department of biological sciences old dominion university retreat 27 march 2004 department of...

Department of Biological Sciences

Old Dominion University

Retreat 27 March 2004

Department of Biological Sciences

Old Dominion University

Retreat 27 March 2004

State of the Department

Commonwealth Funding

Budget 1999

SubAccount Title Beginning Amount Ending Amount Remaining Balance4999 Wages/Benefits 418,445.006999 nonpersonal 191,787.007999 Travel 14,294.009899 Equipment 98,383.00

2,701,693.00 $2,707,496.01 -5803.01

Budget 2000

SubAccount Title Beginning Amount Ending Amount Remaining Balance4999 Wages/Benefits 437,7166999 nonpersonal 50,0987999 Travel 6,3609899 Equipment 70,155

2,944,630 2,931,813.66 12,816.34

Budget 2001

SubAccount Title Beginning Amount Ending Amount Remaining Balance4999 Wages/Benefits 4987316999 nonpersonal 591767999 Travel 37469899 Equipment 35536

2959212 2954295.27 4916.73

4999 = wages and salaries for faculty, staff and students6999 = lab supplies, office supplies and miscellaneous7999 = travel9899 = equipment

Budget 2002


2782769 2779312.72 456.28

Budget 2003

SubAccount Title Beginning Amount Ending Amount Remaining Balance4999 Wages/Benefits 4520416999 nonpersonal 530397999 Travel 110229899 Equipment -125

2772712 2764779.47 7932.53

Budget 2004


2645805 1801163.69 43987.63

Research Funding

Research Funding

2000

2001

2002

2003

2004*

$2, 735, 350

$2, 776, 030

$2, 628, 967

$2, 002, 453

$984, 153

Research Funding

Having a bare bones budget for operating the department, I have had to turn increasingly to our overhead account to pay for emergency repairs, computers, supplies, faculty and student travel, and other expenses. While keeping some reserve for emergencies, I intend to use as much of these monies as necessary to help faculty.

Overhead Account

Research Funding

Do we need to establish guidelines for the use ofthese monies? The only committed use of the fundsis for publication and reprint costs.

Do we want to designate a portion for large purchases?

Overhead Account

Budget Summary

Our budget has been static the past severalyears and will likely remain so unless it isdecreased for additional state exigencies. We need to be articulate voices in the Collegeof Sciences and the university as a whole,actively lobbying for any dollars we can obtain. In this regard we have been successful in obtaining additional funding for some coursebudgets.

Budget Changes

Do we want to change some of our budgetallocations? For example, do we want to reconsider the expenses of the transmissionelectron microscope and reallocate those fundsto maintaining a larger sequencer?

How should course budgets be determined?

Faculty Positions

Lost--Rose position to budget cuts.

Approved--Wolfinbarger (Stiffler)

Approved--Slate (current search)

Pending approval--Jones’ position.

Personal Goals as Department ChairCommunication and work environment

Resources

Advocacy—working to obtain resources for our department; recognizing faculty and students forawards and promotion.

Direction—building a consensus through clear communication and mutual confidence on where we should be moving as a department.

Personal Goals as Department Chair

Communication-Our department has a wonderful diversity of research projects, teaching emphases, clientele, and--though limited--resources. To utilize strengths, clear and frequent communication isessential. In order to facilitate communication, thefollowing have been initiated

–Monthly faculty meetings with open invited agendas.

–Weekly coffees.

–Frequent meetings with classified and office staff.

–Yearly department party.

–Our annual holiday party has been continued.

CommunicationCommunicationPersonal Goals as Department Chair

Personal Goals as Department ChairCommunicationCommunication

–Mentoring of new faculty.

–Meeting with graduate students at least once or twice a semester.

–Faculty input into budgetary matters.

Personal Goals as Department ChairCommunicationCommunication

–Web presence

Personal Goals as Department ChairWork EnvironmentWork Environment

Work environment/public interface–I believe that the quality of our public space is a reflection on the quality of our operations. Some of the ways I am addressing this are:

Personal Goals as Department ChairWork EnvironmentWork Environment

Remodeling front office. With the help of staff, we are working on improving the appearance and utility of our front office.

Department directory. I have replaced the archaic directory in the foyer of MGB (it always reminded me of the directories I saw in medical buildings as a boy) with a poster which I plan to update each semester.

Personal Goals as Department ChairResourcesResources

We are short on human, building, and financial resources.

