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Faculty and Staff Handbook
Revised September 2019
The campuses of River Parishes Community College are accredited by the Southern Association of Colleges and Schools
Commission on Colleges (SACSCOC).
Equal Opportunity Statement
In compliance with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, and Section 504 of the
Rehabilitation Act of 1973, River Parishes Community College campuses uphold the following policy:
River Parishes Community College assures equal opportunity for all qualified persons without regard to race, religion, sex, national origin, age,
handicap, marital status or veteran’s status in admission to, participation in, or employment in the program and activities of this campus. The
campuses welcome handicapped individuals and have buildings accessible to them. Anyone with questions regarding this policy may contact the
Director of Human Resources.
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ACKNOWLEDGEMENT FORM
I have received a copy of the River Parishes Community College Faculty and Staff
Handbook.
I understand that the policies in effect at the time the Faculty and Staff Handbook
was printed may change. I agree to refer to the College website for a complete
listing of all current policies and forms.
I agree to seek clarification from the appropriate authority on policies and
information that I do not fully understand.
I agree to read and familiarize myself with the contents of this Faculty and Staff
Handbook.
Print Name
Signature
Date
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TABLE OF CONTENTS
COVER .................................................................................................................................................................... 1
ACKNOWLEGEMENT FORM .............................................................................................................................. 2
TABLE OF CONTENTS ........................................................................................................................................ 3
PURPOSE ............................................................................................................................................................. 12
TYPES OF EMPLOYEES .................................................................................................................................... 13
• FACULTY MEMBERS
• OTHER ACADEMIC EMPLOYEES
• PROFESSIONAL EMPLOYEES
• CLASSIFIED EMPLOYEES
EMPLOYEES EXCLUDED FROM HANDBOOK ............................................................................................. 13
THE COLLEGE HISTORY ................................................................................................................................... 14
ACCREDITATION ............................................................................................................................................... 16
GENERAL GOVERNANCE ................................................................................................................................ 17
COLLEGE VISION, MISSION AND PHILOSOPHY ......................................................................................... 18
• RPCC STRATEGIC PLAN .................................................................................................................... 19
COLLEGE ADMINISTRATION ......................................................................................................................... 21
• THE OFFICE OF CHANCELLOR ........................................................................................................ 21
• VICE CHANCELLOR OF FINANCE AND ADMINISTRATION ...................................................... 21
• VICE CHANCELLOR OF ACADEMIC AND STUDENT AFFAIRS ................................................. 21
• VICE CHANCELLOR OF WORKFORCE DEVELOPMENT ............................................................. 21
• DIRECTOR OF DEVELOPMENT ........................................................................................................ 21
• ADHOC COMMITTEES AND TASK FORCES ................................................................................... 22
o STANDING COMMITTEES .................................................................................................... 22
o TASK FORCES ......................................................................................................................... 22
o TASK FORCE PROCEDURES ................................................................................................ 22
o FACULTY SENATE ................................................................................................................. 22
FACULTY ............................................................................................................................................................. 23
• OUTSIDE EMPLOYMENT OF COLLEGE EMPLOYEES .................................................................. 23
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FACULTY RIGHTS, DUTIES, AND RESPONSIBILITIES ................................................................................ 24
• ACADEMIC FREEDOM ....................................................................................................................... 24
• ACADEMIC FREEDOM AND THE LIBRARY ................................................................................... 24
• ACADEMIC RESPONSIBILITY ........................................................................................................... 24
• RECORD RETENTION ......................................................................................................................... 25
• TENURE ................................................................................................................................................. 25
• ACADEMIC RANK ............................................................................................................................... 25
FACULTY EMPLOYMENT .............................................................................................................................. 26
• EQUAL ACCESS – EQUAL OPPORTUNITY ..................................................................................... 26
CONDITIONS OF FACULTY EMPLOYMENT ............................................................................................... 27
• VACANT POSITION ANNOUNCEMENTS, SCREENING, AND FACULTY SELECTION ............ 27
• EMPLOYMENT ..................................................................................................................................... 27
• OVERLOAD ASSIGNMENTS .............................................................................................................. 28
• TEACHING ASSIGNMENTS FOR RPCC STAFF MEMBERS .......................................................... 29
• CLASS SIZE ........................................................................................................................................... 29
• SUMMER SEMESTER EMPLOYMENT .............................................................................................. 29
• CATEGORIES OF FACILITY ............................................................................................................... 29
• DIVISION COORDINATORS ............................................................................................................... 29
• LEAD FACULTY ................................................................................................................................... 30
• FACULTY CREDENTIALS .................................................................................................................. 32
• FACULTY WORKLOAD ...................................................................................................................... 33
• OFFICE HOURS .................................................................................................................................... 34
• TEACHING LOCATION ....................................................................................................................... 34
• FULL-TIME FACULTY JOB DESCRIPTION ..................................................................................... 34
• PART-TIME FACULTY JOB DESCRIPTION ...................................................................................... 36
• LIBRARY FACULTY JOB DESCRIPTION ......................................................................................... 37
o ALL LIBRARIANS .................................................................................................................. 37
o PUBLIC SERVICE LIBRARIANS ........................................................................................... 37
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o TECHNICAL SERVICES LIBRARIANS ................................................................................ 38
• FACULTY EVALUATIONS ................................................................................................................. 38
o STUDENT INSTRUCTIONAL REPORTS (SIR) ................................................................... 38
o CLASSROOM OBSERVATIONS ........................................................................................... 39
o ADJUNCT EVALUATIONS ................................................................................................... 39
o ADMINISTRATIVE EVALUATIONS OF FACILITIES ....................................................... 39
o ANNUAL PERFORMANCE SUMMARY .............................................................................. 39
o LESS THAN SATISFACTORY (OR MEETS EXPECTATIONS) PERFORMANCE ........... 39
FACULTY RANK ................................................................................................................................................ 40
• POLICY STATEMENT .......................................................................................................................... 40
• PURPOSE ............................................................................................................................................... 40
• TERMINATION ..................................................................................................................................... 40
POLICIES AND SERVICES PERTAINING TO INSTRUCTION ...................................................................... 41
• FACULTY CALENDAR RESPONSIBILITIES .................................................................................... 41
• CLASS ATTENDANCE REGULATIONS ............................................................................................ 41
• COMMENCEMENT .............................................................................................................................. 41
• ACADEMIC INTEGRITY ..................................................................................................................... 41
• CATEGORIES AND DEFINITIONS OF ACADEMIC MISCONDUCT ............................................. 41
o CHEATING ............................................................................................................................... 41
o FABRICATION ......................................................................................................................... 42
o PLAGIARISM ........................................................................................................................... 42
o MISUSE OF ACADEMIC RESOURCE ................................................................................... 42
o MISREPRESENTATION .......................................................................................................... 42
o VIOLATION OF CLASS RULE ............................................................................................... 42
o COMPLICITY ........................................................................................................................... 42
o SOFTWARE FRAUD ............................................................................................................... 42
o MULTIPLE SUBMISSIONS OF WORK ................................................................................. 42
o UNSANCTIONED COLLABORATION ................................................................................. 42
• GRADING SYSTEM .............................................................................................................................. 43
• MID-TERM GRADES ............................................................................................................................ 43
• GRADE APPEAL PROCEDURE .......................................................................................................... 43
• GRADE CHANGE PROCEDURE ......................................................................................................... 43
• SEMESTER EXAMINATIONS AND GRADE REPORTING ............................................................. 43
• STUDENT BEHAVIOR IN THE CLASSROOM .................................................................................. 43
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• TEXTBOOK POLICIES ......................................................................................................................... 44
• CURRICULUM POLICY ....................................................................................................................... 44
• FACULTY .............................................................................................................................................. 45
• MASTER SYLLABI ............................................................................................................................... 45
• COMMUNITY ........................................................................................................................................ 45
• USE OF COPYRIGHTED MATERIAL ................................................................................................ 45
• FAIR USE ............................................................................................................................................... 45
• PUBLIC DOMAIN ................................................................................................................................. 46
• CREDENTIAL AND TRAINING REQUIREMENTS FOR ONLINE INSTRUCTION ...................... 46
• CENTER FOR TEACHING EXCELLENCE ......................................................................................... 46
ACADEMIC PROGRAMS ................................................................................................................................... 47
• ADMINISTRATION .............................................................................................................................. 47
• STUDENTS ............................................................................................................................................ 47
• GOVERNING BOARD .......................................................................................................................... 47
• PROCEDURE ......................................................................................................................................... 47
• DUAL ENROLLMENT .......................................................................................................................... 48
• EARLY COLLEGE OPTION ................................................................................................................. 48
PERSONNEL AND COMPENSATION POLICIES ............................................................................................ 49
• PAYROLL .............................................................................................................................................. 49
o PAPERWORK .......................................................................................................................... 49
o EMPLOYEE PAY CHECKS .................................................................................................... 49
o CHECK DISTRIBUTION ........................................................................................................ 49
o FACULTY ................................................................................................................................ 49
o SALARY .................................................................................................................................. 49
o CLASSIFICATION AND PAY PLANS .................................................................................. 49
o SCHEDULES ........................................................................................................................... 50
o HOLIDAYS .............................................................................................................................. 50
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• NEW EMPLOYEES – GETTING STARTED ....................................................................................... 50
o PARKING ................................................................................................................................. 50
o IDENTIFICATION CARDS .................................................................................................... 50
o HOURS ..................................................................................................................................... 50
o COMPUTING ........................................................................................................................... 50
o MAILBOXES ........................................................................................................................... 50
o FACULTY OFFICES ............................................................................................................... 51
o IT AND FACILITIES ............................................................................................................... 51
o FAMILY MEMBERS ON CAMPUS ....................................................................................... 51
o SUPPLY REQUESTS .............................................................................................................. 51
o TIME SHEETS ......................................................................................................................... 51
o REQUESTING LEAVE ........................................................................................................... 51
o CLASS CANCELLATIONS .................................................................................................... 51
o TELEPHONE SET-UP INSTRUCTIONS ............................................................................... 52
o LOLA INSTRUCTIONS .......................................................................................................... 52
o CANVAS INSTRUCTION ...................................................................................................... 52
o COPY MACHINE LOG-IN INSTRUCTIONS ........................................................................ 52
o FILING A STUDENT INCIDENT REPORT .......................................................................... 52
o SMART NOTICE ..................................................................................................................... 52
• INSURANCE .......................................................................................................................................... 53
o ANNUAL ENROLLMENT ...................................................................................................... 53
• MEDICAL BENEFITS – GENERAL PROVISIONS ............................................................................ 53
o ELIGIBILITY ........................................................................................................................... 53
o EFFECTIVE DATES ................................................................................................................ 53
o COST-SHARING ..................................................................................................................... 53
• MEDICAL INSURANCE ....................................................................................................................... 53
o STATE EMPLOYEES’ GROUP HEALTH INSURANCE PLANS ........................................ 53
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• STATE GROUP LIFE/DEPENDENT LIFE INSURANCE ................................................................... 54
o EMPLOYEE LIFE INSURANCE ............................................................................................ 54
o DEPENDENT LIFE INSURANCE .......................................................................................... 54
• OTHER INSURANCE PROGRAMS ..................................................................................................... 54
• FLEXIBLE BENEFITS PLAN ............................................................................................................... 54
o PREMIUMS – ONLY PLAN ................................................................................................... 54
o FLEXIBLE SPENDING ACCOUNTS ............................................................................ 54 - 55
• RETIREMENT ....................................................................................................................................... 55
o TEACHER’S RETIREMENT SYSTEM OF LOUISIANA ..................................................... 55
o OPTIONAL RETIREMENT PLAN ......................................................................................... 55
o LOUISIANA STATE EMPLOYEES’ RETIREMENT SYSTEM ........................................... 56
o SOCIAL SECURITY ................................................................................................................ 56
o DEFERRED COMPENSATION PLAN .................................................................................. 56
o TAX DEFERRED SUPPLEMENTAL RETIREMENT ACCOUNTS .................................... 56
• UNEMPLOYMENT INSURANCE ........................................................................................................ 56
• LEAVE FROM THE COLLEGE ............................................................................................................ 57
o WORKER’S COMPENSATION PROGRAM ......................................................................... 57
o HOLIDAYS .............................................................................................................................. 57
• ANNUAL LEAVE .................................................................................................................................. 57
o CIVIL SERVICE SCHEDULE ................................................................................................ 58
• SICK LEAVE ......................................................................................................................................... 58
• CHANCELLOR’S ACCRUAL LEAVE ................................................................................................ 59
• CIVIL, EMERGENCY, AND SPECIAL LEAVE .................................................................................. 60
• FUNERAL LEAVE ................................................................................................................................ 59
• LEAVE WITHOUT PAY ....................................................................................................................... 60
• FAMILY AND MEDICAL LEAVE ACT OF 1993 ............................................................................... 61
• MILITARY LEAVE ............................................................................................................................... 61
• EDUCATIONAL PRIVILEGES ............................................................................................................ 62
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• EQUAL ACCESS – EQUAL OPPORTUNITY ..................................................................................... 62
• PROMOTIONAL OPPORTUNITIES .................................................................................................... 62
• CODE OF ETHICS ................................................................................................................................. 63
• SEEKING AND HOLDING PUBLIC OFFICE ..................................................................................... 63
• NEPOTISM ............................................................................................................................................. 63
• SELLING OF SOLICITING ON CAMPUS ........................................................................................... 64
• CONSENSUAL RELATIONSHIPS ....................................................................................................... 64
• TERMINATION OF A PROFESSIONAL EMPLOYEE ....................................................................... 64
• TERMINATION OF A CLASSIFIED EMPLOYEE ............................................................................. 64
ADMINISTRATIVE AND SUPPORT SERVICES .............................................................................................. 64
• TELEPHONE SERVICE CAMPUS TELEPHONE DIRECTORY ....................................................... 65
• DISABILITY RESOURCES AND SERVICES ..................................................................................... 65
o ADA/504 COMPLIANCE ........................................................................................................ 65
o THE ROLE OF THE ADA COORDINATOR ......................................................................... 65
o REASONABLE ACCOMMODATION ................................................................................... 65
o DISABILITY SERVICES PROCESS, DOCUMENTATION, AND CONFIDENTIALITY .. 66
o APPEAL, REVIEW, AND COMPLAINTS ............................................................................. 66
• LIBRARY SERVICES ........................................................................................................................... 66
o PROCTORED TESTING SERVICES ..................................................................................... 66
o COMPUTERS & SCANNERS ................................................................................................. 66
o PRINTING & COMPING ........................................................................................................ 66
o STUDY ROOMS ...................................................................................................................... 66
o LAPTOP SIGN-OUT ................................................................................................................ 66
• COMPUTING SERVICES ..................................................................................................................... 67
• PURCHASING ....................................................................................................................................... 67
• PUBLIC SAFETY .................................................................................................................................. 67
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• FACILITY SERVICES ........................................................................................................................... 67
o GENERAL BUILDING MAINTENANCE ............................................................................. 67
o GROUNDS MAINTENANCE ................................................................................................. 67
• COLLEGE BUILDINGS AND GROUNDS .......................................................................................... 68
• PERSONAL PROPERTY ....................................................................................................................... 68
• TRAVEL EXPENSES ............................................................................................................................ 68
• LOST AND FOUND ............................................................................................................................... 68
• OFFICE OF BUDGET AND PLANNING ............................................................................................. 68
• RIVER PARISHES COMMUNITY COLLEGE FOUNDATION, INC. ............................................... 69
• CAMPUS ORGANIZATIONS ................................................................................................................ 69
o APPOINTMENT OF STUDENT REPRESENTATIVES ......................................................... 69
o MINUTES ................................................................................................................................. 69
o QUORUM ................................................................................................................................. 70
o SUBCOMMITTEES ................................................................................................................. 70
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APPENDICES ........................................................................................................................................................ 71
• POLICIES
A. PERFORMANCE EVALUATION AND SALARY INCREASE ........................................... 72
B. PERFORMANCE REVIEW/EVALUATIONS OF CLASSIFIED STAFF SERVICE RATINGS
................................................................................................................................................... 73
C. PRIVACY OF RECORDS ....................................................................................................... 74
D. EMPLOYMENT ....................................................................................................................... 75
E. EQUAL OPPORTUNITY POLICY ......................................................................................... 76
F. OUTSIDE EMPLOYMENT – FOR ALL EMPLOYEES ........................................................ 77
G. DISCIPLINE – FOR ALL EMPLOYEES ................................................................................ 78
H. DRUG AND ALCOHOL FREE WORKPLACE ..................................................................... 80
I. HARASSMENT ....................................................................................................................... 85
a. DISCRIMINATION/HARASSMENT COMPLAINT FORM ................................... 87
J. GRIEVANCE POLICY ............................................................................................................ 88
K. SMOKING ................................................................................................................................ 90
L. SAFETY ................................................................................................................................... 91
a. BOMB THREAT POLICY ........................................................................................ 99
b. ACTIVE SHOOTER ................................................................................................ 102
M. RANK AND PROMOTION ................................................................................................... 105
N. FACULTY WORKLOAD ...................................................................................................... 115
O. ONLINE PAYMENT POLICY .............................................................................................. 121
P. WHAT TO DO WITHIN THE FIRST TWO WEEKS OF THE SEMESTER? ...................... 122
Q. CAMPUS FLOOR PLANS .................................................................................................... 123
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PURPOSE
The purpose of this handbook is to provide information and guidance to the College’s
employees. All faculty and staff members should make themselves familiar with its contents.
The adoption and distribution of this handbook is not intended to create or confer upon College
employees any additional contractual rights or any additional rights of substantive or procedural
due process not mandated or granted by law.
This Faculty and Staff Handbook is a basic reference concerning policies and procedures,
privileges and opportunities, and obligations and responsibilities affecting employees of River
Parishes Community College (RPCC)*. Intended as a convenient guide, this Handbook does not
contain every policy and has only excerpts from others. You may obtain complete information
from the actual policy documents located in the Office of Human Resources. Additionally, these
documents are available on the College’s computer network. These include the following:
• Bylaws and Regulations of the Board of Supervisors: Comprehensive policies
concerning the entire Louisiana Community and Technical System.
• RPCC General Catalog: Policies and descriptions concerning the College’s structure and
academic programs.
• Code of Student Conduct: Issued by the Office of Student Services.
• RPCC Handbook of Rights and Responsibilities in the Student-College Relationship:
Policies concerning student governance, issued by the Offices of Student Services and
Academic Services.
• Human Resource Management Memoranda: Current policies concerning employment,
issued by the Office of Human Resources.
The misapplication or failure to follow any specific provision in this Handbook should not be
grounds for setting aside or modifying any employment decision when it has been determined
by appropriate administrative authority that the decision was fairly made and in the best interest
of the College. Because the College is the initiator of change and is also subject to various
external legal and regulatory forces requiring change, the information in this Handbook will be
revised as the College determines that conditions warrant.
*All references in this publication to “River Parishes Community College,” “RPCC,” or “the
College” are to be understood as meaning all locations of River Parishes Community College,
including all three campuses (Gonzales, LA; Reserve, LA; and Plaquemine, LA)
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TYPES OF EMPLOYEES
Faculty Members
Faculty members are full-time members of the academic staff holding the rank of instructor or
above, and equivalent ranks which include professional library staff.
Other Academic Employees
Other academic employees include part-time members of the academic staff and full-time
members of the academic staff below the rank of instructor, or equivalent. Employees with
academic responsibilities who do not hold faculty rank are also included in this classification.
Professional Employees
This category includes administrative officers and professional staff, as well as all employees in
positions exempt from the provisions of the State Civil Service System. Employees in this
category are sometimes termed “unclassified.”
Classified Employees
Classified employees are all employees in positions covered by the provisions of the State Civil
Service System. All actions affecting classified employees are made in accordance with Civil
Service rules and regulations.
EMPLOYEES EXCLUDED FROM THIS HANDBOOK
Although RPCC student staff makes a continuing contribution to the College, student employees
are temporary, and, as such, are not eligible to receive employee benefits. For the same reason,
temporary or contingent employees, hired for a maximum of 180 days and 120 days respectively,
are not eligible for employee benefits, in accordance with Louisiana Revised Statutes 13:5108.1.
These two groups are, thus, excluded from the provisions of this Handbook. College policy is
stated in a number of documents with which employees should be familiar.
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RPCC’s first campus in Sorrento
THE COLLEGE HISTORY
River Parishes Community College History
Led by local citizens, River Parishes Community College was created in 1997. Shortly after, in the
fall of 1998, the legislature created the Louisiana Community and Technical College System. River
Parishes Community College became a member of the system along with six other existing
community colleges.
The College’s charter class of 100 students enrolled for classes in the fall of 1999. RPCC offered
courses to prepare students for later transfer to four-year institutions for completion of their
baccalaureate degrees. To serve southern Ascension, Assumption, St. James and St. John parishes,
the College began in the small Ascension parish town of Sorrento in what is known as the river
parishes region. These river parishes sit at the crossroads of South Louisiana’s historic Plantation
Country, and they are home to several of the nation’s large
Petro-chemical companies.
Without a campus of its own, RPCC convened classes in
Sorrento at St. Anne’s Catholic Church, the Sorrento Fire
Station, and at the Louisiana Technical College-Ascension
Campus while a new campus was constructed on John
LeBlanc Boulevard in Sorrento, just east of Interstate 10.
Faculty and staff moved into the campus in November 1999
and enrolled for classes for spring semester 2000.
In the Spring of 2001, RPCC began offering three degrees: an Associate of Arts in Liberal Arts,
an Associate of General Studies with various concentrations, and an Associate of Science in
General Science.
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The College gained full accreditation by the Commission on Colleges of the Southern
Association of Colleges of Schools in December 2004.
In the fall of 2014 the college moved to a newly
constructed campus on Edenborne Parkway in Gonzales,
within view of Interstate 10.
During the first several years of the Louisiana
Community and Technical College system assumed
control of the state’s vocational training centers, which
were previously a part of the secondary education system.
Many of these centers became free-standing Technical Colleges, all of which eventually merged
with existing Community Colleges.
In 2010, the Louisiana Technical College-Ascension Campus merged with RPCC and became
the River Parishes Community College-Technical Education Center (RPCC-TEC). For the first
time in its history, the college provided technical programming.
To expand those offerings, RPCC held a ceremonial groundbreaking in February, 2015 for a
Technical Training Center on its main campus. With funding from a state allocation and
significant contributions from partner industries and citizens, construction began in December of
that year and completed the Spring of 2017.
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ACCREDITATION
The Southern Association of Colleges and Schools’ Commission on Colleges approved RPCC’s
Candidacy application at its June, 2003 meeting in Portsmouth, Virginia. As a Candidate for
accreditation, the College was eligible to apply for federal financial aid. In July, 2003, the
College began the process of fulfilling the requirements for full accreditation.
At the meeting on December 6, 2004, the Commission on Colleges of the Southern Association
of Colleges and Schools granted initial accreditation to River Parishes Community College.
The Commission on Colleges and its Committees on Compliance and Reports meet officially in
June and December. The committee visited RPCC September 2014 and received confirmation of
reaffirmation January 2015.
Following a review by SACSCOC during the 2018-2019 academic year, RPCC’s accreditation was
again reaffirmed in June 2019.
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GENERAL GOVERNANCE
Under the 1974 Constitution of the State of Louisiana, the Board of Regents was created to plan,
coordinate, and budget responsibility for all public higher education. The LCTCS Board of
Supervisors is the managing board with direct jurisdiction over RPCC. The Chancellor of the
College is appointed by the LCTCS Board of Supervisors and is directly responsible to it for
administering the College.
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COLLEGE VISION, MISSION AND PHILOSOPHY
Vision: As the premier post-secondary learning resource for the River Parishes, River Parishes
Community College will be the destination of choice for education.
Mission:
River Parishes Community College is an open admission institution that partners with the
communities and businesses of the river parishes region of Louisiana to provide workforce
training, certificates, diplomas, and Associate Degrees.
RPCC serves its constituents through the following Core College Initiatives. These Core College
Initiatives are central to the College’s strategic planning and data are collected, reported, and are
used in RPCC’s continuous improvement processes. These Core College Initiatives are:
1. Access – Identify, assess, and meet community needs to promote and increase open
access to the College.
Provide students with appropriate education, training, and student services at moderate
cost, convenient times, and accessible locations to increase their success in certificate,
diploma, associate or baccalaureate studies or in the State’s workforce.
2. Student Success – Enhance the quality of academic instruction through a continued focus
on student learning outcomes assessment; and,
Create campus environments that encourage better-quality learning experiences that
reinforce the value of cultural and economic diversity, mutual respect, and each person’s
ability to become a more productive Louisiana citizen.
3. Teaching Excellence –create a campus culture that values teaching and learning and
actively involves faculty in this process.
4. Innovative Academic and Technical Education Programs – Identify educational and
workforce programming needs in an ongoing manner of the region and offer programs to
address those needs.
Develop responsive, innovative education, training, and learning resource programs that
prepare Louisiana citizens for immediate employment or transfer to two and four-year
colleges and universities.
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5. Partnerships – Strengthen mutually beneficial partnerships with secondary and other
postsecondary institutions, business and industry, government agencies, economic
development entities, and community-based organizations that leverage resources to
expand educational opportunities for current and future students.
6. Fundraising – Develop new funding streams through annual, major gifts and capital
campaigns through the RPCC Foundation and successfully apply to appropriate federal,
state, and private grant programs to significantly enhance the mission and vision of the
College
7. Resources – Attract, recruit, retain and support exemplary faculty and staff; effectively
manage resources allocated by the State for capital and operational expenses to support
the mission of the College; and, make effective use of new and emerging technology to
improve teaching and learning in the College’s classrooms, laboratories, and
telecommunication networks.
