal service, entered the federal service from West Virginia, and has at no time while in federal service claimed or established a domicile in another state. Sworn statements attesting to these conditions may be required. The spouse and dependent children of such individuals shall also be classified as in-state students for tuition and fee purposes. 6.2. Persons assigned to full-time active military service in West Virginia and residing in the state shall be classified as in-state students for tuition and fee purposes. The spouse and dependent children of

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such individuals shall also be classified as in-state students for tuition and fee purposes. 6.3. Any student living in West Virginia and receiving education benefits provided under Chapter 30 or Chapter 33 of the U.S. Department of Veterans Affairs shall be charged in-state tuition and fees to attend a West Virginia public institution of higher education. The student must be within the limits of the three (3) year eligibility period of discharge from a service period of at least 90 days at the time of enrollment. The student will be considered an in-state student for residency purposes as long as they remain continuously enrolled at the institution. In the event the student ceases enrollment, in-state residency will only be re-assigned if the student re-enrolls at another West Virginia public institution of higher education within the eligibility period described above. §135-25-7. Aliens. 7.1. An alien who is in the United States on a resident visa or who has filed a petition for naturalization in the naturalization court, and who has established a bona fide domicile in West Virginia as defined in §135-25-3 of these rules, may be eligible for in-state residency classification: Provided, That person is in the state for purposes other than to attempt to qualify for residency status as a student. Political refugees admitted into the United States for an indefinite period of time and without restriction on the maintenance of a foreign domicile may be eligible for an in-state classification as defined in §135-25-3 of these rules. Any person holding a student or other temporary visa cannot be classified as an in-state student. §135-25-8. Former Domicile. 8.1. A person who was formerly domiciled in the State of West Virginia and who would have been eligible for an in-state residency classification at the time of his/her departure from the state may be immediately eligible for classification as a West Virginia resident provided such person returns to West Virginia within a one (1) year period of time and satisfies the conditions of §135-25-3 of these rules, regarding proof of domicile and intent to remain permanently in West Virginia. §135-25-9. Appeal Process. 9.1. Each institution shall establish procedures which provide opportunities for students to appeal residency classification decisions with which they disagree. The decisions of the designated institutional official charged with the determination of residency classification may be appealed in accordance with appropriate procedures established by the president of the institution. At a minimum, such procedures shall provide that: 9.1.a. An institutional committee on residency appeals will be established to receive and act on appeals of residency decisions made by the designated institutional official charged with making residency determinations. 9.1.a.1. The institutional committee on residency shall be comprised of members of the institutional community, including faculty and at least three, in any event, an odd number. The student representative(s) shall be appointed by the president of the institutional student government association while the faculty representative(s) shall be selected by the campus-wide representative faculty organization. 9.1.a.2. The student contesting a residency decision shall be given the opportunity to appear before the institutional committee on residency appeals. If the appellant cannot appear when the committee convenes a meeting, the appellant has the option of allowing committee members to make a

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decision on the basis of the written materials pertaining to the appeal or waiting until the next committee meeting. 9.1.b. The residency appeal procedures will include provisions for appeal of the decision of the institutional committee on residency appeals to the president of the institution. 9.1.c. Residency appeals shall end at the institutional level.

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WV Council for Community and Technical College Education Meeting of January 29, 2015 ITEM: Technical Program Development Grant Awards INSTITUTIONS: WV Northern Community College and Blue

Ridge Community and Technical College RECOMMENDED RESOLUTION: Resolved, That the West Virginia Council for

Community and Technical College Education approves the Technical Program Development grant awards as proposed.

STAFF MEMBER: Sarah Tucker BACKGROUND: Technical Program Development funding in the amount of $2.01 million was allocated in the Council’s FY 2015 budget. Each community and technical college had an opportunity to submit a proposal and request up to $220,000 per program development. A committee comprised of Council staff reviewed the proposals and makes a recommendation as detailed in the following chart.

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TECHNICAL PROGRAM DEVELOPMENT GRANT AWARDS

FY 2015

NEW PROPOSALS RECOMMENDED FOR APPROVAL

Program Degree Level

Institution Enrollment Per Year

Recommended Award

Welding Technology AAS WV Northern CC 48 $219,458

Robotics CAS Blue Ridge CTC 15-20 $220,000

Instrumentation CAS Blue Ridge CTC 10-15 $220,000

Total Amount of Recommended Awards: $659,458

PROPOSALS NOT RECOMMENDED FOR APPROVAL:

Program Institution Recommendation

Renewable Energy Systems Blue Ridge CTC Recommend For Further Development

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West Virginia Council for Community and Technical College Education Meeting of January 29, 2014 ITEM: Request to Increase Percentage of Non-

classified Employees to Twenty-five Percent INSTITUTIONS: Blue Ridge Community and Technical College RECOMMENDED RESOLUTION: Resolved, That the West Virginia Council for

Community and Technical College Education approves Blue Ridge Community and Technical College’s request to increase their percentage of non-classified employees to twenty-five percent (25%), with approval expiring on July 1, 2016.

STAFF MEMBER: Patricia Clay BACKGROUND: “Nonclassified Employee” is defined in WV Code §18B-9A-2(i) as “an employee of an organization who holds a position that is not assigned a particular job and job title within the classification system and who meets one or more of the following criteria: (1) Holds a direct policy-making position at the department or organization level; or (2) Reports directly to the president or Chief Executive Officer of the organization.” West Virginia Code §18B-7-11 (as amended in 2013) limits the number of employees designated as nonclassified to 20% of the total number of retirement program eligible classified and nonclassified employees, excluding retirement program eligible athletic coaches. The statute allows a period of time for organizations to comply with the 20% limit. By July 1, 2013 organizations were to have reduced the number (if necessary) to 25%. The deadline to achieve compliance with the 20% limit is July 1, 2015. However, the statute allows an exception. Organizations may place up to twenty-five percent of the total number of classified and nonclassified employees in the category of nonclassified provided that “the governing board of the institution votes to approve any percentage of fraction of a percentage number above twenty percent and seeks and receives the approval of the commission or council, as appropriate, before increasing the total above twenty percent.” The 2013 legislation assigned the duty of jointly establishing criteria for the purpose of making decisions on approving or disapproving requests by organizations to exceed the twenty percent limit to the Commission and Council. The criteria was developed by Commission and Council staff and distributed to all organizations under their respective purviews.

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Blue Ridge Community and Technical College is currently in compliance with the July 1, 2015 limit of twenty percent nonclassified employees. The organization is seeking approval to increase its percentage of employees assigned to the nonclassified category from 19.5% to 25%. As required by the Criteria developed, the Board of Governors for Blue Ridge Community and Technical College unanimously approved the 25% limit at its meeting on December 3, 2014. A copy of the minutes are included with this request. Also attached are the nonclassified job descriptions and a list of titles detailing the reasons the organization placed the positions in the nonclassified category. Blue Ridge Community and Technical College seeks approval to place three additional positions in the nonclassified category. The three positions are funded through the West Virginia Bridging the Gap Consortium by the “Trade Adjustment Assistance Community College and Career Training (TAACCCT) Grant Program.” Given the current budget conditions for State supported organizations, these positions are not sustainable after expiration of grant funding. Additional justification provided for adding the positions to the nonclassified category include market competitiveness of the newly requested positions, the temporary nature of positions that are grant-funded, the critical size/scope of the roles driven by grants, and the market in which they must compete (subburb/outburb of D.C. metro and Northern Virginia). Blue Ridge Community and Technical College is seeking approval only until July 1, 2016. As such, it was not necessary to submit a specific plan, measure, or method to reduce the number of nonclassified employees as of July 1, 2016 to back to 20%.

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Criteria for Requests to Exceed Twenty Percent Limit for Nonclassified Personnel

WV Code §18B-7-11

• Provide evidence of the Governing Board’s vote to approve a specific percentage of nonclassified employees above twenty.

• Details of the position(s) currently designated as nonclassified. (Job Descriptions and List of

Titles* described below.)

• Justification for placing additional position(s) in the nonclassified category

• Percentage of Nonclassified prior to request for increase (calculated using the formula** below)

• Percentage of Nonclassified for which approval is requested

• Provide specific measures, steps, plans, or methods to reduce the number of nonclassified employees to no more than twenty by July 1, 2016

*List of Titles: Include a list of specific positions (title, location, and FTE) categorized based on the criteria for designation of nonclassified found in the definition in WV Code §18B-9A-2(i)(1) and (2). The criteria are:

(1) Holds a direct policy making position at the department level (indicate department) (2) Holds a direct policy making position at the organization level (indicate organization) (3) Reports directly to the President or Chief Executive Officer of the organization.

Include other categories not listed above (4) Positions considered critical to the operations of the institution (include the specific reason) (5) Highly market competitive positions (indicate the competitive market and provide supportive documentation) (6) Other (Provide reason for placing in nonclassified category)

**Formulas for calculating nonclassified: Current percentage of Nonclassified: (N/(C + N))*100= Current percentage of nonclassified. 20% Nonclassified Goal by 7/1/2016: (C+N)*.20= Maximum number of nonclassified allowed C= headcount total classified employees with FTE>.53 less headcount classified athletic coaches with FTE>.53 N= headcount nonclassified employees with FTE>.53 less headcount nonclassified athletic coaches with FTE>.53

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Page 1 of 2

Blue Ridge Community and Technical College Board of Governors Meeting December 3, 2014, 12:00 p.m.

Blue Ridge Community and Technical College 13650 Apple Harvest Drive, Martinsburg, West Virginia, 25403

In attendance: Al Britton, Dr. Peter Checkovich, Stephanie Harvey, Becky Linton, Teresa McCabe,

Heather McIntyre, Cassi Reynolds, Patti Sherwood, and Bill Stubblefield.

Guests: Mike Byers, Tiffany Hine, Kimberly Lineberg, Megan Michael, Dr. Craig Miller, Jenn Jordan,

Dr. George Perry, Leslie See, and Dr. Ann Shipway.

Call to order: Teresa McCabe, Chair, called the December 2014 meeting to order at 12:19 p.m.

Approval of the November 2014 minutes: Becky Linton moved; Stephanie Harvey seconded, and the

November 2014 minutes were unanimously approved.

President’s Report:

President Checkovich reported that the College has received the prestigious honor of being named the

2014 Best Large Business of the Year by the Martinsburg-Berkeley County Chamber of Commerce.

President Checkovich reported that the College has been identified by Community College Weekly as

one of the top three fastest growing colleges in the United States. The official publication will be

released on Monday, December 8, 2014.

President Checkovich reported that the Board will have an orientation session on Wednesday,

January 7th, 2015 at the Headquarters building.

President Checkovich spoke about the 2014 Merry and Bright event, and mentioned that sponsorship

funds have exceeded the 2013 sponsorships.

Jennifer Jordan provided the In the Media report and reviewed many articles and advertisements

pertaining to Blue Ridge CTC.

Non-classified Ratio Exception Proposal: Kimberly Lineberg presented the Non-classified Ratio

Exception proposal. Currently, there are 55 employees that are categorized as non-classified or

classified, with ten of these being non-classified and 45 being classified, and a non-classified ratio of

19.6%. The ratio is limited to 20% non-classified versus classified; however, the West Virginia Code

does allow this percentage to be increased to 25% with Blue Ridge CTC Board of Governors and West

Virginia Community and Technical College Council approval. Raising the ratio to 25% at Blue Ridge

CTC would allow for three additional non-classified positions. Two of these positions have already been

identified.

Bill Stubblefield made a motion to approve the non-classified percentage increase to 25%, as set forth in

the West Virginia State Code; Becky Linton seconded, and the motion passed unanimously.

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Page 2 of 2

Workforce Development Report:

Dr. Ann Shipway reviewed Series 12 with the Board, noting that this series focuses on efficient use of

space, facilities maintenance plans, and appropriate costs for maintaining facilities. Series 12 also

mandates that all colleges have a campus development plan that is approved by the Board.

The Board is responsible for submitting an updated campus development plan, which includes the plan

itself, the master plan/Compact, which is the College’s strategic plan, and the campus development plan

objectives.

Dr. Shipway also reviewed a document containing the facilities requests from all higher education

institutions across the State of West Virginia. Blue Ridge CTC has requested funding for a STEM

building to be placed on the Headquarters property.

Dr. Shipway spoke about additional space that the College is considering at the Tech Center. This space

will house multiple new programs.

Finance Report:

Kimberly Lineberg reported that the College must obtain an education bond for online learning for

students residing in the State of Maryland. This bond is a requirement of the Maryland Higher Education

Commission and will permit students from the State of Maryland to enroll in 100% online programs at

Blue Ridge CTC. The recommendation of the Board is to table this issue for now. The Board decided

further discussion is needed on this and did not take action.

Information on the State Authorization Reciprocity Agreement (SARA) was presented to the Board. If

the College becomes a member of SARA, it will not have to apply to other states that are enrolled in

SARA when students residing in the specific state enroll in programs that are 100% online. There will

be an annual fee for this in the amount of $2,000.00 payable to the West Virginia Higher Education

Policy Commission.

Kimberly Lineberg presented and reviewed the financial statements as of September 30, 2014.

Enrollment Report: Leslie See provided an overview of the Enrollment Management division to the

Board. She also reviewed enrollment trends, beginning with 1716 in 2005 and ending with 5528 in

2014. Leslie also reviewed the 2014 enrollment goals.

Executive Session: An Executive Session was not held.

The meeting was adjourned at 1:43 pm.

