Northeastern Policies and Legal Notices

NP 3-10b Employment Practices for Instructors and Faculty Overload

APPROVED: Mike White, President

EFFECTIVE: July 1, 2020

REVISED: October 31, 2022

Reference: Board Policy (BP) 3-10, System Procedure (SP) 3-10b

Application

This procedure applies to the employment of Instructors at Northeastern Junior College (NJC).

Definitions

  • Academic Field – Refers to the primary academic discipline in which instruction is delivered.
  • Academic Subfield – Refers to secondary or subsidiary areas commonly associated with primary disciplines in which the instruction is delivered.  
  • Department Chair – Refers to the supervisor of an academic department and may be titled Department Chair or Director.
  • Faculty are CCCS/NJC employees whose assignments are comprised of at least one-half of duties as a teacher (refer to BP3-10 and AP3-10a). 
    Instructors are CCCS/NJC employees hired to teach on a temporary as needed basis. Any such appointment shall be for less than one academic year (refer to BP3-10 and AP3-10a).
  • Concurrent Enrollment (Affiliate) Instructors are employed by a school district or high school. They meet the required minimum qualifications to teach college courses at a high school to students enrolled in concurrent enrollment courses.

Basis

The purpose of this procedure outlines employment practices for instructors at NJC and those faculty members teaching in overload.   While the majority of this procedure applies to instructors, qualifications and tiered pay are applicable to both instructors and faculty teaching in overload.

Procedure: Employment Practices

Recruitment and Selection Procedures for Instructors

Instructors serving in instructional programs will be chosen by the Department Chair, and will be approved by the Vice President of Academic Affairs (VPAA).  Because of their temporary nature, such positions may or may not be advertised on the College website or ApplicantPro.  

Job Requirements for Instructors

Instructors are expected to support the mission, vision, philosophy, and goals of the college. They are expected to create positive and active learning environments in their classrooms and laboratories. They should have high expectations of their students and themselves. Instructors must realize that they contribute directly to student success, retention, transfer, and graduation based on their abilities in the classroom. They must treat all students fairly and with respect.  They must understand that students have different learning styles and must strive to provide variation in their teaching methods so that all students have the opportunity to learn and succeed. They are expected to cooperate with other faculty, staff, and the community to make it possible for NJC to achieve its stated vision and philosophy. 

Position Functions

  1. Provide effective classroom instruction as measured by student success and persistence rates.  Instructors must demonstrate an ability to inspire students to learn.
  2. Accept responsibility for learning about, contributing to, and supporting the assessment of student academic achievement at the college, program, and course level.
  3. Be acquainted with and observe practices and procedures set out in NP 3-31: Evaluation of Faculty Job Performance
  4. Facilitate regular communications by reading all e-mail messages and responding in a timely fashion.
  5. File copies of course syllabi for all classes with their Department Chair and Administrative Assistant within the first two weeks of the start of the course.
  6. Maintain effective security measures with regard to examinations and testing materials.
  7. Utilize the college’s Learning Management System (D2L/Daylight) for all courses and maintain student grades in the D2L gradebook. Grades must be posted to D2L in a timely manner in order to keep students informed of their progress and grade status throughout the course. Instructors must record student information and grades in a confidential way so as to protect the student’s identity.
  8. Report no-show attendance, mid-term grades, and final grades according to announced deadlines. 
  9. Follow the published final exam schedule.  The appropriate Department Chair must approve any variation.
  10. Become acquainted with library materials and audio-visual aids that are available to improve teaching.
  11. Document the last date of attendance and/or last date of class activity for all students.
  12. Be familiar with emergency response plans and procedures.

Position Standards

  1. Appropriate degrees and credentials are required for the discipline or position (see Faculty and Instructor Qualifications below).
  2. Prior academic/work experience in an accredited institution of higher education is preferred.
  3. Career and Technical Education (CTE) Instructors must be eligible for the CTE credential in their area of expertise (CTE Credential Application)
  4. Experience in teaching a diverse population is preferred.
  5. Knowledge of and experience with computer programs is required.
  6. Experience in the world of work, business, industry, or government that applies to the discipline is highly desired.
  7. Each instructor is expected to provide official transcripts to the Human Resource Office upon hiring and anytime subsequent coursework is completed.
  8. Completing training as indicated by Human Resources is required.
  9. Completing training regarding web accessibility and adhering to established guidelines for preparing and posting materials to course shells, web pages, etc. is required.

