SECTION H, PART IV - ACADEMIC PERSONNEL. See introductory Part I for policies pertaining to all employees.

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1 SECTION H, PART IV - ACADEMIC PERSONNEL See introductory Part I for policies pertaining to all employees. H4440 Certification 6/13/85 H4445 Minimum Qualifications 5/18/00 H4446 Equivalency to Minimum Qualifications 3/10 H4520 Checks and Deductions, Salary 3/9/65 H4610 Division Chairs 11/12/87 H4511 Evaluation 12/12/74 H4110 Academic Senate, Role of the 7/12/84 H4460 Health Requirements Repealed 12/11/14, see BP7335 Health Examinations H4535 Leave, Industrial Accident and Illness Repealed 12/11/14, see BP7340 Leaves H4570 Leave, Personal 3/19/65 H4550 Sabbatical Leave, 7/10/69 H4420 Organizations 3/9/65 H4210 Probationary Teachers 4/14/71 H4410 Professional Growth 7/12/79 H4111 Recruitment and Selection 12/1/82 H4120 Responsibilities, Duties, Rights 10/8/81 H4510 Salary Placement - Faculty 6/18/87 H4582 Soliciting and Selling 3/9/65 H4450 Teaching Assignment and Schedule 7/12/79 H4581 Tutoring 4/4/71 H0940 Workload Reduction for Academic Employees 2/22/79 Note: Former policy H4455, Suspension and Transfer of Academic Employees approved 2/23/95, expired at the end of the contract year ( ). For the most part, the word academic has been used to replace the word certificated in these policies.

2 CERTIFICATION H4440 Certification: All community college credit and noncredit instructors, plus designated administrators must possess the appropriate state credential prior to assuming employment. It is the responsibility of the employee to obtain certification. Responsibility of Registration: Each credential required for an employee must be registered with the Napa Valley Community College District. The district will forward a copy to the County Superintendent of Schools. Certification and Registration Required: An employee whose credential or temporary county certificate is not on file with the district as required by law will be subject to automatic suspension. No warrant will be drawn in favor of any person requiring certification until he/she is properly credentialed or certificated and registered with the district. No Pay for Invalid Credential: An employee whose credential is not valid cannot be paid for the time service is rendered under such conditions. Responsibility for Renewal: All academic personnel are personally responsible for the renewing of their credentials and for keeping them valid. Failure of the credentials assistant to notify an instructor of an impending credential expiration date does not excuse the instructor's failure to renew his/her credential. Temporary Certificates: While the credential application is being processed, a temporary certificate issued by the county superintendent authorizes the instructor to teach for not more than 120 days of classes, and only until the credential originally requested is either issued or denied by the Chancellor's Office (Legal Reference: Education Code Section 87212). Provisional Credentials: Instructors may teach on provisional credentials, providing no regularly credentialed teachers are available, as determined by the district, and only in accordance with the provisions of the Education Code (Legal Reference: Title 5 Sections and Adopted 7/12/79, Revised 6/13/85 MINIMUM QUALIFICATIONS H4445 All academic personnel must meet minimum qualifications as set forth in the Board of Governor s Discipline Lists and in Title 5. Board Policy H4446 establishing the equivalency procedure shall be applied to determine the qualification for hire of candidates who state that they possess education, training, or experience which is at least equivalent to the minimum qualifications established by Title 5. Adopted 5/18/00 EQUIVALENCE TO MINIMUM QUALIFICATIONS FOR ACADEMIC PERSONNEL H4446

3 MINIMUM QUALIFICATIONS All academic personnel must meet minimum qualifications as set forth in the Board of Governor s (BOG) Discipline Lists and in Title 5 of the California Code of Regulations. Districts are authorized to establish local policies and practices for determining equivalence to the minimum qualifications. The criteria and procedures for determining equivalence to the minimum qualifications shall be established and implemented in accordance with board policies and procedures regarding the Academic Senate s role in local decision-making. See Administrative Procedures Adopted 5/18/00; Revised 3/10 SALARY CHECKS AND DEDUCTIONS H4520 When authorized by the instructor, where legally possible, and with the approval of the governing board, deductions may be made from the instructor's monthly salary. Approved 3/09/65 (old #4142) SELECTION OF FACULTY DIVISION CHAIRS H4610 Faculty Division Chairs shall be elected by the faculty subject to approval by the Superintendent/President and the Board of Trustees. Adopted 11/12/87 See accompanying Administrative Regulations. EVALUATION H4511 Each academic employee shall be granted one increment or step on the salary schedule for two years of satisfactory service until the maximum shall have been reached. Whenever for any cause the work of a teacher or administrator is adjudged unsatisfactory, step increments, or salary increase may be withheld until improvement is effected. In such cases the superintendent/president shall prepare or cause to be prepared a detailed report to the governing board, indicating the exact nature of the discrepancy or discrepancies. Such report shall show that the individual has been advised about his/her shortcomings with such specificity as to enable him/her to make the necessary improvements. The spirit and intent of this section is to protect the students in the college and insure that the instructor has been given every opportunity to succeed. California Education Code Section Penalties A governing board may impose one of the following penalties: a. Suspension for up to one year.

