Faculty Resources + Development

The CTLE maintains this site as a collection of electronic resources for faculty. These resources include documents that outline policies and procedures, research articles related to teaching effectiveness, schedules for various workshops and colloquia, and links to related local and remote websites.

Andrew Wig, Ph.D., is the On-Campus IDEA Director.  He is available for questions or concerns in Birck Hall Room 321.  He can also be reached via email at [email protected] or telephone at 630-829-6527.

IDEA DOCUMENTS

Instructions and Information
Contains instructions that are specific to Benedictine for instructors, office assistants, and department chairs.  Also includes guidance on selecting IDEA objectives, team taught courses, and using additional questions on IDEA surveys.

• Instructions to access IDEA surveys from the CampusLabs platform
• Placing IDEA Link in Desire2Learn (Written)
• Placing IDEA link in Desire2Learn (Visual)
• IDEA Logo
• Standard Statement for Instructors to Read
• Frequently Asked Questions – Faculty
• Student Suvey Form – Diagnostic Long Form
• Student Survey Form – Learning Essentials Short Form
• Faculty Objective Form
• How to Select Objectives
• Additional Thoughts on Selecting IDEA Objectives
• Using Online Additional Questions
• Team Taught Classes
• Interpretive Guide to Faculty Reports
• Interpreting Adjusted Scores

IDEA Center Notes on Learning
IDEA Center Notes on Instruction

Succinct papers written in collaboration with the Professional and Organizational Development Network in Higher Education (POD).  These papers are a great resource in support of teaching improvement!  Each paper discusses things one can do to use one of the 20 IDEA teaching methods more effectively.

IDEA Papers
A veritable cornucopia of IDEA papers covering a wide range of topics, such as motivating students, teaching adult students, appraising teaching effectiveness, the reliability of the IDEA system and much, much more.

IDEA Research and Technical Reports
These are  papers on the results of research done by the IDEA center that address specific issues and questions.  For example, one report compares the ratings of instruction in traditional versus online course.

Desire2Learn (D2L) is the learning management system used at Benedictine to support web-enhanced and blended courses.

D2L Login Benedictine University

(Click on Benedictine SSO Login and enter your @ben.edu credentials)

D2L-BrightSpace End User Support (24X7X365 support for all D2L users)

Students:

D2L BrightSpace Tutorials for Learners

Faculty:

The Center for Teaching and Learning has an ongoing course site in D2L containing tool instructions, training information, FAQs, and other resources; if you have any issues accessing this information, Huma Ghani ([email protected]) to add you to the course. D2L BrightSpace Tutorials for Instructors

If you need any further assistance with D2L, please contact the Director, Academic Services Technology Rico D’Amore ([email protected])

Please Note:

• Students having questions should contact the Student Advising Center at 630-829-1120

• If you are seeking employment, please contact the Office of Human Resources at 630-829-6020

CURRENT FACULTY ACADEMIC ADVISING

Faculty Liaison for Advising position is vacant at this time.
STATEMENT ON ACADEMIC ADVISING

At Benedictine University academic advising is grounded in Benedictine values and the University mission. It is an interactive process between the advisor and student and is supported by technology. The goal is to promote each student’s academic, career and personal development.

Faculty and staff are committed to creating a decision-making framework through which students can identify and realize their educational goals. Although academic advising is a collaborative function of both student and advisor, the final responsibility for satisfying University and major requirements rests with the student.

The student actively participates in the educational decision-making process.

Students will:

• Become knowledgeable of all the University’s academic requirements, policies and procedures
• Develop and maintain a plan for a course of study
• Keep an accurate record of academic activities and documents
• Value the role of the advisor by preparing for and keeping advising appointments
• Initiate and maintain open and honest communication with the advisor
• Access additional University resources to facilitate the decision making process

The advisor listens to and guides the student through the educational decision making process.

Advisors will:

• Foster the student’s sense of responsibility for his/her academic progress
• Help the student obtain accurate information about educational and career options, academic requirements, policies and procedures
• Help the student plan and monitor an educational program consistent with individual interests and abilities
• Assist the student in maintaining an accurate record of course registrations and completions
• Be available on a scheduled basis for academic consultation and advice
• Refer the student to appropriate University resources

NOTE:  The following people can be of assistance in helping to select a technology and the academic uses of technology.  However, the Helpdesk should be the primary contact for all technical issues.

