II: Personnel Information for Full-time Faculty Members

Contracts & Benefits

A. Position Descriptions

Full-time teaching; Counselor; Learning Resources –

Full-time faculty positions include three categories: teaching, counseling and learning resources. Job descriptions for each category are found in the Faculty Evaluation System document located in each instructional division office, from the Human Resources Department or online at: http://www.dcccd.edu/people/hr/hrpdf/052802finalfacevaldoc.pdf

B. Orientations

State regulations require new full-time employees to attend a benefits orientation in the Human Resources Department on the first day of full-time hire. Benefit orientations last approximately 2 to 2 ½ hours. Within the first four to six weeks of employment, new full-time employees will receive an invitation to attend the Brookhaven College New Employee Orientation conducted by the professional development team. This orientation includes information regarding campus culture, decision making, organizational structure, how to get involved, what’s special at Brookhaven College, demographics, students and staff, and concludes with a campus tour. This orientation is the best and quickest way to learn about the college and to meet other faculty, staff and administrators. New employees also receive an invitation to attend the new employee orientation conducted by the district staff and organizational development team. This is an introduction to the district’s institutions, policies and personnel. This orientation includes other new employees and a member of the chancellor’s cabinet.

C. Evaluation

Faculty members participate in a yearly evaluation process until a three-year contract is offered (usually after three years). Once a three-year contract is offered, faculty members move to alternate years of formal and informal evaluation. The formal evaluation consists of three elements: an Individual Action Plan, IAP, a classroom visitation by the supervisor and student surveys of instruction. During informal evaluation years, classroom visitations and student surveys of instruction are omitted. Faculty members will have two or three meetings with their supervisor as part of the evaluation process: an initial meeting to review and discuss the proposed IAP; a mid-year review (in formal years, following up on the classroom visit); and a final appraisal at which the supervisor provides a “Faculty Appraisal Report Summary” and a “Faculty Contractual Recommendation Form.” Faculty members should be familiar with the evaluation process. Documents may be obtained in the Human Resources Department or online at http://www.dcccd.edu/people/hr/index/hrindx.htm

D. Contracts

Full-time; Temporary; Visiting Scholars

• FULL TIME

  Faculty employment contracts are issued yearly usually for a period of nine months, covering two long semesters. Teaching outside of these long semesters warrants extra pay contracts (see “Compensation”). In certain circumstances, employment contracts may be offered for 10-, 10.5-, or 11-month periods.

• TEMPORARY

  Temporary faculty members are employed for a specific time period and are hired in emergency situations. Temporary faculty members are not required to be hired through a competitive search; however, employment requires approval of the DCCCD board of trustees prior to employment. An individual may be offered a maximum of two temporary contracts. Temporary full-time faculty members are not eligible for formula pay and typically are not required to participate in committee work.

• VISITING SCHOLAR

  This program was created to encourage recruitment of diversity in district personnel, primarily faculty, by providing teaching experience in community college education and is endorsed by the board of trustees. A visiting scholar may be offered one 9-, 10-, 10.5- or 11-month employment contract, which may be renewed for one additional year. Visiting scholars are eligible for formula pay under certain circumstances and may be invited to serve on committees.

E. Compensation and Getting Paid

1. Pay Procedure

   Faculty members employed on 9-, 10-, 10.5- or 11-month contracts are paid monthly. New faculty members beginning employment at the start of a new academic year will receive their first paycheck at the end of September. Pay days occur on the last DCCCD business day of each month and payment is made by electronic transfer of funds (direct deposit).

   Faculty members have the option of being paid over the terms of their 9-, 10-, 10.5- or 11-month contract in conjunction with their contracts or in 12 monthly payments. Employment at times other than the start of the long fall semester will not have the 12-month pay option for that year only and will be paid in accordance with their employment contract. Beginning with the second year of employment, election will be made each May for the preferred pay-out option for the following year.

2. Extra Service

   Faculty members may be given the opportunity to teach above their regular teaching load during long semesters. An extra service contract may be granted to a faculty member for a non-teaching assignment such as developing a new course, directing a special project or supervision of adjunct faculty. Assignments are discussed and negotiated in advance of the semester with the division dean. Compensation is based on the current policies in effect at the time the contract is worked.

