Annual Planning & Budget Integration
Justifications of Position Requests FY 2011-2012
College of Alameda 2010
Faculty Position Requests
Counselor (Rank # 1)
Replaces Vacancy: Bias
To ensure the maintenance of a quality Counseling Department, it is recommended that the
equivalent of two full-time counselors be hired immediately to replace retirements since:
• The flow of incoming students has increased dramatically due to incoming CSU and UC
students that have not been able to enter those systems;
• The number of unemployed workers that are seeking re-training and enhancement of skills has
increased considerably.
Due to our counseling faculty shortage and the increased number of enrolled students from
5500 to 7000 in two years, and the increase in the requirements to meet the needs of online
students in the area of counseling and advising, appropriate services to students are not
possible under the current personnel structure.
Auto Mechanics (Rank # 2)
Replaces Vacancy: Tumasian
The Automotive Technology Program (ATEC) must hire a1.0 FTEF instructor with a specialty in
transmissions to meet training partnership requirements of our Toyota T-TEN program in order
to be certified and received the transmission certification; without this the program will be shut
down. Manny Tumasian retired in June 2009 and the transmission component of this two-year
cohort program was scheduled at the end of the cycle. This position must to be filled in order to
maintain the Auto Mechanics Program NATEF certification. Transmissions represent two of the
8 areas of NATEF certification, as well as two of the 8 areas that ATEC will be offering to our
Toyota Certificate students. This class can only be taught by a contract instructor or a long term
sub; however, finding a DIFFERENT long term sub every six months is impossible. A long term
sub who works an entire year cannot teach as a part-timer at Peralta for the next 2 years.
Without a trained professional contract instructor to teach this area, we run a serious risk of
losing both our NATEF certification and our Toyota alliance. NATEF certification is required for
Toyota T-TEN programs; therefore, if we lose NATEF certification, we also lose the Toyota
program.
In addition, ATEC set up a new Toyota Certificate program beginning in fall 2009. This program
consists of an entirely new track through our program for a “cohort” of Toyota-specific students,
Page 1 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
recruited specifically for the Toyota program. The first new class, ATEC 32, was approved by
the Curriculum Committee two years ago. Setting up and monitoring this program, recruiting the
students, and meeting Toyota’s deadlines for the project will take a great deal of work during the
10-11 & 11-12 Academic Year. In order to meet the qualifications for the Toyota Certificate
Program, we must hire a 1.0 faculty member.
Also, in order to sustain and increase FTES/FTEF productivity of 16.94, we must have the
consistency of a full-time faculty member instead of LTS’s. See below for BI Tool productivity
statistics from one year ago, fall 2009:
Fall 2010 Alameda
SUB
SECT CENSUS ENRL
ATECH 10
313
FTES
RESD
295 97.29
FTES
NONR
FTES
TOTL
FTEF
CONT
3.24
100.53 3.70
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
1.53
0.71
5.94
PROD
16.94
Auto Body (Rank # 3)
If the College does not hire a 1.0 contract faculty person by spring 2011, the evening Autobody
Collision and Repair program will be shut down. Like most of our career and technical program,
the Auto Body Program requires additional certification through the industry accrediting body.
This Program can only be taught by a contract instructor or a long term sub; however, finding a
DIFFERENT long term sub every six months is impossible. A long term sub who works an
entire year cannot teach as a part-timer at Peralta for the next 2 years. Without a trained
professional contract instructor to teach this area, we run a serious risk of losing our Auto Body
certification. In order to sustain and increase FTES/FTEF productivity of 18.03, we must have
the consistency of a full-time faculty member instead of LTS’s. See below for BI Tool
productivity statistics from one year ago, fall 2010:
SUB
SECT CENSUS ENRL
AUTOB 3
88
84
FTES
RESD
Fall 2010 Alameda
FTES
FTES
FTEF
NONR
TOTL
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
39.69
1.90
0.27
0.00
2.31
41.59
2.04
PROD
18.03
Aviation (Rank # 4)
Replaces Vacancy: Dan Gunter
The Aviation Maintenance & Technology (AMT) Program must hire a 1.0 FTEF to meet FAA
Accreditation requirements or the program will be shut down. One full time AMT instructor will
be retiring June, 2010. Another full time instructor will be retiring June, 2011. As per 14 CFR
Part 147, full staffing with qualified instructors is required to maintain FAA certification. The FAA
does monitor staffing levels and instructor qualifications. AMT has for many years suffered from
a lack of marketing which has resulted in lower enrollment compared to other A&P schools.