HelpDesk – [email protected]
Technical Issues

Rob Domaschuk – [email protected]
Technical Training

Sarah Kurpiel – [email protected]
Emerging Technologies Librarian

Beth Vinkler – [email protected]
WordPress Blogs

Good Day:

If you have students who are not showing up to class, not participating, not turning in assignments, creating distractions, and/or failing your class, you are highly encouraged to send an Early Warning Notice (EWN). Early Warning Notices are a way to document that you notified a student of poor performance. Once you have submitted an EWN, the student, the student’s advisor and Student Life, will get an e-mail notifying them with the comments you enter.

Please let me know if you have questions on the directions below or if you would like for me to go through one with you. It is never too early or too late to notify a student of poor performance. In fact, the earlier the better. You may also send multiple or follow up notices.

Procedures

Early Warning Notice [EWN] Entry:

1. Once you have logged into the MyBenU system (PeopleSoft), the homepage will appear. Click on the link called “BU Student Records.” The BU Student Records page will open.
2. On the BU Student Records page select the “EWN Info” link. The EWN Info page will open.
3. On the EWN Info page, enter:
   • BENUV for the Academic Institution [if it did not default]
   • The appropriate Academic Career [UGDS for undergraduate]
   • The code of the appropriate term (Fall 2016 = 0719). If you do not know the term code, click on the magnifying glass. This will open the Look Up Term page, scroll down the page to find the term link and click on it. This will return you to the EWN Info page with the term populated.
4. Click on the “Search” Button. All of the students that are in your classes in that term will appear at the bottom of the page below the “Search Results” header. NOTE: to reduce the number of students displayed, select the desired “subject area,” “catalog nbr,” and/or “class section” prior to clicking on the “Search” button.
5. Click on the link for the appropriate student in the appropriate class. The EWN form page for the selected student in the selected class will open.
6. Using the checkboxes and the free format “Comment” box as applicable, enter the information regarding the early warning you wish to communicate to the student. Then, click on the “Save” button.
7. You will be prompted to “Send student notification email? Click “Yes.”
8. You will also be prompted to “Send advisor notification email?” Select “Yes.”
9. The completed EWN form page will reopen. If you wish to submit an EWN for another student, click on the “Return to Search” button. The EWN Info page will reopen.

Please feel free to reach out with questions.
Have a great fall semester
Thank you,
Karen

Karen L. Campana
Director of Advising
Benedictine University
630-829-6345

Library Services for Faculty

Add library resources in D2L, find your liaison librarian, place items on reserve, schedule library instruction, and more.

Archives Services for Faculty

Engage your students in archival research or take advantage of the resources in our archives and special collections for your own research.

Chronicle of Higher Education

Access our institutional subscription to the leading news source for higher education.

Faculty Authors

Read brief bios and selected bibliographies of some of Benedictine University’s faculty authors.

The following is an informational letter from the Co-Presidents of the Muslim Students Association from Spring 2014 regarding Muslim prayer times.

Faculty and students alike are guided by the Academic Accommodations for Religious Obligations policy to find a mutually agreeable solution to conflicts between class requirements and religious obligations. It is up to each faculty member to decide what accommodations, if any, are reasonable and acceptable for their course(s). This letter is only meant to give faculty more information with which to make their own decisions.

Spring 2014

To: Our Esteemed Faculty & Staff

Re: Muslim Prayers

Prayer is one of the fundamental requirements of the Islamic faith. Followers of the faith believe in maintaining a direct connection with God through these acts of daily worship. For this reason, many Muslim students may request to leave class for a short period of time in order to fulfill this obligation. Though Benedictine is known to have an amazingly understanding and accepting faculty, certain rules and regulations shall be established to ensure that Muslim students do not take advantage of this. Thus, we hope the following few facts about the Islamic tradition of prayer may be of use for our dear professors:

There are five daily prayers in the Muslim faith. While the basic requirement is that all Muslims should pray five times a day, the reality is that faith is practiced at the discretion of the follower. Some Muslims are stricter than others, while some cannot pray at certain times (i.e. menstruating women). Thus, professors may encounter some Muslim students requesting to be excused to pray while other Muslims may not.

The five daily prayers include: Fajr (sunrise prayer), Dhuhr (noon prayer), Asr (afternoon prayer), Maghrib (sunset prayer), and Isha (night prayer). Each prayer has a specific window of time in which it must be completed. These timings are based upon the sun. For this reason, the timings of each prayer window change (marginally and gradually) each day and are different at various times of the year. The end timings of each prayer (except for the sunrise prayer) is marked by the beginning of the next prayer. Prayers may not be combined or skipped, thus proving to occasionally be a conflict among students with classes or labs that cover this entire prayer window. However, the only two prayers that typically may prove to come in conflict with class scheduling are Asr and Maghrib. Thus, students tend to request to leave class/leave class as though on a bathroom break for 5-10 minutes to complete either of these prayers. Typically it should not take much longer! Some prayers are said out loud, resulting in leaving the room being a necessity in order to not further disrupt the class.

