Proposed New Contract Language

ARTICLE 1: COLLECTIVE BARGAINING AGREEMENT

1.10 Copies of the agreement

The College agrees to provide this Agreement in an accessible format that complies with the Americans with Disabilities Act (ADA) on its public website.

1.20 Scope of the agreement

A. This Agreement shall modify, replace, or add to any policies, rules, regulations, procedures, or practices of the College which shall be contrary to or inconsistent with its terms.

B. This Agreement constitutes the negotiated Agreements between the College and the Federation and supersedes and previous Agreements or understanding, whether oral or written, between parties.

C. Agreement expressed herein in writing constitutes the entire Agreement between the parties, and no oral statement shall add to or supersede any of its provisions.

D. The management of the College and the direction of the work force are vested exclusively with the College subject to the terms of this Agreement. All matters not specifically and expressly covered by the language of this Agreement shall be administered for its duration by the College in accordance with such policies and procedures as it from time to time may determine.

E. The section headings used herein are inserted for convenience only and shall have no bearing on the meaning or interpretation of the Agreement except as they serve to clarify its intent.

F. The College and the Federation agree that this Agreement shall be binding on both parties except that if any section or provision is or shall be contrary to law, then such section or provision shall not be applicable, performed, or enforced, except to the extent permitted by law. The remainder of this Agreement shall not be affected thereby, and the College and the Federation shall enter into immediate negotiations for the purpose of arriving at a mutually satisfactory replacement of the specific sections(s) or provisions(s).

G. The parties acknowledge that each has had the unlimited right and opportunity to make demands and proposals with respect to any matter deemed a proper subject for negotiations. The results of the exercise of that right and opportunity are set forth in this Agreement, Therefore, except as specifically state in this Agreement, the College and the Federation for the duration of this Agreement each voluntarily and unqualifiedly agree to waive the right to oblige the other party to negotiate with respect to any subject or matter covered or not covered in the Agreement unless mutually agreed otherwise.

H. Nothing contained herein shall be construed to deny, restrict, or diminish any rights faculty may have under the laws of the State of Washington and of the United States or other applicable regulations.

1.30 Hold harmless clause

The College agrees that all participation by faculty arising from this Agreement is purely advisory and therefore will hold faculty harmless regarding any and all decisions which it makes in the exercise of its legal authority.

1.40 Legal protection for committee work

In accordance with RCW 28B.10.648, faculty who serve on Appointment Review Committees and Dismissal Review Committees or who provide written or oral statements to an Appointment Review Committee or who observe and evaluate employees at the request of a direct supervisor are immune from civil actions if the performance of their duties or their statement are made in good faith. The College shall provide legal representation to any such faculty in any legal action which may arise from such committee proceedings.

1.50 Duration of agreement

This agreement shall remain effective from the date of ratification and shall continue in effect until the 30^th day of June 2022. During the period of negotiations, this Agreement shall remain in force.

Either party may request negotiations for a successor agreement by notifying the other party in writing no sooner that September 1, 2021 and no later than January 31, 2022.
1. In the event notice is given by either party, negotiations will begin at a time agreed upon by the parties.
2. In the event no notice is given by either party, the Agreement and any associated Memoranda of Understanding and Letters of Agreement shall automatically extend for one year from the date of agreement expiration.
The Federation reserves the right to reopen Appendices A and B in the event that the Legislature of the State of Washington provides funds, or allows for use of funds, for salary purposes.
1. Implementation of such increase shall be consistent with legislative intent.
2. In any event, upon the request of either party Appendices A and B may be reopened for the purposes of negotiating modifications thereto.
3. Such negotiations occurring as a result of this subsection shall be in accordance with RCW 28B.52 or any subsequent legislation.
Changes to all Appendices other than A and B may be made by the Contract Administration Committee.
The college and AFT agree to reopen Appendix A between January 1, 2021 and June 30, 2022.

1.60 Appropriate administrator

The term “appropriate administrator” shall mean a faculty member’s direct supervisor, In the absence of the direct supervisor, the “appropriate administrator” shall mean the next administrator in line authority up through the administrative organization of the College.

ARTICLE 2: FEDERATION RIGHTS

2.10 Federation recognition

A. The Board of Trustees of Everett Community College, hereinafter referred to as the “College”, recognizes the AFT Everett, Higher Education, Local 1873, AFT, AFL/CIO hereinafter referred to as the “Federation”, as the exclusive bargaining agent for all Everett Community College faculty. In the following categories as further defined in RCW 28B.52: (1) Instruction, (2) Counseling, (3) Library/Media Specialists. Excluded are all other employees.

B. Any group of employees excluded from the bargaining unit may be added to the bargaining unit in accordance with the statute and the rules and regulations promulgated by the Washington Public Employees Relations Commission. Matters regarding unit clarification shall also be handled by the Public Employment Relations Commission (PERC).

2.20 Employees’ right to organize

The College hereby agrees that every faculty member shall have the right freely to organize, join, and support the Federation for the purpose of engaging in collective bargaining or negotiation and other concerted activates for mutual aid and protection.
The College agrees that it will not discriminate against any faculty member with respect to hours, wages, or any terms or conditions of employment by reason of his/her membership in the Federation, his/her participation in any lawful activities of the Federation or collective negotiations with the College or any grievance, complaint, or proceeding under this Agreement.
Nothing in this Article shall be construed to diminish the opportunity of the College to utilize any legal remedies available.
The Federation agrees that none of the rights and privileges resulting from this Article shall be used directly or indirectly for political activities prohibited by statute.

2.32 Payroll deduction of union dues

A. The College shall, upon written authorization of the faculty member involved, provide payroll deduction of Federation membership dues for full-time and part-time faculty.

When faculty provide the College with a written authorization to deduct from each paycheck Federation dues, such deductions shall be remitted to the authorized Federation representative.
The Federation agrees to indemnify the College and hold it harmless against any and all suits, claims, demands, and liability for damages or penalties that shall arise out of or by reason of any action that shall be taken by the College for the purpose of complying with the foregoing provisions of this section provided such action has been authorized by the faculty member and such authorization has not been rescinded.

2.40 Federation use of college buildings

The Federation and its representatives shall have the right to schedule the use of College buildings to transact lawful Federation business, provided that normal scheduling procedures are followed and further provided that no additional cost is incurred by the College. Suitable office space on campus shall be provided for the Federation.

2.41 Federation use of mail

The Federation may use the College internal communication services and faculty boxes for communications to faculty members, including mass distributions. The Federation shall be entitled to distribute mail through the outgoing mail service if it provides its own postage or pays for the metering of its mail.

2.42 Federation use of office equipment

The Federation shall have the right to reasonable us of College owned or rented office equipment when such equipment is not otherwise in use. The Federation agrees to pay $150 per year which shall be deemed all such costs. The Federation also agrees to pay for the actual costs of all materials, supplies and charges incidental to such use.

2.43 Federation use of bulletin boards

The Federation shall have the right to post official notices of its activities and matters of Federation concern on Federation bulletin boards located as agreed upon by the Contract Administration Committee.

2.50 Rights of Federation representatives

A. Duly authorized representatives of the Federation shall be permitted to transact official Federation business on College property during working hours provided there is no disruption to instructional programs.

B. Appropriate Federation representatives shall suffer no loss of compensation in time or money when meeting with administrative personnel on matters relating to grievances that have been filed or when attending scheduled negotiations, meetings or committees authorized by the Agreement.

C. The Federation shall have the right to send two (2) representatives to legislative committee hearings, meetings of the State Board for Community and Technical Colleges (SBCTC), or Federation regional or statewide meetings/conferences providing that arrangements or assignment coverage is approved by the appropriate administrator or his/her designee. Travel and related expenses shall be borne by the Federation.

2.51 Federation President release time

A. The College agrees to provide the Federation President without loss of compensation release time equivalent to one-third reduced load to be utilized each quarter.

B. The Federation President shall be responsible for assisting in the following:

1. Improving communications between faculty and the College.

2.Participation with the faculty and the College in seeing that the Agreement is implemented.

3.Working with the faculty and the College toward solving problems which may arise in the administration of the provisions of the Agreement.

2.60 Contract Administration Committee

A. Representatives of the Federation and the College will meet on a mutually agreed upon date, place, time at least once every month for the purpose of reviewing the administration of the Agreement in force and attempting to resolve problems having an impact in this Agreement that may arise from any college committee, group, or individual.

B. These meetings are not intended to bypass the grievance procedure and shall not constitute an invitation to continuously renegotiate the provisions of this Agreement.

C. Both parties shall submit an agenda of items they wish to discuss at least five (5) days prior to the scheduled meeting. Neither party shall have control over the selection of the representation of the other party.

D. Participants will be current College employees unless mutually agreed upon.

E. Neither party shall have more than five (5) representatives.

F. The College shall keep the first, third, and fifth Wednesday of every month from 3:30 to 5:00 p.m. free for Federation members of the Contract Administration Committee and other contract-related committees, and the Federation Executive Council to conduct contract-related business.

2.70 Board of Trustee meetings

A. The Federation shall be furnished electronic copies of minutes, agendas, and related study materials at the same time and in the same form as those furnished the public and the Board of Trustees. Nothing in this section shall be construed to diminish the College President’s right to privileged correspondence with the Board of Trustees.

B. A Federation representative shall have the opportunity to attend all open Board meetings. The Federation shall be allowed to enter any items on any agenda consistent with the procedures of the Board of Trustees and shall be allowed to speak on any question on any agenda.

2.80 Information requests

To assist the Federation in carrying out its role as the bargaining agent for faculty, the College shall, within 7 business days of a new faculty member being hired furnish to the Federation information in the same form available to the general public. Such information shall include names and available addresses and telephone numbers of faculty.

2.90 Opening Week

Prior to the commencing of classes of each academic year and at the regularly scheduled annual meetings of all faculty, the President of the Federation or his/her designee shall have the opportunity to address faculty.

ARTICLE 4: SELECTION AND APPOINTMENT OF FACULTY

4.10 Definitions

The following definitions apply to faculty covered by this agreement:

Associate. An associate faculty member is employed on a part-time contract a. Part-time employment carries no right of subsequent employment and is not applicable toward tenure
Senior Associate. A senior associate faculty member is an associate faculty member who has satisfied the requirements of Article 7.
Full-time. A full-time faculty member is employed on a full-time contract. Full-time faculty will be hired as temporary, probationary, or tenured faculty.
1. Temporary. A temporary faculty member is employed on a full-time contract. Temporary employment carries no right of subsequent employment and is not applicable toward tenure.
2. Probationary. A probationary faculty member is employed on a full-time contract. Probationary employment is subject to the appointment review process and the provisions of probationary status contained in Article 8 and Appendix E of this Agreement.
3. Tenured. A tenured faculty member is employed on a full-time contract. Tenured employment means appointment for an indefinite period of time which may be revoked only for adequate cause and by due process.

