ARTICLE PAGE

PREAMBLE		1
ARTICLE 1:	RECOGNITION	1
ARTICLE 2:	NEGOTIATION OF SUCCESSOR AGREEMENT	1
ARTICLE 3:	BOARD & ASSOCIATION RELATIONSHIP	2
ARTICLE 4:	ACADEMIC FREEDOM	3
ARTICLE 5:	PATENT & COPYRIGHT POLICY	4
ARTICLE 6:	GRIEVANCE PROCEDURE	6
ARTICLE 7:	FACULTY PROMOTION PROCEDURE	9
ARTICLE 8:	EVALUATION	20
ARTICLE 9:	EVALUATION SCHEDULE	22
ARTICLE 10:	INITIAL CONTRACT	25
ARTICLE 11:	REAPPOINTMENT NOTIFICATION SCHEDULE	25
ARTICLE 12:	DEPARTMENTS & DEPARTMENT CHAIRPERSONS	28
ARTICLE 13:	FACULTY OVERLOAD	32
ARTICLE 14:	ASSIGNED HOURS & TIME SPAN	33
ARTICLE 15:	GRADE REPORTS	33
ARTICLE 16:	FRINGE BENEFITS & LEAVE PROVISIONS	34
ARTICLE 17:	PAYROLL DEDUCTIONS	40
ARTICLE 18:	CONTRACTS	41
ARTICLE 19:	PART-TIME EMPLOYMENT	43
ARTICLE 20:	SALARY	45
ARTICLE 21:	SALARY PROGRESSION	46
ARTICLE 22:	REDUCTION IN FORCE	46
ARTICLE 23:	MENTORING	47
ARTICLE 24:	DISTANCE LEARNING	49
ARTICLE 25:	CODE OF ETHICS	50
ARTICLE 26:	DURATION	51
APPENDIX 1:	PROMOTION PACKET CHECKLIST	53
APPENDIX 2:	APPLICATION FOR PROMOTION IN RANK	55
APPENDIX 3:	SAMPLE PROMOTION PACKAGE FORMAT	56
APPENDIX 4:	NON-TENURED FACULTY EVALUATION PROCESS	60
APPENDIX 5:	TENURE PACKET	72
APPENDIX 6:	CODE OF ETHICS	77
APPENDIX 7:	CURRICULUM DEVELOPMENT FORMS	80

PREAMBLE

This Agreement effective the 1st day of July, 2007 is made by and between the Board of Trustees of Brookdale Community College, Lincroft, New Jersey, hereinafter referred to as the "Board," and the Brookdale Community College Faculty Association, hereinafter called the "Association."


ARTICLE 1 - RECOGNITION

1.1 The Board hereby recognizes the Association as the exclusive and sole representative for collective bargaining concerning terms and conditions for all full-time faculty members.

1.2 The term faculty member where used hereinafter in the Agreement shall refer to all personnel of the College who are employed under a full-time Academic Contract. References to faculty members shall be construed to include both male and female who are full-time employees.

1.3 Faculty members shall be recognized as those persons who have the responsibility to implement the educational, instructional program of the College. Faculty members are those persons who perform any of the following functions:

A. Preparation and utilization of instructional materials;
B. Counseling of students in the instructional program;
C. And presentation of the instructional program.


ARTICLE 2 - NEGOTIATION OF SUCCESSOR AGREEMENT

2.1 The parties agree to enter into collective bargaining over a successor agreement in accordance with Chapter 123, Public Laws 1974 (N.J.S.A. 34: Chapter 13A), in a good faith effort to reach agreement on matters concerning terms and conditions of the employment of faculty members. Such negotiations shall begin not later than October 1 of the calendar year preceding the calendar year in which this present agreement expires. Any Agreement so negotiated shall be reduced to writing and submitted to the Board and the Association by their duly authorized representatives. The Agreement, if ratified by the Board and the Association and signed by both parties, shall be adopted by the Board.

2.2 This Agreement shall not be modified in whole or in part except by an instrument duly executed in writing by the Board and the Association.


ARTICLE 3 - BOARD AND ASSOCIATION RELATIONSHIP

3.1 The Board has the responsibility and the authority to manage and direct on behalf of the public and itself all the operations and activities of the College to the full extent authorized by law, provided that the exercise of such rights and responsibilities shall be in conformity with this Agreement.

3.2 The Association shall enjoy such rights and privileges as are accorded by this Agreement and by law.

3.3 The Board retains the right to discipline or discharge faculty members for just cause. Any such action asserted by the Board shall be subject to the Grievance Procedure within the limitations therein set forth.

3.4 The Board and the Association agree there shall be no discrimination,
restraint, or coercion by either party against any employee because of
membership in the Association or for refusal to join the Association.

3.5 The Board agrees to furnish the Association, in response to formal
requests of the Association, public information pursuant to Chapter 73,
Public Laws of 1963 (N.J.S.A.47:1A-1 et. seq.)

3.6 The Board, upon formal request of the Association, and following approval of the administration, shall permit the Association to use the facilities of the College for the purpose of Association meetings. Such approval shall not be unreasonably withheld and shall be in accordance with the rules and procedures of the College in force at the start of this contract. Furthermore, upon similar request and approval, the Association shall be allowed the use of equipment of the College, including typewriters, duplicating machines, calculators, computers, computer related equipment and audio-visual equipment.

