Department Chairs Policy (AA 12)

POLICY STATEMENT

This policy explains the role, length of service, and selection process for Department Chairs. It replaces the Department Chairs policy approved in 2011.

This policy updates the previous policy by:

  • Revising the timeline for selecting a Department Chair;
  • Clarifying procedures for selecting a Department Chair;
  • Clarifying eligibility to serve as a Department Chair;
  • Establishing the Department Chairs’ length of service;
  • Establishing compensation for Department Chairs;
  • Revising the Faculty Feedback Form.

DEFINITIONS

Academic Faculty: Academic faculty as defined in NSHE Handbook Title 4, Chapter 3, Section 2.1.b generally consists of those professional staff members who specifically create and disseminate scholarly information through teaching, or provide counseling or library services closely and directly supportive of teaching and research.

A-Contract: A contract in which the base salary period is the full twelve (12) months of the fiscal year.

Acting Chair: A unit administrator appointed by a Dean in the case of a temporary absence of the Department Chair.

Administrators: A subset of the category defined in Section 1.1.b of the NSHE Code, to include President, Provost, Vice Presidents, Associate and Assistant Vice Presidents, Vice Provosts, and Deans.

B-Contract: A contract in which the base salary period is nine (9) months, though the actual number of days of contractual obligation may vary each year.

Department Chair (also sometimes referred to as “Chair”): Academic faculty member who teaches classes and serves as the leader of a department.

Election Coordinator: An individual appointed by a Dean to manage the nominations and voting process necessary to recommend a Department Chair.

Fiscal Year: The continuous twelve (12)-month period from July 1 of a year to June 30 of the following year.

Institutional Base Salary (IBS): The annual compensation paid by the College for an individual’s appointment, whether that individual’s time is spent on research, instruction, administration, or other activities. IBS excludes any income earned outside of duties stipulated in the employee’s basic appointment.

Instructional Course Release: A semester-long agreement for a full-time faculty member to have a reduced teaching load while receiving their normal academic salary.

Interim Chair: A unit administrator appointed by a Dean in the case of the removal or resignation of a Department Chair.

Sabbatical Leave: Paid leave to provide a faculty member opportunity for continued professional growth and new or renewed intellectual achievement.

Working Day: For the purposes of this policy, a Working Day is Monday through Friday when College classes are scheduled and in session during fall and spring semesters.

PROCEDURES

I. Role of Department Chairs

Department Chairs are both Administrators and academic colleagues (NSC Bylaws, Chapter 3, Section 2). They serve at the discretion of the President (NSHE Handbook Title 2, Chapter 1, Section 1.6.1.a). Their primary duties may include (but are not limited to):

  • Collaborating with relevant faculty and staff to schedule classes;
  • Addressing student concerns in an appropriate and timely manner;
  • Processing or consulting on student petitions, as needed;
  • Monitoring the departmental budget and approving expenses;
  • Proposing new positions and making strategic initiative requests;
  • Recruiting and hiring part-time faculty;
  • Completing annual performance evaluations of full-time faculty;
  • Performing or coordinating annual course observations for all full-time faculty;
  • Mentoring and supporting the professional growth of the faculty;
  • Promoting programs and degrees offered by the department;
  • Providing tangible support during the annual review and tenure processes by connecting faculty members to relevant campus resources.

Department Chairs are responsible for providing leadership for their unit and for collaborating with other units on projects for the benefit of the campus as a whole.

The Dean, in consultation with the Provost, assigns the Department Chair’s workload. As academic faculty, Department Chairs accumulate time toward a Sabbatical Leave and progress toward promotion per the Nevada State College Bylaws (Chapter 6, Section 12) and the Board of Regents Handbook (Title 4, Chapter 3, Section 15).

A. Eligibility to Serve as Chair: Full-time, tenure-track academic faculty are eligible to serve as Department Chair. Faculty on short-term or emergency contracts are not eligible.

