1.1: Purpose��

The major purposes of a sabbatical leave are to provide academic faculty opportunities to enhance professional effectiveness, increase scholarly usefulness, and strengthen the University’s academic, research, and service programs.

1.2 Eligibility

An academic faculty member who meets the following criteria is eligible to apply for sabbatical leave:

– Position is funded in whole from state sources.

– Has served as a full-time academic faculty member for at least 6 years total at NSU (regardless of contract type).

– Has not received sabbatical leave at NSU in the past 6 years. If there is an approved leave of absence, time accrued toward eligibility for a sabbatical will not be lost and the clock will continue once the leave of absence ends.

If an academic faculty member is not full-time at NSU but meets the 1.0 FTE criteria as an academic faculty member in NSHE as a whole, funding for a sabbatical leave must be negotiated proportionally with each of the affected NSHE institutions.

Administrative faculty and classified employees are not eligible for sabbatical leave or to serve on the Sabbatical Leave Committee.

1.2.1 Non-State Funded Positions

Full-time academic faculty whose positions are funded in whole or in part from non-state sources may be eligible for sabbatical leave only if the sabbatical can be funded from the non-state source. This use must be approved by the employee’s appointing authority and the funding source.

Requests for sabbatical leaves for non-state funded positions follow the same review process as state-funded sabbatical requests.

1.3 Requirement to Return to Employment

According to Nevada Revised Statutes 284.345(2), “…no sabbatical leave with pay may be granted unless the person requesting the leave agrees in writing with the [employer] to return to the [employer] after the leave for a period not less than that required by the person’s most recent contract of employment if the [employer] desires the person’s continued service.”

NSHE employment contracts cover a period of one fiscal year (running July 1st to the following June 30th). Academic faculty approved for a sabbatical leave must agree to return to NS in a paid status immediately upon the end of the sabbatical leave for at least one fiscal year; this agreement is submitted through the .

1.4 Sabbatical Leave Availability

“Sabbatical leave with pay may not be granted to more than 2 percent of the teaching personnel of a branch or facility of the System with the rank of instructor or higher in any 1 year.” (NRS 284.345). The number of NS faculty who can receive a sabbatical leave is determined annually by NSHE. Available sabbatical leaves cannot be divided into smaller units or distributed to a larger number of faculty. For instance, if NSHE informs the University that four sabbatical spots are available, only four faculty members total can be approved for a sabbatical leave, whether their requests are for a half-year or full-year leave.

Applications often exceed the number of sabbatical leaves available. Applicants applying for a sabbatical should prepare their portfolios as carefully as they would for any competitive award.

1.5 Sabbatical Leave Committee

According to the NSHE Handbook Title 4, Chapter 3, Section 15.7.b, “The appropriate faculty senate shall select the Sabbatical Leave Committee to review and rank all applications.”

The Sabbatical Leave Committee (SLC) is made up of:

1. Up to 1 tenured faculty member from each school and the Library;

2. 1 tenured at-large representative;

3. The Faculty Senate Academic Faculty Affairs Committee Chair (or designee), who serves as SLC Chair.

The Vice Provost of Faculty Affairs reaches out to deans to determine membership on the Committee, distributes the call for applications, receives applications, and distributes them to Committee members.

1.6 Review Process

The SLC evaluates each application based on (1) value and benefits of the sabbatical plan to the applicant’s professional goals and the University’s mission, (2) the applicant’s record of teaching, service, and scholarly or creative endeavors, and (3) the applicant’s expertise and qualifications to perform the proposed work. The SLC ranks all applications.

Sabbatical leave is approved by the Provost based on a review of the recommendation (including the Committee’s ranked list) of the SLC and the deans. The Provost makes the final decision on sabbatical applications.

1.6.1 Application Review

1. Applications are reviewed by the Sabbatical Leave Committee using the Sabbatical Leave Evaluation Rubric. The SLC forwards a recommendation to the candidate’s dean.

2. If the dean does not agree with the Committee’s recommendation, a written rationale shall be provided to the SLC and the Vice Provost of Faculty Affairs. If the dean agrees with the recommendation, they will inform the VP of Faculty Affairs of their agreement.

3. The Provost makes the final decision on sabbatical applications. Final decisions will be communicated by NSU email to the members of the Sabbatical Leave Committee and to applicants. This decision is final and is not subject to appeal.

1.6.2 Timeline

1. By September 15^th: Faculty Senate Academic Faculty Affairs Committee Chair collaborates with the Vice Provost of Faculty Affairs to distribute the call for applications, including the deadline and instructions on accessing this policy and the Sabbatical Leave Evaluation Rubric.

2. By September 22^nd: SLC established.

3. October 7^th at noon (12 p.m. local time): Applications are due to the SLC, applicant’s dean, and VP of Faculty Affairs.

4. By November 10^th: SLC submits recommendations to deans.

5. By December 1^st: Deans forward recommendation letters to VP of Faculty Affairs.

6. By December 15^th: Provost notifies applicants of final decision.

1.7 Compensation

Academic faculty approved for sabbatical leave have two options:

– 1 academic year’s leave at two-thirds of institutional base salary (IBS);

– A half-year leave at full IBS.

A half-year sabbatical will typically start on July 1 or January 1, but may be approved by the VP of Faculty Affairs to start at another time on the condition that a half-year leave cannot include more than one semester. For instructional faculty, sabbaticals must begin before or after the end of a semester.

Annual and/or sick leave is accrued at the appropriate FTE while on sabbatical.

1.7.1 Additional Compensation

A sabbatical leave requires the faculty member to devote their effort to the approved sabbatical activity; no other salary or stipend may be earned, with these exceptions (with dean and provost approval):

1. Faculty on sabbatical leave at less than full institutional base salary may engage in other non-teaching activity complementary to with that for which the sabbatical is granted and may receive salary, stipends, or honoraria from other sources provided that the total received does not exceed their IBS, plus any travel and research expenses. They may not receive salary for work that directly overlaps with their sabbatical project;

2. Faculty on sabbatical leave may receive grants for travel and research expenses related to their scholarly activity. Those funds do not count toward compensation;

3. Other suitable income (such as grant-in-aid or fellowships) may be accepted during the sabbatical leave provided the activity contributes to the individual’s professional development or future usefulness to the University and does not overlap with or duplicate the approved sabbatical project.

Requests for additional compensation under one of these exceptions must be submitted by email to the dean. The request must include a justification clearly stating how the effort and outcomes complement and are distinct from those of the approved sabbatical project. Approval of additional compensation will be based on evidence of the significance of the proposed project and evidence that the workload is commensurate with the period of leave. Faculty members cannot receive salary funding from pre-existing grant projects while they are receiving salary for a sabbatical.

The ECC limit for faculty on sabbatical leave is calculated based on their full IBS.

1.8 Summary Report and Presentation

A three- to four-page written report that outlines sabbatical activities and associated accomplishments will be submitted to the Vice Provost of Faculty Affairs and the dean within 3 months of returning from sabbatical leave. Sabbatical recipients must present their research or activities to the campus community within one calendar year of returning from sabbatical.

1.9 Acknowledgements

NSHE requires faculty who receive a sabbatical leave to acknowledge the sabbatical support in any publications resulting from work accomplished during the sabbatical.

1.10 Related Information

– : Regulations for Attendance and Leave of Absence; Personnel of Nevada System of Higher Education

– NSHE Code : Sabbatical Leave

– Sabbatical Leave Application memo (distributed annually)

– Sabbatical Leave Evaluation Rubric (available from Office of Faculty Affairs)

–

1.10.1 Sabbatical Application Materials

Faculty will submit applications electronically using a link provided in the annual call for applications.

1. Record of Professional Qualifications and Accomplishments

a. Current CV;

b. Ratings in teaching, scholarship, and service from the 3 most recent annual reviews completed by supervisor.

2. Sabbatical Plan and Justification (explains nature and value of project, outlines major aims or research questions, proposes a timeline, includes expected outcomes)

a. Action plan

i. Description of nature and purpose of project;

ii. Detailed explanation of proposed activities;

iii. Proposed timeline for activities;

iv. List of expected outcomes and how you will measure success of the project;

v. Summary of qualifications and expertise to perform the proposed work;

vi. Letters of acceptance, appointment, support, and/or itinerary (if applicable);

vii. Contact information for individuals or institutions (other than NS personnel) who will be involved in the project;

viii. Any additional funding received;

vx. Rationale for feasibility of project and proposed timeline.

b. Justification

i. Benefit to the University;

ii. Benefit to the discipline and/or community;

iii. Contribution to the faculty member’s professional growth and development in teaching, service, and/or scholarship.

c. Letter of support from direct supervisor (chair, dean, or other supervisor)

d. Explanation of accomplishments from previous sabbatical leave (if applicable).

1.10.2 Revision History

– Approved August 2008.

– Revisions approved by Dr. Abbey Peters on 5/28/2019; Dr. Vickie Shields on 6/24/2019; and President Bart Patterson on 8/19/2019.

– Revisions approved by Dr. David Cooper on 11/05/2024; Dr. Sarah Frey on 12/16/2024; Berna Rhodes-Ford on 3/04/2025; and President DeRionne Pollard on 4/02/2025.

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2.1: Eligibility��

An adjunct faculty member is eligible for a cancellation payment if a course is cancelled within five business days of the first day of the term when the course was scheduled, if the course is cancelled for one of these reasons:

– Low enrollment.

– Reassigned to a full-time faculty member because one of their courses has been cancelled.

– Reassigned because NS initiates last-minute schedule changes (such as moving the day/time of a class to avoid conflicts with other courses or to get access to a specific classroom).

