2022-2023 Administrative Policy Manual Published September 2, 2022 
    
    Jul 25, 2024  
2022-2023 Administrative Policy Manual Published September 2, 2022 [ARCHIVED COPY]

Instructional Overloads


Policy Number: 8.3.12.4.1
Effective Date: March 1, 2023
Revision History: Reviewed May 26, 2016
Policy Contact: Senior Vice President for Academic and Student Affairs/Provost; Vice President for Human Resources

I. Purpose and Policy Statement

Under certain circumstances, qualified teaching faculty, administrative faculty, and professional staff may be called upon to teach an overload(s). GGC adheres to BOR Policy Manual 8.3.12.5 Extra Compensation and BOR Academic and Student Affairs Handbook Section 4.11 Faculty Overloads and Instructional Staff Responsibilities to implement policies and procedures for overload teaching.

II. Scope

This policy applies to all GGC faculty and staff.

III. Compliance
  1. When teaching an administrative faculty with contracts take on extra instructional responsibilities, adjusting the individual’s primary duties to incorporate the extra duties associated with the teaching overload(s) will be considered. The president will determine if the individual’s contract should be amended to reflect a change in compensation warranted by the additional responsibilities. Contract modifications will be done using the USG Academic Year and Fiscal Year Contract Addendum. Because instructional overloads involve a contract modification, BOR Business Procedures Manual section 5.3.2 Extra Compensation does not apply to instructional overloads for contracted employees. Instructional overload pay must be approved in advance, is only paid in the Spring Semester based on a full academic year teaching load, and is subject to budget availability.
  2. When full-time exempt professional (i.e., non-contract) employees with the appropriate qualifications take on extra instructional responsibilities, adjusting the staff member’s job description to incorporate the extra responsibilities associated with teaching will be considered.
  3. When workload adjustments cannot be made, the President will determine if extra compensation is warranted for the overload(s). When extra compensation is to be paid, it should be consistent with BOR Business Procedures Manual section 5.3.2 Extra Compensation. It is atypical for non-exempt personnel to serve as instructors of record. In the rare cases in which a non-exempt employee does serve as an instructor of record, policies and procedures governing overtime compensation must be adhered to.
  4. Contract employees, full-time exempt employees, and non-exempt employees shall be made aware of requested modifications of primary duties when such modifications are made to incorporate extra duties associated with teaching overloads. The applicable extra compensation amount for additional teaching overload duties shall be disclosed at time of notification to the employee, or as soon as practical. For contract employees, the extra compensation shall be noted on the Academic Year and Fiscal Year Contract Addendum for Temporary Overload Compensation.