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Stipend for Bilingual Compensation

HROG Section:
Compensation
Document Title:
Bilingual Stipend
Initial Date Posted:
Sept. 1, 1997
Board Approval:
Applies To:
All full-time and part-time professional support staff employees, full-time administrators and full-time faculty not teaching ESOL.
Source:
District Human Resources
Related TASB Policy:
Last Date Revised:
  • Revised March 2000 per policy
  • Revised Per Board Approval: June 4, 2002 to be effective on Sept. 1, 2002

Purpose

The employees approved for the bilingual stipend are available for all DCCCD employees to use as translators, verbal or written, for DCCCD business. 

Background

Definitions

Eligibility

These procedures apply to any and all languages deemed necessary by the location, other than English, including sign language.

Procedures

The first-level supervisor is responsible for identifying skills and completing the Request for Compensation Consideration for Bilingual (Job-Related) Skills. The criteria for this identification includes: a review of the current job duties, a review of the frequency of contacts requiring bilingual skills, identification of the benefits expected to be gained by the department in using such skills and any other relevant factors.

The second-level supervisor is responsible for reviewing the request and taking the following actions if deemed appropriate:

  • Approving, signing and forwarding a request to the location human resources office for handling; or
  • Denying request and advising the first-level supervisor.

Location human resources personnel are responsible for scheduling required testing, documenting results on the request form, implementing the stipend and notifying affected parties, including forwarding the original request form to central personnel files in District Human Resources.

District Human Resources personnel are responsible for engaging external testing providers and developing standards for administration.

The oral test to be administered will be the Oral Proficiency Interview (OPI) sanctioned by the American Council for the Teaching of Foreign Languages (ACTFL). The administration of the oral exam will be by telephone. Written testing may be required by District Human Resources if a job-related need is identified.

The exam will be administered by an assessor certified by the American Council for the teaching of Foreign Languages (ACTFL). An advanced rating will be required in speaking and listening and is defined as ability:

  • to converse in a participatory manner
  • to initiate, sustain and bring to closure a variety of communicative tasks
  • to satisfy requirements of school and work situations
  • to narrate and describe with paragraph-length connected discourse
  • to understand main ideas and most details of connected discourse

The OPI is a comprehensive assessment procedure that measures language production by identifying patterns of strengths and weaknesses to gauge the speaker's consistent speaking ability. Four criteria categories include: the tasks or functions performed with the language, the context and content area in which the language can be used, the accuracy of performance and oral delivery.

To ensure rating reliability, a second OPI-certified interviewer will review the tape-recorded interview and confirm the rating as necessary.

The location human resources office will be notified of the testing result by District Human Resources and will complete the request form, notify employee and first-level supervisor, and make necessary payroll adjustments effective with the first of the next calendar month.  

Employee Responsibility

HR Responsibility

Location human resources personnel are responsible for scheduling required testing, documenting results on the request form, implementing the stipend and notifying affected parties, including forwarding the original request form to central personnel files in District Human Resources.

District Human Resources personnel are responsible for engaging external testing providers and developing standards for administration.

The location human resources office will be notified of the testing result by District Human Resources and will complete the request form, notify employee and first-level supervisor, and make necessary payroll adjustments effective with the first of the next calendar month.



 

Exceptions To Policy

Other Notes

Compensation:

a. The Board provides a maximum stipend of $600 per year to a full-time employee who is proficient in a language other than English if:

use of the language is job-related and is a significant factor in the performance of the employee's job; and

the employee's supervisor approves. This subparagraph is not applicable to an employee who teaches a language other than English unless the employee is assigned duties outside the normal scope of the employee's job.

The Chancellor shall promulgate regulations to implement this provision. Compensation is based on $600 annual supplement, paid in equal monthly installments. Note: The stipend is $360 per year for part-time employees. The same conditions apply to part-time as for full-time employees.

b. The compensation for this bilingual skill is subject to normal payroll taxes, but it does not become a permanent part of base salary, and it is not considered for purposes of retirement contributions, insurance calculations, etc.

c. The supervisor is responsible for advising the location human resources office when the duties requiring bilingual compensation have ended so that necessary payroll maintenance can occur.

d.  Faculty working during June through August can qualify for the monthly stipend during months worked.

Annual Review:

District Human Resources shall review policy and procedures, and related usage annually and make recommendations to the Chancellor's Cabinet if appropriate.

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