Section 2.13 - Faculty
2.13 Termination Processes and Disciplinary Action. Termination is the severance of the formal appointment between the appointee and the institution. Resignations and dismissals are terminations that may occur prior to the end of the appointment period.
In this section, time limits for the initiation of requests and responses to them are noted. The references to a "day" shall mean Monday through Friday and shall not include the day on which the request is initiated or the day on which the response is offered. Exceptions to these limits may be mutually agreed to in writing by the parties involved.
1. Dismissal for Adequate Cause. Any appointment is terminable for adequate cause. Except as provided in Resignation, Reduction in Force or upon retirement, tenured appointments may be terminated only for adequate cause. Adequate cause will be related directly and substantially to the fitness of the appointee in his/her professional capacity. Dismissal will not be used to restrain faculty members in their exercise of academic freedom or other rights of American citizens. Dismissal proceedings shall begin with a conference between the appointee and the Dean.
The conference may result in agreement that the dismissal proceedings should be dropped. On the other hand, the conference may result in mutual agreement that the best interests of the appointee and the institution would be served by the appointee's resignation. If so, the faculty member shall submit a resignation in writing effective on a mutually agreed upon date. If this conference does not result in mutual agreement, the Dean will initiate review of the case by the College's Personnel Committee, with written notification of the charges to be sent to the appointee and the committee.
2. Suspensions. While the final decision regarding termination of an appointment is pending, the appointee may be suspended only if harm to himself/herself or others is threatened by continuance. The Dean who invokes the suspension shall consult with the Provost/Vice President for Academic Affairs and the chairperson of the College's Personnel Committee. A suspension is permitted only pending the results of the personal conference. The base salary and applicable fringe benefits of a suspended person shall be continued during the period of suspension up to the limit of one year. If during the suspension period the faculty member takes up employment with another employer or is convicted of an offense serious enough to warrant dismissal for adequate cause, then the institution will no longer be obligated to continue making salary payments. In the latter case, if the conviction is later reversed, the faculty member will be reimbursed for the lost salary and fringe benefits subject to the one year limitation.
3. Disciplinary Action other than Dismissal or Suspension. Any such disciplinary action affecting the terms of employment taken by the institution against a faculty member must be based upon adequate cause. Adequate cause will be related directly and substantially to the fitness of the appointee in his/her professional capacity. Proceedings shall begin with a conference between the appointee and the Dean. If as a result of the conference, the Dean wishes to take disciplinary action, she/he shall state that in writing with rationale to the appointee. The appointee may file a grievance (Section 2.16.2.A, Step 1) within ten days of the receipt of the Dean's decision.
4. Procedure for Non-renewals. Any action resulting in the non-renewal of a probationary appointment of any appointee shall normally be based upon recommendations generated by the College's Personnel Committee. Such action shall be preceded by a personal conference between the faculty member and the appropriate Dean. The conference may result in agreement that the appointment should be renewed. If so, the non-renewal proceedings shall be dropped. If such a conference results in agreement that the best interests of the appointee and the university will be served by resignation, the appointee shall submit a resignation to his/her Dean in writing within five (5) days. If the conference does not result in mutual agreement, the Dean will submit his decision in writing with rationale to the appointee. The appointee may file a grievance (Section 2.16.2.A, Step 1) within ten days of receipt of the Dean's decision.
2.14 Merger or Reorganization of Appointment Structures. When an administrative reorganization results in the merger of two or more appointment structures, or the creation of a new appointment structure, faculty with tenure will be assigned to the merged or revised structure by granting them tenure.
2.15 Reduction in Force. When personnel reductions involving faculty are necessitated by a bona fide financial emergency, the administration will apply the procedures and policies of this section unless it can show clear and sufficient reason why it should not. When personnel reductions involving faculty are necessitated only by demonstrated changing enrollment patterns or discontinuance of a major or minor instructional program or department the following procedures and policies will be applied.
