Current policy details –
o “[T]o develop and strengthen the University of Montevallo’s academic programs.”
o “[T]o provide faculty with opportunities for professional development, scholarly pursuits, and professional and intellectual renewal.”
Ø Eligibility Requirements:
o Six years of continuous service accrued
o Full academic year (9 months) @ ½ salary
o One semester (4.5 months) @ full salary
o Summer sabbatical option – usual pay for two full terms
o Six years of continuous service is required before eligibility is gained for subsequent sabbatical leave.
o “If the one-semester option is taken, the remaining semester of the sabbatical year may not be applied to the accumulation of the six years service requirement.”
o Recipient must agree to return to the service for one academic year after completion of leave.
o The University may deny a leave when the absence of the applicant will seriously impair the interests of the University.
o “The number of sabbatical leaves awarded in a particular year will depend on the quality of the proposals submitted, the funds available, and the cost to the University of implementing the specific leaves.”
o A maximum of two sabbatical leaves for every eight eligible full-time department members may be awarded.
Ø University’s Obligation:
o “The University will contribute its full share of established benefits during the sabbatical leave”
Ø Application Process.
o Administrative Body: Academic Development, Research and Special Projects Committee (ADRSPC).
o Application Deadline: September 1st - for subsequent calendar year; i.e. Spring, Summer, and Fall semesters
o Paperwork: Provided by ADRSPC. Must include a detailed description of the proposed activities during the leave period and their effects on faculty and university.
o Recommendations: Required from department chair and college dean. (“When approval is recommended by the chair and dean, an explanation shall be furnished stating what arrangements are contemplated and what budget adjustments will be required to maintain the departmental program during the applicants absence.”
o Selection Criteria:
Ø Proposal merit (Primary)
Ø Seniority (Secondary)
Ø “It shall be the function of the [ADRSPC] to recommend for approval those whose leave will be of maximum benefit to the faculty member and to the University.”
o Approval Process: ADRSPC makes recommendation to the Provost/VPAA for endorsement. Final approval of President and Board of Trustees is required.
Ø Recipient’s Obligation: Recipient has three months from conclusion of sabbatical leave to provide a reasonably-detailed summary and assessment of sabbatical experience(s) to the department chair, ADRSPC, and provost/VPAA. The report will form a major portion of the recipient’s evaluation for the period of the leave.
Other Sabbatical Leave Policies Reviewed –
University of South Florida – Mar 11th appl. deadline (much later).
University at Albany (SUNY) – NLT Oct 15th appl. deadine (1 month later); No ADRSPC equivalent
Claremont McKenna College
Utah Valley State College – 6 months prior to effective date; tenure not required
Bryn Mawr College
Montana State University
Things “Missing” from UM’s policy –
Policy regarding non-sabbatical employment activities during leave period. (e.g. USF, UA, SUNY, BMC, MSU)
Policy regarding receipt of compensations from non-UM fellowships, grants-in-aid, and contracts and grants (e.g. USF, MSU)
Policy regarding salary compensation by receipt of UM grants or contracts (e.g. USF, MSU)
Explicit penalties for failure to follow up on one-year commitment or written summary (e.g. USF)
Exclusion of tenured faculty in administrative positions at level of chair and above. (e.g. USF)
Flexible application deadline (e.g. UA, SUNY)
Half sabbatical leave (one semester) at half salary after at least six semesters of full-time employment since joining faculty or last sabbatical leave. (e.g. CMC, UVSC, BMC, Denison)
Guarantee of return at same rank/status (e.g. UVSC)
Notification of eligibility (e.g. BMC)
Postponement options (e.g. BMC, Denison)
Faculty-generated leave support ($)
Options for faculty hired with advanced standing (BMC)
Inflexible deadline enforcement.
Only one application deadline per year.
1. The University should implement a junior faculty leave option, to become available after the third year of employment, at an appropriate pay scale. Junior faculty leave would represent a commitment to the professional development of junior faculty by providing them with an option to complete major research at appropriate facilities.
2. The University should implement a second deadline, e.g., March, to permit easier planning and to facilitate the application process.
3. The University should clarify language regarding the approval process, stating explicitly whether unanimous approval is, or is not, required at all levels (i.e., chair, dean, ADRSP, provost, president & board of trustees.)