Common use of Faculty Listing Clause in Contracts

Faculty Listing. Twice each year the University shall make available to the Union the names, title, faculty rank, salary, teaching load, release hours and title for administrative work, Third Year Review status (if not tenured), Post Tenure Review status (when selected), and years of service for all Faculty members on or before October 1 for the fall semester, and on or before February 1 for the spring semester. For any Faculty Members newly hired for the fall or spring semesters after these dates, the University will give these data to the Union when it receives a signed commitment from the newly hired Faculty Member. Given that many faculty are now applying for early tenure (less than the usualsix (6) years of probationary service) and, Given that there is no consequence for a denial recommendation from the PTS Committee for the early applicants and, Given that there have been inconsistencies in providing written feedback to faculty applicants prior to the end of their third year of LU service by the Office of the ▇▇▇▇▇▇▇/VPAA and, Given that a LUC-AAUP proposal designed to resolve this matter, if approved and ratified, would not take effect until spring 2017 at the earliest, then 1. Early applicants for tenure (fall 2016) will not be penalized (terminated) should they be denied tenure by PTS Committee 2. Early applicants, if denied, must re-apply in their sixth year of service 3. Beginning with the 2017 -2018 Academic Year, all decisions of the PTS Committee are binding for any Faculty applicant, whether it is an early application or a sixth-year application. IN WITNESS THEREOF, the parties hereto have executed this Side Letter of Agreement. A signature page indicating approval of this Side Letter of Agreement and a duplicate of like tenor and effect is being kept on file in the Office of Human Resources and in the Office of LUC-AAUP. The University and the Union agree that Distance Learning (DL)/online classes should be designed for student success. Studies have shown that optimal class size for on-line courses is 15-20, which provided the rationale behind capping these courses at 20. However, the University and the Union also recognize that some DL/ online courses can be successful with larger enrollments, similar to the variation in class size found with face-to-face classes that vary depending on subject matter. Further, since technological updates and changes in online instruction have occurred since the earlier studies were conducted, it is mutually beneficial for both the administration and the faculty to collect data on DL/online classes at Lincoln University. Once Lincoln University begins its RN to BSN online program in the fall of 2017, studies will be conducted to assess student demand, class size, student success, faculty workload, and etc. A team from the Administration and a team from LUC-AAUP will meet and negotiate any change to a cap in class size based on our data. IN WITNESS THEREOF, the parties hereto have executed this Side Letter of Agreement. A signature page indicating approval of this Side Letter of Agreement and a duplicate of like tenor and effect is being kept on file in the Office of Human Resources and in the Office of LUC- AAUP. The University and the Union agree that it is mutually beneficial to appoint a panel consisting of administration, union, and Graduate Faculty from the University City Campus to review the current academic structure, personnel titles, responsibilities, and compensation and make recommendations as deemed appropriate. This panel’s report will then go to the negotiating teams from the university and LUC-AAUP for eventual inclusion into the Collective Bargaining Agreement. It is further agreed that the aforementioned panel shall complete and submit its report by June 30, 2017.

Faculty Listing. Twice each year the University shall make available to the Union the names, title, faculty rank, salary, teaching load, release hours and title for administrative work, Third Year Review status (if not tenured), Post Tenure Review status (when selected), and years of service for all Faculty members on or before October 1 for the fall semester, and on or before February 1 for the spring semester. For any Faculty Members newly hired for the fall or spring semesters after these dates, the University will give these data to the Union when it receives a signed commitment from the newly hired Faculty Member. Given that many faculty are now applying for early tenure (less than the usualsix usual six (6) years of probationary service) and, Given that there is no consequence for a denial recommendation from the PTS Committee for the early applicants and, Given that there have been inconsistencies in providing written feedback to faculty applicants prior to the end of their third year of LU service by the Office of the ▇▇▇▇▇▇▇/VPAA and, Given that a LUC▇▇▇-AAUP ▇▇▇▇ proposal designed to resolve this matter, if approved and ratified, would not take effect until spring 2017 at the earliest, then 1. Early applicants for tenure (fall 2016) will not be penalized (terminated) should they be denied tenure by PTS Committee 2. Early applicants, if denied, must re-apply in their sixth year of service 3. Beginning with the 2017 -2018 2017-2018 Academic Year, all decisions of the PTS Committee are binding for any Faculty applicant, whether it is an early application or a sixth-year application. IN WITNESS THEREOF, the parties hereto have executed this Side Letter of Agreement. A signature page indicating approval of this Side Letter of Agreement and a duplicate of like tenor and effect is being kept on file in the Office of Human Resources and in the Office of LUC-AAUP▇▇▇- ▇▇▇▇. The University and the Union agree that Distance Learning (DL)/online classes should be designed for student success. Studies have shown that optimal class size for on-line courses is 15-20, which provided the rationale behind capping these courses at 20. However, the University and the Union also recognize that some DL/ online courses can be successful with larger enrollments, similar to the variation in class size found with face-to-face classes that vary depending on subject matter. Further, since technological updates and changes in online instruction have occurred since the earlier studies were conducted, it is mutually beneficial for both the administration and the faculty to collect data on DL/online classes at Lincoln University. Once Lincoln University begins its RN to BSN online program in the fall of 2017, studies will be conducted to assess student demand, class size, student success, faculty workload, and etc. A team from the Administration and a team from LUC▇▇▇-AAUP ▇▇▇▇ will meet and negotiate any change to a cap in class size based on our data. IN WITNESS THEREOF, the parties hereto have executed this Side Letter of Agreement. A signature page indicating approval of this Side Letter of Agreement and a duplicate of like tenor and effect is being kept on file in the Office of Human Resources and in the Office of LUC- AAUP▇▇▇- ▇▇▇▇. The University and the Union agree that it is mutually beneficial to appoint a panel consisting of administration, union, and Graduate Faculty from the University City Campus to review the current academic structure, personnel titles, responsibilities, and compensation and make recommendations as deemed appropriate. This panel’s report will then go to the negotiating teams from the university and LUC-AAUP for eventual inclusion into the Collective Bargaining Agreement. It is further agreed that the aforementioned panel shall complete and submit its report by June 30, 2017.