Common use of Academic Administrators Clause in Contracts

Academic Administrators. (a) Academic administrators are persons who, in addition to holding probationary or tenured faculty appointments in departments or programmes, also hold an administrative office for a designated term, and are excluded pro tem from the bargaining unit because of their administrative office. (b) Faculty members who are appointed as academic administrators shall retain their academic rank within their departments or programmes. Time spent as an academic administrator shall be deemed equivalent service for the purposes of seniority, entitlement to administrative leave**, and pension accumulation, but not for the purposes of consideration for tenure or promotion. However, during their term of administrative service, academic administrators shall be deemed eligible for consideration of promotion and tenure by the Tenure & Promotions Committee on the basis of their academic achievements (teaching, scholarship, research, and/or creative work, committee and community service) acquired prior to and/or during their term of service as academic administrators. In cases of tenure consideration, the academic administrator must have attained the minimum equivalent of three years full-time teaching experience at Algoma University, with the award of tenure taking effect only upon his or her return to full-time teaching. **The distinction between sabbatical leave and administrative leave is understood as follows: Sabbatical leave is acquired as a result of academic service as outlined in Article 18:01 of the Collective Agreement. Administrative leave is acquired as a result of administrative service accrued while serving as an Academic Administrator. The latter is granted by the Board upon the recommendation of the Administration and may be added to accumulated sabbatical leave. Administrative leave shall be taken at 100% of salary. Any combined sabbatical and administrative leave shall be processed by the Tenure & Promotions Committee; a negative decision by the Committee will not preclude the administrative portion of the leave. (c) Faculty who are appointed as academic administrators may carry, as part of their normal duties, a course load appropriate to the demands of their administrative responsibilities. (d) Remuneration for academic administrators shall be in accordance with the academic rank that they hold, as well as the salary increments for such ranks, as negotiated by the Faculty Association. Any additional remuneration shall be in the form of a stipend (Article 35.15), the amount of which shall be determined through negotiations between the Administration and the Executive Committee of the Faculty Association. For the position of Academic Xxxx, remuneration may be in accordance with the management salary structure, should this be agreed by contract with the incumbent at the commencement of the appointment. At the termination of appointment, normal academic salary is restored at the level which would have prevailed. (e) Positions for academic administrators shall be made by the Board following consultation with the Senate and the Faculty Association. (f) Where a full-time replacement appointment [see Art. 11:06(b) of the Collective Agreement] for an academic administrator is necessary, such an appointment shall be for a specific term not exceeding the term of appointment of the academic administrator. (g) Academic administrators appointed from the ranks of Algoma University full-time faculty shall retain the right to re-enter, on a full-time basis, their departments or programmes, as well as the right to re-enter the bargaining unit at the completion of their term or at such earlier time as may be mutually agreed upon. No probationary or tenured faculty member shall be displaced from his or her post or have his or her rights, privileges or benefits reduced, or be displaced from the bargaining unit by the entry or premature re-entry of an academic administrator into the bargaining unit except under conditions of financial exigency and redundancy as specified in Article 21 of the Collective Agreement, in which case the position of the Academic Administrator will be considered equally with other members of his/her department or programme ARTICLE 12: APPOINTMENTS: PRINCIPLES AND PROCEDURES‌ 12:01 All appointments are to be made on the basis of open competition. 12:02 Faculty Appointments In filling all faculty positions except research chairs and librarians, first consideration will be given to a candidate’s teaching record and aptitude. All departments recruiting new faculty must make every reasonable effort to determine the candidate’s teaching abilities and potential and to evaluate the candidate’s research/scholarship record and potential. Normally, faculty must have a terminal degree in their discipline. See Articles 2:03 through 2:05 for a definition of teaching, research/scholarship and service.

