. Chapter 6--Faculty / Instruction
CHAPTER VI

FACULTY / INSTRUCTION


B6.1 Faculty: The term "faculty" means personnel with specialized training in their respective fields: teachers, counselors, and librarians. Each member of the faculty is assigned to provide professional service in the area of the faculty member's specialization, that is, teaching, counseling, or librarianship. B6.1.1 Ranked Faculty:  Ranked faculty are tenure-track, full-time, regular teachers, counselors, or librarians who hold continuing budgeted positions within a department as Instructors, Assistant Professors, Associate Professors, and Professors. They are eligible for tenure and promotion upon fulfillment of the requirements set forth in the following policies. B6.1.2 Unranked Faculty: Unranked faculty are non-tenure-track term faculty, adjunct faculty, Teaching Fellows, and Assistant Instructors who are not eligible for tenure and promotion in rank as set forth in the following policies.

 

B6.2 Academic Freedom and Propriety: The concept of academic freedom must be accompanied by an equally demanding concept of responsibility and propriety.

B6.2.1 Freedom: Faculty must be free from fear that others, inside or outside the College community, may threaten their professional careers or the material benefits accruing from them. The right to protection on the basis of academic freedom will be honored especially while any faculty member is the subject of termination or nonrenewal proceedings.

B6.2.1.1 Faculty must be free to pursue scholarly inquiry without undue restrictions and to voice and to publish their findings.

B6.2.1.2 Faculty are entitled to full freedom in the classroom in discussing the subject that they teach.
                        
B6.2.1.3 Faculty, when they act as citizens of the nation, the State, and the community, must be free from institutional censorship or discipline.

B6.2.2 Professional Propriety: Exercise of professional propriety by faculty members includes recognition that the public will judge their profession and their institution by their statements.

B6.2.2.1 They should strive to be accurate, to exercise appropriate restraint, to show respect for the opinions of others, and to avoid creating the impression that they speak or act for their College when they speak or act as private persons.

B6.2.2.2 They should be judicious in the use of controversial material and should introduce such material only as it has a clear relationship to their field and to the topic being taught.

B6.3 Fundamental Responsibilities of Ranked and Unranked Faculty:   The fundamental responsibilities of ranked faculty are identified in B6.3.1, Professional Practice, B6.3.2, Educational Growth, and B6.3.3, Institutional and Community Service. The fundamental responsibilities of full-time unranked faculty are identified in B6.3.1, Professional Practice and B6.3.2, Educational Growth. The fundamental responsibilities of adjunct faculty are limited to those identified in B6.3.1, Professional Practice. B6.3.1 Professional Practice Each member of the faculty, ranked and unranked, is expected to demonstrate professional practice in the area of the faculty member's specialization, that is, teaching, counseling, or librarianship.

A6.3.1.1 Teachers

A6.3.1.1.1 Demonstrate skill, knowledge, and abilities in the teaching discipline.

A6.3.1.1.2 Maintain a classroom environment that promotes teaching and learning.

A6.3.1.1.3 Make continuous efforts to advance the quality of instruction.

A6.3.1.1.4 Develop and use a variety of teaching methods and materials to assist students who have differing educational and experiential backgrounds in meeting the course outcomes. 

A6.3.1.1.5 Teach assigned courses in a variety of times and locations in response to institutional need.

A6.3.1.1.6 Meet professional assignments in accordance with the College calendar.

A6.3.1.1.7 Teach assigned classes and laboratories according to the schedule.

A6.3.1.1.8 Provide students with a written and accessible course syllabus that follows the Course Syllabus Guidelines and facilitates a clear understanding between student and instructor of the content, goals, requirements, expectations, evaluation methods and schedule of work.

A6.3.1.1.9 Hold scheduled, posted virtual or physical office hours of at least one (1) hour daily and be available for and encourage conferences with students so there is a clearer understanding of the students’ work and the possibility of improvement. Adjunct faculty are not required to hold office hours as an element of their professional practice.

A6.3.1.1.10  Evaluate students to measure their progress toward achievement of stated course outcomes within the College grade and grade appeals procedures. 

A6.3.1.1.11 Review, evaluate, recommend, and effectively use student learning materials.

A6.3.1.1.12 Maintain appropriate professional relationships with students, colleagues and the community. 

A6.3.1.1.13 Review, evaluate, and revise assessments of program and institutional student learning outcomes and program practices to bring about action plans devised to implement systemic improvement in programs and assure compliance with professional standards, state-mandated guidelines, and requirements of business/industry and higher education. Adjuncts are not required to fulfill this element as part of their professional practice.

A6.3.1.2 Counselors

A6.3.1.2.1  Demonstrate skill, knowledge and abilities in counseling services.

A6.3.1.2.2  Maintain a counseling environment that promotes teaching and learning.

A6.3.1.2.3 Make continuous efforts to advance the quality of counseling services and resources.
                 
 A6.3.1.2.4 Use a variety of counseling methods and develop materials to assist students who have differing educational and experiential backgrounds in meeting counseling goals.
                  
 A6.3.1.2.5 Work assigned schedule at a variety of times and locations in response to institutional need.

A6.3.1.2.6  Meet professional assignments in accordance with the College calendar and other required deadlines.
                                   
A6.3.1.2.7 Review, evaluate, recommend and effectively use counseling materials.
                
A6.3.1.2.8  Maintain appropriate professional relationships with students, other College employees, and the community. 

A6.3.1.2.9  Review, evaluate, and revise counseling services and practices to assure compliance with  professional standards and  requirements of various accrediting bodies of which the College is a member.

A6.3.1.2.10 Perform specific assignments as itemized in job description for counselors.             

A6.3.1.3 Librarians

A6.3.1.3.1 Demonstrate skill, knowledge and abilities in library services.

A6.3.1.3.2 Maintain a library environment that promotes teaching and learning.
                     
A6.3.1.3.3 Make continuous efforts to advance the quality of library services and resources.

A6.3.1.3.4 Work assigned schedule at a variety of times and locations in response to institutional need.

A6.3.1.3.5 Meet professional assignments in accordance with the College calendar and other required deadlines.

A6.3.1.3.6 Review, evaluate, recommend and effectively use library resources in assigned collection development subjects and in performing job duties.

A6.3.1.3.7 Maintain appropriate professional relationships with students, other college employees, and the community.

A6.3.1.3.8  Review, evaluate, and revise library services and practices to assure compliance with professional standards and requirements of various accrediting bodies of which the College is a member.

A6.3.1.3.9  Perform specific assignments as itemized in individual job descriptions developed for each faculty library position.

B6.3.2 Educational Growth: Each member of the ranked faculty and full-time unranked faculty are expected to demonstrate educational growth.

A6.3.2.1 Participate in the self- evaluation process.

A6.3.2.2 Establish goals and objectives which may include personal and professional development plans in consultation with the department chair.

A6.3.2.3 Maintain professional standards of competence in the discipline and teaching methodology through professional development/engagement activities.

B6.3.3 Institutional and Community Service: Each member of the ranked faculty is expected to demonstrate institutional and community service.

A6.3.3.1 Assist in academic advising of declared majors.

A6.3.3.2 Assist with marketing programs and recruiting students.