No cancellation payment is provided if a course is cancelled or moved at the request of the adjunct faculty member or due to changes in their availability (such as changes in their work schedule or a medical or family emergency). If an adjunct faculty member’s courses are reassigned or because the instructor does not provide hiring paperwork, complete required trainings, or other required elements of the hiring and training process by the deadline, they are not eligible for a cancellation payment.

2.2 Procedures

Courses may be cancelled or reassigned at the discretion of a department chair or dean. If the situation meets the eligibility criteria above, the adjunct instructor will receive a cancellation payment of $150. The payment acknowledges that significant effort goes into preparing a course before the first day of class.

The dean has final authority to determine whether an adjunct faculty member qualifies for a cancellation payment and will verify the list of qualifying faculty, if any, who should receive a payment each term. Cancellation payments are paid out of the school’s adjunct instructor budget.

2.3 Related Information

2.3.1 Revision History

– Approved by Dr. Erika Beck on 11/12/15 and President Bart Patterson (n.d.).

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POLICY STATEMENT

The 91��ɫ 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.

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.

B-Contract (Nine-Month) Full-Time Faculty:��Faculty 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.

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 91��ɫ 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. 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. 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. 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. 1. 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. 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. 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
AA 3.1: Academic Workload Policy revisions approved by President Patterson, August 2019

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.

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Emeritus/emerita/emerit status is granted to academic faculty to honor exemplary contributions and service to NS and to encourage continued association with the University.

4.1 Eligibility

Academic faculty must be employed full time by NS, normally for a period of least 10 consecutive years, immediately before beginning retirement (including phased-in retirement). Faculty employed for fewer than 10 years may be nominated in exceptional circumstances.

4.2 Benefits and Limitations

Emeritus/emerita/emerit faculty have lifetime academic faculty status at NS.

4.2.1 Benefits and Privileges

Emeritus/emerita/emerit faculty retain the following benefits and privileges:

1. 1. Grant-in-aid (including for spouses, domestic partners, and financially dependent children, consistent with NSHE Handbook Title 4, Chapter 3, Sections 11-12).
2. 2. NS email account.
3. 3. Faculty discounts on campus events.
4. 4. Faculty library privileges.
5. 5. Faculty ID card.
6. 6. One box of complimentary NS business cards.
7. 7. Inclusion in the NS online directory, if desired.
8. 8. Inclusion on email lists for invitations to certain departmental, unit, and/or campus events and lecture series.
9. 9. Use of NS-branded stationery to conduct institutional service.
10. 10. Use of office space and/or equipment for research or creative works activities, if available and approved by the Executive Team, provided doing so does not interfere with the University’s ability to serve students and provide adequate facilities for other faculty.
11. 11. Ability to publish research and/or creative works as an affiliate of NS.
12. 12. Ability to teach, at the invitation of the dean, at the full-time faculty summer/overload rate for their rank.
13. 13. Inclusion in the catalog list of academic faculty.
14. 14. Inclusion in faculty seating at commencement, pinning ceremonies, and other official student recognitions.
15. 15. Placed at front of academic faculty procession at commencement.
16. 16. New emeritus/emerita/emerit faculty are recognized at a faculty and staff awards event.

4.2.2 Limits and Exclusions

Emeritus/emerita/emerit faculty are non-voting members of their academic units and cannot attend unit meetings unless specifically invited by the unit supervisor. They cannot serve on Academic Faculty Senate.

University presidents are not covered by this chapter; they are covered in the NSHE Handbook Title 4, Chapter 3, Section 32.

4.2.3 Accessibility, Records, and Ethics Compliance

The University will provide reasonable accommodations for emeritus/emerita/emerit faculty with disabilities consistent with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act. Emeritus/emerita/emerit faculty who require accommodations should contact the Human Resources Department. The University’s institutional ADA policy governs accommodation procedures.

Emeritus/emerita/emerit faculty who teach or conduct approved research must comply with institutional policies regarding student education records under the Family Educational Rights and Privacy Act (FERPA).

4.3 Nomination and Review

A nomination may be submitted at any time during the final academic year of employment or up to one calendar year from the effective date of retirement from NS.

4.3.1 Nomination Materials

Academic faculty must be nominated by their dean (or, for deans, by the Provost). The nomination letter should recommend emeritus/emerita/emerit status for the individual, summarize their achievements (including years of service to NS), and state the preferred title (emeritus, emerita, or emerit) and proposed effective date. The letter should include the nominee’s current CV.

4.3.2 Review Process

1. 1. Academic Faculty Senate endorsement: The Academic Faculty Senate Executive Committee (FSEC) and the appropriate standing Senate committee votes on whether to endorse the nomination. FSEC writes a brief letter with the result of the votes and whether Senate endorses conveying emeritus/emerita/emerit status. FSEC forwards the letter and nomination materials to the Provost.
2. 2. Provost review: The Provost reviews the nomination materials and Senate letter and forwards those materials along with a recommendation to the President.
3. 3. Academic Faculty Senate notice: Prior to presidential approval, the President must provide five (5) working days’ notice to the Academic Faculty Senate, consistent with NSHE Handbook Title 4, Chapter 3, Section 39.1.
4. 4. Presidential review: The President reviews all materials, makes a final decision, and informs the candidate, Provost, and Academic Faculty Senate by NS email.

4.4 Revocation of Status

Emeritus/emerita/emerit status may be revoked if the employee may have an adverse impact on NS or bring discredit, disrepute, or potential legal liability upon the University. Should such circumstances occur, the Office of the President will submit a letter of intent to revoke emeritus/emerita/emerit status to the FSEC. The letter will explain the rationale for revocation. FSEC votes on whether to endorse the intent to revoke and writes a brief letter with the result of the vote and any concerns or general statements on the case. The President reviews the FSEC letter, makes a final decision, and informs the faculty member and the FSEC. The President’s decision is binding and is not eligible for appeal.

4.5 Related Information and History

• — NSHE Handbook Title 4, Chapter 3, Section 39 (Emeritus Status)
• — NSHE Handbook Title 4, Chapter 3, Section 11 (Grant-in-Aid Benefit)
• — NSHE Handbook Title 4, Chapter 3, Section 32 (Regents Professor and Emeritus Status)

4.5.1 Revision History

• — Approved by Dr. David Cooper on 2/4/2025; Dr. Sarah Frey on 2/10/2025; and Dr. DeRionne Pollard on 6/09/2025.
• — Revisions approved by Dr. El Hachemi Bouali, Academic Faculty Senate Chair, 1/16/2026; Dr. Gwen Sharp, Interim Provost, 1/19/2026; Ms. Berna Rhodes-Ford, General Counsel, 6/26/2026; Dr. Amber Lopez Lasater, Acting President, 7/06/2026.

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5.1: Purpose��

The purpose of course releases is to provide faculty members with teaching duties with time to undertake important activities such as scholarship, professional development, or other service for the University.

Course releases do not relieve the faculty member from other responsibilities such as advising, serving on committees, or participating in departmental or school business.��Faculty are expected to continue to be in residence and carry out their other duties while they have a course release.

5.2 Situations Eligible for a Course Release

This policy applies to all full-time academic faculty. It does not apply to emergency hires.

5.2.1 Professional/Scholarly Development

The Division of Academic Affairs sponsors course releases to assist in the professional growth of academic faculty. Course releases create time for faculty to be involved in activities (such as pedagogical or scholarship development) that support preparation for annual reviews and tenure or promotion consideration.

1. Newly-hired faculty

a. New tenure-track faculty are granted a 6-unit release to support their teaching and scholarly development. The course releases may be taken in their first academic year or may be split between the first and second academic years.

b. New lecturers are granted a 3-unit instructional course release to support their teaching development, to be taken in their first academic year.

2. Pre-tenure faculty

a. Deans may request one release of up to 3 units for a tenure-track faculty member to address needed improvements in teaching or scholarship. Deans recommend and the Provost approves pre-tenure course releases.

5.2.2 Administrative or Service Duties

Faculty members who assume significant administrative or service responsibilities within their school (such as department chair) or for the University (for example, Faculty Senate Chair) may be granted course releases during their term of service by recommendation of the dean and approval of the Provost. Refer to the appropriate policy or bylaws for the number of units eligible for release.

5.2.3 Sponsored-Project Research Activities (Course Buyout)

Faculty members may request a course buyout to work on a sponsored grant. The corresponding percentage of their appointment is charged to the grant account during the term of the course buyout. In effect, the grant buys the faculty member’s released time so the equivalent amount of effort can be spent working on the grant. The standard method for determining the cost of a course buyout is to calculate the cost of the time the faculty member will work on grant activities based on a percentage of the faculty member’s annual salary (for example, 25% effort dedicated to grant activities has a buyout cost of 25% of their annual salary).

Guidelines for Course Buyouts

1. Faculty cannot buy out of more than 6 units per semester or 12 units per academic year.

2. Faculty may not buy out of teaching responsibilities if it will compromise the ability to deliver a program.

3. Course buyouts for external personal or business interests not related to the mission of NS will not be granted.

4. The amount compensated by a grant should at minimum cover the cost of hiring a replacement to offer the course. The amount is determined by mutual consent of the department chair or dean but generally should be at least 10% of the faculty member’s salary.

5. A portion of the buyout amount should fund an alternative instructor to teach the released course and related instructional expenses.

Requesting Buyouts

Faculty request course buyouts by e‐mail to the chair (if applicable), dean, and Provost at the time they develop the grant proposal and before the proposal is submitted.��Faculty who receive grant funding without prior approval for buyouts may not be approved for a release.

The request should include:

– Number of units and the anticipated semester(s) in which the course buyout is requested.

– Size and scope of work to be conducted.

– Rationale for why a buyout is necessary to complete the scope of work.

– Sponsor providing funding.

After conferring with the chair and/or dean, the Provost makes the final decision regarding a course buyout.��Approval is given on condition that a grant is funded and the course release time has been budgeted according to buyout procedures.

