F.1 Faculty Workload and Compensation

The university is committed to being a comprehensive regional university offering BA, BS, and master’s degrees while continuing to offer a variety of associate degrees, technical degrees, and certificate programs. Faculty members, therefore, have the responsibility to engage in all aspects of university life in order to assure the mission is accomplished and the commitment to the area served is maintained. All faculty members participate in designated core activities that form the foundation of a learning-centered institution: teaching, scholarly/creative/professional development activity, and service to the university/profession/ community.

Membership in the academic profession carries with it responsibilities for the advancement of knowledge, the intellectual growth of students, and the improvement of society. Faculty members should order and evaluate their activities in terms of their commitment to these goals as well as in terms of their personal and professional development. Moreover, faculty members of UAFS have an obligation to understand the nature of the institution; to appreciate its unique characteristics and its philosophy, mission, and objectives; and to work effectively to achieve those ends. The university recognizes that in order to achieve success and become a truly learning-centered institution, it must have a “highly skilled, motivated, and fairly compensated community of scholars.”

Administration and faculty members recognize the uniqueness of the university through the various types of academic programs offered in the colleges. A workload policy is needed to reflect the differences inherent in the academic environment. The following policies have been developed to address these differences while providing a learning-centered enterprise for students and a system of fair compensation for faculty members. These policies allow the university to continue to meet the needs of its constituents through offering varying levels of degrees and programs. Basic duties of faculty members include teaching, scholarly and creative activity, institutional obligations, professional development, service, and fulfilling workload expectations.

The purposes of this faculty workload policy is to assure: (a) that expectations leading to achievement of the university’s mission are met; (b) vigilant stewardship of scarce resources; (c) an environment in which all faculty members are fully engaged in the faculty development, evaluation, and promotion systems; and (d) fairness and consistency in assignments.

The dean of each college, in consultation with department heads, coordinators, and/or directors, will develop a reasonable workload schedule for faculty for the ensuing semester. The dean is responsible for managing student and course scheduling needs and for an equitable allocation of workload; therefore, they will make final decisions as to workload and assignments. Individual assignments may vary from workload policy as outlined in individual employment contracts. All assignments are subject to line-item maximum salary restrictions as assigned by the General Assembly for each fiscal year. Should a faculty member view the assigned workload to be unreasonable or inequitable, the faculty member may appeal to the provost for a review of the assignment and its fairness and reasonableness. The provost makes the final decision regarding appeals.

^{F.1 Updated January 2021}

F.1.1 Workload Definitions.

The standard contract-year workload for faculty is defined as follows:

Faculty expectations for scholarship, service, and advising are determined in consultation between the faculty member and department head/director and approved by the dean. In general teaching loads are distributed across all terms for which a faculty member is contracted, but can be adjusted based on departmental needs and/or opportunities for scholarly/creative/professional development activities as determined by the department head/director and approved by the dean. Faculty members must have teaching responsibilities for each term of their contract/appointment, with the exception of faculty members on off-campus duty assignment (sabbatical) leave.

^{F.1.1 Updated January 2021}

F.1.2 Department Heads/Directors.

Department heads/directors who supervise faculty are required to teach a minimum of 15 credit hours during the term of their contract (each year). Exceptions and adjustments to this load must be approved by the dean and provost. Department heads/directors serve at the discretion of the dean.

^{F.1.2 Reorganized January 2021}

F.1.3 Graduate Faculty.

A regular member of the graduate faculty must be a full-time faculty member with a terminal degree. In exceptional cases unique experience, specialized training, and professional competence may substitute for a terminal degree. Regular members must have documented evidence of an appropriate level of scholarly activity and continued participation in graduate education at the course, committee, and program levels. Application must include evidence of professional activity related to graduate education such as research, publication, exhibition or performance, membership in professional organizations, participation in regional or national meetings, excellence in teaching, and additional requirements as outlined by the qualification standards of the program or department. Appointment is for up to a five-year term, at which time the faculty member may reapply. (Individual programs, departments, or colleges may choose to have shorter terms of appointment.) Graduate faculty applications forms are available upon request from the Provost’s Office.

^{F.1.3 Updated/Added January 2021}

F.1.4 Overload Assignments.

