AP 3-55 Faculty Salary Plan

Arapahoe Community College
Series 3 – College Personnel
AP 3-55 Faculty Salary Plan

Originated: June 1996

Revised: March 2000; March 2002; April 2002; June 2003; March 2005; August 2013; May 2014; July 2016; July 2018; May 2019

Effective: June 1996; March 2000; April 2002; May 2002; June 2003; retroactive July 2004; August 2013; May 2014; July 2016; July 2018; May 2019

References: BP 3-10; BP 3-31; BP 3-55; BP 3-65; SP 3-31; SP 3-55; SP 3-65; AP 3-10; AP 3-44

Approved:

Diana M. Doyle, Ph.D. President, Arapahoe Community College

PURPOSE

To establish guidelines for compensation of regular faculty that recognize performance in teaching and service, consider salary adjustment factors, and are consistent with State Board for Community Colleges and Occupational Education (SBCCOE) policies and System President's procedures. This procedure shall be reviewed each year for alignment with Board policies and System President procedures.

This Procedure contains pertinent information affecting faculty members, current through the date of its issuance. To the extent that any provision of this Procedure is inconsistent with State or Federal law, State Board for Community Colleges and Occupational Education Policies (BPs) or Colorado Community College System President’s Procedures (SPs), the law, BPs and SPs shall supersede and control. BPs and SPs are subject to change throughout the year and are effective immediately upon adoption by the Board or System President, respectively. Faculty members are expected to be familiar with and adhere to the BPs, SPs as well as College directives, including but not limited to this Procedure.

Nothing in this Procedure is intended to create (nor shall be construed as creating) an express or implied contract or to guarantee employment for any term. The College reserves the right to modify, change, delete or add to this Procedure as it deems appropriate.

SCOPE

This procedure applies to regular faculty members.

PROCEDURE

The Arapahoe Community College (ACC) Faculty Pay for Performance Salary Plan incorporates the requirements established by the Board in BP 3-55 Faculty Salary Plan, and by the System President in SP 3-55 Faculty Salary Plan.

The Faculty Salary Pool is determined during the annual budget setting process. The pool consists of funds allocated by the College President, in consultation with the Faculty Senate Executive Committee, Chief Financial Officer, Vice President for Finance and Administrative Services, and Vice President for Instruction and Provost. Components of the pool include merit, education and professional development awards, and other considerations. For 2012- 2016 the Salary Pool will include funds in accordance with the SBCCOE plan to bring faculty salaries to the national average.

The size of the salary pool is dependent on:

1. External decisions such as the Colorado Community College System's (CCCS) general fund appropriation, legislatively determined caps on tuition, and the budget allocation formula.
    
2. CCCS decisions based on general principles for allocation to the colleges.
    
3. Internal college decisions based on ACC 's goals for compensation in the context of competing demands for resources among college priorities.

There are two categories of salary increases, base building and non-base building. Faculty may be eligible for either of these types of increases. Merit is the prevailing factor in all salary increases.

Base Building Salary Increases

Faculty may earn base building salary increases through:

1. Merit Based Salary Increases
    

   A faculty member may receive a base building merit increase depending on the rating received on the annual performance evaluation (refer to AP 3-31 Evaluation of Faculty Job Performance).

   1. A Needs Improvement rating does not receive a merit increase.
       
   2. An Exemplary rating receives the full percentage merit increase
       
   3. A Commendable rating receives a 0.5% reduction in the merit increase compared to the Exemplary rating
       
2. Education and Professional Development Awards
    

   A faculty member receiving a rating of Commendable or Exemplary may earn Education and Professional Development Awards in the same year. However, a single activity may not be applied toward both awards (refer to AP 3-44 Faculty Professional Advancement). Education / Professional Awards are base building and funding for these awards is from the salary pool.

   1. A faculty member may earn a maximum of fourteen Education Awards. The criteria are listed in Appendix A: Education Awards for Graduate Degrees and Graduate Courses. Faculty members may receive an Education Award by earning a graduate degree or by completing courses that apply to a graduate degree and are relevant to the discipline in which they are teaching. A faculty member may earn a maximum of six Professional Development Awards in addition to Education Awards. Activities comprising a Professional Development Award need to be approved by the supervising Dean or Director (refer to AP 3-44).
       
   2. The value of each Education and Professional Development Award is 1.3% of the current ACC minimum starting base salary.
       
