Philadelphia University s1

Philadelphia University Faculty Compensation Policy

Final Draft – 6/1/2014 Table of Contents List of Tables Table 1: Overload and Summer Instruction rates for Lectures, Labs, and Online Table 2: Overload and Summer Instruction rates for Studios Table 3: Non-Instructional Assignments Table 4: Ranges of Initial Rates for Non-Studio Instruction Table 5: Ranges of Initial Rates for Studio Instruction Table 6: Non-Instructional Assignments 1. Overarching Statement

This document sets forth the policy for compensating faculty for instructional and non-instructional duties assigned during both the academic year and the period when faculty are off- contract. This document is intended to supplement the description of the normal workload of full-time faculty as outlined in the Faculty Manual, and provides a description of the duties and assignments acceptable for a part-time faculty member. It is the responsibility of the Provost’s Office to maintain and update this compensation schedule in consultation with Executive Deans and the Treasurer’s Office. To preserve equitable faculty compensation and accurate description of responsibilities, this Policy must be assessed at least every three years.

4 | P a g e 2. Compensation for Full-time Faculty

2.1.Workload and Compensation Principles A full-time faculty member receives a base academic salary for the usual and reasonable activities described in the Faculty Manual, including teaching a 12-unit load per semester; undertaking curriculum development and revision; advising students in the major; conducting office hours; participating in student activities and orientations and attendance at the major academic events of the year; conducting research and scholarship; as well as conducting service to both the University and their profession. Faculty may not receive extra compensation for these usual and reasonable activities. A full-time faculty member may be assigned additional instruction or administrative duties and/or be asked to fulfill extraordinary, short-term needs that fall outside the scope of normal responsibilities. For this work, faculty may receive extra compensation. Any activities undertaken for extra compensation may not interfere with a faculty member’s satisfactory disposition of his or her regular assignments and responsibilities. The compensation ranges for teaching or related services (such as course development) are established by the Provost’s Office in consultation with the Treasurer’s Office. Extra compensation for federally-funded research must be consistent with federal rules and regulations. Extra compensation funded by privately-funded research must be at rates negotiated by the Director of Budgets and Grants with the research sponsor.

2.2.Instruction during the Academic Year Philadelphia University offers on-campus, hybrid, low-residency, and online degree programs. A full load is 12-units per semester or semester equivalent. Faculty may teach in any of these formats and academic calendars in load.

2.3.Instruction during Summer Session/s Faculty on 9-month contracts may teach for the University during summer sessions, as the instructional effort is outside of the contract period. Therefore, summer instruction is not considered overload. Summer instruction is compensated at rates within the compensation ranges for part-time faculty.

5 | P a g e 2.4.Instructional Overload during the Academic Year An overload is a situation when a faculty member teaches in excess of the normal 12-credit course load in a semester or semester equivalent. Overloads are to be avoided as they may have detrimental impacts on a faculty member's ability to meet normal responsibilities. Overloads may also negatively impact promotion, tenure, and contract renewal. Only the Dean responsible for the curriculum may determine if an overload is exceptional and necessary. If a Dean deems the need for an overload necessary, the overload must be approved by the Provost’s Office, before the semester begins. A program director may not assign him- or herself an overload. The following stipulations apply to overload assignments: 1. A course must meet minimum enrollment requirements in order to be offered. 2. A faculty member with one or more course releases may not be assigned a course overload. 3. A faculty member may not have more than one overload course per semester. 4. Overloads may not continue from semester to semester; program staffing concerns should be discussed with the Dean. 5. Individual faculty members may not have a personal overload rate. Compensation for an approved overload must follow the compensation ranges for adjunct course instruction. It is desirable to have f/t faculty members teaching courses in online programs. When online programs do not have dedicated f/t faculty, the Dean must work with the Program Director to determine the staffing as it specifically relates to overload assignments for other f/t faculty. Overloads for online course instruction must be approved by the Provost’s Office before the module and corresponding semester begin. Under no circumstances may a f/t faculty member teach more than two (2) online courses in overload per semester. Compensation for overload instruction of online courses must follow the compensation ranges for adjunct course instruction.

6 | P a g e 2.5.Program and Course Development Development of new and updating existing courses within existing academic programs is considered a usual and reasonable part of instructional duties. Faculty may pursue these activities independently and/or at the request of their Dean or program director. The development of new programs as well as courses associated with those new programs is above and beyond normal duties. For these activities, faculty members may receive extra compensation. In recognition of the intensive nature of developing a new online course and/or converting an on- campus course to an online format, faculty members may receive extra compensation. Compensation must follow the specified ranges for online course development.

