Common use of FACULTY WORKLOAD AND RESPONSIBILITIES‌ Clause in Contracts

FACULTY WORKLOAD AND RESPONSIBILITIES‌. 1. Department Chairpersons shall be responsible for the scheduling and assignment of all faculty under their direction, subject to the approval of the ▇▇▇▇. In units where there are no Chairpersons, the ▇▇▇▇ or designee will be responsible for the scheduling and assignment of all faculty under his or her direction. The Department Chairperson, or where there is no Chair, the ▇▇▇▇ or designee, of each unit will annually establish and maintain a written record of work expectations for each faculty member after consultation with the faculty member. Such consultation will normally take place in the spring semester for the following academic year and will include a discussion of schedule as well as workload expectations. The faculty member is free to present his or her preferences regarding work expectations and assignments prior to or at such meeting. Nothing shall preclude a Department Chair from modifying the work expectations or schedules as may be neces- sary prior to or during the academic year provided he or she first discusses such changes with the faculty member, and provided the changes are not arbitrary or capricious. The faculty member and ▇▇▇▇ will receive a copy of this written record of work expectations, and any modification of such work expectations. 2. It is recognized that, given the diverse nature of faculty work, the varying types of faculty appointments and the needs of the departments and academic units, the weighting of assignments and the particulars of individual assignments will vary both between and within individual departments and academic units. The parties recognize that, in making workload assignments, the Chair will consider various factors, including but not necessarily limited to the workload demands of specific assignments; availability of teaching support, such as teaching or graduate assistants; the number of classroom contact hours, class size and the total number of students taught by the faculty member; the times at which classes are scheduled; the number of new course preparations; approved distributions of individual effort among criteria relevant to the specific faculty appointment (such as teaching, scholarly activity and service) and the nature of the academic program, which may require flexibility in assignments to maintain program quality. It is further recognized that, in making assignments, Chairs and ▇▇▇▇▇ will also take into account fiscal considerations, the overall needs and mission of the School or College and the University and sound pedagogical practices. A faculty member may grieve his or her overall work expectations on the grounds that the Department Chair, or ▇▇▇▇, has acted arbitrarily or capriciously in the application or non-application of the factors such as those described in para- graph two of this section. Such a grievance may be filed at step two of the grievance procedure of this Agreement, or, in units in which there is no Chair, the grievance may be filed at the ▇▇▇▇▇▇▇ level of such procedure. 3. Bargaining unit members will follow the approved academic calendar. Bargaining unit members will either serve on 9 month, academic year appointments or 10 or 12 month appointments. All faculty who serve on academic year appoint- ments must be available for work assignments no later than one week before the beginning of the Fall semester and up to one week after Commencement throughout the academic year, except for official University holidays and the time from December 23 to January 2. However, nothing shall preclude individual arrangements mutually agreed upon between the faculty member, the Chairperson and the ▇▇▇▇ under which the academic year appointment may be satisfied by different calendar expectations, such as some of the work being performed during the summer, or for nine month appointments that do not correspond to the traditional academic year. Payment of compensation shall correspond with any such altered calendar expectations. Nine month faculty may be compensated on a pro-rated basis with a supplemental contract for any additional assigned work that falls outside of the academic year appointment. mutually agreed upon among the faculty member, the Chair and the ▇▇▇▇ under which the appointment will be satisfied by different calendar expectations. Payment of compensation shall correspond with any such altered calendar expectations. Such faculty are available for work assignments at any time during the appointment period, except for official Univer- sity holidays and the time from December 23 to January 2. Faculty who serve on 12 month appointments must be available for work assignments throughout the calendar year except for scheduled vacations and official University holidays. The annual vacation for bargaining unit members on a 12 month appointment is 22 days each year to be scheduled with and approved by their Chair or supervisor in advance. 4. The general workload responsibilities of Officers of Instruction (other than lecturers and clinical faculty) shall include teaching and advising, research/ scholarship/creative activity and service requirements. The general workload responsibilities of lecturers may include teaching, advising, service and research related to teach- ing, commensurate with appropriate FTE allocations towards such endeavors, as agreed to in the annual record of work expectations. The general workload responsibilities of clinical faculty shall include patient care and/or the supervision and instruc- tion of professional students in clinical or educational settings but do not include the research responsibilities of tenure- track faculty. Such responsibilities may also include scholarly activity related to their clinical work and service commen- surate with appropriate FTE allocations towards such endeavors, as agreed to in the annual record of work expectations.