   3. The deadline for submitting applications for Education and Professional Development Awards is March 1st and awards are effective August 1st. Official transcripts and supporting documentation must be submitted on or before June 30th.
       
3. Equity

   Salary adjustments may be made to bring salaries into alignment if disparities exist in departments. Equity reviews are completed by the Dean and Vice President for Instruction and Provost.

Non-Base Building Salary Increases

Faculty may earn non-base building salary increases through:

1. Recognition awards, including Distinguished Faculty Awards.

   These are granted according to the provisions outlined below and upon approval of the System President.

   Distinguished Faculty Award Process:

   1. Distinguished Faculty Committee - The Distinguished Faculty Selection Committee shall consist of the Vice President for Instruction and Provost, one representative from classified assembly, one representative from administrative assembly, Faculty Senate President, and one faculty member from each instructional school not represented by the Faculty Senate President. The Committee votes by consensus for the distinguished faculty award. Individuals on the Distinguished Faculty Committee cannot nominate faculty for the distinguished faculty award.
       
   2. Distinguished Faculty Nominations - The Vice President for Instruction and Provost will solicit nominations from the entire College staff by sending out the Distinguished Faculty Nomination form by April 1st (see Appendix D). Nominations will be due to the Vice President for Instruction and Provost by April 15th of each year. Self-nominations are not allowed.
       
   3. Process - Nominations will be sent to the Vice President for Instruction and Provost on the Distinguished Faculty form (see Appendix C). The Distinguished Faculty Committee will review nominations and will reach consensus agreement on a group of finalists based on the following definition of "Distinguished:" The faculty member demonstrates commitment to teaching and learning, dedication to student success, academic expertise, and leadership. If needed, the Committee will gather additional information regarding the finalists from student evaluations, supervisors, faculty colleagues and the college community. Nominees must be notified at the time of their nomination and apprised of the process to be followed by the Distinguished Faculty Committee. An abstract of accomplishments for each recipient will be prepared to be read by the Vice President for Instruction at Fall Connections. A nominee may refuse nomination at any time during the selection process.
       
   4. Selection - The Distinguished Faculty Committee will come to a consensus on up to five faculty members to receive the Distinguished Faculty Award striving for representation across all schools of instruction. A faculty member may receive the distinguished award only once in a two year period. The selection shall be made no later than July 1st.
       
   5. Award - Each distinguished faculty member shall receive an award of $1,500 from the Vice President for Instruction and Provost which can be received as cash or applied to attend a national conference (subject to travel approval) and shall have the title of Distinguished Faculty Member for the award year. The President may reduce this award for all distinguished faculty for the year based on the financial condition of the College.  He or she will be recognized in the catalog listing as "Distinguished Faculty (year award received)" e.g. "Distinguished Faculty 2008-2009". This designation will remain in subsequent catalog editions for the duration of the recipient's employment.
       
   6. Nomination Form See Appendix C.
       
2. Temporary pay increases, including grants or budget allocations.
    

   Non-base building salary increases will be structured to be PERA eligible and within PERA limits for increases in compensation.

3. Department Chair compensation and additional duty credit release levels
    
   1. See Appendix D: Department Chair Compensation and Coordinator and Program Chair Credit Release Levels. (See AP 3-80 and AP 3-81 for description of duties for Department Chair, Coordinator, and Program Chair.)
       
   2. See Appendix E: Concurrent Enrollment Credit Release Calculations.
       
   3. For CTE Accreditation credit release levels, Learning Leadership will determine credit release (1 to 6) based on time commitment (interim report, major report, multi-year review, audit, site visit).

Computation of Salary Increases for Continuing Faculty

In accordance with the SBCCOE allocations, the Faculty Salary Pool will be allocated to merit increases and professional development/education awards. The details of the Salary Pool and increases will be included in the "Regular Faculty Contract and Status Notification" letter sent to faculty at the beginning of the academic year.

Initial Salary Computation for New Faculty

The initial salary of a new faculty member depends upon several factors: the value of the current ACC minimum starting base salary, the educational level of the new faculty member, the recent, relevant teaching and work experience of the new faculty member, and marketplace demand. The process for initial salary computation applies to new faculty on regular and limited contracts.

1. ACC minimum starting base salary
    

   The minimum starting salary is based upon a bachelor's degree earned from an accredited college or university. The computation of the base salary is calculated using the criteria and calculations in Appendix B: Computing Faculty Salaries for New Faculty.
    