2.6.Administrative Duties Administrative duties, such as program direction or coordination; course-section coordination; advising in the major; and START session advising are above and beyond the normal duties of a teaching faculty member. For these duties, faculty members may receive extra compensation. Administrative assignments must be approved in advance by the Provost’s Office. Assignments will be confirmed via an appointment letter from Human Resources.

2.7.Compensation Ranges for Overload Assignments for Full-Time Faculty

2.7.1. Overload and Summer Instruction Compensation for Lectures and Laboratory sections, both on campus and online, is paid per workload (WL) unit associated with the section. Executive and Academic Deans may set the compensation within these ranges for the discipline as per their budgets. However, individual faculty members may not have a personal overload rate. Compensation should not exceed the highest end of the range. Table 1: Overload and Summer Instruction rates for Lectures, Labs, and Online Instructional Per WL unit Not to Exceed Method Value Lecture 1.0 $800-1,500 $4,500 Laboratory 0.5 $800-1,500 $4,500 Online 1.0 $800-1,500 $4,500 Lecture

Compensation for Studio sections, both on-campus and online, is based on credit-hour, because the contact hours associated with studios are less standardized across the Colleges. The normalizing component of a studio course is the credit hour. Compensation is set based on a range of per-section rates. Table 2: Overload and Summer Instruction rates for Studios 3-credit 4-credit 5-credit 6-credit Studio $3,000 - $4,000 - $5,000 - $6,000 - $4,000 $5,000 $6,000 $6,200 Online $3,000 - $4,000 - $5,000 - $6,000 - Studio $4,000 $5,000 $6,000 $6,200

The highest end of the ranges should be reserved for studios with the highest contact hours.

2.7.2. Short Courses Short courses may be taught in-load or in overload. Proponents of short courses must be aware that overload payments are included in the cost of the course, as covered by the student tuition for the course. Short courses in the special-topics category carry academic credit and must be approved by the Study Abroad Office through an annual application process. If a course is not a special topic, it must be approved by College Education Committee. CEC-approved courses must be proposed annually to Study Abroad Office.

7 | P a g e Short courses require at least two faculty (or a faculty + professional staff coordinator) to participate. Faculty co-teaching the course will divide the total credit allocation for compensation or load calculations. The allocation to each faculty member will be proportionate to the amount of work he/she contributes to the preparation and delivery of the course, as mediated by Dean if necessary.

When short courses are not included as part of a faculty member’s regular teaching load, faculty are paid for teaching these courses as an overload following a per-credit payment, up to the limit set by the Executive Dean.

8 | P a g e 2.8.Non-Instructional Assignments

From time to time, full-time faculty members are asked to take on extraordinary duties, for which they may receive additional compensation, with the permission of their Dean. Table 3: Non-Instructional Assignments for Full-Time Faculty Compensation Ranges Challenge Exam (course equivalency exam) $100 Course-by-Appointment (BAP) $400 Course Section $525-2,500/year Program Direction/ Coordination $2,500-$5,000/year Curriculum Development - New Courses for new programs $500-$700/credit* - Existing courses converted to online format $2,500 - New courses created for online format $3,500 First-Year Advising $1,400/semester Independent Study supervision $300 Internship Advisor $200-$400 START session advising $100/session Program Development $5,000/program

* Not to exceed $4,200 without prior written permission from the Provost’s Office. Permission may be granted if course credits exceed six (6) or if a wage exception request is approved.

Compensation for activities not included here, or outside of ranges or amounts listed, must be discussed with the Provost’s Office prior to extending the assignment to a faculty member.

2.8.1. Definitions of Non-Instructional Assignments for Full-Time Faculty

A. Challenge Exam: Taken in lieu of a course (for students who believe they have met the course knowledge/skill set/outcomes expectations). The compensation is $100 per exam/grading.

B. Courses-by-Appointment (BAP): Compensation is to be paid on a per student basis up to the amount paid to teach the course in a traditional format. It is expected that faculty will meet with students on a regular and frequent basis and that the assignments and student work will be similar to what is typically required in the course as traditionally taught. These are courses which are offered regularly, but are taught as BAP in cases when students need the course to graduate. The compensation is $400 per student for a 3-credit/3-contact course. The per-student amount may be prorated based on the student contact hours, but only at the discretion of the Dean with permission of the Provost. . If prorated, the per-student rate should not exceed $800.

