Sabbaticals are intended to be a means of faculty development, mutually beneficial to the individual faculty member, to the department of which the applicant is a member, and to the advancement of the University's goals and objectives. The sabbatical leave allows released time from regular duties for faculty members to be able to engage in research, study, scholarly writing, professionally related travel or other forms of professional development that will contribute to their growth as teachers and scholars.
Sabbatical leave is available to faculty members who have served a minimum of six consecutive years as full-time faculty members at Marywood University. Faculty members are eligible for subsequent sabbatical leaves following an additional six years of consecutive service. The number of sabbaticals granted will be dependent on the needs of the departments and colleges of the University and finances at the time.
Prime consideration in selecting a candidate will be given to the quality of the proposal presented and its expected benefits not only to the candidate's relevant professional development, but also to the goals and development of the University, the college and the department. Other considerations will include the timeliness of the proposal, the length of service of the applicant, the priority due first sabbaticals, and the denial of a previous request because of limited funds.
While on sabbatical, the faculty member may receive full salary for one-half year or half salary for a full year. Benefits are continued in proportion to salary during the sabbatical. If the individual is serving as a visiting professor and is entitled to benefits at another institution, s/he would not receive benefits from Marywood.
There is an obligation to return to the University for at least one year following the leave. If the faculty member does not return, s/he is liable for repayment of the salary and benefits paid during the sabbatical.
Time spent on sabbatical will be counted toward promotion and merit compensation, if applicable.
The application for a sabbatical is obtained from the Marywood University website. An eligible faculty member who wishes to apply for sabbatical leave must make application to the Faculty Development Committee by October 15 of the academic year preceding the sabbatical, after discussing the proposal with the head of the department or the administrator of the school and the appropriate academic dean.
The applicant will attach to the proposal a letter from the head of the department, or the academic dean as the case may be, containing an evaluation of the plan. The letter should also indicate to what extent the leave will affect the work of the department and what realignments will be necessary.
The Faculty Development Committee will make its recommendation to the Provost and Vice President for Academic Affairs by December 1. Sabbaticals are granted by the President of the University.
A faculty member who takes a sabbatical leave is required to file a report of his or her activity with the Faculty Development Committee, the department head, the appropriate dean, the Provost and Vice President for Academic Affairs, and the Vice President for Business Affairs within three months of the end of the sabbatical leave.
2.23 -- PROFESSIONAL LEAVE OF ABSENCE
(Revision approved by the President of the University 4/22/10, 04/25/12)
A faculty member who is not eligible for sabbatical, but who wishes to spend a range of time to support scholarship, creative activity, teaching or service that is of measurable benefit to the institution, may request a leave of absence. The request must be submitted well in advance of contract time, in any event at least one full semester prior to taking the leave. The duration of the leave may be variable and must be supported by the department chair and dean and approved by the Vice President for Academic Affairs.
While not paid a salary during the leave, the individual would still be covered by the University's benefits including health insurance, dental insurance, vision insurance, life insurance, accidental death and dismemberment insurance, disability insurance, retirement benefits and tuition benefits at the same level and cost to the employee as if the employee were not on leave. If the individual is serving during the leave in a capacity in which s/he is entitled to benefits or pay at another institution, s/he would not receive benefits from Marywood. S/he could continue retirement premiums at his or her own expense if desired. S/he would be considered a member of the faculty in absence and the year(s) may be counted as a year(s) in-service for calculation of tenure, advancement in rank, and benefits. If s/he does not return to the University at the end of the leave, s/he is liable to the University for the cost of any benefits paid during the leave of absence.
2.24 -- MEETINGS AND MEMBERSHIPS
The University encourages attendance at meetings of learned societies in the belief that members of the faculty and the University both derive benefits from such attendance. The following policies have been adopted with reference to attendance.
Approval of Meetings
In drawing up the annual estimated budget for a department, the head of the department together with the faculty should decide upon the meetings that members should attend during the next fiscal year and estimate the travel expenses involved. If approved by the Provost and Vice President for Academic Affairs, the expenses will be submitted as items in the proposed budget to the Financial Affairs Committee of the Board of Trustees.
Disposition of Classes and Other Duties
The academic program is not to suffer because of the absence of the members of the faculty at meetings of learned societies. Before leaving for meetings, members are to arrange with the chairperson of the department for satisfactory substitutes for classes and other duties during absence. Chairpersons of departments are to report arrangements to the appropriate academic dean.
Reimbursement for Expenses
All reasonable expenses for attendance at professional meetings will be reimbursed by the Cashier's Office when the proper authorized requisition is presented with the appropriate Travel Expense Report. Funds for this purpose are necessarily limited; hence, the most economical mode of travel should be used. Hotel accommodations should be adequate, but not luxurious. Costs of alcoholic beverages are not reimbursable. Receipts are required for hotel, air, rail, and bus tickets, restaurant bills, parking tolls, and registration at meetings. Hotel and meal costs are reimbursable for the individual only.
The University's travel policy applies also to travel covered by grants and/or other sponsored programs.
When faculty members use their personal cars, they may be reimbursed for mileage according to the Mileage Reimbursement policy of the University.
Ordinarily, faculty members expend personal funds and are reimbursed upon return. However, when necessary, one may receive an advance toward travel expense. In the latter case, it is absolutely necessary that settlement of the account be made immediately upon return.
Reports on Meetings
On return to the University, a faculty member should submit a brief report on the sessions attended and the highlights of key discussions to faculty members of the department at the next department meeting. A joint report will suffice when the professional meeting is attended by more than one person. The reports should be reflected in the department minutes.
The cost of individual memberships in professional organizations is the responsibility of the individual faculty member.
- Teaching Responsibility
- Librarianship Responsibility
- Faculty Development
- Faculty Librarians
- Department Chairpersons
- Class Meetings
- Travel and Business Expenses
- Academic Workload
07/01/89 - Reaffirmed with publication of Faculty Manual