2. Salary Computation
    

   The base salary for new faculty will increase each year by 50% of the commendable rating for that academic year. The Vice President for Instruction and Provost, Faculty Senate and Human Resources Representative must together approve an increase over that amount. Any increase shall not exceed the increase for a Commendable rating in that academic year. Determine the ACC minimum starting base salary and add or subtract the following adjustments (Use the form in Appendix A: Computing Faculty Salaries for New Faculty):

   1. If a new faculty member has less than a B.S. or B.A. degree, 2.6% of the minimum starting base salary is subtracted from the minimum starting base salary.
       
   2. Add Education Awards up to 14. These awards are based upon relevant graduate degrees and courses that apply to a degree higher than a bachelor's degree. Such courses must be taken at an accredited college or university and must be within the course work accepted for a master's or doctorate degree. That is, no work experience equivalents apply to these awards. No courses outside a relevant master's or doctorate degree apply to these awards. (See Appendix A: Education Awards for Graduate Degrees and Graduate Courses.)
       

      Credit hours refer to semester credit hours. Multiply quarter credit hours by two-thirds to obtain equivalent semester hours. Education Awards are cumulative to 14 awards. The value of each Education Award is 1.3% of the current ACC minimum starting base salary.
       

   3. Add prorated teaching and work experience up to five years. A year of any combination of teaching and/or work experience, as defined below, increases the prospective faculty member's minimum starting base salary by 1.3%, up to a maximum of five years. A maximum of one year credit is awarded for each year of teaching, work, or a combination thereof.
       

      Teaching Experience must be recent and relevant to the program area in which the faculty member is hired. No more than one year of teaching experience may be given for any twelve-month period, regardless of the number of credits taught. One year of postsecondary teaching experience is equal to 30 semester hours, or 45 quarter hours, or the standard full-time faculty load at the new faculty member's previous college, and must include assessing student learning.

      Non-college teaching experience (including training programs, high school teaching, and postsecondary teaching) that does not involve college credit is counted as one year of teaching experience for every two years of full-time equivalent experience described. A maximum of one-half year credit is awarded for each full-time equivalent year in any twelve-month period.

      Work Experience is recent experience in a profession, industry, or business that is relevant to the faculty member's program area. Recent work experience refers to experience within 10 years of the initial contract starting date. One year of work experience is equivalent to 2,000 hours of professional, industry, or business experience. However, no more than one year of work experience may be given for any twelve-month period.
      
      For both teaching and work experience, Human Resources and the Dean of the program area determine the timeliness and relevancy of the teaching and/or work experience. Human Resources calculates the number of teaching and/or work experience years and computes salary.
       

   4. Add marketplace demand, if applicable.
       

      The marketplace demand factor may be used to keep entry salaries for ACC faculty competitive with salaries for similar teaching positions. In no case can marketplace demand be used to give a new faculty member a greater salary than a continuing faculty member with similar experience and training in the same or similar program area.

      When circumstances warrant a higher salary based upon marketplace demand, the Vice President for Instruction and Provost, in consultation with the Dean of the program area, determines the marketplace demand value using two components: 1) attributes of the faculty member based upon special training, skills, or creative work, and 2) attributes of the discipline or program area that result in lack of applicants or difficulty hiring faculty members to fill open positions. Final salary will be reviewed by Faculty Salary Committee representative and Human Resources representative. Written justification for awarding a marketplace demand increase shall be kept in the faculty member's personnel file.
       

   5. Multiply salary by percent of contract (e.g. full-time=1.0; 50%=.5)
       

   Other Salary Considerations

   1. Faculty members on limited contracts are eligible to receive Commendable or Exemplary merit increases based on performance evaluations. The merit increases are applied to the following academic year in the event the limited faculty member receives another contract, either limited or regular.
       
   2. Faculty members who transfer to administrative positions at ACC and then return to faculty assignments at ACC are eligible for merit increases which will be added to the base salary the faculty member had prior to the administrative appointment.
       
   3. Faculty members assigned to fulfill any faculty duty during the terms outside of fall and spring semesters as part of their contract will have these assignments calculated as part of their regular salary. Such faculty will be assigned the equivalent of 166 faculty workdays pursuant to BP 3-10 Administration of Personnel.
       
