“Summary of Proposed Changes to the Master Contract"

    ◦ Academic employees are citizens and when speaking or writing as a citizen they should be free of any institutional censorship or discipline;            however if they are speaking, they have special obligations…

• Sect. 2 updated references to other sections of the contract

• Sect. 4 is important, and many references were made to this section. There was a particular emphasis that academic employees don’t contribute equally when it comes to committee work and such; there was also debate about the definition of "academic consulting," a term retained from earlier contracts

• Sect. 5d. deals with supplemental contracts. Overloads of 180% for four consecutive quarters (excluding summer) triggers a meeting with the employee, dean, and VP of Instruction. CCS wants to ensure overloads aren’t conflicting with performance of other academic duties (office hours, student access, committees, etc.)

• Sect. 5g concerns Prior Learning Assessment and the standard assessments accepted Article 4:

• Sect. 5h concerns College in the High School and outlines the program and expectations of participants; NOTE: the decision to participate is with the department.

• Sect. 6 on Reassignments was updated

• Sect. 8, Contractual Days was modified/updated regarding class times for summer school classes meeting four days per week for six, seven, or eight weeks

• Sect. 13 deals with extended contracts for counselors; this section was bargained with consultation with the counselors
 

We added a preamble to clarify intent that both AHE and CCS want to proceed with student success as a focus and that faculty will be given support to provide online courses to serve our students and not with the sole interest of generating FTEs.

• We now have language to say that administration will compensate faculty when there are major mandated changes and faculty can negotiate with their administrator for compensation for course changes.

• We have now stated that courses cannot be unbundled and parsed out to paraprofessional or subcontractors.

• Priority assignment will be grandfathered to faculty with current priority scheduling but courses developed after ratification will fall under assignment according to current departmental practices.

• We have clarified that hybrid courses have the option to use online evaluation forms or classroom form.

• There is now language to clarify how "classroom" observations should occur for online evaluations and that there should be no changes to online classrooms without permission of instructor.

• There was clarification about online enrollments and creating second sections and we added the ability to negotiate lower online caps if you feel necessary.

• The hybrid definition and when the online caps are relevant.

• Language was added to quality assurance to clarify that identity verification is administrations responsibility.

• Article 6: Transfers and Vacancies

Section 1, Transfers, a. Transfer for those currently in the applicable RIF unit:
            ◦ "Human Resources Office will send a direct email with a certificate of receipt an electronic notice of that vacancy to all academic employees appearing on the seniority list for that discipline courtesy copied to the AHE President."

• Inserted preamble regarding the willful misuse of leave

• Converted leave from days to hours

• Introduced Sick Leave use for personal loss (ex., death of a non-qualifying person or a significant event)

• Clarified family members and introduced in loco parentis

• Better outlined sick leave reporting

• Academic Employee Leave Policy (Types of Leave)

• Improved language regarding unpaid substitute arrangements (also known as "trade time")

• Personal leave of less than a full day (less than 7 hours) may now be taken

• When personal leave of less than a full day (less than 7 hours) is taken, the dean may ask how professional responsibilities were met

• If "trade time" is used with prior approval, personal leave does not need to be taken

Section 2, Tenure Committee, a. tenure review committee

• i. "three (3) of whom shall consist of tenured academic employee representatives from of the probationer’s department or a related discipline field. It is encouraged, however, that one (1) of the three (3) members be from another discipline that may or may not be related. Appointments will be for which tenure review committees have been established pursuant to this section;"

• iii. student member Added: "It is the tenure committee chair’s responsibility to meet with the student representative and review the committee member role, responsibility, and expectation of confidentiality."

Section 4, Tenure Committee Process

• c. Added: "The probationer will be contacted in advance of such observations in order to establish a schedule."

• d. The performance report may be modified for use by counselors or librarians Added: "is contained in Appendix C-1B/C."

• f. Student Evaluation, "The introductory statement to be used by a tenure committee member who shall be an assigned representative responsible to present the questionnaires to the probationer’s class(es) is contained in Appendix B-2. The approved standard instrument which contains questions and spaces for comments shall be used to obtain student input Added: (Appendix B-3)."

• j. The probationary period will not exceed nine (9) consecutive college quarters (except per subsection k l below), excluding summer quarter and approved leaves of absence. Added: The normal cycle is seven consecutive quarters of evaluation followed by an eighth quarter of board of trustee review/action, and a ninth quarter for implementation of that action.

• A new Sect. 1 clarifying intent, and language acknowledging that academic employees cannot be held solely responsible for student success.

• Sect. 3: cross-references the section on Adjunct Employee evaluation in Art. 25(9).

• Sect. 4: an evaluation process for annualized (non-tenure-track) academic employees;

• Sect. 5: Evaluation for tenured academic employees; the sequence remains the same (every five years, post-tenure)

• Routinely exchange data by October 15 annually.

• Three years of trend information, where available, for each indicator below
            ◦ Enrollment, quarterly and annually.
            ◦ Course/program capacity.
            ◦ Full-time, part-time and "moonlight" instructional ratios. 
            ◦ Occupational "demand/decline" list (SAWDC generated). 
            ◦ Inability to hire qualified academic employees per recent recruitment "FMQ/DNQ" rates.  
            ◦ Other unique department/program data mutually agreed upon by academic employee(s) and the appropriate administrator may be included.

• Either department, program, or appropriate administrator may initiate a discussion. Any changes require a meeting between the parties before implementation.

