| Academic Affairs | |
|
Meet the Associate Bylaws, Policies and Procedures Faculty Hiring
Information/Sample Office of Academic Affairs 2011 Administration Bldg. (504) 280-6726
|
FACULTY: A faculty is preeminently responsible for the definition, quality, and character of a university.
2.1 Definition and Organization The faculty consists of all members of the academic staff having the rank of instructor or higher who are appointed full time for at least a one-year period, and part or all of whose current work is within an academic department, school or college. Part-time faculty may be enfranchised to the degree deemed appropriate by the full-time faculty. The faculty of each college or school defines and recommends degree programs for units under its jurisdiction and recommends candidates for degrees. Professional librarians at the rank of general librarian or higher have faculty equivalent rank. Faculty ranks are defined in PM-23 (Ranks, Provisions, and Policies Governing Appointments and Promotions of the Academic Staff) read more>>. In addition, a chart of academic ranks and their equivalents appears in the Bylaws and Regulations of the Board of Supervisors read more>>. Departmental Faculty The departmental faculty consists of all members of the academic staff of each department having the rank of instructor or higher (or equivalent rank) who are appointed full time for at least one year and a part or all of whose work for the current year is in that particular department. Part-time faculty members may be enfranchised as a class to the degree deemed appropriate by the faculty of the department. The departmental faculty has jurisdiction over matters concerning its educational policies insofar as these do not conflict with the policies of other departments or with the rules and regulations of its own college or school or of the university. The department is the basic organizational unit of the academic faculty. The departments are grouped into colleges headed by a dean, who appoints the chair of each department after appropriate consultation with the departmental faculty. >>top Graduate Faculty Qualified members of the faculty in departments offering graduate programs are appointed by the dean on recommendation of the Graduate Council. Qualified faculty who are members of departments that offer graduate programs may be appointed to the graduate faculty. They are so designated by the Chancellor upon recommendation of the Dean of the Graduate School, with the advice of the Graduate Council, acting upon appropriate nominations from the faculty in that discipline. If a department chair or departmental faculty fall to recommend one of their faculty for membership on the graduate faculty, that faculty member has the right to present nomination papers directly to the dean of the college or to the Dean of the Graduate School for consideration by the Graduate Council. A faculty member must be a member of the graduate faculty in order to teach a course for graduate credit and to direct graduate theses and dissertations. Graduate faculty are classified as full members or as associate members, according to their qualifications and experience. Full members are appointed to renewable five-year terms; associate members are appointed to terms for up to three years at a time. The qualifications for full membership on the graduate faculty are as follows:
The qualifications for associate membership on the graduate faculty are similar to those for full membership. Persons who are actively engaged in research but lacking one or more qualifications for full membership may be appointed to limited terms as associate members, at the discretion of the Dean of the Graduate School, upon the recommendation of the Graduate Council. Other qualified persons whose participation in graduate programs is desired may be recommended by the department chair to the Dean of the Graduate School for consideration as administrative appointments for a particular semester or academic year. Voting power at graduate faculty meetings, whether within departments or at Graduate School meetings, is vested only in the full members on matters of educational policy and graduate faculty credentials. Full and associate members of the graduate faculty may vote on recommendations for degree candidates. >>top
The Louisiana State University System is committed to the principle of academic freedom. This principle acknowledges the right of a teacher to explore fully within the field of assignment and to give in the classroom and elsewhere such exposition of the subject as the teacher believes to represent the truth. This principle also includes the right of a member of the academic staff of the university system to exercise in speaking, writing, and action outside the University other ordinary rights of a citizen, but it does not decrease the responsibility that the member of the academic staff bears to the university system, the state, and the nation. A member of the academic staff not officially designated to represent the university system must indicate clearly that he or she is speaking as an individual citizen. Among the many implicit responsibilities that must be assumed by those enjoying the privileges of academic freedom is that of refraining from insisting upon the adoption by students or others of any particular point of view as authoritative in controversial issues. Moreover, although all faculty are entitled to freedom of speech in public forums, they are expected to make clear in these instances that they speak as private citizens and not as official representatives of the university. >>top
Authority to determine the educational policy of the University of New Orleans – its colleges, schools, and departments is delegated to the faculty by the Board of Supervisors. The faculty exercises this authority by deliberative action In the several units and divisions of the University. It has the authority to establish curricula, fix standards of instruction, and determine requirements for degrees, and make recommendations for the granting of degrees through its respective colleges. It has legislative power over its own meetings and may delegate its own authority to the University Senate and/or to other standing committees. The faculty's authority is limited to matters proper to the faculty, and the UNO chancellor or the LSU System president may suspend any faculty action that is deemed administrative in nature or which seriously affects the interests of another faculty of the university or of the system. The University of New Orleans faculty generally exercises its authority over educational policy through the University Senate and its committees and through departmental, college-level and campus-level committees on courses and curricula. http://academicaffairs.uno.edu/ap/2.7.htm