Position Location

Instructors may work at the Sterling campus, Yuma campus, or remotely depending upon the specific requirements of the position announcement.

Equipment Used

Telephone, Cell Phone, Personal Computer, and vehicle for travel.

Amenities

Part-time/temporary Instructors are eligible for, mailroom, material reproduction services, NJC library services, administrative assistant services, office space (if available), and use of equipment. In addition, they and their immediate family members will receive free attendance at on-campus events with presentation of a valid college ID card.  Requests for any other privileges or services should be brought to the attention of the appropriate Department Chair and approved by the VPAA.

Faculty and Instructor Qualifications

The qualifications discussed below are the minimum requirements to demonstrate academic preparation and content expertise in a discipline/program. Additional minimum and/or preferred qualifications may be listed in job announcements and utilized in the recruitment and selection of faculty and instructors.

  1. General Education: Minimum qualifications include a master’s degree or higher in the discipline or related subfield (as determined by the discipline/program) from an accredited college or university. If a faculty candidate or instructor holds a master’s degree or higher in a discipline or subfield other than that in which he or she is teaching, that faculty member or instructor must have completed a minimum of 18 graduate credit hours in the discipline or subfield in which they teach. Some disciplines/programs may utilize tested experience as qualification in lieu of the master’s degree.
  2. Developmental (below 100 level): Minimum qualifications include completion of a program of study from an accredited college or university in the discipline or subfield (as determined by hiring discipline/program) in which the faculty member or instructor teaches, with coursework at least one level above that of the courses being taught or developed.
  3. Career and Technical Education (CTE):  Completion of a Masters, Bachelors, or Associates degree in a field related to the credential area. Must include adequate technical preparation (18 semester hours of related coursework) for the pathway or possession of valid/current state or national industry license or certification in the appropriate skill or trade area.  CTE Instructors must be eligible for a CTE credential per CCCS requirements, this includes verifiable paid or unpaid occupational experience in the credential area within the last 7 years – except for applicants in the Health Sciences area where experience must be 4,000 hours of paid experience within the past 5 years. 
    1. An applicant with a related Bachelors degree or higher – 2,000 hours
    2. An applicant with a related Associate’s degree or industry license or certification  – 4,000 hours
    3. Nursing applicants should talk with the Director of Nursing about program specific qualifications.

Process for Verifying Instructor Qualifications

Qualifications are reviewed by faculty and administrators within Academic Affairs who have the specific discipline/program knowledge and expertise to determine appropriate content area and courses to be taught by faculty or instructors. (Note: Reviewers may use unofficial transcripts, however, official transcripts will be requested as part of the onboarding process and must be submitted by the instructor to Human Resources.)

Instructors: In order to determine that an Instructor meets the minimum qualifications, the discipline/program area’s evaluation methods (e.g. the instructor’s resume/CV and transcripts) are utilized in a review process. The Department Chair completes the review and determines whether or not the requirements are met as well as the content areas and/or specific courses the instructor is qualified to teach. To document the qualifications review process, the supervisor completes the Request to Hire Instructors. The signed document is forwarded to the VPAA for signature, and then sent to the Human Resources office and is maintained in the instructor’s employment file. A copy is kept by the Department Chair.

Concurrent Enrollment (Affiliate) Instructors: The Concurrent Enrollment Director receives applications and supporting documentation, including resume/CV and transcripts, from the school district or high school and forwards all materials to the Department Chair in for the discipline/program in which the Affiliate is applying to teach. The Department Chair reviews the application and supporting documentation, and determines whether or not the requirements are met as well as the content areas and/or specific courses the instructor is qualified to teach. To document the qualifications review process, the supervisor completes the Request to Hire Instructors. The signed document is forwarded to the VPAA for signature, and then sent to the Human Resources office and is maintained in the instructor’s employment file. A copy is kept by the Department Chair and the Concurrent Enrollment Director.

Process for Verifying Changes to Instructor or Faculty Qualifications

Faculty and instructors who earn additional credentials and become qualified to teach in other content areas or disciplines/programs beyond the ones they were hired for, must submit required documentation to the Department Chair. The Department Chair reviews the documentation and if the qualifications are met, completes the Personnel Requisition/Change form. The updated form should include both the new and previously approved disciplines/programs and/or courses. Once completed, the Department Chair forwards the form and the supporting documentation to VPAA for signature. The signed document and supporting documentation are forwarded to Human Resources. Copies of the form and supporting documentation are maintained in the department and Human Resources employment files.