8. Workforce Development – Take a leadership role in economic development by providing
student-centered workforce education and training in collaboration with local employers
that strengthens the region’s economy and workforce competitiveness.
Supply Louisiana’s business and industry with a well-educated, highly skilled workforce
capable of improving the State’s competitive advantage within the United States and
throughout the global economy.
RPCC STRATEGIC PLAN 2015-2020
RPCC five year strategic plan annual goals are aligned with Louisiana Community Technical
College System (LCTCS) Five-Year Louisiana 2020 goals as listed below. The College’s
Strategic Plan involves faculty, staff and administrators from each of the college’s
department/service unit including Academic Affairs, Business Office, Institutional Advancement
(Foundation)/Public Relations, Instruction, Student Services and Workforce Development.
KEY PERFORMANCE INDICATOR (GOAL 1): Double Graduates
OBJECTIVE: Double the number of graduates from the fall 2014 baseline level of 381 to 762 by
the fall 2020.
KEY PERFORMANCE INDICATOR (GOAL 2): Double the Annual Earnings
OBJECTIVE: Double the annual earnings of graduates from the fall 2014 baseline level of
$15,000,000 to $30,000,000 by the fall 2020.
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KEY PERFORMANCE INDICATOR (GOAL 3): Quadruple Student Transfers
OBJECTIVE: Quadruple student transfers from the fall of 2014 baseline level of 547 to 2,188 by
the fall of 2020.
KEY PERFORMANCE INDICATOR (GOAL 4): Double the Number of Students Served
OBJECTIVE: Double the number of student served annually from the fall baseline level of 4,791
to 9,598 by the fall of 2020.
KEY PERFORMANCE INDICATOR (GOAL 5): Quadruple Partnerships with Business
and Industry
OBJECTIVE: Quadruple partnerships with business and industry from the fall 2015 baseline
level of 40 to 120 by the fall of 2020.
KEY PERFORMANCE INDICATOR (GOAL 6): Foundation Assets
OBJECTIVE: Double foundation assets form the fall 2014 baseline level of $775,917 to
1,552,384 by the fall of 2020.
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COLLEGE ADMINISTRATION
THE OFFICE OF THE CHANCELLOR
The Chancellor, the chief executive officer of the College, is empowered to perform all actions
to make effective the policies of the LCTCS Board of Supervisors. The Chancellor is charged
with the overall responsibility for the organization and administration of the College in
accordance with the authority vested in the Chancellor by the LCTCS Board of Supervisors.
VICE CHANCELLOR OF FINANCE AND ADMINISTRATION
The Vice Chancellor of Finance and Administration provides direction for and oversees all
administration and financial functions. The Vice Chancellor reports directly to the Chancellor.
VICE CHANCELLOR OF ACADEMIC AND STUDENT AFFAIRS
The Vice Chancellor of Academic and Student Affairs is responsible for all aspects of academic
affairs, and provides leadership and supervision for all credit and non-credit programs and
instructional support services, as well as being responsible for all student services at the College
and reports directly to the Chancellor.
VICE CHANCELLOR OF WORKFORCE DEVELOPMENT
The primary role of the Vice Chancellor of Workforce Development is to oversee the operations
related to economic development and customized training. The Vice Chancellor of Workforce
Development works collaboratively with the Vice Chancellor of Instruction and the Vice
Chancellor of Students and Enrollment Management.
DIRECTOR OF DEVELOPMENT
The Director of Development plans policies and procedures to advance sponsored programs
(grants and contracts) and develops resources to enhance RPCC’s mission. The Director reports
directly to the Chancellor.
22
ADHOC COMMITTEES AND TASK FORCES
Standing Committees
Standing Committees shall be ongoing representative groups which carry out special, assigned
responsibilities, generally focusing on one area or function. Standing Committees are created by
action of the College’s Executive Council.
Task Forces
Task Forces shall be groups formed to accomplish priority tasks and will remain active until the
task is completed. Task Forces may be created by the College Chancellor, or by action of the
College’s councils or committees.
Task Force Procedures
The membership and responsibility of task forces shall be established by a written “charge” from
the Chancellor, council or committee creating the task force.
Faculty Senate
The purpose of the RPCC Faculty Senate shall be to promote the general welfare of the
College; to discuss and express views on matters of general concern to the faculty; to effect
communication between the faculty and other entities within the College; to initiate policy
proposals; to make recommendations on policy proposals or curriculum proposals submitted to
the Faculty Senate by administrative officials of the College; to appoint committees/sub-
committees; and to request from the administrative officials of the College information which
might influence policies and recommendations.
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FACULTY
FACULTY PERSONNEL POLICIES
Outside Employment of College Employees
The following relates to employment directly undertaken by faculty members of RPCC with
outside employers or to self-employment (including consulting) and does not relate to
employment in which arrangements are made officially through the institution by contract with
or grants to the College:
1. A member of the faculty may engage in outside activities, paid or unpaid, which do not
conflict, delay, or in any manner interfere with instructional, scholarly, and/or other
services he/she must render in the nature of his/her college employment.
2. A full-time faculty member who is presently engaged, or who plans to engage, in such
activities outside of his/her broad institutional responsibilities during any period of full-
time employment by the College shall report to the Vice Chancellor of Academic and
Student Affairs in writing the nature and extent of such activities and the amount of time
the work will require. In all such instances, the Vice Chancellor of Academic and Student
Affairs shall forward the report to the Chancellor of the College. A copy of the report
will be maintained by the Human Resources Department. Faculty in non-instructional
positions shall follow a similar procedure.
3. No full-time faculty member shall engage in such outside employment (or continue such
employment if already so engaged) without the written approval of the Vice Chancellor of
Academic and Student Affairs. In the event that the Vice Chancellor of Academic and
Student Affairs believes that such outside employment involves, or may involve a matter of
public interest or interferes with duties to the College, the matter shall be referred to the
Chancellor for approval.
4. It is the responsibility of the employee to make clear to any outside employer that in
accepting such employment he/she does so as an individual independent of his/her capacity
as a member of the staff of the College. This might best be accomplished by providing with
oral testimony or written reports a statement to the effect that the views expressed are those
of the employee and do not necessarily reflect the views of the College. In no case should
the individual concerned use the name of the College or his/her college title officially, or in
any way, in support of any position he/she may take.
5. The College recognizes the fact that a person qualifies as an expert because of his/her
training and experience. Therefore, biographical data, including a statement of employment
by the College, may be included as introductory material to written reports (but not
incorporated in the body of the written report) by the outside employer, or orally in case of
expert witness, by way of establishing the writer as a qualified expert.
6. College resources shall not be used for personal gain. No College personnel, laboratories,
services, or equipment are to be used without administrative authorization in connection
with outside employment of College employees.
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FACULTY RIGHTS, DUTIES, AND RESPONSIBILITIES
ACADEMIC FREEDOM
RPCC is committed to the principle of academic freedom. This principle acknowledges the
rights of a faculty member to discuss, investigate, teach, conduct research, and publish as
appropriate to their respective roles and responsibilities. The principle also includes the rights of
a faculty member to exercise in speaking, writing, and action outside the College the ordinary
rights of the American citizen, but it does not decrease the responsibility and accountability
which a member of the academic staff bears to the College, the state and the nation.
Among the many implicit responsibilities that must be assumed by those enjoying the privileges
of academic freedom shall be refraining from insisting upon the adoption by students or others of
any particular point of view as authoritative in controversial issues.
ACADEMIC FREEDOM AND THE LIBRARY
Academic freedom is important in the library setting and to the library faculty in its selection and
cataloging of library resources and in the dissemination of information concerning those
resources. Such resources amplify the rights and privileges of faculty as concerned in the
American Association of University Professors (AAUP) Policy statement. The principles of
library academic freedom have been defined by the American Library Association (ALA). These
governing principles include the Library Bill of Rights as adopted by the ALA on June 18, 1948,
with subsequent amendments and the Intellectual Freedom statement as adopted on June 25,
1971, with amendments.
ACADEMIC RESPONSIBILITY
It is a basic principle that every member of the faculty, of whatever rank, shall at all times be
held responsible for competent and effective performance of his/her duties. The concept of
freedom should be accompanied by an equally demanding concept of responsibility. College
faculties are citizens, members of a learned profession, and officers of an educational institution.
When they speak or write as citizens, they should be free from institutional censorship or
discipline, but their special position in the community imposes special obligations. As persons
of learning and educational officers, they should remember that the public might judge the
profession and the institution by their utterances. Hence, they should at all times show respect
for the opinions of others, and they should make every effort to indicate that they are not
spokespersons for the institution.
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RECORDS AND RETENTION
The purpose of this policy is to establish a systematic process that will effectively maintain the
College records management program, applicable to both electronic and hardcopy formats.
All records created by College officers or employees in the course of their duties on behalf of
River Parishes Community College are retained for as long as they are required to meet the legal,
administrative and operational requirements of the College, after which time they are either
destroyed or transferred to the LCTCS Archives. The final disposition (either destruction or
transfer to the Archives) of records is carried out according to approved records schedules and
LCTCS policies.
TENURE
When RPCC began hiring faculty in the late spring of 1999, the College operated under the
Rules of the University of Louisiana System (1997). One library and six full-time classroom
faculty members were hired with an understanding that these positions were all tenure track
positions.
On July 1, 1999, all the community colleges and the Louisiana Technical College with its forty-
two campuses were merged into a new system, the Louisiana Community and Technical College
System (LCTCS). LCTCS member institutions brought three different tenure traditions into the
merger. Those colleges which had been under the ULS acknowledged tenure and required a six
year review period for tenure eligibility. The LTC campuses had a significantly shorter waiting
period, and the Baton Rouge Community College did not acknowledge tenure. The LCTCS
Board of Supervisors instructed each institution to cease hiring additional faculty into tenure
track positions until the issue could be resolved.
A task force was established by the LCTCS to study tenure and related issues, and it submitted a
report. However, no action was taken to establish a common tenure policy by the Board of
Supervisors. In the meantime, RPCC continues to operate under the ULS Rules, (97) and those
charter faculty members who remain with the College are in tenure track positions. Faculty
members who were hired in subsequent years were alerted to the fact that they did not occupy
tenure track positions.
ACADEMIC RANK
RPCC follows the Rules of the University of Louisiana for academic rank. The College
recognizes four faculty ranks: instructor, assistant professor, associate professor and professor.
Currently, RPCC faculty members have been hired as instructors or assistant professors. Faculty
members who have earned a doctorate or who serve as chair of an academic department have
been assigned the rank of assistant professor. All others have been appointed as instructors.
Rank Distribution: Special care shall be exercised in assigning faculty ranks to new appointees
and in making promotions from year-to-year. The following table provides guidelines on
assignments of rank within each institution:
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Academic Rank Typical Range Maximum Range
Professor 20-30% 35% Associate Professor 25-35% 35%
Promotion: Each institution shall establish a policy setting criteria for faculty promotion. The
policy statement should state that very few persons who do not hold the doctorate will be
promoted to the rank of professor.
(Refer to attached Rank and Promotion Policy)
FACULTY EMPLOYMENT
EQUAL ACCESS-EQUAL OPPORTUNITY
RPCC is an Equal Access–Equal Opportunity College in education and employment. RPCC’s
commitment to equal opportunity extends to all facets of governance, operational procedures,
instructional programs, student activities and services. The College is guided by the principle
that no person who chooses to learn or work at RPCC shall be treated differently because of age,
gender, race, color, religious beliefs, national origin, marital status or disability.
Inquiries or complaints regarding the College’s Equal Access-Equal Opportunity policy may be
addressed to RPCC’s Human Resources Office.
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CONDITIONS OF FACULTY EMPLOYMENT
VACANT POSITION ANNOUCEMENTS, SCREENING, AND FACULTY SELECTION
An outstanding educational program in any college is dependent upon the employment and
retention of well qualified personnel. RPCC is committed to attracting well qualified and diverse
faculty for its instructional programs. In support of that goal, the College will advertise and
promote instructional vacancies in national, regional, or local publications. The College will also
make position vacancies known to appropriate academic departments at the state’s higher
education institutions and to any pre-existing applicant pool.
All applicants for vacant instructional positions at the College must submit a resume, copies of
official college transcripts for all college work, and a completed Faculty Application Form in
order to be considered for employment. The applicant pool for each full time vacant position
will be reviewed and screened by a committee appointed by the Vice Chancellor of Academic
and Student Affairs. The Screening Committee shall be composed of at least three members and
will include representatives of the teaching faculty, student services and library staff. If the
position being screened is in a discipline already represented by one or more full-time faculty, a
representative of that disciple will serve on the Screening Committee. The Screening
Committee will be chaired by the Vice Chancellor of Academic and Student Affairs or her
designee.
The Screening Committee is charged with the responsibility of determining that all candidates
ultimately considered for the position meet the Southern Association of Colleges and Schools’
criteria for faculty selection. The committee will examine all required documentation, interview
qualified applicants and, whenever possible, require applicants to make a teaching presentation
to the committee before identifying position finalists. After further review by the Vice
Chancellor of Academic and Student Affairs, a recommendation for filling the position will be
prepared for the Chancellor’s consideration and final approval.
If a full-time faculty position becomes available so near the beginning of a fall or spring semester
to preclude the regular screening and hiring process, the College may make an emergency
appointment for the fall and/or spring semester. The faculty member receiving an emergency
appointment must meet the Southern Association of Colleges and Schools’ criteria for faculty
selection and will be eligible to apply for the position when it is formally advertised and screened
during the next hiring cycle.
EMPLOYMENT
When a position has been offered to and accepted by an applicant, the College will communicate
the conditions of employment to the applicant in memo form or in an official College
contract. All employment offers are contingent upon the availability of funds and will not be
valid and binding until approved by the Chancellor and the Louisiana Community and Technical
College System Board of Supervisors.
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OVERLOAD ASSIGNMENTS
Faculty members may request teaching overload assignments above the normal 15 semester
hours per semester. Assignments are based on student demand and instructor expertise.
Overload assignments are based on College need and must be approved by the Vice Chancellor
of Academic and Student Affairs.
TEACHING ASSIGNMENT FOR RPCC STAFF MEMBERS
RPCC will often employ individuals in administrative, professional and classified positions who
possess academic credentials or professional experience that would make them eligible to teach
both credit and non-credit courses for the College. In addition, there will be times when the
College will have a need for additional instructional staff that cannot be met by either full-time
faculty or the part-time faculty pool.
In an effort to meet student demand for classes while effectively utilizing College instructional
resources, RPCC may schedule staff members in part-time faculty positions if the following
criteria have been met:
1. The College has a class in the schedule that cannot be taught by either full or part-time
faculty.
2. The RPCC staff member is full qualified to teach the available to teach the class (as defined
by College policy).
3. The staff member’s supervisor must give his/her permission before an employee can be
scheduled to teach a class during his/her official work schedule. (For no additional pay)
4. If the class is taught by the staff member outside his/her official work schedule, the staff
member will be paid at the current part-time pay rate.
5. Staff members who accept part-time teaching assignments will abide by the part-time
faculty job description for all responsibilities related to that assignment.
Part-time teaching assignments are made on a semester by semester basis. Administrative,
professional and classified staff members who teach classes on a part-time basis are not
automatically scheduled to teach each semester. Nor are they eligible for faculty rank or
promotion.
CLASS SIZE
The College strives to manage its instructional resources efficiently. Class sizes will vary, and
several factors may impact class size including, room size, time of day, discipline etc. Some
courses like English, Speech, science labs and remedial education classes may have enrollment
limitations.
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In determining whether or not a class “makes” or is permitted to be offered with a small
enrollment after the registration period concludes, the following factors may be considered:
• Only section offered (that day or night)
• Advanced curriculum required for transfer
• Students need class to graduate
• Overload/independent study class taught for reduced pay
• A new or first-time course offering
In the latter case, when a small class that is taught as an overload but for reduced pay. The terms
of that faculty member’s overload pay will be agreed to in writing before the registration period
is concluded.
SUMMER SEMESTER EMPLOYMENT
Summer teaching contracts may be available to full-time faculty. Assignments are made based
on student demand, instructor expertise, and College need. During the eight (8) week Summer
Session, the normal teaching assignment is nine hours. Faculty who contract to teach extra-load
in the summer will be paid at the per-course rate established for adjunct or part-time faculty.
CATEGORIES OF FACULTY
The College hires faculty within employment categories as determined by the College’s Human
Resources System. The College employs tenure-track and non-tenure track faculty. These
categories permit flexibility in the setting of salary ranges to provide for administration of
College programs and to effectively address the College’s mission and initiatives. Accordingly,
the College reserves the right to appoint faculty for 9-, 10-, 11-, and 12-month contracts.
DIVISION COORDINATORS
The division coordinator is responsible for the coordination of academic experiences, within the
division, to build an environment conducive to learning in accordance with RPCC's mission and
goals. The coordinator is responsible for communicating the department's needs to RPCC
administration, and communicating the college's policies and administrative procedures to the
department faculty.
General Responsibilities: Coordinate and supervise educational experiences in
collaboration with discipline faculty and academic administration by performing the
following duties:
1. Teach a course load as approved by the Vice Chancellor of Academic and Student
Affairs. The Director of Library Services provide direct support to teaching and learning
through library and Canvas administrator roles.
2. Coordinate the preparation of class schedules for each term in accordance with the
college calendar.
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3. Work with faculty members in reviewing the department's syllabi to ensure consistency
with the institutional mission; the appropriateness of textbooks, course content,
outcomes, and assessment measures; and consistency within the discipline.
4. Participate in academic advising of students and other college initiatives aimed at
increasing student success as measured by retention, completion, graduation, licensure,
placement, and transfer rates.
5. Assist the divisional faculty in the formal evaluation of curriculum and program through
the program review process established by the college.
6. Assist and support divisional faculty in the organization and conduction of program
advisory committee meetings.
7. Develop, review, and update degree brochures, catalog entries, articulation agreements,
and degree curriculum plans of study.
8. Assist the divisional faculty in coordinating with the Director of Library Services the
selection and maintenance of appropriate discipline/program specific library materials.
9. Coordinate departmental meetings.
10. Notify the appropriate administrators of personnel needs of the department, recruit
qualified and appropriately credentialed candidates for positions, and participate in the
interview process.
11. Participate in LCTCS/Board of Regents articulation meetings in discipline areas.
12. Hear student and faculty concerns, complaints, and grievances using appropriate policies
and procedures.
13. Supervise the evaluation of department faculty as required by departmental personnel
procedures.
14. Foster an environment in which faculty development is encouraged and supported within
the goals and objectives of the department and the college.
15. Research and keep abreast of current trends in supervised discipline areas to assure
divisional growth and development.
16. Perform other duties as specified by the Vice Chancellor of Academic and Student
Affairs, and carry out assigned duties in accordance with college policy.
Division Coordinator – Arts and Humanities: Emily Aucoin
Division Coordinator – Biology, Nursing, and Health Sciences: Dr. Iris Henry
Division Coordinator – Business, Education, and Human Services: Jim Rolfes
Division Coordinator – Industry and Applied Technology: John Sluder
Division Coordinator – Math, Chemistry, and Physical Science: Dr. Esperanza Zenon
Division Coordinator – Social and Behavioral Sciences: Sam Bono
Division Coordinator – Library Services: Wendy Johnson
LEAD FACULTY
RPCC annually identifies Lead Faculty members by program certificate, diploma, and associate
program. Lead Faculty serve as subject matter specialists and experts, and disciplinary
specialists and experts, based upon bona fide knowledge of a field or discipline and/or industry-
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based experience and/or credentials. Lead Faculty are selected based upon specialized
knowledge, skills, or abilities.
Lead Faculty serve as a key institutional resource relative to field-specific knowledge needed to
ensure curriculum design, development, and content is accurate, current, and relevant; that
curriculum design, development, and delivery reflects current and projected academic and
industry-based standards; and that program, course, and lesson review and assessment addresses
field-specific issues, changes, trends, future-directions, and innovations.
Lead Faculty play an important advisory role in examining student learning outcomes and
student retention and success outcomes; assessing the alignment and complementarity of
curricular priorities and initiatives; and assuring compliance with academic and industry quality,
safety, and accreditation standards.
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FACULTY CREDENTIALS
Each faculty member at RPCC must possess a valid teaching credential that is consistent with the
requirements established by the Southern Association of Colleges and Schools (SACS). All
degree and graduate educational requirements should be attained from accredited colleges and
universities. If an RPCC faculty member has earned his/her highest degree from a non-regionally
accredited institution within the United States or an institution outside the United States, the
College must show evidence that the faculty member has appropriate academic preparation.
The Vice Chancellor of Academic and Student Affairs publishes and maintains an Academic and
Professional Preparation Guide Book for use in evaluating faculty credentials. A copy of the
guide is provided to all lead faculty members who assist in hiring full and part-time faculty
members.
Each full and part-time faculty member will furnish the following at the time of appointment:
application, resume and official transcripts. These documents must be on file in the Office of the
Vice Chancellor of Academic and Student Affairs. Official documentation of professional and
work experience, technical and performance competency, records of publications, certifications,
and other qualifications used in lieu of formal academic preparations must be maintained in the
individual’s personnel file. The criteria for academic and professional preparation currently
established by SACS are listed below:
1. Each full and part-time faculty member teaching credit courses in the following areas:
humanities/fine arts; social/behavioral sciences; and natural sciences/mathematics must
have completed at least 18 graduate semester hours in the teaching discipline and hold at
least a master’s degree, or hold the minimum of a master’s degree with a major in the
teaching discipline. In exceptional cases, outstanding professional experience and
demonstrated contributions to the teaching discipline may be presented in lieu of formal
academic preparation in the above areas. Such cased must be justified by the institution on
an individual basis.
2. Each full and part-time faculty member teaching courses in professional, occupational and
technical areas other than physical activities courses that are components of associate
degree programs designed for college transfer, or from which substantial numbers of
students transfer to senior institutions, must have completed at least 18 graduate semester
hours in the teaching discipline and hold at least a master’s degree, or hold a minimum of
the master’s degree with a major in the teaching discipline.
3. Each full and part-time faculty member teaching credit courses in professional,
occupational and technical areas that are components of associate degree programs not
usually resulting in college transfer, or in the continuation of students in senior institutions,
must possess appropriate academic preparation or academic preparation coupled with work
experience. The minimum academic degree for faculty teaching in professional,
occupational, and technical areas must be at the same level at which the faculty member is
teaching. The typical combination is a baccalaureate degree with appropriate work
experience.
a. In exceptional cases, outstanding professional experience and demonstrated
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contributions to the teaching discipline may be presented in lieu of formal academic
preparation for faculty members teaching both transfer and non-transfer courses in
these areas. Such cases must be justified by the institution on an individual basis.
4. Faculty members who teach in remedial programs must hold a baccalaureate degree in a
discipline related to their teaching assignment and have either teaching experience in a
discipline related to their assignments or graduate training in remedial education.
5. Faculty members who teach adult basic education courses below the collegiate level must
have a baccalaureate degree, and also should have attributes or experiences which help
them relate to the particular needs of the adults they teach.
6. Faculty members who teach basic computation and communication skills in non-degree
occupational programs must have a baccalaureate degree and, ideally, should have work or
other experience which helps them relate to these skills to the occupational field.
FACULTY WORKLOAD
Faculty are normally appointed to nine (9) month contracts or for the fall and spring semesters.
Longer contract lengths may be available for faculty who hold additional assignments as
Instructional Coordinators, Department Chairs, or Program Directors. Nine month full-time
faculty are expected to teach fifteen (15) credit (or equivalent thereof) hours per semester or
thirty (30) credit (or equivalent thereof) hours for the fall and spring semesters combined. Thus,
it would be possible for a faculty member to teach eighteen (18) credit hours in the fall and
twelve (12) credit hours in the spring semester to meet the annual teaching load requirement.
In order to meet unique College needs, a faculty member may have a portion of his/her
classroom teaching responsibilities reassigned to another project or task. Reassigned Time
projects may include but not be limited to developing a grant proposal, managing a grant, or
developing a new academic program. Every Reassigned Time project will be given a credit hour
or contact hour value in order to document a faculty member’s total semester hour work load.
All Reassigned Time projects must have the approval of the Vice Chancellor of Academic and
Student Affairs.
Faculty members may request teaching overloads (classes that would exceed the normal 15
credit hours per semester) in a discipline for which they are credentialed. Overload teaching
assignments are subject to student demand, instructor expertise and College need. When
teaching an overload, faculty members will be paid at the per credit hour rate of $765
established for adjunct or part-time faculty.
(Refer to attached Faculty Workload Policy)
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OFFICE HOURS
Full-time faculty members are required to fulfill 5-10 posted office hours per week, as determined
by teaching load of 15-20 credit hours. These office hours, whether held physically on-campus
or via virtual presence as outlined on the Faculty Workload Policy, must be held at times
convenient for students and must be at least 30 minutes in length. Office hours must be submitted
to the Academic and Student Affairs Coordinator, posted outside the faculty member’s office or
workstation, and included in each course syllabus. Part-time faculty members are encouraged to
make themselves available to students outside of scheduled class meetings.
TEACHING LOCATION
Instructors may be assigned to any of the three River Parishes Community College campuses
(Gonzales, Reserve, and Plaquemine locations), as determined by student need and institutional
demand.
FULL-TIME FACULTY JOB DESCRIPTION
1. Perform all instructional responsibilities in accordance with the role, scope and mission
of the College.
2. Adhere to designated schedule of classes (15-20 credit hours per semester load) and
office hours (5-10 hours per week as determined by teaching load).
3. Attend and provide meaningful instruction for all class sessions during the semester. Be
punctual in class attendance and provide instruction for the complete class period. Make
appropriate arrangements for necessary absences according to campus and College
policies.
