Common use of Considerations in Assignment Clause in Contracts

Considerations in Assignment. A. The employee shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employee's qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employee's assignments in other semesters, the terms and conditions of a contract or grant from which the employee is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, and any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee; and (4) the opportunity to fulfill applicable criteria for promotion, continuing multi- year appointment extensions, successive fixed multi-year appointments, and merit salary increases. B. If the conference with the person responsible for making the assignment does not resolve the employee's concerns, the employee shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. The University and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees is not easily susceptible of quantification. The University has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee may be required to expend on the various components of the obligation. D. Furthermore, the University properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. No employee's assignment shall be imposed arbitrarily or unreasonably. If an employee believes that the assignment has been so imposed, the employee should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. (a) The employee Trustees and the UFF recognize that while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research/scholarship and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum and is not easily quantifiable. (b) In making assignments, subject to the provisions of this Agreement, the Trustees have the right to determine the types of duties and responsibilities that comprise the professional obligation and to determine the mix or relative proportion of effort a faculty member may be required to expend on the various components of the obligation. (c) The Trustees properly have the obligation constantly to monitor and review the size and number of classes and other instructional activities, such as laboratories, field experiences, and internships, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. (d) Faculty on twelve-month appointments, who accrue vacation leave, shall be granted, upon written request, a conference provided reasonable opportunity to utilize their vacation during the course of the year. Individual and department’s needs will be taken into consideration when approving the leave. (e) The chair shall provide the faculty member with the person responsible opportunity to consult about the course schedule and shall make a good faith effort to accommodate a faculty member’s teaching preferences to the extent practicable. (f) The chair shall inform the faculty member of the impact of any contemplated change in the faculty member’s assigned allocations for teaching, research/scholarship/creative activity, and service. The chair shall offer the faculty member the opportunity to discuss any such contemplated change. (g) In making assignments, the assignment to express concerns regardingTrustees or designees shall also be guided by the following considerations: (1) the needs of the program or department/unit; (2) the employee's faculty member’s qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to to a. the number of hours of instruction; b. the distribution of day, evening, and weekend courses; c. the number of hours between the beginning of the first assignment and the end of the last assignment in any one day (normally a maximum of 8 hours); d. the number of hours between the end of the last assignment and the beginning of the next assignment (normally at least 12 hours); e. the preparation required, ; x. whether the employee faculty member has taught the course in the past, ; g. the average number of students enrolled in the course in past semesters and semesters; h. the time required by the course, ; i. whether travel to another location is required, ; j. the number of preparations required, ; x. the employee's faculty member’s assignments in other semesters, ; l. the terms and conditions of a contract or grant from which the employee faculty member is compensated, ; m. the use of instructional technology, ; n. the availability and adequacy of materials and equipment, facilities, secretarial services, student assistants, and other support services needed to perform the assignments, and ; and o. any changes which have been made in the assignment, including those which that may have resulted from previous evaluations of the employeefaculty member; and (4) whether the opportunity assignment provides the equitable opportunity, in relation to other faculty members in the same department, to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensionsmerit salary increases, successive fixed and, if applicable, multi-year appointments, and merit salary increases. B. If the conference with the person responsible for making the assignment does not resolve the employee's concerns, the employee shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. The University and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees is not easily susceptible of quantification. The University has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee may be required to expend on the various components of the obligation. D. Furthermore, the University properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. No employee's assignment shall be imposed arbitrarily or unreasonably. If an employee believes that the assignment has been so imposed, the employee should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. (a) The employee shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employee's qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employee's assignments in other semesters, the terms and conditions of a contract or grant from which the employee is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial clerical services, student assistants, and other support services needed to perform the assignments, and any changes which that have been made in the assignment, including those which may have resulted from previous evaluations of the employee; and (4) the opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensions, successive fixed multi-year appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employee's concerns, the employee shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. (c) The University and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees is not easily susceptible of quantification. The University has the right, in making assignments, to determine the types of duties and responsibilities which that comprise the professional obligation and to determine the mix or relative proportion of effort an employee may be required to expend on the various components of the obligation. D. (d) Furthermore, the University properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. No employee's assignment shall be imposed arbitrarily or unreasonably. If an employee believes that the assignment has been so imposed, the employee should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. The employee (a) A faculty member shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employeefaculty member's qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee faculty member has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employeefaculty member's assignments in other semesters, the terms and conditions of a contract or grant from which the employee faculty is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, and any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employeefaculty member; and (4) the The opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensionsmultiyear appointments, successive fixed multi-year appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employeefaculty member's concerns, the employee faculty shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. (c) The University Board and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees faculty is not easily susceptible of quantification. The University Board, acting through the university, has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee a faculty member may be required to expend on the various components of the obligationobligation . D. (d) Furthermore, the University Board, acting through the university, properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. (e) No employeefaculty member's assignment shall be imposed arbitrarily or unreasonably. If an employee a faculty member believes that the assignment has been so imposed, the employee faculty member should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee faculty member assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. (a) The employee shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employee's qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employee's assignments in other semesters, the terms and conditions of a contract or grant from which the employee is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial clerical services, student assistants, and other support services needed to perform the assignments, and any changes which that have been made in the assignment, including those which may have resulted from previous evaluations of the employee; and (4) the opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensions, successive fixed multi-year renewable appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employee's concerns, the employee shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. (c) The University and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees is not easily susceptible of quantification. The University has the right, in making assignments, to determine the types of duties and responsibilities which that comprise the professional obligation and to determine the mix or relative proportion of effort an employee may be required to expend on the various components of the obligation. D. (d) Furthermore, the University properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. No employee's assignment shall be imposed arbitrarily or unreasonably. If an employee believes that the assignment has been so imposed, the employee should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. The employee (a) A faculty member shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employee's faculty member’s qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee faculty member has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employee's ' faculty member’s assignments in other semesters, the terms and conditions of a contract or grant from which the employee faculty is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, and any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee; faculty member and (4) the opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensionsmultiyear appointments, successive fixed multi-year appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employee's faculty member’s concerns, the employee faculty shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. (c) The University Board and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees faculty is not easily susceptible of quantification. The University Board, acting through the university, has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee a faculty member may be required to expend on the various components of the obligation. D. (d) Furthermore, the University Board, acting through the university, properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. (e) No employee's faculty member’s assignment shall be imposed arbitrarily or unreasonably. If an employee a faculty member believes that the assignment has been so imposed, the employee faculty member should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee faculty member assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. (a) The employee shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employee's qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employee's assignments in other semesters, the terms and conditions of a contract or grant from which the employee is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, and any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee; and (4) the opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensionsmultiyear appointments, successive fixed multi-year appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employee's concerns, the employee shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. (c) The University Board and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees is not easily susceptible of quantification. The University Board, acting through the university, has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee may be required to expend on the various components of the obligation. D. (d) Furthermore, the University Board, acting through the university, properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. (e) No employee's assignment shall be imposed arbitrarily or unreasonably. If an employee believes that the assignment has been so imposed, the employee should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.for