1. Voluntary Options. The following voluntary options must be explored before layoff:
A. Transfer to open or new positions (this may include retraining at university expense).
C. Early or phased retirement.
D. Part-time employment.
E. Teaching any two of the three semesters.
F. Approved unpaid leave-of-absence for one year to explore other employment opportunities.
2. Internal Transfers. For transfer to open or new positions, the burden of proof must be on the receiving unit for showing cause why the person may not transfer to the unit. In cases of dispute the Provost/Vice President for Academic Affairs on advice of a faculty committee will decide on the merits of the case. Candidates for internal transfer to open and new positions will be evaluated according to the following criteria listed in order of priority:
A. Appropriate qualifications.
B. Ability to gain appropriate qualifications in a reasonable period of time (usually not more than a year) in the area of an open or new position.
C. Seniority will be used if candidates are judged equal.
3. In order to reduce faculty because of changing enrollment patterns or discontinuance of an instructional program or department the administration must first demonstrate to faculty governance and the Board of Trustees must then declare that such a necessity exists. Issues to be addressed in the demonstration should include the following:
A. Whether the enrollment change is temporary, cyclical, or long range;
B. Whether the unit is able to carry out its mission effectively with the reduction;
C. What the overall cost of the unit to Grand Valley State University is;
D. Whether the unit is unique in the state system;
E. Whether there are other units which depend on the services of the unit under consideration? If so, what impact the reduction will have?
F. Whether the unit is essential to the curriculum of undergraduate general education.
In the case of a condition of changing enrollment patterns, the Provost/Vice President for Academic Affairs will notify the Executive Committee of the Senate (ECS) of his/her perception that such a condition exists and provide a rationale at least 60 days prior to the Board of Trustees meeting at which the recommendation will be made, for the purpose of All University Academic Senate (UAS) review and resolution.
4. In cases of changing enrollment patterns or discontinuance of a major or minor program or department when necessary reductions cannot be effected by the voluntary measures, faculty members with tenure will be given one year's notice of layoff by registered mail, ordinarily by the end of winter semester but no later than June 30.
In cases of bona fide financial emergency an appointee with tenure will be given notice as soon as possible, not less than 12 calendar months notice unless the institution can show clear and sufficient reason for shorter notice.
The notice must include a rationale for the layoff (Section 2.15.5). Upon receipt of such a notice a faculty member must choose one of the three plans and in writing notify the Human Resources Office and appropriate Dean of the choice within 60 days from time of notice, unless the faculty member files a timely grievance alleging violation of this policy in respect to matters of Reduction in Force. In this case, the choice of severance plan A or B can be made only after the grievance is resolved and within 10 days from the time of resolution. Failure to notify the Human Resources Office within these time periods will automatically place the faculty in the third plan (Plan C).
The appropriate Dean will notify the faculty member in writing within l0 days of receipt of the faculty member's choice of severance plan A or B that the choice is acceptable or not. If not acceptable the faculty member may, within 10 days, refer the matter to the Provost/Vice President for Academic Affairs who will make the final decision in consultation with the Provost's Advisory Committee within 10 days of receipt of the referral. It is the intent of the university's severance policy to accept the faculty member's choice if at all possible.
A. Plan A. In the first plan (Plan A) the faculty members would tender letters of resignation effective at the end of the terminal year. In exchange, a faculty member at the end of the terminal year would receive severance pay equal to one-eighteenth (1/18) of his/her terminal year base salary for each year of service at GVSU, with a maximum of one year's severance salary, possibly spread over a 24-month period.
Years of Service Maximum Period of Payment 1-3 6 months 4-6 12 months 7-9 18 months 10+ 24 months
B. Plan B. In the second plan (Plan B), the terminal year is waived. The faculty member receives one-seventh (1/7) of the present base salary for each year of service at GVSU up to a maximum of 1 & 1/2 years' pay. This amount would be spread over a period of time dependent upon length of service to GVSU according to the following schedule:
Years of Service Maximum Period of Payment 1-3 6 months 4-6 12 months 7-9 18 months 10+ 24 months
C. Plan C. In the third plan (Plan C), faculty members would elect to have layoff status at the end of the terminal year which would entitle them to recall for the same position during the subsequent 24-month period. No severance pay is applicable in this option. (Section 2.15.8 for applicable benefits.)