   4. Faculty members on sabbatical leave for one term or less are eligible for merit increases. Faculty members on sabbatical leave for two terms are eligible for prorated merit increases based on the salary paid during the two terms. Per BP 3-65 Professional Development, the first term is paid at full salary and the second term at half salary. Based on this, the faculty member is eligible for a prorated merit increase of 75% of a Commendable rating share. Faculty members on sabbatical must meet the criteria set by the Board and System President in order to be eligible for merit increases. (Refer to BP 3-65 and SP 3-65 for more information on sabbaticals.)
       
   5. Faculty members with overloads beyond 30 credit hours in a contract year are compensated for the overload credit hours per the pay schedule for instructors. Overloads during the fall and spring semesters are paid at Level 1. Overloads are not part of a faculty member's base salary and cannot be used for computing base building salary increases.
       
   6. Non-provisional faculty members with teaching assignments during the summer are compensated at Level 3 of the instructor pay schedule. Provisional faculty members with teaching assignments during the summer are compensated at Level 1 of the adjunct instructor pay schedule. This compensation is not part of a faculty member’s base salary and cannot be used for computing base building salary increases. Any summer assignment other than teaching is compensated at the prevailing hourly rate.
       
   7. Retired Arapahoe Community College full-time Faculty with post-retirement teaching assignments are compensated at level 3 of the instructor pay scale.

Review and Appeal

1. New Faculty
    

   At the time a new faculty member is offered a contract, a copy of this procedure and the salary computation worksheet (See Appendix B: Computing Faculty Salaries for New Faculty) will be provided. It is the responsibility of the new faculty member to review his or her salary to see that it is in accordance with the provisions of this procedure. If a question of placement, advancement, or interpretation of the salary plan arises, a representative of Human Resources will explain to the faculty member how his or her salary was computed.
    

2. Review and Appeal
    

   Should any faculty member have questions or concerns regarding the salary computation, the first step is to request a meeting with a representative of Human Resources to review the computation. This review meeting shall occur within 10 calendar days of the start of the contract. If there are concerns after this review, the faculty member may appeal to the College President (or designee). A written appeal shall be made within 10 calendar days of the Human Resources review stating the nature of the concern, the steps taken by the faculty member to resolve the concern, the portion of the procedure the faculty member believes has been violated, and the requested resolution. The College President will review and respond within 10 calendar days from the date the request is received. The decision of the College President is final.

Faculty Senate Salary Committee

1. Definition and Composition
    

   The Faculty Senate President and/or Faculty Senate Executive Committee represent the faculty on all matters relating to faculty salary and compensation. The Faculty Salary Committee is part of Faculty Senate and functions as a Faculty Senate standing committee as stated in the Faculty Senate by-laws.  The Committee has no fewer than five members (at least one member from each School), elected by the faculty to serve two-year, staggered terms, plus one representative from the Faculty Senate Executive Committee. The Committee members are selected by September 15th of each year. The Committee elects its own chairperson.
    

2. Duties and Responsibilities of the Committee
    
   1. As charged by the Vice President for Instruction and Provost, or the Faculty Senate President, the Committee periodically reviews AP 3-55 Faculty Salary Plan and makes suggestions for modifications. Committee recommendations are forwarded to the Faculty Senate President and the Executive Committee for approval. The Faculty Senate President engages the entire Faculty Senate in discussion and approval. Once approved, the Faculty Senate President forwards the recommendations to the College President and Vice President for Instruction and Provost. The College President has final approval authority on ACC procedural changes. In the spirit of shared governance and open communication, the Committee may elicit feedback from Administration during the review and recommendation process.
       
   2. Upon request, or as charged by the Vice President for Instruction and Provost, or Faculty Senate President, the Committee may review Education / Professional Development Awards, department release levels, adjusted credit hours, interpretations of the Salary Plan, or other compensation issues. The Committee forwards its recommendations to the requesting party with a copy to the Faculty Senate.

APPENDICES

Appendix A - Education Awards for Relevant Graduate Degrees and Graduate Courses

Bachelor's Degree	Education Award
B.A. / B.S.	0
B.A. / B.S. plus 8 credit hours	1
B.A. / B.S. plus 16 credit hours	2
B.A. / B.S. plus 24 credit hours	3
B.A. / B.S. plus 32 credit hours	4

 

Master's / M.F.A. Degree / ABO	Education Award
Master’s	5
Master's plus 8 credit hours	6
Master's plus 16 credit hours	7
Master's plus 24 credit hours	8
Master's plus 32 credit hours	9
Master's plus 40 credit hours	10
Master's plus 48 credit hours	11
Master's plus 56 credit hours	12
Master's plus 64 credit hours	13
Second Master's	10
Second Master's plus 8 credit hours	11
Second Master's plus16 credit hours	12
Second Master's plus 24 credit hours	13
M.F.A.	10
M.F.A. plus 8 credit hours	11
M.F.A. plus 16 credit hours	12
M.F.A. plus 24 credit hours	13
Second M.F.A.	10
ABD (all but dissertation)	10

 

Doctorate	Education
Earned Doctorate	14

 

Appendix B - Computing Faculty Salaries for New Faculty

Note: New faculty are responsible for verifying that the computation of their salary is in accordance with AP 3-55.