Academic Administrators. (a) Academic administrators are persons who, in addition to holding probationary or tenured faculty appointments in departments or programmes, also hold an administrative office for a designated term, and are excluded pro tem from the bargaining unit because of their administrative office. (b) Faculty members who are appointed as academic administrators shall retain their academic rank within their departments or programmes. Time spent as an academic administrator shall be deemed equivalent service for the purposes of seniority, entitlement to either sabbatical or administrative leave,**, * and pension accumulation, but not for the purposes of consideration for tenure or promotion. However, during their term of administrative service, academic administrators shall be deemed eligible for consideration of promotion and tenure by the Tenure & Promotions Peer Review Committee on the basis of their academic achievements (teaching, scholarship, research, and/or creative work, committee and community service) acquired prior to and/or during their term of service as academic administrators. In cases of tenure consideration, the academic administrator must have attained the minimum equivalent of three years full-time teaching experience at Algoma UniversityUniversity College, with the award of tenure taking effect only upon his or her return to full-time teaching. **The distinction between sabbatical leave and administrative leave is understood as follows: Sabbatical leave is acquired as a result of academic service as outlined in Article 18:01 of the Collective Agreement. Administrative leave is acquired as a result of administrative service accrued while serving as an Academic Administrator. The latter is granted by the Board upon the recommendation of the Administration and may be added to accumulated sabbatical leave. Administrative For example, if the individual concerned has accumulated three years toward sabbatical leave shall and serves an additional three years as a full-time Academic Administrator he/she may be taken entitled to a full-year leave at 10085% of salary; if the individual has accumulated no credit toward a sabbatical leave and serves three years as a full-time Academic Administrator he/she may take a six-month leave at full salary. Other ratios of time in academic service and administrative service will be pro-rated proportionately and agreed upon by the Executive of the Faculty Association and the Administration. Any combined sabbatical and administrative leave shall be processed by the Tenure & Promotions Peer Review Committee; a negative decision by the Committee will not preclude the administrative portion of the leave. (c) Faculty who are appointed as academic administrators may carry, as part of their normal duties, a course load appropriate to the demands of their administrative responsibilities. (d) Remuneration for academic administrators shall be in accordance with the academic rank that rank, which they hold, as well as the salary increments for such ranks, as negotiated by the Faculty Association. Any additional remuneration shall be in the form of a stipend (Article 35.15)stipend, the amount of which shall be determined through negotiations between the Administration and the Executive Committee of the Faculty Association. For the position of Academic Xxxx, remuneration may be in accordance with the management salary structure, should this be agreed by contract with the incumbent at the commencement of the appointment. At the termination of appointment, normal academic salary is restored at the level which would have prevailed. (e) Positions for academic administrators shall be made by the Board following consultation with the Senate and the Faculty Association. (f) Where a full-time replacement appointment [see Art. 11:06(b) of the Collective Agreement] for an academic administrator is necessary, such an appointment shall be for a specific term not exceeding the term of appointment of the academic administrator. (g) Academic administrators appointed from the ranks of Algoma University full-time faculty shall retain the right to re-enter, on a full-time basis, their departments or programmes, as well as the right to re-enter the bargaining unit at the completion of their term or at such earlier time as may be mutually agreed upon. No probationary or tenured faculty member shall be displaced from his or her post or have his or her rights, privileges or benefits reduced, or be displaced from the bargaining unit by the entry or premature re-entry of an academic administrator into the bargaining unit except under conditions of financial exigency and redundancy as specified in Article 21 of the Collective Agreement, in which case the position of the Academic Administrator will be considered equally with other members of his/her department or programme ARTICLE 12: APPOINTMENTS: PRINCIPLES AND PROCEDURES‌ 12:01 All appointments are to be made on the basis of open competition. 12:02 Faculty Appointments In filling all faculty positions except research chairs and librarians, first consideration will be given to a candidate’s teaching record and aptitude. All departments recruiting new faculty must make every reasonable effort to determine the candidate’s teaching abilities and potential and to evaluate the candidate’s research/scholarship record and potential. Normally, faculty must have a terminal degree in their discipline. See Articles 2:03 through 2:05 for a definition of teaching, research/scholarship and service.