A6.3.3.3 Serve on committees.

A6.3.3.4 Accept special assignments occasionally.

A6.3.3.5 Participate in scheduled institutional activities which include convocation and graduation ceremonies.

A6.3.3.6 Participate in department, divisional, and College meetings.

A6.3.3.7 Participate in College-related activities such as registration and selection of faculty.

A6.3.3.8 Participate in activities required to maintain program and College accreditation standards.

A6.3.3.9 Participate in the College planning process by assisting in the formulation of goals and objectives and budget priorities.

A6.3.3.10 Participate in business and/or community activities that promote the mission of the College.

B6.4 Standards:  Faculty, as set forth herein, should be interested in teaching students to master both the subject matter and the attitudes appropriate to each course taught. B6.4.1 Methods: All faculty, ranked and unranked, Faculty will develop their own most effective techniques and should vary them to the extent necessary to reach the objectives of students who have varied backgrounds and interests.

B6.4.2 Emphasis: All teachers, ranked and unranked, should be available for, and encourage, conferences with students so that there is greater and clearer understanding of the students' work and possibility for improvement. Adjunct faculty are not required to hold office hours as provided at A6.3.1.1.9, but should engage in efforts to be available for students when necessary.

B6.4.3 Text Selection: Under the leadership of the Department Chair, ranked faculty and full-time unranked faculty are responsible for selection of texts, and all members of the department are expected to use effectively the texts chosen.

 

B6.5 Evaluation of Faculty: The President of the College is responsible for and has the authority for designing and implementing an appropriate system for evaluating the faculty of the College, to include the instructional, the counseling, and the Library faculty.  Inherent in all of the steps in the evaluation process as applied to any faculty member and as specified herein is the protection of academic freedom as defined in the previous sections of this policy (B6.2).

B6.5.1 Purposes of Evaluation: The purposes of evaluation are to (1) advance professional practice and student learning; (2) stimulate educational growth; (3) recognize professional accomplishment; (4) encourage institutional and/or community service; (5) determine if faculty have accomplished their goals from the previous year; (6) assist faculty to set goals for the coming year; (7) make and justify personnel decisions on matters such as retention, tenure, and promotion;  (8) assure that personnel judgments and decisions are fair and impartial; and (9) determine the professional development needs of faculty.

B6.5.2 Criteria for Evaluation: Ranked faculty will be evaluated pursuant to faculty responsibilities identified in B6.3.1, Professional Practice, B6.3.2, Educational Growth, and B6.3.3, Institutional and Community Service. Full-time unranked faculty will be evaluated pursuant to faculty responsibilities identified in B6.3.1, Professional Practice and B6.3.2, Educational Growth. Adjunct faculty will be evaluated pursuant to faculty responsibilities identified in B6.3.1, Professional Practice.

B6.5.3 Requirements for Evaluation: All ranked and unranked faculty members, as defined byB6.1, must participate in the faculty evaluation process as set forth herein. Consideration will be given to the fact that the specific professional responsibilities of faculty members may vary as between instructional, counseling and library faculty. The focus of the evaluation and weight to be afforded each of the areas for review will be correspond with the faculty member’s assignment and status and corresponding responsibilities as set forth in B6.3, Fundamental Responsibilities of Faculty.

B6.5.4 Tools for Evaluation: The student evaluation survey, the Direct Observation of Work Performance Form, the Faculty Annual Self‐Evaluation Form, the Peer Review Direct Observation of Work Performance Form and the Faculty Annual Evaluation by Direct Supervisor Form, will be used to evaluate faculty pursuant to the evaluation policy as described herein. In addition, tenured faculty will also be evaluated on the basis of a peer evaluation. The forms and surveys shall be of a standardized format, identifying areas for evaluation consistent with B6.5.2, Criteria for Evaluation and approved, with the advice of faculty and administration, by the Provost/Vice President of Instruction and Student Services charged with the ultimate review and approval of faculty evaluations.

B6.5.4.1 Student Evaluations: Students evaluate faculty through a standardized survey which includes student comments. Student evaluation surveys will be distributed by the Provost/Vice President of Instruction and Student Services to the direct and second level supervisors and include standardized instructions for distribution, administration, and return. The results of student evaluation surveys and student comments will be forwarded to faculty members after final course grades have been submitted. Only faculty with online or classroom assignments will be subject to student evaluations as a tool for evaluation.

B6.5.4.2 Direct Observation of Work Performance: The Direct Supervisor/Chair will schedule observations of work performance for faculty members, as set forth herein for the various types of faculty. This evaluation component will be satisfied through classroom observations for teaching faculty. The evaluation of counselors and librarians shall include on‐the‐job observations in lieu of classroom observation. Depending on the classification of the faculty member, the Direct Supervisor/Chair may schedule additional classroom or on‐the‐job observations as deemed necessary by the Direct Supervisor/Chair, or as requested by the faculty member. Direct observation of work performance outcomes will be documented in the Direct Observation of Work Performance Form.

B6.5.4.3 Peer Evaluation: Evaluation of tenured faculty will include a peer evaluation component.

B6.5.4.3.1 Implementation: Beginning on May 1, 2013, and no later than May 1st of each academic year following thereafter, the Provost/Vice President of Instruction and Student Services, with the assistance of the Del Mar College Faculty Council Chair and Chairs Council Chair, will select a peer review committee whose annually appointed members will be responsible for the completion of peer evaluations of tenured faculty for the academic year following their May 1st appointment.

B6.5.4.3.2 Peer Committee Selection and Composition: The peer review committee shall be comprised of the appropriate number of Professors and Associate Professors required per year to review tenured faculty randomly selected for review. Subsequent to the identification of the ranks of the tenured faculty members scheduled for a B6.5.5.2.2 (b) comprehensive review for the following academic year, the Provost/Vice President of Instruction and Student Services will be responsible for the formation of two pools of all tenured faculty members of Professor and Associate Professor rank employed by the College who have not been scheduled for a comprehensive performance evaluation for the next academic year. The Provost/Vice President of Instruction and Student Services and the Faculty Council Chair and Chairs Council Chair will, together, select committee membership through a random selection from each Professor and Associate Professor pool selected in proportion to the rank of the tenured faculty chosen for review for the next academic year. No later than May 15th of each academic year, selected peer review committee members shall be notified in writing by the office of the Provost/Vice President of Instruction and Student Services of their appointment for the following academic year. Peer review committee members may not serve two consecutive terms.

B6.5.4.3.3 Peer Evaluation Process: No later than 30 days prior to the initiation of the peer review process for the academic year during which the comprehensive performance evaluations are to be conducted, each peer review committee member shall be randomly assigned, based on rank, an equal number of tenured faculty members scheduled for a peer evaluation review as part of their B6.5.5.2.2 (b) comprehensive review or promotion evaluation for that year. Peer reviewers must be of the same or higher rank as the faculty members being reviewed during any academic year. The Provost/Vice President of Instruction and Student Services shall be responsible for randomly assigning each peer review committee member the names of tenured faculty members scheduled for review. The Provost/Vice President of Instruction and Student Services shall also provide each peer review committee member with the Peer Review Direct Observation of Work Performance Form to be completed for each tenured faculty assigned for review. Each peer review committee member will be responsible for scheduling a direct observation of work performance with each tenured faculty assigned for review. All assigned peer reviews shall be completed by each peer review committee member by the date provided by the Provost/Vice President of Instruction and Student Services consistent with the comprehensive evaluation review or promotion evaluation review established for that academic year. Peer review committee members shall be assigned no more than six peer reviews during any peer review period.