B. Length of Service: Appointments are renewed annually; Department Chair elections and appointments occur every three (3) Fiscal Years unless a Chair resigns or is removed before the end of a full three-year term. Terms coincide with the Fiscal Year, beginning on July 1 following the Chair’s selection and ending June 30 in the final (third) year of the term. Department Chairs may not serve for more than six (6) consecutive Fiscal Years, not counting time served as an Interim Chair role or taken as Sabbatical Leave during a term.

C. Compensation: Department Chairs serve on A Contracts.

      1. The salaries of faculty on B Contracts are annualized from their nine-month Institutional Base Salary during their term serving as Chair.
      2. Chairs are awarded a $5,000 stipend per Fiscal Year of service as Chair.
      3. Department Chairs are granted Instructional Course Releases during each Fiscal Year of their service. The Dean approves the schedule for Instructional Course Releases and administers them in accordance with the Faculty Instructional Course Release Policy (see Section IV of that policy for specific limitations).
      4. Department Chairs accrue annual leave during their term of service as Chair; unused annual leave is forfeited at the end of a Department Chair’s term.

II. Department Chair Selection

The NSHE Handbook states that the President has ultimate authority for appointing Department Chairs:

The appointment of the heads of administrative units below the level of vice president within a System institution, including Department Chairs, and all other persons reporting directly to the institutional President shall be made by the President. In the process of making such an appointment, the President or his or her designee shall consult with faculty of the appropriate administrative unit. Persons appointed to such positions shall serve solely at the pleasure of the President. Department chairs as administrators shall be directly responsible to their supervisor or supervisors for the operation of their departments. (1.6.1.a)

In the evaluation of the Chair, and in cases of Chair resignation, temporary absence, or removal, the President may delegate authority to the Dean.

In the spirit of shared governance, the faculty in a unit provide a recommendation to the administration concerning the Chair appointment. This recommendation is derived from a vote that occurs in the spring semester of the Fiscal Year in which a Department Chair’s term is to expire.

A. Voting Eligibility: Full-time Academic Faculty in renewable positions within the affected unit are eligible to vote; Academic Faculty on emergency contracts are not eligible to vote.

B. Voting Process & Timeline

    1. The Dean (or designee) appoints an Election Coordinator to manage the election. The Election Coordinator must be outside of the affected department. The Dean (or designee) provides the Election Coordinator with a list of faculty who are eligible to serve as Department Chair as well as all faculty who are eligible to vote.
    2. The Election Coordinator is responsible for developing a timeline for the election process, with the intent of completing the voting process no later than the first week of March.
      • The Election Coordinator distributes information about the selection process and accepts nominations over a period of five (5) Working Days.
      • At the end of the nomination period, individuals who accept the nomination have five (5) Working Days to submit a statement of interest of no longer than two (2) single-spaced pages to the Election Coordinator; the statement of interest should address the responsibilities of the Department Chair and describe the candidate’s skills and abilities to serve.
      • The Election Coordinator distributes statements of interest to those faculty eligible to vote and collects votes in a confidential manner over a period of five (5) Working Days.
    1. When the voting period concludes, the Election Coordinator sends raw data from the vote (with any potentially identifying information, such as IP addresses, removed), a list of all candidates and the total number of votes received by each, and all statements of interest to the Dean and Faculty Senate Chair.
    2. The Dean forwards to the Provost the results of the faculty vote, the candidates’ statements of interest, and the Dean’s recommended choice for the Department Chair position, with a rationale for the recommendation.
    3. The Provost forwards a recommendation to the President.
    4. As per the NSHE Handbook, the President appoints all Department Chairs.

III. Resignation, Temporary Absence, or Removal from Office

A. Resignation: The Department Chair may voluntarily resign at any time. When possible, the resignation shall conform to the Fiscal Year, allowing the Department Chair to return to full-time teaching at the start of the normal B-Contract period. If the Department Chair must vacate the position immediately, the Dean, acting pursuant to delegated authority from the President, determines a departing Chair’s workload requirements in consultation with the departing Chair; the department Chair’s stipend (see Section I.C.2) is pro-rated based on the proportion of the Fiscal Year served.