3.7 The Association agrees that its use of facilities and equipment shall be restricted to such times that do not preempt the use of the requested facilities and equipment for instructional purposes or usage by students of the College. The Association shall be liable for the cost of repairs or damage, if incident to approved use of facilities and equipment by its membership. The Association shall also pay for the uses of paper and supplies required by various duplicating or reproduction processes at costs determined by the College.

3.8 The Association shall have access to the campus mail services for on campus communication purposes. The Association shall not post any items for mailing outside the campus locations except when such items have the required postage affixed thereto. The College will mail off- campus correspondence and charge back to the Association.

3.9 The Association shall have in each classroom/faculty office the exclusive use of a bulletin board for the posting of legitimate Association business. The Association shall pay for the boards. Their location and design shall be worked out with the Physical Plant office.

3.10 The Board and the Association agree to share equally the full cost of reproducing not more than six hundred (600) copies of this Agreement in the print shop of the College.

3.11 The current office space, including furniture and telephone assigned to the Association, will be maintained. Cost of telephone service will be borne by the Association.

3.12 The College will distribute a Faculty Association packet to each newly hired faculty member when the hiring occurs. The Faculty Association shall make a presentation during new faculty orientation.


ARTICLE 4 - ACADEMIC FREEDOM

The Board herein declares its commitment to sustain the principles of academic
freedom, which are essential to both teaching and research, the basic functions of higher education:

A. Freedom in research and publication where these activities do not
interfere with adequate performance of academic duties.

B. Freedom in the classroom to discuss controversial issues relating to a subject, with the knowledge that faculty members have an obligation to bear in mind their unusual influence on the opinions and values of the students with whom they work.

C. Retention of all faculty members' rights as citizens to free speech and
publication. Such rights are not, as such, subject to institutional
censorship or discipline.

D. The Association affirms its sensitivity to the impact which the teacher
image exerts upon the public judgment of the profession and the
College. To promote the interest of the profession and the College, the
Association shall encourage that its members be accurate at all times as
they represent the learning of their disciplines and always show respect
for the opinions of others while clearly imparting to all that a faculty
member is neither an official nor institutional spokesman for the
College.


ARTICLE 5 - PATENT AND COPYRIGHT POLICY

5.1 All property rights in books and software written, electronic and distance learning materials, teaching aids developed (including workbooks, laboratory manuals, transparencies, tapes, films, and the like) and equipment designed or invented, shall belong to the staff member or members who shall have written such book or books, developed such teaching aids, or designed or invented such equipment, including any books and software, electronic and distance learning materials, teaching aids, or equipment written, developed or designed by any staff member in conjunction with his or her teaching assignment, with any extended or released time or assigned project authorized or directed by the College, or written, developed, or designed prior to becoming a member of the College staff. Such property rights shall, subject to paragraph 5.3 hereof, include:

A. The right to publish for private profit and the right to copyright any
book, software, electronic and distance learning materials, manual, or printed official materials, and

B. The right to negotiate privately with any person, firm, or corporation for the manufacture of any equipment or teaching aid and the right to acquire any patent rights which may be obtainable thereon.

5.2 The property rights and joint projects of staff members undertaken either as part of a teaching assignment, released time or assigned projects, or on their own time, shall be shared by the participants in such manner as they shall agree in writing.

5.3 Notwithstanding the property rights of any staff member or members in any books, software, electronic and distance learning materials, teaching aids, or equipment published, developed, or designed by said staff member or members, Brookdale Community College shall, to the extent of that said book, software, electronic and distance learning materials, teaching aid, or equipment was written or designed in connection with an extended or released time project or program, have a joint property right therein.

Said joint property rights shall entitle the College to use or purchase said book, software, electronic and distance learning materials, teaching aid or equipment regardless of copyrights or patents thereon and exclusive of any royalties, commissions, or other pecuniary profit to the applicable staff member or members until such time as Brookdale Community College has been reimbursed from said royalties, commissions or other pecuniary profit to the extent and amount that the College paid for that part of the project or program which resulted in the creation of the book, teaching aid or equipment,
not to exceed the staff member’s pay rate for a like amount of time at
the part-time rate for his particular salary category and such other costs as may be involved in the project.

Once reimbursement for such extended or released time has been made, any joint property rights of the College shall cease and all royalties, commissions, or pecuniary profit thereafter earned by the sale of said book, software, electronic and distance learning materials, teaching aid, or equipment, to any purchaser thereof shall belong exclusively to the staff member or members.

5.4 The College shall have non-transferable rights, in perpetuity, to unrestricted use within the College of all courses, inventions, discoveries or writings made or authored by members of the staff or faculty while employed by the College.

Further, the College shall have the right to use all non-patented and non copyrighted courses, inventions, discoveries or writings in program exchanges with other non-profit institutions so long as aforesaid exchange is of a noncommercial nature and not involving exchange of cash and/or other gratuities.

5.5 A staff member, by executing an employment contract with the College,
hereby agrees to give the College the joint property right herein above described.