UASP 440.2

Occasionally, because of scheduling conflicts or unexpected extended faculty vacancies, overload teaching assignments may become necessary. On those occasions when a faculty overload becomes necessary, a faculty member ay need to teach a load that is more than their customary stated load for their college or disciplines. An overload teaching assignment occurs only when:

• a 9-month contract faculty member with a 24-hour load is assigned a teaching load of more than 12 hours per semester;
• a 9-month contract faculty member with a 30-hour load is assigned a teaching load of more than 15 credit hour per semester;
• a department head/director is assigned a teaching load of more than six credit hours per semester;
• a dean is assigned a teaching load of more than three credit hours per semester.

Faculty and academic administrators asked to teach an extra course when they have a course release or reassigned time to perform other duties are expected to receive overload pay. Faculty and academic administrators with a course release or reassigned time will also be compensated for any extra duties that are normally compensated such as but not limited to payment for teaching undergraduate and graduate independent studies and acting as a lead instructor for concurrent credit courses.

When an overload teaching assignment occurs, arrangements should be made by the department head or dean to provide for extra compensation (according to the University of Arkansas System Board Extra Compensation Policy), reassignment time at a future time, or other compensation, as appropriate. Care should be taken to limit overload teaching.

Stipends for overload hours will be paid during the period in which the overload assignment occurs, unless the faculty member elects to bank the hours for reassignment time in the following semester. Faculty must elect to bank the hours for reassignment, and it must be in writing and agreed upon prior to the start of the semester. Banked hours cannot cross fiscal years. Banked hours not used prior to the end of the academic year will be converted to overload pay.

Any exceptions to the above policies, such as those that may be required by accrediting bodies, must be approved by the college dean and provost, in writing, prior to the onset of the assignment.

According to system policy, an employee’s total compensation for the fiscal year cannot exceed the line-item-maximum (LIM) for the position, and if an employee’s compensation exceeds 125% of annual LIM with extra compensation, then the compensation must be paid through private funds and the request for exemption must be approved by the chancellor, vice chancellor for academic affairs, the President of the University of Arkansas System, and the Board of Trustees.

Senate Resolution Link

^{F.1.4 Updated May 2021}

F.1.5 Release/Reassigned Time.

Faculty may receive release time (reassigned time) from instruction to perform other duties related to instruction, research/creative activities, or service. Faculty will receive release time for research and professional development, University-approved reassignments, or other assignments as they arise. Care should be taken to not add additional teaching, service, advising, or other obligations to faculty with a research or professional development course release. Faculty who take on additional teaching due to exigent circumstance when they have such a release time are eligible for overload pay per the guidelines in F.1.4 Overload Assignment. 

F.1.5.1 Faculty Research and Professional Development Release Time.

Membership in the academic profession carries with it responsibilities for the advancement and application of knowledge and pedagogy. Faculty are eligible regardless of their appointment. In other words, full-time, 9-month or 12-month faculty whose appointment is without scholarly, creative, or professional development expectations who choose to pursue those activities as well as faculty whose appointment requires scholarly, creative, or professional development activities are eligible for course release time. Departments or academic units will develop a process and/or schedule of release time that meets the needs of their faculty and the program or programs in their department or academic unit that will be made publicly available to faculty and submitted to the UPC. Faculty should plan release time in consultation with their department chair/head or program director so that such time aids the faculty member in promotion and other scholarly endeavors.

F.1.5.2 University-Approved Reasignments​

• CALO Faculty Co-Chair, three (3) SCH hours in fall and three (3) SCH hours in spring
• Choral/Concert Choir Director, three (3) SCH hours
• Jazz Band Director, three (3) SCH hours
• Wind Ensemble Director, three (3) SCH hours
• Vocal Jazz Director, three (3) SCH hours
• Musical Theatre Opera: three (3) SCH hours (This is an addition based on rehearsal time, travel, and recruiting equal to the other positions in music.)
• Faculty Senate Chair: three (3) SCH hours in fall and three (3) SCH hours in spring 
• Faculty Senate Chair-elect: three (3) SCH hours
• Faculty teaching a graduate class: three (3) SCH hours during the semester assigned

F.1.5.3 Other Reassignments

Release time for other assignments must be approved by the dean and provost (or designee) in advance and must be consistent with university, departmental, and college goals.

