Full-time teaching; Counselor; Learning Resources –
Full-time faculty positions include three categories: teaching, counseling and learning resources. Job descriptions for each category are found in the Faculty Evaluation System document located in each instructional division office, from the Human Resources Department or online.
State regulations require new full-time employees to attend a benefits orientation in the Human Resources Department on the first day of full-time hire. Benefit orientations last approximately 2 to 2 ½ hours. Within the first four to six weeks of employment, new full-time employees will receive an invitation to attend the Brookhaven College New Employee Orientation conducted by the professional development team. This orientation includes information regarding campus culture, decision making, organizational structure, how to get involved, what’s special at Brookhaven College, demographics, students and staff, and concludes with a campus tour. This orientation is the best and quickest way to learn about the college and to meet other faculty, staff and administrators. New employees also receive an invitation to attend the new employee orientation conducted by the district staff and organizational development team. This is an introduction to the district’s institutions, policies and personnel. This orientation includes other new employees and a member of the chancellor’s cabinet.
The Visions of Excellence Program for new faculty offers a variety of learning activities. If you are a new faculty member, you should receive information about this program. If you do not receive this information, contact the Office of the Vice President of Academic Affairs and Student Success.
Faculty members participate in a yearly evaluation process until a three-year contract is offered (usually after three years). Once a three-year contract is offered, faculty members move to alternate years of formal and informal evaluation. The formal evaluation consists of three elements: an Individual Action Plan (IAP), a classroom visitation by the supervisor and student surveys of instruction. During informal evaluation years, classroom visitations and student surveys of instruction are omitted. Faculty members will have two or three meetings with their supervisor as part of the evaluation process: an initial meeting to review and discuss the proposed IAP; a mid-year review (in formal years, following up on the classroom visit); and a final appraisal at which the supervisor provides a “Faculty Appraisal Report Summary” and a “Faculty Contractual Recommendation Form.” Faculty members should be familiar with the evaluation process. Documents may be obtained in the Human Resources Department or online.
Full-time; Temporary; Visiting Scholars
Faculty members employed on 9-, 10-, 10.5- or 11-month contracts are paid monthly. New faculty members beginning employment at the start of a new academic year will receive their first paycheck at the end of September. Pay days occur on the last DCCCD business day of each month and payment is made by electronic transfer of funds (direct deposit).
Faculty members have the option of being paid over the terms of their 9-, 10-, 10.5- or 11-month contract in conjunction with their contracts or in 12 monthly payments. Employment at times other than the start of the long fall semester will not have the 12-month pay option for that year only and will be paid in accordance with their employment contract. Beginning with the second year of employment, election will be made each May for the preferred pay-out option for the following year.
Faculty members may have the opportunity to teach one class for formula pay during a flex term (minimester). This assignment is not guaranteed and formula pay may be earned only once per academic year. A faculty member in phased retirement or on a one year temporary full-time contract is not eligible for formula pay.
Formula pay is calculated as one-sixth of the annual contract base salary multiplied by 80 percent (or .0666 times the base annual salary per three-lecture-hour course). Contracts beyond the formula pay rate are paid at the extra service rate. Workload guidelines for formula pay may be obtained from the division dean, the vice president of instruction’s office or the Human Resources website. Formula pay is included in the regular monthly payroll check.
Faculty members teaching for formula pay are required to hold “pro-rata” office hours and participate in “pro-rata” institutional service assignments. The division dean will provide detailed information.
All new-to-Brookhaven full-time faculty members and visiting scholars will participate in a mentoring program. Faculty interested in mentoring will need to complete a Notice of Interest for Mentoring. Mentors are approved by the division dean and the VPAASS. Full-time faculty mentors will be provided clearly articulated expectations as to their role and will receive a stipend ($500 extra service per semester for up to two semesters for new full-time faculty members, and $500 per semester for four semesters for visiting scholars.)
