603.02: Policy for Summer Employment of Instructors, Counselors, and Librarians

Summer employment for full-time instructors, counselors, and/or librarians employed on nine month contracts is neither guaranteed nor required. Employees in such positions should notify the appropriate division director, campus/site director, or instructional dean by December 1 of their intent/desire to work full-time, part-time, or not at all in the upcoming summer term. Offers of summer employment will be based on student enrollment and the needs of the College. The following guidelines apply:

1.   Full Time Instructor Teaching Loads

a.    Academic and career/technical faculty members will be considered full-time with 12 – 13 credit hours.

b.   Aviation Maintenance Technology and Avionics Technology faculty will be considered full- time with 10 credit hours.

c. Reduction in teaching loads for full-time employment may be granted on an individual basis for additional duties or advanced training deemed necessary by the Dean of Instruction and President for the continued successful operation of the college and/or the instructional program. Appropriate documentation from the Dean of Instruction must accompany the instructor’s contract for that term.

2.   Compensation

a.    Instructors, counselors and librarians employed full time in a summer term will receive compensation at the rate indicated on the then current Salary Schedule D1 at the employee’s assigned rank and step placement.

b.   If there is insufficient student enrollment to offer a full-time instructor a full-time contract for the summer term, the instructor may be offered a reduced teaching load.   Compensation for a reduced teaching load shall be calculated on a pro rata basis, i.e. proportional to the ratio of the number of credit hours taught to the minimum number credit hours constituting a full load as defined above.

3.   Enrollment Requirement

a.    Division Directors may approve course sections that have 10 or more students enrolled. 

b.   Any course sections with fewer than 10 students must be approved by the Dean of

Instruction.

c. Any course sections with fewer than 7 students must be approved by the President.

4.   Assignment of Classes

a.   Faculty members may be given priority for summer teaching only in those areas in   which they taught on a regular basis during the preceding fall and spring semesters..

b.   Full-time faculty members, regardless of campus or instructional site, will have priority consideration for summer employment over adjunct (part-time) faculty members.

c.   Full-time faculty members, such as Division Directors, on Salary Schedule D who have administrative responsibilities that require continuous effort throughout the entire year will be given priority for summer employment over other full-time faculty members.

d.   Other full-time faculty members will be given priority for summer employment according to a priority employment rotation schedule as follows:

i. Each discipline’s Division Director shall be issued an initial roster of full-time faculty members listed in order of seniority using guideline number five (5) (Determination of Seniority) given below.

ii. If full-time teaching loads are not available for all full-time faculty members in a

discipline who desire full-time teaching contracts, then courses will be assigned to the instructor with greatest seniority first, until a minimum load for his/her full-time employment is reached.  Remaining courses will then be assigned to the instructor with the next greatest seniority until a minimum load for his/her full-time employment is reached. This process will continue until all courses have been assigned. The priority employment list will then be “rotated” for the succeeding summer term, with faculty members who worked full-time during the initial summer term rotating down in the priority employment list and faculty members who desired but were denied a full-time teaching load rotating to the top of the list

iii. Any faculty member who voluntarily chooses to work part-time, or not at all, in a

given summer term cannot improve his/her placement in the rotation schedule for

the following summer term by moving to the top of the rotation schedule.

iv. If full-time teaching loads are available for all full-time faculty in a given discipline, the rotation schedule will remain the same for the following summer.

v.  Each summer priority employment list (rotation schedule) will be reviewed and verified annually by the Division Director and approved by the Dean of Instruction. Copies of the approved schedule will be maintained in the Division Director’s office and in the Dean of Instruction’s office. Updated rotation schedules are due to the Dean of Instruction for approval by the second Friday in the fall semester of each year.

vi. For further clarification of this procedure, examples of the correct implementation of the summer priority employment rotation principle are included in the attachment to this policy.

