Chapter Two: Personnel
 
Procedure Title: Retrenchment
Based On: Board Policy 3
Procedure Number: 2.43
Date Adopted/Revised: May 6, 2002; November 21, 2006; May 15, 2007; March 29, 2010; July 20, 2016

South Arkansas Community College must be managed in a manner that ensures fiscal integrity. The President is required to monitor funding streams; changing educational requirements; and changing student demand and enrollment patterns, any of which may necessitate personnel actions to maintain/achieve greater efficiency in accomplishing the College Mission. Therefore, the President may, on occasion, be required to reduce staff or faculty.
  1. Definitions

    1. Retrenchment – the action taken to reduce personnel (one or more individuals) in a department or area due to declining enrollment, reduced need, and/or fiscal limitations.

    2. Retrenchment Unit – the department or program that is reduced or eliminated for purposes of achieving fiscal stability.

  2. Basic Commitments

    1. The mission of South Arkansas Community College will be fulfilled.

    2. The educational needs of students will always be considered in the decision-making process.

    3. The College’s Equal Opportunity program will not be abandoned.

    4. Tenure policies will be respected, and release of tenured faculty will be in accordance with guidelines stated in the Administrative Procedures Manual.

    5. Excessive numbers of small classes that result in unsound management practices may necessitate the implementation of the retrenchment procedure.

  3. General Administrative Action

    1. Every position considered for elimination due to retrenchment will be carefully evaluated.

    2. Class offerings will be managed by administrative officers to ensure that students’ needs are met without excessive duplication, unnecessarily small classes, and/or exceptionally high unit costs.

    3. Part-time faculty in a department will be appointed only after it is determined that all qualified full-time faculty in that department have full loads.

    4. Full-time faculty members without full course loads as defined by the APM will be assigned other duties as possible, given their qualifications; these alternate responsibilities will be considered in the evaluation process.

    5. All retrenchment recommendations must be approved by the President.

  4. Procedures for Release of Employees other than Faculty

    1. All actions of dismissal will conform to the guidelines set forth in the APM.

    2. When a classified or non-classified position is to be abolished, the affected employee shall be notified in accordance with Procedure 2.15, entitled Separation of Service. Term contracts will be honored.

    3. Prior to notification, the administration will make a bona fide effort to place the affected employee in a comparable position, should one become vacant, and should the employee be qualified to fill that position.

  5. Procedures for the Release of Non-tenured Faculty

    1. The retrenchment unit will normally follow the definition delineated in I.B of this procedure.

    2. When the faculty of a department must be reduced in number, the non-tenured faculty member(s) will be released first, except in a case where a non-tenured person has unique qualifications essential to a program or department. That person may not be considered for dismissal in a retrenchment move. The determination of unique qualifications will be determined cooperatively between the Dean and the Vice President of Learning in consultation with the President. In cases where there are two (2) or more non-tenured faculty in an academic discipline or occupational program who can be released, the date of initial employment may determine priority, with persons holding least seniority in continuous years of full-time service being released first. Such service will be defined by regular College procedures.

  6. Procedures for Release of Tenured Faculty

    1. After all part-time faculty, paraprofessionals, and non-tenured faculty in the affected division or department have been dismissed (except for as provided for in Section V.B. of this procedure), if further dismissal is required, then all tenured faculty in that area will be considered except in the case where a person has unique qualifications essential to a program or department unless it is determined that the entire program or department cannot remain. Otherwise, that person may not be considered for dismissal in a retrenchment move. In cases where there are two (2) or more tenured faculty in an academic discipline or occupational program who can be released, the date of initial employment will determine priority, with the person holding least seniority in continuous years of full-time service being released first.

    2. The process will follow Administrative Procedure 2.20, entitled Tenure, Notice of Non-reappointment/Faculty Dismissal.