306.1 Faculty Tenure
Tenure is the right to annual renewal of employment from academic year to academic year except in cases of termination for cause or layoff. Tenure is specific to this institution and not with the Board of Regents or any entity other than this institution.
Tenure is awarded by the Board of Regents, following peer and administrative review and recommendation by the President in accordance with procedures established by this institution. The review prior to granting tenure and the subsequent recommendation to the Board of Regents will normally be made in the fifth year of employment. Four academic years of full-time service at the Institution are required before an employee is eligible to make application for tenure. While normally the sixth contract of full-time employment carries continuous tenure status, unless the faculty member is given notice of termination, tenure will not be awarded without appropriate review and recommendation by peers and supervisors. Tenure is awarded for quality of current professional performance and promise for such future performance, not merely for completing a certain length of service. It is equally incumbent on the faculty member and the administration to ensure that a tenure review occurs at the proper time. Failure to give notice does not constitute an award of continuous tenure by default.
Just cause will be the standard for the termination of tenured employees except in the case of layoff.
Only full-time employees are eligible for tenure. A full-time employee who is tenured and is reduced to a part-time status but remains in the bargaining unit shall retain tenure at the reduced level. Employees who are notified at the time of hire and rehire that their positions are temporary are ineligible to apply for tenure.
Contract language supersedes these provisions.
306.1.1 Eligibility for Tenure Application
A probationary appointee shall be eligible to make an application for tenure after the appointee has accumulated five years of teaching experience, at least four of which have been accumulated at the Highlands College. Tenure shall not be awarded if the eligible faculty member failed to submit application nor if the employer failed to approve tenure. Application for tenure must be in accord with agreed-upon standards.
P Procedures to Apply for Tenure-Highlands College
306.2 Procedures to Apply for Tenure-Highlands College Faculty
Procedures for the evaluation of tenure application shall be conducted according to the agreed-upon standards stated in this document and faculty evaluation procedures. It shall be the responsibility of the eligible faculty member to initiate the tenure application that will include the following:
• A statement of teaching, curriculum/course development, student outcomes assessment (laboratory/shop/clinical facility), equipment organization, advising, and recruitment management activities performed by the applicant during the probationary period;
• A vita of the applicant’s educational and occupational professional development efforts; business and industry liaison activities; achieved recognition in education, business or industry; and involvement in education, business, and/or industry professional organizations;
• A statement(s) identifying the applicant’s service to the public, students, and institution; and
• Any other information the applicant deems relevant to his/her professional development, competence, or performance.
306.2.1 Faculty Tenure Evaluation Committee
Highlands College Faculty Tenure Evaluation Committee will be comprised of Department Heads and elected and appointed members. Each Department Head will arrange for the election of a representative from his/her department no later than October 1 and report the name of the representative to the Highlands College Faculty Tenure Evaluation Committee. In addition, each faculty member being evaluated may select a faculty representative as a voting member of this committee. The Highlands College Dean will call the first meeting (only) for the committee to elect its chair.
Any Highlands College Faculty Tenure Evaluation Team Member may choose to elicit further information or clarification of information from the individual requesting tenure or from their colleagues. Ultimately, the committee will write a positive or negative recommendation.
306.2.2 Application Procedure
Tenure will require the assessment of instructional performance, professional development, and institution and public service following the criteria and guidelines. It is the applicant’s responsibility to minimize the subjective or qualitative information in an application for tenure by providing clear, concise statements of fact supported by quantitative evidence wherever appropriate and normally available. Further, it is the faculty member’s obligation to demonstrate meeting the requirements for tenure by submitting a complete, timely application. Application forms are available in the Dean’s Office. Incomplete or late applications will not be considered.
306.2.2.1 Deadlines
On or before:
September 20 Faculty wanting tenure notify Dean of the Highlands College in writing of their intent.
November 1 Faculty send their tenure portfolios to the Dean of the Highlands College.
December 1 The Highlands College Dean forwards faculty tenure portfolios to the Collegiate Evaluation Committee.