4.15 Diversity in Hiring

The college and the Federation are committed to the goal of increasing diversity of the College’s faculty. Academic employee vacancies shall be filled in accordance with the College’s policies, regulations and the nondiscrimination provision of this Agreement. Position requirements will place the highest priority on addressing student needs and will include and expectation for advancing department, division, and institutional strategic goals which include increasing the diversity of our faculty.

4.20 Hiring process for full-time faculty

A. Upon notification that a faculty position is vacant, the appropriate administrator shall convene a screening committee in accordance with College procedures.

B. The chairperson of each screening committee shall be trained in College hiring procedures.

C. Screening committee members shall be required to sign a confidentiality agreement, and shall maintain confidentiality with respect to the hiring process.

1. Online searches into the background of candidates are restricted to HR personnel only.

2. The committee chairperson may request an exception to the ‘no online search’ procedure to view material specific to the candidate’s application. The committee chairperson will contact HR before using online resources.

D. The committee shall recommend to the appropriate administrator the minimum qualifications for each the vacant position when the College decides it is to be filled.

E. Final approval of the position qualifications rests with the College.

F. The College shall advertise full-time vacancies as widely as necessary to obtain a diverse pool of candidates.

G. The department in which the vacancy exists shall appoint one full-time faculty member from the department, if available, to service on the screening committee.

H. Each screening committee shall determine its own interview questions and rating standards, subject to the approval of the Human resources office. Screening committees shall determine the interview format and interview questions following the parameters set by the College.

I. The screening committee shall also determine the candidates to be interviewed.

J. The screening committee shall recommend candidates to be hired to the appropriate administrator.

K. All applicants for full-time faculty vacancies shall be notified of the disposition of their application prior to the publication of the name of the successful applicant.

4.30 Hiring process for associate faculty

A. Each appropriate administrator, with the assistance of appropriate faculty, shall establish educational and/or experiential standards for associate positions in each discipline within the division.

B. Each appropriate administrator, with the assistance of appropriate faculty, shall develop an appropriate screening and selection process and select the final candidate for the associate position.

C. All associate positions not filled by full-time or associate faculty currently employed in the College shall be advertised by the Human Resources office.

D. If the above procedure has failed to produce a candidate to fill the associate position within 30 working days of the start of the quarter, the appropriate administrator will take whatever action is required to fill the vacant position and notify the Human Resources office of the action taken.

4.40 Full-time faculty contracts

A. All full-time faculty shall be issued annual individual contracts which shall state the following:

1. The incorporation of this Agreement, by reference;

2. The salary;

3. The workload or full-time assignment as appropriate;

4. The total salary as appropriate;

5. The beginning and ending dates of the assignment period;

6. The total number of days of the assignment period;

7. The type of appointment held by the employee (e.g. temporary, probationary, tenured);

8. The choice as to the number of equal payments made to the employee.

B. During Spring Quarter, the College shall provide such contracts to each full-time faculty member on or prior to the Friday before Exam Week for the ensuing academic year of assignment, pursuant to the State budget process.

C. Each individual employee who intends to return or commence employment in his or her respective tenured or probationary appointment shall so notify the College by signing the individual contract and returning it to the College President, or designee no later than 10 working days after its receipt.

4.50 Associate faculty notice of intent to employ

A. Associate faculty shall receive notice of class assignments as far in advance of the start of the quarter as possible.

B. Notice shall be received by the associate faculty member no later than one week before the start of the class.

4.60 Associate faculty compensation for cancellation

A. Associate faculty shall be notified within one week of cancellation for classes canceled prior to the first day of class or within one week of the first day of classes canceled on or after the first day of class.

B. In the event of an associate faculty member’s class(es) being canceled; the faculty member will be compensated by the College as follows:

1. $150 per course if the course is canceled or reassigned less than one week before the scheduled start of the course and the faculty member does not receive a replacement assignment;

2. $150 per course plus the salary for the percentage of the course taught for courses canceled on or after the first day of class

4.70 Reassign time

Within 30 days after the start of the assignment, faculty with reassigned time under Article 17.80 shall receive a written statement regarding the assigned duties, the percentage of reassigned time, and the starting and ending date.

4.80

Nothing in this article limits the authority of the Board of Trustees with respect to hiring faculty.

ARTICLE 5: COMPENSATION

5.10 Salary

The salary for full-time faculty shall be in Appendix A.

The salary for Senior Associates, Associate faculty, stipends, fourth quarter employment, and all other employment conditions shall be in Appendix B

5.20 Returning to bargaining unit

A tenured faculty member who is currently serving as an administrator who returns to the bargaining unit shall be placed at the appropriate salary in accordance with the employee’s number of years as full-time faculty contracted service to the College.

5.30 Salary increases

A. A full-time faculty member shall qualify to receive increments and other annual increases shown in Appendix A.

B. All calculations for salary increases shall be as of June 30 to be applied for salary increases the following academic year, including Summer Quarter.

C. Each academic year’s salary, after all applicable increases, shall constitute the new salary base for that faculty member upon which the following year’s salary increases are calculated.

D. A faculty member who has been granted tenure shall receive a salary adjustment as shown in Appendix A.

E. All funds allocated by the SBCTC for general salary increases and COLAs shall be distributed in equal dollar amounts to all applicable faculty.

5.40 Turnover

A. Turnover is generated whenever a state-funded full-time tenure/probationary position is vacated and is filled at a lower salary level.

B. Maximum possible turnover is the total difference in dollars between the salary of each full-time position at the time it is vacated and replacement at the base salary before any general salary increases are added.

C. Maximum possible turnover shall be used for salary increases for tenured and probationary faculty.

5.50 Pay

A. Pay for all faculty shall be available on the 10^th and 25^th of each month. Exceptions due to holidays, weekends, and closures are posted on the College website.

B. Full-time faculty whose assignments begin before September 15 shall receive their first paycheck on September 25.

C. Faculty given extended contract days for specific purposes shall be paid for these days on the next regularly scheduled payroll whenever possible. However, in no case shall the period between the last day worked and the receipt of the paycheck exceed one (1) month.

D. When errors are made resulting in underpayments to full-time or associate faculty, the College shall advance to the employee the amount of the underpayment within five (5) working days of notification to the Human Resources office.

5.51 Payroll deductions

The College shall provide payroll deductions as per RCW 41.04.230.

5.60 Insurance benefits

A. The College shall pay the maximum amount authorized and funded by the legislature toward the premium cost of Public Employee Benefits Board (PEBB) approved medical and dental plans for each eligible faculty member and his/her family.

B. The College shall also pay the full cost of such basic life insurance benefits and long-term disability benefits as shall be prescribed by the PEBB.

C. The College agrees to continue the practice of voluntary payroll deductions for employees who elect this means of paying premiums for optional state sponsored insurance benefits consistent with PEBB rules.

D. The College shall inform each faculty member of all insurance options and important dates related thereto at the time of hiring, upon any substantial modifications which are announced by appropriate regulatory agencies, and at any time upon request of the employee.

5.61 Insurance coverage during leave

A. The college shall continue all insurance programs during the period when a faculty member is on leave with pay.

B. The faculty member shall have the option of continuing life and health insurance benefits at his/her expense while on unpaid leave to the extent provided by law.

C. The College shall assist the faculty member in maintaining insurance coverage while on leave by providing all available information and forms.

5.62 Associate faculty insurance benefits

A. Associate faculty who are assigned fifty percent (50%) or more of the normal work load are eligible for full College contributions and deductions as outlined in Article 5.60 beginning with the second consecutive quarter of such employment.

B. employment at other state institutions of higher education shall be used to calculate the fifty percent (50%) in accordance with PEBB rules.

C. Associate faculty assigned less than fifty percent (50%) of the normal work load may participate at their own expense in the College’s insurance and health programs pursuant to rules and regulations of the PEBB.

5.70 Unemployment compensation

A. The College shall continue to provide unemployment compensation coverage for every full-time and part-time faculty as required by statute.

B. For purposes of reporting hours to State Employment Services for full-time faculty, the College shall report the number of weeks worked times 40.

C. For purposes of reporting hours to State Employment Services for part-time faculty, the College shall report the number of weeks worked times the percentage of full-time load times 30.

5.80 Liability coverage

Liability coverage, including L&I/Worker’s Compensation for every full-time and part-time faculty shall be provided in accordance with applicable state rules and regulations.

5.90 In the case of disability or death

In the event of the employee’s disablement of death, the College shall meet promptly with the employee or his/her beneficiaries to review the employee’s insurance program and benefits and options.

5.100 Retirement

A. The College agrees to make contributions to retirement plans for eligible faculty consistent with applicable state laws and regulations. Information on such plans shall be provided to individual faculty on request.

B. consistent with applicable state rules and regulations, the College shall make payroll deductions for those employees who elect to participate in privately selected retirement and annuity programs, including programs involving tax shelter provisions.

C. The College shall provide information on all retirement programs to employees at the time of hiring and of any substantial modifications announced by appropriate regulatory agencies.

ARTICLE 6: LEAVE BENEFITS

6.10 Leave

A. Full-time faculty employed on an annual contract shall be eligible for all leaves listed in Article 6.

B. Faculty employed either full-time or part-time, but without an annual contract, shall be eligible for certain leaves as described below.

C. Accumulated eligibility for leaves shall be transferable from other educational institutions to the extent provided by law.

D. All leaves described herein, except those described under 6.30 and 6.100, require approval from the appropriate administrator.

E. The appropriate administrator shall respond to leave requests in a timely manner.

F. Except as noted in Article 6.30 A-C, all leaves covered in Articles 6.20. 6.30, 6.40, and 6.50 shall first be deductible from accumulated compensable days.

6.20 Sick leave accrual

A. A full-time faculty member shall be credited with twelve (12) days of leave on the first day of the initial contract.

B. Thereafter, commencing with the second year of employment, regardless of the total of the accumulated leave, the employee shall be credited with one (1) day of leave per month worked for illness, injury, bereavement, parental care/eldercare and emergency during Fall, Winter, and Spring Quarters.

C. Full-time faculty under 1.0 load contract in Summer Quarter shall be credited with one (1) day of leave each for July and August.

D. A part-time employee shall be credited with ten percent (10%) of the quarterly contracted hours for leave on the first day of the quarter cumulative to a maximum of ninety (90) hours each calendar year.

6.21 Sick leave use

A. Leave shall be available in cases of illness or injury to the faculty member or the faculty member’s immediate family or household.

B. In accordance with directives of the State Human Rights commission and applicable law, leave required by an employee due to disability related to pregnancy shall be covered as any other illness under sick-leave provisions.