Appointment to the University of New Orleans faculty is accomplished through procedures designed to ensure equal opportunity for employment to all qualified persons, regardless of race, sex, age, or ethnic origin, and to ensure that employment decisions on the part of the university and the prospective faculty member are made with full knowledge of conditions and requirements on both sides. Available positions are advertised in media appropriate to the field of the potential applicants, and all nominations and applications are carefully screened. The record of appointment, from the department’s request to fill a vacancy through the actual appointment as reflected in the approved Personnel Action Form [Form 101], is maintained in the Office of Academic Affairs, with copies in college and departmental offices. Although approval of a new appointment must be obtained through the LSU System level and is not complete until the Board of Supervisors has acted on the appointment, it is the academic department that screens applicants and makes the final selection. Search procedures may vary from department to department or from college to college, but generally the chair of a department, upon consultation with appropriate departmental faculty, makes his or her recommendation for appointment to the dean of the college. From the dean, the recommendation goes through channels until the final Board approval is granted. Since the LSU Board of Supervisors ordinarily acts on personnel matters only at regularly scheduled meetings, notification of Board approval occasionally reaches the university after the beginning of an appointment. In such instances, although the appointment is not final until it is ratified by the Board of Supervisors, the new faculty member may consider his or her copy of the fully approved Form 101 a contract for employment, subject only to the Board's action. The selection and appointment of new faculty are effected within the objective of creating and sustaining the most highly qualified teaching and research staff possible. The only restriction on University of New Orleans employment decisions made within this objective consists of the general, statewide policy whereby persons related to each other in the first degree by blood or marriage may not be placed Into a supervisor-employee relationship; however, advancement to a supervisory position, such as that of department chair or dean, is not hindered if the immediate family member of the person promoted has been in employee of that particular unit for one year before the promotion occurs. >>top
2.5 Confidentiality of Personnel Records of University Employees Under the terms of the Public Records Act, records accumulated in any administrative office of the University in connection with the recruitment and employment of faculty and other personnel are held to be confidential. For faculty members, as for all employees, this includes letters of application, letters of recommendation in the personnel resume, academic records, dossiers furnished by placement services, appointment forms, performance evaluations, records of promotion, and correspondence with university officials. Records held by investigative agencies are not part of the personnel file, nor are the records of ongoing grievance or disciplinary hearings, until after the relevant proceedings are completed. Information that can be considered public and publishable includes only the following items: name, job title and/or rank, academic degrees held, institutions awarding those degrees, department or office in which employed, university address and phone number, home address and phone number (unless held confidential at the employees request), date of employment at the university, tenure status, salary, and any other information specifically authorized by the employee in writing. The University of New Orleans does not normally disclose directory information. However, at its discretion, it may provide directory information in accordance with the provisions of the Public Records Act. The custodians of personnel records are the persons responsible for receiving the records. The Chancellor is the custodian for all personnel records held by the central administration of the University. A dean, director, supervisor, or manager, or the administrative head of any office, is the custodian of personnel records in that office. The department chair is the custodian of personnel records in an academic department. Custodians of files may give access to the files to any administrative officer or other university employee who must have access in order to carry out his duties, and these persons must treat the information in the personnel file as confidential. Faculty wishing to reveal confidential information from the personnel files to prospective employers, credit officers or other legitimate agencies must specifically request such access in writing. The personnel record of any faculty member or other university employee can be made available to him or her upon written request and within a reasonable period of time (not more than three days) to allow the custodian of the record or his designated deputy to screen the file for confidential material, particularly letters of recommendation that the writer considered confidential. >>top 2.6 Academic Ranks read more>> at LSU System Regulations,
2.7 Duties and Responsibilities Members of the academic staff are expected to devote themselves to the accomplishment of the purposes for which the university exists: instruction, research and public service. >>top Teaching Load The basic course load for a regular, full-time faculty member is twelve hours, or four three-hour courses per semester. Contact hours may total more than twelve if laboratory or studio supervision is part of the course load. Many faculty, especially those at the senior-faculty level, teach fewer than four courses per semester because of ongoing research commitments, administrative appointments and committee work. All such reductions must be authorized by the dean of the college. Other reductions are permitted only by budgetary assignments (such as funded research, whether internally or externally supported). >>top Class Hours The official class hour consists of an in-session time of fifty minutes (for classes scheduled in one- hour periods) or of seventy-five minutes (for classes scheduled in one and one-half hour periods). Fifty-minute classes begin on the hour. Seventy-five minute classes begin on the hour or the half-hour, as stated in the class schedule. In the summer, class periods last a full sixty minutes, and classes are scheduled seventy minutes apart. The hours for off-campus and evening courses vary according to the number of times per week each meets. >>top Conduct of Class Classes must be held as scheduled. Faculty members do not have the authority to change the time or place of meeting, nor arbitrarily to dismiss a class. If they must be absent from class because of illness or other emergency, or because they are attending a professional meeting or participating in other approved activities, the chair of the department should be informed, so as to be able to make arrangements for someone else to meet the class. Whenever possible, faculty should schedule make-up class. It is expected that the faculty will present the subject matter as stated in the catalog description of the course. The first meeting of a class should include the of such items as the general plan for presenting the material and for conducting the course, the grading system, treatment of absences, and a timetable or syllabus. >>top Attendance Students are expected to attend all classes regularly and punctually. A student who is not present to answer roll call in a class is marked absent. Faculty members are urged to take attendance, especially in lower level courses and at the beginning of a semester. Frequently, registration error cause a student to attend the wrong section or class, and sometimes taking attendance is the only means of bringing this to light. For students on commuter campuses calling the roll affords them the opportunity to learn the names of all their classmates, some of whom they otherwise might not get to know. This in turn improves the quality of life on campus and enriches discussion in and out of class. >>top Examinations and Class Assignments The university requires that a grade be given each student in each course at the close of the semester. To this end it is also required that examinations be given, and it is presumed that enough additional work (tests, homework, projects and/or reports) will be required both to allow the faculty member to make a reasonably valid assessment of the students' performance in the course and to give them a solid basis for estimating their standing in the course. In order that these assignments may have real merit for the latter purpose especially, it is expected am all assignments will be graded and returned to the student promptly. The faculty member or the department may prefer to retain the work; however, the student must be made aware of the grade and must be given an opportunity to examine the graded work. Although it certainly expects honorable conduct of its students, the University of New Orleans does not operate on the "honor system." Therefore, it is expected that all tests and examinations will be effectively proctored by the instructor in charge or an assigned, qualified substitute. Final examinations are given in accordance with a schedule issued by the Office of Academic Affairs. Variations from this schedule are allowed only by specific permission from the dean of the college In which the course is offered. Faculty members may not waive final examinations. A student absent from any final examination because of illness or other valid reason may take a special examination upon the approval of his or dean. >>top Maintenance of Records Faculty members should retain final examination papers for at least one year. Grade books and similar records should be kept in perpetuity. When leaving the university, whatever the cause or the length of service, faculty members we required to leave their class roll-books and other records pertaining to students' grades with the department chair. See AP 2.9, “Clearance of Employees Terminating Employment with the University” Office Hours Being available for consultation with students is an important part of a teacher's responsibilities. It is therefore expected that all faculty members will maintain a reasonable number of scheduled hours during the week when they will be in their offices and available to students who are unable to come at the posted hours. >>top Advising Policies on student advising vary from department to department and from college to college. Not all faculty am designated as advisors, but all are expected to consider both formal and informal advising an important aspect of their duties. If designated as a faculty advisor, the faculty member is responsible for seeing that students schedule the proper classes to fulfill general and specific degree requirements, and that they schedule the number, types and level of classes commensurate with their ability and standing. >>top Meetings Since faculty involvement in university governance is exercised through meetings and discussion with colleagues, it is expected that faculty will attend regularly the meetings of the various organizational units to which they belong. >>top Commencement Faculty participation is an essential part of the commencement exercises. In order to reduce the burden upon individuals, attendance is required at only one commencement each year. Department chairs make assignments and normally can make adjustments to accommodate those who have particular need to attend one rather than another of the exercises. >>top Outside Employment Faculty involvement in employment other than the regular business of the university is governed by the provisions of PM-11 of the LSU System. The University recognizes the right of University employees to engage in certain types of outside employment not inconsistent with their duties as employees of the University. Examples of such permitted outside employment are consultation, advice, and service as expert witnesses. This policy relates to employment directly undertaken by members of the university academic and nonacademic staff with outside employers or to self-employment and does not relate to employment in which arrangements am made officially through the university by contracts with or grants to the university. The policy outlined below relating to outside employment should be brought to the attention of all employees. See PM-11 “Outside Employment of University Employees” read more>> and AP 20.3 “Outside Employment Activities - Policies and Procedures for Approval” read more>>
2.8 University Policy on Faculty Conduct I. Introduction The University of New Orleans strives to protect academic freedom and academic due process. With freedom come certain obligations for faculty members. This document outlines those privileges and obligations and also details the procedures that will be followed at the University of New Orleans when dealing with alleged faculty misconduct. The most severe sanctions (demotion, suspension, and dismissal) enumerated in Section III, B. 6, 7, and 8 below, must be recommended by the Chancellor to the President of the LSU System. Article VII, Section 4.d. of the Bylaws and Regulations of the Board of Supervisors of the Louisiana State University, provides that "the Chancellor, after consultation with the appropriate academic and/or administrative staff, shall make recommendations to the President for appointments, promotions, transfers, suspensions, and dismissals of all academic... employees subject to the approval of the President and confirmation of the Board." The procedures described below clarify the "consultation with appropriate academic and/or administrative staff" the Chancellor will use before formulating a recommendation to the President and LSU Board of Supervisors.
