3.7 Contents

• 3.7.0 Teaching Effectiveness
• 3.7.1  VHCC Policy and Procedure
  • Purpose
  • Areas of Evaluation
  • Evaluators and Weighing of Areas Evaluators
  • Sources of Information – Faculty
    • Criteria
    • Administration of Evaluation
    • Promotion Procedures
    • Action Plan (Faculty and Administrators)
  • Timetable
  • Other Information
  • Documentation
  • Contingency Promotions
  • Part time Faculty Responsibilities
    • Teaching Load
    • Orientation
    • Professional Development
    • Office Space
  • Appointment Proposal and Rank and Salary Proposal
  • Change of Status of Faculty Personnel
  • Normal Minimum Criteria for Faculty Rank
  • Procedures for Reallocation of Administrative and Professional Faculty Positions

3.7.0 Teaching Effectiveness

The College defines what constitutes effective teaching through its faculty evaluation process. Components of teaching effectiveness include but are not limited to:

1. Performance in the classroom;
2. Continuous updating, improvement, and innovation in teaching materials, methods, and assignments;
3. Maintenance of regular office hours, at times convenient to students; and
4. Advisement of students.
   

3.7.1.0 Purpose

The evaluation of faculty members serves four purposes: Evaluation of job performance, Eligibility for continued employment, Eligibility for promotion,
Eligibility for merit salary increases

3.7.1.1 Areas of Evaluation

1. Teaching Faculty
   
   
   1. Instruction: Classroom teaching and related areas, including office hours and preparation.
   2. Curriculum Development and Instructional Improvement: Work done to upgrade courses and/or teaching methods.
   3. Service to College: Committee work, support of College activities, and of other functions.
   4. Professional Contributions: Upgrading of professional expertise, sharing of professional expertise, and other professional activities, including community services.
   5. Advising
    
2. Administrative Faculty
   
   
   1. Effectiveness in completing assigned College goals and objectives
   2. Performance of the tasks delineated in the appropriate job description.
   3. Service to College: Committee work, support of College activities, and of other functions.
   4. Professional Contributions: Upgrading of professional expertise, sharing of professional expertise, and other professional activities, including community services.
   5. Ability to establish and maintain positive professional relationships.
   6. Adherence to policies, procedures, and regulations.

3.7.1.2 Evaluators and Weighing of Areas Evaluators may include self, students, peers, or persons in the faculty member's line of appeal (as defined in the Faculty Grievance Procedure). Peers will be defined as faculty members, instructional assistants, and administrators not in the faculty member's line of appeal. Evaluators for administrators may include self, peers (other administrators not in the faculty member's line of appeal), and immediate supervisors in the line of appeal.

1. Teaching Faculty
   
   The following guidelines will apply to the weighing of different areas:

Classroom teaching will count as 75-90% of the total evaluation. Of this percent, the following sources may be weighed as follows:
1. Student evaluations may count 20-70% Student evaluations are averaged by individual student scores for each question.
2. Self evaluation may count 0-10%.
3. Peer evaluation may count 0-40%.
4. Supervisor evaluation may count 20-50%.

 Other areas of evaluation will count as 10-25% of the total evaluation. The sum of contributions in these areas may be evaluated as follows:

1. Self evaluation may count 0-30%.
2. Peer evaluation may count 0-60%.
3. Supervisor evaluation may count 20-70%.

At a pre-evaluation conference held prior to November in the Fall Semester, faculty members in consultation with their supervisor, choose the weights deemed appropriate within the guidelines listed above. The sum of the percents in each of the areas, A and B, will be 100. The sum of the weights given to areas A and B will be 100.
 

2. Administrative Faculty
   
   Administrative Faculty are evaluated according to the following:
   1. Weight of Evaluation:
   1. Self evaluation may count 0-10%.
   2. Peer evaluation may count 0-40%.
   3. Supervisor evaluation may count 50-75% (or 50-90% by mutual consent).
       
   2. Criteria for Evaluation:
   
   These evaluations must include criteria for evaluation listed in the Faculty and Staff Manual (see Section 3.7.1.3.1). These evaluations will also include the completion of assigned goals and objectives. The total of the above three weights will be 100%.
    
