Teaching classes as an AP

Before reading this page, please check out our mandatory disclaimer.

If you are an AP and you are planning to teach classes (by which I mean credit classes at PCC), then there are some things you need to know.

First of all, the rules are different for full-time (FT) APs and part-time (PT) APs. We'll deal with the FT issues first.

If you are a FT AP, the next thing you need to think about is whether the teaching is PART OF your regular work-week, or IN ADDITION TO your regular work-week.
  • If the teaching is part of your regular work-week as an AP, then you should be paid a teaching stipend at the regular rate.
  • If the teaching is in addition to your regular work-week as an AP, then you are doing what is called an "overload" which is governed by its own set of rules and is paid at the overload rate.
If you are teaching an overload, then your work is governed by Article 8 of the contract. Although Article 8 isn't terribly clear for APs, here's what it means for APs:
  • Since you are a FT AP, the overload provisions take precedence over any of the rules for PT faculty in other articles of the contract. While the other articles say PT faculty can teach up to 0.82 FTE per term, with a one-term exception etc, those rules do NOT apply to you b/c Article 8 has precedence for you as a FT AP (you are a FT employee first and PT faculty second).
  • The language in 8.22 means that you can teach an overload consisting of ONLY ONE of two options: teach ONE class not to exceed 0.350 FTE (such as a four-credit lecture class) OR up to three one-credit classes in CG or library not to exceed 0.204 FTE. And nothing else - no tutoring, no other instructional work (unless you can get a dean to pursue a waiver, and then for up to only TWO classes in one term and no more than FOUR classes, total, over three terms).
If you are a PT AP, most of the rules related to overloads do not apply, but it depends on the number of hours you work (more to come in this area).

Why all of these rules?

Our contract tries to balance the interests all employee-groups in the bargaining unit. If APs suddenly start teaching a lot of classes, their actions will take away work from PT faculty and may also take away work from FT faculty. Conversely, if APs were suddenly directed by administration to teach a lot of classes, APs might find themselves with an untenable amount of work. So the contract language is also designed to protect APs from being overworked and taken advantage of.

A note about pay:

If you are planning to teach as an AP, you absolutely need to keep a close eye on what you are being paid, and follow up repeatedly with payroll to make sure you are being paid correctly! I can't count on two hands the number of APs who have been overpaid and then have needed to reimburse the college for overpayment. My recommendation is to watch for your pay stub when you start teaching, and then call payroll and go over every detail with them to ensure everything is correct. Do the same with your dep't admin (the IAA in the dep't where you are teaching). Don't assume everything is correct and you can spend the money, as you might be surprised later when you have to pay it back. I know APs who were overpaid for YEARS and had to pay back thousands of dollars. I know, I know - you shouldn't have to worry about being overpaid, as the college's systems should ensure you are paid correctly. While we in FFAP leadership are working to make that vision a reality, you must be your own best advocate in the meantime.

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Page updated by Peter Seaman on June 3rd, 2016.

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