C. Sick leave may be utilized to provide the difference between normal salary and Workers’ compensation benefits.

D. for computing sick leave for full-time faculty, if the absence is less than a full day in length, the leave shall be computed as either a half day (four hour) or full day (eight hour) absence.

1. For faculty absent on days with no contact hours scheduled, sick leave shall be computed on the bases of an 8-hour day.

2. Faculty are required to submit leave slips to the appropriate administrator or his/her designee within one week of the date of the return from absence.

6.22 Sick leave notice

A. Sick leave shall be reported by the faculty member to the appropriated administrator or designee at the beginning of the absence, and daily thereafter unless other arrangements are made.

B. When an absence due to reasons of health is foreseeable, a faculty member shall notify his/her appropriate administrator in writing at the beginning date and expected duration of each absence.

C. A licensed health care provider’s statement may be required regarding any illness/injury leave lasting more than five consecutive contract days, as the absence may qualify for Family Medical Leave 6.110.

6.23 Attendance incentive

A. In January of the year following any year in which a minimum of sixty (60) compensable days of illness, injury, bereavement, and emergency leave is accrued, and each January thereafter, any eligible employee may receive remuneration for unused compensable leave accumulated in the previous year at a rate equal to one day’s monetary compensation of the employee for each full days of accrued compensable leave in excess of sixty (60) days.

B. Illness, injury, bereavement, and emergency leave for which compensation has been received shall be deducted from accrued illness, injury, bereavement, and emergency leave at the rate of four days for every one day’s pay.

6.24 Sick leave buy-out/VEBA

A. At the time of separation from state service due to retirement or death, an eligible employee or the employee’s estate shall receive remuneration at a rate equal to one day’s current monetary compensation of the employee for each four full days of compensable accrued leave.

B. The provisions of this subsection are contingent on the continuation of the enabling legislation.

C. Faculty shall deposit sick leave buy-out funds received pursuant to Article 6 into a VEBA Medical Expense Plan as authorized by law, unless a request for a vote is made in accordance with the process outlined below

D. Request for vote.

1. Any faculty member who has accrued leave and intends to retire may submit a written request to the federation President on or before December 1 requesting a vote or eligible faculty intending to retire in the next calendar year in order to determine if a majority would prefer to “opt out” of the VEBA Medical Expense Plan for that year.

2. The Federation shall conduct a vote of eligible faculty intending to retire that year to determine if there is a majority desire to contribute to VEBA.

3. such vote will be binding on all eligible faculty who retire after the date of the vote, from January 1 until December 31 of that year.

4. The Federation shall communicate the results of the vote to the Human Resources office within one week of the vote.

6.30 Bereavement leave

A. Faculty shall receive up to seven (7) days of paid bereavement leave for each death in the faculty member’s family or household.

B. This leave shall not be deducted from the faculty member’s leave balance.

C. Notification must be provided to the appropriate administrator.

D. In addition to the seven days described above, faculty may also use any existing sick leave or personal days in the case of bereavement.

6.40 Emergency leave

A. Leave with pay for other emergencies may be granted with the approval of the appropriate administrator. Emergency leave will be deducted from sick leave balances.

6.50 Parental/elder care leave

A. Faculty shall be entitled to up to 10 days of paid leave annually for the particular absences under FMLA as described below.

1. for the purposes of bonding with the new child for birth parents, adoptive parents, or foster parents.

2. care of an elder member of the faculty member’s immediate family or household.

B. Additionally, faculty may use sick leave for any leave beyond the 10 days described in 6.50 (A) above.

6.60 Shared leave

A. Faculty members are eligible to participate in the College leave sharing program as provided for in state statute and College procedures.

B. Individuals requesting shared leave shall submit their requests to the HR office.

6.70 Worker’s compensation

The college agrees to maintain maximum allowable coverage of on-duty accidents under Workers’ Compensation Legislation for both full-time and part-time faculty.

6.80 Jury duty

A. All faculty shall be granted paid leave to serve as witnesses at trials or as jurors, provided they are not plaintiff, defendant, or subject of the investigation.

B. Compensation for service is considered de minimus and may be kept by faculty who serve on a jury.

C. Alternately, faculty may consider donating such compensation to the College foundation.

6.90 Military leave

Faculty shall be entitled to a maximum of twenty-one (21) calendar days of annual leave for active duty in the national Guard, Air National guard, or military reserve forces of the United States.

6.100 Personal Leave

A. this leave is intended to be used for reasons of a personal nature. Reasonable attempts to arrange coverage shall be expected.

B. Full-time faculty under annual contract shall receive three (3) personal leave days commencing the first day of the contract.

C. senior Associate and Associate faculty, including summer associate faculty as described in Appendix B.5, who work .666 FTE or more in a quarter shall receive one (1) personal leave day commencing the first day of the quarterly assignment.

D. Personal leave days are non-accumulative and must be used in the year accrued.

E. No more than one (1) personal leave day can be used in a quarter unless such leave is expressly approved by the appropriate administrator.

6.110 Family Medical Leave Act (FMLA)

The benefits of Family Medical Leave are detailed in college policy, state and federal law and this article of this collective bargaining agreement. FMLA ensures that, during leave, the employee maintains insurance coverage. If a faculty member is absent for serious personal or family illness, welcoming a new child into the household (birth, adoption, foster child) military leave, or for a situation of domestic violence, the faculty member should contact the Human Resources office as soon as possible to discuss FMLA benefits.

Family Medical Leave (FMLA) may be requested up to twelve (12) weeks per year as described under the Family Medical Leave Act. A combination of any faculty leave may be used; however, the choice made must be stated in the request. Faculty may contact the HR office for eligibility requirements.

While on leave granted in accordance with Article 6.110 above a faculty member shall have the choice of having their College-paid health insurance benefits continued.
1. During the leave, the faculty member shall be responsible only for the employee-paid portion of any continued insurance benefits. The employee-paid portion may be paid as follows:
2. The faculty member may choose to use eight hours or more of accrued paid leave per month in order to continue payroll insurance deductions, as provided for by the Washington State Public Employee’s Benefits Board (PEBB); OR,
3. The faculty member may pre-pay, to the Payroll Office, the amount due for the employee-paid portion of insurance benefits for the length of the leave.
In the event of the repeal or revision of 29 USC 28.2612, and/or RCW 49.78, either side may reopen this section for negotiations.

6.120 Leave without pay

A. in addition to leaves with pay, a full-time faculty member may be granted leave without pay. Reasons for a leave without pay include, but are not limited to:

1. temporary disability;

2. professional opportunities, such as study, research, teaching, travel, or work experience;

3. civic opportunities, such as government service, political office, or military service;

4. extended family care;

5. participation in leadership role in a professional or labor organization; or

6. exchange leave

6.121 Applying for leave without pay

A. Applications should be presented as early as possible; for a leave of one year’s duration, the application should be received no later than April 15.

B. Requests for extension of approved leave and /or notification to return form approved leave shall be received no later than February 15.

C. Applications for shorter leaves should normally be presented at least two (2) months before the desired starting date.

6.122 Return to work after paid leave

All such leaves require the approval of the Board of Trustees or its designee.

6.130 Return to work after paid leave

A. During his/her leave, the faulty member shall continue to accrue benefits and privileges (e.g., seniority, pension rights, sick leave eligibility) as if he/she had remained on active duty.

B. The College shall also keep in force the faculty member’s insurance plans.

C. Excluding leaves granted under Article 12.57 (A)(1) the College agrees to reinstate the faculty member in his/her former position at eh end of the leave.

D. Any salary entitlements he/she would have earned on active status shall accrue to the faculty member.

6.140 Return to work after leave without pay

A. benefits accrued prior to a leave of absence shall be retained by the faculty member.

B. A faculty member granted a leave absence shall have the opportunity of keeping any contributory insurance plans in force during the leave by making pre-payments consistent with provisions of the underwriter.

C. Faculty shall accrue seniority while on leave without pay consistent with Articles 5 and 10.

D. The individual is guaranteed first opportunity for his/her position upon his/her return.

ARTICLE 7: SENIOR ASSOCIATE FACULTY

Senior Associate status is awarded to associate faculty who meet the standards set forth in this article. Senior Associates may receive an annual employment contract and will receive additional compensation.

Associate faculty members are eligible to begin the Senior Associate application process after completing at least 0.333 load for each of 3 consecutive quarters, not including summer.

7.21 Starting the Senior Associate process

A. The candidate shall follow the checklist in the Appendix which includes choosing a mentor from the list of available faculty mentors.

B. The candidate shall prepare a professional development plan and discuss it with the candidate’s dean or associate dean. Examples of professional development plans will be posted on the college’s web page.

C. The candidate shall develop a portfolio to maintain evaluations, observations, self-reflections, professional development plan, and other data relevant to successful completion of academic duties as required in this process.

7.22 Quarterly activities

Each quarter, excluding summer quarter, the candidate shall:

Maintain a minimum .666 load as Associate Faculty at EvCC for nine quarters, excluding summer.
1. If the faculty member does not maintain a minimum of.666 load for any quarter, that quarter is not counted as one of the nine quarters.
2. If a faculty member is not employed by the college for more than two quarters during the senior associate process, the associate faculty member will need to restart the process, unless the EVP approves extension.
Include in the portfolio student evaluations to be scheduled by the dean or dean’s designee.
Continue consultation with a faculty mentor.
Earn at least satisfactory student evaluations for all areas assessed, for each quarter, for nine quarters. Summer is excluded.
Arrange an observation by the candidate’s dean or associate dean, scheduled at a time mutually agreeable with the observer and the candidate, and ensuring at least one observation annually for each mode of instruction.
At the end of each quarter, prepare a written, quarterly self-reflection based on the most recent student evaluations, observations, and progress on the professional development plan.

7.23 Annual activities

During the third and sixth quarters of the eligibility review process

The candidate shall meet with the candidate’s dean or associate dean to review and update the candidate’s professional development plan and to share the candidate’s portfolio.
The dean or associate dean shall provide feedback, including notice of unsatisfactory performance, as appropriate.
The dean or associate dean shall provide coaching and resources to improve performance as needed.

7.24 Review of eligibility and awarding senior associate status

After successful completion of the ninth quarter of the eligibility review process, the candidate shall submit the candidate’s portfolio to the dean or associate dean.

The divisional dean or associate dean and department head shall review the portfolio.
The divisional dean or associate dean may recommend Senior Associate status to the appropriate administrator or designee.
Alternately, the divisional dean or associate dean may decline Senior Associate status or recommend additional work.
Notification will be in writing to the Senior Associate candidate, the Human Resources office and the appropriate administrator or designee within 14 calendar days of portfolio submission.