   3. Other Sources of Evaluation used for Division Deans.
      
      Division Deans may also be evaluated as follows:
      
      At the time of evaluation the Vice President of Instruction and Student Services shall request from the faculty working under a Dean, a signed memo or statement of evaluation for that particular Dean according to appropriate job description, goals and objectives, and criteria as stated in Section 3.7.1.3.1 of the Faculty and Staff Manual. This statement should be confined to areas of job performance of which the faculty member has direct knowledge. The Vice President of Instruction and Student Services shall preserve, within the limits of the law, by the use of a removable sheet, the anonymity of the faculty member. All unsigned or otherwise anonymous forms shall be discarded unread. The information thereby solicited shall be used at the discretion of the Vice President of Instruction and Student Services.

3.7.1.3 Sources of Information – Teaching Faculty

1. Evaluation of classroom instruction: (75-90% of total evaluation).

 
1. Student opinion: Students will have input through student evaluations.
    
2. Evaluation by supervisor and peers (optional)


Information may be collected in any of the following ways as requested by either the faculty member or division dean.
1. Examination of course materials
2. Interview with instructor
3. Interview with classes
4. Interview with representative students
5. Interview with specified member of the college community
6. Class visitation (the supervisor will observe full-time faculty each year until they receive a multi-year
contract and each time faculty members are eligible for an additional multi-year contract)
7. Other ways deemed relevant by the evaluator, subject to the consent of the faculty member and division dean
    
3. Self evaluation: The faculty member will complete the self evaluation form.
    
2. Additional areas of Evaluation: Service to the College; professional contributions; curriculum development and instructional improvement; and advising (10-25% of total evaluation).
   
   These areas will be assessed by peers and/or supervisor as chosen by the instructor and/or supervisor in a manner consistent with the guidelines in Section 3.7.1.6 D.  Peer evaluator (s) may seek information from student, faculty, division dean, and individuals specified by the faculty member or division dean. Upon consideration of all information the peer evaluator will arrive at a numerical rating consistent with the criteria outlined in Section 3.7.1.3 and will write a narrative summary of the reasons for that rating.
   

3.7.1.3.1 Criteria

The evaluation provided in the College plan includes, but is not limited to the following criteria:

1. Effectiveness in the performance of the tasks delineated in the appropriate position description;;
    
2. Effectiveness in establishing and maintaining positive professional relationships with colleagues, supervisors, students, and the community;
    
3. Maintenance of a current competence in the particular discipline or field of specialization; and
    
4. Adherence to policies, procedures, and regulations of the College and the Virginia Community College System.
   

The following guidelines govern the use of all evaluation forms.

1. An average rating of 1.4 or better constitutes "excellent" performance..
    
2. An average rating of 2.0 or better at least "very good" performance.
    
3. An average rating of 2.5 or better at least "good" performance.
    
4. An average rating of 3.0 or better at least "fair" performance.
    
5. An average rating of greater than 3.0 constitutes "unsatisfactory" performance.

In non teaching areas the evaluator will assign a number between 1 and 5. The criteria given here are meant to serve as examples and are not intended to be exhaustive. A rating of 1 may be achieved by excellent service in one area or by cumulative service in a combination of areas.

3.7.1.3.1.0 Teaching Faculty

1. Service to the College: A rating of 1 would be given to the faculty member who:

 
1. Regularly attends Faculty Senate meetings and all other College committees of which he or she is a member and is actively involved in the work of these groupss
    
2. Willingly takes on committee work and follows through with it
    
3. Conceives, organizes, or implements College functions and activities
    
2. Professional contributions: A rating of 1 would be given to the faculty member who is:

 
1. Actively engaged in improving his or her teaching either informally or through taking courses in or related to his or her teaching area, or
    
2. Actively involved in sharing his or her expertise with others as evidenced by publication or extensive involvement in professional organizations.
    
3. Actively participates or provides leadership in community groups such as churches, civic organizations, and service organizations that are not necessarily related to the faculty member's professional expertise, or
    
4. Is actively involved in community activities that are related to the faculty member's professional expertise.
    
3. Advising: A rating of 1 would be given to the faculty member who:

 
1. Regularly corresponds with their advisees on a timely basis.
    
2. Meets with advisees at scheduled times and conferences and assists them in preparing an appropriate class schedule and provides appropriate academic advising.
    
4. Curriculum development and instructional improvement: The necessity for efforts in this area, and the work required to accomplish what is needed, varies considerably from one teaching situation to another. This makes specific criteria difficult to establish.
   
   Therefore, efforts in this area will be evaluated in a manner consistent with comparable efforts in the areas listed above.

3.7.1.3.1.1 Administrative Faculty

In administrative areas the evaluator will assign a number between 1 and 5. The criteria given here are meant to serve as examples and are not intended to be exhaustive. A rating of 1 may be achieved by excellent service in one area or by cumulative service in a combination of areas.

