FacultyA1

The department maintains staffing to provide instructional capabilities in general education, departmental and related inter-disciplinary programs, including Resource Management (M.S.), American Indian Studies, Primate Behavior and Ecology and the new Environmental Studies program. It also provides directorship to several of these programs and we are in the process of restoring the Anthropology Museum to its full functioning capabilities. Faculty sabbaticals and replacement for reassigned instructional load to maintain and develop scholarship are also factors. We review and assess our part-time to full-time ratio in departmental planning on an annual and as-needed basis quarter by quarter.

Because of these demands we have had a fairly high level of part-time (quarter by quarter) adjunct staffing, and this year we have one full-time visiting lecturer to meet these needs. Two years ago we hired one new cultural anthropologist with expertise in Resource Management, Museum Studies and environmental issues. This year we will hire a biological anthropologist who will add new expertise in molecular genetics, the cutting edge of this discipline at this time, and whose contributions will offset the loss of direct teaching effort in biological anthropology curriculum by our forensic anthropologist and our primatologist. Lourdes DeLeon, our forensic anthropology expert, is increasingly obligated to NAGPRA repatriation and reburial preparations. Lori Sheeran, primatologist, is now director of that program and this program is adding an M.S. degree in the next year or two. Her efforts are increasingly allocated directly to the Primate Behavior and Ecology program. The new biological anthropologist will support these programs and contribute at all levels of the anthropology curriculum.

The addition of two new faculty positions will substantially reduce our need for adjunct teaching. Recently most of this effort has been funded by High Demand programs in General Education, which has resulted in a disproportionate number of introductory courses being taught by adjuncts. This is expected to improve substantially by next year. We anticipate continuing to need some adjunct support for sabbatical replacement and research reassignments, as our faculty are mostly tenured and active in research and scholarship.

We are in the process of hiring a museum collections manager in a position that is funded for the remainder of the 2007-2008 academic year. We have a letter from the outgoing Dean and Provost supporting the funding of this position for a subsequent three-years. Without this support the move to Dean Hall, development of the Museum and Museum Studies program will be severely compromised.

The Resource Management Program was allocated a field-lab technologist position in 2005-2006. That year the funding and staffing to meet University-wide NAGPRA obligations was far from adequate, and the Anthropology Department used this one-year allocation to support NAGPRA and related Resource Management teaching efforts. Subsequently this funding was not reallocated from Graduate Studies. We have requested this position be re-established to support our increasing technology and laboratory needs in Resource Management and related upper-division coursework in anthropology. These include archaeology teaching laboratories and field research equipment, forensic, museum, visual anthropology, CRM (contract archaeology), primate observational research technology for data collection. This position was supposed to be the CWU match to a position allocated by the REM High Demand grant to Geography, the partner discipline to Anthropology in REM. The ability to make full use of lab, field and technology capabilities will be much reduced without this important technology support. Anthropology is the only lab and field based discipline in the College of the Sciences that does not have such a staff person.

Professors:
Glen Bach					Graphic Design
Michael Chinn					Wood Design
Keith Lewis					Jewelry/Metalsmithing

Year	Fall	Winter	Spring	Summer	Year’s Mean	5- Year Mean
2000-2001	4.43	3.83	4.25	4.1	3.57	
2001-2002	4.39	4.18	4.33	4.34	4.15	
2002-2003	4.53	4.21	4.55	4.3	4.4	
2003-2004	4.57	4.19	4.74	4.74	4.58	
2004-2005	4.48	4.1025	4.4675	4.37	4.175	4.319

Associate Professors:
Dr. William B. Folkestad			Art History/ Contemporary 
						Theory and Criticism
Dr. Shari Stoddard				Visual Art Teaching

Assistant Professors:
Maya Chachava				        Drawing /Painting
Brian Goeltzenleuchter			        Drawing /Painting
Donna Stack					Sculpture
Full-time Nontenure-Track Faculty:
Alex Emmons			                Photography
Adjunct Professors:
Parick Deffenbaugh				Computer Art
Joan Cawley-Crane				Printmaking/Art History
Joanne Hansen				        Visual Art Teaching
Chris Hinrich					Graphic Design
Heather Horn					Art History
Susan Jensen					Visual Art Teaching
Andrew Kaufman				        Foundations
Margo Selski					Painting/Drawing 
Sarah Haven					Ceramics

Over the past eleven years CWU Aviation/flight technology has employed 19 full-time faculty (TT & NTT) to fill only 5-6 positions. Fourteen faculty have come and gone since spring of 1996. Aviation is currently conducting searches for the 20th and 21st faculty members. The job here is unattractive (low pay and no flying) for industry professionals who apply. The primary reason for leaving the university is return to industry jobs, where in many cases faculty increased their salaries by more than double.