3. Formula Pay

   Faculty members may have the opportunity to teach a maximum of two available classes during a semester outside of long semesters for formula pay. Faculty may only teach one class for formula pay during a flex term (minimester) . These assignments are not guaranteed and formula pay may be earned only once per academic year. Formula pay is calculated as one-sixth of the annual contract base salary multiplied by 80 percent (or .0666 times the base annual salary per three-lecture-hour course). Contracts beyond the formula pay rate are paid at the extra service rate. Workload guidelines for formula pay may be obtained from the division dean, the vice president of instruction’s office or online at http://www.dcccd.edu/people/hr/comp/formula2.htm. Formula pay is included in the regular monthly payroll check.

   Faculty members teaching for formula pay are required to hold “pro-rata” office hours and participate in “pro-rata” institutional service assignments. The division dean will provide detailed information.

F. Benefits

Full-time employees are eligible to receive benefits provided by the DCCCD, usually effective on the first day of full-time hire. Additionally, new employees are eligible to participate in a comprehensive benefits plan offered through the Employee Retirement System, ERS, a statewide plan, following a 90-day waiting period from the first day of full-time hire. This plan includes medical, dental, life insurance and disability coverage. Routine changes in ERS benefit plans occur once per year, usually in July with a September effective date. Changes for exceptional circumstances (i.e., marriage, divorce, birth of child) must be made within a 30-day period of the event and within the guidelines of ERS. Contact the benefits coordinator in the Human Resources Department for specific information. The human resources staff is available to explain benefits and aid faculty in assessing benefits. Details regarding ERS benefits also are available through the Human Resources Department or online at www.dcccd.edu/people/hr/index/benindx.htm.

Employee Retirement System, ERS, Benefits

• Health insurance premium at no cost to the employee
• Health insurance premium paid at 50 percent for employee’s dependents
• Term life insurance of $5,000 at no cost to the employee
• Accidental Death and Dismemberment of $5,000 at no cost to the employee
• Optional participation in Health and/or Dependent Reimbursement Account
• Optional coverage of dental, additional term life insurance, short/long term disability, long-term care insurance or dependent term life insurance may be purchased by the employee.

DCCCD Benefits: effective first day of full-time hire

• Employee/Dependent Assistance Program, EAP, at no cost for employee, minimal cost for family coverage. The EAP includes personal, professional and financial counseling programs.
• Sick leave accrual of 10 days (60 hours) per academic year. Full-time faculty may use up to 12 days (72 hours) per academic year for dependent illness (includes parents). Maximum carryover per fiscal year is 66 days (396 hours).
• Critical illness leave of up to three consecutive days (18 hours) per episode at any one time for an immediate family member’s medical emergency or life-threatening hospital stay
• Bereavement leave up to three consecutive days (18 hours), per event
• Two days (12 hours) of extenuating circumstances leave - maximum carryover per year is 12 hours
• Paid holidays that fall within the academic year
• Inclement weather; paid absence when college is officially closed
• Worker’s compensation
• Tax Sheltered Annuity participation
• Developmental leave, eligible with three or more years of continuous service
• Wellness Program, up to 1.5 hours per week matched by the DCCCD
• Medicare, FICA, contribution of 1.45 percent of salary (up to $80,400) matched by the DCCCD
• Family and Medical Leave Act, FMLA, eligible after 12 months of employment with at least 1,250 compensated hours of continuous employment. Protected unpaid leave of 12 weeks for a qualified illness of employee or eligible family member
• Maternity leave (see Sick Leave)
• Birth of Child. One day (6 hours) of paid leave for the birth of a child or the adoption of a child. Must be taken within one year of child’s birth or adoption
• Participation option in one of two retirement programs within the first 90 days of employment: Teachers Retirement System or Optional Retirement Program
• Unique benefits (see section K)
• Faculty leave banking program
• Short-term sabbatical leave
• Long-term sabbatical leave

G. Contractual Obligations

1. Faculty Load

   Full-time faculty members are required to maintain a minimum of 30 hours on campus per week for teaching, office hours and other institutional service such as committee work. The normal teaching load for faculty is 15 credit hours per semester.

2. Evening Assignments

   Faculty may be required to teach in the evening or on weekends in order to fulfill their contractual teaching load. Such assignments usually occur as a result of daytime enrollment decline in a teaching discipline or in a single-faculty program. Assignments are determined in discussion with the division dean and are based on institutional need.

3. Meetings and Committee Assignments

   Faculty members are required to attend division meetings and college-wide meetings, unless the absence is approved by the dean prior to the meeting. Committee participation is required to satisfy the terms of the employment contract.

4. Office Hours

   Full-time faculty members are required to post and maintain five office hours per week at times that are likely to be convenient for students. Faculty will be asked to submit office hour schedules to the division office early each semester.