4. Create and maintain an environment conducive to learning and one in which all students
are treated equitable and with respect.
5. Develop, distribute and explain to all students by the second class meeting the course
outline, course expectations, the standards upon which students will be evaluated, the
grading system, the attendance policy, safety policies, classroom management policies,
and other information as deemed appropriate for students.
6. Insure that adequate time is devoted to class preparation such that class time is maximized
to the benefit of the students and that content is presented in a professional manner.
7. Utilize a variety of teaching methods and evaluation methods, which provide for the
differences in learning styles of students while covering the approved curriculum guide.
8. Maintain accurate attendance, progress and evaluation instruments in an acceptable grade
format and file records in a timely fashion. (Evaluation instruments are to be maintained
for a period of time no less than three years.)
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9. Serve as a resource for students in the pursuit of employment or advanced educational
opportunities.
10. Participate in student recruitment activities as assigned by the administration.
11. In cooperation with Student Services, maintain placement and follow-up records on all
students, as applicable.
12. Serve as faculty advisors and/or tutors for all students assigned.
13. As applicable, develop and maintain an active Program Advisory Committee, taking into
consideration their recommendations in the development of appropriate instructional
materials and equipment changes and upgrades.
14. Attend professional meetings as directed.
15. Attend college in-service program(s), faculty advising training, the annual college
graduation program, other college and state mandatory meetings and serve on assigned
committees.
16. Represent the College in a manner that promotes a professional and positive image.
17. Complete all academic and occupational credential requirements as defined by LCTCS
Board policies and procedures, as well as requirements defined by accrediting agencies.
18. Adhere to all College and LCTCS policies and procedures.
19. Perform other duties as assigned by campus administrators.
Note: All faculty are expected to work a minimum of a 40-hour week. This includes instructional
time, office hours, student advising, committee assignments, curriculum development, placement
and follow-up, and other duties as assigned by the administration.
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PART-TIME FACULTY JOB DESCRIPTION
1. Perform all instructional responsibilities in accordance with the role, scope and mission
of the College.
2. Adhere to a designated schedule of classes and office hours.
3. Attend and provide meaningful instruction for all class sessions during the semester. Be
punctual in class attendance and provide instruction for the complete class period. Make
appropriate arrangements for necessary absences according to campus and College
policies.
4. Create and maintain an environment conducive to learning and one in which all students
are treated equitable and with respect.
5. Develop, distribute and explain to all students within the first week of class, the course
outline, course expectations, the standards upon which students will be evaluated, the
grading system, the attendance policy, safety policies, classroom management policies,
and other information as deemed appropriate for students.
6. Insure that adequate time is devoted to class preparation such that class time is
maximized to the benefit of the students and that content is presented in a professional
manner.
7. Utilize a variety of teaching methods and evaluation methods, which provide for the
differences in learning styles of students while covering the approved curriculum guide.
8. Maintain accurate attendance, progress and evaluation instruments in an acceptable grade
format and file records in a timely fashion. (Evaluation instruments are to be maintained
for a period of time no less than three years.)
9. Keep office hours that provide at least 30 minutes for every three hours of scheduled
class times.
10. Represent the College in a manner that promotes a professional and positive image.
11. Complete all academic and occupational credential requirements as defined by LCTCS
Board policies and procedures, as well as requirements defined by accrediting agencies.
12. Adhere to all College and LCTCS policies and procedures.
13. Perform other duties as assigned by campus administrators.
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LIBRARY FACULTY JOB DESCRIPTION
Each member of the library faculty is expected to fulfill basic responsibilities in
teaching/librarianship, scholarly/professional activities, and service in accordance with the
principles of academic freedom and professional ethics. Emphasis is placed on the librarian’s
role in facilitating teaching and learning in support of classroom instruction.
Librarians hold an MLIS or equivalent from an ALA accredited institution or a Master’s degree
in a related field such as Information Technology, and have faculty status as defined by La. R.S.
17:3304 (1999).
Full-time library faculty duties include, but are not limited to the following:
All Librarians
1. Provide assistance to students and faculty/staff’s information and/or research activities in
the form of Reference help, technology help, and instruction in the use of library and
information resources in both a classroom setting (in cooperation with instructional faculty)
and at point of use.
2. Create a comfortable and encouraging learning environment.
3. Collaborate with instructional faculty in developing and/or selecting collections, resources,
and services that support the College’s mission.
4. Maintain accurate records and statistics of library transactions for reporting purposes
(resource usage, instructional activities, cataloging activities, event attendance, etc.).
5. Develop and implement methods of assessing and evaluating the quality and effectiveness
of library resources and services.
6. Participate in College committees and other College service activities, and in professional
development activities.
Public Services Librarians
1. Develop, provide, and promote instructional materials and services (hands-on, online, print,
etc.) that advance information competency, proficiency with library research, and
technology usage in students and among faculty/staff.
2. Manage the use of library materials and resources by maintaining the library’s Circulation
system, including administration of the library fines and fees in cooperation with the
College’s Business Office.
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Technical Services Librarians
1. Manage and maintain library collections, acquisitions, and cataloging services.
2. Manage and maintain facilities, technology equipment and usage, and provide backup
system administration in maintaining the Library Management System (currently Sirsi
Dynix Symphony).
FACULTY EVALUATION
RPCC requires faculty, administrators and staff to be evaluated regularly (no less than annually)
and that the results of the evaluation be made available to each person evaluated. The primary
purpose of the evaluation is to assess performance, determine areas of improvement, implement
improvement(s), and provide the basis for employment decisions including merit increases,
promotion (where applicable), tenure (where applicable) and continuation. The Vice Chancellor
of Academic and Student Affairs is responsible for seeing that established procedures are
followed.
The faculty evaluation process includes the following components:
• College approved job description
• Teaching and Direct Instructional Activities
• Service to Students, Department, Program or College
• Research and/or Professional Development Activities
Evaluation tools and activities:
1. Student Instructional Reports (SIR): Faculty teaching effectiveness is to be evaluated in
writing by students in each class during the fall, spring, and summer semesters of each
academic year. The tabulated results of those evaluations must be made available to the
faculty member. Summaries of each SIR will be maintained in the Vice Chancellor of
Academic and Student Affairs’ office. The College’s SIR forms shall be used for all full
and part-time faculty. Evaluation procedures must ensure that the anonymity of the student
is preserved.
2. Classroom Observations: The Division Coordinator will visit and observe at least one
class of each faculty member in his/her division during the academic year. *The classroom
visit will be mutually scheduled by the faculty member and the Division Coordinator. The
classroom visit is designed to provide the evaluator with a clearer picture of the faculty
member’s presentation style, communication effectiveness, utilization of class time, and
mastery of subject area. The evaluator’s report of the classroom observation will be shared
with the faculty member and he/she will have an opportunity to respond to the evaluator’s
observations. *Additional classroom visits may be scheduled at the discretion of the
division coordinator and/or administration.
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3. Adjunct Evaluations: Adjunct faculty teaching at River Parishes Community College are
evaluated each semester, with a classroom observation taking place at least once per
academic year. This evaluation includes:
• Rating by the students each semester
• Observation by an approved faculty member, the Division Coordinator, a
Director, and/or the Vice Chancellor of Academic and Student Affairs at least
once during the academic year.
The completed observation form is shared with the adjunct faculty member within 14 days
of the observation.
4. Administrative Evaluation of Faculty: Each Spring, the Division Coordinator must
discuss formally with each faculty member in his/her division the status and performance of
that faculty member relative to the evaluation criteria. Utilizing Student Instructional
Reports, classroom observations, and faculty self-evaluation materials, the evaluator will
complete a faculty evaluation form and communicate those results to each faculty member.
The form requires the signature of both parties and provides the faculty member an
opportunity to respond to the evaluation in writing.
5. Annual Performance Summary: The Division Coordinator will complete and submit a
summary of the faculty member’s performance evaluation to the Chancellor and the
LCTCS office.
6. Less than satisfactory (or meets expectations) performance: If a faculty member
receives a needs improvement or unsatisfactory evaluation rating, he/she will not be eligible
to receive a merit raise (if available). Once a faculty member receives a needs
improvement or unsatisfactory evaluation, the faculty member and the evaluating
supervisor are required to develop a Performance Improvement Plan (PIP) which includes
needed areas of improvement and a PIP time line.
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FACULTY RANK
POLICY STATEMENT
Because the Louisiana Community and Technical College System Board of Supervisors has the
final authority for granting or denying promotion-in-rant, rules of that board of Supervisors are
adhered to in all recommendations for promotion. Promotions approved during one academic
year will become effective at the beginning of the fall semester of the following academic year.
All recommendations for promotion are the result of the selection process and of specific
guidelines contained in this document, limitation on assignment of ranks, and within the funds
allocated for promotion. Prior to the beginning of the promotion process, the College may
establish and announce a maximum on the number of promotions that will be granted in an
academic year.
PURPOSE
The purpose of promotion-in-rank is to provide eligible faculty with academic rank as an
acknowledgment for exceptional teaching and service to the College and community. The
following policy and procedures are established to enable faculty to recommend for promotion
their peers who have met the established criteria.
TERMINATION
Non-Tenured faculty with the rank of Instructor (on continuing appointment) or above: An
appointment carries no assurance of reappointment, promotion, or tenure. Reappointments are
made solely at the discretion of the institution with the approval of the LCTCS Board of
Supervisors. The non-reappointment of a faculty member does not necessarily reflect on the
faculty member’s work record or behavior. The determination to reappoint, or not to reappoint,
should be based upon a review of specific conditions relating to the position. Unless an
appointment is of a temporary nature for a fixed term, notice that a probationary appointment is
not to be renewed shall be given to the faculty member in advance of the expiration of the
appointment as follows:
1. Not later than March 1 of the first academic year of service if the appointment expires at the
end of that year; or if a one-year appointment terminates during an academic year, at least
three months in advance of its termination.
2. Not later than December 15 of the second academic year; or at least six months in advance
of its termination.
3. At least 12 months before the expiration of an appointment after two or more years of
uninterrupted service at the institution.
4. Instructors on fixed-term appointments (specifying beginning and ending dates), lecturers,
and other special appointees are employed on term contracts and are not covered by 1, 2,
and 3 above.
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POLICIES AND SERVICES PERTAINING TO INSTRUCTION
FACULTY CALENDAR RESPONSIBILITIES
Faculty calendar responsibilities begin in the Fall with a Faculty Convocation and end with
commencement in the spring. Although faculty are not required to keep scheduled conference
hours after the day final examinations begin, they must continue to be available for consultation
with students or the Vice Chancellor of Academic and Student Affairs until the final grades
submission deadline or commencement.
CLASS ATTENDANCE REGULATIONS
Regular and punctual class attendance is expected at RPCC. Each faculty member will publish in
his/her syllabus student attendance requirements for each course and keep accurate student
attendance records during the semester. For official college reporting purposes, tardy students are
considered present. Students are responsible for all assignments made or work completed during
their absence. In case of an absence, it is the responsibility of the student to contact the
instructor. Each faculty member will also publish in the syllabus his/her make-up policy for each
course taught during the semester.
COMMENCEMENT
Participation in Commencement is considered part of a faculty member’s contractual
responsibilities. Permission not to participate in Commencement may be obtained by petitioning
the Vice Chancellor of Academic and Student Affairs in writing. The College will arrange for a
vendor to make academic regalia available to all faculties for the occasion.
ACADEMIC INTEGRITY
The College’s Honor Code is described in the Student Handbook. It is assumed that all members
of the college community will respect the principles of honesty and mutual trust embodied in the
honor code. Individual students are responsible for preparing their own written work in every
class unless specifically permitted by the instructor to combine efforts on an assigned project.
They are expected to understand the meaning of plagiarism and to avoid all suspicion of
plagiarism in papers prepared in our out of class. Furthermore, students are expected neither to
sanction nor to tolerate violation of the honor code by others.
CATEGORIES AND DEFINITIONS OF ACADEMIC MISCONDUCT
Cheating is the intentional use of inappropriate and unauthorized assistance, information,
materials, or study aids in any academic exercise; and includes multiple submissions of the same
or part of the same work to different instructors for different assignments in the same semester or
in a different semester. Cheating includes, but is not limited to, the use of unauthorized
assistance, information, or materials on tests, homework, quizzes, papers, projects, and all other
academic assignments. Additionally, the act of conspiracy for the purpose of defrauding also
constitutes cheating.
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Fabrication is the misrepresentation of a signature or a document as original (authentic) and
includes the fabrication of any part of an individual or group academic assignment; or of official
documents of the college or outside agencies, including drop/add slips, excused absence slips,
and medical documentation. Fabrication also includes making up or changing data or results, or
relying on someone else’s results in experiments or laboratory assignments. The citing of sources
that have not actually been used or consulted is also an offense.
Plagiarism constitutes the use of another person’s ideas, words, data, arguments, or sentence
structure in any academic assignments as the student’s own without proper documentation or
citation.
Misuse of academic resources constitutes preventing students, faculty, or staff from using print
or electronic resources by rendering them unavailable, useless, or altered from their original form
and purpose. This includes the unauthorized use of computer accounts, alteration of passwords,
violation of library procedures, or other intentional misuse or destruction of educational
materials.
Misrepresentation is intentionally presenting oneself as someone else, or intentionally
representing the condition or the situation as more or less than what it actually is to gain credit or
special concessions on individual or group academic work including make-up tests, projects, and
class assignments.
Violation of class rules is the intentional failure to follow the rules of each individual class
concerning academic assignments and class behavior as referenced in the course syllabus.
Complicity is the willing involvement with others in any academic misconduct.
Software fraud is the unlawful downloading and copying of computer software used in the
creation of academic work.
Multiple submissions of work include handing in academic work that was done previously by
the student for another class or by someone else.
Unsanctioned collaboration occurs when a student is assigned to work independently on an
out- of-class assignment and receives outside assistance.
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GRADING SYSTEM
The College’s grading policy is listed in the College Catalog. While RPCC does not have a
standard system by which faculty have to calculate their final grades, faculty members are
required to publish in their syllabi methods by which final grades are determined.
MID-TERM GRADES
Faculty are responsible for letting students know mid-term grades. Faculty will use “S” for
“Satisfactory” and “U” for “Unsatisfactory.” Mid-term grades are posted to LoLA.
GRADE APPEAL PROCEDURE
The grade appeal procedure for the College is presented in detail in the Student Handbook.
GRADE CHANGE PROCEDURE
The faculty member must initiate grade changes within (120) days of the end of the academic
period in which the grade was earned. The faculty member initiates the action by forwarding a
change of grade form, along with a written explanation for the change, through the Vice
Chancellor of Academic and Student Affairs. Approved changes are forwarded to the Office of
the Registrar for recording the change and notifying all concerned parties.
The work for an Incomplete (I) grade must be completed and converted to a letter grade no later
than the date identified on the academic calendar of the following the term in which the (I) grade
was earned. If the I grade is not removed, it will be converted to an F. Exceptions to this policy
must be approved by the Vice Chancellor of Academic and Student Affairs.
SEMESTER EXAMINATIONS AND GRADE REPORTING
Faculty members are required to conduct classes, evaluate students’ course work, and report
grades to the Office of the Registrar within the prescribed time period. The Vice Chancellor of
Academic and Student Affairs must approve deviation from the published final examination
schedule. Examinations, be they comprehensive or periodic, shall be administered in accordance
with the published schedule.
Final grades must be posted to LoLA on or before the published deadline dates. Final grade
books must be scanned, signed, dated, and attached in an email to the Academic and Student
Affairs Coordinator on or before the published deadline dates.
STUDENT BEHAVIOR IN THE CLASSROOM
Instructors are referred to the Student Handbook for guidance in matters concerning student
behavior in the classroom. The Student Handbook also contains the college policy and operating
procedures governing situations involving either academic or nonacademic misconduct.
Instructors should follow these general guidelines on appropriate student classroom behavior:
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1. Include a statement in the syllabus about expectations for students’ behavior in the
classroom and discuss that statement on the first day of class.
2. Faculty have the “duty to warn” any student not complying with stated guidelines.
Inform disruptive students that their behavior is not acceptable (be specific in
identifying the unacceptable behavior), specify what behaviors are required, and
inform students of the consequences of not complying with those guidelines.
3. Faculty must give students an opportunity to comply with expected requirements.
4. If students continue with inappropriate behavior, faculty may ask them to leave the
classroom and may seek assistance from the Chief Academic Officer, the Vice
Chancellor of Academic and Student Affairs, or the Office of Public Safety.
TEXTBOOK POLICIES
Faculty members shall identify required textbook(s) for each course in the published syllabus. In
discipline areas where there are two or more full time faculty members teaching the same course,
a common text will be selected by its members. Exceptions to this policy may be approved by
the Vice Chancellor of Academic and Student Affairs. Adjunct or part-time faculty will utilize
the textbook chosen by full time faculty in each discipline.
As an emerging college, some disciplines are not represented by full time faculty. In such cases,
adjunct faculty members may choose to require the textbook recommended on the official course
outline or recommend a different selection.
Requests for adoption, addition, or change of books should be accomplished in a timely manner
to allow for ordering and shipping. Requests for complimentary copes should be sent directly to
the publisher. If a faculty member requires a text before a complimentary copy can be received,
the College will acquire one from the book vendor and replace it when the complimentary copy
arrives. Faculty members are prohibited from selling complimentary textbooks.
In addition, faculty may not receive royalties from a book that is required reading in the faculty
member’s class or profit from the assembly of books or lab materials for sale directly to students.
If it is necessary to utilize a faculty-authored book for which the faculty member receives
royalties, that income shall be contributed to the College’s general scholarship fund.
CURRICULUM POLICY
RPCC is committed to responding to the needs of the communities and students it serves. The
College recognizes that educational services are a cooperative effort including the combined
vision of several entities. This policy on curriculum is a statement of the clearly defined process,
which establishes the curriculum, reviews its efficacy, and evaluates its validity. The policy
recognizes the roles of the community, faculty, administration, students, and the governing
board. Curricular change is made only after careful review by faculty, administration, the
governing board and other appropriate state agencies.
The following entities have responsibility for maintaining and improving the College’s
curriculum:
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FACULTY
Faculty has the primary responsibility for establishing, reviewing and modifying the College’s
curriculum. Faculty may develop new courses, request modification of existing courses, and
assist in the development of new academic programs. Curriculum recommendations shall be
reviewed by Division Coordinators for each degree program or concentration.
MASTER SYLLABI
Every credit course is broadly defined by a master course syllabus and outline which are
developed and approved by the academic discipline. The master syllabus and the outline set the
minimum competencies necessary for satisfactory performance in the course.
The master syllabus determines course content. Faculty members are required to implement the
course content to achieve learning outcomes. Latitude is given to faculty, however, to add or
emphasize specific content areas.
COMMUNITY
Community input is sought from business and industry as well as professional and vocational
areas. Proposals received from these constituents shall be considered by the Faculty Senate and
the Vice Chancellor of Academic and Student Affairs.
USE OF COPYRIGHTED MATERIAL
The copyright law of the United States (Title 17, United States Code) governs the making of
photocopies or other reproductions of copyrighted material.
Under certain conditions specified in the law, libraries and archives are authorized to furnish a
photocopy or other reproduction. One of the specified conditions is that the photocopy or
reproduction is not to be “used for any purpose other than private study, scholarship, or
research.” If a user makes a request for, or later uses, a photocopy or reproduction for purposes
in excess of “fair use,” that user may be liable for copyright infringement.
This institution reserves the right not to accept a copying order if, in its judgment, fulfillment of
the order would involve violation of copyright law.
FAIR USE
The Fair Use of a copyrighted work, including such use by reproduction in copies or by any
means specified by that section, for purposes such as criticism comment, new reporting, teaching
(including multiple copies for classroom use), scholarship, or research, is not an infringement of
copyright.
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PUBLIC DOMAIN
A work in the public domain can be freely used by anyone for any purpose. Works considered to
be in the public domain include works whose copyright have expired, U.S. Government
documents, works with forfeited or abandoned copyrights, and works that are not eligible to be
copyrighted.
CREDENTIAL AND TRAINING REQUIREMENTS FOR ONLINE INSTRUCTION
Faculty teaching via electronic means are required to complete mandatory training for online
instruction.
Faculty interested in teaching online or hybrid classes are required to be certified to teach using
electronic delivery modalities. All online and hybrid courses must undergo review from the
Online Review Committee. For more information, contact the chair for the Online Review
Committee.
CENTER FOR TEACHING EXCELLENCE
The Center for Teaching Excellence promotes effective teaching and learning at RPCC through
instructor/instructional development. The Center serves the institutional needs of all teachers on
campus by providing a safe place for developing or improving teaching skills through
evaluations, consultations, workshops, and special programs. The Center invites guest speakers
or trainers, identifies and advertises professional development opportunities, maintains the CTEC
Canvas site, and supports other RPCC committees and projects.
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ACADEMIC PROGRAMS
ADMINISTRATION
The Vice Chancellor of Academic and Student Affairs is the chief academic officer at the
College. In that capacity, he/she is responsible for the curriculum and is answerable to the
governing board for the design, implementation, monitoring and evaluation of the College’s
curriculum and academic programs.
STUDENTS
Students may suggest new course offerings or curriculum changes. These shall be evaluated by
the faculty and administration for appropriate action.
GOVERNING BOARD
The Louisiana Community and Technical College Board of Supervisors are responsible for the
approval of the number and types of degrees and the number and nature of departments and
divisions through which the curriculum is administered. The guidelines for developing and
seeking approval of new academic degree programs are published by the Louisiana Board of
Regents.
PROCEDURE
1. Constituents noted above offer suggestions for courses and programs for consideration. If
the proposal calls for a course addition, an appropriate course syllabus should accompany
the request. Curriculum/course proposals are studied by the appropriate Faculty
Coordinator(s) and the Vice Chancellor of Academic and Student Affairs in order to
determine whether they will enhance the College’s academic programs. In making that
determination, the following will be considered:
• Whether the proposal fits the College’s mission statement;
• Whether the College has the financial, physical and personnel resources to implement
the proposal (a degree program will require a formal needs assessment);
• Whether the proposal fits into the standing College curriculum without detriment to
other programs, courses, students or faculty;
• Whether the proposal meets transfer or employer requirements.
2. Once the above considerations have been satisfied, one of the following actions shall be
taken by the Vice Chancellor of Academic and Student Affairs:
• The proposal will be referred to a faculty committee for further review or clarification;
• The proposal may be sent to the Faculty Senate for consideration;
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3. The Faculty Senate will consider the proposal at a published meeting time. Representatives
or advocates for the proposal will be invited to the meeting and given an opportunity to
answer questions concerning the proposal. If the Faculty Senate does not approve the
proposal, reasons shall be provided in writing.
4. If the Faculty Senate approves the proposal, it will be forwarded to the Vice Chancellor of
Academic and Student Affairs for consideration. The decision on the proposal will be
communicated to all affected personnel. If the proposal is rejected, reasons shall be
provided in writing.
5. In an effort to facilitate the above process, the faculty, Faculty Coordinators, and the Vice
Chancellor of Academic and Student Affairs will make every effort to coordinate curricular
changes that meet deadlines for relevant publications.
DUAL ENROLLMENT
River Parishes Community College has multiple partnerships with area high schools to offer
college credit to high school students. This is a growing initiative with dual enrollment classes
being offered at River Parishes Community College campuses as well as at several area high
schools.
Each spring semester, faculty may be required to administer early final exams and report final grades by an earlier deadline for graduating Dual Enrolled seniors.
EARLY COLLEGE OPTION
The Ascension Parish School Board and River Parishes Community College have partnered to
create the APSB-RPCC Early College. This program is based on the early college high school
model, which assumes that academic rigor, combined with the opportunity to save time and
money, is a powerful motivator for students to work hard and meet serious intellectual
challenges.
Early College blends high school and college work in a rigorous yet supportive program,
compressing the time it takes to complete both a high school diploma and an associate college
degree. At the end of their four years of high school, successful students will achieve a high
school diploma as well as a transferable associate’s degree in Arts and Humanities.
Each spring semester, faculty may be required to administer early final exams and report final
grades by an earlier deadline for graduating Early College seniors.
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PERSONNEL AND COMPENSATION POLICIES
PAYROLL
Paperwork
In order to receive a payroll check, RPCC employees must complete and submit the appropriate
forms, to the Office of Human Resources. All forms must be completed by the employee and
his/her immediate supervisor in order to be compensated. These forms include, but are not
limited to, state and federal tax forms, general information forms, applications, retirement,
insurance and employment eligibility forms. It is important that the appropriate forms are
completed thoroughly and correctly in order for the employee to be paid properly.
Employee Pay Checks
All employees are required to participate in direct deposit; therefore, earnings are distributed
directly into the bank account designated by the employee. Forms to sign up for direct deposit
are part of the orientation package or may be obtained in Human Resources. Your salary will be
posted to your account on your designated payday. The first pay period you will receive a paper
check. The check will be mailed to the address on file with Human Resource.
Check Distribution
Payroll check stubs sent electronically to your RPCC email address from the LCTCS Payroll
Department.
Faculty
9-month faculty members are paid on a bi-weekly basis over a 9-month period. September
through May and also have the option to be paid over 12 months.
12-Month Classified, Unclassified Staff and Part-time Staff – are paid on a bi-weekly basis over
the year.
Salary
Employees will be offered a salary consistent with similar positions at similar Southern Regional
Educational Board institutions or as approved by the Louisiana Community and Technical
College System Board or Department of Civil Service.
Classification and Pay Plans
If you are a classified employee, your title and pay are determined in accordance with a
statewide classification and pay plan established by the Louisiana Department of Civil Service.
Your title is a reflection of the duties and responsibilities described in the position description
forwarded by RPCC to Civil Service. The level of pay for each job title is determined by Civil
Service on the basis of education and experience required supervisory responsibility, job
contacts, job impact and complexity, work environment, and physical demands. If you are a
classified employee in a nonexempt job, you are eligible to receive compensatory time for
overtime at a premium rate (time-and-a-half compensatory time).
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If you are a classified employee in an exempt job, you receive compensatory time for overtime at
a straight time rate (hour-for-hour compensatory time). The College maintains a title and pay
system for academic and professional employees based on the duties, responsibilities, and
qualification requirements contained in position descriptions. For more information, please
contact the Office of Human Resource Management.
Schedules
Payroll Schedule calendars are available for all payroll groups prior to the start of each fiscal
year. Calendars are available on the website.
Holidays
There are fourteen holidays, which are observed every year. The Chancellor of the College
approves the holidays. Listed below are the holidays observed by the College:
New Year’s Day Independence Day
MLK, Jr. Day Labor Day
Mardi Gras Thanksgiving (2)
Good Friday Christmas (6)
NEW EMPLOYEES—GETTING STARTED
Parking
The College is committed to providing adequate on-campus parking for all students, employees,
and visitors who use an automobile as transportation to and from campus. To park a vehicle on
campus, you must register with the Student Services Center, office personnel will provide you
with a parking pass. The Student Services Center, the central point of contact for visitors to
campus, provides information to any office or event at RPCC.
Identification Cards
Identification cards are issued to all eligible employees by the Student Services Center.
Questions about your eligibility for an ID card may be answered by the Vice Chancellor of
Academic and Student Affairs. These cards are used as a means of identification and to give you
access to a number of campus services, including use of the library.
Hours
The standard College work day for staff is eight hours— usually from 8 a.m. to 5:00 p.m.—
Monday through Friday, with a one-hour or half-hour lunch break. Some departments deviate
from this schedule to meet their special needs.
Computing
As an employee, you are granted certain privileges and incur certain responsibilities, as outlined
in the RPCC Computer Usage Policy. You are reminded to maintain the privacy of any
passwords provided to you for college computer systems.
Faculty Offices
All full-time faculty are assigned individual offices. Keys are provided by the Office of Human
Resources. A magnetic clip will be provided from which to hang your office hour’s schedule.
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Nothing should be taped to exterior office doors or the hallways. Heaters, coffee pots, etc. are not
allowed in individual offices.
IT and Facilities
For IT or Facilities support at RPCC from on-campus, please submit a ticket at
http://help.rpcc.edu:81/portal
For IT or Facilities support at RPCC from off-campus, please email [email protected] to generate a
ticket.
Room Reservations
Contact the Facilities Manager for Multi-Purpose and Conference Room reservations.
To make reservations for Computer Lab Room 137 on the Gonzales campus, email
Family Members on Campus
It is not appropriate for family members of employees to visit campus for extended periods of
time. Visits to campus by family members must be kept to a minimum and must not be for an
extended duration. If no other alternatives exist, visits by family members may occur for one (1)
hour and must be pre-approved by the supervisor and the Chancellor or his/her designee. A
“Family Members on Campus Authorization Form” must be completed prior to the family
member arriving on campus.
Supply Requests
Supply requests should be submitted to the Academic and Student Affairs Coordinator. An
electronic requisition form is available at http://www.rpcc.edu/businessOffice.cfm.
Time Sheets
Time sheets will submitted bi-weekly during the fall and spring semesters. All time sheets will
be submitted via the “Employee” tab in LoLA.
Requesting Leave
Faculty and staff members requesting leave must submit an “Electronic Leave Form” to the
Academic and Student Affairs Coordinator.
Class Cancellations
If a faculty members needs to cancel classes, standard operating procedure is to email the
Academic and Student Affairs Coordinator and the Division Coordinator. It is preferred that the
faculty member contact colleagues and the Division Coordinator to find a faculty member who
can stand in as substitute during the missed class.
Whether or not a sub is found, a “Faculty Absence/Alternative Assignment Report” must be filed
with the Academic and Student Affairs Coordinator. Notification of cancellation and alternative
assignments must be provided to students via Canvas, email, note-posting or handout, and
signage posted by the Academic and Student Affairs Coordinator.
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Telephone Set-Up Instructions
All faculty offices are equipped with PNS IP Telephony from Presidio Networked Solutions.
Your phone is already set up for use. Further instructions for using the telephone system
(including setting up voice mail, adjusting the volume, using the directory, etc.) are available on
the S: drive.
LoLA Instructions
LoLA (Log On Louisiana) is an online tool that will allow you to completely manage your
semester. You can use LoLA to view each semester’s schedule, check your Faculty schedule,
check your class rosters, look up student information, input midterm and final grades, submit
your time sheet, and more. LoLA is also the system that students use to register for classes, drop
classes, and check their grades. The URL is
https://ethos.lctcs.edu/authenticationendpoint/lctcs/luminis.jsp
Initial login information is:
o User Name: first name (+) last name (all in lowercase; no spaces)
ex: janedoe
o Initial Password: first initial (+) last initial (+) date of birth MMDDYY (+) P@ss
ex: Jane Doe, DOB 12-01-92 = jd120192P@ss
Canvas Instructions
Canvas is the online Learning Management System or Platform (LMS or LMP) used by the
LCTCS colleges, including RPCC. Minimum requirements for posting in Canvas include the
course syllabus, with all course requirements and instructor information included, and grades.
Use your LOLA username and password to log into Canvas. The URL is located at
https://rpcc.instructure.com.
Copy Machine Log-In Instructions
Use your email username and password to log into the copy machines on campus.
Filing a Student Incident Report
Should a faculty or staff member need to report an injury, incident, or unusual occurrence, the
faculty or staff member must submit a “Campus Student/Employee Incident Report Form” to
the his/her Division Coordinator and/or the Vice Chancellor of Academic and Student Affairs.
Smart Notice
SmartNotice is our campus emergency notification system that strives to aid in the safety of the
campus community. SmartNotice alerts you in the event of an emergency on or around-campus,
and it is used to notify you of any campus closures. The range of communication mechanisms
includes voice, email and text messaging. Students, faculty and staff are not automatically
registered into the SmartNotice system.
In the event that the school must be closed during normal hours of operation, the Office of the
Chancellor will issue an official statement via campus email, Smart Notice, and/or public media.
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INSURANCE
Annual Enrollment
October is designated each year as “Annual Enrollment” month. During this month, you may
switch medical insurance carriers, enroll in or drop from the Flexible Benefits Plan, enroll in or
drop from the dental or vision plan, or electively drop dependents carried under the medical,
dental, or vision plans. The effective date of such changes made during “Annual Enrollment” is
January 1.
MEDICAL BENEFITS—GENERAL PROVISIONS
Frequent changes are made in medical benefits. Refer to the Office of Group Benefits website:
www.groupbenefits.org or you can contact the Human Resources department.
Eligibility
75 percent (30 hours per week), appointed for one semester or more than 120 days.
Effective Date
First day of the month following one full month of employment (i.e., employment date, July 1—
insurance effective, August 1; employment date, July 2—insurance effective, September 1). If
you elect not to participate in the coverage during those 30 days, your enrollment at a later time
is subject to approval by the insurance company, and coverage may be subject to preexisting
condition exclusion.
Cost-Sharing
The state (RPCC) pays 75% of your medical insurance premium; you are responsible for the
remainder of the premiums for medical/HMO and State Group Life Insurance. You must pay 100
percent of the premium for dependent life insurance. If you are on leave without pay, you may
continue the medical insurance for a period not to exceed one calendar year, but you must pay
both the employee and employer premiums unless the leave is under the provisions of the Family
and Medical Leave Act (FMLA). If you are on leave without pay, you must notify Human
Resource Management in writing 30 days prior to the leave without pay date in order to
continue/cancel coverage. If Human Resource Management does not receive written notification
to cancel coverage within 30 days of the leave without pay, you will be responsible for the
employee and employer premiums. If you do not return to active employment within the year,
your medical insurance will automatically be canceled. You may continue the medical coverage
for an additional 18 months under the COBRA Law by paying 102 percent of the total premium.
You must notify the Office of Human Resource Management within 30 days of the qualifying
event if you wish to continue coverage under COBRA.
MEDICAL INSURANCE
Group Benefits Health Insurance
State Employees’ Group Benefits Health Insurance plans and carriers can be found on the
Office of Group Benefits website: www.groupbenefits.org
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STATE GROUP LIFE/DEPENDENT LIFE INSURANCE
Employee Life Insurance
As an eligible employee, you will be provided the choice of one of two plans:
• $5,000 plan; or
• Plan that insures you for 1.5 times your annual income.
Dependent Life Insurance
If you enroll in group life, you may choose dependent life for your spouse and dependent
children. Coverage amounts for dependents vary, based on your level of coverage.
OTHER INSURANCE PROGRAMS
Payroll will support payroll deductions for Group Benefits/HMO deductions, the state life
insurance deductions, dependent care elections, and state approved products for the following
miscellaneous vendors:
• Starmount Life Insurance
• American Public Life
• Colonial Life & Accident Ins. Co.
• Life Investors Insurance Co.
• Prepaid Legal Services
• MS of A Dent-All
• American Heritage Life
• Guaranty Assurance
• Conseco Health Insurance
• American Family Life
• New York Life Insurance Co.
Additional information about various insurance programs is available from the Office of Human
Resource Management.
FLEXIBLE BENEFITS PLAN
Premiums-Only Plan
Section 125 of the Internal Revenue Code established the opportunity for you, as an RPCC
employee, to pay for your life, health/HMO, dental, vision, and catastrophic illness insurance
premiums on a pre-tax basis. If this plan is elected, you will pay less federal tax, less state tax,
less FICA Medicare tax, and show less “wages, tips, and other compensation” on your W-2
form. For more details, contact the Office of Human Resource Management.
Flexible Spending Accounts
The Flexible Benefits Plan also provides for you to have certain out-of-pocket expenses deducted on a
pre-tax basis. General health and dependent care accounts are available.
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Flexible Spending Accounts
General health and dependent care accounts are available.
RETIREMENT
If you are an eligible person whose employment with the College began on or after January 1,
1979, you must, as a condition of employment, become a member of the Teachers’ Retirement
System of Louisiana (TRSL), the defined benefit plan, or the Louisiana State Employees’
Retirement System (LASERS).
If you are an academic or professional employee who is eligible for membership in a defined
benefit plan, you may enroll in TRSL or the optional retirement plan (ORP), a defined
contribution plan. These plans provide retirement and death benefits to the participants. If you
are a faculty member appointed less than 50 percent of effort, a professional employee appointed
less than 51 percent of effort, or a temporary employee (appointed for two years or less), you are
not eligible for membership in TRSL.
As one of these employees you may enroll in the ORP, Louisiana Deferred Compensation Plan,
or contribute to Social Security. If or when you change to greater than 50 percent effort or your
appointment is extended to greater than two years, you will be required to join either TRSL or
the ORP. Eligibility for retirement is provided under the applicable retirement system. Specific
information about each retirement system also is available from the Office of Human Resource
Management.
Teachers’ Retirement System of Louisiana
The Teachers’ Retirement System (TRSL) is a defined benefit plan wherein RPCC and you, as a
participating employee, make contributions into a pool of funds from which you will receive a
retirement income, based on a benefit formula. The amount of benefit is determined by your
years of service and your average salary for the 36 highest successive months of employment.
The TRSL has provisions for disability and survivor benefits. You are eligible for membership if
you are a faculty employee with an appointment of greater than two (2) years at 50 percent or
greater effort, or, if you are a professional staff member with an appointment of greater than two
years at 51 percent or greater effort. A brochure describing the plan in detail is available from the
Human Resource Management.
Optional Retirement Plan
In accordance with Act 90 of 1989, the Teachers’ Retirement System of Louisiana administers
and maintains an Optional Retirement Plan (ORP), a defined contribution plan for academic and
professional employees of public institutions of higher education, as an alternative to
membership in TRSL. If you are an academic or professional employee, you may enroll in one of
three optional retirement plans:
• Teachers’ Insurance and Annuity Association College Retirement Equities Fund (TIAA-
CREF)
• American International Group (AIG)
• Variable Annuity Life Insurance Company (VALIC)
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These plans provide retirement and death benefits to you while affording maximum portability of
benefits. The benefits will be provided by the companies selected to participate in the plan by
TRSL’s Board of Trustees.
If you are an eligible employee, employed on or after July 1, 1990, you must make a decision to
either become a member of TRSL or participate in the ORP within 60 days following date of
employment. The decision to participate in ORP is irrevocable. If you are a part-time or
temporary employee who is not eligible for membership in TRSL, you may enroll in the ORP
within 30 days of the date of employment as an alternative to paying social security.
Louisiana State Employees’ Retirement System
If you are a classified employee, appointed for more than two years at 51 percent effort or
greater, you are eligible for the Louisiana State Employees’ Retirement System (LASERS). This
retirement system is optional for new employees over age 60 and also for those over age 55 with
40 quarters of social security credit.
Social Security
As an RPCC employee enrolled in a retirement plan (TRSL, ORP, or LASERS), you do not pay
the social security portion of the FICA tax. However, if you were hired after April 1, 1986, you
must pay the Medicare portion of the FICA tax. If you are a temporary or part-time employee
who is not eligible for membership in a retirement plan, you must either pay social security or
participate in a deferred compensation plan. For more information, contact Human Resource
Management.
Deferred Compensation Plan
The Louisiana Deferred Compensation Plan is offered as a retirement option if you are a
temporary or part-time employee who is not eligible for membership in one of the regular
retirement plans (LASERS or TRSL) as an alternative to paying social security. The personnel
in Human Resource Management can provide more information.
Tax Deferred Supplemental Retirement Accounts
Supplemental retirement accounts (SRAs) for employees of the College permit you to reduce
your current federal and state income tax by setting aside a portion of your salary toward the
purchase of annuities, stocks, and bonds. Income tax on the diverted income is postponed until
benefits are withdrawn. This can result in substantial tax savings for you, in addition to
supplementing your retirement income. You also have the opportunity to reduce your current
federal and state income taxes by voluntary participation in the Louisiana Deferred
Compensation Plan. The portion of your salary that is set aside will be used to purchase
designated investments (life insurance, fixed annuity, variable annuity, mutual funds, and/or
savings account) according to your selection(s). Earnings on these investments are also free from
current taxation. The Office of Human Resource Management can furnish details concerning
these plans.
UNEMPLOYMENT INSURANCE
As a College employee, you are covered by the Louisiana Employment Security Law. If you
should lose your job, this entitles you to receive unemployment compensation benefits, provided
the requirements established by the Employment Security Law are satisfied.
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LEAVE FROM THE COLLEGE
Workers’ Compensation Program
College employees (including student workers) are covered by the Louisiana Workers’
Compensation Law. This law is designed to protect you from loss of income due to injuries
occurring on the job. Every person performing services arising out of and incidental to his or her
employment is covered by this program. The Office of Risk Management can furnish details
concerning this program.
Holidays
If you are employed on an academic-year basis, your holidays are the same as those for students.
If you are employed on a fiscal-year basis, the College holiday schedule, issued annually,
provides 14 holidays. Because of its unique nature, the College does not follow the state holiday
schedule exactly; however, the number of holidays for state employees and College fiscal-year
employees is intended to be the same each year. No holiday payment will be made for any
holiday(s) that occurs while you are on leave-without-pay status. (Refer to Holiday Policy)
ANNUAL LEAVE
Annual (vacation) leave is leave with pay that you are granted for the purpose of rehabilitation,
restoration, maintenance of work efficiency, or transaction of personal affairs. Full-time faculty
members are not eligible for annual leave. Annual leave may be used for any personal purpose at
any time after it is credited, if approved by your department. If you are employed on a fiscal-year
basis, but are to be transferred to an academic-year basis, you should be permitted, where
feasible, to take any accumulated annual leave prior to the effective date of such change in status.
Any annual leave not taken by the effective date of such change in status is to be retained to your
credit for future use if you change back to a fiscal-year appointment or for payment and/or
service credit upon separation or retirement from the College, in accordance with applicable
policies.
Annual leave is granted at the convenience of the College for either periods of long (one week or
more) or short (less than one week) duration. Long-duration leave is granted to you as an
employee by your supervisor, and is based on the department’s work load, as well as the
scheduled vacations of fellow employees. You should make written application for this type of
leave at least one week in advance. Normally, leave for short-periods are more disruptive than
leave for longer periods because of difficulties with work schedules. Approval for short-duration
leave is based on the department’s work load and your work and attendance record. You should
apply for such leave in writing to the appropriate supervisor for approval at least one day prior to
the requested leave date. When a justifiable emergency situation occurs, your supervisor may
waive the one-day notice. Your supervisor may request reasons for leave, should the
circumstances warrant. If you do not report to work when a request for leave has been denied,
you will be considered on “unauthorized leave” and will be subject to disciplinary action.
Under College regulations, annual leave cannot be advanced if you have used all your annual
leave credit. The minimum charge to annual leave cannot be less than one-half hour, except in
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the case of Family and Medical Leave, where the minimum charge to annual leave shall not be
less than one-tenth (0.1) of an hour or six minutes. The amount of annual leave you earn is based
on your length of service and is credited at the end of each regular pay period. All classified
employees accrue leave in accordance with the Civil Service leave schedule. Professional staff
members earn leave according to schedule (see below).
Civil Service Schedule
There is no limit on total accumulation. Equivalent rates are based on full-time employment. If
you are a part-time employee, you will accrue leave in proportion to your assigned percent of
effort. This leave schedule applies to all classified employees covered by Civil Service annual
leave regulations and to all professional staff.
Years of Service Amount of Annual Leave Accrued for Each Hour in Pay Status
Less than 3 years .0461 hour of leave accrued (3.69 bi-weekly)
3 years but less than 5 years .0576 hour of leave accrued (4.61 bi-weekly) 5
years but less than 10 years .0692 hour of leave accrued (5.54 bi-weekly) 10
years but less than 15 years .0807 hour of leave accrued (6.46 bi-weekly) 15
years or more .0923 hour of leave accrued (7.38 bi-weekly)
Upon termination of service with RPCC, you will be paid the value of your accrued annual leave
in a lump sum, disregarding any final fraction of an hour. Such payment, however, cannot
exceed the value of 300 hours. Upon death in service or retirement from active duty only, if you
are an eligible academic or professional employee, you will be paid the value of accrued sick
leave not to exceed 200 hours.
SICK LEAVE
Sick leave is leave with pay that you may be granted if you are disabled as a result of accident or
illness and are unable to perform your usual duties and responsibilities. Sick leave is also used
for childbirth and for medical, dental, or optical consultation or treatment. Temporary employees
and employees appointed at 50 percent effort or less do not accrue sick leave. When you are
absent from work because of illness or other circumstances for which sick leave is appropriate,
you should immediately report this absence to a designated departmental official. Upon return to
work, you should file written certification for the amount of sick leave taken. Sick leave may be
used any time after it is credited.
The minimum amount you may charge to sick leave cannot be less than one-half hour, except in
the case of Family and Medical Leave, where the minimum charge to sick leave shall not be less
than one-tenth (0.1) of an hour or six minutes. Sick leave may not be used for the purpose of
child rearing. Non-emergency medical/dental appointments are subject to approval by your
supervisor, based on business necessity. There is no limit on the amount of unused sick leave you
may accumulate, but College policy does not permit sick leave to be advanced to you if you have
used all your sick leave credit.
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If you are an academic, professional employee, or civil service employee, you will accrue sick
leave according to the following schedule:
Years of Service Amount of Sick Leave Accrued
Less than 3 years (3.69 hours bi-weekly)
3 years but less than 5 years (4.61 hours bi-weekly)
5 years but less than 10 years (5.56 hours bi-weekly)
10 years but less than 15 years (6.46 hours bi-weekly)
15 or more years of service (7.38 hours bi-weekly)
There is no limit on total accumulation. Rates are based on full-time employment. If you are a
part-time employee (greater than 50 percent effort); you will accrue leave in proportion to your
assigned percent of effort. As an academic or professional employee, if you are absent from
work for 10 or more work days, you will be required to submit written certification from a
registered physician or other acceptable proof of disability. Written certification may be
requested for shorter periods when circumstances so warrant.
Classified Civil Service employees earn sick leave at the same rate at which they accrue annual
leave. As a classified employee, if you are absent from work two days or less, normally no
certification is required; if you are absent between three and five days, your supervisor may
require certification from a registered physician or other acceptable proof of illness. Employees
absent for more than five work days will be required to submit written certification from a
registered physician or other acceptable proof of disability. The need for written proof of short-
term illness (including that of two days or less) will be determined based on your attendance
record and other matters of which your supervisor may have knowledge. Disciplinary action may
be taken against you if you abuse the sick leave privilege. If you are unable to perform the
essential duties of your position due to disability, you should contact the Human Resource
Management, to request an accommodation.
CHANCELLOR’S ACCRUAL LEAVE
LCTCS Chancellors, from the effective date of this revised policy (June 11, 2003), forward,
regardless of years of state service, shall earn annual leave at the following rate:
Days of Leave
Per Month
Hours of Leave
Per Month
Hour of Leave
Bi-Weekly
Hourly Rate Per
Hour 2 16 7.38 .923
CIVIL, EMERGENCY, AND SPECIAL LEAVE
You may be granted leave with pay for the following reasons. You may be required to provide
documentation upon request.
• If you are performing jury duty.
• If you are subpoenaed to appear as a witness before a court, public body, or commission (a
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request for such appearance from appropriate authority may be honored without issuance of
subpoena), provided that, for these purposes, a plaintiff or defendant shall not be considered
a witness.
• If you take a state Civil Service examination or take any other examination pertinent to
your employment at the College. Scheduling of such examinations is subject to
departmental approval.
• If you are required to perform emergency civil duties in connection with national defense or
other civil emergencies.
• If you, as a member of the National Guard, are ordered to active duty because of a specified
emergency situation that threatens peace and property.
• If you are required to report for a pre induction physical exam for possible entry into the
U.S. military forces.
• If your scheduled workday is between the hours of 7:30 a.m. and 5 p.m. on an election day
and you are unable to vote prior to or after your workday up to two hours of leave may be
allowed, at the discretion of your supervisor, for you to vote within a 30-mile radius or
within the parish where you are employed. You may be granted up to four hours of leave
with pay to vote within a 31-60 mile radius of the campus, and not more than one day to
vote 61 or more miles from the campus.
Leave with pay may also be granted to you by your department head if the chancellor determines
that, because of local conditions, it would be impossible or impractical for you to report to work.
FUNERAL LEAVE
You may be granted leave with pay to attend the funeral of a relative. You may be granted a
maximum of two days of special leave to attend the funeral rites of a spouse, parent, step-parent,
child, step-child, brother, stepbrother, sister, step-sister, mother-in-law, father-in-law,
grandparent, or grandchild. You may request annual leave to attend the funeral of a relative not
mentioned above.
LEAVE WITHOUT PAY
Leave without pay must be requested in writing in advance and may be granted to you for
personal reasons. The duration of this leave may not extend beyond the period of your present
appointment. During such leave, you may not accumulate sick leave or annual leave.
While you are on leave without pay, but you may continue your membership in the College
group insurance programs (except for AD&D) you will be responsible for both the employee and
employer contributions, with the exception of leave approved in accordance with the Family and
Medical Leave Act (see the following section). Your service before and after leave without pay is
credited in the same manner as if the service had been continuous. When leave without pay is
granted, your department may hire only a temporary replacement for your position.
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A request for leave without pay will be considered on its merit by the appropriate department.
Factors considered will be business necessity and impairment to public service. Reasons for
granting leave without pay may include, but not be limited to:
• Extended illness (after sick leave is exhausted)
• The need to provide care for a family member
• Adoption of a child.
You will not receive holiday payment for any holiday(s) that occurs while you are on leave-
without-pay status. Leave without pay may be granted for a period of one year or more, subject
to approval of the Board of Supervisors, for academic and professional employees. If you are a
classified employee, leave without pay may be granted for a period up to—but not exceeding—
one year. Any extension beyond this time is subject to the joint approval of the College and the
Department of Civil Service.
Unauthorized leave without pay is used to reflect tardiness and other non-approved absences
from work. Unauthorized leave normally results in disciplinary action. RPCC will maintain
employer contributions for medical insurance if you have been approved for leave without pay
under the Family and Medical Leave Act (see below). Questions pertaining to such coverage
should be referred to the Office of Human Resource Management, 225/675-8270.
FAMILY AND MEDICAL LEAVE ACT OF 1993
The Family and Medical Leave Act (FMLA) provides for you, as an eligible employee, to take
up to 12 work weeks of leave for any one or more of the following:
• Birth of a son or daughter and to provide care for the child
• Placement of a son or daughter for adoption or foster care
• Care for a spouse, son, daughter, or parent who has a serious health condition
• Inability to perform the functions of your position because of your own serious health
condition
If you are eligible for FMLA, you are required to take annual leave or sick leave, depending on
the nature of the absence. If you have exhausted your sick leave, but have annual leave, you may
be allowed, with supervisory and HRM approval, to use your annual leave to continue your leave
status or you may request leave without pay. If you have exhausted your annual leave, but have
sick leave, you may not use your sick leave to continue your leave status. The appropriate type
of leave must be exhausted before approval will be granted to use leave without pay for FMLA.
Normally, entitlement must be verified by the Office of Human Resource Management prior to
beginning any FMLA period of leave. Questions pertaining to eligibility for this type of leave
should be referred to Human Resource Management, 225/675-8270.