B. Removal: The President may remove a Department Chair at any time. When possible, this should be done in consultation with faculty in the department affected and the Faculty Senate’s Executive Committee.

    1. Reasons for Removal: The President may choose to remove a Department Chair before the end of a full term for any of the following reasons:
      • An advisory vote of “no confidence” by a numerical majority (a minimum of fifty [50] percent plus one) of all full-time faculty on renewable contracts in the unit. A no-confidence vote may be organized by faculty in a unit in coordination with the Faculty Senate Chair;
      • Mismanagement of departmental resources;
      • Failure to fulfill the duties of Department Chair;
      • Other reasons as deemed appropriate by the President.

Since the Department Chair serves at the discretion of the President, there is no appeal process for removal, and removal is not subject to grievance procedures.

When possible, removal shall conform to the Fiscal Year, allowing the Department Chair to return to full-time teaching at the start of the normal B-Contract period. If the President determines that removal must occur immediately, the Dean, acting pursuant to delegated authority from the President, determines a departing Chair’s workload requirements in consultation with the departing Chair; the department Chair’s annual stipend (see Section I.C.2) is pro-rated based on the proportion of the Fiscal Year served.

C. Temporary Absence: The Dean, acting pursuant to delegated authority from the President, may allow a Department Chair to vacate the position temporarily. A temporary absence may last no more than one full Fiscal Year. In the case of a temporary absence, the Dean may appoint an Acting Chair or develop a coverage plan in consultation with the Department Chair who will be absent.

    1. Selecting an Acting Chair: An Acting Chair may be appointed by the Dean, acting pursuant to authority delegated by the President. For short temporary absences (no more than twenty-five [25] Working Days), the Dean (or designee) may coordinate with the Department Chair to develop a plan to cover the Chair’s duties and delegate signature authority without the formal appointment of an Acting Chair.

D. Refilling the Position after a Vacancy: If a Department Chair is removed or resigns, the Dean appoints an Interim Chair to serve until June 30 of that Fiscal Year. A new Department Chair is then selected in accordance with Section II above (Department Chair Selection) or on a timeline established by the Dean if the election period described in Section II.B has passed. The new Chair begins a three-year term on July 1.

IV. Faculty Feedback

To assist the Dean with evaluation of Department Chairs, the Academic Faculty of each unit shall have the opportunity to provide feedback concerning their Department Chair. The feedback, in summative form (see section IV.C, Anonymity), will be included in the Chair’s annual performance evaluation under Service and may be used in decisions involving the Chair’s annual review ratings. Individual feedback will not be shared with the Department Chair, nor will it become part of the Department Chair’s permanent personnel record. The Dean will take all available precautions to protect the anonymity of faculty members submitting feedback.

 A. Deadline: The Department Chair Feedback Survey is distributed in January; feedback is due to the Dean by January 31. Faculty feedback should cover the Chair’s activities from January 1-December 31 of the previous calendar year.

B. Evaluation Document: The Department Chair Feedback Survey contains standard, required questions; these questions are included as an appendix to this policy. Individual Schools, with the approval of Faculty Senate and the Provost, may include additional School-specific questions. The feedback survey addresses responsibilities as Department Chair, not as teaching faculty.

 C. Anonymity: To ensure accurate and honest feedback, all surveys are submitted anonymously through an online survey. The Dean (or designee) discusses the results with the Department Chair only in summary form. No information that could reveal the identity of any individual Academic Faculty member should be shared. This is intended to ensure confidentiality and allow for full disclosure from faculty members.

D. Administrative Faculty and Classified Staff: The Dean shall solicit feedback from non-academic faculty and administrative assistants who are supervised by, or work closely with, the Department Chair.

FORMS/INSTRUCTIONS

Department Chair Evaluation Survey
The feedback you provide should cover only the period from January 1 to December 31 of last year.