5. When layoffs are necessary, retention will depend on the following factors in order of priority:
A. Ability to do the remaining work in the assigned area. The following will apply in order of priority:
1. Advanced degree or terminal degree and/or teaching or professional experience in the field of assignment will be considered.
2. Regular faculty will be retained before adjunct or temporary faculty.
3. Tenured faculty will be retained before non-tenured faculty.
4. Faculty with more satisfactory performance evaluations will be retained before faculty with less satisfactory performance evaluations. (See Section 2.9.) However, where general performance equivalency exists, seniority will be the single most important criterion.
B. Seniority (however, the all-university faculty affirmative action ratios, female/male and minority/non-minority, will not decrease below the then present levels through the application of this seniority criteria.)
6. Recall Rights. Faculty on layoff status are entitled to recall for the same position during the subsequent 24-month period. During this 24-month period laid off faculty will be notified of and given an opportunity to apply for open positions, but not for presently filled positions. These faculty members will be given first consideration before any faculty vacancies are filled through external recruitment.
Recall rights are terminated when a faculty member on layoff:
A. Does not reply within l0 calendar days of receipt of a registered letter concerning recall sent to the last known address; or
B. Refuses to be available for an interview, or
C. Refuses to accept an offer of a commensurate faculty position at Grand Valley; or
D. Accepts satisfactory employment elsewhere; or
E. Has reached the end of the 24-month layoff period.
7. EAP staff members laid off, who are on leave of absence from faculty status in an academic unit, may exercise rights in the same manner as faculty in that unit.
8. Faculty on layoff will have the option to remain in the group health insurance plan while on layoff status by paying full faculty cost, plus dependent cost if desired.
9. Full-time faculty who presently have tenure and who choose a reduced workload under this section will retain their appointment rights.
10. The declaration by the Board of Trustees of a bona fide financial emergency or condition of changing enrollment patterns is not grievable within the Grand Valley grievance procedure.
11. A small (3 or 4 members) faculty committee will be appointed jointly by the ECS and the Provost/Vice President for Academic Affairs to provide advice concerning:
A. Areas for reduction by department/program;
B. Transfer/retraining options for faculty;
C. Voluntary options, i.e., retirement, resignations, severance pay;
D. Personnel recommendations from the deans;
E. Financial emergency and changing enrollment patterns declarations.
12. If there is a faculty position opening at GVSU, the hiring unit, before advertising, must first exhaust the possibilities of transferring current faculty and recalling Grand Valley faculty from layoff status. The faculty committee advising the Provost and Vice President for Academic Affairs and the Provost/Vice President will monitor this process.
13. When it is clear that the laid off faculty member desires such assistance, he/she will be made the focus of an appropriate effort by the university to the extent of resources available (Research and Development Center, Human Resources and Placement Offices) to help that person find suitable employment elsewhere.
14. Tenure shall be considered to reside in GVSU and not in an individual unit.
15. Seniority is defined as years of service at Grand Valley State University less unpaid leaves of absence. It is determined by the date of hire to a regular faculty appointment in a tenure-track or equivalent position at Grand Valley and the total number of years of continuous full-time service at GVSU. Any years of unpaid leaves of absence shall be subtracted from the total number of years of service.
2.16 Grievance Procedure.
1. Definition of a Grievance. A grievance is defined as any issue that pertains to promotion, granting of tenure, disciplinary action, non-renewals, terminations, implementation of reduction in force, or academic freedom. All other issues are defined as complaints and will follow the procedure outlined in Section 2.18.