B6.5.4.3.4 Confidentiality: Each peer review committee member shall maintain as confidential the identity of the tenured faculty members under review and the results of any review. Each peer review committee member shall maintain as confidential their selection to the peer review committee until such time as they have been assigned to tenured faculty for review.

B6.5.4.4 Faculty Self-Evaluation: Using the standardized Faculty Self‐Evaluation Form, faculty members will complete a self‐evaluation which will identify accomplishments and advancements based on their faculty status as described herein. Faculty members may provide documentation in support of the self‐evaluation and will submit the documentation, in addition to their signed self‐evaluation, to the Direct Supervisor/Chair ten working days prior to the Evaluation Meeting.

B6.5.4.5 Direct Supervisor/Chair Evaluation and Meeting: For each faculty member, as indicated herein, the Direct Supervisor/Chair will complete a Direct Supervisor Evaluation Form and hold an evaluation meeting with applicable faculty members. The Direct Supervisor/Chair and faculty member will discuss the faculty member’s Faculty Self‐Evaluation, student evaluations, Direct Observation of Work Performance, Direct Supervisor Evaluation Form, grade distributions, areas needing improvement, goals which have been set for the following academic year, and progress and accomplishments in performance.

B6.5.5 Process of Evaluation: No later than May 1st of each academic year, the Provost/Vice President of Instruction and Student Services will establish and distribute an official calendar with specific deadlines for the various components of the faculty evaluation process for the following academic year. Tenured faculty will be given no less than six months’ notice of the College’s intent to schedule a comprehensive evaluation as provided herein. All components of the faculty evaluation process must be completed no later than March 15th of the academic evaluation year, except in those years where a tenure track or tenured faculty member is under evaluation and review for purposes of promotion. In those cases, the process for review and evaluation set forth inB6.6 will be followed. An evaluation is “complete” upon signature by the faculty member, the Direct Supervisor/Chair and the next level supervisor of the Direct Supervisor Evaluation Form.

B6.5.5.1 Unranked Faculty Evaluation Process:

B6.5.5.1.1 Adjunct Faculty: All courses taught by the adjunct faculty member will be subject to student evaluations.

B6.5.5.1.2 Full-time, Unranked Faculty -Assistant Instructors / Term Faculty/Academic Fellows:

a) Student Evaluations: All courses taught by the full‐time, unranked faculty member will be subject to student evaluations.

b) Direct Observation of Work Performance: Once per term of appointment, the full‐time, unranked faculty member will be subject to one observation by the full‐time, unranked faculty member’s Direct Supervisor/Chair. Within two working days of the classroom observation, the Direct Supervisor/Chair will discuss the Direct Observation of Work Performance with the full‐time unranked faculty member and complete the standardized Direct Observation of Work Performance Form.

c) Faculty Self-Evaluation: Using the standardized Faculty Self‐Evaluation Form, full‐time, unranked faculty members will complete a self‐evaluation once per term of appointment that will identify accomplishments and advancements, as well as goals for performance in the areas set forth in the evaluation form consistent with the criteria for evaluation identified in Del Mar College policyB6.3.1, Fundamental Responsibilities of Faculty, Professional Practice. The full‐time, unranked faculty member may provide documentation in support of the self‐evaluation and will submit the documentation, in addition to their signed self‐evaluation, to the Direct Supervisor/Chair five working days prior to the Evaluation Interview.

d) Direct Supervisor/Chair Evaluation of Faculty and Meeting: Using the Faculty Annual Evaluation by Direct Supervisor Form, the Direct Supervisor/Chair will summarize and evaluate the faculty member’s performance once per term of appointment. The Direct Supervisor/Chair will meet with the faculty member to review the Direct Supervisor Evaluation form, and the results of other evaluation tools, as required byB6.5.4.5 by March 15th.

B6.5.5.2 Ranked Faculty Evaluation Process:

B6.5.5.2.1 Tenure Track Faculty: Tenure track faculty will be evaluated pursuant to the following process and timetable prior to eligibility for promotion or when the intent to seek promotion is not declared. In those years when promotion is sought, the evaluation process set forth atB6.6 shall be followed.

a) Student Evaluations: Two courses taught by the tenure track faculty member will be subject to student evaluations during the fall semester of the academic year.

b) Direct Observation of Work Performance: Once per academic year, the tenure track faculty member will be subject to direct observation of work performance by the tenure‐track faculty member’s Direct Supervisor/Chair.  Within two working days of the observation, the Direct Supervisor/Chair will discuss the Direct Observation of Work Performance with the full‐time unranked faculty member and complete the standardized Direct Observation of Work Performance Form.

c) Faculty Self-Evaluation: Using the standardized Faculty Self‐Evaluation Form once per year, tenure track faculty members will complete a self‐evaluation which will identify advancements and accomplishments with regard to professional practice, educational growth, professional accomplishment, and institutional and/or community service and performance in the areas set forth in the evaluation form consistent with the criteria for evaluation identified in Del Mar College policy B6.3, Fundamental Responsibilities of Faculty. The tenure track faculty member may provide documentation in support of the self‐evaluation and will submit the documentation, in addition to their signed self‐evaluation, to the Direct Supervisor/Chair ten working days prior to the Evaluation Interview.

d) Direct Supervisor/Chair Evaluation of Faculty and Meeting: Using the Faculty Annual Evaluation by Direct Supervisor Form, the Direct Supervisor/Chair will summarize and evaluate the faculty member’s performance each academic year. The Direct Supervisor/Chair will meet with the tenure track faculty member to review the Direct Supervisor Evaluation form, and the results of other evaluation tools, as required byB6.5.4.5 by March 15th.

B6.5.5.2.2 Tenured Faculty: Tenured faculty will be evaluated pursuant to the one of the following processes, but no more than once per year pursuant to any process. 

a) Annual Evaluations for Assistant Professors and Associate Professors: Tenured faculty holding Assistant Professor and Associate Professor ranks will be evaluated annually pursuant to the following process when the intent to seek promotion is not declared, or a comprehensive performance evaluation process is not due or scheduled.

1) Student Evaluations: The Direct Supervisor/Chair of the tenured faculty member will choose two classes taught by the tenured faculty member that will be subject to student evaluations during the course of the academic year. Student evaluations will be used to assist tenured faculty members in monitoring their own professional development and by the tenured faculty members’ Direct Supervisor/Chair to make suggestions for improvement as to professional development, if necessary. Cumulative student evaluations for the period preceding the comprehensive performance evaluation process will be considered by the Direct Supervisor/Chair as part of the comprehensive evaluation process completed for tenured faculty every two years.      

2) Self-Evaluation: Using the standardized Faculty Self‐Evaluation Form, tenured faculty members are required to include a log listing educational growth, professional activities, and accomplishments in their subject areas, related professional service to the College and community, contributions to department, division, and institution goals, and/or other areas of professional activity identified in B6.3. Tenured faculty may also attach documentation to the self‐evaluations they believe should be considered by the Direct Supervisor/Chair, which may include documentation attesting to such practice, growth, activity, accomplishment, and/or contribution identified in the self‐evaluation.

