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Visiting Scholar (Faculty)

HROG Section:
Employment
Document Title:
Visiting Scholar (Faculty)
Initial Date Posted:
1999
Board Approval:
Applies To:
Source:
District Human Resources
Related TASB Policy:
Last Date Revised:
Draft:  July 17, 2009

Purpose

While the Dallas County Community College District utilizes a formal and inclusive process for the search and appointment of full-time contracted personnel, it is sometimes necessary to fill instructional positions on a temporary basis. A person serving in this role may be designated as a visiting scholar faculty.

Background

In 1999 the DCCCD initiated a visiting scholar program.  This program provided participants the opportunity to serve in a faculty role for a period not to exceed two years.  In Spring 2008 a recommendation was approved (March 31, 2008) to focus more intently on visiting scholar faculty and to remove the visiting administrator designation.  This document provides details on the visiting scholar faculty designation, only.  See the HROG on Special Administrator Appointment Program for the appointment of administrators to fill this type of a role.

Definitions

Eligibility

While there are no formal experience requirements for visiting scholar faculty, a college may require the successful completion of a development plan during assignment as a visiting scholar in addition to other assigned duties.

Visiting scholar faculty are expected to perform all normal functions as assigned to other employees in like positions. Such functions may include office hours, graduation attendance, etc.

Visiting scholar faculty may be eligible for formula pay if they are serving on a current board approved faculty contract and have been awarded a board approved faculty contract for the next academic year.

Because the visiting scholar faculty designation is classified as a temporary employment category with the District, individuals serving in the role are not eligible to apply for vacancies posted as “internal only” nor are they eligible to participate in the Internal Faculty Transfer Process.  Additionally, no one position can perpetually be filled by a visiting scholar appointment.  Only in the event where a current visiting scholar faculty role is vacated by a seated visiting scholar (during the first year of employment or when job performance of the visiting scholar is not acceptable during the first year of employment) can the location put a new visiting scholar into the role for the extent of the position's term. 

The time a visiting scholar faculty serves in the visiting role will be counted in calculation of years of service for consideration toward multi-year contract eligibility, if a continuing faculty position is gained through competitive search with the Dallas County Community Colleges.

Procedures

The visiting scholar faculty role is a temporary appointment, recommended for up to two full academic years, by the location President. It is usually full time, and at least 50 percent of normal load, but may vary due to the specific needs of the location. The person serving in the faculty role must meet educational minimums for assignment to a faculty position and salary schedule, and the contracted salary is based on the usual education/experience-based calculation.

During this contractual period, a visiting scholar faculty is paid on a 9-month payout option. Visiting scholar faculty will participate in the Texas retirement plan [Texas Teachers' Retirement System (TRS) or the Optional Retirement Program (ORP)], and will be covered for health benefits by the Employee Retirement System of Texas (ERS), as afforded other full-time employees in a similar employment category. There is no state income tax in Texas, and the District does not participate in Social Security - but visiting scholar faculty are required to participate in MEDICARE (deduction of 1.45 percent matched by the District) as required by Federal Law.

Visiting scholar faculty are encouraged to review and consider application for other positions throughout the District in order to attain continuing employment status. In order to continue in employment with the District beyond two years, the person must be competitively hired. If the location/college identifies a continuing need for the position beyond two years, the vacancy must be declared and a candidate selected to fill it using the DCCCD faculty hiring process.

Employee Responsibility

An exit interview with a representative from District Human Resources is required of all visiting scholars within 30 days prior to the conclusion of their participation in the visiting scholar program.

This is a requirement for all visiting scholars participants, whether transitioning into a full-time DCCCD role employed through the Notice of Vacancy Process, or if leaving the visiting scholar program at any time.

Location Responsibility:

Each location will provide regular coaching opportunities for division deans for working with visiting scholars.  

Each location will provide visiting scholar faculty with a full-time faculty mentor who will be assigned to that visiting scholar for the duration of their temporary appointment.  Full-time faculty mentors will be provided clearly articulated expectations as to their role and will receive a stipend of $500 per semester for performing this duty.

HR Responsibility

The location Human Resources Office is responsible for notifying District Human Resources of visiting scholars who are leaving the program.

The District Office will contact these visiting scholars to arrange the exit interview.

Exceptions To Policy

Other Notes

Program Overview:

Beginning in the Spring 2000, the District implemented a program to promote the visiting scholar program.  Each college may receive up to $20,000 annually for each visiting scholar (up to 3 per location). In addition, each location Cabinet member may request up to $10,000 per location, per fiscal year to support visiting scholars in the form of mentoring, team teaching and/or other developmental activities. District Human Resources is responsible for notifying the District Budget Office of necessary budget allocation adjustments.

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