2016-2017 Catalog


About Nevada State College

Policy Statement

Nevada State College has many policies pertaining to academic and student affairs. Students are responsible for complying with these policies. The following is merely a guide to the policies that are most relevant to students, as well as processes and systems that support them; it is not a compilation of all policies or their word-for-word presentation.

Although every effort has been made to assure the accuracy of the information in this catalog, students and others who use this catalog should note that laws, rules, and policies change from time to time and that these changes may alter the information contained in this publication. Changes may come in the form of statutes enacted by the Legislature, rules, and policies adopted by the Board of Regents, or by the President or designee of the campus. It is not possible in a publication of this size to include all of the rules, policies and other information that pertain to students, the institution, and the Nevada System of Higher Education.

More current or complete information can be found in the online Nevada State College Policy Library at www.nsc.edu/policy. Where no specific policy is in place for Nevada State College, the college will follow the current applicable policy in force at the Nevada System of Higher Education.

Legal Notice

The Nevada State College General Catalog describes anticipated programs, courses, and requirements, but these are subject to modification at any time to accommodate changes in college resources or educational plans. The catalog does not constitute a contractual commitment that the college will offer all the courses and programs described. The programs described do not constitute a contractual commitment with the student on the part of the college. The college reserves the right to eliminate, cancel, reduce, or phase out courses, programs, and requirements for financial, curricular, or programmatic reasons; to limit enrollments in specific programs and courses; to change fees during the student’s period of study; and to require a student to withdraw from the institution for cause at any time.

Affirmative Action/Equal Opportunity

Nevada State College is an Affirmative Action/Equal Opportunity employer and does not discriminate on the basis of race, color, religion, sex, age, creed, national origin, veteran status, physical or mental disability, and in accordance with college policy, sexual orientation, in any program or activity it operates.

Nevada State College employs only United State citizens and aliens lawfully authorized to work in the United States

Title IX Notice of Non-Discrimination

NSHE and its member institutions do not discriminate on the basis of sex in their education programs and activities: Title IX of the Education Amendments Act of 1972 is a federal law that states at 20 U.S.C. § 1681(a):

“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”

Inquiries concerning the application of Title IX may be referred to each member institution’s Title IX Coordinator or the Office for Civil Rights of the United States Department of Education.

Contact information for Title IX Coordinator: Cheri Canfield, Director of Human Resources, Cheri.Canfield@nsc.edu, 702-992-2322.

NSHE Non-Discrimination Policy

A. NSHE Non-Discrimination Policy

1. Policy Applicability and Sanctions

The Nevada System of Higher Education (NSHE) is committed to providing a place of work and learning free of discrimination on the basis of a person's age, disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion. Where discrimination is found to have occurred, the NSHE will act to stop the discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible.

No employee or student, either in the workplace or in the academic environment, should be subject to discrimination. It is expected that students, faculty and staff will treat one another and campus visitors with respect.

2. Policy Applicability and Sanctions

All students, faculty, staff, and other members of the campus community are subject to this policy. Students, faculty, or staff who violate this policy are subject to discipline up to and including termination and/or expulsion, in accordance with the NSHE Code (or in the case of students, any applicable student code of conduct) or, in the case of classified employees, the Nevada Administrative Code. Other lesser sanctions may be imposed, depending on the circumstances. Complaints may also be filed against visitors, consultants, independent contractors, service providers and outside vendors whose conduct violates this policy, with a possible sanction of limiting access to institution facilities and other measures to protect the campus community.

3. Training

All employees shall be given a copy of this policy and each institution's Human Resources Office shall maintain documentation that each employee received the policy. New employees shall be given a copy of this policy at the time of hire and each institution's Human Resources Office shall maintain documentation that each new employee received the policy. Each institution shall provide this policy to its students at least annually and may do so electronically. Each institution shall include this policy and complaint procedure on its website and in its general catalog. Each institution shall have an ongoing non-discrimination training program and shall designate a person or office to be responsible for such training.

4. Discriminatory Practices

It is illegal to discriminate in any aspect of employment or education, such as:

• hiring and firing;

• compensation, assignment, or classification of employees;

• transfer, promotion, layoff, or recall;

• job advertisements;

• recruitment;

• testing;

• grading;

• acceptance or participation in an academic program or school activity;

• use of employer's facilities;

• training programs;

• fringe benefits;

• pay, retirement plans, and disability leave; or

• other terms and conditions of employment.