3) Direct Supervisor/Chair Evaluation of Faculty and Meeting: Using the Faculty Annual Evaluation by Direct Supervisor Form, the Direct Supervisor/Chair will summarize and evaluate the faculty member’s performance consistent with the criteria set forth inB6.5.2. The Direct Supervisor/Chair will meet with the tenured faculty member to review the Direct Supervisor Evaluation form, and the results of other evaluation tools, as required by B6.5.4.5 by March 15th.

b) Comprehensive Performance Evaluation Process: In the interest of promoting the professional development of tenured faculty, all tenured faculty, including those holding administrative positions, will receive a comprehensive performance evaluation pursuant to the following process in those years when the intent to seek promotion has not been declared.

1) Schedule: No later than April 15, 2013, the Provost/Vice President of Instruction and Student Services will randomly select 50% of the then tenured faculty for receipt of a comprehensive performance evaluation in the 2013‐2014 academic year and then every two years thereafter for Associate Professors and Assistant Professors reviewed and every three years thereafter for Professors reviewed. The remaining 50% of the then tenured faculty will be scheduled for receipt of a comprehensive performance evaluation in the 2014‐2015 academic year and then every two years thereafter for Associate Professors and Assistant Professors reviewed and every three years thereafter for Professors reviewed. The random selections of tenured faculty chosen for each evaluation year will proportionately reflect the percentage composition of tenured faculty by rank. Faculty promoted to tenured status as of spring 2012and thereafter will receive a comprehensive performance evaluation every two years after the spring semester when tenure was conferred if promotion is not otherwise sought until they reach the rank of Professor at which time they will receive a comprehensive performance evaluation every three years.

2) Direct Observation of Work Performance: As part of the comprehensive evaluation process, tenured faculty members will be subject to one direct observation of work performance by the tenured faculty member’s Direct Supervisor/Chair for the academic year when the comprehensive performance evaluation is to be completed.  Within two working days of the observation, the Direct Supervisor/Chair will discuss the Direct Observation of Work Performance with the tenured faculty member and complete the standardized Direct Observation of Work Performance Form.

3) Student Evaluations: Cumulative student evaluations for the period preceding the comprehensive performance evaluation process will be considered by the Direct Supervisor/Chair as part of the comprehensive evaluation process.

4) Self-Evaluation: Using the standardized Faculty Self‐Evaluation Form, tenured faculty members are required to include a log listing educational growth, professional activities, and accomplishments in their subject areas, related professional service to the College and community, contributions to department, division, and institution goals, and/or other areas of professional activity identified in B6.3. Tenured faculty may also attach documentation to the self‐evaluations they believe should be considered by the Direct Supervisor/Chair, which may include documentation attesting to such practice, growth, activity, accomplishment, and/or contribution identified in the self‐evaluation.

5) Peer Evaluations: The comprehensive evaluation process will include one peer evaluation completed in the fall semester, as described in B6.5.4.3.

6) Direct Supervisor/Chair Evaluation of Faculty and Meeting: Using the Faculty Annual Evaluation by Direct Supervisor/Chair Form, the Direct Supervisor/Chair will summarize and evaluate the faculty member’s performance consistent with the criteria set forth inB6.5.2. and include consideration of the results of the Direct Observation of Work Performance, the Faculty Self Evaluation, peer evaluations, and student evaluations.  The Direct Supervisor/Chair will meet with the tenured faculty member to review the Direct Supervisor Evaluation form, and the results of other evaluation tools, as required by B6.5.4.5 by March 15th.

c) Promotion Evaluation Process: In those years when promotion is sought by tenured faculty, the evaluation process set forth at B6.6 shall be followed.

B6.5.6 Process for Review of Evaluations by Next Level Supervisor:

B6.5.6.1 Five working days prior to the Direct Supervisor/Chair’s meeting with the faculty member as described in B6.5.4.5; the Direct Supervisor/Chair will forward the evaluation materials to the Division Next Level Supervisor. The Next Level Supervisor will review the materials, which includes the evaluation forms and other evidence of the faculty member’s work forwarded by the Direct Supervisor/Chair. The Next Level Supervisor will sign the evaluation form as a reviewer indicating agreement or disagreement with the Direct Supervisor/Chair’s evaluation, noting any areas that need special attention.

B6.5.6.2 The Next Level Supervisor will forward to the Provost/Vice President of Instruction and Student Services any faculty evaluations for which there is disagreement about ratings between Direct Supervisor/Chair and Next Level Supervisor or where there is an indication a personnel action, including disciplinary action, is warranted.

B6.5.6.3 The Provost / Vice President of Instruction and Student Services will review those evaluations forwarded by the Division Next Level Supervisor and make appropriate personnel action recommendations, including disciplinary actions. In the event of personnel action recommendations, copies of annual evaluation materials from previous years will be forwarded with the current year’s material as a comprehensive file.

B6.5.6.4 Finalized original evaluation files will be forwarded to and retained by the Office of Human Resources department, with a copy to be retained by the Direct Supervisor/Chair and a copy provided to the faculty member.

B6.5.7 Faculty Appeal and Grievance of Evaluation Process: Consistent with the due process protections afforded employees and faculty under state and federal law, faculty may grieve and, or appeal evaluation results as follows:

B6.5.7.1 Definitions:

a) Good Cause: “Good cause” for discharge is defined byB5.11.4.

b) Neglect of Duty: “Neglect of duty” by a faculty member is defined as continuing or repeated substantial neglect of professional responsibilities.

c) Incompetency: Incompetency is defined as gross ignorance of faculty duties identified inB6.3, Fundamental Responsibilities of Faculty, and, or gross carelessness in the discharge of those duties such that the act(s) or omission(s) are the result of a conscious indifference to those duties.

d) Disciplinary Action: A disciplinary action is defined as suspension without pay, reduction in pay, demotion, revocation of tenure, written reprimand, and professional sanctions, including work improvement plans that are in writing and made part of the faculty member's personnel file. Actions involving the regular assignment of work responsibilities, such as teaching assignments or committee service, are not considered disciplinary actions. Oral reprimands and oral counseling are not considered disciplinary actions.

B6.5.7.2 Unranked Faculty:

a) Unranked faculty may grieve the results of a final faculty evaluation utilizing the process set forth atB5.43.

b) Final evaluations completed for unranked faculty which result in a recommendation for disciplinary action involving a reduction in pay, a suspension without pay, or for termination to occur prior to the expiration of a term contract, may be appealed pursuant to the process set forth atB6.9 prior to the imposition of the disciplinary action.

B6.5.7.3 Tenure Track Faculty: 

a) Tenure track faculty may grieve the results of a final evaluation utilizing the process set forth at B5.43.

b) Final evaluations completed for tenure track faculty, which result in a recommendation for disciplinary action involving a reduction in pay, a suspension without pay, or for termination to occur prior to the expiration of the one year term of their contract, may be appealed pursuant to the process set forth at B6.9 prior to the imposition of the disciplinary action.

