Section 3 covers employment status as it relates to the type of faculty position, contracts, terms of employment, leave, faculty honors, and employment standards.
The full-time faculty shall be made up of benefit-eligible full-time personnel (half-time or more) in teaching appointments. Full-time faculty membership shall not include adjunct instructors, Basic Skills Education and Workforce Development instructors, tutors, visiting lecturers, administrators, or other non-academic personnel. Refer to INST 100 - Joint Faculty Appointments, HR 000 - At Will Employment and Retention Policy, and HR 110 - Employee Conduct Policy, and HR 340 - Full Time Faculty Compensation Policy in the CWI Policies and Procedures Manual for detailed policies.
Full-time Support Faculty are twelve (12) month, non-rank eligible faculty positions and fall under the same employment policies as full-time faculty including INST 100 - Joint Faculty Appointments, HR 000 - At Will Employment and Retention Policy, and HR 110 - Employee Conduct Policy, and HR 340 - Full Time Faculty Compensation Policy in the CWI Policies and Procedures Manual for detailed policies.
Department chairs are issued a modified 11-month faculty contract on the College’s administrative calendar and report to the Dean of their respective schools.
CWI supports finding a way to allow department chairs to return to a regular full-time teaching faculty position. For department chairs who desire to return to teaching, CWI will make all reasonable efforts to transition a department chair to a regular full-time, rank-eligible faculty position.
Refer to INST 100 - Joint Faculty Appointments, HR 000 - At Will Employment and Retention Policy, and HR 110 - Employee Conduct Policy, and HR 340 - Full Time Faculty Compensation Policy in the CWI Policies and Procedures Manual for detailed policies.
Adjunct Faculty are appointed through a Letter of Teaching Appointment signed by the adjunct faculty member. The Letter of Teaching Appointment outlines the term of employment and payroll dates. Adjunct faculty shall have no expectation of continued employment beyond the term of the appointment outlined in the Letter of Teaching Appointment. Employment of adjunct faculty is at-will and may be terminated during the term of the appointment with or without cause.
INST 030 - Adjunct Faculty in the CWI Policies and Procedures Manual outlines workload expectations, responsibilities, and rights and privileges.
Refer to HR 090 - Personnel Records Policy in the CWI Policies and Procedures Manual.
Payroll and benefits records, including annual and sick leave, are retained in the Human Resources Office and are also listed on faculty pay advices. Employment records are retained in the Human Resources Office.
CWI’s official personnel files consist of an individual’s employment-related information including employment applications, offer letters, fully executed employment contracts, compensation information and changes, personnel changes, performance evaluations, formal performance-related communications to employee, formal disciplinary documents, policy acknowledgements, and separation documents.
When approved through the budget process each year, full-time faculty will be considered for differentiated pay. Only faculty in good standing on March 1 of each academic calendar year are considered in this process. To be in good standing, a faculty member must do the following:
Summer semester operations are separate from regular fall and spring semester procedures and are subject to change each summer based on students, teachers, space, funding, and other contingencies. Full-time faculty members may be offered the opportunity to teach during summer semester and will be offered preference over adjunct faculty for available summer sections according to INST 160 - Overloads and Exceptional Teaching Assignments in the CWI Policies and Procedures Manual. Compensation for summer classes for all faculty will be the College’s current credit hour pay rate for adjunct faculty.
Refer to INST 160 - Overloads-Exceptional Teaching Assignments in the CWI Policies and Procedures Manual regarding the assignment and pay for overloads for full-time faculty.
Full-time faculty are subject to CWI’s Human Resources policies in the CWI Policies and Procedures Manual and the standards set forth in this Faculty Handbook. See HR 101 Faculty Retention and Appointment Policy.
Full-time support faculty are subject to the Human Resources policies in the CWI Policy Manual and the standards set forth in this Faculty Handbook.
1. Appointment of Full-Time Support Faculty
Support faculty members are hired on the basis of credentials and interviews. Evidence of credentials and other relevant information must be on file in the office of the appropriate Instructional Dean.
a. Credentials
Refer to INST 030 - Adjunct Faculty and HR 010 - Faculty Retention and Appointment in the CWI Policies and Procedures Manual.
Adjunct faculty are subject to CWI Human Resources policies in addition to the standards set forth in this Faculty Handbook.
Refer to HR 140 Employee Corrective Action Policy in the CWI Policies and Procedures Manual.
When corrective actions are needed for faculty, the following practices will be utilized:
1. Informal Review
The faculty supervisor will review expectations with the faculty member and identify opportunities for improvement and growth. These conversations should be documented in writing.
2. Coaching and Development Plan
When the informal review process has not yielded the results needed, a formal Coaching and Development Plan (CDP) will be established. This document will outline the specific expectations not being met, a plan of support to help the faculty member reach the expectations, and consequences for failing to meet the stated objectives. CDPs will include an effective period. This will frequently be one semester. At the conclusion of the CDP effective period, faculty will either return to good standing or be moved to a Letter of Corrective Action.
3. Letter of Corrective Action
A Letter of Corrective Action (LCA) is the final step in the corrective action process. The LCA outlines expectations that must be met in order for employment to be maintained at CWI. Violation of the details outlined in a LCA will be grounds for termination of the faculty contract. LCAs do not come with an effective period as the expectations remain in effect throughout employment at CWI. However, a faculty member can return to good standing for the purpose of merit/differentiated pay after 12 months from the date of the LCA. A rank eligible faculty member may apply for rank after 24 months have passed from the date of the LCA. The first year spent on an LCA will not count toward time in service for eligibility toward the next rank.
Each employee’s performance situation is managed based on individual circumstances and may require disciplinary actions that bypass steps due to college needs. The college reserves the right to manage each situation as appropriate which may result in corrective action or termination without the preceding steps.
Refer to HR 180 - Employee Benefits Policy in the CWI Policies and Procedures Manual for a detailed description of all faculty leave policies including the following: sick leave, vacation, military leave, holidays, bereavement leave, educational release time, professional and extended leave, family medical leave, jury duty, and donation of accrued personal leave hours.
Refer to HR 150 - Separation from Employment Policy in the CWI Policies and Procedures Manual for information about reduction in force, faculty termination guidelines, and financial exigency.
As one way to show appreciation to our employees, CWI offer a Years of Service recognition program as follows:
Refer to the HR 220 Emeritus Program Policy in the CWI Policies and Procedures Manual.
Faculty Emeritus status is an honor awarded to full-time faculty members upon retirement who have a history of distinguished service to CWI, and is not automatically given as a matter of course. Applicants for emeritus status must be recommended by their department, supported by their administrators, and be recommended by at least three individuals outside of their individual programs.