2010 tribeca flashpoint faculty handbook

MEDIA ARTS ACADEMY

TRIBECA FLASHPOINT MEDIA ARTS ACADEMY Faculty Handbook Tribeca Flashpoint Media Arts Academy is committed to the belief that at the heart of good teaching is the ability to live the passion and professionalism we expect from our students. We must be the ultimate role models in actively demonstrating the cornerstone concepts of our revolutionary institution: Collaboration, Communication, Creative Problem-Solving, and Professionalism. Toward that end, on a daily basis, we must create a learning environment that fully promotes curiosity, creativity, responsibility, and excellence.

"When the artist is alive in any person, whatever his kind of work may be, he becomes an inventive, searching, daring, self-expressing creature. He becomes interesting to other people. He disturbs, upsets, enlightens, and he opens ways for a better understanding. Where those who are not artists are trying to close the book, he opens it, shows there are still more pages possible.” - Robert Henri, The Art Spirit

What We Are A two-year digital media arts academy, the first of its kind in the country, offering immersive, hands-on training in four digital disciplines: Film & Broadcast Media; Interactive Media & Game Development; Recording Arts; and Visual Effects & Animation. Tribeca Flashpoint’s unique program is designed for a small, select group of dedicated students who seek direct-to-industry vocational training, an accelerated learning experience and daily exposure to real-world, high-end digital tools, techniques and technology. Hours of Operation Labs and classrooms hours are Monday-Thursday, 7am-9:30pm, Friday, 7:30am-7:30pm. Administrative office hours are Monday-Friday, 7:30am-5:30pm; IT support hours: Monday-Friday, 7:30am-5:30pm.

Included In This Handbook: p 2-7 Faculty and Adjunct Information Addendum A Tribeca Flashpoint Employee Handbook Addendum B Tribeca Flashpoint Student Bulletin* • Including Student Rules and Regulations Addendum C President Howard A. Tullman’s The Tribeca Flashpoint Style** Addendum D Academic Calendar Addendum E Site Map Addendum F Contacts List * Copies of the Student Handbook can be found in the Academics folder on the public drive or online at www.tribecaflashpoint.com ** The Tribeca Flashpoint Style can be found in the Academics folder on the public drive.

Tribeca Flashpoint Media Arts Academy Faculty Handbook 2010-2011

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ADDITIONAL FACULTY AND ADJUNCT INFORMATION Keys If you don’t receive a key before your first class, please ask Security (5th floor) to open your classroom door. Your classroom number is written at the top of your roster. If you’re teaching a class in the Merchandise Mart, you will be issued two keys—one for your classroom and another for the faculty office on the 19th floor. Faculty ID Please obtain your Tribeca Flashpoint photo ID from Security. Classrooms All classrooms have a projector, DVD player and wireless access. Please meet with IT on the 5th floor to get your laptop set up for wireless use. There are also laptops available for your use—see IT to reserve. The Mart Each classroom has a DVD player and hookup for your laptop. Please remember to bring your adapter if you’re using a Mac. There is a plasma monitor with a control to switch from DVD to laptop. Wireless is available in classrooms. Please contact Ernesto Paras to get set up on wireless. Adjunct Space In an area on the 4th floor there are desks and cabinets with keys set aside for your use. You can get wireless access here. Desktop computers are also available here for your use. The Mart There is a faculty office located on the 19th floor. There is also a small copier available for smaller copy or printing jobs. Pay Schedule Pay dates are scheduled twice a month, on the 15th and the last day of the month. (Or the last business day prior to those dates.) Payment is based on your scheduled teaching hours and rate of pay as defined in your contract. Direct Deposit is available. You must receive prior approval from your course coordinator and fill out a timesheet in order to be paid for non-teaching hours and/or teaching hours additional to the hours in your contract. Compensation for these hours will be paid on the following payroll after they are turned in. Stipends A $25.00 stipend may be paid for mandatory meetings. Blackboard Blackboard (Bb) must be used to post grades for assignments. You may also use Bb to communicate with students, post assignments and create discussion groups. Mid-Term Grades and Final Grades, as well as attendance, can also be posted there. Training sessions are available. Contact Ernesto Paras ([email protected]) if you need training or for questions. Faculty Portal Please meet with Brad Bergeron, our registrar, to get set up on the Faculty Portal. Attendance, Mid-Term grades and Final Grades must be posted on the portal. Both your username and password are first initial of first name and complete last name, no dot. As in: gertrude stein = gstein for username and password.


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Email Please contact IT to set-up your email account and receive your Flashpoint user name and password. Your email address is [email protected]. Use your Tribeca Flashpoint email address as your contact email and for all correspondence with faculty and students. (Students, too, should be reminded to correspond using their Flashpoint emails.) Please be sure to check your Tribeca Flashpoint email on a regular basis. Syllabus Please include your contact information on the first page. Use your Flashpoint email address as your contact email and for all correspondence with faculty and students. We recommend that you do not include your personal contact information. Post the syllabus to Blackboard (under “Course Documents”). If you’d like to email a copy to your students, you can do so via Blackboard. You may require that they do a reading for the first class. Instructor-Student Agreement After reviewing the syllabus on Day 1, have each student fill out the student agreement. Please collect them and advise your Course Coordinator ASAP of any students who may have checked the space requesting a meeting regarding Accommodations. Please give each student a copy of the signed agreement. Core Studies Binder All students were required to purchase a Core Studies Binder (University Reader), which contains copies of chapters and articles from selected books that are relevant to CS courses. There are also several copies in the Info Commons (library) on the 5th floor. Academic Assistance The Writing Lab, Info Commons, and tutoring services are available and encouraged for any student in need of academic help. Contact [email protected] for the Writing Lab and tutoring services; and [email protected] for the Info Commons regarding research resources. Student On-Line Newspaper Please copy and save all exceptional work for recommendation to Scratch Paper, the student on-line newspaper. Forward the work to Ben Spanner [email protected] advisor for Scratch Paper. In The Classroom

• Students (and faculty) are not allowed to eat or drink in the classrooms, halls or labs. The exception is bottled water, which should be kept on the floor and not on desktops. • Take a short 5-10 minute break at the hour in most classes. • Use only the “Walltalker” erasers and markers on the dry wall in the front of the classroom. Please erase the boards at the end of class. If you wish to use the Internet in your classroom (and it’s likely you will), please visit IT (5th floor) to get set up. • Contact IT if you have any problems or questions regarding the equipment or Internet access. ([email protected]) Please turn off projection equipment when you finish your class. • Require that students shut their laptops during class, unless you have an assignment, such as online research, that requires laptop use. • Feel free to move chairs and desks in order to create a more effective learning space. You must, however, return them to their original places. Please do not unplug any wires or cables.

Daily Absence Report Please submit a daily absence report to [email protected]

• Date • Course name and section • Student’s name • Number of absences or any relevant comments can also be added.


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Warning/Failure Notices Warning and Failure notices must be given to students who are in danger of failing and/or have failed the class. Weekly Summary In an effort to help us stay on top of student issues and where necessary to intervene to avoid larger problems, please send your Course Coordinator a student status/assessment report on Friday afternoon. The report should be brief, and include: Names of students who have missed classes or have been chronically late Names of students who seem to be struggling or falling behind, have missed homework or do not participate Any progress or positive experiences in the classroom. How is the class going? Mid-Term Grades Instructors must provide a Mid-Term Grade to each student and to the Course coordinator. Mid-Term Grades should be posted on the Faculty Portal. It is recommended that instructors hold Mid-Term conferences with students to apprise them of their standing. Final Grades & Wrap-Up Report Final Grades must be posted by instructors by one week after the last day of class. We also request that instructors provide all relevant comments on students (using the Course Assessment Form) that could be useful in assessing their Core Studies performance during Year-End Reviews with their Department Chairs. This information can be compiled from your weekly reports. Flashpoint Professional Standards Flashpoint Professional Standards (FPS) are the ten qualities we value as working professionals and as educators, strive to develop in all Flashpoint students as they progress toward careers in the media arts. These ten characteristics are at the heart of any great team member and working professional, and this system encourages our students to focus on development of these traits within themselves. Along with technical ability, this is what employers look for in any new hire. Students earn grades in their courses based on their performance in relation to assigned tasks. The FPS system quantifies their behavior beyond grades to encompass how they function as a member of the greater Flashpoint community. The ten areas of focus are: Communication, Collaboration, Initiative, Problem-Solving, Respect, Responsibility, Accountability, Presentation, Attentiveness, and Flexibility. Each student starts with a baseline score of 3 points for each category, with 30 points total score. Their score in each category is adjusted biweekly based on their performance in and out of class. The faculty from each Discipline and Core Studies meet every two weeks to discuss each student’s FPS score. Once tabulated, these scores are available by clicking on the “Courses” link in Blackboard as “Your Discipline FPS.” At Flashpoint we pride ourselves on the integration of opportunities we provide students beyond the classroom – whether it’s attendance as Flashpoint ambassadors at an outside event, such as the Microsoft Innovation Awards Reception, or the opportunity to work on client-based projects, such as the recent recording of musician Alice Peacock in the Recording Arts stage. This system enables us to evaluate the preparedness of our students for professional opportunities such as these, which culminate in internship and placement opportunities upon graduation. A student’s FPS score is factored in, alongside grades and attendance, to determine what opportunities we provide them in these areas.


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The 10 FPS CATEGORIES • Communication – Clear and direct communication, with an open mind to possibilities and solutions, and with the goal of understanding as its focus. • Collaboration – The ability to work together as a team, addressing issues in a positive, results-oriented approach. • Initiative – Derived from within, anticipating next steps, working toward solutions. • Problem-Solving – An aptitude for critical thinking, across disciplines, as well as managing tasks, individually and as a team. • Respect – Having respect for yourself and others for the work you create, and for the environment you work in. • Responsibility – Taking ownership of all assigned tasks, for the team’s performance, and for your overall success. • Accountability – Being dependable and answerable for the team’s performance, as well as your own performance and professional conduct. • Presentation – Having attention to detail in your work, your school, and yourself. • Attentiveness – Being prepared, taking action in a timely manner and with consideration for others. • Flexibility – In the face of constant change, ability to multi-task, and maintaining composure under pressure.

Student-Related Issues 1) Disciplinary Issues Please refer to Addendum B, the Tribeca Flashpoint Student Handbook, for details. If an

immediate situation presents itself, contact the Office of the Dean of Students (ext. 0630). Document the incident in writing and email this report the same day to the Dean of Students. Always maintain a paper trail.

2) Status Reports For routine reports about students’ status in classes or other classroom matters, email your direct supervisor/faculty in charge of your area. “CC” a copy of status reports to the chair of the student’s respective area of study.

3) Accommodation Issues Please refer to Addendum B, the Tribeca Flashpoint Student Handbook for details. 4) Mental Health-Related Concerns Tribeca Flashpoint Academy has an off-site counselor who is available to

Tribeca Flashpoint students. Please refer students who seek counseling to the Dean of Students (6th floor, ext. 0630).

5) Academic Integrity Issues Tribeca Flashpoint Academy takes plagiarism, cheating, violation of intellectual property rights and any breach of academic integrity very seriously. If you suspect any of these violations by a Tribeca Flashpoint student, notify your supervisor and the Dean of Students immediately. Please refer to Addendum B, the Tribeca Flashpoint Student Handbook, for details.

6) Student Compliance Students are expected to know and comply with all policies outlined in the Tribeca Flashpoint Student Handbook. All faculty members are required to enforce these policies.


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Other Responsibilities 1) Immediately notify Security (ext. 0725) if you witness any type of impropriety—whether it’s on the part of a

student or Tribeca Flashpoint staff or faculty. 2) Copiers are located on the 6th and 4th floors. Use copy machines exclusively for work-related projects.

(Copier problems should be directed to IT.) Please make sure that all copies printed from your computer are immediately retrieved from the copy machine and not left unattended. Please make two-sided copies whenever possible, and encourage students to do the same.

3) All full-time faculty members are expected to assist the school in its ongoing recruitment efforts. Full-time faculty must be available to interview prospective students, and attend Open Houses (Saturday mornings) and other recruiting events.

4) Full-time faculty will be required to attend regular faculty meetings. Every effort will be made to schedule meetings at a time when the majority of instructors are not in class. If there is a conflict with a scheduled class, your teaching assignment supersedes attendance at the meeting, unless specifically instructed otherwise.

5) Full-time (and adjunct faculty, in some circumstances) will be required to do self-evaluations and teaching philosophy statements. (You will be notified in advance of deadlines.)

Emergency Procedures In the event of a fire or other school-wide emergency, please stay in your classroom, lab or office until you receive notification from a Fire Evacuation Team member. If you are in a class, immediately take attendance and make sure that students remain calm and follow instructions. If evacuation is required, please make sure that all students are accounted for. Professional Conduct and Code of Ethics Tribeca Flashpoint Academy expects every faculty member to act in accordance with the highest standards of professional ethics. As an ambassador of Tribeca Flashpoint, faculty members are obligated to act in accordance with these high standards of conduct, which extend beyond the classroom walls and Academy premises. Academic and Artistic Freedom Tribeca Flashpoint Academy encourages both academic and artistic freedom for its faculty members. With this, the Academy also demands academic/artistic responsibility and integrity. Sexual Harrassment Tribeca Flashpoint Academy recognizes the right of every employee, student, and guest to be free from sexual harassment. It is against Tribeca Flashpoint policy for any male or female employee, student, or guest to sexually harass another employee, student, or guest. Please see Addendum A, the Tribeca Flashpoint Employee Handbook for definitions and complete details. Tribeca Flashpoint Media Arts Academy Policy on Relationships Between Individual Employees and Students Tribeca Flashpoint Academy does not approve of or allow amorous relationships between members of its staff and faculty, and currently enrolled students. Students who are involved in an amorous relationship with a staff or faculty member or who have knowledge of the existence of an amorous relationship between a staff or faculty member and a Tribeca Flashpoint Academy student should report the relationship to the Dean of Students.

