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 six lecture hours or nine lab hours or a combination thereof. Compensation for a maximum formula pay is one sixth of annual contract multiplied by eighty percent (.1332). 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
|
|
0 |
1 |
2 |
3 |
4 |
5 |
6 |
|
| L |
0 |
|
.0222 |
.0444 |
.0666 |
.0888 |
.1110 |
.1332 |
|
| A |
1 |
.0148 |
.0370 |
.0592 |
.0814 |
.1306 |
.1258 |
|
|
| B |
2 |
.0296 |
.0518 |
.0740 |
.0962 |
.1184 |
|
|
|
|
3 |
.0444 |
.0666 |
.0888 |
.1110 |
.1332 |
|
|
|
| H |
4 |
.0592 |
.0814 |
.1036 |
.1258 |
|
|
|
|
| O |
5 |
.0740 |
.0962 |
.1184 |
|
|
|
|
|
| U |
6 |
.0888 |
.1100 |
.1332 |
|
|
|
|
|
| R |
7 |
.1036 |
.1258 |
|
|
|
|
|
|
| S |
8 |
.1184 |
|
|
|
|
|
|
|
|
9 |
.1332 |
|
|
|
|
|
|
|
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.
Contact Hour Course Table
|
|
|
Compensation |
| 30 contact hours/semester |
= |
25% |
.0333 |
| 60 contact hours/semester |
= |
50% |
.0666 |
| 90 contact hours/semester |
= |
75% |
.0999 |
| 120 contact hours/semester |
= |
100% |
.1332 |
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:
- A division dean who must fulfill contractual teaching obligations.
- A full-time faculty member who was assigned to the campus during the previous academic year and is able to teach at least five lecture hours (.1110).
- A full-time faculty member who was assigned to another campus during the previous academic year, but was unable to teach at least five lecture hours (.1110).
- A full-time faculty member who was assigned to the campus during the previous academic year and teaches at the extra service rate or the remainder of a maximum workload, or a division dean who desires supplemental summer employment.
- A full-time faculty member who was assigned to another campus during the previous year academic year, but was unable to teach at the extra service rate at that campus.
- A new full-time faculty member who will begin teaching during the subsequent academic year.
- A full-time faculty member who retires during the previous academic year.
- A full-time faculty member who resigns during the previous academic year.
- A part-time faculty member.
|
Adherence to the above priorities may necessitate reassignment of personnel after registration.
Formula Pay Guidelines
|
|
Compensation |
Workload Regulations |
| A |
Faculty Generally
50% to 100% contract for prior and following academic year. Exceptions: Faculty who retire after the academic year are compensated the same as faculty generally for he ensuing formula session (only available to the retiring faculty member if not previously used during last academic year of employment). For purpose of this document, "faculty" is defined as all individuals paid on faculty contract, including counselors and faculty librarians.
|
1/6 annual contract x 80% (.1332) or lecture/lab grid |
Maximum of 6 lecture hrs. or 9 lab hrs. or combination thereof for single session or maximum scheduled during any session |
|
|
Extra service rate |
Maximum of 49% of the 30-hour work week (approx. 14.7 hrs.) for each additional teaching semester/session
|
| B |
Mid Management
10 mo. contract for prior academic year |
See workload guidelines for supplemental employment
|
One month equals 132 hours |
|
|
Extra service rate |
Maximum of 49% of the 30-hour work week, (approx. 14.7 hrs.) for any session
|
| C |
Counseling/LRC/Health Occupations Personnel Academic Advising
50% to 100% contract for prior and following academic year
|
1/6 annual contract x 80% (.1332) |
Maximum of 6 hrs per day for 26 days (156 hours) |
|
|
Extra Service Rate |
Maximum of 6 hrs per day for 26 days (156 hours)
|
| D |
Division Deans
Evening Instructions |
Extra Service Rate |
Maximum of 49% of the 30-hour work week (approx. 14.7 hrs.) for both summer sessions
|
|
Field Studies |
Contractual Obligation |
One field course between end of the spring and beginning of first summer session or one course during either summer session.
|
| E |
Field Studies
Faculty at maximum workload for summer session |
Extra Service rate |
One course from the end of spring semester to end of second summer session.
|
|
Faculty not at maximum workload for summer session |
1/6 annual contract x 80% (.1332) or lecture/lab grid |
One course from the end of spring semester to end of second summer session.
|
| F |
Community Service Instruction
50% to 100% contract for prior and following academic year |
Community service rate (not to exceed $2100 if teaching maximum summer workload for single session)
|
Requires VCEA approval, if teaching a maximum summer workload |
| G |
Instructional Development
50% to 100% contract for prior and following year |
Instructional development rate (not to exceed $2100 if teaching maximum summer workload for single session)
|
|
| H |
Industry Renewal
50% to 100% contract for prior and following academic year |
Rate contingent on funding |
Requires Presidential and VCEA approval |
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 (.1332) pay is not exceeded for that year.
An exception to load guidelines such as supplemental load beyond 49 percent of the 30-hour workweek (approx. 14.7 hours) 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.