The faculty member must work with the Office of Grant Awards Services (OGAS) to budget for a buyout in the proposal to an external sponsor.��For the purposes of budgeting, a release from one 3-unit course is defined as equivalent to 10% of a faculty member’s FTE (assuming 1 FTE is equal to 80% teaching and 20% scholarship and service). Faculty should budget for the appropriate amount of salary and fringe to be charged to the grant.

In the rare case when a grant award is less than the amount requested in the proposal, faculty are not obligated to use a proposed buyout if the funding agency allows for redistribution or rebudgeting of funds. If a faculty member chooses to forgo a buyout as part of rebudgeting, it is the PI’s responsibility to work with OGAS to ensure the funding agency provides any necessary approvals for the budget adjustment.

5.3 Administering Course Releases

Instructional course releases are administered by the dean and monitored by the Division of Academic Affairs.

A faculty member receiving a course release may not:

1. Accept overload teaching assignments for additional compensation. If teaching a course is necessary, the course release should be deferred.

2. Receive stipends in place of the course release.

Unless otherwise specified, instructional course releases may be taken in increments that do not adversely affect the ability of the unit to deliver its curriculum.

5.4 Related Information

5.4.1 Revision History

– Approved by Dr. Zachary Woydziak on 4/03/2018; Dr. Vickie Shields on 4/09/2018; and President Bart Patterson on 10/08/2018.

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POLICY STATEMENT

This policy describes eligibility for Tenure and promotion for full-time academic faculty and delineates the process and criteria for reviewing applications for Tenure and/or promotion.

DEFINITIONS

Academic Rank: The position of academic faculty within 91��ɫ’s promotion and Tenure structure. NS recognizes four ranks: Rank I for Lecturer, Rank II for Assistant Professor, Rank III for Associate Professor, and Rank IV for Professor.

Administrator Return to Teaching Salary (ARTS): Shadow salary calculated for Tenure-track or Tenured Administrators with Academic Rank in A-contract positions whose salary for the administrative position was negotiated independently rather than derived from their academic position salary. Compensation related to promotions in Academic Rank are added to the ARTS the individual would receive if they vacated the A-contract administrative position and returned to their Tenure-track or Tenured teaching position.

Administrators with Academic Rank: Administrative faculty who hold a Shadow Appointment.

Lecturer: Title conferred on full-time, non-Tenure-track academic faculty whose roles focus on academic or clinical course instruction. The Academic Rank of Lecturer includes three levels: Lecturer (Level I), Senior Lecturer (Level II), and Distinguished Lecturer (Level III).

Librarianship: Activities associated with librarian duties including, but not limited to, teaching and consultation responsibilities, leadership responsibility for functional areas of library operations, and the expectation to work collaboratively with other institutional partners to enhance the success of the academic community.

Other Professional Duties: Assigned job duties that are evaluated in lieu of Teaching for promotion and Tenure. May be a short-term or long-term assignment.

Peer Review: External review and evaluation of research and creative works conducted by peer experts in the field prior to publication or exhibition.

Probationary Period: Period of full-time employment in a Tenure-track position before applying for Tenure; may not exceed seven years except with approval of the President, as allowed in NSHE Code.

Scholarship: Activity including, but not limited to, creation, application, synthesis, or transmission of knowledge; cross-disciplinary collaboration; acquiring and sustaining faculty expertise; and, in appropriate fields or disciplines, visual, performing, and literary arts that express original ideas, interpretations, imaginations, thoughts, or feelings (NSHE Code Chapter 7, Section 7.4.2). 91��ɫ recognizes three categories of Scholarship: Growth and Development (qualifies as Scholarship for Lecturers), Scholarship of Discovery and Creation, and Scholarship of Dissemination.

Scholarship of Discovery and Creation: Engagement in activities that lead to the development or production of research findings or artistic creations.

Scholarship of Dissemination: Communicating findings, knowledge, product(s), or artistic work related to Scholarship for the benefit of others.

Scholarship of Growth and Development: Maintaining currency of knowledge and advancements within one’s discipline while developing additional professional skills.

Service: Consultation, administration, or other activities directed toward the 91��ɫ community’s welfare. Activities including, but not limited to, advising students and/or mentoring colleagues; participation in professional organizations; working with 91��ɫ faculty, staff, and students in the best interests of the academic community and the people it serves and to the extent that the job performance of the faculty member’s unit is not otherwise adversely affected; membership on and contributions to 91��ɫ or NSHE committees; recognition among colleagues for possessing professional integrity and the capacity for further significant intellectual and professional achievement; and recognition and respect outside 91��ɫ for participation in activities that use the faculty member’s knowledge and expertise, further the mission of NS, or provide an opportunity for professional growth through interaction with industry, business, government, and other institutions at the local, state, national, or global level (NSHE Code Section 7.4.2).

Shadow Appointment: B-contract Tenure-track or Tenured academic appointment held by a faculty member before moving into a full-time administrative position; used to monitor and acknowledge Tenure and promotion progress and compensation changes related to the Tenure-track or Tenured position while the employee serves in the administrative capacity. Should they leave their administrative position, faculty with a Shadow Appointment reserve the right to return to their B-contract academic faculty position at the rank, Tenure status, and compensation level in effect for the Shadow Appointment on the date of their return.

Teaching: Activities associated with instruction of students, including, but not limited to, lecture course, practicum, and laboratory instruction; course preparation; evaluation of students’ performance; direction of independent study, student research, and thesis projects; and consultations with students enrolled in classes.

Tenure: A status granted to an eligible academic faculty member after a Probationary Period that provides protection from summary dismissal.

PROCEDURES

I.���������������������������� Overview of Promotion and Tenure

A. Objectives of Tenure and Promotion: The major objectives of Tenure are to provide a faculty committed to excellence and to provide a substantial degree of security to those persons who have exhibited excellent abilities, sufficient to convince the Nevada community that their expected Services and performances in the future justify the privileges afforded by Tenure (NSHE Code Chapter 7, Section 7.1.2). The purpose of promotion is to advance and compensate full-time faculty with a demonstrated record of excellence in Teaching, Librarianship, and/or Other Professional Duties and appropriate levels of Service and Scholarship (as defined by the unit’s Tenure expectations). Advancement is reflected in promotion in Academic Rank or level, and compensation reflected in an increase in salary.

B. Probationary Period: Except as described in I.B.2 below, the total Probationary Period for academic faculty eligible for Tenure shall not exceed seven (7) years of uninterrupted full-time employment in Ranks I-IV (NSHE Code Chapter 7, Sections 7.3.1a, 7.3.1c, 7.3.1d, 7.3.2, and 7.3.4). All full-time Tenure-track faculty must apply for Tenure no later than August at the beginning of their sixth academic year at 91��ɫ, unless an extension is granted. Faculty may confirm their expected Tenure application date by reviewing their offer letter and contract or by contacting the Office of Human Resources.

1. 1. Authorized leave (“Stopping the Tenure clock”): Authorized periods of leave, paid or unpaid, may be excluded from the seven­ year Probationary Period upon written request of the faculty member and approval of the President (NSHE Code Chapter 7, Section 7.3.1[c]). Such arrangements must be requested and approved at the time the period of leave is requested by the faculty member. The President’s decision is final.
   2. Extensions of Probationary Period: The period of probation may exceed seven (7) years, allowing a faculty member to apply for tenure later than the end of their fifth academic year, upon written request of the faculty member and approval of the President. Requests must be received no later than April 1st of the calendar year in which the faculty member is scheduled to apply for Tenure (e.g., a candidate scheduled to apply for Tenure in August 2025 must submit an extension request no later than April 1, 2025). The decision to grant the faculty member’s request is at the sole discretion of the President (NSHE Code Chapter 7, Section 7.3.1[d]).

C. Tenure at Hire: At the discretion of the Board of Regents, an academic faculty member may be exempt from the requirement of serving a Probationary Period and Tenure may be awarded on a case-by-case basis at the time of hire in negotiation with the President or President’s designee (NSHE Code Chapter 7, 7.3.1[b1]). The President, without seeking Board of Regents approval, may grant Tenure upon hire to an academic faculty member (or administrative faculty member who will hold a tenured appointment in an academic unit) who, at the time of hire, holds Tenure at another institution (NSHE Code Chapter 7, 7.3.1[b2]). Prior to making such an appointment, the President will seek a recommendation through an expedited Tenure review process. The Unit P&T Committee and the NS Promotion and Tenure Committee will simultaneously review the applicant’s materials and submit a recommendation to the Provost.

D. Tenure Credit for Previous Employment: Upon the request of the academic faculty member and approval of the President, up to three (3) years of full-time employment at other accredited institutions of postsecondary education in positions equivalent to positions providing eligibility for appointment with Tenure at 91��ɫ, may be included in the Probationary Period. Such decisions must be negotiated at the time of hire and included in the offer letter and contract (NSHE Code Chapter 7, Section 7.3.3).��Faculty receiving years of Tenure credit as part of their negotiated contract may submit materials and evidence from previous employment (including previous academic positions at 91��ɫ) corresponding to those years as part of their promotion and Tenure packet.

E. Annual Review, Third-Year Review, and Tenure Review Alignment: Annual and third-year reviews must be aligned with criteria established in this document for promotion and/or Tenure and should reflect the faculty member’s overall progress toward attainment of these criteria (NSHE Code Chapter 5, Section 5.12).

II.�������������������������� Procedure for Third-Year Review

All Tenure-track faculty must complete the third-year pre-Tenure review process at the end of their third full academic year at 91��ɫ, unless otherwise specified in their hiring materials. Faculty members may confirm their expected third-year review application date by reviewing their offer letter and contract or by contacting the Office of Human Resources.��Materials must be completed and submitted via the electronic folders provided by the Office of the Provost.