B6.5.7.4 Tenured Faculty:

a) Annual Evaluations: The results of annual evaluations for tenured Assistant Professors and tenured Associate Professors, conducted pursuant toB6.5.5.2.2 (a), may be grieved and, or appealed as follows:

1)   Tenured Assistant Professors and tenured Associate Professors may grieve the results of a final evaluation utilizing the process set forth at B5.43.

2) Annual evaluations completed for tenured Assistant Professors and tenured Associate Professors, which result in a recommendation for disciplinary action involving a reduction in pay, suspension without pay or termination may be appealed pursuant to the process set forth at B6.9 prior to the imposition of the disciplinary action.

b) Comprehensive Performance Evaluations: As provided by State law, Del Mar College is required to notify tenured faculty that they may be subject to revocation of tenure or other appropriate disciplinary action if incompetency, neglect of duty, or other good cause is determined to be present as the result of a comprehensive performance evaluation. The results of Comprehensive Performance Evaluations, conducted pursuant to B6.5.5.2.2(b), may be grieved or appealed as follows:

1) Tenured faculty may grieve the results of a comprehensive performance evaluation that does not involve a disciplinary action utilizing the process set forth at B5.43.

2) Comprehensive performance evaluations completed for tenured faculty resulting in a recommendation for disciplinary action, not involving termination, a reduction in pay, or suspension without pay, may be appealed as provided byB6.39, prior to the imposition of any disciplinary action.

3) Comprehensive performance evaluations completed for tenured faculty involving a reduction in pay or suspension without pay may be appealed pursuant to the process set forth atB6.9 prior to the imposition of the disciplinary action.

4) A tenured faculty member recommended for termination on the basis of the results of a comprehensive performance evaluation will be given the opportunity for referral of the matter to a nonbinding alternative dispute resolution process as described in Chapter 154 of the Texas Civil Practice and Remedies Code, or may choose the process provided by the College at B6.9.

c) Promotion Evaluations: Evaluations completed for tenured faculty pursuant to the promotion process, which result in a denial of promotion, may be appealed as set forth in B6.6.9 and may also be grieved as set forth in B5.43.

B6.5.8 Changes to Evaluation Policy and Forms:  Changes to the Faculty Evaluation Policy must be approved by the Provost/Vice President of Instruction and Student Services, the Direct Supervisor/Chairs’ Council, and the Faculty Council.  The standardized student evaluation survey, the student evaluation survey instruction sheet, the Faculty Annual Self-Evaluation Form, the Faculty Annual Evaluation by Direct Supervisor Form, the Direct Observation of Work Performance Form, the Peer Evaluation Survey Form and other standardized forms as needed are subject to periodic review and revision under the authority of the Vice President and Provost, with the advice of faculty and administration.

B6.6 Faculty Promotion in Rank: The President of the College is responsible for and has the authority for designing and implementing an appropriate system for the promotion of faculty members in academic rank. Title ranks are Instructor, Assistant Professor, Associate Professor and Professor. B6.6.1 Promotion Eligibility: In order to be eligible for promotion consideration, a faculty member must have completed the following requirements in a full-time tenured or tenure-track position. The President is authorized to grant exception to minimum education requirements.
  B6.6.1.1 Assistant Professor: To be eligible for consideration for promotion to the rank of Assistant Professor, a faculty member must have completed a minimum of three (3) years as an Instructor at Del Mar College. The minimum education requirement for promotion to this rank is a bachelor’s degree, unless the faculty member is teaching in a technical discipline which requires a minimum education of an associate's degree, combined with field experience. In this case, 4 years of field experience with an associate's degree within the discipline can be submitted for a bachelor's degree.

B6.6.1.2 Associate Professor: To be eligible for consideration for promotion to the rank of Associate Professor, a faculty member must have completed a minimum of four (4) years as an Assistant Professor at Del Mar College. The minimum education requirement for promotion to this rank is a bachelor’s degree, unless the faculty member is teaching in a technical discipline which requires a minimum education of an associate's degree, combined with field experience. In this case, 4 years of field experience with an associate's degree within the discipline can be substituted for a bachelor's degree.

B6.6.1.3 Professor: To be eligible for consideration for promotion to the rank of Professor, a faculty member must have completed a minimum of five (5) years as an Associate Professor at Del Mar College. The minimum education requirement for promotion to this rank is a master's degree, unless the faculty member is teaching in a technical discipline which requires a minimum education of an associate's degree, combined with field experience. In this case, 6 years of field experience with an associate's degree within the discipline can be substituted for a master's degree.
 

A6.6.2 Requirements for Promotion: Promotion of faculty members in rank in recognition of merit should serve to encourage improvement in instruction and its corollary, faculty development. In order to receive service credit towards promotion/tenure for the first year of employment, a faculty member must have been hired prior to November 1 of their first academic year.To meet eligibility for promotion consideration, a faculty member must have completed the following requirements in a full-time tenured or tenure-track position.
  A6.6.2.1 When a faculty member has completed a minimum of three (3) years as an Instructor at Del Mar College and holds at least a bachelor’s degree, the faculty member's name will then enter into consideration for promotion to the rank of Assistant Professor.

A6.6.2.2 When a faculty member has completed a minimum of four (4) years as an Assistant Professor at Del Mar College and holds at least a bachelor’s degree, the faculty member's name will then enter into consideration for promotion to the rank of Associate Professor.

A6.6.2.3 When a faculty member has completed a minimum of five (5) years as an Associate Professor at Del Mar College and holds at least a master’s degree, the faculty member's name will then enter into consideration for promotion to the rank of Professor.
 

A6.6.3 Exceptions and Leaves of Absence:  The President is authorized to grant exception to minimum education requirements. Unpaid leaves of absence granted under B6.15 do not count in the years required in a rank before faculty are eligible to be considered for promotion. A faculty member may not be considered for promotion in any year for which unpaid leave has been granted under B6.15.
A6.6.4 Promotion and Tenure: Promotion to the rank of Assistant Professor or higher confers tenure.
  A6.6.4.1 Tenure track faculty employed and promoted by the College during the 2011-2012 academic year, pursuant to B6.6, will be classified as “tenured,” as defined by B6.7, as of September 1, 2012, without further review and promotion.

B6.7 Tenure: Tenure is the legal entitlement to continuous employment terminable only for cause or for reason of disability, retirement, program decline, program discontinuance, or financial exigency. Tenure status ensures legal entitlement to certain due process requirements prior to dismissal.