2.9 University of New Orleans Faculty Grievance Procedure, May 7, 1998: 1. Introduction: General Principles
2.10 Tenured and Term Appointments Faculty members and other members of the academic staff of comparable rank, including librarians, may be appointed for a specified term (term appointment) or Indefinitely (tenured appointment), depending on rank and experience. Appointment or tenure on one campus of the LSU System carries no implication of appointment or tenure on another campus. Academic employees are tenured only with respect to their academic ranks and not with respect to administrative titles or assignment. Tenure is not a guarantee of lifetime employment, particularly in the face of Institutional change or financial exigency. It does assure that the employee will not be dismissed without adequate justification and without due process. For further details, faculty should consult the university policy on financial exigency. Term employees are appointed for specified periods of time as indicated on the Personnel Action Form [Form 101]. Professors and Associate Professors are tenured and are appointed for an indefinite period of time, except that the initial appointment and subsequent reappointments through not more than four years of total service to the LSU campus involved may be made for a stipulated term. Persons promoted to the rank of Professor or Associate Professor after less than four years of service on the campus may be continued to term appointment through no more than the fourth year. Persons appointed to or promoted to the rank of Professor or Associate Professor while being paid from a grant or contract may be appointed for specified term, but such time does not count towards tenure in the LSU System. Assistant Professors are appointed for terms of no longer than three years. Upon reappointment after seven years of service in rank on a particular campus, Assistant Professors receive tenure. A thorough review will be made during the fifth year of service so that notice of termination may be given if necessary no later than the end of the sixth year of service. Those who rank as Instructor, Associate or Assistant are on an annual appointment. For further details, see the document Policies and Procedures for Promotion in Academic Rank and for Tenure. See LSU System Bylaws: read more>>
Each promotion of a member of the academic staff is made on the basis of merit and special fitness for the work demanded by the position. Recommendations for promotion normally originate with the department chair, following appropriate consultation with departmental faculty. They are then sent through university channels to the president of the LSU System and are subject to confirmation by the Board. Since appointment at the rank of Instructor Is not a tenure-track appointment, instructors are normally Ineligible for promotion. An instructor may, of course, apply for a vacant assistant professorship if such a vacancy exists and If the instructor has the qualifications required. These qualifications include possession of the terminal degree In the field, evidence of high standards of scholarship or of creative ability, and demonstration of ability to teach successfully the courses assigned. An assistant professor, to be eligible for promotion to associate professor status, must have demonstrated a high quality of scholarship or of creative ability and must have established a consistent reputation as a successful teacher. He or she becomes eligible for promotion to associate professor only after having completed three years of service as an assistant professor. For Promotion to the rank of full professor, the associate professor must have maintained, in addition to the above, a consistent record of productive scholarship, successful teaching, research or creative ability, or other performance of high order In the profession over a substantial period of time. Only after five years of successful service at the rank of associate professor will a faculty member normally be considered for promotion. A faculty member with the rank of professor who has attained national or international distinction for outstanding teaching, research or other creative achievement may be nominated for the rank of Distinguished Professor. Such a person may also be nominated for the rank of Boyd Professor, the highest professional rank awarded by the LSU System. Recommendations for promotion are usually solicited near the end of the fall semester for ultimate submission to the Board of Supervisors during the spring semester. Criteria and procedures for promotion are set forth in the document Policies and Procedures for Promotion in Academic Rank and for Tenure. read more>> Policies and Procedures for Promotion in Academic Rank and for Tenure:
2.12 Policy and Guidelines for Merit Pay Assessment for Faculty Faculty members of the University of New Orleans are expected to be actively engaged in the three areas of teaching, research, and service. Evaluation of one's performance in each area is central to the promotion and tenure review process and to merit pay assessment, although the emphasis given to each area may differ in the two situations. These guidelines address the criteria as a whole, while leaving to the college’s responsibility for establishing specific and appropriate criteria, guidelines, and procedures for reporting and valuating faculty performance. The term "college" as it is used in this document includes the Library and other units with faculty. >>top Evaluation Guidelines
2.13 Expiration of Appointment Upon expiration of a term appointment, the employee is a free agent to whom the Louisiana State University System has no obligation. The LSU System may reappoint the employee to the same or a different position. Non-reappointment carries no implication whatsoever as to the quality of the employees work, conduct, or professional competence. When an employee, other than an Associate, is not to be reappointed, written notice to the employee will ordinarily be provided in accordance with the following schedule:
When an Associate is not to be reappointed, the Associate shall be given written notice of termination no less than ninety (90) days prior to the expiration of the employment contract. Under university regulations, it is a basic principle that every member of the academic staff of whatever rank shall at all time be held responsible for competent and effective performance of appropriate dudes. No principle of tenure will be permitted to protect any person from removal form a position if a full and careful investigation, according to procedures of due process, reveals that the person has not met and does riot give promise of meeting the responsibilities of the position. In all tenure decisions it is to be emphasized that, in addition to the qualifications of the individual. >>top
2.14 Continuing Review of Faculty Achievements The LSU System has mandated “Review of Faculty Ranks.” See PM-35 read more>> UNO’s University Senate developed and approved a procedure for implementing PM-35 at UNO. “Continuing Review of Faculty Achievements” read more>> Continuing Review of Faculty Achievements:
Departure from the University for reason of retirement, resignation, termination, non-reappointment, or any other reason must be preceded by activities intended to ensure that 1) students' academic progress and records will not be adversely affected; 2) all individual accounts with the University will be settled; and 3) all University identification cards, keys and equipment will be returned to the appropriate custodians. A Faculty Clearance Form attesting that these activities have been carried out must be signed by the department chair and presented to the Payroll Office by the departing faculty member, before his or her final paycheck will be released. [see AP 2.9, “Clearance of Employees Terminating Employment with the University” read more>>
The chair of the department is responsible for the academic, personnel, and financial needs of the department. Those operations that are primarily administrative, including personnel actions and budget making, are finally the chair's lot, and he or she must make the final decisions and the pertinent recommendations to the dean of the college. Those operations that are primarily the formulation of educational policy, including curriculum requirements, are the responsibility of the faculty, and they must act to effect changes. The division of responsibilities, however, should be regarded simply as primary and secondary. The chair is not only the chief administrator of the department but should also be the lead of that faculty in the development of its program. Conversely, the faculty must have a deep interest in administrative decisions, which condition the department's capacity for implementing its policies. There should therefore be continuing interaction between the chair and the faculty in a mood of mutual respect and recognition of respective roles. For further details, see the document AP 2.7 “Departmental Governance - Academic Departments.”
