Academic Professionals Sample Clauses
The 'Academic Professionals' clause defines the rights, responsibilities, and expectations for individuals engaged in academic roles within an organization or under a contract. It typically outlines the scope of work, such as teaching, research, and service obligations, and may address issues like intellectual property, academic freedom, and performance evaluations. By clearly delineating these terms, the clause ensures both the institution and the academic professional understand their mutual obligations, reducing the risk of disputes and promoting a productive academic environment.
Academic Professionals. The structure for compensating Academic Professionals groups their positions in job families based upon job responsibilities. The levels within families and associated pay ranges are as follows.
Academic Professionals. If a full-time Academic Professional is given an additional work assignment (other than non-traditional work assignments under Article XI. Workload, Section L.) that will likely result in the member working an extra full day or more beyond the applicable annual base load, the Supervising Administrator will document the assignment and the amount of approved workload credit for the assignment and provide copies of the document to the member and to the responsible ▇▇▇▇ or designee. If a non-teaching assignment cannot reasonably be completed within the approved workload hours, the approved workload hours may be modified by written agreement of the member and the responsible ▇▇▇▇ or designee. Any full day of the approved workload credit for the assignment that is not absorbed in the member’s remaining annual base load (e.g., through schedule modifications, etc.) before the end of the academic year will be compensated as overload at the applicable part-time rate for the work at the member’s current step on the pay scale (or the maximum part-time step, if lower).
Academic Professionals. If a full-time Academic Professional is given an additional work assignment (other than non-traditional work assignments under Article XI. Workload, Section L.) that will likely result in the member materially exceeding the applicable annual base load (i.e., requiring that additional work occur over an extended period of time, resulting in work above a reasonable full- time assignment), the assigning Chair or Director will document the assignment and the amount of approved workload credit for the assignment and provide copies of the document to the member and to the responsible ▇▇▇▇ or designee. Any part of the approved workload credit for the assignment that is not absorbed in the member’s remaining annual base load (e.g., through schedule modifications, etc.) before the end of the academic year will be compensated as overload. Such overload assignments will be compensated at the applicable part- time rate for the work at the member’s current Step on the pay scale (or the maximum part-time Step, if lower).
Academic Professionals. Full-time employees whose work is necessary or adjunct to the teaching of students or to research functions of the university.
Academic Professionals. 1. All Academic Professionals in the bargaining unit shall be eligible for consideration for merit awards. Merit awards shall be given for recognition of exceptional performance of the duties and responsibilities set forth in Article 19 of this agreement. Specifically merit awards shall be given principally for (1) outstanding effectiveness of performance as an academic professional; (2) significant continuing professional growth as demonstrated by scholarly activities such as continuing education, participation in professional activities, contributions to the profession, and publication of reports, articles or other works pertinent to employment as an academic professional; and (3) effectiveness of service to the College or School and/or Temple.
2. The merit pool shall be divided into merit units. Each merit unit shall equal $350. Half units may be awarded after the first unit. Any fraction of merit unit remaining in the pool shall be rounded up.
3. Nominations for merit awards may be made by academic professionals themselves or colleagues, department heads, Deans, or Directors or Temple.
4. The commencement of the nominating process shall be announced by Temple to all academic professionals, and their department heads and/or supervisors.
5. Uniform written guidelines governing the process of nomination and criteria for recommending academic professionals for merit awards shall be distributed by Temple to all academic professionals and their supervisors each year.
6. The ▇▇▇▇, Director or other senior supervisor shall consult with the immediate supervisor about the nomination of persons for merit salary increases. After consulting with the supervisors, the ▇▇▇▇, Director or other senior supervisor shall prepare a list of their recommendations for merit awards, the reasons for which they are recommended, and the number of merit units for which each person is recommended. Each academic professional recommended for merit by the ▇▇▇▇ or Director shall be notified of the recommendation at the time it is forwarded to the ▇▇▇▇▇▇▇ or other designated university officer. Academic professionals who are not recommended for merit shall receive a letter of notification.
7. The list of academic professionals proposed for merit awards and the amount of each merit award recommendation shall be forwarded to the ▇▇▇▇▇▇▇ or other designated university officer for review and final decision. Academic professionals who have been awarded merit awards shall be informed of the nu...