“The classroom, with all its limitations, remains a location of possibility. This is education as the practice of freedom. ” - bell hooks, Teaching to Transgress


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Academic Freedom So it is that in all matters of educational policy and administrative procedure Tribeca Flashpoint Media Arts Academy adheres to the principle of academic freedom as defined by the American Association of University Professors and the Association of American Colleges in 1940: (a) Teachers are entitled to full freedom in research and in the publication of the result, subject to the adequate performance of their other academic duties; but research for pecuniary return should be based upon an understanding with the authorities of the institution. (b) Teachers are entitled to freedom in the classroom in discussing their subject, but they should be careful not to introduce into their teaching controversial matter which has no relation to their subject. Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of the appointment. (c) College and university teachers are citizens, members of a learned profession, and officers of an educational institution. When they speak or write as citizens, they should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. As scholars and educational officers, they should remember that the public may judge their profession and their institution by their utterances. Hence they should at all times be accurate, should exercise appropriate restraint, should show respect for the opinion of others, and should make every effort to indicate that they are not speaking for the institution. Academic freedom so defined is the guiding principle for much that follows in this faculty handbook; none of what follows should compromise this principle. Faculty Governance Tribeca Flashpoint Media Arts Academy believes faculty involvement in institutional governance is critical to the mission of the college. In developing governance, the institution follows the standards set by the American Association of University Professors Statement on Government of Colleges and Universities, originally published in 1966, and revised in 1990. Faculty involvement in departmental, school, or college governance activities is essential to the College’s teaching, research, and service missions. The most immediate way by which faculty participate in the governance of the College is within their units of appointment:

• The faculty has primary responsibility for such fundamental areas as curriculum, subject matter and methods of instruction, research, faculty status, standards for admission of students, and those aspects of student life which relate to the educational process. • The faculty sets the degree requirements, determines when the requirements have been met, and otherwise qualifies students and recommends them to the President and Academic Dean to grant the degrees thus achieved. • Faculty are involved in the selection of course materials and technology as it supports their teaching and curriculum. • Faculty are responsible for assessment of learning outcomes within individual courses, as well as department-wide and college-wide outcomes. • All faculty are valued members of the institution and are familiar with the Institutional Effectiveness Plan, providing input in its development, feedback on its content, and participation in its implementation.

President’s Council The President’s Council is comprised of the VPs and Senior Representatives from all areas of the college- Admissions, Finances, Academics, Student Life, Operations, IT, and Marketing. The Council analyzes and creates policy for the broader college initiatives. It also functions as advisory to the President on new initiatives. Chair’s Committee The Chair’s Committee is led by the Academic Dean, and is comprised of the Chairs of all departments, Area Coordinators in General Studies, the Registrar, the Office of the Dean of Students, Career Services and Administrative Assistants. This Committee analyzes all aspects of curriculum and academic policies, which are then delivered to the President’s Council for consideration and approval. Institutional Effectiveness Committee The Institutional Effectiveness Committee is a subset of the Chair’s Committee, and includes faculty and staff, along with the Academic Dean, the VP of Financial Aid, and the CFO. This committee is tasked with determining the Institutional Effectiveness Plan and monitoring its progress over the course of the year. It meets quarterly.


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Standing Committees: A series of ongoing committees are a part of the governance and internal evaluation of the institution. Faculty involvement at this level is critical, as much of what is addressed directly impacts what happens in the classroom. Current standing committees include:

Writing Across the Curriculum Committee – provides continued focus on an area of emphasis in our program. Works across departments to monitor the strength of this aspect of the curriculum. Learning Outcomes Committee – works within the departments on assessment of learning outcomes as projected in the syllabus and within the institution at large. Looks at methods of assessment and recommends changes to better align programs with the institution’s mission. Portfolio/Capstone Assessment Committee – looks to the defining output of our institution, the student’s portfolio, and assesses whether it consistently reaches the benchmarks required to maintain integrity in the program. Technology in Teaching Committee – focuses on the technology needs within programs, and within the teaching environment in general. Makes recommendations for new strategies to better deliver our program. Curriculum Committee – analyzes and assesses curriculum on a micro and macro-level, ensuring it is relevant, up-to-date, and addresses the learning outcomes of the Institution.

Ad hoc Committees Periodically, as needs arise, short-term ad hoc committees are formed to address particular areas of need and faculty involvement. Examples of this would be: New Faculty Orientation Committee, Production in Action Committee, and Tribeca Flashpoint Professional Standards Committee. Advisory Board The Tribeca Flashpoint Advisory Board is comprised of industry professionals, both local and national. The Board meets twice a year, once in the fall and once in the spring, to provide industry-relevant feedback on the programs. It also functions to keep the institution abreast of future employment opportunities for graduates. Student Government The student government functions as an integral part of the institution’s internal evaluation strategy. Governed by the Office of the Dean of Students, it provides a professional forum for students to provide feedback to the institution. When warranted, representatives from the Student Government meet with the Academic Dean and/or the President to provide feedback on various aspects of the program. Tribeca Flashpoint Faculty Grievance Policy Purpose: Tribeca Flashpoint is committed to maintaining an environment which is free of illegal discriminatory behavior and which provides equal opportunity for all persons. This commitment is consistent with federal and state laws and Tribeca Flashpoint policy. A major facet of this commitment is the provision of a fair, effective, and efficient mechanism that rectifies or eliminates policies, practices, and actions that are discriminatory, lack provision for due process, or contest Tribeca Flashpoint’s Equal Opportunity efforts. Questions regarding details of this procedure should be addressed to the Human Resources Department (HR Dept). A grievance is an actual or perceived cause for protest or complaint arising out of some perceived or actual harm due to some action taken by a person involved with Tribeca Flashpoint. This alleged action has the impact of imposing on the individual his or her legal rights, or has the impact of imposing on an individual's right to work at Tribeca Flashpoint without fear or intimidation. An equal opportunity grievance alleges that this action caused the complainant to be treated differently on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability or any other characteristic protected by law. The grievance process is intended to investigate and where possible resolve complaints of alleged discrimination against employees and prospective employees. The guidelines below are to be used by the HR Dept to enable all complainants to use the grievance process to resolve the initiating problem without fear of retaliation and are intended to ensure the conduct of a thorough impartial investigation of all allegations of discrimination. A grievance alleging discrimination is a written complaint submitted to the HR Dept by employees or applicants for employment. Discrimination charges may be brought by individuals, a group of individuals, or individuals on behalf of another individual or group. A charge of discrimination must be filed with the HR Dept in a written and signed statement by the complainant detailing the facts related to the allegations of discrimination no later than one calendar year from the alleged discriminatory act.


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Informal Procedure & Resolution of Dispute: In an attempt to encourage prompt resolution of potential grievances, any of the parties involved may request the intervention of the HR Dept to resolve the matter informally. The HR Dept will attempt to resolve the matter informally with the management closest to and best able to discuss the situation. Informal resolution attempts will not have precedential value nor will any statements or efforts made to resolve the matter informally have prejudicial effect on any formal grievances. Informal attempts at settlement will not extend beyond 30 calendar days without the written agreement of all parties. If the complainant requests an attempt at informal settlement, then he or she will not be free to make a formal complaint with HR until an informal settlement is proposed or the 30 days have elapsed whichever comes first. Formal Procedure & Resolution of Dispute: 1) Initiation: An individual or group of individuals may initiate a formal complaint by detailing the factors related

to the allegations of discrimination in a written and signed statement. These allegations are filed with the HR Dept.

2) Response: The HR Dept will acknowledge receipt of each complaint within 5 working days from the time the complaint is received. The complainant will be called in for an interview within 15 working days. At the interview the complainant(s) is informed of the steps to be taken to resolve the specific complaint; the complainant then reviews the charge for accuracy; and signs the initiation of complaint form. The charge is served on the respondent and the appropriate management in which this alleged act of discrimination is said to have occurred within 20 working days from the initial receipt of the complaint. Data and documents from the parties and rebuttal statements from the respondent are to be submitted to the HR Dept within 20 working days from the date the charge is served.

3) Investigation Process: Investigation may include interview of witnesses, review and comparative analysis of data and documents, and may take up to 45 working days from the time of receipt of the position statement from the respondent. Written finding(s) of fact will be made by the HR Dept and sent within 15 working days of the conclusion of the investigation to the complainant, the respondent, and the involved management; each of whom have an opportunity to submit rebuttals to the finding(s) of fact within 10 working days. The HR Dept may initiate an investigation into any apparent discrimination issue identified out of the investigation of a charge filed with it.

4) Resolution of Complaints: The HR Dept prepares a written report of each investigation including a recommendation to the involved management for settling the complaint. Copies will be sent to the complainant and the respondent. The report will be issued within 10 working days of receipt of all material referenced above. The member(s) of management will respond to the letter of finding(s) within 10 working days and that response will be sent back accepting, rejecting, or modifying the recommendation of the HR Dept. Within 5 working days of receipt of the response of the involved member(s) of management, the HR Dept will send a letter of notification to the complainant and to the respondent outlining Tribeca Flashpoint's position.

Appeals: A complainant dissatisfied with the Tribeca Flashpoint's resolution may seek redress by appeal to a state or federal compliance agency. Filing a complaint with the HR Dept does not deny a person the right to file with outside agencies. Retaliation: In accordance with federal regulations, Tribeca Flashpoint is required to take all necessary steps to ensure that no person intimidates, threatens, coerces, or discriminates against any individual for the purpose of interfering with the filing of a complaint, furnishing information, or assisting or participating in any manner in an investigation. Tribeca Flashpoint will not take retaliatory or punitive action against any individual who alleges discriminatory practices by the involved members of management Charges of harassment or retaliation will be expeditiously and vigorously investigated. If it is determined that retaliatory or punitive action has been taken against an individual who alleges discriminatory practices by any involved parties, Tribeca Flashpoint will take prompt disciplinary action up to and including termination of employment. Nonrenewal of Faculty Contracts Tribeca Flashpoint Media Arts Academy is committed to renewing the appointments of full-time faculty members whose teaching and teaching-related activity, scholarly or creative endeavor, and service to the College, profession, and community will contribute significantly to the College’s distinctive mission and academic vision. The renewal occurs only when such renewals are consistent with and appropriate to the College’s institutional policies, financial condition and prospects, and curricular needs. Consequently, the College has the utmost latitude, limited only by applicable law, academic freedom, and the procedures established by this Statement, in deciding on an annual basis whether or not to renew a faculty member’s Tenure-Track appointment. A decision not to renew such an appointment for the forthcoming academic year may be based upon, among other things, the faculty member’s failure to demonstrate


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performance and/or accomplishments in an Evaluation Area that meet the standards and expectations reflected in the criteria for Tenured Appointments. A decision not to renew a Tenure-Track appointment may also be based upon reasons and circumstances that have little or nothing to do with the individual faculty member’s performance and accomplishments, including such matters as academic need, professional comportment and collegiality, institutional policy and objectives, and financial condition and priorities. Examples of possible reasons and circumstances leading to non-renewal of a faculty member’s Tenure-Track appointment for causes other than performance and accomplishments may include but are not limited to:

(a) a change or contemplated change in the direction, objectives, or content of the curriculum of the College as a whole, or of a specific Department, program, or School (collectively, an “Area of Academic Focus”); (b) a decline in student enrollment in the College as a whole, or in an Area of Academic Focus; and,

(c) the inappropriateness, as determined at the sole discretion of the College, of further Tenure-Track or Tenured Appointments in the College as a whole or in an Area of Academic Focus.


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Frequently Asked Questions Whom do I contact in the event of a personal emergency? If you’re running late, are ill, or have transportation difficulties, immediately contact your supervisor. In the event that you are not able to make immediate contact with your supervisor, contact Security (ext. 0725), who will notify the appropriate personnel. Is it okay if I use a substitute for a class? How do I go about arranging a substitute? If you know in advance that you have to miss a class, it is your responsibility to make every effort to arrange a substitute from the pool of approved adjunct faculty in your area. Make sure to notify your supervisor, so he/she is aware of your intended absence. Whom do I go to if I want to book the Screening Room or another classroom for a special activity? Contact the Registrar’s Office (ext. 0621) to check room availability and to reserve the space. What about reserving conference rooms for meetings? Contact the Ashley Alden, Assistant to the Chairs at 312-506-0619. How do I arrange to have a guest speaker for one of my classes? Notify your supervisor, who will then generate the appropriate paperwork. Please do not arrange for a speaker to be paid until you have received approval from your supervisor. Please note that paying a speaker should be an exception to the rule—not our standard policy. Also, make sure that the speaker understands that in most cases we do not pay speakers on the day of their presentation. Whom do I contact about arranging for a DVD player or other A-V needs for my classroom? Contact IT in the Technical Operations Center (Room 501). It is recommended that you reserve the equipment in advance by emailing IT with your request (support@Tribeca Flashpointacademy.com). If you have questions or problems with any classroom equipment, immediately contact IT for assistance. Will I be able to access the Internet in my classroom? Are laptops available for use in the classroom? Once IT has set up your network account, you will be able to access the Internet in any classroom. A limited number of laptops (both PC and Mac) will be available for use on Tribeca Flashpoint premises only. What is the procedure for receiving guests at Tribeca Flashpoint? If you are expecting a guest(s), please provide guest’s name and the estimated time of arrival to Security. Security will assign him/her a temporary identification badge, which the guest is required to visibly display during the visit. You are required to escort your guest back to the 5th floor Security Desk after the visit and return the temporary ID. What is the procedure for conducting field trips and off-site learning experiences during class sessions? Before leaving the building, please make sure Security is aware of your field trip and that they have your cell phone number. Make sure that you and all students in your class swipe your identification cards upon exiting and returning.