2. Procedure. A faculty member with an issue that could become a grievance will request a meeting with the Dean within ten days after learning of the incident upon which the issue is based. If the faculty member is not satisfied with the answer of the Dean, the faculty member may file a written grievance as follows:
A. Step 1 -Appeal to the Dean. The grievant will submit the grievance in writing to the Dean within ten days of the meeting or within twenty days of requesting the meeting, whichever is later. The written grievance will include the following:
1. A citation of the part(s) of the policy alleged to have been violated.
2. A statement of the facts of the case.
3. A suggested remedy.
The written grievance may also contain any supportive materials or statements which the grievant feels are germane to the grievance.
The Dean will schedule a conference with the grievant within five days of the receipt of the written grievance. The Dean shall issue a written response to the grievant within five days of the conference. The response will include a summary of the conference and the decision of the Dean and the reasons for that decision.
B. Step 2 -Appeal to the Grievance Committee. If the grievance is not resolved at Step 1, the grievant may appeal the decision of the Dean to a Grievance Committee (through the Human Resources Office), within five days of the receipt of the Dean's written response. A Grievance Committee will then be selected according to Section 2.17.1 and training scheduled. Upon completion of Grievance Committee Training (Section 2.17.2), the Committee will elect its chair and receive its charge. The Grievance Committee will be convened to conduct a formal review and submit a recommendation to the Provost/Vice President, except for grievances in which the Grievance Committee reports to the appropriate faculty committee (see Section 2.17.3.B). The appeal to the Grievance Committee will contain the written grievance as submitted at Step 1 and the response as issued at Step 1.
The Grievance Committee shall schedule conferences with the grievant and people related to the grievance within ten days of the receipt of the charge from the Human Resources Office. Within 60 days of receiving the charge, the Grievance Committee shall submit a recommendation based on its findings to the Provost/Vice President. See Section 2.17.1 for summer exception.
C. Step 3 -Decision of the Provost/Vice President for Academic Affairs. The Provost/Vice President will review the Grievance Committee report and the written grievance as submitted at Step 1, the response as issued at Step 1, and the grievant's appeal to Step 2. In the cases of dismissal or non-renewal of an appointment, the Provost/Vice President must have a conference with the grievant. Then the Provost/Vice President will issue a written decision within ten days of the receipt of the appeal or ten days of the date of the meeting between the grievant and the Provost/Vice President, whichever is later, and report this to the grievant, the Dean, the Chair of the grievant's unit, the Grievance Committee, the Associate Vice President for Human Resources, and, in matters involving reappointments, tenure, promotion or dismissal for adequate cause, the chair of the College Personnel Committee.
In cases where the Provost/Vice President's decision is not concordant with the recommendation of the Grievance Committee, the Provost/Vice President will present the reasons for the decision, in writing, to the Grievance Committee, the grievant, the President and, at the discretion of the Provost/Vice President, those directly involved in the grievance. If the decision involves a personnel action normally reported to the Board of Trustees, the Provost/Vice President will advise the Board at its next meeting that the decision differs from the recommendation of the Grievance Committee.
3. Miscellaneous Provisions.
A. Time Limits. All grievances shall be considered permanently resolved if not submitted by the grievant at the next step within the prescribed time limits. Time limits may be extended by mutual agreement.
B. Definition of Day. Within the grievance procedure references to day shall mean Monday through Friday and shall not include the day on which an appeal is made or a response is offered.
C. Participants. The grievant may choose to be accompanied by a colleague. However, legal counsel may not attend.
2.17 Grievance Panel, Grievance Committee and Their Procedures.
1. Establishment and Composition of the Grievance Panel. A Grievance Panel will be established, composed of six (6) faculty members elected from each of the College of Liberal Arts and Sciences, College of Engineering and Computing, Seidman College of Business, two (2) members each from the College of Education, Kirkhof College of Nursing, Brooks College of Interdisciplinary Studies, and the College of Community and Public Service; and one (1) faculty member from the Library.
All faculty members eligible for or holding tenure are eligible to vote for their College representatives to the Grievance Panel. Deans and other administrative officers will not be eligible to vote or be elected to the Grievance Panel. All panel members will be elected for staggered, three-year terms.
