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Temporary Faculty Unit 3 Employees Range Elevation Policy | Policies | CSUSM

Temporary Faculty Unit 3 Employees Range Elevation Policy

Definition: This policy describes the intent and procedures involved in range elevation for temporary faculty (part time or full time). Range elevation is an increase in salary subject to meeting the criteria as defined.
Authority: This policy is mandated by language in the Collective Bargaining Agreement (Article 12) stipulating that each CSU campus establish appropriate range elevation procedures.
Scope: Temporary Unit 3 employees of CSU San Marcos.
Responsible Division: Academic Affairs
Approval Date: 07/12/2017
Originally Implemented: 10/09/2002
Signature Page/PDF: View Signatures for Temporary Faculty Unit 3 Employees Range Elevation Policy Policy



Procedure

I. PURPOSE

This policy describes the intent and procedures involved in range elevation for temporary faculty (part time or full time). Range elevation is an increase in salary subject to meeting the criteria defined below. 1

II. ELIGIBILITY

Temporary faculty who are eligible for range elevation shall be limited to those who have served at least five academic years, not necessarily consecutive, in their current range and are not eligible for additional Service Salary Increases in their current range. Length of service alone is an insufficient basis for range elevation. For temporary faculty who earn a higher degree, see footnote.

Per a Memorandum of Understanding between the California Faculty Association and the CSU, the following provision applies until June 30, 2020, unless superseded by an agreement between the parties.

For those lecturers and temporary librarian faculty unit employees who have not exhausted SSI eligibility by the beginning of the 2017/18 academic year, the following provisions shall apply.

  • Full-time adjusted service (FTAS) shall be established as of the beginning of the 2017/18 academic year.  For each academic or fiscal year, FTAS is defined as the average FTE over the academic or fiscal year, divided by 0.8 up to a maximum of 1.0 for the year.
  • Range elevation shall be accompanied by a salary increase of at least 5% or whatever percentage increase is required to reach at least the minimum of the next range, whichever is greater.
  • Lecturers and temporary librarian faculty unit employees with at least 6 years FTAS in the current range as of the start of the Fall 2017 term shall be eligible to apply for range elevation according to the following schedule:

o   In 2017/18, individuals with 12 or more years FTAS shall be eligible to apply.

o   In 2018/18, individuals with 9 or more years FTAS shall be eligible to apply.

o   In 2019/20, individuals with 6 or more years FTAS shall be eligible to apply.

III. CRITERIA

To be considered for range elevation under this policy, an applicant shall:

Provide evidence of sustained excellence in teaching (for those with teaching duties) and/or other professional duties.

In addition, consideration will be given to professional development appropriate to work assignment and/or to significant contributions to program development.

IV. APPLICATION

A temporary faculty member who wishes to be considered for range elevation shall provide the following materials:

A. Memorandum stating the applicant’s request for range elevation

B. Current vitae

C. The two most recent personnel evaluations

D.Documentation

1. Faculty with teaching assignments.  Documentation supporting excellence in teaching, including the following:

a. Syllabi for all courses taught over the past 5 academic years

b. Narrative describing teaching philosophy and development as a teacher over the past 5 years, including supporting evidence such as summaries of student evaluations and other data that illustrate excellence in teaching (5 pages maximum).

c. Evidence of additional accreditation, professional experience or professional development discussed in narrative, if applicable.

2. Faculty with non-instructional assignments. Documentation supporting excellence in professional duties, including the following:

a. Assignment of responsibilities/Job description

b. Narrative describing development as a professional over the past 5 years, including supporting evidence that illustrates excellence in professional duties (5 pages maximum).

c. Evidence of additional accreditation, professional experience or professional development discussed in narrative, if applicable.

V. PROCEDURES

A. The AVP in Faculty Affairs shall notify eligible temporary faculty by the first Monday in November. The deadline for application is due on or before the third Monday in December.

B. Applications shall be submitted to the appropriate Department Chair with a copy to the Dean/Director. Where departments, programs, schools or centers do not exist, the employee shall submit the application directly to the Dean/Director. The Chair shall make their recommendation, and forward both the application and the recommendation to the Dean/Director no later than the second Monday in February. The Chair shall provide the applicant with a copy of the recommendation. The applicant may submit a rebuttal to the Dean/Director no later than the third Monday in February.

C. The Dean/Director shall provide written notification to the applicant of the decision no later than the first Monday in March. The award will take effect at the beginning of the first appointment in the academic year following review.

D. Denial of range elevations shall be subject to the peer review process. If a temporary faculty member wishes to appeal a negative decision, they should submit in writing the rationale for the appeal. The President will then establish a single campus-wide Peer Review Panel (CBA 12.20) consisting of full-time tenured employees who have served on committees that make recommendations on matters of appointment, reappointment, promotion or tenure and who have attained the rank of full professor. The membership of the Range Elevation Peer Review Panel shall consist of three members and one alternate.

Appeals shall be submitted to the Office of Faculty Affairs by the third Monday in March.  The Peer Review Panel shall convene and review the case within thirty days of appeal and shall render a decision within 30 days of the hearing. The Panel shall allow for appellants to make a presentation to the Panel and to be represented by CFA if so desired.  The temporary faculty member will be notified of the decision by the third Monday in May. Pursuant to CBA Article 12, the Range Elevation Peer Review Panel decision is final.

Footnotes: 

1 This policy is mandated by language in the Collective Bargaining Agreement (Article 12) stipulating that each CSU campus establish appropriate range elevation procedures.

2 Upon earning a higher degree, the temporary faculty member will inform the appropriate Dean/Director and the Office of Faculty Affairs. Upon verification of the degree completion by the Office of Faculty Affairs the appropriate salary adjustment with range elevation will be made at the start of the next semester.