B6.8 Reduction-in-Force Basic Assumptions: Del Mar College must remain a viable, responsive, and effective institution. This policy recognizes, however, that the College may undergo significant programmatic changes or may face financial exigency which could require reduction in force. B6.9 Procedure for Dismissal for Cause of Faculty: Revised April 14, 2015: Dismissal for cause procedures apply to a faculty member who is tenured or who is non-tenured with an unexpired term appointment. The procedures in this policy are not applicable to dismissal for sexual violence(See District Policy B9.1).
B6.9.1 Definitions: The term "faculty member" shall be defined as the faculty member, counselor, or librarian in question. The term "VPI" shall be defined as the Vice President of Instruction of Del Mar College. The term "President" shall be defined as the President of Del Mar College. The term "days" shall be defined as calendar days. The term "College" means Del Mar College.
B6.10 Temporary Change of Assignment: If the performance of a faculty member gives cause for concern as to the quality, stability, and continuity of the instruction being given, measures short of dismissal may be desirable and appropriate. B6.11 Instructional Program Review: This review process is a formative evaluation designed to bring about systematic improvement in programs, to identify program needs so that the resources of the institution may be appropriately applied, and to assist in curriculum and staff development. B6.12 Tenure-Track Faculty Salary Structure: The tenure-track faculty salary schedule consists of four components: common base, rank, education, and experience. B6.13 The President shall approve salary structures for Teaching Fellows, Assistant Instructors, adjunct faculty, and substitutes, as well as Chair stipends and other salary arrangements. B6.14 Addition of New Programs: Written evaluations of the extent to which a proposed program fits the guidelines listed below shall be presented to the Board of Regents with adequate time allowed for thorough study and consideration. B6.15 Leaves of Absence: A faculty member desiring unpaid leave of absence shall state the duration and purpose in a written request, through, and with the concurrence of, the faculty member's Department Chair, Dean, and the Vice President of Instruction to the President, for approval. B6.16 Absence for Service/Development:  In addition to absences excused because of illness or personal affairs, explained in Chapter V, Human Resources, absences for professional service and development are excused if prior approval is obtained from the appropriate administrator.

B6.17 Faculty Sabbatical Leave: Del Mar College shall offer sabbatical leave to eligible full-time, tenured faculty for professional development activities that clearly benefit the College.  Applications for sabbatical leave shall be received by the Vice President of Instruction and forwarded to the Sabbatical Leave Committee.  This faculty committee shall make recommendations to the College President who shall then make recommendations to the Board of Regents.   The President shall ensure that a system is devised and implemented for determining eligibility requirements, application processes, and selection procedures.

A6.17.1 Value Statement:  Sabbatical leave is a privilege that is intended to clearly benefit both the College and the employee.  This leave may be granted only to full-time, tenured faculty. Leave may be granted for the purpose of professional improvement which will clearly benefit the College (through activities such as formal or informal study and acquisition of new skills or keeping abreast of new technologies, research, and community service).

A6.17.2 Eligibility:   Eligible full-time, tenured faculty may apply for sabbatical leave.  Full-time, tenured faculty must have completed six years of continuous, full-time service to be eligible to apply for sabbatical leave except as specified in the following paragraph concerning retrenchment.  Time granted for other types of professional leave, other than paid sick leave, will not be included in the calculation of total years of continuous service.  Such leave time, however, will not interrupt the accrual of years of continued service.  Sabbaticants must complete an additional six years of continuous service from their prior sabbatical to be eligible for another sabbatical.

Any full-time, tenured faculty member with less than 6 years of continuous full-time service who is facing retrenchment may be considered for sabbatical leave if recommended by the supervisor to retrain for a suitable position which might be available concurrent with the date of retrenchment and if that faculty member facing retrenchment has served as a member of the faculty for at least two consecutive academic years of continuous full-time service at the time of consideration for sabbatical leave.

A6.17.3 Purposes for Which Sabbatical Leave may be taken:
 

 A6.17.3.1 A planned program of courses or relevant activity that relates to the professional growth of the applicant and will be of benefit to Del Mar College, its mission and purpose.  

A6.17.3.2 Independent study, research, and/or writing that relates to the present or newly-assigned service of applicant, which therefore will be of benefit to Del Mar College, its mission and purpose.

A6.17.3.3 Community service projects that relate to the professional growth of the applicant and will be a benefit to Del Mar College, its mission and purpose.

A6.17.3.4 Fellowships, grants, lectureships, faculty exchange, or field experience that will materially increase the proficiency of the applicant’s area of responsibility or will be of benefit to Del Mar College, its mission and purpose.

A6.17.4 Criteria:  The following criteria will be used in determining the ranking of leave proposals:
 
A6.17.4.1 Evidence that the objectives of the sabbatical leave, if attained, would contribute to the attainment of the College’s mission, goals and objectives;

A6.17.4.2 Evidence that the objectives of the sabbatical leave, if attained, would substantially contribute to the professional growth of the faculty member, such as projects designed to improve teaching competencies;

A6.17.4.3 Evidence of past achievements within the institution as measured by such factors as merit, promotion, service, etc.;

A6.17.4.4 Evidence that attainment of the objectives of the sabbatical leave as proposed are realistic in terms of time, costs and staff member’s ability to achieve goals based on past experiences and formal educational background; and

A6.17.4.5 Evidence of support in the form of recommendations from other institutions, foundations, immediate supervisors, or persons concerned with the proposed plan or project.

A6.17.5 Length of Sabbatical:  Individuals applying for sabbatical leave may be granted either one semester or one academic year; i.e., fall semester or spring semester, or fall + spring.  Summer sessions will not be considered for sabbatical compensation.  As an alternative form of sabbatical leave, an eligible employee may propose a leave to fit individual plans and College needs, providing that the total period of leave does not exceed one academic year (as defined above). [Texas Education Code § 51.103 , § 51.105 ]

A6.17.6 Sabbatical Leave Committee:  The Faculty Council will vote upon and shall forward to the President as part of the annual Committee on Committees report the names of nine full-time faculty to serve on the Sabbatical Leave Committee, a College standing committee appointed by the President. The President will appoint the aforementioned nine faculty members to serve on a Sabbatical Leave Committee as per the timetable include in this policy. It is recommended that the membership of the Sabbatical Leave Committee be balanced in terms of Divisions of the College and librarians/counselors, with four members from each of the two academic divisions and one member from the librarians/counselors. No more than one person per department shall serve on the committee concurrently.  Members serve for three years, with one-third of the members selected each year. Replacements for committee members who are unable to complete their term of service will be appointed by the Faculty Council.  Faculty may not serve on the Committee during a year in which they are going to apply for sabbatical.  In addition to the nine members, faculty receiving a sabbatical shall serve one year on the Sabbatical Leave Committee during the academic year following their sabbatical leave.  The Vice President of Instruction or their designees and the academic deans or their designees will serve as ex-officio members of the Committee with voting privileges and must be notified of all meetings for participation.
   

A6.17.6.1 The Sabbatical Leave Committee will establish operational procedures appropriate and consistent with the sabbatical leave policies and procedures.  The Committee is empowered to reject applications which are incomplete or late.  The Committee will rank each eligible candidate who has applied for sabbatical leave in terms of the criteria stated in the policies and procedures.  The Sabbatical Committee will submit to the College President for review and further action the Committee’s recommendations (in rank order) for sabbatical leave, along with the ranked list of all sabbatical applicants and all applications and supporting materials (including the Committee’s basis for its ranking of all candidates.)

A6.17.6.2 The Committee also is charged with reconsideration of sabbatical leave proposals submitted and approved in prior years but deferred for whatever reasons. Deferred leave proposals must be updated by applicants and resubmitted to the Sabbatical Leave Committee for review and ranking.
 