• Within ten days of written notice parties meet to determine relevant data to be collected in preparation for potential RIF

• Gather and share information necessary for an effective evaluation

• Relevant data includes but not limited to
            ◦ Program caps and basis for the cap.
            ◦ Certification/license pass rates.
            ◦ Program accreditation standards, status or changes.
            ◦ Relation of program to other program offerings, e.g. coring.
            ◦ Industry certification/recognition status.
            ◦ Advisory committee involvement & input.

• Within ten days of distributing relevant program data, AHE and administrators will discuss the RIF and prepare summary for the Chancellor.

Line 3. Administrative Office Systems Business Technology

Line 20. Chemical Dependency Professional Studies Addiction Studies

Line 28. Credit and Financial Management Audio

Line 42. Fashion Merchandising

Line 74. CAD/Mechanical Design Engineering Technology

Line 76. Medical Secretary and Medical Transcriptionist Medical Office Specialist

Line 96. Radio Broadcasting

Line 104. Speech Communication Studies

• Qualification listed on a recent job announcement until replace by a job description

• The Vice Chancellor of Human Services is changed to Chief Administration Officer

• The language of Duties/Responsibilities was changed to clarify that deans are final authority.

• We have added language to make sure chairs have access to budgets. That budgeting and planning will have chairs work with the department for planning and budget requests and then chairs will be the conduit to take that to deans.

• We tried to include more language that chairs will "facilitate, coordinate" as opposed to being responsible for.

• We tried to reflect your input into the clarification of Program Coordination and we clarified that department chairs will be the point of contact for administration.

• Most important we have added language to allow chairs to negotiate a stipend for duties that are more than the norm as chair. If new district or campus initiatives come down we have a way to work out stipends for those affected.

• Stipends increased, base to $1750 and $475 per FTEF with an increase in the caps to $13000 and $16000.

• The language to determine FTEF count was clarified, mostly about the count for WAOL faculty was generalized to be applied to any new partnerships CCS enters into.

• Program Leads had an increase in stipend to $300 per quarter.
 

Article 15: Textbook Adoption

                     Contents of this article were moved to Article 3 and Article 14.  This article will be reserved for new content in future negotiations. 
 

• Clarified who will participate on a screening committee

• Better defined the departments role in selecting screening committee

• Stipends may now be available for non-summer screening

• Stipends for advisers of clubs and organizations:
            ◦ (New) Annual base stipend of 300.00 for non-activity functions
            ◦ Each factor has a stipend of 200.00 (approved activities 1-2) to 1,400 (approved activities of 8 or more).
            ◦ A longevity stipend of 200 dollars will be paid at the completion of 3 years with the same club or organization.

• Stipends for Allied Health Clinical Education Directors:
            ◦ A minimum of 10% of quarterly workload or
            ◦ A minimum 700.00 quarterly.
            ◦ These requirements are in addition to the instructor’s program teaching load.

• Stipend for Allied Health Program Director increased from $2,000 to $3,500

• Compensation for prior learning assessment: $25 per credit attempted

• Compensation for independent studies: increased from $20 to $50

• Special Project Stipend maximum: increased from $6,000 to $12,000.

• Summer ‘15 and thereafter, 25% of current step up to a maximum of step 9.

• Compensation for college in the high school:
            ◦ The compensation for set-up and monitoring has not been agreed to. This article of the contract will be re-opened after the new state legislature passes relevant bills.

Rewrote Section 5 that described how you advanced thru the schedule. Main thing was making it clearer what trainings needed to be done and when. How new employees started the process. In Section 5 B add language that faculty contracts issued in May will reflect the academic employees’ current step not projected step.

Adjunct faculty contracted for fifteen (15) [was 20 hours] or more contact hours per week can now submit for one paid office hour per week.

• Personal leave may be taken in hourly increments

• Balances will accrue from quarter to quarter for Associate Adjuncts

• Must have prior approval unless there is an emergency

• If "trade time" is used with prior approval, personal leave does not need to be taken

Affiliated Stipends now known as Adjunct Project Stipends - the amount was increase from $40,000 to $50,000 on each campus

• Clarified how new adjuncts will be evaluated

• Clarified how continuing adjuncts will be evaluated

• Clarified how associate adjuncts will be evaluated

Increased training compensation to $50.
 

Appendix B-1: Process for student evaluations, was slightly modified to say evaluations should not be returned to the faculty member (elsewhere the contract uses "academic employee," which students might misunderstand)

Appendix C-1: Evaluation of probationary tenure-track academic employees, was renamed to C-1A, and was lightly updated.

"Employee’s Relationship with Students" was updated to read "is actively involved with student consulting," and the term "advising" was stricken;

Under "Employee’s Professional Characteristics," a fourth point was added: "Demonstrates progress toward becoming an active contributor to the college/ department"

Appendices C1-B and C1-C are for probationary tenure-track counselors and librarians, respectively. They have been lightly updated based on feedback from counselors and librarians to better reflect the duties and responsibilities being assessed during the tenure process in those departments.

Appendix C-2 was renamed and check boxes were added to indicate whether the employee being evaluated is tenured or annualized; the administrator’s comments are now supposed to address how the employee supports core themes and the contractual responsibilities in Art. 4(4).

Article 3(23) concerns Non-Fraternization; the Board of Trustees adopted a policy on this a year or two ago, and this contract implements it via a new appendix

The policy forbids sexual or *emotionally intimate relationships between academic employees and anyone with whom they have a current supervisory or teacher/student relationship; current is defined as "within the last two quarters" and/or "a reasonable anticipation that" such a relationship may exist in the future

Academic employees who have personal relationships with students or supervisees are required to report the relationship to the appropriate supervisor or dean, and will develop a written plan as necessary to mitigate any potential conflict of interest

Academic consulting - as used in Article 4(4), to offer provide a student guidance and assistance within the academic employee’s expertise.