Suffolk County Community College is an affirmative action/equal opportunity employer and educator. It does not discriminate on the basis of race, color, national or ethnic origin, citizenship status, sexual orientation, religion, sex, age, disability, or veteran or marital status.

An internal grievance procedure is available for the resolution of complaints of discrimination. Information regarding this procedure may be obtained from the college's Compliance office: Executive Assistant to the President, NFL Building, Ammerman Campus, (631) 451-4118.

APPOINTMENT OF FULL-TIME PROFESSIONAL STAFF

Method of Appointment The president shall be selected by the board of trustees in accordance with the provisions of the Education Law. All other appointments shall be made by the president subject to the confirmation of the board of trustees and in accordance with the agreement between the County of Suffolk and the Faculty Association of Suffolk County Community College.

Types of Full-Time Appointment

Continuing Appointment
A continuing appointment shall be a full-time appointment to a position of full academic rank for an indefinite period which, once granted, shall not be affected by changes in such rank and shall continue until terminated in accordance with these policies.

Term Appointment
A term appointment shall be an appointment in the professional staff for a specified period of one year or one semester, which shall automatically expire at the end of that period, unless terminated earlier in accordance with these policies. Temporary Appointment

A temporary appointment shall be an appointment in the professional staff for a temporary, unspecified period, which may be terminated at will at any time. Persons appointed to the academic staff on a part-time basis during the day or evening shall serve for temporary appointments, which may be terminated at will. Persons holding academic rank and serving in other than an instructional capacity shall be ranked term appointments with respect to such non-instructional administrative assignments.

Termination of Full-Time Service

Temporary Appointments
The services of members of the professional staff having temporary appointments may be terminated at will by the board of trustees on recommendation of the president of the college. There shall be no right of appeal from such a termination. Termination for Physical or Mental Incapacity

Members of the professional staff may be retired and their services terminated by the board of trustees, after receipt of the recommendation of the president and upon medical advice, for mental or physical incapacity, which prevents such persons from adequately performing their duties.

Voluntary Retirement Notice
Members of the professional staff who wish to retire under the provisions of the retirement system shall, prior to applying for such retirement, notify and consult with the president with respect to the effective date of such retirement.

Termination for Just Cause
The services of members of the professional staff who have completed their probationary period and have been awarded a continuing appointment may be terminated at any time for just cause, including but not limited to neglect of duties, personal misconduct, or physical or mental incapacity after such notice and opportunity to be heard are provided.

APPOINTMENT AND CERTIFICATION OF ADJUNCT FACULTY

Appointments to adjunct positions are made through the Office of the Campus Dean on each campus. Minimum educational qualification for hiring is a master's degree in the discipline. In select situations, when it is impossible to find a disciplined person with a master's degree, the Vice President for Academic Affairs may grant permission to hire an individual on a one-semester temporary basis. Appropriate campus personnel and administrators on the campus consult to recommend appointments to the campus dean.

The following process outlines how adjunct faculty members become certified to teach specific courses:

1. 1. Adjuncts are initially hired to teach a course or courses based on academic/experiential preparation as determined by the Office of the Dean of Faculty.
2. 2. Within the first year, academic chairs or appropriate campus personnel from the discipline on all three campuses will meet, review adjunct credentials, and jointly agree on any additional course eligibility.
3. 3. At the discretion of the campus dean, adjuncts may be observed each time they teach a new course and may not be eligible to continue to teach that course if the evaluation is not positive.
4. 4. If there is disagreement in the qualification process at the academic chair or appropriate campus level, the appropriate associate/assistant deans from each campus will be consulted. It should be kept in mind that adjunct appointment is tentative and is contingent upon such variables as student registration for particular courses and the right of full-time faculty to select courses. Conditions of employment are described in the agreement between the County of Suffolk and the Faculty Association of Suffolk County Community College.

APPLYING FOR FULL-TIME EMPLOYMENT

Adjunct faculty members who wish to be considered for a current, full-time vacancy should send a written request to the Office of Human Resources.

GUIDELINES FOR HIRING ABOVE THE RANK OF INSTRUCTOR

Faculty who have attained a rank above the level of instructor during the course of full-time employment at an accredited two- or four-year college shall be granted that rank as a full-time or adjunct faculty member at Suffolk County Community College, except that in no case will faculty be hired at the rank of professor.