5. Working Registration

   Faculty members are required to work during the fall and spring registration process for a prescribed number of hours, usually six. Possible options for registration duty may include greeting students and answering questions at the Welcome Center, working student lines at the Advising and Counseling Center or Business Office, assisting in student orientation sessions or advising. Details concerning registration work are published via e-mail during the registration periods.

6. Commencement

   Full-time faculty members are required to attend commencement exercises and wear appropriate academic regalia. The office of the vice president of instruction handles the ordering of regalia.

7. District Conference Day

   District Conference Day is held annually in February preceding the state meeting of the Texas Community College Teachers Association, TCCTA. District administrators and faculty convene for professional development. This conference day also includes recognition of college and district award winners. Absences must be pre-approved by your dean and the college president.

   On Friday following Conference Day, faculty are encouraged to attend TCCTA if scheduling permits. Faculty not teaching or attending TCCTA are expected to be on campus conducting professional development. Absences on this day should be cleared through the division dean and documented on a leave form.

H. Professional Growth

Expectations & Opportunities

Professional growth is an individual matter and is negotiated with the division dean. Faculty members are expected to make continuous professional progress while employed and this is included on the Individual Action Plan, IAP. Generally, professional growth includes but is not limited to:

1. attending professional meetings
2. publishing
3. taking additional course work
4. attending seminars/workshops
5. seeking additional education toward a higher degree
6. obtaining work experience
7. staying current with scholarship in a specific discipline

I. Substitute Teaching

Faculty unable to teach class should arrange for a qualified substitute for the absence. The substitute is usually another full-time faculty or adjunct faculty member. If the missed class is part of the regular load, the substitute is compensated through departmental funds. If the missed class is an extra-service class, the faculty member is required to compensate the substitute directly at the current adjunct faculty hourly rate. New faculty members are encouraged to contact the division dean for guidance prior to making arrangements for substitute instructors.

If the absence is due to an emergency, or if no qualified substitute can be secured, the instructor of record should immediately notify the division dean.

In the event of a long-term absence, the dean will coordinate teaching arrangements for the duration of the absence.

J. Travel

Funds are normally budgeted in each instructional division for faculty travel. Travel includes professional seminars/workshops, professional organizational meetings and college visits. All professional travel should be discussed with the dean in advance for appropriate scheduling and funding options.

Travel reimbursement requires a completed Professional Leave and Travel Form prior to the trip for estimated expenses and after the trip for actual expenses.

There may be other travel funds available that can be accessed by full-time faculty including college funds for professional development and a DCCCD travel fund available to long-term employees. See the division dean for specific details.

K. Sabbaticals and Banked Leave

Faculty having served seven or more years of contractual service consecutively may apply for a long-term sabbatical or a mini-batical. A long-term sabbatical lasts for one long semester at full pay or for one academic year at half pay. The mini-batical is for one summer session calculated at formula pay. A successful applicant is obligated to work full-time in the DCCCD for two years immediately following the sabbatical.

While the purpose of the sabbatical may be professional renewal or personal enrichment, time released from teaching is intended to be productive. Application forms are available on the district’s intranet or in the vice president of instruction’s office. Complete information about sabbaticals is available at: http://www.dcccd.edu/vcea/sabform.pdf

The Faculty Association maintains copies of recently approved sabbaticals in the Learning Resources Center, LRC.

Faculty members teaching full-time for three or more consecutive years are eligible to “bank leave” by deferring compensation for six three-hour extra service classes. Details for this program may be obtained from the division dean, the vice president of instruction’s office or online at: http://www.dcccd.edu/people/hr/hrog/fac/bank.htm

L. Transfer

Full-time faculty members may declare interest and apply for any advertised teaching position in the DCCCD to receive first consideration for the vacant position. The college with the opening may accept the transfer or invite the candidate to join the pool of external applicants. Faculty internal transfer policies are not applicable for faculty serving in temporary or visiting scholar positions.

M. Retirement/Resignation

Retirement options are coordinated by the DCCCD, the Texas Higher Education Coordinating Board and the Teachers’ Retirement System of Texas. Specific information relating to participation in a retirement plan and eligibility criteria should be obtained from the Human Resources Department or online at: http://www.dcccd.edu/people/hr/retinfo/index.htm. Employees are required to provide a minimum of a two-week written notice to their immediate supervisor for retirements or resignations. Full-time employees exiting the organization are required to attend an exit interview with the Human Resources Department. Continuing benefits information, retirement account accessibility and final paycheck procedures will be discussed during this interview.