SECTION 3: FACULTY ISSUES

3.1.0 Emeritus Status-Academic Dean

(revised 02/02/2010)

Professor emeriti are accorded the following privileges:

• Free admission to campus events to which regular faculty members are admitted free of charge;
• Use of college stationery and limited secretarial service as available;
• Office space when available;
• Use of athletic facilities in accordance with arrangements made for regular faculty members;
• Being kept on college email and mailing lists, including those for the alumni newsletter, the president’s reports and other similar publications;
• Invitation to all college events to which all regular faculty members are invited (for example: convocations, commencement, homecoming events, holiday and wellness events, etc.);
• Continuation of library privileges

3.2.0 Faculty Office Hours-Academic Dean

Each faculty member should establish six or more hours per week that he/she will keep free insofar as possible and during which time he/she will be available in his/her office to students who seek help, guidance, information, etc. It is most helpful to the students if not all of the office hours occur on the same day of the week nor at the same time of day through the week.

3.3.0 Faculty Participation in College Events

All full-time faculty members are expected to participate in academic procession for Opening Convocation, Honors Convocation, and May commencement.

3.4.0 Payment for Independent Studies, Course by Arrangement, and Internships

(added 6/24/11)

Full-time faculty members supervise independent studies, course by arrangement and internships during the regular academic year as part of their regular full-time contract. The office of Continuing and Graduate Programs compensate faculty for supervision of summer studies.

During the summer, independent studies, course by arrangement and internships will be paid on a per student basis up to three per faculty. During the summer, faculty members are paid per four-credit course by arrangement/independent study. A faculty member teaching more than three students the same course by arrangement or internship in the summer must list the course on the schedule and offer it as a course. Faculty may request exceptions for Co-op 319 internships. However, total stipends are capped at the rate for a single four credit course.

3.4.1 Independent Studies, Course by Arrangement and Internships Offered by Adjunct Faculty

(revised 09/10/2020)

Normally, adjunct faculty members do not supervise independent study, courses by arrangement and internships. In order to supervise an independent study, course by arrangement, or internship, a adjunct faculty member must be approved by the academic department and receive a formal contract from the college to cover such supervision. The contract will specify the duties of the supervision and what compensation, if any, is offered.

3.5.0 Adjunct Stipends and Overload Stipends-Academic Dean

(revised 11/01/2012)

The amount the college pays per course for teaching in its academic programs may vary by program (undergraduate/graduate) and by person dependent upon the market, the education level of the individual, and his or her contract status. The actual dollar amount per course is set annually by the administration and is not related to the compensation paid to full-time faculty. Although the college hopes to be competitive with the stipend it pays its adjunct faculty and full-time faculty teaching over the normally assigned load, it is ultimately an individual decision whether the amount the college offers is sufficient for the work it expects.

The following adjunct and overload stipend rates will apply and will continue until changed by the college administration:

3.5.1 Undergraduate Program

(revised 09/10/2019)

Category I

1. Individuals with a Master’s or PhD and no prior Simpson College teaching experience
   
   Base Course Stipend $2,705 for a four-credit course
   (Note: The base course stipend is not dependent on discipline, the number of in-class hours, or the number of days the class meets. Stipends for courses less than four credit courses will be determined on a pro-rata basis.)
   
   In courses determined by the college to need a specifically identified science lab, an additional sum will be added on to the base course stipend.
   
   Additional weekly science lab hours will be compensated in two tiers, at the rate of up to two hours at 25% of a course (for fiscal year 2019-20 this is $676 for 25%) and three hours or more at 50% of a course (or $1,352 in 2019-20).
   
   (Note: The science lab add-on is not based on academic credit assigned to the lab. Science labs do not carry academic credit. Credit for the science lab is embedded within the credit for the course. Stipends for lab recognize the added preparation time required of the instructor. Full-time faculty members are given “load” credit when they teach labs within their normally assigned teaching load.)

