COMMUNITY COLLEGE

AND THE

BROOKDALE COMMUNITY COLLEGE

FACULTY ASSOCIATION

JULY 1, 2004 - JUNE 30, 2007

Brookdale Community College
765 Newman Springs Road
Lincroft, NJ 07738-1543

                                   ARTICLE                                                                     PAGE

PREAMBLE		2
ARTICLE 1:	RECOGNITION	2
ARTICLE 2:	NEGOTIATION OF SUCCESSOR AGREEMENT	2
ARTICLE 3:	BOARD & ASSOCIATION RELATIONSHIP	3
ARTICLE 4:	ACADEMIC FREEDOM	4
ARTICLE 5:	PATENT & COPYRIGHT POLICY	4
ARTICLE 6:	GRIEVANCE PROCEDURE	6
ARTICLE 7:	FACULTY PROMOTION PROCEDURE	8
ARTICLE 8:	EVALUATION	16
ARTICLE 9:	EVALUATION SCHEDULE	18
ARTICLE 10:	INITIAL CONTRACT	20
ARTICLE 11:	REAPPOINTMENT NOTIFICATION SCHEDULE	20
ARTICLE 12:	DEPARTMENTS & DEPARTMENT CHAIRPERSONS	22
ARTICLE 13:	FACULTY OVERLOAD	25
ARTICLE 14:	ASSIGNED HOURS & TIME SPAN	25
ARTICLE 15:	GRADE REPORTS	26
ARTICLE 16:	FRINGE BENEFITS & LEAVE PROVISIONS	26
ARTICLE 17:	PAYROLL DEDUCTIONS	31
ARTICLE 18:	CONTRACTS	32
ARTICLE 19:	PART-TIME EMPLOYMENT	34
ARTICLE 20:	SALARY	35
ARTICLE 21:	SALARY PROGRESSION	36
ARTICLE 22:	REDUCTION IN FORCE	36
ARTICLE 23:	DIVISION CHAIRPERSONS	36
ARTICLE 24:	MENTORING	38
ARTICLE 25:	DISTANCE LEARNING	39
ARTICLE 26:	CODE OF ETHICS	41
ARTICLE 27:	DURATION	41
APPENDIX 1:	PROMOTION PACKET CHECKLIST	43
APPENDIX 2:	APPLICATION FOR PROMOTION IN RANK	46
APPENDIX 3:	SAMPLE PROMOTION PACKAGE FORMAT	47
APPENDIX 4:	NON-TENURED FACULTY EVALUATION PROCESS	51
APPENDIX 5:	TENURE PACKET	62
APPENDIX 6:	CODE OF ETHICS	67
APPENDIX 7:	CURRICULUM DEVELOPMENT FORMS	69

 
 Page 1.

 
PREAMBLE
 
This Agreement effective the 1st day of July, 2004 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.
 

A. Freedom in research and publication where these activities does 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.

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.

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.

1. Step 1 (Executive Vice President, Educational/Student and Outreach
Services) - thirty (30) working days;
 
2. Step 2 (President) - five (5) working days;

1. Step 1 (Executive Vice President, Educational/Student and Outreach
Services) - five (5) working days;
 
2. Step 2 (President) - five (5) working days;

1. Step 1 (Executive Vice President, Educational/Student and Outreach
Services) - three (3) working days;
 
2. Step 2 (President) - three (3) working days

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.

1. First Day of Classes in the fall semester
Notice sent to all faculty with deadline for one page promotion
application. The application and promotion packet checklist will
be available in the Division offices (including the Library and |
Student Development).
 

2. September 15
 
The one page promotion application due in Division Offices.
(See Appendix 2)
 
3. September 30, 2004; September 29, 2005; September 28, 2006
 
Information meeting for all faculty applying for promotion.
 
4. October 1-October 31
 
The Division Promotion Committee will be appointed by the
Division Chairperson, Director, or other appropriate supervisor
of each Division. (See 7.4.B. for committee composition.) The
committees will meet during the month of October to select a
Chairperson.
 
5. November 15
 
Promotion packets are due in Division Offices. Packets will be
reviewed by the Division Promotion Committee Chairperson and
the Division Chair, Director, or other appropriate supervisor for
completeness.
 
(See below and Article 7.2.II for required contents). Please note:
Packets submitted by the November 15 deadline must include all
required material and appendices except as noted in this section.
Required elements of the promotion packet due at this time are:
 
a. promotion packet checklist
 
b. application for promotion in rank
 
c. curriculum vitae
 
d. self report
 
e. evaluation: two (2) official student evaluations and three (3)
supervisor evaluations (including the evaluation report
(PE47), personal performance objectives (PE 48), supervisor
observations*, and optional faculty response form (PE14), and
 
f. appendices (optional)
* Required inclusion effective November, 2003. Any separate form
currently accepted by the EVP may be used.
 
6. November 16–23, 2004; November 16-23, 2005;
November 16-22, 2006
 
The Division Chairperson, Director or other appropriate supervisor
and the Division Promotion Committee Chairperson will
review the candidate packets for completeness. If the Division
Chairperson, Director or other appropriate supervisor and the
Division Promotion Committee Chairperson find the November 15
packet to be incomplete, the packet will be returned to the promotion
candidate and will not be forwarded to the Division
Promotion Committee.

7. November 24, 2004 – January 19, 2005; November 28, 2005 –
January 18, 2006;
 
November 27, 2006 – January 17, 2007 (first day of instruction, Sp 07)
 
The following items ONLY may be added to the promotion
packet by the promotion candidate:
 
a. an optional single page addendum to the self-report
 
b. one (1) supervisor evaluation (including the evaluation
report (PE47), personal performance objectives (PE 48),
supervisor observation*, and optional faculty response
form (PE14))
 
c. two (2) official student evaluations
The Division Chairperson, Director or other appropriate supervisor
must stamp and date all material received before it is added
to the promotion packet between November 24 and January 21.
 
* Required inclusion effective November, 2003. Any separate
form currently accepted by the EVP may be used.
 
8. December 2, 2004; December 1, 2005; December 7, 2006
 
Meeting of all Division Committees with members of the College-
Wide Promotion Committee to explain procedures and deadlines.
 
9. January 20, 2005; January 19, 2006; January 18, 2007 (day after
the first day of instruction, Sp 07)

The Division Chair, Director or other appropriate supervisor and
the Division Promotion Committee Chairperson will certify that
all required material is present in the promotion packets.
Incomplete packets will not be forwarded to the Division
Promotion Committee.

The final responsibility for completeness and authenticity of
packet rests with the candidate.

10. January 21-February 15, 2005; January 20-February 15, 2006;
January 19 (2 days following the first day of instruction, Sp 07)-
February 15, 2007
 
Division Promotion Committees are to meet and conduct interviews
and business during the above time. The committee must
meet the last week of January to establish a schedule of interviews
for candidates.
 
a. All packets must be reviewed in their entirety by each
committee member
 
b. Interviews must be conducted
 
c. One-half hour interview must be scheduled and available
to each candidate

d. Candidate may bring one support person into the interview
if he/she so chooses
 
e. No committee member will be permitted to vote unless
present at all interviews
 
f. All names of eligible candidates will be rank ordered and
submitted with a written narrative. Candidates without a
numerical ranking will not be considered for promotion
by the College-Wide Promotion Committee.
11. February 15
 
The Division Promotion Committee will forward its recommendations
to the Chairperson of the College-Wide Promotion
Committee. The Division Promotion Committees will notify
candidates of recommendations forwarded to the College-Wide
Promotion Committee within one week of making the
recommendations.
 
12. February 16 - March 10, 2005; February 16 – March 10, 2006;
February 16 – March 12, 2007
 
The College-Wide Promotion Committee will review the recommendations
of the Division Promotion Committee and submit its
rank ordered list of faculty recommended for promotion to the
President. The College-Wide Committee will notify the candidates
of recommendations forwarded to the President within one
week of making the recommendations.
 

1. Two (2) copies of the promotion packet are to be submitted to
the Division Office using a 2" Binder. All required and any
supplementary materials must fit within the regulation binder.
One copy will be retained in the Human Resources Office. The
second copy will be returned to the promotion candidate at the
conclusion of the promotion process.
 
