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Faculty Evaluations
Human Resources
Salary and Compensation
Code of Conduct
Performance evaluations will be completed on every faculty member during the academic year. The schedule for evaluation, components to be evaluated, and person scheduled to complete the evaluation will vary depending upon full-time or adjunct faculty status. For full-time faculty, an annual performance review will be completed in the spring of each year to summarize and review all facets of faculty performance during the academic year.
The principle criterion for performance evaluation of part-time faculty members is teaching effectiveness as determined by peer and student evaluation and other sources at the discretion of the evaluating unit. It will include evaluation of teaching materials, including syllabi, teaching techniques, instructor knowledge of subject matter, and availability to students. Fulfillment of part-time faculty responsibilities will also be considered.
Student Rating of Faculty
The student rating component is administered during the fall and spring semesters.
Adjunct Faculty Evaluation
Adjunct faculty teaching at Baton Rouge Community College are evaluated each semester. The evaluation includes:
- rating by the students,
- observation by an approved faculty member, the department chair, associate dean, or academic dean will be conducted at least once during the academic year.
Completed observation form is shared with the faculty member within 14 days of the observation.
EEO Statement
Employment opportunities are offered by the Baton Rouge Community College without regard to race, gender, religion, national origin, age, disability, or marital status according to Title VII of the Civil Rights Act of 1964, as amended; the Age Discrimination in Employment Act of 1967, as amended; Executive Order 11246; the Louisiana Rehabilitation Act of 1973 (Sections 503 and 504); the Vietnam Era Veterans Readjustment Assistance Act of 1974; the Americans with Disabilities Act of 1990; and the Civil Rights Act of 1991. The Chancellor of the college is the appointing authority for all personnel actions.
Faculty Absence from Class
Every class will meet as scheduled. Faculty office hours are to be held as stated in the full-time faculty job description. If a faculty member must cancel class the department chair must approve in advance. When an instructor is absent from class, late for a class, or does not adhere to office hours, the instructor must notify the department chair as soon as possible. The time of absences are reported as follows:
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Class Meeting Times
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Equivalency
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50-minute class
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1 hour
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75-minute class
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1 hour and 30 minutes
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2-hour and 45-minute class
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3 hours
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Placement of Faculty on Salary Scale
In order to provide fair and equitable pay to all Baton Rouge Community College faculty, a standardized scale is used in determining initial salary placement. Placement on the salary scale is based on teaching experience, rank, and educational preparation.
Teaching experience will be calculated as follows:
- One year of credit is awarded for full-time teaching throughout a complete academic year. Full-time teaching in institutions of higher education will count on a 1:1 ratio.
- Part-time teaching may be combined to calculate an equivalent of full-time teaching (example: teaching ten courses equals one full year.)
- Educational experience in K-12 institutions will count on a 2:1 ratio. Two years of K-12 is equal to 1 year of higher education teaching experience.
- Related professional experiences are calculated in the 4:1 ratio (adult education, proprietary teaching, and corporate training.)
- Initial Assignment of Rank
New faculty with fewer than seven years of calculated teaching experience will begin at the rank of Instructor. Assistant Professor status is awarded to faculty with seven or more calculated years of teaching experience. Every effort will be made to preserve the rank of a faculty member who has held that rank at a previous institution.
Faculty with earned terminal degrees from an accredited college or university are recognized in the placement on salary scale.
Salary for Adjuncts and Overloads
In order to clarify and standardize the method of payment for adjunct and overload pay, the following guidelines have been developed:
- Adjunct and overload faculty pay for courses with no laboratory component is based upon the credit hours of the assigned course.
- There is no differential for rank, evening/weekend teaching, nor eLearning delivery.
- There is no differential for multiple preparations. Scheduling of more than three course preparations is highly discouraged. Should there be a need for more than three course preparations, faculty members should be consulted and agree to the load prior to assignment. The following semester, preference should be provided to those who were assigned more than three course preparations.
Benefits
Based upon employment classification, full-time employees are eligible for benefits provided by the college.
Eligible Full-Time Classifications:
- Unclassified Staff
- Faculty
- Classified Civil Service Staff
Tuition Exemption for Full-Time Employees
This program is for exemption of tuition charges for credit courses taken at BRCC. Employees must have been employed at BRCC for at least one continuous year in a full-time, permanent position. Approval must be received from the employee’s supervisor and vice chancellor prior to registering for class(es). Courses must be job-related and may not exceed six (6) hours per semester (fall and spring) and three (3) hours in the summer. An employee must have received a performance evaluation rating of “Meets Expectation” or higher during the twelve months prior to participation. To continue participation in the program, employees must maintain good academic standing of a 2.0 GPA or above.
Employees of Baton Rouge Community College are expected to adhere to all federal, state, and local laws and ordinances as governed or prescribed by Title 42:1101 through 1123 of the Louisiana Revised Statutes of 1950, as amended; and Section 1115 of the State Code of Ethics. Employees shall also adhere to all college policies and procedures, as well as other guidelines and rules of all regulating agencies or entities having jurisdiction over college activities. Violation of the code of conduct may result in disciplinary action, up to and including termination of employment.