1. Current ACC Minimum Starting Base Salary (MSBS)
    
2. If no B.A. or B.S., Subtract 2.6% MSBS:
    
3. Education Adjustment:

   Calculate 1.3% MSBS = value of award 
   Refer to Appendix A:  Education Awards for Graduate Degrees and Graduate Courses
   # of education awards beyond B.A. / B.S. (14 maximum)

   Multiply number of awards by value of award
    

4. Teaching / Work Experience Adjustment:
    

   Calculate 1.3% MSBS = value of award
   # years and site / industry may not exceed full-time for any period.
   1 year teaching experience = 30 semester hours or 45 quarter hours

   1. Calculate # years
       

      1 year industry / site experience = 2,000 paid hours
       

   2. Calculate # years
       
   3. Calculate total years (a + b):
       

      Multiply value of award by number of years total:
       

5. Add amount from "Marketplace Demand" (over)
    
6. Subtotal: Adjusted initial faculty salary
    
7. Total:
    

   Identify percent of contract (e.g., full-time= 1.0; 50% = .5):
   Multiply subtotal (#6 above) by percent of contract:

8. Percent adjustment
   Multiply MSBS by percent adjustment:
    

    

MARKETPLACE DEMAND: The Vice President for Instruction and Provost, Dean, Faculty Salary Committee Representative and Human Resources Representative will document any marketplace demand that is required for the position.

State rationale per AP 3-55:

Attributes of the Faculty Member:

Attributes of the Discipline or Program Area:

Dean's signature

Total adjusted initial faculty salary:

Name of person completing this computation form:

Date:

Name of Chair of Faculty Salary Committee (or delegate) reviewing this computation form:

Date:

Appendix C - Distinguished Faculty Nomination Form

Nominee:

Nominator:

The purpose of the Distinguished Faculty awards is to recognize Arapahoe Community College faculty members who demonstrate distinguished service to Arapahoe Community College through their excellence in teaching, dedication to student success, academic expertise, and leadership during their time at ACC.

Award:

Arapahoe Community College presents Distinguished Faculty Awards to a maximum of five faculty members per year, striving for representation across all schools of instruction. Each recipient will receive an engraved plaque and the choice of a monetary award or travel to a prestigious national conference (travel being equal in value to the monetary award) to be used within the fiscal year of the award, subject to any travel restrictions or availability of funds.

Deadline for Nomination:

Call for nominations will be emailed to the campus community no later than April 1st. Nominations are due to the Vice President for Instruction and Provost by April 15th of each year. Self-nominations are not permitted. Any college employee may nominate or co-nominate a faculty member for this award.

Nomination Criteria:

• Regular contractual faculty member
• A faculty member may receive the award only once in a two-year period

Selection Committee:

The Distinguished Faculty Selection Committee shall consist of the Vice President for Instruction and Provost, one representative from classified assembly, one representative from administrative assembly, Faculty Senate President, and one faculty member from each instructional school not represented by the Faculty Senate President.

Selection Committee Process:

The Distinguished Faculty Committee will review nominations and reach a consensus to select the awardees. The selection will be based on the following criteria: The nominee actively supports student success, models commitment to inclusive teaching and learning, demonstrates academic skill and expertise, and exemplifies leadership in the college/academic community. If needed, the Committee will gather additional information regarding the finalists from student evaluations, supervisors, faculty colleagues and the college community.

Awards Presentation:

The Distinguished Faculty Award will be presented annually during Fall Connections Week at Arapahoe Community College.

Nomination Form:

To nominate a faculty member for the Distinguished Faculty Award, please address how the nominee demonstrates excellence in the following areas. You may attach a typed addendum, of no more than two pages, to this form.

Commitment to Teaching and Learning - (Creates outstanding opportunities for learning and is committed to diversifying curriculum and examining course materials that are accessible to all students and are conscious of various identities. For example, opportunities are presented to students to learn from scholars of color and scholars from other marginalized backgrounds. Another example, demonstrates new ways to integrate technology and strives continually to integrate innovative teaching strategies.)