To ensure clarity, we would like to offer an example. The Asr prayer these days starts at 3:40 and ends at 5:20 (give or take a few minutes). This means Maghrib starts at 5:20. If students have a lab that runs from 3pm to 6pm, Asr starts and ends within the time period of the lab; this necessitates a student to respectfully ask to leave to perform prayer. We understand the inconvenience this may cause, but perhaps if the faculty were to know all that is relevant to Muslim prayer practices, things may run more smoothly. On the flip side, however, if a prayer starts during a class but ends after class, it is only fair and proper that the student performs his or her prayer after class.

On behalf of the Muslim student population of Benedictine University, we would like to express our sincerest gratitude for the religious accommodations and high level of religious acceptance extended from the Benedictine administration. For any questions, comments, and concerns, please do not hesitate to contact us. As presidents of the Muslim Student Association, we consider it our obligation not only to serve our student population but of course answer to the concerns of our esteemed faculty and staff.

Mariam Sayeedi                                              [email protected]
MSA Co-President

Salman Abdu
[email protected]
MSA Co-President

These resources are provided as helpful information, to be evaluated by each of us for relevance and application.  Links to resources at other institutions may be moved or become unavailable, for which we are not responsible.

Online Learning and Teaching Resources

Faculty Development Associates, list of online resources
Boston College Center for International Higher Education
Columbia University, Research and Service
Columbia University, Teachers College Record
The Evergreen State College, Washington Center for Improving the Quality of Undergraduate Education
Honolulu Community College, index of Teaching Tips links
International Consortium of Education Development:  “ICED was formed in Oxford, England in 1993 with the aim of linking national educational development networks and sharing practice in higher education across national boundaries.”

Northwestern University Searle Center for Teaching Excellence, Advancing University Learning

Stanford University, CTL publications

University of California, Berkeley, Good Teaching

University of Maryland Center for Teaching Excellence, Teaching Resources

University of Michigan Center for Research on Learning and Teaching:  features publications on teaching and learning.

University Teaching Center:  Dalhousie University, Halifax, Nova Scotia

Academic Integrity

Donald McCabe, Rutgers University.  PowerPoint presentation from Opening Day presentation August 21, 2007

Indiana University Bloomington. Plagiarism:  A definition and how to recognize it.

Diversity Resources

University of North Carolina at Chapel Hill: “Diversity in the College Classroom.”

An Approach for Teaching Diversity
From the University of Wisconsin School of Graduate Studies and Continuing Education

Creating Inclusive Classrooms:  Resources for Leveraging Diversity in the Classroom
From the Multicultural Education Program at University of California, Berkeley

Cultural Diversity in the College Classroom
Columbia University Graduate School of Arts and Science

Does Diversity Make a Difference?  Three Research Studies on Diversity in College Classrooms
ACE-American Council on Education and AACU-American Association of University Professors

AAC&U’s Hub for Diversity Resources

Diversity & Inclusive Teaching
Vanderbilt University Center for Teaching

Creating Inclusive College Classrooms
Shari Saunders and Diana Kardia, University of Michigan Center for Research on Learning and Teaching

Tips for Teachers: Teaching in Racially Diverse College Classrooms
From The Derek Bok Center for Teaching and Learning at Harvard University

Interfaith Resources

Official Documents

Nostra Aetate (On the Church’s Relation to Non-Christian Religions), Second Vatican Council (1965)

Rule of St. Benedict, Chapter 53, On the Reception of Guests (Hospitality)

Dialogue and Proclamation (Pontifical Council for Interreligious Dialogue & Congregation for Evangelization)

Dabru Emet (Jewish statement on Jewish-Christian relations)

A Common Word (Muslim statement on Muslim-Christian relations)

Online Resources

Monastic Interreligious Dialogue

World Council of Churches (international ecumenical organization)

Dialogika (resources for Christian-Jewish relations)

Society for Hindu-Christian Studies

Harvard University Pluralism Project

Interfaith Youth Core

Pontifical Council for Promoting Christian Unity

Pontifical Commission for Relations with the Jews

Pontifical Council for Interreligious Dialogue

There are many resources available to you for writing help at every stage of the writing process: choosing a topic, brainstorming ideas, researching, drafting, revisions, editing, and finalizing. We can help with writing required for any class and personal statements for graduate or professional school. See the list to the right for details on how to access these resources. All these services are paid for by your tuition. You’ve already paid for them, so take advantage of them!

