|
Faculty Development Leave
Purpose
Faculty development leaves are authorized
for the primary purpose of increasing the value of the recipient's
sustained contribution to the University by providing the individual an
opportunity for professional growth. The developmental leaves are not to
be understood as deferred compensation nor are they to be anticipated
simply on the basis of longevity at the University alone. Development
leave may be granted, upon application, for study, research, writing,
field observations, or other suitable developmental purposes.
Opportunities for additional training, for improving skills, and for
maintaining currency are understood to be included as purposes of
development leave.
Eligibility
Faculty development leave may be
granted to persons employed by the University on a full-time basis as a member
of the faculty or staff and whose duties include teaching, research,
administration, including professional librarians, or the performance of
professional services. Hereafter, the term "faculty member"
refers to all those included above.
Faculty members, as defined in
the preceding paragraph, shall be eligible for a development leave when
the individual has served the University for at least two consecutive
academic years with the exception of persons who have received faculty
development leave within the last seven years
Specific questions concerning
eligibility for faculty development leave shall be referred to the
Provost and Vice President for Academic Affairs and/or a Faculty
Development Committee Chair.
Procedures and Authorizations
An applicant must initiate the
faculty development leave application endorsement procedure with their
chair or associate dean, as is appropriate. The chair or associate dean
will forward the application to the dean of that faculty member's
academic unit for endorsement. The endorsed application from the dean
will be forwarded to the chair of the Faculty Development Committee for
committee consideration. Endorsed applications from the Faculty
Development Committee will then be forwarded to the Provost and Vice
President for Academic Affairs for endorsement. Finally, endorsed
applications from the Provost and Vice President for Academic Affairs
will then be forwarded the Chancellor of the University for approval. The
Chancellor of the University will forward all approved applications to
the TWU Board of Regents.
Decisions regarding endorsement
must be based on faculty loads, curriculum needs, monies available for
replacements, and other pertinent departmental and University
considerations. Priority consideration will be given to individuals who
have not previously received a faculty development leave. No more than
one faculty member from a department may be on developmental leave during
one semester. All faculty and administration applications for faculty development
leave shall be received and evaluated by a Faculty Development Committee
that shall be elected by the general faculty and shall operate according
to procedures adopted by the Faculty Senate and approved by the Board of
Regents.
Leave Period and Compensation
Faculty members on nine-month or
twelve-month appointments may be granted leave for four-and-one-half
consecutive months at full salary or for nine consecutive months at half
salary. The terms "full salary" and "half salary" are
understood to apply to budgeted contract salaries, irrespective of the
number of installments in which the salary is received, and to include
any adjustments that become effective for or during the leave period.
Grants and Employment
A faculty member on faculty
development leave may accept a grant for study, research or travel from
any institution of higher education or from a charitable, religious or
educational corporation or foundation, from any business enterprise, or
from any state, federal or local government, but may not accept
employment of any kind except as may be specifically approved by the
Board of Regents.
Group Insurance, Social Security,
Teacher Retirement, etc.
A member of the faculty on
faculty development leave is a faculty member for purposes of participating
in the programs and of receiving benefits made available by or through
the University or state to faculty members. During the faculty
development leave, the University shall continue all deductions from
compensation relevant to such participation and benefits.
Maximum Number of Leaves to be
Granted
No more than six (6) percent of
the eligible faculty members of the University during the operative time
of the awarded leave may be on faculty development leave at any one time.
Expectation of Future Service
Faculty development leave shall
be awarded with the provision that the recipient will be expected to
continue in service at the University for at least two academic years
after completion of the leave. Faculty who do not return from or who do
not remain at the University for at least two years after a faculty
development leave are to be held responsible for fully refunding to the
University all compensations paid to them while on development leave.
Financing
Payment of salary to the faculty
members on faculty development leave may be made from the funds
appropriated by the legislature specifically for that purpose or from
such other funds as may be available to the University for this purpose.
Integrity of the Curriculum
The granting of a faculty
development leave should not create undue hardship for other faculty and
it should not limit unduly course offerings. Endorsement by the
department chair and dean should be taken to mean that this criterion is
being met.
FACULTY DEVELOPMENT LEAVE GUIDELINES
Nothing in this statement shall
be construed to conflict with the statement on development leave as found
in the TWU Faculty Policy Manual.
Faculty development leaves shall
be divided into three types.
Type I: Research
These awards require a clearly
defined project and objective which is appropriate to the faculty
member's academic discipline. An explicitly stated end result, such as
textural documents (research report, journal article, script, etc.),
statistical summaries and analyses, software programs, etc., defined by
appropriate outcome measures and a written summary are requirements.
(Note Stipulation 4.)
Type II: Creative and Applied
These awards require a clearly
defined project and objective which is appropriate to the faculty
member's academic discipline. An explicitly stated end result (such as
works of art, artifacts, compositions, productions, literary works,
interior designs, etc.) defined by appropriate outcome measures and a
written summary are requirements. (Note Stipulation 4.)
Type III: Renewal
These awards require seven years
of uninterrupted teaching of a full class load (by the standards of
her/his own department or division). Rank and degrees are not to be
weighed in the evaluation of these proposals. These awards require attendance
at a specific institute, seminar, course of studies, course of
performances, or similar academically relevant activity. These awards,
just as Type I and II awards, require a clearly defined project and
objective which is appropriate to the faculty member's academic
discipline. An explicitly stated end result, such as textural documents
(research report, journal article, script, etc.), successful completion
of a course of study in an applicable area, such as distance learning
approaches or computer applications in their discipline, etc., defined by
appropriate outcome measures and a written summary are requirements.
(Note Stipulation 4.)
Exclusions
· Persons who have
received faculty leave within the last seven years
· Persons known to
be in the terminal year of their employment at TWU.
Stipulations
All recipients will receive 100
percent of their contracted salary for one semester (four-and-one-half
months) or 50 percent of their contracted salary for the academic year
(nine months).
The University encourages
departments to support these awards with some travel funds when possible.
The University will support the effort of those recipients who solicit
travel funds from independent sources (such as The American Council of
Learned Societies).
Recipients who do not remain at
the University for two calendar years following the termination of their
leave are required to repay the University the full amount of cash and
travel benefits received from the University under the terms of their
leave.
Copies of the required summary
report on the activities undertaken during the leave period must be
submitted to the Faculty Development Committee and to the Office of the
Provost and Vice President for Academic Affairs no later than six weeks
into the regular semester of the faculty member's return to scheduled
duties. At a time to be stipulated, an oral presentation in an open
University forum on the leave's outcomes is also an obligation of the
participant.
Recipients are prohibited from
serving on University committees, Faculty Senate assignments and the like
during the time of their leave.
APPROVED: 12/ 97
REV. 6/08
|