“I believe that work of excellence is transformational. Once a student sees that he or she is capable of excellence, that student is never quite the same. There is a new self-image, a new notion of possibility. There is an appetite for excellence. After students have had a taste of excellence, they’re never quite satisfied with less; they’re always hungry.” - Ron Berger, An Ethic of Excellence: Building a Culture of Craftsmanship with Students

MEDIA ARTS ACADEMY

A D D E N D U M A

Welcome to Tribeca Flashpoint! This Employee Handbook was designed as a “Rules of the Road” guide to working at Tribeca Flashpoint. It is not all-inclusive, but summarizes important policies and conveys a sense of how we do business. You should familiarize yourself with this handbook and contact the Human Resources Department if you have questions. As you read through the Employee Handbook, you’ll see that fundamental to all of our policies is our commitment to integrity in all our academic initiatives and our belief in treating everyone we work with fairly and with respect. We are a team-based, student-focused organization, and our employer relationships as well as our internal work environment are characterized by open, honest communications and professionalism. But at Tribeca Flashpoint, we’re not just about working hard – we like to have fun too. We regularly celebrate our successes together. We enjoy on-site and off-site industry events that keep us involved in the digital media arts community. We’re glad you’ve joined our team and believe you will find your experience here to be enjoyable and rewarding. Welcome! Jill Geimer Vice President, Human Resources Valerie O’Connor Manager, Human Resources

TABLE OF CONTENTS

Policy Our Culture and Values

Page

3 Tribeca Flashpoint Professional Standards 3 Ethical Code of Conduct 3 Conflict of Interest 4 Open Door Policy 4 Employment Policies At Will Employment Equal Employment, Non-Discrimination and ADA Compliance Immigration Law (I-9) Introductory Period Reference, Background and Employment Verification Work Schedules Attendance and Punctuality Compensation

5 5 5 5 6 6 6 6

Time Away From Work Polices Holidays Paid Time Off Leave of Absence Bereavement Leave Family and Medical Leave of Absence (FMLA) Jury Duty Leave Military Leave of Absence Personal Leave of Absence VESSA Leave of Absence

7 7 8 8

8-9 9 9 10 10

Security Policies Campus Access and Security Building Key Card Information Security and Software Code of Ethics

11 11

11-12 Performance Evaluation and Improvement Plans 12 Disciplinary Process 12 Grievances and Procedures Drug and Alcohol Use

13 14

Harassment Free Workplace 14 No Smoking 15 Preventing Workplace Violence 15 Use of Company Property and Employee Privacy 16 Notes 17

This handbook is intended to provide employees of Tribeca Flashpoint with basic information on Company policies, academic practices and expectations of employees. It is not all-inclusive, but provides a map or “Rules of the Road” for working at Tribeca Flashpoint. The information in this handbook is subject to change but only with the approval of the Chief Executive Officer. This handbook does not represent an expressed or implied contract, nor does it alter the “employment-at-will” relationship in any way. (“Employment At Will” means that employees are employed and the company or the employee may terminate employment at any time, with or without notice, or for any reason)

Our Culture and Values Ethical Conduct Our success is built on our reputation for integrity and excellence. We act with good judgment, personal integrity and scrupulously comply with the spirit and the letter of all applicable laws and regulations. Our ethics policy includes only the utmost professionalism in our interactions with students. Faculty (Chairs, full-time, artist-in-residence or adjunct instructors), staff, and contractor relations with students outside of the classroom or outside of the collaborative, project-based environment is strictly prohibited. Unsurpassed Student Service Student service is key to our business strategy. We develop superior student relationships by providing courteous, helpful and prompt attention and assistance to our students, alumni, or potential students. Open and Honest Communications Tribeca Flashpoint maintains an open door policy for employees to talk with management or Human Resources if they have any questions or concerns. The preferred first step is to talk with your immediate supervisor if possible before escalating your concern. Tribeca Flashpoint Professional Standards In 2008, the Tribeca Flashpoint Professional Standards (TFPS) were implemented to underscore the importance of professionalism beyond the classroom. This system, which uses a list of ten professional qualities Tribeca Flashpoint expects student to achieve upon graduation, enables students to better understand how they measure up as a new industry professional. Students are rated bi-weekly on the following attributes: Communication, Collaboration, Accountability, Reliability, Initiative, Presentation, Respect, Flexibility, Problem-Solving and Attentiveness. They have the ability to improve through direct comments and feedback alongside their rating. This continual monitoring, which occurs outside of classroom grading, internalizes a sense of the necessary skill-set students will need to be successful in the work world. We have seen remarkable behavioral change both inside and outside the classroom since implementing this system. Students are rewarded for achieving high levels through assignment on outside client-based projects, as well as functioning as representatives for the institution at industry events. Communication Flexibility Collaboration Presentation Initiative Problem Solving Respect Attentiveness Responsibility Accountability Ethical Code of Conduct • Tribeca Flashpoint is committed to high ethical standards in all business matters and will not tolerate unethical or corrupt practices by employees or business partners. We are committed to operate in full compliance with all applicable laws and regulations and we maintain internal controls to ensure the integrity and accuracy of our business transactions. • We expect all Tribeca Flashpoint employees and officers to protect the excellent reputation of our company by operating with good judgment, personal integrity and scrupulously complying with the spirit and the letter of all applicable laws and regulations. • We expect employees to treat each other, our students and business partners with courtesy, tolerance, and respect. • We are dedicated to preserving the continued trust and confidence of the students, employers, and community. • Violations of the letter or spirit of Tribeca Flashpoint business ethics is grounds for disciplinary action, up to and including termination as well as possible legal proceedings.

TIP: Treat co-workers, supervisors, students, and business partners the same way you would like to be treated.

Tribeca Flashpoint Media Arts Academy Employee Handbook 2010-2011

Addendum A 4

TIP: Additional information on expectations relating specifically to conflict of interest, non-disclosure of confidential information, equal employment and non-discrimination, work environment safety and security, information security and the use of company equipment can be found in specific policies contained in this Employee Handbook.

Conflict of Interest • Conflict of interest exists when an employee’s personal interests could impact their actions or decisions (or restraint from actions or decisions) and result in negative impact of Tribeca Flashpoint’s reputation, competitive position, future growth or financial standing, or could result in a personal gain for an employee or relative. • Personal gain could result if an employee or relative has a significant ownership in a firm with which Tribeca Flashpoint does business or if an employee or relative receives kickbacks, bribes, substantial gifts, monetary reward or payment or any special consideration as a result of any transaction or business dealings with Tribeca Flashpoint. • Employees who teach at competing schools must adhere to the conflict of interest/non-compete language in their employment agreement. All curriculum and proprietary educational information is the sole property of Tribeca Flashpoint. • Violations of this policy are grounds for disciplinary action, up to and including termination.

TIP: Discuss with your supervisor or Human Resources anything that could be construed as an actual or potential conflict of interest.

Open Door Policy Tribeca Flashpoint encourages employees to direct questions or concerns about Tribeca Flashpoint business practices and policies or to report any conduct that is unsafe, illegal or not in compliance with Tribeca Flashpoint policies to their supervisor. The employee’s supervisor is the preferred first path, but if the employee is unable to discuss with their supervisor, they can contact Human Resources or another member of Tribeca Flashpoint senior management team.


Addendum A 5

EMPLOYMENT POLICIES At Will Employment • Tribeca Flashpoint employees are “at will” employees. This means that the company or the employee may terminate employment at any time for any reason with or without cause or notice. • Any statements contained in this Handbook or any other documents provided to applicants or employees in connection with their employment may not modify the at will employment policy and do not create an expressed or implied contract of terms or conditions of employment. No company representative is authorized to modify the at will employment policy or to enter into any agreement, oral or written, contrary to this policy. • Supervisory and management personnel are not empowered to make any representations to employees or applicants concerning any terms and conditions of employment that are not consistent with Tribeca Flashpoint policies. Equal Employment, Non- Discrimination and ADA Compliance • Employment decisions (including selection, job assignment, compensation, discipline, termination and access to benefits and training) are based on merit, qualifications and skills. Tribeca Flashpoint does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability or any other characteristic protected by law. • Tribeca Flashpoint does not discriminate against any qualified employees or applicants because they are related to or associated with a person with a disability. Consistent with this policy of nondiscrimination, Tribeca Flashpoint will provide reasonable accommodations to a qualified individual with a disability, as defined by the Americans with Disabilities Act of 1990 (ADA), who has made Human Resources aware of his or her disability, provided that such accommodation does not constitute an undue hardship on the organization. Tribeca Flashpoint also complies with any state or local laws that provide individuals with disabilities greater protection than the ADA. Immigration Law (I-9) • Tribeca Flashpoint is committed to employing only United States citizens and aliens who are authorized to work in the United States. Tribeca Flashpoint complies with all applicable laws and regulations and does not unlawfully discriminate on the basis of citizenship or national origin. • As a condition of employment, all employees must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility within three days of hire as required by the Immigration Reform and Control Act of 1986 (IRCA). Former employees who are rehired must also complete the form if they have not completed an I-9 with Tribeca Flashpoint within the past three years, or if their previous I-9 is no longer retained or valid. Introductory Period • The first 90 calendar days in a new position for new hires, rehires and promoted or transferred employees are designated as the “introductory period.” The employee or Tribeca Flashpoint may end the employment relationship at will at any time during or after the introductory period with or without cause or notice. • The introductory period provides the employee the opportunity to determine whether the new job meets their expectations and to demonstrate their ability to achieve satisfactory performance in the position. During this period, Tribeca Flashpoint also evaluates the employee’s capabilities, work habits and overall performance. • Tribeca Flashpoint reserves the right to extend the introductory period for a specified period if more time is needed to thoroughly evaluate the employee’s performance. Significant absences during the introductory period automatically extend the period. • Tribeca Flashpoint reserves the right to reassign an employee to another position at any time.


Addendum A 6

Reference, Background and Employment Verification • Tribeca Flashpoint may perform investigations or background checks on applicants or employees in order to ensure a safe work environment with honest and qualified employees. Tribeca Flashpoint reserves the right to utilize a “consumer reporting agency” to gather and report credit records, criminal or court records, driving records, summaries of education or employment history, etc. • Tribeca Flashpoint policy is to check references on applicants and rehires prior to extending an offer. • Human Resources will respond to written requests for reference checks on former Tribeca Flashpoint employees by providing dates of employment, wage rates, and position(s) held. • Human Resources will release information verifying employment or income on current employees if the employee provides a signed authorization and release form. Work Schedules • The regular schedule of hours worked determines the employment category (“Regular Full-time,” “30-hour Artist in Residence,” “Adjunct Instructor,” “Regular Part-Time,” “Student Worker,” or “Temporary Employee”). • Start and end times vary depending on department needs. Operational demands may also necessitate variations in the total hours scheduled each day or workweek. • You should speak to your supervisor if you need to discuss your regular work schedule. All employees are expected to report to work on time and complete the required amount of work hours. Attendance and Punctuality • Employees are expected to be reliable and punctual reporting for scheduled work. When an employee is late or unable to work scheduled hours, the employee must contact their supervisor as soon as possible in advance of the tardiness or absence. • Poor attendance, excessive tardiness or failure to notify the appropriate supervisor in advance is grounds for disciplinary action, up to and including termination. Compensation • Tribeca Flashpoint complies with all applicable laws and regulations including the Fair Labor Standards Act (FLSA). • Employees in exempt jobs are ineligible for overtime pay. • Non-exempt employees must obtain their supervisor’s authorization prior to performing any overtime work. • When workload or business deadlines require, employees may be scheduled to work overtime hours. Advance notification of mandatory overtime will be provided when possible. • Failure to work scheduled overtime or overtime worked without prior authorization from the supervisor may result in disciplinary action, up to and including termination of employment. • Payday is bimonthly on the 15th and last day of the month. Non-exempt employees should submit their actual hours worked using their assigned timesheet.