Sexual Harassment
Harassment, including sexual harassment, is prohibited by the Equal Employment Opportunity Commission, the Office of Civil Rights and state regulations (R.S. 23: 301, 312, 332), and therefore, it is the policy of the college that unlawful harassment of employees and students is prohibited. Any individual who believes he/she is the subject of harassment or who has knowledge of harassing behavior must immediately report such conduct to the Office of Human Resources.
Any employee/student who is found, after appropriate investigation, to have engaged in harassing conduct is subject to appropriate disciplinary action up to and including termination of employment and/or student standing.
Harassment includes but is not limited to:
- an employee by another employee
- of a student by an employee
- an employee by a student
- of a student by another student
- a visitor by an employee or student
- a student or employee by a visitor
Examples of conduct that are prohibited include but are not limited to:
- Taking any personnel action on the basis of an employee’s submission to or refusal of sexual overtures
- Unwelcome or unwanted conversations
- Unwelcome or unwanted touching
- Continued or repeated verbal abuse of a sexual nature
- Explicit or degrading verbal comments, suggestions, or slurs about another individual or his/her appearance
- Offensive comments regarding sexual or private matters
- Display of sexually suggestive pictures, objects
- Offensive jokes
- Verbal abuse, comments, names or slurs that in any way relate to an individual’s race, color, gender, sexual orientation, age, religion, national origin or disability
- Any other offensive or abusive physical, visual or verbal conduct
Consensual Relationship
Relationships, inclusive of dating, between administrative and/or supervisory employees under its management and control, and employees or students with whom these individuals have a direct reporting relationship are discouraged.
Consenting parties are required to complete a Consensual Relationship form available in the Office of Human Resources.
The definition of “consensual relationship” (exclusive of marriage) includes a mutually agreed upon intimate relationship and/or relationship involving physical intimacy and is applicable to current and future employees.
Alcohol and Drug Abuse Prevention Program
Baton Rouge Community College (BRCC) is committed to creating a healthy, safe, and positive community for its faculty, staff, and students. Choices abound in life - food, classes, majors, relationships, and alcohol. The majority of BRCC faculty, staff, and students make wise choices about alcohol and drugs. However, those who don’t can find alcohol and or drugs to be a major obstacle to their personal and academic success. A drug free campus supports an environment promoting success, therefore BRCC endorses the federal government’s efforts in implementing the Drug Free Schools and Community Amendments of 1989 (Public Law 101-226).
Consistent with federal, state, and Drug-Free Workplace Policy (BRCC Policy No. 214), BRCC will maintain a campus that is free of the unlawful use, abuse unlawful use, abuse, manufacture, distribution, dispensation, possession or being under the influence of a controlled or illegal substance while at work, on call, on duty, or engaged in BRCC business is prohibited as is the possession and/or consumption of alcohol in the workplace. Workplace shall include any location on BRCC property in addition to any location from which an individual conducts BRCC business while such business is being conducted.
Alcohol misuse is prohibited extending to 1) use of alcohol on the job; 2) use of alcohol during the four hours before performance of safety-sensitive and security-sensitive functions; and 3) having a prohibited alcohol concentration level in the individual’s blood system while on the job. BRCC recognizes that drug and alcohol dependency is an illness and major health problem. The College also classifies drug usage and abuse as a potential safety and security problem. In accordance with the Drug Free Schools and Communities Act (DFSCA), an alcohol prevention program is administered through BRCC’s Human Resources and Student Affairs offices to include education products and referral to community resources.
The use of drugs/medications prescribed by a licensed physician is permitted provided that it will not affect the employee’s work performance. BRCC reserves the right to have a licensed physician of its own choice determine if the use of a prescription drug/medication produces effects which may impair the employee’s performance or increase the risk of injury to the employee or others. If such is the case, BRCC reserves the right to suspend the work activity of the employee during the period in which the employee’s ability to safely perform his/her job may be adversely affected by the consumption of such medication.
The Federal Drug-Free Workplace Act Amendments of 1989 requires that each employee notify his/her supervisor within five (5) days of conviction of any criminal drug statutes when such offense occurred in the workplace, while on official business, during work hours, or when in on-call duty status. Federal law requires that BRCC report within ten (10) days any such criminal drug statute conviction to each Federal Agency from which grants or contracts are received.
Employees whose jobs require driving, are required to notify their immediate supervisor if their driving privileges are suspended or revoked. If reasonable accommodation cannot be made, employees who operate BRCC vehicles on a regular and recurring basis may be forced to utilize accrued leave or be placed in leave without pay status during the period of suspension of driving privileges. Employees returning to work after such suspension shall be required to provide proof of restoration of driving privileges.
Without reference to any sanctions which may be assessed through criminal justice processes, violators of this policy, including refusal to submit to drug testing when properly ordered to do so, may result in disciplinary action up to and including termination of employment.
BRCC supports and sponsors programs aimed at the prevention of substance abuse by College employees. Resource information related to the College’s Drug & Alcohol Abuse Prevention Program can be found online at www.mybrcc.edu/daapp.
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