C. Course Section Course coordination may be needed for courses with multiple sections that are taken by a large number of students. Responsibilities for course coordination include but are not limited to:  Recruitment, hiring and orientation of adjunct faculty.  Evaluation, including classroom visitation of adjunct faculty.  Coordination/assurance of consistency of curriculum, learning outcomes across all sections (full- and part-time).  Act as resource for adjunct faculty and students on issues such as teaching performance, outcomes assessment and academic integrity.  Assist the Managers of Academic Operations (MAO) with the scheduling of courses and sections in an area.

9 | P a g e  Act as primary contact point and resource for adjunct faculty for institutional, college and section needs. Remuneration for course coordination varies according to needs of the department and faculty preferences. The stipend ranges from $525 to $2,500 per year, and is dependent upon the number of sections and the number of adjunct faculty supervised. The Provost’s Office recommends a coordinator for five faculty; it is assumed that generally adjunct faculty teach multiple sections of the same course. The coordination stipend should be standard within a College/School as administered by the Executive Dean. D. Program direction or coordination: Since program size varies considerably, in cases where program coordination is deemed necessary, discussions should take place between the dean and the provost about the need and compensation, which may be in the form of course release (or course equivalency – see below for description) as full or partial compensation. All full-time faculty compensation for administrative positions must be discussed with the provost.  Assist dean and designee with outcomes assessment, accreditation requirements, etc. as it relates to using part-time faculty.  Act as primary contact point and resource for adjunct faculty for institutional, college and program needs.

E. Curriculum development: Includes designing all course materials, traditionally involving a syllabus and Blackboard materials, and preparing a proposal that is brought through Shared Governance and academic oversight processes (college education committees, for example).

E.1.On-campus courses The compensation is $500-$700 per course credit, dependent on extent of work and special skill/experience requirements. Higher levels of compensation would be made for extraordinary expertise (for example, in certain areas of disaster medicine, strategic design MBA, or sustainability where there are few individuals nationally with the capability to develop the necessary content and instructional materials). A higher level of compensation in the range would also be appropriate in cases where the course includes the development of a lab, lab manual, lab materials and preparing web or online materials in addition to the standard Blackboard content.

E.2.Online courses  When existing courses are converted to online format for new program development, the compensation rate is $2,500 per course.  When new course content is developed for an online format, the compensation rate is $3,500.

F. First Year Advising: $23/hour up to 4 hours per week (15*4*23 = $1,380 - rounded up = $1,400/semester). Stipends are initiated, processed by and charged to Learning & Advising.

G. Independent Study (IS) : Compensation is to be paid on a per student basis up to the compensation to teach the course in a traditional format. Note that there are federal, state and accreditation guidelines about engagement between faculty and students when assigning college credit. It is expected that 14 hours of engaged learning takes place for every college credit. The compensation is $300 per student and is not pro-rated on the basis of course credit.

H. Internship Advisor: $200 for 0-3-credit internship; $400 for 6-credit internship. For description of faculty expectations, refer to the Internship Office web site. Stipends are initiated, processed by and charged to the Internship Office .

I. START session: This involves the academic advising of incoming students during summer and January scheduled START periods. The compensation is $100 per session. Stipends are 10 | P a g e initiated, processed by and charged to the Learning & Advising Office.

J. Curriculum development : Programs - This is a normal and expected responsibility of full-time faculty, but there are instances that require expertise that we do not have. In those cases, we would hire a practitioner or other person to assist with or fully develop course material. Curriculum development might also involve substantial revision of existing courses (e.g., in rapidly changing fields or programs that require redistribution of credits and, therefore, the redesign of multiple courses). The compensation is $5,000.

11 | P a g e 3. Compensation for Emeritus Faculty

The University values the involvement and contributions of emeritus faculty. Emeritus faculty members may receive the full-time faculty overload rates for the respective College or School.

12 | P a g e 4. Compensation and Workload for Adjunct Faculty

4.1.Compensation Principles The University has standard compensation rates for each type of instructional and non-instructional assignments.