Determining what constitutes discrimination under this policy will be accomplished on a case- by-case basis and depends upon the specific facts and the context in which the conduct occurs. Some conduct may be inappropriate, unprofessional, and/or subject to disciplinary action, but would not fall under the definition of discrimination. The specific action taken, if any, in a particular instance depends on the nature and gravity of the conduct reported, and may include non-discrimination related disciplinary processes as stated above.
Discriminatory practices also include:

• discrimination on the basis of a person's age, disability ( including service- connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion;

• retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;

• employment or education decisions based on stereotypes or assumptions about the abilities, traits or performance of individuals of a certain age, disability (including service-connected disabilities), gender (including pregnancy related condition), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion; and

• conduct that has the purpose or effect of substantially interfering with an individual's academic or work performance, or of creating an intimidating, hostile or offensive environment in which to work or learn.

This behavior is unacceptable in the work place and the academic environment. Even one incident, if it is sufficiently serious, may constitute discrimination. One incident, however, does not necessarily constitute discrimination.

Policy Against Sexual Harassment

Contact information for Title IX Coordinator: Cheri Canfield, Director of Human Resources, Cheri.Canfield@nsc.edu, 702-992-2322.

B. Policy Against Sexual Harassment

1. Sexual Harassment is Illegal Under Federal and State Law

The Nevada System of Higher Education (NSHE) is committed to providing a place of work and learning free of sexual harassment, including sexual violence. Where sexual harassment is found to have occurred, the NSHE will act to stop the harassment, to prevent its recurrence, to remedy its effects, and to discipline those responsible in accordance with the NSHE Code or, in the case of classified employees, the Nevada Administrative Code. Sexual harassment, including sexual violence, is a form of discrimination; it is illegal.

No employee or student, either in the workplace or in the academic environment, should be subject to unwelcome verbal or physical conduct that is sexual in nature. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior of a sexual nature that is not welcome, that is personally offensive, and that interferes with performance. It is expected that students, faculty and staff will treat one another with respect.

2. Policy Applicability and Sanctions

All students, faculty, staff, and other members of the campus community are subject to this policy. Individuals who violate this policy are subject to discipline up to and including termination and/or expulsion, in accordance with the NSHE Code (or applicable Student Code of Conduct) or, in the case of classified employees, the Nevada Administrative Code. Other, lesser sanctions may be imposed, depending on the circumstances.

3. Training

All employees shall be given a copy of this policy and each institution's Human Resources Office shall maintain documentation that each employee received the policy. New employees shall be given a copy of this policy at the time of hire and each institution's Human Resources Office shall maintain a record that each new employee received the policy. Each institution shall provide this policy to its students at least annually and may do so electronically. Each institution shall include this policy and complaint procedure on its website and in its general catalog. Each institution shall have an on-going sexual harassment training program for employees.

4. Sexual Harassment Practices

Under this policy, unwelcome sexual advances, requests for sexual favors, and other visual, verbal or physical conduct of a sexual or gender bias nature constitute sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic status;

2. Submission to or rejection of the conduct is used as a basis for academic or employment decisions or evaluations, or permission to participate in an activity; or

3. The conduct has the purpose or effect of substantially interfering with an individual's academic or work performance, or of creating an intimidating, hostile or offensive environment in which to work or learn. Sexual harassment may take many forms - subtle and indirect, or blatant and overt. For example,

• It may occur between individuals of the opposite sex or of the same sex.

• It may occur between students, between peers and/or co-workers, or between individuals in an unequal power relationship (such as by a supervisor with regard to a supervised employee or an instructor regarding a current student).

• It may be aimed at coercing an individual to participate in an unwanted sexual relationship or it may have the effect of causing an individual to change behavior or work performance.

• It may consist of repeated actions or may even arise from a single incident if sufficiently severe.

• It may also rise to the level of a criminal offense, such as battery or sexual violence.