Academic Administrators. (a) Academic administrators are persons who, in addition to holding probationary or tenured faculty appointments in departments or programmes, also hold an administrative office for a designated term, and are excluded pro tem from the bargaining unit because of their administrative office. (b) Faculty members who are appointed as academic administrators shall retain their academic rank within their departments or programmes. Time spent as an academic administrator shall be deemed equivalent service for the purposes of seniority, entitlement to administrative leave**, and pension accumulation, but not for the purposes of consideration for tenure or promotion. However, during their term of administrative service, academic administrators shall be deemed eligible for consideration of promotion and tenure by the Tenure & Promotions Peer Review Committee on the basis of their academic achievements (teaching, scholarship, research, and/or creative work, committee and community service) acquired prior to and/or during their term of service as academic administrators. In cases of tenure consideration, the academic administrator must have attained the minimum equivalent of three years full-time teaching experience at Algoma University, with the award of tenure taking effect only upon his or her return to full-time teaching. **The distinction between sabbatical leave and administrative leave is understood as follows: Sabbatical leave is acquired as a result of academic service as outlined in Article 18:01 of the Collective Agreement. Administrative leave is acquired as a result of administrative service accrued while serving as an Academic Administrator. The latter is granted by the Board upon the recommendation of the Administration and may be added to accumulated sabbatical leave. Administrative leave shall be taken at 100% of salary. Any combined sabbatical and administrative leave shall be processed by the Tenure & Promotions Peer Review Committee; a negative decision by the Committee will not preclude the administrative portion of the leave. (c) Faculty who are appointed as academic administrators may carry, as part of their normal duties, a course load appropriate to the demands of their administrative responsibilities. (d) Remuneration for academic administrators shall be in accordance with the academic rank that they hold, as well as the salary increments for such ranks, as negotiated by the Faculty Association. Any additional remuneration shall be in the form of a stipend (Article 35.15)stipend, the amount of which shall be determined through negotiations between the Administration and the Executive Committee of the Faculty Association. For the position of Academic Xxxx, remuneration may be in accordance with the management salary structure, should this be agreed by contract with the incumbent at the commencement of the appointment. At the termination of appointment, normal academic salary is restored at the level which would have prevailed. (e) Positions for academic administrators shall be made by the Board following consultation with the Senate and the Faculty Association. (f) Where a full-time replacement appointment [see Art. 11:06(b) of the Collective Agreement] for an academic administrator is necessary, such an appointment shall be for a specific term not exceeding the term of appointment of the academic administrator. (g) Academic administrators appointed from the ranks of Algoma University full-time faculty shall retain the right to re-enter, on a full-time basis, their departments or programmes, as well as the right to re-enter the bargaining unit at the completion of their term or at such earlier time as may be mutually agreed upon. No probationary or tenured faculty member shall be displaced from his or her post or have his or her rights, privileges or benefits reduced, or be displaced from the bargaining unit by the entry or premature re-entry of an academic administrator into the bargaining unit except under conditions of financial exigency and redundancy as specified in Article 21 of the Collective Agreement, in which case the position of the Academic Administrator will be considered equally with other members of his/her department or programme ARTICLE 12: APPOINTMENTS: PRINCIPLES AND PROCEDURES‌ 12:01 All appointments are to be made on the basis of open competition. 12:02 Faculty Appointments In filling all faculty positions except research chairs and librarians, first consideration will be given to a candidate’s teaching record and aptitude. All departments recruiting new faculty must make every reasonable effort to determine the candidate’s teaching abilities and potential and to evaluate the candidate’s research/scholarship record and potential. Normally, faculty must have a terminal degree in their discipline. See Articles 2:03 through 2:05 for a definition of teaching, research/scholarship and service.