4.2.Workload Principles Adjunct faculty members are part-time faculty members. An adjunct faculty member may be hired for instructional and non-instructional assignments. Effort is tracked over the traditional fall, winter, spring, and summer reporting terms, which include the University’s standard 15-week semester as well as the 6- and 8-week mini-terms. An adjunct faculty member’s effort may not exceed 9.75 workload units in a traditional semester. A workload unit is calculated by multiplying a course’s contact hours by its Instructional Method Value. Contact hours are published in the Course Catalog. Instructional Method Values are published in Appendix I.

4.2.1. Instruction during academic year and summer sessions Adjunct faculty may be hired to teach courses during the traditional semesters of the academic year and summer sessions. An adjunct faculty member may teach one or more components of a course section. Adjunct faculty may teach on-campus and online courses. An adjunct faculty member’s effort may not exceed 9.75 workload units in a traditional semester, including the multiple mini-terms within it.

4.2.2. Non-instructional assignments Adjunct faculty members may be hired to perform co-curricular, non-instructional duties, such as advising and course development, as well as administrative duties, such as course-section coordination or participation in accreditation activities. At the time a non-instructional assignment is offered to an adjunct faculty member, the hours associated with the assignment must be quantified. Hours are translated into workload equivalents and then recorded as part of that faculty member’s workload for that traditional semester. An adjunct faculty member’s effort may not exceed 9.75 workload units in a traditional semester, including the multiple mini-terms within it. 4.3.Compensation Ranges for Adjunct Faculty

4.3.1. Instructional Assignments

New adjunct faculty must be hired for rates that fall within the standard ranges. The Executive Dean may set differentials for academic credentials, such as a terminal master’s degree or doctorate, as long as the rates fall within the University’s standard ranges. Table 4: Ranges of Initial Rates for Non-Studio Instruction Instructional Per workload Not to Exceed Method Value unit Lecture 1.0 $700-1,500 $5,000 Laboratory 0.5 $700-1,500 $5,000 Online 1.0 $700-1,500 $5,000 Lecture

The contact hours associated with studios are less standardized across the Colleges. Further, some studios have other course components, such as lecture or lab. The credit hour normalizes studio instruction. Therefore, compensation for studio courses is set in a range by credit hour. Table 5: Ranges of Initial Rates for Studio Instruction 3-credit 4-credit 5-credit 6-credit Studio $3,000 -$4,000 $4,000 - $5,000 - $6,000 - $5,000 $6,000 $6,200 Online $3,000 -$4,000 $4,000 - $5,000 - $6,000 - Studio $5,000 $6,000 $6,200

The highest end of the ranges should be reserved for studios with the highest contact hours. It is understood that when the University’s budget permits, adjunct rates may increase. Increases will be set by the University’s Treasurer’s Office in consultation with Human Resources, the Provost’s Office, and Executive Deans. Such increases may affect the base rates and/or may increase individuals’ rates. 4.3.2. Non-Instructional Assignments All non-instructional assignments have to be quantified in terms of hours required to complete the task. Hours are translated into workload units, which are tracked by Human Resources and the Provost’s Office. An adjunct faculty member’s effort may not exceed 9.75 workload units in a traditional semester, including the multiple mini-terms within it. Some programs using Teaching Assistants (non-student) to assist faculty deliver the course content in the classroom, labs, recitation sessions, and other instructional formats. Teaching Assistants are hired for a set number of hours per week and semester, and are paid on an hourly basis. The hourly rate may range from $50-$75 per hour depending upon the academic credentials, experience, and discipline.

4.4. Exceptions to the approved compensation ranges

College[s] and Schools may request exceptions to the published ranges for adjunct faculty. Extending an offer for an exceptional rate requires pre-approval in writing. The University understands there will be faculty with exceptional teaching experience, including years of service at the University itself, as well as exceptional industry experience for which a differential rate may be awarded.

4.4.1. Principles Approval of an exceptional compensation rate is not accompanied by a budget adjustment. The requesting College or School must be able to absorb the additional cost within its operating budget. Because of budget limitations, the University expects Deans to request exceptions prudently. An adjunct faculty member may receive permission for an exceptional rate for a specific course section. That rate does not apply automatically to other course sections in the same College and/or different Colleges.