Non-Tenure-track faculty eligible for promotion to the level of Senior Lecturer may complete a third-year review process at the end of their third full academic year of employment at 91��ɫ. Third-year reviews are optional for such faculty and performed at the request of the candidate.

A. Timeline for Third-Year Review: Each spring, the Office of the Provost will distribute the timeline for the upcoming review cycle. It is the responsibility of the faculty member to provide the Dean with all necessary materials, or ascertain that the Dean has independent access to the materials, by the due date.

• (Lecturers only) 1st Monday in May at end of candidate’s 3rd academic year: Candidate informs Dean of intent to submit portfolio
• 2nd Monday in May: Dean submits list of all scheduled third-year review candidates to Office of the Provost
• 2nd Friday in August before start of candidate’s 4th academic year: Candidate submits electronic third-year review portfolio to the Office of the Provost
• Fall semester (approximately two months after submission): Dean completes review, notifies candidate in writing, and submits file and review letter to Provost
• Fall semester (approximately three months after submission): Provost notifies faculty member of progress made toward promotion and Tenure and any action to be taken as a result of the evaluation.

B. Process for Tenure-Track Faculty

1. Dean submits list of all scheduled third-year reviews to Office of the Provost via email by the second Monday in May;
2. The Office of the Provost creates individual electronic folders for each applicant and provides instructions for portfolio submission;
3. Applicants submit electronic portfolios to the Office of the Provost by the second Friday in August;
4. The Office of the Provost changes applicants’ access to “view only” status to prevent additional changes and grants access to the Dean for review;
5. The appropriate Dean reviews the portfolio and additional relevant materials (e.g., annual reviews on file), and meets with the faculty member to discuss progress made toward Tenure;
6. The Dean evaluates the candidate’s materials and progress toward Tenure and writes a letter evaluating the candidate in each area. If the Dean/Library Director deems the candidate’s progress toward Tenure as unsatisfactory, the Dean may make a recommendation of remediation or non-reappointment. If the Dean/Library Director determines that a faculty member is unlikely to meet Tenure standards, this information must be clearly stated in the evaluation letter;
7. The Dean provides a copy of the evaluation letter to the candidate;
8. The Dean submits the third-year review file and evaluation letter to the Provost;
9. The Provost reviews the third-year review materials and notifies the faculty member in writing of the progress made toward promotion and Tenure and any action to be taken as a result of the evaluation.

C. Process for Lecturers: Lecturers inform the Dean of the intent to submit a third-year review portfolio by the 1^st Monday in May after the candidate’s third academic year. The review process then proceeds according to steps 1-9 in II.B.

D. Documentation for Third-Year Review: It is the responsibility of the faculty member to provide evidence of the extent and quality of performance in each area of evaluation. The documentation listed below will be the sole documentation considered in this process.The application must be completed and submitted electronically via the method approved by the Office of the Provost. Faculty members must establish bookmarks or a table of contents for their portfolios. After the submission deadline passes, faculty members will not have access to the contents of their portfolios and must not use external links to personal accounts (e.g., Google Drive) that may be altered after submission. New or revised materials may be accepted after the submission deadline at the discretion of the Dean or request of any formal evaluators. The third-year review portfolio should include the following:

1. Completed Application for Third-Year Review and Recommendation for Promotion and/or Tenure;
2. Up-to-date Curriculum Vitae (CV);
3. Copies of all annual reviews;
4. Supporting documentation for Teaching, Librarianship, and/or Other Professional Duties:

i. Faculty with Teaching responsibilities should include supporting documentation of Teaching effectiveness (e.g., syllabi, course materials, course evaluations, summary and discussion of course evaluations, student artifacts/submissions, peer evaluations, evidence of effective Teaching, letters of support);

ii. Faculty with Librarianship and/or Other Professional Duties should include annual evaluations of those duties from the candidate’s supervisor (e.g., administrative faculty performance evaluations or academic annual reviews that address Other Professional Duties) to demonstrate excellence in performing responsibilities in the position description, including evidence of effectiveness and efficiency. Other supporting documentation may include, but is not limited to, program materials, peer or other evaluations, and letters of support;

5. Supporting documentation for Scholarship (e.g., copies of publications or creative works, evidence of conference presentations, grant awards);
6. Supporting documentation for Service (e.g., involvement in campus, community, and professional activities; contributions and/or leadership on campus committees; mentoring other faculty and/or students).

The application, instructions for completing the application, and guidelines for the third-year review process may be downloaded from the .

E. Appealing a Third-Year Review Outcome: A faculty member may appeal the outcome or ratings in a third-year review by following the procedures described in Section VII below.

III.������������������������ Procedure for Promotion & Tenure

A. Timeline: Each spring, the Office of the Provost will distribute the timeline for the upcoming P&T cycle. It is the responsibility of the faculty member to provide the Office of the Provost with all necessary materials by the due dates listed below.

• 1st Monday in May of calendar year in which faculty member intends to apply (typically May of the faculty member’s 5th academic year): Candidate submits statement of intent to apply to Dean
• 2nd Monday in May: Dean submits list of all Tenure and promotion candidates to the Office of the Provost
• 2nd Friday in August before faculty member begins 6th academic year: Candidate submits electronic promotion and Tenure portfolio to Office of the Provost
• 1st Monday in August on which 9-month academic faculty are on contract: Dean forms Unit P&T Committee and forwards names of representatives for NS P&T Committee to Office of the Provost
• 1st Monday after Unit P&T Committee membership is confirmed: Office of the Provost provides Unit P&T Committee and Dean with access to materials
• Fall semester, dates TBA:
  • Office of the Provost finalizes membership in NS P&T Committee;
  • Unit P&T Committee completes review and submits recommendation to Dean;
  • Dean/Library Director completes review and submits recommendation letter to Provost;
  • Office of the Provost provides NS P&T Committee with access to all materials;
  • NS P&T Committee reviews files and submits recommendation to Provost
• Spring semesters, dates TBA:
  • Provost reviews all materials and recommendation letters and submits recommendation to President along with access to materials;
  • President reviews file and recommendation letters and notifies applicant in writing of decision;
  • President forwards all positive Tenure recommendations to Board of Regents
• March:
  • Board of Regents votes on Tenure appointments;
  • President notifies candidates for Tenure of final decision
• July 1st after approval: Promotion, Tenure, and/or salary raise go into effect

B. Eligibility: Full- and part-time academic faculty in Assistant Professor (Rank II), Associate Professor (Rank III), and Professor (Rank IV) positions at 91��ɫ are eligible for Tenure. Administrators may be eligible, but only in the capacity of academic faculty; they are not Tenured into their administrative position. Academic faculty serving as Lecturers (Rank I) are not eligible to hold Tenure (NSHE Code Chapter 7, Sections 7.2.1, 7.2.2, 7.2.3) but are eligible for promotion as set out in Section VI of this policy.

C. Tenure Decision Authority: The Board of Regents has final authority in making an appointment with Tenure and such appointment will not be granted without an affirmative majority vote of the Board of Regents at a meeting of the Board, a quorum being present (NSHE Code Chapter 7, Section 7.4.1).

D. Early Applications for Tenure and Promotion to Rank III: While faculty are typically required to complete the full Probationary Period before applying for promotion and Tenure, exceptions may be made. Upon the request of the academic faculty member and the approval of the President, academic faculty may apply for Tenure before the end of the Probationary Period; that is, the candidate may apply for Tenure earlier than established in the standard Tenure timeline (NSHE Code Chapter 7, Section 7.3.2). It is strongly recommended that faculty complete the third-year review process before requesting early consideration for Tenure. The President must approve requests to apply for early promotion and Tenure.

1. 1. Faculty requesting early application must submit a letter via email to the Dean, and copy the Provost and President, by April 1st of the calendar year in which they wish to apply (e.g., a candidate wishing to apply in August 2025 must request approval by April 1, 2025). The request should be no longer than one page and should state the original Tenure and promotion application year and address how the candidate has made exceptional contributions that justify early consideration;
   2. The Dean will review the letter and submit a brief recommendation to the Provost and President, via email, in support of or against allowing the faculty member to apply early;
   3. Requests for early consideration for promotion and Tenure will receive an approval or denial from the President by the first Monday in May. Approval of such a request should in no way be construed to imply that the faculty member will, in fact, be granted Tenure. Denials of such requests are not subject to appeal;
   4. If the President approves a request for early Tenure review, the applicant will be evaluated without promise or prejudice and will follow the process and timeline described in III.A, III.H, and III.I, with the following adjustments;

i. The candidate’s request letter and the President’s approval letter must both be included in the candidate’s portfolio;

ii. The candidate’s application materials should address and provide evidence of the exceptional accomplishments that justify early consideration;

5. If the President denies a request for early Tenure review, the applicant will apply at the end of the Probationary Period, following the standard process and timeline described in III.A, III.H, and III.I;

6. The decision on an early Tenure and promotion application is final. Faculty members who apply early for promotion and Tenure and are denied will not have an opportunity to reapply for promotion and Tenure; the academic year following the denial is the applicant’s terminal year at 91��ɫ.

E. Early Application for Promotion to Rank IV (Professor): An Associate Professor is normally expected to be in rank for five (5) years prior to applying for promotion to the rank of professor. Earlier applications may be allowed with the approval of the President.

