PURPOSE: (1) To define the personnel category of teaching faculty. (2) To adapt established personnel policies and procedures to unique requirements for this category.

1. The category "teaching faculty" includes all instructional personnel and certain personnel who perform a combination of instructional and administrative duties as defined by the Compensation Plan for Faculty Human Resources, including specific requirements and other considerations. Included in this group are Instructors, Academic Coordinators, Department Heads and Academic Deans (i.e., State job title of Academic Division Head/Dean).
   
2. Recruitment and Selection.
   The President, operating under the provisions of the Compensation Plan for Faculty Human Resources, has authority to select all new personnel and is responsible for assuring that appointment to a particular salary schedule and a specific salary are in accordance with prescribed criteria and procedures. Recruitment, evaluation, and appointment of teaching faculty will be carried out in accordance with recruitment procedures indicated in the approved Affirmative Action Plan.
   
3. Employment of Teaching Faculty.
   
   a. Full-time permanent faculty members are appointed in accordance with the Minimum Qualifications and Specific Requirements of the Compensation Plan for Faculty Human Resources.
   
   b. The terms, duration, and other conditions of each appointment are stated in writing at the time of employment.
   
   c. Full-time permanent faculty members are employed on the basis of an academic year for nine months (39 weeks encompassing two academic semesters). Academic Deans, however, are expected to work 12 months (52 weeks encompassing three academic terms). Faculty members under nine-month contracts will devote 35 weeks to classroom and related professional activities; the remaining four weeks constitute provision in accordance with the institution's academic calendar for holidays, vacation and/or personal time. Faculty members under 12-month contracts will devote 47 workweeks to classroom and related professional activities; the remaining five weeks constitute provision in accordance with the institution's academic calendar for holidays, vacation and/or personal time.
   
   d. According to student population and needs, a number of the full-time permanent faculty will be asked to teach during the summer term, either part-time with prorated pay or full-time with regular pay. Members of the full-time permanent faculty are given first consideration for summer classes.
   
   e. Full-time permanent faculty members are employed with the understanding that their institutional assignment is their primary employment. Except during non-pay periods such as summer term, acceptance of additional employment of any kind (including self-employment) will be discussed with the Department Head and Dean, who will advise the Vice President of Academic Affairs as to whether or not such additional employment will interfere with the faculty member's full-time assignment. Secondary employment will require presidential approval.
   
   f. No individual will be appointed as a member of the permanent teaching faculty until an appropriate salary schedule is determined. This will be determined using a Compensation Questionnaire completed by the applicant and evaluated by the College's Human Resources Office. The Human Resources Office will send the completed Compensation Questionnaire to the SBTCE Human Resources office. The Compensation Questionnaire will be accompanied with a "Request for Salary Action" if the requested salary is above mid-point of the salary schedule. SBTCE then sends the "Request for Salary Action" to the State Office of Human Resources for final approval. Salary at midpoint or less than the mid-point will not need the "Request for Salary Action".
   
4. Qualifications for Appointment, Promotions, and Salary for Faculty.
   Appointment and promotion of faculty will be determined by evaluating education, training, experience and performance. Qualifications for initial employment and advancement recognize that competency to perform in a field of specialization may be acquired in several ways: formal education; industrial, business, government or teaching experience; awarding of professional licenses or certificates; or similar indications of significant attainments.
   
5. Teaching Faculty Responsibilities.
   
   a. Teaching Day. No distinction is made between day classes and evening classes or locations. Instructors will be employed to teach students regardless of the time of day or location.
   
   b. Teaching Load. Full-time permanent faculty members shall be available for teaching assignments in day classes, evening classes, or a combination. Faculty members shall be scheduled according to the provisions of TTC Procedure 13-0-8, "Full-time Faculty Workload/Overload". Assigned classes shall take into consideration the proportions of lecture, shop and laboratory classes (if any), the number of preparations, the difficulty of the subject matter, and other assigned duties and responsibilities. When supervision of cooperative education programs or clinical learning experiences is assigned, faculty members shall not normally be scheduled for more than a total of forty (40) hours of work per week to include scheduled instructional class periods, required advising, and assigned supervisory responsibilities.
   
   Each full-time instructor may be assigned the responsibility for sponsoring extracurricular activities as a part of regular duties.
   
6. Teaching Faculty Performance Appraisals.
   Evidence of satisfactory or higher teaching competence and ongoing performance of responsibilities related to faculty status will be regularly required as one of the most important considerations for determining reappointment, merit raises and promotions. Individuals who demonstrate superior or outstanding achievement, attitudes, and contributions to the program should be given proper recognition.
   
7. Salary increases.
   Salary increases will be considered annually for each faculty member and will be determined by salary increase guidelines provided by SBTCE. All salary increases are subject to availability of funds and other budget limitations.
   
8. Change of Teaching Faculty Human Resources to Classified Status.
   Human Resources transferring from faculty to classified status must have a classified position and salary approved in advance by the SBTCE Human Resources Division.