2.17 Faculty Service on Committees Both standing and ad hoc faculty committees exist as policy-making and as advisory bodies on the various levels of university organization. In a collegial system of governance, faculty participation via committees is essential and is a highly valued part of the faculty member's total responsibility to the University. Some of the councils and committees on which faculty regularly serve are described here. The chair of each department calls a meeting of the departmental faculty when it seems advisable to do so. The dean of each college and the dean or director of each school not within a college calls a faculty meeting when it seems advisable to do so, provided that there is at least one meeting during each semester and each summer term. The dean or director is required to call a faculty meeting upon the written request of one-fourth of the members of the faculty. At the time the faculty members are notified of a meeting, the Chancellor and the Vice Chancellor for Academic Affairs receive the same notification. >>top The Faculty Council The Faculty Council consists of all full-time members of the academic staff having the rank of instructor or higher, or equivalent tank. As a class, part-time members of the academic staff holding the rank of instructor or higher, or equivalent rank may be enfranchised to the degree deemed appropriate by the Faculty Council. The Faculty Council is charged to establish curricula, fix standards of instruction, determine requirements for degrees, and generally determine educational policy for the university, subject to the authority of the Board of Supervisors. Within the framework of the educational policy of the LSU System, the Faculty Council may establish its own educational policies and may exercise legislative power over all matters pertaining to its own meetings. Any action of the Faculty Council, which in the opinion of the Chancellor or the LSU System President is administrative or which seriously affects another faculty of the LSU System or of the System itself may be suspended by the President. The Faculty Council is required to meet at least once each academic year at the call of the President of the LSU System as chair, or of the Chancellor as vice-chair, or upon the written request of fifty members or twenty percent of the membership, whichever is the smaller number. A quorum may not be less than twenty-five percent of the membership. At least five days' notice of the meeting is to be given. It is the prerogative of the President of the LSU System to preside at Faculty Council meetings; in his absence, the Chancellor of the university presides. For the Bylaws of the Faculty Council, see the appendix. University Senate The University Senate is a standing committee of the Faculty Council. It has been delegated authority in all matters of academic policy, curricula and standards, subject to the veto power of the Faculty Council. The Policy Committee - http://policycommittee.uno.edu// Graduate Council Composed of ten full members of the graduate faculty, the Council advises the Dean of the Graduate School in the administration of the academic affairs and Policies of the Graduate School. It acts as a curriculum committee where graduate-level courses and programs are involved. The members are appointed by the Chancellor from nominations submitted by the Dean of the Graduate School. http://grad.uno.edu/gradlinks/gradCouncil/gradCouncil.htm University Committee an Courses and Curricula A committee of the Faculty Council, the University Committee on Courses and Curricula is composed of ten faculty members representing the senior colleges and the library, and two students. Its purpose is to act for the Council upon proposals for undergraduate course and program additions, deletions and changes. Each college and each department also has a Committee on Courses and Curricula which acts upon course and program proposals and forwards those approved, through channels, to the University Committee. >>top Committee for the Protection of Human and Animal Subjects The Committee for the Protection of Human and Animal Subjects was established to protect any individual who may be at risk as a consequence of participation as a subject in research, development, demonstration or other activities of the University and to insure that animals used in research and instruction are humanely treated. "At risk" is defined as the exposure of an individual to the possibility of harm-physical, psychological, sociological or other-as a consequence of participation in activities which go beyond the application of those established and accepted methods necessary to meet the needs of the subject. Normal student-professor, patient-physician, professional-client and employer-employee relationships are excluded from this definition. It is imperative that faculty members concerned with projects which involve risks to the welfare of humans or animals become familiar with University policy regarding the rights and welfare of humans and animals and submit a description of each project for review by this committee. >>top
Leaves, Vacations, and Holidays The various types and conditions of leaves are briefly described in the following pages. For further information consult the appropriate documents, in particular PM-20, “Leave Policies for Academic & Unclassified & Classified Personnel” read more>> Some of the types of leave most relevant to faculty include: Sabbatical Leave Full-time academic employees at the rank of Instructor (or equivalent) or above, who have completed six academic years of service on the campus without having received leave with pay, may petition for sabbatical leave for study and research, the object of which is to enable them to increase their professional efficiency and usefulness to the University. Adequate justification setting forth the plans for each sabbatical leave must be stated, and a report of the accomplishments under each leave granted is to be made promptly upon return from sabbatical leave. Sabbatical leave for the purpose of seeking a higher degree is normally not approved. Persons employed on a 12-month basis may be granted 12 months' leave with one-half pay or six months' leave with full pay. Persons employed on a nine-month basis may be granted nine months' leave with one-half pay or four and one-half months' leave with full pay. The Chancellor, after receiving requests from the appropriate academic dean or other administrative head, makes recommendations for sabbatical leave through the President to the Board. A member of the academic staff who is granted sabbatical leave is required to return to his or her University duties for at least a year before accepting employment elsewhere. Sabbatical leave will not be granted to a person who will have attained the age of 65 before the beginning of the leave. Under unusual circumstances, persons may accept employment during sabbatical leave if such employment is approved in advance by the Chancellor and by the President, as supportive of the purposes of the leave. Sabbatical leave requests are solicited early in the fall semester each year for submission to the President and the Board at the end of the semester. Leave to Obtain Advanced Degree Although leave of absence without pay is the usual