A6.17.7 Application Process: Applicants will complete a “Sabbatical Leave Application” form (ADM 018), and obtain the signature of their supervisor acknowledging submittal of the proposal.  Copies of the completed form and supporting materials, if any, should be forwarded to the Vice President for Instruction and chairperson of the Sabbatical Leave Committee no later than February 1.  Each applicant may submit only one proposal.  Each proposal will be ranked according to its merits as determined by the sabbatical criteria.  The Sabbatical Leave Committee will deliver its ranked list of sabbatical applicants to the President by February 15.

A6.17.7.1 The President will evaluate the rankings established by the Sabbatical Leave Committee, the supporting materials forwarded by the Committee, and the comments of the Vice President for Instruction and recommend candidates for sabbatical leave by March 30 to the Board of Regents for approval at its April meeting. 

A6.17.7.2 Application Timeline (If a timeline deadline is on a Saturday, Sunday, or College holiday, then the deadline shall be automatically extended to the next College work day.) This timeline is intended as a guide and not an absolute and may be modified by the Vice President of Instruction upon recommendation of Faculty Council.

November 20 President will announce number of sabbatical positions available.
December 1 Applications available on line or at Office of VPI
February 1 Completed applications for sabbatical leave must be submitted to the Vice President of Instruction. Within three working days, the Vice President of Instruction shall forward all applications to the chair of the Sabbatical Leave Committee.
February 15 Sabbatical Leave Committee must notify applicants of candidate ranking.
February 28 Noon deadline for applicants to appeal to the Vice President of Instruction
March 5 Vice President of Instruction must notify committee of his/her recommendation regarding appeal
March 15 The Sabbatical Leave Committee must forward a final ranked list of all applicants to the President of the College along with applications and supporting materials.
March 30 List of sabbaticants recommended by the College President for the following academic year will be presented to the Board of Regents for approval at the April meeting.
On or about April 15 Successful sabbaticants will receive a letter of confirmation from the President of the College following the April meeting of the Board of Regents
May 1 Sabbatical Leave Committee will be selected for the following academic year.

 
A6.17.8 Cancellation of Leave:  Sabbatical leaves are contingent upon approval of the College’s operating budget by the Board of Regents.  If, after approval by the Board of Regents, it becomes necessary for the College to cancel a sabbatical leave, the applicant will receive first priority for sabbatical leave in the next fiscal year, if the resubmitted proposal meets the specified criteria for ranking.  If an individual has been recommended to the President for sabbatical leave and withdraws the application or decides not to take leave, then the applicant will not receive priority in a subsequent year.  Either the original proposal in updated form or a new proposal must be submitted to the Sabbatical Leave Committee when leave is again requested.

A6.17.9 Appeal of Sabbatical Leave Recommendations:  An applicant for sabbatical leave may appeal the recommendations of the Sabbatical Leave Committee by appealing to the appropriate Vice President within five working days.  The Vice President will notify the chairperson of the Sabbatical Leave Committee of a pending appeal.  Appeals should be in writing and provide evidence based on the criteria established for sabbatical leave indicating why the rank order assigned should be altered.  If the appeal is approved by the appropriate Vice President, then the Vice President will submit the proposal for review and consideration by the Sabbatical Leave Committee.

A6.17.10 Post-Sabbatical Leave Service Requirements: Faculty granted sabbatical leave are required to return for at least two years of employment following completion of the sabbatical leave.  Sabbaticants will be required to sign an agreement prior to the acceptance of sabbatical leave that they will repay the full amount of salary and fringe benefits received while on leave if they should not return to the College for at least two years of service.  Upon the recommendation of the President of the College, this obligation shall be cancelled if serious accident or permanent disability as supported by medical certification from a physician, or death prevents the applicant from fulfilling the terms of the written leave contract.  In addition, Sabbaticants shall serve one year on the Sabbatical Leave Committee during the academic year following their sabbatical leave.
 

A6.17.10.1 Report:  Upon completion of the sabbatical leave, the recipient will submit a detailed report following the chain of command (chair/dean/VP) of the results of the leave within 90 days of the date of return to regular duties by the employee.  The report will include:
 
1.  An account of activities during the leave, including travel itineraries, institutions visited and persons consulted;

2.  A statement of progress made on the sabbatical leave program as proposed in the application and an explanation of any significant changes made in the program;

3. An appraisal of the relationship between the results obtained and those anticipated in the sabbatical leave program statement.
 

A6.17.10.2 Presentation:  In addition, upon request, the employee will make a presentation to his or her peers and other employees concerning the sabbatical experience, the benefit gained, and other appropriate related topics.  The presentation may be given at a faculty development workshop, a discipline-specific workshop, or at convocation.

A6.17.10.3 Modifications to Sabbatical Leave:  If sabbaticants find that the sabbatical leave proposal cannot be completed as originally approved, the following must occur:  


A6.17.10.3 .1 The sabbaticant must write the President of the College explaining what changes are being proposed.  The President will then notify the sabbaticant acceptance of changes, if any, relative to the leave conditions and requirements.

A6.17.10.3.2 In the event that the sabbatical leave project is not carried out in accordance with the approved plan or modifications, then the President of the College can take appropriate action.


A6.17.11 Funding of Sabbatical Leaves:  In order to maintain appropriate fiscal and administrative controls, the College will attempt to fund sabbatical leaves for up to two percent (2%) of full-time, tenured faculty.  Sabbatical leave applications should be reviewed and approved by May 1 so that needed funds can be incorporated in the budgetary proposals for the fiscal year in which leave funds will be needed.  No temporary or full-time faculty will be hired to replace sabbaticant.  The division dean will accept only adjunct faculty to fill sabbaticant’s load.

B6.17.12 Compensation and Benefits:

 B6.17.12.1 Compensation:  Sabbatical salary will be one hundred percent (100%) of an incumbent’s current salary for an approved leave of one semester or fifty percent (50%) of an incumbent’s current salary for an approved leave of two semesters.
 
 B6.17.12.2 Benefits:  Sabbaticants will fully participate in fringe benefits during the sabbatical period, including term insurance, medical coverage, disability insurance, and retirement based on actual salary paid for year.  Sabbaticants will also continue to contribute to those benefits requiring employee contributions.  Sabbaticants will not accrue vacation days, personal days or sick leave while on sabbatical.  The sabbatical leave shall be considered as time in service to the College for salary schedule and promotion purposes.  It shall be credited for retirement purposes as governed by the appropriate retirement policies.
B6.17.13  Other Employment:  An employee on sabbatical leave may accept a grant for study, research, or travel from any institution of higher education, from a charitable, religious, or educational corporation or foundation, from any business enterprise, or from any federal, state, or local governmental agency.  An accounting of all grants shall be made to the Board of Regents by the employee.  An employee on sabbatical leave may not accept employment from any other person, corporation, or government, unless the Board of Regents determines that it would be in the public interest to do so and expressly approves the appointment.  Employment and/or other assignments at Del Mar College, excluding summer sessions, will not be allowed for sabbaticants.

A6.17.14 Contracts:  Employees on sabbatical leave who hold continuing contracts will return with a continuing contract, pending completion of sabbatical leave objectives.
 

A6.17.14.1 Pending notification by the College President, the amount of compensation to be paid the applicant under the term of the leave agreement shall not be interrupted in the event of serious accident or permanent disability.