2. Required Contents
 
No packet will be considered if any part of the following items
A through G is missing:
 
A. Checklist certifying packet completeness and authenticity
(should be first page of packet)
 
B. Promotion application copy of "Application for Promotion
in Rank" (see Appendix 2) with correct Division date
stamp.
 
C. Curriculum Vitae
Use the sample outline based on all topics provided in
Appendix 3. Spaces may be adjusted based on your

individual needs and topic selection. Include the following
topics since your last promotion only:
 
a. Education and experience
* Degrees (include all degrees, with dates of
completion)
* Additional higher education
* Experience within the College
* Other experience outside of College
 
b. Curriculum Development
* New courses
* Course revisions
* Special projects
* Non-print materials
* Supplemental print materials
 
c. College Service (indicate whether compensated or
voluntary)
* Committee work
* Grant activity
* Clubs
* Academic leadership
 
d. Professional Growth
* Publications
* Conference/workshops presented/attended
(dates and places)
* Exhibitions (dates and places)
* Memberships in Professional Organizations
* Other professional activities
 
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.
D. Self Report
 
In narrative form expand, highlight or add to the activities
you have listed in the categories above (including your
assessment of your most important contributions to the
Division/College). Include information since the last
promotion only. Length is limited to five (5) pages.
 
E. Official Student Evaluations
 
Official student evaluations appropriate to teaching, counseling,
or librarian faculty covering the period since the
last promotion are required. Only four (4) sets of official
student evaluations are to be submitted in this section. If
 
Page 12.
 

 
more are submitted, the four (4) most recent will be used.
Additional student evaluations may be included in the
Appendix portion of the packet. Include any discussion of
your evaluations.
 
a. Teaching faculty must include the official student
evaluation results from at least two (2) different
courses and/or evaluation periods from semesters
taught for load since the last promotion.
 
b. Librarian faculty must include official student evaluations
of librarians from each of the last four years.
 
c. Counseling faculty must include all official Counseling
Survey results since the last promotion.
F. Supervisor Evaluations
 
The supervisor evaluations include an evaluation report
(PE47), Personal Performance Objectives (PE48), supervisor
observations, and optional Faculty Response Forms
(PE14). Include four (4) evaluations, PPOs, and supervisor
observations* from the most recent four (4) years. If
completed, Faculty Response Forms (PE14) may also be
included.
 
Evaluations must be performed at least once per year by
April 1. Applicants for promotion should request that the
supervisor evaluation be done in the Fall term to ensure
that their packet includes an evaluation for each of the
last four years. Such requests are the applicant’s
responsibility.
* Required inclusion effective November 2003. Any separate
form currently accepted by the EVP may be used.
 
G. Appendices (Optional)
 
If you wish, you may include copies of curriculum development,
publications, additional student evaluations, peer
evaluations or other materials in this section. All supplemental
materials must fit within the one regulation
binder.

1. Faculty who are recommended for tenure at the instructor level
will automatically be awarded promotion to assistant professor
at the time tenure is awarded.
 
2. Faculty ineligible for tenure will not receive consideration for
promotion.
 
 
Page 13.
 
 

 
 
3. Only faculty who are in rank for a period of four years are eligible
for promotion (must be in fourth year when filing application).
 
4. Guidelines for promotion to next rank:
 
A. Instructor to Assistant Professor:
 
Automatic promotion from Instructor to Assistant Professor
is based on teaching excellence. Once teaching excellence is
achieved it is expected that this would be continued into each
additional promotion, but it is not a rationale for additional
promotion by itself.
 
B. Assistant to Associate Professor:
 
Promotion from Assistant Professor to Associate Professor
should include maintenance of teaching excellence for which
the candidate has already been promoted, and contributions
made by the candidate on the Division level. An example
would be expanded service to the Department, Division or
College, and evidence of significant professional growth and
development since the last promotion.
 
C. Associate to Professor:
 
Promotion from Associate Professor to Professor should
include maintenance of teaching excellence, maintenance of
expanded service to the Department, Division or College for
which the candidate has already been promoted, and significant
professional growth and development since the last
promotion. The major difference between Associate Professor
and Full Professor is that the contributions to Department,
Division and College should focus on leadership, which
impacts on a college-wide basis.
5. Excellent teaching/counseling/provision of information services
is the most important criterion for faculty.
 
6. Faculty who are applying for promotion will be required to
submit official student evaluations. (See 7.2.F.)
 
7. Time in rank may be used to break a tie.
 
8. Faculty who are not promoted may request a meeting with the
Division Committee/College-Wide Committee (where appropriate).

A. There will be a faculty promotion committee for each major
academic unit: Division, Library, and Student Development
Specialists.
 
B. Each Division Promotion Committee will be made up of full
professors – one from each Department, appointed by the
Division Chair as follows:

The most senior eligible full professor is appointed for a threeyear
term. A faculty member is not eligible for reappointment on
the Division Promotion Committee for consecutive three-year
terms. In the absence of a full professor in a department or if the
most senior full professor declines/defers the appointment, the
most senior highest-ranking faculty member in that department
not applying for promotion will be appointed for one year
within the three-year term.
 
A faculty member may not serve on the Division Promotion
Committee and the College Wide Promotion Committee at the
same time.
 
C. The Division Promotion Committees will be responsible for the
following:
 
1. Evaluating applicants’ packets
 
2. Interviewing applicants
 
3. Submitting the rank ordered recommendations and
supporting narrative to the Chair of the College-Wide
Committee
 
4. Providing to any applicant who requests it, the committee's
collective rationale for its decision
 
5. Keeping a record of its deliberations for three years
D. Each committee will submit its final recommendations to the
Chair of the College-Wide Committee by February 15th.
 

A. College-Wide Promotion Committee will be formed. Its membership
will consist of two full professors from each academic unit:
Division, Library, and Student Development. These full professors
will be elected for three-year terms (staggered at the start).
No member of the Committee may be elected more than two (2)
consecutive three-year terms (unless there are no other eligible
members from the academic unit).
 
B. If a full professor is not available, an election within the Division
will be held for a faculty member in the next highest rank to
serve as an alternate for one year within the three-year term.
No alternate member of the Committee may serve more than 6
consecutive one (1) year terms.
 
C. The Committee Chair may not be elected for more than two (2)
consecutive two-year terms.
 
D. The Executive Vice President, Educational/Student and Outreach
Services will sit ex-officio with no vote.
 
Page 15.
 

 
E. A faculty member may not serve on the Division Promotion
Committee and the College Wide Promotion Committee at the
same time.
 
F. The President will inform the College-Wide Committee of the
approximate budget set aside by the College for faculty promotions
by February 15th.
 
G. This committee will review the recommendations of the Division
Committee and submit its rank ordered list of faculty recommended
for promotion to the President by March 10th of each
year.
 
H. Prior to making a recommendation to the Board, the President
will discuss with the College-Wide Committee any changes in the
recommended rank order that he/she wishes to make.

A. The primary purpose of evaluation is to improve the quality of the
learning environment at Brookdale, as well as to make an assessment of
an employee's contribution to the improvement of this environment so
that the employee may grow and develop as a manager of the learning
process.

B. To this end, the evaluation process will identify an employee's strengths
and weaknesses as a learning manager throughout the year, and on a
continuing basis and assist the employee in correcting any weakness.
To facilitate a continuing effort toward the improvement of instruction,
the evaluation process will:
 
1. Include written evaluations at specified times during each year
and also will include a personal interview on each written
evaluation.

 
2. Include data, which are submitted to the appropriate supervisor
for inclusion in each written evaluation.
 
3. Identify weakness in writing and make recommendations for
improvement.
 
4. Include no written evaluations that have not been submitted to
the employee in writing in a personal conference.
 
5. Evaluation of faculty engaged in distance learning education
should be tailored to the medium in which the course is given.
The evaluation criteria shall be established jointly by a Faculty and
College advisory group. Any videotapes and audiotapes made of
distance learning courses shall not be used in evaluating the
faculty member without the faculty member’s consent.
C. Evaluations provide the primary basis upon which recommendations as
to retention, promotions, annual salary adjustments, and/or merit awards
are made.
 