7.30 Appeals

A. If Senior Associate status is not awarded, the Senior Associate candidate shall have three options:

1. Repeat quarterly activities to improve performance over the course of the next three quarters, excluding summer, and then present updated materials to the dean or associate dean and the department chair for reconsideration.

2. End Senior Associate process and continue employment as associate faculty.

3. Appeal decision to the appropriate administrator or designee.

B. Decisions relating to the awarding or withholding of Senior Associate status shall not be subject to the grievance procedure of this agreement.

C. The candidate should contact the AFT representative in the case of difficulty with the award process. The AFT representative will arrange a meeting with the appropriate administrator or designee to discuss the situation.

7.40 Procedures for existing Senior Associates

Faculty who are Senior Associates as of July 1, 2019 shall retain that status.

7.50 Procedures for in process Senior Associate candidates

Associate faculty who are in process to become Senior Associates as of June 30, 2019 will be able to use the quarters they have already completed toward the new process.

7.60 Annual Contract

A. Senior Associate status is not a guarantee of continued employment beyond the annual contract.

B. The benefits of Senior Associate status begin the quarter following the awarding of Senior Associate status, excluding summers.

C. Before June 30^th of each year, the College may offer Senior Associates an annual contract, which shall cover fall, winter, and spring quarters.

7.61 Course Assignments

A. The Dean shall offer a minimum .666 load of course assignments to Senior Associates with annual contracts during fall, winter, and spring quarters, after full time faculty, and the Senior Associates shall have the right of first refusal before those same courses are offered to associate faculty.

B. By mutual agreement, the .666 load may be averaged over an annual contract

7.65 Limits on Senior Associate annual contracts

A. During spring quarter, the College will establish a maximum number of Senior Associate annual contracts awarded for each department based on the College’s forecasted annual schedule.

B. The list of Senior Associate annual contracts will be presented to the union in a CAC meeting prior to the end of spring quarter. The list of Senior Associate names will come from the Senior Associate list.

C. Senior Associate annual contracts will be awarded by seniority within each department.

D. If a Senior Associate faculty member does not receive a Senior Associate annual contract with a minimum .666, the faculty member will still earn the higher pay rate, excluding summer.

7.70 Senior Associate responsibilities

Senior Associates shall:

A. Perform all academic responsibilities of associate faulty listed in Article 14.

B. Perform on-going evaluation and reflection in the same manner as tenured faculty.

C. If awarded an annual contract, attend (virtually or in person) and participate in the majority of department and division meetings.

D. If not awarded an annual contract, participate in the Senior Associate’s choice of department meetings, division meetings and opening week activities.

E. Attend the required two days of the opening week activities.

F. Read and respond to college communications (phone, email, etc.) in a timely manner.

G. Post and hold one office hour (virtually or in person) per week for each .333 load.

H. Meet with the dean annually to review professional goals and ensure on-going support.

7.80 End of Senior Associate status

Senior Associate status shall end:

A. upon failure by the Senior Associate to perform the duties of Senior Associate;

B. or by the Senior Associate’s voluntary relinquishment of such status;

C. or if the Senior Associate does not receive a teaching assignment for three consecutive quarters (not including summer quarter).

ARTICLE 8: TENURE

8.10 Authority to grant tenure

A. The federation agrees that the authority to grant or deny tenure is vested with the College subject to Article 8.

B. It is further agreed that any and all decisions relating to the awarding or withholding of tenure or the renewal or non-renewal of individual contracts of probationary faculty shall not be subject to the grievance procedure of this Agreement.

8.20 Purpose of tenure procedures

A. To protect faculty rights and faculty involvement in the establishment and protection of these rights.

B. To define a reasonable and orderly process for the appointment of faculty to tenure status and for the non-renewal of probationary faculty.

8.30 Definitions

As used in this Article, the following terms and definitions shall mean the following:

A. “Appointing Authority” shall mean the Board of Trustees of Everett Community College.

B. “Tenure” shall mean a faculty appointment for an indefinite period of time which may be revoked only for adequate cause and by due process.

C. “Faculty Appointment” shall mean full-time employment as a teacher, counselor, librarian, or other position for which the training, experience, and responsibilities are comparable as determined by the appointing authority, except administrative appointments. Faculty appointment shall also mean department heads, division heads or administrators to the extent that such department heads, division head or administrators have had or do have status as a teacher counselor, or librarian.

D. “Probationary Faculty Appointments” shall mean a faculty appointment for a designated period of time which may be terminated without cause upon expiration of the probationer’s term of employment.

E. “Probationer” shall mean any individual holding a probationary faculty appointment.

F. “Administrative Appointment” shall mean employment in a specific administrative position as determined by the appointing authority.

G. “Regular Academic Year” shall mean that period of time extending from the beginning of the fall quarter through the end of the following Spring Quarter. Such definition shall include any summer quarter worked in lieu of a fall, winter, or spring quarter.

H. “College President” shall mean the College President of Everett Community College.

I. “Appointment Review Committee” (ARC) shall mean an ad hoc committee composed of the probationer’s tenured faculty peers, a student representative and a member of the administrative staff of the College, provided that a majority of the committee shall consist of the probationer’s tenured faculty peers.

J. “Non-Renewal” shall mean the decision of the Board of trustees not to renew the contract of a probationary faculty members for the succeeding academic year.

K. “Full-Time” shall mean assignment to a full load during each regular academic year.

L. “A Faculty Peer” shall mean an individual holding a tenured faculty appointment.

M. “Teaching Faculty” as used herein shall mean the same as faculty appointment.

8.40 Appointment Review Committees (ARC) – membership

A. Each probationer shall have a five-member ARC assigned within thirty (30) working days of the start of the first contracted quarter.

B. Appointment Review Committees shall serve as ad hoc committees until such time as the probationer is either granted tenure or employment in a probationary faculty appointment is terminated.

C. By the seventh working day of the probationer’s employment, the appropriate administrator in the probationer’s division shall submit to the College President or designee two nominees and one alternate chosen by the tenured faculty in the division to serve on the Appointment Review Committee. Division nominees and alternate must be tenured faculty.

D. By the fourteenth working day of the start of the first contracted quarter, the probationer shall submit to the College President or designee a list of two, one or no nominees to serve on the Appointment Review Committee. Probationer nominees must be tenured faculty other than the division nominees and alternate.

1. If the probationer submits two nominees, the division alternate does not appear on the ballot.

2. If the probationer submits two nominees, the division alternate becomes the other probationer nominee.

3. If the probationer submits no nominees, the ballot shall call for two votes from among the three division selections – the two nominees and the alternate.

E. Before it conducts the election, the Federation shall submit to the College President or designee a list of two nominees to serve on the Appointment Review Committee. Federation nominees must be tenured faculty other than division and probationer nominees.

F. The college President or designee shall forward Division and probationer nominees to the Federation by the eighteenth working day of the probationer’s employment.

G. The Federation shall conduct the election by the twenty-ninth working day of the probationer’s employment.

1. Only tenure faculty shall be eligible to vote.

2. The Federation may opt to hold the election in two phases:

a. Phase I would consist of division and probationer nominees.

b. Phase II would consist of Federation nominees.

H. The Federation shall submit the results of the election to the College President of designee by the thirtieth working day of the probationer’s employment.

I. The administrative representative on the committee shall be appointed by the College President or his/her designee.

J. The full-time student member on each Appointment Review Committee shall be chosen by the student association in such a manner as the members thereof shall determine.

K. If a vacancy occurs upon any Appointment Review Committee, the procedures outlined above shall be repeated as applicable.

L. Insofar as possible, at least one member of the committee should be in the probationer’s academic discipline or field of specialization.

8.50 ARC duties and responsibilities

A. The general duty and responsibility of the Appointment Review Committee shall be to evaluate the probationers, to advise them of their strengths and weaknesses, and to develop plans to improve their performance.

B. The evaluation process shall place primary importance upon the probationer’s effectiveness in the appointment.

C. ARC members are required to attend the annual ARC training each fall. The College shall offer thee different training sessions for a member to choose from to meet the obligated ARC training in the fall.

D. Annual ARC training presentations will specifically review the following topics:

1. The requirements of Article 8 in the Agreement;

2. The roles and responsibilities of ARC members; and

3. The rights of the probationer to question, challenge, or appeal a recommendation by the ARC.

E. The College and the Union will meet annually during spring quarter to review and update ARC training materials as needed.

8.51 ARC annual recommendation

A. During the second, fifth and eighth quarters of the tenure process, the ARC and the College President, after reviewing the probationer’s tenure portfolio, shall meet and deliberate regarding the probationer’s future status with the College.

B. The ARC shall be responsible for making a recommendation to the Board of Trustees, in accordance with the procedures in 8.52, 8.53, 8.54, and 8.55, as to whether the probationer shall be:

1. Given a second/third probationary year, or

2. Be terminated by the non-renewal of his/her probationary status, or

3. Be granted tenure, or

4. Extend the probationary period for one, two, or three quarters beyond the maximum probationary period as provided in RCW 28.B.50.852.

C. This recommendation shall consist of one report from all the committee members.

D. The ARC shall strive to achieve a consensus recommendation. If consensus is not achieved, then a majority recommendation and a minority recommendation, with supporting explanations and details, shall be prepared.

E. The ARC must submit their recommendation to the probationer, the College President, and the appointing authority no later than thirty days before the third regularly scheduled Board of Trustees meeting or the probationer’s second, fifth, and eighth consecutive probationary quarter.

8.52 ARC meetings

A. The College President or designee shall call the first meeting of an ARC within the first forty (40) working days of the start of the first contracted quarter.

B. A chairperson shall be elected by the committee at its first meeting.

C. The committee shall schedule all meetings for each quarter.

D. All meetings of an Appointment Review Committee, after the first, shall take place upon the call of the Chairperson.

E. The Appointment Review Committee may meet with or without the probationer.

F. The committee shall determine whether the probationer’s presence is necessary or advisable; in any event, the committee shall meet with the probationer at least twice per quarter and apart from the probationer at least once per quarter.

G. The College shall forward quarterly summaries of committee activities to the Federation President.

8.53 ARC evaluative process

The evaluative process employed by each Appointment Review Committee shall include the stipulations outlined below:

A. Criteria used in the evaluation shall be based on the appropriate faculty position responsibilities as set forth in Article 14, and shall focus on improving the probationer’s effectiveness in the appointment.