A6.17.14.2 Upon returning from sabbatical leave, the employee shall, unless otherwise agreed upon, be reinstated in the position held at the time the sabbatical leave started.

B6.18 Recruitment: In the recruitment of new faculty, whether regular or term, the College is dedicated to securing persons with the most appropriate combination of formal training, teaching experience, and/or prior experience in business and industry which fits the position to be filled.  Both full-time and part-time faculty must meet the criteria for academic and professional preparation as set forth by the Southern Association of Colleges and Schools. B6.19 Summer Employment: The offering of teaching duties during the summer terms is based on a plan of rotation within each discipline, which reflects seniority of the full-time tenure-track faculty without regard to rank. B6.20 Faculty Personnel Records: Personnel records, which are maintained in the Office of Human Resources and Equal Opportunity/Affirmative Action, include applications, transcripts of all college and university training, statements of previous experience, and letters of recommendation. Personal information, professional development records, and salary and tenure information may be added to the files.
A6.20.1 Official Transcripts:  It is a professional responsibility and expectation of all faculty, full and adjunct, that they submit to the College official transcripts of all academic course work.  For faculty hired prior to the 1999-2000 academic year, submission of official copies of the highest degree earned in the field of expertise will be necessary.  All faculty hired during the 1999-2000 academic year and thereafter must submit official copies to be included in their permanent personnel file of all earned academic degrees from accredited institutions.  Full-time faculty who fail to submit official transcripts as required by March 1 following their date of first employment will not be reappointed or offered a contract with the College for the following academic year.  Adjunct faculty who fail to submit official transcripts as required by the close of the semester in which they are teaching will not be hired to teach in subsequent semesters until transcripts are received.

B6.21 Faculty Year: The official Faculty Return Day for each fall and spring semester is defined as the Monday of the week prior to the first day of classes for the semester.

B6.21.1 Particular attention is called to this rule immediately preceding or following holidays.

A6.21.2 Faculty work through the date of commencement or the date that grades are due in the Office of Admissions and Registrar, whichever is later, as posted in the College’s Academic Master Calendar.

B6.22 Faculty Schedules: Faculty are expected to teach all classes and laboratories according to the schedules. Counselors and librarians are expected to work their scheduled hours.

B6.22.1 Classes should begin promptly and continue until the end of the session according to the class schedule.  

B6.22.2 Faculty should handle their own laboratories and remain with the laboratory groups until the end of the laboratory periods; no exception will be made without prior approval of the appropriate Dean, to the policy of allowing students to work in the laboratory unless the teacher is present to supervise the work.

B6.23 Office Hours: Faculty are expected to hold scheduled, posted virtual or physical office hours at least one (1) hour daily.

B6.23.1 Virtual office hours would be proportional to the percentage of the faculty member’s course load taught via distance learning with a minimum of one (1) office hour per week spent physically on campus.

B6.23.2 Virtual office hours will allow scheduled electronic contact with students by phone, fax, internet phone, e-mail, video conferencing over IP, instant messaging, or other means of electronic contact as stated in the course syllabus.

A6.24 Syllabus: A course syllabus facilitates a clear understanding between student and instructor of the content, goals, requirements, expectations, evaluation methods, and schedule of work for all courses at the College. 

A6.24.1 Therefore, at the beginning of each course, faculty members at the College develop and distribute to students, on paper or online, syllabi that describe these elements for every course

A6.24.2 A copy of the syllabus for every class section is submitted at the beginning of the course to the department chair and forwarded to the appropriate instructional dean's office. 

A6.24.3 Guidelines for developing effective syllabi are available from departmental chairs, the Teaching and Learning Center, the adjunct handbook, and online at this link.  These guidelines are not point-by-point requirements.

B6.25 Discipline: The Vice President of Student Services is responsible for student discipline on the campus outside the classrooms; faculty may contact the Department Chair, the appropriate instructional Dean, and/or the Vice President of Student Services if they need help in maintaining order in or near their classrooms.

B6.26 Off-Campus Employment: Outside responsibilities assumed by faculty should not cause encroachments upon either the quality or the quantity of work they are employed to perform for the College. Off-campus employment which is in conflict with College activities or which interferes with satisfactory performance of responsibilities is not permitted. College facilities and equipment cannot be used in connection with non-College employment.

B6.27 Research/Publication: Faculty are free to do research, to invent, to publish, and to copyright as they see fit and to benefit from all royalties which accrue, but they should not allow such activities to interfere with their regular duties, unless provided for by administrative assignment.

B6.28 Library Mission and Services: The Del Mar College Library, an integral part of Del Mar College, is dedicated to providing access to those learning resources which enhance educational opportunities for all persons, regardless of race, color, sex, age, national origin, religion, handicap, or any other constitutionally or statutorily impermissible reason. Specifically, the Library has the following purposes: A6.29 Class Size: Normally the minimum enrollment required to declare a class made is fifteen (15) unless justification for smaller classes is provided or the administration deems a smaller class to be in the best interests of the College.

A6.30 Adjunct Faculty Assignment: Normally no more than one class should be assigned if the adjunct faculty member is employed outside the College on a full-time basis; the maximum load is less than fifty percent (50%) of a full load, but administrators should consider outside employment in assigning classes.

A6.31 Grades: The Vice President of Instruction has the overall responsibilities for the following administrative policy, and any questions concerning it should be addressed to the VPI.

B6.32 Elements of the College Academic Master Plan: A mission statement and institutional goals and objectives; organizational chart; academic plans defining current degree program offerings and projected program offerings; enrollment forecasts; projected faculty and staff needs and faculty/student ratios; current space inventory, instructional space needs, and other special purpose building needs. B6.33 Legal Counsel: The legal resources of the College will be utilized in full support of any employee or member of the Board of Regents involved in litigation related to the appropriate performance of duties at the College as determined by the President of the College or the Board of Regents.

A6.34 Honors Program:

A6.35 Program of Spoken English Assessment and Assistance to Faculty Members: A6.36 Faculty Loads: The Vice President for Academic Affairs determines equitable teaching loads following consultation with the appropriate Chairs and Deans. Faculty and administration can initiate discussion on this matter at any time. Teaching assignments are presently made according to the following guidelines: A6.37 Faculty/Course Evaluation by Students:  Student evaluations of faculty and courses are the responsibility of each Division Dean. B6.38 Faculty Reemployment After Retirement Program: Beginning effective the fall semester of 2006, Del Mar College offers a Faculty Reemployment After Retirement Program.  The purpose of rehiring experienced faculty after retirement is to retain the classroom skill and institutional knowledge embedded in tenured faculty. As a significant percentage of instructional faculty reach normal retirement age, hiring new faculty with comparable skills and knowledge is expected to be difficult for some programs and disciplines. At the same time, continued growth in the region will require that Del Mar College serve more students. The Faculty Reemployment After Retirement Program is designed to encourage senior faculty to remain with Del Mar College in identified need areas to help close this experience gap.

B6.39 Tenured Faculty Disciplinary Action Appeal Process: Adopted December 13, 2011 Before a tenured faculty member may be subject to disciplinary action on the basis of the results of a comprehensive performance evaluation as provided at B6.5.5.2.2(b), or a finding of misconduct , the tenured faculty member may contest such proposed disciplinary action  as follows: