Proposed Marin Community College District Policy BP 7250

Transcription

1 Proposed Marin Community College District Policy BP 7250 BP 7250 EDUCATIONAL ADMINISTRATS Human Resources DRAFT as of 11/7/11 References: Education Code, Sections et seq., 87002(b), and , Government Code Sections (g) and (m) An administrator is a person employed by the Board in a supervisory or management position as defined in Government Code Sections 3540 et seq. Educational administrators are those who exercise direct responsibility for supervising the operation of or formulating policy regarding the instructional or student services programs of the District. An educational administrator who has not previously acquired tenure as a faculty member in the District shall have the right to become a first year probationary faculty member once his/her administrative assignment expires or is terminated, if the following criteria are met: The administrator meets the criteria established by the District for minimum qualifications in accordance with AP 7211 titled Faculty Service Areas, Minimum Qualifications, and Equivalencies for a faculty position, in accordance with procedures developed jointly by the Superintendent/President and the Academic Senate. The Board of Trustees shall rely primarily on the advice and judgment of the Academic Senate to determine that an administrator possesses minimum qualifications for employment as a faculty member. The requirements of Education Code Sections 87458(c) and (d), or any successor statute, are met with respect to prior satisfactory service and reason for termination of the administrative assignment. Educational administrators shall be compensated in the manner provided for by the appointment or contract of employment. Compensation shall be set by the Board of Trustees upon recommendation by the Superintendent/President. Educational Administrators shall further be entitled to health and welfare benefits made available by action of the Board upon recommendation by the Superintendent/President. Educational administrators shall be entitled to vacation leave, sick leave, and other leaves as provided by law, these policies, and administrative procedures adopted by the Superintendent/President.

2 From current College of Marin Policy titled Appointment of Acting Executive Officers, Managers, and Supervisors Appointment to Interim Position(s) The Board recognizes that from time to time there is a need to appoint employees as acting executive officers, managers, or supervisors as a result of sabbatical leaves, leaves of absence, and turnover, or during transition periods in reorganization. Service in an acting interim capacity shall not give the employee any special rights to the position when it is filled on a permanent basis. All acting interim appointments shall require Board approval. From current College of Marin Policy titled Criteria and Standards for Qualifications Equivalent to Minimum Qualifications for the Position of Director of Child Care Programs, An Educational Administrator General Provisions The College of Marin is committed to the selection of outstanding educational administrators, who can lead, organize, plan and supervise, and who understand the needs of faculty and the learning process. The College is committed to the selection of administrators who are sensitive to the racial and cultural diversity and respond effectively to the educational needs of all the special populations served by community colleges. The College recognizes that potential candidates for administrative positions may have attained expertise through a variety of traditional and non traditional means. The Board of Governors minimum qualifications for educational administrators is possession of a master s degree and one year of formal training, internship, or leadership experience reasonably related to the administrator s administrative assignment. It is the intent of this Policy to establish standards for qualifications equivalent to minimum qualifications in a particular administrative position. Selection committees continue to have the responsibility for recommending the most capable candidate for each position. When to Determine Equivalency Equivalency is determined by the Equivalency Committee for all candidates who do not meet minimum qualifications. To assure equity, equivalency will be determined before a search committee considers candidates for employment. Responsibilities of the Personnel Department The Personnel Department must include on the job announcements, the minimum and desirable qualifications for the position and the criteria for determining equivalency. It must inform all candidates that they are responsible for including all relevant degree and experience documentation with their job application. The Personnel Department will screen all applications to determine those which meet the minimum qualifications as set by the Board of Governors. Those applications for educational administrator positions,

3 which require an equivalency determination, will be forwarded to an Administrative Equivalency Committee. Responsibilities of the Candidate It shall be the candidate s responsibility to supply all documentation needed to evaluate equivalency. The candidate will provide conclusive evidence in regard to each of the A. For establishing the equivalent of a required degree, possession of at least the equivalent in level of achievement and breadth of understanding for each of the 1. The general education required for that degree; and 2. The major course work required for that degree. B. For establishing the equivalent of required experience, possession of broad skills and knowledge in meeting each of the following criteria: 1. Mastery of skills of the vocation sufficient to serve as the manage over a particular area; and 2. Extensive knowledge of the working environment of the area of management. Responsibilities of the President The College President will appoint members to the Equivalency Committee. The actions of the Equivalency Committee relative to evaluating equivalency shall not be considered as part of the hiring process and shall have no bearing on any other deliberation. Composition of the Equivalency Committee All deliberations and records of the Equivalency Committee shall be confidential. The Equivalency Committee shall consist of: A. The President B. Three members from the educational administrators group C. Affirmative Action Officer, Personnel Analyst, or designee as a non voting member. Responsibilities of the Equivalency Committee The Equivalency Committee will review the applications and supporting documentation of candidates on a case by case basis maintaining thorough and accurate records of their deliberations and decisions. They will insure uniformity within and between all

4 cases. The Committee shall consider all documents including, but not limited to, the A. A transcript showing that appropriate courses were successfully completed at an accredited college or appropriate foreign institution; B. Publications that show a command of the major in questions, the general education of the candidate, or writing skill; C. Other work products that show a command of the appropriate program; D. A resume, employer statement, chronological listing, or other evidence of work experience in direction of a program; and E. Other evidence of demonstrated skill or accomplishment the candidate may wish to submit. The Committee will recommend that a candidate be granted a letter of equivalency to be placed in the personnel file. Appeals of the Committee s decision may be made to the President. Review This policy shall be reviewed as part of the College s regular Self Study process. Minimum Standards of Consideration of Equivalency for the Position of: Director of Child Care Programs A. In the case of disciplines normally requiring a Master s degree: Master s degree in another discipline and 24 units of course work in child development, early childhood education, human development, home economics/family and consumer studies with a specialization in child development/early childhood education, or educational psychology with a specialization in child development/early childhood education. At least 12 of these units must be graduate or upper division (the 24 units many have been either included in or taken in addition to the Master s degree); A bachelor s degree in any of the above and master s degree in social work, educational supervision, elementary education, special education, psychology, family life studies, life management/home economics, or family and consumer studies; A bachelor s degree related to the discipline and enrollment in the master s program in child development, early childhood education, human development,

5 home economics/family and consumer studies with a specialization in child development/early childhood education or educational psychology with a specialization in child development/early childhood education, plus one year of professional experience directing a Children s Center; A master s degree plus two years professional experience directing a Children s Center; A bachelor s degree plus four years professional experience directing a Children s Center; Internationally or nationally recognized accomplishments, which demonstrate expertise and skill in the filed of study beyond normally achieved formal education. Also see BP 7251 titled Educational Administrator Retreat Rights as well as BP 7260 titled Classified Supervisors and Managers and AP 7211 titled Faculty Service Areas, Minimum Qualifications, and Equivalencies NOTE: This policy is legally required. The language in red ink is recommended from the Community College League and legal counsel (Liebert Cassidy Whitmore). The language in black ink reflects current College of Marin Policy titled Administrator Retreat Rights adopted on 6/25/91 and revised on 2/9/93, 5/13/97, and 10/12/04 and Policy titled Appointment of Acting Executive Officers, Managers, and Supervisors adopted on 2/24/82 and revised on 2/12/85 as well as Marin Policy titled Criteria and Standards for Qualifications Equivalent to Minimum Qualifications for the Position of Director of Child Care Programs, An Educational Administrator adopted on 1/12/99. The information in blue type is additional language to consider including in this policy. This policy was reviewed by Human Resources on 12/11/08 and 11/9/10. Date Adopted: (Replaces current College of Marin Policy )