For a particular grievance, a Grievance Committee of four members chosen by lot drawn by the Associate Vice President for Human Resources and the Chair of the Academic Senate will be activated from the Panel to hear the case. The four members will be distributed as follows: one from the grievant's College and three chosen from the remaining Colleges.
The Associate Vice President for Human Resources and the Chair of the Academic Senate may exclude certain members of the panel from being on a Grievance Committee for reasons of unfair bias or conflict of interest either for or against the aggrieved person. The Associate Vice President for Human Resources will activate the Grievance Committee. The Grievance Committee will elect its own chairperson who will submit in writing the findings and recommendations of the committee concerning the case to the following individuals:
- The grievant
- The Provost/Vice President
- The Dean
- The Chairperson of the Personnel Committee, in matters involving reappointment, tenure, promotion or dismissal for adequate cause
- The Associate Vice President for Human Resources.
Grievance Committees do not normally meet during the summer between the end of the winter semester and the beginning of the fall semester. Grievances already under consideration by a Committee will be completed. Any grievance regarding the termination of a faculty member's employment in which the grievant's employment would terminate prior to the fall semester will be heard during the summer. This may necessitate the drawing of a Committee from those Panel members with summer appointments and if this is not sufficient the selection of new Panel members by the College.
2. Faculty Grievance Committee Training. Prior to receiving the charge to hear a faculty member's grievance, the Grievance Committee selected to hear the grievance will be required to meet for Grievance Committee training. This training will not include a review of the grievance to be considered by the Committee but will include the following.
1. Review of grievance section of Faculty Handbook.
2. Discussion of the process.
3. Role, function and responsibility of the Grievance Committee.
4. Role of the Grievance Committee Chair.
a. tape recording
b. witnesses and participants
d. deadlines and extensions
6. Conducting an investigatory hearing.
a. interviewing witnesses
b. attorneys, colleagues and others attendance
7. Deliberations of the Grievance Committee.
8. Getting advice during the process.
9. Writing the report and distributing the report.
10. Closing the file.
B. The Associate Vice President for Human Resources is responsible for coordinating this training. Other individuals, such as legal counsel, may be used as appropriate. Those likely to be involved in the grievance as witnesses or Grievance Committee members will not be used for training.
3. Function and Procedures of the Grievance Committee. The Grievance Committee will function to review and make recommendations about a grievance.
A. Its function is normally to determine that the prior decisions in the case before it have been arrived at in accordance with the established procedures and with the educational and professional objectives of the university but may also include a substantive re-examination of the case. If the Grievance Committee should conclude that these conditions were not met in the case, or disagrees with prior decisions, it must include in its recommendation to the Provost/Vice President the reasons for this conclusion as well as a request that the Provost/Vice President require the appropriate officer or the chairperson of the College Personnel Committee, in matters involving reappointment, tenure, promotion or dismissal for adequate cause, to determine and implement an appropriate redress based on the merits of the Committee's findings in the case.
B. The Grievance Committee normally reports to the Provost/Vice President; however, in cases which concern actions not involving adequate cause, when these actions are negative actions supported as such both by the College Personnel Committee and the Dean, the Grievance Committee will review the grievance exclusively for the purpose of reporting back to the College Personnel Committee on the question whether the grievant received adequate consideration in terms of the standards and procedures relevant to his case. There shall be no further recourse for such a grievance.
C. The Grievance Committee will carefully observe that the burden of proof in all cases of action for adequate cause lies with the University; and that in all others, it lies with the grievant. In these latter cases, the grievant will have to show that the action was taken in violation of academic freedom or university procedures, or that the reasons given for the action, if requested, were inadequate.
D. The responsibilities of the Grievance Committee are:
1. To review the written grievance for legitimacy (see Definition of Grievance).
2. To hear statements from all persons involved in the grievance and/or any other persons who may clarify issues pertinent to the grievance.
