Skip to main content

Table of Contents

  1. Introduction
  2. Area Commission
  3. Information Technology
  4. Plans and Analysis
  5. Marketing
  6. Financial Affairs
  7. Facilities Management
  8. Human Resources and Employee Relations

    8-0-0 Non-Discrimination of Persons with Disabilities Policy

    8-1-0 Affirmative Action and Non-Discrimination Policy

    8-1-1 Employment Practices

    8-1-3 Establishment and Classification of Positions

    8-1-4 Teacher and Employee Retention Incentive Program (TERI)

    8-2-0 Sexual Harassment and Unprofessional Conduct

    8-2-1 Sexual Harassment and Unprofessional Conduct: Reporting, Investigation, Resolution and Grievance Process

    8-3-2 Hazardous Weather

    8-4-1 Personnel Work Schedules and Overtime Compensation

    8-4-2 Employment of Temporary Faculty

    8-4-3 Employment of Temporary Classified Employees

    8-4-4 Adjunct Faculty Salary

    8-5-1 Faculty, Teaching

    8-5-3 English Fluency Requirements for Faculty Employment

    8-5-4 Intellectual Property Rights

    8-6-1 Political Activity

    8-7-1 Employee Alcohol/Drug Use

    8-8-1 Employment Verification

    8-8-2 Background Checks

    8-9-0 Conflict of Interest Policy/Ethics, Government Accountability & Campaign Reform Act of 1991

    8-9-1 Honorariums, Gratuities, and Gifts

    8-9-2 Prohibition of Unauthorized Use of College Assets/Information

    8-9-3 Solicitation and Distribution of Non-College Related Materials

    8-10-1 Employee Terminations

    8-12-1 Personnel Files

    8-13-1 Leave Records

    8-13-2 Leave, Temporary Disability

    8-13-3 Leave Without Pay

    8-13-4 Workers' Compensation

    8-13-5 Employee Assistance Guidelines

    8-13-6 Employee Leave Transfer Program

    8-13-8 Faculty Non-Work Days

    8-13-10 Employee Benefits, Employer-Contributed Insurance & Retirement

    8-14-1 Secondary Employment

    8-15-1 Classified Employees Compensation

    8-16-1 Orientation, New Employees

    8-16-2 Telecommuting

    8-17-1 Holidays

    8-18-1 Employment of Relatives (Nepotism)

    8-19-0 Statement of Ethical Principles for Employees

    8-21-0 Whistleblower Policy

    8-21-1 Whistleblower Procedure

    8-22-1 Records Retention

  9. Development
  10. Procurement and Inventory Control
  11. Auxiliary Enterprises and Printing Services
  12. Public Safety
  13. Division of Education
  14. Intentionally Left Blank for Future Use
  15. Intentionally Left Blank for Future Use
  16. Admissions and Registrar
  17. Student Services

NUMBER: 8-5-3 APPROVED DATE: 03-02-1998


SBTCE Policy 8-2-109 English Fluency Requirements for Faculty Employment

PURPOSE: To comply with the State Board for Technical and Comprehensive Education (SBTCE) Policy 8-2-109 and Procedure 8-2-109.1. Further details on purpose, including exclusions can be found in the state policy.

TTC will follow procedural guidelines outlined in SBTCE procedure 8-2-109.1

1.  If, after the normal screen process, the Dean or designee determines that a finalist requires further English fluency evaluation, the candidate will be referred to TTC's English Fluency Evaluation Committee.  The committee will evaluate the applicant's English fluency based on the following exercises:

     A.  Writing a response of at least 350 words to a question related to teach or the appropriate academic discipline.

     B.  Conducting a 30-45 minute oral presentation related to the subject area.

2.  The Committee is responsible for providing an appropriate environment for the exercises as well as proper controls to ensure the work submitted is independent and original.

3.  The Committee will include representatives from the following: 

  • one representative from the department or division offering the applicant's teaching discipline;
  • one faculty representative from Reading, English or Speech;
  • Associate Vice President for Human Resources or designee; and 
  • Other representatives may be assigned by the Associate Vice President for Human Resources as needed.

4.  Complaints under this procedure against a faculty member are to be filed using the Academic Complaint form.   If the Dean, Department Head, or Assistant Vice President for Instruction determines the complaint needs to be investigated 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 A and B above.

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

6.  A full-time instructor  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.  TTC may immediately terminate any adjunct instructor judged deficient by the Committee. 

8.  The College's Associate Vice President for Human Resources will report upon request to SBTCE a recap of complaints filed by students under the provisions of this policy and any invocation of the fluency proficiency guidelines herein.

Updated: 02-26-2010

Updated: 08-26-2015

Updated: 10-08-2019