In other cases, the campus dean shall make a recommendation to the appropriate Vice President for Academic and Student Affairs who shall, in consultation with the other vice presidents, decide the rank to be offered to new full- and part-time faculty. The following guidelines shall be utilized in making these determinations:

1. Full- and part-time faculty, coming to Suffolk County Community College without full-time academic rank from another accredited institution will be considered for rank of assistant professor or associate professor on an individual basis, with the following criteria to be applied:

Attainment of an equivalent adjunct rank at another accredited institution prior to being hired at Suffolk; such rank should have been achieved in a manner comparable to having satisfied requirements for promotion to the equivalent rank at Suffolk County Community College; A record of educational and/or professional achievement significantly above the minimum required for promotion to the proposed rank;

Achievement of exceptional career history as demonstrated by either regional, state or national recognition in the field or recognition in an equivalent corporate setting of professional capacity.

2. Faculty who have worked at an accredited college or university where the attainment of rank was not available shall have their rank determined through an evaluation of their years of experience, education, performance of professional responsibilities, professional development and college community services.

Note: It is the responsibility of the faculty member to obtain and submit to the appropriate administrator all documents required to verify that the stated criteria have been met.

APPOINTMENT OF PROFESSIONAL ASSISTANTS

Professional assistants are faculty members assigned to certain academic divisions, departments or other college offices. Professional assistants are not directly responsible for the instruction of students; rather, they support and assist the faculty and staff in various ways, depending upon their particular assignments.

The academic chair or other administrative officer under whose supervision the professional assistant works determines the specific job responsibilities and hours of work for each professional assistant. Professional assistants who are members of the Educational Technology Unit (ETU) report directly to the technology dean on respective campuses.

Three ranks have been established for professional assistants. Based on the complexity of their responsibilities, professional assistants are ranked as P1, P2, or P3. The agreement between the County of Suffolk and the Faculty Association of Suffolk County Community College 1997-2001 describes these ranks in detail.

The requirements for hiring and promotion of professional assistants are listed below; the agreement between the County of Suffolk and the Faculty Association of Suffolk County Community College provides more details.

EVALUATION OF FACULTY

Full-Time Faculty
Suffolk County Community College is dedicated to excellent teaching as an indispensable avenue to student learning. Therefore, every effort is made to recruit instructors who have already demonstrated their effectiveness as teachers, or who show promise of becoming excellent teachers. The college strives to assist faculty members develop into effective teachers. Furthermore, the college attempts to retain excellent teachers on its faculty by reappointment and by conferring upon them continuing appointment and advancement in academic rank.

All faculty who hold academic rank and desire promotion in rank are subject to the evaluation process. This includes administrators whose duties include teaching (academic and assistant academic chairs) and administrators who teach on an overload basis. However, administrators who do no teaching may elect to hold administrative rank instead of academic rank. These individuals are evaluated on the basis of their performance of administrative responsibilities.

The objectives and criteria for faculty evaluation are the same for all campuses. The following paragraphs briefly describe the criteria and procedures for faculty evaluation. Scope and Criteria for Evaluation

The primary emphasis in faculty evaluation is on successful classroom performance. However, teachers have certain responsibilities to students and to the college outside the classroom, and additional responsibilities for personal and professional growth that will enhance their effectiveness as teachers. Thus, the scope of faculty evaluation encompasses (1) teaching performance, (2) college and community service outside the classroom, and (3) personal and professional growth.

In the case of librarians, counselors, professional assistants, and administrators, the focus is on the individual's performance of assigned duties rather than classroom teaching performance.

Evaluation Procedures
Faculty evaluation involves administrators and peers participating in classroom observations and conferences with an instructor's classes, as well as conferences between the teacher and his or her supervisors. Faculty evaluation is then forwarded to the campus dean, the Vice President for Academic and Student Affairs, and the college president. Recommendations for reappointment, continuing appointment, and promotion in academic rank are based in part upon this process of classroom evaluation. The college president makes a final recommendation to the board of trustees.

Tenured Faculty Review Process
The Tenured Faculty Development Process, initiated in 1995, is intended to reinforce strengths and offer new directions, to foster and maintain excellent performance, and to facilitate continued faculty development in a supportive and humane way. The process is not intended to review tenure. For further information please refer to the tenured faculty development guide.

Professional Staff
Professional staff members in non-classroom assignments, such as counselors and librarians, are observed and evaluated by their peers and supervisors. The immediate supervisor forwards recommendations pertaining to non-classroom faculty through the levels of administration to the president of the college for decisions.