ARTICLE 6 - GRIEVANCE PROCEDURE

6.1 A grievance is a claim by a faculty member or the Association regarding:

A. An evaluation of the employee;

B. A disagreement regarding salary increment such as less than normal
increment or failure to receive a promotion (if such promotion is
available) where the employee feels he/she has earned such promotion;

C. Work assigned;

D. Any violation of the Board of Trustees approved terms and conditions
specifically referred to in an agreement with a recognized employee
association, or in the case of an academic employee, his/her specific
contract;

E. Any violation of College Policies, Regulations, or Procedures if, as a result of such violation, the employee can show where he/she has been personally grieved.

6.2 No reprisal of any kind will be taken against any employee for participating in the Employee Grievance Process. Any grievance form and/or supportive documents submitted during the time a grievance is in process will not become part of his/her official personnel file. Such forms and/or documents will be kept in a separate grievance file and only the officers of the College and the Dean of Human Resources will have access to these files.

6.3 The Employee Grievance Process will include both informal and formal steps regarding grievance, which will afford the employee an informal hearing before his/her Academic Division Dean, or immediate supervisor and a formal hearing before the Executive Vice President for Educational Services (Step 1), and the President of the College (Step 2). At no time, however, will the grievant be allowed to go to the formal stage without complying with the informal step, and all steps in the formal stage must be followed in order. The Association may be involved at the informal level but must be involved in all formal steps.

6.4 An employee who believes he/she has a grievance must submit a written
grievance (Form PE-33) within thirty (30) working days from the time the employee knew or should have known of its occurrence. Failure to comply within the time limits as specified above or as indicated below, will, if failure on the part of the grievant, disallow the grievance, or if failure on the part of the administrators, allow the grievance to proceed to the next step. Notification will be given to grievant.

A. The grievant will lodge his/her grievance with the person hearing the
next step of the formal stage within the following number of working days:

1. Step 1 (Executive Vice President for Educational Services) - thirty (30) working days;

2. Step 2 (President) - five (5) working days;

B. The person hearing the step of the formal stage will set the hearing
within the following number of working days of the receipt of the
grievance or Notice of Appeal;

1. Step 1 (Executive Vice President for Educational Services) - five (5) working days;

2. Step 2 (President) - five (5) working days;

C. Disposition of the grievance will be made within the following number of working days after the hearing:

1. Step 1 (Executive Vice President for Educational Services) - three (3) working days;

2. Step 2 (President) - three (3) working days

It will be the responsibility of the grievant to verify to the person hearing the grievance, receipt or non-receipt of the form scheduling him/her for a hearing in all steps of the grievance process. Such verification must be made prior to 12:00 noon of the fourth (4th) working day after the grievance or Notice of Appeal has been lodged in each step of the process. The time limits specified may, however, be extended by mutual agreement.

6.5 If at any step the grievance is allowed, the person who allowed the grievance will refer its ruling to the person who was involved in Step 1 of the formal stage of the Grievance Process, directing that action be taken, with a recommendation of the corrective action to be taken within a specified time.

6.6 Arbitration

A. If the aggrieved person is not satisfied with the disposition of his/her
grievance by the President and the grievance is based upon a violation of the contract between the Board of Trustees and the Association, he/she may request in writing that the Association submit its grievance to arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance to arbitration within fifteen (15) working days after receipt of a request by the aggrieved person.

B. The Association shall request a list of arbitrators from the Public
Employment Relations Commission (P.E.R.C.). The parties shall then be bound by the rules and procedures of P.E.R.C.

C. The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue a decision not later than twenty (20) days from the date of the close of the hearing, or if oral hearings have been waived, then from the date the final statements and proofs on the issues are submitted to the arbitrator. The arbitrator’s decision shall be in writing and shall set forth findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision, which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement. The decision of the arbitrator shall be submitted to the Board and the Association and shall be binding upon the parties.

D. The following shall not be submissible to arbitration: The failure or refusal of the Board to renew the contract of an employee not under tenure; instances in which charges have been brought against an employee claiming tenure pursuant to the Tenure Employees Hearing Act (N.J.S.A. 18A:6-10 et seq.); failure to receive a promotion.

E. The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring same.

6.7 Any aggrieved person may be represented at all stages of the grievance
procedure by him or herself, or, at his/her option, by a representative selected or approved by the Association. When a faculty member is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

6.8 If, in the judgment of the Association, a grievance affects a group class of faculty members, the Association may submit such grievance in writing to the President directly and the processing of such grievance shall be commenced at Step Two. The Association may process such a grievance through all steps of the grievance procedure even though the aggrieved person does not wish to do so.

6.9 All meetings and hearings under this procedure shall not be conducted in
public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this ARTICLE.


ARTICLE 7 - FACULTY PROMOTION PROCEDURE

7.1 The final responsibility for completion and authenticity of a promotion packet rests with the candidate. Incomplete packets will not be considered for promotion.





7.2 Time Schedule

In all instances where a specified date in the promotion procedure schedule falls on a Saturday, Sunday, or holiday, the next immediate working day will prevail.

