WORKLOAD

All faculty with the exception of Department Chairpersons, are expected to teach 24 semester hours per academic year. Credit for serving as department chairperson will vary by department.

It is recognized that this description of University expectations is incomplete in that it both overstates and understates current faculty work loads.

1. It overstates faculty work loads in that there are recognized circumstances other than serving as department chairperson which result in teaching loads of less than 24 semester hours.
2. It understates faculty work loads in that there are a number of activities expected of all faculty members that are not reflected in this description. Such activities include but are not limited to:
   
   • academic advising
   • supervision of independent study and internships
   • meeting students and interacting with students
   • research, attendance at professional meetings, seminars, and workshops, presentation of papers,
   • publications, and other creative activities contributing to the faculty member’s professional growth and development
   • planning for new courses and revising existing courses
   • serving the University community through committee and board membership, through assisting the Admission office, or through activities planned by the Advancement Office

It is recommended that Wittenberg revise its description of faculty work load in two respects:

First, it is recommended that all circumstances which provide a general basis for reduction in teaching loads be reviewed and the revised circumstances be explicitly included in the Faculty Manual.

Second, it is recommended that the University make provision for individual faculty members to petition for a reduction in formal classes taught for a specific semester based upon the faculty member’s commitments for that term (as outlined in 2 above) over and above the teaching of courses. Approval of the petition is dependent upon the faculty member having an unusual combination of the activities described above. (By Faculty action, February 16, 1982).

REDUCED TEACHING LOAD FOR SENIOR FACULTY

(1996)

In recognition of the desire for some senior faculty members at Wittenberg to reduce their teaching loads in their pre-retirement years, the University provides the following opportunity.

ELIGIBILITY

Any faculty member holding tenure may apply to participate in the plan. The faculty member should apply to the Provost no later than October 1 of the academic year prior to the commencement of participation in the plan.

TEACHING LOAD AND AGREEMENT TO RETIRE

An eligible faculty member may arrange for a reduced teaching load for a period of not more than three (3) years. The faculty member must agree to relinquish tenure and to retire from the University at the conclusion of the period of the reduced load.

TEACHING LOAD

A faculty member may arrange annual teaching loads from 4 to 20 credits. The credit load may vary from one year to the next and may be negotiated annually, if necessary. Both the load and the course assignments are subject to the concurrence of the department chair. The faculty member will continue to carry non-class responsibilities, such as advising and committee appointments in proportion to the reduced load.

COMPENSATION

Annual salary will be based on the teaching load credits and prorated at 100% of the full compensation earned in the academic year immediately preceding the commencement of the individual’s participation in the plan. The prorated salary will be increased annually according to any across-the-board faculty salary increases within the University.

PRIVILEGES

The University will provide the individual with an office and existing equipment and laboratory space (for science faculty) during the period. Laboratory space will be negotiated with the department chair, according to the faculty member’s proposal for its use. The University will provide the faculty member with continued access to the Wittenberg Library, all cultural and athletic events, and the HPER facilities, under terms and conditions that apply to full-time faculty.

SABBATICAL LEAVE

The faculty member will not be eligible for sabbatical leave during the period of the reduced load.

EMERITUS STATUS

If a faculty member with a reduced load under this plan is otherwise eligible for emeritus status, any requirement for full-time service to the University in the year prior to retirement shall be waived. The faculty member must be recommended and elected to emeritus status according to the process existing for full-time faculty.

BENEFITS

During the period of participation in the plan the faculty member may continue to participate in the University’s medical, group life insurance, long-term disability, and retirement plans, under the terms and conditions of such plans for full-time faculty and as the benefits may be amended and changed from time to time. These benefits may include, at the faculty member’s election, benefits for the faculty member’s spouse and dependent children, providing that those individuals were enrolled in the plan for a minimum of 12 months prior to entering into the agreement for a reduced teaching load.

RETIREMENT CONTRIBUTIONS

The faculty member shall continue to participate in Wittenberg’s retirement program through TIAA-CREF during the period of participation in the plan. The University’s matching contribution will be based on the faculty member’s annual compensation, and participation will be governed by the normal terms and conditions of Wittenberg’s retirement program. During the period of the reduced load Wittenberg will pay the faculty member an additional cash compensation equal to the difference between the current TIAA-CREF , matching funds and the TIAA-CREF matching funds for the annual base compensation in the year preceding initial participation in the plan.

RELEASE AND AGREEMENT

A detailed outline regarding benefits and retirement contributions and a specimen statement of the agreement will be sent to a faculty member upon request.

Direct inquiries and questions to the Provost.

ACADEMIC DEPARTMENT CHAIRPERSONS’ AND PROGRAM DIRECTORS’ TEACHING LOAD

(Approved by Ad Hoc Committee on Load Reduction for Chairperson, January 27, 2000)

ACADEMIC DEPARTMENT CHAIRPERSONS

Academic department chairpersons receive four, eight, or twelve semester hours of teaching load reduction. The amount of load reduction is determined in the following manner:

1. For every department, the following data is gathered for the most recent three years and an average is calculated for each:
   
   • Number of declared majors (taken from Registrar’s Office records)
   • Operating budget allocations (minus salaries, wages, and benefits)
   • Number of full-time faculty FTE
   • Headcount of part-time faculty
2. A mean and standard deviation is provided for each of the four sets of values, from which four z-scores are calculated for each department.
3. Each department’s four z-scores are added, producing an aggregate score.
4. Departments are ranked according to their aggregate score and are placed by the Provost, according to rank, into one of three categories:
   
   • those with the highest aggregate scores
   • those with the next highest aggregate scores
   • all others
5. Chairpersons of the departments with the highest aggregate scores receive twelve semester hours of teaching load reduction. Chairpersons of the departments with the next highest aggregate scores receive eight semester hours of teaching load reduction. All others receive four semester hours of teaching load reduction.
6. On occasion, special factors, which are not part of the formula, may affect a chairperson’s workload to the extent that an additional load reduction for the year should be considered. In such a case, the chairperson may petition to the Provost for a special, one-year load reduction. A chairperson’s petition should demonstrate two things:
   
   • The four quantitative measures for workload do not adequately take the special factors into account.
   • The special factors justify moving the department high enough in the departmental rankings to justify, in turn, additional teaching load reduction.

INTERDEPARTMENTAL PROGRAM DIRECTORS

At the discretion of the Provost reduction is to be awarded to interdepartmental Program Directors for a year in which they are engaged in significant program planning, curriculum development or related activities. The Provost reviews load reductions for Interdepartmental Program Directors annually.

POLICY REVIEW

Every three years (next occurring again academic year 2008-2009, new data is gathered and both the formula for ranking departments and the workload decisions based on it are reviewed.

TEACHING LOAD REDUCTIONS