Addendum A 7

TIME AWAY FROM WORK POLICIES

Paid Time Off Regular full-time employees are eligible for up to three (3) weeks of Paid Time Off (PTO) each fiscal year ending December 31st. PTO is defined as any paid time off including vacation time, personal time & sick time (personal illness or health care). PTO is earned each month at a rate of ten (10) hours per month. Employees must be active on the first and last calendar days of the month to accrue hours. (For example, if an employee’s start date is Monday, March 3rd, they would begin earning PTO in April.) Employees working more than 30 hours per week will earn PTO on a pro-rata basis (based on FTE at time of hire). Employees working fewer than 30 hours per week are not eligible for PTO. Tribeca Flashpoint encourages employees to utilize their PTO in the year it is earned. A maximum of 40 hours may be carried over into the new calendar year. Those hours must be used by March 31st or they will be forfeited. Employees wishing to carry accrued hours into the new calendar year must notify their manager by December 31st. Accrual of earned PTO will be governed by applicable state law. Whenever possible, your PTO will be scheduled at the time you elect, consistent with the requirements of an efficient operation. Tribeca Flashpoint will not consider payment in lieu of using PTO. Any negative PTO balances will be charged against salaries. Staff will be notified if in danger of a negative PTO balance. PTO pay for exempt and non-exempt employees is the employee’s current straight time hourly rate or salary rate respectively. Employees are required to work their regularly scheduled work day prior to and following a holiday to be eligible for holiday pay, unless they have pre-approved PTO. PTO time must be taken in full or half day increments. PTO must be approved by the individuals reporting manager. Reporting managers must report PTO in a timely fashion to the Accounting / Human Resources department. Upon separation from Tribeca Flashpoint, unused earned PTO will be paid to the employee on the next scheduled pay date, up to a maximum of 60 hours. Any additional hours will be forfeited.

TIP: Paid time off (i.e. PTO, jury duty, bereavement) is not included as “hours worked” for purposes of overtime or FMLA leave calculations.

Holidays • Tribeca Flashpoint observes 9 paid holidays plus 2 floating holidays per calendar year. (See sidebar) • Regular full-time and regular part-time employees (regularly scheduled to work 30 or more hours per week) are eligible for holiday pay at their current base rate. • For eligible employees, 2 of the designated paid annual holidays are a “floating holiday,” which functions as an additional paid day off for that calendar year. The “floating holiday” must be used in that calendar year and cannot be rolled over. Eligible employees must have a minimum of 90 calendar days of service before they can utilize the “floating holiday”. Similar to Paid Time Off, employees must schedule the floating holiday in advance and obtain supervisory approval. • At its sole discretion, Tribeca Flashpoint may also designate additional days in any year as “early close holidays” which means Tribeca Flashpoint offices/campuses close early and employees work a reduced schedule with full pay.

Nine Paid Holidays Two Floating Holidays Accrued for FT employees at a rate of 10 hours per month on a calendar basis. Prorated for employees who work less than 40 hours per week (including 30+ employees). New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Day after Thanksgiving Christmas Eve Christmas Day New Year’s Eve 2 Floating Holidays


Addendum A 8

Leave of Absence • Tribeca Flashpoint complies with all applicable State and Federal laws relating to leaves of absence from work, including the Uniformed Services Employment and Reemployment Rights Act (USERRA), Family and Medical Leave Act of 1993 (FMLA), and Victim’s Economic Security and Safety Act (VESSA). • The following types of leave of absence may be available to eligible employees (see the following polices for more information):

• Bereavement • Family or Medical Leave • Jury Duty • Military Service • Personal • VESSA

• Employees should provide at least 30 days advance notice for known leave requests and notify their manager and Human Resources in advance of their planned return date. • Employees should always contact Human Resources in advance of any leave to discuss benefit impacts and arrange payment of elected benefit premiums during unpaid leaves.

TIP: Forms and additional information about leaves of absence can be found in the Human Resources section on the Tribeca Flashpoint Intranet.

Bereavement Leave Purpose: Immediate family is defined as spouse, children, stepchildren, parents, stepparents, grandparents, grandchildren, siblings, stepsiblings, parents-in-law, grandparents-in-law, brother/sister-in-law and son/daughter-in-law. Eligibility: Regular full-time employees with 90 days or more service are eligible to request up to three paid days of bereavement leave due to the death of an immediate family member. Regular part-time employees (regularly scheduled to work 30 or more hours per week) with 6 months or more service are eligible to request up to three paid days of bereavement leave due to the death of an immediate family member. Bereavement leave and compensation is granted at supervisor discretion but will normally be granted unless there are unusual business needs or staffing requirements. Return from Leave: Extensions to bereavement leave for out of town travel or other family commitments require supervisory approval or can be scheduled as PTO. Pay/Benefits Impact: Bereavement leave is paid at the base pay rate effective when it is taken. Regular part-time employees receive prorated pay based on their regularly scheduled workweek. Family and Medical Leave of Absence (FMLA) Purpose and Eligibility: To grant up to 12 weeks of family and medical leave during a rolling 12 month period to eligible employees, in accordance with the Family and Medical Leave Act of 1993 or up to 26 weeks of leave in a rolling 12 month period in compliance with the expansion of FMLA under The Support for Injured Service Members Act of 2007. Regular full-time or regular part-time employees with one year continuous service who have worked at least 1,250 hrs in the last 12 months are eligible for up to 12 weeks leave during a rolling 12-month period. See the HR Department for any questions concerning your leave eligibility.


Addendum A 9

Type of Leave Covered: In order to qualify FMLA leave, an eligible employee must be taking leave for one of the reasons listed below and be able to provide Human Resources with the appropriate certification:

1. the birth of a child and in order to care for that child; 2. the adoption of a child or commencement of foster care; 3. to care for a spouse, child or parent with a serious health condition; 4. the serious health condition that makes the employee unable to perform the functions of the

employee's position. A serious health condition includes but is not limited to an illness, injury or condition which requires inpatient care at a hospital, hospice or residential medical care facility, or a condition which requires continuing care by a licensed health care provider. A serious condition of a continuing nature may include a period of incapacity of three or more consecutive days and any subsequent treatments for the same incapacity on an on-going basis.

5. a covered family member’s active duty or call to active duty in the Armed Forces; or 6. to care for an ill or injured covered service member. This leave may extend to up to 26 weeks in a 12

month period for an employee whose spouse, child, parent or next-of-kin is injured or recovering from an injury suffered while on active military duty and who is unable to perform the duties of the service member’s office, grade, rank or rating. Next-of-kin is defined as the closest blood relative of the injured or recovering service member. An employee is also eligible for this type of leave when the family service member is receiving medical treatment, recuperation or therapy, even if the service member is on temporary disability retired list. This is the only type of FMLA leave that may extend an employee’s leave entitlement beyond 12 weeks to 26 weeks. Other types of FMLA leave are included with this leave totaling the 26 weeks.

Return from Leave: Employee returns to previous job or a job of equal pay, benefits and working conditions. (Exception: circumstances such as a reduction in force can affect reinstatement after leave.) The Company may choose to exempt certain "key" employees from this requirement and not return them to the same or similar position. Pay/Benefits Impact: Paid first from accrued PTO time or any other eligible disability or worker’s compensation pay, then unpaid. Elected health benefits continue up to 12 weeks as long as employee pays their employee premium on time by the 1st of every month. Jury Duty Leave Purpose: Tribeca Flashpoint encourages employees to fulfill their civic responsibilities by serving jury duty. Eligibility: Regular full-time and regular part-time employees (scheduled to work 30 or more hours per week) are eligible for up to five days paid jury duty leave in a rolling 12-month period. However, if in Tribeca Flashpoint’s judgment the employee’s absence would create serious operational difficulties; either Tribeca Flashpoint or the employee may request an excuse from serving jury duty. Requests for jury duty leave must include the jury summons and be made as soon as possible to allow the supervisor to accommodate the absence. Return from Leave: Employees are expected to report to work while on jury leave whenever the court schedule permits. Pay/Benefits Impact: Jury duty pay is at the base pay rate times the number of hours the employee is regularly scheduled to work on the day of the absence. Jury duty leaves extending longer than five workdays can be taken unpaid or the employee may elect to be paid from their accrued PTO bank. Employee benefits continue during paid or unpaid leave as long as the employee makes timely payments of employee premiums for elected benefits during unpaid leaves. Military Leave of Absence Purpose: Service in the United States uniformed services. Return from Leave: Employees on military leave for up to 30 days must return to work on the first regularly scheduled shift after their end of service (allowing reasonable travel time). Employees on longer military leave must apply for reinstatement in accordance with USERRA and applicable State law. Pay/Benefits Impact: For two-week and shorter absences, Tribeca Flashpoint will pay the difference between normal base pay and military pay received (excluding expense pay) if employee provides documentation of military pay. Beyond the first two weeks, employees may choose to use accrued PTO prior to unpaid leave status. See Human Resources for information on benefit continuation as defined by USERRA.


Addendum A 10

Personal Leave of Absence Purpose: Time off from work to fulfill personal obligations after PTO accrual is exhausted. Eligibility: Regular full-time and regular part-time employees with one year of completed service. Personal leave may be granted for a period of up to 30 calendar days every 5 years. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. Management evaluates requests based on a number of factors, including anticipated Tribeca Flashpoint workload and staffing considerations during the proposed period of absence. Return from Leave: Reasonable effort will be made to return employee to the same position if it is available, or to a similar available position for which the employee is qualified, but reinstatement is not guaranteed. Employees not returning to work at the expiration of the approved leave period are considered as voluntary terminations. Pay/Benefits Impact: Unpaid time off. Elected benefits may continue for up to 30 days if the employee pays the employee portion of their premium in advance. Thereafter, elected health and dental insurance benefits may be continued with COBRA eligibility. VESSA Leave of Absence Purpose: To provide an employee who is a victim of domestic violence, or who has a family household member who is a victim of domestic violence, with up to 12 weeks of unpaid leave during a rolling twelve (12) month period to address issues arising from domestic or sexual violence. VESSA only applies in the State of Illinois. Eligibility: Regular full-time or regular part-time employees are eligible for up to 12 weeks leave during a rolling 12-month period. Return from Leave: Employee returns to previous job or a job of equal pay, benefits and working conditions. (Exception: circumstances such as a reduction in force can affect reinstatement after leave.) The Company may choose to exempt certain "key" employees from this requirement and not return them to the same or similar position. Pay/Benefits Impact: Paid first from accrued PTO time, then unpaid. Elected health benefits continue up to 12 weeks as long as employee pays their employee premium on by the 1st of every month. Procedure for Requesting Leave: If leave is foreseeable, an employee must provide the company with at least 48 hours notice. A sworn statement must be provided to Human Resources indicating your reason for taking time off. This statement should also include:

• Documentation from a victim services organization, attorney, member of the clergy, or medical or other professional from whom the employee or the employee’s family or household member has sought assistance; • A police or court record; or • Other corroborating evidence.


Addendum A 11

SECURITY POLICIES Campus Access and Security • Providing a safe, secure and healthy work environment for employees, students and visitors is a top priority for Tribeca Flashpoint. Tribeca Flashpoint conducts workplace monitoring for purposes of security or employee safety. • Employees are provided a building keycard to access the campus. • Visitors are required to enter only at the Security Desk area and must be escorted to their destination. This includes former (visiting) students, staff, and faculty who are no longer at Tribeca Flashpoint. • Employees are expected to immediately report any unsafe condition to Security. • Work accidents or injuries (regardless of how insignificant the injury may appear) must be reported to Human Resources. Worker’s compensation insurance may be applicable if the injury occurs while on work assignment. • Neither Tribeca Flashpoint nor worker’s compensation will be liable for any injuries that occur during an employee’s voluntary participation in any off-duty recreational, social, or industry event sponsored by Tribeca Flashpoint. • Violations of this policy as well as any negligent or malicious action that causes or could result in a hazardous or dangerous situation are subject to disciplinary action, up to and including termination. Tribeca Flashpoint Key Card • Your keycard should be used when you access the building at any time of day. • Your keycard authorizes access for specific times. Access outside these times requires advance Department VP approval. Keycard usage outside authorized times will set off the security alarm and Tribeca Flashpoint is assessed a fee for each “false alarm.” No action will be taken with the first occurrence, but for subsequent occurrences the employee may be required to reimburse Tribeca Flashpoint for fees incurred. • Keycard loss or theft must be reported immediately by notifying Security. • Keycards are not be loaned out to any other person (including a school student or employee) or used to allow a visitor or unknown person to enter the building. • Misuse or negligence in the care and use of the building access keycard can result in disciplinary action, up to and including termination. Information Security and Software Code of Ethics • Tribeca Flashpoint employees are responsible to safeguard the security of Tribeca Flashpoint information and systems. Security concerns include the prevention of computer viruses, avoidance of copyright infringement, protection of computing devices and the information they contain, issues relating to working remotely and appropriate usage of Intranet, Internet, e-mail and voicemail. Employees are responsible to ensure proprietary documents are maintained or destroyed securely. • Tribeca Flashpoint provides legally acquired software in sufficient quantities to meet the legitimate software needs of the business and complies with all license and purchase terms regulating the usage of software we acquire or use. Unauthorized duplication of copyrighted software is illegal and strictly prohibited. Illegal usage of software is subject to civil and criminal penalties as well as disciplinary action up to and including termination. • Only the Information Technical Services Department is authorized to purchase, install or upgrade software on Tribeca Flashpoint computers. • Upon termination, employees must return all confidential Tribeca Flashpoint information and remove any Tribeca Flashpoint software and data on any non-Tribeca Flashpoint owned equipment (including your home computer’s hard drive if you worked remotely). Hard copy documents and files should be returned to Tribeca Flashpoint for retention or disposal. Never put Tribeca Flashpoint confidential information in home trash or recycling.