Category II

1. Full-time faculty teaching beyond regularly assigned full load
2. Adjunct faculty who have successfully taught 7 courses (because they get paid the bump on the 8^th course)
   
   Base Course Stipend $2,925 for a four-credit course
   
   (Note: The base course stipend is not dependent on discipline, the number of in-class hours, or the number of days the class meets. Stipends for courses less than four credits will be determined on a pro-rata basis.)
   
   In courses determined by the college to need a specifically identified science lab, an additional sum will be added on to the base course stipend.
   
   Additional weekly science lab hours will be compensated in two tiers, at the rate of up to two hours at 25% of a course (for fiscal year 2019-20 this is $731 for 25%) and three hours or more at 50% of a course (or $1,462 for fiscal year 2019-20).
   
   (Note: The science lab add-on is not based on academic credit assigned to the science lab. Science labs do not carry academic credit. Credit for the science lab is embedded within the credit for the course. Stipends for science labs recognize the added preparation time required of the instructor. Full-time faculty members are given “load” credit when they teach science labs within their normally assigned teaching load.)
   
   In special circumstances and at its discretion, the college may pay individual instructor’s rates that exceed those listed in this policy.
   
   Questions and concerns with regard to adjunct and overload stipends should be directed to the Dean for C&G and Online Learning or the Senior VP & Academic Dean.

3.5.2 Graduate Programs

(revised 09/10/2019)

1. Doctoral-qualified faculty teaching a graduate only level course.
   
   Base Course Stipend $4,082 for a four-credit course
   
   For non-doctoral qualified faculty teaching a graduate only level course, a PhD faculty member will be assigned as a course mentor. In these cases, the adjunct faculty member will be compensated at a rate of $3,672 while the faculty mentor will receive a stipend for the remainder at a rate of $410.
   
   (Note: The base course stipend is not dependent on discipline, the number of in-class hours, or the number of days the class meets. Stipends for courses less than four credits will be determined on a pro-rate basis.)
    
2. Doctoral-qualified faculty teaching a combined undergraduate/graduate course.
   
   When a cross-listed undergraduate/graduate course has one or more graduate level students enrolled, the course will be paid at the higher graduate rate of $4,082.
   
   For non-doctoral qualified faculty teaching a cross-listed undergraduate/graduate level course, a PhD faculty member will be assigned as a course mentor. As long as the graduate level course enrolls at least one student, the adjunct faculty member will be compensated at a rate of $3,672 while the faculty mentor will receive a stipend for the remainder at a rate of $410. If no graduate level students enroll, the course will be offered as an undergraduate level course only and no mentor will be required. The traditional undergraduate stipend will apply.
   
   (Note: The base course stipend is not dependent on discipline, the number of in-class hours, or the number of days the class meets. Stipends for courses less than four credits will be determined on a pro-rate basis.)

3.5.3 Faculty Compensation for Teaching Graduate Courses

(revised 09/10/2019)

1. Faculty will be compensated for overload graduate courses at a rate of $4,082 based on a four-credit course (one credit is $1,020) if C&G is notified by the Department Chair.
2. For faculty who choose to teach graduate courses in their load, at a maximum of two of the 3/3 normal load, they will be assigned additional compensation at one credit per course, up to a maximum of two additional credits, in order to reflect the higher level of teaching, learning, scholarship and research for graduate level students. Faculty teaching in graduate programs are expected to participate in a wide range of scholarship, including direct research and publication in their field, research funded by grants, joint research together with graduate students and the scholarship of teaching.
3. In calculating and planning loads, this means that a faculty member will claim five credits for each graduate course in load up to two courses. If their 3/3 load contained two graduate courses, their credits would total 10 and their FTE would be 2.5 courses (for courses at four credit value) out of the normal six FTE load. C&G budget will cover and administer the additional credit per course.
4. It is recognized that graduate level learning is at a higher level in terms of critical thinking with the expectation of sustained independent learning, analysis, evaluation, and synthesis. Students are expected to engage in their own research projects and critique of existing research and are being prepared by faculty for leadership in their fields. It is also recognized that final projects, observations, and graduate completion processes are time intensive for faculty.

