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As per the full-time faculty’s CBA, job announcements include the position title, grade<br />
level, employment status (exempt/nonexempt), position location, number of days and<br />
hours per week, pay rate, job description, required qualifications, requirements for<br />
applying, and the application processing period. Prospective hires are made aware of the<br />
job requirements and responsibilities in the job notices. Full-time faculty applicants<br />
receive a SJD that includes the scope of practice, accountabilities, minimum qualifications,<br />
and expected work traits. The SJD is adapted and reflective of the level of faculty rank<br />
that the hire will be employed at and is revised as the faculty member’s responsibilities<br />
change, or as the faculty is promoted to a higher rank.<br />
As part of the application process, full-time faculty applicants are asked to create and<br />
present a short lesson plan to a group of faculty and staff who are interested in<br />
participating. Feedback is collected and used by the search team that is comprised at least<br />
of the Department Chair and program representatives.<br />
Human Resources has a well-defined hiring process for adjuncts which includes completing<br />
an on-line application, listing courses taught in the past, and listing courses the applicant<br />
is qualified to teach. The appointment as adjunct and assignment is issued by the VPAA<br />
each semester.<br />
Faculty are encouraged to participate in the search process for instructional staff. Often,<br />
job openings are spread through word of mouth of faculty to colleagues in the field while<br />
job openings are posted, initially internally throughout CCSNH and then secondarily<br />
through public notification on the <strong>RVCC</strong> website. Qualified applicants are interviewed by a<br />
search committee and then make a short, public, teaching presentation to any college<br />
member who can attend. Any college employee who attends the presentation is surveyed<br />
for feedback.<br />
Faculty hiring is compatible with the College’s mission to provide a quality education for<br />
lifelong learning and career pathways. This can be seen by the variety of degrees,<br />
specialty licenses, professional backgrounds and experiences of the faculty.<br />
All faculty salaries at River Valley follow the salary schedule negotiated by the faculty and<br />
administration outlined in the Collective Bargaining Agreement. Salaries are<br />
commensurate with faculty appointment level and with an incremental (step) process.<br />
Faculty salaries increase provided satisfactory job performance is documented. This is<br />
done through performance evaluations and occurs in a standard fashion based on<br />
longevity. The length of time a faculty member stays at each step level is outlined in<br />
Article XVII of the CBA (17.1.2 b). Faculty may move from one faculty level to the next,<br />
and therefore onto the next pay level, through the formal promotion process. Benefits are<br />
provided to all full-time faculty at either the single, two-person, or family level. Additional<br />
compensation in the form of a stipend is provided to faculty holding a title of either<br />
Program Director of Department Chair. In the newest CBA, an increase to the stipend for<br />
PDs and DCs is included as is an increase to all faculty (3% increase in January 2018 and<br />
an additional 4% in August of 2018).<br />
All faculty have a choice between two health care plans depending on their individual<br />
needs and a portion of each members deductible is covered by the CCSNH. For those<br />
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