Salary Placement Review Board. The purpose of the review process is to solely determine and resolve any errors that were made in the initial placement of a Residential Faculty member. A Residential Faculty member may within the first twelve (12) months of employment as a Residential Faculty member, appeal his/her vertical and/or horizontal placement to the Faculty Association President; after this time period, no requests will be considered. If the Residential Faculty member’s appeal occurs within the first twelve (12) months of their employment, the Faculty Association President will convene a review committee to review his/her initial salary placement as prescribed by the District Human Resources Division Guidelines. The review committee will consist of four (4) members from the Faculty with the Faculty Association President, or designee, serving as chair. The Chair will appoint two (2) members: one (1) member will be appointed from the Faculty Professional Growth Committee and one (1) member from the appropriate Instructional Council. The fourth member will be the respective Faculty Senate President or designee. The committee will; (1) review the case documents submitted by the concerned Faculty member; (2) meet with the Chief Human Resources Officer, or designee, to discuss the case; and (3) make written recommendations to the CHRO, or designee. The CHRO, or designee, upon receiving the written recommendation, will communicate, in writing, his/her decision within fifteen (15) business days.
Salary Placement Review Board. The purpose of the review process is to solely determine and resolve any errors that were made in the initial placement of a Full-Time Faculty member. A Residential Faculty member may within the first twelve (12) months of employment as a Residential Faculty member, appeal their vertical and/or horizontal placement to the Faculty Association President; after this time period, no requests will be considered. If the appeal occurs within the first twelve (12) months of their employment, the Faculty Association President will convene a review committee to review the appellant’s initial salary placement as prescribed by the District Human Resources Division Guidelines. An OYO or OSO Faculty member may, within the term of their initial employment as an OYO or OSO Faculty member, appeal their vertical and/or horizontal placement to the Faculty Association President; after this time period, no requests will be considered. If the appeal occurs within the initial term of their employment, the Faculty Association President will convene a review committee to review the appellant’s initial salary placement as prescribed by the District Human Resources Division Guidelines. The review committee will consist of four (4) members from the Faculty with the Faculty Association President, or designee, serving as chair. The Chair will appoint two (2) members: one (1) member will be appointed from the Faculty Professional Growth Committee and one (1) member from the appropriate Instructional Council. The fourth member will be the respective Faculty Senate President or designee. The committee will; (1) review the case documents submitted by the concerned faculty member; (2) meet with the Chief Human Resources Officer, or designee, to discuss the case; and (3) make written recommendations to the CHRO, or designee. The CHRO, or designee, upon receiving the written recommendation, will communicate, in writing, their decision within fifteen (15) business days.
Salary Placement Review Board. Some activities may require prior approval from the Faculty Professional Growth Committee. The Faculty Professional Growth Committee will at all times attempt to make determinations in an open and unbiased manner that is free from conflict of interest. Accordingly, Faculty Chairs who are members of the Faculty Professional Growth Committee will abstain from decisions that affect the professional growth applications of Residential Faculty members in their respective Departments/Divisions; likewise, Residential Faculty members who are on the Professional Growth Committee will abstain from decisions that affect the professional growth applications of their respective Faculty Chairs. Other potential conflicts of interest will be treated in a similar manner.
