Teachers College Interpreter Manual - alternative text version 
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Teachers College is committed to providing educational and professional opportunities for all individuals and assisting them in making their experience at Teachers College successful and positive. The Office of Access and Services for Individuals with Disabilities (OASID) works with all administrative offices, academic departments, and faculty members in an attempt to ensure that individuals with disabilities can participate fully and equally in the TC community. OASID’s primary areas of concern include providing reasonable accommodations, removing physical and attitudinal barriers, facilitating participation in college activities, and advocating for the rights of individuals with disabilities.
OASID also recognizes that individuals who are deaf/hard of hearing have distinct and diverse linguistic needs and cultural backgrounds and has established the Office of Deaf & Hard of Hearing Services in support of this principle.
The Program Director of Deaf & Hard of Hearing Services will
Interpreters will
convey the message using language in a manner most readily understood by the consumer(s) involved.
familiarize him/herself with the material to be covered in an interpreting assignment.
present him/herself as a professional in conduct and attire.
acknowledge the receipt of assignment confirmations and notify the program director immediately of any scheduling conflicts or concerns.
adhere to the Registry of Interpreters for the Deaf Code of Professional Conduct (see Appendix A).
adhere to the policies and standards of TC as laid out in the TC Professional Staff Policy Manual (http://www.tc.columbia.edu/administration/hr/hr_policies.asp).
submit timesheets according to deadlines provided by the program director.
Access to the TC swimming pool (certain fees may apply)
Access to the Columbia University athletic facilities and programs (certain fees may apply)
Access to all libraries at TC and Columbia University affiliate campuses
Free or discounted admission to certain local museums and other cultural institutions
A UNI account for use in accessing Columbia CUB email and TC employee self-service functions through the MyTC Portal.
A 10% discount at the TC bookstore and participating Barnes & Noble stores
Discounts on certain cell phone service plans and/or products (see http://www.tc.columbia.edu/cis/telecomm/faculty/cellphone.htm for more information)
iscounts on computer hardware and software through certain vendors (see http://www.tc.columbia.edu/computing/ for more information)
All interpreters must become employees of TC. Interpreters will be given a post-hire packet by the OASID staff which must be completed and returned to Human Resources no later than three days after the employment start date. Interpreters are classified as interim employees. As such, interpreters are employed on an as-needed basis. TC makes no guarantee of a minimum number of hours or employment beyond what is stated in assignment confirmations.
Pay rate: Interpreter pay rates vary depending on certification(s) held and years of interpreting experience.
| NIC, CI, or CT | NIC Advanced, |
NIC Master | |
| < 10 years experience | $55 per hour | $60 per hour | $65 per hour |
| 10 - 15 years experience | $60 per hour | $65 per hour | $70 per hour |
| 15 - 25 years experience | $65 per hour | $70 per hour | $75 per hour |
| > 25 years experience | $65 per hour | $75 per hour | $75 per hour |
The pay rate shall stay effective through August 31, the end of the TC fiscal year. Should an interpreter earn a higher level of certification or move to a higher experience category the pay rate will be adjusted at the beginning of the next fiscal year (i.e., September 1). It is the interpreter's responsibility to inform the program director of such changes.
Billing increments: Interpreters are paid a two-hour minimum. Interpreting over two hours, whether it is in one or more than one assignment, is to be billed in half-hour increments. For classes less than two hours, interpreters should be available approximately ten minutes prior to the scheduled class start time and ten minutes after the scheduled class end time to interpret for any communication between deaf/hard of hearing students and their professors or classmates. Any interpreting done beyond this time may be done at the discretion and availability of the interpreter. Interpreters must inform the program director as soon as possible if they have interpreted beyond the time they were scheduled.
Submitting invoices: Invoices must be submitted to the program director for approval and processing. Invoices may be submitted via email, fax, mail, or in person. Payment will be made in accordance with deadlines set forth by the Payroll Office. Interpreters may use the invoice form available at www.tc.edu/oasid/forms/formlist.html. Interpreters may also submit invoices they have created as long as the same information asked for on the OASID invoice form is included.
Individual class cancellation: Interpreters are paid regardless of when an individual class session is canceled. The interpreter should make him/herself available for any assignment that may come up during the same time period.
Waiting time: In the event that a student or professor does not show up, the interpreter will wait thirty minutes. After that time has elapsed, the interpreter is free to leave.
On-going class cancellation: When an interpreter accepts an assignment for the duration of the semester and the class is cancelled or the student drops the course, the interpreter will be paid for two weeks from notification.
Event cancellation: If an event (i.e., any assignment that is not scheduled on an on-going basis, such as seminars, lectures, meetings, conferences, workshops, and substituting for another interpreter in an on-going class) is canceled with less than 48-hours notice, the interpreter will be paid for the entire time he/she is scheduled. The interpreter will not be paid for events that are canceled prior to 48 hours in advance.