• Sexual violence is a physical act perpetrated against a person's will or where a person is incapable of giving consent due to the victim's use of drugs or alcohol. An individual also may be unable to give consent due to an intellectual or other disability. Sexual violence includes, but is not limited to, rape, sexual assault, sexual battery, and sexual coercion.

Determining what constitutes sexual harassment under this policy is dependent upon the specific facts and the context in which the conduct occurs. Some conduct may be inappropriate, unprofessional, and/or subject to disciplinary action, but would not fall under the definition of sexual harassment. The specific action taken, if any, in a particular instance depends on the nature and gravity of the conduct reported, and may include disciplinary processes as stated above.

Examples of unwelcome conduct of a sexual or gender related nature that may constitute sexual harassment may, but do not necessarily, include, and are not limited to:

• Rape, sexual assault, sexual battery, sexual coercion or other sexual violence;

• Sexually explicit or gender related statements, comments, questions, jokes, innuendoes, anecdotes, or gestures;

• Other than customary handshakes, uninvited touching, patting, hugging, or purposeful brushing against a person's body or other inappropriate touching of an individual's body;

• Remarks of a sexual nature about a person's clothing or body;

• Use of electronic mail or computer dissemination of sexually oriented, sex-based communications;

• Sexual advances, whether or not they involve physical touching;

• Requests for sexual favors in exchange for actual or promised job or educational benefits, such as favorable reviews, salary increases, promotions, increased benefits, continued employment, grades, favorable assignments, letters of recommendation;

• Displaying sexually suggestive objects, pictures, magazines, cartoons, or screen savers;

• Inquiries, remarks, or discussions about an individual's sexual experiences or activities and other written or oral references to sexual conduct.

Even one incident, if it is sufficiently serious, may constitute sexual harassment. One incident, however, does not necessarily constitute sexual harassment.

C. Complaint and Investigation Procedure

This section provides the complaint and investigation procedure for complaints of discrimination or sexual harassment, including sexual violence (except that complaints against students may be referred to student disciplinary processes). The Chancellor (for the System Office) and each president shall designate no fewer than two administrators to receive complaints. The administrators designated to receive the complaints may include the following: (1) the Title IX Coordinator; (2) the Affirmative Action Program Officer; (3) the Human Resources Officer; or (4) any other officer designated by the president. The President shall
also designate a primary investigating officer (Primary Officer) to process all complaints. The Primary Officer may be any of the individuals identified above. All complaints, whether received by the Affirmative Action Officer, Human Resources Officer or other designated officer, must immediately be forwarded to the Primary Officer. All Title IX complaints must be immediately forwarded to the Title IX Coordinator.

An individual filing a complaint of alleged discrimination or sexual harassment shall have the opportunity to select an independent advisor for assistance, support, and advice and shall be notified of this opportunity by the Primary Officer, or the Primary Officer's designee. It shall be the choice of the individual filing the complaint to utilize or not utilize the independent advisor. The independent advisor may be brought into the process at any time at the request of the alleged victim. The means and manner by which an independent advisor shall be made available shall be determined by each institution or unit.

An individual against whom a complaint of alleged discrimination or sexual harassment is filed shall have the opportunity to select an independent advisor for assistance, support, and advice and shall be notified of this opportunity by the Primary Officer, or by the Primary Officer's designee. It shall be the choice of the individual against whom the complaint is filed to utilize or not utilize the independent advisor. The independent advisor may be brought into the process at any time at the request of the alleged perpetrator. The means and manner by which an independent advisor shall be made available shall be determined by each institution or unit.

If anyone in a supervisory, managerial, administrative or executive role or position, such as a supervisor, department chair, or director of a unit, receives a complaint of alleged discrimination or sexual harassment, or observes or becomes aware of conduct that may constitute discrimination or sexual harassment, the person must immediately contact one of the individuals identified above to forward the complaint, to discuss it and/or to report the action taken. Title IX complaints must be immediately provided to the Title IX Coordinator.

Complaints of discrimination or sexual harassment should be filed as soon as possible with the supervisor, department chair, dean, or one of the administrators listed above and/or designated by the president to receive complaints of alleged sexual harassment or discrimination.

