Faculty Handbook

V.M. Equity Salary Review (pg. 119-120)

“Salary inequity is defined as differences in salaries that are unjustified by qualifications, assigned responsibilities, or academic market forces. Qualifications include academic credentials, professional rank, service to the university and to academe, and meritorious performance. Academic market forces are reflected in the prevailing salary level among the various disciplines for equally qualified faculty within and external to the university. Faculty members who hold the academic rank of instructor or professional librarians with a minimum of five years of consecutive reappointments and annual evaluation history with the university who believe their salary may not be equitable are eligible for an Equity Salary Review and may request in writing an Equity Salary Review. Similarly, faculty members who hold the academic rank of assistant professor, associate professor, or professor who believe their salary may not be equitable, who have a minimum three-year annual evaluation history with the university are eligible for an Equity Salary Review and may request in writing an Equity Salary Review. Faculty members must supply supporting documentation of the alleged inequity, which includes completing the Request for Faculty Equity Review Form available on the A-State Academic Affairs and Research webpage. This form and, if desired, an attached letter should describe the alleged salary inequity based on the salary and or salaries of similarly situated full-time teaching faculty (e.g., years of service, rank, etc.) in the program, department, or college referencing the current A-State budget. Applicants should provide productivity and/or merit reports from the three most recent academic years. A faculty member may request access to current College and University Professional (*CUPA) data within their discipline for 120 their code from the Office of Institutional Research. An alleged salary inequity is first considered by the department Promotion, Retention, and Tenure (PRT) Committee. The committee will forward its recommendation as to the perceived inequity to the department chair. The department chair will make an independent evaluation and forward both recommendations to the college dean. An independent evaluation/recommendation is then made by the college dean and directed to the Provost and Vice Chancellor for Academic Affairs and Research for final consideration. Should the need exist to conduct the equity analysis, it will be completed through the Office of the Provost and Vice Chancellor for Academic Affairs and Research. A minimum of 78% or higher of CUPA data based on available funds is the metric for analysis. The outcome of the equity review will be communicated by the dean in writing to the faculty member including the recommended adjustment. If an equity adjustment can be justified, but funds are not available for total adjustment in a budget year, the university will attempt to address at least a percentage of the inequity each year until it is eliminated with the goal of completing or eliminating the inequity within two years. Following the awarding of equity, a faculty member must wait a minimum of three academic years to request another equity review. Likewise, upon receiving promotion from associate professor to professor a faculty member must also wait a minimum of three academic years to request another equity review.”

V.N. Compensated Faculty Leave (all subsections) (pg.120-124)

“V.N.1. Purpose:

The purpose of the compensated leave program is to provide opportunities for eligible faculty members to engage in professional activities that enhance their tenure at A-State while receiving regular salary. Such activities, in turn, also enhance the faculty members’ service to the university. In accord with the stated purpose, compensated leave may be granted for research, writing, other professional creatinine activities, graduate study leading to advanced degrees, travel for study/research, retraining tenured faculty members who teach in programs being phased out, or for further study to upgrade specific program(s). Eligible faculty members are encouraged to apply for compensated leave to initiate/continue/complete research or creative activities.

V.N.2. Eligibility

Instructional staff and academic administrators holding faculty status may apply for compensated leave under any of the following three options.

Option I: After six academic years, if no leave has been used, a full academic year may be granted at half salary. One semester of leave at full salary may be substituted.

Option II: Eligible persons who have not less than three years of service to A-State, and who have been accepted in an accredited graduate program compatible with the mission of the department or academic area, may be granted an academic year's leave of absence for the purpose of graduate study. Compensation shall be at the rate of 10 percent for each year of service to A-State, not to exceed 50 percent of the appointment salary.

Option III: At the discretion of the Faculty Research Committee and the administration, compensated leave may be granted to retrain tenured faculty members employed in programs that are being reduced or phased out. Compensation shall be calculated at the rate of 10 percent for each year of service to A-State, up to a maximum of 50 percent of appointment salary.

V.N.3. Salary Determination When approved, compensated leave will be granted on the basis of the appointment salary for the year in which the leave is in effect and in compliance with the option used. During the leave period, the total salary from all sources shall not exceed the faculty member’s appointment salary.

V.N.4. Guidelines for Administration of Compensated Faculty Leave

Faculty members seeking compensated leave will submit detailed proposals to the department chair. After review, the department chair shall provide a written recommendation to the college dean. The college dean shall forward the proposal, the recommendation from the department chair, and an independent letter of recommendation to the Faculty Research Committee.

Proposals will be due by the date set by the Faculty Research Committee.

Proposals will be judged on their merit with regard to the stated purposes of the faculty leave program.

The committee, serving in an advisory role, will rank the proposals according to merit and submit the ranked list and a copy of each proposal to the Office of the Provost/Academic Affairs and Research.

The Office of the Provost/Academic Affairs and Research will determine, in conjunction with the department chair and college dean, which proposals require financial support (part-time faculty funds, etc.) and which do not.

Proposals will be funded in their priority ranking as fund availability permits.

The Office of the Provost/Academic Affairs and Research will notify the department chair and college dean and each applicant as to the disposition of each application.

V.N.5. Notification of Approval/Disapproval of Request for Leave

Wherever possible, the Provost and Vice Chancellor for Academic Affairs and Research will notify, in writing, the faculty member who requested leave, the department chair and college dean, concerning the action taken and the reasons for approval or denial of leave not less than six weeks prior to the date requested for leave.

V.N.6. Obligations

V.N.6.a) Obligation to Return

The individual granted a compensated leave is obligated to return to the university for at least one academic year. Should the individual fail to voluntarily meet this obligation, the salary received during the leave shall be returned to the University.

V.N.6.b) Obligation to Report upon Return

The individual granted a leave shall file a report on the activities undertaken during the leave period with the department chair. The department chair is responsible for disseminating the report to the college dean and the Provost and Vice Chancellor for Academic Affairs and Research.

V.N.7. Limitations as to Number of Compensated Leaves

The number of leaves granted during any one academic semester shall not exceed ten percent of the faculty.

V.N.8. Reporting

A summary of compensated leaves granted will be reported annually to the Board of Trustees.”

V.O. Outside Employment (pg. 124-125)

“Faculty and administrative officers are encouraged to engage in consulting or other related professional projects when such outside work contributes to their professional growth, enhances their opportunities for research or augments the 125 public service effort of the university. Outside business interests, employment or vocation should not in any way interfere with service to the university or cause embarrassment to the university. As a general rule, university resources (including facilities, supplies and equipment) shall not be used for personal gain. However, in certain projects which accrue to the mutual benefit of the university and the individual faculty member, a contract for reimbursement to the university may be entered into in order to provide access to university resources. Outside employment must comply with the Conflict of Interest Policy of the university.”

For the most current information, consult the online Source Material at Faculty-Handbook.pdf