3.6.0 Overload Maximum for Full-Time Faculty

(added 09/29/2011)

Normally, full-time faculty will not be contracted to teach more than one four-credit course over their regular full-time course per fall and spring semester. This maximum includes courses in the day program and courses in the C&G program. Exceptions may be granted by the Senior VP & Academic Dean, by request of the faculty member and will normally have the approval of the department chair in which the faculty member resides. This maximum does not apply to courses taught during the C&G summer sessions.

3.7.0 Sabbatical Eligibility

(revised 09/27/2023)

Eligibility for sabbatical leave is governed by Part II, Section 13.1.0 and Part III, Section 8.1.0 of the Faculty Handbook. As indicated in these sections, faculty members are eligible for sabbatical after serving “at least six years of service” at the college. In the case of a faculty member applying for a sabbatical for the first time, application is normally made in the sixth year of full-time service and the sabbatical is taken in the seventh year. For most faculty, this pattern is repeated throughout her or his career. The clock resets at the beginning of the following academic year. Full-time service, for the purpose of sabbatical eligibility, is defined as teaching a normal load (currently six courses) during fall/spring/May Term in any given academic year. Partial semesters of service, consisting of 50% or greater (for example, a faculty member is replaced partway through a semester due to health or other reason) will normally count as part of the six years required for sabbatical eligibility. Semesters where the faculty member does not provide any full-time service (unpaid leave of absence, paid leave of absence, or FMLA leave) will not count towards sabbatical eligibility or towards the required one year of service normally required after a sabbatical. Faculty must return to Simpson College for employment for at least one- year following their sabbatical.

3.8.0 Professional Development Release Policy

(added 02/15/2013)

All full-time faculty members are expected to regularly engage in their professional discipline as part of their employment at the college. For most faculty, this expectation is included within the normal criteria for promotion and tenure and is done within the scope of their normal duties.

From time to time, the proportion of time spent by faculty members may exceed the normal expectations. This might be as editor of a national publication, contracted research or serving as a leader of a national association. In these cases, a faculty member may petition the Senior VP & Academic Dean for a reduction in teaching load. Normally, this will be an unpaid release. In certain limited circumstances, money may be available to pay for someone to teach the released course(s). The decision to grant the release and the decision on replacement is at the sole discretion of the Senior VP & Academic Dean.

Faculty interested in receiving a reduction in teaching assignment load should talk to the Senior VP & Academic Dean before accepting an assignment which would necessitate a reduction in load.

3.9.0 Faculty Committee Meeting Participation

(added 02/18/2013)

The tradition at Simpson College is that elected faculty committee meetings (as designated in Part I: Constitution and Bylaws, Article V, Section 3 ) are normally open to all members of the faculty, with the exception of the Faculty Personnel Committee (FPC). Other elected faculty committees may vote to close their meetings to non-members by a vote of the majority of committee members. Non-committee members of the faculty who choose to attend elected faculty committee meetings, do not have the right to speak, unless permission is granted by a majority of the committee.

With the exception of the FPC minutes, minutes of elected faculty committee meetings will be made available for review by all full-time members of the faculty.

3.10.0 Minimum Degree for Teaching Faculty

(revised 07/01/2022)

Degree requirements for teaching faculty may be found in the Simpson College Faculty Handbook, Part II: Personnel Policies, Section 3 Appointment . Generally speaking, the college requires all teachers to hold at least one degree higher than the students being taught. At least a master’s degree relevant to the teaching assignment is required to teach in the bachelor of arts and bachelor of music programs. A Ph.D. is required to teach in the master’s program. In special circumstances, exceptions may be made by approval of the Senior VP & Academic Dean.

