Feel free to add your questions or issues to the ongoing list of Discussion Items. It'll be reviewed for follow-up comments in the far column or be brought to the Chairs meeting for broader discussion with the group.
First: look here for info on how to approach academic misconduct reporting procedures (scroll down to the drop-down menu for Faculty, where you'll find links to the Incident Report that you submit either as a PDF or in hard copy to both the student and to me).
Second: here's the link to the College's Judicial Procedures for Academic Misconduct, included in the Student Handbook, To the Point. This outlines all definitions of academic dishonesty, procedures and policies, students' rights and responsibilities, the composition of the Academic Judicial Board, and the appeal process.
IMPORTANT: this is a rare incident in which FERPA does *not* cover our internal college rules of "Legitimate Educational Interest." That is, information regarding the names of those involved in cases of academic misconduct may not be divulged to other instructors, to the student's academic advisor or coach, to the department chair, or anyone not immediately involved in the incident OTHER THAN the Associate VP of Academic Affairs and, via the ADF, the members of the AJB. Colleagues are free to discuss the circumstances of a possible violation for the purposes of seeking advice as long as no identifying information is exchanged.
Attached are procedures for student complaints about a faculty member. Note that the conditions under which a student may exercise this option are limited, but nonetheless, this avenue must be available. The procedures are based on our other grievance procedures, and adhere to the principles of confidentiality and due process for all parties. Don't hesitate to consult with Academic Affairs for guidance.
See discussion on how to submit the chair's letter of support (or no support) on the Evaluation, Reviews, and Promotion page.
Here's an excellent summary from Heit Management, a company specializing in IT for higher ed:
When talking about employees,
FTE means “full-time equivalency” for the purposes of a work year. FTE is primarily used when talking about staffing and hiring. For example, if you need 1 FTE that means you need the equivalent of one full-time position. (That might be two people, each working half a year.) Or, a given IT service might need 1.3 DBAs and 0.7 systems administrators.
You can multiply the FTE by the number of working hours per year to find how many hours per year you’re talking about. For example, if your institution works 40 hours a week the work year is 2000 hours. 0.7 systems administrators would be 1400 working hours a year.
When estimating FTE needed, make sure to account for overhead: staff meetings, vacation, etc.
When talking about students,
FTE means “full-time equivalency” for the purposes of full-time enrolled students. If an institution has 10,000 (student) FTE it may have 8,000 full-time students and 4,000 half-time students.