Common use of Additional Responsibilities Clause in Contracts

Additional Responsibilities. The first four variables are translated into a scale of 0 to 10, scaled by maximum values, as described in Handbook Section 4.5. The fifth variable is given a value of 0 or 5, based upon whether or not a department has any of the stipulated additional responsibilities (Handbook Section 4.5). The score for each department is calculated as the sum of the values of the five variables listed above, with the values of the first two variables (Sections, Majors) doubled, thus enabling a possible maximum score of 65. The score for each department will be recalculated every three years by a FAC/FPC subcommittee drawn from the negotiating teams, based upon data from the three years of the expiring contract. The number of different levels into which departments are divided, based upon the range and distribution of departmental scores, will be determined upon evaluation of the data at the time of contract renewal. For the current contract, the departments have been divided into three levels, I, II and III, as detailed below. Biology Chemistry Counseling & Human Services Economics/Finance Education Exercise Science & Sport Health Administration / Human Resources Management / Marketing Nursing Accounting Communications Computing Sciences English & Theatre History Operations / Information Management Occupational Therapy Physical Therapy Physics/Electrical Engineering Psychology Latin American & Women’s Studies Mathematics Philosophy Political Science Sociology/Criminal Justice Theology/Religious Studies World Languages & Culture The compensation plan for department chairs will be as follows: † At least one unit must be released time and at least one unit must be direct payment. * At least one unit must be released time. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level II chair, except that he/she does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to three units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. Chairs will meet with their Dxxx annually to discuss their performance in leading their department for the purposes of professional development and improved support in their role. During this discussion, the department’s peer review results will be discussed with the chair. This review by the Dxxx will remain confidential. This review does not preclude the Dxxx from extending, in his/her discretion, any recognition or reward for exemplary service.

Additional Responsibilities. The first four variables are translated into a scale of 0 to 10, scaled by maximum values, as described in Handbook Section 4.5. The fifth variable is given a value of 0 or 5, based upon whether or not a department has any of the stipulated additional responsibilities (Handbook Section 4.5). The score for each department is calculated as the sum of the values of the five variables listed above, with the values of the first two variables (Sections, Majors) doubled, thus enabling a possible maximum score of 65. The score for each department will be recalculated every three years by a FAC/FPC subcommittee drawn from the negotiating teams, based upon data from the three years of the expiring contract. The number of different levels into which departments are divided, based upon the range and distribution of departmental scores, will be determined upon evaluation of the data at the time of contract renewal. For the current contract, the departments have been divided into three levels, I, II and III, as detailed below. Biology Chemistry Counseling & Human Services Economics/Finance Education Exercise Science & Sport Health Administration / Human Resources Management / Marketing Nursing Accounting Communications Computing Sciences English & Theatre History Operations / Information Management Occupational Therapy Physical Therapy Physics/Electrical Engineering Psychology Latin American & Women’s Studies Mathematics Philosophy Political Science Sociology/Criminal Justice Theology/Religious Studies World Languages & Culture The compensation plan for department chairs will be as follows: II 4 units * 3 credits III 3 units * 3 credits † At least one unit must be released time and at least one unit must be direct payment. * At least one unit must be released time. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level II chair, except that he/she does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to three units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. Chairs will meet with their Dxxx Xxxx annually to discuss their performance in leading their department for the purposes of professional development and improved support in their role. During this discussion, the department’s peer review results will be discussed with the chair. This review by the Dxxx Xxxx will remain confidential. This review does not preclude the Dxxx Xxxx from extending, in his/her discretion, any recognition or reward for exemplary service.

Additional Responsibilities. The first four variables are translated into a scale of 0 to 10, scaled by maximum values, as described in Handbook Section 4.5. The fifth variable is given a value of 0 or 5, based upon whether or not a department has any of the stipulated additional responsibilities (Handbook Section 4.5). The score for each department is calculated as the sum of the values of the five variables listed above, with the values of the first two variables (Sections, Majors) doubled, thus enabling a possible maximum score of 65. The score for each department will be recalculated every three years by a FAC/FPC subcommittee drawn from the negotiating teams, based upon data from the three years of the expiring contract. The number of different levels into which departments are divided, based upon the range and distribution of departmental scores, will be determined upon evaluation of the data at the time of contract renewal. For the current contract, the departments have been divided into three levels, I, II and III, as detailed below. Biology Chemistry Counseling & Human Services Economics/Finance Education Exercise Science & Sport Health Administration / Human Resources Management / Marketing Nursing Accounting Communications Computing Sciences English & Theatre History Operations / Information Management Occupational Therapy Physical Therapy Physics/Electrical Engineering Psychology Latin American & Women’s Studies Mathematics Philosophy Political Science Sociology/Criminal Justice Theology/Religious Studies World Languages & Culture The compensation plan for department chairs will be as follows: † At least one unit must be released time and at least one unit must be direct payment. * At least one unit must be released time. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level II chair, except that he/she does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to three units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. Chairs will meet with their Dxxx annually to discuss their performance in leading their department for the purposes of professional development and improved support in their role. During this discussion, the department’s peer review results will be discussed with the chair. This review by the Dxxx will remain confidential. This review does not preclude the Dxxx from extending, in his/her discretion, any recognition or reward for exemplary service.