3.11.0 Hiring Practice

(added 06/23/2015)

3.11.1. Qualifications

The academic qualifications of all faculty are reviewed at the time of original hiring by the appropriate academic officer. For faculty in the bachelor’s programs in Indianola, the Senior VP & Academic Dean must approve all faculty hires, both full-time and part-time. The Dean for Continuing, Graduate, and Online Education must approve all faculty hires in the Continuing, Graduate, and Online programs.

It should be noted that the qualifications of all full-time faculty are reviewed by the Academic Program Improvement Committee and the outside program evaluators as part of regular academic program reviews.

Faculty qualifications are published regularly as part of the annual College Catalog.

3.11.2. Hiring Procedures

Department chairs and others seeking to hire teaching faculty must follow the policies and procedures outlined at: https://simpson.edu/internal/faculty-resources-home-page/governance/resources-chairs

3.11.3 Higher Learning Commission Guidelines: “Determining Qualified Faculty Through HLC’s Criteria for Accreditation and Assumed Practices (March 2016)

(added 11/21/2019)

HLC Accreditation standard for qualified faculty: Faculty who “possess an academic degree relevant” to the teaching assignment (discipline and/or subfield) and “at least one level above” above the teaching assignment.

Faculty who do not meet the standard for qualified faculty may be employed by an institution if they hold a Master’s degree or higher in another discipline and have completed 18 graduate credit hours in the discipline or subfield of the teaching assignment.

An institution may further define minimum thresholds of experience to establish “equivalent experience” or “tested experience” in lieu of degree and graduate credit requirements of standard qualifications (see above). The institution must also define a process for review of the alternative credentials/qualifications.

3.11.4 Simpson College Policy for Equivalent or Tested Experience

(added 11/21/2019)

Policy and procedure for hiring adjunct instructors with master’s degree or higher who have experience in the field are on file in the Office of Academic Affairs.

A candidate who holds a master’s degree, or higher, in a field that is different from the discipline in which they will teach but lacks 18 graduate, credit hours within the discipline to be taught, may be considered to teach as an adjunct instructor at Simpson College.

The candidate must have a master’s degree in any area, a minimum of 3 years professional experience in the field/subject to be taught, and a demonstrated level of accomplishment equivalent to acquiring a master’s degree (or higher) in the field. Level of accomplishment can be demonstrated with reference to items such as a current professional certification, a senior management position, professional portfolio, related graduate certificate (under 18 hours), etc.

In order to propose such a candidate, the department chair will provide the Academic Dean with the following:

1. A list of Course Objectives for the course that the candidate will teach.
2. Resume from the candidate that demonstrates level of accomplishment in the discipline that lists experiences and education related to successful delivery of course objectives.
3. A written statement or cover letter from the candidate explaining how their experience/education prepares them to successfully deliver the course objectives.
4. The candidate may also provide documentation, in addition to the resume, that demonstrates level of accomplishment in the discipline to be taught.

3.11.5 Policy and Procedure for Hiring Adjunct Instructors with Experience Only

(added 11/21/2019)

A candidate who does not hold a master’s degree or higher, but has tested experience, may be considered to teach as an adjunct instructor at Simpson College. Per HLC guidelines, the tested-experience qualification is limited to pre-professional, and technical fields. The candidate must have tested experience that includes a “breadth and depth of experience outside of the classroom in real-world situations relevant to the discipline in which the faculty member would be teaching.”

The candidate being considered in this situation must have at least a bachelor’s degree in any area (preferably within the discipline), a minimum of 5 years, real-world experience, and must be able to clearly demonstrate that they have tested experience in the discipline. Tested experience refers to a knowledge-level and/or skill-set pertinent to the discipline of the course. The level of tested experience can be demonstrated by evidence such as a current professional certification, professional portfolio, finished products that demonstrate professional competency, etc.

In order to propose such a candidate, the department chair will provide the Academic Dean with the following:

1. A list of Course Objectives for the course that the candidate will teach.
2. Resume from the candidate that lists experiences and education as related to tested experience and course objectives.
3. At least one item of documentation that demonstrates tested experience in the discipline of the course to be taught.
4. A written statement or cover letter from the candidate that explains how real-world experiences and education will allow the candidate to successfully fulfill the course objectives.