4.4.2. Procedures Approvals are obtained by completing a Payroll Action Notice (PAN) Form. PANs requesting salary exceptions are approved by the Provost’s Office, Finance Office, Human Resources, and the President’s Office. Requests do not need to be made more than once. When an exception is approved, the MAO enters 1) the exception reason and 2) approval date on the Faculty Section scheduling form in Datatel Colleague. The MAO must re-enter the approval information each semester. Table 6: Compensation Ranges for Non-Instructional Assignments for Adjunct Faculty Method of Compensation Assigning Description Ranges workload units Accreditation participation - Advisory Committee Up to $500 Hourly - On-going curricular assessment $75-$100 Hourly - Prep & writing Self-Study; Site Visit prep. $2,500 - $3,000 Course eq. - Review of Self-Study $1,000 - $1,500 Course eq. Advising Hourly - First-Year $1,400/semester Hourly - CPS Student Advising $100-135/session Hourly $700-$1,400/ Hourly - Professional Advising semester Assessment, Curriculum $1,000-$1,500 Course eq. Capstone Project (Graduate) - Faculty member of record BAP rate Course eq. - Chair with limited supervision $100-$200/student Course eq. - Committee member $100-$200/student Course eq. Challenge Exam (course equivalency exam) $100 /student Course eq. Clinical-related assignments - Clinical Preparation Workshop Day $100/hour Course eq. - Objective Structured Clinical Examination Course eq. $100/hour (OSCE) $400 /student for a Course-by-Appointment (BAP) Course eq. 3-credit course* Course or Program Coordination $525-2,500/year Course eq. Curriculum Development - Course review $100-$150 Hourly - Course revision $250-1,000 Course eq. - Course component revision (CPS) - Learning Activity Revision $250-$550 Hourly - Blackboard updating $500-$700 Hourly - Develop Testing $500-$750 Hourly $1,500-$1,700/credit Course eq. - Curriculum redesign ** $1,500-$1,700/credit Course eq. - New Courses for new programs ** - Existing courses converted to online format $2,500 Course eq. - New courses created for online format $3,500 Course eq. External Evaluator $1,500 - $1,700 Course eq. Fieldwork Site Development (clinical Course eq. $1,000 programs) Grant-funded Activity TBD Hourly High School Seminars (grant funded) $3,000 Hourly Independent Study $3001 Course eq. Internship Advisor $200-$400 Course eq. Lecture Series Coordination $250-500 Hourly

1 CPS Independent Study rate is $500. Method of Compensation Assigning Description Ranges workload units Honoraria for Guest Lecture/Speaker $75-250/hour Hourly Prior Learning Assessment $400-$1,110 Hourly Portfolio Essays, Review/Grade (CPS) $250-$300 Hourly Professional Tutoring/Supplemental $1,400-$3,000/ Hourly Instruction semester Program Development $5,000/program Course eq. Search Committee Participation $100-$1,000 Hourly Subject Matter Expert (SME) $33/hour Course eq. Writing/Editing program materials - Faculty/Student Handbook $750-$100/hour Hourly - Program Newsletter $750-$100/hour Hourly Recruitment and Orientation - Info. Session presentation (CPS) $100/session Hourly - Orientation Sessions (CPS OTA) $200-$400 Hourly - START session (summer/winter term only) $100/session Hourly SERVE section $867/section Course eq.

* Per-student rate maybe be pro-rated for additional contact hours, but is not required. Per-student rate should not exceed $800. ** Not to exceed $4,200 without prior written permission from the Provost’s Office. Permission may be granted if course credits exceed six (6) or if a wage exception request is approved.

Compensation for activities not included above must be discussed with the Provost’s Office prior to extending the assignment to a faculty member. Compensation amounts that are outside the ranges must receive Provost’s Office approval. 4.5. Definitions of assignments for Adjunct faculty

A. Accreditation: Member of advisory committee (recommended - $500); Review of self-study (recommended range $1,000-$1,500); Participant in site visit, self-study preparation and report-writing (recommended range of $2,500-$3,000)

B. Capstone Project (Graduate):

Chair - for synthesis projects, thesis and dissertation, and similar courses - chairs are to be named as 'faculty-of-record' and compensation is to be equivalent to course-by-appointment payments if the contact between faculty and student is high. If the contact is limited, an honorarium is more appropriate ($100-$200/student). It is not desirable to have the same faculty member act as chair for more than five students in any one semester.

If a student is unable to complete the capstone project and enrolls in a one-credit extension course (identical course number with “E” suffix), it indicates that the student did not submit a project that was evaluated by a faculty member for a final grade. From the faculty side, the extension courses are completion of monitoring the capstone work, a thesis for example. The faculty member who managed the capstone originally was compensated to do so, but the student did not complete the work (and therefore the amount of monitoring was little or none). The faculty member originally assigned to the student should be the one assigned to the student for the extension, for both continuity in research for the student’s sake, but also because they were already compensated for this activity.