Hiring pools have consistently been small (as few as 5 candidates) because salaries are not competitive with industry. People offered faculty positions have turned them down for the same reasons (low salary).

The department has had five part-time office assistants and at least six different adjunct professors in the past four years. Also, with a fixed number of tenure-track faculty (4) who are responsible for higher-than-normal non-teaching administrative responsibilities (see paragraph 2 below), our department has had to increasingly rely on adjunct professors to meet teaching obligations. Securing qualified adjuncts, especially in the field of aviation, has been an ongoing challenge here in the small community of Ellensburg.

The job description for our FTNTT position was changed to assist with the heavy advising load related to the separate admissions process implemented for the Flight Technology Program in the fall of 2002

The half-time Office Assistant position was upgraded to a ¾-time Secretary. The current Department Secretary has provided exemplary service to the department and faculty.

The Chemistry Department has nine tenure track faculty who are highly dynamic individuals representing all basic sub-disciplines within the field of chemistry: analytical, biochemistry, chemical education, environmental, inorganic, organic, and physical. The faculty are dedicated to excellence in teaching, superior scholarly work, and extensive, broadly applied service. Two faculty in the department currently have half-time assignments in chemistry with the other half-time assigned in the Science Education Program. In addition, the department routinely employs several adjuncts and, for 2006-2007 we employed two full-time non tenure-track lines.

As a group, the Chemistry Department faculty are also gender and ethnically diverse. According to data from the CWU Office of Equal Opportunity (OEO), the CWU Chemistry faculty cohort meets and exceeds gender and minority diversity requirements. The department boasts 45% female and 22% Hispanic faculty (OEO data target 30% and 3%, respectively). In addition, several of the department faculty are bilingual.

The department has experienced a large growth unaccompanied by growth in the faculty. Although grant funding to our base budget has allowed additional tenure track lines, we have been unsuccessful in hiring. There are three reasons for this: 1) we have been later than the rest of our field in advertising due to late approvals, 2) the salary market is difficult to compete with at CWU's faculty salary, 3) significant startup money is required to outfit a research lab in chemistry. Currently there are three open faculty lines: two grant funded and one resignation. These are filled with full time non-tenure track faculty. The department is uncomfortable with the ratio of tenure track to non-tenure tract faculty in our department. A large percentage of the FTES is taught by non-tenure track faculty since they are typically assigned to the large enrollment introductory chemistry courses. With four faculty to be hired to start in Fall 2008, we expect to reduce the number of courses and students taught by non-tenure track faculty.

January, 2008
Staffing Plan and the Full-time to Part-time Ratio

An overview of our staffing plan can be easily given since almost all computer science courses are four credits and each full-time faculty member is responsible for 36 worload units (or credits) meaning that a full-time faculty member provides resources to teach nine courses. The chair is responsible for six courses due to release time for administrative work. Thus four full-time faculty and the chair can provide instruction for 42 courses. In addition, the department hires adjunct (part-time) faculty to cover 16 course sections. Thus the ration of full-time to part-time is 42/16 or 2.6/1. The department currently offers 15 sections of general education courses and 43 sections of major and service related courses annually. As you can see the adjunct instructors basically cover the general education portion of our instructional load while the full-time faculty cover the major and service portion. It is the opinion of the department that this is an appropriate mix of full-time to part-time staff and that it covers the mission of the department appropriately.

Future Staffing:
The following comments go beyand the current level of service which would probably require no increase in staffing. However, consideration of the potential change in the program is timely due to state funding and potential demand. The state views computer science as a high demand area although national trend in computer science programs have had enrollment form steady to shrinking slightly. The department began a plan to look at adding a new track to the undergraduate program which would provide more focus on applicaton and less on analysis (the more traditional approach to computer science). Variants of this direction are being tried at several computer science programs across the country. The course CS 112, Foundatons of Computer Science, wiil be the first to encorporatie this philosophy and that will occur commencing in the Winter of 2008. In any case, if this succeeds the department would expect to add about 25 FTES and would probably need to add eight new courses to support the new track. This would obviously require an additional faculty member to deliver these courses. Support for such a faculty member could come from the high demand funding that the state is providing the university.