Page 2 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
AMT has sought to come up with innovative methods to promote the program. One of the
faculty has been designated by the FAA as a safety team member. Scheduled safety seminars
are held at the air facility. These seminars target certificated airmen in the Bay Area. Utilizing
the air facility for these seminars will expose the AMT program to the aviation community to the
program. We have already seen an improvement in FTES due in part, to affiliation with the
Oakland Aviation High School, FAA testing onsite and the elimination of the program by the
private training school WyoTech. The FAA will require a curriculum change beginning Fall of
2012, and the AMT staff will, as soon as FAA documentation becomes available, work on the
new curriculum and present it to the curriculum committee for approval. Several airlines have
expressed an interest in donating an airliner to the program. The Port of Oakland has been
contacted concerning the donation of additional land to store this aircraft. Full time instructors
will need to be hired to replace those instructors that will be retiring, and a stipulation of the
contract for the air facility property is that we it be used for aviation training or it reverts back to
the Port of Oakland.
In order to sustain and increase FTES/FTEF productivity of 15.34, we must have the
consistency of a full-time faculty member. See below for BI Tool productivity statistics from this
year, fall 2010:
Fall`10 Alameda
SUB SECT CENSUS ENRL
AMT 11
FTES
RESD
275 248 64.50
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
1.56
66.06
3.04
1.27
0.00
4.31
PROD
15.34
Art (Rank # 5)
The Art Program has no full-time faculty members and Art fulfill a number of transfer
requirements under both the IGETSE and CSU patters Additionally, there is an enormous
amount of work involved to maintain all curriculum, equipment maintenance, student
engagement, etc. with no fulltime faculty; therefore there is a request for one FTE Art faculty
position to meet overflowing programmatic needs and student demand for week-day, evening,
and weekend programs. Currently, the large Art history courses and studio courses demand
consistent, expert instruction, which is difficult to provide through rotating adjunct faculty. Art
curriculum must be updated; however, there is no full-time faculty member to do so. Based on
the CSEP Results for Sections and Productivity, the current listing of sections reflects 22.1
productivity but would probably be even higher if the Art Program had one full-time faculty
member. The logical action for the Art Program is to secure a full-time faculty member with the
skills to maintain and grow this already successful program.
Page 3 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
In order to sustain and increase FTES/FTEF productivity of 29.20 in Art, we must have the
consistency of a full-time faculty member. See below for BI Tool productivity statistics from this
year, fall 2010:
Fall`10 Alameda
SUB SECT CENSUS ENRL
ART 6
320
FTES
RESD
302 34.40
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
2.20
36.60
0.00
0.00
1.25
1.25
PROD
29.20
Counselor (Rank # 6)
Replaces Vacancy: Robinson
To ensure the maintenance of a quality Counseling Department, it is recommended that one
full-time counselor be hired immediately to replace retirements since:
• The flow of incoming students has increased dramatically due to incoming CSU and UC
students that have not been able to enter those systems;
• The number of unemployed workers that are seeking re-training and enhancement of skills has
increased considerably.
Due to our counseling faculty shortage and the increased number of enrolled students from
5500 to 7000 in two years, and the increase in the requirements to meet the needs of online
students in the area of counseling and advising, appropriate services to students are not
possible under the current personnel structure.
ADAM (Rank # 7)
The ADAM Program needs to hire an additional 1.0 contract faculty position in order to meet the
enormous demands for entry into this program. In addition, in only a few months, the former San
Leandro-based 600-employee Northface-Jansport Corporation is moving to the former
Alameda Navy Base property, now called Alameda Point, just 1 mile from College of Alameda.
The company currently holds 600 jobs and talks are underway to collaborate with NorthfaceJansport Corporation to develop an academic-career pathway to create industry specific
certificates and to seek corporate funding to augment the ADAM Program’s area within the new
instructional building C&D, as part of Measure A which is to be built over the next 2 years.
In order to sustain and increase FTES/FTEF productivity of 19.71, we must have the
consistency of a full-time faculty member. See below for BI Tool productivity statistics from this
year, fall 2010:
Fall`10 Alameda
SUB
SECT CENSUS ENRL
ADAM 10
362
FTES
RESD
346 50.46
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
1.31
51.77
1.85
0.64
0.13
2.63
PROD
19.71
Page 4 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
Psychology (Rank # 8)
Replaces Vacancy: Bishop Scott
The Psychology Degree Program needs 1.0 FTEF to provide viable AA Course Offerings and to
expand the Program into an innovative new field of Forensics Psychology as part of the new
Forensics Biosciences Certificate and Degree programs being developed now for
implementation fall 2011 and spring 2012. The Psychology Program currently has only one fulltime faculty member due to a faculty retirement at the end of the Spring 2010 semester. As a
result, due to the large size of the enrollment in this department, the Program will need to hire a
new qualified contract faculty as soon as the budget allows. Historically, the Psychology
department has had three full-time instructors. Therefore, the Program would like to hire at least
one contract faculty member to replace the retired instructor and to meet the demands of our
students.