FACULTY WORKLOAD AND RESPONSIBILITIES‌. 1. 16.1 Department Chairpersons shall be responsible for the scheduling and assignment of all faculty under their direction, subject to the approval of the ▇▇▇▇. In units where there are no Chairpersons, the ▇▇▇▇ or designee will be responsible for the scheduling and assignment of all faculty under his or her their direction. The Department Chairperson, or where there is no Chair, the ▇▇▇▇ or designee, designee of each unit unit, will annually establish and maintain a written record of work expectations for each faculty member after consultation with the faculty member. Such consultation will normally take place in the spring Spring semester for the following academic year and will include a discussion of schedule as well as workload expectations. It will also include a discussion of estimated enrollment numbers for the courses that the faculty member may be assigned. The faculty member is free to present his or her their preferences regarding work expectations and assignments prior to or at such meeting. Unless the faculty member is told otherwise by July 1 for 12 month faculty and by June 1 for all other faculty, the workload plan developed by the faculty member and Chair for submission to the ▇▇▇▇ shall be considered approved by the ▇▇▇▇. The workload form shall include the following categories with a space available to record the allocation of a percentage of effort for each: teaching, academic advising, scholarship/research/creative activity; community/University/professional service including clinical practice that does not involve the instruction of students; and administrative assignment. Specific courses and estimated enrollment numbers will be specified on the workload form. The most recently approved course equivalency guidelines for all departments and units will be posted on the ▇▇▇▇▇▇▇ Office’s website, and the link provided to the faculty by their Department Chair or ▇▇▇▇. Nothing shall preclude a Department Chair or ▇▇▇▇ from modifying the work expectations or schedules as may be neces- sary necessary prior to or during the academic year or its equivalent provided he or she they first discusses discuss such changes with the faculty member, and provided the changes are not arbitrary or capricious. In addition, the faculty member may request to adjust the workload plan at any time; such requested changes will go into effect provided the Chair and the ▇▇▇▇ approve. The faculty member and ▇▇▇▇ will receive a copy of this written record of work expectations, the workload plan and any modification of such work expectationsmodified workload plan. 2. 16.2 It is recognized that, given the diverse nature of faculty work, the varying types of faculty appointments and the needs of the departments and academic units, the weighting of assignments and the particulars of individual assignments will vary both between and within individual departments and academic units. Faculty will only be assigned work in the categories listed in Article 16.1 for which an appropriate percentage of effort is allotted. The parties recognize that, in making workload assignments, the Chair will consider various factors, including but not necessarily limited to the workload demands of specific assignments; availability of teaching support, such as teaching or graduate assistants; the number of classroom contact hours, class size and the total number and type of students taught by the faculty member; the times at which classes are scheduled; the number of new course preparations; approved distributions of individual effort among criteria relevant to the specific faculty appointment (such as teaching, scholarly activity and service) ); demands and requirements of externally funded contracts and grants; and the nature of the academic program, which may require flexibility in assignments to maintain program quality. It is further recognized that, in making workload assignments, Chairs and ▇▇▇▇▇ Deans will also take into account fiscal considerations, the overall needs and mission of the School school or College college and the University University, and sound pedagogical practices. If a ▇▇▇▇ plans to make weighting changes to the typical percentage of effort allocations in a department or unit as part of an overall department or unit workload review, the department or unit faculty must be consulted. Such changes must be finalized by the end of the Fall semester prior to the academic year in which the changes will take effect. The Union will be notified as soon as the changes are finalized. A faculty member may grieve his or her their overall work expectations on the grounds that the Department Chair, or ▇▇▇▇, has acted arbitrarily or capriciously in the application or non-application of the factors such as those described in para- graph two paragraph 2 of this sectionSection. Such a grievance may be filed at step two Step Two of the grievance procedure of this Agreement, or, in units in which there is no Chair, the grievance may be filed at Step Three. If a faculty member’s class is cancelled due to low enrollment, and if the ▇▇▇▇▇▇▇ level of University decides to give the faculty member an alternative work assignment, such procedure. 3. Bargaining unit members will follow assignment must be during the approved academic calendar. Bargaining unit members will either serve on 9 month, same or subsequent academic year appointments or 10 or 12 month appointments(including summer, if mutually agreed). All faculty who serve on academic year appoint- ments must Except as otherwise provided in this Agreement, there shall be available for work assignments no later than one week before reduction in the beginning FTE as a result of the Fall semester and up to one week after Commencement throughout cancellation of a course by the academic year, except for official University holidays and the time from December 23 to January 2. However, nothing shall preclude individual arrangements mutually agreed upon between the faculty member, the Chairperson and the ▇▇▇▇ under which the academic year appointment may be satisfied by different calendar expectations, such as some of the work being performed during the summer, or for nine month appointments that do not correspond to the traditional academic year. Payment of compensation shall correspond with any such altered calendar expectations. Nine month faculty may be compensated on a pro-rated basis with a supplemental contract for any additional assigned work that falls outside of the academic year appointment. mutually agreed upon among the faculty member, the Chair and the ▇▇▇▇ under which the appointment will be satisfied by different calendar expectations. Payment of compensation shall correspond with any such altered calendar expectations. Such faculty are available for work assignments at any time during the appointment period, except for official Univer- sity holidays and the time from December 23 to January 2. Faculty who serve on 12 month appointments must be available for work assignments throughout the calendar year except for scheduled vacations and official University holidays. The annual vacation for bargaining unit members on a 12 month appointment is 22 days each year to be scheduled with and approved by their Chair or supervisor in advanceUniversity. 4. The general workload responsibilities of Officers of Instruction (other than lecturers and clinical faculty) shall include teaching and advising, research/ scholarship/creative activity and service requirements. The general workload responsibilities of lecturers may include teaching, advising, service and research related to teach- ing, commensurate with appropriate FTE allocations towards such endeavors, as agreed to in the annual record of work expectations. The general workload responsibilities of clinical faculty shall include patient care and/or the supervision and instruc- tion of professional students in clinical or educational settings but do not include the research responsibilities of tenure- track faculty. Such responsibilities may also include scholarly activity related to their clinical work and service commen- surate with appropriate FTE allocations towards such endeavors, as agreed to in the annual record of work expectations.