1. Employees

a. An employee who believes that he or she has been subjected to discrimination or sexual harassment by anyone is encouraged - but it is neither necessary nor required, particularly if it may be confrontational - to promptly tell the person that the conduct is unwelcome and ask the person to stop the conduct. An employee is not required to do this before filing a complaint. A person who receives such a request must immediately comply with it and must not retaliate against the employee.

b. The employee may file a discrimination or sexual harassment complaint with his or her immediate supervisor, who will in turn immediately contact one of the officials listed above.

c. If the employee feels uncomfortable about discussing the incident with the immediate supervisor, the employee should feel free to bypass the supervisor and file a complaint with one of the other listed officials or with any other supervisor.

d. After receiving any employee's complaint of an incident of alleged discrimination or sexual harassment, the supervisor will immediately contact any of the individuals listed above to forward the complaint, to discuss it and/or to report the action taken. The supervisor has a responsibility to act even if the individuals involved do not report to that supervisor.

2. Students

a. A student who believes that he or she has been subjected to discrimination or sexual harassment by anyone is encouraged - but it is neither necessary nor required particularly if it may be confrontational - to promptly tell the person that the conduct is unwelcome and ask the person to stop the conduct. A student is not required to do this before filing a complaint. A person who receives such a request must immediately comply with it and must not retaliate against the student.

b. The student may file a complaint with his or her major department chair or director of an administrative unit, who will in turn immediately contact one of the officials listed above.

c. If the student feels uncomfortable about discussing the incident with the department chair or director of an administrative unit, the student should feel free to bypass the person and file a complaint with one of the above officials or to any chair, dean, or director of an administrative unit who will in turn immediately contact one of the officials listed above to forward the complaint, to discuss it and/or to report the action taken. The chair, dean or director of an administrative unit has a responsibility to act even if the individuals involved do not report to that person.

3. Non-Employees and Non-Students

Individuals who are neither NSHE employees nor NSHE students and who believe they have been subjected to discrimination or sexual harassment by a NSHE employee during the employee's work hours or by a NSHE student on campus or at a NSHE-sponsored event may utilize any of the complaint processes set forth
above in this section.

4. Investigation and Resolution

a. After receiving a complaint of the incident or behavior, the Primary Officer, or designee, will initiate an investigation to gather information about the incident. If the Primary Officer is unable to initiate an investigation, due to a conflict or for any other reason, the President shall designate another individual to act as Primary Officer for the matter. Each institution may set guidelines for the manner in which an investigation shall be conducted. The guidelines shall provide for the prompt, thorough, impartial, and equitable investigation and resolution of complaints, and shall identify the appropriate management level with final decision-making authority. The guidelines shall, at a minimum, provide the person subject to the complaint with information as to the nature of the complaint, and shall further provide that the person filing the complaint and the person who is the subject of the complaint have equal rights to be interviewed, identify witnesses and provide documentation pertaining to the complaint. In most cases, an investigation should be completed within 45 calendar days of receipt of the complaint.

b. The standard for evaluating complaints shall be a preponderance of the evidence. At the completion of the investigation, a recommendation will be made to the appropriate management regarding the resolution of the matter. The recommendation is advisory only.

c. After the recommendation has been made, a determination will be made by appropriate management regarding the resolution of the matter. If warranted, disciplinary action up to and including involuntary termination or expulsion will be taken. Any such disciplinary action shall be taken, as applicable, in accordance with NSHE Code Chapter 6 or Chapter 10 (or applicable Student Code of Conduct), or, in the case of classified employees, Nevada Administrative Code (NAC) Chapter 284. Other appropriate actions will be taken to correct problems and remedy effects, if any, caused by the conduct, if appropriate. If proceedings are initiated under Title 2, Chapter 6 or Chapter 10, the applicable Student Code of Conduct, or the NAC, the investigation conducted pursuant to this policy may be used as part of such investigations. The administrative officer, in his or her discretion, may also supplement the investigation with additional investigation. In any disciplinary hearings conducted pursuant to a Student Code of Conduct or under Title 2, Ch. 6 or Chapter 10, the burden of proof shall be by a preponderance of the evidence. In connection with any such disciplinary hearings, the person filing the complaint and the person who is the subject of the complaint have equal rights to be interviewed, identify witnesses, and provide and receive documentation and witness lists pertaining to the complaint, and if an appeal is provided, to appeal the decision.

