| Instructional
Faculty: Professional Responsibilities |
| 20.1 |
a. |
The primary professional responsibilities of instructional
faculty members are: teaching, research, scholarship, creative
activity, and service to the University, profession and to the
community. |
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b. |
Faculty members have additional professional responsibilities
such as: advising students, participation in campus and systemwide
committees, maintaining office hours, working collaboratively
and productively with colleagues, and participation in traditional
academic functions. |
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c. |
The performance of instructional responsibilities extends
beyond duties in the classroom and includes such activities
as: preparation for class, evaluation of student performance,
syllabus preparation and revision, and review of current literature
and research in the subject area, including instructional methodology.
Research, scholarship and creative activity in the faculty member's
field of expertise are essential to effective teaching. Mentoring
students and colleagues is another responsibility that faculty
members are frequently expected to perform. |
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d. |
The professional responsibilities of faculty members include
research, scholarship and creative activity which contribute
to their currency, and the contributions made within the classroom
and to their professions. The professional responsibilities
of faculty members are fulfilled by participation in conferences
and seminars, through academic leaves and sabbaticals that provide
additional opportunities for scholarship and preparation, and
through a variety of other professional development activities. |
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e. |
The parties understand that instructional faculty members
may not normally participate in all activities identified in
this Article during each academic term or year. |
| 20.2 |
a. |
The composition of professional duties and responsibilities
of individual faculty cannot be restricted to a fixed amount
of time, and will be determined by the appropriate administrator
after consultation with the department and/or the individual
faculty member. |
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b. |
The instructional assignments of individual faculty members
in the classroom, laboratory, or studio, will be determined
by the appropriate administrator after consultation with the
department chair or designee and/or the individual faculty member.
The department or other appropriate unit's overall instructional
or course assignments shall be consistent with department and
student needs. |
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c. |
The scheduling of academic leaves, sabbaticals, and other
professional responsibilities will be determined by the appropriate
administrator after consultation with the department chair or
designee and/or the individual faculty member and shall be consistent
with campus policies on such matters. |
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d. |
The parties agree to continue the current practice regarding
the calculation of Weighted Teaching Units for the purpose of
determining timebase for both appointment and benefits eligibility. |
| 20.3 |
a. |
Members of the bargaining unit shall not be required to teach
an excessive number of contact hours, assume an excessive student
load, or be assigned an unreasonable workload or schedule. |
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b. |
In the assignment of workload, consideration shall be given
at least to the following factors: graduate instruction, activity
classes, laboratory courses, supervision, distance learning,
sports, and directed study. Consideration for adjustments in
workload shall be given to at least the following: preparation
for substantive changes in instructional methods, research,
student teacher supervision, thesis supervision, supervision
of fieldwork, and service on a University committee. |
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c. |
In determining what is "excessive" or "unreasonable"
under this section, the items listed under 20.3b, above, as
well as the number of students seeking to take courses in the
academic area, the distribution of student enrollment, the level
of support provided the program, and the effects of the introduction
of new instructional technologies, and the prior practices of
the University shall be among the primary elements to be considered.