The purpose of these policies and procedures are to find and hire the most qualified and most diverse faculty available.

3.12.0 Procedures for Requesting Full-Time Replacement and Full-Time Non-Faculty Academic Staff and Full-Time New Faculty

(added 09/18/2015)

As chief academic officer of the college, the Senior VP & Academic Dean is responsible to make recommendations to the President of the College regarding staffing the academic program. The following provides a general description of the process by which decisions are normally made. All academic staffing decisions must be approved by the President of the College.

3.12.1 Non-Faculty Academic Staff

(revised 01/27/2017)

Non-faculty academic staff includes non-faculty employees in the following offices:

• Off-Campus Programs
• Registrar’s Office
• The Center for Academic Resources
• Writing Center
• Culver Center for Public Policy
• Continuing, Graduate, and Online Education
• Academic Building Assistants
• Non-faculty staff in Dunn Library

Note: Some individuals in these offices may have faculty rank when they teach. They are not considered full-time faculty as defined by the Faculty Handbook.

Decisions about adding and replacing non-faculty academic staff members are made solely at the discretion of the Senior VP & Academic Dean. Supervisors in the above academic support offices who seek to replace a staff member when a vacancy occurs or add a new staff position should make their request directly to the Senior VP & Academic Dean.

3.12.2 Teaching Specialist Faculty

(revised 07/01/2022)

Teaching Specialist Faculty (Faculty Handbook, Part II, Section 2.1.1.3 ) include librarians, speech and debate directors, technical director, theatre costumer, athletic trainers, placement coordinator in the education department, and others so designated by the Senior VP & Academic Dean in consultation with the Faculty Liaison Committee.

Decisions about adding and replacing teaching specialists are made solely at the discretion of the Senior VP & Academic Dean in consultation with the appropriate departmental supervisor and the Faculty Personnel Committee. Supervisors who seek to replace a teaching specialist when a vacancy occurs or add a new teaching specialist position should make their request directly to the Senior VP & Academic Dean.

3.12.3 Full-Time Term Faculty and Full-Time Tenure-Track Faculty in the Continuing, Graduate, and Online Education

(revised 07/01/2022)

Decisions about adding and replacing full-time term and full-time tenure-track faculty who teach primarily in the Continuing, Graduate, and Online Education are made solely at the discretion of the Senior VP & Academic Dean in consultation with the appropriate academic department chair, the Dean for Continuing, Graduate, and Online Education, and the Faculty Liaison Committee. Department chairs who seek to replace a full-time term or full-time tenure-track faculty member who teaches in the Continuing, Graduate, and Online Education when a vacancy occurs or add new full-time term or a full-time tenure- track faculty member should make their request directly to the Senior VP & Academic Dean.

3.12.4 Full-Time Term Faculty and Full-Time Tenure-Track Faculty at the Indianola Campus

(revised 09/10/2020)

Decisions about adding and replacing full-time term faculty and full-time tenure-track faculty who teach primarily at the Indianola campus are made solely at the discretion of the Senior VP & Academic Dean in consultation with the Faculty Liaison Committee. Department chairs who seek to replace a full-time term or a full-time tenure-track faculty member who teaches primarily at the Indianola campus when a vacancy occurs or add new full-time term or full-time tenure-track faculty member should make their request directly to the Senior VP & Academic Dean using the appropriate forms located on the department chairs resources web page.

3.13.0 Policy for Consideration of Institutional Need for Full-Time Regular and Full- Time Term Positions

(added 11.30.2022)

Institutional need refers to the degree to which a position held by a faculty member is judged to be necessary to support the academic programs of the College. The examination of institutional need for tenure-track and full-time, term-limited faculty positions is part of the College’s routine monitoring of its use of institutional resources. Specifically, it is the shared responsibility of the faculty and the administration to prevent necessary positions being displaced by unnecessary ones, and to ensure over time that departments and programs have the positions they need most to support the programs and general education curricula for which they are responsible. Another important purpose of this monitoring process is to keep programs and departments and probationary faculty informed, in a timely way, of the status of positions with respect to continuing institutional need.