1. 1. Faculty requesting early promotion must submit a letter via email to the Dean, and copy the Provost and President, by April 1st of the calendar year in which they wish to apply (e.g., a candidate wishing to apply in August 2025 must request approval by April 1, 2025). The letter should be no longer than one page and should clearly state the number of years the faculty member has been in Rank III (Associate Professor) and discuss how the candidate has made exceptional and sustained contributions in the areas of Teaching, Librarianship, and/or Other Professional Duties; Scholarship; and Service that justify early consideration for promotion;
   2. The Dean will review the letter and submit a brief recommendation to the Provost and President, via email, in support of or against allowing the faculty member to apply early;
   3. Requests for early consideration for promotion will receive an approval or denial from the President. Approval of such a request should in no way be construed to imply that the faculty member will, in fact, be promoted. Denials of such requests are not subject to appeal;
   4. If the President approves a request for early promotion review, the applicant will be evaluated without promise or prejudice and will follow the process and timeline described in III.A, III.H, and III.I, with the following adjustments:

i. The candidate’s request letter and the President’s approval letter must both be included in the candidate’s portfolio;

ii. The candidate’s application materials should address and provide evidence of the exceptional accomplishments that justify early consideration.

F. Teaching Required for Tenure Eligibility: To be eligible for Tenure, academic faculty (with the exception of those housed in the Library) must teach a minimum of fifty percent (50%) of the Teaching load expected for their position during the full Probationary Period. These credits may be taught in any combination of academic terms, including winter and summer sessions, during the Probationary Period.

1. 1. The standard Teaching load for A-contract (12-month) faculty during the five-year Probationary Period is 150 credits (e.g., 30 credits/year x 5 years). Therefore, A-contract faculty must teach a minimum of 75 total credits during the Probationary Period to apply for Tenure;
   2. The standard Teaching load for B-contract (9-month) faculty during the five-year Probationary Period is 120 total credits (24 credits/year x 5 years). Therefore, B-contract faculty must teach a minimum of 60 credits to apply for Tenure;
   3. Academic faculty with other Teaching loads specified in their contract must teach a minimum of 50% of the specified total credits expected for their Probationary Period.
   4. Because faculty are not Tenured in their positions as Administrative faculty, Administrative faculty with Academic Rank are not exempt from the minimum Teaching requirement specified in their academic faculty contract (see III.G).

G. Administrators with Academic Rank: Administrators with Academic Rank will prepare their application in the same format required of all academic faculty, using Other Professional Duties in lieu of, or in addition to, Teaching, as appropriate for their position and contract. Candidates who transition between an academic position and an administrative position with Academic Rank (or vice versa) will explain the timeline of the transition and the periods during which their administrative position required Other Professional Duties. Evaluators will review the materials within the context of the applicant’s position(s) and, within that context, will treat Other Professional Duties as equivalent to Teaching.

H. Tenure and Promotion Process

1. Application and Submission Process

i. Applicants for promotion and Tenure submit a statement of intent to apply to the appropriate Dean by the first Monday in May;

ii. The Dean formally acknowledges, in writing, the faculty member’s intent to apply;

iii. The Dean submits a list of all Tenure and promotion applicants to the Office of the Provost by the second Monday in May;

iv. Office of the Provost creates individual electronic folders for each applicant;

v. Applicants submit electronic P&T portfolios via the approved method to the Office of the Provost by the second Friday in August;

vi. On the first Monday on which 9-month faculty are on contract, the Dean forms the Unit Promotion & Tenure Committee;

a. Each unit will develop a procedure for determining the composition of the Unit Promotion & Tenure Committee;

b. The Unit P&T Committee elects a Committee Chair.

vii. The Office of the Provost changes applicants’ access to “view only” status to prevent additional changes and grants access to the submitted materials to the Unit Promotion & Tenure Committee and to the Dean for review;

2. Unit-Level Evaluation

i. Unit-level committees are comprised of three (3) Tenured faculty members drawn from the unit’s ranks. In the School of Liberal Arts, Sciences, & Business, each academic department is treated as a unit for the purposes of promotion and Tenure evaluations;

a. For applications for promotion to the rank of Professor, faculty at the rank of Professor are preferred, but Tenured faculty at the rank of Associate Professor may serve with approval of the Dean;

ii. A single Unit Promotion & Tenure Committee may evaluate all applicants, or multiple Committees may be formed to review a subset of applicants. If a unit does not have sufficient eligible faculty members to form the necessary Committee(s), the Dean,in collaboration with the faculty member, will determine whether to: a) identify eligible academic faculty from other units on campus or, if needed, from other NSHE institutions, and/or b) request a waiver from the Provost to establish a committee of only two (2) tenured faculty from the candidate’s Unit. At least one Committee member must have knowledge of the candidate’s discipline or position. Individual units may elaborate the process for selecting and organizing unit-level committees, including whether the committee elects a chair;

iii. The Unit Promotion & Tenure Committee members review the materials and meet to discuss the candidate’s portfolio. The Unit P&T committee is encouraged to notify the candidate if there are any missing documents or gaps in narrative that should be addressed before forwarding the portfolio to the next level of evaluation.

a. The Unit Promotion & Tenure Committee conducts an anonymous vote on each application and completes a letter of recommendation addressing the areas of Teaching, Librarianship, and/or Other Professional Duties; Scholarship; and Service and stating the Committee’s recommendation regarding promotion and/or Tenure for the applicant. The results of the vote, without attribution, must be included in the letter;

b. The Unit P&T Committee Chair submits the recommendation letter to the Dean;

c. All members of the Unit P&T Committee will notify the Office of the Provost that they have securely destroyed or permanently deleted all physical or digital copies they may have made of any P&T materials;

3. Dean-Level Evaluation

i. The Dean reviews the applicant’s P&T portfolio and the Unit P&T Committee recommendation letter, evaluates the candidate in the areas of Teaching, Librarianship, and/or Other Professional Duties; Scholarship; and Service, and submits a recommendation letter and a copy of the Unit P&T Committee’s letter, to the Office of the Provost;

ii. The Office of the Provost adds both recommendation letters to the candidate’s electronic folder and they become part of the Tenure portfolio;

4. College-Level Evaluation

i. The NS Promotion & Tenure Committee is formed during the fall semester according to a timeline provided by the Office of the Provost. The Committee consists of Tenured faculty from academic units eligible to participate, not to exceed two (2) members per academic School and one (1) member from the Library, as directed by the Office of the Provost;

a. Each unit organizes a vote to select Committee representatives and forwards the name(s) of their representative(s) to the Office of the Provost;

ii. Members of the NS P&T Committee elect a Committee Chair via a majority vote;

iii. The Office of the Provost provides the NS P&T Committee with access to all materials;

iv. The NS P&T Committee reviews each portfolio and the recommendation letters, evaluates the candidate in the areas of Teaching and/or Other Professional Duties, Service, and Scholarship, and meets to discuss each candidate;

v. The NS P&T Committee conducts an anonymous vote on whether to approve each application and completes a letter of recommendation addressing the areas of Teaching, Librarianship, and/or Other Professional Duties; Scholarship; and Service and stating the Committee’s recommendation regarding promotion and/or Tenure for the applicant. Committee members who have a conflict of interest (actual or perceived) regarding any candidate must notify the committee Chair and abstain from voting on the candidate’s application. The Chair of the NS P&T Committee will report the results of the vote, without attribution, in the letter. Any minority or dissenting opinions or abstentions will also be included, without attribution. The Chair of the NS P&T Committee submits a letter of recommendation for each candidate to the Office of the Provost;

a. All members of the NS P&T Committee will verify to the Office of the Provost that they have securely destroyed or permanently deleted all physical or digital copies they may have made of any P&T materials;

5. Provost and President Evaluations

i. The Provost reviews the applicant’s P&T portfolio and all recommendation letters, and completes a written recommendation regarding whether to approve promotion and/or Tenure. The Provost submits this recommendation letter, along with access to the complete file, to the President;

ii. The President reviews all appropriate materials, determines whether to grant promotion and/or Tenure (pending Board of Regents approval), and notifies the faculty member in writing;

a. The Office of the President forwards copies of the Provost’s and President’s letters to the NS P&T Committee members;

iii. Requests to grant Tenure to a faculty member must be presented by the President to the Board of Regents at a scheduled Board of Regents meeting (NSHE Code Sections 5.2.2, 7.4.1, and 7.4.2). The Board of Regents makes the final decision on all Tenure applications via majority vote.

I. Documentation for Promotion and Tenure: It is the responsibility of the faculty member to provide evidence of the extent and quality of performance in each area of evaluation. Documentation that does not cover the promotion and Tenure review period should not be included in the portfolio. Faculty who received years of credit toward Tenure may submit materials and evidence from previous employment specifically for the years granted (e.g., a faculty member granted two years toward promotion and Tenure may include evidence from other employers related to performance during the two years granted toward Tenure). The application must be completed and submitted electronically via a folder created and managed by the Office of the Provost. Faculty members must establish bookmarks or a table of contents for their portfolios. Faculty members will have view-only access to the contents of their portfolios after the submission deadline and must not use external links to personal accounts (e.g., Google Drive) that may be altered after submission as part of their materials. New or revised materials may be accepted after the submission deadline at the discretion of the Office of the Provost; in addition, evaluators at any stage may request additional materials.��The types of documentation listed below shall be the only documentation considered in this process:

1. 1. Application for Third-Year Review and Recommendation for Promotion and/or Tenure
   2. Up-to-date Curriculum Vitae (CV);
   3. Copies of all annual reviews;
   4. Third-year review letters from Dean/Library Director and Provost;
   5. Supporting documentation for Teaching, Librarianship, and/or Other Professional Duties:

i. Faculty with Teaching responsibility should include supporting documentation of Teaching effectiveness (may include, but not limited to, syllabi, course materials, course evaluations, summary and discussion of student evaluation results, student artifacts/submissions, peer evaluations, evidence of effective Teaching practices, letters of support);

ii. Faculty with Librarianship and/or Other Professional Duties should include annual evaluations of those duties from the candidate’s supervisor (e.g., Administrative Faculty Performance Evaluations or academic annual reviews that address Librarianship and/or Other Professional Duties) to demonstrate excellence in performing responsibilities in the position description, including evidence of effectiveness and efficiency. Other supporting documentation may include, but is not limited to, program materials, peer or other evaluations, and letters of support;

1. 6. Supporting documentation for Scholarship (may include, but is not limited to, copies of publications or creative works, evidence of conference presentations, grant awards, evidence of professional development);
   7. Supporting documentation for Service (may include, but is not limited to, involvement in campus, community, and professional activities; contributions and/or leadership on campus committees; mentoring other faculty and/or students);
   8. Evaluations and recommendations completed by committees and administrators at each stage of the review process.