Committee Member - for synthesis projects, thesis and dissertation, and similar courses - committee members are to be compensated only if they meet with students on a regularly-scheduled basis throughout the semester; at least weekly and if the member is expected to guide the student in a specific area (e.g., statistical techniques). In these cases, and with prior approval from the dean, faculty would be compensated on a course-by-appointment basis. The number of committee members, including the faculty of record for Master’s level should be limited to two committee members per course. For external reviewers who participate as panel members for a class review, a modest honorarium of $100-$200 is appropriate.

C. Challenge Exam: Taken in lieu of a course (for students who believe they have met the course knowledge/skill set/outcomes expectations). The compensation is $100 per exam/grading.

D. Clinical-related Assignments:

Objective Structured Clinical Examination (OSCE) is a modern type of examination often used in health sciences. It is designed to either review or test clinical skills performance or competence in skills such as communication; clinical examination; medical procedures/prescription; exercise prescription; joint mobilization/manipulation techniques; radiographic positioning; radiographic image evaluation and interpretation of results. At PhilaU, OSCEs are conducted at the end of the Physician Assistant program to assess competency prior to graduation. OSCEs are graded by participating faculty. Compensation is $100 per hour for up to $800 per day.

Clinical Preparation Workshop Day is organized in small group sessions on specific topics to prepare our students to transition from the didactic portion of the program to the clinical year. The sessions are delivered by participating faculty in specific disciplines. Compensation is $100 per hour for up to $800 per day. E. Courses-by-Appointment (BAP): Compensation is to be paid on a per student basis up to the amount paid to teach the course in a traditional format. It is expected that faculty will meet with students on a regular and frequent basis and that the assignments and student work will be similar to what is typically required in the course as traditionally taught. These are courses which are offered regularly, but are taught as BAP in cases when students need the course to graduate. The compensation is $400 per student for a 3-credit/3-contact course. The per-student amount may be prorated based on the student contact hours, but only at the discretion of the Dean with permission of the Provost. If prorated, the per- student rate should not exceed $800.

F. Course or program coordination: These are not responsibilities we would typically hire an adjunct faculty to perform. Since program size varies considerably, in cases where program coordination is deemed necessary, discussions should take place between the dean and the provost about the need and compensation, which may be in the form of course release (or course equivalency – see below for description) as full or partial compensation. All full-time faculty compensation for administrative positions must be discussed with the provost. Course coordination may be needed for courses that are required for College Studies DEC and other curriculum that is taken by a large number of students, as well as for courses in large programs where many sections of courses are offered every semester.

Responsibilities for course coordination include but are not limited to:  Recruitment, hiring and orientation of adjunct faculty.  Evaluation, including classroom visitation of adjunct faculty.  Coordination of faculty development for adjunct faculty.  Coordination/assurance of consistency of curriculum, learning outcomes across all sections (full- and part-time).  Act as resource for adjunct faculty and students on issues such as teaching performance, outcomes assessment and academic integrity.  Assist the MAO with the scheduling of courses and sections in an area.  Assist dean and designee with outcomes assessment, accreditation requirements, etc. as it relates to using part-time faculty.  Act as primary contact point and resource for adjunct faculty for institutional, college and program needs. The coordinator must also confirm that the members possess the requisite teaching experience, are well organized, and can communicate effectively. If any technology skills are required, the coordinator would assess these and/or provide information of how to meet the expectations related to use of technology. Remuneration for course coordination varies according to needs of the department and faculty preferences. If possible, a course release (or course equivalency – see below for description) may be requested. The stipend ranges from $525 to $2,500 per year, and is dependent upon the number of sections (10 to 50) and the number of faculty supervised (5 to 35). G. Curriculum development: Courses - This includes designing all course materials, traditionally involving a syllabus, Blackboard materials, and a proposal that is brought through the internal review process (education committees, for example). Higher levels of compensation would be made for extraordinary expertise (for example, in certain areas of disaster medicine where there may be two or three individuals nationally with the capability to develop the necessary materials. The higher levels of compensation in the range would also be appropriate in cases where the course includes the development of a lab, lab manual, lab materials and preparing web or online materials in addition to the standard Blackboard content. The compensation is $1,500-$1,700 per course credit – dependent on extent of work and special skill/experience requirements. H. Curriculum development : Programs - This is a normal and expected responsibility of full-time faculty, but there are instances that require expertise that we do not have. In those cases, we would hire a practitioner or other person to assist with or fully develop course material. Curriculum development might also involve substantial revision of existing courses (e.g., in rapidly changing fields or programs that require redistribution of credits and, therefore, the redesign of multiple courses). The compensation is $5,000.