The Academic Division Dean, Director, and/or other appropriate supervisor must stamp and date all material received before it is added to the promotion packet between the Monday following Thanksgiving and the first day of instruction in the spring 15 semester.

Failure to appoint or reappoint the Department Chairperson or not to appoint a Department Chairperson shall not be subject to the grievance procedure.

Up to 2,400	.2	6
2,401 to 4,800	.4	12
4,801 – 7,200	.5	15
7,201 – 9,600	.6	18
9,601 – 12,000	.7	21
12,001 – 14,400	.7	21	+1 Asst. DC @.3
14,401 – 16,800	.7	21	+2 Asst. DC @.3 ea

For every additional 2400 Student Credit Hours, add another Asst. Department Chair @.3 annual reduction in workload. With the recommendation of the Academic Division Dean, Director, and/or other appropriate supervisor and the approval of the Executive Vice President, one (1) Asst. Department Chair may be substituted with .3 increased release time divided between or among the other Asst. Department Chairs. In no case may an Asst. Department Chair be released for more than .5 of the annual workload.

F. Program Coordinators in the following disciplines will receive release time as noted:

Program Annual Reduction Faculty Contact
In Workload Hours

Radiologic Technology .15 4.5
Respiratory Therapy .15 4.5

G. For every three (3) hours of reduced load, the Department Chair and
Assistant Chair will each be responsible for six (6) hours for departmental business. In addition, the office hour associated with each three (3) hours of reduced load shall be used for departmental business; e.g., a department with up to 2,401-4,800 student credit hours would result in annual release time of twelve (12) contact hours, which corresponds to a required twenty-four (24) hours of departmental business annually. In addition the four (4) office hours which accompany the reduced load shall also be used for departmental business. Therefore, each semester, the Chair would be responsible for 12 + 2 hours weekly for departmental business.

H. Each Department will be compensated for the supervision, including
evaluation of adjunct faculty at the rate of $75 per adjunct faculty. An adjunct faculty will be counted only one time per year. The Department Chairperson will coordinate the distribution of the Department's workload.

I. No person can serve more than one (1) additional consecutive term of
three (3) years duration with the exception of Physics and Environmental Science until such time as these disciplines have more than one full-time faculty member.

J. At the end of the first year and each year thereafter, the Department
Chairpersons, Co-Chairpersons, and Assistant Department Chairpersons will be evaluated by the Academic Division Dean, Director, and/or other appropriate supervisor with input from faculty and staff and based on that evaluation, he/she will continue to serve the next year of the term, subject to approval of the Executive Vice President for Educational Services or the Dean of Enrollment Development and Student Affairs.

If in the opinion of the Executive Vice President for Educational Services or the Dean, the evaluation of a Department Chair, Co-Chair or an Assistant Department Chair warrants that a change be made, the Executive Vice President for Educational Services or the Dean will so notify the members of the Department and appoint a person of his/her choosing for the following year. This action will not be subject to grievance.


ARTICLE 13 - FACULTY OVERLOAD

13.1 In a regular term of 75 days, when the total load for the discipline divided by the number of full-time equated faculty (excluding learning assistants) exceeds four hundred fifty (450) Student Credit Hours, overload shall be paid at seven dollars ($7.00) per credit hour per full- time equated faculty member.

13.2 Determination of Student Credit Hours (S.C.H.) Load:

The S.C.H. load shall be determined by multiplying the total number of students enrolled in a course for any length of time during a given term by the number of credit hours of the course. This is to include students passing the course by examination only, but not including students who drop the course and either transfer without cost to another course or obtain a full refund. Only completed DCR's will be included in the load. The total S.C.H. for courses assigned to a Department divided by the members of the Department in the unit will be the basis for determining the S.C.H. per Department member. Student Development Specialists, Librarians and other faculty members not directly involved with the presentation and evaluation of learning experiences shall not be included as members of the Department for the purposes of computing load.


ARTICLE 14 - ASSIGNED HOURS AND TIME SPAN

14.1 The College working day shall not begin before 7:30 a.m. or end later than 10:30 p.m. Monday through Thursday. On Fridays, the hours shall not begin before 7:30 a.m. or end later than 5:00 p.m.

14.2 The time assigned by the Department as teaching responsibilities shall be
within a span of eight (8) hours a day from start to finish except where the individual faculty member may voluntarily agree otherwise.


ARTICLE 15 - GRADE REPORTS

15.1 Faculty members shall have the right and the responsibility to determine
course grades and other evaluations of student progress and achievement within the grading policies of the College and based upon professional judgment of available criteria pertinent to any given subject area of activity in which an individual faculty member is nominally expert and responsible.

No grade or evaluation shall be changed by any person unless the proposed change has been first reviewed with the Department which shall not assume liability for any change which is not approved by the Department.

15.2 Grade reports shall be submitted within the five (5) calendar day period
immediately following the close of the College on the last day of a term.

15.3 Grades shall not be reported any more frequently than every six (6) weeks unless the duration of the course requires; however, change of credit reports from incomplete status to any credit grade shall be delivered to the Admissions Office or the Division Office within five (5) days from the date on which the student's work is handed in to the faculty member.