Tips to Help Us Help You

• Come to us with your best writing. If you come with your best, we can build your writing skills beyond where they currently are.
• Don’t wait until the last minute. If you get a prompt for a paper and you need help, come see us right away.  If you wait until the last minute, we might not have enough time to help.
• Remember the goal is your independence.  We will not simply fix your papers for you because we want to help you build your skills so you eventually don’t need anyone like us. It CAN happen.

Director of the Writing Program
Mr. Greg Ott
Languages & Literature Department
email [email protected] for details about drop-in hours

Classroom Visit 1

Classroom Visit 2

Classroom Visit 3

Classroom Visit 4

L&L Peer Mentoring Observation Form
This form was developed by the Department of Languages and Literature
(Dr. Beth Vinkler, Dr. Julie Dugger, Dr. Rafael Iglesias, Dr. Jean-Marie Kauth and Dr. Elizabeth Kubek)

L&L Peer Mentoring Guidelines

Peer Mentoring Observation Form

Peer Mentoring Report Form

Notice to Faculty re Class visit (Template)

Suggestions for Letters of Recommendation on “Teaching Excellence”

BIBLIOGRAPHY ON TEACHING AND LEARNING
completed by Sandra L. Gill
Summer, 2003

As an institution of higher learning, Benedictine University is committed to the intellectual growth and development of the employees.  While in their first year of employment, faculty participate in the New Faculty Mentoring program.

Formal Evaluations by the Rank and Tenure Committee are carried out for Third Year Review, Awarding of Tenure and Promotion to Associate Professor, Promotion to Professor, and Advancement within Rank.

The University has Faculty Development Funds available for scholarly development on a competitive basis.  Instructions, forms, and due dates are posted on the S:drive at:  S:\Academic Affairs\Academic Affairs Policies – Procedures\Faculty Development Procedure.doc.

Formal evaluations by the Rank and Tenure Committee are carried out for:

1. Third Year Review
2. Awarding of Tenure and Promotion to Associate Professor
3. Promotion to Professor
4. Advancement within Rank

Rank and Tenure Review Process – October 13, 2022

Rank and Tenure Review Process – February 1, 2021

Rank and Tenure Review Process – January 30, 2020

Rank and Tenure Review Process “How To” – August 24, 2020

Excerpts from Faculty Handbook – 2018

Please direct questions to Luis Loubriel at [email protected]

The University has Faculty Development Funds available for scholarly development on a competitive basis.  Instructions, forms, and due dates are posted on the S:Drive at:  S:\Academic Affairs\Academic Affairs Policies – Procedures\Faculty Development Procedure.doc.

For more information, please contact:

Rob McCarthy, Ph.D.
Chair, Faculty Development Committee
[email protected]

NEW FACULTY 2022-2023 ACADEMIC YEAR

New Tenure Track Faculty

Namhoon “August” Lee – Assoc. Professor, College of Business – Finance
Carolyn Liesen – Asst. Professor, College of Liberal Arts – Psychology
Rachael Narel (continuing faculty) – Asst. Professor – College of Business
Theodore Foster – Asst. Professor, College of Liberal Arts – History, Philosophy, and Theology

New Professional Faculty

James Bulosan – Asst. Professor, College of Liberal Arts – Visual, Performing, and Media Arts
Rose Rakers – Asst. Professor – Department of Physical Sciences; Director of Chemistry Laboratories and Chemical Hygiene Officer, College of Science and Health
Derrick Walters – Asst. Professor, College of Business – Management and Organizational Behavior

Term Faculty

David Marcet – Senior Lecturer, College of Liberal Arts – Visual, Performing, and Media Arts
Hector Hernandez – Lecturer, College of Science and Health

Doctoral Fellows

Scott Filer – Goodwin College of Business

Library

Joy Matteson – University Library

Visiting Scholars

Saja Rubaye – College of Liberal Arts – Fullbright Arabic Language Teaching Assistant
Chao-Ping Shih – College of Liberal Arts – Fullbright Chinese Language Teaching Assistant

Hosts

Manu Kaur – College of Science and Health – CTLE Director of New Faculty Mentoring
Beth Vinkler – College of Liberal Arts – CTLE Director

Calendar of NFMP events 2022-2023

• DEI New Faculty Training
• Rank & Tenure Review Process – October 13, 2022

Mentor Letter of Intent

Sample Partnership Agreement

In-Class Observation Form

Mid-Semester Evaluation

Classroom Evaluation Form

SOE Online and Hybrid Course Evaluation Form

IRB Consent Form (Student Release for Teaching Assessment Class Recordings)

Online Learning Consortium Scorecard

2022-23 Mentoring Handbook

Insider’s Guide 8-25-22

Academic leaves are intended to enhance the academic quality of the University by providing the faculty member with an opportunity for professional growth over an extended and uninterrupted period. Academic leaves are to be used for cases in which the sabbatical policy does not apply because of eligibility of the faculty member or the type of activity proposed. Compensation is affected by replacement personnel cost. There is a competitive application process for sabbatical leaves. The application process is through the applicant’s Dean.