Respectfully Submitted,

Megan Michael, Recording Secretary

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Blue Ridge Community and Technical CollegeList of Non-classified Titles by Category

President X - BRCTC X - Reports to Board of Governors X - Chief ExecutiveX - Washington metro/Northern Virginia

Suburbs/Outburbs Serves at will and pleasure of the BOG

A/R Supervisor X - Finance/Business OfficeX - Manages all A/R, student billing, third-

party contractsX - Washington metro/Northern Virginia

Suburbs/Outburbs

Comptroller X - Finance/Business Office X - BRCTCX - Manages day to day ops of business

office; oversees internal contrls and assetsX - Washington metro/Northern Virginia

Suburbs/Outburbs

Development Director X - Foundation

X - Supplement annual operating needs, capital needs, and growth of new and

ongoing programs.X - Washington metro/Northern Virginia

Suburbs/Outburbs

Director of AccessX - Admissions and Enrollment

Management X - BRCTCX - Chief administrator of admissions

programs.X - Washington metro/Northern Virginia

Suburbs/Outburbs

Director of Financial AidX - Financial Aid and Enrollment

Management X - BRCTC

X - Plans, implements, directs, oversees and evaluates the institution's overall

financial aid operationsX - Washington metro/Northern Virginia

Suburbs/Outburbs

Director of SecurityX - Security and Enrollment

Management X - BRCTCX - Responsible for a comprehensive

program of campus securityX - Washington metro/Northern Virginia

Suburbs/Outburbs

Exec. Assist. To the Pres. and BTG WIB Coord. X X - Direct support of President

X - Washington metro/Northern Virginia Suburbs/Outburbs

WIB liaison. Coordinates WIA/TAA for college to include major federal grant

initiativesFinancial Operations Manager (NEW - See Request Document) X - Finance/Business Office

X - Specialized in cash activity and oversees daily operations of the deparment

X - Washington metro/Northern Virginia Suburbs/Outburbs

Job Placement Specialist (NEW - See Request Document) X - Career Services

X - Placement requirements for BTG grant programs; develop, organize and

implement career assessment/planning and job placement strategies, interventions

and activities. Outside salesX - Washington metro/Northern Virginia

Suburbs/Outburbs

X - Major federal grant initiative requiring flexibility of at-will status and need for short-

term compensation incentive

Senior Staff Accountant X - Finance/Business OfficeX - Primary resource for payroll, grant

accounting and fixed asset managementX - Washington metro/Northern Virginia

Suburbs/Outburbs

VP of IT X - IT X - BRCTC X

X - Responsible for overall planning, organizing and execution of all IT functions

for the College (enterprise-wide)X - Washington metro/Northern Virginia

Suburbs/Outburbs

(5) Highly market competitive positions (indicate the competetive market and provide supportive documentation).

(6) Other (provide reason for placing in nonclassified category).Lis

t of

Titles a

nd

Reasons (1) Holds a direct policy making

position at the department level (indicate department).

(2) Holds a direct policy making position at the organization level (indicate organization).

(3) Reports directly to the President or Chief Executive Officer of the organization. Include other categories not listed above.

(4) Positions considered critical to the operations of the institution (include the specific reason).

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A/R & Payroll Supervisor FLSA Status: Exempt Job Status: Non-Classified Job Family: Financial and Accounting Department: Finance Reports to: Comptroller Summary: The incumbent will perform at the top level of payroll administration. The incumbent will also manage key areas in Accounts Receivable/cashiering including Cash Management, Student Tuition Bill administration, Student Refund Check administration and supervision, Third-party Contract administration and supervision and Bookstore administration and coordination with Barnes and Noble, the institution’s third party bookstore. This position will assist the Comptroller and CFO in various reporting functions to management, state agencies, and the Board.

Distinguishing Characteristics: This position serves as the institution’s primary resource for A/R and payroll processing and accounting. This position will supervise multiple Program Assistants for A/R and a Payroll Representative (non-exempt, classified staff) as front-line supervisor. This position performs specialized accounting functions and technical operations using detailed and complex applications, programs and procedures. Duties and Responsibilities: This position will perform the following:

• Responsible for maintenance and security of employee and payroll date in the State payroll system; • Review and validate payroll/budget codes within the financial budget system • Review and approve payroll source entry spreadsheets for payroll processing • Review and approve unusual and infrequent payroll transactions/corrections • Review monthly payroll deduction reconciliations (health/life insurance) • Review and approve reconciliations for federal work study, budget variances, and quarterly tax returns • Responsible for preparation and submission of all Federal and State payroll tax returns • Closely coordinate and support Budget Office and HR department in sharing necessary information • Work closely with State Auditor’s Office and State Treasurer’s Office with regard to payroll • Review policies, procedures and controls and recommend changes, as needed • Supervise Cashiers/Program Assistants regarding accepting and posting daily cash transactions, reconciliations including

Cash, Credit Card, Outside Sources and Intergovernmental transfers (IGTs) • Supervise file retrieval and posting of online credit card transactions via website and Student BRIDGE accounts • Reconcile all WEB Cashier transactions to student accounts (verify postings provided by Cashiers) • Review and Manage Application and Transcript fee collection and posting • Manage processing of other miscellaneous deposits (i.e., SGA, testing fees, reimbursements) • Review/Verify daily Cashier Sessions • Record/Review Daily Cash Worksheet transactions and Reconcile to FIMS Daily Deposit Reports • Coordinate with Staff Accountant to resolve any deposit issues as they relate to bank reconciliations • Initiate/Review/Calculate weekly refund report in Banner; Train Program Assistants to calculate and recognize erroneous

postings and/or nonrefundables • Prepare checks via Intellichek; obtain signature and prepare for distribution • Supervise preparation and distribution of initial refund checks at start of each term • Coordinate w/Enrollment to determine attendance issues • Confirm posting of all relevant financial aid (i.e., grants, loans, scholarships, waivers, etc.) • Advise BB&T bank of approximate distribution amount; advise all local banks of distribution date • Supervise setup of initial parameters for student bills at start of semester • Confirm electronic distribution of student tuition bills • Work with Enrollment/Financial Aid to resolve billing questions • Supervise research and response to students regarding billing questions • Change parameters to reflect appropriate billing percentages • Determine dates for electronic and onsite dates for bookstore purchases by students using Financial Aid • Coordinate with bookstore representative to ensure accurate and timely file transfers on a daily basis

Human Resources Department

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• Import file, verify posting to student account (staff to perform) and reconcile to bookstore invoice, upon receipt • Prepare Third Party Bookstore invoices • Upon full reconciliation, prepare documents for State Treasurer’s Office payment to bookstore via FIMS • Coordinate with Barnes & Noble and internal staff during implementation of new bookstore processes • Supervise initial setup for third party contracts at start of each semester • Manage and review each contract in conjunction with specific requirements for each agency • Prepare and Monitor master contract spreadsheet for each term • Supervise maintenance of contract files • Review or post approved contract amounts to contract files • Ensure proper application to student accounts • Maintain Contract Matrix to accurately reflect methods/terms of each agency • Invoice agencies near mid-term for both tuition and books (where applicable) • Track and reconcile incoming payments from third party agencies

Minimum Qualifications: Requires an associate’s degree with 2-4 years of relevant experience in the areas of payroll processing and administration and 1-3 years of a working knowledge of cash and accounts receivable processes in an academic environment. Advanced excel skills is required. Prior supervisory experience of personnel in more than 1 area of finance and accounting is preferred. Knowledge, Skills, and Abilities Required:

Knowledge of payroll processes, rules, tax, reporting and state payroll regulations. Knowledge and ability to apply federal wage and hour guidelines as governed by the Fair Labor Standards Act. Ability to use Excel in conjunction with complex reconciliation requirements for payroll data and student receivable data

management Ability to logically resolve problems in a timely fashion. Ability to communicate payroll and A/R requirements to staff and clients. Ability to work under pressure of deadlines. Ability to maintain confidentiality while working with extensive attention to detail. Ability to multi-task while overseeing two primary functions of finance. Ability to communicate with and administer A/R transactions of third-party vendors.

Licensure/Certification Required: None. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying of boxes of materials/supplies, climbing stairs, walking and consistent use of computer. Reviewed by: J. Ruble, Director of HR Date Reviewed: 1/15/13

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Comptroller FLSA Status: Exempt Job Status: Non-Classified Job Family: Financial and Accounting Department: Finance Reports to: CFO Summary: The Comptroller is responsible for maintaining and reporting financial and accounting data, budget development and administration, management of the day to day operations of the finance office. This position is also responsible for establishing and implementing effective internal controls and the safeguarding of institutional assets. Distinguishing Characteristics: The incumbent is responsible for the institution’s centralized accounting functions, which includes both long-range planning and strategic initiatives as well as oversight of the efficient day-to-day clerical, fiscal and administrative functions of the areas that report to the position. The incumbent must also ensure future planning and implementation for systems, reporting and processing needs. Assignments are carried out using self-initiative without detailed instructions, and the incumbent holds responsibility for devising strategies and processes for and meeting all federal, state and other required reporting. Duties and Responsibilities: This position will perform the following:

Daily Accounting Administration – Ensure all accounting policies and procedures are followed: WV Code, Higher Education Policies, WV State Auditor policies, P-Card policies, purchasing policies, travel policies; Obtain full knowledge of applicable accounting principles and policies required by GASB, FASB, WSAO and HEPC; Review, recommend, and set accounting policies and procedures; Maintain a documented system of established accounting policies and procedures. Obtain knowledge of the business conducted by the institution; Review, revise, maintain and implement internal control systems. Manage the filing, storage and security of documents. Direct the day to day operations of the finance office. Interact with departments on an on-going basis to provide guidance on budgets, accounting policies and other issues that may arise.

Transaction Management - Responsible for general ledger maintenance, ensure transactions are properly recorded and entered, prompt processing of accounts payable, ensure timely resolution of transaction issues, oversee purchase order system, and ensure timely payroll processing. Ensure collection activities and accounts receivable administration are satisfactory..

Reporting – Assist CFO with preparation of financial statements and financial analysis, including but not limited to operating metrics and budget variances. Other financial analysis and special projects may be assigned by the CFO or President; Coordinate the provision of information to external auditors for annual audit.

Budget Administration – preparation of institutional budget. This position will work closely with the CFO in the development and modifications to budgets; Prepare for approval and submit annual budget according to State requirements; Prepare annual budget report for Board of Governors; Provide budget analyses for divisions on a regular basis or as needed; review and approve budget changes; ensure that no divisional or grant budget exceeds the approved budget allocations; Quarterly budget variance reports will be prepared for the Board’s review.

Other duties as assigned.

Minimum Qualifications: Bachelor's degree in accounting, financial management or directly related field required. Master’s degree preferred. A minimum of 5 years of professional accounting experience, preferably in governmental operations, with increasingly responsible work. Knowledge, Skills, and Abilities Required:

Financial management knowledge and transaction processing skills. Expert knowledge of accounting principles and procedures of GAAP, FASB, and GASB. Knowledge of systems used in centralized accounting and financial management, and the ability to effectively evaluate

system upgrade needs and to implement new systems as needed or as warranted. Demonstrated ability to establish and maintain cooperative working relationships among all levels of employees

within the organization.


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Proficiency in computer applications such as Microsoft Office and databases.. Organizational, verbal and written communications skills. Excellent communication and interpersonal skills. Ability to work with minimal supervision. Ability to analyze and resolve problems. Strong work ethic. Proven supervisory and leadership skills. Ability to maintain confidentiality of sensitive information.

Licensure/Certification Required: CPA required. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying boxes of materials/supplies, traveling to different locations/sites, climbing stairs and near-constant use of computer. Reviewed by: J. Ruble, Director of HR Date Reviewed: 1/28/13

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Development Director FLSA Status: Exempt Job Status: Non-Classified Job Family: Development/Fundraising Department: Workforce & Engineering Technologies Reports to: VP of Workforce & Engineering Technologies Summary: This position will develop and implement short-term and long-term fundraising plans to supplement the annual operating needs, capital needs, and other new or ongoing program needs for Blue Ridge Community and Technical College. This position will oversee public relations and marketing that pertain to development activities. Distinguishing Characteristics: This is a professioinal job that is minimally structured, with the incumbent receiving instruction and feedback on duties to be performed on an as needed basis. There is only one Development Director position with this size and scope for the institution. This position may supervise Developmental Assistant(s) and/or administrative support personnel. Duties and Responsibilities: This position will perform the following:

Develop the articles of incorporation, policies, and procedures for the foundation. Integrate the foundation’s policies and procedures, mission, and vision into a strategic plan. Identify, research, and cultivate funding sources to include corporate, other foundations, government, and individuals in

support of the foundation and its activities. Develop solicitation materials and prepare funding applications to various sources. Act as a resource to program staff

involved in funding application/writing grants, and assist in the submission of new funding requests. Develop and maintain records for all donations and recognitions to include donor acknowledgments. Establish and implement an annual calendar of fundraising and grant-writing activities to include organization and

program special events. Assist in the development and implementation of new foundation related programs and directions. Serve as staff liaison to the foundation’s board of directors and assume responsibility for cultivating and supporting this

board. Serve as a foundation representative to outside groups, including the media, in regard to fundraising activities and public

relations. Develop and coordinate the production of printed materials including brochures, newsletters, invitations, and website

information maintenance. Cultivate alumni and form an alumni association. Travel as required. Duties as assigned.