B. Evaluation shall be based partly on first-hand observations of the probationer’s performance in the position by the following individuals:

1. The probationer’s discipline peer group (a discipline peer is a tenured faculty in the same academic discipline as the probationer. If there is not a tenured faculty in the same academic discipline as the probationer. If there is not a tenured faculty in the same academic discipline, an alternate will be found.),

2. The probationer’s students (including student comments),

3. The probationer’s immediate administrator,

4. A self-evaluation by the probationer

C. All evaluative judgments shall be written in narrative report form and should be as candid and specific as possible.

8.54 Portfolio

A. The probationer shall develop a tenure portfolio that includes the following:

1. An annual self-evaluation in which the probationer discusses his/her progress during that year;

2. Summary reports of quarterly evaluations by the probationer’s students and a quarterly self-reflection by the probationer responding to those evaluations;

3. Evaluations and observations (classroom or other) by ARC members or discipline peers;

4. An annual evaluation by the probationer’s immediate administrator;

5. Quarterly reports by the ARC required by Article 8.55;

6. An updated resume; and

7. Other documents that provide evidence of the probationer’s contributions to his/her department or program, or to the college.

a. The probationer will provide a digital version of each of those documents to the ARC chairperson.

8. The ARC chair will ensure that the probationer shall sign each document in their portfolio via electronic or hand written signature before they are uploaded to the probationer’s portfolio.

B. The ARC shall submit tenure portfolio documents online as part of the quarterly reports required by Article 8.54. Each quarter, the College shall provide access to the digital tenure portfolio to the appropriate administrator or designee, who will review those materials to ensure that all required documents are included and that the tenure process is being properly followed.

C. Prior to the meetings between the Appointment Review Committees and the College President required by Article 8.51, the College shall provide access to each probationer’s complete tenure portfolio to the College President.

8.55 ARC recommendations for improvement

When areas needing improvement in the performance of a probationer have been noted by an ARC, the following steps should be taken by the committee:

A. As soon as the areas needing improvement are recognized, the committee shall commit the areas needing improvement to writing and discuss them with the probationer at a conference.

B. The Appointment Review Committee shall develop with the probationer a written program to improve in the areas needing improvement.

C. Frequent conferences shall follow step B to provide for follow-up evaluations as well as program revisions to help the probationer improve.

8.56 Quarterly Summary of Performance

A. Each ARC, as a result of its ongoing evaluation of the probationer, shall quarterly advise the probationer, in writing, of the progress during the probationary period and receive the probationer’s written acknowledgment thereof.

B. The committee must provide this written progress report to the probationer, the College President, and the appointing authority within twenty (20) working days after the probationer’s first quarter of hire and at the end of each subsequent quarter outlining the probationer’s strengths and areas needing improvement.

C. This report shall also include a list of steps that can be taken by the probationer to improve any areas needing improvement.

8.57 ARC records

A. Appointment review records include all reports filed by the ARC and the files of the ARC.

B. It is recognized that the reports from Appointment Review Committees as required by RCW 28B.50.856 and Article 8 of this negotiated Agreement are part of the personnel file of the faculty member under review, and legal documents required by law/code to be kept on file for six (6) calendar years after the completion of the Appointment Review Process. The fact that these reports may be stored separate from a faculty member’s personnel files is deemed consistent with the negotiated Agreement.

C. The faculty member shall have the same access to his/her appointment review reports that he/she has added to his/her personnel file and the same protections as enumerated in Article 9.130.

8.60 Rights and reasonable expectations of the probationer

A. Communication should be established between the probationer and the ARC so that expectations for observations and evaluations are clear.

B. The observations should be arranged so that the probationer will be prepared for the visit.

C. When disagreements occur between the probationer and the ARC and the probationer is unable to resolve the situation, the probationer is encouraged to seek assistance in resolving the disagreement with the Human Resources Office and/or the Federation President.

D. A probationer shall be formally notified of non-renewal by the end of the second, fifth, or eighth quarters of the probationer’s probationary period, or any extension of that probationary period.

E. The College shall make every reasonable attempt to limit a probationer’s assignment to a workload of 1.000 and no more than three class preparations.

F. In accordance with RCW 28B.10.648, a probationer may request a statement from the College President of the reasons of participating administrators for an unfavorable recommendation regarding continuation of probationary status or denial of tenure.

G. In accordance with RCW 28B.10.648, a probationer whose contract is not renewed, or who is denied tenure, has the right to appeal the decision of the Board pursuant to RCW 34.05, Part V.

8.70 Authority of the Board of Trustees

A. The appointing authority shall provide for the award of faculty tenure following a probationary period not to exceed nine (9) consecutive quarters, excluding Summer Quarters and approved leaves of absence.

1. Provided, the appointing authority may award or withhold tenure at any time, after it has given reasonable consideration to the joint recommendations of the appropriate review committee and the College President.

2. The probationer shall be deemed to have been awarded tenure if no official notice is sent to the probationer by the last day of the probationer’s eighth probationary quarter.

3. The probationary period may extend in accordance with RCW 28B.50.852.

8.80 Regular academic year

The regular academic year in all instances shall be deemed to begin with the first Fall Quarter regardless of the quarter in which the probationer begins full-time employment.

ARTICLE 10: SENIORITY

10.05 Definition of Lists

A. There shall be one seniority list for full-time tenure/tenure track faculty (Seniority List).

B. There shall be one seniority list for Senior Associate faculty (List SA).

C. All lists will be maintained and updated as needed by Human Resources and will be made available to the faculty on the college’s intranet page.

10.10 Seniority List

For placement on Seniority List, all probationary tenure track and tenured faculty of the College will be placed on the seniority list based on the following:

A. Those currently employed as probationary tenure track and tenured faculty as of the date of this contract will remain on the list in the order that is currently in place (Seniority is the new title of the R List).

B. Those rehired after their employment had been involuntarily terminated under reduction-in-force conditions per Article 11 shall be reinstated at the previous level plus those years of termination. Accrual of seniority shall then continue from the date of rehire.

10.15 Determining Seniority List Placement

A. Seniority shall be determined by establishing the start date of the first full-time, tenure-track contract for Everett Community College.

B. In instances where faculty members have the same contract date of tenure track full-time professional service, seniority shall be determined using the following process:

1. Within seven (7) calendar days after the first day of the contract, the president of the Federation, or designee, and the Chief Human Resources Officer, or designee, shall meet and using a mutually agreed-to method shall randomly assign a number (placement) to each employee.

2. The Human Resources office shall notify the affected employees via email of the results of this process within seven (7) calendar days.

10.20 Seniority List SA

Seniority on List SA is for assignment of annual contracts only and not for any other purpose (e.g. class assignments, reduction in force, etc.).

10.25 Determining Seniority on List SA

A. Senior associates who achieved senior associate status, prior to the execution of this contract, will be placed on the SA list based on the date senior associate status was recorded by the HR office.

B. New Senior Associates will be placed on the SA list the quarter following the award of Senior Associate status.

C. Any faculty who are awarded Senior Associate status before spring quarter shall be eligible to receive an annual contact for the subsequent academic year.

D. In instance where faculty were awarded Senior Associate status in the same quarter, seniority shall be determined using the following process:

1. No later than seven (7) calendar days after the end of spring quarter, the President of the Federation, or designee, and the Chief Human Resources Officer, or designee, shall meet and using a mutually agreed-to method shall randomly assign a number (placement) to each employee.

2. The Human Resources office shall notify the affected employees via email of the results of this process within seven (7) calendar days.

10.30 Leaving the bargaining unit

A. When an employee leaves the faculty bargaining unit to accept a position with the College for which the Federation is not the bargaining agent, seniority shall cease to accrue.

B. If such employee later returns to the bargaining unit with no break in College service, all previous seniority shall be reinstated and seniority shall again accrue.

C. If there is a break in service at the College seniority will be lost.

D. The HR office will determine whether a break in service has occurred consistent with Article 6 and PEBB standards.

ARTICLE 12: PROFESSIONAL DEVELOPMENT

12.10 Professional organizations

A. The College encourages attendance by faculty at state, regional, and national meetings of their professional organizations, or at meetings involving their academic or occupational specialties.

B. These meetings include, but are not limited to, the following: conferences, seminars, workshops, in-service training, trade fairs, conventions, exhibitions, accreditation evaluations, adjudications, lectures, cultural events, and short courses.

12.20 Professional meetings

A. Consistent with financial constraints and normal budgetary procedures, the College shall support faculty attendance at professional meetings both in and out of state.

B. Such support shall be in the form of time off with pay, travel expense, registration fees, payment of a substitute instructor, and such expenses necessary to permit the faculty member to reap the fullest benefits of his/her attendance at the professional meetings.

12.30 Visiting other colleges

A. Expense-paid leaves may be granted faculty to enable them to visit other colleges to observe methods and techniques in instruction, counseling, or library/media service if such leaves are clearly designed to improve service to Everett Community College students.

B. Such leaves require the prior approval of the College President or designee.

12.40 Exceptional Faculty awards

A. Exceptional faculty awards are made to faculty who demonstrate exceptional, noteworthy accomplishments in carrying out their professional activities.

B. The awards granted are to enable recipients to pursue opportunities for individual professional development, promoting exceptional student outcomes, and program enhancement at Everett Community College.

C. Full-time an associate faculty who have completed at least two FTE years of academic employment for the College may apply or be nominated individually or collectively.

D. No new application of behalf of an award recipient may be submitted for three years subsequent to that award.

E. Per RCW 28B.50.843, decisions regarding the amounts of individual awards and who receives them shall not be subject to collective bargaining and shall be subject to approval of the Board of Trustees.

F. At no time shall the Exceptional Faculty Award Trust drop below the original investment amount.

G. Any funds available but not awarded in a given year shall be reinvested into the Trust.

12.41 Exceptional Faculty Award Screening Committee

A. A screening committee shall be established to perform the following duties:

1. Develop application criteria to become part of Appendix G, subject to the approval of the Contract Administration Committee.

2. Develop application forms to become part of Appendix G, subject to the approval of the Contract Administration Committee.

3. Announce and conduct the screening process.

4. Recommend award recipients and amounts to the Board of Trustees

B. The screening committee shall consist of the following members who shall serve alternating two year appointments: four faculty elected by teh faculty, and one instructional administrator appointed by the Vice President of Instruction.

C. The screening committee shall disseminate application guidelines to all faculty by January 5 and shall recommend award recipients and amounts to the Board of Trustees by April 15.

D. The Board of Trustees shall announce award recipients and amounts by May 15 of each academic year.

E. The office of the Vice President of Instruction shall provide staff support to the screening committee.

12.50 Sabbaticals – Purpose

A. The College grants sabbatical leaves to tenured faculty in order to help accomplish the College’s educational mission.

B. The purpose of a sabbatical leave shall be to improve the professional skills of the faculty member through study, research, and creative work activities that could include (but is not limited to) study, travel, writing, work on advanced degrees, return to industry, or any other activity (i.e. workshops, conferences, seminars) that will accomplish the goal of professional development of the faculty member or the goal of program improvement, both in ways which serve the interests of the College.

