Temporary Faculty Salary Range Elevation

The Collective Bargaining Agreement for the California Faculty Association (Art. 12.16-12.20) outlines requirements and parameters for range elevation on the salary schedules for temporary faculty. This policy implements those requirements.

1. Definitions
   1. Temporary faculty – Bargaining Unit 3 employee serving in a temporary appointment for a specific period of time (CBA 2.13.e). Temporary faculty include temporary librarians, preceptors, field supervisors, counselors and others hired in Unit 3 who are not on the tenure-track.
   2. Professional achievement – activities by the candidate that demonstrate relevant professional growth and development as applicable to their work assignment (as defined in their contract).
2. Eligibility
   1. Temporary faculty who have no more service step increase eligibility in their current range are eligible for range elevation on the salary schedule (CBA 12.17).
   2. Each year the Office of Faculty Affairs shall compile a list of temporary faculty eligible for range elevation. On or before October 20, each eligible temporary faculty member shall be notified of eligibility and each department shall receive a list of eligible temporary faculty in that department.
3. Application
   1. Upon notification of eligibility, a temporary faculty member applies to be reviewed for a salary range elevation. The candidate submits to the Department Chair an application which shall include:
      1. Permission to use latest Periodic Evaluation of Temporary Faculty.
      2. A statement of professional achievement demonstrating growth and development as relevant to their work assignment since their initial appointment, or, if applicable, since their last salary range elevation.
4. Review Levels
   1. Department: if a department has a Temporary Faculty Evaluation (TFE) committee (as defined in the Periodic Evaluation of Temporary Faculty policy) this shall be the review body. If the department does not have a TFE, the review shall be conducted by the department chair. In either case, the recommendation shall be forwarded to the school dean.
   2. Dean: as the appropriate administrator responsible for the supervision of temporary faculty, whether or not they hold the title of dean, such as the AVP of Academic Programs, shall conduct the administrative review.
   3. The department and dean reviews shall be forwarded to the candidate for final signature. The candidate has the option of providing a response to the department review prior to forwarding to the dean. The complete recommendation shall be sent to the Office of Faculty Affairs. If the candidate decides to appeal the recommendation, the Office of Faculty Affairs will notify the Peer Review Panel.
5. Recommendations
   1. Positive recommendation. At each level of review, a statement shall be provided to indicate the candidate received a positive recommendation on their previous periodic review, and has satisfactorily demonstrated professional growth and development relevant to their work assignment during the period between the date of initial appointment, or, where applicable, the date of the last range elevation.
   2. Negative recommendation. At any level, a negative recommendation must specify the basis for the decision. Such reasons shall be:
      1. the candidate did not receive a positive recommendation on their previous periodic review, or,
      2. prior periodic review indicates areas of improvement that have not been met (specify), or,
      3. professional achievements are not satisfactory with respect to contractually defined work assignment (specify).
6. Handling of Denials
   1. Denial of range elevations shall be subject to the peer review process (CBA 12.20).
   2. When required, a Peer Review Panel will be constituted by drawing at random, tenured faculty members who had not participated in a salary range elevation review during the current cycle. One such member from each school and the Library constitutes the Peer Review Panel for the current cycle.
   3. The Peer Review Panel shall convene and review cases within 30 days of receiving appeals from the Office of Faculty Affairs. The Panel shall allow for appellants to make a presentation to the panel and to be represented by CFA if so desired.
   4. The Peer Review Panel shall render decisions within 30 days of hearing appeals and the decisions shall be final and binding on the parties.
7. Timeline
   The Office of Faculty Affairs will publish timelines for each academic year, following the following summary (working days indicated in parentheses):

• October 20 – Eligibility list provided to each eligible temporary faculty member and all departments.
• November 21 – Eligible temporary faculty submit application to respective departments. (21 days)
• December 6 – Department recommendation due. (10 days)
• December 20 – Candidate response to department review due. (10 days)
• February 5 – Dean recommendation due. (27 days)
• February 19 – Applicant signs/appeals. (10 days)
• March 4 – Peer Review Panel receives appeals. (10 days)
• April 15 – Peer Review Panel completes reviews. (25 days)
• May 10 – Peer Review Panel decisions due. (19 days)

Updated October 10, 2023 by policies@sonoma.edu