MILITARY LEAVE
If you are ordered to duty for training with troops, at field exercises, or for instruction with any
branch of the Armed Forces (including the National Guard) for a period not to exceed 15 work
days in any one calendar year, you are entitled to leave of absence without loss of pay, service,
annual leave, or efficiency rating. When relieved from duty, you shall be restored to the position
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held when ordered to duty. Any portion of military leave that you must take in excess of 15 work
days during any calendar year is to be taken as annual leave or leave without pay.
EDUCATIONAL PRIVILEGES
If you are a full-time employee other than faculty, and you have been employed at least one year,
you may - with the prior approval of your immediate supervisor, department head or chair, and
the Office of Human Resource Management - register for job-related courses up to six hours per
semester (three hours in summer term) and receive full tuition exemption. Only three hours per
week of the approved job-related courses may be taken during work time without charge to
annual leave. Only three hours per week are allowed during regular work week.
In order to continue participation in this tuition exemption program, you must make satisfactory
progress, as determined by your supervisor. Generally, “satisfactory progress” will be interpreted
to include completion of the course with a passing grade. Part-time employees are not eligible
for these educational benefits. Auditing and non-degree credit courses are not covered. “Job-
relatedness” is to be narrowly interpreted and will be based on whether the course would be
beneficial to you in performing the functions outlined in your position description, to advance to
the next higher position to which you might logically aspire within the unit, or if it is required
for a degree program in which you are enrolled and if the degree program is also job-related.
If you are a full-time faculty member or professional employee who has completed three
consecutive years of service, you may apply for a leave of absence with partial pay to pursue an
advanced degree. Such leave must be approved, through channels, by the Board of Supervisors
for not more than one year of study that will culminate in the receipt of an advanced degree
within five years. The pay received while on such leave is to be individually determined, but in
no event shall it exceed one-half of your regular salary. Upon completion of this leave, you will
be required to return to your College duties for two years before accepting employment
elsewhere.
EQUAL ACCESS-EQUAL OPPORTUNITY
RPCC is an equal access–Equal Opportunity College in education and employment. RPCC’s
commitment to equal opportunity extends to all facets of governance, operational procedures,
instructional programs, student activities and services. The College is guided by the principle
that no person who chooses to learn or work at RPCC shall be treated differently because of age,
gender, race, color, religious beliefs, national origin, marital status or disability.
Inquiries or complaints regarding the College’s Equal Access-Equal Opportunity policy may be
addressed to RPCC’s Human Resources Office.
PROMOTIONAL OPPORTUNITIES
Vacancies are published through various sources including newspapers and internet. To receive
information about a classified or professional position, call 743-8500 or visit our Web site for
detailed information about all of the current vacancies at www.rpcc.edu. Vacancies are
ordinarily posted for a period of 14 calendar days to give interested persons a chance to apply,
and are filled in accordance with the College’s Equal Opportunity Policy. Internal promotions
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are strongly encouraged. If you are interested in an advertised classified position, you should
submit a Civil Service application to the Office of Human Resource Management, 925 West
Edenborne Parkway, Gonzales, LA 70737, between 8 a.m. and 5:00 p.m. Applications are also
accepted by mail or fax, 225/644-8300
You must have permanent status to apply for any promotional opportunity. If you have obtained
prior permission from your supervisor, you will not be charged leave when applying and
interviewing for any position on campus. Some Civil Service positions require testing. If you
wish to apply for such a position, you should have your test score prior to applying for the
position. If a grievance arises in the course of filling a vacancy, appointment to the position may
be withheld until the problem is resolved.
CODE OF ETHICS
College employees are covered by the State of Louisiana’s Code of Governmental Ethics
(Louisiana Revised Statutes 42:1101, Act 443 of 1979). Several key provisions are listed below.
SEEKING AND HOLDING PUBLIC OFFICE
Every employee has the constitutional right to seek and to hold public office. In so doing, the
employee must meet the following conditions: (a) notify the College Chancellor of the
employee’s intention prior to the date of qualification; (b) continue normal workload, including
teaching and all other duties and conference hours required by the College. If the employee is
unable to meet condition (b) above, annual leave or leave without pay may be requested for the
appropriate period of time, in accordance with the leave rules of the College and the Louisiana
Community and Technical College System Board of Supervisors. Additionally, such an
employee should be accurate in his/her statements and make every effort to indicate that he/she
is not a spokesperson for the institution. (Rules, 1997)
Further restrictions on political activities are placed on classified employees by the Louisiana
Civil Service Law. If you are a Civil Service employee, you may not take part in the management
or affairs of any political faction or party in any political campaign. This regulation is not
intended to interfere with your right as a citizen to express your opinion privately, to serve as a
commissioner or official watcher of the polls in elections, or to vote freely. It does, however,
provide you with protection from political intimidation and job security free from political
interference.
NEPOTISM
Under certain conditions, the Board authorizes the employment of persons from the same
economic unit or the same immediate family, although a separate economic unit, when their
individual qualifications are such that they represent the best possible choice for a given position
and the position was appropriately advertised. Such employees, however, may not be employed
in a situation where one member may have direct administrative responsibility for the other. No
interpretation of this section, however, shall conflict with the Governmental Code of Ethics or
R.S. 42:1119 and any other related statute. (Rules, 1997).
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SELLING OR SOLICITING ON CAMPUS
Selling, soliciting, and distributing literature or deliveries of personal orders in College buildings
or on College grounds is permissible only with the approval of the Chief Academic Officer,
where solicitations of or by students are involved, or approval of the Chief Business Officer, if
students are not involved. You should feel free to ask agents calling on you whether such
permission has been secured. Violations of this policy should be reported to the appropriate
office.
CONSENSUAL RELATIONSHIPS
The definition of “consensual relationship” (exclusive of marriage) includes a mutually agreed
upon romantic relationship and/or a relationship involving physical intimacy.
Consensual intimate personal relationships, inclusive of dating, between administrative and/or
supervisory employees under its management and control, and employees or students with whom
these individuals enjoy a direct reporting relationship is contrary to the best interests of River
Parishes Community College, the Louisiana Community and Technical College System, and the
State of Louisiana.
The maintenance of such intimate personal relationships must be resolved by terminating the
direct supervisory or instructional relationship. Any personnel action taken will be in accordance
with applicable LCTCS policies and procedures. Appropriate staff shall review Faculty/student
relationships that mirror supervisor/subordinate relationships and arrangements made to avoid
any impropriety in the teaching/learning environment.
TERMINATION OF A PROFESSIONAL EMPLOYEE
If you are a professional employee, you hold your position at the pleasure of the Board of
Supervisors (unless you are subject to an employment contract with different provisions). Your
services may be terminated by reasonable written notice from the appropriate administrative
officer. “Reasonable notice” must be equivalent in days to your usual payroll period.
TERMINATION OF A CLASSIFIED EMPLOYEE
The first 12-24 months of service with the College constitute a probationary period to be used as
an adjustment period for you as a new employee. During this probationary period, you may be
terminated if your performance does not meet the required standard of work, provided the
reasons for this termination are furnished to you in writing and are sent to the Director of the
Department of Civil Service. Termination during the probationary period may not be appealed to
Civil Service unless you allege discrimination. If you are a permanent classified employee, you
may be terminated if your conduct is found to impair public service. The intent to terminate
requires written notice. If you receive such notice, you will be given an opportunity to respond
prior to final determination. Such termination requires approval of the appointing authority, and
may be appealed to the Department of Civil Service within 30 days. The Civil Service appeal
procedure may be obtained from the Civil Service website (www.dscs.state.la.us).
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ADMINISTRATIVE AND SUPPORT SERVICES
TELEPHONE SERVICE, CAMPUS TELEPHONE DIRECTORY
The database for listing individual faculty and staff members is maintained by Information
Technology Department. Long distance phone calls may be tracked by the phone
extension associated with individual faculty and members. Personal use of College long-
distance service is strictly prohibited.
DISABILITY RESOURCES AND SERVICES
ADA/504 Compliance
As a member of the Louisiana Community College and Technical College System and accredited
by the Southern Association of Colleges and Schools, River Parishes Community College is an
equal opportunity, affirmative action institution. RPCC does not discriminate on the basis of
race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender
identity, or genetic information in its programs and activities and provides equal access to the
Boy Scouts and other designated youth groups. In accordance with the Americans with
Disabilities Act (ADA) and the Rehabilitation Act of 1973, Section 504, no qualified person will
be denied access to, participation in, or the benefits of, any program or activity operated by
RPCC because of disability. RPCC will not discriminate against qualified individuals with
disabilities in employment practices and activities, including, but not limited to, application
procedures, hiring, tenure, promotion, advancement, termination, training, compensation and
benefits. Also, RPCC will not discriminate against a qualified individual because of the known
disability of another individual with whom the qualified individual is known to have a
relationship or association.
The Role of the ADA Coordinator
The Office of Student Services provides services, resources, and programs to ensure equal
learning and working opportunities for disabled faculty, staff, students, and guests of River
Parishes Community College. The ADA Coordinator determines whether individuals are eligible
for reasonable accommodation, and if so, the nature of the reasonable accommodation.
Reasonable Accommodation
To establish accommodations that are reasonable, the ADA Coordinator proactively works to
provide a collegiate environment that is inclusive and supportive of identifying and removing
barriers to access and minimize the need for individual accommodations. Upon request, RPCC
will provide reasonable accommodation(s) to otherwise qualified employees or students as
required by law to ensure equal access to College employment, educational opportunities,
programs, services, and activities in the most integrated setting, to the extent such requested
accommodation(s) do not impose an undue hardship upon the College, constitute a fundamental
alteration to a program or compromise academic integrity. In short, it is the responsibility of the
employee or student to self-identify her/his disability status and subsequent need for
accommodations. Neither supervisors, faculty, program sponsors, services units nor unit
administrators may independently deny a request for accommodation.
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Disability Services Process, Documentation, and Confidentiality
Students seeking accommodations must self-identify by registering with the Office of Student
Services and by providing professional documentation that not only describes the
physical/mental condition for the accommodation sought but also explains the functional impact
of that condition in academic situations depending upon the particular kind of accommodation.
RPCC utilizes this documentation for the facilitation of student access to courses, programs and
services. The student is ultimately responsible for providing all documentation and the
documentation provided must be current. In order to receive an accommodation letter, all
professional documentation must be submitted to the Office of Counseling Services 2 weeks
prior to the start of each semester. For the purpose of providing reasonable accommodations, all
documentation materials submitted by a student are maintained in the Office of Student Services
with the ADA Coordinator. As the custodian of records for students’ or employees’ medical
records, all disability and medical information is confidential and is not shared except where
disclosure is required by law or is necessary to facilitate legitimate College processes, including
granting appropriate reasonable accommodations, addressing direct threats or investigating
claims or charges.
Appeal, Review, and Complaints
Any concerns, regarding the services provided or a determination made by the Office of Student
Services, are strongly encouraged to be brought to the Chief Student Affairs Officer, or if this is
unsatisfactory, the Vice Chancellor of Academic and Student Affairs.
LIBRARY SERVICES (Gonzales)
Proctored Testing Services
Library Services provides proctoring for several kinds of tests including Make-Up Exams,
Online Course Exams, Special Needs, and Credit by Examination. Appointments are required for
students, and proctored testing appointments are limited to two hours or less. Any faculty
member wishing to have Library Services proctor a test must submit a Proctored Testing Form in
person at the library or via email to [email protected].
Computers & Scanners
The Library has 21 computers for student use. When available, students may also use computers
in Computer Lab, Room 137. The Library has four flatbed scanners for student use.
Printing & Copying
A copier/printer is located in the Library for students using computers in the Library and Room
137. The cost is $.10 per page for black & white printing or copying, and $.25 per page for color
printing or copying.
Study Rooms
Two study rooms are available for students wishing to study in a quiet space or work with a
group. Reservations may be made for up to two hours and may be extended based on availability.
Laptop Sign-Out
Students may check out a laptop from the Library for course-related activities only. The RPCC
student laptops will be loaned for a period not to exceed 14 days.
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COMPUTING SERVICES
Computing Services provides comprehensive information technology services for the instruction
and administrative communities of RPCC. These services include the planning, implementation,
and operation of strategies to integrate technology into a rapidly changing educational
environment. Services include electronic mail, software site licenses and inexpensive Internet
access. Public computing labs are available throughout the campus with state-of-the-art
computers, software, and Internet connectivity. Computing resources are available via a high-
speed campus network backbone provided to assist with a variety of technology, connectivity,
and related support issues for faculty, staff, and students.
PURCHASING
Authority to purchase from off-campus sources and commit College funds from any source
(state, federal, or grant funds or student fees) is vested in the Business Office, which is
responsible for obtaining prices for all requisitioned items and issuing printed purchase orders.
Unless specifically authorized by the Office of Purchasing and appropriate administrative
offices, you may not obligate the College for any purchase. Those employees who, without prior
approval, incur charges against the College will be held responsible for such charges. Therefore,
purchases should not be made without prior authority. When an emergency situation exists that
requires an immediate purchase, the Business Office should be contacted by telephone for
assistance.
PUBLIC SAFETY
RPCC is dedicated to preserving a peaceful and safe environment for all faculty, staff,
students, and guests. As an employee, you are urged to be aware of and alert to the existence of
criminal activity on campus and to report all crimes or suspicious activity to the Facilities
Manager/Safety Coordinator at 743-8535.
FACILITY SERVICES
The Business Office-Facilities and Property is responsible for maintaining the campus buildings
and grounds. Facility services consist of:
General Building Maintenance
Electrical, plumbing, and air-conditioning repair and installation; light bulb replacement;
painting, carpentry, plastering, lock re-keying and repair; roof repair; asbestos inspection, testing,
and abatement; welding and sheet-metal work; and insulation. Please report maintenance needs
to the Facilities Manager/Safety Coordinator at 743-8535.
Grounds Maintenance
Contracted to a 3rd party via competitive bid.
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COLLEGE BUILDINGS AND GROUNDS
As a staff member, you have responsibility for the proper use of College facilities and for the
care of College property, including supplies, materials, and equipment. You should report
missing items immediately to the Facilities Manager. Please note the following with regard to
use of College facilities.
• Nonscheduled use of classrooms should be cleared in advance with the Facilities
Manager
• Academic space, other than classrooms, is the responsibility of the Facilities Manager
• Use of College facilities, outdoor space, and the RPCC Student Center should be arranged
through the Facilities Manager.
PERSONAL PROPERTY
College insurance does not cover privately owned property even though it is in College-owned
buildings or housing.
TRAVEL EXPENSES
When traveling on official business, you may request reimbursement of your expenses by
submitting a travel expense voucher to the Business Office. To initiate the travel process, see the
Academic and Student Affairs Coordinator or Angela Colar-Brumfield (grant funded travel). All
travel requires a signed Travel Authorization Form (must be approved by Division Coordinator,
Vice Chancellor of Academic and Student Affairs, and Chancellor) before any arrangements may
be made. RPCC will prepay hotel, registration and flights. Complete travel regulations, state
contracts for airfare, lodging, and vehicle rental are available on the state travel webpage
www.state.la.us/usp/travel
The RPCC vans should be used for local travel. Please see the Facilities Manager to get
certified to drive the vans. Failure to follow travel procedures may result in no reimbursement
for traveler.
LOST AND FOUND
A lost-and-found service is maintained in the Student Services Office at the information desk.
OFFICE OF BUDGET AND PLANNING
The Office of Budget and Planning combines in a single administrative division those service
functions dealing with planning and budget. The office is responsible for developing and
preparing the annual state appropriation request, for the operating budget of the College, and for
maintaining data systems to support planning. This office also serves as the principal resource
for external reporting of institutional data to state, regional, and national agencies.
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RIVER PARISHES COMMUNITY COLLEGE FOUNDATION, INC.
The RPCC Foundation, Inc. is a 501 (c) 3 not-for-profit corporation organized exclusively for
educational purposes of supporting the goals and objectives of RPCC. The Foundation’s chief
objectives are to:
1. Promote the educational and cultural welfare of the College, and to develop, expand and
improve the college’s facilities so as to provide broader educational advantages and
opportunities.
2. Aid any student to continue his or her studies within the College, to aid and facilitate the
continuance in the College of any line of work, teaching or training in the various areas of
the College, and generally, to articulate the aims, objectives and needs of the College to the
public.
3. Solicit and accept gifts, grants and bequests of funds of all kinds, including property, for the
purpose of providing scholarships, teaching or training, or other designated benefits for the
College and its faculties and students.
A 17 member Board of Directors sets the Foundation’s operating policy and is responsible for
final approval of all Foundation expenditures. These board members are elected by the
Foundation from various areas of the community.
CAMPUS ORGANIZATIONS
The Student Government Association (SGA) provides a form of representative self-government
to all students enrolled in the College. Through this organization, rules and regulations are
formulated and carried out, and plans for student activities are made and implemented. In order
for the SGA to successfully meet the needs of the student body, students are encouraged and
expected to attend meetings and participate in the activities of the SGA. The SGA at RPCC is a
program in which every student is provided the opportunity to participate. Additional
information may be obtained by contacting the Vice Chancellor of Academic and Student
Affairs.
Appointment of Student Representatives
Student members on councils and committees shall be nominated by the SGA and approved by
the Vice Chancellor of Academic and Student Affairs and the sponsor to serve one-year terms.
Minutes
Each committee shall keep minutes of each meeting and shall disseminate those minutes
expeditiously (normally within five working days, but not to exceed one week prior to the next
meeting). Minutes shall be provided to all members of the committee, the Vice Chancellor of
Academic and Student Affairs, and the Faculty Senate President.
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Quorum
Presence of a majority of the voting members of a committee shall constitute a quorum.
Subcommittees
Each committee shall have the authority to form subcommittees and/or ad hoc committees for the
purposes contained in the charge to that committee and to invite other members of the College
community to meet with the committee.
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APPENDICES
POLICIES
A. PERFORMANCE EVALUATION AND SALARY INCREASE ................................................................................. 72
B. PERFORMANCE REVIEW/EVALUATIONS OF CLASSIFIED STAFF SERVICE RATINGS ................................ 72
C. PRIVACY OF RECORDS .............................................................................................................................................. 73
D. EMPLOYMENT ............................................................................................................................................................ 75
E. EQUAL OPPORTUNITY ............................................................................................................................................. 76
F. OUTSIDE EMPLOYMENT– FOR ALL EMPLOYEES ............................................................................................... 77
G. DISCIPLINE– FOR ALL EMPLOYEES ....................................................................................................................... 78
H. DRUG AND ALCOHOL-FREE WORKPLACE .......................................................................................................... 80
I. HARASSMENT ............................................................................................................................................................ 85
a. DISCRIMINATION/HARASSMENT COMPLIANT FORM ....................................................................... 87
J. GRIEVANCE ................................................................................................................................................................. 88
K. SMOKING ...................................................................................................................................................................... 90
L. SAFETY ........................................................................................................................................................................ 91
a. RANK AND PROMOTION .......................................................................................................................... 99
b. FACULTY WORKLOAD ........................................................................................................................... 102
M. RANK AND PROMOTION ......................................................................................................................................... 105
N. FACULTY WORKLOAD ............................................................................................................................................ 115
O. ONLINE PAYMENT POLICY .................................................................................................................................... 121
P. WHAT DO I DO WITHIN THE FIRST TWO WEEKS OF THE SEMESTER? ......................................................... 122
Q. CAMPUS FLOOR PLANS........................................................................................................................................... 123
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APPENDIX A
PERFORMANCE EVALUATION AND SALARY INCREASES POLICY
It is the policy of River Parishes Community College (RPCC) that a performance evaluation be
conducted on each employee of the college, including faculty and staff, on an annual basis.
Salary increases will primarily be merit-based; however, the board may authorize other modes of
salary increases, as deemed necessary, with appropriate supporting justification.
Performance Evaluation
A performance evaluation must be on file prior to recommendation of a salary increase for an
employee of the college. Standard evaluation instruments will be used, which include:
• Job specific performance criteria:
1. A rating scale that provides levels of rankings from “exceeds expectations to
unsatisfactory” performance.
2. Justification for the rating as it relates to specific performance criteria.
3. Documentation of the evaluation discussion with the employee.
4. For those employees having a rating of “unsatisfactory”, documentation of a plan for
improvement of performance within a specific time frame.
5. Date and Signature of the supervisor conducting the evaluation
6. Date and Signature of the employee.
Salary Increases
Salary increases for employees of RPCC will be based on performance and appropriate level of
workload. Consideration for a salary increase will be given to those employees that receive an
overall performance rating of “satisfactory” and above. The evaluation must have been
completed no more than one year prior to the recommended salary increase. Salary increases
will not be awarded across-the-board, without prior board approval. In no instance will a salary
increase or promotion be granted to an employee with a rating of “unsatisfactory”.
No merit increase shall be granted an employee out on leave for a period beyond 12 weeks (the
maximum allowed under the Family and Medical Leave Act) until such time as the employee has
(1) returned to work for a minimum of six months, and (2) has received a “satisfactory” or
above performance rating.
Merit increases shall be based on the salary in place the day prior to the effective date of the
merit increase. No merit increase shall be granted an employee employed for a period of less
than six months, or who has received a salary increase of any type within six months prior to the
effective date of the merit increase, unless justification has been provided by the Chancellor and
the System President has approved such for recommendation to the Board of Supervisors.
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APPENDIX B
PERFORMANCE REVIEW/EVALUATIONS OF CLASSIFIED STAFF – SERVICE
RATINGS POLICY
Annual Service Ratings are to be conducted on all permanent classified employees as required by
the State Civil Service Circular No. 001304, Rule 10.12 (c). The performance evaluation process
will correspond with the anniversary date for classified employees.
A planning evaluation should be prepared on each permanent employee within 30 days of
employment. A service rating shall be prepared on each permanent employee who has worked
six months to twelve months in the class of position he/she occupies.
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APPENDIX C
PRIVACY OF RECORDS POLICY
River Parishes Community College (RPCC) assures the confidentiality of student educational
records in accordance with RPCC rules, state, and federal laws including the Family Educational
Rights and Privacy Act of 1974 (FERPA). All records and conversations between a student and
his/her family and the staff of RPCC are confidential. Employees of RPCC receive orientation in
adhering to these guidelines by immediate supervisors.
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APPENDIX D
EMPLOYMENT POLICY
River Parishes Community College (RPCC) firmly supports the College’s policy on Equal
Employment Opportunity, as outlined in the College’s handbook. The College’s policy of equal
opportunity is administered without regard to race, creed, color, religion, sex, sexual orientation,
age, national origin, physical or mental disability, marital status, or veterans’ status.
The mission of the Equal Opportunity policy is to develop and guide institution wide programs
and policies that will move RPCC into the future as a model institution by providing equality of
opportunity and workplace equity for all members of the campus community.
All vacant administrative, faculty, and staff positions will be advertised and communicated
according to guidelines established by the LCTCS. Job vacancies will be posted in area
newspapers, posted on the College’s website, or promoted through the Department of Civil
Service. Job announcements should include a brief description of the position as well as
minimum and preferred job requirements.
Screening committees, including representatives of departments outside the unit which has
advertised the vacancy, will examine applications, recommend candidates for interview and
assist the chairperson in recommending candidates for consideration to the hiring supervisor.
The selected candidate will assume the position after the appointment has been approved by the
Chancellor.
If a filled position becomes available through resignation, transfer or other emergency reason,
the College may make a temporary appointment for a specified period of time. However, when
that temporary appointment’s contract expires, the College will advertise, screen and select a
person to fill the position as required by College policy.
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APPENDIX E
EQUAL OPPORTUNITY POLICY
It is the policy of River Parishes Community College (RPCC) to assure equal opportunity for all
qualified persons in admission to, participation in, or employment in the programs and
activities which the College operates without regard to race, creed, color, marital status, sexual
orientation, religion, sex, national origin, age, mental or physical disability, or veteran’s status.
This policy reflects the requirements of Title VII of the Civil Rights Act of 1964, as amended;
the Equal Employment Opportunity Act of 1972; Executive Order 11246; Title IX of the
Educational Amendments of 1972; Section 503/504 of the Rehabilitation Act of 1973, as
amended; Vietnam Era Veterans Readjustment Assistance Act of 1974; Louisiana Executive
Order 13; the Americans With Disabilities Act of 1990; and the Civil Rights Act 1991.
The mission of the Equal Opportunity policy is to develop and guide institution wide programs
and policies that will move RPCC into the future as a model institution by providing equality of
opportunity and workplace equity for all members of the campus community.
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APPENDIX F
OUTSIDE EMPLOYMENT POLICY – FOR ALL EMPLOYEES
The following relates to employment directly undertaken by faculty members of River Parishes
Community College (RPCC) with outside employers or to self-employment (including
consulting) and does not relate to employment in which arrangements are made officially
through the institution by contract with or grants to the College:
1. A member of the faculty may engage in outside activities, paid or unpaid, which do not
conflict, delay, or in any manner interfere with instructional, scholarly, and/or other
services he/she must render in the nature of his/her college employment.
2. A full-time faculty member who is presently engaged, or who plans to engage, in such
activities outside of his broad institutional responsibilities during any period of full-time
employment by the College shall report to the Vice Chancellor of Academic and Student
Affairs in writing the nature and extent of such activities and the amount of time the work
will require. In all such instances, the Vice Chancellor of Academic and Student Affairs
shall forward the report to the Chancellor of the College. A copy of the report will be
maintained by the Human Resources Department. Faculty in non-instructional positions
shall follow a similar procedure.
3. No full-time faculty member shall engage in such outside employment (or continue such
employment if already so engaged) without the written approval of the Vice Chancellor of
Academic and Student Affairs. In the event that the Vice Chancellor of Academic and
Student Affairs believes that such outside employment involves, or may involve a matter of
public interest or interferes with duties to the College, the matter shall be referred to the
Chancellor for approval.