We currently have nineteen tenured and tenure-track professors. Fourteen are professors, one an associate professor, three assistant professors, and one a phased retiree. In addition, we have three full-time NTT lecturers. As several of our faculty teach in interdisciplinary programs, staffing needs can vary Further, because we teach a large number of general education classes, and that number varies by quarter, we have as many as eighteen part-time NTT lecturers on campus and three at the centers, giving us at times a fifty-fifty ratio. It is a department priority to increase the number of FTNTT and TT positions.

Last year, we offered a total of 277 sections in all programs, and the breakdown was as follows:

Number of English and Humanities sections taught 2007-2008: Percentage
Tenured and Tenure-Track 117 42%
Full-time Non-Tenure-Track 16 6%
Part-time Non-Tenure-Track 115 41%
Graduate Teaching Assistants 29 11%
Total 277

Faculty by head count (Fall 2008):
Tenured and Tenure-Track 19
FTNTT 3
Part-time NTT 20

We anticipate a similar number of course sections for the immediate future. Some of our T & TT faculty teach in or have appointments in other programs, and the need for NTT faculty will vary.

We anticipate one retirement for 2008-2009 and one of our tenure-track faculty is on phased retirement. At least one more tenured faculty member is likely to retire in the next five years, and at least two FTNTT faculty members. As our FTNTT faculty have important teaching and service roles in the department, and we will need to develop new faculty to fill these roles. If we are able to change our Writing Specialization into a major, create a Professional Writing Minor and/or a certificate program, we may need additional faculty.

In staffing our courses and in future searches, we will follow these general principles:

We will strive for gender and ethnic diversity.

We will consider new department and disciplinary directions when filling positions created by resignations and retirements.

We will maintain small class sizes because English courses require intensive writing: 25 for general education and most majors courses and 15 for upper division creative writing courses.

We will support service courses in Technical Writing with superior faculty.

We will maintain faculty expertise in American, British, and World literatures; English Education; Cultural Studies, Composition and Rhetoric; Grammar and Linguistics, and Writing

We will maintain good relations with reliable non-tenure track faculty in Ellensburg and at the University Centers.

We will support faculty development for TT & T and NTT faculty with workshops and Department travel funds.

We will maintain a balance of T & TT faculty, FTNTT faculty, and NTT faculty

We have no recorded comprehensive staffing plan covering all of our language areas and offerings. We are proud of our ability to provide the array of languages that we currently do and wish to maintain and project the present course offerings into the future.

We would like to make as many of our positions tenure-track as we possibly can, but understand that there is a critical mass of student demand - among other things like availability of funding and competition for monies from other departments and colleges - that determine the feasibility of pushing for an increase of tenure track lines in the department.

As Spanish is the largest program in the department, it, of course, has the largest number of tenure track (TT) lines. In the event that the enrollment demands exceed our TT faculty's ability to cover course offerings, one and sometimes two adjunct faculty are employed to cover the overage.

Russian, German, and Japanese also utilize the services of adjunct professors as the need arises. (We are quite lucky in that we have personnel we can call upon to help us out when things get tight.)

In the next five years it is safe to say that we are going to see complete turnover in at least three of our languages, viz. French, German, and Russian. Finding people to fill these positions should not present any particular degree of difficulty, however, justifying three separate TT lines in the face of competition from other languages - American Sign Language and perhaps, Spanish or Japanese - to say nothing of competition from other departments and programs, may be a difficult sell. I hope that the excellence of these programs and continuing demand will carry the day.

UPDATED JULY 2008
The Department of Geological Sciences consists of tenure-track faculty (TT), full-time non-tenure track (FT-NTT) and part time non-tenure track (PT-NTT) faculty, classified staff and administrative exempt staff. All of the faculty and most of the staff members report to the Department Chair. One administrative exempt staff member, a Systems Administrator, works half-time in the Geological Sciences Department and half-time in the Geography and Land Studies Department and reports to the Dean of the College of the Sciences. The remainder of the administrative exempt staff work in the Pacific Northwest Geodetic Array (PANGA) Data Processing Center under the directorship of Dr. Timothy Melbourne, who is a tenured faculty member in the department.