Senate Resolution Link

^{F.1.5 Updated February 2022}

F.1.6 WATC Faculty.

Faculty assigned to the Western Arkansas Technical Center (WATC) will be assigned to teach an 18-credit hour load. This applies specifically to faculty hired through the WATC office to teach WATC classes. Any other faculty who teach WATC courses will count those courses as normal credit hour load as it relates to their standard contract-year workload requirements.

^{F.1.6 Updated January 2021}

F.1.7 Other Teaching Assignments.

F.1.7.1 Lab Classes.

Lab (including studio and clinical) hours are calculated at 75 percent of contact hours

F.1.7.2 Independent Study.

Undergraduate-level independent study classes will be paid at the rate of $100 per student per semester. Graduate-level independent study classes will be paid at the rate of $300 per student per semester.

F.1.7.3 Internships.

Internships for education are calculated at .60 load hour per supervised student. Supervision of clinical practice will not generally exceed 18 candidates for each faculty member per semester or 12 hours for undergraduate teaching. (Five (5) interns generate a minimum of 25 school visits). Other internships (criminal justice, business, English/rhetoric, graphic design, media communication, office management, organizational leadership, political science, psychology, etc.) are paid as an additional assignment at $100 per student per semester.

F.1.7.4 Concurrent Credit Courses.

F.1.7.4.1 High School Instructor Teaching UAFS Concurrent Courses.

Concurrent credit courses taught by a high school teacher at area high schools will have the UAFS courses incorporated into their course load. High school teachers must meet UAFS teaching qualifications and requirements in order to teach UAFS concurrent courses. In turn, any UAFS faculty member acting as the lead instructor receives a stipend for their contributions.

F.1.7.4.2 Concurrent Credit Courses Taught by a UAFS Adjunct or Faculty Member at a Local High School.

Concurrent credit courses taught by an adjunct or faculty member at the local high school will be paid according to the assignment as required by the high school schedule. Teaching loads will typically be adjusted and based on the number of contact hours.

F.1.7.4.3 Concurrent Credit Courses Taught Online or on Campus.

Concurrent credit courses taught online or on the UAFS campus can be taught by either regular or adjunct faculty. These courses will be considered as normal credit hour load as it relates to their standard contract-year workload requirements.

Senate Resolution Link

F.1.7.5 Private Music Instruction.

Credit hours for private instruction are counted as follows: two (2) credit hour lesson equals two-thirds of a load hour (i.e., calculation is 2.00 load for three (3) students); and one (1) credit hour or less equals one-third of a load hour for full-time faculty. Applied music instruction taught by adjunct faculty will be treated as independent study and will be compensation at $325 per credit hour lesson.

^{F.1.7 Updated January 2021}

F.1.8 Summer Teaching Loads.

Summer courses will be assigned first to faculty with 10- to 12-month appointments (where pay is mandated by contract). If there are no 10- to 12-month faculty available to teach the courses, assignments will go next to other full-time faculty then to adjunct faculty. The rate of pay for summer classes is $1,250 per load hour, capped at 12 credit hours, for a maximum of $15,000. Adjunct faculty will be paid at the normal adjunct rate for the assignment. The summer term is one term that can include five-week and 10-week courses. Faculty may only teach two (2) courses every five (5) weeks. Summer teaching loads will be limited to a maximum of four (4) courses: two (2) five-week courses in the first half of the summer term and two (2) five-week courses in the second half of the summer term. If the faculty member chooses to teach a 10-week course, they are limited to three (3) courses: one (1) five-week course in the first half of the summer term, one (1) five-week course in the second half of the summer term, and one (1) 10-week course. Faculty may also choose to teach two (2) 10-week courses, but they are limited to two (2) courses for the full summer session. Non-teaching assignments, with the exception of those approved in advance by the provost, will be equated to credit-hour assignments and counted as reassigned time for pay.

For full pay the minimum undergraduate class size requirement will be 15 students. If less than 15 students, pay will be prorated based on the number of students enrolled down to a minimum of eight (8) students. An exception will be made for class sizes when accreditation requirements limit the number of students to a number less than 15. In that case full pay will be paid for maximum enrollments allowed by accreditation, with pay prorated for anything less.