ARTICLE 16 - FRINGE BENEFITS AND LEAVE PROVISIONS

16.1 A. The Board of Trustees recognizes the desirability of encouraging self-
development of the individual. To promote and encourage employees of Brookdale Community College to further their education, full-time
employees of the College and their immediate families (spouse and

dependent children according to New Jersey Health Benefits criteria) shall be permitted to take six (6) credit hours of College work at

waived, provided that the minimum enrollment of the course has been met, and provided that at all times tuition students shall have priority of enrollment in any course. These courses shall be pursued without interference with the employee's regular work schedule.

The College and Association will work jointly to reduce insurance benefit costs. The employee insurance program shall include the following:

requested, in writing, by the employee on a form provided for this purpose.

Rank	Min / Max	Effective 9/1/07	Effective 9/1/08	Effective 9/1/09
Instructor	Minimum	$44,968	$46,689	$48,090
Instructor	Maximum	$82,788	$85,272	$87,830
Asst. Prof.	Minimum	$52,314	$54,145	$55,770
Asst. Prof.	Maximum	$93,196	$95,992	$98,872
Assoc. Prof.	Minimum	$59,546	$61,486	$63,330
Assoc. Prof.	Maximum	$105,231	$108,388	$111,640
Professor	Minimum	$67,082	$69,135	$71,209
Professor	Maximum	$117,174	$120,689	$124,310

20.2 Faculty members over the maximum of the range will receive 1/2 of the
amount of their general wage increase over maximum added to their base salary.

20.3 Effective 9/1/98 Librarians and Student Development Specialists
(Counselors) hired after 9/1/86 shall receive an additional 2.5%.

20.4 No faculty member shall receive less than the minimum provided for the rank.

20.5 A twelve (12) month payment plan is available to all full-time faculty.
Members must enroll prior to beginning of the fall semester.


ARTICLE 21 - SALARY PROGRESSION

FULL-TIME FACULTY

Full-time faculty members shall receive the following increases:

21.1 Effective 2007 – 08 $2,698 (4% on average)

21.2 Effective 2008 – 09 $1,375 + 2% (4% on average)

21.3 Effective 2009 – 10 4%

21.4 Longevity – Employees with 25 years of service will receive a one-time
payment of $250 added to base. Additionally, effective 7/1/03 employees with thirty (30) or more years of service will receive a one- time payment of $250 added to base. The longevity payment may cause the maximum to be exceeded. Maximum shall not prevent the receipt of full longevity payment.


ARTICLE 22 - REDUCTION IN FORCE

A RIF Committee composed of two (2) persons appointed by the Faculty
Association and two (2) persons appointed by the College shall meet to review,
discuss and establish appropriate prospective rules for Reduction In Force (RIF) (Faculty presently under RIF will follow the regulations and procedures
in effect at the time of the initial RIF action). The parties agree to the one
hundred twenty (120) day notice for fiscal crisis layoff and two hundred ten (210) days notice for natural diminution. This committee will submit a recommendation to the President by 6/30/04, addressing RIF and retraining issues. This provision will "sunset" (terminate) at the expiration of this contract unless extended.





ARTICLE 23 - MENTORING

23.1 The purpose of the mentoring program is to pair new full-time and new
adjunct faculty with full-time experienced faculty. Mentors are responsible to the Academic Division Dean, Director, and/or other appropriate supervisor for providing guidance and support to new full- time and adjunct faculty during the initial adjustment time at the College. Mentors will foster good teaching, counseling, and library practices through frequent personal contact, effective communication of ideas and suggestions, and sharing of professional materials and techniques.

23.2 A mentor will meet the following criteria to be qualified for participation:

A. Full-time tenured faculty member, when possible

B. Member of the mentee's Department or Division

C. Recommended by the Department Chair and approved by the Academic Division Dean, Director, and/or other appropriate supervisor

D. Not the mentee's supervisor

E. Possess the personal skills to be honest, tactful, and helpful to new faculty.

F. Have time to give to the mentoring job

23.3 Department Chairs will assign mentors and provide their Academic Division Dean, Directors, and/or other appropriate supervisors with this information at the start of each semester.

23.4 Mentees will include:

A. New full-time faculty hired on a tenure track or for a temporary assignment

B. New adjuncts employed in their first semester

C Returning adjuncts employed for one previous semester, who may
require continued supervision/support in a subsequent semester

D. Experienced adjuncts teaching a new course

23.5 The responsibilities of both mentee and mentor will be clearly defined, and each department or division will provide administrative, instructional, counseling and library practices information appropriate to its needs.

Written guidelines will be developed by the department and provided to each mentor. The mentor's responsibilities include but are not limited to:

A General orientation to Educational Services. Review of pertinent College, Division and Department resources, policies, regulations,
and administrative practices and procedures.

B. Review of mentee's responsibilities, as defined by the Department or
Division. The mentor will make the mentee aware of Department/
College expectations of faculty.

C. Regular active contact with the mentee either in person or by
phone or email, according to the mentee’s needs and the Division, Department, or Library guidelines.

D. In the case of teaching faculty, classroom visits and discussion of the observations with the mentee. Advisement regarding course content and technology, instructional practices, and student assessment. Sharing of ideas and materials. Review of course quizzes, handouts, and other evaluative means.