A. Each member of the staff will be evaluated in writing according to the
Evaluation Schedule hereinafter contained. Each faculty member will
receive a copy of all evaluations given. The evaluations will be placed in
the individual’s personnel file. Provisions shall be made for the attachment
of comments by the faculty member to each evaluation.
 
B. Nothing in this article will preclude full-time instructional personnel from
requesting and receiving additional evaluations throughout an academic
year, including peer and student evaluation(s).
 

A. Tenure Candidates - A guideline for submission of a tenure application
shall be available in the Office of the Executive Vice President,
Educational/Student and Outreach Services. (See Appendix 5)
 
1. Individuals Initially Appointed Prior to Beginning of the Fall Term
Prior to:
a. December 1st: Evaluation #1 by Division Chairperson, Director
and/or other appropriate supervisor
 
b. December 1st: Unsatisfactory evaluation from evaluation #1 to the Executive Vice President of Educational/Student and Outreach
Services, by Division Chairperson, Director and/or other
appropriate supervisor
 
c. December 1st to December 15th: If evaluation is unsatisfactory,
an additional evaluation will be made by the Executive Vice
President of Educational/Student and Outreach Services
 
d. December 1st to May 15th: Evaluation #2 by Division Chairperson,
 
Director and/or other appropriate supervisor
2. Individuals Initially Appointed After the Beginning of the Fall Term
Prior to:
 
a. February 1st: Evaluation #1 by Division Chairperson, Director
and/or other appropriate supervisor
 
b. Prior to February 15th: Unsatisfactory evaluation from evaluation
#1 to the Executive Vice President of Educational/Student and
Outreach Services by Division Chairperson, Director and/or other
appropriate supervisor
 
c. February 15th to March 1st: If evaluation is unsatisfactory, an
additional evaluation will be made by the Executive Vice President
of Educational/Student and Outreach Services
 
d. March 1st to May 15th: Performance evaluation #2 by Division
Chairperson, Director and/or other appropriate supervisor.
 
B. Other Non-Tenured Faculty - The evaluation process for non-tenured
faculty shall be in accord with Brookdale Community College's Non-
Tenured Faculty Evaluation Process. (See Appendix 4)
 
1. Individuals Initially Appointed Prior to the Beginning of the Fall Term
Dates Due:
 
a. Prior to February 1st: Evaluation #1 by Division Chairperson,
Director and/or other appropriate supervisor
 
b. February 15th: Unsatisfactory evaluation from evaluation #1 to
the Executive Vice President of Educational/Student and
Outreach Services by Division Chairperson, Director and/or
other appropriate supervisor
 

 
c. February 15th to March 1st: If evaluation is unsatisfactory, an
additional evaluation will be made by the Executive Vice
President of Educational/Student and Outreach Services
 
d. February 1st to May 15th: Evaluation #2 by Division
Chairperson, Director and/or other appropriate supervisor
2. Individuals Initially Appointed After the Beginning of the Fall Term
Dates Due:
 
a. February 1st: If initial contract begins during Fall Term, the
employee will be evaluated twice. First evaluation will be
done by Division Chairperson, Director and/or other appropriate
supervisor by February 1st; and other schedule dates for
evaluation will conform to B.1 above.
 
b. Prior to March 1st: If initial contract begins after close of Fall
Term, the employee will be evaluated once that first year and
any unsatisfactory evaluation will be submitted to the
Executive Vice President of Educational/ Student and
Outreach Services by the Division Chairperson, Director
and/or other appropriate supervisor.
C. Tenured Faculty Members
 
Evaluations shall be performed once a year using the revised form.
Evaluation shall include:
 
1. Faculty Evaluation Report (PE-47)
2. Personal Performance Objectives (PE-48)
3. Faculty Response Form (PE-14)
Dates of Evaluation:
 
1. If the evaluation is satisfactory, only one evaluation will be
completed by the Division Chairperson and submitted to the
Executive Vice President by April 1st.
 
2. Unsatisfactory evaluations:
 
a. Due from Division Chairperson to Executive Vice President by
April 1st.
 
b. Executive Vice President will conduct a second evaluation by
April 15th.
D. Full Professors
 
Full professors would be evaluated every three years. However, where
external contracts, certifications and accreditation are required, additional
evaluations will be required. One-third would be done the first year,
one-third the second year, and one-third the following year. Order will be
determined by the Office of the Executive Vice President of
Educational/Student and Outreach Services.
 

A. Contract Administration for Tenure Candidates
 
1. Non-Renewal of Contracts for Individuals Initially Appointed Prior to
the Beginning of the Fall Term.
Dates Due:
 
a. December 15th: Recommendation for non-renewal to the
President by the Executive Vice President of Educational/
Student and Outreach Services, and copy to employee
 
b. February 1st: Decision of the President and letter of notification
to the employee.
2. Non-Renewal of Contracts for Individuals Initially Appointed After the
Beginning of the Fall Term
Dates Due:
 
a. March 1st: Recommendation for non-renewal to the President
by the Executive Vice President of Educational/Student and
Outreach Services, and copy to employee
 
b. April 1st: Decision of the President and letter of notification to
the employee
3. Renewal of Contracts
Dates Due:
 
a. March 15th: Recommendation for contract to the Executive
Vice President of Educational/Student and Outreach Services,
by Division Chairperson, Director and/or other appropriate
supervisor
 
b. March 22nd: Recommendation for contract to the President
by the Executive Vice President of Educational/Student and
Outreach Services and copy to employee
 
c. 1st Week of April: Decision of the President and letter of
notification to employee
 
d. April Board Meeting: Recommendation of the President to the
Board of Trustees

e. Day after Board Meeting: Contract mailed to employee
 
f. May 15th: Contract due to be returned by employee
 
B. Contract Administration for Other Non-Tenured Faculty:
 
1. Individuals Initially Appointed Prior to Beginning of Fall Term
 
a. Non-Renewal of Contracts
Dates Due:
 
(1) March 1st: Recommendation for non-renewal to the President by the Executive Vice President of Educational/Student and Outreach Services, and copy to the employee.
 
(2) April 1st: Decision of the President and letter of notification to employee
b. Renewal of Contracts
Dates Due:
 
(1) March 15th: Recommendation for contract to the Executive Vice President of Educational/Student and Outreach Services, by Division Chairperson, Director and/or other appropriate supervisor
 
(2) March 22nd: Recommendation for contract to the President by the Executive Vice President of Educational/Student and Outreach Services, and copy to employee
 
(3) 1st Week of April: Decision of the President and letter of notification to employee
 
(4) April Board Meeting: Recommendation of the President to the Board of Trustees
 
(5) Day after Board Meeting: Contract mailed to employee
 
(6) May 15th: Contract due to be returned by employee
 
2. Individuals Initially Appointed After Beginning of Fall Term (Schedule for First Contract Year Only)
 
a. Non-Renewal of Contracts
Dates Due:
 
(1) May 1st: Recommendation for non-renewal to the President by the Executive Vice President of Educational/Student and Outreach Services, and copy to employee
(2) May 30th: Decision of the President and letter of notification to the employee
b. Renewal of Contracts
Dates Due:
(1) May 1st: Recommendation for contract to the Executive Vice President of Educational /Student and Outreach Services by

Division Chairperson, Director and/or other appropriate supervisor
 
(2) May 15th: Recommendation for contract to the President by the Executive Vice President of Educational/Student and Outreach Services, and copy to employee
 
(3) 1st Week of June: Decision of the President and letter of notification to employee
 
(4) June Board Meeting: Recommendation of the President to the Board of Trustees
 
(5) Day after Board Meeting: Contract mailed to employee
 
(6) June 30th: Contract due to be returned by employee
C. Contract Administration for Tenured Faculty:
 
1. Non-Renewal of Contracts
Dates Due:
 
a. March 1st: Recommendation for non-renewal to the President by Executive Vice President of Educational/Student and Outreach Services, and copy to employee
 
b. April 1st: Decision of the President and letter of notification to employee
 
c. April Board Meeting: Recommendation of the President to the Board of Trustees
2. Renewal of Contracts: Tenured faculty shall receive their annual
contract specifying salary after the April Board meeting or as soon as practical if salary figure is pending due to negotiations.
 