Considerations in Assignment. A. The employee (a) A faculty member shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employeefaculty member's qualifications and experiences, including professional growth and development and preferences; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee faculty member has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employeefaculty member's assignments in other semesters, the terms and conditions of a contract or grant from which the employee faculty is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, and any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employeefaculty member; and (4) the The opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensionsmultiyear appointments, successive fixed multi-year appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employeefaculty member's concerns, the employee faculty shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher level. C. (c) The University Board and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees faculty is not easily susceptible of quantification. The University Board, acting through the University, has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee a faculty member may be required to expend on the various components of the obligationobligation . D. (d) Furthermore, the University Board, acting through the University, properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. (e) No employeefaculty member's assignment shall be imposed arbitrarily or unreasonably. If an employee a faculty member believes that the assignment has been so imposed, the employee faculty member should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee faculty member assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.

Considerations in Assignment. A. The employee (a) A faculty member shall be granted, upon written request, a conference with the person responsible for making the assignment to express concerns regarding: (1) the needs of the program or department/unit; (2) the employeefaculty member's qualifications and experiences, including professional growth and development and preferencespreferences ; (3) the character of the assignment, including but not limited to the number of hours of instruction, the preparation required, whether the employee faculty member has taught the course in the past, the average number of students enrolled in the course in past semesters and the time required by the course, whether travel to another location is required, the number of preparations required, the employeefaculty member's assignments in other semesters, the terms and conditions of a contract or grant from which the employee faculty is compensated, the use of instructional technology, the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, and any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee; faculty member and (4) the The opportunity to fulfill applicable criteria for tenure, promotion, continuing multi- year appointment extensionsmultiyear appointments, successive fixed multi-year appointments, and merit salary increases. B. (b) If the conference with the person responsible for making the assignment does not resolve the employeefaculty member's concerns, the employee faculty shall be granted, upon written request, an opportunity to discuss those concerns with an administrator at the next higher nexthigher level. C. (c) The University Board and the UFF recognize that, while the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research and service, the professional obligation undertaken by a faculty member will ordinarily be broader than that minimum. In like manner, the professional obligation of other professional employees faculty is not easily susceptible of quantification. The University Board, acting through the university, has the right, in making assignments, to determine the types of duties and responsibilities which comprise the professional obligation and to determine the mix or relative proportion of effort an employee a faculty member may be required to expend on the various components of the obligationobligation . D. (d) Furthermore, the University Board, acting through the university, properly has the obligation constantly to monitor and review the size and number of classes and other activities, to consolidate inappropriately small offerings, and to reduce inappropriately large classes. E. (e) No employeefaculty member's assignment shall be imposed arbitrarily or unreasonably. If an employee a faculty member believes that the assignment has been so imposed, the employee faculty member should proceed to address the matter through the procedures in Appendix "F" of this Agreement, which shall be the exclusive method for resolving such disputes. Other claims of alleged violations of the Agreement with respect to employee faculty member assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration.