Blue Ridge Community College provides its employees with a meaningful employment experience and is an equal access and equal opportunity employer (See BRCC Policies and Procedures 2.23.1).
Full-time Faculty
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For each vacancy, a selection committee is established. In the case of curriculum faculty positions, this committee is a diverse group—faculty and/or staff—and chosen to serve based on related skills sets, similar duties and responsibilities, and education requirements of the position being filled. Committee members review all application packets and select the most qualified candidates for interview based on the job description and stated requirements. The hiring manager makes the recommendation of the successful candidate to the Vice President for Instruction. The recommendation is then sent to the Human Resources Director for employment verification and salary computation. The computation is sent to the Vice President for review and approval, and then onto the President for approval. The offer is then made to the successful candidate by the Human Resources Director. All offers are made contingent of a successful criminal background check. The President presents the name of all newly hired employee, along with salary, at the first meeting of the Board following employment.
Part-time Faculty
Application for part-time teaching is made to a department chairperson, to one of the instructional deans, or to the Vice President for Instruction. Vacancies are announced on the College website, with instructions on the procedures to make application. Announcements include position title and purpose, minimum educational and work experience qualifications, essential functions and responsibilities, additional duties and responsibilities, probable work schedule, proposed starting date, application requirements, and equal employment opportunity statements. Application must be made through BRCC’s online application system and should be accompanied by unofficial transcripts and a current résumé. Final employment decisions must be approved by the appropriate Dean before an offer of employment can be made.The contract for part-time instructional employees will be completed by the designated assistant in the Office for Instruction. The completed contract is signed by the part-time instructional employee and the respective department personnel before being submitted to the Office for Finance for payment (See BRCC Policies and Procedures 3. 3.2.B.1.). See Appendix B for a sample Adjunct Instructor Agreement.
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Faculty Credentials
Blue Ridge Community College follows the Faculty Credentials guidelines set by SACS-COC per the Comprehensive Standard 3.7.1 of the Principles of Accreditation. The standard reads as follows:
The institution employs competent faculty members qualified to accomplish the mission and goals of the institution. When determining acceptable qualifications for faculty, an institution gives primary consideration to the highest earned degree in the discipline. The institution also considers competence, effectiveness, and capacity, including, as appropriate, undergraduate and graduate degrees, related work experiences in the field, professional licensure and certifications, honors and awards, continuous documented excellence in teaching, or other demonstrated competencies and achievements that contribute to effective teaching and student learning outcomes. For all cases, the institution is responsible for justifying and documenting the qualifications of its faculty.
When an institution defines faculty qualifications using faculty credentials, institutions should use the following as credential guidelines:
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Approved: College Delegate Assembly, December 2006
Faculty Competency
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The Evidence of Competency/Capacity Form (See Appendix B) is completed for occupational extension instructors, literacy instructors, and others for whom formal credentials are required by accrediting or by common practice. This form is provided for supervisors of such instructors to document those competencies. This form is completed as soon as possible after hiring such an instructor, and the form along with any attachments become part of that instructor’s personnel file. (Attachments may include certificates that document non-traditional educational experiences, letters of reference that describe special skills and abilities possessed by the individual, etc.)
Compensation
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Full-time faculty are eligible for longevity pay if the faculty member meets the requirements of total qualifying service set forth in NC State Code (as amended). Total service for longevity pay is based on a month-for-month computation of full-time employment with the College. Annual longevity pay amounts are based on the length of total State service and a percentage of the faculty member’s annual rate of pay. See BRCC Policies and Procedures 3.8.3. for specific rates based on the years of service.
For adjunct faculty are paid a competitive wage, based upon market demand, qualifications of candidates, and job responsibilities. Compensation is based on the state mandated minimums. It is also understood that adjunct faculty do not receive any benefits available to full-time faculty such as medical coverage or retirement unless required by law (See BRCC Policies and Procedures 3.8.2.). Adjunct contracts are based on the number course contact hours. For example: BUS 110 is a three (3) contact hour per week course that runs for 16 weeks. The contract for an adjunct would be calculated based on the hours per week times the number of weeks and based on the hourly rate per the adjunct’s highest level of credentialing.
Full-time faculty employed for a minimum of nine (9) months per year and working a minimum of 30 hours per week is eligible for all standard fringe benefits including State Retirement, State Health Plan, supplemental health plans. The adjunct teaching load is less than 30 hours per week, which is in compliance with the Affordable Care Act (ACA). In the rare case that an adjunct is asked to work more than 30 hours per week, he/she will be offered
All BRCC employees are required to use direct deposit to receive payroll related payments. Full-time and adjunct faculty receive monthly direct deposits on the last day of each month; when the last day falls on a holiday or weekend, every effort will be made to release checks on the last day preceding working day.
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