Section 1
Indicate your response to each statement by selecting the following:
5 = Strongly Agree
4 =Agree
3 = Undecided
2 =Disagree
1 = Strongly Disagree
N/A= Insufficient Information or Does Not Apply

Work Responsibilities
In my opinion, the Department Chair…

  1. Is reliable and follows through on commitments and responsibilities.
  2. Acts as an effective liaison between faculty/staff and college leadership.
  3. Involves faculty/staff in setting departmental priorities and decision-making.

Communication
In my opinion, the Department Chair…

  1. Responds to faculty/staff concerns in a timely manner.
  2. Reliably communicates information from college leadership.
  3. Is receptive to faculty/staff feedback and suggestions.

Concern and Fairness
In my opinion, the Department Chair…

  1. Exhibits professionalism and treats faculty, staff, and students with respect.
  2. Shows interest in helping faculty/staff in the department succeed.
  3. Resolves faculty/staff issues in an effective and professional manner.

Annual Evaluations
In my opinion, the Department Chair…

  1. Uses multiple sources of information to evaluate faculty members’ teaching.
  2. Provides concrete, evidence-based suggestions for improvement in annual reviews.
  3. Is thorough and provides concrete examples in the description of a faculty member’s performance.

Section 2
Indicate your level of satisfaction with each item by selecting the following:
5 = Strongly Agree
4 =Agree
3 = Undecided
2 =Disagree
1 = Strongly Disagree
N/A= Insufficient Information or Does Not Apply

How satisfied are you with each of the following?

  1. Your ability to set up a one-on-one meeting with the Chair when needed.
  2. The Chair’s communication with the department about news and/or initiatives.

Section 3
If you have additional comments, include them here.

RELATED INFORMATION

Faculty Instructional Course Release Policy (AA 10)

HISTORY

Original policy approved by President Leslie DiMare in 2011.

APPROVALS

Approved by Faculty Senate Chair Dr. Abby Peters, February 7, 2019.
Approved by Provost Dr. Vickie Shields, February 11, 2019.
Approved by President Bart Patterson, March 18, 2019.

Extra-Contractual Compensation Policy (AA 6)

POLICY STATEMENT

 This policy establishes general provisions to cover the circumstances and limitations under which extra-contractual compensation (ECC) may be appropriate for Nevada State College (NSC) employees who render services in excess of their normal workload, duties, and/or responsibilities. This policy applies to ECC paid to all NSC employees, regardless of the funding source, for any work at a Nevada System of Higher Education (NSHE) institution.

 REASON FOR POLICY

 In order for NSC to provide extra-contractual compensation to employees from federally-funded grants and contracts, NSC must follow an established, institution-wide policy that pertains to the payment of all ECC from all funding sources. This policy must comply with the Federal Cost Accounting Standards, specifically, 2 CFR 200 Uniform Guidance.

 It is the purpose of this policy to define the parameters under which ECC, as it relates to various personnel and situations, may be paid and to establish the review criteria and procedure for the payment of such compensation, regardless of the source of funds.

 DEFINITIONS

A-Contract: The base salary period is the full twelve (12) months of the fiscal year.

B-Contract: The base salary period is nine (9) months, though the actual number of days of contractual obligation may vary each year.

Extra-Contractual Compensation (ECC): Payment to an NSC employee (e.g., academic faculty, administrative faculty) for duties in excess of the normal workload that relates to the Institutional Base Salary. ECC can include (but is not limited to) teaching overloads, administrative stipends, participation in professional development institutes, participation in sponsored projects, or other extra service obligations that go beyond primary role assignments.

Fiscal Year: The continuous twelve (12) month period from July 1 of a year to June 30 of the following consecutive year

Institutional Base Salary (IBS): The annual compensation paid by the College for an individual’s appointment, whether that individual’s time is spent on research, instruction, administration, or other activities. IBS excludes any income that an individual earns outside of duties stipulated in the employee’s basic appointment. Compensation over and above the employee’s IBS, for a given base salary period regardless of the source of funds (sponsored or non-sponsored), is not allowed for performance of regularly contracted duties. In certain situations, however, compensation in excess of the IBS may be justified.