Supports Student Success - (Commitment to creating a sense of belonging for students to increase persistence and retention of students. For example, builds community with students, connects students with supportive resources, encourages students to embed cultural knowledge into their learning, conducts student advising, provides student mentoring, and promotes student accessibility.)

Academic Expertise - (Commitment to ongoing professional development. For example, incorporates real world concepts and applies new ideas into the teaching/learning process, and participates in equity-minded professional development.)

Leadership - (Modeling and advancing ACC's mission, core values, and inclusive excellence. For example, encourages lifelong learning, participates in activities that promote diversity, equity and inclusivity in the college, exemplifies integrity and promotes a sense of community.)

Appendix D - Department Chair Compensation and Coordinator and Program Chair Credit Release Levels

Department Chair Compensation:

Department Chairs will receive 20% of their base faculty salary as compensation for additional duties and working days. Any and all merit and cost-of-living increases will be applied to base faculty salary only. Department Chairs will teach 8-10 credits during the academic year.

Coordinator and Program Chair Credit Release Levels:

FTE calculations do not include CCCOnline or Concurrent Enrollment FTE

Credits cover a full academic year with a leading Summer semester. Program Chairs coordinate with department chair and director on how to distribute. For Program Chairs with summer responsibilities it is recommended that at least 1-2 credits are used in the summer semester.

Single Discipline Departments:

Single discipline departments are made up of a single discipline and are led by either a Director or Department Chair. The following departments are designated as single discipline departments: Automotive, Biology, Business, Computer Technology, Emergency Management Services, English, Law Enforcement Academy, Math, and Nursing.

Single discipline departments with over 200 FTE are eligible for Coordinators.

Coordinators will receive credit releases as follows:

• For programs with 201-250 FTE - 7 credits per year
• For programs with 251-400 FTE - 10 credits per year
• For programs with 401 FT or more - 14 credits per year

Multi-Discipline Departments:

Multi-discipline departments are led by a director or department, but also have program chairs to manage discipline-specific activities (see roles and responsibilities document). The following departments are designated as multi-discipline departments:
Allied Health; Art and Design; Arts, Humanities and Communication; Human Services, Natural and Physical Sciences, and Social and Behavioral Sciences.

Program chairs will receive credit release as follows:

• Health Programs - all programs - 13 credits per year
• CTE Programs - see Table 1
• General Education Programs - see Table 2

Table 1. CTE Program Chairs - Number of Credits for Program Chair Responsibilities

# of Sections Taught by PT Instructors	FTE Value 0-25	FTE Value 26-50	FTE Value 51-100	FTE Value 101-199
<15	6	10	12	14
15-25	7	11	13	15
>25	8	12	14	16

Table 2. General Education Program Chairs - Number of Credits for Program Chair Responsibilities

# of Sections Taught by PT Instructors	FTE Value 0-30	FTE Value 30-100	FTE Value 101-199
<20	3	7	10
20-40	4.5	8	12
>40	6	9	14

Additional Credits

• Outside programmatic accreditation +2 credits

Appendix E - Concurrent Enrollment Credit Release Calculations

General Coordination, Oversight and High School Relationships:

1. Serve as liaison to the disciplines and other areas of the college.

2. Attend meetings and training sessions.

3. Work with the CE Associate Dean and staff on scheduling, cancellations, and course additions.

4. Assist with promoting ACC through pathways and creating the college experience” within the high schools.

5. General relationship building with high school staff, parents, and students.

Instructors:

1. Review credentials.

2. Train.

3. Provide course materials and resources.

4. Review course materials created by the instructor. Provide on-going communication and observation feedback.

5. Handle student complaints.

6. Upload syllabi into CE D2L shell for documentation.

Instructor Observation:

Observe one class per academic year per CE instructor.
For example, an instructor who teaches two different courses would be observed once per year, and an instructor teaching three sections of the same course would also be observed one time per year.

Credit Release Calculations:

CE Liaisons will be compensated 0.5 credit hours per academic year for each CE instructor they oversee. The CE Liaison can determine the semester to receive the release in coordination with his or her Department Chair or Director. Final numbers for the CE instructors are not available until middle of Spring semester. Fall determination of release will be estimated. Once final release is determined, CE Liaison schedules will be adjusted accordingly that semester or the following semester.