1. Service to the College: A rating of 1 would be given to the administrator who:

 
1. Regularly attends assigned/or called meetings and all other College committees of which he or she oversees or is a member and is actively involved in the work of these groups.
    
2. Willingly takes on committee work and follows through with it.
    
3. Conceives, organizes, or implements College functions and activities.
    
2. Professional contributions: A rating of 1 would be given to the administrator who is:

 
1. Actively engaged in improving his or her administrative skills or expertise either informally or through taking courses in or related to his or her administrative area, or
    
2. Actively involved in sharing his or her expertise with others as evidenced by publication or extensive involvement in professional organizations.
    
3. Actively participates or provides leadership in community groups such as churches, civic organizations, and service organizations that are not necessarily related to the administrator's professional expertise, or
    
4. Is actively involved in community activities that are related to the administrator's professional expertise.
    
3. Effective in the performance of the tasks delineated in the appropriate position description: A rating of 1 would be given to the administrator who effectively and successfully carried out ninety percent (90%) of each of the assigned job elements constituting the individual position description.
    
4. Effectiveness in completing assigned goals and objectives: A rating of 1 would be given to the administrator who completed ninety percent of assigned goals and objectives absent mitigating circumstances.
    
5. Effectiveness in establishing and maintaining positive professional relationships with colleagues, supervisors, students, and the community: A rating of 1 would be given to the administrator who maintained positive professional relationships with the above constituent groups consistently--absent documented negative patterns or a documented and exceptional instance to the contrary.
    
6. Effectiveness in maintaining a current competence in the particular discipline or field of specialization: A rating of 1 would be given to the administrator who actively engaged in improving his or her knowledge and expertise in the discipline or field of endeavor most closely related to current position.
    
7. Effectiveness in adhering to policies, procedures, and regulations of the College and the Virginia Community College System: A rating of 1 would be given to the administrator who consistently followed the appropriate policies, procedures, and regulations.

3.7.1.3.2 Administration of Evaluation

Evaluation inputs are collected at the times specified in the timetable. The supervisor is responsible for weighing the inputs and considering them prior to the conference.

Prior to November 1 of each year the Deans or Supervisor will schedule a pre-evaluation conference with individual faculty or administrator to determine the exact procedures and weights assigned to each area.

During the evaluation conference, the faculty member, administrator, or adjunct faculty member will be informed of the evaluation rating for position performance being recommended by his immediate supervisor and reasons for the rating. The rating categories will be as follows: Excellent, Very Good, Good, Fair, and Unsatisfactory. The faculty or adjunct member will be provided the opportunity to respond to the evaluation rating and to offer a rebuttal.

The supervisor and faculty member will review the faculty member's or administrator's eligibility for promotion. The criteria for promotion include job performance, college training, experience, professional activities, and community activities. The faculty member or administrator will be provided the opportunity to respond and offer a rebuttal.

A comprehensive written summary of the evaluation conference giving specific reasons for the evaluation will be sent to the employee. The faculty member or administrator will be provided the opportunity to respond to the supervisor's comprehensive evaluation. A final report, including the supervisor's written evaluation, promotion recommendation (where applicable), multi year contract recommendation, and the employee's written response (if any) will be sent to the Vice President of Instruction and Student Services (for teaching and non administrative faculty) or to the President of the College (for administrative faculty). A faculty member who is promoted shall not be paid less than the overload rate, as determined by this policy, had no promotion occurred.

3.7.1.3.3 Promotion Procedures

Recommendations by supervisors of faculty or administrative faculty members eligible to be promoted to the ranks of Instructor and Assistant Professor will be reviewed by the Vice President of Instruction and Student Services. Based upon the Dean of Instruction and Students evaluation of the eligibility for promotion criteria enumerated in the Faculty and Staff Manual, the Dean will recommend to the President those persons who the Dean feels are eligible to be promoted to these positions. The President will review the recommendations of the Vice President of Instruction and Student Services and recommend to the State Board for Community Colleges the promotion of those whom the President determines to be eligible.

The files of teaching or administrative faculty recommended for multi-year appointment and/or to the ranks of Associate Professor and Professor will be reviewed by an ad hoc committee appointed by the President from the Hearing Committee Panel. Recommendations by the Committee will be submitted to the President. The President will review these recommendations and recommend to the State Board for Community Colleges the granting of multi-year appointments and promotion to the ranks of Associate Professor and Professor for those determined to be eligible. In making recommendations the President will be guided by budgetary considerations and applicable personnel policies.

