Friday, February 24, 2017

Faculty Hiring Process Task Force Update

The DCCFA Faculty Hiring Process Task Force completed its work this month and send its final report to Susan Hall at district HR.

The Task Force initially identified six areas for research by subcommittees:

  • Recruitment
  • Search Teams
  • Credentialing
  • Internal Transfer
  • Onboarding
  • Tools and Timelines 

The subcommittees each gathered information last fall, and this provided the basis for discussion as the work of the Task Force progressed. The final report can be accessed at this link: https://drive.google.com/open?id=0B5H8D6yQDi_BVDJSOWlnM3ptXzA

The charges to the Task Force are on pages 2-3. The recommendations from the Task Force are on pages 4-12. The remainder of the document ins comprised of the research done by the various subcommittees.

The Task Force members were: Jean Conway (co-chair); Matthew Henry (co-chair), Ruben Johnson, Stephanie Scroggins, Claire Bambrough, Joan Becker, Jacqueline Bryant, Ray Canham, Ceaser Espinoza,  David Evans, Jesse Fox, Shaun Gilligan, Nicole Mabine, Brian Roffino, Kathryn Wetzel, Dawn Segroves.

Wednesday, February 22, 2017

Faculty Council proposes 2017-2018 compensation adjustment for preliminary budget building process



The DCCFA Faculty Council has submitted to District Talent Central, its preliminary proposal for faculty compensation adjustments for the 2017-2018 fiscal year. That document is available at this link. All faculty are encouraged and invited to review it. DCCFA members are invited to ask questions of their Welfare and Benefits representative and/or their Faculty Association president.

The first draft of the preliminary proposal was developed by the DCCFA Welfare and Benefits Committee, and then refined by the Council.

The proposal only addresses the 2017-2018 budget. The Welfare and Benefits Committee, and the Council, continue to work on a document that would address more long-term, structural issues in faculty compensation. 

Compression has been a problem 30+ years in the making, and it cannot be solved in one or two years.

In addition, our research has revealed, and Chancellor May reported to the Board last summer, that compression has been a significant drag on our efforts to increase diversity in the faculty ranks. While we have done a good job hiring diverse faculty, Board agendas/minutes back to 2006 revealed faculty resignations during that time disproportionately have been African-American and Latino faculty members.

This proposal again seeks to ameliorate compression in the 2017-2018 compensation adjustment through an across-the-board flat dollar increase, and a second flat-dollar increase for those whose salaries are compressed and who never will be able to benefit from the new three-year milestone increase. We also hope to realize an increase in the premium pay rate and hours.

The Council looks forward to productive and constructive dialogue as the 2017-2018 budget is built and figures evolve from theoretical to ballpark to actual.

All faculty should understand that state appropriations (as determined by the Texas Legislature), the local Taxable Assessed Value (as determined by the Dallas County Tax Assessor), and the DCCCD property tax rate (as determined by the DCCCD Board of Trustees), will determine the 2017-2018 DCCCD revenue and thus the DCCCD budget, and consequently the dollars available for compensation adjustments.

Wednesday, February 1, 2017

DISD Academies Update

The information below was provided by Patti Burks, the faculty representative to the DISD Collegiate Academies Steering Team, on January 30, 2017

Here are some items of interest for faculty regarding the DISD Collegiate Academies:

Cohort 1
  • Over 300 students from the cohort 1 schools were enrolled in a college course in Fall 2016. While final grades have not been tallied, preliminary indications are that over 90% successfully completed their college course. 
  • Revisions to some of the pathways are underway and DISD is working with DCCCD to identify the high school courses that correspond to each college course. The pathways should be updated on the website in the next month or so.
  • Faculty in the cohort 1 pathways should have already identified the textbooks needed for 2017-2018. You should also be communicating with the high schools to finalize schedules, software and equipment needs.
Cohort 2
  • Ten additional collegiate academies are planned to open in Fall 2017. Some of these pathways include AS or AA degrees as well as AAS degrees which include more liberal arts courses.
  • Recruitment efforts are underway now and the application process has begun. There appears to be a lot of interest in the academies and plenty of applicants.
  • Many of the cohort 2 academies only have 2 pathways rather than 3. It is not known at this time what the split of students will be at each school. Faculty are encouraged to meet with their dual credit liaisons and affiliated high schools to coordinate this effort and ensure that the colleges have the resources to support the number of students in each pathway.
  • You should receive a request for textbook, software and equipment requirements in the next 2-3 weeks for the cohort 2 academies. Our goal is to communicate the needs early enough to make sure that the courses are ready to go on day 1.
Staffing
  • The budget allocation from the District Office includes an assumption that the staffing for the academies will be 40% full-time faculty and 60% adjunct faculty.
  • Finding qualified adjunct faculty to teach in the academies is proving to be very difficult. 
    • Classes must be held during the day.
    • In several of the technical programs, the contact hours for the courses are high (6-7 hrs per week) which means that an adjunct can only teach 1 course per semester per our employment rules
    • Classes are very specialized – particularly in years 3 and 4 – which means there are fewer qualified applicants, particularly who are not already working full-time.
    • In many cases, the academies are competing with each other for the same applicants.
  • Faculty are encouraged to discuss with your VPAA and VPBS the need for full-time faculty dedicated to the academies for the programs to be successful and not negatively impact our current students.
  • We are investigating ways to help with the staffing issue including centralized advertising specifically for the academies, recruitment from DISD teachers and retirees, discussions with industry partners, etc. 
Industry Partners
  • All cohort 1 and cohort 2 schools have at least one industry partner and most have more.
  • Discussions are underway with each industry partner to fully define their role and relationship with the academy and the college.
Professional Development
  • A second dual credit professional development session was held in January prior to the semester with over 70 attendees.
  • All dual credit faculty are encouraged to join the Blackboard Early College High School Dual Credit Community site which includes many policies and procedures for dual credit, the professional development materials, etc.
    • Login to Blackboard
    • Click on Community
    • Enter Dual Credit in the search box
    • Click on “Early College High School Dual Credit” community
    • Click Enroll to self enroll
Please share with all faculty and let me know if you have any questions.

Patti