PROCEDURES

 Payment of additional compensation is made via a Job Request in Workday. The reason for the additional compensation must be stated clearly in the Comment section. Each Dean’s Office and the Library Director, in consultation with the Office of Human Resources, is responsible for monitoring the ECC of faculty and staff in their unit and informing faculty of possible violations.

I. Limits

A. A-Contract (12-month) employees are permitted to earn a maximum of 20% of their base salary as additional compensation, regardless of funding source, from July 1 through June 30 of each year.

B. B-Contract (9-month) employees

1. During the academic year contract period, B-Contract (9-month) employees are permitted to earn a maximum of 20% of their base salary as ECC, regardless of funding source. This limitation applies to the total amount of ECC earned during the contract period in a fiscal year.

2. While off-contract, B-Contract employees are permitted to earn a maximum of 3 months’ compensation paid at the IBS rate plus an additional 20% of the 3 months’ compensation. This limitation applies to the total amount of ECC earned during the off-contract period in a fiscal year.

C. In special situations, employees may request approval for an exception to the ECC limits from their appropriate Executive-Level approver (Provost, Vice President). Such requests must be received and approved before the activity for which ECC is sought begins. The Office of Human Resources will inform the Office of the Provost of any ECC-related contracts that violate the limits set in this policy if it is not accompanied by a proper advance approval.

II. Forms of Extra-Contractual Compensation

The sections below describe the different potential sources of ECC: teaching, administrative stipends, professional development participation, and sponsored projects. Compensation for any of these activities is subject to the limits set forth in Section I: Limits. Total compensation for all activities combined must fall within the maximum allowable ECC stated in Section I.

A. Teaching

1. Academic faculty on an A-Contract or B-Contract may teach and receive compensation for additional course(s) during the contract year. Where additional compensation may be paid, the following requirements apply:

i. The maximum overload for full-time A-Contract faculty is one (1) course per semester or winter/summer session. A-Contract faculty in primarily administrative positions (e.g., deans, vice provosts) are compensated at the part-time faculty teaching rate.

ii. The maximum overload for full-time B-Contract faculty is one (1) course per semester or winter session. B-Contract faculty may also teach a maximum of three (3) summer session (or equivalent off-contract period) courses; of those three (3) courses, two (2) courses are considered a full load for the off-contract period and one (1) is considered overload.

iii. The maximum overload for academic faculty shall not exceed a total of four courses in a fiscal year (12 months), July 1 – June 30. The measurement is based on the course completion date.

iv. One course may carry up to, but not more than, five credits. Several courses (such as independent studies) may be considered ‘one class,’ but only up to a total of three credits.

v. Approval for ECC of Academic faculty for added teaching responsibilities is granted by the Dean or Director of Libraries. Exceptions to the semester/annual credit limitations must be requested through the Dean or Director of Libraries and approved by the Provost’s Office.

2. Administrative faculty who want to engage in teaching activities at the request of an instructional unit may do so upon approval of their immediate supervisor. The faculty member may request additional compensation if the instructional activity is in addition to regular work duties and performed outside of normal working hours. Where additional compensation may be paid, the following requirements apply:

i. The administrative faculty member’s regular job requirements will be maintained and fulfilled.

ii. Instructional activities must occur outside of the employee’s normal working hours. Any exception to this must be approved by the Executive-Level Approver.

iii. The administrative faculty member may teach no more than one course per semester or winter/summer session. The one course may carry up to five credits, but not more than five. Several courses may be considered ‘one class,’ but only up to a total of three credits.

iv. Administrative faculty require approval from their immediate supervisor and must inform their hiring authority of their supervisor’s approval.

B. Administrative Stipends: A-Contract and B-Contract academic & administrative faculty members completing additional administrative duties may receive additional compensation in the form of administrative stipends.