The following timetable shall apply to the evaluation procedure.

1. Fall Semester


Teaching Faculty

Pre-Evaluation Conference
1. The Dean or supervisor will ask each faculty member in the department or division to specify his or her methods of evaluation, timing of distribution of student or request for peer evaluation opinionnaires. (Fall or Spring or both) choice of evaluators, and weight given to each (see guidelines). Each evaluator will function as outlined below. The pre-evaluation conference should be held prior to November 1.
    
2. Peer evaluators will be chosen as specified in Section 3.7.1.6 D.
    
3. Student opinionnaires may be distributed in the Fall Semester during the second full week preceding final exams. Faculty members choosing to distribute student opinionnaires in the Spring Semester will do so by the second week in February. Changes in this schedule may be approved by the division chair.
    
4. Recommendations will be made for promotions and contracts for the next year (based on evaluation conferences held the preceding spring).

Administrative Faculty


1. The supervisor will ask each administrative faculty employee to specify the method of evaluation, i.e., whether supervisor, peer, and self, or other combinations mutually agreeable and the weights given each. Each evaluator will function as outlined below. The pre-evaluation conference should be held prior to November 1.
    
2. Peer evaluators will be chosen as specified in Section 3.7.1.6 D.
    
3.  All evaluation materials (both peer and self) should be presented at least five (5) working days before evaluation conference.
    
4. Recommendations will be made for promotions and contracts for the next year (based on evaluation conferences held the preceding spring.)
    
2. Spring Semester


Teaching Faculty

1. Peers, if chosen, and/or supervisor evaluators, if chosen, will complete their work by the last week in February.
    
2. Faculty evaluated during Fall Semester will submit reports and rebuttals to the Vice President and President.
    
3. Student opinionnaires should be distributed by the second week in February for faculty who choose Spring distribution. Changes in this schedule may be approved by the Dean.
    
4. Contracts will be prepared (based on evaluation conferences held the preceding spring).
    
5. Contingency conditions for promotion must be submitted to the Ad Hoc Appointment Advisory Committee by March 1 of each year. (See Contingency Promotions )
    
6. Faculty evaluation conferences will be held with supervisors by April 15.
   
   
7. Faculty will submit reports and rebuttals to the Vice President and President.

Administrative Faculty
1. Peers (if chosen) and supervisors should complete their work by the end of March.
    
2. New administrators evaluated during the fall should submit rebuttals to the Dean and President.
    
3. Contracts shall be prepared for administrators based on evaluation conferences held in the previous spring or fall semesters for new administrators.
    
4. Contingency conditions for promotions must be submitted to the Ad Hoc Appointment Committee by March 1 of each year. See Contingency Promotions .
    
5. Administrators should submit reports and employee rebuttals to the Vice President of Instruction and Student Services and the President by June 1.

First-year Faculty/Administrators

First-year faculty/administrators will be evaluated during both Fall and Spring Semesters and the following exceptions: the evaluation procedure shall be the same as that for other faculty/administrators with the following exceptions:
 
1. Peer evaluation: if chosen, will require that the Dean or Supervisor choose evaluators by the fifth week: peer evaluators will complete their work by the end of the second week preceding final examinations for Fall Semester for teaching faculty and December 1 for administrators.
2. The evaluation conference will take place prior to final examinations for that semester for teaching faculty and December 10 for administrators.

Adjunct Faculty

Adjunct faculty represent an integral component of VHCC's academic programs. The College depends upon the expertise of these individuals to broaden the scope of its academic offerings. In order to maintain a core of quality adjunct faculty, evaluation of their instruction is necessary. Adjunct faculty will be evaluated at least once a year by their respective supervisors. New adjunct faculty members should be observed during each semester of their first year of teaching, once during their second year of teaching, and once every two years thereafter. This evaluation will be based upon specific criteria including classroom instruction, personal attributes, and consideration for student/ individuals as a person. The supervisors will provide the adjuncts with written and/or oral feedback regarding their performance.

Faculty may submit reports or rebuttals to the Vice President and President. In consultation with the supervisor the faculty shall submit an action plan in accordance with Section 3.7.1.4 - Action Plan

Distance Education

Each semester or summer term, Deans will ensure that all division faculty teaching Distance Learning courses distribute to students the Distance Education Evaluation of Instruction Form. This form is available on the LAN and may be distributed either as hard copies or electronically through e-mail.