Minimum Qualifications: Requires a bachelor’s degree in business, public relations, communications or other directly related field. Master’s degree preferred. Prior relevant experience in development activities for a higher education or other non-profit institution. 3+ years of experience in fundraising and public relations. Prior grant writing experience preferred. Knowledge, Skills, and Abilities Required:

Demonstrated excellent verbal and written communication skills in working with donors. Positive interpersonal communication skills with a diverse group of individuals at all organizational levels, both inside and

outside the College. Demonstrated knowledge of high-level event planning. Strong organizational, writing, analytical and problem solving skills. Proven ability to effectively manage multiple funding opportunities and meet deadlines. Must have a proven knowledge of current fund raising techniques, practices including donor solicitation, prospect

management and tracking, and donor recognition. Knowledge of basic bookkeeping/accounting principles. Must be able to demonstrate knowledge of computer applications appropriate to work (Microsoft applications including,

Word, Excel, Access, PowerPoint). Must be able to demonstrate a record of successful fundraising experience.


34

Ability to solicit major gifts. Ability to maintain confidentiality. Ability to travel independently as necessary. Ability to work evenings and weekends as necessary. Ability to work with diverse constituencies. Ability to work independently using considerable judgment.

Licensure/Certification Required: Certified Fundraising Executive (CFRE) preferred. Valid driver’s license required. Physical/Work Demands: Job duties are performed in a standard work environment and require bending, stooping, sitting and carrying of light objects weighing up to 25 pounds. Travel by automobile to attend and coordinate events is required. Reviewed by: J. Ruble, Director of HR Date Reviewed: 1/28/13

35

Director of Access FLSA Status: Exempt Job Status: Non-Classified Job Family: Financial Aid Department: Enrollment Management Reports to: VP of Enrollment Management Summary: Plans, implements, directs, oversees and evaluates the effectiveness of the institution’s overall admission and student success operations. Manages the admissions’ professionals who are responsible for the successful execution of the recruitment program. Distinguishing Characteristics: This position serves as the institution’s chief administrator of admissions programs. There is only one Director of Access position for the College. The incumbent leads the institution’s admissions organization in continuing the institutions record for improving the academic profile and geographic diversity of its first year and transfer entering classes, using innovative recruiting technology and techniques. This position directly and indirectly supervises all Access staff and respective activities to include student success and retention, disability services, First Year Experience and ACFN Reading classes. This position is the leader of the customer experience for the Enrollment Management office. Duties and Responsibilities: This position will perform the following:

Direct and coordinate admissions program for the College according to policies developing by the governing board. Supervise and train all front line staff. Directs program of admissions counseling and reviews exceptional admissions’ cases. Review admissions’ requirements and student transfer credit policies. Participate as a member of the senior enrollment management team. Evaluates courses offered by other schools to determine their equivalency to courses offered on campus. Directs preparation of printed materials explaining admission requirements and transfer credit policies for dissemination to

other schools. Counsel students having problems relating to admission and collaborating with faculty and staff regarding all recruiting

and program specific admissions. Set up and lead recruitment events. Organize and implement effective Orientation sessions with emphasis on continuous improvement. Ensure coverage for main information desk. Develop partnerships with high schools and service agencies.

Minimum Qualifications: Master’s degree in communications, business, or higher education or related field is required. 5 years of experience in sales or recruiting required as well as 5 years of experience in education administration. At least 5 years of supervisory experience of exempt and non-exempt positions required and demonstrated experience working with diverse populations. Knowledge, Skills, and Abilities Required:

Ability to analyze recruitment-related data and assess programming activities as part of a strategic enrollment planning initiative.

Knowledge of innovative uses of technology and communication in the recruitment process. Ability to work with at-risk and diverse populations. Ability to adhere to and make decisions regarding protected classes in alignment with federal, state law and institutional

policy. Knowledge of ADA, IEPs, and 504 plans. Ability to evaluate educators and leverage improvement tactics for educators below performance thresholds. Ability to manage student behavioral concerns and levying sanctions as appropriate. Ability to use independent judgment and to manage and impart information to a range of clientele. Knowledge of or the ability to quickly learn and apply the principles, practices, methodology, and procedures for the

provision admissions. Superior organizational and interpersonal skills.


36

Ability to facilitate organizational development and change. Ability to supervise and train employees, to include organizing, prioritizing and scheduling work assignments. The ability to create a cooperative work environment. Solid familiarity with and skill in the operation of a personal computer and related software programs, plus the ability to

quickly learn computerized student information systems. Demonstrated written and oral communication skills, including public speaking experience and solid platform training

skills. Demonstrated commitment to and excellence in customer service. Analytical and problem-solving skills sufficient to analyze and resolve complex situations. Ability to coordinate a wide variety of tasks and projects taking place simultaneously and prioritize work functions. Ability to maintain confidentiality. Ability to work independently. Ability to travel locally frequently and out-of-town as needed for seminars and training. Ability to work weekend and evenings as required.

Licensure/Certification Required: Valid driver’s license. Physical/Work Demands: Work is typically performed in a normal office or classroom environment; some duties may require lifting and carrying boxes of materials/supplies up to 25 lbs., traveling to different locations/sites, climbing stairs and near-constant use of computer. Reviewed by: J. Ruble, Director of HR Date Reviewed: 1/28/13

37

Director of Financial Aid FLSA Status: Exempt Job Status: Non-Classified Job Family: Financial Aid Department: Enrollment Management Reports to: VP of Enrollment Management Summary: Plans, implements, directs, oversees and evaluates the effectiveness of the institution’s overall financial aid operations, and manages the financial aid staff. Distinguishing Characteristics: This position serves as the institution’s chief administrator of financial aid programs. There is only one Director of Financial Aid position for the College. The incumbent administers the institution’s overall financial aid operations, from providing financial aid information to students and parents, to counseling, to determining and making awards, to establishing and maintaining systems to administer the programs, to hiring, training and developing staff, to financial reporting. This position directly and indirectly supervises all financial aid staff to include Financial Aid Counselors and Financial Aid Assistants. Duties and Responsibilities: This position will perform the following:

Oversees all processing and distribution of federal, state, and institutional financial aid and private scholarships for BRCTC monitoring compliance with state, federal, and institutional financial aid policies.

Supervise participation of BRCTC in the Direct Lending Program and providing day-to-day administration. Evaluate awarding practices that meet both student need and institutional enrollment strategies. Serve on campus, state and regional committees related to financial aid.

Provides leadership in areas of student systems development and implementation. Oversee daily operation of the BANNER system and troubleshooting problems that arise. Participate as a member of the senior enrollment management team. Supervise a full-time staff plus part time and student workers. Attends financial aid conferences, seminars and training sessions in order to remain current on federal, state and other

financial aid regulations. Facilitate weekly staff meetings to keep team apprised of regulations and practices. Counsels currently enrolled students, prospective students, and parents concerning financial aid procedures, eligibility

requirements, aid availability, etc. Answers inquiries regarding financial aid programs and policies. Informs students of important dates of financial aid process—deadlines, etc. Awards all types of financial aid based on established eligibility and packaging policies. Assists with special circumstances, professional judgments and awarding of summer school aid. Assists in implementation of pre-semester packaging, awarding, financial aid notifications and disbursements. Process verification of eligibility for financial assistance for students. Review over awards and make adjustments as needed. Assist with orientation and registration. Present financial aid information to students/parents at on-campus activities, high school financial aid nights and other

events as scheduled.

Minimum Qualifications: Bachelor’s degree in Student Services, Higher Education Administration, Business, Finance or related field or an equivalent combination of education and/or experience in related fields. 5 years of direct experience with financial aid programs at a post-secondary institution required. 3 years of SCT Banner or comparable computer system and application experience required. Prior supervisory experience of exempt and non-exempt positions required. Knowledge, Skills, and Abilities Required:

Ability to use independent judgment and to manage and impart information to a range of clientele. Ability to plan, develop, coordinate, and direct student financial assistance programs and initiatives. Knowledge of or the ability to quickly learn and apply the principles, practices, methodology, and procedures for the

provision of student financial aid.


38

Ability to identify and secure alternative funding/revenue sources. Skill in budget preparation and fiscal management. Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing

new strategies and procedures. Knowledge of or the ability to quickly learn and apply federal and state laws, regulations, and policies pertaining to the

provision of student financial aid. Ability to analyze and interpret financial information and to develop and prepare financial reports and analyses. Interpersonal and community relations skills and the ability to communicate and work effectively within a diverse

community. Ability to supervise and train employees, to include organizing, prioritizing and scheduling work assignments. Knowledge of current and developing information services capacity requirements to support operational needs and

directions. The ability to create a cooperative work environment. Solid familiarity with and skill in the operation of a personal computer and related software programs, plus the ability to

quickly learn computerized student information systems. Familiarity with or the ability to quickly learn specific Compliance Rules and Regulations. Ability to learn, understand and apply federal and state financial aid regulations. Demonstrated written and oral communication skills, including public speaking experience and solid platform training

skills. Strong interpersonal skills and commitment to working with students from diverse backgrounds. Demonstrated commitment to and excellence in customer service. Analytical and problem-solving skills sufficient to analyze and resolve complex situations. Ability to coordinate a wide variety of tasks and projects taking place simultaneously and prioritize work functions. Sound math and financial recordkeeping skills. Ability to maintain confidentiality. Ability to work independently.

Licensure/Certification Required: None. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying boxes of materials/supplies, traveling to different locations/sites, climbing stairs and near-constant use of computer. Reviewed by: J. Ruble, Director of HR Date Reviewed: 1/28/13

39

Director of Security FLSA Status: Exempt Job Status: Non-Classified Job Family: Security Department: Enrollment Management /Security Reports to: VP of Enrollment Management Summary: Responsible for providing a comprehensive program of campus security in order to establish and maintain a safe campus atmosphere for students, employees, and the general public. Administers safety and emergency preparedness initiatives campus-wide. The Director will lead, supervise, schedule and evaluate all security personnel.

Distinguishing Characteristics: This position serves as the institution’s primary resource for security services and operations. There is only one Security Director position with this size and scope for the institution. The incumbent administers the institution’s overall Security operations at a mid-to-senior level. Duties and Responsibilities: This position will perform the following:

Provides guidance to all security personnel in performing normal duties. Trains and monitors security personnel by observing persons and property as it relates to preventative tactics. Oversee the technical applications relevant to safety and security systems. Supervises patrols and community services by providing work schedules to assure proper coverage. Performs additional coverage for special events off campus such as but not limited to graduation. Directs traffic on campus as appropriate. Maintains security ID procedures to include administration of student and employee I.D. badges. Develops, implements, and trains all school persons on protocols in areas as it relates to providing safety to all persons

and property. Participates in crime prevention measures and training by promoting crime awareness. Performs miscellaneous duties which may include transporting bank deposits, assisting students, faculty and staff with

vehicle issues, assisting authorities to locate personnel or students on campus, or light maintenance to secure property. Responds to requests for assistance from local law enforcement authorities as it pertains to campus. Reviews and approves documentation relating to daily security activities and reports to the appropriate individuals relating

incidents and accidents occurring on campus property. Serve on the college’s Rapid Response Team. Perform other duties as assigned to support the operation of the College.

Minimum Qualifications: A minimum of 10 years’ experience in specific security-related positions which may include previous military and law enforcement experience. Candidate may possess a bachelor’s degree in Criminal Justice or similar field. While not required, a degree will be considered for equivalency in combination of education and experience. Documented training and credentials in safety and security required. Knowledge, Skills, and Abilities Required:

Ability to organize diverse populations and protocols under pressure. Ability to work closely and compatibly with multiple internal and external parties. Ability to communicate in a professional and candid manner with students, employee, and the general public regarding

sensitive matters. Ability to train and lead a team of employees to ensure consistent safe and secure campus practices. Ability to prioritize work projects and work as a team player – internal and external to department. Ability to logically resolve problems in a timely fashion. Knowledge of security systems and ability to operate and troubleshoot. Ability to analyze and diffuse difficult situations. Ability to supervise multiple employees and scenarios at multiple locations concurrently. Ability to adapt to changing concerns and needs of the campus environment. Ability to be on call and respond to emergency situations during off hours.


40

Knowledge of industry safety and security standards and how to apply directly to institutional needs. Licensure/Certification Required: CPR, First Aid, EMR. Physical/Work Demands: Work is typically performed in a normal office or school environment (90%) and on campus grounds outside (10%); some duties may require lifting and carrying boxes of materials/supplies up to 50 lbs.; frequent travel to different locations/campuses; climbing stairs and frequent use of computer. May require long periods of standing and walking. Reviewed by: J. Ruble, Director of HR Date Reviewed: 1/23/13

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Executive Assistant to the President Bridging the Gap WIB Coordinator

FLSA Status: Exempt Job Status: Non-Classified Job Family: Administrative Support Department: President’s Office and School of Workforce Development & Engineering Technologies Reports to: President and Vice-President of Workforce Development & Engineering Technologies Summary: Executive Assistant to the President: Provides high-level administrative professional support to the institutional President and VP of Workforce & Engineering Technologies. Serves as Office Manager for the Workforce Division and Program Coordinator for WIA/TAA. Bridging the Gap WIB Representative: Coordinate with and serve as the liaison to the Region 7 Workforce Investment Board (WIB). Work with the WIB to counsel students about setting realistic career goals and completing the degree or certificate program that will enable the students to meet the aforementioned goals. Distinguishing Characteristics: Work is characterized by the high degree of confidentiality and sensitivity of information the incumbent deals with and the diversity of contacts with whom the incumbent interacts, from employees to state officials, legislators, the governing board members, the Higher Education Policy Commission and Community and Technical College System Council staff, media personnel, and the general public on programs, policies, and procedures of the President’s Office and Workforce division. Duties and Responsibilities: This position will perform the following as the Executive Assistant to the President:

Provides direct support to the President of the College. Prepares written communication for the President of the College addressed internally and externally. Coordinates all travel arrangements for the President of the college and prepares corresponding paperwork. Co-manages the 128200/500000 (President Checkovich) budget. Serves as buyer for the President of the College through the use of a state issued P-card. Plans and coordinates all events and meetings for the President of the College; takes minutes at these events and

meetings. Serve as a liaison to the Board of Governors. Serves as recording secretary for the Board of Governors meetings; plans, prepares, and makes all arrangements for the

monthly Board of Governors meetings, including filing with the WV Secretary of State Office Assist with accreditation; serve on the Accreditation Steering Committee and on a criterion committee. Responsible for attending training and conferences to maintain skills to perform the above tasks. Manages customer relations as assigned by the President. Organizes special projects as assigned by the President which may include the following: Provides direct support to the VP of Workforce and Engineering Technologies. Serves as buyer for the VP of Workforce and Engineering Technologies through the use of a state issued P-card. Co-manages 128200/541000 (Workforce and Engineering Technologies) budget. Assists with department budgets and with budget planning. Responsible for Workforce and Engineering Technologies accounts receivable invoicing/billing. Plans and coordinates events and meetings for the Workforce and Engineering Technologies Department. Schedules

staff appointments with the VP and completes arrangements for committee meetings for the VP. Serves on the Chamber of Commerce Workforce Development committee. Assists with and coordinates human resource activities and hiring within the Workforce and Engineering Technologies

division. Responsible for attending training and conferences to maintain skills to perform the above tasks. Research labor market data for new technical programs and grants. Obtains support/commitment letters for grants. Assists in data tracking and accountability report preparation for all grants. Serves as buyer for the Workforce and Engineering Technologies through the use of a state issued Visa.