Find it in your Faculty Handbook Section 2.17.5 ACADEMIC LEAVE

Academic leaves are intended to enhance the academic quality of the University by providing the faculty member with an opportunity for professional growth over an extended and uninterrupted period. Academic leaves are to be used for cases in which the sabbatical policy does not apply because of eligibility of the faculty member or the type of activity proposed. Examples of situations in which academic leave would apply might include but not be limited to the following:

• a unique opportunity for professional growth is available and would ordinarily qualify as a sabbatical activity, but the faculty member has not had six years since the last sabbatical;
• a faculty member has the opportunity to participate in a faculty exchange program;
• it is in the best interests of the University to support an educational or professional activity for any regular faculty member, including those on probationary contracts.

Application and Decision

The applicant for academic leave should present to the Dean a detailed plan describing the activity and rationale for how it will improve the quality of service of the faculty member. The application should generally be submitted on or before January 2 for leaves planned during the following academic year. It should be accompanied by statements from the Department Chair [or Program Director] in support or opposition of the leave and detailing the need for replacement personnel.

The Dean will make a recommendation to the Provost and Vice President for Academic Affairs who will make the final decision including terms and conditions of the leave.

Compensation

The salary of the faculty member on academic leave will be the regular salary less the maximum amount necessary to adequately staff the position with replacement personnel.

Appointment Status and Other Conditions

Terms and conditions of the leave will be stated by the Provost and Vice President for Academic Affairs in the academic leave agreement.

These policies allow faculty members, under specific conditions such as the care of family members or personal disability, to have temporary (e.g., a semester/quarter/term) relief from or reduction of some duties without loss of pay. For example, this might include partial or full relief from teaching, service, or research. Each Active Service Modified Duties arrangement is individually tailored by the Dean and Provost. Any regular faculty member (full time, part time, tenure track or term) may request such an arrangement. The faculty member compensation may or may not be modified as part of the arrangement.

“I was very seriously ill, and contemplating resignation. My Dean and the Associate Provost created an assignment for me which significantly reduced my teaching load while emphasizing service responsibilities. This matched my reduced physical energy while allowing me to continue to contribute.” – Kevin Doyle

“The timing of the arrival of our new adoptive son was a bit of a surprise. I’m grateful for the opportunity to have been home with him. My dean and department chair were extraordinarily accommodating regarding my teaching schedule. I was able to substitute other work for teaching for one quarter.” – Barbara Ozog

A regular or term faculty member may request short leave with pay for up to seven business days to make arrangements for and/or attend the funeral of an immediate family member. “Immediate family member” shall be defined to mean spouse, children, step-children, father, mother, brother, sister, mother-in-law, father-in-law, niece, nephew.

Find it in your Faculty Handbook Section 2.20.3 BEREAVEMENT

A regular or term faculty member may request short leave with pay for up to seven business days to make arrangements for and/or attend the funeral of an immediate family member. “Immediate family member” shall be defined to mean spouse, children, step-children, father, mother, brother, sister, mother-in-law, father-in-law, niece, nephew.

A regular or term faculty member summoned to involuntarily serve as a juror or subpoenaed to appear before a judicial, legislative, or administrative body with civil power to compel attendance, shall receive short leave. It is expected that the faculty member will make every reasonable effort to schedule such duties to avoid interruption.

Find it in your Faculty Handbook Section 2.20.2 CIVIL DUTY

A regular or term faculty member summoned to involuntarily serve as a juror or subpoenaed to appear before a judicial, legislative, or administrative body with civil power to compel attendance, shall receive short leave. It is expected that the faculty member will make every reasonable effort to schedule such duties to avoid interruption of faculty responsibilities.

A regular faculty member with at least two years of service may apply for up to a semester of family care leave, to care for a dependent child under the age of 12 months, or to care for a member of his/her immediate family who suffers from a serious medical or psychological condition, as documented by an appropriate physician.

Find it in your Faculty Handbook Section 2.20.6 FAMILY CARE LEAVE

After two years of service at the University, a regular faculty member may be granted a family care leave. The Family Care Leave policy is intended to be flexible to meet the needs of both the faculty member and the University. It is expected that the faculty member will make arrangements as far in advance as possible, to limit the interruption of University activities. Written application for family care leave should be made to the Dean, to be forwarded to the Provost and Vice President for Academic Affairs. Final approval of any leave rests with the Provost and Vice President for Academic Affairs.