For further information please refer to the various forms listed in the Forms section of this Web site.

Adjunct Faculty
Adjunct faculty are usually observed in the classroom during their first semester of teaching and periodically thereafter. Observations are required during the semester in which they become eligible to be considered for promotion. Form B1 is used in the evaluation of classroom faculty.

PROMOTION AND CONTINUING APPOINTMENT

Progression in rank is not automatic but based on meritorious performance of teaching and other duties, service to the college and community, and professional growth. Full-time faculty who are eligible for promotion must submit Form A, Application for Promotion in Rank.

Service Requirements -- Full-Time Faculty
To be eligible for continuing appointment (tenure), a full-time faculty member must have completed five years of service. Continuing appointment does not apply to adjunct faculty. The agreement between the County of Suffolk and the Faculty Association of Suffolk County Community College 1997-2001 describes these requirements in detail. Please consult the ARTICLE VII-Faculty Status portion of the contract for further details.

Service Requirements-- Adjunct Faculty
The agreement between the County of Suffolk and the Faculty Association of Suffolk County Community College 1997-2001 describes the service requirements of an adjunct faculty in details. Please consult the ARTICLE VII-Faculty Status portion of the contract for further information.

PERFORMANCE CRITERIA FOR PROMOTION - CLASSROOM FACULTY

Candidates for promotion in academic rank are expected to demonstrate meritorious performance in each of the following categories: teaching (or performance of professional duties), college/community service, and professional growth.

Evidence of meritorious performance in each category could include the following:

A. Teaching and Learning

• Mastery of diverse and innovative instructional methodologies
• Mastery of course content
• Ability to teach a broad range of courses in the discipline
• Positive administrative, peer and student evaluations
• Student retention and successful completion in courses consistent with maintenance of college academic standards
• Regular and punctual attendance and effective discharge of duties (i.e., rosters, grades, office hours, course outlines, responsiveness to students)
• Ability to prepare students for successful completion of upper-level courses in a program sequence
• Ability to explain material with clarity and organization
• Availability to students (e.g., office hours, academic advisement) above and beyond the minimum requirements
• Comprehensive course outline and completion of course syllabus

B. College and Community Service

• Active service on department, area, campus and college committees and employee organizations
• Involvement in student activities and clubs
• Development of new courses and curricula and/or revision of existing courses and curricula
• Development of outcomes assessment methodology in courses and curricula
• Preparation of grant proposals
• Effective leadership in academic departments, activities, and/or coordination of programs/courses
• Leadership in developing partnerships with businesses, high schools, colleges and county organizations
• Creation and presentation of special workshops and seminars for faculty and/or students
• Active participation in special college events (e.g., graduation, professional development programs)
• Participation in an orientation/mentoring program for new faculty
• Participation in student recruitment and retention efforts
• Professionally related community activities in civic, cultural, educational and benevolent organizations
• Development and dissemination of new instructional material and techniques

  C. Professional Growth:

• Advanced learning through graduate courses, seminars and workshops, etc.
• Training in instructional methodology and/or instructional technology
• Professional awards and honors
• Attendance and presentation at national, regional and local conferences, seminars and workshops
• Active membership and service and leadership in professional organizations
• Evidence of scholarly work in one's own discipline or in interdisciplinary studies or in educational pedagogy
• Publications, including books, articles, manuals, reviews and literary works
• Public exhibits and performances
• Professional work and activities relevant to one's academic discipline

Criteria for Each Rank

General: As faculty move through the promotion cycle, ascending from instructor to full professor, the expectations at each rank would increase, such that the degree of excellence to be manifested for promotion to full professor would be significantly greater than that required for promotion to assistant professor. There should be evidence of 1) compliance with college policies and procedures; 2) increasing proficiency and versatility in one's teaching; 3) a larger network of college and community service; 4) a demonstrated willingness to assume more responsibility and a greater leadership; 5) more active and distinguished professional achievement; and 6) exhibiting professional, ethical and attitudinal qualities that enhance the stature of the college.

Specific:

Assistant Professor

• Teaching: The candidate's performance at this level, while not necessarily outstanding, should be more than merely satisfactory with clear demonstration of the potential to be excellent/outstanding.
  

• College and Community Service: The expectation for this rank should be strong service at the department/area level, in terms of positive and proactive involvement in department/area committees and projects. Evidence of curriculum development (e.g., review and revision of existing programs/courses, creation of new programs/courses) and commitment to academic advising, student recruitment and retention would also be desirable.
  