Addendum A 12

• Employees who improperly use or are negligent in the protection of proprietary information and technology will be subject to disciplinary action up to and including termination as well as possible legal action (even if the employee does not actually benefit from the action).

TIP: Employees should change their log-on passwords every 90 days and keep their password secure.

Performance Evaluation and Improvement Plans (PIP) • Employees are encouraged to discuss their job performance and goals with their supervisor on a regular and ongoing basis but should do so at least in their annual performance review. These performance reviews will be managed with regularity by the Human Resources Dept. beginning January 2011. • Annually, a formal written performance evaluation is completed at the end of each school year (in the summer) to document the employee’s accomplishments, performance against goals, strengths and areas of needed improvement or development. • Unsatisfactory work performance may be documented at any time as a Performance Improvement Plan or a Memo of Understanding. Disciplinary Process • Conduct in violation of Tribeca Flashpoint values, policies or procedures or failure to maintain a satisfactory work performance rating will result in disciplinary action. • During the introductory period, the disciplinary process involves verbal or written coaching and an extension to the introductory period or termination of employment. • For employees who have successfully completed their introductory period, the disciplinary process is verbal coaching followed by a written performance plan or Memo of Understanding. Failure to complete a performance improvement plan successfully or to sustain the improvement upon plan completion may result in transfer, demotion, further disciplinary action or termination of employment. • Conduct that in the sole judgment of Tribeca Flashpoint management is malicious, grossly negligent, poses a risk to the company or employees, or is a serious violation of Tribeca Flashpoint ethics, values, policies or procedures may result in immediate transfer, demotion or termination of employment without benefit of a disciplinary process.

What’s In My Personnel File? Your personnel file includes such information as your employment application, resume, training records, educational transcripts, performance appraisals and salary history. Personnel files are the property of Tribeca Flashpoint Corporation, but employees may view their personnel file on-site by requesting an appointment with Human Resources. You also may request a copy of your personnel file by contacting Human Resources.

TIP: Keep Your Personal Data Updated. It is the responsibility of each employee to promptly notify Human Resources of any changes in personnel data including mailing address, phone number, number and names of dependents, emergency contact info, education updates, etc.


Addendum A 13

Grievances and Procedures Purpose: Tribeca Flashpoint is committed to maintaining an environment which is free of illegal discriminatory behavior and which provides equal opportunity for all persons. This commitment is consistent with federal and state laws and Tribeca Flashpoint policy. A major facet of this commitment is the provision of a fair, effective, and efficient mechanism that rectifies or eliminates policies, practices, and actions that are discriminatory, lack provision for due process, or contest Tribeca Flashpoint’s Equal Opportunity efforts. Questions regarding details of this procedure should be addressed to the Human Resources Department (HR Dept). A grievance is an actual or perceived cause for protest or complaint arising out of some perceived or actual harm due to some action taken by a person involved with Tribeca Flashpoint. This alleged action has the impact of imposing on the individual his or her legal rights, or has the impact of imposing on an individual's right to work at Tribeca Flashpoint without fear or intimidation. An equal opportunity grievance alleges that this action caused the complainant to be treated differently on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability or any other characteristic protected by law. The grievance process is intended to investigate and where possible resolve complaints of alleged discrimination against employees and prospective employees. The guidelines below are to be used by the HR Dept to enable all complainants to use the grievance process to resolve the initiating problem without fear of retaliation and are intended to ensure the conduct of a thorough impartial investigation of all allegations of discrimination. A grievance alleging discrimination is a written complaint submitted to the HR Dept by employees or applicants for employment. Discrimination charges may be brought by individuals, a group of individuals, or individuals on behalf of another individual or group. A charge of discrimination must be filed with the HR Dept in a written and signed statement by the complainant detailing the facts related to the allegations of discrimination no later than one calendar year from the alleged discriminatory act. Informal Procedure & Resolution of Dispute: In an attempt to encourage prompt resolution of potential grievances, any of the parties involved may request the intervention of the HR Dept to resolve the matter informally. The HR Dept will attempt to resolve the matter informally with the management closest to and best able to discuss the situation. Informal resolution attempts will not have precedential value nor will any statements or efforts made to resolve the matter informally have prejudicial effect on any formal grievances. Informal attempts at settlement will not extend beyond 30 calendar days without the written agreement of all parties. If the complainant requests an attempt at informal settlement, then he or she will not be free to make a formal complaint with HR until an informal settlement is proposed or the 30 days have elapsed whichever comes first. Formal Procedure & Resolution of Dispute:

1. Initiation: An individual or group of individuals may initiate a formal complaint by detailing the factors related to the allegations of discrimination in a written and signed statement. These allegations are filed with the HR Dept.

2. Response: The HR Dept will acknowledge receipt of each complaint within 5 working days from the time the complaint is received. The complainant will be called in for an interview within 15 working days. At the interview the complainant(s) is informed of the steps to be taken to resolve the specific complaint; the complainant then reviews the charge for accuracy; and signs the initiation of complaint form. The charge is served on the respondent and the appropriate management in which this alleged act of discrimination is said to have occurred within 20 working days from the initial receipt of the complaint. Data and documents from the parties and rebuttal statements from the respondent are to be submitted to the HR Dept within 20 working days from the date the charge is served.

3. Investigation Process: Investigation may include interview of witnesses, review and comparative analysis of data and documents, and may take up to 45 working days from the time of receipt of the position statement from the respondent. Written finding(s) of fact will be made by the HR Dept and sent within 15 working days of the conclusion of the investigation to the complainant, the respondent, and the involved management; each of whom have an opportunity to submit rebuttals to the finding(s) of fact within 10 working days. The HR Dept may initiate an investigation into any apparent discrimination issue identified out of the investigation of a charge filed with it.

4. Resolution of Complaints: The HR Dept prepares a written report of each investigation including a recommendation to the involved management for settling the complaint. Copies will be sent to the complainant and the respondent. The report will be issued within 10 working days of receipt of all material referenced above. The member(s) of management will respond to the letter of finding(s) within 10 working days and that response will be sent back accepting, rejecting, or modifying the recommendation of the HR Dept. Within 5 working days of receipt of the response of the involved member(s) of management, the HR Dept will send a letter of notification to the complainant and to the respondent outlining Tribeca Flashpoint's position.


Addendum A 14

Appeals: A complainant dissatisfied with the Tribeca Flashpoint's resolution may seek redress by appeal to a state or federal compliance agency. Filing a complaint with the HR Dept does not deny a person the right to file with outside agencies. Retaliation: In accordance with federal regulations, Tribeca Flashpoint is required to take all necessary steps to ensure that no person intimidates, threatens, coerces, or discriminates against any individual for the purpose of interfering with the filing of a complaint, furnishing information, or assisting or participating in any manner in an investigation. Tribeca Flashpoint will not take retaliatory or punitive action against any individual who alleges discriminatory practices by the involved members of management Charges of harassment or retaliation will be expeditiously and vigorously investigated. If it is determined that retaliatory or punitive action has been taken against an individual who alleges discriminatory practices by any involved parties, Tribeca Flashpoint will take prompt disciplinary action up to and including termination of employment. Drug and Alcohol Use • No employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs while on Tribeca Flashpoint premises while conducting business-related activities for Tribeca Flashpoint. Only exception may apply if Tribeca Flashpoint hosts a company holiday party or special event in which catered food and beverages (including possible alcoholic beverages) may be served. • The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. • Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Violations may also have legal consequences. Harassment Free Workplace • Tribeca Flashpoint prohibits harassment whether it occurs in person, in writing, by phone, fax, e-mail, Internet or any other form of communication. Harassment is prohibited regardless of status (employee or non-employee), sex (male or female), or rank (peers, subordinates, management). • Harassment is a form of unlawful discrimination that includes physical or verbal conduct or visual images that reflect hostility toward another due to sex, race, color, religion, national origin, ancestry, age, sexual orientation, marital status, disability, medical condition, military status or any legally protected status. • Witnesses or onlookers can make a claim of harassment if affected or offended by workplace conduct even if the behavior is acceptable to the participants. • Employees are expected to treat anyone working for or with Tribeca Flashpoint with respect at all times whether at work, off-premises at work-related events or at a non-company event. Harassment committed away from the office is treated as a workplace issue if the behavior carries over into the working environment by making someone feel uncomfortable, upset or distracted from his/her job. • Employees who believe they have been subjected to or witnessed harassment prohibited by this policy are encouraged to immediately tell the harasser to stop the behavior and report the behavior immediately (preferably in writing) to their supervisor, Human Resources or a member of Tribeca Flashpoint management. • Harassment complaints will be promptly investigated and kept confidential to the extent possible. In order to maintain the integrity of harassment investigations, Tribeca Flashpoint reserves the right to suspend employees, either with or without pay, pending the outcome of the investigation. If the investigation determines that prohibited harassment has occurred, Tribeca Flashpoint will take appropriate action to ensure that the conduct will not reoccur. Violations of this policy are subject to disciplinary action up to and including termination of employment and could result in personal legal liability. • Federal law protects employees from retaliation for filing a complaint or participating in an investigation, proceeding or hearing relating to alleged harassment. Any concerns about retaliation should be reported immediately to Human Resources or a member of senior management.


Addendum A 15

What is Sexual Harassment? • Sexual harassment involves unwanted sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature that create either a “hostile work environment” or are “quid pro quo.” • “Hostile work environment” means an intimidating, hostile or offensive work environment that interferes with an individual’s job performance as a result of unwelcome sexual comments or conduct. • “Quid pro quo” occurs when someone in authority promises or threatens an employment action based upon an employee’s willingness or unwillingness to participate in a personal or sexual relationship.

What Kinds of Behavior are Considered Harassment? Verbal, visual or physical conduct that reflects hostility, or is derogatory or threatening towards a “protected status” characteristic of others Unwanted sexual advances or offering employment benefits in exchange for sexual favors Leering or comments about another’s dress or body Inappropriate touching or impeding movements Sexually suggestive comments, objects, pictures or jokes

No Smoking • Smoking is strictly prohibited inside Tribeca Flashpoint’s campus. Smoking is permitted only in designated smoking areas outside of the building before or after work, at lunch or on scheduled breaks. (Non-exempt employees must schedule breaks with advance supervisory approval.) • Smokers must be considerate of other employees and avoid smoking near any building entrances adjacent to the designated smoking areas. • Effective January 1, 2008, Illinois law states that employees/visitors/vendors/contractors must be at least 15 feet away from all building entrances. Preventing Workplace Violence • All direct or indirect threats of violence or actual violence should be reported immediately to your supervisor or a member of management. This includes threats by employees, students, vendors, solicitors, or other members of the public that are made during or outside Tribeca Flashpoint work hours and on or off Tribeca Flashpoint premises. • Firearms, weapons, illegal substances and hazardous devices are strictly prohibited from Tribeca Flashpoint premises including grounds and parking lots. • Employees are prohibited from engaging in fights, horseplay or conduct that may be dangerous to others. Conduct that threatens, intimidates, coerces or is physically aggressive towards a coworker, supervisor, student or member of the public on Tribeca Flashpoint premises is prohibited. Disputes or differences should be brought to the attention of a supervisor or Human Resources before the situation escalates. • Tribeca Flashpoint will promptly investigate all reports of suspicious individuals or activities and threats of violence or actual violence while protecting the identity of the individual making the report as much as is practical. • Prior to completing an investigation, Tribeca Flashpoint may suspend employees (with or without pay) pending the outcome of the investigation. Violations of this policy are subject to prompt disciplinary action up to and including termination of employment and possible legal proceedings.


Addendum A 16

TIP: Do not place yourself in peril. If you see or hear a commotion or disturbance near your work area, take protective precautions and contact Human Resources or Building Security as soon as possible.

Use of Company Property and Employee Privacy • Tribeca Flashpoint provides employees with equipment, systems and Internet access for the conduct of the business of Tribeca Flashpoint. All materials created, sent or received on Tribeca Flashpoint time or equipment is the property of Tribeca Flashpoint. • Tribeca Flashpoint time, equipment, resources and systems may only be used for ethical and lawful purposes. Information that is composed, transmitted, or received via our equipment and systems may be subject to disclosure to law enforcement or other third parties. • Tribeca Flashpoint reserves the right to monitor or access any company equipment or systems (includes computer, phone, e-mail, voicemail, Internet usage, etc.). Tribeca Flashpoint may review, audit, intercept, access or disclose materials created, received or sent on Tribeca Flashpoint time, equipment or systems (including Internet traffic) for any purpose. • Inappropriate usage of Tribeca Flashpoint time, equipment, resources and systems is subject to discipline (up to and including termination of employment) and could result in personal liability for employees. • All artwork, displays, or wall hangings on campus are to be enjoyed without touching. • Use of campus equipment must be used with proper authorization, must be returned on-time, and must be returned in excellent condition. Notify Security or management immediately if you witness any inappropriate use of company property.