A faculty member may be granted a family care leave to care for a dependent child under the age of 12 months, or to care for a member of his/her immediate family who suffers from a serious medical or psychological condition, as documented by an appropriate physician. This leave will be granted for up to a full semester (or equivalent), for full salary less the actual amount necessary to staff the position with part-time per course replacement personnel. This leave may be taken immediately after a short-term disability leave due to maternity, after the disability ceases, or after an paternal and adoption leave (see Section 2.20.4). Written application may be made to the Dean for extension of the family care leave or a leave without pay.

A faculty member on family care leave may accept fees without special approval for a few lectures or a few business days consulting. However, no substantial work for remuneration should be undertaken without prior approval of the Dean and the Provost and Vice President for Academic Affairs.

A faculty member on family care leave will be considered eligible for rank and tenure considerations, with no breaks in service and will return to the same position in the same department with responsibilities similar to those held prior to the leave, unless the position is no longer available [refer to section 2.15.2.2 regarding processes for termination of faculty]. All non-contributory insurance coverages will remain in place for the duration of the leave. The faculty member is required to continue contributions to those coverages (dependent health, basic and/or voluntary retirement, etc.) for which contributions are normally required, if coverage is desired.

Family and Medical Leave Act (Short Term Leave Without Pay)

A regular faculty member with at least two years of service may apply for up to a semester of family care leave, to care for a dependent child under the age of 12 months, or to care for a member of his/her immediate family who suffers from a serious medical or psychological condition, as documented by an appropriate physician.

Find it in your Faculty Handbook Section 2.20.7 FAMILY AND MEDICAL LEAVE ACT (SHORT TERM LEAVE WITHOUT PAY)

The Family and Medical Leave Act (FMLA) enacted by Congress in 1993 provides eligible employees up to 12 weeks of unpaid, job-protected leave per year for family and medical reasons. Please contact the Director of Human Resources for further information.

Short-term leave with pay is typically requested to allow a faculty member to deal with an emergency personal or family situation. The request is made through the applicant’s Dean to the Provost.

Find it in your Faculty Handbook Section 2.20 LEAVES OF ABSENCE

This section deals with leaves of absence that are not sabbatical or academic leaves (see Sections 2.17.4 and 2.17.5). In all cases below, business days refer to days within the academic year defined for the particular faculty member requesting leave.

Leave requests will be administered in compliance with the provisions of the law through the office of the Provost and Vice President for Academic Affairs and the Human Resources Department. Faculty should contact the Human Resources Department in connections with the inception and conclusion of any leave. Family and Medical Leave Act of 1993 (FMLA) provisions, where applicable, take effect where short term leave with pay provisions do not apply.

Requests for short term leaves with pay are submitted in writing to the Provost and Vice President for Academic Affairs through the Dean. When possible, reasonable advance notice should be given to allow arrangements to be made to cover the faculty member’s responsibilities. The requirement for advance request may be waived by the Provost and Vice President for Academic Affairs in emergency situations. Leaves must be approved in writing by the Provost and Vice President for Academic Affairs.

Faculty members on short term leave will be considered eligible for rank and tenure considerations, with no breaks of service and will return to the same position and rank in the same department with responsibilities similar to those held prior to the leave. Time spent on leaves with pay shall count toward tenure or promotion and is credited toward time in service for sabbatical leave unless the individual and the University agree in writing prior to the beginning of the leave. Fringe benefits are not affected by such leaves. All non-contributory coverage will remain in place for the duration of the leave. The faculty member is required to continue contributions to those coverages for which contributions are normally required, if coverage is desired.

Faculty members on short term leave may accept fees without special approval for a few lectures or a few days consulting. However, no substantial work for remuneration should be undertaken without prior approval of the Dean and the Provost and Vice President for Academic Affairs.

Leave of absence without pay may be granted to a faculty member at the discretion of the Provost. The request is made through the applicant’s Dean to the Provost.

Find it in your Faculty Handbook Section 2.20 LEAVES OF ABSENCE

This section deals with leaves of absence that are not sabbatical or academic leaves (see Sections 2.17.4 and 2.17.5). In all cases below, business days refer to days within the academic year defined for the particular faculty member requesting leave.

Leave requests will be administered in compliance with the provisions of the law through the office of the Provost and Vice President for Academic Affairs and the Human Resources Department. Faculty should contact the Human Resources Department in connections with the inception and conclusion of any leave. Family and Medical Leave Act of 1993 (FMLA) provisions, where applicable, take effect where short term leave with pay provisions do not apply.

Leave of absence without pay may be granted to a regular faculty member at the discretion of the Provost and Vice President for Academic Affairs generally for one year but not to exceed two years.