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Maintains accurate purchasing records, which includes reconciling of the Visa and of the VP’s Visa with purchase receipts, maintain a detailed Visa log sheet of purchases, communicate with vendors regarding billing, delivery, discrepancies and/or returns.

Creates, writes, and manages contracts and files for the Workforce Investment Act (WIA) program and for the Trade Adjustment Assistance (TAA) program.

Manage Blue Ridge CTC information in the Workforce WV statewide MACC computer system. Analyze data and report on same within this system for every approved degree, certificate, program and/or course.

Update the system annually. Manages WIA/TAA coordination efforts across the institution and coordinates assistance from other Blue Ridge CTC

divisions as needed to provide services to the students. Other duties as assigned by the President.

This position will perform the following as the Bridging the Gap WIB Representative:

Update the system annually. Manages WIA/TAA coordination efforts across the institution and coordinates assistance from other Blue Ridge CTC

divisions as needed to provide services to the students. Other duties as assigned by the President.

Minimum Qualifications: Bachelor's degree in a related field and 4-6 years of increasingly responsible experience working for an administrator or executive; 3 years of experience as Office Manager with financial/accounting responsibilities required. Knowledge, Skills, and Abilities Required: Executive Assistant to the President:

Knowledge of business best practices and entry-level accounting principles. Knowledge of office methods, procedures and protocol. Ability to use computer applications such as Microsoft Office to maintain critical data. Strong organizational skills with attention to detail. Ability to multi-task and manage a diverse and complex workload that deviates day to day based upon needs of several

parties. Ability to work independently and in a team environment. Ability to attend training for WIA/TAA and WorkKeys and implement knowledge into workplace practice. Positive interpersonal communication skills with a diverse group of individuals at all organizational levels, both inside and

outside the College. Excellent verbal and written communication skills. Ability to maintain confidentiality. Ability to work with diverse constituencies. Ability to work independently using considerable judgment.

Bridging the Gap WIB Representative:

Serve on the Region 7 WIB Serve as a liaison/counselor for all WIA and TAA students Serve as the liaison to the Region 7 WIB for the BTG program Assist with the collection of student outcome data

Licensure/Certification Required: None. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying boxes of materials/supplies up to 25 lbs., traveling to different locations/sites, climbing stairs and near-constant use of computer. Reviewed by: J. Ruble, VP of HR Date Reviewed: 9/12/14

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Senior Staff Accountant FLSA Status: Exempt Job Status: Non-Classified Job Family: Financial and Accounting Department: Finance Reports to: Comptroller Summary: The incumbent will perform at the top level of payroll administration. The incumbent will also be responsible for fixed asset accounting, grant accounting, budget maintenance, modifications and reconciliations, and assist with general ledger maintenance. This position will assist the Comptroller and CFO in various reporting functions to management, state agencies, and the Board.

Distinguishing Characteristics: This position serves as the institution’s primary resource for payroll processing, grant accounting and fixed asset management. This position will supervise the Payroll Representative (non-exempt, classified staff) as front-line supervisor, and performs specialized accounting functions and technical operations using detailed and complex applications, programs and procedures. Duties and Responsibilities: This position will perform the following:

• Responsible for maintenance and security of employee and payroll data in the State payroll system; • Review and validate payroll/budget codes within the financial budget system • Review and approve payroll source entry spreadsheets for payroll processing • Review and approve unusual and infrequent payroll transactions/corrections • Review monthly payroll deduction reconciliations (health/life insurance) • Review and approve reconciliations for federal work study, budget variances, and quarterly tax returns • Responsible for preparation and submission of all Federal and State payroll tax returns • Closely coordinate and support Budget Office and HR department in sharing necessary information • Work closely with State Auditor’s Office and State Treasurer’s Office with regard to payroll • Review, develop, and implement Payroll policies, procedures and controls, as needed • Supervise Payroll Representative in general payroll processing and maintenance duties • Maintain fixed asset system from purchase to disposal • Capitalize fixed assets according to institution policy • Review general ledger for possible fixed asset purchases; propose journal entries for reclassifications • Set up new fixed assets in Banner; process depreciation • Reconcile fixed assets to general ledger • Tag new assets; dispose of assets according to State policy • Assist with annual fixed asset inventories • Assist with divisional and grant budget maintenance; enter approved budget changes into Banner system • Ensure that no division or grant exceeds the approved budget allocations, which includes reviewing and approving

requisitions • Provide budget analyses on an as needed basis • Prepare regular monthly and annual reconciliations and financial analyses as needed by the Comptroller or CFO • Other financial analyses and special projects may be assigned by the Comptroller or CFO • Maintain and review all documentation required for grant reporting; includes proper Banner setup of grants and funds

which directly affects financial statement reporting • Maintain grant files and prepare for inspection and audit • Collaborate with various departments to meet state and federal grant reporting requirements; responsible for annual

financial reporting to WVCTCS • Prepare federal grant reports and documentation for cash reimbursement requests • Create, maintain and review procedure manuals for functions under the position’s purview


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Minimum Qualifications: Requires a bachelor’s degree in Accounting with 1-3 years of relevant experience in the areas of payroll processing and administration and 3-5 years of professional accounting. Advanced Excel skills are required. Knowledge, Skills, and Abilities Required:

Knowledge of payroll processes, rules, tax, reporting and state payroll regulations. Knowledge and ability to apply federal wage and hour guidelines as governed by the Fair Labor Standards Act. Ability to use Excel in conjunction with complex reconciliation requirements for payroll and general ledger data. Ability to logically resolve problems in a timely fashion. Ability to communicate payroll requirements to staff and clients. Ability to maintain confidentiality while working with extensive attention to detail. Ability to multi-task while overseeing three primary functions of Finance (Payroll, Fixed Assets, Grants). Ability to analyze data, problem solve, and investigate situations to gather all data necessary to correct issues. Ability to work independently and prioritize duties while meeting competing deadlines

Licensure/Certification Required: None. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying of boxes of materials/supplies, climbing stairs, walking and consistent use of computer. Reviewed by: J. Ruble Date Reviewed: 5/13/14 Effective: 7/1/14

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VP of IT FLSA Status: Exempt Job Status: Non-Classified Job Family: Information Technology Department: IT Reports to: President Summary: Responsible for overall planning, organizing, and execution of all IT functions for Blue Ridge CTC to include headquarters and all campus locations (enterprise-wide). This includes directing all IT operations to meet client requirements as well as the support and maintenance of existing infrastructure, applications, and development of new technical solutions.

Distinguishing Characteristics: This position serves as the institution’s chief administrator for information technology services and operations. There is only one VP position with this size and scope for the institution. The incumbent administers the institution’s overall IT operations. Duties and Responsibilities: This position will perform the following:

Provide leadership and direction for and to the IT department. Advise key stakeholders (executive staff) on technology opportunities and issues. Interface with departments regularly to

determine how technology can assist with business needs. Oversee the development, design, and implementation of new applications and changes to existing computer systems

and software packages. Maintain the integrity and continual operation of the IT network. Lead and implement network-related project such as the installation, upgrade, configuration and review of directory

structures, rights, security, software and servers. Monitor system performance and availability and troubleshooting server/network system problems. Interface as institution’s primary contact with WVNet (statewide coordinator of higher education computing systems) to

troubleshoot and develop/maintain relationship. Gather data, run processes, and verify accuracy of data and create reports for HEPC and other oversight agencies as

required. Serve as project manager for key software and hardware initiatives and improvements. Recruit, hire and provide appropriate training for IT staff. Provide day-to-day supervision, conduct performance appraisals and delegate work assignments for all IT personnel. Lead operator for Avaya phone system. Responsible for the ordering, acquisition, inventorying, and disposition of hardware and software. Perform related duties as assigned or as directed.

Minimum Qualifications: Requires a bachelor’s degree in Computer Science, MIS, Business Administration or related field. Master’s degree preferred. 5 years of relevant experience in a technical role with leadership and management experience preferred. Knowledge, Skills, and Abilities Required:

Ability to work under pressure and meet deadlines. Ability to prioritize work and complete assignments independently. Ability to logically resolve problems in a timely fashion. Ability to communicate technical jargon to non-technical populations. Ability to adopt to changing goals, deadlines, and environment. Knowledge of computer security. Knowledge of industry standards and how to apply directly to institutional needs. In-depth knowledge of various network protocols (DNS, ICMP, SMTP, DHCP). Ability to use standard office software for documentation and diagramming purposes. In-depth knowledge of Microsoft and Linux operating systems. Ability to interpret technical documentation. Ability to think logically and creatively.


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Knowledge to program and configure Cisco switches and routers. Knowledge of Oracle database tables.

Licensure/Certification Required: A+, Network+, MCSE is required. CCNA is preferred. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying boxes of materials/supplies, traveling to different locations/sites, climbing stairs or ladders and consistent use of computer. Running of cables/wires may require bending, stretching and accessing and maneuvering through difficult areas. Reviewed by: J. Ruble, VP of HR Date Reviewed: 5/29/13

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Financial Operations Manager FLSA Status: Exempt Job Status: Non-Classified Job Family: Finance and Accounting Department: Finance Reports to: Comptroller Summary: The Financial Operations Manager will work with all components of Finance to properly report all transactional activity, with a concentration on cash activity. This includes cash receipts, disbursements and transfers, and requires daily monitoring and analysis. The manager will be responsible for analyzing complex, integrated system modules and interpreting the data to enable decision-making and initiating subsequent transactions. Knowledge of Federal program requirements is requisite to maintain Institutional compliance and eligibility with financial aid and training grant programs. Likewise, the State of WV’s cash regulations must be followed. This position will utilize knowledge of GAAP and GASB, and understand the impact of these principles on daily transactions as well as financial statements. The reconciliations performed by this position are complex and require advanced knowledge of integrated software systems. Effective communication between all parties is necessary to understand the data relationships, transactions, and general ledger activities to enable accurate and meaningful analyses. The manager will oversee the functional areas of the department, with concentration on Accounts Receivable since this area comprises intense cash activity and complex transactions. This position will work closely with the Comptroller and is expected to exhibit a high degree of professionalism and confidentiality. Distinguishing Characteristics: This mid-level professional position serves as the Finance Department’s specialist on all cash activity and oversees daily operations of the department. This position will be responsible for creating and implementing policies and procedures relating to treasury functions. The position will work closely with and report to the Comptroller. Independence and solution-driven thinking is valued, and is balanced by management review. Duties and Responsibilities: This position will perform the following:

Ensure all policies and procedures are followed, including WV State Code and those set forth by BRCTC, WV Community and Technical College System Council, Higher Education Policy Commission, WV State Auditor and Federal programs.

Obtain knowledge of and adhere to GAAP and applicable accounting principles promulgated by GASB.

Develop, implement, and recommend accounting policies and procedures, with concentration on the area of cash management. Maintain a documented system of established accounting policies and procedures.

Obtain knowledge of business conducted by the College to ensure proper accounting treatment of transactions.


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Continuously monitor internal control practices and adjust proactively to minimize risk. Manage general ledger as directed by Comptroller, including timely and accurate recording of

transactions and timely resolution of transaction issues. Perform bank reconciliations for all locally-held and state-held accounts. Collaborate with State agency representatives to resolve issues and stay abreast of changes. Assist Comptroller with various financial analyses. Create work papers for annual financial audit, A-133 audit, and any additional audits or reviews.

Ensure reconciliation of data with other Finance components, and understand the relationships between these components.

Prepare SEFA annually. Prepare Cash Flow Statement annually. Monitor and analyze cash activity to forecast cash requirements. Report financial aid disbursement activity detail and summary to Comptroller on weekly basis. Review cash reports, spreadsheets and journal entries for accuracy and inform respective

supervisor of corrections or modifications needed. Collaborate with other departments regarding transactions affecting cash. Review and approve transactions. Post daily vendor warrants issued by State Auditor’s Office. Post miscellaneous receipts and disbursements in Banner general ledger. Perform various reconciliations as requested by Comptroller. Assimilate data and tie to general ledger. Analyze and interpret data. Obtain working knowledge of all interfaces between Banner and WVOasis and their impact on

cash. Handle confidential information with tact, discretion and in compliance with FERPA regulations

and State privacy policies. Maintain a general knowledge of college policies and procedures. Perform related duties as assigned.