February 21 Collegiate Evaluation Committee sends faculty tenure portfolios back to Highlands College Dean who forwards portfolios to the Provost/VCAA.
March 15 The Provost/VCAA sends faculty tenure portfolios to the Chancellor with written recommendations.
April 1 Faculty tenure recommendations are made by the Chancellor and sent to the President for approval.
April 15 Notification of the President’s tenure decisions provided to the faculty candidates.
Each faculty member seeking tenure will be apprised in writing within five days of positive or negative recommendations at each step of this process. Justification regarding negative recommendations will be clearly identified. The applicant will be given the opportunity to modify and strengthen the application portfolio and may abandon the process at any intermediate step.
306.2.3 Appeal Process
A negative recommendation may be appealed to the Union Management Committee. The committee will review portfolios and give a written response to the applicant within five working days. If the committee gives a positive response, the portfolio will be resubmitted to the next evaluator.
A negative recommendation by the Provost/VCAA may be appealed to the Union Management Committee. Such appeal must be made within 15 days of notification to the applicant of the tenure decision. The committee will review portfolios and give a written response to the applicant and a written recommendation to the Chancellor within five working days.
If a management or faculty member of the Union Management Committee is involved in any step of the tenure process, he/she will be ineligible to serve on the committee hearing the appeal. The Union Management Committee will appoint a temporary replacement for this assignment.
306.2.4 Activities
In addition to the year’s requirement for tenure, the following five areas and the activities that are contained in each are a part of the tenure process. Of the five areas, a minimum of one activity in each of the areas must be represented in the applicant's portfolio and a minimum of 10 activities total must be included.
306.2.4.1 Student/Faculty Interaction
Classroom performance (student/faculty evaluations).
Student advising and mentoring.
Student outcomes assessment
306.2.4.2 Course/Classroom Development and Preparation
Facility organization and management of a lab/shop/clinic.
Innovative use of instructional equipment, organization and management.
Development and revision of curriculum and course material.
Activity(s) involving innovative instructional techniques.
306.2.4.3 Campus-related Advisory Boards, Committees and Service
Scholarly activity(s) such as applied research, source funding, presentations,
publications and publisher book reviews.
Achieved recognition in education, business, industry or in an occupation as
evidenced by licensure or certification.
Serving on advisory boards, service on campus committees, and/or awards
recognizing service accomplishments.
Award(s) and/or recognition for on-campus accomplishments and service.
306.2.4.4 Community-related Advisory Boards, Committees and Service
Serving on advisory board(s), off-campus service, and committee(s).
Award(s) and recognition for off-campus accomplishments and service.
Participation in professional organizations--educational, business, industry and/or
occupational.
306.2.4.5 Professional Development
Consulting and other activities with business and industry and other community
organizations.
Professional development activities—educational, occupational and outside work
for agencies.
306.3 Procedures to Apply for Promotion in Rank - Highlands College
306.3.1 Highlands College Faculty Promotion Application
Promotion in rank will require the assessment of instructional performance, professional development, college and public service, and progress toward a terminal degree (by those not holding such a degree) following the criteria and guidelines. It is the applicant’s responsibility to minimize the subjective or qualitative information in an application for promotion by providing clear, concise statements of fact supported by quantitative evidence wherever appropriate and normally available. Further, it is the faculty member’s obligation to demonstrate meeting the requirements for promotion by submitting a complete, timely application that fully addresses the requirements and criteria. Application forms are available in the Dean’s Office. Incomplete or late applications will not be considered.
306.3.2 Highlands College Faculty Promotion Deadlines
ON or BEFORE:
September 20 Faculty wanting promotion notify Dean of the Highlands College in writing of their intent.
November 1 Faculty send their promotion portfolios to the Dean of the Highlands College.
December 1 The Highlands College Dean forwards faculty promotion portfolios to the Collegiate Evaluation Committee.
February 21 Collegiate Evaluation Committee sends faculty promotion portfolios back to Highlands College Dean who forwards portfolios to the Provost/VCAA.