4. It is the responsibility of the employee to make clear to any outside employer that in
accepting such employment he/she does so as an individual independent of his/her capacity
as a member of the staff of the College. This might best be accomplished by providing with
oral testimony or written reports a statement to the effect that the views expressed are those
of the employee and do not necessarily reflect the views of the College. In no case should
the individual concerned use the name of the College or his/her college title officially, or in
any way, in support of any position he/she may take.
5. The College recognizes the fact that a person qualifies as an expert because of his/her
training and experience. Therefore, biographical data, including a statement of employment
by the College, may be included as introductory material to written reports (but not
incorporated in the body of the written report) by the outside employer, or orally in case of
expert witness, by way of establishing the writer as a qualified expert.
College resources shall not be used for personal gain. No College personnel, laboratories,
services, or equipment are to be used without administrative authorization in connection with
outside employment of College employees.
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APPENDIX G
DISCIPLINE POLICY – FOR ALL EMPLOYEES
Where problems with employee behavior or performance arise, a supervisor will seek to correct
the problem. Discipline is a means to correct substandard employee behavior and performance.
The system is dependent upon the employee’s recognition of his/her need to accept and conform
to River Parishes Community College (RPCC) standards of performance and conduct.
It is recognized that the employee-employer relationship is not the same for all employees. The
employee-employer relationship for classified employees is governed by Civil Service Rules. The
employee-employer relationship for unclassified employees, non-tenured faculty and tenured
faculty are defined by the RPCC employment relationship policy.
Regardless of the disciplinary approach, RPCC philosophy is to assure that all employees are
treated fairly and equitably without regard to race, color, religion, sex, national origin, age,
handicap or veteran status.
Employees have the right to know what is expected of them. It is important that all employees
be notified of their duties and responsibilities in order to be aware of job expectations.
RPCC maintains an informal and open access to management and encourages the use of this
avenue, as appropriate. The type of discipline imposed should reflect the seriousness of the
problem. Some offenses are so serious as to justify discharge or suspension on the first offense
(e.g., theft, fraud, serious negligence, etc.) For those offenses that do not justify serious
discipline on the first offense, progressive discipline is applied. Types of discipline may include
reprimand, denial of merit increase, demotion, suspension with or without pay, termination, or
other appropriate action. Suspension is intended to be limited to a reasonable time necessary to
investigate the problem and confer with appropriate individuals concerning the disciplinary
decision. Suspension requires notification to the Chancellor.
Disciplinary actions are advisory and, as such, disciplinary procedures may be adjusted or
modified at the discretion of the Chancellor. The following progressive discipline steps will
generally apply:
1. Verbal notification by supervisor in an informal counseling session.
2. Written notification by supervisor issued to the employee in a formal counseling session.
3. A discussion of specific disciplinary action applied, up to and including termination, with
written confirmation of the discussion issued to the employee by the supervisor.
Progressive discipline steps are generally sequential; however, more than one of the above-
mentioned progressive discipline steps may be taken simultaneously, dependent upon the nature
of the infraction. Nothing contained herein shall prevent the College from taking immediate
disciplinary action where circumstances warrant such action.
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The employee shall be given the opportunity to explain the circumstances surrounding the
incident(s), and to present the reasons he/she feels that any proposed disciplinary action should
not be taken, in order that the employee is afforded due process.
Supervisors must contact the RPCC Human Resources prior to taking termination action. The
RPCC policy regarding Employment Relationship is applicable in the event of termination.
RPCC Human Resources must be consulted on proposed termination actions.
The College recognizes the necessity and desirability of providing employees a method and
forum in which to resolve, in an orderly fashion, problems in the work place. However, by the
adoption of this policy, it is not the intention of the College to confer upon RPCC employees any
additional rights of substantive or procedural due process not mandated by law.
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APPENDIX H
DRUG AND ALCOHOL-FREE WORKPLACE POLICY
The employees of the state of Louisiana are among the state’s most valuable resources, and the
physical and mental well-being of these employees is necessary for them to properly carry out
their responsibilities. Substance abuse causes serious adverse consequences to users, impacting
on their productivity, health and safety, dependents, and co-workers, as well as the general
public.
Louisiana has a long-standing commitment to working toward a drug-free workplace. In order to
curb the use of illegal drugs by employees of the state of Louisiana, the Louisiana legislature
enacted laws which provide for the creation and implementation of drug testing programs for
state employees. Further, the Governor issued Executive Order 98-38 providing for the
promulgation by executive agencies of written policies mandating drug testing of employees,
appointees, prospective employees and prospective appointees, pursuant to Louisiana Revised
Statute 49:1 001, et seq.
River Parishes Community College (RPCC) fully supports these efforts and is committed to a
drug-free workplace.
APPLICABILITY
This policy shall apply to all employees of RPCC and its institutions, including appointees and
all other persons having an employment relationship with this agency.
DEFINITIONS
Controlled Substance - a drug chemical substance or immediate precursor in Schedules I
through V of R.S.40:964 or Section 202 of the (21 U.S.C. 812).
Designer (Synthetic) Drugs - Those chemical substances that are made in clandestine
laboratories where the molecular structure of both legal and illegal drugs is altered to create a
drug that is not explicitly banned by federal law.
Employee - unclassified, classified, and student employees, student interns, and any other
persons having an employment relationship with the agency, regardless of the appointment type
(e.g. full-time, part-time, temporary, etc.).
Illegal Drug - any drug which is not legally obtainable or which has not been legally obtained, to
include prescribed drugs not legally obtained and prescribed drugs not being used for prescribed
purposes or being used by one other than the person for whom prescribed.
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Reasonable Suspicion - belief based upon reliable, objective and articulable facts derived from
direct observation of specific physical, behavioral, odorous presence, or performance indicators
and being of sufficient importance and quality to lead a prudent person to suspect that an
employee is in violation of this policy.
Safety-sensitive or Security-sensitive position - a position determined by the appointing
authority to contain duties of such a nature that the compelling state interest to keep the
incumbent drug-free outweighs the employee’s privacy interests. A list of such positions within
the system is attached hereto and made a part hereof. The list was determined with consideration
of statutory law, jurisprudence, the practices of this agency and the following examples of safety-
sensitive and security-sensitive positions.
1. Positions with duties that are required or are authorized to perform the safety inspection of
a structure;
2. Positions with duties that are required or are authorized to have access to a prison or
incarcerated individual;
3. Positions with duties that are required or are authorized to carry a firearm;
4. Positions with duties that allow access to controlled substances (drugs);
5. Positions with duties that are required or are authorized to inspect, handle, or transport
hazardous waste as defined in R.S. 30:2173(2) or hazardous material as defined in R.S.
32:1502(5);
6. Positions with duties that are required or are authorized to exercise any responsibility over
power plant equipment;
7. Positions with duties that require on-the-job instructing or on-the-job supervising of any
person to operate or maintain any heavy equipment or machinery; and
8. Positions with duties that require or authorize the operation or maintenance of a public
vehicle, or the supervision of such an employee.
Under the Influence - for the purposes of this policy, a drug, chemical substance or the
combination of a drug or chemical substance that affects an employee in any detectable manner.
The symptoms or influence are not confined to that consistent with misbehavior, nor to obvious
impairment of physical or mental ability, such as slurred speech or difficulty, in maintaining
balance. A determination of influence can be established by a professional opinion or a
scientifically valid test.
Workplace - any location on agency property including all property, offices and facilities
(including all vehicles and equipment) whether owned, leased or otherwise used by the agency or
by an employee on behalf of the agency in the conduct of its business in addition to any location
from which an individual conducts agency business while such business is being conducted.
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It shall be the policy of RPCC to maintain a drug-free workplace and a workforce free of
substance abuse. Employees are prohibited from reporting for work or performing for RPCC
with the presence in their bodies of illegal drugs, controlled substances, or designer (synthetic)
drugs at or above the initial testing levels and confirmatory testing levels as established in the
contract between the State of Louisiana and the official provider of drug testing services.
Employees are further prohibited from the illegal use, possession, dispensation, distribution,
manufacture, or sale of controlled substances, or designer (synthetic) drugs, and illegal drugs at
the work site and while on official state business, on duty or on call for duty.
To assure maintenance of a drug-free workforce, it shall be the policy of RPCC System to
implement a program of drug testing, in accordance with Executive Order No. MJF 98-38, R. S.
49: 1001, et seq., and all other applicable federal and state laws, as set forth below.
CONDITIONS REQUIRING DRUG TESTS
The RPCC System shall require drug testing under the following conditions:
Reasonable Suspicion - Any employee shall be required to submit to a drug test if there is
reasonable suspicion (as defined in this policy) that the employee is using drugs.
Post-Accident - Each employee involved in an accident that occurs during the course and scope
of employment shall be required to submit a drug test if the accident: a) involves circumstances
leading to a reasonable suspicion of the employee’s drug use, b) results in a fatality, or c) results
in or causes the release of hazardous waste as defined in R. S. 30:2173(2) or hazardous materials
as defined in R. S. 32:1502(5).
Rehabilitation Monitoring - Any employee who is participating in a substance abuse after-
treatment program or who has a rehabilitation agreement with the agency following an incident
involving substance abuse shall be required to submit to random drug testing.
Pre-employment - Each prospective employee accepting a safety-sensitive or security-sensitive
position shall be required to submit to drug screening at the time and place designated by the
director of human resource management following a job offer contingent upon a negative drug
test. Pursuant to R.S. 49:1008, a prospective employee who tests positive for the presence of
drugs in the initial screening shall be eliminated from consideration for employment.
Safety-sensitive and Security-sensitive positions - Appointments and Promotions: Each
employee who is offered a safety-sensitive or security-sensitive position (as defined in this
policy) shall be required to pass a drug test before being placed in such position, whether
through appointment or promotion.
Safety-sensitive and Security-sensitive positions - Random Testing: Every employee in a
safety-sensitive or security-sensitive position shall be required to submit to drug testing as
required by the appointing authority, who shall periodically call for a sample of such employees,
selected at random by a computer-generated random selection process, and require them to report
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for testing. All such testing shall, if practicable, occur during the selected employee’s work
schedule.
PROCEDURE
Drug testing pursuant to this policy shall be conducted for the presence of cannabinoids
(marijuana metabolites), cocaine metabolites, opiate metabolites, phencyclidine, and
amphetamines in accordance with the provisions of R.S.49:101, et seq. RPCC System reserves
the right to test its employees for the presence of any other illegal drug or controlled substance
when there is reasonable suspicion to do so.
The director of human resource management shall be involved in any determination that one of
the above-named conditions requiring drug-testing exists. Upon such determination, the Director
of Human Resource Management shall notify the supervisor of the employee to be tested, who
shall immediately notify the employee where and when to report for the testing.
Testing services shall be performed by a provider chosen by the Office of State Purchasing,
Division of Administration, pursuant to applicable bid laws. At a minimum, the testing services
shall assure the following:
All specimen collections will be performed in accordance with applicable federal and state
regulations and guidelines to ensure the integrity of the specimens and the privacy of the donors.
The director of human resource management shall review and concur in advance with any
decision by a collection site person to obtain a specimen under direct observation. All direct
observation shall be conducted by a same gender collection site person.
Chain of custody forms must be provided to ensure the integrity of each urine specimen by
tracking its handling and storage from point of collection to final disposition.
Testing shall be performed by a SAMAHA-certified laboratory. The laboratory shall use a cut-
off of 50 mg/ml for a positive finding in testing for cannabinoids. All positives reported by the
laboratory must be confirmed by gas chromatography/mass spectrometry. All positive results of
drug testing shall be reported by the laboratory to a qualified medical review officer.
CONFIDENTIALITY
All information, interviews, reports, statements, memoranda, and/or test results received by
RPCC System through its drug testing program are confidential communications, pursuant to
R.S. 49:1012, and may not be used or received in evidence, obtained in discovery, or disclosed in
any public or private proceedings, except in an administrative or disciplinary proceeding or
hearing, or civil litigation where drug use by the tested individual is relevant.
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RESPONSIBILITY
The Chancellor of RPCC is responsible for the overall compliance with this Board policy and
shall submit to the Office of the Governor, the LCTCS Board of Supervisors and through the
Commissioner of Administration, a report on this policy and drug testing program, describing
progress, the number of employees affected, the categories of the testing being conducted, the
associated costs of testing, and the effectiveness of the program by November 1 of each year.
The director of human resource management is responsible for administering the drug testing
program; determining when drug testing is appropriate; receiving, acting on, and holding
confidential all information received from the testing services provider and from the medical
review officer; and collecting appropriate information necessary to agency defense in the event
of legal challenge.
All supervisory personnel are responsible for assuring that each employee under their
supervision receives a copy of this policy, signs a receipt form, and understands or is given the
opportunity to understand and have questions answered about its contents.
VIOLATION OF POLICY
Violation of this policy, including refusal to submit to drug testing when properly ordered to do
so, will result in actions up to and including termination of employment. Each violation and
alleged violation of this policy will be handled on an individual basis, taking into account all
data, including the risk to self, fellow employees, and the general public.
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APPENDIX I
HARASSMENT POLICY
Harassment, including sexual harassment, is prohibited by the Equal Employment Opportunity
Commission and state regulations (R.S. 23:301, 312, 332), and therefore, it is the policy of River
Parishes Community College (RPCC) that unlawful harassment of employees and students is
prohibited.
Harassment is physical, verbal and visual conduct that creates an intimidating, offensive, or
hostile environment, which interferes with work performance. This includes harassment because
of race, sex, sexual orientation, religious creed, color, national origin, ancestry, disability or
medical condition, age, or any other basis protected by federal, state or local law, ordinance or
regulation.
Sexual Harassment is defined by the Equal Employment Opportunity Commission as:
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of
a sexual nature…when (1) submission to such conduct is made either explicitly or implicitly a
term or condition of an individual’s employment, (2) submission or rejection of such conduct by
an individual is used as the basis for employment decisions affecting such individual, or (3) such
conduct has the purpose and effect of unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or offensive working environment.”
RPCC also applies this definition to the areas of academic advancement, academic standing or
academic performance.
Workplace harassment infringes on employees’ right to a comfortable work environment, and it
is a form of misconduct that undermines the integrity of the employment relationship. No
employee – male or female – should be subjected to unsolicited and unwelcome overtures or
conduct, either verbally, visually, physically or electronically transmitted. Although this list is
not all-inclusive, an example of conduct that is prohibited includes:
• Taking any personnel action on the basis of an employee’s submission to or refusal of
sexual overtures
• Unwelcome or unwanted conversations
• Unwelcome or unwanted touching
• Continued or repeated verbal abuse of a sexual nature
• Explicit or degrading verbal comments, suggestions, or slurs about another individual or
his/her appearance
• Offensive comments regarding sexual or private matters
• Display of sexually suggestive pictures, objects
• Offensive jokes
• Verbal abuse, comments, names or slurs that in any way relate to an individual’s race,
color, sex, sexual orientation, age, religion, national origin or disability
• Any other offensive or abusive physical, visual or verbal conduct
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This policy applies to all employees, students, supervisors, managers, faculty, vendors, and all
other individuals doing business with RPCC. It is the policy of RPCC that no member of RPCC
may harass another. This includes harassment of an employee by another employee, of a student
by an employee, of an employee by a student, of a student by another student. Additionally,
under appropriate circumstances, RPCC may take action to protect its employees and students
from harassment, on RPCC property or at RPCC-sponsored events, by individuals who are not
students or employees of RPCC.
A complaint of harassment should be presented as promptly as possible after the alleged
harassment occurs. Any employee who believes he/she is the subject of harassment or who has
knowledge of harassing behavior must report such conduct to their direct supervisor, and the
institution’s human resource department. He/she also may submit a complaint to the institution’s
Chancellor. No student or employee is required to report or make a complaint of harassment to
the person who is allegedly engaging in the problematic conduct. In the event that an individual
feels uncomfortable making a complaint at the institution level, such complaint may be made at
the system level with the LCTCS Director of Human Resources.
Complaints of harassment will be investigated promptly and in as impartial and confidential a
manner as possible. A member of human resources will conduct investigations, unless otherwise
deemed necessary in order to assure an impartial and confidential investigation. RPCC will not
tolerate any type of discipline or retaliation, direct or indirect, against any employee or other
person who, in good faith, files a complaint of or responds to questions in regard to having
witnessed prohibited harassment. False charges are treated as serious offenses and may result in
disciplinary and/or civil action.
Any employee or member of management who is found, after appropriate investigation, to have
engaged in harassing conduct is subject to appropriate disciplinary action up to and including
termination of employment and/or student standing per the student handbook.
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Discrimination/Harassment Complaint Form
Name of Complainant: _____________________ Date form completed:
Department/Institution:
Home Phone: Business Phone:
1. Charge of discrimination based on:
( ) Race/Color ( ) Sex
( ) Sexual Orientation ( ) Religious Creed
( ) National Origin/Ancestry ( ) Disability or Medical Condition
( ) Age ( ) Other
2. Statement of Discrimination/Harassment, please provide the following information (use an
attached sheet if necessary):
a. Date(s), time(s), and location(s) of the incident/incidences that took place:
b. Description of each incident: e.g., was any physical contact made? What was said
and/or done? Etc.
c. Name(s) of anyone present during each incident:
d. Anyone with whom you’ve discussed the incident/incidences:
Comments:
Complainant Signature: Date:
Complaint Recipient Signature: Date:
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APPENDIX J
GRIEVANCE POLICY
It is the policy of River Parishes Community College to develop and maintain a satisfied and
efficient work force. An employee who is seeking a solution concerning disagreements arising
from working relationships, working conditions, employment practices, or differences in
interpretation of policy is encouraged to discuss the matter with the immediate supervisor before
filing a grievance. Most concerns can be resolved informally without the need for a formal
grievance. If an employee has pursued the informal process for resolving an issue and continues
to believe that the issue has not been resolved, then a formal grievance hearing may be requested.
Performance evaluations are not grievable under this formal grievance policy. RPCC
believes that employee grievances should be resolved at the lowest possible administrative level
and an employee must exhaust all administrative procedures at the institution level before an
appeal can be made to the President. Only those grievances that are related to the Chancellor or
that the Chancellor cannot resolve shall be sent to the Board.
When an employee feels he/she has been treated unjustly, the employee has the right to utilize
the grievance policy without fear of retaliation, discrimination, or reprisal because of the action.
The decision to utilize the grievance policy shall be the employee’s decision. It is understood
that a grievance will be kept confidential except to the extent necessary to investigate and resolve
the grievance.
When an employee feels that a condition of employment or application of a policy is unjust or
inequitable, he/she is encouraged to first seek assistance from his/her immediate supervisor, who
should attempt to solve the problem The supervisor is responsible for handling the complaint
and striving to arrive at a prompt, equitable solution.
Occasionally, an employee’s complaint involves his/her supervisor, or the employee does not
feel the matter has been resolved by the supervisor. In such an instance, the employee should
feel free to file a formal grievance. The employee may appeal a complaint to the Chancellor. In
the event that the complaint is appealed beyond the Chancellor level, the LCTCS President will
respond to the appeal through a procedure established by the system President.
When an employee feels he/she is being discriminated against because of race, color, sex, ethnic
origin, religion, age, veteran status, or disability and is not able to discuss this issue with his/her
supervisor, the employee should refer to the RPCC policy on harassment.
Only those grievances that are not eligible for appeal to the Director of Civil Service or the Civil
Service Commission shall be processed through the RPCC grievance policy.
Under certain circumstances, Civil Service classified employees should use the Civil Service
procedure for appeals and hearings rather than the RPCC system grievance policy. Examples of
the types of actions over which the Civil Service Commission assumes responsibility are
disciplinary actions which impact pay, such as:
• Removal of a permanent employee for cause
• Suspension with or without pay as a disciplinary action
• Reduction in pay
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• Prohibited political activity
• Classification and Pay
Upon completion of the grievance process, all records are maintained by Human Resources for a
period of three (3) years.
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APPENDIX K
SMOKING POLICY
The U.S. Surgeon General has named smoking “Public Health Enemy No. 1” in light of its role
as the leading cause of premature death and disability in our country. Research has shown that
nonsmokers with chronic heart or lung disease can experience severe distress when exposed to
sufficient concentrations of secondhand smoke. Many allergic individuals and even the majority
of healthy nonsmokers report discomfort when exposed to secondhand smoke on the job.
Furthermore, recent medical studies indicate that long-term exposure to involuntary smoking
may increase nonsmokers’ risks of developing severe lung disease.
Smoking or use of other tobacco products is prohibited on all college grounds, all college owned,
leased, or rented properties, and in all campus owned, leased, or rented vehicles. This includes
but is not limited to all college sidewalks, parking lots, landscaped areas, and recreational areas;
at lectures, conferences, meetings, and social/cultural events held on school property or school
grounds, or on property leased or rented for such events. Use of tobacco products is prohibited
inside of all college buildings.
This policy applies to all faculty, staff, students, and visitors and is in effect during and after
campus hours. Violators of this policy can be fined.
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APPENDIX L
SAFETY POLICY
SAFETY PROGRAM AUTHORIZATION
Legislation establishing the Office of Risk Management and the Bureau of Risk Analysis and Loss
Prevention (R.S. 39:1543-1544) requires the development of a comprehensive loss prevention
program. It further requires River Parishes Community College (RPCC) to establish a safety
program with input from the employees by adopting rules and regulations governing safety
practices unique to the campus.
Under the authority of this legislation, RPCC has prepared and will continue to evaluate, revise,
adopt and enforce such rules, regulations, and practices as are deemed necessary for the safety,
protection, and well-being of both the employees of RPCC and the general public when in contact
with RPCC.
GENERAL SAFETY
Role of the Safety Committee
The regulatory and enforcement body of the safety program for RPCC and its functional parts shall
be the Safety Committee. The Safety Committee shall be composed of the following:
• Executive Vice-Chancellor
• Safety Coordinator
• Vice Chancellor of Finance and Administration
• Director of Accounting
• Instructor
The Chancellor has delegated administrative responsibility for the safety program to the Safety
Committee to:
1. Establish a policy statement regarding accident prevention, a statement that will set out the need for accident prevention and local policy regarding the prevention program;
2. Assign responsibility for accident prevention to, include a description of the duties and responsibilities of the department heads and employees;
3. Appoint a safety coordinator;
4. Establish realistic goals and periodically revise them to insure continuous and maximum effort; and
5. Evaluate the results of the program annually.
Role of Safety Coordinator
The Safety Coordinator has responsibility for:
1. Stimulating interest in safety;
2. Appoint chief and floor monitors of each building;
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3. Establishing procedures for accident reporting;
4. Preparing periodic reports indicating the status of accident prevention efforts;
5. Developing safety education programs;
6. Providing leadership in safety related matters on the campus;
7. Providing assistance with investigations as needed;
8. Assisting with safety inspections;
9. Conducting regularly scheduled safety inspections; and
10. Correcting unsafe conditions.
Role of Department Heads
No one can influence employee behavior as completely as the head of each Department. These
persons will be expected to:
1. Stimulate interest in safe work habits through personal example;
2. Supervise and evaluate employee performance related to safety;
3. Observe and correct unsafe employee acts through training and, if necessary, disciplinary measures;
4. Inspect work sites for unsafe conditions and then notify the Safety Coordinator; and
5. Report all employee injuries to the Safety Coordinator.
Role of Employees
With special reference to safety, employees will be required to:
1. Perform their jobs in accordance with established safe procedures, recognizing their responsibility for their
own safety and that of fellow employees;
2. Report all injuries to their Department Head;
3. Report all observed hazards; and
4. Actively participate in the safety program.
SAFETY PROGRAM
The Safety Coordinator will be responsible for administrative duties of the Safety Program, and
will fulfill a useful staff function by:
• Completing Form DA2000, Incident/Accident Investigation Form; when applicable
• Recommending the adoption of overall safety policies to the Chancellor
• Developing the safety training programs
• Reviewing accident statistics and injury reports in order to identify accident trends and taking corrective
action, where necessary
• Reviewing specific injury case histories where warranted
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Safety Program Objectives
The objectives of the safety program for RPCC are as follows:
• To protect the health, safety, and well-being of employees of RPCC through an awareness of safety; and
• To lower the total cost to the State of Louisiana and RPCC by reducing Workmen’s Compensation payments, leave
pay to injured employees, lost productivity, etc.
Safety Program Planning
The Safety Program for the RPCC is divided into two phases: General and Specific.
The General Phase is aimed at the elimination of accidents that occur with significant frequency
and that are assignable to a particular operation, process, or activity due to unsafe acts and/or
conditions. Accidents and injuries concentrated in any particular area or section will be handled
in this phase.
Program activities designed to reduce these types of accidents will include:
• Safety meetings
• Inspections aimed at the correction of unsafe conditions and practices
• Employee training programs
• General use of educational materials
• Accident investigations to identify cause
The Specific Phase will be aimed at finding and correcting hazards within specific operations.
Safety engineering and administrative procedures will be used to eliminate or reduce these
hazards to the greatest extent possible.
Emergency Evacuation Drills
Periodic emergency evacuation drills shall be held to familiarize all personnel with procedures
and conduct during drills. Emphasis shall be placed upon orderly evacuation, proper discipline,
and action not speed. No running or horseplay will be permitted. Monitors shall make sure that
all personnel in the building actually participate in the drill. Fire alarm facilities shall be used
regularly in the conduct of fire drills. Fire drills will not include any actual fire extinguishing
operations.
The Safety Coordinator has responsibility for all fire drills, reports of bomb threats, or other
activities during an emergency. When the existence of an emergency has been established, the
Safety Coordinator will immediately proceed to his predetermined emergency command post.