Minimum Qualifications: A bachelor’s degree in Accounting from a regionally accredited institution. Five to seven years of professional accounting experience, and one to three years of supervisory experience. Knowledge, Skills, and Abilities Required:

Organization skills Intermediate to advanced MS Excel skills Proven ability to perform complex account reconciliations Detail oriented Strong analytical skills Ability to work independently and in a team environment Ability to balance multiple projects and tasks simultaneously Ability to communicate effectively both verbally and in written form Ability to exhibit interpersonal skills using tact, patience and courtesy Ability to prepare reports and make recommendations Ability to establish and maintain cooperative and effective working relationships with others Ability to exercise initiative and independent judgment Ability to manage confidential matters with tact and diplomacy Ability to work various hours including evenings and/or weekends Ability to utilize computers, software and technology Ability to analyze situations accurately and adopt an effective course of action Ability to plan, schedule, and organize workload and projects, ensuring timelines are met Ability to travel to state-wide conferences and meetings Ability to represent the college in a professional manner at all times

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Licensure/Certification Required: CPA or Master’s degree in relevant field. Physical/Work Demands: Work is typically performed in a normal office environment; some duties may require lifting and carrying boxes of materials/supplies and frequent use of computer. Reviewed by: J. Ruble Date Reviewed: 12/1/14

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Job Placement Specialist FLSA Status: Exempt Job Status: Non-Classified Job Family: Career Planning/Placement Department: Human Resources & Career Services Reports to: Vice President, Human Resources Summary: The Job Placement Specialist will work with existing Career Services, HR, student services and faculty to develop, organize and implement career assessment/planning and job placement strategies, interventions, and activities. Under strategic direction of the Vice President, Human Resources, this position provides reasonable assurance of successful initial employment of College graduates in jobs related to their instructional outcomes. It provides for follow-up contacts to promote satisfactory performance on the job. It also provides the College with documentation of success at accomplishing its mission of career entry and workforce development. The job placement specialist should be able to market students/alumni to appropriate employers. The job placement specialist will act as liaison between potential employers and students/alumni and work with faculty to foster and leverage employer partnerships. Distinguishing Characteristics: This mid-level professional position serves as the institution’s lead resource for identifying available jobs in the Blue Ridge CTC service area and matching qualified graduating students or alumni. The supervision of this position is of a non-direct nature, allowing the incumbent to exercise independent judgment. There is only one position with the purpose, size and scope for the institution. Duties and Responsibilities: This position will perform the following:

Coordinates the placement program for graduates and recent alumni seeking employment, with a focus on students earning degrees in EDET, IT and Mechatronics (Advanced Manufacturing).

Develop and maintain relationships with local employers whose recruiting needs match the knowledge, skills and abilities obtained through Blue Ridge CTC programs. Cold call as necessary.

Develop policies, procedures and guidelines for Career Services as it relates to placement criteria and student assessment.

Provide recruitment opportunities and activities for business and industry. Maintain student job board on Career Services website with an emphasis on enhancing the

number and type of positions available to graduating students and alumni. Develop other job placement tools such as resume books and social media presence as it relates to program-specific graduate branding and linking employers.

Scan the regional job market continuously for positions appropriate to graduating students and alumni.

Serve as project lead, liaison and facilitator for HR Forecasting Advisory Council sponsored by the college and the Eastern Panhandle Society for Human Resource Management.

Follows up with employers & placed graduates to assure positive outcomes for placement.


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Assist Coordinator of Career Services, Foundation, and faculty with tracking students that have exited programs to determine employment status.

Assist with the development and implementation of a robust career assessment tool as a first step in career planning to measure interest, skills and work styles for incoming students and oversee the successful maintenance and utilization of the service.

Assist with development and implementation a program-specific career planning toolkit. Pilot career planning with EDET, IT and Mechatronics (Advanced Manufacturing).

Provide statistical analysis for tracking career assessment to student academic program to placement as it relates to the utilization of the career assessment tool.

Train college faculty and staff in basic career development structure, purpose and services. Provide on-line resources.

Serve as a liaison between business, college schools/divisions, departments and students for purposes of communicating career development, employment opportunities and trends.

Participate on the Berkeley County Chamber of Commerce Workforce Development Committee monthly meeting hosted by the College.

Handle confidential student information with tact, discretion and in compliance with FERPA regulations.

Develop and assist other Career Services team members and faculty with workshops, seminars, and programming to provide career information and other needed topics.

Assist faculty and staff with internship/externship/co-op placement and other Blue Ridge services for employers and tracking. Utilize persuasive communication and relationship building to transition a student’s internship/external/co-op position into a permanent opportunity.

Work with the Coordinator of Career Services to provide career guidance and counseling, including but not limited to: career assessment and interest inventories, career and major selection, resume critique, mock interviews, program-specific career days, job search strategies, cover letter writing, and connections with career resources both inside and outside the college.

Research trends and source materials. Maintain a general knowledge of college policies and procedures including academic support

and student activities. Participate in monthly EPSHRM meetings to develop relationships and gauge employer

demand. Perform related duties as assigned.

Minimum Qualifications: A bachelor’s degree in Business, Marketing, Public Relations, Communications, Human Resources Development, or related field from a regionally accredited institution. 3 years of employment placement/staffing, sales, marketing, workforce development or career services experience required. Experience working in a sales or workforce development environment preferred. Knowledge, Skills, and Abilities Required:

Knowledge of career services’ competencies. Knowledge of counseling. Knowledge of consulting. Knowledge of effective sales strategies. Persuasive communication and negotiation skills. Organization skills. Project management skills. Ability to work independently and in a team environment. Ability to balance multiple projects and tasks simultaneously. Ability to communicate effectively both verbally and in written form. Ability to exhibit interpersonal skills using tact, patience and courtesy. Ability to prepare reports and make recommendations. Ability to establish and maintain cooperative and effective working relationships with others. Ability to exercise initiative and independent judgment.

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Ability to manage confidential matters with tact and diplomacy. Ability to work various hours including evenings and/or weekends. Ability to utilize computers, software and technology. Ability to analyze situations accurately and adopt an effective course of action. Ability to plan, schedule, and organize workload and projects, ensuring timelines are met. Ability to travel to state-wide conferences and meetings. Ability to represent the college in a professional manner at all times.

Licensure/Certification Required: Valid driver’s license. Physical/Work Demands: Work is typically performed in a normal office environment or employer partner site; some duties may require lifting and carrying boxes of materials/supplies, traveling to different locations/sites, climbing stairs and frequent use of computer. Reviewed by: J. Ruble, VP of HR Date Reviewed: 11/16/14

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West Virginia Council for Community and Technical College Education Meeting of January 29, 2014 ITEM: Annual Personnel Report INSTITUTIONS: All RECOMMENDED RESOLUTION: Information Item STAFF MEMBER: Patricia Clay BACKGROUND: The 2014 Annual Personnel Report as required by West Virginia Code §18B-7-8(b)(1) for the West Virginia Higher Education Policy Commission (Commission) and West Virginia Council for Community and Technical College Education (Council) is attached. The report includes progress made by organizations toward achieving full funding of the Temporary Classified Employees’ Salary Schedule as required by West Virginia Code §18B-7-8(b)(1)(A). The Commission and Council staff expected that implementation of the WVOASIS HRM/Payroll System would provide the structure, uniformity, and technology necessary to compile Human Resources Metrics for the Human Resources Report Card required by West Virginia Code §18B-7-8(b)(2) (A) through (F). However, the system is not yet functional nor does it support the data elements required for higher education human resources reporting requirements. Elements of the Human Resources Metrics Report Card are included in the Annual Personnel Report along with other pertinent data elements that provide indications of consistent application of personnel policy. The report includes a summary of the average employee salary by category (classified, non-classified and faculty), institutional average salary increases as a percentage of base pay by category, the average salary increase for faculty promotion in rank, and institutional compliance with the percentage of nonclassified allowed by WV Code 18B-7-11.

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MEMORANDUM

TO: Legislative Oversight Commission on Education Accountability FROM: Paul L. Hill James L. Skidmore DATE: January 11, 2015 RE: 2014 Annual Personnel Report The 2014 Annual Personnel Report as required by West Virginia Code §18B-7-8(b)(1) for the West Virginia Higher Education Policy Commission (Commission) and West Virginia Council for Community and Technical College Education (Council) is attached. The report includes progress made by organizations toward achieving full funding of the Temporary Classified Employees’ Salary Schedule as required by West Virginia Code §18B-7-8(b)(1)(A). As defined in West Virginia Code §18B-9-3, an organization has achieved full funding of the Temporary Classified Employees’ Salary Schedule when it provides, in total, one hundred percent of the funds needed to meet the salary funding target as calculated in October 2010. Institutions are required to make “adequate progress” in achieving full funding as described in the following schedule:

For Commission institutions, “adequate progress” is defined as reaching a proportional level of the shortfall in funding by certain target dates as listed below:

o 25% of the deficit by July 1, 2012 o 50% of the deficit by July 1, 2013 o 75% of the deficit by July 1, 2014 o 100% of the deficit by July 1, 2015

For Council institutions, “adequate progress” is defined as reaching a proportional level of the shortfall in funding by certain target dates as listed below:

o 25% of the deficit by July 1, 2013 o 50% of the deficit by July 1, 2014

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o 75% of the deficit by July 1, 2015 o 100% of the deficit by July 1, 2016

The Commission and Council expected that implementation of the WVOASIS HRM/Payroll System would provide the structure, uniformity, and technology necessary to compile Human Resources Metrics for the Human Resources Report Card required by West Virginia Code §18B-7-8(b)(2) (A) through (F). However, the system is not yet functional nor does it support the data elements required for higher education human resources reporting requirements. Elements of the Human Resources Metrics Report Card are included in the Annual Personnel Report along with other pertinent data elements that provide indications of consistent application of personnel policy. An analysis of the report follows below. West Virginia Higher Education Policy Commission • Of the 10 Commission organizations: Three have non-classified FTE percentages below the 7/1/15 goal of 20%. Four are between 20 and 25% and in compliance with the 7/1/13 goal. Three are less than 1% above the 25% goal for 7/1/13.

All organizations are working to reduce the FTE percentage on non-classified employees to be in compliance by July 1, 2015.

• Organizational salary increases as a percentage of base for Commission organizations

ranged from a low of 1.10% at West Virginia University to a high of 4.41% at Marshall University.

• The average salary per employee at Commission organizations ranged from a low of

$40,797 at West Virginia State University to a high of $67,890 at the West Virginia School of Osteopathic Medicine.

• The average salary increase for faculty promotion in rank at Commission organizations

ranged from a low of $2,643 at West Liberty University to a high of $11,992 at the West Virginia School of Osteopathic Medicine.

• Glenville State College is the only Commission organization that has not yet fully funded

the October 2010 Temporary Classified Employees’ Salary Schedule nor at current service levels.

West Virginia Council for Community and Technical College Education • Of the nine Council organizations: Three have non-classified FTE percentages below the 7/1/15 goal of 20%. Four are between 20 and 25% and in compliance with the 7/1/13 goal. Two are above the 25% goal for 7/1/13.

All organizations are working to reduce the FTE percentage on non-classified employees to be in compliance by July 1, 2015.

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• Organizational salary increases as a percentage of base for Council organizations ranged

from a low of 1.56% at Southern West Virginia Community and Technical College to a high of 3.22% at BridgeValley Community and Technical College.

• The average salary per employee at Council organizations ranged from a low of $41,541 at Southern West Virginia Community and Technical College to a high of $49,948 at Pierpont Community and Technical College.

• The average salary increase for faculty promotion in rank at Council organizations ranged

from a low of $3,379 at Eastern West Virginia Community and Technical College to a high of $8,275 at the BlueRidge Community and Technical College. (BlueRidge noted that faculty who received promotions also received regular salary increases as well. West Virginia Northern had no faculty promotions reported.)

• All Council organizations have fully funded the Temporary Classified Employees’ Salary

Schedule as of October 2010. Three Council organizations have not yet fully funded the salary schedule at current levels of service.