March 15 The Provost/VCAA sends faculty portfolios to the Chancellor with written recommendations.
April 1 Faculty promotion recommendations are made by the Chancellor and sent to the President for approval.
April 15 Notification of the President’s promotion decisions provided to the faculty candidates.
306.3.3 Highlands College Faculty Promotion Requirements
Listed are the specific years of service and educational attainments necessary for
promotion considerations. For promotion purposes, a complete academic year is defined
as two sequential semesters of regular instructional sessions.
Level I No degree through Bachelor’s degree.
Level II
Appropriate Bachelor’s degree plus 510 hours of approved
professional development activity and five (5) years of full-time
related teaching or occupational experience,
or
Five (5) years at Level I plus 510 hours of approved
professional development activity for faculty on an approved
professional development plan which allows for an alternative
route.
Level III
Appropriate Master’s Degree, and ten (10) years of full-time
related teaching or occupational experience, five (5) of which
must be in an instructional position at a regionally accredited
post-secondary institution,
or
Five (5) years at Level II plus 570 hours of approved
professional development activity for faculty in an approved
professional development plan which allows an alternative
promotion route.
Level IV
Appropriate Master’s degree and five (5) years at Level III plus
720 hours of approved professional development activity,
or
Appropriate doctorate degree and five (5) years at Level III plus
570 hours of approved professional development activity.
Half
Level II
Employees who do not meet the degree requirements for
promotion to Level II may apply for a Half Level II promotion
by exception when they have five (5) years of full-time related
teaching or occupational experience and have completed at least
half of the requirements of an appropriate Bachelor’s degree or
have graduated from an approved professional school which is
equivalent to at least two (2) years of post-secondary education
when such professional school alternative is approved by the
Dean, Chancellor or designee and the local Union Management
Committee.
All Professional development activity used to meet threshold criteria for promotion must
be approved by the employer. The approval process for each campus location shall be
communicated to faculty. Prior approval is recommended. If a faculty member’s request
for approval of a professional development activity is denied, the faculty member may
appeal the denial to the Faculty Administration Committee or an alternative process
agreed upon by the parties, but may not appeal such denial through the contractual
grievance procedure.
Activities include experiences that advance a faculty member’s professional (educational
and occupational) skills, knowledge and abilities, and experiences that maintain a faculty
member’s currency with technology and practices in education and/or the occupation(s)
for which they prepare/educate students for employment or further education.
Participation in these experiences usually results in curricular changes or increased
teaching effectiveness. These experiences are usually gained through participation in
activities such as, but not limited to, college coursework; business and industry conducted training; professional organization workshops and conferences; seminars; etc.
Thirty hours of professional development activity equals one semester credit of college
coursework. A combination of approved college coursework and other types of approved
professional development activity may be used to meet threshold criteria.
The hours of professional development activity specified for each level must have been
completed since the faculty member’s initial hire or last promotion, whichever is later.
The employer may award credit toward the fulfillment of the hours of professional
development required for promotion for work experience. Some work experience may
not qualify.
Part-time teaching experience will be recognized on a pro rata basis. For example, a
faculty member who teaches half-time for ten years will be credited with five years of
full-time teaching experience.
New faculty are typically placed no higher than Level II at the time of hire. However, in
extraordinary circumstances a newly hired faculty member may be placed at Level III by
the employer after consultation with the members of the search committee.
The employer reserves the right to deny a faculty member’s application for promotion or
tenure for the sole reason that the faculty member has not obtained an appropriate
undergraduate or graduate degree. Faculty will be informed in writing by the employer of
this requirement at the time of hire.
Promotions become effective at the beginning of the academic year following the year
the promotion review took place but shall not be implemented until after the ratification
of a successor agreement. Faculty may apply for promotion during the year in which they
meet the eligibility criteria. If five years of experience are required, the application may
be made during the fifth year.
For faculty with an appropriate doctorate who are seeking promotion to Level IV, some
or all of the required hours of professional development activity may be met through
approved service or approved scholarly activity.