E. In the case of counseling faculty, observations of counseling appointments and discussion of the observations with the mentee. Advisement regarding general professional counseling practices, student development principles, and specific holistic counseling practices applied at Brookdale. Sharing of ideas and material.

F. In the case of librarians, observations of information literacy sessions; advisement regarding general professional librarian practices, and liaison with teaching departments and collection development practices at Brookdale.

G. Report to the Academic Division Dean, Director, and/or other appropriate supervisor. Provide written input into the end-of-year peer evaluation of the mentee.

23.6 Mentors of full-time faculty will be compensated at the rate of one credit,
paid two-thirds (2/3) in the first semester and one third (1/3) in the second semester.

Mentors of new adjunct faculty and full-time temporary faculty will be
compensated $200 per year. Mentors of new adjuncts or full-time temporary faculty appointed for one (1) long semester will be compensated at $100 per semester.


ARTICLE 24 - DISTANCE LEARNING

The Faculty Association and the College recognize that beyond the traditional
instructional methods, that technology allows for different instructional modalities including but not limited to ITV courses, web-based courses and other distance learning. This technology is to enrich the learning experience. The intent is to endeavor not to displace, replace, reduce or otherwise limit Brookdale Community College Faculty Association represented faculty members.

Brookdale Community College Faculty Association encourages all faculty members to become proficient in the art of teaching within these modes of instruction; however, participation in distance education or web-based teaching shall be voluntary.

24.1 Distance learning is defined as any new technologies and situations, which require that the instructor and students are not physically in the same room at the same time. Examples of distance learning are defined for the purpose of this article and the rest of the contract as the following but not exclusively:

A) Web-based courses

B) ITV courses

C) TV courses

D) TV web-enhanced courses

E) Radio courses

F) Correspondence

G) Video/audio cassette

H) CD and ROM/DVD
24.2 Faculty shall choose to teach distance learning courses as part of load
and/or as additional part-time courses.

24.3 Faculty member(s) choosing to develop a course may avail themselves to
the curriculum development resources (See Article 18.9). The proposed distance learning course, whether prepackaged or original, shall be reviewed and approved first by the Department, then the Division, and finally through Governance for course approval.

24.4 A distance learning section/course is credited to a faculty member’s load
the same as any non-distance learning section of the same or equivalent course.

24.5 The Faculty Association and College agree that the intellectual property
copyright for the electronic and distance learning materials ownership are
defined by Article 5 and the Federal Copyright laws.

Any videotapes or audiotapes made of a distance learning course are for
student use, and shall not be used for any commercial purpose unless
otherwise established first between the faculty member and the College.

24.6 The College shall make a commitment to maintaining/providing adequate technical support in all phases of distance learning.

24.7 The Brookdale Community College Faculty Association and the College
recognize that because of the rapidly changing nature of technology, situations and conditions may arise that may warrant additional review; thus, either party may open a joint discussion to revisit this Article at any time during the duration of this contract.

24.8 Evaluation of faculty teaching distance education courses is described in
Article 8B.5


ARTICLE 25- CODE OF ETHICS

An Ethics Code (Appendix 6 to this Agreement) shall be in effect providing for the reporting of more than twenty (20) hours per week of non-College related employment. This agreement provides an informal review process to the Executive Vice President for Educational Services, subject to grievance procedures and arbitration.


ARTICLE 26- DURATION

The duration of the contract shall be from July 1, 2007, through June 30, 2010.

IN WITNESS HEREOF, the parties hereto have caused these present to be signed by their duly authorized officers on the 4th day of May 2006, with additional changes ratified in September 2007.

Brookdale Community College Board of Trustees	Brookdale Community College Faculty Association
Mr. Howard Birdsall/l.s Chairperson Dr. Peter F. Burnham/l.s. President	Dr. Ronald Topham/ l.s. President

APPENDICES

APPENDIX 1: PROMOTION PACKET CHECKLIST

APPENDIX 2: APPLICATION FOR PROMOTION IN RANK

APPENDIX 3: SAMPLE PROMOTION PACKAGE FORMAT

APPENDIX 4: NON-TENURED FACULTY EVALUATION PROCESS

APPENDIX 5: TENURE PACKET

APPENDIX 6: CODE OF ETHICS

APPENDIX 7: CURRICULUM DEVELOPMENT FORMS

Document	Term/ Year	Candidate	Division Committee Chair	Date	Appropriate Supervisor	Date
Official Student Evaluation #1 *
Official Student Evaluation #2
Supervisor Evaluation #1 **
Supervisor Evaluation #2
Supervisor Evaluation #3
Self-report
Curriculum Vitae
Appendix (optional)

Document	Term/ Year	Candidate	Division Committee Chair	Date	Appropriate Supervisor	Date
Official Student Evaluation #3
Official Student Evaluation #4
Supervisor Evaluation #4
Self-report Addendum (optional)

NAME:

DATE OF EMPLOYMENT:

DEPARTMENT:

DISCIPLINE:

DIVISION:

APPLICATION FOR PROMOTION TO RANK OF:

DATE OF LAST PROMOTION:

PRESENT RANK:

_________________________________________________________

SIGNATURE OF APPLICANT

__________________________________________________________

DATE RECEIVED IN DIVISION OFFICE OR LIBRARY

NAME: ________________________________ DATE: _____________

APPLYING FOR PROMOTION:

FROM _____________________________ TO _____________________

DATE OF LAST PROMOTION _________________________________

A. EDUCATION AND EXPERIENCE

1 Institution Dates Degree Date

Attended Attended and Major Conferred

2. Additional Higher Education and/or Education in Progress

Institution Dates Courses, etc.