Illness/emergencies: In the event the interpreter is unable to work due to illness or an emergency, the interpreter should notify the program director as soon as possible. Substitutes must be hired by the program director, not by the interpreter. It is a nice gesture to try to help and sometimes appropriate, however any changes to interpreter assignments must be cleared by the program director ahead of time. The interpreter will not paid for absences of this nature. Frequent unexcused absences may be grounds for dismissal.
Probation: The first three weeks of each semester are considered probationary during which the deaf/hard of hearing individual needing interpreters on an on-going basis can determine whether an interpreter assigned meets his/her communication needs. During this time, the interpreter and the student should discuss the most appropriate way to meet the individual’s communication needs. Should the individual still feel her/his needs are not being met, he/she will inform the program director in writing clearly stating how these needs were not being met. A new interpreter request can be made at that time. If necessary and appropriate, the program director will observe and evaluate the interpreter’s performance. Results of the evaluation will be shared with the interpreter.
Reassignment due to probation: Should an interpreter be asked to end an on-going assignment during this probationary period every attempt will be made to place the interpreter in an assignment to which he/she is more suited. If a reassignment cannot be made, the interpreter will be paid for two weeks from notification.
Cancellation by the interpreter: Should the interpreter feel that an assignment is inappropriate, either because it does not match his/her skill level or because the interpreter feels he/she lacks knowledge or familiarity with the subject matter, he/she must notify the program director as soon as possible and another interpreter will be assigned to the class. The interpreter will be paid only for the assignments he/she has interpreted.
Assignments over one hour: Most assignments over one hour will be assigned a team of at least two interpreters. Certain assignments lasting more than one hour may be assigned only one interpreter if the nature of the assignment does not warrant more than one interpreter (e.g., a proctored written exam).
Assignments less than one hour: Most assignments lasting less than one hour will be assigned only one interpreter. Certain assignments lasting less than one hour may be assigned more than one interpreter if the nature of the assignment rises to a level of complexity or difficulty to warrant more than one interpreter (e.g., highly technical seminars, meetings requiring a high level of interaction among participants).
All requests for and questions about interpreting services should be directed to:
Rebecca Friedman, Program Director, Deaf & Hard of Hearing Services
Office of Access & Services for Individuals with Disabilities
(212) 678-3853 V/TTY
(212) 678-3854 video phone
rgf2104@tc.columbia.edu
Individuals may also contact:
Richard Keller, Director
Office of Access & Services for Individuals with Disabilities
(212) 678-3689
keller@tc.edu
(© Copyright 2005 the Registry of Interpreters for the Deaf)
Tenets
Applicability
Definitions
For the purpose of this document, the following terms are used:
Colleagues: Other interpreters.
Conflict of Interest: A conflict between the private interests (personal, financial, or professional) and the official or professional responsibilities of an interpreter in a position of trust, whether actual or perceived, deriving from a specific interpreting situation.
Consumers: Individuals and entities who are part of the interpreted situation. This includes individuals who are deaf, deaf-blind, hard of hearing, and hearing.
1.0 CONFIDENTIALITY
Tenet: Interpreters adhere to standards of confidential communication.
Guiding Principle: Interpreters hold a position of trust in their role as linguistic and cultural facilitators of communication. Confidentiality is highly valued by consumers and is essential to protecting all involved.
Each interpreting situation (e.g., elementary, secondary, and post-secondary education, legal, medical, mental health) has a standard of confidentiality. Under the reasonable interpreter standard, professional interpreters are expected to know the general requirements and applicability of various levels of confidentiality. Exceptions to confidentiality include, for example, federal and state laws requiring mandatory reporting of abuse or threats of suicide, or responding to subpoenas.
Illustrative Behavior - Interpreters:
1.1 Share assignment-related information only on a confidential and “as-needed” basis (e.g., supervisors, interpreter team members, members of the educational team, hiring entities).
1.2 Manage data, invoices, records, or other situational or consumer-specific information in a manner consistent with maintaining consumer confidentiality (e.g., shredding, locked files).
1.3 Inform consumers when federal or state mandates require disclosure of confidential
information.
2.0 PROFESSIONALISM
Tenet: Interpreters possess the professional skills and knowledge required for the specific interpreting situation.
Guiding Principle: Interpreters are expected to stay abreast of evolving language use and trends in the profession of interpreting as well as in the American Deaf community.
Interpreters accept assignments using discretion with regard to skill, communication mode, setting, and consumer needs. Interpreters possess knowledge of American Deaf culture and deafness-related resources.
Illustrative Behavior - Interpreters:
2.1 Provide service delivery regardless of race, color, national origin, gender, religion, age, disability, sexual orientation, or any other factor.
2.2 Assess consumer needs and the interpreting situation before and during the assignment and make adjustments as needed.
2.3 Render the message faithfully by conveying the content and spirit of what is being communicated, using language most readily understood by consumers, and correcting errors discreetly and expeditiously.
