SECTION 13 - FACULTY HIRING PROCEDURES
The hiring of new or replacement full-time faculty requires the approval of the appropriate dean and vice president. Approval for the hiring of adjunct faculty requires only the approval of the vice president. The approved Authorization to Recruit form must be accompanied by a Position Available Bulletin (PAB), which outlines the minimum qualifications and the criteria upon which the selection of recommended candidates will be based.
Applicants for full-time teaching positions who are invited for interview are expected to participate in a simulated teaching experience designed by the review/screening committee. This experience may be in the form of a mini-lecture or other pedagogical presentation deemed appropriate for the position.
The following documentation must be provided by all applicants for faculty positions (full-time or adjunct):
1. Official College Employment Application, completed and signed, including any previous employment applicable to selection or rank/salary placement and three references who can be contacted by telephone regarding the applicant's professional experience and ability.
2. Complete transcripts of all college-level study.
3. Statement of responses to minimum qualifications and criteria for selection.
Upon completion of applicant interviews, the review/screening committee identifies those candidates who will be recommended to the dean and vice president. The folders of recommended candidates should include the following.
1. Completed and signed college application.
2. Complete set of transcripts.
3. Verification of relevant previous employment and reference information, normally assembled by the dean.
The dean prepares his or her own recommendation, and forwards this recommendation, along with the committee's assessment of recommended candidates' strengths and weaknesses, to the appropriate vice president. The vice president normally recommends a single candidate to the president and arranges for notification of and negotiation with the candidate selected.
CRITERIA FOR INITIAL PLACEMENT, PROMOTION ELIGIBILITY, AND SALARY INCREMENTS FOR COLLEGE FACULTY
See §8-208 of the college CODE
A. Purpose. The purpose of this rule is to implement the college's Policy On Personnel Actions by describing the procedures and criteria used to determine the rank and salary of a college faculty member, to determine whether a college faculty member is eligible for promotion under the Faculty Evaluation Plan, and to award salary increments.
B. Definitions. As used in this rule, the following definitions shall apply:
1. Advanced study means courses of study at an accredited or recognized institution of higher education which are at the advanced undergraduate or graduate level and which, in the judgment of the appropriate vice president, are applicable to a faculty member's assigned responsibilities.
2. College faculty member means an individual employed on a full-time basis by the college as a teaching faculty member, a counselor, or a librarian.
3. Credit or credit hour means semester credit hours or their proportional equivalent for other than a semester system, as determined by the vice president.
4. Equivalent pertinent professional experience, also called "EPPE," means the number of years of professional experience, including postsecondary faculty experience, which, being deemed pertinent to the faculty member's assigned responsibilities, are credited toward initial rank and salary placement.
5. Postsecondary faculty experience, also called "PFE," means paid service as a teacher, counselor, librarian, or in another equivalent position, within a recognized postsecondary educational institution. Related professional experience in other types of institutions judged by the vice president to be relevant to postsecondary experience, such as hospitals, the armed services, or proprietary schools, may be credited as PFE on a year for year basis.
6. Professional attainment means recognized status in a professional field, which may be documented through licensure or certification, of sufficient significance to the faculty member's assigned responsibilities as to be judged by the vice president to be equivalent to 30 additional graduate credits beyond the master's degree. Certain degrees, such as the M.F.A., and credentials such as P.E. and C.P.A., among others, may be so applied at the discretion of the vice president.
7. Rank/salary cap means that initial placement cannot be at a higher rank or salary level than has been authorized, regardless of educational credentials and experience factors. Normally, for such caps, the maximum starting salary may not exceed the midpoint of the range established for the specified maximum rank.
C. Initial Placement in Rank.
1. Except where a full-time faculty position is authorized by the president and advertised as having a rank/salary cap, at the time of initial placement, the vice president assigns to the newly appointed faculty member the maximum rank and/or salary for which that individual qualifies according to the minimum requirements for the various ranks and salary levels (see Table A) prescribed in this rule.
2. Responsibility and authority for evaluation of faculty appointee credentials and rank/salary placement rests with the appropriate vice president.