Meeting threshold education and experience requirements specified in subsection A is not
sufficient in itself to warrant promotion. Promotion to a higher level also requires
application by the faculty member and documentation of positive contributions to the
Highlands College. The following activities will be given consideration in evaluation for
purposes of promotion:
classroom performance;
facility organization and management of a lab/shop/clinic;
instructional equipment organization and management;
development and revision of curriculum and course material;
student advising;
student outcomes assessment;
activities involving innovative instructional techniques;
scholarly activity such as applied research, presentations and publications;
professional development activities—educational and occupational;
achieved recognition in education, business, and industry or in an occupation as
evidenced by licensure or certification;
participation in professional organizations-educational, business and industry,
occupational;
consulting and other activities with business and industry, and other community
organizations; and
serving on advisory boards, outside work for agencies, service on campus
committees, and awards recognizing service accomplishments.
A major consideration is reasonable evidence or expectation that the faculty member’s
instructional efforts, as well as scholarly and service efforts, will continue at acceptable
levels once the promotion is awarded. Evidence of higher levels of performance is
required for promotion to each advanced rank.
306.3.4 Collegiate Evaluation Committee (Highlands College Bargaining Unit)
A Collegiate Evaluation Committee comprised of the Dean of the Highlands College and
three full-time instructors, one from each academic department, will be established each
academic year. Each academic department shall select a representative no later than
December 1 and report the name of the representative to the Dean of the Highlands
College. The department representative may not be a current applicant for promotion.
The task of the Committee will be to meet and examine applicant portfolios. Those
presenting portfolios will not be present, but the Committee may choose to solicit further
information or clarification of information from the individual. The Committee will not
rank or prioritize portfolios being reviewed. The Committee will write a positive,
negative, or qualified recommendation to accompany each portfolio under consideration.
That packet will then be carried to the Provost/VCAA for consideration and for the
continuation of the evaluation process.
306.3.5 Appeal Process
Each faculty member seeking a promotion will be appraised in writing within five days of
a positive or negative recommendation at each step of this process. Justification regarding
negative recommendations will be clearly identified. The applicant will be given the
opportunity to modify and strengthen the application portfolio or abandon the process at
any intermediate step.
A negative recommendation by the Provost/VCAA may be appealed to the campus Union
Management Committee. Such appeals must be made within 15 days of notification to
the applicant of the promotion decision. The committee will review portfolios and give a
written response to the applicant and a written recommendation to the Chancellor within
five working days.
If a management member of the Union Management Committee is involved in any step
of the promotion process, he/she will be ineligible to serve on the committee hearing the
appeal, and will appoint a temporary management replacement for this assignment.
If a faculty member of the Union Management Committee is appealing a promotion
decision, he/she will be ineligible to serve on the committee hearing the appeal, and will
appoint a temporary faculty replacement for this assignment.
306.4 Merit Awards - Highlands College
Merit awards will be implemented at each campus up to the amount and number listed in
the below section, utilizing the following criteria:
Successful merit applicants must:
• Demonstrate a consistent record of teaching excellence in the last three (3) years,
• Deliver significant professional service to the College in the last three (3) years,
• Display a solid record of scholarly activity that demonstrates a positive impact on
his/her discipline/industry in the last three (3) years.
A faculty member will apply for merit using a campus specific application format and
timeline. Application will be reviewed by a faculty committee who will make
recommendation to the Chief Academic Office (CAO). The CAO will make the final
decision based on the application and the committee recommendation. If the CAO
disagrees with the committee recommendation, it is the CAO’s responsibility to meet
with the committee to explain the reason for denial and provide the committee with an
opportunity to discuss. No faculty member with a letter of reprimand during the three (3)
year period under review shall be eligible for a merit award.
The maximum number of merit awards allowed per year for Highlands College (Butte) is
up to two (2) base building merits of $2500 per year. Faculty can only receive one (1)
merit increase within any three (3) year period. You can find details on the HCMT
Faculty Merit Program Guidelines here.