C. Professional Development Participation

1. B-Contract academic faculty are allowed to participate in and receive additional compensation for professional development institutes held over the summer. They do not require special permission unless their participation will lead to effort that exceeds 100% or surpasses the maximum allowable annual overload. Exceptions in these instances must be requested through the Dean or Director of Libraries and approved by the Provost’s Office.

2. A-Contract academic faculty are allowed to participate in and receive additional compensation for professional development institutes held over the summer. Where additional compensation may be paid, the following requirements apply:

i. The academic faculty member’s regular job requirements will be maintained and fulfilled;

ii. The work completed is beyond their normal workload and assigned duties;

iii. A-Contract faculty must consult with their Dean or Director of Libraries on how they will maintain their regular work duties in addition to their participation. Participation must be requested through the Dean or Director of Libraries and approved by the Provost’s Office.

3. Administrative faculty are allowed to participate in and receive additional compensation for professional development institutes held over the summer. Where additional compensation may be paid, the following requirements apply:

i. The administrative faculty member’s regular job requirements will be maintained and fulfilled;

ii. The work completed is beyond their normal workload and assigned duties;

iii. Administrative faculty must consult with their immediate supervisor on how they will maintain their regular work duties in addition to their participation. Participation must be requested through the supervisor and approved by the appropriate Executive-Level approver.

D. Sponsored Project Participation

1. During the Academic Contract Period: Completion of sponsored research during the academic year may be undertaken on a released-time basis. When an employee undertakes a sponsored research project on a released-time basis, the grant shall be charged for that portion of his/her time devoted to the project, per the terms of the grant/contract. The rate of compensation will be the same as that paid by the College. Extra compensation will generally not be allowed for any employee on released time unless dictated by special circumstances and approved by the funding agency.

 In those instances where it is not possible for a faculty member to be released from regular College duties to undertake sponsored research projects, payments of ECC may be permitted in accordance with this policy, unless prohibited by the Dean or Director of Libraries. It is understood that ECC duties will be undertaken only when the additional duties will not interfere with regular duties.

 Academic faculty should work with their Department Chair and Dean or Director of Libraries to determine if release time or ECC is appropriate. If ECC is approved, the Dean or Director of Libraries must inform the Provost and Office of Sponsored Projects on the additional allowable effort. ECC must be requested through the Dean or Director of Libraries and approved by the Provost’s Office.

2. During Off-Contract Periods: B-Contract faculty are allowed to participate in and receive additional compensation for sponsored project activities completed over the summer. Research compensation during the summer months (or other periods not included in the base salary period) is to be calculated for each faculty member at a rate not in excess of the IBS divided by the period to which the base salary relates. The maximum amount that may be earned during the summer is 1/3 of the faculty member’s IBS; funding agencies may set lower limits. Where additional compensation may be paid, the following requirements apply:

i. If a faculty member is working on several projects during an off-contract period, care must be taken to ensure that accurate effort reporting is certified (e.g., teaching; sponsored projects).

ii. ECC must be requested through the Dean or Director of Libraries and approved by the Provost’s Office.

FORMS/INSTRUCTIONS

 Route for Approval:

1. Academic Faculty requests: Department Chair → Dean or Director of Libraries → Provost

2. Administrative Faculty requests: Supervisor → Executive-Level Approver

ADDITIONAL CONTACTS

Human Resources
Phone: 702-992-2320
Email: Eric.Gilliland@nsc.edu

HISTORY

ECC Policy approved May 2018. Clarifying language added and distributed September 2018.

Approvals

Approved by Faculty Senate Chair Dr. Zachary Woydziak, May 7, 2018.
Approved by Provost Dr. Vickie Shields, May 7, 2018.
Approved by Dr. Vickie Shields for President Bart Patterson, May 8, 2018.

Academic Workload Policy (AA 3.2)

POLICY STATEMENT

The Nevada State College Academic Workload Policy provides clear guidance for faculty and those responsible for faculty workload determination. The guidelines help establish an equitable measure of workload, financial accountability, and institutional efficiency.