d. After the appropriate management has made a determination regarding the resolution of the matter, and depending on the circumstances, both parties may be informed concurrently of the resolution.

e. In the event actions are taken against an individual under NSHE Code Title 2, Chapter 6 or Chapter 10 (or applicable Student Code of Conduct) or NAC Chapter 284, such matters generally remain confidential under those sections, except that final decisions following hearings or appeals of professional employees and State of Nevada personnel hearings involving classified employees are public records. Student matters generally remain confidential under the Family Educational Rights and Privacy Act, 20 U.S.C. §1232g, 34 CFR Part 99 (FERPA).

f. When discriminatory conduct or sexual harassment involves a crime of violence or a non-forcible sex offense, FERPA permits the institution to disclose to the alleged victim the final results (limited to the name of the alleged perpetrator, any violation found to have been committed, and any sanction imposed) of a disciplinary proceeding against the alleged perpetrator, regardless of whether the institution concluded that a violation was committed. With respect to an institutional disciplinary proceeding alleging a sex offense, the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, 20
U.S.C. §1092 (f). 34 CFR 668.46 (Clery Act) requires that the accuser and the accused must be informed of the outcome.

g. In the event a student is found to have engaged in sexual harassment of another student, the institution shall disclose to the student who was harassed, information about the sanction imposed on the student who was found to have engaged in harassment when the sanction directly relates to the harassed student.

5. Prompt Attention

Complaints of discrimination or sexual harassment are taken seriously and will be dealt with promptly, thoroughly, impartially, and equitably. Where discrimination is found to have occurred, the NSHE institution or unit where it occurred will act to stop the discrimination or sexual harassment, to prevent its recurrence, to remedy its effects, if any, and to discipline those responsible.

6. Confidentiality

The NSHE recognizes that confidentiality is important. However, confidentiality cannot be guaranteed. The administrators, faculty or staff responsible for implementing this policy will respect the privacy of individuals reporting or accused of discrimination or sexual harassment to the extent reasonably possible and will maintain confidentiality to the extent possible. Examples of situations where confidentiality cannot be maintained include, but are not limited to, necessary disclosures during an investigation, circumstances where the NSHE is required by law to disclose information (such as in response to legal process), or when an individual is in harm's way.

7. Retaliation

Retaliation against an individual who in good faith complains of alleged discrimination or sexual harassment or provides information in an investigation about behavior that may violate this policy is against the law, will not be tolerated, and may be grounds for discipline. Retaliation in violation of this policy may result in discipline up to and including termination and/or expulsion. Any employee or student bringing a discrimination or sexual harassment complaint or assisting in the investigation of such a complaint will not be adversely affected in terms and conditions of employment and/or academic standing, nor discriminated against, terminated, or expelled because of the complaint. Intentionally providing false information is also grounds for discipline. "Retaliation" may include, but is not limited to, such conduct as:

• the denial of adequate personnel to perform duties;

• frequent replacement of members of the staff;

• frequent and undesirable changes in the location of an office;

• the refusal to assign meaningful work;

• unwarranted disciplinary action;

• unfair work performance evaluations;

• a reduction in pay;

• the denial of a promotion;

• a dismissal;

• a transfer;

• frequent changes in working hours or workdays;

• an unfair grade;

• an unfavorable reference letter.

a. Employees

I. An employee who believes that he or she has been subjected to retaliation may file a retaliation complaint with his or her immediate supervisor, who will in turn immediately contact one of the officials listed above.

II. If the employee feels uncomfortable about discussing the alleged retaliation with the immediate supervisor, the employee should feel free to bypass the supervisor and file a complaint with one of the other listed officials or with any other supervisor.

III. After receiving any employee's complaint of an incident of alleged retaliation, the supervisor will immediately contact any of the individuals listed above to forward the complaint, to discuss it and/or to report the action taken. The supervisor has a responsibility to act even if the individuals involved do not report to that supervisor.

b. Students

i. A student who believes that he or she has been subjected to retaliation may file a retaliation complaint with his or her major department chair or director of an administrative unit, who will in turn immediately contact one of the officials listed above.

ii. If the student feels uncomfortable about discussing the alleged retaliation with the department chair or director of an administrative unit, the student should feel free to bypass the person and file a complaint with one of the above officials or to any chair, dean, or director of an administrative unit who will in turn immediately contact one of the officials listed above to forward the complaint, to discuss it and/or to report the action taken. The chair, dean or director of an administrative unit has a responsibility to act even if the individuals involved do not report to that person.

c. Complaints of retaliation under Title IX must be immediately provided to the Title IX Coordinator.