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Annual Personnel Report 2014

West Virginia Higher Education Policy Commission - FY 2015 Report of Institutional Salary Increases and Non-Classified Percentages

Faculty Classified Non-Classified Institutional Totals



Number of Benefit Eligible Employees (FTE => .53) per Category - Headcount 77 94 24 195 124 115 35 274 148 159 68 375Number of Benefit Eligible Employees (FTE => .53) per Category - FTE 77.00 93.83 24.00 194.83 123.00 114.00 35.00 272 148.00 156.91 65.72 370.63Number of Part-Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - Headcount 1.00 1 1.00 1.00 0.00 2 0.00 26.00 2.00 28Number of Part-Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - FTE 0.30 0.3 0.48 0.50 0.00 0.98 11.82 1.02 12.84Number of Benefit Eligible Athletic Coaches included each Employee Category-Headcount 3 3 0 0 12 12 0 0 12 12

Number of Benefit Eligible Athletic Coaches included each Employee Category - FTE 3.00 3 0.00 0.00 12.00 12 0.00 0.00 11.66 11.66Total Base Salary Amount at end of FY 2013-2014 (i.e. as of 6/30/14) $4,308,168 $3,399,540 $1,688,732 $9,396,440 $2,477,201 $6,500,303 $4,300,417 $13,277,921 $9,131,786 $5,334,487 $4,634,714 $19,100,987Total Dollars Utilized for Salary Increases (excluding benefit costs) on or after July 1, 2014 - Include all faculty increases EXCEPT increases for promotion in rank. Report faculty promotion in rank increases on the next line. $38,808 $176,276 $12,096 $227,180 $62,496 $108,960 $17,640 $189,096 $148,008 $185,811 $69,042 $402,861Total Dollars Utilized for Faculty Promotions in Rank (excluding benefit costs) $23,940 $23,940 $28,513 $28,513 $53,184 $53,184Total Dollar Amount of Salary Increases Provided by Category $62,748 $176,276 $12,096 $251,120 $91,009 $108,960 $17,640 $217,609 $201,192 $185,811 $69,042 $456,045Total Base Salary Amount After FY 2014-2015 Salary Increases. FY 2014 Total Base Salary plus Total Dollars Utilized for Salary Increase plus Total Dollars Utilized for Faculty Promotions in Rank. $4,370,916 $3,575,816 $1,700,828 $9,647,560 $2,568,210 $6,609,263 $4,318,057 $13,495,530 $9,332,978 $5,520,298 $4,703,756 $19,557,032Number of Faculty Receiving Promotion in Rank Increases - FTE 4 4 5 5 8 8Total Number of Employees Receiving Salary Increases including faculty promotions in rank - Headcount 77 95 24 196 123 114 35 272 156 159 68 383Total Number of Employees Receiving Salary Increases including faculty promotions in rank - FTE 77.00 94.13 24.00 195.13 124.00 115.00 35.00 274.00 156.00 156.91 66.77 379.68Average Amount of Increases per Employee FTE excluding Faculty Promotion in Rank $532 $1,873 $504 $1,189 $525 $947 $504 $703 $1,000 $1,184 $1,034 $1,084Salary Increases as Percentage of Base Salary 1.46% 5.19% 0.72% 2.67% 3.67% 1.68% 0.41% 1.64% 2.20% 3.48% 1.49% 2.39%Average Amount of Increase for Faculty Promotion in Rank $5,985 $5,985 $5,703 $5,703 $6,648 $6,648

Average Employee Salary per Category after 2015 Salary Increase $56,765 $37,988 $70,868 $49,442 $20,799 $57,723 $123,373 $49,438 $63,061 $32,717 $70,479 $51,000WV Code §18B-9-3 Temporary Classified Employee Salary Schedule - Percent of Full Funding (as of October 2014 -with current service years) 100.00% 100.00% 100.00%Amount needed to be fully funded as of October 1, 2014 $0 $0 $0WV Code §18B-9-3 Temporary Classified Employee Salary Schedule Percent of Full Funding (using service as of October 2010) 100.00% 100.00% 100.00%Number of Classified Employees Paid Below Step - Headcount 0.00 0.00 0.00Number of Classified Employees Paid Above Step - Headcount 0.00 57.00

Number of Classified Employees Paid Above Step Receiving Increases - Headcount 0.00 57.00Effective Date (or Proposed Effective Date) of Increases 07/01/14 07/01/14 07/01/14 08/15/14 07/01/14 07/01/14 07/01/14 07/01/14 07/01/14

Date of Board of Governors' Approval prior to July 1, 2014

prior to July 1, 2014

prior to July 1, 2014 05/15/14 05/15/14 05/15/14

Is your institution administering compensation using the Temporary Classified Employee Salary Schedule published in WV Code §18B-9-3? Yes, Modified Yes YesIf not, what year did you begin using a modified version of the classified employee salary structure? 2015 N/A

Provide Notes or Explanations here:

§18B-7-11 Employees Designated as Non-classified Non-classified FTE Percentage Non-classified FTE Percentage Non-classified FTE Percentage20% NC Goal Calculation: (FTE of Retirement program eligible classified employees less FTE retirement program eligible classified athletic coaches) plus (FTE of retirement program eligible Non-classified employees less FTE retirement program eligible Non-classified athletic coaches) times .20 = July 1, 2015 Goal for FTE number of non-classified employees 22.97 20.00% 7/1/15 Goal 27.40 20.00% 7/1/15 Goal 42.19 20.00% 7/1/15 GoalCurrent retirement program eligible FTE number of non-classified employees less FTE retirement program eligible non-classified athletic coaches 21.00 18.29% Current 23.00 16.79% Current 54.06 25.62% Current

Modified version of the classified employee salary structure includes Step 16. 2015 was the first year salary increases were granted within the past several years.

Bluefield State College Concord University Fairmont State University

62


West Virginia Higher Education Policy Commission - FY 2015 Report of Institutional Salary Increases and Non-Classified PercentagesNumber of Benefit Eligible Employees (FTE => .53) per Category - HeadcountNumber of Benefit Eligible Employees (FTE => .53) per Category - FTENumber of Part-Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - HeadcountNumber of Part-Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - FTENumber of Benefit Eligible Athletic Coaches included each Employee Category-Headcount

Number of Benefit Eligible Athletic Coaches included each Employee Category - FTETotal Base Salary Amount at end of FY 2013-2014 (i.e. as of 6/30/14)Total Dollars Utilized for Salary Increases (excluding benefit costs) on or after July 1, 2014 - Include all faculty increases EXCEPT increases for promotion in rank. Report faculty promotion in rank increases on the next line.Total Dollars Utilized for Faculty Promotions in Rank (excluding benefit costs)Total Dollar Amount of Salary Increases Provided by CategoryTotal Base Salary Amount After FY 2014-2015 Salary Increases. FY 2014 Total Base Salary plus Total Dollars Utilized for Salary Increase plus Total Dollars Utilized for Faculty Promotions in Rank.Number of Faculty Receiving Promotion in Rank Increases - FTETotal Number of Employees Receiving Salary Increases including faculty promotions in rank - HeadcountTotal Number of Employees Receiving Salary Increases including faculty promotions in rank - FTEAverage Amount of Increases per Employee FTE excluding Faculty Promotion in RankSalary Increases as Percentage of Base SalaryAverage Amount of Increase for Faculty Promotion in Rank

Average Employee Salary per Category after 2015 Salary IncreaseWV Code §18B-9-3 Temporary Classified Employee Salary Schedule - Percent of Full Funding (as of October 2014 -with current service years)Amount needed to be fully funded as of October 1, 2014WV Code §18B-9-3 Temporary Classified Employee Salary Schedule Percent of Full Funding (using service as of October 2010)Number of Classified Employees Paid Below Step - HeadcountNumber of Classified Employees Paid Above Step - Headcount

Number of Classified Employees Paid Above Step Receiving Increases - Headcount

Effective Date (or Proposed Effective Date) of Increases

Date of Board of Governors' Approval

Is your institution administering compensation using the Temporary Classified Employee Salary Schedule published in WV Code §18B-9-3?If not, what year did you begin using a modified version of the classified employee salary structure?


§18B-7-11 Employees Designated as Non-classified20% NC Goal Calculation: (FTE of Retirement program eligible classified employees less FTE retirement program eligible classified athletic coaches) plus (FTE of retirement program eligible Non-classified employees less FTE retirement program eligible Non-classified athletic coaches) times .20 = July 1, 2015 Goal for FTE number of non-classified employees Current retirement program eligible FTE number of non-classified employees less FTE retirement program eligible non-classified athletic coaches




69 96 39 204 821 638 206 1,665 166 214 64 44469.00 95.35 38.34 202.69 813.02 636.08 204.26 1653.36 166.00 205.21 63.32 434.53

0.00 0.00 22.00 22 14.00 0.00 0.00 14 0.00 70.00 0.00 70

0.00 0.00 11.44 11.44 3.53 0.00 0.00 3.53 0.00 16.00 0.00 16

1 10 11 39 3 42 12 0 3 15

1.00 9.76 10.76 38.58 3.00 41.58 12.00 0.00 2.49 14.49$3,734,546 $3,159,792 $2,481,331 $9,375,669 $57,163,438 $20,877,826 $13,569,950 $91,611,214 $9,482,873 $6,846,808 $4,530,000 $20,859,681

$35,136 $52,864 $24,846 $112,846 $2,164,134 $889,586 $693,007 $3,746,727 $167,243 $104,600 $64,000 $335,843$20,088 $20,088 $291,092 $291,092 $23,300 $23,300$55,224 $52,864 $24,846 $132,934 $2,455,226 $889,586 $693,007 $4,037,819 $190,543 $104,600 $64,000 $359,143

$3,789,770 $3,212,656 $2,506,177 $9,508,603 $59,618,664 $21,767,412 $14,262,957 $95,649,033 $9,673,416 $6,951,408 $4,594,000 $21,218,8244 4 42 42 4 4

69 96 39 204 754 607 184 1545 166 240 58 464

69.00 95.35 38.34 202.69 745.98 605.68 182.43 1,534.09 166.00 208.00 58.00 432.00

$541 $554 $648 $568 $3,074 $1,469 $3,799 $2,511 $1,032 $503 $1,103 $7851.48% 1.67% 1.00% 1.42% 4.30% 4.26% 5.11% 4.41% 2.01% 1.53% 1.41% 1.72%

$5,022 $5,022 $6,931 $6,931 $5,825 $5,825

$54,924 $33,693 $50,345 $44,406 $73,013 $34,221 $69,827 $57,728 $58,274 $31,424 $72,552 $47,097

98.24% 100.00% 103.17%$57,034 $0

93.08% 100.00%57.00 0.00 98.0036.00 246.00 115.00

36.00 394.00 103.0007/01/14 07/01/14 07/01/14 7/1/14 and 10/1/14 7/1/14 and 10/1/14 7/1/14 and 10/1/14 07/01/14 07/01/14 07/01/14

4/23/14 and 9/3/14 4/23/14 and 9/3/14 4/23/14 and 9/3/14 06/05/14 06/05/14 06/05/14

Yes Yes partially

10/1/2008

Non-classified FTE Percentage Non-classified FTE Percentage Non-classified FTE Percentage

24.79 20.00% 7/1/15 Goal 167.47 20.00% 7/1/15 Goal 53.21 20.00% 7/1/15 Goal

28.58 23.06% Current 201.26 24.04% Current 60.83 22.86% Current

Number of employees receiving increases includes only those employed on 6/30/2014. Number of classified employees paid at step includes newly hired employees. We've tried to exclude reclassifications, but some may be included in the increases. We've exclude those who changed positions.

Achieved full funding of classified staff state chart in 2007; created institutional chart 10-1-2008 increasing all cells and adding a 16th column. All new entry rate hiring is done on the SU 2008 chart entry rate. In 2013 and 2014, SU has had insufficient funds to fund full step increases, even to the statutory chart. Staff have received an across the board percentage, so most classified staff who are between step 1 and 16 years of service credit are currently below their step on the statutory salary chart

Glenville State College Marshall University Shepherd University

63














147 123 52 322 62 157 52 271 118 217 53 388147.00 123.00 52.00 322 58.53 154.45 52.00 264.98 117.90 216.53 52.53 386.96

0.00 0.00 0.00 0 3.00 2.00 0.00 5 0.00 1.00 1.00 2

0.00 0.00 0.00 0 1.03 0.90 0.00 1.93 0.00 0.53 0.45 0.98

0 0 17 17 0 0 0 0 10 10

0.00 0.00 17.00 17 0.00 0.00 0.00 0 9.53 9.53$9,027,328 $3,993,179 $3,098,926 $16,119,433 $7,377,840 $5,926,560 $4,617,528 $17,921,928 $6,473,787 $5,218,686 $3,783,393 $15,475,865

$180,000 $103,027 $5,000 $288,027 $54,120 $82,176 $26,208 $162,504 $0 $14,387 $294,379 $308,765$31,715 $31,715 $35,976 $35,976 $42,260 $42,260

$211,715 $103,027 $5,000 $319,742 $90,096 $82,176 $26,208 $198,480 $42,260 $14,387 $294,379 $351,025

$9,239,043 $4,096,206 $3,103,926 $16,439,175 $7,467,936 $6,008,736 $4,643,736 $18,120,408 $6,516,047 $5,233,072 $4,077,771 $15,826,89112 12 3 3 10 10

147 123 1 271 61 151 52 264 118 213 53 384

147.00 123.00 1.00 271.00 58.56 149.35 52.00 259.91 117.90 212.53 52.53 382.96

$1,333 $838 $5,000 $1,112 $974 $550 $504 $633 $0 $68 $5,604 $8282.35% 2.58% 0.16% 1.98% 1.22% 1.39% 0.57% 1.11% 0.65% 0.28% 7.78% 2.27%

$2,643 $2,643 $11,992 $11,992 $4,226 $4,226

$62,851 $33,302 $59,691 $51,053 $125,385 $38,679 $89,303 $67,890 $55,268 $24,109 $76,968 $40,797

100.00% 100.00% 100.00%$0 $0 $0

100.00% 100.00% 0.67%0.00 0.00 0.67

46.00 151.00 0.00

46.00 151.00 0.00Unknown Unknown Unknown 07/01/14 07/01/14 07/01/14 01/01/14 07/01/14 07/01/14

Unknown Unknown Unknown 03/08/14 03/08/14 03/08/14 12/05/13 05/01/14 05/01/14

No No yes

N/A 1-Jul-11

Non-classified FTE Percentage Non-classified FTE Percentage Non-classified FTE Percentage

31.60 20.00% 7/1/15 Goal 41.29 20.00% 7/1/15 Goal 51.91 20.00% 7/1/15 Goal


WVSOM implemented a new classified salary structure on July 1, 2011. The WVSOM Classified Salary Schedule is $3,000 above the Salary Schedule published in WV Code §18B-9-3.

