Common use of Considerations in Assignment Clause in Contracts

Considerations in Assignment. A. Beginning with the development of the course schedule and prior to establishing the assignment, the department chair/supervisor shall provide the faculty member with the opportunity to consult about the course schedule, the faculty member’s teaching preferences, and the faculty member’s plans for scholarship and service, and other performance related activities. B. 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 opportunity to fulfill applicable criteria for promotion, continuing multi-year appointment extensions, successive fixed multi-year appointments, and merit salary increases. (4) the character of the assignment, including but not limited to, those characteristics described below. a. the number of hours of instruction, b. the preparation required, c. whether the employee has taught the course in the past, d. course enrollments, e. the time required by the course, f. time of day at which the course is offered, g. whether travel to another location is required, h. the number of preparations required, i. the employee’s assignments in other semesters, j. the terms and conditions of a contract or grant from which the employee is compensated, k. the use of instructional technology (see Article 9.9), l. the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, m. any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee, n. the distribution of day, evening, and weekend courses across the department considering the needs of students, the program, and the teaching capability within the department. C. If the conference with the person responsible for making the assignment does not resolve the employee’s concerns, the employee may discuss those concerns with an administrator at the next higher level, and upon written request will be granted an opportunity to do so. D. The University and the UFF recognize that, while the minimum full academic assignment is described 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 quantifiable. 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. E. 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. F. Teaching at the post-master’s level requires a high level of professional preparation and scholarship. When making faculty assignments, chairs/supervisors will take into consideration post-master’s level teaching, supervision of post-master’s level theses/dissertations, serving on post-master’s level thesis/dissertation committees, and currency of research in the field or related to the assignment. G. No employee assignment shall be imposed arbitrarily or unreasonably. (1) Assignments are driven primarily by the program and curricular needs of students. 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. (2) Assignments may be deemed arbitrary or unreasonable if one or more of the following applies: a. The assignment was made without providing the employee an opportunity to consult about the assignment (9.3.A). b. An assigned course is outside the employee’s area of expertise as determined by the University’s and/or SACS standards for faculty credentialing, and the faculty has not agreed to teach the course. c. There is a pattern of assignment that illustrates that the employee is not provided an equitable opportunity to meet the required evaluation criteria. (3) If an employee believes that the assignment has been imposed arbitrarily or unreasonably, and conferences with the supervisor and the next higher administrator have not resolved the issue/concern, the employee may proceed to address the matter through the dispute resolution 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,

Considerations in Assignment. A. Beginning with the development of the course schedule and prior to establishing the assignment, the department chair/supervisor shall provide the faculty member with the opportunity to consult about the course schedule, the faculty member’s teaching preferences, and the faculty member’s plans for scholarship and service, and other performance related activities. B. 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 opportunity to fulfill applicable criteria for promotion, continuing multi-year appointment extensions, successive fixed multi-year appointments, and merit salary increases. (4) the character of the assignment, including but not limited to, those characteristics described below. a. the number of hours of instruction, b. the preparation required, c. whether the employee has taught the course in the past, d. course enrollments, e. the time required by the course, f. time of day at which the course is offered, g. whether travel to another location is required, h. the number of preparations required, i. the employee’s assignments in other semesters, j. the terms and conditions of a contract or grant from which the employee is compensated, k. the use of instructional technology (see Article 9.9), l. the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, m. any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee, n. the distribution of day, evening, and weekend courses across the department considering the needs of students, the program, and the teaching capability within the department. C. If the conference with the person responsible for making the assignment does not resolve the employee’s concerns, the employee may discuss those concerns with an administrator at the next higher level, and upon written request will be granted an opportunity to do so. D. The University and the UFF UFF-FGCU recognize that, while the minimum full academic assignment is described 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 quantifiable. 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. E. 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. F. Teaching at the post-master’s level requires a high level of professional preparation and scholarship. When making faculty assignments, chairs/supervisors will take into consideration post-master’s level teaching, supervision of post-master’s level theses/dissertations, serving on post-master’s level thesis/dissertation committees, and currency of research in the field or related to the assignment. G. No employee assignment shall be imposed arbitrarily or unreasonably. (1) Assignments H. Each academic college/unit has a process in place to compensate faculty for student-related instructional and scholarly activities that are driven primarily by the program and curricular needs in excess of students. 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 obligationtheir full academic assignment. (2) Assignments may be deemed arbitrary or unreasonable if one or more of the following applies: a. The assignment was made without providing the employee an opportunity to consult about the assignment (9.3.A). b. An assigned course is outside the employee’s area of expertise as determined by the University’s and/or SACS standards for faculty credentialing, and the faculty has not agreed to teach the course. c. There is a pattern of assignment that illustrates that the employee is not provided an equitable opportunity to meet the required evaluation criteria. (3) If an employee believes that the assignment has been imposed arbitrarily or unreasonably, and conferences with the supervisor and the next higher administrator have not resolved the issue/concern, the employee may proceed to address the matter through the dispute resolution 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,

Considerations in Assignment. A. Beginning with the development of the course schedule and prior to establishing the assignment, the department chair/supervisor shall provide the faculty member with the opportunity to consult about the course schedule, the faculty member’s teaching preferences, and the faculty member’s plans for scholarship and service, and other performance related activities. B. 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 opportunity to fulfill applicable criteria for promotion, continuing multi-year appointment extensions, successive fixed multi-year appointments, and merit salary increases. (4) the character of the assignment, including but not limited to, those characteristics described below. a. the number of hours of instruction, b. the preparation required, c. whether the employee has taught the course in the past, d. course enrollments, e. the time required by the course, f. time of day at which the course is offered, g. whether travel to another location is required, h. the number of preparations required, i. the employee’s assignments in other semesters, j. the terms and conditions of a contract or grant from which the employee is compensated, k. the use of instructional technology (see Article 9.9), l. the availability and adequacy of materials and equipment, secretarial services, student assistants, and other support services needed to perform the assignments, m. any changes which have been made in the assignment, including those which may have resulted from previous evaluations of the employee, n. the distribution of day, evening, and weekend courses across the department considering the needs of students, the program, and the teaching capability within the department. C. If the conference with the person responsible for making the assignment does not resolve the employee’s concerns, the employee may discuss those concerns with an administrator at the next higher level, and upon written request will be granted an opportunity to do so. D. The University and the UFF recognize that, while the minimum full academic assignment is described 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 quantifiable. 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. E. 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. F. Teaching at the post-master’s level requires a high level of professional preparation and scholarship. When making faculty assignments, chairs/supervisors will take into consideration post-master’s level teaching, supervision of post-master’s level theses/theses/ dissertations, serving on post-master’s level thesis/dissertation committees, and currency of research in the field or related to the assignment. G. No employee assignment shall be imposed arbitrarily or unreasonably. (1) Assignments are driven primarily by the program and curricular needs of students. 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. (2) Assignments may be deemed arbitrary or unreasonable if one or more of the following applies: a. The assignment was made without providing the employee an opportunity to consult about the assignment (9.3.A). b. An assigned course is outside the employee’s area of expertise as determined by the University’s and/or SACS standards for faculty credentialing, and the faculty has not agreed to teach the course. c. There is a pattern of assignment that illustrates that the employee is not provided an equitable opportunity to meet the required evaluation criteria. (3) If an employee believes that the assignment has been imposed arbitrarily or unreasonably, and conferences with the supervisor and the next higher administrator have not resolved the issue/concern, the employee may proceed to address the matter through the dispute resolution 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,