The parties agree that consideration of the prior practices
of the University shall include the calculation of Weighted
Teaching Units in prior years. |
| Work Year |
| 20.4 |
The work year of an academic year
employee shall not exceed one hundred eighty (180) workdays
or days in lieu thereof. This provision shall not preclude the
establishment of an academic year calendar equaling less than
one hundred eighty (180) days. The campus academic calendar
shall establish workdays of academic year employees. |
| 20.5 |
Ten (10) Month Work Year The
work year of a full-time ten (10) month employee shall be
the number of fiscal year workdays within the assigned ten
(10) months. Such employees shall be available for scheduled
assignments on fiscal year workdays or on any day of the week
in lieu thereof within the assigned ten (10) months. The appropriate
administrator shall determine the ten (10) months of an employee's
work schedule. |
| 20.6 |
Twelve (12) Month Work Year
The work year of a full-time twelve (12) month employee shall
be the number of fiscal year workdays within the assigned
twelve (12) months. Such employees shall be available for
scheduled assignments on fiscal year workdays or on any day
of the week in lieu thereof within the assigned twelve (12)
months. |
| Work
Hours – Casual Employment |
| 20.7 |
Casual employment employees may be
assigned on an hourly or a per job basis. |
| Substitute
Assignments |
| 20.8 |
A faculty employee who is assigned
temporary substitute duty of a short duration, which shall normally
be up to twenty (20) days, shall be compensated at the faculty
substitute rate. Temporary substitute assignments of a longer
duration, which shall normally be greater than twenty (20) days,
shall be compensated by an appropriate workload reduction as
soon as practicable or, if the employee is not employed in the
next academic term, the employee shall be appropriately compensated
upon separation for the class hours taught. For compelling reasons,
a faculty employee may decline such an assignment. Nothing in
this provision shall preclude faculty employees from making
informal voluntary substitute arrangements of short duration
with a University colleague, subject to the approval of the
department chair. |
| Librarian
Employees: Assignment of Responsibility |
| 20.9 |
The assignment of a librarian employee
may include, but shall not be limited to, library services,
reference services, circulation services, technical services,
on-line reference services, teaching in library subject matter,
service on systemwide and campus committees and task forces,
and activities that foster professional growth, including creative
activity and research. The nature of such assignments shall
correlate closely with activities expected of librarian employees
to qualify for retention, tenure, and promotion and, following
tenure, activities expected of librarian employees in order
to maintain their role as contributing members of the bargaining
unit. Such assignments shall be made by the appropriate administrator
after consultation with the librarian employee. |
| 20.10 |
A librarian employee may be assigned
by the appropriate administrator to serve at off-campus locations.
Prior to making such an assignment, agreement of the librarian
employee shall be sought. A librarian employee shall be reimbursed
for approved expenses incurred by such assignment at off-campus
locations.
Assignments/schedules may be adjusted when such assignment
to an off-campus location requires travel time greater than
the travel time from the employee's home to the main campus. |
| Counselor
Faculty Unit Employees: Assignment of Responsibility |
| 20.11 |
The assignment of a CFUE may include
but shall not be limited to individual counseling, group counseling,
consultation and referral, intern training and supervision,
teaching, service on systemwide and campus committees and task
forces, and activities that foster professional growth including
creative activity and research. The nature of such assignments
shall correlate closely with activities expected of CFUE's in
order to qualify for retention, tenure/ permanency, and promotion,
and after tenure/permanency, activities expected of counselor
employees in order to maintain their roles as contributing members
of the campus community. Such assignments shall be made by the
appropriate administrator after consultation with the CFUE. |
| Librarian
and Counselor Assignments and Schedules |
| 20.12 |
At the request of a counselor or
librarian employee, the appropriate administrator shall discuss
present assignments and future assignments with the counselor
or librarian employees. Assignments pursuant to this Article
shall be made by the appropriate administrator. |
| 20.13 |
The affected librarian or counselor
employee may request a particular work schedule. All such schedules
shall be subject to approval by the appropriate administrator. |
| 20.14 |
A librarian or counselor employee
shall normally be required to be on campus on his/her workdays
as defined by his/her work year. |
| 20.15 |
The Assignment/Schedule of a full-time
librarian or counselor employee shall be an average of forty
(40) hours in a seven (7) day period. This provision shall apply
pro rata to a less than full-time librarian or counselor employee. |
| 20.16 |
A librarian employee employed on
a twelve (12) month basis in a fiscal year may elect to be employed
for one or more fiscal years on a ten (10) month basis. A librarian
employee shall provide written notice to the appropriate administrator
at least six (6) months prior to the proposed effective date
of the 10/12 work plan. |
| 20.17 |
A librarian employee may elect the
10/12 work plan for one (1) or more fiscal years. Once a librarian
employee has filed a notice of election and been approved to
participate in the 10/12 work plan for more than one (1) fiscal
year, an alteration of one (1) or more fiscal years from those
originally chosen shall be subject to approval by the President. |
| 20.18 |
A 10/12 work plan yearly schedule
shall provide that the appropriate periods of time in work status
and non-work status shall be scheduled within one (1) fiscal
year. |
| 20.19 |
During an initial year of employment,
a yearly schedule for a librarian employee in the 10/12 work
plan program shall normally be ten (10) consecutive pay periods
in work status followed by two (2) consecutive pay periods in
non-work status. In subsequent years, the two (2) months in
non-work status need not follow the ten (10) months in work
status. |
| 20.20 |
At the time of election and approval
to participate in the 10/12 work plan, the librarian employee
shall identify the two (2) months in non-work status. The appropriate
administrator shall approve the two (2) month period unless
it is determined by the appropriate administrator that library
operations will be impaired. Should this occur, the appropriate
administrator shall designate at least two (2) alternate two
(2) month periods from which the librarian employee will choose
one (1). |
| 20.21 |
A librarian employee participating
in the 10/12 work plan shall receive his/her ten (10) month
annual salary in twelve (12) equal salary payments and appropriate
benefits on a twelve (12) month basis. |
| 20.22 |
A librarian employee moving from
a twelve (12) month status to the 10/12 work plan shall retain
his/her salary anniversary date. |
| 20.23 |
A librarian employee on the 10/12
work plan shall accrue sick leave, vacation, and seniority credit
during the full twelve (12) month period. |
| 20.24 |
Ten (10) months of service by a librarian
employee in the 10/12 work plan shall constitute one (1) year
of service for employment status matters, merit salary adjustment,
and retirement. |
| Coaching
Employees: Assignment of Responsibility |
| 20.25 |
The assignments of a coaching employee
may include, but shall not be limited to, coaching and related
duties, service on appropriate systemwide and campus committees
and task forces, public services, teaching responsibilities
and student advising. |
| 20.26 |
By virtue of the nature of coaching
service, the assignments, location of assignments, and schedules
of assignments may vary. Such assignments shall be made by the
appropriate administrator. A coaching employee shall be reimbursed
for approved expenses incurred by assignments at off-campus
locations. |
| Coaching
Employees: Assignments and Schedules |
| 20.27 |
At the request of the coaching employee,
the appropriate administrator shall discuss assignment and future
assignments with the coaching employee. Assignments pursuant
to this Article shall be made by the appropriate administrator. |
| 20.28 |
The coaching employee may request
a particular schedule within the confines of program requirements.
All schedules shall be subject to approval of the appropriate
administrator. |
| Coaching
Employees Work Hours |
| 20.29 |
The work hours of a full-time coaching
employee shall be an average of forty (40) hours in a seven
(7) day period. This provision shall apply pro rata to a less
than full-time coaching employee. |
| Department
Chair Assignments |
| 20.30 |
Department chairs shall normally
be selected from the list of tenured or probationary faculty
employees recommended by the department for the assignment. |
| 20.31 |
Such department chairs shall perform
duties and carry out responsibilities assigned by the President. |
| 20.32 |
Such department chairs shall be appointed
by the President and shall serve at the pleasure of the President. |
| Fiscal
Year 2002/03 Tenure-Track Faculty Recruitments |
| 20.33 |
During fiscal year 2002/03 the CSU
shall undertake at least 1200 tenure-track faculty recruitments. |
| Marginal
Cost Funding Increase |
| 20.34 |
The parties shall jointly work on
ways they can increase marginal cost funding. |
| Student/Faculty
Ratio and Student/Tenure-Track Faculty Ratio |
| 20.35 |
The California State University and
the California Faculty Association agree that educational quality
is a function of the number and quality of faculty resources.
The parties also agree that a lower Student/Faculty ratio (SFR)
and a lower Student/Tenure-Track Faculty ratio (STTFR) improve
the quality of instruction. The parties also agree that by 2000-01
the STTFR had grown to levels that raise serious concerns. |
| Fiscal
Year 2003/04 Reopener Negotiations |
| 20.36 |
The parties will reopen negotiations
pursuant to HEERA on Article 20, Workload for fiscal year 2003/04
in accordance with the timelines provided in provision 41.2
of this Agreement. |