Concurrent enrollment instructors who earn additional credentials and become qualified to teach in other content areas or disciplines/programs beyond the ones they were approved for, must submit appropriate documentation to the Concurrent Enrollment Director. The Concurrent Enrollment Office forwards the documentation materials to the Department Chair in the discipline/program who reviews, and if the qualifications are met, completes the Personnel Requisition or Change Form. The updated form should include both the new and previously approved disciplines/programs and/or courses. Once completed, the Department Chair forwards the form and the supporting documentation to VPAA for signature. The signed document and supporting documentation are forwarded to Human Resources. Copies of the form and supporting documentation are maintained in the department, concurrent enrollment office, and Human Resources employment files.

Tested Experience

The following guidelines apply to all Faculty and Instructors whose primary responsibility is teaching.

Faculty and Instructors teaching in undergraduate programs should possess an academic degree relevant to what they are teaching and at least one level above the level they are teaching.  Faculty members and Instructors teaching general education courses, or other generally transferrable courses, should hold a master's degree or higher in the discipline or subfield.  If a faculty member or instructor holds a master’s degree or higher in a discipline or subfield other than that in which he or she is teaching; i.e. education, then they should have completed a minimum of 18 graduate credit hours in the discipline or subfield in which they teach.

Faculty and Instructors teaching career and technical education courses are required to obtain a Career and Technical Education Credential.  Such credential takes into account the academic preparation, verified occupational work experience, and applicable licensure the faculty member or instructor has attained.  The credentialing guidelines are set forth by the Colorado Community College System.

The Department Chair wishing to hire a candidate who does not meet the qualifications stated above, must complete and submit the Tested Experience Approval Form for signature to the Director of Concurrent Enrollment (if applicable), Department Chair, VPAA, and College President. Once all signatures have been obtained, the original document will be forwarded to Human Resources to be kept in the employee file and copies send to each signatory.

The Higher Learning Commission provides guidelines for using tested experience as a basis for determining qualified faculty.

Tested experience must be significant in terms of the scope, duration, currency, and responsibility.  The college feels the appropriate length of tested experience will vary by discipline and subject.  Thus, the college will allow each department to determine the appropriate length for tested experience and this will be stated in each position announcement.  The tested experience must clearly relate to the content of the course(s) the faculty member or instructor is hired to teach. Tested experience is an enhanced measure of qualifications when coupled with graduate course work in the teaching area and or professional certifications, licensure, industry or discipline recognitions, etc. 

It should be noted that teaching experience, regardless of the length or classroom success, is not sufficient by itself to qualify a faculty member or instructor as tested experience.  It is not a substitute for content knowledge needed to teach at the college level.  

As required by HLC standards, care must be taken to assure that the faculty member or instructor is not assigned to teach outside the area of tested experience.  Academic credentials are the primary indicators of a faculty member or instructor’s minimum qualifications and tested experience is a secondary criterion by which faculty qualifications are judged.

Faculty and Instructors are hired to teach in an Academic Field and must have the appropriate qualification for the Academic subfield in which they teach. For example, in business the subfields include management, marketing, accounting and finance; in mathematics, the subfields include physics, engineering, and statistics; and in psychology, the subfields include counseling and clinical mental health.

The college has identified appropriate subfields for all the primary disciplines offered.

Performance evaluations

All Instructors will be evaluated by the Department Chair at least annually while a Tier 1 Instructor. Department Chairs should closely monitor a Tier 1 instructor’s first teaching course and provide feedback and mentoring as appropriate, but a formal performance evaluation is not required until the annual anniversary. Tier 2 and Tier 3 Instructors will be evaluated every two years at a minimum.

Instructor Performance Evaluations will include classroom observations by the Department Chair and student course evaluations. The instructor will be provided feedback from the Department Chair observation within a week of the observation. At the conclusion of the course, the Department Chair will provide the Instructor with a written evaluation that includes a classroom observation by the Department Chair, student course evaluations, and feedback from the Department Chair on meeting the requirements of the position.

Workload Guidelines

Instructors will not teach more than 9 credit hours per semester or 18 credit hours per academic year.  The College President’s written approval is required to exceed this amount.