Full-time employees are eligible to receive benefits provided by the DCCCD, usually effective on the first day of full-time hire. Additionally, new employees are eligible to participate in a comprehensive benefits plan offered through the Employee Retirement System, ERS, a statewide plan. This plan includes medical, dental, life insurance and disability coverage. Routine changes in ERS benefit plans occur once per year, usually in July with a September effective date. Changes for exceptional circumstances (i.e., marriage, divorce, birth of child) must be made within a 30-day period of the event and within the guidelines of ERS. Contact the benefits coordinator in the Human Resources Department for specific information. The human resources staff is available to explain benefits and aid faculty in assessing benefits. Details regarding ERS benefits also are available through the Human Resources Department.
Employee Retirement System, ERS, Benefits
DCCCD Benefits: effective first day of full-time hire
District Conference Day is held annually in February. This conference day includes but is not limited to: recognition of college and district award winners, district discipline meetings, and staff development. Absences must be pre-approved by your dean and the college president.
Faculty are encouraged to attend TCCTA if scheduling permits. Faculty not teaching or attending TCCTA are expected to be on campus conducting professional development. Absences on this day should be cleared through the division dean and documented on a leave form.
Professional growth is an individual matter and is negotiated with the division dean. Faculty members are expected to make continuous professional progress while employed and this is included on the Individual Action Plan, IAP. Generally, professional growth includes but is not limited to:
Faculty unable to teach class should arrange for a qualified substitute for the absence. The substitute is usually another full-time faculty or adjunct faculty member. If the missed class is part of the regular load, the substitute is compensated through departmental funds. If the missed class is an extra-service class, the faculty member is required to compensate the substitute directly at the current adjunct faculty hourly rate. New faculty members are encouraged to contact the division dean for guidance prior to making arrangements for substitute instructors.
If the absence is due to an emergency, or if no qualified substitute can be secured, the instructor of record should immediately notify the division dean.
In the event of a long-term absence, the dean will coordinate teaching arrangements for the duration of the absence.
Funds are normally budgeted in each instructional division for faculty travel. Travel includes professional seminars/workshops, professional organizational meetings and college visits. All professional travel should be discussed with the dean in advance for appropriate scheduling and funding options.
Travel reimbursement requires a completed Professional Leave and Travel Form prior to the trip for estimated expenses and after the trip for actual expenses.
There may be other travel funds available that can be accessed by full-time faculty including college funds for professional development and a DCCCD travel fund available to long-term employees. See the division dean for specific details.
Faculty having served seven or more years of contractual service consecutively may apply for a long-term sabbatical or a mini-batical. A long-term sabbatical lasts for one long semester at full pay or for one academic year at half pay. The mini-batical is for one summer session calculated at formula pay. A successful applicant is obligated to work full-time in the DCCCD for two years immediately following the sabbatical.
While the purpose of the sabbatical may be professional renewal or personal enrichment, time released from teaching is intended to be productive. Application forms are available on the district’s intranet or in the vice president of academic affairs and student success office. Complete information about sabbaticals is available online.
The Faculty Association maintains copies of recently approved sabbaticals in the Learning Resources Center, LRC.
Faculty members teaching full-time for three or more consecutive years are eligible to “bank leave” by deferring compensation for six three-hour extra service classes. Details for this program may be obtained from the division dean, the vice president of academic affairs and student success office or online.
Full-time faculty members may declare interest and apply for any advertised teaching position in the DCCCD to receive first consideration for the vacant position. The college with the opening may accept the transfer or invite the candidate to join the pool of external applicants. Faculty internal transfer policies are not applicable for faculty serving in temporary or visiting scholar positions.
Retirement options are coordinated by the DCCCD, the Texas Higher Education Coordinating Board and the Teachers’ Retirement System of Texas. Specific information relating to participation in a retirement plan and eligibility criteria should be obtained from the Human Resources Department. Employees are required to provide a minimum of a two-week written notice to their immediate supervisor for retirements or resignations. Full-time employees exiting the organization are required to attend an exit interview with the Human Resources Department. Continuing benefits information, retirement account accessibility and final paycheck procedures will be discussed during this interview.