The department shares two laboratory/instrument technicians with Chemistry and Biology. These employees interact with all relevant geology faculty and staff in the department but are formally supervised by the chair of Chemistry.

UPDATED JULY 2008
Each year, the staffing plan involves assessing potential sabbatical and other leaves, administrative reassignments, and externally-funded release time. The teaching loads are then allocated to take advantage of subdisciplinary expertise and to maintain a mix of classes for each faculty member (where possible). For example, it is a department goal to try to have faculty teach at all levels (100 through 500) over the course of several years. Once the TT faculty allocations are complete, the department strives to package most of the NTT loads into full-time positions. In some cases, NTT faculty who are very successful instructors, return year after year. For any unfilled NTT positions, we advertise nationally. In some cases, talented part-time NTT faculty are also hired, and some return year after year. Thus, each year, the ratio of NTT to TT changes, depending on leaves, administrative reassignment and grants funded. Over the last several years, on average, the department has had 2-3 FT-NTT and several part time NTT faculty. The total number of TT faculty in geology is currently 7.5 (1 FTE shared with Science Education), although for the last several years, one of these has been in an administrative position and is now on leave from the university.

The primary challenges facing the department in the next 5 years include: (1) maintaining and better utilizing the instrumentation and laboratory infrastructure within the department. Currently, demands on faculty time are such that the instruments and geochemical and mineral separation laboratories are underutilized because there is not enough staff support to maintain and improve usage. While the two technicians are excellent, their contributions are by necessity (because of time) to routine maintenance and repair. The labs and instruments in geology tend to be complicated and labor intensive to maintain. A full-time administrative exempt position, which would be charged with oversight of the laboratories is essential for geology to fully utilize the lab potential in classes and for research. (2) Maintaining high quality, state-of-the-art introductory level classes. The department recruits most of its majors from the introductory classes because many high school students are not exposed to the geological sciences. While our classes and laboratories are very popular and we have a vigorous undergraduate major population, improvements in content and delivery in these offerings can only improve the student experience. Thus, the department has considered the importance of hiring a 100-level specialist who could contribute to the introductory classes, maintain the teaching collections (maps, rocks, etc.) and assist with updating the laboratory curricula. (3) All faculty in the Department of Geological Sciences maintain high quality, externally funded research programs. To remain competitive, the department and university need to continue to work on the balance of scholarship, teaching and service. In order for faculty members to continue to be competitive and thereby provide the needed funding to continue offering inquiry-based research experiences to graduate and undergraduate students, additional faculty members are needed.

The ITAM Department is one of eight departments within the College of Education and Professional Studies (CEPS). The department has seven tenured and/or tenure-track faculty; three full-time, non-tenure track faculty; two full time exempt faculty; and one three-quarter time administrative assistant. We hire approximately five adjuncts each quarter to supplement the faculty; additionally, we hire three student employees to supplement the administrative assistant.

As mentioned earlier in the report, the ITAM Department is down two full time tenure-track positions. With this loss of faculty, we will continue to struggle with adequate curriculum coverage for our students (requiring us to substitute too many courses in our program), and may struggle to meet ABET accreditation standards in our pilot visit. At least one new tenure-track faculty position is needed to teach security and quality assurance.

We have eleven full time faculty members, nine are tenured/tenure track, and make use of numerous adjunct faculty. Five faculty are full-time, tenure/tenure track professors on the Ellensburg campus; a full-time, tenure/tenure track professor is stationed at the SeaTac, Steilacoom and Lynnwood centers, another has major responsibilities at the Yakima center; and we have a full-time fixed-term instructor stationed at the Lynnwood center and one in Ellensburg. The department currently employs an average of 17 adjunct faculty per quarter. The department employs one full-time Senior Secretary who supports on-campus faculty and students, and who coordinates with Center faculty, staff and adjuncts, plus a part-time office assistant. 
Adjuncts teach about 25% of the Law and Justice courses, while non tenure/tenure track teach about one third of classes. Although they are a valuable complement to our full time faculty, the number is excessive according to most academic standards. According the Academy of Criminal Justice Sciences Standards, part time faculty should not be used for more than 20% of the program’s credit hours.

The mathematics department comprises a faculty of twenty four full time members of which sixteen are tenure-track, six are non-tenure track in full time instruction, and two teach and/or share administrative responsibility for grant and university programs.  Additionally, two faculty members continue teaching through a phased retirement program and three additional individuals are typically hired for adjunct instruction.