A. The process for establishing a Department Chair is as follows:
 
1. A secret nominating ballot will be distributed to all full-time
members of the Department by the Executive Vice President of
Educational/Student and Outreach Services. This includes all teaching
faculty, learning assistants, and members of the non-academic staff.
This ballot will be distributed on or before April 1st.

2. Each person responding to the ballot will list three members of
the teaching faculty, generally who are members of the
Department, whom the person would find to be acceptable as
Department Chairperson.
 
3. The Division Chairperson, Director or other appropriate supervisor
will normally select and recommend to the Executive Vice
President one of the two faculty members most often suggested
by the members of the Department.
 
4. Notification of appointment of the Department Chair by April 15th.
B. The Department Chairperson shall be appointed for a three year term of
office by the Division Chairperson or Director and the Executive Vice
President of Educational/Student and Outreach Services after input has
been requested from all members of the Department. Any faculty member
shall have the right to refuse such appointment. Failure to appoint
or reappoint the Department Chairperson or not to appoint a
Department Chairperson shall not be subject to the grievance
procedure.
 
C. Recommendations of the Department which may be under the coordination
of the Department Chairperson are subject to the approval of the
Division Chairperson, Director and/or appropriate supervisor, (whose
approval or failure to approve shall not be subject to the grievance procedure)
and shall be as follows:
 
1. Plan course offerings of the Department
 
2. Schedule the course offerings
 
3. Assign Department members
 
4. Determine the type of instruction of the Department
 
5. Develop the curriculum of the courses offered
 
6. Develop budget requirements
 
7. Make final determination of budget item after budget approval
 
8. Develop new programs
 
9. Implement new programs
 
10. Other duties which are part of the normal functional concept of
the Department
 
11. Develop performance objectives of the Department and members
of the Department
 
12. The Department Chairperson will complete an annual
Performance Evaluation for assigned Learning Assistants
D. When appropriate, as defined in 12 E below, an Assistant Department
Chairperson may be established. The Assistant Chairperson will assist in
the duties as outlined in Article 12, Section C, 1-12, above.The Division
Chairperson, Director and/or appropriate supervisor shall select and
 

recommend the Assistant Chairperson following the steps outlined in
this Article, Section A, 1-4.The Department Chairperson shall supervise
the Assistant Department Chairperson.
 
E. Department Chairpersons (and Assistant Chairs, where appropriate) will
have their annual teaching load reduced by the formula below based on
the previous Fall tenth day enrollment of all credit classes run by the
Department both on and off campus:
 

Up to 2,400	.2	6
2,401 to 6,000	.4	12
6,001 to 9000	.6	18
Over 9000	.7	21
11,000 to 15,000	.7 (Dept. Chair)	21
	.3 (Asst. Dept. Chair)	9
Over 15,000	.7 (Dept. Chair)	21
	.4 (Asst. Dept. Chair)	12
Over 18,000	.7 (Dept. Chair)	21
	.3 ea (2 Asst. Dept. Chairs)	9 each

 
 

F. 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 2,401-6,000 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.
 
G. 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.
 
H. No person can serve more than one (1) additional consecutive term of
three (3) years duration.
 
I. At the end of the first year and each year thereafter, the Department Chair
will be evaluated by the Division Chairperson, Director 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 of Educational/Student
and Outreach Services or the Dean of Enrollment Management and
Student Affairs. Assistant Chair evaluations will follow the same process
and are subject to the same approvals for continuation of their terms
except that the Department Chairs will conduct the evaluations.
 
If in the opinion of the Executive Vice President of Educational/ Student
and Outreach Services or the Dean, the evaluation of a Department Chair
or an Assistant Department Chair warrants that a change be made, the
Executive Vice President of Educational/Student and Outreach 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.

A. Hospitalization - (Traditional Plan),As provided by New Jersey State
Health Benefits Plan.
 
B. Major Medical Insurance - As provided by New Jersey State Health
Benefits Plan.
Eligibility date: Eligibility shall be determined by the State Health
Benefits Plan; presently, it is upon employment in September, otherwise,
after two months of employment.
 
C. The health benefit premium obligation of the College shall be subject to
a cap using June 30, 2007, as a base date for that cap. However, the cap
reflected in sections A, B, C & E of this Article shall not be applied prior
to agreement to a successor contract.
 
D. Short-Term Disability - Compensation of 70% weekly salary, to a maximum
of $750 per week for 26 weeks. Eligibility Date: 15th calendar day
of disability.
 
E. Dental Program - The Dental Plan will remain a usual, reasonable and
customary fee plan (UCR), but with yearly deductible of $100 for single
and $200 for husband/wife/family. The maximum yearly benefit per
person will be $1,500.The College's contribution for the dental plan
shall be $582.84 and shall increase each year to reflect the cost.

A. Leaves with Pay
 
1. Personal Days - Employees may, with the consent of their supervisor,
take up to and including five (5) days off per academic year to
accomplish personal activities that cannot be taken care of during
times and/or days when the employee is obligated to be at the
College. Eligibility begins upon employment for academic employees.
Personal days are not cumulative from year to year.
 
2. Sick Leave - Employees will accrue sick leave at the rate of one and
one- quarter (1 1/4) days per month worked and may accumulate

days without a maximum. The College may require a physician’s
report whenever an employee takes sick leave. Eligibility begins
upon employment.
 
3. Bereavement Leave - Employees may receive three (3) working days
for death in their immediate family (parents, siblings, spouse,
children, foster children, step-parents, step children, parents of
spouse, grandparents, or any relative living in the immediate
household).  Additional days, if needed, may be charged to sick leave
and/or personal days. An employee may have one working day off
for the death of any other relative not specifically referred to above
and if additional time is needed, he/she may have this time charged
against personal days. Eligibility begins upon employment.
 
4. Jury Duty - Employees who are required to serve as a juror will
receive their regular salary. Eligibility begins upon employment.
 
5. Military Reserve or National Guard - Any full-time faculty member
who is required to report for annual training by the Military Reserve
or National Guard shall retain the pay received for military service
according to N.J.S.A. 38:4-4 in addition to receiving wages from the
College. A copy of military orders shall be presented to the College
before such military leave is entered upon. Eligibility begins upon
employment and such service shall not impair rights otherwise
enjoyed by the faculty member while in the continuous employment
of the College.
 
6. Armed Forces - A full-time faculty member who is drafted or recalled
into the Armed Forces of the United States shall be given a leave of
absence without pay for the period of time of the draft or recall to
active service. Upon discharge or release from the military, the
faculty member will be entitled to re-employment in the same
position or an equivalent at the salary and seniority that would have
been attained had not there been a draft or recall, providing that:
 
a. The returning faculty member presents a certificate of
satisfactory completion of military service, and
 
b. Application for reinstatement has been made within ninety
(90) days of the discharge or release from military service or
from hospitalization continuing after discharge or release for
a period of not more than one (1) year, and
 
c. Provided the faculty member is fully able to perform the
duties of the former position.
7. Sabbatical Leave - The Board recognizes the value that can accrue to
the College from staff participation in advanced study, related work
experience, educational travel, research, and other forms of scholarly
or creative endeavor afforded by a program of sabbatical leave. To
secure these benefits for the College, the Board agrees to institute a
sabbatical leave program subject to the following conditions:

a. Eligibility shall be restricted to faculty members who have
completed seven (7) consecutive years of full-time service as
a faculty member at the College since beginning that service
or since the last period of sabbatical leave.
 
b. Application for sabbatical leave shall be made by letter
addressed to the Division Chairperson, Dean, Director or
Officer of the College, as may be appropriate, not later than
December 15th of the academic year prior to the time of the
anticipated leave.
 