Personal Goals as Department ChairResources-FinancialResources-Financial

Financial resources -Virginia is in a fiscal crisis and there is little hope of any increased funding from the state. For this reason, it is essential that non-state sources of funds be identified and aggressively pursued.


Private EndowmentsI have initiated several projects with private funds and am actively working on others, this work is in the “silent phase”. Successful projects to date include:


–J. Robert Stiffler Distinguished Professor of Horticulture and Botany. To date, approximately $1.05 million has been raised.


Due to the small number of applicants, the search will be reopened with interviews scheduled for fall semester 2004. Two people will be hired temporarily for the fall semester.

Kushan Tennakoon Diana Williams


Private Endowments–Endowed Natural History Seminar Series. The inaugural lecture will be 15 April. To date, approximately $75 thousand has been raised. Once this series is established, I hope to begin a program for a Natural History Museum.


NaturalHistorySeminarSeries

Personal Goals as Department Chair

Private GiftsEach year our department receives between 10-12 thousand dollars as part of the annual gift program. Several faculty and staff members have been generous givers to the department through this program. This fund is the ultimate “discretionary” account.

Resources-FinancialResources-Financial


Private GiftsThe chief use of these funds are for department activities which can not be funded from any other sources. In addition, our weekly seminars as well as some student travel are paid from this account.

Personal Goals as Department ChairResources-SpaceResources-Space


Size of Mills Godwin Building 1981


Size of Mills Godwin Building 2004


Proposed New Building


Finding alternative space wherever we can--


Space-If financial resources are a headache, space concerns are a nightmare. We have no more room in MGB and I will have to reallocate space soon to accommodate our new hire. This is a difficult task which I will pursue in accordance with College of Sciences guidelines.


Space-Not only research but also teaching faculty need space and I am committed to developing as much “new” space on the first floor as possible for teaching faculty. I will ask the department to develop guidelines for the assignment of space to emeritus faculty, both those active in research and those who do not maintain an active research program.

Department ObjectivesAY 2003-2004

1. Pursue lost positions.

2. Identify additional lab and office space inanother building.

3. Determine if department wants to rename PhD in Ecological Sciences.

4. Revamp undergraduate curriculum.


5. Increase communication within department.

6. Establish (or verify) research emphasis.

7. Try to address salary compression.

8. Promotion of associate professors.


9. Faculty productivity–balancing active researchers teachers load.

10. Produce a strategic plan.

Department MilestonesAY 2003-2004

1. Enrollments have remained steady.

2. Satisfactory research funding continues.

3. Two new tenure-track assistant professors have been hired.


4. A new office/fiscal manager has come on board.

5. Mary Hayward won the HACE Employee of theYear award.


6. Renovation of MGB 112 is completed.

7. Rearrangement/renovation of MGB 110 is ongoing.

8. Renovation of MGB 125 is almost complete.

9. The Stiffler Professorship was approved at the full professor level. The current endowment is about $1.05 million.


10. The Department of Biological Sciences Endowed Natural History Seminar Series is funded at $75 thousand. The first event is 15 April. The series will be part of the President’s Lecture Series.

11. We have a new dean.

12. Marla Harvey won the University Employee of theYear Award.


13. The Zuni Pine Barrens Natural Area, which includes our Blackwater Preserve, is being expanded.

14. Denise (Wadsworth) Sliter resigned. Paula Sicurello will join us on 10 May as our new EM/Ecology Technician.


15. Ralph Stevens has received yet another “Most Inspiring Faculty Member” award.

16. Larry Boles’ research was cited as one of the 100 most significant papers in 2003 by both ENDEAVOR and SCIENCE NEWS.


18. New faculty evaluation procedures have beenestablished. College of Sciences Guidelines for Annual Faculty Performance Rating

Excellent Very Good Good

Meets the criteria for a rating of “Very Good”AND the expectation that more than one of the criteria related to teaching, research and service are SIGNIFICANTLY above the norm expected for the department WITHIN RANK. Examples (each of which may pertain to teaching, research, and service) include:

Major grants as PI or Team Leader that support students, provide return indirect costs, and generate release monies at or above the norm.

Professional awards of distinction. Major new long-term programmatic initiatives

impacting the department, college or university. Significant documented service to the

profession, such as an officer of a national or international organization.

Significant leadership service to the department well above the norm.

Substantial contributions to the Strategic Goals of the department and college.

Meets the criteria for a rating of “Good” AND at least two or more of the following:

Superior teaching performance. Significant contribution to the educational

experience of the students with documented effective innovation in the classroom, lab, or project.

