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For purposes of this document, "faculty" is defined as all individuals paid on a faculty contract, including counselors and faculty librarians. ***Full-time faculty are allowed to work equivalent load to adjunct faculty members not to exceed more than 9 clock hours, during the non-traditional semester. This means that not more than 9 clock hours per semester or 18 hours per week or less during a traditional semester (May semester, Winter semester, etc.) (Note: During the summer, TRS Working Retirees are eligible to work 9 clock hours or 18 hours per week in order to remain compliant with TRS rules.)Further, an individual faculty member may be assigned to teach more than one course as a part of a nontraditional semester. In this scenario, the full-time faculty member can opt to be paid for one section during the non-traditional semester at a formula rate (generally available only for the May semester) and then paid the current adjunct rate for the other or may opt for both sections during the non-traditional semester be paid at the current adjunct rate of pay. (Note: LGI courses may qualify for full formula pay.) ***The location administration is responsible for approving the use of this formula pay for nontraditional semester assignments. When drawing formula pay, faculty are expected to keep pro-rata office hours and perform pro-rata institutional service assignments, such as, but not limited to, committee work, etc., as in "traditional" semesters.
Supplemental Employment Formula Pay may be used as compensation for non-teaching duties, as approved by the President. Such non-teaching duties might take the form of materials update in a particular teaching area, development of new program and the related instructional support responsibilities, or "lead" faculty in large, complex divisions.
Although the District does not guarantee supplemental employment to full-time faculty, personnel may be selected to assume extra duties for formula compensation. The formula workload is normally scheduled at the campus to which the faculty member was assigned during the previous academic year. If a maximum formula workload cannot be scheduled at the previously assigned campus, a faculty member may be assigned to teach at another campus, different campuses or in the day and evening in order to achieve the maximum workload. A maximum workload may also be achieved by scheduling the workload during any combination of sessions during the academic year.
A maximum workload for formula pay is three lecture hours or four lab hours or a combination thereof. Compensation for a maximum formula pay is one sixth of annual contract multiplied by forty percent (.0666). A maximum workload for an additional summer session is 49 percent of the 30-hour workweek (approximately 14.7 hours). All other extra service is paid at the standard extra service rate for the academic year in which the work is performed. Division Deans may approve exceptions to maximum workload and shall report exceptions to the President via the appropriate channels, but such exceptions will not cause additional pay under formula guidelines during a single academic year.
Formula Lecture/Lab Grid Lecture Hours
Exceptions to Use of the Lecture/Lab Grid: The Contact Hour Course Table (see below) is used to determine workload factors for physical education activity courses.
Note: If Lecture/Lab Exceeds .0666, the Difference Should Be Paid at the Extra Service Rate.
Contact Hour Course Table
Note: For certain courses, primarily in health occupations, these formulas do not apply.
Formula Teaching Priorities to be Used in Specific Semesters
Note: This priority list has to do with assignment and not pay calculations.
Personnel shall be assigned to teach during any summer session based upon the following priorities in descending order:
Adherence to the above priorities may necessitate reassignment of personnel after registration.
Formula Pay Guidelines
Formula pay is included in the regular payroll check in equal increments, based on the beginning and ending dates of service.
While a faculty member may be paid using the summer pay formula during more than one semester in an academic year, it is the first level supervisor's responsibility to ensure that the maximum formula (.0666) pay is the first level supervisor's responsibility to ensure that the maximum formula (.0666) pay is not exceeded for that year. An exception to load guidelines such as supplemental load beyond 9 clock hours per semester equivalent for DCCCD employees, or supplemental load during the regular work day should be documented, approved by the appropriate college administrator and discussed with the Chancellor by the official reporting date for the semester/class and the documentation kept on file at the college. Additions or changes made after the official reporting date should be documented as well.