c. Letters of application shall state the intended purpose of the
sabbatical leave from among the following approved
purposes: advanced study, related work experience,
educational travel, research, and other forms of scholarly or
creative endeavor.
 
d. Letters of application shall be judged by the Division
Chairperson, Dean, Director or Officer of the College, as may
be appropriate, to determine the benefits which shall accrue
to the individual requesting the sabbatical leave and the
college community.
 
e. Letters of application shall be forwarded along with recommendations
by the Division Chairperson, Dean, Director or
Officer of the College as may be appropriate, to a designated
faculty committee under the auspices of the Executive Vice
President of Educational/Student and Outreach Services, for
review. The Committee shall recommend its choices to the
President of the College not later than February 15th.A faculty
member may choose to appear before Sabbatical
Committee to defend proposal. The Committee will provide
feedback to the applicants not recommended.
 
f. Sabbaticals can only be granted if budget permits. The
President of the College shall grant sabbatical leaves so that
not more than five percent (5%) of the total faculty shall be
on sabbatical leave status at any given time. Furthermore, not
more than five percent (5%) from each Division and not
more than one (1) individual from each Department shall be
on sabbatical leave status at any given time. Departments of
twenty (20) or more faculty members may be granted two
(2) sabbaticals per year at a time.
 
g. The President of the College shall advise those faculty
members whom he/she shall recommend to the Board for
approval not later than March 15th. Such recommendations
shall be made to the Board for consideration at the regular
March public meeting.

h. Sabbatical leave may be granted for one (1) full contract
year or one-half (1/2) contract year. The contract year for the
sabbatical leave shall be limited to the length of the employment
contract of the year in which the sabbatical leave is
approved.
 
i. Salary shall be paid to faculty members while on approved
sabbatical leave on a prorated basis for the duration of the
leave according to this schedule:
 
1. Full pay for half of the contract year. In the event this
schedule is selected, the remaining portion of the
year during which the faculty works shall include
one (1) regular length term.
 
2. One-half pay for the full contract year.
j. All fringe benefits in effect at the time of commencing upon
sabbatical leave shall continue in force during the period of
approved leave.
 
k. If a faculty member shall not complete one academic year of
service after returning from sabbatical leave, the College
shall require the return of all monies paid to the faculty
member during the sabbatical leave. Such payment shall be
made within twelve (12) months following termination or
separation from the College and shall be secured by a
promissory note originally effected upon entering any
period of sabbatical leave. Exception to this provision would
occur if a faculty member died during the academic year
while employed by the College.
 
l. The denial of a sabbatical leave because of College budgetary
constraints shall not be grievable.
 
m. A report detailing the accomplishments of the Sabbatical
Leave will be filed with the Division Chairperson, Dean or
Director to whom the faculty member reports upon return
from Sabbatical Leave.

B. Leaves Without Pay
1. Child Rearing Leave - A tenured faculty member shall be entitled to
up to one (1) years leave without pay.A non-tenured faculty member
may request a semester's absence without pay.The approval of such
 
 

 
leave for non-tenured faculty is at the discretion of the Executive
Vice President of Educational/Student and Outreach Services and the
period of absence shall not count toward tenure. The leave may be
extended by application of the member to the President of the
College and with the approval of the Board of Trustees. Salary step
credit shall be given up to a maximum of one (1) year. Retirement
benefits and medical benefits shall be granted during the period of
child rearing leave in conformity with the law and the rules and
regulations established by the appropriate State departments.
 
2. Faculty members may request leave (with or without pay) under
Federal and State family medical leave legislation for various types of
personal and family reasons. Family medical leave is currently up to
twelve (12) weeks for qualified employees.
 
3. Special Purpose Leave - Tenured employees may be granted leaves of
absence up to one (1) year upon the approval of the President.
 
a. An employee will be guaranteed an equivalent position with
at least the same salary at which he/she left.
 
b. No fringe benefits will be paid for by the College while an
employee is on a Special Purpose Leave of Absence;
however, the employee may retain their fringe benefits by
exercising their rights under COBRA; neither will such an
employee gain salary step credit during a Special Purpose
Leave.
 
 

A. A faculty member shall have the right, upon reasonable request, to
review the contents of the faculty member’s personnel file. The faculty
member shall be entitled to have a representative accompany the
faculty member during such review. Confidential material such as letters
of recommendation for employment shall be excluded from this
provision.
 
B. A faculty member shall be granted the right to review derogatory
material prior to its inclusion in the personnel files. The faculty member
shall acknowledge reviewing such material by affixing signature to the
material to be included in the file with the express understanding that
such signature in no way indicates agreement of the contents thereof.
The faculty member shall also have the right to submit a written answer
to such material and the answer shall be attached to the file copy.

A. If the College has the need for additional services of Librarians beyond
those services provided by full-time staff, then full-time qualified
Librarians shall have the first right of refusal for such work. Compensation
shall be at the hourly rate as stated in 19.3B.
 
B. If the College has the need for additional services of Student
Development Specialists beyond those services provided by full-time
staff, full-time qualified Student Development Specialists shall have the
first right of refusal for such work. Compensation shall be at the hourly
rate as stated in 19.3B.
 
C. The first right of refusal to teach additional sections not scheduled for
full-time faculty shall be given to qualified full-time faculty members of
the same Department on a rotating seniority basis before assignment to
part-time instructors, except that this shall not apply to special course
offerings for which extraordinary credentials are required. Under this
provision, a faculty member may be granted up to eight (8) credit hours
per term. Compensation shall be at the part time rate as stated in 19.3A.
An annualized seniority rotation list by discipline which carries over
beginning with the most senior and going through least senior for
selection of any disputed section and then continuous rotation shall be
maintained.
 
D. The first right of refusal to teach credit courses scheduled by Extension
Services and Weekend College shall be given to qualified full-time
faculty; however, under this provision and the provision of "C" above,
the combined limit of these provisions shall be eight (8) credits per
term. Compensation shall be at the part-time rate as stated in 19.3A.

A. Full-time faculty members who shall be given the first opportunity to
accept assignments to furnish other academic and professional services
in each term not covered by the regular contract, including the preparation
and utilization of instructional materials and counseling students in
the instructional program, shall be compensated. Such assignment shall
be as needed and requested by the College. Compensation shall be at
the hourly rate as stated in 19.3B.
 
B. The first right of refusal to teach up to two (2) sections in each term
not covered by regular contract shall be given to qualified full-time
faculty members of the same discipline before assignment to part-time
instructors, except that this shall not apply to special course offerings
for which extraordinary credentials are required. The current practice
for the summer term shall apply as an exception to the two (2) section
course limitation. Compensation shall be at the part-time rate as stated
in 19.3A.

A. Part-time Rate: The part-time rate for full-time faculty members
shall be $565 per credit hour for the 2004-07 contract period.
 
B. The part-time hourly rate for full-time faculty members shall be
$29.00 per hour for the 2004-07 contract period.

Rank	Min / Max	Effective 9/1/04	Effective 9/1/05	Effective 9/1/06
Instructor	Minimum	$39,150	$41,293	$42,944
Instructor	Maximum	$74,437	$77,285	$80,377
Asst. Prof.	Minimum	$46,075	$48,356	$50,290
Asst. Prof.	Maximum	$83,963	$87,002	$90,482
Assoc. Prof.	Minimum	$52,892	$55,310	$57,522
Assoc. Prof.	Maximum	$94,977	$98,236	$102,166
Professor	Minimum	$59,996	$62,556	$65,058
Professor	Maximum	$105,908	$109,386	$113,761

 
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.
 
 
Page 35.
 

A. The term for appointment of Division Chairpersons will be for three
(3) years.

B. No person can serve for more than one (1) additional consecutive
term of three (3) years duration.
 
C. A secret nominating ballot will be distributed to all permanent
members of the Division. Each Division member will place on the
ballot the names of three (3) full-time faculty members of the
Division who would be acceptable as Division Chair. The names of
the two (2) full-time faculty members with the most votes on all of
the ballots will be presented to the Executive Vice President of
Educational/Student and Outreach Services as acceptable candidates
for Division Chairperson. The Executive Vice President will select a
person from the list of two (2) to recommend to the President to be
the Division Chairperson. Failure to accept the recommendation of
the Division will not be subject to grievance.
 