Faculty Liaison Council is responsible for the review of Tenure-Track positions. Requests for new tenure-track positions or vacated tenure-track positions are typically performed the spring prior to the year in which the search will be conducted. In cases in which a tenure line has been vacated after the normal spring review, Faculty Liaison Council may review requests early in the fall semester of the academic year in which the search will be conducted.

Faculty Liaison Council also reviews positions for institutional need in the fall prior to Faculty Personnel Committee’s mid-probationary review of candidates in tenure-track positions. This review typically occurs in the fall of the candidate’s third year. A final review of Institutional need will occur one year prior to a candidate’s application for tenure and promotion. This review typically occurs in the candidate’s fifth year. The purpose of a pre-mid-probationary review should primarily be to give notice and guidance to a department prior to a potentially terminal decision in the year prior to the tenure review. Procedures for review of new or replacement positions can be found in Part V, Section 3.12.0 of the Faculty Handbook. Procedures for institutional need review of tenure-track and full-time are outlined in Part V, Section 3.13.1 of the Faculty Handbook. New Full-Time Term positions will also be reviewed by Faculty Liaison Council prior to approval. Additionally, prior to the conversion of a Full-Time Term contract to a Regular Full-Time Contract as outlined in Part 2 Section 2.1.1.2  of the Faculty Handbook, Faculty Liaison Council will conduct a review and advise the academic dean whether the college has a long-term need for the position. This review will take place in the fall of the third year. In cases in which a decision to make the position tenure track has been deferred, another review will take place in the fifth year of the appointment. In the third-year review, the purpose of the review should be primarily to give notice and guidance to the department and the academic dean regarding the institutional need for the position. In the fifth-year review, the purpose of the review should be to make a recommendation to the academic dean regarding the institutional need for the position. Procedures for institutional need review of full-time term contract faculty are outlined in Part V, Section 3.13.1 of the Faculty Handbook.

3.13.1 Institutional Need Review Procedure

(added 11.30.2022)

The Faculty Liaison Council and academic dean, in consultation with the appropriate department chair(s), will examine the institutional need for all proposed Full-Time Regular (tenure-track) positions and Full-Time Term faculty positions. The specific monitoring process should be jointly agreed upon by Faculty Liaison Council and the academic dean.

Procedure for Institutional Need Review of Full-Time Regular and Full-Time Term Positions

Each year, the academic dean will notify the Faculty Liaison Council and appropriate department chair(s) of the scheduled need to review specified positions according to the Consideration of Institutional Need Policy in Part V, Section 13.13.0 of the Faculty Handbook. The initial review will be conducted by the Faculty Liaison Council based on information submitted by the department chair(s) and will take into account such factors as overall student enrollment, course enrollment patterns, numbers of majors and minors, departmental, general education and other program staffing needs, the role of the department or program in fulfilling the College’s mission, overall financial condition of the College and any other information deemed relevant to this process by the academic dean and the Faculty Liaison Council. Whenever possible, at least three years of data should be provided.

In the case in which the academic dean ultimately determines that a position no longer meets the requirement of institutional need, the academic dean will notify the president, Faculty Liaison Council, the chair of the affected department, and the faculty member holding the position of the reasons for this conclusion. With the concurrence of the president, the academic dean has authority to act and inform the faculty member in the position that they will not be reappointed for reasons of institutional need. In such a case, every effort will be made to inform the person affected as soon as possible but no later than the end of the academic year in which the review is conducted for Full-Time Regular (tenure-track) positions and March 1 for Full-Time Term Positions. Otherwise, the administration shall be construed as tacitly affirming the continuing institutional need for the appointment. In any instance of non-reappointment for reasons of institutional need, the position will not be replaced within a period of three (3) years, unless the released faculty member, if otherwise qualified, has been offered reinstatement and given a reasonable time of at least twenty (20) working days in which to accept or decline the College’s offer. A faculty member rehired under this provision will be reinstated at their previously earned rank.