4 b. Suspension for up to one year and a reduction or loss of compensations the period of suspension Approved 4/14/71 Revised 12/12/74 See accompanying Administrative Regulations. ROLE OF THE ACADEMIC SENATE H4110 The Board of Trustees recognizes the role of the Academic Senate in matters pertaining to the formation of policies on academic and professional matters (reference Government Code 3540; Title 5, ). The Academic Senate is empowered to make recommendations to the Superintendent/President of the college and has the right to present its view to the governing board. The Academic Senate may present its written views and recommendations to the Superintendent/President for inclusion on the agenda of a Board of Trustees' meeting; in addition, the Academic Senate may address the board on matters of concern. The Board of Trustees shall consider and respond to such views and recommendations. The basic governance/committee structure of the college functions under the Academic Senate. Service on committees is an important faculty responsibility, and each faculty members if expected to serve on at least one committee or equivalent assignment. Approved 3/9/65 (old #4136) - Revised 4/14/71 - Adopted 7/12/84 Updated Title from Faculty Senate to Academic Senate 9/91 HEALTH REQUIREMENTS Repealed 12/11/14, see BP7335 Health Examinations H4460 INDUSTRIAL ACCIDENT AND ILLNESS LEAVE Repealed 12/11/14, see BP7340 Leaves H4535

5 PERSONAL LEAVE H4570 Any tenured instructor, upon recommendation of the superintendent/president, may be granted a leave of absence without pay for one year, and an extension of the leave may be granted for one additional year. Approved 3/19/65 (old #4152.6) SABBATICAL LEAVE H Unit members whom the District considers to be regular academic unit members shall be eligible for sabbatical leave upon completion of seven (7) years of continuous service. 1.1 A one-semester sabbatical will be paid at one hundred percent (100%) of the salary and benefits, subject to the seven-year load average proration. 1.2 A one-year sabbatical will be paid at sixty percent (60%) of salary, subject to the seven-year load average proration. Benefits for a one-year sabbatical will be treated as follows: medical, dental, vision, life and unit member assistance benefits will be paid at the level prescribed by the agreement for a full-time unit member, subject to modification (see 2. An instructor granted a sabbatical leave must agree in writing to return and teach in the district for at least two full years immediately following his/her leave. A performance bond to guarantee such return may be required. 3. An instructor desiring sabbatical leave must make application for such leave, in writing, to the Professional Development Committee. The Professional Development Committee shall make a recommendation regarding the disposition of all applications to the Superintendent/President and to the board at the regular meeting in February of the year preceding the desired leave. In his/her application, the instructor shall state his/her term of service in the district, his/her program for the period of the sabbatical and his/her willingness to return to the district. 4. A sabbatical leave may be granted to pursue a course of study, to conduct research relative to the applicant's field, or to engage in any specific activity which, in the judgment of the Professional Development Committee, will enable him/her to improve the quality of his/her work, or to make a significant contribution to the science of his/her field. 5. Compensation for an instructor on full academic year leave shall be sixty percent of the salary, subject to the seven-year load proration. (For faculty members who worked less than full-time any portion of the seven years immediately prior to the sabbatical leave, compensation and benefits would be prorated based on the average load for the seven-year period. to which she/he is otherwise entitled; for an instructor on leave for one semester, compensation shall be the full salary to which she/he is otherwise entitled. District health and welfare contributions will continue during the leave. 6. An instructor returning from sabbatical leave shall file a report for inclusion in his/her professional growth file with the Professional Development Committee before the sixth week of the term. This report shall outline his/her activities on leave, state the outcome of any research, and include a copy of transcript of credits earned from courses, if any, taken during the period of leave. 7. A year sabbatical leave shall be counted as a year of experience on the salary schedule, and no break in service shall be imputed as a result of taking sabbatical leave.