D. At the end of the first year and each year thereafter, the Division
Chair will be evaluated by the Executive Vice President of
Educational/Student and Outreach Services or the Dean of
Enrollment Management/Student Affairs where applicable with
input from faculty and staff and, based on that evaluation, he/she
will continue to serve the next year of the term. If in the opinion of
the Executive Vice President the evaluation warrants that a change
be made, the Executive Vice President will so notify the members of
the Division and appoint a person of his/her choosing for the
following year. This action will not be subject to grievance.
 

A. Compensation (Regular Contract Year)
Will be $9,700 throughout the contract.
 
B. Release Time (Regular Contract Year)
Division Chairpersons will each be released from twenty-one (21)
contact hours per year.

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
Division Chair, 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

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

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
Department, Division, 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 Division Chair, Director, and/or other appropriate
supervisor. Provide written input into the end-of-year peer
evaluation of the mentee.

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

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

 
Page 41.

Official Student Evaluations	Term/Year	Candidate	Date	Division Committee Chair	Date	Division Chair	Date
#1 (Due 11/15)
#2 (Due 11/15)
#3 (Due 11/15)
#4 (Due 11/15 or 1/21)

   
Page 1 of 3
 

Supervisor Evaluations (see footnote)	Month/Year	Candidate	Date	Division Committee Chair	Date	Division Chair	Date
#1 (Due 11/15)
#2 (Due 11/15)
#3 (Due 11/15)
#4 (Due 11/15 or 1/21)

Note: Any break in sequence of LAST four years due to full-year sabbatical,
maternity leave, medical leave, etc.,must be identified in writing and attached.
 
 

	Month/ Year	Candidate	Date	Division Committee Chair	Date	Division Chair	Date
Self-report
Vitae
Appendix (optional)

 
The following items ONLY may be added to the promotion packet between November 24 and January 21:
a. the optional single page addendum to the self-report,
b. 2 official student evaluations (if not previously submitted), and
c. one supervisor evaluation (as defined in Article 7 @ 7.1.5.e. *)
 
Page 2 of 3
 

THE FINAL RESPONSIBILITY FOR COMPLETION OF A PACKET RESTS WITH THE CANDIDATE.  OTHERS INVOLVED IN THE PROCESS ARE TO ASSIST THE CANDIDATE AND DO NOT ASSUME RESPONSIBILITY FOR THE COMPLETENESS OF A PACKET.
 
ALL CANDIDATES FOR PROMOTION ARE ENCOURAGED TO ATTEND THE PROMOTION INFORMATION MEETING IN THE FALL OR MEET WITH THE CHAIR OF THE COLLEGE-WIDE PROMOTION COMMITTEE TO REVIEW REQUIREMENTS AND ASK QUESTIONS.
 
I CERTIFY I HAVE INCLUDED ALL REQUIRED ELEMENTS FOR COMPLETENESS TO THIS PACKET.
 
__________________________________________________________________
CANDIDATE SIGNATURE                                                                           DATE
 
 
I HEREBY CERTIFY THAT THIS PACKET IS COMPLETE.
 
__________________________________________________________________
DIVISION COMMITTEE CHAIR SIGNATURE                                           DATE
 
 
I HEREBY CERTIFY THAT THIS PACKET IS COMPLETE.
 
__________________________________________________________________
DIVISION CHAIR SIGNATURE                                                                    DATE

AN INCOMPLETE PACKET WILL NOT BE CONSIDERED AT THE NEXT LEVEL
 
*Article 7.1.5.e defines Supervisor Evaluation as the Evaluation Report (PE47),
Personal Performance Objectives (PE 48), Faculty Response Form (PE14)
(optional), and Supervisor Observations. Supervisor Observations should be
included if conducted.  Required inclusion (one per year) begins effective
November 15, 2003 with the required inclusion of the AY04 classroom observation form.  Any separate observation form currently accepted by the EVP
may be used.
 
 
10-15-02, REV 6-12-03, 9-23-03
 
 
 
Page 3 of 3
 

---


 
 
 
APPENDIX 2
 
 
BROOKDALE COMMUNITY COLLEGE
APPLICATION FOR PROMOTION IN RANK
 
 
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 LEARNING RESOURCES CENTER
 
 
 
 

---


 
 
APPENDIX 3
 
SAMPLE PROMOTION PACKAGE FORMAT
 
 
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
 

---


 
 
APPENDIX 4
 
 
 
BROOKDALE COMMUNITY COLLEGE
NON-TENURED FACULTY EVALUATION PROCESS
YEAR ONE
 
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 Division Chairperson, 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 Division Chairperson, Director and/or other appropriate supervisor regarding the perceived strengths and weaknesses of the new person.
 
 
2. Classroom observation by the Division Chairperson, 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 Division Chairperson, Director and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational/Student and Outreach 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/Student and Outreach 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
 
 

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YEAR TWO
 
 
The mentor will continue if the mentor, Department Chairperson and Division Chairperson, Director and/or other appropriate supervisor agree the arrangement should be maintained.
 
 
Evidence of evaluation will include:
 
 
1. Peer review: Members of the department will be polled by the Division Chairperson, Director and/or other appropriate supervisor regarding the perceived strengths and weaknesses of the new person.
 
 
2. Classroom observation by the Division Chairperson, Director and/or other appropriate supervisor will occur in a minimum of three classes during the second teaching year.
 
 
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. Self-evaluation (due with evaluation #2 only):  The individual will be asked
to summarize his/her reaction in writing to the first two years at Brookdale. The evaluation will include:
 
 
A. Curriculum Development - summarized work to include:
 
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
B. College Service (include whether the activity was for compensation
or voluntary)
 
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
 
 
Page 2 of 12
 
 

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YEAR TWO
 
C. Professional Growth
 
 
1. Publications
2. Conferences/workshops attended (dates and places)
3. Exhibitions (dates and places)
4. Memberships
5. Other professional activities not included above
 
D. Community Service
 
List those activities that bear a direct relationship to your position at Brookdale i.e., speaking engagements, involvement with outside organizations, institutions and agencies.
 
 
5. Supervisor Evaluation
 
 
Evaluation #1 - The Division Chairperson, Director and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President of Educational/Student and Outreach Services by February 1.
 
 
The evaluation will include the following:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives (PE-48)
c. Faculty Response Report (PE-14)
 
Evaluation #2 - Due to the Executive Vice President for Educational/
Student and Outreach Services by June 1.  
 
 
The evaluation will include:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives (PE-48)
c. Faculty Response Report (PE-14)
d. Self evaluation from employee
 
Page 3 of 12
 

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BROOKDALE COMMUNITY COLLEGE
NON-TENURED FACULTY EVALUATION PROCESS
 
YEAR THREE
 
 
The mentor will continue if the mentor, Department Chairperson and Division Chairperson, Director and/or other appropriate supervisor agree the arrangement should be maintained.
 
 
Evidence of evaluation will include:
 
 
1. Peer review:  Members of the department will submit written peer reviews to the Division Chairperson, Director and/or other appropriate supervisor regarding the perceived strengths and weaknesses of the new person.
 
2. Classroom observation by the Division Chairperson, Director and/or other appropriate supervisor will occur in a minimum of three classes during the third teaching year. 
 
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. Self-evaluation (due with evaluation #2 only):  The individual will be asked to summarize his/her reaction in writing to the first three years at Brookdale.  The evaluation will include:
 
A. Curriculum Development - summarized work to include:
 
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
 
B. College Service (include whether the activity was for compensation
or voluntary)
 
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
 
 
Page 4 of 12
 
 

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BROOKDALE COMMUNITY COLLEGE
NON-TENURED FACULTY EVALUATION PROCESS
 
 
YEAR THREE
 
 
The mentor will continue if the mentor, Department Chairperson and Division Chairperson, Director and/or other appropriate supervisor agree the arrangement should be maintained.
 