To ensure student anonymity, completed student evaluation of instruction forms should be submitted directly to the respective Dean’s office. For synchronous video courses, the instructor should designate a student in the class or a colleague to collect all forms and submit them to the appropriate division office. For asynchronous packaged, video telecourses, and web-based courses, the individual students should return the completed form either by delivering the hard copy in person or by submitting it through e-mail to the appropriate division office.

As with all other student evaluations, the Deans are responsible for reporting to the faculty the results of the survey. The faculty are responsible for using the results to modify and improve their distance learning courses through the completion of an action plan each year.

Once the Deans have collected all of the completed forms, analyzed and reported the results to the faculty, the Deans should then forward the forms to the Coordinator of Academic Computing and Technologies who will enter the information into a data base. The hard copies of original forms will be maintained on file by the Coordinator of Academic Computing and Technologies for three years, then discarded.

3.7.1.6 Other Information

Each evaluator will function as follows:

1. Students: Forms will be administered as scheduled above. A faculty member may, with permission of the Dean, withhold evaluation forms from students who missed one-half or more of the class meetings, and may arrange for students that miss evaluation to complete a questionnaire.
    
2. Self: Self evaluation will employ the Evaluation of Teaching form which will be completed and submitted to the Dean at least twenty-four hours before the evaluation conference.
    
3. Supervisor: The supervisor will employ the responses with the faculty member at the evaluation conference.
    
4. Peers: Peer evaluators will be chosen as follows: The faculty member and supervisor will agree on a number of peer evaluators: this number will be three or more. The faculty member will submit to the Dean names of faculty members whom he or she believes to be qualified to conduct the evaluation. The number of proposed peer evaluators submitted will exceed those chosen by at least two. The Dean will make final selection of peers and their names will be kept confidential.

3.7.1.7 Documentation

All contributions specified by the faculty member and/or those considered by the Dean will be enumerated and briefly documented. The Dean will specify the faculty member's numerical rating and the rationale behind it. This record will be kept on file the three years.

3.7.1.8 Contingency Promotions

1. March 1 shall be the deadline for faculty to submit materials for contingency plans to the Ad Hoc Appointment Advisory Committee.
    
2. Any recommendations by the Ad Hoc Appointment Advisory Committee concerning faculty who have submitted contingency plans should be made to the President immediately following the adjournment of the reconvened session of the Virginia General Assembly.
    
3. All contingency plans for promotion must have the recommendations of the Dean and the Vice President of Instruction and Student Services prior to the submission to the Ad Hoc Appointment Advisory Committee.
    
4. In the event of failure to complete contingency plans no punitive conditions will be attached at this time; however, this situation should be reviewed by the Faculty Evaluation Committee annually to determine if such measures are needed.

3.7.1.9 Part time Faculty Responsibilities

In addition to fulfilling teaching responsibilities, part time faculty are usually required to provide for student advising and related activities a minimum of one hour per week for each course credit taught.

This requirement may be met in several ways:

1. part time faculty may be available in the classroom the required number of office hours before and/or  after the normal hours for the course if the classroom is available at such hours;
    
2. part time faculty may have space in a "gang" or group office where a desk or file drawer may be available to the part time faculty member;
    
3. part time faculty may share the regular office of a full time member; and/or
    
4. any other appropriate arrangement for part time faculty office hours. The office hours of the part time faculty members should be announced to the class, should be on record in the office of the Vice President of Instruction and Student Services, and should be posted on or near the classroom or office to be utilized by the part time faculty member for office hours.
    

3.7.1.9.0 Teaching Load

The normal teaching load for an adjunct faculty member shall be no more than 10 semester hours each fall or spring semester and no more than 9 semester hours during the summer semester. Exceptions to this policy must have prior approval in writing from the Vice President of Instruction and Student Services.

3.7.1.9.1 Orientation

All adjunct faculty will receive a copy of the Adjunct Faculty Brochure at their appointment or reappointment. This document is prepared by the Vice President of Instruction and Student Services and updated annually. It contains information concerning college services, faculty responsibilities, and general information.

All adjuncts should thoroughly read the document and become familiar with the location of various offices and services, including admissions, counseling, security, mailboxes, and duplication. An orientation session is held at the beginning of each semester for new adjunct faculty. Special circumstances or initiatives may dictate other orientation sessions as appropriate.