In order to sustain and increase FTES/FTEF productivity of 24.93, we must have the
consistency of a full-time faculty member. See below for BI Tool productivity statistics from this
year, fall 2010:
Fall 2010
SUB
SECT CENSUS ENRL
PSYCH 13
698
FTES
RESD
652 67.00
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
2.80
69.80
1.20
0.20
1.40
2.80
PROD
24.93
Biology (Rank # 9)
Replaces Vacancy: Ann Kircher
The Biology Department needs at least one 1.0 FTE in order to maintain the quality of our
current programs and to increase our course, certificate, and degree offerings with the addition
of a newly proposed branch in Forensics Bioscience. At present, the Department has only two
full time instructors to manage over 500 students a semester and maintain or increase
FTEF/FTES 19.73 productivity (see below for BI Tool table insert). The department needs to
replace at lest the one faculty member who retired in 2010. The Biology Department is involved
in a collaborative effort to start a program under domain of "Bioscience" which requires interdepartmental and inter-disciplinary participation and collaboration. Such collaborations are far
more efficient financially for the College and are proven methods for increasing student success
through a kind of cohort approach to teaching and learning. In addition, the Biology Department
would like to explore the development of a sequence of courses that would prepare students for
careers as medical technicians. This is a professional area that is under-filled, partly because of
a deficiency of academic training centers. Completion of a newly developed course sequence
can enable a student to pass a national certification exam and than gain meaningful
employment in medicine.
Page 5 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
In order to sustain and increase FTES/FTEF productivity of 21.89 in Biology, we must have the
consistency of a full-time faculty member instead of LTS’s. See below for BI Tool productivity
statistics from this year, fall 2010:
Fall 2010
SUB SECT CENSUS ENRL
BIOL 12
496
FTES
RESD
466 101.80
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
4.46
106.26
1.80
0.69
2.36
4.85
PROD
21.89
History (Rank # 10)
The History Department needs to add another 1.0 FT position to teach a flexible schedule while
expanding the course offerings. In addition, the History Department has partnered with the LRC
to provide cutting edge learning communities and tutorial modalities in the discipline of History
that services and addresses the needs of under-prepared and at risk students in our discipline.
In addition, this 1.0 FTEF History faculty member hire will also serve the needs of the LRC’s
mission to broaden the diversity and scope of their services. In order to sustain and increase
FTES/FTEF productivity of 24.06, we must have the consistency of a full-time faculty member
instead of LTS’s. See below for BI Tool productivity statistics from this year, fall 2010:
Fall 2010
SUB SECT CENSUS ENRL
HIST 9
433
FTES
RESD
395 40.30
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
3.00
43.30
0.80
0.20
0.80
1.80
PROD
24.06
Page 6 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
Business (Rank # 11)
The Business Department requires a 1.0 FTEF to sustain and increase course offerings. This
department had a full time Management/Accounting Faculty member retire; therefore, to
continue to expand the Business Department this faculty member must be replaced. The
justification of this request is that the remainder of the Business Department has tenured CIS
faculty with MBA Degrees and Accounting only faculty. A Business/Management Faculty
member this is necessary to broaden this program, offer new Business courses, and review the
existing business program for new opportunities in management and small business
management skills and certificates. In order to sustain and increase FTES/FTEF productivity of
17.39, we must have the consistency of a full-time faculty member instead of LTS’s. See below
for BI Tool productivity statistics from this year, fall 2010:
Fall 2010 Alameda
SUB SECT CENSUS ENRL
BUS 17
662
FTES
RESD
603 65.72
FTES
NONR
FTES
TOTL
FTEF
CONT
FTEF
EXSV
FTEF
TEMP
FTEF
TOTL
4.77
70.49
2.13
0.07
1.85
4.05
PROD
17.39
Communication (Rank # 12)
The Communication Department needs 1.0 FTEF to become even more effective. The history of
College of Alameda’s Communication (formerly Speech) Department shows at one time there
were four full-time faculty members. Currently, the Communication Department consists of one
full-time, tenured faculty member, two retirees who work part-time, and one new adjunct faculty
member who has become an effective asset to the Department. The rationale to becoming even
more effective means that the Department has to have at least one additional full-time
Tenured/Tenure Track Faculty member who can continue to grow the Department, address the
need to continue relevance within our Department and meet the needs of the 21st Century
workforce in the area of Communication. In order to sustain and increase FTES/FTEF
productivity of 20.52, we must have the consistency of a full-time faculty member instead of
LTS’s. See below for BI Tool productivity statistics from this year, fall 2010:
Fall 2010 Alameda
SUB
SECT CENSUS ENRL
AUTOB 4
110
86
FTES
RESD
44.33
FTES
NONR
3.00
FTES
TOTL
47.33
FTEF
CONT
2.00
FTEF
EXSV
0.31
FTEF
TEMP
0.00
FTEF
TOTL
2.31
PROD
20.52
Page 7 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
Classified Position Requests
Staff Assistant / Veterans Affairs (Rank # 1)
This position is critical to the essential function of student services in the Office of the Dean of