 
Evidence of evaluation will include:
 
 
1. Peer review:Members of the department will submit written peer reviews to the Division Chairperson, Director and/or other appropriate supervisor regarding the perceived strengths and weaknesses of the new person. 
 
 
2. Classroom observation by the Division Chairperson, Director and/or other appropriate supervisor will occur in a minimum of three classes during the third teaching year.
 
 
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. Self-evaluation (due with evaluation #2 only):  The individual will be asked to summarize his/her reaction in writing to the first three years at Brookdale.
 
 
The evaluation will include:
 
A. Curriculum Development - summarized work to include:
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
B. College Service (include whether the activity was for compensation
or voluntary)
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
 
Page 4 of 12
 
 

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BROOKDALE COMMUNITY COLLEGE
NON-TENURED FACULTY EVALUATION PROCESS
 
YEAR THREE
 
 
The mentor will continue if the mentor, Department Chairperson and Division Chairperson, Director and/or other appropriate supervisor agree the arrangement should be maintained.
 
 
Evidence of evaluation will include:
 
 
1. Peer review:Members of the department will submit written peer reviews to the Division Chairperson, Director and/or other appropriate supervisor regarding the perceived strengths and weaknesses of the new person.
 
 
2. Classroom observation by the Division Chairperson, Director and/or other appropriate supervisor will occur in a minimum of three classes during the third teaching year.
 
 
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. Self-evaluation (due with evaluation #2 only):The individual will be
asked to summarize his/her reaction in writing to the first three years at
Brookdale.
 
The evaluation will include:
 
 
A. Curriculum Development - summarized work to include:
 
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
 
B. College Service (include whether the activity was for compensation
or voluntary)
 
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
 
Page 4 of 12
 

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YEAR THREE
 
C. Professional Growth
 
1. Publications
2. Conferences/workshops attended (dates and places)
3. Exhibitions (dates and places)
4. Memberships
5. Other professional activities not included in above
D. Community Service
 
List those activities that bear a direct relationship to your position at
Brookdale, i.e., speaking engagements, involvement with outside organizations, institutions and agencies.
5. Supervisor Evaluation
 
 
Evaluation #1 - Division Chairperson, Director and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational/Student and Outreach Services by February 1.
 
The evaluation will include the following:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives IPE-48)
c. Faculty Response Report (PE-14)
 
Evaluation #2 - Due to the Executive Vice President of Educational/Student
and Outreach Services by June 1.
 
 
The evaluation will include:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives PPE-48)
c. Faculty Response Report (PE-14)
d. Self-evaluation from employee
 
 
Page 5 of 12
 
 

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BROOKDALE COMMUNITY COLLEGE
NON-TENURED FACULTY EVALUATION PROCESS
 
 
YEAR FOUR
 
 
The mentor will continue if the mentor, Department Chairperson and Division Chairperson, Director and/or other appropriate supervisor agree the arrangement should be maintained.
 
 
Evidence of evaluation will include:
 
 
1. Peer review:  The Department Chairperson will conduct a written peer review within the department and provide a written summary of that review to the Division Chairperson, Director and/or other appropriate supervisor.
 
 
2. Classroom observation by the Division Chairperson, Director and/or other appropriate supervisor will occur in a minimum of three classes during the fourth teaching year.
 
 
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. Self-evaluation (due with evaluation #2 only):  The individual will be asked to summarize his/her reaction in writing to the first four years at Brookdale.  The evaluation will include:
 
 
A. Curriculum Development- summarized work to include:
 
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
 
B. College Service (include whether the activity was for compensation
or voluntary)
 
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
 
Page 6 of 12
 
 

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YEAR FOUR
 
 
C. Professional Growth
 
 
1. Publications
2. Conferences/workshops attended (dates and places)
3. Exhibitions (dates and places)
4. Memberships
5. Other professional activities not included above
 
D. Community Service
 
 
List those activities that bear a direct relationship to your position at Brookdale, i.e., speaking engagements, involvement with outside organizations, institutions and agencies.
 
 
5. Supervisor Evaluation
 
 
Evaluation #1 - The Division Chairperson, Director and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational/Student and Outreach Services by February 1.
 
 
The evaluation will include the following:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives (PE-48) and summary of
departmental peer review
c. Faculty Response Report (PE-14)
 
Evaluation #2 - Due to the Executive Vice President for Educational/Student and Outreach Services by June 1.
 
The evaluation will include:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives (PE-48)
c. Faculty Response Report (PE-14)
d. Self-evaluation from employee
e. The evaluation process will include a meeting of the non-tenured faculty member and the Division Chairperson, Director and/or other appropriate supervisor with the Executive Vice President for
Educational/Student and Outreach Services and the President.
 
 
This meeting should be held before April 30.
 
 
Page 7 of 12
 
 

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BROOKDALE COMMUNITY COLLEGE
NON-TENURED FACULTY EVALUATION PROCESS
 
 
YEAR FIVE
 
 
The mentor will continue if the mentor, Department Chairperson and Division Chairperson, Director and/or other appropriate supervisor agree the arrangement should be maintained.
 
 
Evidence of evaluation will include:
 
 
1. Peer review:  The department will review the contributions of the individual to the department and make a collective judgment whether tenure (and automatic promotion if the individual is an instructor) is warranted.  This recommendation will be in written form and the department chairperson will summarize the department's recommendation in a written narrative recommendation to the Division Chairperson, Director and/or other appropriate supervisor detailing the individual's specific worth to the department.
 
 
2. Classroom observation by the Division Chairperson, Director and/or
other appropriate supervisor will occur in minimum of three classes during the fifth teaching year.
 
 
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. Self-evaluation (due with evaluation #2 only) - The individual will be asked to summarize his/her reaction in writing to their five years at Brookdale.  The evaluation will include:
 
 
A. Curriculum Development - summarize work to include:
 
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
B. College Service (include whether the activity was for compensation
or voluntary)
 
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
 
Page 8 of 12
 
 

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YEAR FIVE
 
C. Professional Growth
 
 
1. Publications
2. Conferences/workshops attended (dates and places)
3. Exhibitions (dates and places)
4. Memberships
5. Other professional activities not included in above
 
 
D. Community Service
 
 
List those activities that bear a direct relationship to your position at Brookdale, i.e., speaking engagements, involvement with outside organizations, institutions and agencies.
 
5. Supervisor Evaluation
 
 
Evaluation #1 - The Division Chairperson, Director and/or other appropriate supervisor will submit the written evaluation to the Executive Vice President for Educational/Student and Outreach Services by December 1.
 
 
The evaluation will include the following:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives (PE-48) & summary of departmental peer review
c. Faculty Response Report (PE-14)
d. Formal recommendation for tenure & promotion, if an instructor Evaluation #2 - Due to the Executive Vice President for Educational/ Student and Outreach Services by June 1.
 
 
The evaluation will include:
 
 
a. Faculty Evaluation Report (PE-47)
b. Personal Performance Objectives (PE-48)
c. Faculty Response Report (PE-14)
d. Self-evaluation from employee
 
 
NOTES:
 
 
A recommendation not to tenure will require a meeting of the Division Chairperson, Director and/or other appropriate supervisor with the Executive Vice President for Educational/Student and Outreach Services. The meeting will be held by October 15th . 
 
 
The Division Chairperson's evaluation and employee's tenure packet are due to the Executive Vice President by December 1st. If the tenure candidate is an instructor, he/she will not need to submit a promotion application. If the tenure candidate is an assistant professor or associate professor, a separate promotion application will be necessary.
 
 
 
Page 9 of 12
 
 

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BROOKDALE COMMUNITY COLLEGE
FACULTY EVALUATION REPORT
 
 
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
 

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BROOKDALE COMMUNITY COLLEGE
FACULTY RESPONSE REPORT
 
Please review this Evaluation Form, the written comments made by your evaluator, and/or any attachments. After reviewing the comments and discussing your performance review with your evaluator, write any comments that you feel are appropriate. Your signature does not indicate agreement with report, and is required only to indicate that you have had an opportunity to review the evaluative report and discuss the contents with the evaluator. If necessary, you may attach additional sheets of the same size.
 