6 Approved 3/9/65 (old #4152.1) Revised 5/19/69, 7/10/69 Updated 4/03/00 Title Updates ORGANIZATIONS H The governing board shall not discourage instructors from exercising their full rights and responsibilities as citizens by participation in religious, political, or civic organizations in the community. 2. Participation in local, state, and national politics or membership in any lawful group or organization shall not be a factor in employment, evaluation, assignment, or dismissal of any personnel. Approved 3/9/65 (old #4135) PROBATIONARY TEACHERS H4210 All probationary teachers shall be recommended each year by the Superintendent/President and Academic Senate for continued appointment, permanent status, or non re-employment for the following year. This recommendation shall be made to the board at the February meeting. If it is recommended that the probationary teacher not be employed, that teacher shall be notified of the decision by March 15th. If, during his/her third year, the probationary teacher is recommended for re-employment he/she shall be considered to have gained tenure. Revised 2/11/68 (old #4118) Revised 4/14/71 Title Update PROFESSIONAL GROWTH H4410 In our continually changing society, instructors must maintain a constant review of curricular content, teaching methods and materials, educational philosophy and goals, social change and other topics related to education. The governing board recognizes that it shares with its certificated staff responsibility for the upgrading and updating of instructor performance. The governing board and instructors' professional organizations support the principle of continuing training of instructors and the improvement of instruction. All employees shall be provided opportunities for the development of increased competence beyond that which they may attain through the performance of their assigned duties. Special emphasis shall be placed on preparing instructors and other school personnel to meet the needs of students of diverse cultural and ethnic backgrounds. Planning and implementation of such programs shall be done cooperatively by administration and teachers.

7 The Superintendent/President shall provide the staff, as allowed within budget constraints, with opportunities in areas such as the following: 1. Released time and leaves of absence for travel and study; 2. Visits to other classrooms and other schools; 3. Conferences involving other personnel from the district, county, state, region, or nation. 4. Membership in committees drawing personnel from such sources; 5. Training classes and workshops offered with district; 6. Further training in institutions of higher learning; 7. A full, up-to-date professional library for the certificated staff, made available for optimum reference use; 8. Professional educational conferences. Legal Reference: Education Code Payment of expenses; advance of funds; direction of travel by governing board Teacher Preparation (especially In-service preparation in ethnic backgrounds) In-service Training of Educational Personnel. Approved 7/12/79 RECRUITMENT AND SELECTION H4111 It is the intention of the governing board to recruit candidates with a master's degree or equivalent if appropriate to their teaching field. Approved 3/9/65 Revised 4/14/71 RESPONSIBILITIES, DUTIES, RIGHTS H The governing board shall make every effort to protect employees from abuse by pupils and parents and shall insure employees in cases of employee liability which result from pursuit of their duties. 2. Academic personnel shall not use their classroom privileges and prestige for the promotion of, or advocacy of partisan politics, political candidates, or religious views. NOTE: Public law will not permit a district to insure its employees against punitive damages. Approved 3/9/65 (old #4116) - Revised 4/14/71

8 SALARY PLACEMENT - FACULTY H The governing board shall endeavor to adopt a faculty salary schedule adequate to obtain and retain competent personnel. 2. Whenever the Superintendent/President finds it necessary, in order to secure a qualified instructor in a particular field, he/she may recommend to the board that the instructor be placed beyond step six of the academic salary schedule. 3. The governing board, in order to provide an orderly procedure for determining salaries and to assure instructors stability of income status, shall adopt an annual salary schedule with its attendant provisions. 4. Instructors shall be placed on the salary schedule as it is in effect on September 1 and according to their status as of September Initial placement on the salary schedule is the responsibility of the Superintendent/President. Approved 3/9/65 (old #4141) Revised 4/14/71, 3/10/83, 6/18/87 See accompanying Administrative Regulations. SOLICITING AND SELLING H4582 Instructors shall not accept remuneration, directly or indirectly, for equipping members of their own classes, nor shall they use their teaching position as a means of gaining entrance into homes for purpose of selling. Approved 3/9/65 TEACHING ASSIGNMENT AND SCHEDULE H Teaching assignments and schedules are developed within divisions by division chairpersons. Assignments and schedules are approved and maintained by the Vice President, Instruction. 2. Teaching assignments for faculty are normally arranged during the regular day; however, a faculty members may be assigned part of his/her teaching load in the extended day, depending upon the needs of the college. 3. Opportunities are available to the instructional staff to teach in the extended day program and the summer session. Approved 7/12/79 TUTORING H4581

9 Instructors shall not accept remuneration, direct or indirect, for tutoring students enrolled in the college, Unless arranged through the college for special programs. Approved 3/09/65 (old #4134) Revised 4/14/71 Updated 4/03/00 WORKLOAD REDUCTION FOR ACADEMIC EMPLOYEES H0940 Pursuant to the authority granted by Education Code Sections and 22724, the Board of Trustees of the Napa Valley Community College District adopts the concept of reduction of individual full-time academic employee (instructional*) workload. Implementation shall be by contract between the district and the individual qualifying employee. Any amendments to sections imposing more restrictive minimum requirements shall be deemed incorporated into this policy. The implementation of section is by law a discretionary act of the governing board and can only be done in accordance with the section. Therefore, the provisions of this policy are not subject to negotiation. For minimum administrative regulations see appropriate Education Code sections.