The application, instructions for completing the application, and guidelines for the promotion and Tenure process may be downloaded from the Provost’s Office website.

IV.���������������������� Criteria for Receiving Tenure and Promotion to Rank of Associate Professor

The only areas evaluated for promotion and Tenure decisions shall be Teaching, Librarianship, and/or Other Professional Duties; Scholarship; and Service. To receive Tenure and promotion, the NS P&T Committee must assign a candidate’s portfolio a rating of “excellent” in the area of Teaching, Librarianship, and/or Other Professional Duties and a minimum rating of “satisfactory” in the areas of Scholarship and Service. These ratings are based on the NS P&T Committee’s review and are distinct from ratings in annual reviews.

A. Teaching, Librarianship, and/or Other Professional Duties: Instructional faculty must have a pattern of growth and excellence as a teacher. This includes, but is not limited to, demonstrated Teaching effectiveness and use of evidence-based practices for instructional design and delivery; the ability to communicate effectively with students and create an inclusive learning environment for a diverse study body; and demonstrated skill in class management and performance of other duties related to Teaching and mentoring students. Faculty with Librarianship and/or Other Professional Duties must have a record of excellence in performing assigned duties in the position description, including demonstrated effectiveness, efficiency, and professional growth and improvement over the course of the Probationary Period.

B. Scholarship: To receive Tenure, the candidate must have a record of Scholarship including accomplishments in the Scholarship of Discovery and Creation leading to Peer-Reviewed (or equivalent externally-reviewed) contributions in the Scholarship of Dissemination that are appropriate to the candidate’s field, position, and requirements or expectations of program-specific accrediting bodies. It is the candidate’s responsibility to present evidence that the body of Scholarship completed during the Probationary Period is sufficient to merit granting of Tenure and promotion to the rank of Associate Professor.

C. Service: The applicant must have a record of meaningful, active Service to the faculty member’s program, unit, or the broader institution.

V.������������������������ Criteria for Promotion to Rank of Professor

In the evaluation of a candidate’s qualifications for promotion to the rank of Professor, accomplishments occurring during the period since the last promotion may be considered. The applicant must demonstrate evidence of continued effective performance in Teaching, Librarianship, and/or Other Professional Duties; Scholarship; and Service that exceeds criteria outlined for granting Tenure and promotion to the rank of Associate Professor. To be eligible for promotion to the rank of Professor, the NS P&T Committee must assign a candidate’s portfolio a rating of “excellent” in the area of Teaching, Librarianship, and/or Other Professional Duties as well as a “commendable” in either Scholarship or Service; the candidate may not have a rating of “unsatisfactory” in any area. Faculty members should refer to criteria in this document and in the Tenure guidelines for their unit.

The rank of Professor is awarded to those who demonstrate the following:

• Cumulative and ongoing professional achievements;
• Significant contributions to advancing the mission of 91��ɫ;
• Continued innovation and dedication in Teaching, Librarianship, and/or Other Professional Duties;
• Leadership and sustained contributions in Service that benefit the 91��ɫ community in significant ways;
• Professional growth and improvement over time;
• Scholarly contributions.

A. Teaching, Librarianship, and/or Other Professional Duties: The applicant must provide evidence of consistent, sustained activities and contributions that benefit the 91��ɫ community. Candidates should demonstrate continued innovation, professional growth, and improvement that builds on evidence-based practices and the candidate’s own evolving methods or practices. It is expected that the candidate will share successful efforts with other faculty and their professional community through leadership in campus initiatives related to their position and fulfillment of 91��ɫ’s mission.

B. Scholarship: Candidates for promotion must show appropriate scholarly contributions in the post-Tenure period, including accomplishments in the Scholarship of Discovery and Creation leading to peer-reviewed (or equivalent externally-reviewed) contributions in the Scholarship of Dissemination that are appropriate to the candidate’s field, position, and requirements or expectations of program-specific accrediting bodies. It is the candidate’s responsibility to present evidence that the body of Scholarship completed while in the rank of Associate Professor is sufficient to merit promotion to the rank of Professor.

C. Service: Applicants must show evidence of consistent, sustained, and meaningful Service, including serving in capacities that benefit 91��ɫ, the profession, the community, and NSHE. Service to NS will be given greatest emphasis in the evaluation process, and should include leadership roles.

VI.���������������������� Procedure for Promotion of Non-Tenure-Track Lecturers

A. Timeline:

1. First Monday in April in the calendar year in which the faculty member wishes to apply for promotion: Faculty member meets with direct supervisor to discuss interest in applying for promotion and to request memo;
2. First Monday in May: Direct supervisor submits memo regarding support for allowing faculty member to apply for promotion;
3. If the request to apply is approved, the review process proceeds according to the timeline in III.A;
4. Spring semester after application: Provost reviews all materials and recommendations, makes a final determination, and notifies applicant in writing.

B. Conditions of Promotion: Application for promotion is voluntary; Lecturers and Senior Lecturers are not required to apply for promotion to a higher level.

C. Eligibility for Promotion: Full-time academic faculty in Lecturer and Senior Lecturer (Rank I, Levels I and II) positions who satisfy the required years of employment are eligible to apply for promotion.

1. Lecturers must complete five (5) full academic years of employment at 91��ɫ, or a combination of four (4) years of employment at 91��ɫ with a year of credit awarded for full-time employment at another accredited institution as determined and approved by their supervisory Dean, to be eligible for promotion to Senior Lecturer. Faculty applying for promotion to Senior Lecturer will submit their materials in August after the fifth (5^th) year of employment;
2. Faculty at the level of Senior Lecturer must complete nine (9) full years of employment at 91��ɫ (with a minimum of three [3] full academic years at the level of Senior Lecturer) or a combination of eight (8) years of employment at 91��ɫ (with a minimum of three [3] full academic years at the level of Senior Lecturer) in addition to a year of credit awarded for full-time employment at another accredited institution or as a full-time faculty member on a temporary contract at 91��ɫ, as determined and approved by their supervisory Dean, to apply for promotion to Distinguished Lecturer. Temporary or emergency Lecturer contracts may be used to satisfy one (1) full academic year of this requirement;
3. Authorized periods of leave, paid or unpaid, may be excluded from the required number of years of employment upon written request of the faculty member and approval of the Provost. Such requests should be submitted in writing, via email, to the Provost, and should include a justification for the request.

D. Process: The promotion process includes these steps:

1. Eligible faculty members contact their direct supervisor (e.g., Dean or Department Chair), discuss their interest in applying, and request a memo indicating that the direct supervisor supports giving the faculty member the opportunity to apply for promotion in the upcoming review cycle;
2. If the direct supervisor is a Department chair, the supervisor submits a memo to the Dean indicating whether, on behalf of the faculty member’s academic unit, the supervisor supports providing the faculty member with the opportunity to apply for promotion, along with a rationale; if the Dean is the direct supervisor and supports allowing the faculty member to apply, the memo is written by the Dean. This memo is an expression of support for allowing the faculty member to apply and should in no way be construed to imply that a promotion will in fact be granted;
3. If the request to apply is approved, the Dean notifies the faculty member via email. If the request is not approved, the Dean notifies the faculty member in writing via email and provides a rationale;
4. The review process proceeds according to steps 1(iii)-4(vi) in III.H above;
5. The Provost reviews the applicant’s file and determines whether to approve a promotion for the faculty member;
6. The faculty member is notified by the Provost, in writing, of the final outcome and the Office of the Provost forwards a copy of the letter to the NS P&T Committee members.

E. Documentation for Promotion: See III.I.

F. Criteria for Promotion to Level of Senior Lecturer: As outlined in this document and in the NS Standards of Academe for the candidate’s school, criteria for promotion decisions shall be based upon Teaching, Scholarship, and Service. For a candidate to receive a promotion, the NS P&T Committee must assign a candidate’s portfolio a rating of “excellent” in Teaching and/or Other Professional Duties and a minimum rating of “satisfactory” in both Service and Scholarship.

1. Teaching and/or Other Professional Duties: See IV.A;
2. Scholarship: The applicant must have a record of continuing activities in the Scholarship of Growth and Development. Accomplishments in the Scholarship of Discovery and Creation and the Scholarship of Dissemination may also be included for review, but are not required. It is the candidate’s responsibility to present evidence that the body of Scholarship is sufficient to merit promotion;
3. Service: See IV.C.

G. Criteria for Promotion to the Level of Distinguished Lecturer: In the evaluation of a candidate’s qualifications for promotion to the rank of Distinguished Lecturer, any accomplishments relevant to the criteria for promotion occurring during the period since promotion to Senior Lecturer may be considered. The applicant must demonstrate evidence of continued effective performance in Teaching, Scholarship, and Service that includes and exceeds criteria outlined for promotion to the rank of Senior Lecturer. These criteria require that the NS P&T Committee assign the applicant’s portfolio an overall rating of “excellent” in the area of Teaching and/or Other Professional Duties as well as a rating of “commendable” in either Service or Scholarship. An overall rating from the NS P&T Committee of “unsatisfactory” in any area disqualifies a candidate from promotion.

