6.12 Faculty Sabbaticals

6.12.1 BOR-UFF Agreement, 1991-1994, see Article 22.3.

6.12.2 University Policy

The Board of Regents makes available to the University a limited number of thirteen one semester sabbaticals at full pay. Under the BOR-UFF Agreement and BOR rules, an unlimited number of two semester sabbaticals at one-half pay is available. Faculty members may apply for sabbaticals for one semester or for two semesters, or they may apply for both types, although only one type can be awarded to the individual applying. The requests for both types may be included in the same proposal, or the request may be made in separate proposals.

Full-time tenured faculty members with at least six years of full-time service within the SUS who are members of the bargaining unit are eligible for faculty sabbaticals; employees shall not normally be eligible for a second sabbatical until six years of continuous service is completed following the first. Each year the Office of the Dean of the Faculties sends a memorandum, including a required cover sheet, to all eligible faculty calling for applications to be submitted to the Dean of the Faculties through the department chairman and the college or school dean for the Committee on Faculty Sabbaticals no later than the last Friday in October. Only one copy of each application is required in the Office of the Dean of the Faculties. Each application will be accompanied by the cover sheet which indicates a recommendation to approve or disapprove by the department chairman and the dean, the recommendation to take into account the availability of departmental resources and the quality of the sabbatical proposal.

Sabbaticals for professional development are to be made available to employees who meet requirements set forth in the Policies Governing the Faculty Sabbatical Program. Such sabbaticals are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, planned travel, study, formal education, research, writing or other experience of professional value, not as a reward for service. The University Committee will scrutinize the specificity and cogency of each application in making the decisions on recommendations.

Each request should be limited to two or three pages describing the purposes of the program to be followed while on sabbatical and the potential benefits to the employee, the University, and the profession, and a statement of the expected increase in value of the employee to the University.

Please use as the cover sheet the last page attached to the annual memorandum from the Office of the Dean of the Faculties. An up-to-date vita shall be submitted with a listing of assignments of responsibility and courses taught in the last two academic years, a statement of any anticipated supplementary income and the source of funding while on sabbatical, and a statement that the applicant agrees to comply with the conditions of the sabbatical program as indicated in the policies below:

Faculty Sabbaticals

Full-time tenured faculty members who are members of the bargaining unit who have at least six years full-time service within the SUS are eligible for sabbaticals.
. While on sabbatical, the faculty member's salary will be one-half pay for two semesters or full pay for one semester.
Contributions normally made by the University to retirement and social security programs shall be continued on a basis proportional to the salary received. Contributions normally made to employee insurance programs and other employee benefit programs shall be continued during the sabbatical.
Annual and sick leave for which the faculty member is eligible shall continue to accrue during the period of the sabbatical on the basis of a full-time appointment.
The employee must return to the University for at least one academic year following participation in the program. Agreements to the contrary must be reduced in writing prior to participation. Return to the University of salary received during the program may be required in those instances where neither of the above is satisfied.
The employee must provide a brief written report of the employee's accomplishments during the sabbatical to the Dean of the Faculties upon return to the University.
While on leave, an employee shall be permitted to receive travel and living expenses, fellowships, grants-in- aid, contracts or grants, or other financial assistance from sources other than the University to assist in accomplishing the purposes of the sabbatical. If such financial assistance is received, the University salary shall normally be reduced by the amount necessary to bring the total income of the sabbatical period to a level comparable to the employee's normal salary. Employment unrelated to the purpose of the sabbatical is governed by the provisions of Article 19, Conflict of Interest/Outside Activity.
Faculty members on sabbatical leave shall be eligible for promotion and salary increments.

A committee composed of tenured faculty members shall be elected by tenured faculty members to review applications and submit a list of recommended applications to the President. The Committee, in ranking the applicants, shall consider the benefits of the proposed program to the employee, the University, and the profession. An equitable distribution of sabbaticals among colleges, divisions, schools, departments, and disciplines within the University, and the length of time since the employee was relieved of teaching duties for the purpose of research and the other scholarly activities shall also be considered in ranking the applicants. The President shall make appointments from the list and consult with the Committee prior to making an appointment that does not follow the committee's ranking. No more than one employee in a department or other professional unit need be awarded a sabbatical at the same time.

Questions to the Committee may be addressed to the Office of the Dean of the Faculties.