3. Credit for Equivalent Pertinent Professional Experience (EPPE) is determined according to the following guidelines.
a. Not more than 15 years of EPPE is credited for purposes of initial placement regardless of the actual number of years of EPPE credit to which a newly hired faculty member would be entitled but for this limitation. This limitation is waived for qualified college employees who may be reassigned to faculty status.
b. One year of EPPE is credited for each full year of pertinent full-time, or equivalent part-time, work experience, which may include full-time faculty experience at the secondary or postsecondary level.
c. A faculty appointee whose work experience, before earning a baccalaureate degree, is directly related tot he academic area in which he/she is hired, will be counted as EPPE.
4. Credit for Postsecondary Faculty Experience (PFE) is determined according to the following guidelines.
a. One year of PFE is credited for each academic year of pertinent full-time faculty service at an eligible postsecondary institution.
b. Part-time postsecondary faculty experience, including experience as a graduate assistant, is credited at the rate of one year PFE per each 24 credit hours (or load hours) of teaching experience, or at a proportional equivalence for nonteaching faculty, provided such experience is determined by the vice president to be relevant to that individual's assigned responsibilities and was not accumulated during periods already credited for EPPE.
5. At the time of initial rank and salary placement, the vice president determines the appointee's level of educational attainment and years of credited experience (EPPE, including PFE) and places the individual according to the rank requirements contained in Table A of this rule and the salary schedule contained in Table B of this rule. Individuals who have been appointed under rank/salary caps are placed in a rank up to, but not above, that authorized, and at a salary level up to, but not above, that authorized.
a. A faculty member with no more than the minimum EPPE credit required for the assigned rank is placed on Level A of that rank.
b. Except where a salary cap applies, a faculty member with more than the minimum EPPE credit required for the assigned rank is advanced one level above the entry level within that rank for each year of EPPE credit in excess of the minimum, up to the maximum level for that rank.
c. A faculty appointee who has earned at least 15 credit hours in advanced study beyond the degree/credential requirement for his or her assigned rank, is advanced one additional level within that rank, but not above the maximum level for the rank. A second additional level is awarded if the faculty appointee has earned at least 45 credits in advanced study.
d. Credit hours above the bachelors degree can count for placement purposes only when the candidate is in an approved doctorate program. BA + 30 credit hours equates to a masters degree. Exceptions to this rule can be granted by the vice president for Instruction. Hours beyond the 30 hours can be used for appropriate steps of 15 or 45 where applicable.
e. Credit for professional attainment may be substituted, at the discretion of the vice president, for 30 graduate credits in establishing rank eligibility.
f. In the area(s) of critical needs, to be approved by the president, the vice resident for Instruction will have the right to advance the initial placement of the new faculty member in the following way: (1) advance the placement to the top of the initially assigned rank; (2) advance the placement to a higher step in the same rank; or (3) advance the placement to the top of the rank and add 10 percent (10%) to arrive at the proposed salary.
6. All faculty appointees will be subject to the above listed rules, including those who have been employed in full-time, fixed-term contracts, as of FY99.
D. Limitation. This rule, which includes the accompanying tables, may be amended or revoked by the president at any time, or by action of the Board of Trustees altering the policy upon which this rule is based. Accordingly, this rule is not intended to confer upon any person or class of persons any contractual right or expectation of employment, rank, or salary. Nor is this rule intended to subject the college to any obligation or liability with respect to any person or class of persons.
QUALITY IMPROVEMENT AND PROMOTION INCREMENTS
A. Purpose. The purpose of this rule is to specify the criteria for the award of salary increments based on additional educational attainment and/or promotion.
B. Award of Quality Improvement Increments.
1. A faculty member may earn a maximum of two quality improvement increments, one after completion of 15 credit hours of advanced study, deemed relevant to the faculty member's assigned major functional responsibilities by the vice president, and a second after completion of 45 credit hours of approved advanced study, or earned doctorate, provided such study was not credited at the time of initial placement.
2. The quality improvement increment is applied to the salary for the academic year immediately following that in which the advanced study increment was completed and approved for crediting toward a quality improvement increment by the vice president.