This policy revision updates the Courseload Credits for clinical courses. It replaces AA 3.1: Academic Workload Policy.

B-Contract (Nine-Month) Full-Time FacultyFaculty expected to teach twenty-four (24) coursework credits per academic year or twelve (12) coursework credits each semester. Summer assignments are not considered part of the academic year for coursework credit assignments for a B-contract faculty member.

DEFINITIONS

A-Contract (Twelve-Month) Full-Time Faculty: Faculty expected to teach thirty (30) coursework credits per year, which may be divided as twelve (12) coursework credits each semester and six (6) coursework credits during the summer, or as determined in consultation with the Deans.

Coursework Credits: Activities associated with instruction.

Workload Credit: Overall responsibility consisting of: a) teaching, b) scholarly research, creative activity, and/or professional development, and c) service.

PROCEDURES

I. Introduction

The NSHE Handbook states, “all instructional faculty members are expected to teach; develop curriculum; conduct other instructional activities including advising, grading, and preparing for classes; maintain currency in their academic discipline; and perform public and professional service, service to the institution, and similar academic activities. In addition, at the universities, state college, and Desert Research Institute, academic faculty members are expected to conduct scholarly research or creative activity” (Title 4, Chapter 3, Section 3.3). The NSHE Handbook further states, “Faculty workload cannot and should not be measured solely by the time spent by the faculty member in the classroom.” The President is granted authority to determine guidelines for faculty workloads (Title 4, Chapter 3, Section 7).

The workload responsibilities for each faculty member are determined in consultation with the Dean/Department Chair (or equivalent).

NSHE Handbook sets an “expectation of 24 instructional units per academic year, or 12 units each semester” for academic faculty at Nevada State College (Title 4, Chapter 3, Section 3.6.b), with enhanced twelve (12)-month contracts for nursing faculty available for three-term nursing programs (Title 4, Chapter 3, Section 41). The Chancellor is responsible for regularly compiling reports on faculty workloads.

II. Responsibilities of Full-Time Instructional Faculty

 Instructional faculty are required to teach, contribute to curriculum development, and perform related activities such as assessment, advising, and developing course content. In addition, faculty will maintain currency in their academic discipline, perform service, and complete scholarship.

Instructional faculty responsibilities include:

A. Reporting to appropriate Department Chair or Dean.

B. Working collaboratively within the learning community.

C. Teaching assigned courses:

    1. Developing or contributing to course syllabi and distributing to students and Division Chair or Dean prior to start of class;
    2. Instructing assigned courses as outlined in syllabi;
    3. Responding to the needs of student learners providing high-quality education;
    4. Reviewing and selecting resources for courses, such as textbooks and audiovisual materials;
    5. Performing student learning assessment and course assessment;
    6. Scheduling and posting office hours (designated as in-person, online, or by phone) for student consultation and academic advising;
    7. Identifying supplies, equipment, and other resources necessary for classroom instruction and requesting materials through the Department Chair or Dean.

D. Availability to students, staff, and faculty:

    1. Instructional faculty will be accessible during their contract period and schedule established by the Department Chair or Dean;
    2. Absences from campus for professional development activities must be approved by the Department Chair or Dean;
    3. Absences due to emergencies or illnesses require notification of the Department Chair or Dean and plans for alternate assignment or faculty substitution will be determined;
    4. Faculty members are expected to meet with advisees each semester.

