6.13 Professional Development Leaves

6.13.1 BOR-UFF Agreement, 1991-1994, see Article 22.1.

6.13.2 University Policy

All employees covered by the Agreement between the Board of Regents and the UFF who have three or more years of service, except those who are tenured or who are serving in tenure-earning positions, are eligible to apply for professional development leave at full pay for up to one semester or its equivalent, i.e., leave at half pay for two semesters. Such leaves are granted to increase an employee's value to the university through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service. Leave may be requested for up to one semester but may be taken for a shorter length of time or may be taken for intermittent periods or for leave at one-half pay for two semesters. The University shall offer at least one professional development leave each year for each 20 such eligible employees provided that no more than one employee in each department or other professional unit need be granted leave at the same time.

A Committee on the Professional Development Program, composed of one research associate, one faculty member, and one librarian appointed by the President, and the Director of Libraries, the Dean, Graduate Studies and Research, and the Dean of the Faculties (who serves as chairman), shall annually invite applications from those eligible for Professional Development Grants for the following academic year. Applications are to be submitted through the department chairman, program leader or project leader or project director and dean of the school or college in which the applicant has an appointment. Requests for leave shall be limited to two or three pages with an appropriate outline of the project or work to be accomplished during the leave; the request shall be accompanied by a standard vita. The Committee shall make recommendations to the President for the awarding of Professional Development Grants.

The request for leave should be limited to two or three pages describing the purposes of the leave and the potential benefits to the recipient and the University. Requests should include a standard vita with an appropriate outline of the project or work to be accomplished during the leave. Applications to the Committee on the Professional Development Program should be submitted through the department chairman, program leader, or project director, and the dean of the school or college in which the applicant has an appointment, or through the director of an equivalent unit (e.g., the Director of Libraries) for ranking the applications. The dean or director will transmit the applications to the Dean of the Faculties for the Committee no later than the last Friday in October. In evaluating applications for leaves, the Committee will use the following criteria for selection:

a. The merit of the project proposed

Statement of need/problem; clarity of proposal operation; realistic time frame; and qualifications of individual to accomplish project.

b. Benefits of the completion of the proposed project or work on the productivity of the department or function of which the employee is a part.

c. Benefits to the University; to the department; to the individual.

Policies Governing the Professional Development Leave Program:

Full-time members of the staff covered by the BOR-UFF Agreement with three or more years of service except those who are tenured or who are serving in tenure-earning positions shall be eligible for professional development leaves. Since the salary of an employee while on leave must still be paid from its regular source, employees supported on contracts and grants and Auxiliary funds are eligible only if the terms of the contract or grant or Auxiliary budget permit salary to be paid to an employee on leave.
A committee, to be known as the Committee on the Professional Development Program, shall be appointed by the President to establish guidelines for professional development leaves as provided for in the BOR-UFF Agreement, inform appropriate persons, and screen applications. The Committee shall be composed of one Research Associate, one Administrative and Professional employee, one faculty member, the Vice President for Research and Graduate Studies, the Director of Libraries, and the Dean of the Faculties, who serves as chairman.
The Committee on the Professional Development Program shall give primary consideration in the ranking process to: a. Merit of proposal; b. Benefits of the project; c. Length of service of applicant; d. Need for equitable distribution of awards among the various units of the University; and e. Length of time since applicant has been relieved of duties for purposes of professional development.
No more than one employee in each department or other professional unit need be granted leave at the same time. The professional development leave shall be granted at full pay for up to one semester or the equivalent, i.e., half pay for two semesters.
In accepting a professional development leave, the employee also accepts the obligation to return to the University's employment for at least one academic year following the conclusion of the leave. 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 items indicated above is satisfied.
The employee failing to spend the time as stated in the application for the professional development leave shall reimburse the University for the salary received during such leave.
Employees on professional development leave shall be eligible for promotion and salary increases.
Employees shall not normally be eligible for a second professional development leave until three years of continuous service are completed following the previous leave.
The employee must provide a brief written report of the employee's accomplishments during the professional development leave to the President or representative upon return to the university.
Contributions normally made by the Board of Regents to retirement and social security programs shall be continued on a basis proportional to the salary received. Board contributions normally made to employee insurance programs and any other employee benefit programs shall be continued during the professional development leave.
Eligible employees shall continue to accrue annual and sick leave on a full-time basis during the professional development leave.
While on leave, an employee shall be permitted to receive travel and living expenses, fellowships, grants-in- aid, contract or grant, or other financial assistance from sources other than the university to assist in accomplishing the purposes of the professional development leave. If such financial assistance is received, the university salary shall normally be reduced by the amount necessary to bring the total income of the professional development leave period to a level comparable to the employee's normal salary. Employment unrelated to the purpose of the professional development leave is governed by the provisions of Article l9, Conflict of Interest/Outside Activity.
Questions to the Committee may be addressed to the Office of the Dean of the Faculties.