Of the tenure-track positions, three members have expertise in probability, statistics, and/or actuarial science (one of whom is an Associate of the Society of Actuaries); five members have expertise in mathematics education; and the remaining eight members have expertise in areas of mathematics including algebra, topology, differential geometry, applied mathematics, dynamical systems and harmonic analysis.  The sixteen tenure-track ranks are distributed as follows: six professors, six associate professors, and four assistant professors.

We currently employ the following directors:
Director/Chief Advisor of Secondary Education: Mark Oursland;
Director/Chief Advisor of Actuarial Science: Yvonne Chueh;
Chief Advisor for BA/BS Mathematics: Tim Englund;
Director of MAT Graduate Program: Michael Lundin;
Director of University Math Center: Erin Lee;
Mathematics GEAR UP and Cornerstone Director: Nancy Budner.

Current Staffing
The Physics Department has approximately 5.5 FTE faculty, consisting of 3.5 full-time tenured/tenure-track faculty, one full-time non-tenure-track faculty and two adjuncts (equivalent to approximately 1 FTE).  For the 2007-2008 academic year, a total of 169 instructional workload units were scheduled to be offered by the Department with 84 instructional workload units performed by non-tenure-track faculty (divided equally among the full-time [42 WLU] and part-time [42 WLU] non-tenure-track faculty).  Thus the ratio of tenured/tenure-track instruction to non-tenure-track instruction is approximately 0.5:0.5.  Although there are a number of introductory and general education laboratory courses taught by the Physics Department, it is the opinion of the Department Chair that this is an inappropriate mix of tenured/tenure-track to non-tenure-track faculty.  This is an important point, particularly since the Department is considering a combined lecture/lab model for a number of its introductory and general education courses (a model supported by physics-education researchers).

For information purposes, 56 instructional workload units are covered by non-tenure-track faculty to cover the introductory and general education laboratory sections.  Of these, 34 workload units are taught by part-time physics instructors.

Future Staffing
If the Physics Department, COTS and University administration were satisfied with what is offered by the Department and wanted to keep the “status quo”, then the level of service could continue to be provided with no increase in staffing (an increase in funding though would still be necessary, but that will be outlined in another section).  However, with the hire of a new Department Chair, there exists the potential for some growth through a slight revision of the Department’s curriculum, the introduction of new areas of research and, more importantly, an increase in course offerings.  Consideration of revitalizing the physics program is timely due to state funding and potential demand.  The physics program is central to the underlying principles in the physical sciences and engineering; high-demand areas as viewed by the Washington State Legislature and to some degree the Federal Government (via the America Competes Act of 2007).  The Department has revised its curriculum and is currently setting up two new research labs (a laser laboratory and an acoutics laboratory).  In the fall of 2007, the Physics Department Chair presented a plan to the COTS Dean and Provost and secured their support for this plan.  The plan included the addition of a new tenure-track faculty member (to replace a significant portion of the part-time adjunct instructors).  Support for this position could come from the high demand funding that the state is providing the university.

As of 06-07, the Department of Political Science consisted of six full-time equivalent faculty members, along with miscellaneous (approximately two) adjuncts, with varying interests and expertise.

Two of our most senior faculty (Drs. Robert Jacobs in 2002, and Jim Brown (also Chair) in 2005, with over 50 years of service to the University and Department between them) retired during the period, and another, Dr. Michael Launius, took administrative leave to run the Office of International Studies and Programs. We have also hired some adjunct and non-tenure-track faculty to fill in the gaps in our program. During the period, the University faculty also voted to unionize and a Collective Bargaining Agreement (CBA) was negotiated which went into effect for the 2006-07 year. Thus, one could say we are somewhat in flux, and this review (5-year program review) comes at a time of some uncertainty and examination about our future direction.

In 2007-08, the Department added a tenure-track shared position in Latino Politics and Studies through the auspices of an internal ("Spheres of Distinction") grant. This grant was given to Latino and Latin American Studies, and it was that program that decided to lodge it in our department (we note this because our past efforts to add a Latin Americanist - a slightly different position - fell on deaf ears). The Department continues with a Full-Time, Non-Tenure Track visiting position to "replace" the loss of Dr. Mike Launius (in the area of Comparative: Asia and International Relations) who became the Director of the Office of International Studies and Programs. That position has been held by Dr. Cameron Otopalik since 2005. We obviously would like that position converted to tenure-track to provide stability, but recognize the University's reluctance to do so given Dr. Launius's tenure within our department.