8. False Reports

Because discrimination and sexual harassment frequently involve interactions between persons that are not witnessed by others, reports of discrimination or sexual harassment cannot always be substantiated by additional evidence. Lack of corroborating evidence or "proof" should not discourage individuals from reporting discrimination or sexual harassment under this policy. However, individuals who make reports that are later found to have been intentionally false or made maliciously without regard for truth, may be subject to disciplinary action under the applicable University and Board of Regents disciplinary procedures. This provision does not apply to reports made in good faith, even if the facts alleged in the report cannot be substantiated by subsequent investigation.

9. Supervisors' Responsibilities

Every supervisor has responsibility to take reasonable steps intended to prevent acts of discrimination or sexual harassment, which include, but are not limited to:

• Monitoring the work and school environment for signs that discrimination or harassment may be occurring;

• Refraining from participation in, or encouragement of actions that could be perceived as discrimination or harassment (verbal or otherwise);

• Stopping any observed acts that may be considered discrimination or harassment, and taking appropriate steps to intervene, whether or not the involved individuals are within his/her line of supervision; and

• Taking immediate action to minimize or eliminate the work and/or school contact between the two individuals where there has been a complaint of sexual harassment, pending investigation.

If a supervisor receives a complaint of alleged discrimination or sexual harassment, or observes or becomes aware of conduct that may constitute discrimination or sexual harassment, the supervisor must immediately contact one of the individuals identified above to forward the complaint, to discuss it and/or to report the action taken. Failure to take the above action to prevent the occurrence of or stop known discrimination or harassment may be grounds for disciplinary action.

10. Relationship to Freedom of Expression

The NSHE is committed to the principles of free inquiry and free expression. Vigorous discussion and debate are fundamental rights and this policy is not intended to stifle teaching methods or freedom of expression. Discrimination or sexual harassment, however, is neither legally protected expression nor the proper exercise of academic freedom; it compromises the integrity of institutions, the tradition of intellectual freedom and the trust placed in the institutions by their members.

Student Responsibilities

It is the student’s responsibility to:

  1. Read and understand the contents of the college catalog.
  2. Become familiar with all college policies & procedures available at www.nsc.edu/policy.
  3. Be aware of all college deadlines, including dates for registration, change of registration, withdrawal, and fee payment.
  4. Contribute to the maintenance of a campus environment conducive to intellectual curiosity, civility, and diversity.
  5. Keep the college informed of changes in address, phone number, enrollment changes which might affect financial aid awards and/or any other circumstances which could affect satisfactory progress toward a degree.

Student Expectations

Students are expected to:

  1. Attend class and complete all assignments in accordance with the expectations established by their instructors and programs of study.
  2. Conduct themselves in the classroom in a manner which contributes to a positive learning environment for all.
  3. Familiarize themselves with all college policies and procedures available at www.nsc.edu/policy.
  4. Ask questions and seek clarification, direction, and guidance to any class assignment, college policy, or procedure which is unclear.
  5. Students may be expected to complete class requirements beyond the published meeting times. This varies by course and instructor.

College Values and the Exchange of Ideas

The modern state college fosters the acquisition of knowledge and the distribution of newly discovered information. It enlivens curiosity, cultivates critical judgment, and encourages the contribution of its informed students to the development of American society. Nevada State College is committed to these goals and to the maintenance of an academic environment which advances the free exchange of ideas.

While prohibition of certain kinds of speech can have a chilling effect on the free and open exchange of ideas, a policy of civility and tolerance can protect the environment, which is free of intimidation to promote open debate.

Personal verbal harassment of one individual by another is uncivil behavior, which can taint or pollute the learning climate and discourage open expression of ideas on legitimate academic subjects.

The college is committed to an orderly learning environment, which protects the right of free speech and rejects personal intimidation of any kind.

