EL-5 Organization Culture Monitoring Report 

Frederick Community College Board of Trustees


Monitoring Report: EL 5 - Organization Culture

[Full Compliance]

Report Date: 8/19/2026
Reporting Period: 7/1/2025–6/30/2026

This is the annual report on compliance with the Board’s Executive Limitation Policy: “EL-5 Organization Culture.” I certify that the information contained herein is true and represents compliance, within a reasonable interpretation of the established policy, unless specifically stated otherwise below. Please note that all of my interpretations of the policy remain unchanged from the previous report, unless otherwise noted.

This report was signed by Annesa Cheek, Ed.D., President, on 8/19/2026.

Note: Board Policy is indicated in bold typeface throughout the report.

The President shall not permit an organizational culture that lacks a high degree of integrity at all levels of the organization.

Further, without limiting the scope of the above by the following list, the President shall not:

  1. Operate without an enforced internal Code of Conduct, of which all employees are made aware, that clearly outlines the rules of expected behavior for employees.

    Interpretation

    Compliance will be demonstrated when:

    1. There is evidence that the College has an Employee Code of Conduct policy that is current and accessible.

      Evidence

      On 7/1/2026, the VP for Talent and Culture verified that the Employee Misconduct Policy is available to all employees on the College website. Currently, the Employee Misconduct Policy acts as FCC’s code of conduct. A new FCC Code of Conduct Policy is in development. Once finalized, all FCC employees will be required to review the policy annually.

      Status

      In compliance.

    Interpretation

    1. Employment contracts for active employees include an acknowledgement by the employee to abide by the Employee Code of Conduct policy.

      Evidence

      The VP for Talent and Culture verified on 7/1/2026 that all active employees annually sign employment contracts acknowledging the following:

      “acknowledgement by signature affixed hereto of agreement to abide by FCC’s Code of Conduct through adherence to FCC’s Employee Code of Ethics Policy, Employee Misconduct Policy, and other related FCC policies and procedures.”

      Status

      In compliance.

    This interpretation is reasonable because it follows industry best practices and aligns with Maryland state law.

  2. Permit employees and others to be without a mechanism for confidential reporting of alleged or suspected improper activities, without fear of retaliation.

    Interpretation

    Compliance will be demonstrated when:

    1. There is a mechanism for confidential reporting to the Board Chair, Vice Chair or Board Attorney, of alleged or suspected improper activities that implicate the CEO or a Trustee.

      Evidence

      b. On 8/4/2026, the VP for Talent and Culture verified that there are clear processes for reporting to the Board Chair, Vice Chair or Board Attorney, of alleged or suspected improper activities that implicate the CEO or a Trustee and the College adheres to the requirements in GP-12 Handling Operational Complaints, GP-13 Handling Alleged Policy Violations, and BCD-4 Monitoring President Performance.

      Status

      In compliance.

    Interpretation

    1. An anonymous reporting system is available to employees for the reporting and investigation of suspected improper activities, which can include financial irregularities, as well as acts that are dishonest, deceitful, fraudulent, or criminal, in addition to other violations of federal and/or state laws. In situations where a conflict arises in a direct-reporting relationship, employees have access to an anonymous reporting system that is independent of the College.

      Evidence

      On 6/30/2026, the VP for Talent and Culture confirmed that the College implemented an anonymous reporting system independent of the College in June of 2025. On 6/30/2026, the VP for Talent and Culture verified that no reports were filed in the anonymous reporting system.

      Status

      In compliance.

    Interpretation

    1.  A policy and supporting documentation are in place notifying employees of the consequences of making false claims or allegations that prove to be unsubstantiated, or which prove to have been made maliciously or are knowingly false. These claims shall be viewed as a serious offense and shall be subject to disciplinary action, which may include termination from employment.

      Evidence

      On 8/4/2026, the VP for Talent and Culture verified that the Employee Misconduct Policy outlines that FCC strives to create a safe work environment with clear expectations that uphold accountability for individual conduct and address behaviors that disrupt that environment.

      Status

      In compliance.

    Interpretation

    1. A policy and supporting documentation are in place to ensure that no employee will be adversely affected because the employee refuses to carry out a directive which would result in an improper, illegal, immoral, or unethical act.

      Evidence

      On 6/30/2026, the VP for Talent and Culture verified that the Complaint Policy and Procedures for Employees prohibits any employee, student or other person under the College’s control from engaging in retaliation against any person who exercises in good faith, their own rights under College policy or other law.

      Status

      In compliance.

    This interpretation is reasonable because it follows Human Resources and industry best practices.

  3. Cause or allow research involving either human subjects or animals that does not adhere to generally accepted ethical principles and policy or federal and state regulations.

    Interpretation

    I interpret “research involving human subjects” to mean research conducted by an investigator (whether professional or student) on living individuals which:

    • Obtains information through intervention or interaction with the individual, and uses, studies, or analyzes the information; or
    • Obtains, uses, studies, analyzes, or generates identifiable private information.


    I interpret “research involving animals” to mean the use of non-living vertebrate animals for examination and/or dissection for teaching and learning purposes.

    Compliance will be demonstrated when:

    1. The College has a published policy and guidelines in place to distribute to individuals wishing to conduct research regarding the use of human subjects.

      Evidence

      On 7/9/2026, the Chief Foresight and Decision Support Officer confirmed that a copy of the Institutional Review Board Policy and application for research is published on Frederick Community College's website.

      Status

      In compliance.

    Interpretation

    1. Any animal specimens used for instructional purposes are verified as ethically sourced and disposed of properly.

      Evidence

      On 7/27/2026, the Provost and Vice President for Teaching, Learning, and Student Success confirmed that the College procures all animal specimens used for instructional purposes (e.g., dissections) through verified biological supply companies. These vendors operate under applicable laws, regulations, and industry guidelines designed to ensure the legal and humane treatment and sourcing of animals. The vendors provide documentation verifying that specimens are obtained from regulated and appropriate sources in accordance with relevant legal requirements and professional standards. Upon completion of their instructional use, specimens are disposed of through Biomedical Waste Services (BWS), the College’s contracted provider for regulated medical waste management. BWS is a full-service, environmentally responsible vendor that provides compliant collection, transportation, and disposal services for biomedical waste in accordance with applicable regulatory requirements.

      Status

      In compliance.

    This interpretation is reasonable because such practices are consistent with common methods employed in the higher education and research community.

      1. 3.1 Permit potential researchers to be without readily available guidelines for ethical research and assistance in identifying and solving ethical problems.

        Interpretation

        Compliance will be demonstrated when, in such cases where research is conducted at FCC, prior approval includes submission of ethical guidelines for all research work.

        Evidence

        On 7/9/2026, the Chief Foresight and Decision Support Officer confirmed the storage of approved and pending research applications that includes information regarding compliance with ethical guidelines.

        Status

        In compliance.

        This interpretation is reasonable given this practice is consistent with common methods employed in the higher education and research community.

      2. 3.2  Permit research that has not been subject to independent ethical review.

        Interpretation

        Compliance will be demonstrated when the College has an established Institutional Review Board which is used for independent, ethical review of all research work involving humans.

        Evidence

        On 7/9/2026, the Chief Foresight and Decision Support Officer confirmed that the College has an established Institutional Review Board as required by policy, and it is used for independent, ethical review of all research involving humans.

        Status

        In compliance.

        This interpretation is reasonable because it establishes standard higher education and research internal controls to ensure adherence to policy and associated guidelines.