TTC's Policies and Procedures > Human Resources and Employee Relations > 8- 5-3 English Fluency Requirements for Faculty Employment
8- 5-3 English Fluency Requirements for Faculty Employment
TITLE NUMBER APPROVED DATE
ENGLISH FLUENCY REQUIREMENTS FOR FACULTY EMPLOYMENT 8-5-3 3-02-98
 
BASED ON POLICY NUMBER AND TITLE
SBTCE POLICY 8-2-109 ENGLISH FLUENCY REQUIREMENTS FOR FACULTY EMPLOYMENT

PURPOSE: This procedure was developed to comply with the State Board for Technical and Comprehensive Education Policy 8-2-109 and Procedure 8-2-109.1 and the English Fluency in Higher Education Act of 1991. The purpose of this procedure is to define methods to ensure that all faculty assigned to full-time equivalent (FTE) positions and adjunct faculty whose first language is other than English and who teach one or more credit courses, possess adequate proficiency in both the written and spoken English language and that an appropriate response be given to student complaints regarding an instructor's English fluency.

EXCLUSIONS: This procedure does not apply to the following instructional settings: continuing education courses; student participatory and activity courses such as clinics, studio, and seminars; special arrangement courses, such as individualized instruction and independent study courses; courses designed to be taught predominantly in a foreign language; and courses taught by visiting faculty.

PROCEDURAL GUIDELINES

  1. Applicants for permanent and adjunct faculty vacancies will proceed through the College's normal screening process with assessment based on standard job-related criteria to include perceived written and oral communication abilities.

  2. If an applicant becomes a finalist for a faculty position but his/her written or oral English proficiency is judged by the Dean to require further evaluation, the applicant will be referred to an English Fluency Evaluation Committee, hereafter referred to as the Committee. The Committee will ensure that an English fluency evaluation is made on the basis of the following criteria. The Committee through the performance of the following minimum proficiency exercises will evaluate the applicant.


    1. Writing an analysis of at least 350 words in English of a scholarly paper written in English and related to the subject area.

    2. Conducting an oral instructional presentation for a time period equivalent to a class period and related to the subject area. At least half of the presentation should use the lecture method.

  3. The Committee will ensure that appropriate procedures are used to provide a favorable environment for the exercises, as well as controls and security to ensure that the exercises completed by the applicants are independent and original work. Candidates must be judged by Committee consensus as proficient in both exercises described in #1 and #2 above. The Committee will include representatives from the following:


    • One representative from the Vice President for Academic Affair's Office;
    • One representative from Developmental Studies Reading;
    • One representative from Curriculum English;
    • Human Resource Director
    • Representatives of appropriate race and sex groups 

  4. Grievances under this procedure against a faculty member are to be filed with the Office of the Vice President for Academic Affairs. When a student files a grievance regarding the English fluency of an instructor, the instructor will be referred within ten (10) working days to the English Fluency Evaluation Committee for a proficiency evaluation using procedures and methods described in #1 and #2 above.

  5. An instructor who is judged proficient by the Committee will continue teaching assignments without any further action.

  6. An instructor assigned to a FTE position who is judged deficient by the Committee will be given one semester to develop sufficient skill to be judged proficient by the Evaluation Committee. If during the semester, the instructor has not shown evidence of satisfactory progress in overcoming the deficiency, disciplinary action may be taken, up to and including termination. The process of notification of need for correction of the deficiency as well as the maximum time allowed for correction are defined specifically in SBTCE Policy 8-4-101 "Faculty Performance Management System" and Procedure 8-4-101.1, "Faculty Performance Management System. (FPMS)"

  7. Any adjunct instructor judged deficient by the Committee may be terminated immediately.

  8. The College's Human Resources Director will report annually to SBTCE a recap of grievances filed by students under the provisions of this policy and any invocation of the fluency proficiency guidelines herein.

February 26, 2010

 

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