West Virginia State UniversityWest Virginia School of Osteopathic MedicineWest Liberty University

64














3,198 2,790 936 6,924 0 28 43 71 0 28 25 533159.79 2751.87 928.95 6840.61 0.00 28.00 42.80 70.8 0.00 28.00 25.00 53

94.00 29.00 14.00 137 0.00 0.00 1.00 1 0.00 0.00 0.00 0

26.23 13.86 4.62 44.71 0.00 0.00 0.30 0.3 0.00 0.00 0.00 0

72 3 75 0 0 0 0 0 0 0 0

72.00 3.00 75 0.00 0.00 0.00 0 0.00 0.00 0.00 0$217,185,681 $89,355,951 $75,664,242 $382,205,875 $0 $891,601 $3,576,802 $4,468,403 $0 $1,473,876 $1,634,938 $3,108,815

$1,602,014 $1,395,198 $470,978 $3,468,189 $0 $10,584 $57,722 $68,306 $0 $18,859 $65,088 $83,947$725,435 $725,435 $0 $0 $0 $0

$2,327,449 $1,395,198 $470,978 $4,193,624 $0 $10,584 $57,722 $68,306 $0 $18,859 $65,088 $83,947

$219,513,130 $90,751,149 $76,135,220 $386,399,499 $0 $902,185 $3,634,524 $4,536,709 $0 $1,492,735 $1,700,026 $3,192,762108 108 0 0 0 0

3,198 2,790 936 6924 0 28 43 71 0 28 25 53

3159.79 2751.87 928.95 6,840.61 28.00 42.80 70.80 0.00 28.00 25.00 53.00

$525 $507 $507 $515 $378 $1,349 $965 $674 $2,604 $1,5841.07% 1.56% 0.62% 1.10% 1.19% 1.61% 1.53% 1.28% 3.98% 2.70%

$6,717 $6,717 $0 $0

$68,899 $32,813 $81,553 $56,119 $32,221 $84,328 $63,807 $53,312 $68,001 $60,241

106.00% 100.00%$0 $0

100.00% 100.00% 100.00%N/A 0.00 0.00N/A 28.00 24.00

N/A 28.00 24.0007/01/14 na 07/01/14 07/01/14 08/01/14 10/01/14

06/05/14 na na na n/a n/a

No yes yes

n/a

Non-classified FTE Percentage

735.56 20.00% 7/1/15 Goal

925.95 25.18% Current

WVU implemented anew classified staff salary structure on October 1, 2012

West Virginia Network for Educational TelecomputingWest Virginia University West Virginia Higher Education Policy Commission

65


West Virginia Council for Community and Technical College Education - FY 2015 Report of Institutional Salary Increases and Non-Classified Percentages

Faculty Classified Non-Classified Institutional Totals Faculty Classified Non-Classified Institutional Totals Faculty Classified Non-Classified Institutional Totals

Number of Benefit Eligible Employees (FTE => .53) per Category - Headcount 73 42 10 125 89 54 19 162 14 21 6 41Number of Benefit Eligible Employees (FTE => .53) per Category - FTE 73.00 41.75 10.00 124.75 88.06 53.67 18.06 159.79 14.00 20.60 6.00 40.6Number of Part Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - Headcount 0.00 14.00 19.00 33 0.00 0.00 0.00 0 1.00 9.00 0.00 10Number of Part Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - FTE 0.00 7.00 1.40 8.4 0.00 0.00 0.00 0 0.50 4.17 0.00 4.67Number of Benefit Eligible Athletic Coaches included each Employee Category-Headcount 0 0 0 0 0 0 0 0 0

Number of Benefit Eligible Athletic Coaches included Each Employee Category - FTE 0.00 0.00 0.00 0 0.00 0.00 0.00 0 0Total Base Salary Amount at end of FY 2013-2014 (i.e. as of 6/30/14) $4,128,537 $1,325,914 $773,133 $6,227,584 $4,334,705 $1,886,388 $1,453,049 $7,674,142 $615,848 $786,459 $482,000 $1,884,307Total Dollars Utilized for Salary Increases (excluding benefit costs) on or after July 1 2014 - Include all faculty increases EXCEPT increases for promotion in rank. Report faculty promotion in rank increases on the next line. $80,075 $34,302 $21,951 $136,328 $114,968 $50,165 $9,102 $174,235 $14,556 $20,111 $10,031 $44,698Total Dollars Utilized for Faculty Promotions in Rank (excluding benefit costs) $49,649 $49,649 $72,614 $72,614 $3,379 $3,379Total Dollar Amount of Salary Increases Provided by category $129,724 $34,302 $21,951 $185,977 $187,582 $50,165 $9,102 $246,849 $17,935 $20,111 $10,031 $48,077Total Base Salary Amount After FY 2014-2015 Salary Increases. FY 2014 total base salary plus Total Dollars Utilized for Salary Increase plus Total dollars utilized for faculty promotions in rank. $4,258,261 $1,360,216 $795,084 $6,413,561 $4,522,288 $1,936,553 $1,462,151 $7,920,992 $633,783 $806,570 $492,031 $1,932,384Number of faculty receiving promotion in rank increases - FTE 6 6 16 16 1 1Total Number of Employees Receiving Salary Increases including faculty promotions in rank - Headcount 73 56 11 140 82 45 19 146 13 28 5 46Total Number of Employees Receiving Salary Increases including faculty promotions in rank - FTE 73.00 48.75 10.50 132.25 81.06 44.67 18.06 143.79 13.00 23.75 5.00 41.75Average Amount of Increases per Employee FTE excluding Faculty Promotion in Rank $1,195 $704 $2,091 $1,080 $1,767 $1,123 $504 $1,363 $1,213 $847 $2,006 $1,097Salary Increases as percentage of base salary 3.14% 2.59% 2.84% 2.99% 4.33% 2.66% 0.63% 3.22% 2.91% 2.56% 2.08% 2.55%Average amount of Increase for Faculty Promotion in Rank $8,275 $8,275 $4,538 $4,538 $3,379 $3,379

Average Employee Salary per Category after 2015 Salary Increase $58,332 $27,902 $69,744 $48,168 $51,355 $36,083 $80,961 $49,571 $43,709 $32,562 $82,005 $42,686WV Code 18B-9-3 Temporary Classified Employee Salary Schedule - Percent of Full Funding (as of October 2014 -with current service years) 100.00% 100.00% 100.00%Amount need to be fully funded as of October 1, 2014 $0 $0 $0WV Code 18B-9-3 Temporary Classified Employee Salary Schedule Percent of Full Funding (using service as of October 2010) 100.00% 100.00% 100.00%Number of Classified Employee Paid Below Step - Headcount 0.00 0.00 0.00Number of Classified Employees Paid Above Step - Headcount 42.00 43.00 1.00

Number of Classified Employees Paid Above Step Receiving Increases - Headcount 41.75 15.00 1.00Effective Date (or Proposed Effective Date) of Increases 07/01/14 07/01/14 07/01/14 Fall 2014 07/01/14 07/01/14 07/01/14 07/01/14 07/01/14Date of Board of Governors' Approval 05/07/14 05/07/14 05/07/14 03/28/14 03/28/14 03/28/14 02/19/14 02/19/14 02/19/14Is your institution administering compensation using the Temporary Classified Employee Salary Schedule published in WV Code §18B-9-3? No Yes yesIf not, what year did you begin using a modified version of the classified employee salary structure? 1-Jul-12 n/a

§18B-7-11 Employees Designated as Non-Classified Non-Classified FTE Percentage Non-Classified FTE Percentage Non-Classified FTE Percentage20% NC Goal Calculation: (FTE of Retirement program eligible classified employees less FTE retirement program eligible classified athletic coaches) plus (FTE of retirement program eligible Non-Classified employees less FTE retirement program eligible Non-Classified athletic coaches) times .20 = July 1, 2015 Goal for FTE number of Non-Classified employees 10.35 20.00% 7/1/15 Goal 14.35 20.00% 7/1/15 Goal 5.32 20.00% 7/1/15 GoalCurrent Retirement program eligible FTE number of Non-Classified Employees less FTE retirement program eligible Non-Classified athletic coaches 10.00 19.32% Current 18.06 25.18% Current 6.00 22.56% Current


Blue Ridge Community and Technical College

P/T Non-classified, non-exempt employees are Hollywood Casino"training specialists" (dealer trainers at 0.05 FTE based on prior year) sans one 0.5 FTE, Director of Customized Training.

Those receiving faculty promotion in rank also eligible for annual increase based on BOG approval. Faculty and non-classified total salary increase as percentage of base impacted by promotions and position changes.

The across the board $504/1.0 FTE was awarded to the benefits-eligible employees on payroll as of 1/1/2014. We have hired numerous employees since that would not have had the increase.

We have had 7 CL PIQ reviews since 7/1/14, resulting in a total of $20,894 in increases through a change in paygrade. Those numbers are not included in the numbers above.

The number in D38 is lower as of Oct 2014 than D26 as we had 2 people leave.

BridgeValley Community and Technical College

BRCTC classified employee salary schedule is $2,000 above 2001 Temporary Classified Employee Salary Schedule for each grade/step. Therefore, all f/t, benefits-eligible classified employees are above temporary classified salary schedule step value for the respective years of service. P/T, non-benefits eligible classified EEs are not included in calculation.

Eastern West Virginia Community and Technical College

66


West Virginia Council for Community and Technical College Education - FY 2015 Report of Institutional Salary Increases and Non-Classified PercentagesNumber of Benefit Eligible Employees (FTE => .53) per Category - HeadcountNumber of Benefit Eligible Employees (FTE => .53) per Category - FTENumber of Part Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - HeadcountNumber of Part Time Regular (Excluding Adjunct Faculty) Employees (FTE < .53) per Category - FTENumber of Benefit Eligible Athletic Coaches included each Employee Category-Headcount

Number of Benefit Eligible Athletic Coaches included Each Employee Category - FTETotal Base Salary Amount at end of FY 2013-2014 (i.e. as of 6/30/14)Total Dollars Utilized for Salary Increases (excluding benefit costs) on or after July 1 2014 - Include all faculty increases EXCEPT increases for promotion in rank. Report faculty promotion in rank increases on the next line.Total Dollars Utilized for Faculty Promotions in Rank (excluding benefit costs)Total Dollar Amount of Salary Increases Provided by categoryTotal Base Salary Amount After FY 2014-2015 Salary Increases. FY 2014 total base salary plus Total Dollars Utilized for Salary Increase plus Total dollars utilized for faculty promotions in rank.Number of faculty receiving promotion in rank increases - FTETotal Number of Employees Receiving Salary Increases including faculty promotions in rank - HeadcountTotal Number of Employees Receiving Salary Increases including faculty promotions in rank - FTEAverage Amount of Increases per Employee FTE excluding Faculty Promotion in RankSalary Increases as percentage of base salaryAverage amount of Increase for Faculty Promotion in Rank

Average Employee Salary per Category after 2015 Salary IncreaseWV Code 18B-9-3 Temporary Classified Employee Salary Schedule - Percent of Full Funding (as of October 2014 -with current service years)Amount need to be fully funded as of October 1, 2014WV Code 18B-9-3 Temporary Classified Employee Salary Schedule Percent of Full Funding (using service as of October 2010)Number of Classified Employee Paid Below Step - HeadcountNumber of Classified Employees Paid Above Step - Headcount


Effective Date (or Proposed Effective Date) of IncreasesDate of Board of Governors' ApprovalIs your institution administering compensation using the Temporary Classified Employee Salary Schedule published in WV Code §18B-9-3?If not, what year did you begin using a modified version of the classified employee salary structure?

§18B-7-11 Employees Designated as Non-Classified20% NC Goal Calculation: (FTE of Retirement program eligible classified employees less FTE retirement program eligible classified athletic coaches) plus (FTE of retirement program eligible Non-Classified employees less FTE retirement program eligible Non-Classified athletic coaches) times .20 = July 1, 2015 Goal for FTE number of Non-Classified employees Current Retirement program eligible FTE number of Non-Classified Employees less FTE retirement program eligible Non-Classified athletic coaches



65 45 13 123 71 78 15 164 56 28 12 9665.00 45.00 13.00 123 71.00 78.00 15.00 164 65.00 23.44 10.97 99.41

0.00 0.00 0.00 0 0.00 0.00 0.00 0 0.00 6.00 2.00 8

0.00 0.00 0.00 0 0.00 0.00 0.00 0 0.00 3.06 1.02 4.08

0 0 0 0 0 0 0 0 0 0 0 0

0.00 0.00 0.00 0 0.00 0.00 0.00 0 0.00 0.00 0.00 0$2,933,637 $1,495,279 $969,324 $5,398,240 $3,704,299 $2,661,096 $1,182,208 $7,547,603 $3,230,254 $871,424 $962,458 $5,064,136

$32,760 $19,656 $5,544 $57,960 $62,216 $69,210 $20,666 $152,092 $38,198 $33,521 $15,636 $87,355$45,640 $45,640 $16,692 $16,692 $17,625 $17,625$78,400 $19,656 $5,544 $103,600 $78,908 $69,210 $20,666 $168,784 $55,823 $33,521 $15,636 $104,980

$3,012,037 $1,514,935 $974,868 $5,501,840 $3,783,207 $2,730,306 $1,202,874 $7,716,387 $3,286,077 $904,945 $978,094 $5,169,11610 10 2 2 4 4

65 39 11 115 68 78 13 159 60 24 12 96

65.00 39.00 11.00 115.00 68.00 78.00 13.00 159.00 64.00 23.44 10.97 98.41

$596 $504 $504 $552 $943 $887 $1,590 $969 $637 $1,430 $1,425 $9252.67% 1.31% 0.57% 1.92% 2.13% 2.60% 1.75% 2.24% 1.73% 3.85% 1.62% 2.07%

$4,564 $4,564 $8,346 $8,346 $4,406 $4,406

$46,339 $33,665 $74,990 $44,730 $53,285 $35,004 $80,192 $47,051 $50,555 $34,149 $81,576 $49,948

95.74% 100.00% 100.00%$80,528 $0 N/A

100.00% 100.00% 100.00%28.00 0.00 0.00

9.00 16.00 4.00

9.00 16.00 4.0007/01/14 07/01/14 07/01/14 07/01/14 07/01/14 07/01/14 07/01/14 07/01/14 07/01/1404/17/14 04/17/14 04/17/14 05/01/14 05/01/14 05/01/14 05/20/14 05/20/14 05/20/14

Yes Yes Yes

n/a N/A

Non-Classified FTE Percentage Non-Classified FTE Percentage Non-Classified FTE Percentage

11.60 20.00% 7/1/15 Goal 18.60 20.00% 7/1/15 Goal 6.88 20.00% 7/1/15 Goal


For classified employees, New River CTC utilized the salary schedule as a minimum salary. Classified employees were increased by the appropriate step or 2% above base salary whichever was greater. Classified employees above step 15 received a 2% increase in base salary. Faculty and non-classified employees received a 2% increase in base salary. Anyone hired on or after January 1, 2014 did not receive a pay increase.