Military leave will be granted as provided by law for military services whether voluntary or involuntary. Whenever possible, applicants should request military leave at least two weeks in advance before the date the leave will begin. The request should be accompanied by a copy of the order. Please contact Personnel Resources for further information.

Find it in your Faculty Handbook Section 2.20.1 MILITARY LEAVE (USERRA)

Military leave will be granted as provided by law for military services whether voluntary or involuntary. Whenever possible, request military leave at least two weeks in advance before the date the leave will begin. The request should be accompanied by a copy of the order. Please contact Human Resources for further information.

This leave is intended to provide employees up to six weeks of continuous leave to provide paternal care immediately following the birth of a child or to provide parental care immediately following the adoption of a child. Please contact the Director of Personnel Resources for further information.

Find it in your Faculty Handbook Section 2.20.4 PATERNAL AND ADOPTION LEAVE

The University is committed to supporting paternity and adoption leaves for all benefit eligible employees. This leave is intended to provide employees up to six weeks of continuous leave to provide paternal care immediately following the birth of a child or to provide parental care immediately following the adoption of a child. Please contact the Director of Human Resources for further information.

A regular or term faculty may request short leave with pay up to 14 business days for a personal emergency. It is expected that the faculty member will make a demonstrable effort to help avoid interruption of faculty responsibilities.

Find it in your Faculty Handbook Section 2.20.5 PERSONAL EMERGENCY LEAVE

A regular or term faculty may request short leave with pay up to 14 business days for a personal emergency. It is expected that the faculty member will make a demonstrable effort to help avoid interruption of faculty responsibilities.

From time to time, at the sole discretion of the University, the University has offered phased retirement programs. Each program is different.

Pro-rata faculty members are given an appointment equivalent to half-time or more, but less than that of a full-time faculty member. Compensation, and time in service toward tenure and promotion are directly proportional to the faculty member’s appointment.

Find it in your Faculty Handbook Section 2.1.1.2 Pro-Rata Faculty Tenured or Tenure-Track

Pro-rata faculty are faculty members who are ranked as defined in Section 2.1.3 and who are given an appointment equivalent to half-time or more, but less than that of a full-time faculty member. These faculty may be employed on probationary or continuous appointments. Such pro-rata faculty have rights to promotion, tenure, sabbatical leave, and fringe benefits as described herein on a pro-rata basis. They are full voting members of the faculty and have, on a pro-rata basis, responsibilities for advising, service on committees, and all other responsibilities of full-time faculty members as detailed herein.

Throughout this Handbook, reference to “years of service” will refer to service equivalent years of full-time service (two semesters or three quarters, not including summer). Any pro-rating will be done accordingly. For example, whereas a promotion from assistant to associate professor requires six years of full-time teaching at the assistant professor level, a pro-rata faculty member with a half-time appointment would need twelve years of half-time teaching before becoming eligible for promotion.

REQUIREMENT FOR THIRD-YEAR REVIEW

Faculty members with probationary appointments are reviewed by the Rank and Tenure Committee in their third-year [or full-time equivalent in the case of pro-rata faculty] unless they have been previously reviewed by the Rank and Tenure Committee. The faculty member will submit their application file to their Department Chair by February 1.

ELIGIBILITY FOR TENURE

Faculty members having a probationary appointment are eligible for tenure provided they have completed six years of college teaching and ordinarily have compiled at least three years of service as a regular faculty member at Benedictine University (for pro-rata faculty, see Section 2.1.1.2). The precise terms of any credit given for previous teaching experience will be stated in writing at the time of the initial appointment and will be incorporated into the initial letter of appointment (see Section 2.4.3.1).

One quarter to one year release from regular duties, to provide an opportunity for tenured faculty members to grow professionally over an extended and uninterrupted period. Sabbatical leaves are available to faculty members after six years of full-time equivalent service as regular faculty, and no more than once every six years. Compensation is affected by the length of the sabbatical leave. There is a competitive application process for sabbatical leaves.

Find it in your Faculty Handbook Section 2.17.4 SABBATICAL LEAVES

Sabbatical leaves are intended to enhance the academic quality of the University by providing the faculty member with an opportunity for professional growth over an extended and uninterrupted period. Such opportunities allow the faculty member to engage in full-time scholarly research, specialized study related to one’s field, writing, participation in programs designed to improve teaching, or other scholarly activities.

The number of sabbatical leaves granted for any one academic year will be based on the academic feasibility of releasing the faculty member for the period requested and by the funds available for granting such leaves.