3. Where appropriate, the vice president may approve a quality improvement increment conditional upon the completion of advanced study in progress, provided such advanced study is completed and documented to the satisfaction of the vice president prior to the start of the academic year for which the increment would be awarded. Requests must be received no later than August 1 to be applied to current academic year contract.
4. Requests for quality improvement increments should be in writing, through your dean, to the director of Personnel. Requests should state “Quality Improvement Increment for Master’s plus 15 or 45" (whichever is applicable), and should be accompanied by official transcripts.
C. Award of Promotion Increments.
1. Each faculty member who is promoted in rank receives a promotion increment applied to the academic year immediately following the year in which the promotion is approved by the Board of Trustees.
2. Promotion increment amounts for the various ranks are contained in faculty salary schedules.
FACULTY PROMOTIONS AND TENURE APPLICATION PROCEDURES
When faculty members are eligible and apply for promotion or tenure, all aspects of their professional life‒performance of major functional responsibilities, professional development, and college/community service‒will be assessed. The promotion and tenure application process operates on these assumptions:
1. Faculty members are accountable for their job performance and responsible for complying with the promotion and tenure application procedures specified in this document.
2. All aspects of faculty job performance should be addressed in an application and portfolio. The applicant may use a number of evaluators who are in positions to judge the faculty member's job performance from different points of view: recipients of service, colleagues, department chairpersons, program directors, deans, and vice presidents.
3. It is the responsibility of faculty members seeking promotion or tenure to present the best possible case for persuading peers and supervisors of their worthiness for promotion and/or tenure.
4. Faculty members are entitled to due process and fairness. The promotion and tenure process provides safeguards against violations of privacy, against anonymous or unsubstantiated allegations, against secret files, and against the insertion of information at late stages of the decision-making process. All persons making recommendations see the same data in the same evaluation folder.
5. The promotion and tenure process provides opportunities for written rebuttal at every step of the recommendation process. All faculty members have the right to appeal decisions based on college guidelines for such appeals.
6. Faculty members are entitled to know in advance the general criteria and procedures used to assess their applications for promotion and tenure. The promotion and tenure procedures in the Faculty Promotion and Tenure Application Procedure handbook spell these out in detail, and they are the same for all faculty serving in similar functions.
7. Persons and committees exercising judgment and making promotion and tenure recommendations shall do so only after fair and impartial consideration of the performance and qualifications of the applicants, and of other factors related to the efficient administration of the college.
College policy requires that no one be discriminated against because of sex, age, race, color, religion, national origin, ancestry, marital status, sexual orientation, or status as a qualified individual with a disability, qualified disabled veteran, or Vietnam-era veteran. The Faculty Evaluation Plan establishes a standard, performance-oriented evaluation system with job-related criteria, definitive procedures, adequate safeguards against arbitrary or capricious actions, and the right of appeal to ensure that all persons are treated fairly.
(See Faculty Evaluation Plan handbook for details)
TABLE A INITIAL RANK PLACEMENT
2 EPPE or 1 PFE
3 EPPE or 2 PFE
5 EPPE or 3 PFE
∙ Master’s + 301
∙ Cert./Lic. + Bachelor’s
6 EPPE, incl. 3 PFE
8 EPPE, incl. 4 PFE
12 EPPE, incl. 8 PFE
∙ Master’s + 301
∙ Cert./Lic. +Master’s2
12 EPPE, incl. 6 PFE
16 EPPE, incl. 12 PFE
Certification or licensure eligibility restricted to faculty teaching in the following program areas: HIT, NUM, RAD, RST, XRY, EMT, CIS
A minimum of a bachelor’s degree is required in the following program areas:
CIS, CSM, ENT, HRT, HSM, PAR, RLS
NOTE: EPPE = Equivalent Pertinent Professional Experience
PFE = Postsecondary Faculty Experience
1 Professional attainment, which may include appropriate degrees, credentials
(e.g., C.P.A., P.E., etc.) or comparable professional recognition, may be
substituted for the 30 additional credits requirement at the discretion of the
2 Master’s degree requirement may be completed in education or subject areas
relevant to teaching field, as approved by the vice president.