Additional Responsibilities. The first four variables are translated into a scale of 0 to 10, scaled by maximum values, as described in Handbook Section 4.5. The fifth variable is given a value of 0 or 5, based upon whether or not a department has any of the stipulated additional responsibilities (Handbook Section 4.5). The score for each department is calculated as the sum of the values of the five variables listed above, with the values of the first two variables (Sections, Majors) doubled, thus enabling a possible maximum score of 65. The score for each department will be recalculated every three years by March 31 of the year of expiration of the contract by a FAC/FPC subcommittee drawn from the current negotiating teams, based upon data from the three years of the expiring contract. The number of different levels into which departments are divided, based upon the range and distribution of departmental scores, will be determined upon evaluation of subject to negotiation for the data at the time of contract renewalsuccessor contract. For the current contract, the departments have been divided into three levels, I, II and III, as detailed below. Biology Chemistry Counseling & Human Services Economics/Economics & Finance Education Exercise Science & Sport Health Administration / and Human Resources Management / Marketing Health & Human Performance Management, Marketing, & Entrepreneurship Nursing Accounting Communications & Media Computing Sciences English & Theatre History Operations / Information Management & Analytics Occupational Therapy Physical Therapy Physics/Electrical Physics & Engineering Psychology Latin American Sociology, Criminal Justice, & Women’s Studies Mathematics Philosophy Political Science Sociology/Criminal Justice Criminology Theology/Religious Studies World Languages & Culture The compensation plan for department chairs will be as follows: I 5 units † 4 credits II 4 units * 3 credits III 3 units * 3 credits † At least one unit must be released time and at least one unit must be direct payment. * At least one unit must be released time. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-3- credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level II chair, except that he/she the Chair of FAC does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to three units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. Chairs will meet with their Dxxx Xxxx annually to discuss their performance in leading their department for the purposes of professional development and improved support in their role. During this discussion, the department’s peer review results will be discussed with the chair. This review by the Dxxx Xxxx will remain confidential. This review does not preclude the Dxxx Xxxx from extending, in his/her the Xxxx’x discretion, any recognition or reward for exemplary service.

Additional Responsibilities. The first four variables are translated into a scale of 0 to 10, scaled by maximum values, as described in Handbook Section 4.5. The fifth variable is given a value of 0 or 5, based upon whether or not a department has any of the stipulated additional responsibilities (Handbook Section 4.5). The score for each department is calculated as the sum of the values of the five variables listed above, with the values of the first two variables (Sections, Majors) doubled, thus enabling a possible maximum score of 65. The score for each department will be recalculated every three years by March 31 of the year of expiration of the contract by a FAC/FPC subcommittee drawn from the current negotiating teams, based upon data from the three years of the expiring contract. The number of different levels into which departments are divided, based upon the range and distribution of departmental scores, will be determined upon evaluation of subject to negotiation for the data at the time of contract renewalsuccessor contract. For the current contract, the departments have been divided into three levels, I, II and III, as detailed below. Biology Chemistry Counseling & Human Services Economics/Economics & Finance Education Exercise Science & Sport Health Administration / and Human Resources Management / Marketing Health & Human Performance Management, Marketing, & Entrepreneurship Nursing Accounting Communications & Media Computing Sciences English & Theatre History Operations / Information Management & Analytics Occupational Therapy Physical Therapy Physics/Electrical Physics & Engineering Psychology Latin American & Women’s Studies Mathematics Philosophy Political Science Sociology/, Criminal Justice Justice, & Criminology Theology/Religious Studies World Languages & Culture The compensation plan for department chairs will be as follows: I 5 units † 4 credits II 4 units * 3 credits III 3 units * 3 credits † At least one unit must be released time and at least one unit must be direct payment. * At least one unit must be released time. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level II chair, except that he/she the Chair of FAC does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to three units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. Chairs will meet with their Dxxx annually to discuss their performance in leading their department for the purposes of professional development and improved support in their role. During this discussion, the department’s peer review results will be discussed with the chair. This review by the Dxxx will remain confidential. This review does not preclude the Dxxx from extending, in his/her the Dxxx’x discretion, any recognition or reward for exemplary service.