Attended

3. Experience

Teaching Experience

College Dates Rank Department

Page 1 of 4

4. Other Experience

College/Business Dates Title

High School/Agency

B. CURRICULUM DEVELOPMENT

C. COLLEGE SERVICE (include whether the activity was for compensation

or volunteer)

Committee Work

Grant Activity

Clubs

Academic Leadership

Page 2 of 4

D. PROFESSIONAL GROWTH

Publications (add anything not mentioned under curriculum development)

Conferences/Workshops Attended (dates and places)

Exhibitions (dates and places)

Memberships

Other Professional Activities not Included in Curriculum Vitae or Above

E. COMMUNITY SERVICE

List those activities that bear a direct relationship to your position at Brookdale, e.g., speaking engagements, involvement with outside organizations, institutions and agencies.

Page 3 of 4

F. OFFICIAL STUDENT EVALUATIONS (required)

G. APPENDICES

If you wish to include copies of curriculum development, publications,

additional student evaluations, peer evaluations, videos or other material,

it must be included in the approved binder.

Page 4 of 4

Each non-tenured faculty member will be assigned a mentor, usually a tenured member of the department. The mentor will support the new faculty member and consult frequently with the Department Chair and Academic Division Dean, Director, and/or other appropriate supervisor regarding the progress of the new person.

Evidence of evaluation will include:

1. Peer review: Members of the department will be polled by the Academic Division Dean, Director, and/or other appropriate supervisor regarding the perceived strengths and weaknesses of the new person.

2. Classroom observation by the Academic Division Dean, Director, and/or other appropriate supervisor will occur in a minimum of three classes during the first teaching year. For midyear appointments, classroom observation will occur in at least one class in the spring term.

3. Student evaluations will be administered by a member of the department in a minimum of three classes in each of the long terms. Results will be incorporated into the Faculty Evaluation Form.

4. Supervisor Evaluation

Evaluation #1 - The Academic Division Dean, Director, and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational Services by February 1. (For mid-year appointments, evaluations should be submitted by March 1.) The evaluation will include the following:

A. Faculty Evaluation Report (PE-47)

B. Personal Performance Objectives (PE-48)

C. Faculty Response Form (PE-14)

Evaluation #2 (for Fall appointments only) - Due to the Executive Vice President for Educational Services by June 1. The evaluation will include the following:

A. Faculty Evaluation Report (PE-47)

B. Personal Performance Objectives (PE-48)

C. Faculty Response Form (PE-14)

Page 1 of 12

List those activities that bear a direct relationship to your position at Brookdale, i.e., speaking engagements, involvement with outside organizations, institutions and agencies.

Evaluation #1 - The Academic Division Dean, Director, and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational Services by February 1. The evaluation will include the following:

B. Personal Performance Objectives (PE-48) and summary of departmental peer review

Evaluation #2 - Due to the Executive Vice President for Educational Services by June 1. The evaluation will include:

List those activities that bear a direct relationship to your position at Brookdale, i.e., speaking engagements, involvement with outside organizations, institutions and agencies.

Evaluation #1 - The Academic Division Dean, Director, and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational Services by December 1. The evaluation will include the following:

Evaluation #2 - Due to the Executive Vice President for Educational Services by June 1. The evaluation will include:

Date of Evaluation________________

________________________________ _______________________________

Faculty Member Evaluator

________________________________ _______________________________

Division Department

_________________________________________________________________

Commendations:

_________________________________________________________________

Recommendations:

_________________________________________________________________

Conclusions:

_________________________________________________________________

________________________ ______________________ __________________

Faculty Signature Evaluator Executive

Vice President

________________________ ______________________ __________________

Date Date Date

Distribution: Human Resources, Supervisor, Employee

PE 47

Page 10 of 12

Employee Comments:

______________________________ ______________________________

Signature of Employee Date

Distribution: Human Resources, Supervisor, Employee

PE14

Page 11 of 12

Page 12 of 12

Institution Dates Degree Date

Attended Attended and Major Conferred

2. Additional Higher Education and/or Education in Progress

Institution Dates

Attended Attended Courses, etc.

3. Experience

Teaching

Experience College Dates Rank Department

Page 3 of 5

4. Other Experience

College/Business Dates Title

High School/Agency

B. CURRICULUM DEVELOPMENT

C. COLLEGE SERVICE

Committee Work

Grant Activity

Clubs

Academic Leadership

Page 4 of 5

D. PROFESSIONAL GROWTH

Publications (add anything not mentioned under curriculum development)

Conferences/Workshops Attended (dates and places)

Exhibitions (dates and places)

Memberships

Other Professional Activities not Included in Curriculum Vitae or Above

E. COMMUNITY SERVICE

List those activities that bear a direct relationship to your position at Brookdale, e.g., speaking engagements, involvement with outside organizations, institutions and agencies.