Mission Statement

At Nevada State College, excellence fosters opportunity. Excellence in teaching leads to innovative, technology-rich learning opportunities that promote the acquisition of interdisciplinary knowledge and skills. Quality, affordable four-year degree programs open the door to career success and enhanced quality of life for a diverse population of students. Our graduates, in turn, foster the greatest opportunity – the promise of a stronger community and a better future for all of Nevada.

Accreditation

Nevada State College is accredited by the Northwest Commission on Colleges and Universities. Accreditation of an institution of higher education by the Northwest Commission on Colleges and Universities indicates that it meets or exceeds criteria for the assessment of institutional quality evaluated through a peer review process. An accredited college or university is one which has available the necessary resources to achieve its stated purposes through appropriate educational programs, is substantially doing so, and gives reasonable evidence that it will continue to do so in the foreseeable future. Institutional integrity is also addressed through Accreditation.

Accreditation by the Northwest Commission on Colleges and Universities is not partial but applies to the institution as a whole. As such, it is not a guarantee of every course or program offered, or the competence of individual graduates. Rather, it provides reasonable assurance about the quality of opportunities available to students who attend the institution. The criteria for NWCCU Accreditation can be found here.

Inquiries regarding an institution's accredited status by the Northwest Commission on Colleges and Universities should be directed to the administrative staff of the institution. Individuals may also contact:

Northwest Commission on Colleges and Universities
8060 165th Avenue N.E., Suite 100
Redmond, WA 98052 (425) 558-4224
www.nwccu.org

NSC Core Themes

Promote Student Success
Nevada State College faculty, staff and administrators are united by an unwavering commitment to the success of our students. As stated in our mission, the College facilitates this success on a broad scale through “excellence in teaching.” This excellence, in turn, yields learning experiences characterized by innovative engagement. This engagement is manifested in “innovative, technology-rich learning opportunities that promote the acquisition of interdisciplinary knowledge and skills.” Our innovative methods routinely incorporate experiential learning opportunities, an active examination of real-world issues, and the pursuit of progressive instructional practices. The “technology-rich” approach immerses students in the study and application of technology and keeps them poised to adapt to the increasingly sophisticated demands of the modern world.

Taken together, these efforts are expected to promote a variety of essential student learning outcomes. In promoting the acquisition of “interdisciplinary knowledge and skills,” we strive to impart students with the critical thinking ability needed to solve complex real-world problems and adapt to the shifting challenges of a rapidly evolving society. Moreover, the broad availability of free, high-quality information engendered by the Internet era compels our educators to place an increased emphasis on the effective evaluation and application of this information. Successful students also develop strong written and oral communication skills and exhibit the integrity and discipline-specific expertise needed to thrive in a chosen career path. Finally, in the pursuit of “a stronger community and a better future for all of Nevada,” successful graduates cultivate a respect for all forms of diversity, a commitment to the common good, and an ability to work well with others.

Foster Educational Opportunity
Nevada State College is founded on the belief that all students deserve an opportunity to succeed at the highest level. The fulfillment of this goal hinges on the provision of “quality, four-year degree programs” to a “diverse population of students” from largely under-served, first generation, non-traditional and/or financially challenged backgrounds. A large proportion of the students the College recruits and supports are particularly likely to benefit from our dedicated faculty and staff, personalized service, and focus on teaching and learning. As such, one of our chief aims is to “open the door to career success and enhanced quality of life” for students who otherwise might face limited opportunities for success in higher education.

To accomplish this, we offer a wide array of affordable four-year degree programs in flexible learning formats that meet the needs of a working, commuter student population. Our School of Education helps address a statewide need by preparing highly qualified educators and speech language pathologists who will respond to the needs of all learners and educate students to reach their highest potential. The School of Nursing provides critical support to Nevada’s health care community and offers degrees in a variety of learning formats, including a second degree accelerated track, an RN to BSN track, and a part-time program designed for students whose external obligations prohibit full-time enrollment. A range of bachelor’s degrees in the Liberal Arts & Sciences prepares students for success in a number of fields, from professional careers in medicine, psychological counseling, and law enforcement to rapidly growing fields in business, biotechnology, and visual media.