2.4 Request support (e.g., certified deaf interpreters, team members, language facilitators) when needed to fully convey the message or to address exceptional communication challenges (e.g. cognitive disabilities, foreign sign language, emerging language ability, or lack of formal instruction or language).
2.5 Refrain from providing counsel, advice, or personal opinions.
2.6 Judiciously provide information or referral regarding available interpreting or community resources without infringing upon consumers’ rights.
3.0 CONDUCT
Tenet: Interpreters conduct themselves in a manner appropriate to the specific interpreting situation.
Guiding Principle: Interpreters are expected to present themselves appropriately in demeanor and appearance. They avoid situations that result in conflicting roles or perceived or actual conflicts of interest.
Illustrative Behavior - Interpreters:
3.1 Consult with appropriate persons regarding the interpreting situation to determine issues such as placement and adaptations necessary to interpret effectively.
3.2 Decline assignments or withdraw from the interpreting profession when not competent due to physical, mental, or emotional factors.
3.3 Avoid performing dual or conflicting roles in interdisciplinary (e.g. educational or mental health teams) or other settings.
3.4 Comply with established workplace codes of conduct, notify appropriate personnel if there is a conflict with this Code of Professional Conduct, and actively seek resolution where warranted.
3.5 Conduct and present themselves in an unobtrusive manner and exercise care in choice of attire.
3.6 Refrain from the use of mind-altering substances before or during the performance of duties.
3.7 Disclose to parties involved any actual or perceived conflicts of interest.
3.8 Avoid actual or perceived conflicts of interest that might cause harm or interfere with the effectiveness of interpreting services.
3.9 Refrain from using confidential interpreted information for personal, monetary, or professional gain.
3.10 Refrain from using confidential interpreted information for the benefit of personal or professional affiliations or entities.
4.0 RESPECT FOR CONSUMERS
Tenet: Interpreters demonstrate respect for consumers.
Guiding Principle: Interpreters are expected to honor consumer preferences in selection of interpreters and interpreting dynamics, while recognizing the realities of qualifications, availability, and situation.
Illustrative Behavior - Interpreters:
4.1 Consider consumer requests or needs regarding language preferences, and render the message accordingly (interpreted or transliterated).
4.2 Approach consumers with a professional demeanor at all times.
4.3 Obtain the consent of consumers before bringing an intern to an assignment.
4.4 Facilitate communication access and equality, and support the full interaction and independence of consumers.
5.0 RESPECT FOR COLLEAGUES
Tenet: Interpreters demonstrate respect for colleagues, interns and students of the profession.
Guiding Principle: Interpreters are expected to collaborate with colleagues to foster the delivery of effective interpreting services. They also understand that the manner in which they relate to colleagues reflects upon the profession in general.
Illustrative Behavior - Interpreters:
5.1 Maintain civility toward colleagues, interns, and students.
5.2 Work cooperatively with team members through consultation before assignments regarding logistics, providing professional and courteous assistance when asked and monitoring the accuracy of the message while functioning in the role of the support interpreter.
5.3 Approach colleagues privately to discuss and resolve breaches of ethical or professional conduct through standard conflict resolution methods; file a formal grievance only after such attempts have been unsuccessful or the breaches are harmful or habitual.
5.4 Assist and encourage colleagues by sharing information and serving as mentors when
appropriate.
5.5 Obtain the consent of colleagues before bringing an intern to an assignment.
6.0 BUSINESS PRACTICES
Tenet: Interpreters maintain ethical business practices.
Guiding Principle: Interpreters are expected to conduct their business in a professional manner whether in private practice or in the employ of an agency or other entity. Professional interpreters are entitled to a living wage based on their qualifications and expertise. Interpreters are also entitled to working conditions conducive to effective service delivery.
Illustrative Behavior - Interpreters:
6.1 Accurately represent qualifications, such as certification, educational background, and experience, and provide documentation when requested.
6.2 Honor professional commitments and terminate assignments only when fair and justifiable grounds exist.
6.3 Promote conditions that are conducive to effective communication, inform the parties
involved if such conditions do not exist, and seek appropriate remedies.
6.4 Inform appropriate parties in a timely manner when delayed or unable to fulfill assignments.
6.5 Reserve the option to decline or discontinue assignments if working conditions are not safe, healthy, or conducive to interpreting.
6.6 Refrain from harassment or coercion before, during, or after the provision of interpreting services.
6.7 Render pro bono services in a fair and reasonable manner.
6.8 Charge fair and reasonable fees for the performance of interpreting services and arrange for payment in a professional and judicious manner.
7.0 PROFESSIONAL DEVELOPMENT
Tenet: Interpreters engage in professional development.
Guiding Principle: Interpreters are expected to foster and maintain interpreting competence and the stature of the profession through ongoing development of knowledge and skills.
Illustrative Behavior - Interpreters:
7.1 Increase knowledge and strengthen skills through activities such as:
7.2 Keep abreast of laws, policies, rules, and regulations that affect the profession.