The Department also uses a non-tenure track lecturer on the West side campuses for teaching our "law" sequence, and occasional 'random' lecturers to offer specific courses as electives at the branch campuses and occasionally Ellensburg. For example, Emeritus Prof. Jacobs continues to offer a course roughly once per term to supplement the loss of offerings due to faculty involvement in service activities. As mentioned elsewhere in our program review, we believe we could best deliver a political science program with the addition of another tenure-track member in US and/or European politics. This is primarily because we did not fully replicate the expertise of Dr. Brown with our new hire (Dr. Flanagan), and because years ago Prof. Wirth was hired to replace two positions. Jan. 08

(January 2008)
The department’s staffing plan is guided by the following general principles:
• Seek tenure-track (TT) appointments for the Ellensburg campus and university centers where we offer the undergraduate major.

• Maintain good relations with reliable full-time non-tenure-track (FTNTT) and part-time term contract faculty in Ellensburg and university centers.

• Meet accreditation standards for faculty in professional masters programs.

• Support service courses to the teacher education program with superior faculty members with experience in the schools.

• Provide enough sections to maintain moderate class sizes (lower division = 70, upper division = 35; graduate = 12)

• Maintain sufficient diversity of expertise to represent all core areas of our discipline and special topics tailored to faculty and student interests.

• Strive for gender and ethnic diversity.

• Consider new department directions when filling positions created by resignations and retirements.

Our 2007-2008 ratio of full-time (FT) to part-time (PT) faculty members is
• Headcount: FT 23 (62%) : PT: 14 (38%)
• FTE: FT 23.39 (88%) : PT: 3.29 (12%)

Of the 23 FT faculty members, 5 are FTNTT. We expect to maintain about the same FT/PT ratios in the future, but searches are now under way to fill three positions held by FTNTT faculty with TT appointees.. We are also searching for one additional TT faculty member to replace a retiree, one to replace a resignation, and one to staff our major at CWU-Des Moines.

We are not expecting this much turnover in the next five years. The last of a cohort of senior faculty members has now retired. Expanding our major to CWU-Lynnwood is likely to call for another tenure-track appointment, but we anticipate a period of relative stability for the next five years. The major challenges may be maintaining curricular freshness and promoting research programs and supportive collegial relations with our faculty members at the university centers.

We entered into the period under study as the 6th largest department in the college in terms of both the number of tenure-stream faculty assigned to COTS units and in terms of overall student credit hours generated within COTS’ departments and fell to the 7th largest department in terms of overall faculty resources by the current year (see Appendix I, Tables 1 and 1a).  We began the period under review with ten tenure-stream and two (part-time) adjunct faculty members on the main campus and five part-time adjunct faculty at the Westside centers.  We ended with a compliment of eight tenure-stream faculty positions (one of which has been occupied for several years by a FTNT faculty member) and two (part-time) adjunct faculty members on the main campus.  We also have four part-time adjunct faculty members who offer courses at the Yakima, Lynnwood, Pierce, and Des Moines university centers (funded by Associate Vice President for Undergraduate Studies).  The distribution of faculty resources is currently changing for the better.  The department was granted permission to replace the FTNT faculty member with a tenure-track faculty member who joined the ranks of the department in fall 2005; at which time the FTNT person will continue employment for at least one additional academic year.  This will be funded in part by general college revenues and by funds recovered from one department member’s academic research sabbatical and another tenured faculty member in the department voluntarily reducing her employment status by 20%.  In addition, based upon our enrollment performance and our critical role as a service department for Law and Justice and Ethnic Studies programs, we have just received authorization to conduct an additional tenure-track search which will be funded by the university administration.  Thus, by fall 2006 the department should have a compliment of nine tenure-stream faculty (although at that time we may lose the services of the FTNT faculty member).  The department has one full-time secretary and three part-time student clerical workers.  Despite the negative impact of declining faculty strength, over the past five years the department has typically held the sixth highest enrollment statistics of the college and it has consistently graduated the fourth highest number of undergraduate majors in the college (see Appendix II Tables 2 and 3).

QUESTION: FacultyA1