1. Teaching and/or Other Professional Duties: See V.A;
2. Scholarship: The applicant must have a record of continuing activities in the Scholarship of Growth and Development. Accomplishments in the Scholarship of Discovery and Creation and the Scholarship of Dissemination may also be included for review, but are not required. It is the candidate’s responsibility to present evidence that the body of Scholarship is sufficient to merit promotion;
3. Service: See V.C.

H. Employment Contracts: Faculty in Senior Lecturer and Distinguished Lecturer positions shall be issued three (3) year renewable contracts, as allowed under NSHE Code Chapter 5, Section 5.4.2(c).

VII.�������������������� Denial of Tenure or Promotion

An academic faculty member who has been denied appointment with Tenure and/or promotion after being considered for such appointment or promotion shall be entitled to reasons for, and the reconsideration of, such denial as provided in Sections 5.2.3, 5.2.4, and 7.4.5 of the NSHE Code.

A. Request for Reasons: Within fifteen (15) calendar days after notification that appointment with Tenure and/or promotion has been denied, Tenure-track and Tenured faculty member may submit a written request to the President for a statement of the reasons for the denial; non-Tenure-track faculty may submit a written request to the Provost for a statement of reasons for denial. The written response must be received by the faculty member within fifteen (15) calendar days after the President/Provost (or designee) receives the written request for reasons.

B. Request for Reconsideration after Denial of Tenure and/or Promotion: Within fifteen (15) calendar days of receipt of the reasons for denial of Tenure or promotion, a faculty member may request reconsideration. The request must be submitted in writing to the Provost and must include the reasons, arguments, and documentation supporting the request for reconsideration (NSHE Code, Chapter 5 Section 5.2.4). Within fourteen (14) calendar days the Provost will submit a recommendation to the President. Within fourteen (14) calendar days of receiving the recommendation, the President will determine whether to overturn the original decision and will notify the faculty member in writing. If the President’s decision includes a recommendation to grant Tenure, the final decision on approval must be made by the Board of Regents.

C. Continued Employment after Denial of Tenure (Terminal Year): Following denial of appointment with Tenure, a faculty member may choose to complete a terminal year as an Assistant Professor. This period of employment is limited to one (1) academic year. During this period, the faculty member will remain in the same position, with the same benefits and salary, as when the Tenure decision was made.

VIII.���������������� Promotion Raises

A. Promotion from Lecturer to Senior Lecturer (Rank I, Level II): A faculty member promoted to the level of Senior Lecturer shall receive a base pay salary adjustment of $6,000.

B. Promotion from Senior Lecturer to Distinguished Lecturer (Rank I, Level III): A faculty member promoted from the level of Senior Lecturer to the level of Distinguished Lecturer shall receive a base pay salary adjustment of $7,000.

C. Promotion from Assistant Professor (Rank II) to Associate Professor (Rank III): A faculty member who is approved for promotion to the rank of Associate Professor with Tenure shall receive a base salary increase equal to ten percent (10%) of the median base salary for all Associate Professors employed at NS (includes Administrator Return to Teaching Salaries for Administrators with Academic Rank); the Office of Human Resources is responsible for calculating this percentage.

��D. Promotion from Associate Professor (Rank III) to Professor (Rank IV): A faculty member who is approved for a promotion to the rank of Professor shall receive a base salary increase equal to ten percent (10%) of the median base salary of all academic faculty with the rank of Professor employed at NS (using Administrator Return to Teaching Salaries for Administrators with Academic Rank). The Office of Human Resources is responsible for calculating this percentage.

1. Until a minimum of ten (10) academic faculty hold the rank of Professor at NS, the raise for this promotion is set at a minimum of $10,000.

IX.���������������������� Effective Date & Applicability

Provisions for Tenure will apply to all Tenure-track faculty with a contract start date on or after January 1, 2021. Tenure-track faculty with an earlier start date may choose to apply for Tenure under this policy or under the Tenure system in the previous version of the P&T policy (AA 5); faculty must inform the Office of the Provost of their decision by May 1, 2022.

Sections of this policy regarding promotion to the rank of Professor and all promotions for Lecturers will apply to all eligible faculty as of May 10, 2021, regardless of the faculty member’s start date.

This policy will be reviewed and updated as needed.

FORMS/INSTRUCTIONS

• Application for Third-Year Review and Recommendation for Promotion and/or Tenure

RELATED INFORMATION

• Board of Regents
• Board of Regents
• Tenure expectations for each academic unit
• Provost’s Yearly Memorandum on P&T Timeline
• Raoul A. Arreola. (2007). Developing a Comprehensive Faculty Evaluation System: A Guide to Designing, Building, and Operating Large-Scale Faculty Evaluation Systems, 3rd Edition. San Francisco: Anker Publishing (now Jossey-Bass).

HISTORY

• Replaces (last revised June 2018) and AA 5A: Interim Lecturer Promotion Policy (adopted spring 2020).
• Presented as information item at December 2020, February 2021, March 2021, and April 2021 Faculty Senate meetings. Approved at May 2022 meeting.
• Updated February 2023 to remove “Library Director” from language.

APPROVALS

Approved by Dr. Laura Naumann, Faculty Senate Chair, May 4, 2021.
Approved by Dr. Vickie Shields, Provost, May 5, 2021.
Approved by President Bart Patterson, May 10, 2021.

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7.1: Purpose��

This policy addresses expectations and instructor compensation for independent study, independent research or creative works project, and senior/honors thesis courses. It does not apply to field experience, student teaching, or internship courses.

7.2 Course Approval

Instructor and supervisor (chair or dean) approval is required for a student to enroll in a course covered by this policy. Senior or honors thesis courses may have prerequisites that must be completed before enrollment is approved.

Independent study courses should be offered as exceptions rather than regular practice, with programs aiming to structure the curriculum and course offerings to ensure that class sections meet minimum enrollment targets. Requests for single enrollment sections of independent study courses, variable credit courses, and senior (honors) thesis courses as curriculum substitutions for courses that are required to complete a degree program but fail to meet minimum enrollment targets are strongly discouraged and should be minimized as much as possible. However, they may be granted in exceptional circumstances, particularly to help students graduate in a timely fashion, with special permission from the faculty member, chair (where applicable), and dean.

7.3 Pay Rates

Pay for instructor-supervised courses is calculated using a modifier of 0.2 applied to the normal pay rate per credit per student enrolled:

Pay per student = 0.2 x (# of credits) x (# of students) x (overload pay rate)

If pay for overload courses changes, the pay for supervised independent study courses will change accordingly.

A supervised independent study course may count toward a faculty member’s instructional workload, with dean approval, if it meets a sufficient threshold of enrolled students and/or total units in each term.

7.4 Related Information

1. Instructor and student meet to discuss the work or project and to outline deliverables.

2. Instructor completes e-form for supervised independent study courses.

3. E-form is routed to dean/chair for approval.

4. Administrative assistant completes faculty contract.

5. Pay is distributed on last paycheck of the term.

7.4.1 Revision History

– Approved by Dr. Molly Appel on 7/27/2023; Dr. Tony Scinta on 7/27/2023; and President DeRionne Pollard on 9/13/2023.

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9.1: Purpose��

Extra-contractual compensation (ECC) may be appropriate for NS faculty who render services beyond their normal workload, duties, and/or responsibilities. This policy applies to ECC paid to all NS employees, regardless of the funding source, for any work at an NSHE institution.

In order for NS to provide ECC from federally funded grants and contracts, NS must follow an established, institution-wide for the payment of all ECC from all funding sources. The University must comply with the Federal Cost Accounting Standards, specifically, 2 CFR 200 Uniform Guidance.

Payment of additional compensation is made through a job request in Workday. The reason for the additional compensation must be stated clearly in the comment section.

The Office of Human Resources is the official source of information on the ECC status of faculty.

9.2 Limits

Subject to limitations of this policy and the Academic Faculty Workload Policy, A-contract faculty may earn a maximum of 25% of their IBS or the ECC minimum, whichever is higher, as additional compensation, regardless of funding source, during each ECC cycle.

B-contract faculty may earn a maximum of 67% of their IBS or the ECC minimum, whichever is higher, regardless of funding source, during each ECC cycle.

In special situations, faculty may request approval for an exception to the ECC limits from their appropriate executive-level approver (Provost, vice president). Requests must be received and approved before the activity begins. The Office of Human Resources will inform the Division of Academic Affairs of ECC-related contracts that violate the limits in this section if it is not accompanied by advance approval.

9.3 Forms of ECC

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

9.3.1 Teaching

1. A- or B-contract academic faculty may teach additional courses during the contract year. These requirements apply:

a. Maximum overload for full-time A-contract faculty is one course per semester or winter/summer session. Those in primarily administrative positions (such as deans, vice provosts) are compensated at the part-time instructor rate;

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

c. The maximum overload for academic faculty cannot exceed four courses in a fiscal year, based on the course end date;

d. One course may carry up to five credits. Several courses (such as independent studies) may be considered one class, but only up to a total of three credits;

e. Approval of ECC for academic faculty for added teaching responsibilities is granted by the dean. Exceptions to the semester/annual credit limits must be requested through the dean and approved by the Provost.

2. Administrative faculty who want to teach at the request of an instructional unit may do so with approval of their direct supervisor. They may request additional compensation if the instructional activity is in addition to their regular work duties and performed outside of normal working hours. Where additional compensation is paid, these requirements apply:

a. The administrative faculty member’s regular job requirements must be maintained and fulfilled;

b. Instructional activities must occur outside of their normal working hours. Any exception must be approved by the executive-level approver;

c. They may teach no more than one course per semester or winter/summer session. The course may carry up to five credits. Several courses (such as independent studies) may be considered one class, but only up to a total of three credits;

d. Administrative faculty must inform their hiring authority of their supervisor’s approval.

9.3.2 Administrative Stipends

A- and B-contract faculty completing additional administrative duties may receive administrative stipends.