3. To establish the facts.
4. To determine whether prior decisions have been made in accord with established procedures and with the educational and professional objectives of the appointment structure where the case arose.
5. To report its findings and recommendations to the Provost/ Vice President (subject to Section 2.17.3B.).
Tape recordings or stenographic records will be made of the hearings of the Grievance Committee, and the grievant may attend meetings of the Committee when testimony is being taken.
E. Procedures of the Grievance Committee. The Grievance Committee and the grievant and other persons related to any grievance should be, at all points in their deliberations, alert to informal opportunities for settlement satisfactory to those involved in the grievance. At any point in the proceedings, the grievant may withdraw the grievance by written notice to the chairperson of the Grievance Committee.
The Committee shall conduct the formal review in such a manner that will allow it to render a responsible judgment about the grievance. Its obligation to render such a judgment entitles it to full cooperation by faculty colleagues and administrative officers. The Committee should hear statements from all those involved in the grievance and/or any other persons who may clarify issues pertinent to the grievance. Statements of witnesses not appearing at the hearing may also be received, provided such statements have been made available to the grievant and other relevant persons to the hearing prior to the hearing. In all other respects the hearing committee will not be bound by strict rules of legal evidence, and may admit any evidence that is of probative value in determining the issues involved. Every possible effort will be made to use the most reliable evidence available. In the case of lack of unanimity, the Committee may report with a minority report or reports included.
4. Contents of the Report of the Grievance Committee. The report of the Grievance Committee will contain:
A. A statement of membership.
B. A statement of the grievance.
C. A statement of its activities.
D. A statement of its findings.
E. A statement of its recommendations.
F. Records of the hearing, including tape recordings and/or stenographic records.
G. Copies of any data used in its findings.
5. Records of the Grievance Committee Cases. Upon completion of a grievance, the chairperson of the Grievance Committee will submit a copy of the report and all data and communications regarding the grievance to the Associate Vice President for Human Resources who will maintain a file of such reports in an appropriate filing space provided by the university Human Resources Office. Any request to review these files should be submitted to the Associate Vice President for Human Resources.
2.18 Complaint Procedure.
1. Definition of a Complaint. A complaint is defined as an issue that is not an appropriate subject for a grievance as defined in Section 2.16. Complaints include, but are not limited to, scheduling, location, and remuneration.
2. Procedure. A faculty member with an issue that could become a complaint will request a meeting with the Dean within ten days after learning of the incident upon which the issue is based. If the faculty member is not satisfied with the answer of the Dean, the faculty member may file a formal written complaint as follows:
A. Step 1 - Appeal to the Dean. The faculty member will submit the complaint in writing to the Dean within ten days of the meeting or within twenty days of requesting the meeting, whichever is later. The written complaint will include the following:
1. A statement of the complaint.
2. A statement of the facts of the case.
3. A suggested remedy.
The written complaint may also contain any supportive materials or statements that the faculty member feels are germane to the complaint.
The Dean will schedule a conference with the faculty member submitting the complaint within five days of the receipt of the written compliant. The Dean shall issue a written response to the faculty member within five days of the conference. The response will include a summary of the conference and the decision of the Dean and the reasons for that decision.
B. Step 2 - Appeal to the Provost/Vice President for Academic Affairs. If the complaint is not resolved at Step 1, the faculty member may appeal the decision of the Dean to the Provost/Vice President within five days of the receipt of the Dean's decision. The appeal will include the written complaint as submitted and the response as issued at Step 1.
In his or her sole judgment, the Provost/Vice President may convene a panel of faculty to review a complaint and provide an advisory opinion to the Provost/Vice President. A copy of the complaint advanced to the Provost/Vice President will be provided to this faculty panel. The faculty panel will have twenty (20) days to review the complaint and submit its advice, in writing, to the Provost/Vice President. The faculty panel shall not investigate the matter nor interview anyone especially the faculty member who submitted the complaint.