E. Performing service in accordance with the Standards of Academe for their respective school.

F. Performing scholarship in accordance with the Standards of Academe for their respective School.

G. Engaging in professional development activities that contribute to new teaching methodologies, maintaining currency in assigned teaching fields, and supporting requirements for current

H. Preparing annual self-evaluation report.

I. Performing other related duties as assigned.

J. Faculty course workload and non-instructional assignments or reassignments establish the basis for the determination of faculty workload. The general relationship of instructional workload to Coursework Credit is that three (3) hours in a lecture class are equivalent to three (3) hours of Coursework Credit. Exceptions include:

    1. Nursing Clinical and Laboratory Settings: Each hour of instruction constitutes one-half (0.5) Courseload Credit. For instance, a two (2)-hour clinical course counts as one (1) Courseload Credit toward the faculty member’s overall instructional workload.
    2. STEM Laboratory Settings: Each hour of instruction constitutes one (1.0) Courseload Credit. For instance, a three (3)-hour STEM lab counts as three (3) Courseload Credits toward the faculty member’s overall instructional workload.
    3. Team Taught Courses

i.  Type One (turn teaching): Two or more faculty members teach a course with one faculty member teaching at a time. Each faculty member receives the appropriate Coursework Credits for the portion of the course taught. For example, if two faculty members teach half of a three (3)-credit course, each faculty member receives one and a half (1.5) Coursework Credits.

ii.  Type Two (co-teaching): Two faculty members specializing in different disciplines or specialty areas within a department jointly teach a class that requires the active engagement of both faculty members in the classroom for the duration of the course. Each faculty member receives one and a half (1.5) Coursework Credits. Approval of such team-taught interdisciplinary courses shall be determined by the respective supervisors of the two faculty members as approved by the Deans (or designee).

K. Requirements for Class Size

      1. STEM Laboratory Courses: For a STEM laboratory course, class size shall not exceed twenty-four (24) students. The corresponding lecture therefore shall not exceed forty-eight (48) students.

L. A faculty member may teach a classroom, laboratory, or equivalent course for another department/School other than their own, including an interdisciplinary program. The course will be considered part of the faculty member’s Coursework Credits. The faculty member’s Division Chair or Dean must approve this assignment.

III. Courseload Adjustments

Coursework workload may be adjusted when faculty have responsibilities that have been approved by their Dean (or designee) and Provost as having Workload Credit. The Dean (or designee) and Provost will specify such reassignments in writing. A non-exhaustive list of eligible activities is listed below.

A. Coursework eligible for reassignment

    1. Chairing Faculty Senate;
    2. Course development;
    3. Curriculum development;
    4. Accreditation activities;
    5. Large class size in relation to course content and delivery method;
    6. Department/Division Chair;
    7. Coordinator/ lead faculty/ program supervisor;
    8. Non-credit remediation

B. Some tasks are only considered overload activities. Overload compensation will be equivalent to the faculty member’s summer rate of pay. Examples of activities eligible only for overload:

    1. Independent Study: Guidelines for the approval of the number of credits must be based on a formula (e.g., number of independent study credits equivalent to one [1] credit of classroom lecture, or 0.056 X course credit X number of students). Independent Study course approval is the responsibility of the Dean (or designee).
    2. Principal Investigator or the equivalent for a grant proposal.

IV. Activities Eligible for Stipends

Occasionally, the Department Chair or Dean (or designee) may determine that a particular assignment warrants additional compensation based on significant workload in the course, and a stipend may be provided for such service. Requests for stipends shall follow the guidelines issued by the Office of the Provost.

Stipends are provided on a semester-by-semester basis. The agreement does not imply a commitment by the administration to continue to provide a stipend. Funding of conference or professional travel is not to be construed as a stipend.

If a full-time faculty member’s workload for fall or spring semester is in excess of the standard workload, the faculty member may negotiate with the Dean (or designee) to either receive an equivalently reduced workload in the following semester or receive additional compensation, so long as the adjustments remain within a single academic year.

RELATED INFORMATION

  • Board of Regents Handbook: Title 4, Chapter 3, Section 3
  • NSC Promotion and Tenure Guidelines and Standards of Academe
  • Workload Policy memo from Bart Patterson, President, August 4, 2016

HISTORY

AA 3: Academic Workload Policy approved by President Maryanski, August 2009

APPROVALS

Approved by Faculty Senate Chair Serge Ballif, December 9, 2019.
Approved by Provost Dr. Vickie Shields, February 5, 2020.
Approved by President Bart Patterson, February 24, 2020.