Mountwest Community and Technical College New River Community and Technical College Pierpont Community and Technical College

67










68 83 23 174 64 75 18 157 95 87 28 21068.00 81.50 23.00 172.5 64.00 75.00 18.00 157 95.00 85.88 28.00 208.88

0.00 5.00 0.00 5 0.00 4.00 0.00 4 0.00 6.00 0.00 6

0.00 2.29 0.00 2.29 0.00 2.00 0.00 2 0.00 2.74 0.00 2.74

0 0 0 0 0 0 0 0 0 0 0 0

0.00 0.00 0.00 0 0.00 0.00 0.00 0 0.00 0.00 0.00 0$2,849,544 $2,709,863 $1,590,073 $7,149,480 $2,791,179 $2,520,554 $1,347,653 $6,659,386 $4,613,079 $2,830,577 $1,573,082 $9,016,738

$34,272 $42,230 $11,592 $88,094 $38,983 $48,912 $17,016 $104,911 $140,050 $63,044 $14,112 $217,206$23,331 $23,331 $0 $0 $36,124 $36,124$57,603 $42,230 $11,592 $111,425 $38,983 $48,912 $17,016 $104,911 $176,174 $63,044 $14,112 $253,330

$2,907,147 $2,752,093 $1,601,665 $7,260,905 $2,830,162 $2,569,466 $1,364,669 $6,764,297 $4,789,253 $2,893,621 $1,587,194 $9,270,0686 6 0 0 8 8

68 83 23 174 60 66 15 141 95 93 28 216

68.00 81.50 23.00 172.50 60.00 66.00 15.00 141.00 95.00 88.62 28.00 211.62

$553 $518 $504 $529 $650 $741 $1,134 $744 $1,610 $711 $504 $1,0672.02% 1.56% 0.73% 1.56% 1.40% 1.94% 1.26% 1.58% 3.82% 2.23% 0.90% 2.81%

$3,889 $3,889 $0 $0 $4,516 $4,516

$42,752 $32,845 $69,638 $41,541 $44,221 $33,370 $75,815 $42,543 $50,413 $32,652 $56,686 $43,805

95.80% 100.00% 100.00%$170,396 $0 $0

100.00% 100.00% 100.00%68.00 0.00 0.0010.00 14.00 35.00

10.00 14.00 35.0008/01/14 07/01/14 07/01/14 08/18/14 07/01/14 07/01/14 07/01/14 07/01/14 07/01/1404/22/14 04/22/14 04/22/14 04/21/14 04/21/14 04/21/14 05/21/14 05/21/14 05/21/14

YES Yes Yes

NA

Non-Classified FTE Percentage Non-Classified FTE Percentage Non-Classified FTE Percentage

20.90 20.00% 7/1/15 Goal 18.60 20.00% 7/1/15 Goal 22.78 20.00% 7/1/15 Goal


Did not include temporary hourly employees or student workers

Included vacant positions in headcount and FTE

Those reported "Paid above step" are the employees with 15+ years of service

West Virginia Northern Community CollegeSouthern West Virginia Community and Technical

College West Virginia University - Parkersburg

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0 3 11 140.00 3.00 11.00 14

0.00 0.00 0.00 0

0.00 0.00 0.00 0

0 0 0 0

0.00 0.00 0.00 0$0 $180,914 $742,700 $923,614

$1,520 $4,536 $6,056$0

$0 $1,520 $4,536 $6,056

$0 $182,434 $747,236 $929,6700 0

0 3 9 12

0.00 3.00 9.00 12.00

$507 $504 $5050.84% 0.61% 0.66%

$0

$60,811 $67,931 $66,405

110.00%$0

100.00%0.003.00

3.0007/01/14

na

yes

West Virginia Council for Community and Technical College Education

69

West Virginia Council for Community and Technical College Education Meeting of January 29, 2014 ITEM: SB 330 Progress Report INSTITUTIONS: All RECOMMENDED RESOLUTION: Information Item STAFF MEMBER: Patricia Clay BACKGROUND: The last Human Resources Senate Bill 330 report in August 2014 included information about the May 2014 resolution approved by the Legislative Oversight Commission on Education Accountability (LOCEA) which emphasized that full implementation of Senate Bill 330 become the highest priority and primary focus for the Commission. In July 2014, staff published a Request for Information as directed by the resolution. Included in this complex project are consulting, research, and recommendations for development of compensation philosophies for all organizations in the systems, compensation market assessments, classification architectures, internal equity analyses, compensation program structure recommendations, and implementation planning and project communications. Four responses to the request were received by the September 23, 2014 deadline. Responses were reviewed and initial cost estimations provided by two large reputable vendors indicate the cost for this comprehensive study with systemic program recommendations related to jobs held by approximately 15,000 employees of the West Virginia Higher Education Policy Commission and the West Virginia Council for Community and Technical College Education will range from $993,000 to $1,550,000. Responses are being used as guiding resources in drafting the final request for bid. Although constituent groups will have an opportunity to review the Request for Proposal, the Compensation Planning and Review Committee (CPRC), established by Senate Bill 330, is charged with oversight of the study and will be called upon to review and finalize the Request for Proposal that is expected to be published for bid in early December. Staff are on schedule as proposed in the Project Timeline Report submitted to the Legislative Oversight Commission on Education Accountability (LOCEA) in August. A copy of the full report to LOCEA is attached. The report, in addition to progress with SB330 initiatives, includes updates on WVOASIS HRM/Payroll Implementation, Communications, and Training.

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LEGISLATIVE OVERSIGHT COMMISSION ON

EDUCATION ACCOUNTABILITY

Senate Finance Committee Room November 17, 2014

Senate Bill 330, Human Resources Administration, Quarterly

Progress Report 1 Ms. Patricia Clay, Acting Vice Chancellor for Human Resources

71

November 15, 2014

The Honorable Robert H. Plymale Co-Chair, Legislative Oversight Commission on Education Accountability Senate Education Committee Room 417-M, Building 1 State Capitol Complex Charleston, West Virginia 25305 The Honorable Mary M. Poling Co-Chair, Legislative Oversight Commission on Education Accountability House Education Committee Room 434-M, Building 1 State Capitol Complex Charleston, West Virginia 25305 Dear Senator Plymale and Delegate Poling: The Resolution approved by the Legislative Oversight Commission on Education Accountability (LOCEA) on May 20, 2014 requires quarterly progress reports of accomplishments beginning August 15, 2014 regarding implementation of Senate Bill 330, comprehensive legislation regarding personnel administration. This report addresses progress made on behalf of the West Virginia Higher Education Policy Commission (Commission) and West Virginia Council for Community and Technical College Education (Council) for the period August 15, 2014 through November 12, 2014. Request for Information - Market Compensation Survey A Request for Information (RFI) with appendices guiding responders to the most appropriate sections of West Virginia Code was published in July 2014. The RFI included three main sections for vendors to review and suggest processes, methods, and timelines for completing the work. The three sections of the RFI were: (1) compensation market studies for all categories of employees; (2) proposal of a process, method, and/or program for establishing, measuring and maintaining compensation equity among employee categories; and (3) review of statutory expectations with regard to centralized support of the human resources function for West Virginia public higher education with recommendations for organization, programs, staffing and budgeting to implement the Legislature's expectations.

West Virginia Higher Education Policy CommissionWest Virginia Community and Technical College System

1018 Kanawha Boulevard, East, Suite 700Charleston, West Virginia 25301

Paul L. Hill, Ph.D.Chancellor

Bruce L. Berry, M.D.Chair

James L. SkidmoreChancellor

Clarence “Butch” PenningtonChair(304) 558-2101

www.hepc.wvnet.eduwww.wvctcs.org

1 72

Four responses to the request were received by the September 23, 2014 deadline. Responses were reviewed and initial cost estimations provided by two large reputable vendors indicate the cost for this comprehensive study with systemic program recommendations related to jobs held by approximately 15,000 employees of the Commission and Council will range from $993,000 to $1,550,000. Cost estimations did not include pricing for software to manage annual updates of the system, or for conducting review for redesign of the current central human resources structure to effectuate change, as well as implement and maintain requirements of Senate Bill 330. Responses are being used as guiding resources in current work of drafting the final Request for Proposal (RFP). Constituent groups will have an opportunity to review and provide feedback on the draft RFP. The Compensation Planning and Review Committee (CPRC), established by Senate Bill 330, is charged with oversight of the study and will be called upon to review and finalize the Request for Proposal that is expected to be published in December. Staff are on schedule as proposed in the Project Timeline Report submitted to LOCEA in August. WVOASIS The Acting Vice Chancellor for Human Resources continues to assist with identification of issues affecting higher education, problem resolution and coordination for stages of implementation for higher education institutions with the wvOASIS Phase D -Human Resources/Payroll. Continued development of data elements, submission of information, and participation in testing and training for the wvOASIS HR/Payroll system continue to make demands on the time of human resources staff at all West Virginia public higher education institutions. Training -- West Virginia Code §18B-7-6(b) The Division of Human Resources offered each Commission and Council institution funding for registration fees for one staff member to attend one of two human resources specific training conferences recently offered. The Commission and Council supported conference attendance for thirteen individuals “engaged in human resources related activities” from eleven higher education organizations. Registration fees were paid for attendance at the 2014 WVCUPA-HR Annual Conference or the 2014 West Virginia EEO Conference. Topics of training included: Conducting EEO Complaint Investigations, Investigation Report Writing; Informal EEO Counseling/Mediation; Mindfulness (Stress Reduction); The Affordable Care Act; Setting Goals; Building Relationships; Equal Employment Opportunity; Practical Strategies for Personal Effectiveness; and Developing an HR Scorecard. Vice Chancellor for Human Resources Search The Vice Chancellor for Human Resources Search Committee conducted telephone interviews with candidates in October and have scheduled on-site interviews for the finalists for this position during the third week of November.

2 73

Communications Patricia Clay, Acting Vice Chancellor for Human Resources, held a fall Chief Human Resources Officers meeting on October 30, 2014. Thirty-eight individuals engaged in human resources related work were in attendance. Training was provided by David Bennett, Director of Information Technology, from the Commission’s Division of Policy and Planning on the purpose and use of the annual report of personnel data to the Commission. Dr. Ed Magee, Vice Chancellor for Finance, provided training on wvOASIS Accounting as it relates to new Human Resources responsibilities with wvOASIS. Representatives from Teachers Insurance Annuity Association/College Retirement Equities Fund spoke to the group about pending changes with retirement program loan limitations, a new administrator interface called Plan Focus, process improvements with on-line enrollments, and EPICS to wvOASIS interface issues. Additional discussion was held on the topics of HR Metrics, future plans for Senate Bill 330 data reporting using wvOASIS, upcoming reporting requirements, and submission of job descriptions for pending market study work. Matt Turner, Executive Vice Chancellor for Administration, and Ms. Clay presented at the September 15, 2014 meeting of the Advisory Council of Classified Employees (ACCE). Ms. Clay joined the ACCE meeting held in Morgantown on October 8, 2014 via conference call. The Acting Vice Chancellor for Human Resources continues to provide policy guidance and technical support for the institutional chief human resources officers as well as providing human resources services for the offices of the Commission and Council. Sincerely,

Paul L. Hill James L. Skidmore Chancellor Chancellor cc Mr. Matt Turner, Executive Vice Chancellor for Administration Ms. Patricia Clay, Acting Vice Chancellor for Human Resources

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WV Council for Community and Technical College Education Meeting of January 29th, 2015 ITEM: Presentation of 2014 Higher Education Report

Card INSTITUTIONS: All RECOMMENDED RESOLUTION: Information Item STAFF MEMBER: Chris Davies BACKGROUND: Pursuant to West Virginia Code §18B-1B-8, the 2014 West Virginia Higher Education Report Card was submitted to the Legislative Oversight Commission on Education Accountability on December 22nd, 2014. Chris Davies, Research and Policy Analyst in the Division of Policy and Planning, will present highlights from the report. The report will be provided at the meeting.

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Documents

West Virginia Council for Community and Technical College ... · 29-01-2015 · COMMUNITY AND TECHNICAL COLLEGE EDUCATION December 18, 2014 A meeting of the West Virginia Council