13.14.0 Guidelines for the Review of Adjunct Faculty

(revised 09/10/2020)

Department chairs are responsible for the regular review of adjunct faculty members who teach in their department. This should include classroom visits, review of student evaluations of teaching and discussion about performance. Normally, the review of part- time adjunct faculty will be conducted by the department chair. The department chair may delegate this responsibility to another full-time member or ask that another full-time member of the department participate in the review process. In extraordinary cases, the adjunct facuity member may ask the Senior VP & Academic Dean (for the day program) or Dean for Continuing, Graduate, and Oniine Education (for the continuing and graduate program) to have someone other than the department chair conduct the review.

Review of adjunct faculty who teaches in a Continuing, Graduate, and Online program should be coordinated with the Dean for Continuing, Graduate, and Online Education.

Documentation of these regular reviews should be created and filed with the academic dean’s office, in the case of adjunct faculty who teach on the Indianola campus, and with the Dean for Continuing, Graduate, and Online Education for faculty who teach in the Continuing, Graduate, and Online programs.

All adjunct faculty members will be expected to understand and complete the ECC designations and other learning objectives for the classes they teach, and also participate fully in all ECC and other assessments of student learning objectives. Non-compliance and/or poor performance in these areas may be grounds for dismissal or non-reappointment.

3.15.0 Research Fellow

(added 5/23/2016)

In addition to privileges outlined in the contract of hire or letter of agreement, and those listed in Part V, Section 3.1.0 (Emeritus Status) of the Faculty Handbook, other areas of agreement for research fellow include the following:

• Listing by name and title in the college catalog.
• The Senior VP & Academic Dean will provide, as appropriate, letters of introduction or affirmation of status at the institution for the purposes of access to libraries, archives, or other resources needed for research.
• Travel support as negotiated.
• Access to the services of the office of foundation and governmental support for the purpose of obtaining ongoing grant support.

3.16.0 Two-Hour Delay

(revised 07/01/2022)

The adjusted two-hour delay schedule allows all classes to meet for 50 minutes (MWF) or 75 minutes (TTH). The modified schedule is for Administration to employ during such times as weather-related events, etc., and Election Day.

Providing a structure for a Two-Hour Delay is an advantage for many course structures in our current Daily Schedule:

• A class that meets TTH would only lose 15 minutes of instructional time, compared to losing 90 minutes of instructional time when classes are canceled.
• A class that meets MWF would only lose 10 minutes of instructional time, compared to losing 60 minutes of instructional time when classes are canceled.
• A class that meets once per week for 3 hours (ex. Labs) would only lose 30 minutes of instructional time compared to losing the entire 3 hours. This is of particular note for courses that run multiple parallel sections per week.

Election Day Schedule:

Weather-related two-hour delay and two-hour early out schedule:

Monday/Wednesday/Friday

Two-Hour Delay (50min)
Normal Schedule (60min)
M-F labs that are from 2:10 to 5:10pm will be from 3:00 to 5:30pm

Two-Hour Early Out (40min)
Normal Schedule (60min)
M-F labs that are from 2:10 to 5:10pm will be from 12:10 to 2:30pm

Tuesday/Thursday

Two-Hour Delay (75 min)
Normal Schedule (90min) except the 1:00 class is normally just 60min
T/Th labs that are from 8:00 to 11:00am will be from 10:00 to 12:40 labs that are 2:10-5:10pm will be from 3:15-5:55pm

Two-Hour Early Out (60min)
Normal Schedule (90min) except 1:00 class is normally just 60min
T/Th labs that are from 8:00 to 11:00am will be from 8:00 to 10:00am labs that are normally 2:10 to 5:10pm will be from 12:30 to 2:30pm