VI. DETERMINATION OF STAFFING NEEDS

| Long-Range Needs | Short-Run Needs |
| Process for Determining Faculty Staffing Needs | Declaration of Staffing Needs |

1. Long-Range Needs

   All departments/schools should maintain a five-year projection of their faculty needs, to be kept in the office of the college dean. Although it will be impossible to make completely accurate projections of faculty needs five years in advance, some estimate of these needs must be made if faculty recruitment or retrenchment is to take place in an effective manner. It should be noted that implicit in long-range faculty need assessment is the assumption of long-range program development, for an essential ingredient in the determination of the need for staff is a knowledge of the program that the department/school is to offer. Special concern should be directed toward the recruitment of qualified minority candidates.

2. Short-Run Needs

   Staff needs for any given academic year normally are determined during the preceding year, usually during the fall semester.

   Short-run needs depend on a number of factors, each of which is an estimate, at best depending on a number of variables that determine the need for teaching personnel. The following variables are some which are to be considered in projecting staff needs:

   1. Department/school offerings, including the number of courses to be offered and the manner in which they are to be offered (e.g., small or large lecture sections with accompanying small discussion sections): providing reasonably accurate information about departmental/school offerings will require careful planning of the department/school's program, including which courses will be offered and when they will be offered (fall semester, spring semester, alternate years). At least an annual review of the department/school's program is necessary.
   2. Projected enrollment for any given year.
   3. The availability of teaching personnel from the present staff: this will depend on the number of people retiring, going on leave of absence, and returning from leave of absence.
   4. Use of adjunct faculty: some adjunct faculty are used every year and provide excellent flexible staffing. It is anticipated that some departments/schools will continue to use adjunct faculty on a fairly regular basis.
   5. Full-time faculty loads: there is no formula that fits precisely every department/school. As a broad guide, each department/school member is to have a load of 24 semester units for the academic year.
   6. Adjunct faculty loads: adjunct faculty are not involved in advising or committee work. Consequently, adjunct loads and pay are calculated on the basis of 32 units for a full-time position.
      
      

3. Process for Determining Faculty Staffing Needs

   1. At the beginning of the academic year (early September), each department chair/school dean shall review the staffing needs of his or her department/school with the members of the department/school. The department chair/school dean shall prepare a recommendation and present it to the college dean as a part of his or her annual state-of-the-department/school report. This recommendation should include an updated five-year projection and information regarding retirements, sabbatical plans and leaves of absence.
   2. The college dean will meet with each department chair/school dean to discuss the staffing needs of the department/school. These discussions will focus on the department chair/school dean's written state-of-the-department/school report.
   3. The  college dean will meet with the Provost and submit the staffing recommendations for each department/school.
      
      

4. Declaration of Staffing Needs
   
   

   1. The Provost, the college dean, and the department chair/school dean will meet and declare new positions.
   2. The college deans shall prepare and place advertisements for the new positions. In addition, departments/schools may advertise, with the approval of the college dean, in appropriate professional journals. All advertisements must include reference to the distinctive Wesleyan character of Point Loma Nazarene University and its commitment to equal opportunity.
   3. Faculty members are encouraged to suggest to the college deans and the department chairs/school deans the names of qualified persons they would like to have considered for a position at PLNU.
   4. Letters of inquiry received by any academic administrator from prospective candidates will be acknowledged by the academic dean and referred to the appropriate department chair/school dean.