12.51 Sabbaticals – Definition

A. Sabbatical Leave: A type of professional leave designed to promote individual professional improvement and serve an interest of the College or development in existing or new content areas, methodologies, program structure, or relevant technologies.

B. Sabbatical leave activities may include work on advanced degrees or coursework related to the applicant’s academic assignment or activities including (but not limited to) study, travel and writing.

C. A full-time tenured faculty member may be considered for a maximum of three consecutive quarters, exclusive of summer quarter, in a six-year period.

D. Such leaves shall be for one, two or three quarters within an academic year.

E. Unacceptable sabbatical leave proposals shall not be ranked or recommended.

12.52 Sabbaticals – Guidelines

A. the number of sabbatical leaves shall not exceed four percent (4%) of the total number of full time equivalent faculty (FTE).

B. Leaves shall be no more than three (3) consecutive academic quarters and no less than one (1) academic quarter.

12.53 Sabbatical Leave Committee

A. The college shall have a Sabbatical Leave Committee, the purpose of which is to make recommendations to the College President regarding the granting of sabbatical leave.

B. This committee shall be composed of four (4) faculty appointed by the Federation and one (1) administrator appointed by the College President.

C. Committee members shall service two-year terms; terms shall be staggered to insure continuity.

D. In no case shall a member of the committee sit in judgment of his or her own application or in instances of potential conflict of interest as determined by the Contract Administration Committee.

12.54 Sabbatical procedures

By November 1, the Vice President of Instruction shall provide all tenured faculty, the Sabbatical Leave Committee and appropriate administrators with a list of courses, programs, and projects that support strategic initiatives and improve the equality of instruction and/or student services.

A. The College President or designee shall call the first meeting of the Sabbatical Leave Committee prior to November 1 each year.

B. The committee shall elect a chairperson at the first meeting.

C. All forms used by the committee shall be found in Appendix F.

D. Each year the committee shall create and distribute to all full-time faculty and the appropriate administrators a calendar of deadlines for that year’s leave application process, which calendar shall be consistent with the timelines in this section.

E. The committee shall call for written proposals from eligible faculty to be received by the first day of the second week of Winter Quarter.

F. Before evaluating and ranking the written proposals, the committee shall conduct at least one interview with each applicant.

G. The committee shall recommend acceptable leave proposals, in priority order, to the College President no later than February 15.

H. The committee shall receive and review all leave reports, and shall recommend to the College President approval or rejection of each report.

12.55 Exceptions

If at any time, the College President determines that a faculty member cannot effectively be assigned because of potential program change, program reduction or program termination, the College President shall immediately advise the faculty member so affected, the Sabbatical Leave Committee, all appropriate administrators, and the Federation President of that determination. At the same time, the College President shall provide to the faculty member so affected, the Sabbatical Leave Committee, all appropriate administrators, and the Federation President a list of those programs or disciplines that may need additional qualified faculty. Such affected employees shall need tentative approvals from all appropriate administrators and faculty before proposing retraining in a given area on that list. The Sabbatical Leave Committee shall, if necessary, create a special application calendar for sabbatical leave proposal for any such employees.

12.56 Declining sabbatical award

If after the awarding of sabbatical leave by the Board of Trustees, a leave recipient declines his/her leave, the Sabbatical Leave Committee shall review its earlier recommendation, determine those applicants who wish their applications to remain active and then recommend that the remaining quarters of sabbatical leave be awarded to the highest ranking of those previously recommended.

12.57 Ranking process

A. The sabbatical leave committee shall rank all applications for sabbatical leave based on the following three criteria in the following order of importance:

1. Length of time since applicant’s last sabbatical leave.

2. Whether, and to what extent, the applicant’s proposal promotes individual improvement, professional growth and/or the interest of the College. The following may be considered (but should not be determined exclusive) in determining merit under the criterion:

a. Value of project or plan in relationship to applicant’s instructional responsibilities;

b. Value of project or plan in relationship to goals and mission of the College;

c. Ability of applicant to achieve goals of project or plan based on past experience and academic background;

d. Applicant’s need for new or additional knowledge in subject field to be studied;

e. Applicant’s need for new or additional knowledge/skills in pedagogy and/or instructional technology.

f. Whether the proposal consists of work toward an advanced degree;

g. Evidence of support from other organizations, institutions or foundations (or persons associated with the proposed project plan);

3. Whether other faculty are available to fulfill the applicant’s duties during their requested period of absence.

B. If an application for sabbatical leave proposed two or three quarters, the Sabbatical Leave Committee shall rank each quarter of the request so that a request for multiple quarters of sabbaticals may be approved in whole or in part.

12.58 Application procedures

A. An applicant for sabbatical leave shall submit a written proposal by December 1 to his or her appropriate administrator or relevant input.

B. That administrator shall discuss that proposal with the applicant within ten (10) calendar days.

C. The applicant shall then submit the final version of the proposal to the chairperson of the Sabbatical Leave Committee by the first day of the second week of Winter Quarter of the academic year preceding the proposed leave period.

D. The applicant shall be available for a personal interview with the committee.

E. The applicant shall notify the committee chairperson of any change in the proposal should such a change occur before the committee submits its recommendations to the College President.

12.59 President/Board of Trustees’ role

A. The College President shall receive the recommendations of the Sabbatical Leave Committee and shall submit those recommendations as received to the Board of Trustees in a timely manner.

B. The Sabbatical Leave Committee and all recommended leave applicants shall receive copies of written administrative recommendations to the Board of Trustees.

C. The decision to grant or deny sabbatical leaves shall be made by the Board of Trustees.

D. The decision of the Board shall be forwarded to the applicants by the first day of Spring Quarter.

12.60 Approval of leave

A. Upon approval of a leave proposal, the College shall execute a contract with the recipient which shall specify the length and conditions of the leave.

B. After the contract has been executed, any change of plans must be approved by the College President.

C. Failure to complete a major share of planned activities without prior mutual agreement between the leave recipient and the College President may require the leave recipient to refund an appropriate portion of the leave stipend.

12.70 Final reports

A. Recipients of sabbatical leave shall submit a written report and/or evaluation concerning their leave activities to the College President and the Sabbatical Leave Committee by the end of the first quarter after returning.

B. The college President shall receive the final reports of the leave recipients and the recommendations for approval or rejection of those reports from the Sabbatical Leave Committee.

C. The College President shall forward the final reports of the leave recipients and the recommendations for approval or rejection of those reports from the Sabbatical Leave Committee.

12.80 Concurrent employment

A. A faculty member awarded sabbatical leave shall not normally be otherwise employed in the College during the period of leave.

B. Any such employment in the College must be approved by the appropriate administrator.

12.90 Employment upon completion

A. Recipients of sabbatical leave must agree in writing to return to College employment upon completion of the leave for a period of time equal to the length of the leave granted.

B. If the recipient does not return to college employment at the agreed upon time, the recipient shall refund all pay received during the leave period, unless the College approves an exception.

C. If the College is unable to provide an assignment to a faculty member returning from sabbatical leave, the employee shall not be bound by the requirements of this subsection.

12.100 Benefit Accrual

A faculty member on sabbatical leave shall earn full credit toward available medical and retirement benefits, annual increments and salary increases, and accrual of seniority.

12.110 Reopener

Selected paragraphs of this section may be reopened for negotiations without reopening the entire section under the following circumstance: negotiations regarding Reduction-in-Force that impact paragraphs in this section.

ARTICLE 13: FACUTLY PERFORMANCE ASSESSMENT

One measure of the excellence of an academic institution is the strength of its professional staff. In striving for continued academic excellence and the further development of its faculty, the College will conduct periodic assessment of faculty.

13.10 Assessment of Faculty Responsibilities

Assessment shall relate to the duties and responsibilities listed in Article 14 of this Agreement.

13.20 Assessment Tools

The materials found in Appendix D (D.3 and D.5.1-4) shall be the tools used for student evaluations and classroom observations. When mutually agreed by a faculty member and observer, observation can be a narrative.

13.30 Peer Review of Tenure Faculty

No peer review of tenured faculty shall be used in the assessment process unless requested by the faculty member.

13.40 Agreed Time for Observations

Observations shall be conducted as part of the assessment process. The appropriate administrator (or, in the case of an associate faculty member, the appropriate administrator or peer designated by the Dean) who observes, and the faculty member shall mutually agree on an appropriate time for the observation.

13.50 Probationary Faculty Assessment

Probationary faculty shall be assessed as set forth in Article 8 of this Agreement.

13.60 Tenured Faculty Assessment

A. Every academic year:

1. Every fall, the faculty member will complete the planning form found in Appendix TBA. The appropriate administrator will meet with the faculty member to discuss the form and the following topics:

a. Review of the previous year, update on current and past activities

b. Plans for future work, professional development, prof/tech plan

c. Support needed from administrator over the upcoming year

d. Administrator’s perspective on performance

2. The administrator will send written notes of the conversation to Human Resources, with a copy to the employee, by November 1.

B. Every other academic year:

1. Student assessments shall be conducted, in one quarter, of the entire load assigned, including moonlights, using the appropriate tool indicated in Appendix D.

a. The appropriate administrator and the faculty member shall mutually agree to the date on which the Student assessments shall take place.

b. Student assessments shall be completed and submitted to the faculty member within twenty (20) working days after the completion of the quarter in which the student assessments were conducted.

c. Every third year the appropriate administrator shall perform an administrative observation.

d. A probationary faculty member granted tenure shall begin this evaluation process the following fall quarter.

13.70 Full Time Temporary Faculty Assessment

Full-time temporary faculty shall participate in the assessment activities listed below each year in which the full-time temporary faculty member has a signed employment contract.

A. Fall meeting

1. Every fall, the faculty member will complete the planning form found in Appendix TBA. The appropriate administrator will meet with the faculty member to discuss the form and the following topics:

a. Review of the previous year, if any, and update current and past activities

b. Plans for future work, professional development, prof/tech plan

c. Support needed from administrator over the upcoming year

d. Administrator’s perspective on performance

2. The administrator will send written notes of the conversation to Human Resources, with a copy to the employee, by November 1.

B. Student assessments shall be conducted, in every quarter, of the entire load assigned, including moonlights, using the appropriate tool indicated in Appendix D.

1. The appropriate administrator and the faculty member shall mutually agree to the date on which the student assessments shall take place.

2. Student assessments shall be completed and submitted to the faculty member within twenty (20) working days after the completion of the quarter in which the student assessments were conducted.

C. The appropriate administrator shall perform an administrative observation.

13.80 Senior Associate Faculty Assessment

All senior associate faculty will be assessed by the appropriate administrator in the same manner as tenured faculty above.