For full pay the minimum graduate class size requirement will be 10 students. if less than 10 students, pay will be prorated based on the number of students down to a minimum of five (5) students. Classes with fewer than five (5) students will be paid as an independent study.

Refer to the Summer Pay worksheets for undergraduate and graduate classes on My.UAFS.

^{F.1.8 Updated January 2021}

F.1.9 Faculty with Visiting Appointments.

Visiting faculty are placed on one-academic year (typically nine-month) appointments with the following load expectations: 15-18 hour loads each semester with no scholarly/creative/professional development expectations or 12-hour loads each semester with scholarly/creative/professional development expectations. Visiting scholar/artists-in-residence will carry a teaching load and other duties as approved by the dean and provost. The pay for visiting faculty will be determined by the dean and approved by the provost and will include full-time benefits. Pay is based on the teaching load and will be adjusted if the contractual load changes.

^{F.1.9 Reorganized January 2021}

F.1.10 Faculty with Temporary Full-Time One-Semester Appointments.

Under extenuating circumstances faculty may be hired on a one-semester basis. Workload assignments will be 12 or more credit hours per semester. The pay for temporary faculty will be on a per-credit-hour basis based on academic credentials and will not include full-time benefits.

^{F.1.10 Reorganized January 2021}

F.1.11 Adjunct Faculty Loads.

Adjunct faculty are valued members of the UAFS community, and they play a vital role in the instructional mission of the university. Adjunct pay may vary by college. Workloads will be calculated according to IRS guidelines for adjunct faculty, including all assignments (credit instruction, non-credit instruction, and non-instructional). Adjunct faculty who have taught at UAFS for at least six (6) semesters (including summer sessions) and who have not received the award in the last five (5) years are eligible to apply for the Luella M. Krehbiel Adjunct Teaching Excellence Award. (See F.3.3.1 Faculty Senate Awards.) Assignments for adjunct faculty will be limited to two (2) to three (3) classes per semester, not to exceed 10 credit hours. Adjunct faculty are limited to a maximum of 10 load hours per semester and 20 load hours per calendar and fiscal year. While course assignments are not guaranteed due to enrollment numbers and other exigent circumstances, course assignments are made in consultation between the department head and the adjunct faculty member. Course assignments should only be assigned or changed in consultation with the adjunct faculty member and the department head or immediate supervisor.

F.1.11.1 Clinical Adjunct Faculty.

Adjunct faculty participating in patient care clinical areas may not exceed 450 contact hours per semester. Adjunct faculty teaching clinical classes may not exceed 450 contact hours per semester and 900 per calendar and fiscal year.

F.1.11.2 Concurrently Employed Adjunct Faculty.

Staff and faculty without a teaching load may seek adjunct faculty employment. Course assignments will originate from the department head with the employee and department head filling out a Concurrent Employment Form that then goes to the employee’s supervisor for approval. The employee and supervisor will discuss the adjunct teaching assignment, including agreeing on the number of credit hours. All concurrent adjunct assignments must be approved by the supervisor with input from the employee. Concurrently employed adjunct faculty must also fill out the concurrent employment form every semester, which must be obtained from the Office of Human Resoures. Assignments for concurrently employed adjunct faculty should follow the credit hour restrictions for adjunct faculty, which are not to exceed 10 credit hours per semester or 20 credit hours per calendar and fiscal year.

F.1.11.3 Adjunct Faculty Pay Notification.

No later than two business days after census date of the term, all adjunct faculty will be notified about the number of paychecks they will receive and the amount per check before withholdings. The notification will also state when paychecks will first be issued for that semester. An adjunct faculty member who teaches a class that does not begin at the start of the regular 16-week semester will be notified when the first paycheck will be issued for the semester as well as the number of paychecks and amount per check before withholdings. Approved load sheets will be provided to adjunct faculty members when load sheets are shared with full time faculty. This notification will be sent to adjunct faculty each semester that they are employed.

Senate Resolution Link
^{F.1.11 Updated July 2024}

F.1.12 Advising.