Major research grants that support students and return indirect costs to the department.

Generate external release monies. Honors such as awards for teaching excellence,

research contributions, scholarship, or professional service.

Significant service to national or international professional organizations.

Significant participation in collaborative and multi-disciplinary research or teaching efforts and programs.

Significant service benefiting the department. Significant number of publications in refereed

journals.

Items to be weighted according to assigned duties and established goals relative to teaching, research and service:

Effective teaching. Graduate research advising and/or involvement

of undergraduates in research activity. Effective undergraduate and graduate academic

advising. Development of educational programs and

facilities. Effective departmental service. Personal professional development. Participation in professional societies or

equivalent professional service. Research proposals prepared and submitted. Funded research grants or contracts that

provide support for graduate students. Refereed journal publications. Participation in collaborative and multi-

disciplinary research or teaching efforts.

Fair Marginal Unsatisfactory

The individual is generally performing at the level expected for a rating of Good but is below expectations in some of the criteria with no special circumstances.

The individual is generally NOT performing at the level expected for a rating of Good and is significantly below expectations in several of the criteria with no special circumstances.

The individual is seriously neglecting his or her duties to the department, college, and University.

Notes:1. A rating of “Good” reflects solid performance in assigned duties and established goals. An individual rated “Good” is an asset to the department. 2. Other assigned duties may require substitution for one or more of the criteria in each category. Such assignments include unusual service to the department,

college, or University beyond the faculty norm or may represent activities during sabbatical leave. They must be agreed and approved in the Annual Goals.3. The rating of “Excellent” is unusual. It will be given for exceptional work over the course of a year. No expectation for a rating of “Excellent” for the current year

should be based on a rating of “Excellent” in the previous year.

17. Cynthia Jones requested transfer to OEAS.

Excellent Very Good Good

Meets the criteria for a rating of “Very Good” AND the expectation that more than one of the criteria related to teaching, research and service are SIGNIFICANTLY above the norm expected for the department WITHIN RANK. Examples (each of which may pertain to teaching, research, and service) include: Major grants as PI or Team Leader that support students, provide return indirect costs, and generate release monies at or above the norm. Professional awards of distinction. Major new long-term programmatic initiatives impacting the department, college or university. Significant documented service to the profession, such as an officer of a national or international organization. Significant leadership service to the department well above the norm. Substantial contributions to the Strategic Goals of the department and college.

Meets the criteria for a rating of “Good” AND at least two or more of the following: Superior teaching performance. Significant contribution to the educational experience of the students with documented effective innovation in the classroom, lab, or project. Major research grants that support students and return indirect costs to the department. Generate external release monies. Honors such as awards for teaching excellence, research contributions, scholarship, or professional service. Significant service to national or international professional organizations. Significant participation in collaborative and multi-disciplinary research or teaching efforts and programs. Significant service benefiting the department. Significant number of publications in refereed journals.

Items to be weighted according to assigned duties and established goals relative to teaching, research and service: Effective teaching. Graduate research advising and/or involvement of undergraduates in research activity. Effective undergraduate and graduate academic advising. Development of educational programs and facilities. Effective departmental service. Personal professional development. Participation in professional societies or equivalent professional service. Research proposals prepared and submitted. Funded research grants or contracts that provide support for graduate students. Refereed journal publications. Participation in collaborative and multi-disciplinary research or teaching efforts.

Fair Marginal Unsatisfactory

The individual is generally performing at the level expected for a rating of Good but is below expectations in some of the criteria with no special circumstances.

The individual is generally NOT performing at the level expected for a rating of Good and is significantly below expectations in several of the criteria with no special circumstances.

The individual is seriously neglecting his or her duties to the department, college, and University.

Notes:1. A rating of “Good” reflects solid performance in assigned duties and established goals. An individual rated “Good” is an asset to the department. 2. Other assigned duties may require substitution for one or more of the criteria in each category. Such assignments include unusual service to the department, college, or University beyond the faculty norm or may represent activities during sabbatical leave. They must be agreed and approved in the Annual Goals.3. The rating of “Excellent” is unusual. It will be given for exceptional work over the course of a year. No expectation for a rating of “Excellent” for the current year should be based on a rating of “Excellent” in the previous year.


This new system of evaluation requiresthe establishment of goals agreed upon between the department chair and the faculty member.

I will provide some guidelines and dates for this process.

You are the reason we havea great department!!

department of biological sciences old dominion university retreat 27 march 2004 department of...

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