9.3.3 Professional Development Participation

1. B-contract academic faculty may participate in and receive additional compensation for professional development institutes held over the summer. They do not require special permission unless their participation will exceed 100% FTE or surpass the allowable annual overload. Exceptions must be requested through the dean and approved by the Provost.

2. A-contract academic faculty may participate in and receive additional compensation for professional development institutes held over the summer. These requirements apply:

a. The faculty member’s regular job requirements must be maintained and fulfilled;

b. The work completed must be beyond their normal workload and assigned duties;

c. They must consult with their dean about how they will maintain their regular work duties in addition to taking part in the professional development opportunity. Participation must be requested through the dean and approved by the Provost.

3.�� Administrative faculty may participate in and receive additional compensation for professional development institutes held over the summer. These requirements apply:

a. Their regular job requirements must be maintained and fulfilled;

b. The work completed must be beyond their normal workload and assigned duties;

c. They must consult with their direct supervisor about how they will maintain their regular work duties in addition to taking part in the professional development opportunity. Participation must be requested through their supervisor and approved by the appropriate executive-level approver.

9.3.4 Sponsored Projects

During the Academic Contract Period

For A- or B-contract academic faculty, sponsored research during the academic year may be undertaken on a released-time basis. The grant will be charged for the portion of their time devoted to the project, per the terms of the grant/contract. The rate of compensation is the same as that paid by NS.

If it is not possible for a faculty member to be released from regular NS duties to undertake sponsored research projects, ECC may be permitted, if approved by the dean. ECC duties will be undertaken only when they will not interfere with regular duties.

Academic faculty should work with their department chair and/or dean to determine if release time or ECC is appropriate. If ECC is approved, the dean must inform the Provost and Office of Grant Award Services (OGAS) of the additional allowable effort. ECC must be requested through by the dean and approved by the Provost.

During Off-Contract Periods

B-contract faculty may participate in and receive additional compensation for sponsored project activities over the summer. Research compensation during the summer months (or other periods not included in the base salary) is calculated for each faculty member at a rate not above the IBS divided by the period of the IBS. The maximum 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, these requirements apply:

1. If a faculty member is working on several projects (such as teaching and a sponsored project) during an off-contract period, care must be taken to ensure that accurate effort reporting is certified.

2. ECC must be requested by the dean and approved by the Provost.

Administrative faculty may receive a buyout of all or a portion of their time. Buyouts must be approved by their direct supervisor and the appropriate executive.

9.3 Related Information

Route for approval:

1. Academic faculty requests: department chair → dean → Provost

2. Administrative faculty requests: supervisor → executive-level approver

9.3.1 Revision History

– Approved by Dr. Vickie Shields on 5/02/2022 and President DeRionne Pollard on 7/01/2022.

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10.1: Policy Statement

Merit pay is awarded to recognize and retain high-performing faculty who make significant contributions to the mission and goals of NS. It is earned based on their contributions, accomplishments, and ongoing high levels of performance, and must be earned each year.

A fundamental premise of an equitable merit system is that it is built upon a sound and valid performance management system that is perceived as being fair, equitable, measurable, and objective.

Merit pay is administered by the Division of Academic Affairs based on recommendations by department chairs (as applicable) and deans. The President makes final decisions regarding awards and the amount given to each eligible faculty member, based on the recommendation of the Provost.

10.2 Establishing a Merit Pool

NS will establish a merit pay pool of at least 1% of all eligible academic faculty salaries for the purpose of awarding merit pay based on performance in the prior evaluation year.

10.2.1 Eligible Faculty Groups

Faculty must have a start date of no later than September 30 of the fiscal year to be eligible to receive merit pay. Part-time instructors and faculty on temporary/emergency contracts are not eligible. In addition, faculty who are not continuing their employment at NS for the next fiscal year cannot receive merit pay.

10.3 Salary Adjustment Procedures

Merit pay is added to the IBS when calculating the salary for the new fiscal year. Any cost-of-living adjustment (COLA) is calculated after the merit increase.

10.4 Criteria for Earning Merit Pay

Annual reviews are the basis for merit pay increases. Annual reviews should provide enough information to allow for full and fair evaluation of faculty.

Merit pay recognizes, rewards, and reinforces exemplary performance in teaching, librarianship, and/or other professional duties (OPD), which can enhance retention. Merit pay is awarded to faculty who receive a rating of “commendable” or “excellent” in teaching, librarianship, or OPD. Faculty must also receive a rating of “satisfactory” or higher in scholarship (for tenure-track and tenured faculty) and service. Faculty cannot earn merit pay if they receive a rating below “commendable” in teaching, librarianship, or OPD or a rating of “unsatisfactory” in any category.

Annual reviews are considered confidential and not a matter of public record. Once awarded, the amount of the merit increase is a matter of public record.

10.5 Award Process

Merit increases are awarded once per year. Increases go into effect on July 1 and first appear on August paychecks. The available merit pool, the number of shares, and the value per share will be provided to campus by July 1.

Teaching, librarianship, and/or OPD is the key category for awarding merit pay, and its contribution to merit determinations has greater weight than other areas. Chairs and/or deans submit annual evaluations to the Provost. If an academic faculty member does not submit self-assessment materials for evaluation, the faculty member is ineligible for merit pay for that year. If a supervisor fails to complete an annual review, the faculty member may submit their self-assessment to the chair or dean’s direct supervisor for evaluation; that evaluation will determine whether they earned merit pay.

The Vice President of Finance and Business Operations and/or AVP of Human Resources is responsible for calculating the amount awarded per share. This amount is calculated by adding up the total number of shares, then dividing the academic faculty merit pool by the number of shares.

The calculation includes self-supporting and state-supported positions. Grant, contract, and other self-supporting funding sources should be used to pay merit pay and associated fringe costs for their faculty. If self-supporting funding cannot cover merit pay, the increase will not be awarded to those positions.

10.5.1 Determining the Academic Faculty Merit Pool

The merit pool is calculated based on the IBS (prorated for FTE) of eligible positions. The Office of Human Resources will generate a report from Workday as of September 30 and will work with the Finance and Budgets Office to determine the merit pool by October 31 of each year. Fringe costs are not included in merit pool calculations.

10.5.2 Distributing Merit Shares

In support of NS’s focus on excellence in teaching, librarianship, and/or OPD, academic faculty with a rating of “excellent” in this category receive double shares (4 total) for this category. Service is counted twice for non-tenure-track faculty. The sum for each faculty member makes up their total evaluation shares. A rating of “satisfactory” in scholarship and/or service earns 0 shares.

Excellent: 2 shares (teaching, librarianship, OPD = 4 Shares)

Commendable: 1 share

Satisfactory (service/scholarship): 0 shares

10.5.3 Merit Calculations for Faculty on Sabbatical

Merit pay for faculty on sabbatical is based on the previous year’s annual review and calculated using their IBS (prorated for FTE).

10.5.4 Sample Calculations

Example of Merit Pool Calculation

If 50 academic faculty made $70,000, the total IBS pool = $3,500,000. The academic faculty merit pool would be $3,500,000 x 1% = $35,000.

Example of Merit Share Distribution

Each faculty member is assigned shares for teaching, librarianship, and/or OPD, scholarship (for tenure-track and tenured faculty), and service. For non-tenure-track faculty, service is counted twice and scholarship is not included.

The value of a share is calculated by dividing the merit pool by the sum of total evaluation shares.

Share Value = merit pool / total evaluation shares for all academic faculty

In a hypothetical year, if the annual review ratings are as follows:

20 faculty with excellent (8) = 160 shares

30 faculty with commendable (4) = 120 shares

Total evaluation shares = 280

Then merit pay would be calculated as: $35,000 merit pool / 560 Shares = $125 per Share

Example of Earned Merit Pay

10.6 Notice of Merit Award

Pay adjustments are visible in Workday.

The date of notification of merit awards for purposes of review and grievance will be the latter of (a) the first day of the fall semester or (b) the day the merit list is released to campus. The merit list is a public record subject to disclosure.

10.7 Suspension of Merit Pay and NSHE Reporting

The provisions of this policy may be suspended for NS or NSHE as a whole. Requests for suspension must be presented to the Board of Regents with justification and require approval of the BOR. NS reports annually to the BOR regarding how policies covering merit pay have been met (NSHE Handbook Title 4, Chapter 3, Section 50).

10.8 Review of Increases

Academic faculty members who disagree with their merit award may seek review following the grievance process in the NS Bylaws.

10.9 Related Information

– , Section 5.12 and 5.16

– , Section 50

– , Chapter 3, Section 3 Faculty Ranks; Chapter 6, Section 8 Evaluations; Chapter 6, Section 10 Merit Determinations; Chapter 6, Section 3-4 Grievance Procedures for Faculty

10.9.1 Revision History

– Revisions approved by Dr. Sam Jewell on 1/13/2022; Dr. Tony Scinta on 7/11/2023; and President DeRionne Pollard on 8/14/2023.

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12.1: Pay Rates

Summer term, winter term, and overload pay rates for instructional faculty are the same and are published in the Summer Term Salary Schedules in the NSHE P&G Manual.

Tenure-track faculty in administrative positions will be paid the academic faculty summer, winter, and overload pay rate for their rank if (1) teaching is a required part of their workload and (2) they are evaluated as academic faculty.

12.2 Reviewing Pay Rates

These pay rate will be reviewed at least every three years by a Provost-appointed task force. The task force will include cost-of-living adjustments in their considerations.

12.3 Related Information

– Rates reviewed in 2022-23 academic year

–

12.3.1 Revision History

– Approved by Dr. Molly Appel on 11/14/2023; Dr. Sarah Frey on 4/19/2024; and Dr. DeRionne Pollard on 5/29/2024.

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