Students are guided along each of these degree paths by personalized student support services in critical facets of the college experience. The combined goal of our service and educational initiatives is to “open the door to career success” by improving the retention, persistence and graduation rates of our students. The College aspires to improve the outcomes of all students, particularly those who come from first-generation, non-traditional, and other under-represented backgrounds. Our success in this regard plays an integral role in the future economic and social health of a state burdened by one of the lowest proportions of college graduates in the nation. The graduates of Nevada State College are expected to leaven this burden and contribute to a more diverse workforce and diversified economy.

Strengthen the Community
As a public institution, Nevada State College is determined to provide returns on the investment made by the state and its citizens. Foremost among these returns, as stated in our mission, is the development of graduates who can deliver on “the promise of a stronger community and a better future for all of Nevada.” Aided by the knowledge, skills, and integrity they acquire at NSC, our graduates support existing, high-demand fields and help fulfill the needs of growing industries that promise to diversify the state economy.

This effort to strengthen the community extends to our faculty and staff, who establish partnerships that advance the fortunes of public and private entities across the region. Furthermore, our faculty share their expertise with the community in productive ways, and community leaders are likewise welcomed to contribute their expertise to the growth and edification of our students. Ultimately, we hope that the sum of these endeavors is a community strengthened by a more civic-minded populace and a more diverse, capable workforce.

Contact Information

http://www.nsc.edu 

Address: 1300 Nevada State Dr., Henderson, NV 89002

Phone: (702) 992-2000

Nevada State College is one of eight institutions within the Nevada System of Higher Education. The main campus is located in the City of Henderson, in the Las Vegas Valley.

 

History of Nevada State College

As the only four-year, comprehensive public college in the state of Nevada, Nevada State College places a special emphasis on the advancement of a diverse and largely underserved student population. In this role, the college emphasizes high-quality instruction, exemplary service, engaging learning experiences, and innovation as a means to more efficient, effective outcomes in all corners of the campus.

During the past ten years, NSC has achieved remarkable success in furthering its mission and core-values.

Milestones

Enrollment Growth. Since its inception, NSC’s enrollment has grown from 177 students in 2002 to nearly 3,400 students today making it the fastest growing college within the Nevada System of Higher Education.

Degree Programs. The college has grown to offer more than 24 majors and minors including predominate areas of study such as business, biology, psychology, education, and nursing.

Alumni. May of 2004 marked a momentous occasion for NSC, as the college celebrated its first commencement ceremony with a class of 13 graduates. Since 2004, Nevada State College has graduated over 1,500 students. Over half of NSC’s alumni have graduated with degrees in teaching and nursing.

NSC’s developing 509-acre campus is located in the southeast corner of the City of Henderson, on the sloping foothills of McCullough mountain range. Opening in 2008, the Liberal Arts & Sciences building was the first structure built on the campus. Two new buildings, a combined nursing and education facility, and a student center and administrative building, are slated to be constructed on the developing campus over the next few years. Together, the buildings are expected to add approximately 110,000 square-feet of new space to the campus.

The 60,000 square-foot nursing, science, and education building is planned to house several anatomy labs, over a dozen classrooms, a large auditorium, faculty and staff offices, and a cutting-edge media center. The second building, the 50,000 square-foot student center and administration building, will feature the new library, food services, academic advising, and activity space.

NSC’s Campus Master Plan, which was approved in 2010 by the NSHE Board of Regents and the City of Henderson, provides an innovative framework for the campus. The plan calls for the seamless, sustainable integration of academic and academic-support uses with its surrounding environment. The full campus build-out will accommodate 25,000 – 30,000 students with roughly six million square feet of academic, residential, industry, retail and cultural space.

Diversity. Nevada State College’s campus community – the students, faculty, and staff – is one of the most diverse populations in Nevada. Close to 50% of NSC’s students and over 30% of its full-time faculty and staff belong to an ethnic or racial minority group. Based on recent growth-rates, future enrollment projections, and federal reporting guideline, Nevada State is likely to become the first four-year Hispanic Serving Institution in Nevada and one of only 70 public, four-year colleges and universities in the country.

State Approvals

The School of Education has full approval of the Nevada State Board of Education. The Nursing program has full approval from the Nevada State Board of Nursing and is accredited by the Commission on Collegiate Nursing Education.

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