Pay Policy for Faculty

1. Newly Employed Faculty

The salary for newly employed faculty is determined by a combination of experience, academic preparation, and market demand based on a scale administered through the Human Resources Office. Pay for adjunct instructors is for contact hours per course and also includes office hours and preparation time. Adjunct faculty are paid for eight office hours per section taught and for eight preparation hours for each different course taught.

Faculty salaries are reviewed annually by the president and vice presidents. The Employee Handbook includes a complete description of college pay and the benefits policy.

All full-time and part-time employees will have their paychecks directly deposited to a bank account or credit union of the employee’s choice. Each employee will complete and submit form ACC-71 to the Human Resources Office.

2. Educational Advancement Policy, Instructional Employees

A full-time regular instructor will receive a salary increase after employment upon completion of an approved, job-related program of study culminating in the attainment of an advanced degree from an accredited institution. (The institution must be accredited by an accrediting body recognized by the Council for Higher Education Accreditation, or CHEA.) To qualify for the increase, the employee must obtain certification from the supervising administrators verifying that the program is job-related, either prior to beginning the program of study or at the time of employment if the program of study is in progress at that time. A copy of the certification must be filed in the employee’s personnel record.

a. The monthly salary of an instructor currently being paid at the Associate’s Degree level will be increased up to 3% upon attaining an earned, job-related Bachelor’s Degree from an accredited institution.

b. The monthly salary of an instructor currently being paid at the Bachelor’s Degree level will be increased up to 3% upon attaining an earned, job-related Master’s Degree from an accredited institution.

c. The monthly salary of an instructor currently being paid at the Master’s Degree level will be increased up to 3% upon completion of 30 hours beyond the Master’s Degree of job-related graduate credit from an accredited institution.

d. The monthly salary of an instructor currently being paid at the Master’s Degree plus 30 hours level will be increased by up to 3% upon attaining an earned, job-related doctoral degree from an accredited institution.

e. A degree-based salary increase for a full-time regular instructor will become effective on July 1 of the fiscal year following the submission of all the materials required to prove the satisfactory completion of the program, i.e., an official transcript. It is the responsibility of the employee to ensure that the appropriate credentials are submitted to Human Resources in a timely manner.

G. Professional Development

Professional development is an essential component of the college. The purpose of the professional development program is to provide activities to enhance the efficiency of faculty and staff. By identifying the needs of their division and developing a professional plan, supervisors and employees will help to ensure that staff and faculty maintain the knowledge base and skills necessary to prepare students for careers in a highly technical society.

1. Tuition Exemption

Full-time faculty may enroll in one course per semester at Alamance Community College and receive a tuition waiver with the exception of Self-Supporting courses.

2. Use of State Funds

State funds may be used to pay instructional employees’ salaries while they are on educational leave if the following criteria are met:

a. The employee is employed full-time on a 9, 10-12- month basis.

b. The employee is under contract to the college for the next fiscal year.

c. Educational leave will not exceed a period of 60 workdays per calendar year.

d. An employee who fails to honor the contract stipulated in Subparagraph (b) (2) of the General Statute Rules will be required to repay the amount expended for the educational leave. If the employee fulfills a portion of the contract before failing to honor the contract, repayment shall be based on a pro-rated portion (e.g., if an employee worked four months of a 12-month contract, a repayment of 66.7% of the educational leave would be required).