 
 
Employee Comments:
 
 
 
 
 
 
 
______________________________ ______________________________
Signature of Employee                             Date
 
 
 
Distribution: Human Resources, Supervisor, Employee
PE14
 
 
 
Page 11 of 12
 

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BROOKDALE COMMUNITY COLLEGE
PERSONAL PERFORMANCE OBJECTIVES
 
 
____________________________________ ____________________________
Faculty Member                                                  Department
 
 
OBJECTIVES COMMENTS
 
Objective #
 
 
Objective #
 
 
Objective #
 
 
Objective #
 
 
Objective #
 
 
Objective #
 
 
Objective #
 
 
Objective #
 
 
______________________________ ______________________________
Faculty Member                                     Evaluator
 
______________________________ ______________________________
Date                                                       Date
 
PE 48
 
 
Page 12 of 12
 

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APPENDIX 5
 
TENURE PACKET
 
I. TENURE APPLICATION
 
May include all of or any combination of the following topics in addition to self-report. Sample outline attached based on all topics; spaces may be adjusted based on your individual needs and topic selection.
 
II. CURRICULUM VITAE (USE FORM PROVIDED)
 
A. Education and Experience
 
1. Degrees
2. Additional higher education
3. Experience (College)
4. Other (College/Business/High School/Agency)
 
B. Curriculum Development - Summarize work to include:
 
 
1. New courses
2. Course revisions
3. Special projects
4. Non-print materials
5. Supplemental print materials
 
C. College Service
 
 
1. Committee work
2. Grant activity
3. Clubs
4. Academic leadership
 
D. Professional Growth
 
 
1. Publications (add anything not mentioned in curriculum vitae)
2. Conferences/workshops attended (dates and places)
3. Exhibitions (dates and places)
4. Memberships
5. Other professional activities not included in curriculum vitae or above
 
 
Page 1 of 5
 

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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.
 
 
III.  SELF-REPORT (required)
In narrative form expand, highlight or add to the activities you have listed in the categories above (including your assessment of your most important contribution to the Division/College).
 
 
IV.  TEACHING/COUNSELING/MEDIA
 
1. Official student evaluations; include any discussion of your evaluations. (Include student evaluations from no less than four (4) classes from the current and previous year. Evaluations must represent a sampling of
courses taught.)
 
 
2. Supervisor evaluations
 
 
3. Supervisor observations (use form provided)
 
 
 
 
 
Page 2 of 5
 
 

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SAMPLE TENURE CURRICULUM VITAE FORMAT
 
 
NAME: __________________________________DATE: _________________
 
 
DATE OF EMPLOYMENT: ________________________________________
 
 
DIVISION/DEPARTMENT: ________________________________________
 
 
 
A. EDUCATION AND EXPERIENCE
 
1. Degrees
 
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
 
 

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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
 
 

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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
 

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APPENDIX 6
 
 
 
BROOKDALE COMMUNITY COLLEGE CODE OF ETHICS
 
 
A. No employee shall have any interest, financial or otherwise, direct or indirect, or engage in any business or transaction or professional activity, undertake any employment, whether compensated or not, which is in substantial conflict with the proper discharge of the employee’s duties or might reasonably be expected to impair the objectivity and independence of judgment in the exercise of duties to Brookdale.
 
 
B. No employee shall use, or allow to be used, his or her position at the College, or any information not generally available to members of the public, which the employee receives in the course of or by reason of the employee’s office or employment, to secure financial gain, unwarranted privileges, advantages or employment for himself or herself, his or her immediate family members, or any other person or party.
 
 
C. No employee shall use, or allow to be used, the resources of the College, (i.e., computers, programs, telecommunications equipment, offices or office equipment and supplies) to secure financial gain for himself or herself or any other person or party. No employee shall conduct business or other interests at the College that is not directly related to the mission of the College.
 
 
D. No employee shall act in his or her official capacity in any College matter where the employee or an immediate family* member of the employee has a direct or indirect interest that might reasonably be expected to impair the employee’s objectivity or independence of judgment.
 
 
E. No employee shall directly supervise, or supervise at a second level a member of his or her own family*. It is the intent of the College to avoid instances that could be influenced by the family relationship in hiring, performance evaluation, promotion, reclassification, discipline, grievance, or dismissal process.
 
 
*Family members are defined as spouses, in-laws, parents, brothers, sisters, sons, daughters, stepchildren, stepparents, aunts, uncles, nieces, nephews and grandparents.
 
 
 

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BROOKDALE COMMUNITY COLLEGE
REPORT OF CONTINUING OUTSIDE EMPLOYMENT
 
 
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:______________
 
 
 
Approval Signature:________________________ Date:______________
 
 
 
 

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APPENDIX 7
 
 
 
BROOKDALE COMMUNITY COLLEGE CURRICULUM
DEVELOPMENT PROPOSAL INSTRUCTIONS
 
 
 
This form is only to be used to request additional resources. Approval isheavily dependent on the following being completed.  An orientation to this process will be scheduled at the beginning of each academic year. Proposals will be reviewed and prioritized by the Educational Services Leadership Council at the midpoint of the Fall and Spring semesters, and must be submitted to Academic Affairs with appropriate Department and Division signatures by the sixth week of each long semester.
 
 
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 the
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:
 
 
Technology Training Equipment Professional Development
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.
 
 
 
Page 1 of 2
 

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CURRICULUM DEVELOPMENT PROPOSAL
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:_______ _________________________________________
                                                 Division Chair, Director                               Date
 
or appropriate supervisor
 
Comments:
 ____________________________________________________________
 
___________________________________________________________
 
Yes:________ No:_______ _________________________________________
                                                       Dean of Academic Affairs                        Date
 
Comments: ____________________________________________________________
 
____________________________________________________________
 
_______________________________________
Executive Vice President
Educational/Student and Outreach Services
 
 
Page 2 of 2
 

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INDEX
 
A
Academic Freedom    4
Agreement Duration    41
Armed Forces    28
 
B
Benefits    26
Bereavement    28
 
C
Camps    27
Child Rearing Leave    30
Code of Ethics    41, 67
College-Wide Committee    15
Contact Hours    32
Contract Year    32
 
D
Dental    27
Departments    22
Department Chairs    22
   Assistant Chairs    23
Disability, STD    27
Discipline/Discharge    3
Discrimination    3
Distance Learning    39
Division Chairs    22
   Compensation    37
   Release Time    24
   Work Hours    37
 
E
Evaluation     16
Evaluation Schedule     17
   Non-tenured Process     18
Equipment, Use of     4
 
F
Facilities, Use of     4
Family Leave     31
 
G
Grade Reports     26
Grievance Procedure     6
 
H
Health Insurance     27
 
I
Initial Contract     20
 
J
Jury Duty     28
 
L
Leaves of Absence     27
Leaves with Pay     27
Leaves without Pay     30
Librarians     32
Longevity     36
 
M
Mentoring 38
Military Reserve 28
 
N
Non-renewals     20
 
O
Office Hours      32
Overload     25
 
P
Part-time Employment        34
Part-time Rates      35
Part-time Hourly Rates     35
Patent/Copyrights     4
Property Rights     5
Payroll Deductions     31
Personal Days     27
Professional Development Days     32
Promotion Procedure     8
   Division Committee     14
Promotion Committee     15
Promotion, Next Rank  14
Promotion Packet      11
   Time Schedule     8
 
R
Reappointment Schedule     20
Recognition     2
Reduction in Force     36
Renewals     20
   Non-Tenure     21
   Tenure     20
Right of Refusal     34
Rights     4
 
S
Sabbaticals     28
   Full Year     30
   Half Year      20
   Transitional      30
Salaries      35
   Annual Increases      36
   Minimums/Maximums      35
Salary Progression      35
Sick Leave      27
Special Purpose Leave        31
Student Credit Hours      32
Student Development Specialist      32
 
T
Tenure      13, 18
Travel Reimbursement      27
Tuition Reimbursement      26
Tuition Waiver      26
 
U
Unit Committees
Union Dues      31
 
W
Workload      25
Workweek      32
   Librarians      33
   Student Development Specialists      33