The location of one command post will be designated and disseminated to all employees. He/she
will then give specific instructions on stairwells to be used, evacuation of disabled personnel, and
other pertinent details. The Safety Coordinator appoints Chief and Floor Monitors, who have
specific roles within the Safety Program, as well as during an emergency evacuation.
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Role of Chief and Floor Monitors
1. The Floor Monitors are authorized to ensure that the procedures of the Emergency Evacuation Plan are adhered to by all personnel.
2. The Chief Monitor will be the last to leave the floor after he/she has checked all area, including the restrooms.
3. The Chief Monitor will assign one assistant to remain with disabled personnel and/or disabled students.
4. All monitors will wear identification badges and take flashlights to all drills.
5. Monitors will attend all meetings called by the Safety Coordinator concerning emergency evacuation.
6. All monitors will evacuate at least 300 feet away from the building and will ascertain that all streets and driveways are clear.
7. All monitors will ensure that aisles, corridors, and exit doors remain free from obstructions at all times. All obstructions will be reported to the Safety Coordinator.
8. All monitors will ensure that fire extinguishers, hoses, and other safety appliances remain free from obstruction.
9. Monitors will check all conference rooms to see that visitors leave the building.
10. The Chief Monitor will coordinate the formulation of plans and procedures with all sections located on his/her assigned floor, not only for security of personnel but also for the safety of valuable documents.
11. All monitors will inform new employees of the emergency safety program and organization and give them necessary instruction as to their duties during an emergency.
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RULES FOR SAFETY
The establishment of a set of safety rules does not, by itself, guarantee a low accident rate.
Safety rules will help to identify the more serious hazards, assist in focusing the attention of
employees and supervisors on these hazards, and provide guidelines for avoiding injury. Safety
rules will neither eliminate the need for continuous safety training nor reduce the importance of
the employee’s role in accident prevention.
The following safety rules shall apply to all employees of RPCC:
• Alcoholic beverages, illegal drugs, or unauthorized medically prescribed drugs will not be tolerated in the
work place.
• Before beginning work, notify your supervisor of any permanent or temporary impairment that may reduce
your ability to perform in a safe manner.
• Use personal protective equipment to protect yourself from potential hazards that cannot be eliminated.
• Operate equipment only if you are trained and authorized.
• Inspect the work station for potential hazards and ensure that the equipment or vehicle is in safe operating
condition before using it.
• Immediately report any recognized potentially unsafe condition or another’s action to your supervisor.
• If there is any doubt about the safe work method to be used, consult the supervisor before beginning work.
• Immediately report accidents, potential hazards, and property damage to a supervisor, regardless of the
severity.
• Supervisors should obtain special safety permits when required. Examples of conditions requiring special
safety permits are work with hot objects and work in confined spaces.
• Maintain an orderly environment and work procedure. Store all tools and equipment in a designated place.
Put scrap and waste material in a designated refuse container.
• Report any smoke, fire, or unusual odors to your supervisor.
• Use proper lifting techniques. For objects exceeding 50 pounds in weight, specific methods for safe lifting
must be determined by the immediate supervisor.
• Never attempt to catch a falling object.
• If your work creates a potential slip or trip hazard, correct the hazard immediately or use safety tape to tag the
area before leaving it unattended.
• Fasten restraint belts before starting any motor vehicle.
• Obey all driver safety instructions.
• Comply with all traffic signs, signals, markers, and persons designated to direct traffic.
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• Know all rules regarding first aid, evacuation routes, and fire department notification.
• Adhere to rules and procedures specific to Campus operations.
• Assist and cooperate with all safety investigations and inspections and assist in implementing safety
procedures as requested.
• Walk, do not run! Use the handrail while ascending or descending stairs.
• Electrical cords present hazards. Do not allow cords to extend across doorways, aisles or other walkways.
When removing plugs from receptacles, grasp plug, not cord.
• Check all electrical cords to ensure that the wires are not frayed and that plugs are secure.
• A good worker is a safe worker. Be sure you know the safe way to perform any job given to you. If there is
any doubt, ask your supervisor.
GENERAL SAFETY PROCEDURES FOR ALL EMPLOYEES
• Before leaving for the day, be sure that all electrical appliances, typewriters, calculators, etc. are turned off.
• Where stoves, hot plates, and microwaves are used, be sure to check that all units are turned off after usage.
• Never stand on a chair or stool equipped with coasters to reach objects on high shelves or bookcases. Step
stools and ladders are available for this purpose.
• When using file cabinets, do not open more than one drawer at a time; the added weight can overturn the
cabinet. Do not walk away and leave file drawers or desk drawers open where someone can walk into them.
• Keep your work area clear of objects or debris that could cause someone to trip or fall.
• When operating copiers or other machines with automatic feeds, be careful of ties, scarves, or other apparel
that might become entangled in the machine or appliance.
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EMERGENCY EVACUATION PLAN
EMERGENCY TELEPHONE NUMBERS
OFFICE TELEPHONE NUMBER
Safety Coordinator (225) 743-8525
Gonzales Police 9-911
Fire Department 9-911
This Emergency Evacuation Plan is for the benefit of all personnel, who should study and follow
the plan in case of an emergency.
Each floor will have a Chief Monitor who will have at least two assistants. The monitor will
direct, enforce, and have full charge of the evacuation of all personnel on his/her assigned floor
during the period of emergency. The names of all monitors will be posted near the hall entry
doors of each building.
There are three fire extinguishers in each building. All persons should know where these are
located. Each person should learn the floor plan of his floor; this procedure will be necessary in
case of a smoke-filled building.
Disabled persons should always advise their floor monitors of their conditions. To wait until
there is an emergency could cause problems. Monitors will maintain a current list of all disabled
persons on their floor.
When an alarm sounds, everyone except the disabled will evacuate the building; there will be no
other exceptions. THIS IS STATE LAW. Monitors will submit their written reports about
persons who fail to comply.
Monitors will see that the Emergency Procedures are adhered to in case of an emergency
evacuation. Any accidents/incidents should be reported to the Chief Monitor.
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OTHER EMERGENCY SITUATIONS
When conditions arise which may require evacuation or shelter in place at the RPCC Campus
due to circumstances not already addressed in this manual, the following steps shall be followed
by appropriate personnel. Shelter in place is a situation where employees must remain in the
building until conditions are such that they may depart from the building.
Upon receiving notification or updates concerning an emergency situation, the Safety
Coordinator shall inform the Chancellor. The Safety Coordinator shall make and remain in
contact with the Chancellor and/or the Emergency Preparedness Command Center for status
reports regarding the situation, i.e., chemical leak.
The Floor Monitors will be notified by the Safety Coordinator of such developments as they
occur in order that they may inform their respective offices. Campus personnel are requested not
to call the Safety Coordinator or the Chancellor. The Floor Monitors will be given information
for dissemination.
Campus employees shall remain in the building until the Chancellor or his designee has made an
official determination regarding evacuation or shelter in place.
Once the Chancellor has received official notice regarding an evacuation or shelter in place from
the Governor’s Office, or the Chancellor decides to evacuate on his own authority, all campus
staff will be notified by the Chancellor or his designee. The Floor Monitor(s) will then assist in
disseminating such information.
Employees with physical or special health conditions may use annual leave if, in their judgment,
their health is in danger; provided a shelter in place has not been ordered.
WHEN AN EVACUATION HAS BEEN DECLARED, ALL EMPLOYEES ARE TO
LEAVE THE BUILDING IN A SAFE AND ORDERLY MANNER. NO ONE WILL BE
ALLOWED TO STAY WITHIN THE BUILDING FOR ANY REASON.
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BOMB THREAT POLICY
ALL BOMB THREATS SHALL BE REPORTED TO THE SAFETY COORDINATOR
IMMEDIATELY!
RPCC recognizes the possibility of telephone, written, or oral threat of personal injury or damage
to the facility through the placement of a bomb or detonating device on the facility premises.
This policy establishes procedures to be followed in the event of a bomb threat, the discovery of
a suspicious looking object, or a bomb explosion. It will be the policy of RPCC to provide
maximum protection for its personnel and property while maintaining order, avoiding panic, and
continuing the normal functioning of the office.
Definition of Bomb
A bomb, for the purpose of this policy, is an explosive or flammable device which, if detonated
or otherwise triggered, may cause fire, injury, destruction, or panic.
Procedures
Any employee of RPCC who answers a telephone may receive a bomb threat call and should be
prepared to react immediately.
Receipt of Warning
The employee receiving the call should try to prolong the conversation as long as possible in an
effort to gather more information and write notes of the following:
• How the notification was received
• Date of the call
• Time the call was received
• Exact message
• Where the bomb is located at that time
• When the bomb is scheduled to explode
• Type of bomb
• What the bomb looks like
• Why the bomb was placed in the building
• Distinguishing voice characteristics such as accent, pronunciation, etc.
• Caller’s state of excitement and/or his/her attitude
• Caller’s familiarity with the facility as indicated by his/her descriptions of locations
The employee receiving the call will notify his/her supervisor, who in turn will notify the
Chancellor.
Response to Warning
1. When the Chancellor has received the basic details of the bomb threat, he/she will notify the police (911).
2. The Chancellor and the police will gather the facts, assess the situation, and make a decision concerning the search procedure.
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Search
If a specific location was mentioned by the person making the threat, the Chancellor and the
police will designate where and how the search will be conducted. DO NOT ALLOW searchers
to continue looking once the actual explosion is imminent. Clear the area which the caller
indicated at least fifteen minutes before and until fifteen minutes after the time he/she said the
bomb would detonate.
If no specific location is mentioned, the police will not have sufficient manpower to conduct an
adequate search within a reasonable period of time. In that event, Supervisors will be notified
and made responsible for the initial search in each assigned area.
BASIC SAFETY RULES FOR BOMB SEARCH OPERATIONS
• Never have more searchers than absolutely necessary.
• Use a maximum of two searchers per room, or for an area up to 250 square feet.
• Never assume that only one device has been planted. Continue searching operations until the whole area has
been cleared. • Clearly mark and report areas searched and cleared. Tag cleared area with appropriate signs in green ink.
• Clearly mark and report areas found hazardous. Tag hazardous areas with appropriate signs in red ink.
Basic principle: Trust nothing and assume nothing is safe. Searchers should remain alert. A
bomb can be concealed in almost any innocent looking article. When members of the police
department are searching an area, the supervisors familiar with the area will accompany the
police.
If a suspected bomb is located:
1. DO NOT MOVE IT OR TOUCH IT;
2. Clear the area 200 feet in all directions immediately above and below;
3. Open windows;
4. Close fire doors; and
5. Seal off areas and gather both water and Carbon Dioxide fire extinguishers, located on each floor.
Evacuation
If the Chancellor has determined it to be advisable, partial evacuation of visitors and non-
essential personnel may be directed. Partial or total evacuation will be made only by the joint
decision of the Chancellor and the police. The same area used for fire will be used as a staging
area in event of a partial or total evacuation. During an evacuation:
1. Walk out of the building in a quiet manner.
2. Do not cause other people to panic by running.
3. Do not use elevators when you evacuate.
4. Leave drapes, doors, and windows open.
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Reports
After a thorough search of all areas has been completed, all Floor Monitors will report to their
Chief Monitor, who will in turn report to the Chancellor indicating the results of the search.
The Safety Coordinator will prepare a written, comprehensive report, outlining any difficulties
encountered during the incident.
The Safety Coordinator will alert other agencies as needed:
• EMS
• State Police • Sheriff’s Department
• Fire Department
• Other State Agencies
The Safety Coordinator will ensure that the Bomb Search Report has been completed.
The Chancellor will help maintain order, prevent panic, provide for safety of personnel, and
avoid destruction of facility property.
Revisions
Any changes or additions to these policies and procedures will be issued from the Safety
Coordinator.
NATURAL DISASTERS
The following are some suggested procedures for handling natural disasters such as hurricanes,
floods, or tornados.
• DO NOT enter disaster areas, unless it is absolutely essential.
• Do not take lanterns, torches, or lighted cigarettes into buildings that have been flooded or damaged. There is
always the possibility of leaking gas lines or flammable materials.
• Do not touch fallen or damaged electric wires.
• Upon discovering a leaking gas line, immediately leave the area.
• Formulate plans to isolate people from potential hazards.
• Identify the disconnecting switch or master control valves for utility services and make them accessible.
• When a tornado warning is issued, take shelter immediately. The warning indicates that a tornado has been
sighted in the area. Protect yourself from falling objects and flying debris. The best protection is an
underground shelter or ditch or a steel-framed or reinforced-concrete building. If no shelter is available, go
to an area designated by the Safety Coordinator or the lowest floor in the building.
• Avoid glassed-in areas.
• Use the same stairwell movement procedures as used for a fire drill.
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ACTIVE SHOOTER
How to Respond When an Active Shooter is on Campus
Quickly determine the most reasonable way to protect your own life.
1. Evacuate
If there is an accessible escape path, attempt to evacuate the premises. Be sure to:
• Have an escape route and plan in mind
• Evacuate regardless of whether others agree to follow
• Leave your belongings behind
• Help others escape, if possible
• Prevent individuals from entering an area where the active shooter may be
• Keep your hands visible
• Follow the instructions of any police officers
• Do not attempt to move wounded people
• Call 911 when you are safe
2. Hide out
If evacuation is not possible, find a place to hide where the active shooter is less likely to
find you
Your hiding place should:
• Be out of the active shooter’s view
• Provide protection if shots are fired in your direction (i.e. an office with a closed and locked door)
• Not trap you or restrict your options for movement
To prevent an active shooter from entering your hiding place:
• Lock the door
• Blockade the door with heavy furniture
If the active shooter is nearby:
• Lock the door
• Silence your cell phone and/or pager
• Turn off any source of noise (i.e., radios, televisions)
• Hide behind large items (i.e., cabinets, desks)
• Remain quiet
If evacuation and hiding out are not possible:
• Remain calm
• Dial 911, if possible, to alert police to the active shooter’s location
• If you cannot speak, leave the line open and allow the dispatcher to listen
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3. Take action against the active shooter
As a last resort, and only when your life is in imminent danger, attempt to disrupt and/or
incapacitate the active shooter by:
• Acting as aggressively as possible against him/her
• Throwing items and improvising weapons
• Yelling
• Committing to your actions
How to Respond When Law Enforcement Arrives
Law enforcement’s purpose is to stop the active shooter as soon as possible. Officers will
proceed directly to the area in which the last shots were heard.
• Remain calm, and follow officer’s instructions
• Put down any items in your hands (i.e., bags, jackets)
• Immediately raise hands and spread fingers
• Keep hands visible at all times
• Avoid making quick movements toward officers such as holding on to them for safety
Information to provide law enforcement or 911 operators:
• Location of the active shooter
• Number of shooters, if more than one
• Physical description of shooter/s
• Number and type of weapons held by the shooter/s
• Number of potential victims at the location
ACCIDENT DOCUMENTATION AND REPORTING
When an accident involving injury, however minor occurs on the job, it should be reported in
accordance with instructions and on forms specified below. These forms may be obtained by
calling the Safety Coordinator at (225) 743-82525
• Complete an Office of Risk Management Incident Reporting Form. This form should be completed within
twenty-four (24) hours of the occurrence.
• Should medical attention be procured, it becomes necessary for the injured person to complete the Employer’s
Report of Occupational Injury or Disease Form (E-1) within ten (10) days.
• Employees who are seen by a physician should refer that medical provider to the Campus personnel office for
verification of the on-the-job injury.
• Should medical attention be required, an employee or his/her designee must complete the employee portion of
an Authorization for Initial Medical Treatment Form.
• Before an employee receives Worker’s Compensation for lost time, the employee must have lost seven (7)
consecutive days of work. Beginning on the eighth (8th) day of loss of time, Worker’s Compensation will
reimburse loss of time at 66-2/3%.
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• Accidents without injury should be reported to the Safety Coordinator to include any or all
potential hazard.
Accident Investigation
In addition to reporting accidents with injury, all accidents must be reported to the Campus
Personnel Office.
Analysis of Accidents
The purpose of reporting and investigating, in addition to meeting regulatory obligations, is to
provide basic data for analysis of accidents and near-accidents. The Safety Coordinator will
review accident reports and records of accidents, as the core of information for their activities.
These analyses may be used for, but not be limited to, the following purposes:
• Creating an interest in safety among supervisors by furnishing them information pertaining to accidents
occurring in their areas of activity.
• Determining, by analysis, principle accident causes and sources so that prevention efforts can be concentrated
where the largest reductions can be achieved.
• Alerting supervisors to the most frequent unsafe practices and conditions so they may use their time and effort
to the greatest advantage.
• Evaluating the total safety program by comparison with past performance and with other units.
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APPENDIX M
RANK AND PROMOTION POLICY
Faculty Rank
The Chancellor, upon approval of the LCTCS Board, has the final authority for granting or
denying promotion-in-rank. Rules of the LCTCS Board are adhered to in all
recommendations for promotion. Promotions approved during one academic year will
become effective at the beginning of the contract for the next academic year. All
recommendations for promotion are the result of the evaluation selection process, specific
guidelines contained in this document, limitation on assignments of ranks and within the
funds allocated for promotion.
Procedures and Specific Information
I. Purpose
The purpose of promotion-in-rank is to provide eligible Faculty with academic rank as an
acknowledgment for exceptional teaching, learning, and service to the college and
community.
II. Scope and Applicability
This policy and procedures document applies to all full-time faculty. It does not apply to
faculty who are employed on limited appointments or adjunct faculty members.
III. Specific Guidelines
A. Administrators may earn rank as members of an academic discipline by following
the eligibility requirements delineated below.
B. Prior to the beginning of the promotion process, the college may establish and
announce a maximum number of promotions that will be granted during an
academic year based on allocated funding.
C. For the purposes of this policy, a year runs from the first day of the fall semester
through the day before the succeeding fall semester, unless otherwise indicated.
IV. Eligibility Requirements
A. Minimum Time-in-Rank Eligibility
To be eligible for promotion, a faculty member must have completed a minimum of
three years (six semesters, not including summer) of full-time continuous service in
existing rank at River Parishes Community College and/or another institution under
the management of the LCTCS Board.
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An application for promotion may be submitted at the beginning of the fourth year
of employment in one’s present rank, in accordance with the established timeline
for submitting applications.
B. Minimum Annual Evaluation Eligibility
To be eligible for promotion, a faculty member must have earned “Meets Expectations”
(2.50-3.49) or above on his/her Annual Evaluation for the last three consecutive years.
C. Professional Preparation for Promotion
Promotion to the rank of Assistant Professor, Assistant Technical Professor, Associate
Professor, Associate Technical Professor, Professor, and Technical Professor is awarded
for substantial achievement in the areas of classroom teaching, advising, professional
growth, and service to the college and community.
These minimum rank qualifications must be met in every recommendation regarding
appointment to academic rank and for promotion in academic rank, or in requested
exceptions as provided in the note below. Faculty must demonstrate minimum criteria to
be eligible for promotion in rank. Promotion must be sequential in each rank.
1. a. Instructor to Assistant Professor
▪ Hold a Master’s Degree in his/her field with at least 18 graduate semester
hours in the discipline.
▪ Three years of full-time experience at the instructor rank at RPCC.
▪ Give evidence of competence as a college instructor.
▪ Provide evidence of service on one or more College Committees.
▪ Demonstrate positive involvement in either professional or community activities.
b. Technical Instructor to Assistant Technical Professor
▪ Hold an Associate Degree or equivalent in teaching or related field. An
associate degree equivalent is
o 64 college credit hours OR o 3.5 years of field related work experience plus a certification,
apprenticeship, licensure, etc. in teaching field.
▪ Complete at least two years of full-time, field related work experience.
▪ Three years of full-time experience at the Technical Instructor rank at RPCC.
▪ Give evidence of competence as a college instructor.
▪ Provide evidence of service on one or more College committees.
▪ Demonstrate positive involvement in either professional or community
activities.
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2. a. Assistant Professor to Associate Professor
▪ Hold a Doctorate in his/her field or hold a Master’s Degree plus 18 additional
graduate semester hours in his/her primary field or in a secondary field;
▪ Complete five years of full-time college experience, three of which must have
been at the Assistant Professor level at RPCC.
▪ Give evidence of the capacity to teach at a consistently satisfactory level.
▪ Give evidence of superior service in such areas as scholarship, leadership in a
professional organization and community activities.
b. Assistant Technical Professor to Associate Technical Professor
▪ Hold a Bachelor’s Degree or equivalent with 12 semester hours in
teaching field. An equivalent is:
o 128 College Credit Hours OR o 14,000 hours or 7 years of full-time, field related work experience plus
a certification, apprenticeship, licensure, etc. in teaching field. ▪ Complete at least 2 years of full-time field-related work experience
▪ Complete five years of full-time college experience, three of which must have
been at the Assistant Technical Professor level at RPCC.
▪ Give evidence of the capacity to teach at a consistently satisfactory level.
▪ Give evidence of superior service in such areas as scholarship, leadership in a
professional organization and community activities.
3. a. Associate Professor to Professor
▪ Hold an earned Doctorate or terminal degree in his/her area of primary
responsibility and complete nine years of full-time college teaching
experience, three of which must have been at the Associate Professor
level at RPCC.
o Faculty who hold a Master’s Degree plus an additional 30 graduate semester hours will be eligible after one additional year of full-time experience at the Associate Professor level.
o Faculty who hold a Master’s Degree plus an additional 18 graduate semester hours will be eligible after two additional years of full-time experience at the Associate Professor level.
▪ Demonstrate ability to work constructively with the junior members of the
faculty and to assume a leadership role in the work of the College.
▪ Give evidence of meritorious service to the College beyond those duties
directly associated with classroom instruction.
▪ Give evidence of outstanding service in such areas as scholarship, leadership
in professional organizations and community activities.
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b. Associate Technical Professor to Technical Professor
▪ Hold a Master’s Degree or a Bachelor’s degree plus any combination of
graduate education or teaching experience above the 10 years equivalent to
60 graduate credit hours:
o Two years of each additional teaching experience equals 15 graduate credit hours.
o A maximum of 4 years of teaching experience (the equivalent of 30 graduate hours) may be substituted.
▪ Complete at least 2 years of full-time field-related work experience
▪ Complete nine years of full-time college experience, three of which must
have been at the Associate Technical Professor level at RPCC.
▪ Demonstrate ability to work constructively with the junior members of the
faculty and to assume a leadership role in the work of the College.
▪ Give evidence of meritorious service to the College beyond those duties
directly associated with classroom instruction.
▪ Give evidence of superior service in such areas as scholarship, leadership in a
professional organization and community activities.
V. Point System and Criteria for Promotion
A. Point System
The purpose of the Promotion Committee is to recommend Faculty members for
promotion who exemplify high quality performance. The promotion cycle begins
on the official first day of the fall semester and runs through summer until the day
prior to the official start of the next fall semester. To be eligible, applicants must
earn a minimum number of points awarded by the Promotion Committee.
Applicants are awarded points based on documentation of their accomplishments
and achievements. Points for the current cycle must be earned since the end of the
cycle for the most recently attained promotion (or date of hiring) or within the last
eight years of River Parishes Community College employment (with the current
year being considered as the eighth year), whichever is more recent.
Instructor to Assistant Professor minimum of 75 points
Technical Instructor to Assistant Technical Professor
Assistant Professor to Associate Professor minimum of 80 points
Assistant Technical Professor to Associate Technical Professor
Associate Professor to Professor minimum of 85 points
Associate Technical Professor to Technical Professor
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B. Criteria for Evaluation of Achievements
Faculty members applying for promotion in rank will be evaluated on performance
and accomplishments as described in this document. Documentation is required for
all stated activities.
Each performance category carries a range of points to be awarded. Parts are
mutually exclusive of each other. Once an activity has been listed in one part, it
may not be listed in any other part.
The following is a description of the seven categories in which candidates will be
evaluated:
1. Job Performance Assessment Scale for Teaching Faculty (0-57 points)
a. Supervisor’s performance evaluation of teaching and direct instructional
activities based on observation of classroom performance for the last three
years. Using the Section A Summary Rating from Faculty Evaluation and
Planning Form, the applicant may receive a maximum of 10 points for each
of three years (0-30 points). Written explanation of missing observations
must be provided.
Outstanding 4.50 - 5.00 10 points per year
Exceeds Expectations 3.50 – 4.49 8 points per year
Meets Expectations 2.50 – 3.49 6 points per year
Needs Improvement 1.50 – 2.49 2 points per year Unsatisfactory less than 1.50 0 points per year
b. Supervisor’s performance evaluation of ancillary responsibilities, including
service to students, department, division or college for the last three years.
This assessment shall be based on the extent to which the applicant
performs the responsibilities of his/her job outside the classroom. Using the
Section B Summary Rating from Faculty Evaluation and Planning Form,
the applicant may earn a maximum of 5 points for each of the three years
(0-15 points).
Outstanding 4.50 – 5.00 5 points per year
Exceeds Expectations 3.5 – 4.49 4 points per year
Meets Expectations 2.50 – 3.49 3 points per year
Needs Improvement 1.50 – 2.49 2 points per year Unsatisfactory less than 1.50 0 points per year
c. Student’s Evaluations
This assessment shall be based on summary reports of student evaluations
(as recorded on Question 10: overall quality of instruction) for the last three
consecutive years. To produce these reports, applicants must use their
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student evaluations from the last three years to complete the Excel
worksheet entitled “Student Evaluation Score Sheet for Promotion Packet”
located in Appendix B in the electronic copy of the Rank and Promotion
policy. The completed form should then be placed in the parent folder of
VB1c. The applicant may receive a maximum of 4 points for each of the
three years (0-12 points).