13.90 Associate Faculty Assessment

A. Student assessments

1. The appropriate administrator/designee shall conduct student assessments on the following schedule:

a. Student assessments shall be performed during the 5^th or 6^th week of the 1^st quarter of employment.

b. Student assessments shall be performed during the 2^nd and 3^rd quarter of employment.

c. Student assessments shall be performed every other quarter of employment after the third quarter.

B. Observations

1. All associate faculty shall have peer or Dean observations performed during the 5^th or 6^th week of the 1^st quarter of employment.

2. All associate faculty shall have peer or Dean observations performed during the 2^nd and 3^rd quarter of employment.

3. All associate faculty shall have peer or Dean observations performed every other quarter of employment after the third quarter.

C. Faculty/Dean conversation

1. At the start of the fourth quarter of employment, and once every three quarters of employment thereafter, not including summer, the associate faculty member and appropriate administrator shall have an informal conversation. That conversation shall focus on the following topics:

a. Review of the year, update on current and past activities

b. Plans for future work, professional development, prof/tech plan

c. Support needed from administrator over the upcoming year

d. Administrator’s perspective on performance

2. The administrator will send written notes of the conversation to Human resources, with a copy to the employee, within fourteen (14) days of the meeting.

D. Performance Concerns

1. If the performance of an associate faculty member does not meet expectations as evidenced by student assessment results, administrative observation, or reports from tenured faculty, additional student assessments or administrative observations will be conducted at the discretion of the appropriate administrator.

2. As soon as practicable, the appropriate administrator should bring performance issues or behavior that does not meet expectations to the faculty member’s attention.

3. Before a decision not to renew the contract of an associate faculty member due to poor performance, the appropriate administrator shall give that employee the option or attending a meeting to discuss his/her performance.

ARTICLE 14: FACULTY RESPONSIBILITIES

Core responsibilities of a faculty member shall include the following, except that not all responsibilities may apply to a particular faculty member.

14.10 Full-time Faculty

Responsibilities of full time faculty members shall include the following:

A. Participation in College Matters

1. Attend (in person or virtually) and participate in the majority of department and division meetings.

2. Complete annual trainings as required by state and federal law and the college as identified by the college.

3. Attend and participate in the first two days opening week activities, meetings and professional development opportunities.

4. Attend the annual graduation ceremony in June. If unable to attend, a faculty member shall inform the appropriate administrator or designee.

5. Serve on committees as defined in Appendix I at or exceeding the minimum level required.

B. Continuation of Professional Standards

1. Stay current in relevant best practices, emerging topics, and research

2. Maintain certification and/or licensure required by the College in the performance of the faculty member’s assignment.

14.20 Associate Faculty

All associate faculty members shall be responsible for the following duties (Senior Associates should also see Article 7.70):

A. Participation in college matters

1. Complete annual trainings as required by state and federal law and the college as identified by the college. Associate faculty will be compensated for trainings required by the college.

2. Stay current in relevant best practices, emerging topics, and research.

3. Maintain certification and/or licensure required by the College in the performance of the faculty member’s assignment.

B. Continuation of Professional Standards

1. Stay current in relevant best practices, emerging topics, and research.

C. Optional Duties

By mutual agreement, compensation may be available for participation in the following:

1. Associate faculty may attend and participate in opening week activities, meetings and professional development opportunities.

2. Associate faculty may attend and participate in faculty forum.

3. Associate faculty may attend the annual graduation ceremony in June.

4. Associate faculty may serve on committees.

5. Associate faculty may attend and participate in department, division and college meetings and be involved in department, division and college matters.

6. Associate faculty may maintain regular office hours for consultation with students.

7. Associate faculty may advise students in their course selections, programs, and pathways.

14.30 Reassigned Time

A. As described in Article 3, the leadership of the College has the right to assign faculty duties to faculty members.

B. As described in Article 17, faculty may be assigned non-faculty duties including but not limited to administrative functions, leadership of college initiatives, or other specially assigned duties.

14.40 Instructional faculty

A. Teaching faculty members shall be responsible for the following:

1. Develop curriculum, prepare, modify and deliver teaching/learning activities.

2. Teach courses in accordance with the course information form (CIF), course syllabus, approved student learning objectives, and quarterly course schedules.

3. Develop a current course syllabus and submit it to the Instruction office prior to the start of the quarter.

4. Evaluate student academic work, including assessment of students during the college’s scheduled ‘finals week’.

5. Submit final grades by the designated deadline.

6. Interpret placement test scores to make placement decisions, following college policy.

7. Create and maintain department and student records in accordance with college policies and procedures.

8. Refer students to college services, community agencies and other professionals as appropriate.

9. Full time and Senior Associate faculty shall advise students in their course selections, programs, and pathways.

10. Full time and Senior Associate faculty shall maintain regular office hours for consultation with students.

B. Advising faculty members shall be responsible for the following:

1. Provide general entry academic advising.

2. Provide continued academic advising in specific programs when approved by the department chair with consultation and approval from the majority of the faculty within the specific programs.

3. Refer students to college services, community agencies and other professionals as appropriate.

4. Interpret test scores to make placement decisions, following college policy.

5. Work on an alternative calendar (may include evenings, summer and time between quarters) as required to meet student needs. (Probationary faculty on a tenure track will be excluded from an alternative calendar.)

6. Faculty Advisors will be assigned to teach a minimum of four (4) credit hours per academic year. Each assigned class will include one (1) hour of prep per credit which will count towards their required 30 contact hours.

7. May conduct advising training.

14.50 Counseling Faculty Duties

Counseling faculty members shall be responsible for the following:

A. Provide educational, career and short-term personal counseling, and crisis intervention for individuals and groups.

B. Advise students in their course selections, programs, and pathways.

C. Develop and provide academic warning interventions.

D. Interpret placement test scores to make placement decisions, following college policy.

E. Refer students to college services, community agencies and other professionals as appropriate.

F. May administer and interpret group and individual assessments for counseling purposes.

G. May provide workshops related to counseling services.

14.60 Library Faculty Duties

Library faculty members shall be responsible for the following:

A. Provide information resources, reference, and search services to the college.

B. Provide information competency instruction to individuals and groups.

C. Provide orientation and instruction in the use of library/media center resources and services.

D. Develop library collections.

E. Supervise a library unit or units, such as acquisitions, cataloguing, etc.

F. Use computer technology to support library/media services.

G. Refer students to college services, community agencies and other professionals as appropriate.

ARTICLE 15: PROFESSIONAL OPPORTUNITIES

15.10 Department assignment

At the beginning of the academic year, the College President or designee shall assign each faculty member to a division, or the library or student services; and to a department as listed in Appendix H, as appropriate.

15.11 Department functions

The functions of the departments are as follows:

A. Foster communication among members of the department, between the department and other departments, and between the department and the appropriate administrator.

B. Meet regularly to discuss department business and report recommendations to the appropriate administrator.

C. Participate in college-wide registration and advising.

D. Cooperate with its advisory board(s), if any.

E. Evaluate existing departmental curriculum and course content, develop new courses, and recommend new courses and program changes to the appropriate administrator.

F. Make recommendations regarding staff needed by the department.

G. In accordance with Article 4, make recommendations regarding job descriptions and position qualifications for full and part-time positions.

H. Make recommendations regarding quarterly schedules.

I. Recommend departmental budget items to the appropriate administrator.

15.12 Department head election

A. The appropriate administrator shall conduct the election and shall give written notice of the election at least five (5) contract days before the election to all faculty in the department. All faculty in the department are eligible to vote.

1. The election shall take place prior to the end of Winter Quarter for the following academic year.

2. Nominations may be made by any member, with the faculty member’s permission.

B. A full-time tenured faculty member may be elected as Department Head in any department to which he/she is assigned.

C. The term of office shall be for one academic year.

15.13 Department head duties

A. core duties covered by stipend would include and be limited to:

1. Program planning – annual and three-year program reviews

2. Budget planning – annual budget development in annual and three-year program review

3. Annual class schedule development

4. Coordinate hiring of associate faculty

5. Coordinate observations of associate faculty with Dean

6. Hold department meetings

7. Provide input to Dean and other administrators

B. Serving as a department head shall equal serving on committees per Article 14.10 A.

15.14 Resolving questions

Questions related to the composition of departments, to assignment of department, and to election of Department Heads not covered in this section shall be referred to the Contract Administration Committee.

15.15 Assign Educational Plan Advisor

Assigned advising is an additional responsibility beyond the standard program advising that faculty already are expected to provide under Article 14. The availability of quality advising is an important factor in student educational success and faculty involvement in this process is critical. In addition to the advising responsibilities of faculty in Article 14, faculty may become Assigned Advisors as follows.

15.16 Assigned Educational Plan Advisor Process

A. Each year, at the start of Winter Quarter, Human Resources shall survey tenured faculty to determine who would like to be an assigned advisor the following academic year and /or summer quarter.

B. Tenured faculty who have indicated they are interested by March 30, shall be assigned within their area of expertise, regardless of department.

C. If additional advisors are needed, the next regular workday following March 31, Human Resources will survey probationary, full-time temporary, associate and senior associate faculty to determine who would like to be considered to be an assigned advisor, within their area of expertise, the following academic year and/or summer quarter. Responses indicating interest must be received by April 15.

D. Additional advisors will be assigned, as needed by department, from those probationary, full-time temporary, associate and senior associate faculty who have indicated interest.

E. Assigned advisors will be notified of that status no later than May 15 of the preceding academic year. All assignments are for one academic year (excluding summer) and/or for summer quarter only. The assignment process repeats annually.

15.17 Assigned Educational Plan Advisor Stipend

A. Assigned advisor stipends are paid based on payment of fifty (50) dollars for each Individual Educational Plan completed each academic year. Payment of this stipend shall be made quarterly according to the number of plans completed and submitted through the College’s designated Advising administration platform.

B. Faculty who choose to participate, and are selected, will earn up to a maximum of an additional $3,000. This stipend is based on the submission of up to sixty (60) assigned Individual Educational Plans each academic year.

C. Faculty who choose to participate, and are selected for summer quarter, will be compensated at the same rate as stated in this section.

15.18 Assigned Educational Plan Advisor Duties

A. Assigned Educational Plan Advisors shall maintain and update advising skills through relevant trainings offered by the college, including:

1. Quarterly training sessions (advising updates) of no more than 2 hours. Training shall be offered at least twice each quarter during normal business hours.

B. Assigned Advisors shall work with their assigned advisees to create educational plans and submit completed plan to the College’s designated Advising administration platform.

C. Assigned Advisors shall provide advisees with guidance to develop career choices, including information and referral to campus career resources.

15.19 Mentor

A. Tenured faculty who have at least five years’ experience as tenured faculty at Everett Community College may choose to become part of the faculty mentor pool.