Orientation sessions are used to distribute general information about VHCC and its student body. All adjuncts are oriented to the mission and philosophy of the College.  Also, the importance of working with VHCC full-time faculty is stressed. Appropriate full-time faculty may be invited to these sessions to meet with adjunct faculty concerning course requirements, syllabi, assessment, equipment, and other topics relating to instruction.  With the ever increasing importance of the assessment process and the continuing need to maintain SACS criteria, maintenance of quality standards is important. Such orientation sessions also are especially vital when adjuncts have daytime jobs or other responsibilities which may limit their contact with full-time faculty during the regular school days. Lead teachers and other persons, also, may assist with the evening orientation.

3.7.1.9.2 Professional Development

 Adjunct faculty may attend faculty inservice, orientation, or other such open meetings. They may be eligible for any grant or VCCS funding so designated. They may attend any college activity, committee meeting, or special event appropriate to their role or area of expertise. They may attend state or VCCS meetings where appropriate and funding is available. Adjuncts may be awarded partial funding on a pro rated basis to attend meetings when such funds are available and such meetings or conferences meet institutional needs.

3.7.1.9.3 Office Space

Office space for adjunct faculty is available at various locations throughout campus.  Office assignments are available in the division offices and the Center for Business and Industry.

3.7.1.10 Appointment Proposal and Rank and Salary Proposal

Minimum essential information and prescribed forms for notifying faculty of the length of appointment and faculty rank and salary are included in Section 3.24.

3.7.1.11 Change of Status of Faculty Personnel

The president or his designee shall submit the personnel forms listed below for the action designated.
-Salary change only: (a) print out showing new salary and (b) appropriate VCCS 34 A.

Rank and salary change: (a) G.O. Form No. P 3, (b) appropriate VCCS 34A, and (c) VCCS l0, Faculty Evaluation Summary.

These forms should be sent to the Personnel Administrator for the Virginia Community College System for review and proper processing.

Changes in appointment status for 9 month faculty may become effective on August l6 and for l2 month faculty on July l each year.

3.7.1.12 Normal Minimum Criteria for Faculty Rank

Qualifications for the regular and special faculty ranks are listed on Form VCCS 29, "Normal Minimum Criteria for Each Faculty Rank," located on the following page.

The VCCS 29 gives normal minimum criteria for all faculty appointments and promotions. Meeting these criteria does not guarantee appointment at or promotion to a given rank.

If a person is transferred from an administrative position to a teaching or non teaching position or vice versa, the person must meet the VCCS 29 minimum criteria for rank in the new position.

A person who resigns, and is later reemployed by the System, will be reappointed in accordance with the current guidelines. (See VCCS 29).

3.7.1.13 Procedures for Reallocation of Administrative and Professional Faculty Positions

The community college president may propose the reallocation of an administrative or professional faculty position from one title and salary range to another based upon and to recognize a significant change in the duties and responsibilities assigned to a position and the individual in the position. The reallocation shall be limited to movement from counselor, librarian, assistant coordinator, and administrative officer level to coordinator level; coordinator to counselor, librarian, assistant coordinator, and administrative officer level; coordinator to director level or director to coordinator level; director to dean level or dean to director level.

The request shall include the description of the gradual and substantive differences in duties and responsibilities and the justification for changing the particular duties and responsibilities. The justification must show that the reallocation will not result in significant organizational changes and that the position has assumed the additional responsibilities as the result of business and program necessity.

The request shall only be used in cases of a justified change to a position caused by a gradual change in the scope of assigned responsibilities that are related to the primary role of the position. This reallocation request shall not be used to recognize the assignment of responsibilities on a temporary basis or for an individual to be assigned to a position in an acting capacity. The changed duties and responsibilities must be in line with the ongoing and current responsibilities of the administrative faculty position. The position must remain within the same functional area in the College.

All other requests involving reallocation of duties and responsibilities must be proposed and acted upon as the establishment of one or more positions and the abolishment of one or more existing positions. This reallocation procedure will not be used in conjunction with a reduction in force. Reallocations will not be permitted in college reorganizations that result in the establishment or abolishment of positions. Significant changes in the role and function of a position due to organizational change, even if the salary range of the position will not change, will require the establishment of a new position, which must be posted in accordance with the college affirmative action plan and equal employment opportunity guidelines.

Reallocation requests shall be reviewed by the System Office Human Resource Office and acted upon by the Chancellor. The position incumbent shall be eligible for the issuance of a new rank and salary proposal as approved by the Chancellor. The salary increase granted to a incumbent will be consistent with salary increases granted for promotions.

The president shall assure that a formal position description incorporating the approved changes is prepared and maintained.