Addendum A 17

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MEDIA ARTS ACADEMY

A D D E N D U M B

2010-2011 Student Catalog Bulletin Published September 1, 2010 Campus Locations 28 North Clark Street Chicago, Illinois 60602 222 West Merchandise Mart Plaza Chicago, Illinois 60654

Tribeca Flashpoint Media Arts Academy Student Bulletin 2010-2011

Addendum B 2

THE TRIBECA FLASHPOINT MISSION Tribeca Flashpoint Media Arts Academy is committed to the advancement of higher learning in the fields of digital arts and entertainment technologies including: Film & Broadcast, Game & Interactive Media, Animation & Visual Effects, and Recording Arts. The goal of our immersive, hands-on, intensive program is to prepare students to become media professionals through exposure to real world tools, techniques and the latest technical developments and trends. Founded in 2007 out of a desire to provide Media Arts students a relevant and contemporary education, our curriculum focuses on collaboration across disciplines, professional communication, and critical thinking skills in a creative environment. Our goal is to erase boundaries between education and the professional world through exposure to “real-world” projects. Mentored by faculty who are working professionals as well as teachers, students are immersed in the culture of high professional standards and expectations on a daily basis. The Tribeca Flashpoint Professional Standards provide a framework to evaluate students on their professional development and ensure they are prepared to be successful in their career. Throughout the program, students work on projects individually and in teams, within and across disciplines, in order to develop critical thinking skills while emphasizing communication and collaboration. Mere technical training is not enough. Development of the whole individual is our focus. Our discipline specific coursework is supported by a backbone of general education courses, known as Core Studies that focus entirely on written and oral communication skills, math, and the humanities. We feel we successfully develop well-rounded, highly skilled graduates who are able to contextualize technical learning, communication, and collaboration skills within the broader historical and cultural landscape. Our approach expands the boundaries of traditional vocational programs to incorporate higher-level education concepts and pedagogy. In support of its mission, Tribeca Flashpoint recognizes creativity. All students are encouraged to reach their potential within the framework of their individual needs, interests and capabilities. The Academy utilizes instructional methods based on adult learning theory and is committed to the development of each student’s intellectual, analytical and critical thinking abilities. This teaching approach encourages active student participation and may include group discussions and projects, laboratory work, simulations, demonstrations, field trips, guest speakers and lectures. We believe that education should promote the development of professional skill and provides support services to help student achieve their academic and career goals. These services include individual advising, academic tutoring, and assistance in securing social services needs. The Academy helps students reach their educational goals and achieve success in their industry by offering courses that focus on the communication skills required to work with clients and other professionals, by preparing them with business acumen necessary to success, and by encouraging them to be involved in professional organizations that enable networking and knowledge of their discipline. The Academy provides assistance to eligible graduates in obtaining employment and provides classes, coaching, networking events and additional relevant support that teaches and guides them through the process of obtaining and maintaining employment. In further support of its mission, Tribeca Flashpoint strives to deliver a high-quality educational experience by hiring well prepared experienced faculty and staff.


Addendum B 3

2010-2011 Student Catalog Bulletin Contents **Published September 1, 2010 The Tribeca Flashpoint Mission Changes Photographs Academy Policies Admissions Tuition Structure Financial Aid Refund and Tuition Refund Schedule Information Placement Testing Transfer Credit Student Housing Accreditation and Approval to Operate Academic Calendar Campus Directory Student Guidelines

Campus Safety Email Equipment Check-out/Check-in Guests on Campus Internet/Computer Network Acceptable Use Lost & Found, Thefts On-Campus Advertising Smoking Student Clubs Student Rights & Responsibilities Standards of Conduct Standards of Dress

Student Policies FERPA/Directory Information

Intellectual Property Policies Employee and Student Relationships Sexual Harassment and Anti-Harassment Statement of Nondiscrimination

Disciplinary Actions

Definitions of Common Sanctions General Explanation of Disciplinary Actions Student Judicial Policies and Procedures Judicial Process

Academic Standards and Regulations Standard Grades

Standards of Satisfactory Academic Progress (SAP) CGPA Requirements (Cumulative Grade Point Average) Rate of Progress to Completion Requirements Maximum Time to Complete Academic Probation Academic Suspension Reinstatement Academic Integrity

Attendance, Absences and Tardiness Course Failure and Retake Policy Unit of Credit

Graduation Requirements


Addendum B 4

Student Services Academic Assistance Career Services Counseling Services

Library (Info Commons) Services for Students with Disabilities Tribeca Flashpoint Alumni Association Transcript Request Information Course Catalog Core Studies Course Descriptions Animation & Visual Effects Program Description

Animation & Visual Effects Course Descriptions Animation & Visual Effects Curriculum Requirements

Film & Broadcast Program Description Film & Broadcast Course Descriptions

Film & Broadcast Curriculum Requirements Recording Arts Program Description

Recording Arts Course Descriptions Recording Arts Curriculum Requirements Game & Interactive Media Program Description

Game & Interactive Media Course Descriptions Game & Interactive Media Curriculum Requirements Addendums Schedule of Cost Estimates

Orientation and Required Materials Minimum Hardware and Software Requirements Required Texts and Materials


Addendum B 5

Changes This catalog is current at the time of publication. It may sometimes be necessary or desirable for Tribeca Flashpoint Media Arts Academy to make changes to this catalog due to the requirements and standards of the college’s accrediting body, state licensing agency or U.S. Department of Education, or due to market conditions, employer needs or other reasons. Tribeca Flashpoint reserves the right to make changes at any time to any provision of this catalog, including the amount of tuition and fees, academic programs and courses, college policies and procedures, faculty and administrative staff, the college calendar and other dates, and other provisions. Tribeca Flashpoint also reserves the right to make changes in equipment and instructional materials, to modify curriculum and to combine or cancel classes. Photographs While not all photographs in this publication were taken at Tribeca Flashpoint Media Arts Academy, they do accurately represent the general type and quality of equipment, facilities, and students found at various Tribeca Flashpoint campuses. College Policies Students are expected to be familiar with the information presented in this college catalog, in any supplements and addenda to the catalog, and with all college policies. By enrolling in Tribeca Flashpoint Media Arts Academy, students agree to accept and abide by the terms stated in this catalog and all college policies. If there is any conflict between any statement in this catalog and the enrollment agreement signed by the student, the provision in the enrollment agreement controls and is binding. Admissions To begin the application process, all applicants must complete an application form. We encourage all interested applicants to attend a private or group tour. To be considered for enrollment, applicants must complete a series of short answer questions, write an essay, provide an application fee, and two letters of recommendation. At the time of application, all candidates are required to complete a series of personal interviews, including an interview with a faculty member. Subsequent to the interviews, there is a 15-20 minute on-site test. Applicants are strongly encouraged to provide any additional sample work (i.e. music recordings, shorts, films, artwork, designs) to assist in the application process. A candidate is evaluated on the basis of his or her having obtained an official high school transcript or GED equivalency, demonstration of written and communicative skills during the interviews, sample work submitted, and the passion for one of Tribeca Flashpoint’s chosen digital media fields.

Tuition Structure Tuition is $25,000 per year, plus an annual $250 student activities fee. Payments can be made via check or credit card and should be sent to Tribeca Flashpoint Accounting Office, 28 North Clark Street, 5th Floor, Chicago, Illinois 60602. Checks should include the student’s first and last name and should be made payable to Tribeca Flashpoint. Credit card payments can be made by completing the authorization on the lower half of each invoice and mailing or faxing the signed authorization to the Accounting Office. Students must obtain a laptop that meets the minimum hardware and software specifications for his or her academic program. Minimum hardware and software requirements for each program are updated twice a year before each fall and spring orientation session. Students are also required to purchase University Reader course packets, selected textbooks and supplies prior to the orientation for the entire two year program at Tribeca Flashpoint. A complete list of attendance costs is provided as a supplement to this Catalog. Financial Aid Students may pay for a portion or the entirety of their tuition through student loans. Currently, Tribeca Flashpoint offers private student loans through Sallie Mae. Any student wishing to apply for a Sallie Mae loan must fill out a loan application and also have a cosigner who meets current requirements as dictated by Sallie Mae. Loan applications and additional details are available at the Financial Aid Office: 312/506.0631 or e-mail [email protected]. Refund and Tuition Refund Schedule Information Refunds shall be made within 30 days of the last day of the attendance if written notification has been provided to the institution by the student; otherwise, refunds shall be made within 30 calendar days from the date the institution terminates the student or determines that the student has withdrawn. Determination that a student has withdrawn shall be made within 30 days of the last day of attendance. Tribeca Flashpoint Media Arts Academy shall provide written acknowledgment to the student of a student’s notification of withdrawal within fifteen (15) calendar days of the postmark date of the notification of withdrawal.


Addendum B 6

In all instances, refunds shall be based on and computed from the last day of attendance. Any unused portion of a book fee shall be refunded. Refund schedule is as follows: • When notice of cancellation is given before midnight of the fifth business day after the date of enrollment but prior to the first day of class, all application registration fees, tuition and any other charges shall be refunded to the student. • When notice of cancellation is given after midnight of the fifth business day following acceptance but prior to the close of business on the student’s first day of class attendance, the school may retain no more than the application registration fee which may not exceed $150 or 50% of the cost of tuition, whichever is less. • When notice of cancellation is given after the student's completion of the first day of class attendance, but prior to the student's completion of 5% of the course of instruction, the school may retain the application-registration fee, an amount not to exceed 10% of the tuition and other instructional charges or $300, whichever is less, and, subject to the limitations of paragraph 12 of this Section, the cost of any books or materials which have been provided by the school. • When a student has completed in excess of 5% of the course of instruction Tribeca Flashpoint Media Arts Academy may retain the application-registration fee but shall retain an amount computed pro-rata by days in class plus 10% of tuition and other instructional charges up to completion of 60% of course of instruction. • When a student has completed an excess of 60% of a course of instruction, Tribeca Flashpoint Media Arts Academy may retain the application registration fee and the entire tuition and other charges. • When a student enrolls in a program lasting longer than 12 months and withdraws during the first 12 months, the fund formula shall be based on tuition owed for 12 months. Tribeca Flashpoint Media Arts Academy shall refund 100% of any tuition collected for the obligation beyond the 12 months. Other provisions affecting refunds: • A student, who on personal initiative and without solicitation enrolls, starts, and completes a course of instruction before midnight of the fifth business day after the enrollment agreement is signed, is not subject to the cancellation provisions of this Section. • Applicants not accepted by the school shall receive a refund of all tuition and fees paid within 30 calendar days after the determination of non acceptance is made. • Application registration fees shall be chargeable at initial enrollment and shall not exceed $150 or 50% of the cost of tuition, whichever is less. • Deposits or down payments shall become part of the tuition. • The school shall mail a written acknowledgement of a student’s cancellation or written withdrawal to the student within 15 calendar days of the postmark date of notification. Such written acknowledgement is not necessary if a refund has been mailed to the student within the 15 calendar days. • All student refunds shall be made by the school within 30 calendar days from the date of receipt of the student’s cancellation. • A student may give notice of cancellation to the school in writing. The unexplained absence of a student from a school for more than 15 school days shall constitute constructive notice of cancellation to the school. For purposes of cancellation the date shall be the last day of attendance. • A school shall refund all monies paid to it in any of the following circumstances:

• the school did not provide the prospective student with a copy of the student’s valid enrollment agreement and a current catalog or bulletin;

• the school cancels or discontinues the course of instruction in which the student has enrolled; • the school fails to conduct classes on days or times scheduled, detrimentally affecting the student.

• A school must refund any book and materials fees when: (a) the book and materials are returned to the school unmarked; and (b) the student has provided the school with a notice of cancellation.


Addendum B 7

Placement Testing All incoming Tribeca Flashpoint students are required to take the COMPASS® computer-adaptive college placement test to evaluate their skill levels in Reading Comprehension, Writing Skills, Essay Writing, and Math. Each of the assessments facilitates the placement of students in the appropriate level course as well as identifies those students who need additional academic assistance. Compass test scores are interpreted as follows:

100-80 No problems anticipated 79-66 Referred to Academic Assistance and Instructors are Notified 65 and below Enrolled in Introduction to Math or English Composition Courses and Referred to

Academic Assistance.

In addition to COMPASS® testing assessment, instructors can refer students to Academic Services once courses have begun. All Tribeca Flashpoint syllabi contain information encouraging students to seek tutoring. In some cases, an instructor will require the student to attend the writing lab as part of his/her course work. Transfer Credit If the student wishes general education course work to be applied toward degree requirements, s/he must contact the Registrar to obtain approval. Final approval of transfer credit for course work completed at other institutions is at the discretion of the Registrar. A minimum grade of "C" is usually required in order to successfully transfer credit toward a degree. Tribeca Flashpoint reserves the right to approve or deny any request for transfer credit. Grades earned on approved credits will not be applied toward the Tribeca Flashpoint GPA calculation but will be reflected on the student’s official transcript. Orientation and Required Materials Please see supplement for complete Orientation Schedule and Packet of Materials. Incoming students will also receive a paper copy of the Orientation Packet a month before Orientation. As with all technology, please plan to purchase the required laptop the first week in August to obtain the most recent laptop updates. If you have recently purchased a laptop, please see the minimum specifications for your Academic program listed in the Orientation Packet. For any additional questions related to minimum hardware and software specifications, please contact, Ben Spanner, the Associate Dean of Students at [email protected] Student Housing Finding the right living arrangement is an important step in planning your education. Although Tribeca Flashpoint does not offer official student housing at this time, we do recommend several living facilities that are within walking distance of the school and/or public transportation. Please visit our website at http://www.flashpointacademy.com/studentresources for more information. If you require information or assistance in finding the right housing arrangement for you, please contact Tribeca Flashpoint Academy's Office of Admissions at 312-332-0707. Campus Addresses Main Campus 28 North Clark Street, 5th Floor

Chicago, Illinois 60602 Merchandise Mart 222 West Merchandise Mart Plaza, 20th Floor

Chicago, Illinois 60654 Accreditation and Approval to Operate Certificate of Approval To Operate Issued By the Illinois State Superintendent of Education, 100 North First Street, Springfield, Illinois 62777. Flashpoint, The Academy of Media Arts and Sciences (d/b/a) Tribeca Flashpoint Media Arts Academy has received degree-granting authority from the Illinois Board of Higher Education, 431 East Adams, 2nd Floor, Springfield, Illinois 62701-1404.