Page 5 of 5

influence the employee in the discharge of his or her duties at the College. Nevertheless, officers and employees, during the course of their official duties, may accept meals which are offered as part of a meeting or event so long as all attendees of such meeting or event are also provided such meals.

Name: ________________________________ Date: ____________________

Title: _________________________________

Div/Dept: _____________________________

Nature of Continuing Outside Employment: Please describe the nature of the

employment. If you are self-employed, describe your business.

Name of Employer: ______________________________________________

Address: ________________________ State: _______ Zip: _____________

Or:

Self-Employed: _______ Number if hours per week: _________

Nature of business:

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

I certify that the outside employment I have described: (a) does not constitute

a conflict of interest; (b) occurs at a time when I am not expected to perform

assigned duties or (c) does not diminish my effectiveness in performing primary

work objectives at the College.

Employee Signature:___________________________ Date:______________

Executive VP Signature:________________________ Date:______________

I. Type of curriculum to be developed:

• New program, program option or certificate to be developed.

• New course(s) to be developed.

• Major revision of program or course(s).

II. Rationale for proposed action:

Attach a narrative describing the need for this curriculum development and the outcomes that could be achieved if it is accomplished. Identify opportunities for collaboration with other College units, such as the Outreach, Business and Community Development Division (OBCD).

III. Matrix connection and explanation:

Detail how your proposal would achieve outcomes related to College’s current matrix.

IV. Educational Services Master Plan:

Detail how your proposal would achieve outcomes related to the Educational Services Master Plan.

V. Participation in development activity:

Identify individuals and the roles they would play in completion of the project.

VI. Support needed:

Include in this narrative a timeline for completion of the project. Detail resources needed:

Staff Support Travel Library Resources Other Resources

VII. Compensation requested:

Detail what you will require to complete the project-number of professional days, extra compensation, release time, other-and provide a rationale that supports your request. Indicate your unit’s recommendation and provide details in the comment section.

This form is only to be used to request additional resources.

Requester(s):_____________________________________________________

I. Type of curriculum to be developed:

New Program, Program Option and/or Certificate:

New Course(s):

Major Course Revision:

II. Rationale for proposed action: Attachment.

III. Matrix connection and explanation:

Educational/Student & Outreach Services: ESMP Strategy:

Participants in development activity: Attachment.

Support needed: Attachment.

Compensation requested: *

* If requesting release time or extra compensation, complete the released time/extra compensation form.

APPROVALS:

Yes:____ No:____ _____________________________

Department Chair Date

Comments: _________________________________________________________________________________

________________________________________________________________________________________________

Yes:____ No:____ ____________________________________________

Academic Division Dean, Director, or appropriate supervisor Date

Comments: ________________________________________________________________________________

________________________________________________________________________________________________

Yes:____ No:____ ____________________________________

Dean of Academic Affairs Date

Comments: ________________________________________________________________________________

_______________________________________________________________________________________________

_________________________________________________________________________

A Academic Division Deans 28

Compensation 42

Release Time 31

Work Hours 42

Academic Freedom 3

Agreement Duration 51

Armed Forces 36

B Benefits 34

Bereavement 36

C Camps 34

Child Rearing Leave 39

Code of Ethics 50, 77

College-Wide Committee 18

Contact Hours 42

Contract Year 41

D Dental 35

Departments 28

Department Chairs 28

Assistant Chairs 30

Disability, STD 35

Discipline/Discharge 2

Discrimination 2

Distance Learning 49

E Evaluation 20

Evaluation Schedule 22

Non-tenured Process 23

Equipment, Use of 2

F Facilities, Use of 2

Family Leave 40

G Grade Reports 33

Grievance Procedure 6

H Health Insurance 35

I Initial Contract 25

J Jury Duty 36

L Leaves of Absence 35

Leaves with Pay 35

Leaves without Pay 39

Librarians 41, 42

Longevity 46

M Mentoring 47

Military Reserve 36

N Non-renewals 25

O Office Hours 42

Overload 32

P Part-time Employment 43

Part-time Rates 45

Part-time Hourly Rates 45

Patent/Copyrights 4

Property Rights 4

Payroll Deductions 40

Personal Days 35

Professional Development Days 41

Promotion Procedure 9

Division Committee 17

Promotion Committee 10

Promotion, Next Rank 16

Promotion Packet 13

Time Schedule 10

R Reappointment Schedule 25

Recognition 1

Reduction in Force 46

Renewals 25

Non-Tenure 26

Tenure 25

Right of Refusal 44

Rights 4

S Sabbaticals 37

Full Year 38

Half Year 38

Transitional 39

Salaries 45

Annual Increases 46

Minimums/Maximums 45

Salary Progression 46

Sick Leave 36

Special Purpose Leave 40

Student Credit Hours 30, 42

Student Development Specialist 41

T Tenure 16, 22

Travel Reimbursement 34

Tuition Reimbursement 34

Tuition Waiver 34

U Union Dues 40

W Workload 32

Workweek 42

Librarians 42

Student Development Specialists 42