1.Faculty apply to participate and applications shall be submitted to the Dean for consideration.

2. The College reserves the right to decline a mentor application and, if so, shall share the reasons with the applicant and the Federation.

3. Completed applications are sent to the Human Resources office.

B. Faculty who join the mentor pool shall:

1. Attend one of two introductory training sessions (4-hour maximum) which may be outside the regular work hours, and

2. Quarterly on-going training sessions (2-hour maximum), and

3. Will receive $500.

C. Members of the pool must be willing to accept at least one mentorship per year.

D. Senior associate candidates shall select a mentor from the mentor pool to consult with about academic issues such as instructional innovations, best practices, and strategies, and to assist with the senior associate process.

1. Duties may include on-going consultation with the senior associate candidate, portfolio review, and mutually agreed upon observations.

2. Members of the mentor pool who are selected and serve as mentors will receive $1,000, pro rata, per academic year.

E. Qualified tenured faculty, who elect not to join the mentor pool in a given year, may join the following year. Similarly, faculty in the mentor pool for an academic year may opt-out for the following year.

15.20 Limited Reopener

Article 15.15 through 15.18 may be separately reopened for negotiations by mutual agreement of the parties without reopening the entire section or agreement in order to address changing technology.

ARTICLE 16: CALENDAR

16.05 Required training days

A. Full-time and Sr Associate Faculty with annual contracts have two (2) required training days each academic year. Associate faculty are welcome to attend and will be paid for training time.

B. The contract year will be 168 days.

C. The first and second required training days will occur during the week prior to the start of opening week. The materials from both trainings will repeat on the Wednesday before Thanksgiving, and on the Friday after fall exams.

D. Faculty are responsible for obtaining the required training if they cannot attend a scheduled training presentation.

E. Faculty leave procedures apply to required training days.

16.10 Academic year

An academic year or contract year for full-time faculty member shall consist of three (3) instructional quarters of 168 days, in which the employee is actively engaged in executing responsibilities under Article 14 and in accordance with the terms of this agreement.

16.11 Instructional days per quarter

There shall be a minimum of 50 (plus or minus one) instructional days (or equivalent) per quarter exclusive of examination/evaluation and grade days.

16.12 Distribution of instructional days

To the extent feasible and practicable, there shall be ten (10) Monday instructional days, ten (10) Tuesday instructional days, etc. (or equivalents), during the Fall, Winter and Spring Instructional quarters.

16.13 Propose annual calendar

The Contract Administration Committee shall propose an annual calendar to the Board of Trustees by March 1 of the applicable year.

16.14 First day of regular academic year

For purposes of payroll, the first day of the regular academic year shall be September 15 or earlier.

16.15 Assignment of duties over three quarters

Faculty upon mutual agreement with the appropriate administrator, may be assigned professional duties of any three of four quarters out of each fiscal year. (Summer Quarter shall be deemed the first quarter of each fiscal year). Summer Quarter is equal to 50 days. Any faculty member who teaches summer as the first of his/her three quarters shall be credited with 50 days’ work.

16.16 Assignment of duties over four quarters

Full-time faculty may be assigned, upon mutual agreement between the employee and the appropriate administrator, professional duties amounting to one full-time annual contract (3.000 load) over four quarters. Summer Quarter shall be deemed the first quarter of that academic year. In case of class cancellation due to insufficient enrollment, a compensatory assignment shall be made to maintain a full load of 3.000.

16.17 Alternative Calendar

Any request for an alternative calendar shall first be discussed between the faculty and appropriate administrator. If it is agreed the alternative calendar is viable, it shall be forwarded to the appropriate administrator or designee for review then approval or denial of the request. The appropriate administrator or designee shall provide a written explanation for the decision.

ARTICLE 17: MODE AND LOAD

17.10 Load assignments

A. The appropriate administrator, or designee, after consultation with the full-time faculty member involved, shall assign equitable professional loads in accordance with Articles 17.20-17.80 below.

B. The variables considered in assigning full-time loads include class size, number of preparations, limitations of facilities, availability of classified or student help, extracurricular assignments, learning resource assignments, academic advisory load, counseling assignments, types of classes, modes of instruction, team teaching, supplies, maintenance, program coordination, development of new courses, evening and off-campus classes, marketing, industry and/or advisory committee consultation, special nature of a program or course, and numbers of part-time instructors to assist.

C. . As used in this article, “scheduled student hours” does not imply that the hours listed are the maximum work hours per week for faculty. As professionals, full time faculty are expected to engage in their duties beyond the listed scheduled student contact hours and service to the college hours.

D. Acceptable releases from scheduled student hours (e.g. professional development, special projects, training, meetings, conferences, etc.) may be approved by the appropriate administrator.

17.20 Mode and scheduled hours (load)

A. Scheduled Student Contact Hours

1. General Lecture/Discussion - 15

(Plus an additional 5 office hours pro-rated)

2. Science Laboratory – 18

(Plus an additional 5 office hours pro-rated)

3. Other Laboratory - 20

(Plus an additional 5 office hours pro-rated)

4. Shop

Lecture - 15

Laboratory - 20

(Plus office hours equivalent to the difference between contact hours and

20)

6. Counseling –19.50

7. Advising - 30

8. Field Supervision - 30 (Office hours included)

B. Service to the College (Students, Faculty, Staff) Hours

1. Library/Media Specialist - 30

17.23 Family life instruction

Family Life instructors will be paid in accordance with Appendix B.

17.30 Guidelines

A. The sum of the fractional loads for an instructor’s quarter shall be as close to 1.000 as possible.

B. The total for the three quarter year shall be as close to 3.000 as possible.

C. Loads falling within a range of 2.800 to 3.200 shall be deemed to satisfy such requirement.

D. Any load in excess of 3.200 annual load shall be assigned only with mutual agreement between the faculty member and the appropriate administrator.

E. Such classes shall be specifically declared in excess of annual load and shall be covered for full payment at the part-time rate.

F. The maximum described herein may be exceeded without additional compensation when requested by the individual faculty member and approved by the appropriate administrator.

G. Rounding necessary for system data management is restricted to three decimal places.

17.40 Assigning courses

After consultation with the division faculty, the College President or designee shall assign individual courses to the above load categories.

17.50 Shared assignment

If two or more faculty are sharing a work assignment (that is, only one person is working at a time) each faculty member shall be credited with his/her prorated share of the workload for that course.

17.60 Less than full load

With the approval of the appropriate administrator, a tenured faculty member may work at less than full load and be paid regular salary placement pro-rata.

17.70 Seven hour span

Excluding instances required to maintain a full load, full time faculty shall be assigned class schedules within a seven (7) hour assignment span.

17.71 Notice of off campus work

A. Nothing in this section is to be construed that faculty are expected to be on campus for this entire span if their professional duties require their presence elsewhere.

B. Faculty shall notify their supervisors in advance whenever their professional duties require their presence elsewhere, during meetings and in-service training scheduled for departments, divisions, or other college units.

17.80 Reassigned time

A. Faculty may be reassigned from faculty to non-faculty duties upon approval of the College President or designee.

B. Upon mutual agreement between the faculty member and the appropriate administrator, a full-time tenured faculty member, because of potential program change, program reduction, or program termination, may be reassigned from faculty to non-teaching duties for the purpose of retraining.

C. The base for calculating normal contact hours for reassigned time is 40 hours per week for 100% reassignment. This base is for predicting the amount of estimated time necessary to meet reassigned duties. For example, a .333 reassigned time load would require 13.333 hours work per week on the reassigned time task.

APPENDIX D.5.1

Faculty Performance Assessment System Student Assessment of Instructor The IDEA Instrument

The instrument to be used by students to assess all instructors (except those teaching in Appendix D.5.2 through D.5.4) shall be the current version of the IDEA Center instrument titled:

SURVEY FORM—STUDENT REACTIONS TO INSTRUCTION AND COURSES.

Due to copyright protections, that form is not reproduced in this agreement, but a faculty member can ask the appropriate administrator for a preview copy.

APPENDIX D.5.2

Faculty Performance Assessment System Student Assessment of Instructor

ELA 010/020 & TS 044

Teacher’s Name: _________________________________ Date: _______________________________

Course Number: ELA 010 ELA 020 TS 044 (Circle One) Quarter: __________________________

TO THE STUDENT:

Please put an “X” in the blank in the % column that best says what you think.

	L				J
	0%	25%	50%	75%	100%
1. The teacher is on time.
2. The teacher helps me.
3. The teacher likes to teach the class.
4. The teacher listens to the students.
5. The teacher is a good teacher for me.
6. I understand the class work.
7. I can ask the teacher questions.
8. The teacher has class papers, books and homework for the students.
9. I am learning more speaking, listening, reading and writing in this class.
10. I like this class.

APPENDIX D.5.3

Faculty Performance Assessment System Student Assessment of Instructor

ELA 030 & TS 066/099

Teacher’s Name: ______________________________________ Date: ___________________________

Course Number: ELA 030 TS 099 (Circle One) Quarter: ________________________

TO THE STUDENT:

Please put an “X” in the blank in the % column that best says what you think.

		0%	25%	50%	75%	100%
		Never	Rarely	Sometimes	Usually	Always
1.	The teacher comes to class on time.
2.	The teacher helps me learn and answers my questions.
3.	The teacher likes to teach the class.
4.	The teacher listens to the students.
5.	The teacher is a good teacher for me.
6.	I understand the class work.
7.	I can ask the teacher questions.
8.	The teacher has class papers, books, and homework for the students.
9.	I am learning more about speaking, listening, reading and writing in this class.
10.	I like this class.

Write your comments about the class and the teacher: _______________________________________

_____________________________________________________________________________________

APPENDIX D.5.4

Faculty Performance Assessment System Student Assessment of Instructor

TS 050/060/064/074/087

Teacher’s Name: ______________________________________ Date: __________________________

Course Number: Quarter: ___________________________

TO THE STUDENT:

Please rate the following items on a scale of 1-5, with 1 being poor and 5 being excellent performance. Put an “X” in the blank of the number column you choose.

		1	2	3	4	5
		Never	Rarely	Sometimes	Usually	Always
1.	The teacher begins and ends class on time.
2.	The teacher has helpful materials.
3.	The teacher helps me learn and answers my questions.
4.	The teacher gives clear explanations of the lessons.
5.	The teacher corrects and returns assignments and tests promptly so that I can learn from them.
6.	The teacher is a good teacher for me.
7.	I understand the material, the assignments, and the lessons.
8.	This class helps me reach my learning goals.
9.	I am free to ask questions.
10.	I enjoy this class.

Write your comments about the class and the teacher: _______________________________________

_____________________________________________________________________________________

Proposed New Contract Language

APPENDIX D.5.4

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