Addendum B 8

Academic Calendar Updated: September 1, 2010 September 7, 2010 Orientation Begins

2012 September Students September 13, 2010 First Day of Fall Classes

2012 September & 2011 Students October 25-29, 2010 Fall Lab Intensive*

2012 September & 2011 Students November 11, 2010 Veterans Day

No Classes - All Students November 25-26, 2010 Thanksgiving Days

No Classes - All Students December 20, 2010 Winter Break Begins

No Classes - All Students January 3, 2011 Fall Classes Resume

2012 September & 2011 Students January 17, 2011 Martin Luther King Jr. Day

No Classes - All Students January 21, 2011 Last Day of Fall Classes

2012 September & 2011 Students January 24, 2011 Evaluation Week

2012 September & 2011 Students January 31, 2011 First Day of Spring Classes

All Students March 28, 2011 Spring Break Begins

No Classes - All Students April 4, 2011 Spring Classes Resume

All Students May 27, 2011 Last Day of Spring Classes

All Students * First-year students will not have regularly scheduled classes during this time but will be expected to use the Flashpoint facilities to complete assignments and work on group projects. Second-year students will have focused studies classes and lab intensive study.


Addendum B 9

Tribeca Flashpoint Campus Directory Updated: September 1, 2010

Security

312-506-0725

[email protected] [email protected]

IT Technical Support 312-506-0609 [email protected]

Equipment Checkout 312-506-4620 [email protected]

Financial Aid Office 312-506-0631 [email protected]

Accounting Office 312-506-0640 [email protected]

Dean of Students 312-506-0630 [email protected]

Associate Dean of Students 312-506-4615 [email protected]

Registrar’s Office 312-506-0621 [email protected]

Academic Dean’s Office 312-506-0643 [email protected]

Chairs’ Office 312-506-4615 [email protected]

Recording Arts Chair 312-506-0636 [email protected]

Game & Interactive Media Development 312-506-0639 [email protected]

VFX & Animation Chair 312-506-0627 [email protected]

Film & Broadcast Chair 312-506-0628 [email protected]

Academic Assistance 312-506-0722 [email protected]

Library (Info Commons) 312-506-0645 [email protected]

Career Services 312-506-0625 [email protected]

Merchandise Mart* 312-506-4617 [email protected]

* Other than this office at 222 West Merchandise Mart Plaza, 20th floor, Chicago, Illinois 60654, all administrative offices are located at 28 North Clark Street, 5th Floor, Chicago, Illinois 60602

MEDIA ARTS ACADEMY

A D D E N D U M C

TRIBECA FLASHPOINT MEDIA ARTS ACADEMY THE TRIBECA FLASHPOINT STYLE At TRIBECA FLASHPOINT we take what we do seriously, but we don't take ourselves very seriously. Never confuse the two. We operate on the simple principle of earned respect. Each and every person at TRIBECA FLASHPOINT is accorded the deference and respect which they have earned through their own efforts and the demonstrable results of those efforts. A job is measured in hours, while a career is measured in results. Respect at TRIBECA FLASHPOINT is far more important than popularity. The sense of purpose at TRIBECA FLASHPOINT is tangible and contagious. We are an intense, focused group of committed people. We want it all, and we want it bad. Because we are deadly serious and concerned about doing our best, almost everyone we come into contact with gets that message loud and clear. Not surprisingly, our attitude actually improves theirs, and we get more help, better service, and more support than money can buy. Mutual respect is a far more valuable currency than promises or dollars. We deal people in and make them a part of our energy and effort. When we talk about our school and our responsibilities, we are interested in facts and results, not in quick fixes or excuses. If we make a mistake, we step up and take our medicine -- we don't waste anyone's time with excuses or in attempts to minimize the error. We take mistakes more personally than you could ever imagine -- they hurt each and every one here, and we hate to see anyone make any mistake at any time. Every error hurts and some of us never forget any mistakes. Mistakes are perpetual embarrassments to the kind of college we are trying to build. Sometimes it's easy to believe that people get ahead because they're good talkers, quick on their feet, attractive and articulate. Many of our people and students will have all of these important skills and qualities, but that's not why they will succeed. They will succeed because they work as hard as they can, and they make it their business to know all the facts, figures and details of whatever they’re working on. They pay precise attention to the details and, not surprisingly, the big things tend to fall into place. The casual give-and-take which is a part of our day-to-day work can make it seem that we put a premium on glibness or sometimes take things lightly. This is a very dangerous impression because it sometimes misleads newcomers. Quick comebacks, snappy retorts, and fast (but not necessarily correct) answers play a part in our internal corporate culture, but no part whatsoever in how we serve our various audiences – students, parents, investors, partners, directors, regulators, etc. The plain fact is -- we care about providing a good education and about our school and the people we serve more than any of our competitors do. We make commitments; we do what we said we'd do, and we do it when it's due -- no excuses offered or accepted. At TRIBECA FLASHPOINT we do try to make things look easy. Mostly we accomplish this by working twice as long and hard as anyone else. There are no shortcuts. We put out the maximum possible effort and attention to any job we undertake -- no matter how small, tedious or insignificant it may seem at the time. We don't expect to out-smart people -- we plan to out-work and out-fundamental them. We don't ever confuse our standards for doing a job with what someone else might accept. We never try to wing it. We start with the long, slow, hard way to do each task because that's the only way to be sure that it gets done right. We want to do the job right the first time. As we progress, we hope to get better, faster and more efficient, but never at the cost of the quality or the accuracy of our work. TRIBECA FLASHPOINT is based on a simple proposition -- we know what we are talking about because we live it every day. We get the facts; we organize and analyze them until they squeak; and then we present them as clearly and concisely as we can in a complete and professional fashion. Looking for a solution without listening to the problem is like working in the dark. Anything we lack in technical training or experience, we make up for by expending the energy and effort to learn on the run. We are great listeners and quick studies -- we learn from every source and grow a little every day. We are constantly improving the technology of keeping in touch. We learn to get better by listening carefully, constantly and thoroughly -- to our “student customers”, vendors and other partners, industry sources, employers and to those responsible for regulating our activities. Our technology is useful to us only as a mechanism to assist us in supporting our students and faculty; anticipating their needs; and responding to their requirements. It will never replace the need for consistent, caring and responsive interpersonal communications. If we lose touch with our users - we'll soon lose their confidence and support as well. The way we'll succeed is by being the best and most careful listeners around. We have a strong sense of quality -- quality in our students and in our services; in the people we work beside; and in the tools and systems we develop in order to do our work. Economy at TRIBECA FLASHPOINT comes from high value, not from low cost. Quality is never an accident -- it's always the result of intelligent effort. Aesthetics are an integral part of the quality we instill in everything we undertake. Appearances and first impressions do count. We expect and intend to be a first class college in every way. We never settle -- if something is almost right, it's wrong. The TRIBECA FLASHPOINT approach is informal and non-bureaucratic. Verbal communication is key, not memos. "Come or call, don't write" is the internal watchword. However, in our dealings with third parties or on personnel or student matters where careful documentation is critical, everything we do must be written and as fully documented as

Tribeca Flashpoint Media Arts Academy The Tribeca Flashpoint Style

Addendum C 2

possible. We do it the TRIBECA FLASHPOINT way whether they want it or not, and we do it without being asked because, as often as not, we are creating information which they need whether they know it or not. The education of everyone we work with is as much and as important a part of our jobs as anything else we do. They need to know how we do business because it’s the way we expect them to perform as well. We are leaders in thought and actions. People at TRIBECA FLASHPOINT are accessible at all levels. However, in respect to their own obligations and responsibilities, "drop-in" visits with our senior people for chats or heart-to-hearts are scheduled at the crack of dawn, after hours or on the weekends. If a conversation is worth having, the party seeking the time needs to demonstrate that it's important enough to extend him or herself in order to make it happen. Communication at TRIBECA FLASHPOINT is so critical that no one is ever too busy to make the time. Both parties owe it to each other to be sure that they're prepared for the meeting and that they've done everything necessary in advance to make sure that the meeting can accomplish something. We are all interested in new ideas and new approaches or solutions to making our school better- but they need to show enough advance thought, analysis and effort to make it worth investing the time in the discussion. We think that it's exciting and challenging to be a part of TRIBECA FLASHPOINT. It's certainly intense, but there is as much laughter from time to time as there is serious discussion. We believe that in the long run people rarely succeed at anything unless they enjoy it. TRIBECA FLASHPOINT is a special place to be -- not just another job. More than anything else, the TRIBECA FLASHPOINT organization is personable and approachable, but still dedicated to getting the job done. In many respects, because no one outside the school can really appreciate all of the joys and frustrations we face every day, we become our own best friends. We have no time for politics, finger pointing or buck passing -- we all have much too much to do. Remember that nothing is easier than fault-finding. No talent, no self-denial, no character and no brains are required to grumble. One last point -- friends at work are great to have, and we're all in this together, but our responsibilities to the school and our students always come first. At TRIBECA FLASHPOINT, discipline trumps morale. With the informality at TRIBECA FLASHPOINT comes a certain lack of structure. We share a commitment to letting people who have demonstrated their maturity and talent attack problems on their own within certain unstated but quickly understood guidelines. To make matters even worse, even the clearest of the "rules" can change from time to time with or without notice. This can be a very confusing environment, but in a fast moving and rapidly changing organization, it's almost inevitable. If you're not confused and concerned, you're not growing. The most important idea here is to ask questions and to try to develop a sense of knowing what you don't know. At TRIBECA FLASHPOINT there are no penalties for asking questions. Everyone at TRIBECA FLASHPOINT is a valuable source of information as long as someone takes the time to ask for their help. Bigger isn’t ever the same as better. Sheer growth by any measure is not our principal goal and, most likely for the foreseeable future, it won’t be. Our goal is to remain a quality organization doing a careful and thorough job of which we can all be proud. If we can achieve the consistent quality in our work which is necessary to do the job right, our school and the demand for our services will automatically grow. Competition is avoided -- not by barriers to entry or contracts -- but by continuing to deliver on the promises we've made to all of our “customers”. At TRIBECA FLASHPOINT we have a highly developed sense of confidence -- we are succeeding in the face of considerable challenges and difficult circumstances, and we will continue through our work and efforts to be successful. But we always keep an eye out for the banana peel. We are responsive because, as an organization, we are constantly insecure -- there are no sure things in today’s competitive world and each and every time that we take anyone for granted, we can count on getting kicked in the face in the near future. But if we all try as hard as we can, we know that, in the end, we can make it work, because the strength of our resolve and our commitment simply will not be denied. TRIBECA FLASHPOINT’s progress depends on the belief that things can always be better. We believe that "if it ain't been fixed, it's gonna break" and we prefer anticipation and action to waiting to see. There is simply nothing we do which can't be done better. If we don't do it, someone else will come along and do it. We never assume that, because we do things a certain way, they can't be changed for the better or that only big changes matter. Progressive improvement beats postponed perfection and every little bit helps. At the same time, you should never assume that anything we do is arbitrary. More than likely, there are one or more good reasons which it is important to understand before attempting to make changes. That is one of the reasons why we attempt to get so many people involved in the decision-making process. It makes a great deal of sense to observe things for a while and make sure you know what you're talking about before you open your mouth. We are proud professionals. We try to treat our people as professionals, and we expect that they will act as professionals at all times. Pros are people who do a job well even when they don't feel like it. We trust each other to do our own jobs well and to pitch in unselfishly to help others as well. We try to take a straightforward, even simple, approach to our problems and to our college with a single goal in mind. Day-in and day-out, we want to do the best and most professional job that we can possibly do. No less. We are proud of this standard and not the least bit self-conscious or ashamed to be "old-fashioned" about the basics.