I. External Evaluator: Activity is to take place over the semester and involve multiple interactions with students. Course equivalency should be used as a guide for compensation.

J. Fieldwork Site Development: Developing and maintaining clinical sites, placements, and preceptor relationships for programs with curricular requirement. $1,000 for approximately one course equivalent per semester. K. First Year Advising: $23/hour up to 4 hours per week (15*4*23 = $1,380 - rounded up = $1,400/semester). Stipends are initiated, processed by and charged to the Learning & Advising Office.

L. High School Seminars: This activity is unique to sciences and subject to grant funding.

M. Independent Study (IS): Compensation is to be paid on a per student basis up to the compensation to teach the course in a traditional format. Student directed courses are expected to meet less frequently and less regularly than a course by appointment, but involve significant amount of engagement by the student, and significant faculty direction or guidance. Note that there are federal, state and accreditation guidelines about engagement between faculty and students when assigning college credit. It is expected that 14 hours of engaged learning takes place for every college credit. The compensation is $300 per student and is not pro-rated on the basis of course credit.

N. Internship Advisor: $200 for 0-3-credit internship; $400 for 6-credit internship. For description of faculty expectations, refer to the Internship Office web site. Stipends are initiated, processed by and charged to the Internship Office .

O. Lecture Series Coordination: Coordination would include identifying speakers for multiple workshops or presentations, booking the presenters, making the necessary travel and accommodation arrangements, organizing rooms and equipment and arranging payments.

P. Lecture/Speaker Honoraria: Lecture or speaker honorarium: $100-$250/hour (exceptional amounts to be discussed with the dean).

Q. Prior Learning Assessment An assigned CPS faculty member, also called a faculty coach/evaluator, provides individualized guidance for the student to ensure that the student can better see the connection between life experience and the classroom and, in the process, can better articulate his/her own learning.  3 Credit PLA $400 (8 hours)  9 Credit PLA $800 (16 hours)  6 Credit PLA $600 (12 hours)  12 Credit PLA $1,100 (22 hours)  R. Professional Advising: Compensation is calculated on the basis of $8-$15/hour.  S. Professional tutoring/supplemental instruction: Compensation is calculated on the basis of $15- $20/hour. Full-time class tutoring (e.g., remedial math that meets regularly, generally once or more per week), is to be compensated at $3,000/semester.  T. Search committee: In general this responsibility is not something for which we should hire adjunct faculty. If deemed appropriate, the amount of work and size of applicant pool would vary considerably by position. If the work is limited, it might be appropriate to present this as an “honor to serve” and provide a nominal honorarium of $100.  U. SERVE section: one section of SERVE 101 is compensation at $867.  V. Subject Matter Expert (SME): A SME designs and builds online course materials for the University’s 8-week accelerated programs. A SME works in conjunction with the Instructional Designers and Instructional Coaches. A SME is asked to teach (with additional compensation) at least the first offering of his/her newly-designed course. All SMEs are required to take a two-week, asynchronous Online Instructor Training prior to or concurrent with course development. The compensation is $33/hour. A single assignment 60 hours.  W. START session: This involves the academic advising of incoming students during summer and January scheduled START periods. The compensation is $100 per session. Stipends are initiated, processed by and charged to the Learning & Advising Office.  X. Web development and maintenance: This work must be coordinated through the Public Relations department. Faculty should not be hired independently for this activity. 1. Appendix I:

1.1.Workload Units by Instructional Method and Contact Hours for Lecture, Laboratory, and Studio                   Contact Hours  Inst ruct    iona  Instructional       3  6  9 1 1 l Method Value 1 4 7 12 Met hod     LEC L  1.0     1 1  1  3 4  6 7  9 12     LLB L  1.0     1 1  1  3 4  6 7  9 12     RTN R  1.0     1 1  1  3 4  6 7  9 12         STU S  0.67 0. 2. 4. 5.3 6. 7   2  4  6 8      LAB L  0.5 0.  3.   5   1.5 2  3  4.5 5 6     OLE O  1.0     1 1  1  3 4  6 7  9 12      OLA O  0.5 0.  3.   5   1.5 2  3  4.5 5 6          OST O  0.67 0. 2. 4. 5.3  6.0 6. 7 8.0  2.01  4.02 3                                         Part-time faculty may not work more than 9.75 "faculty work load units"  1 WLU = 3 hours of work per week performing instruction, preparation, and student/departmental 3-WLU = 9 hours of work per week            1.2.Workload Units by Instructional Method and Contact Hours of Internship     0-Credit  .5 credit  1 credit  3 credit  6 credit internshi internshi internshi internshi internshi  p p p p p  HONORS  only  UG  GR  UG, GR  UG  Contact hours  0  0.5  1  3  6  Instructional Method Value  0  0.01  0.02  0.06  0.06  Load  0  0.01  0.02  0.18  0.36              # of Students   Load  Load  Load  Load  1  0  0.01  0.02  0.18  0.36  2  0  0.01  0.04  0.36  0.72  3  0  0.02  0.06  0.54  1.08  4  0  0.02  0.08  0.72  1.44  5  0  0.03  0.10  0.90  1.80  6  0  0.03  0.12  1.08  2.16  7  0  0.04  0.14  1.26  2.52  8  0  0.04  0.16  1.44  2.88  9  0  0.05  0.18  1.62  3.24  10  0  0.05  0.20  1.80  3.60    1.3.Workload Units by Instructional Method and Contact Hours of Independent Study          1  Contact hours 1 2 3 4 5 6  9  11          0.0 0.1 0.2 0.3 0.4 0.  0.8 0. 1.   0.09  0.70 7                        # of Lo Lo Lo Lo Lo Lo  Loa L L  Students  Load d          0.0 0.1 0.2 0.3 0.4 0.  0.8 0. 1.   1  0.70 7          0.1 0.3 0.5 0.7 0.8 1.  1.7 1. 2.   2  1.39 4          0.2 0.5 0.7 1.0 1.3 1.  2.6 2. 3.   3  2.09 1          0.3 0.7 1.0 1.3 1.7 2.  3.4 3. 4.   4  2.78 8          0.4 0.8 1.3 1.7 2.1 3.  4.3 4. 5.   5  3.48 5   6        4.18   5.2   0.5 1.0 1.5 2.0 2.6 3. 2 5. 6.          0.6 1.2 1.8 2.4 3.0 4.  6.0 6. 7.   7  4.87 9          0.7 1.3 2.0 2.7 3.4 4.  6.9 7. 8.   8  5.57 6          0.7 1.5 2.3 3.1 3.9 5.  7.8 8. 9.   9  6.26 3          0.8 1.7 2.6 3.4 4.3 6.  8.7 9. 1   10  6.96 0    1.4.Workload Units by Instructional Method and Contact Hours of Course by Appointment  

       Contact hours 1 2 3  5 6 7 8  10  12  1        1.  .   0. 0. 0. 0. 0. 0 0 1 2 1.3  0.12  0.46 4 8               L        Lo  o   Lo Lo Lo Lo Lo L a L a Lo  # of Students  Load d d  1        1.  .   0. 0. 0. 0. 0. 0 0 1 2 1.3  1  0.46 4 8  2        2.  .   0. 0. 1. 1. 1. 1 0 2 5 2.7  2  0.93 9 5  3        3.  .   0. 0. 1. 2. 2. 2 1 3 8 4.1  3  1.39 3 3  5        4.  .   0. 0. 2. 2. 3. 3 1 4 1 5.5  4  1.86 8 0  6        5.  .   0. 1. 2. 3. 4. 4 2 5 3 6.9  5  2.32 2 8   6    2.78      6.   7  0. 1. 3. 4. 4. 5 2 6 . 8.3 6 6 6  8        7.  .   0. 1. 4. 4. 5. 6 3 8 9 9.7  7  3.25 1 3  1 0        8.  .   0. 1. 4. 5. 6. 7 3 9 2 11.  8  3.71 5 1  1 1        9.  .   1. 2. 5. 6. 7. 8 4 1 4 12.  9  4.18 0 8  1  1 2       0.  .   1. 2. 5. 6. 8. 9 4 1 7 13.  10  4.64 4 6 