• Professional Growth: The expectation for this rank should be evidence of remaining current in one's field through relevant course work (where needed) and attendance at local, national, or regional professional conferences. Membership in appropriate professional organizations would also be expected.

Associate Professor

• Teaching: At this rank, the candidate should exhibit a mastery of more diverse instructional methodologies, an ability to teach a broader range of courses, and a greater adaptability to meeting diverse student needs. The candidate's classroom performance, in all the key categories, should have a substantive evaluation indicative of excellence.
  

• College and Community Service: The expectation for this rank should be a strong presence at the department level as well as solid service at the campus or college level. The candidate should at this point have a significant, positive impact on departmental matters and be in the process of becoming well known to faculty and administrators outside of his/her department or area through campus and/or college meetings, committees, and projects. He/she should also have begun to demonstrate some type of leadership role in his/her chosen paths of service.
  

• Professional Growth: The expectation for this rank should be everything required at the assistant professor rank, but in greater quality and quantity. For example, instead of mere attendance at conferences and workshops, the faculty member should strive to be a presenter at these programs. Instead of simply belonging to a professional organization, one should move toward an active role in that organization.

Professor

• Teaching: A candidate for promotion to full professor should demonstrate significant mastery of teaching. The candidate should be capable of utilizing the full range of instructional methodologies, be able to teach the broadest possible range of courses in his/her discipline, and be capable of responding with skill and self-assurance to the full gamut of students' educational needs. The candidate's classroom performance, in all the key categories, should have an evaluative rating of "excellent." He/she should be someone to whom you would refer a new instructor for peer mentoring and someone whose class you would recommend to a relative or friend.
  

• College and Community Service: The expectation for this rank should be strong proactive service at the college level, in addition to the department/ area and campus levels. The candidate should have a strong and positive campus presence, and be in the process of becoming well known to faculty outside of his/her department/home campus. He/she should have demonstrated by this time a positive attitude and a leadership role in some form or area of service to the college, and his/her overall evaluative rating for service should be unequivocally "excellent."

• Professional Growth: The expectation for promotion at this rank should be everything required at the assistant and associate professor ranks, but in still greater quality and quantity. At this point, there should be evidence of some significant professional accomplishment as appropriate to the changes in the field (e.g., recent attainment of a doctorate or completion of advanced graduate course work, publications relevant to teaching or to one's academic discipline, public performances/exhibits, presentation of papers and/or workshops at national or regional conferences, attainment of a leadership role in a professional organization, development of new instructional methods in one's discipline).

Note: The question sometimes arises as to whether a candidate for promotion should be "excellent" or "outstanding" in all three categories of teaching, college service and professional growth. The answer is yes, especially with respect to the full professor rank.

Educational Requirements for Promotion

Area	Promotion to Assistant Professor	Promotion to Associate Professor	Promotion to Full Professor
General Requirement: applies to all faculty unless an exception is cited below.	Masters	Masters+18	Masters+36
English, Art, and Music: faculty may substitute for general requirement as follows.	Masters or Bachelors+24 and performance	Masters+18 or Masters+9 and performance	Masters+36 or Masters+21 and performance
Business related areas: faculty may substitute for general requirement as follows.	Master's	Master's+18 or Master's+12 and experience	Master's+36 or Master's+24 and experience
Engineering related and technology areas: faculty may substitute for general requirement as follows.	Master's or Bachelor's+24 and experience	Master's+18 or Master's+12 and experience or Bachelors+36 and experience	Master's+36 or Master's+24 and experience
Health-related areas: faculty may substitute for general requirement as follows.	Master's or Bachelor's+24 and experience	Master's+18 or Master's+12 and experience or Bachelors+36 and experience	Master's+36 or Masters+24 and experience
Counseling: faculty may substitute for general requirement as follows.	Master's	Master's+18 or Master's+12 and experience	Master's+36 or Master's+24 and experience

APPOINTMENT OF ACADEMIC CHAIRS

In the last year of the appointment of a academic chair or assistant academic chair, but no later than May 1, the department (including all professional assistants) shall hold an election, the results of which shall be made known to department members and submitted to the president. The submission shall consist of the names of two (2) persons who shall be deemed nominated for the position with the number of votes received by each. At his/her discretion, the president may recommend one of these individuals for appointment by the board of trustees.

The full-time department members shall be notified at least three weeks prior to election of a academic chair and/or assistant academic chair.