Employee records/files for Instructors

Instructors are responsible for filing copies of the course syllabi, all tests, and final grades with the respective Department Chair. Syllabi should be submitted within 2 weeks of the course start date and tests and final grades should be submitted within two weeks of the course end date.

The Department Chair will maintain a file for each Instructor that contains their CTE credential (if applicable), student course evaluations for each class, the Instructor Performance Evaluations, a record of professional development attended, and recommendations for advancement to the next Instructor tier.

Procedure: Compensation

Instructors will be compensated according to the annual addendum to this procedure.

Tiered Compensation

The criteria for Instructor tiered-compensation consists of several components including time in service, satisfactory professional development, performance evaluation, and Department Chair recommendation.

  1. Tier I:  All instructors will begin at Tier I unless the instructor can document an ending tier level at another Colorado Community College System institution within the past five years, in which case a tier-level pay increase will be considered. 
  2. Tier II:  Instructors who complete at least 4 semesters (may include summers) and 24 credit hours of teaching experience at NJC, and attend a minimum of 12 hours of professional development activities may apply for Tier II pay-level.
  3. Tier III:  Instructors who complete at least 8 semesters (may include summers) and 48 credit hours of teaching experience at NJC, and attend a minimum of 18 hours of professional development above and beyond the professional development used to qualify for Tier II may apply for Tier III pay-level. 
  4. Satisfactory performance evaluations from all evaluations mentioned in the Instructor Performance Evaluations section of this procedure are required for a tier increase.
  5. Department Chair recommendation to move to the next level is required for all tiers.

Instructors are entitled to a 3% base pay increase after the completion of Tier 1 and Tier 2.

Multi-college Instructor

Instructors who teach at NJC and another CCCS college or CO-Online will be paid at the highest Tier earned by the Instructor at NJC or another college. The college is not required to match the rate of pay (pay amount) for each Tier. However, the college must pay at the highest Tier attained.

Course Cancellation

When a course is cancelled or removed from an instructor’s schedule, for no fault of their own, within fourteen (14) calendar days of the start of the semester the College and/or CO-Online will compensate the instructor 10% of the pay for the course to account for time and effort to prepare for the course. This payment will be made in the next available pay period. Due to processing deadlines, the next available pay date made be after the next actual pay date.

Payment for additional activity

Instructors who participate in additional activities that are eligible for pay will submit a notice of attendance by e-mail to their Department Chair and Human Resources (humanresources@njc.edu). Activities eligible for pay at the non-teaching rate include those activities required for advancement (Tiered Compensation), activities involved with official representation, and activities associated with the System-wide Instructor Advisory Council. Instructors may be paid for additional activities as determined by the Department Chair with the approval of the VPAA. Additional pay will be paid on the next available pay date. Due to processing deadlines, the next available pay date made be after the next actual pay date.

Procedure: Representation and Participation

Committee Representation

Instructors who represent fellow Instructors on College committees will be compensated for their participation at the non-teaching rate. Instructors who choose to participate in college committees or in meetings may be compensated.

Notice of Events

Instructors will be notified of events and professional development opportunities via e-mail. Additional notification may come from their supervisor or Department Chair.

Official representation

Instructors have two opportunities to be officially represented at NJC in order to advise College leadership on issues related to Instructors.

  • Faculty Senate
  • Learning Services

In the fall of each academic year, Instructors will be informed of the open positions via e-mail and have an opportunity to nominate themselves or another Instructor. Once all nominations are received, Instructors will then have an opportunity to vote for the candidate via Outlook Voting Buttons. The Instructor who receives the most votes will be assigned to the appropriate position for the academic year.

System-wide Instructor advisory council

The Chancellor has established a System-wide instructor advisory council with instructor representatives from the Colleges and CO-Online.  The instructor representatives will be chosen to serve on the Council by their fellow instructors as established by each College. The purpose of the council will be to advise System leadership on issues related to instructors. Members of the Council will be compensated by the System office for their participation, as well as receive travel per diem.

Revising this Procedure

NJC reserves the right to change any provision or requirements of this procedure at any time and the change shall become effective immediately.

Revision Notes

October 2022

  • IP 3-10b was changed to NP 3-10b to align with the current procedure identification format.
  • Minor grammatical edits were made.

Clarification of where the annual Instructor Pay Scale would be located (annual addendum to this procedure).