The Faculty Development Committee determines criteria and establishes procedures upon which it bases its decisions. Criteria include:

• The objectives as they relate to improving the instructional program and enhancing the professional development of the applicant;
• where other institutions are involved, evidence of acceptance of the faculty member’s program or project by the institution offering advanced study or research;
• record of the faculty member’s accomplishment of goals and objectives set forth in Academic Career Prospectus;
• previous leaves;
• distribution of applicants by academic area.

Eligibility

• A regular faculty member with tenure.
• A regular faculty member with six or more consecutive years of full-time equivalent service as a regular faculty member at Benedictine University.
• A sabbatical leave may be granted to the same person no more than once in any six years.

Compensation

A regular faculty member whose appointment is for two semesters per year may receive one semester of sabbatical leave at full salary for that term or two semesters leave at two-thirds of full annual appointment salary.

A regular faculty member whose appointment is for three quarters per year may receive one quarter of sabbatical leave at full salary for that quarter, two quarters leave at three-fourths salary for each of those quarters, or three quarters leave at two-thirds of full annual appointment salary.

Application and Decision

A regular faculty member may apply when eligible for sabbatical using the following procedure:

• The objectives of the sabbatical are to promote faculty development and to stimulate scholarship and teaching excellence at the University. It may include a detailed plan for formal study at an institution other than Benedictine University, full-time research, full-time writing or other experiences. Rationale for how the sabbatical will improve the quality of service of the faculty member should be stated. If a substantive work (article, book, artistic production, etc.) will result, it should be described.
• Eligible faculty developing a proposal for a sabbatical should follow guidelines issued by the Faculty Development Committee.
• The application must include a statement from the Department Chair and Dean supporting or opposing the sabbatical leave and detailing the need for replacement personnel.
• The application, including the proposal is due November 1. (See Proposal Guidelines, Office of the Vice President for Academic Affairs) Applications are submitted to the Office of the Provost and Vice President for academic affairs for consideration. Deadline for receipt of applications is no later than November 1 of the year prior to the academic year in which the leave would occur.
• The Faculty Development Committee will review applications, request information, and make its recommendation to the Provost and Vice President for Academic Affairs no later than December 1.
• The Provost and Vice President for Academic Affairs will make a final decision no later than December 15, notifying the Dean, Department Chair, and faculty member.

Acceptance of Sabbatical Leave

Accepting a sabbatical leave imposes certain obligations on the recipient and on the University as described herein.

Outside Employment

A faculty member on sabbatical leave may accept fees without special approval for a few lectures or a few days consulting. No substantial work for remuneration should be undertaken without prior approval of the Dean and the Provost and Vice President for Academic Affairs. However, a faculty member may accept a fellowship or grant provided the acceptance of such a stipend does not impose upon the recipient duties and obligations that would be incompatible with the purpose for which the sabbatical leave was granted.

Return to the University

A faculty member accepting a sabbatical leave agrees to remain in the service of the University for at least one year following completion of the sabbatical leave or to refund the full salary and institutional costs of fringe benefits received while on leave. If a faculty member returns, but fails to perform the full year return-to-service obligation, then his/her repayment obligation shall be prorated. Any repayment obligation shall be due in full, one calendar year after the end of the leave period or any subsequent, successive leave periods. A faculty member who cannot perform the return-to-service obligations due to death or permanent or total disability, shall be released of all repayment obligations.

Status of Appointment

Upon return from sabbatical leave, faculty members will be granted salary increases that were given during their leave. They shall maintain tenure, insurance, and all other accrued benefits. The leave time will be counted toward time in rank for purposes of promotion.

“Being in my painting studio with uninterrupted time for a whole year was like a young child being let loose in a toy store. My sabbatical helped to reestablish my sense of legitimacy as an aspiring fine artist. I also discovered I had more confidence when I returned to teaching.” — Bill Scarlato

“Having a sabbatical gave me an opportunity to not only devote structured time to my research project, but it also provided me with a much needed break from teaching. I am more refreshed and excited about my classes than I have been in a while.” — Tammy Sarver

A faculty member may request, with no penalty, an extension so that the evaluation for tenure occurs one year later than scheduled under the initial letter of appointment.

Find it in your Faculty Handbook Section 2.9 TENURE POLICIES

A faculty member may request, with no penalty, an extension so that the evaluation for tenure occurs one year later than scheduled under the initial letter of appointment. The request will be in writing to the Provost and Vice-President of Academic Affairs with supporting documentation from the faculty member’s dean and department chair. The request for an extension must be completed before the date that the faculty member’s tenure application is due. If the request for an extension occurs before the faculty member’s third-year review, the third-year review will occur in year four. An approval to stop the tenure clock and the approval of a leave of absence [Section 2.17] are not synonymous nor are they decisions directly related to one another.