Addendum C 3

THE TRIBECA FLASHPOINT STYLE - PART TWO Introduction At TRIBECA FLASHPOINT things move so rapidly that it's sometimes wise to take a little time to reflect and re-focus our energies so that we all clearly understand why we're here, what we're trying to accomplish and what we expect (reasonably or unreasonably) from the process. Each of you has read "The TRIBECA FLASHPOINT Style" by now, and I believe that it's as fair and accurate a representation of what life around here is going to be as there can be. Nonetheless, some of the ideas and concepts covered had to be broadly expressed and may not be easy for everyone to apply directly to their day-to-day experience. In this memo, I've tried to narrow the focus and deal as closely as possible with the most elusive concept of all -- what makes the leaders at TRIBECA FLASHPOINT tick? What drives people around here to expend such exceptional amounts of energy and to make such real sacrifices of their time and personal lives on an ongoing basis? Why does it seem to be so obvious to many of our best people that we just never compromise and that it's our obligation to push as hard and move ahead as quickly as we can each and every day? Maybe it's that we all believe that our uncompromising performance will continue to lead to more of the successes we've had so far. One thing is clear -- no one here does it for the money. We couldn't buy -- even if we tried -- the loyalty, commitment and results that our key players demonstrate every day. So what's the goal or objective which creates so many "peak performers" at TRIBECA FLASHPOINT?' As you'll see in reading on, the shortest answer seems to be that -- in the end -- each of us is doing it for ourselves. It's our own confidence, self-respect and futures on the line as well as our image of the kind of people we want to work with and to be. Five years from now, the most important issue won't be what you've done; it'll be what you've become. As the expression goes:

WORK HARD, STICK TOGETHER, IMPROVE EVERY DAY AND ALWAYS ASK THE QUESTION:

HOW BADLY DO I WANT IT? That's not always an easy question to answer. And, for some of you, it's a question that comes up on a regular basis. But the leaders at TRIBECA FLASHPOINT no longer even ask -- they know the answer because they live it all day long -- every single day: we want it very badly and we want it now. Here's some questions which should help each of you decide on your own answer as well as whether you've got the drive and desire to excel at TRIBECA FLASHPOINT. Key Questions and Concerns Do I really want to excel and to assume all of the burdens and responsibilities which come with being a leader? 1. Do I have enough self-discipline and desire? These qualities, far more than material motivations, will keep you moving when the going gets tough. 2. Can I make the personal investment and the necessary sacrifices of time, friends and family? 3. Can I accept the loneliness? Is acceptance by my peers and co-workers more important to me than doing my job right? 4. Can I handle the uncertainty, ambiguity and risks of advancement -- what if I fail? (P.S. At TRIBECA FLASHPOINT, it's no sin to try and fail -- the sin is in not trying.) Am I willing to invest, endure and sacrifice without any assurance that all my efforts and energy will be recognized and rewarded? 1. Getting the job done (whatever it is) will require enormous amounts of energy, time, effort and commitment. The only answer to what you're willing to invest is -- whatever it takes. 2. Endurance helps convert whatever obstacles and difficulties life puts in our path into opportunities and sometimes even triumphs. We don't complain, we don't sulk -- we pick ourselves up off the floor, wipe ourselves off, and start all over again. How much can we endure? Whatever we must endure to get the job done and done right.


Addendum C 4

3. Try as we might, sometimes things don't work out as we planned - life isn't always fair, and plenty of people work hard all their lives for very little. We at TRIBECA FLASHPOINT have been very lucky so far, but there are no promises or guarantees. So, as we give things up, make sacrifices, and assume new responsibilities, we don't even get to ask -- much less answer -- the toughest question of all -- how long will it take? In many businesses and many careers, if the founders had known how long or how hard the journey was going to be -- they would never have started. So here again the questions are the same -- what we're doing, how we're doing it and why – and the answers are simple: we're doing it because it's the right thing to do and the right way to do it. If our actions ever come to depend on what others think of them, we'll have lost our way. 4. A word of encouragement -- we don't miss many good people, so don't worry about being overlooked or lost in the shuffle of growth. Advancement at TRIBECA FLASHPOINT is based mostly on results (results now -- not in the future) and only partially on potential. Let us be the judge of your potential and spend your time and energy keeping your eye on the ball so you don't accidentally get hit in the face on your way to the future. 5. For five years, as a young lawyer, I started each day with a little promise to myself. It went something like this: "One day soon, I'll be a leader. Until then, I'll be the best follower around." Sometimes it isn't easy -- sometimes there seem to be better ways to do things -- easier paths to the same end, etc., but the discipline you develop by learning how to execute the fundamentals will aid your concentration, enable you to better focus your efforts, and provide a solid base of experience for your future growth. Don't sell it short and don't try to speed up the process -- you only end up cheating yourself. Remember that a person who chases too many rabbits usually ends up with none. Maximizing Peak Performance TRIBECA FLASHPOINT’s success depends on receiving extra special performance from exceptional people. Not necessarily exceptional in their education, their work background or even their technical skill, but exceptional in a far more important way -- they bring meaning and the ability to grow to any job they were asked to perform. They make their work exciting, challenging, stimulating even when it isn't, because they have learned to test and measure themselves and their own performance against their personal best (not some outside standard) and, not surprisingly, the best ones become their own toughest bosses and critics. If anyone thinks our success will come from being tough on our people or our students, they're nuts. It will come from people being tough on themselves and proud of it. We don't compete with each other, and we're really already past the point of proving ourselves to outsiders -- our standards and our goals are internal -- we take on these jobs knowing they aren't easy, and we'll stand or fall on our performance. To finally become a true part of TRIBECA FLASHPOINT, each of you needs to conclude that there's enough meaning and value to your work (whatever it is) to make it worth the commitment and effort required to do it in a first class fashion. At TRIBECA FLASHPOINT we believe that every single job is important and must be important to the people doing it. Most companies manage by their rules, procedures and structures to deprive their people of the ability to contribute and to make their jobs matter. At TRIBECA FLASHPOINT, we try to stay out of the way since we believe that "peak performers" aren't people with something added; rather they're people with very little of their potential taken away. They are people who find their principal motivation within themselves and who are driven by an unstoppable belief in their own worth and potential. They are self-developers whose goals are to grow to the highest levels possible -- both in their achievements at work and in the development of their human faculties. Critical Traits and Beliefs Look at our leaders and a few simple traits and beliefs emerge. Measure yourself against these standards, and you'll never go wrong. 1. We have a mission, we truly care about it, and we are devoted to it. We are single-minded and have an unassailable belief in the likelihood of our success. We have no preconceived limitations. We do more than expected, never less. 2. We focus our energies wholeheartedly on the job. Anything that moves us away from our objectives is discarded. People who get things done are not people who never lose their way -- they're people who know how to quickly find it again. Failing to plan and stick to the plan is the same as planning to fail. 3. We react in exactly the same way to success and failure -- we absorb the experience and apply the lessons we've learned to the next task in our continuing journey. Setbacks are information; mistakes are signs that it's time to correct our course. Changes are opportunities to be exploited and capitalized upon. We never coast -- if we're not steadily improving, we're getting worse. 4. We excel, not despite changes, but because of them -- we anticipate difficulties and seize opportunities -- we adapt and keep growing. We understand that there's never a right time to do a difficult thing and that people won't make any


Addendum C 5

change that involves a sacrifice if they think they can avoid it. Our job is to educate them to the benefits of change and to lead them to improve themselves. We can sell it because we believe it ourselves. 5. We never give in to a competitor or a situation just because it initially looks impervious to our attempts to affect it. If we can make the first dent, the rest of the team and those who follow us will get the job done. When we're truly stuck, we draw on those times in the past when it looked just as bleak and remember that we just put our heads down and plowed straight ahead and somehow got through it together, and we always will. PERFORMANCE APPRAISAL While there's almost unanimous agreement about the real success stories in any business, we hear about what it takes so often that we sometimes take it for granted. It's easy to lose sight of how important each person's performance truly is to making a great company -- but it never goes out of fashion. And it will always be the rule at TRIBECA FLASHPOINT -- we love the eager beavers and the tigers. They're the ones who try to do more than they're expected to. They're always reaching. And reaching out to the people they work with; trying to help them do their jobs better. That's just the way they're built -- they don't know how to do things half-way. They attack their jobs with both zeal and impatience. They hate shoddy work and mediocre people. Sometimes they challenge or break the rules -- that comes with the territory. You can always apologize, but you can never regain a lost opportunity once you've let it pass. Most of all, they get things done -- they're driven by their own goals and objectives -- no one needs to hold their hands. What do the best of them all have in common? Here again, you've heard it before, but this time take it to heart and ask yourself how you stack up. Be honest with yourself -- things can always get better. 1. THEY LEARN ALL THE TIME. They're not too proud to take notes or ask questions. They're not so stupid that they think they'll remember everything or that someone will waste the time to repeat it for them when it really counts. 2. THEY'RE-PROACTIVE, NOT REACTIVE. They're driving toward the goals -- making things happen -- setting the agenda and controlling the situation whenever and wherever possible. They're in a hurry. They are ahead of the problems. No one waits for the other shoe to fall or the shit to hit the fan. When you're all fired up, you're that much harder to extinguish. 3. THEY LISTEN CAREFULLY AND THEY PAY ATTENTION. They make the time, even when they don't have it -- and they believe in the power of having friends in low places. Our students, our partners, and everyone else follows the basic rule: they don't care how much you know until they know how much you care. At TRIBECA FLASHPOINT, we care. We are continually building relationships which will assure our success. 4. THEY IMPROVE CONSTANTLY. Sometimes an inch at a time. Sometimes bit by bit. But no detail is too small -- no fix is insignificant -- every little bit helps improve the overall picture. Tiny pushes, not mighty shoves. We can't wait for miracles; we prefer the back-breaking grind of getting a little better every single day. We're never satisfied. 5. THEY'RE PROUD OF THE TEAM'S SUCCESSES. No one spends much time taking individual credit, but you'll never see prouder faces any place when someone wins a creative award, or someone else announces that we’ve completed another successful project, film or game, or TRIBECA FLASHPOINT reaches another milestone because everyone pitched in and worked their butts off to get there. When people ask us what we do to make things run so well, the answer's very simple. We do our best -- what else would anyone expect? 6. THEY HATE EVERY SETBACK, MISTAKE OR FAILURE. Yes, it's very personal. It's agony -- it's an insult and it makes the good times go away in a flash. We can't afford it -- we can't permit it -- we'll never accept it. No one should who believes as strongly as we do about TRIBECA FLASHPOINT. Everyone's work is a reflection on all of us at TRIBECA FLASHPOINT -- we are each other's business. 7. THEY'RE FULLY FOCUSED AND CONCENTRATE ON THE GOALS. Is what I'm doing or about to do getting us closer to where we need to be. Are we paying complete and total attention to our priorities? Eyes always on the ball. Obsessed because the little things make all the difference between success and failure. We didn't come to play -- it doesn't pay. We came to win -- that's all there is. We're looking for the stand-outs, the exceptional performers, the obvious leaders -- they'll be rewarded. We've all come too far already to accept anything less than the best. So a final word to the wise: if you want to be in the fast lane, be prepared to run like hell.

MEDIA ARTS ACADEMY

A D D E N D U M D

Addendum D Academic Calendar

ACADEMIC CALENDAR Updated: September 1, 2010

September 7, 2010 Orientation Begins 2012 September Students

September 13, 2010 First Day of Fall Classes

2012 September & 2011 Students October 25-29, 2010 Fall Lab Intensive*

2012 September & 2011 Students November 11, 2010 Veterans Day

No Classes - All Students November 25-26, 2010 Thanksgiving Days

No Classes - All Students December 20, 2010 Winter Break Begins

No Classes - All Students January 3, 2011 Fall Classes Resume

2012 September & 2011 Students January 17, 2011 Martin Luther King Jr. Day

No Classes - All Students January 21, 2011 Last Day of Fall Classes

2012 September & 2011 Students January 24, 2011 Evaluation Week

2012 September & 2011 Students January 31, 2011 First Day of Spring Classes

All Students March 28, 2011 Spring Break Begins

No Classes - All Students April 4, 2011 Spring Classes Resume

All Students May 27, 2011 Last Day of Spring Classes

All Students

* First-year students will not have regularly scheduled classes during this time but will be expected to use the Flashpoint facilities to complete assignments and work on group projects. Second-year students will have focused studies classes and lab intensive study.

MEDIA ARTS ACADEMY

A D D E N D U M E

T R I B E C A F L A S H P O I N T - C L A R K S T R E E T 5

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T R I B E C A F L A S H P O I N T - C L A R K S T R E E T 6


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M E R C H A N D I S E M A R T 1 9


M E R C H A N D I S E M A R T 20


MEDIA ARTS ACADEMY

A D D E N D U M F

Addendum F Contacts List

TRIBECA FLASHPOINT MEDIA ARTS ACADEMY Contacts List

Security 312.506.0725 [email protected]

Support/IT [email protected]

Accounting/Payroll Laura Petry 312.506.0640 [email protected]

Academic Office Lauren Schuster 312.506.0643 [email protected]

Discipline Chairs Ashley Alden 312.506.0619 [email protected]

Dean of Students Charles Jones 312.506.0630 [email protected]

Assoc. Dean Ben Spanner 312.506.4615 [email protected]

Info Commons Ella Delaney 312.506.0645 [email protected]

Academic Assistance

Adrienne Lentz 312.506.0722 [email protected]

Registrar Brad Bergeron 312.506.0621 [email protected]

MART Contact John Schlauch 312.506.0629 [email protected]

MART Contact Ernesto Paras [email protected]

Paula Froehle Academic Dean [email protected]

Peter Hawley Chair, Film & Broadcast [email protected]

John Murray Chair, Recording Arts [email protected]

Chad Kent Chair, Game & Interactive Media [email protected]

Perry Harovas Chair, Visual Effects & Animation [email protected]

Bernie Mack Associate Chair, Recording Arts [email protected]

Ted Gordon Associate Chair, Game & Interactive Media [email protected]

Amy Rising Associate Chair, Film & Broadcast [email protected]

Anthony Lewellen Faculty, Visual Effects & Animation [email protected]

2010 tribeca flashpoint faculty handbook

Documents

tribeca flashpoint style

digital media arts academy

tribeca flashpoint photo

student handbook

faculty id

faculty office

additional faculty

classrooms hours