5.   Determination of Seniority

a.   Seniority is defined as the faculty member with the longest full-time employment at the college within that faculty member’s original hired position as indicated in the Human Resources Office. A faculty member may not claim seniority in a field in which the faculty member was not originally hired.

b.   If a tie exists in academic faculty seniority, the tie shall be broken by the following:

i.   Higher rank on Salary Schedule D. If equal, then

ii. Greater number of graduate hours in in-field course work calculated from college transcripts in the official personnel file located in the Human Resources Office.  If equal, then

iii.   Greater total number of graduate hours calculated from college transcripts in the official personnel file located in the Human Resources office.  If equal, then

iv.   Greater length of service as a full-time qualified employee of the institution on any salary schedule.  If equal, then

v.   Greater length of service as a full- or part-time employee of the institution on any salary schedule.

c.   If a tie exists in technical (including Aviation Maintenance and Avionics) faculty seniority, the tie shall be broken by the following:

  i.   Higher rank on Salary Schedule D. If equal, then

  ii.  Greater number of hours in in-field coursework (graduate or undergraduate) calculated from college transcripts in the official personnel file located in the Human Resources Office. If equal, then

  iii.  Greater total number of hours (graduate or undergraduate) calculated from college transcripts in the official personnel file located in the Human Resources office. If equal, then

  iv.  Greater length of service as a full-time employee of the institution on any salary schedule. If equal, then

  v.   Greater length of service as a full- or part-time employee of the institution on any salary schedule.

Examples of Correct Implementation of the Summer Employment Rotation Schedule

Example 1.

Four employees, A, B, C, and D are employed by the College as full-time English instructors and are ranked by seniority in the order A, B, C, D. In Year 1, there are enough classes available in summer term for only two faculty members to have a full load. There are no excess classes for any of the other two instructors to be assigned even a partial load.  All four instructors desired to teach a full load.

Instructors A and B are offered full loads and accept.  Instructors C and D are offered no loads. Then in Year 2, the summer employment priority list would be ordered as C, D, A, B.

Example 2.

Four employees, A, B, C, and D are employed by the College as full-time English instructors and ranked

by seniority in the order A, B, C, D. In Year 1, there are enough classes available in summer term for only two faculty members to have a full load. There are no excess classes available for any of the other two instructors to be assigned even a partial load. All instructors desire a full load, except for instructor B, who voluntarily chooses not to work at all.  So a full load is assigned to instructors A and C, and

instructor B and D receive no load. Then in Year 2, the summer employment priority list would be ordered as D, A, B, C.

Note that in Example 2, the only instructor who is “moved to the top” of the priority list for Year 2 is the

only instructor who did not receive the amount of teaching load requested (which was instructor D).

Example 3.

Four employees, A, B, C, and D are employed by the College as fulltime English instructors and ranked by seniority in the order A, B, C, D. In Year 1, there are enough classes available in summer term for only two faculty members to have a full load. There are enough excess classes for exactly one faculty

member to have a partial load. All instructors desire a full load.  Full loads are assigned to instructors A and B and a partial load is offered to instructor C, who accepts. Instructor D receives no load. Then, in Year 2, the summer employment priority list would be ordered as C, D, A, B.

It should be noted in this example that the rotation from Year 1 to Year 2 results in a priority employment list for Year 2 that gives priority to instructor C over instructor D because instructor C desired a full load, but was denied a full load, and according to policy, retains his/her existing priority placement for the succeeding summer term.  In other words, instructors who are denied full-time teaching loads in the summer but do receive partial loads are treated the same under this policy as instructors who are denied a load of any amount.

Example 4.

Four employees, A, B, C, and D are employed by the College as full time English instructors and are ranked by seniority in the order A, B, C, D. In Year 1, there are enough classes available in summer term for only two faculty members to have a full load. There are no excess classes for additional partial loads to be assigned.  Instructor D requests a full load, instructor A requests a ½ load and Instructors B and C each request ¼ load.  All requests are granted. Then in Year 2, the summer employment priority list would remain unchanged as A, B, C, D.

Note that in this example, every instructor received the amount of employment he/she requested for the summer, so no instructor’s position was changed on the priority list for Year 2.