SACS Principles of Accreditation

Section III: COC Comprehensive Standards

3.2.8 The institution has qualified administrative and academic officers with the experience, competence, and capacity to lead the institution.



JUDGMENT OF COMPLIANCE

Compliance.

NARRATIVE/JUSTIFICATION FOR JUDGMENT OF COMPLIANCE

The institution has qualified administrative and academic officers with the experience, competence, and capacity to lead the institution. The Texas A&M University System Regulation 33.99.01: Employment Practices and University Rule 33.99.01.L1 – Hiring Rules for Non-Faculty Positions, and procedures thereto, address statutory requirements such as the Civil Rights Act, the Americans with Disabilities Act, the Texas Commission on Human Rights Act, and the State Appropriations Act. These ensure equal employment opportunity for all applicants, uniform reporting procedures, and compliance with federal and state laws and regulations. Texas A&M International University maintains formal systems for establishing and classifying positions and for filling them with qualified employees. (University Rule 31.01.99.L2 – Creating, Reclassifying, and Retitling Positions) These regulations and procedures ensure that the University’s employees are well qualified.

The Texas A&M University System develops policy to govern the selection and appointment of administrative and academic officers. The Texas A&M University System Policy Manual) The Chancellor makes a recommendation for the selection of the University President; thereafter, The Texas A&M University System Board of Regents appoints the University President. (The Texas A&M University System Policy 01.03 – Appointing Power and Terms and Conditions of Employment) The vita for University President Ray M. Keck, III is available online.

Generally, high-level administrative positions (president, vice-presidents, deans, and other positions of comparable rank) are filled by candidates identified by a national search process. A search committee considers nominations and applications.(Search Committee Members) Candidates are screened against a set of qualifications identified on a Job Vacancy Notice. Examples are posted on the University Employment web page. (Human Resources, Employment Opportunities) Those candidates whose skills and experience most closely match the qualifications are invited to campus for interviews. Following interviews, the search committee makes its recommendation to the hiring authority. Changes in state and federal laws, increased demands for accountability in state government, and the costs involved in searching for new employees require that each search be conducted legally and efficiently. The Roster of Key Administrators includes their resumes and establishes their qualifications to lead the University.





SUPPORT DOCUMENTATION


SOURCE

LOCATION/Special Instructions

The Texas A&M University System Regulation 33.99.01: Employment Practices

http://sago.tamu.edu/policy/33-99-01.htm

Backup Link:

http://www.tamiu.edu/archives/sago-policy-33-99-01.htm

University Rule 33.99.01.L1, Hiring Rules for Non-Faculty Positions

http://www.tamiu.edu/adminis/ohr/hiringrulesnonfac.shtml

University Rule 31.01.99.L2, Creating, Reclassifying, and Retitling Positions

http://www.tamiu.edu/adminis/ohr/creating.shtml

The Texas A&M University System Policy Manual http://sago.tamu.edu/policy/tocmain.htm

The Texas A&M University System Policy 01.03: Appointing Power and Terms and Conditions of Employment

http://sago.tamu.edu/policy/01-03.htm

Backup Link:

http://www.tamiu.edu/archives/01-03.htm

University President Ray M. Keck, III http://www.tamiu.edu/president/
Search Committee Members http://www.tamiu.edu/archives/seach-committe-lists.pdf 
Human Resources, Employment Opportunities http://www.tamiu.edu/adminis/ohr/emplopp.shtml
Roster of Key Administrators http://www.tamiu.edu/archives/admin-roster/


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