The faculty panel will be composed of one faculty member from the College of Liberal Arts and Sciences, College of Engineering and Computing, College of Health Professions and Seidman College of Business; one faculty member from the College of Education, Kirkhof College of Nursing, and College of Community and Public Services; and one faculty member from the Library. Members of the faculty panel cannot also be currently serving on the Grievance Panel.
The Provost/Vice President will review the complaint, response and may have a conference with the faculty member. Thereafter, the Provost/Vice President may convene a faculty panel. Then the Provost/Vice President will issue a written decision within ten days of the receipt of the appeal or the receipt of the statement of advice from the faculty panel or ten days of the date of the conference with the complaining faculty member, whichever is later.
2.20 Salary Administration
1. Compensation Service. Compensation rates for faculty will normally be set on an academic year basis except for library faculty. A compensable pay period will be any period when one has fulfilled all of his/her assigned responsibilities. For all or any part of such period when a faculty member has failed to meet the requirements of compensable service he/she will incur a proportionate forfeiture at the per day rate of 1/190 of his/her academic year rate or in the case of library faculty 1/260 of his/her annual rate. Faculty on an academic year pay basis, who terminate prior to the end of the academic year will be paid 1/2 of his/her base academic year rate for each full academic term of service. Faculty who terminate during an academic semester will be paid 1/190 of his/her academic year rate for each day of completed service during that semester. There are normally 95 payroll days during each semester including vacation and holidays. University contributions to all benefit plans shall be on the basis of base academic year rate or, in the case of library faculty, on base annual rate. Faculty on academic year appointments may elect to have their base salary paid over 9 or 12 months in semi-monthly installments starting with the first pay period of the fall semester. For purposes of Section 2.20, the academic year or fiscal year begins August 15.
2. Starting Rates. Starting rates for faculty will be administratively set within the approved salary range for the position by the appointing officer in consultation with the Human Resources Office. The minimum rate will normally apply for new faculty possessing qualifications not significantly above the minimum required. Additional allowances above the minimum may be made for completion of all course work toward the doctorate except the dissertation, completion of the doctorate, and for each year of full-time teaching at the level of instructor or above at a four-year, baccalaureate degree granting institution or above or equivalent professional experience. Exceptions to this policy because of special market conditions or within highly specialized fields must be approved in advance by the Provost/Vice President for Academic Affairs.
A. For extra semester situations for faculty on academic year appointments extra compensation shall be calculated according to the following method:
1. For 1 through 6 equivalent contact hours, 3.33 percent of the individual's previous academic year's base salary per equivalent contact hour or 10.0 percent for 3 credits.
2. All additional credits are at a minimum of $1000.00 per credit.
In this section, an equivalent contact hour, as defined in the full-time teaching load definition, is equal to one contact hour taught in lecture, discussion or lecture-discussion format; two equivalent contact hours are equal to three contact hours taught in laboratory or studio format.
B. Faculty who teach courses outside of and in addition to their normal full-time responsibilities shall be paid extra compensation at a minimum of $1000.00 per credit hour per semester. This amount shall be appropriately prorated for teaching more than or less than three credits or where responsibility is shared with other faculty.
Faculty teaching courses off-campus shall be reimbursed for actual and reasonable expenses above those normally associated with transportation to and from the university in accordance with the university travel policy.
C. Extra compensation for faculty for other than teaching and related responsibilities shall be determined by the Appointing Officer with the approval of the Provost/Vice President for Academic Affairs.
4. Pay Adjustments. Salary advancement within the salary range for the same position will normally be based on meritorious service and length of service. Adjustments will normally take effect at the beginning of each academic year, or if appropriate, each fiscal year.
5. Promotional Increments. Faculty who are promoted shall receive, in addition to their regular salary increase, the indicated promotion increment or no less than the minimum of the salary range of the new rank if the combination of the regular increase and the promotion increment fall below the minimum.
Promoted to: Assistant Professor $1,000 Associate Professor $3,500 Full Professor $5,000
Page last modified July 11, 2014