Southeastern Louisiana University employs qualified administrative and academic officers with the experience, competence, and capability to lead the institution. This is achieved through rigorous hiring and confirmation procedures which result in identifying candidates who meet or exceed the requirements of the position.
The University's formal system for establishing and classifying positions and filling these positions with qualified applicants begins with a comprehensive position description. The position description serves as a record of expected duties, educational requirements, experience requirements, and other required abilities. The position requirements and the applicants' abilities to fulfill or exceed these requirements are used in determining the final selections. Typically every position description is re-evaluated when the position becomes vacant or on a five-year review schedule, whichever occurs first. Positions are filled in accordance with the hiring procedures as outlined on the Human Resources website.
Academic Leadership Positions
Southeastern's academic administrators (President, Provost, assistant vice presidents, academic deans, academic department heads and the Director of the Sims Memorial Library) typically hold tenure status on Southeastern's faculty. These positions are filled in accordance with the respective procedures that govern the type of position. University of Louisiana System Board Rules
(Section II. F) outline the qualifications for academic administrators. The University of Louisiana System has recruitment procedures for the filling administrative positions of dean or higher outlined in Policy and Procedures Memoranda FS.III.II.A-1
. In addition to those policies, Southeastern has established guidelines for filling academic department head positions
(page 17). The personnel files of academic administrators contain vacancy notices, employment applications, transcripts, letters of recommendation, and curriculum vitae at the time of their respective appointment as supporting evidence that they have acquired the necessary administrative skills and experience to make them effective leaders of the University.
The process for hiring academic administrators is a comprehensive, inclusive one and begins with the University's expectations for the position which are outlined in employee handbooks (Part I, Section E). In an effort to attract a large applicant pool, the search process begins with a national search, typically through advertisement in national publications and other mediums. Applicant credentials are verified, and leading candidates are brought to campus to meet with the search committee and the various campus constituents that have an interest in the qualifications of the applicants. After the final recommendation is made to the President and the Provost, the final candidate's application package goes to the University of Louisiana System Board for final review and confirmation.
Non-Faculty Leadership Positions
Non-academic senior management positions (Vice President for Administration and Finance, Vice President for University Advancement, Vice President for Student Affairs, and the Athletic Director) are appointed by the Board of Supervisors for the University of Louisiana System upon the President's recommendation. Candidates are selected in accordance with University of Louisiana System Policy and Procedure Memoranda FS-III.II.B-1.
Personnel files for non-academic vice presidents and directors contain vacancy notices, employment application, transcript(s), letters of recommendation, and a current vitae at the time of their respective employment, as supporting evidence that they have acquired the necessary administrative skills and experience to make them effective leaders.
The Employment Procedures for Hiring Unclassified Staff outlines the procedures for hiring non-academic directors, administrative and professional staff. A checklist for hiring unclassified staff is also found on the
Downloadable Forms Menu page on the Human Resources Office website. Article X of the Louisiana State Constitution limits unclassified positions to the professional staff and administrative officers of universities. This is also contained in
Chapter 4 of the Civil Service Rules.
The Employment Procedures for Hiring Classified Staff outlines the steps to be followed in filling classified vacancies . The determination of whether a position is classified or unclassified is based on Chapter 4 of the Civil Service Rules, and the allocation of classified staff positions is done in accordance with Chapter 5 of the Civil Service Rules. Qualified applicants for classified positions are determined in accordance with Chapter 7 of the Civil Service Rules. Filling classified positions is done in accordance with Chapter 8 of the Civil Service Rules.
The Human Resources Office maintains the official nonacademic personnel files for all faculty, unclassified staff , and classified staff (Part II, Section Q of employee handbooks). Department heads maintain the official academic records for all faculty.
In addition, the EEO/ADA Compliance Coordinator reviews and approves EEO hire forms for each Professional/Unclassified position to ensure compliance with all state and federal regulations regarding equal employment practices. A sample form can be found on the Downloadable Forms Menu page on the Human Resources Office website. Southeastern takes affirmative action to ensure that the following are implemented at all levels of administration:
recruit, hire, place, train, and promote in all job classifications without regard to non-merit factors, except where sex is a bona fide occupational qualification; identify and use existing talent and potential through upgrading and promoting present employees (all promotions are based only on valid equal employment requirements); base decisions on employment so as to further the principles of equal employment opportunity; and ensure that all personnel actions be administered without regard to race, color, religion, sex, age, national origin, veteran status, disability, or any other non-merit factor .
Southeastern is committed to a program of affirmative action to increase access by and participation of traditionally underrepresented groups.
Continuing Evaluation of University Leadership
After hire, Southeastern's evaluation procedures ensure that administrative and academic officers continue to demonstrate leadership competence and capability. The University has a comprehensive set of policies and procedures for the evaluation of the President and the vice presidents. This includes the establishment of performance goals and indicators at the beginning of each academic year. Toward the end of the academic year, input is solicited from various constituent groups which include, but may not be limited to, all of the vice presidents, the academic deans, department heads, faculty senate representatives, unclassified employees, various directors on campus, student groups and community members. The number and makeup of these groups varies, depending on which position is being evaluated; the employee's supervisor conducts the final evaluation. In addition, a Presidential Review Committee is appointed each year for the purpose of administering the presidential evaluation procedures described in the policy manual. The results of this evaluation are shared by the committee with the University's President, as well as the President of the University of Louisiana System.
Assistant vice presidents, deans, department heads, and academic directors reporting to the Provost are evaluated annually by the use of a 360º evaluation tool, with input being solicited from various individuals who have a knowledge of the employee's capabilities. All unclassified employees participate in annual performance evaluations based on overall performance in relation to job responsibilities, as outlined in the Unclassified Employee Handbook (Part III, Section E). Classified employees are evaluated according to Civil Service Rules as outlined in the Classified Employee Handbook (Part III, Section E). Classified employees are evaluated six months after hire and annually thereafter.