Students and the Veterans Affairs Program. Currently, the Dean of Student Services is
functioning without an assistant, and the Office of Veterans Affairs has only a .5 FTE Staff
Assistant/Veterans Affairs Representative and one .3 FTE Veterans’ Counselor to assist all VA
students through their educational career, this problem has been identified in the last audit
conducted by the VA Office. With thousands of troops coming home from the war in Iraq, there
has been an exponential increase in veterans’ educational and career needs. In addition,
changes made to the GI Bill to include new provisions for Chapter 33/Post 9-11 benefits
demand a higher level of complexity and time spent by a Veteran Affairs Assistant to ensure
that the correct information is being disseminated to VA students and the campus community. It
is imperative, especially considering the military history of the City of Alameda, that COA
improve it services to include an Orientation Workshop, a VA resource fair, and to integrate the
VA population into Student Life. As expressed by various VA students and a burgeoning COA
Vets Club, the Veteran Affairs Program of COA must be improved to better facilitate the difficulty
of transitioning from active duty to civilian life. This can only be accomplished by increasing the
current staffing in our COA Veteran’s Affairs Office.
Systems Analyst—Network (Rank # 2)
In an effort to address the increase in online and distance education courses COA is in the
process of submitting a substantive change request to AACJC which requires an individual to
design and maintain network systems and data communications including LANS, WANS,
Internet-based networks, intranets, and voice communication. It is felt that this position is also
needed because of the increased use of telecommunications planned for the smart classrooms.
This position would implement and maintain enterprise level technologies including virtual
servers, storage and networking devices; ensure that the various "moving parts" of a system
work together as seamlessly as possible, whether it is ensuring that external Internet
applications can be integrated with internal systems, or choosing and installing software in a
way that makes sense for end users. They would also be required to troubleshoot problems
when they arise, make hardware and software recommendations for future planning and
budgeting as well as work with staff to ensure data safety, security and disaster recovery.
Staff Assistant Student Services—Generalist (Rank # 3)
With the expansion of the Welcome Center, a Staff Assistant Generalist position is necessary to
address the particular needs of our educationally and economically at-risk students. This
position will greatly increase COA’s ability to meet its Institutional Goals and Action Priorities for
2010-2012 by improving student persistence, retention, and completion rates; therefore,
increasing overall student success.
Core enrollment services for the college are delivered within the Welcome Center, a one stop
Student Services area housing Admissions and records, Administration, Financial aid,
Counseling, Transfer center, and EOPS. Student Ambassadors are available to assist students
Page 8 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010
with the self services options available for application, enrollment, and applying for financial aid.
A generalist position is needed to lead the student ambassadors so they provide correct
information and to be available as a resource to all students, staff, and faculty. This position will
also assist all student services areas due to the increase in workload due to the decrease in
staffing in the areas of data input and tracking services.
Staff Assistant Office of Instruction (Rank # 4)
The Office of Instruction needs to expand the current .5 Senior Clerical Position to the position
title of Staff Assistant in order to manage the increase in grant programs staffing requirements,
which previously were handled at the district office so that there is a centralized span of control
and instructional grant programs would report directly to the Vice President of Instruction. Grant
programs such as the ATLAS, the Green Technology Grant, EBCAA, and the recently submitted
Geospatial Technology Program with the National Science Foundation, will warrant additional
staffing. Also, this position will assist with and help meet the increase in workload overall due to
reduction in staff in the instructional division offices.
Outreach Specialist (Rank # 5)
College of Alameda needs one Outreach Specialist position to continue to provide outreach
services to high school partners and underserved communities. With an Outreach Specialist,
the College of Alameda can increase the numbers of feeder high school students choosing a
Peralta college, provide college awareness services to underrepresented students from feeder
high schools through concurrent enrollment, increase the numbers of (AB540) students at the
Peralta colleges, increase presence in Alameda high schools and Oakland High, and overall
develop and increase academic and career pathways for our community’s most disadvantaged
students to become resilient workers and citizens in a global workforce. Thus, the hiring of an
Outreach Specialist will meet the 2009 Student Equity Plan, Goal I, which requires we, “continue
to provide increasing levels of access to educational opportunities for all students, particularly
the historically underrepresented groups, and to reflect the profile of the adult population served
by COA.”
Page 9 of 9
COA Justification of Positions FY 2011-2012
President, Jannett N. Jackson, Ph.D.
11/05/2010