Excellent 4.50 – 5.00 4 points per year
Good 3.50 – 4.49 3 points per year
Average 2.50 – 3.49 2 points per year
Fair 2.00 – 2.49 1 point per year Poor less than 1.50 0 points per year
2. Job Performance Assessment Scale for Non-Teaching Faculty (0-57 points)
For non-teaching faculty (e.g. librarians), job performance is assessed solely using
an evaluation completed by the immediate supervisor with a maximum of 19 points
for each of last three years.
Outstanding 4.50 – 5.00 19 points per year
Exceeds Expectations 3.50 - 4.49 15 points per year
Meets Expectations 2.50 – 2.99 11 points per year
Needs Improvement 1.50 – 2.49 5 points per year Unsatisfactory less than 1.50 0 points per year
3. Additional Evidence of Exemplary Job Performance
(0-5 points as evaluated by the Promotion Committee)
The applicant may receive additional points up to a maximum of 5 points based on
the applicant’s special honors, awards or other evidence of outstanding
performance in an area of responsibility. Points may be earned by, but are not
limited to, the following: developing an online course, developing a new course or
resurrecting a dormant course, developing a service learning course, mentoring
adjuncts, receiving a teaching honor or award, demonstrating innovative teaching
techniques, serving in a leadership role in a department, creating a new student
organization, providing outstanding leadership to a student organization,
representing RPCC in the community in a significant way, or other instances of
extensive exemplary service to the college or community. Non-teaching Faculty
may earn discretionary points by demonstrating excellence in their primary area of
responsibility (library, counseling and administration). These discretionary points
are designed to reward applicants for going beyond the normal requirements of
their job duties. As such, points will not be given for activities that are considered
part of regular teaching duties or responsibilities to the college. These points are
voted upon by members of the Promotion Committee, based on the documentation
provided by the applicant in the VB3 folder. The total number of points awarded
may not exceed 5 points for all years combined.
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4. Continuing Academic and Professional Development
(0-10 points as evaluated by the Promotion Committee)
This section requires an evaluation of the continuing academic and professional
development of the applicant. Each statement of the work or attendance must be
accompanied by documentation.
a. Study at the graduate/undergraduate level in one’s discipline or related
area as determined by the Promotion Committee. Each credit hour is
valued at two points. All coursework since the applicant’s last
promotion, or hiring, may be included. (Transcripts must be included to
verify.)
b. Other study such as workshops, training, and seminars in the discipline
area or areas related to primary responsibility. Workshops, training, or
seminars are defined as educational activities focused on providing new
information on one particular subject. These activities may be delivered
face-to-face or online. Each appropriate workshop, training, or seminar
will be valued at one-half point for each half-day (four hours).
Applicants must provide evidence of the number of days/hours of these
activities.
c. Attendance at state, regional, or national conference of professional
organization (1 point per day of attendance, maximum of 3 points).
d. Participation in staff development activities at River Parishes
Community College. Examples of staff development activities include
but are not limited to talks, presentations, and/or trainings that occur at
faculty in-service meetings or monthly faculty meetings. Each hour of
attendance at an organized staff development activity will be valued at
one-fourth point.
e. Participation in state, regional or national professional organizations
(0-5 points as evaluated by Promotion Committee).
i. Officer or editorial staff in state, regional or national
professional organization (1 point per state service, 2 points per
regional service, and 3 points per national service);
ii. Service on a committee of state, regional or national
professional organization (2 points per service);
iii. Active member of professional organizations (1 point per
organization).
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5. Service to the College and Community – Other than Designated Primary
Teaching Responsibilities (0-18 points as evaluated by Promotion Committee)
Each activity in this category will carry variable points as indicated below and must
be completed since the last date of application for most recently attained promotion
(or date of hiring) or within the last eight years, whichever is more recent.
a. Committee assignments. Service as an active member of a Departmental or
Level 2 Committee (1 point); College or Level 1 Committee (2 points); or as
Chair of a Departmental or Level 2 Committee (2 points); Chair of a
College or Level 1 Committee (3 points). These points will be awarded for
each full academic year (fall and spring) of service on a committee. Service
on some ad-hoc committees and ones that normally only meet for one
semester will be treated as service for a full academic year. Committee work
excludes routine responsibilities of Faculty (such as exam development and
grading). Documentation of committee work should include official
minutes, official committee correspondence or work (emails, documents,
etc.) or explicit documentation from committee chair to verify attendance
and active participation;
b. Faculty Representative (2 points per year);
c. Grant submission as approved by Vice Chancellor and not prepared on
reassigned time (2 points per submission and-max of 4 points per year);
d. Grant acquisition and implementation, not completed on released time (3
points per grant; maximum 6 points per year);
e. Publication (book, manual), not produced on reassigned time, used solely by
the College (3 points each);
f. Participation in documented student recruitment activity outside faculty
member’s official work schedule and outside of Recruiting Committee
assignments. (1 point per activity; maximum of 3 points per year);
g. Presenter at workshops/seminars at the College level (1 point per
presentation; maximum of 3 points per year);
h. Service, on behalf of the College, to a civic/philanthropic organization or to
the community (1- 3 points each, depending on extent of service: maximum
of 6 points per year);
i. Service to the community, on behalf of the College, as a presenter at or
judge of, a demonstration or exhibition (1- 3 points each, depending on
extent of service; maximum of 6 points);
j. Service on advisory, steering or selection/interview committee for an
academic program of River Parishes Community College (1 point each);
k. Service to the College as a volunteer. (one-fourth point per hour, maximum
of 6 points).
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6. Work of Significance to Profession—Area Related to Primary
Responsibility (0-5 points as evaluated by Promotion Committee)
a. Book focused on area of responsibility and published by recognized
professional group or educational publishing company, financed by an
entity other than the individual or River Parishes Community College (5
points each);
b. Book Chapter or professional article published in a peer reviewed journal
(3 points each);
c. Editing work on a book (3 points each);
d. Creative work performed or accepted by juried competition (1 point each
state presentation, 2 points each regional presentation, 3 points each
national presentation;
e. Presentation/seminar given at state, regional or national conference (3
points per presentation);
f. Research study, instructional material, or training guide designed and
completed for use outside the College (3 points each).
7. General (0-5 points as evaluated by Promotion Committee)
If allocation of points within Parts 4, 5 or 6 has been exceeded, the applicant will
earn up to 5 excess points in this section. Promotion Committee members may
award additional points in this category.
VI. Composition of Committees
A. Promotion Committee
Committee members are appointed by the Chancellor. To be eligible to serve on the
Committee, a faculty member must meet the following criteria:
1. Be employed as a full-time faculty member (not a limited appointment);
2. Hold rank of Assistant Professor/Assistant Technical Professor or higher and
complete three years of full-time employment as a faculty member at River
Parishes Community College;
3. Not be an applicant for promotion during the academic year in which he/she
serves on the Committee.
4. Not have served on the Promotion Committee both of the previous two
consecutive years.
B. The Promotion Committee will be composed of the Vice Chancellor of Academic
and Student Affairs and five faculty members to be assigned by the Chancellor.
The Vice Chancellor will have an ex-officio role and will serve as a resource to the
committee regarding the implementation, interpretation and consistent application
of the policy. If the Vice Chancellor of Academic and Student Affairs is a
candidate for promotion, the Chancellor shall appoint a senior member of the
faculty to serve in this position. The Vice Chancellor will call the first meeting of
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the Promotion Committee at which time the chair of the committee will be elected.
No member will serve as Chair of the committee for more than two consecutive
years.
C. Promotion Appeals Committee
The members of the Promotion Appeals Committee will be full-time faculty
members who have not served on the Promotion Committee during that academic
year (when possible). The Vice Chancellor will have an ex-officio role and will
serve as a resource to the committee regarding the implementation, interpretation
and consistent application of the policy. The committee should be composed of at
least five faculty members who meet the following criteria:
1. Be employed as a full-time faculty member (not a limited appointment);
2. Hold rank of Assistant Professor/Assistant Technical Professor or higher and
complete at least three years of full time service as a faculty member. (If
there is not sufficient faculty at the rank of Assistant Professor/Assistant
Technical Professor or higher eligible to serve, then any faculty with at least
four years of service shall be eligible to serve.);
3. Not be an applicant for promotion during the academic year in which he/she
serves on the Committee.
VII. Composition of Faculty with Rank
The College should strive for 25-35 percent of full-time faculty at the rank of Associate
Professor and 25-35 percent of full-time faculty at the rank of Professor.
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APPENDIX N
FACULTY WORKLOAD POLICY
Workload Requirements for Full-Time Faculty
Purpose, Scope and Applicability
River Parishes Community College (RPCC) has established this workload policy, defining faculty types
and providing established workload requirements that allow faculty to fulfill responsibilities according
to position type. The purpose of this document is to publish established guidelines for a faculty member
work week and course/work requirements for full-time faculty members teaching credit courses through
RPCC. Specific requirements, such as course loads, calculation of overload pay, adjunct pay, extended
day assignments, supplemental employment and college obligations are outlined in this document. This
policy applies to faculty teaching credit courses: 9-Month Faculty; 10-Month Faculty; 12-Month
Faculty; Temporary Full-Time Faculty; and Grant Employees who are in grant positions comparable to
full-time faculty teaching credit courses.
Definition and Faculty Types
Faculty: as defined by Louisiana Revised Statute § 17: 3304, refers to members of the instructional staff
of each college and university having the rank of instructor or higher and persons engaged in library,
artistic, research and investigative positions of equal dignity, shall constitute the faculty of each college
and university. The head of each college or university and its academic officers shall be members of the
faculty.
Full-Time Faculty: refers to faculty placed under signed faculty agreement. The full-time faculty
designation is absent a reference to temporary or adjunct status. Full-time faculty may be reflected
within 9-month, 10-month, or 12-month agreements. Only full-time faculty members are eligible for
promotion in rank. Full-time faculty members are hired on a one year (typically fall/spring) agreement.
Temporary Faculty: refers to faculty employed on a temporary basis, on a part-time basis, or who are
hired with titles outside of the designated faculty ranks and are not eligible for promotion until such
time as their status and their designations are changed to become a part of the specified faculty ranks
described within the published Faculty Rank and Promotion Policy 1.044.
Part-Time / Adjunct Faculty: refers to faculty members holding agreements to teach less than a full-
time course load (i.e. less than 30 hours per week) or to teach less than a full session on a semester-by-
semester or summer term basis. Adjunct faculty members’ agreements contain no guarantee of
continued employment.
Full-time and part-time faculty must hold acceptable SACSCOC credentials for transfer courses and the
appropriate industry license, credential, and/or experience to teach in technical or transitional education
fields.
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Full-Time Faculty Work Week (Excerpt from LCTCS Policy 6.0003)
For each full-time unclassified employee, each appointing authority shall establish administrative work
weeks of not less than forty (40) hours per week or pay periods of not less than eighty (80) hours per pay
period. The purpose of establishing the 40-hour week/80-hour pay period is to provide appointing
authorities a system of accounting for and the taking of leave. A work station normally will be one’s
office or elsewhere on the employer’s premises, or at other locations as approved by the appointing
authority while representing the employer. For example, it is understood that some faculty work may be
done outside the office in places such as the library, in laboratories or in off-campus sites.
Work Load
In accordance with Louisiana Community and Technical College System policy, RPCC has established
a 40-hour work week for all full-time faculty members. Of those 40 hours, it is understood that some
faculty work is done outside the office such as in libraries and laboratories, online and off-campus.
During fall and spring semesters, RPCC expects instructional faculty to be on campus (including
instructional or clinical/practicum site) at least four days per week. The Director of Human Resources
may approve necessary exceptions to the four day a week work schedule with supervisor approval.
Of these 40 hours, a combined total of 25 hours must be devoted to lecture, lab, and posted office hours.
A minimum of 15 hours of the total 25 hours must be devoted to classroom and/or laboratory teaching
assignments, possibly in a combination of day and evening classes, as well as courses that may be offered
in hybrid or online formats. Full-time faculty members are required to fulfill 5-10 posted office hours
per week, as determined by teaching load of 15-20 credit hours. These office hours, whether held
physically on-campus or via virtual presence in online and hybrid as outlined below, must be held at
times convenient for students, and must be at least 30 minutes in length. Office hours must be submitted
to the Academic and Student Affairs Coordinator and posted for students every semester. In a situation
where a faculty member teaches more than 15 credit hours as part of a regular full-time teaching load,
the overall combined credit hours and office hours are to total 25 hours with no fewer than 5 office hours.
The remaining 15 hours are flexible hours devoted to fulfilling other College-related obligations such as,
but not limited to, committee work, participation in faculty convocation and other faculty meetings,
registration and advising, serving as faculty sponsor for student organizations, curriculum development
and revision, and/or partnership activities with business/industry and secondary partners. All faculty,
especially full-time technical faculty, are expected to participate in business and industry activities, such
as advisory groups, site visits, needs assessments, and training and recruitment activities as driven by the
mission of the College and with supervisor approval.
Reduction in Office Hours by # of Online Courses on Faculty Load
• Faculty teaching an online course (the hybrid course is excluded here as it has a face-to-face
component) may set aside two hours per week per online class for virtual office hours. Virtual
office hours enable faculty to hold office hours online by using technology to allow for
synchronous interactions with students.
• Each online class considered to be part of faculty load (not including additional adjunct
contracted courses) may result in up to two (2) hours of reduced on-campus office hours and the
number of lecture hours being taught online (e.g., a faculty member with four 3-credit, face-to-
face courses and one 3-credit online class may choose to be on campus for 8 office hours and 12
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instructional hours, for a total of 20 on-campus hours or on campus for 10 office hours and 12
instructional hours, for a total of 22 on-campus hours).
• Virtual office hours benefit students in online courses as well as students whose work and/or
school schedules conflict with the faculty member’s face-to-face availability. Virtual office hours
also allow faculty to enact more flexibility by making themselves available later in the evening
or on weekends when many students are actually working on course assignments and have
questions.
• Faculty teaching online (either fully or in hybrid mode) are expected to provide equivalent
student access via online methods (discussion board moderation, open chat availability for
students, etc.). Expectations are that faculty will spend 3-5 hours of live virtual presence per week
including virtual office hours. This may be monitored for compliance by the Division Coordinator
of the instructor teaching the Online/Hybrid section.
• Faculty teaching online who elect to hold virtual office hours are required to clearly establish and
publish their virtual office hour schedule within the Learning Management System and inform
students and their immediate supervisor.
Online Course Delivery
• Full-time faculty are expected to carry a load of no fewer than eight face-to-face classes per
academic year except as driven by enrollment; scheduling priority will be given to face-to-face
classes. Exceptions may be recommended by the Division Coordinator and approved by the Vice
Chancellor of Academic and Student Affairs based on student demand for online courses.
o Hybrid courses are excluded from this restriction as they are counted as face-to-face
courses in determining 9-Month Full-Time Faculty course load.
• Exceptions to the number of online courses offered by a full-time faculty member will be assessed
by the division coordinator and may be adjusted based on employee workload, difficulty of course
content, and College need. The following are examples of circumstances where permission might
be granted to teach fewer than eight face-to-face classes per academic year:
o The program in which the faculty member is teaching is currently offering most of its
courses in the online format.
o The faculty member is hired specifically for instruction primarily through online.
o The need for online courses in a discipline/department in a given semester for best service
to students warrants greater online responsibility for faculty.
o The face-to-face load of faculty is reduced by other factors such as Release Time for
special assignments or projects.
o The division coordinator and VCASA have selected to use predominately online
instruction to serve within a specific semester coverage of courses to provide continuation
of faculty instructional load for medical, military, or other appropriately approved
circumstances. The utilization of greater or all-online instruction by a faculty member will
be defined clearly for that semester and will not be expected as a continuing load
assignment beyond the semester approved.
• The credentials for all faculty considered for employment at RPCC must be reviewed by the
division coordinator and approved by the VCASA. In addition, faculty teaching online must
complete eLearning training offered by the College. Faculty with other eLearning training or
experience obtained outside of RPCC may receive permission to teach online if approved by the
division coordinator and Online Course Review Committee.
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Faculty Obligations to the College Outside of Teaching, Classroom, Lab Responsibilities
Full-time faculty members are expected to participate in college-related non-teaching activities as part
of their faculty duties. Faculty members must seek prior authorization and complete any required forms
(e.g. Faculty Absence Form). These activities and duties include, but are not limited to, the following:
Student Advisement
Student advisement duties are inherent in each full-time faculty member’s responsibilities.
Registration duties will be assigned for both regular and late registration, as well as during
office hours. Advisement occurs throughout the academic year.
Partnership Activities, Service to the College, and Committee Work
Faculty members are to participate in departmental, divisional, and college-wide meetings;
committees; college service assignments; and partnership activities with secondary and/or
business and industry partners as assigned or requested.
Commencement Exercises
All full-time faculty members are expected to attend commencement exercises.
Adjunct attendance is welcome but is not required.
Calculation of Overload
A. Full-Time Faculty Overload Contract Pay in Fall and Spring Semesters
A full-time faculty member’s annual salary is based on a total of 40 hours: combined total of 25
hours devoted to lecture, lab, and posted office hours and a total of 15 hours of professional
development and other college obligations.
Prior authorization is required for reassigned time. Reassigned time may be used to calculate the
required 40 hours or be assigned as overload, whereby the result of this reassignment results in
some documentable work for the College with supervisor approval. Independent study sections
may be set up with supervisor approval for students close to completion of an award in a current
or upcoming semester and with other special exception, as approved by supervisor. Faculty will
be paid for these independent study options, $145 per student enrolled, which is the assigned per
student rate.
Overload or contract pay is paid for work in excess of the 25 hours devoted to lecture, lab, and
posted office hours. Full-time faculty are paid overload via agreement, by the course, lecture
courses are reimbursed at a per credit hour rate of $765. Faculty members are paid overload for
laboratories by the course as well at a rate of $765 per work load point based on the lab work
load point schedule. Full-time faculty may be approved to teach up to 6 credit hours over a full-
time load. In special circumstances, a faculty member may be approved to teach more than 6
credit hours overload with recommendation from that faculty member’s Division Coordinator
and approval by the Vice Chancellor for Academic and Student Affairs.
If an online course is an overload, faculty will be compensated at the reimbursement rate given in the
Online Payment Policy (Appendix O).
Overload assignments are not guaranteed for full-time faculty. Overloads are based on a number of
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factors that include but are not limited to the needs of the College, instructor expertise, and the faculty
member’s annual Faculty Performance Evaluation.
B. Full-Time Faculty Contract Summer Session Pay
Except for 12-Month faculty, all full-time faculty members are hired as adjuncts for the Summer
sessions and are paid at the reimbursement rate of $765 per credit hour for lecture courses. Lab
courses are reimbursed by contact hours at a rate of $765 per contact hour. Summer faculty are
limited to a total of less than 12 credit hours for the summer term. Full-time faculty members
teaching during the summer are expected to hold office hours by appointment and respond to
student e-mails in a timely manner.
General Provisions
Full-time faculty members may be required to teach part of the full-load during the evening,
weekend, or online.
Overload pay and summer teaching agreements are not guaranteed to full-time faculty members, and
duties are subject to change based on department needs. Student demand for courses is necessary for
faculty to maintain a full-time assignment.
Should student enrollment or demand for courses become a concern in regard to a full-time faculty
member’s annual contract, temporary reassignment of duties may be an option, and Human Resources
and Academic Studies will provide the faculty member notice concerning the potential implications
for workload and/or annual contract renewal.
Adjunct, Part-time Faculty, Pay and Status in Regard to Health Care Benefits
Part-time faculty, or adjuncts, are hired on a semester-by semester basis. The total hours assigned
to a part-time faculty member is not to exceed a total of 12 credit hours in a given semester. Part-
time faculty are not paid by the hour, but rather by the course. Each lecture course will be paid at
a rate of $765 per credit hour. Faculty members are paid overload for laboratories by the course
at a rate of $765 per work load point based on the lab work load point schedule. For purposes
health care eligibility, part-time faculty are defined by the IRS as follows:
26 CFR Parts 1, 54, and 301an institution of higher education with (a) 2 1/4 hours of service
(representing a combination of teaching or classroom time and time performing related tasks
such as class preparation and grading of examinations or papers) per week for each hour of
teaching or classroom time (in other words, in addition to crediting an hour of service for each
hour teaching in the classroom, this method would credit an additional 1 1/4 hours for activities
such as class preparation and grading) and, separately, (b) an hour of service per week for each
additional hour outside of the classroom the faculty member spends performing duties he or she
is required to perform (such as required office hours or required attendance at faculty meetings).
Thus, according to the rule, a college or university could deem an adjunct faculty member who
teaches 12 credits as having worked 27 hours a week (12 x 2.25).
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RIVER PARISHES COMMUNITY COLLEGE
FACULTY WORKLOAD DOCUMENT
Faculty Member _ Semester _
Phone E-mail
Class Schedule
DEPT NBR SEC DAYS START
TIME
END
TIME
LOCATION NO. OF
HOURS
Total Number of Scheduled Class Hours
Office Hours
DAY TIMES NO. HOURS
Monday
Tuesday
Wednesday
Thursday
Friday
(Minimum of 10 scheduled hours required) Total Number Office Hours
Note:
1. The total number of hours should equal at least 25 hours. Also, office hour time
should be scheduled in no less than 30 minute increments.
2. It is the faculty member’s responsibility to inform Academic Services and post an
announcement for students if not at the assigned location at the assigned time.
3. Leave must be taken if not present during class and/or office hours.
Enter the Total Number of Hours
Faculty Member Signature Date
Vice Chancellor of Academic and Student Affairs Date
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APPENDIX O
Online Payment Policy
Enrollment capacities for online courses are as follows:
• 25 students for English
• 30 students for all other subjects
• Course capacities can be changed upon approval of the Vice Chancellor for Academic and
Student Affairs or her designee, in consultation with the College faculty, in consideration of the
needs of the College.
Fulltime Faculty: Online Payment
• If the course is part of the full-time faculty load (15 credit hours per semester), faculty shall
receive no additional compensation for the first 30 students (25 for English). Faculty will be
compensated at a rate of $49 per student per credit hour for each student above 30 (25 for
English).
• If the course is an overload, faculty will be compensated at a rate of $765 per credit hour plus
$49 per student per credit hour, for each student above 30 (above 25 for English).
• An online course will be considered an overload, as follows:
o A faculty member teaches more than 5 classes, of which 5 or more are face-to-face, the
online class(es) will be considered the overload(s).
o A faculty member teaches more than 5 classes, 4 or fewer of which are face-to-face, the
online class(es) with the highest enrollment number(s) will be considered part of the
full-time load.
Adjunct Faculty: Online Payment
• Adjunct faculty will be compensated at a rate of $765 per credit hour plus $49 per student per
credit hour, for each student above 30 (above 25 for English).
• An online section taught by an adjunct instructor may not exceed 30 students.
• Online courses taught by adjunct faculty shall be aggregated with face-to-face and other courses
for purposes of adherence to adjunct maximum load policy.
The payment for labs will be adjusted based upon the current credit hour weights used (1.5 and 2.25,
depending on the lab).
For the purposes of this policy, the number of students shall be based on the census at the end of the
14th class day.
An online course may be taught by a faculty member who did not author the course only in the
following cases:
• The course author received a course development fee from the College, LCTCS or any other
source, OR
• Consent of the Course Author, OR
• Request of the Vice Chancellor of Academic and Student Affairs AND consent of the Course
Author. In this case, the Course Author shall receive a usage fee of $300 per course per
semester.
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APPENDIX P
WHAT DO I DO WITHIN THE FIRST TWO WEEKS OF THE SEMESTER?
“Syllabi?”
They are due no later than the 2nd week of the semester. The syllabi can be either emailed to
[email protected] or uploaded on the Faculty (S) drive in the Syllabi by Academic Term folder in
its respective semester. The uploading can be done by the instructor. If you are new to RPCC
and not sure of how the syllabi should be structured, talk to your Division Coordinator. They
can be very helpful. If you need the template, it can be found on the Faculty (S) drive in the
Academic Affairs Records folder.
“Workload Document?”
Your Workload Document should be submitted no later than the first day of classes. Remember
to add in your Office Hours. You can find the Faculty Workload Document on the Faculty (S)
Drive and in the Academic Affairs Records folder.
“Contact information?”
This should be updated prior to the beginning of each semester or if you need to change
information. You do not have to update information if nothing changes. You can find the
Faculty Workload Document on the Faculty (S) Drive and in the Academic Affairs Records
folder.
“Handbook acknowledgement?”
This is usually done at the start of the Fall Semester; however, there are some new faculty
members that start in the Spring Semester. Please return the signature page within the first week
of classes. You can find the handbook on the Faculty (S) Drive and in the Academic Affairs
Records folder. You only need to return the acknowledgement page.
“Work schedule for my office door?”
This should be posted using the approved template no later than the first week of class. By this
time, you should have been assigned your classes. If you receive a new class after the first day,
please email [email protected] and request a new schedule form and a new Workload document.
You can find the template for your schedule on the Faculty (S) Drive and in the Academic
Affairs Records folder.
“This CANVAS, how do you work with it? When do I need to “turn the class(es) on?” Is
there a way I can learn how to work CANVAS?
See Wendy Johnson and Connie Chemay in the Library on working through CANVAS. You can
find a Quick Start for Canvas on the Faculty (S) Drive and in the Academic Affairs Records
folder.
“Contract?”
Please sign your full time contract prior to convocation. By that time, you should be very certain
about your position. If you have an adjunct contract, please sign and return it within the week of
receiving it.
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APPENDIX Q
CAMPUS FLOOR PLANS
RPCC is a Tobacco-Free Campus. No tobacco products or electronic cigarettes are allowed.
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RPCC Technical Training Center at the Edenborne Main Campus
(Computer Labs highlighted)
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