means through which a faculty member completes work on a terminal degree, occasionally the University may determine that it is in its best interest to grant leave to obtain an advanced degree. In this case a faculty member with at least two years of service to the University may petition to receive up to one-third of his or her regular salary for a maximum of one year of study which will culminate in the receipt of an advanced degree. Faculty members granted leave with pay must return to their University duties for a period of two years before accepting employment elsewhere. >>top Leave of Absence Without Pay Leaves of absence without pay may be granted for good cause. Leaves of absence for a period of one academic year or mom, or one fiscal year or mom, whichever is applicable, must receive the approval of the Board. During leaves of absence without pay no allowance for sick leave or vacation accumulates. For academic employees, the period of absence without pay is not credited toward tenure. An academic or non-academic employee on leave without pay may continue membership in the University group insurance program, for a period of up to 12 months, by paying both the employer and employee shares of the premiums. If, however, an employee does not choose to continue membership in the group insurance program during leave without pay, the employee must, upon return to active status , reapply for coverage by providing statements of health for self and family members. >>top Sick Leave Sick leave is defined by state policy as leave with pay granted an employee who is suffering with disabilities resulting from accident, illness or maternity or who requires medical, dental or optical consultation or treatment. Faculty members earn sick leave in accordance with the following schedule: less than three years of service, one work day per month; three years but less than five years of service, one and one-fourth work days per month; five years but less than 10 years of service, one and one-half working days per month; 10 years but less than 15 years of service, one and three-quarter working days per month; 15 years or more, two working days per month. Individuals on sabbatical leave do not earn sick leave. Sick leave for employees with a combination of full and part-time service will be computed by appropriately weighing the relative years of full-time service. For the academic-year employee, the academic year is deemed to be a year of service in determining the rate of accrual only. All years of service with pay, even though interrupted by leaves of absence with or without pay, will be counted in determining the rate of accrual of sick leave. Sick leave credits may be used at any time after they are earned, except that an employee on academic year appointment becomes eligible to use accumulated sick leave during a summer appointment only after having completed at least the first day of service in the contractual period. An employee continues to earn leave while on paid leave status. >>top Annual Leave (vacation with pay) and Holidays Only faculty on fiscal-year appointments earn annual leave. Faculty employed on an academic-year basis are on vacation and have holidays at the same time as the students, in accordance with the academic calendar. Holidays for fiscal-year employees are announced each year by the President. Those faculty who earn annual leave do so at the following rate: with less than ten years of service, one and three-fourths working days per month to a maximum of 22 working days; with ten years but less than 15 years or service, one and three-fourths working days per month with no maximum accumulation; with 15 years or more of service, two working days per month with no limit on accumulation. Civil Leave Any faculty member may be given time off without loss of pay or annual leave when performing jury duty, when subpoenaed to appear before a court, public body or commission, when performing emergency civil duties in connection with national defense or other civil emergencies, or when engaged in voting. >>top Military Leave An employee of the University who is ordered to duty with troops or at field exercises or for instruction with any branch of the Armed Forces (including the National Guard) for periods not to exceed fifteen (15) working days in any one calendar year is entitled to leave of absence from duties without loss of pay, time, annual leave, or efficiency rating, and when relieved from duty shall be restored to the position that was held when he or she was ordered to duty. Any portion of a military leave in excess of fifteen (15) working days during a calendar year is considered leave without pay, unless chargeable against accrued vacation with pay. Special Leave Time off without loss of pay, annual leave or sick leave may be granted to an employee: (a) when the Chancellor determines that because of local conditions or an act of God, work would be prevented or impractical under such conditions; (b) for limited periods of assignments to other than regular duties which would be beneficial to both the employee and the University; (c) to attend funeral rites; (d) to participate in a State Civil Service examination or to take other examinations pertinent to the employee's position; (e) to report for a pre-induction physical prior to possible entry into the U.S. Military Forces. >>top Various types of insurance are available to the UNO faculty and staff. These include life insurance, health insurance, long-term disability insurance, and accidental death and dismemberment insurance. For specific benefits and for information about the Cafeteria Plan through which faculty may obtain dim and other forms of insurance, faculty are urged to read the descriptive brochure furnished by the Office of Human Resource Management. Participation in group insurance is voluntary. >>top Tax-sheltered Annuity Plans Because of the University's status as a tax-exempt educational organization, University employees may arrange to have a portion of their salaries used to purchase annuity contracts which supplement University retirement benefits. Through the tax-sheltered annuity vehicle, the salary amount used to purchase the annuity contract is excluded, within limits specified in the Internal Revenue code, from the employee's taxable income. The effect of this arrangement is to shelter a portion of income from the payment of current income taxes. Upon request, the Office of Administration will provide the names of companies who have qualified to sell tax-sheltered annuity plans on this campus. New faculty members who wish to continue in plans with a company that has not qualified are urged to have a representative call promptly, as no deductions can be made until the necessary documents have been processed. >>top Credit Union The UNO Federal Credit Union offers its services to all members of the faculty and staff. The purchase of a $5.00 share of stock is required for membership, and accounts are insured up to $100,000.00. Credit Union savings and loans are both insured at no cost to the member. Credit disability insurance is also available on all loans. Interest-bearing checking accounts requiring no minimum balance are available to all credit union members. Inquiries should be referred to the UNO Federal Credit Union.