UAFS faculty and staff have shared responsibility for academic advising and career mentoring of students throughout their matriculation. Advising assignments differ among programs, but the number and varieties of advising and mentoring duties assigned to faculty members are reflected in their annual evaluations. Faculty assigned to advising and mentoring duties are provided with training and support to ensure their success in carrying out these important responsibilities. Faculty and staff are expected to make appropriate use of student information systems and student success systems in carrying out these responsibilities and in communicating or documenting the results of discussions with students. Faculty and staff who are involved in advising and mentoring duties jointly play a significant role in student retention, progression, graduation, and placement.

Faculty Workload Policy questions should be referred to the Office of the Provost.

Senate Resolution Link
^{F.1.12 Updated/Added January 2021}

F.1.13 Work Schedule.

F.1.13.1 Work Schedules - Faculty.

A full-time faculty workload may include instruction, office hours, assistance to students, advising, mentoring, professional development, research, instructional development, internal governance activities, university and community service, and other related duties as needed to serve students and further the goals of the institution, such as attending graduation and pinning ceremonies, recruiting, job placement activities, etc.

Workload expectations for faculty will vary according to work assignments and agreement, and faculty are expected to work with department heads/deans to determine appropriate scheduling. The work schedule may include evening and weekend classes as assigned by the department head. With the approval of the dean, faculty can “bank” hours by teaching an overload in an earlier semester (typically fall) to be used later in the same academic year. Banked hours cannot cross fiscal years. Banked hours not used prior to the end of the academic year will be converted to overload pay.

Any faculty having less than the required minimum teaching load will be assigned additional duties in order to maintain full-time pay and status or will have their pay reduced proportionately. The exception to this policy with when a faculty member has banked hours in the fall for a reduced spring teaching load. If a teaching load falls short in the fall, the hours must be made up in the spring. The provost makes the final decision regarding appeals.

F.1.13.1.1 Notification of Course Assignments

Deans shall direct department heads, department chairs, directors, and other relevant administrative staff to notify faculty in writing what their teaching assignment will be no later than October 1 for the spring semester and March 1 for the fall semester - that is, before the schedule is published. The person responsible for assigning courses in any program should discuss backup plans with faculty as soon as local administrators begin discussing cancelling a class for low enrollment. Written notification will include complete course information, including the sections, times and days. Changes to faculty course assignment will occur in writing to faculty. Faculty will be notified of changes within one week of the change being determined. 

Senate Resolution Link

^{F.1.13.1 Updated August 2022}

F.1.14 Other Employment Policies.

F.1.14.1 General Employee Pay, Benefits Information, and Leave Policies.

Information about pay and benefits that apply to all employees can be found in the General Employee Information. Information about paid and unpaid leave and benefits including sick leave procedures, FMLA, maternity and parental leave, court and jury duty, leave for a child’s educational activity, military leave, disaster service leave, leave of absence,voting leave, educational leave that apply to all employees can also be found in the General Employee Information section. Please contact Human Resources if you have any questions about pay or benefits. For off-campus duty assignment or sabbatical leave, see section F.3.6 Off-Campus Duty Assignment or Sabbatical Leave.

^{F.1.14.1 Updated July 2024}

F.1.14.2 Grievance Procedure and Corrective Action Procedure.

It is important that employees feel they have been treated fairly and that they receive proper responses to problems and complaints. For this reason the university provides a grievance procedure to promote prompt and responsible resolutions to disagreements arising from working relationships, working conditions, employment practices, or differences of interpretation of policy that might arise between the university and its employees. Employees can use this procedure freely without fear of coercion or retaliation. The university also has adopted a procedure of progressive corrective action steps in an effort to enable an employee to resolve job performance problems and retain employment at the university. Supervisors can use this process at their discretion to help an employee improve job performance if informal counseling and annual evaluation have not addressed the problem behavior. Both the grievance procedures and the corrective action procedure can be found in General Employment Information E.8.

^{F.1.14.2 Updated/Added January 2021}

F.1.14.3 Termination of Employment.

Policies for termination of employment, including the process by which a faculty member can be nominated for emeritus faculty status, can be found in General Employment E.8.

^{F.1.14.3 Updated/Added January 2021}