Act 6 of the 1991 Third Extraordinary Session of the 1991 Louisiana Legislature requires that certain employees be included under Social Security rather than one of the Louisiana State retirement systems. The following categories of employees are now exempt from both the Louisiana State Employees Retirement System (LASERS) and the Teachers’ Retirement System (TRS) and will be required, instead, to pay Social Security tax. Part-time employees. For Social Security purposes, instructors are considered part-time if they are employed at less than 50% of effort. All other academic and non-classified employees are considered part-time if they are employed at less than 51% of effort. Employees who fit these percentage definitions of part-time status will be required to contribute to Social Security and Medicare. If a status change causes the percentage of effort to exceed the criteria stated above, employees will be required to join the appropriate retirement system, if they are otherwise eligible. Seasonal employees. This group includes employees hired on an intermittent, short-term basis (five months or less). Temporary employees. This group includes all academic and non-classified employees hired on annual appointments, periods of appointment (as so designated on standard personnel form 101), or any non-tenure-track appointment for a term or two years or less. “Temporary” employees will be required to join the appropriate retirement system after they have been continuously employed for two years, if they meet the other eligibility criteria. For further information, faculty should consult the Office of Human Resource Management (280- 6858). >>top
All faculty members are paid twice monthly. Salaries The University does not operate on a fixed salary scale. Salaries are reviewed annually and adjustments are recommended within the framework of available funds. Increases in salary may result from promotion in rank from general raises throughout the University, or from recognition of individual professional merit. Payroll Deductions Certain payroll deductions are made automatically by the University and certain others may be made at the request of the faculty member including Income Tax, retirement, group insurance, tax-sheltered annuities, Campus Federal Credit Union, athletic events, and United Way. Travel Allowances All travel at University expense is subject to the same regulations, and University expense is interpreted to include all funds, including gifts and grants, which are administered by the University. In general, the University may provide travel funds for faculty members for the following purposes:
Travel at University expense by any member of the faculty or staff is authorized only when the purpose of the travel will benefit the University and the particular department concerned. All travel must be approved in advance by the head of the budgetary unit concerned and must be under the direct control of the dean or other administrative officer. Travel to foreign countries at University expense must be cleared in advance of departure, and faculty should check the relevant regulations in their colleges for other pre-travel clearance requirements. Payment of travel expenses is subject to the availability of funds in the departmental budget concerned. Arrangements for transportation should always serve the best interests of the University, which ordinarily means that the lowest practicable travel expense will be authorized when all factors of cost have been considered. The use of tourist-class air travel is required when available. Authorized travel in privately-owned vehicles is reimbursable, although transportation by University-owned conveyance, whenever possible and practicable, is preferred. Cost of meals, lodging and certain incidentals, up to set maximums, may be reimbursed. The entertainment of guests at University expense is not authorized. Advances of funds to cover University reimbursed travel costs may be obtained by properly completing travel advance forms, which may be secured from the Office of Accounting Services. Advances should not be requested in excess of estimated reimbursable costs. Review and approval by the head of the budgetary unit concerned is necessary. If travel costs are less than the travel advance, return of unused funds must be made promptly upon return from the trip. Whether or not the funds are advanced, travel vouchers must be submitted to the Office of Accounting Services within two weeks of returning from the trip. Detailed information pertaining to travel, including current rates of reimbursement, can be found in PM-13, “University Travel Regulations” read more>> and at the website of the Louisiana Office of State Travel Outside Employment The University recognizes the right of the faculty member to engage in both paid and non-paid activities beyond his or her duties to the University. Such activities include consultation, advice and service as an expert witness. In these cases the out side work draws directly upon the faculty member's professional expertise and adds to the stature of the individual faculty member and the University, and is authorized as long as it does not delay, conflict or in any manner interfere with instructional, scholarly and/or other services due the University. The faculty member planning to engage in this type of work must report his or her plans to the department chair, citing the nature and extent of the activity, along with an estimate of the amount of time and compensation involved. The report will be forwarded to the dean for approval and then to the Vice Chancellor for Academic Affairs and Provost. A member of the faculty or staff may engage in outside activities, paid or unpaid, which do not conflict, delay or in any manner interfere with instructional, scholarly, and/or other services he or she must render in the nature of his University employment. The policies governing outside employment are PM-11, “Outside Employment of University Employees” read more>> and AP 20.3, “Outside Employment Activities Policies and Procedures for Approval” Compensation Limitations There is a limit to the total compensation which a faculty member may receive during any one fiscal year from all University sources. This total includes all income covered on any check issued by the University for any compensation purpose. It does not modify, limit or directly impinge upon the provisions of PM-11. PM-3 “Compensation Limitations” 2.21 Service and Support Units The Earl K. Long Library The Earl K. Long library is located in the center of campus and is a convenient stop to and from offices for faculty who wish to conduct research, check out books and periodicals, to find locations of other books and journals in town, to order material through interlibrary loan, to place class readings on reserve, to have an online search done, to bring classes for instruction in research methods and tools, or just to sit down and read in quiet or to put on headphones and relax in the music room. The University of New Orleans Women's Center The University of New Orleans Women's Center serves faculty, students, staff, and women in the larger New Orleans community. The University of New Orleans Children's Center The University of New Orleans Children's Center offers superior daycare in its facility on the East Campus. http://www.studentaffairs.uno.edu/children_center.htm University Computing and Communications The University Computing and Communications provides general purpose computing facilities for instruction and research. Testing Service The Testing Service provides computerized grading and analysis of objective, teacher-made tests for the UNO faculty. Media Resources Center The Media Resources Center on campus provides services to aid the instructional staff in classroom presentations. The Center serves as the production facility and distribution center for movie films, film strips, audio and video tapes, color slides, posters, charts, graphics, photographic aids, and the associated equipment which assist in the teaching process. Personnel at the Center also act as consultants to individual teachers and university offices in the preparation and production of a wide range of materials to aid in communication with students, faculty and staff. http://ucc.uno.edu/instmedia/instmedia.htm Learning Resource Center The Learning Resource Center cooperates with the departments of English, mathematics, and other department to provide tutoring and assistance in the basic skills areas of reading, writing, mathematics, English as a second language, and other areas. The facility serves the entire UNO population and acts as a supportive service to all academic areas. Student Physical Health Service http://www.studentaffairs.uno.edu/children_center.htm Counseling Services http://www.studentaffairs.uno.edu/counserv/index.htm Bookstore Textbooks, general and reference books, classroom and office supplies, personal computers and software, cards, gifts, and imprinted apparel and items are available at the UNO Bookstore. Faculty and staff receive a 10% discount on non-sale item purchases with proper identification. Currently published books not stocked can be special ordered. Caps and gowns also may be purchased from the Bookstore. Requests for required course books and supplies should be submitted by department chairs according to the schedule published on the academic calendar and AP 14.2. http://academicaffairs.uno.edu/ap/14.2.htm Desk copies are requested directly from publishers, either by the faculty member or the department secretary. The Bookstore may provide a faculty member with a desk copy in emergencies, provided the request is made on a stores requisition signed by the department chair. The desk copy may later be replaced by the department; otherwise the department will be billed for all desk copies at mid-semester. The Bookstore conducts used textbook buyback at all times during the year. Parking The University requires all personnel using motor vehicles on the campus to register these vehicles with the University Police, regardless of ownership, within 48 hours after the vehicle is first brought onto the campus. A decal must be purchased at the start of each academic year. Areas reserved for faculty are clearly marked with yellow or red lines. Temporary parking permits are available at the University Police Office if the registered vehicle is disabled or for any other type of emergency situation. Special permits for the handicapped may be purchased upon presentation of a physician’s certificate. Tickets are issued and fines assessed for parking and traffic violations. Faculty may pay fines at the Office of the Bursar from 8:00 a.m. to 3:30 p.m. Six simple offenses in one semester will result In the revocation of the parking permit; more serious violations, such as unsafe operation of a vehicle, may result in immediate suspension of driving privileges. Further details on parking and traffic regulations may be obtained from the University Police Office and in the document UNO Parking and Traffic Regulations. Identification Cards Faculty and staff may have picture identification cards made by Media Resources at a nominal cost. Identification cards are required to gain access to recreational facilities, to cash checks at the bookstore and bursar's counter, to borrow books from the library, and for other, occasional purposes. They may be used in the community as a general identification document, and may serve to identify the holder for purposes of merchants' discounts, cashing checks, and the like. The possession of the card does not, of course, authorize the individual to make purchases in the University's name. Spouses and dependents of UNO faculty and staff may also obtain identification cards, which are to be presented when UNO services open to family of faculty are desired.
|
|||||||||||||||
 |
|||||
|
 |
Hurricane Plan | Prospective Students | Current Students | Parents | Faculty & Staff | Alumni & Visitor News | University Alert System | Calendar | E-Mail | Phone Book | Blackboard | Contribute to UNO |
|||
|
A-Z Index | | ||||
|
The University of New Orleans • 2000 Lakeshore Drive, New Orleans, LA 70148 (504) 280-6000 • Toll-Free at (888) 514-4275 |
||||