College Policy Number/Title:
All full-time teaching faculty and counselors are eligible to apply for sabbatical leave. Eligible employees must have completed five years of continuous full-time service to the college to be eligible for sabbatical leave except as specified in the following paragraph concerning retrenchment. Time granted for other types of professional leave, other than paid sick leave, will not be included in the calculation of total years of continuous service. Such leave time, however, will not interrupt the accrual of years of continued service. Sabbaticants must complete an additional five years of continuous service from their prior sabbatical to be eligible for another.
Any full-time faculty member facing retrenchment may be considered for sabbatical leave regardless of length of service if recommended by the supervisor to retrain for a suitable position which might be available concurrent with the date of retrenchment.
The following criteria will be used in determining the ranking of leave proposals:
Length of Sabbatical
Individuals applying for sabbatical leave may choose to take either six months or one full year. As an alternative form of sabbatical leave, an eligible employee may propose a leave to fit individual plans and college needs, providing that the total period of leave does not exceed one year.
Sabbatical Leave Committee
The president will annually appoint a Sabbatical Leave Committee. Membership will consist of one faculty member from each division with teaching faculty. Faculty may not serve on the committee during a year in which they are going to apply for sabbatical. The vice president of academic affairs or a designee will serve as an ex-officio member of the committee.
The Sabbatical Leave Committee will establish whatever operational procedures it deems appropriate and consistent with the purpose of sabbatical leave. The committee is empowered to reject applications which are incomplete or late. The committee will rank each eligible candidate who has applied for sabbatical leave in terms of the criteria stated. The recommendations of the Sabbatical Leave Committee, in rank order, will be submitted to the applicant's immediate supervisor, vice president and president for review and/or approval.
The committee is also charged with reconsideration of sabbatical leave proposals submitted and approved in prior years but deferred for whatever reasons. Deferred leave proposals must be updated by applicants and resubmitted to the Sabbatical Leave Committee for review and ranking.
Applicants will complete a "Sabbatical Leave Application" form and obtain the signature of their supervisor acknowledging submittal of the proposal. Copies of the completed form should be forwarded to the appropriate vice president and chairperson of the Sabbatical Leave Committee no later than October 1. Each applicant may submit a maximum of two proposals, only one of which may request full institutional funding. Each proposal will be ranked according to its merits as determined by the sabbatical criteria.
The immediate supervisor will comment on the proposal and ranking and forward the application to the appropriate vice president with an estimate of the cost of replacement relative to existing position control/budgeted salaries. Based on the recommendations of the Sabbatical Leave Committee and the comments of the responsible supervisor, the vice president(s) will consider and recommend to the president, candidates for sabbatical leave with a final estimate of the replacement costs. The recommendations of the vice president(s) will be relayed to the president. Candidates will be notified by the president when a final decision is made.
The president will evaluate the priority rankings established by the Sabbatical Leave Committee and the comments of the supervisor(s) and vice president(s) and recommend candidates for sabbatical leave to the board of trustees by November 15. The president will notify candidates of their ranking as soon as they are ranked, but no later than the November session of the board of trustees.
Cancellation of Leave
Sabbatical leaves are contingent upon approval of the college's operating budget by local government. If the college's proposed budget is reduced to the point where there are, in the judgment of the president, insufficient funds to meet institutional needs, sabbatical leaves will be curtailed or cancelled. If, after approval by the board of trustees, it becomes necessary for the college to cancel a sabbatical leave, the applicant will receive first priority for sabbatical leave in the next fiscal year if the resubmitted proposal meets the specified criteria for priority ranking.
If an individual has been recommended to the president for sabbatical leave and withdraws the application or decides not to take leave, then the applicant will not receive priority in a subsequent year. Either the original proposal in updated form or a new proposal must be submitted to the Sabbatical Leave Committee when leave is again requested.
Appeal of Sabbatical Leave Recommendations
An applicant for sabbatical leave may appeal the recommendations of the Sabbatical Leave Committee by appealing to the appropriate area vice president and the president. Appeals should be in writing and provide evidence based on the criteria established for sabbatical leave indicating why the rank order assigned should be altered.
Post-Sabbatical Leave Service Requirements
Faculty granted sabbatical leave are required to return for one year of employment following completion of the sabbatical leave. Sabbaticants will be required to sign an agreement prior to the acceptance of sabbatical leave that they will return the full amount of compensation received while on leave if they should not return to the college for at least one year of service.
Upon completion of the sabbatical leave, the recipient will submit a report of the results of the leave within 30 days following return from leave. The report will include:
If sabbaticants find that the sabbatical leave proposal cannot be completed as originally approved, the following must occur:
Funding of Sabbatical Leaves
In order to maintain appropriate fiscal and administrative controls, the college will attempt to fund sabbatical leaves for up to five percent of full-time instructional faculty and counselors. The college will work toward a "break even" cost in administering the sabbatical leave program. Replacements for staff on sabbatical leave should be provided for within the college's existing salary funds. Where the difference in the sabbatical stipend to be granted and the normal salary of the individual granted sabbatical leave is insufficient to meet all of the replacement staff costs, the college will attempt to supplement the existing salary funds in order to facilitate the sabbatical. Sabbatical leave applications should be reviewed and approved by October 31 so that needed funds can be incorporated in the budgetary proposals for the fiscal year in which leave funds will be needed.
The college encourages eligible employees to seek external funds which would directly enhance the purpose of the sabbatical leave.
Discovery of unreported outside salary will result in the immediate reduction in a like amount of the sabbatical stipend if the leave is still in process. Should funds remaining in the sabbatical stipend be inadequate to liquidate the additional unreported remuneration, or should the sabbatical leave have been completed, the faculty member will return a like amount to the college within six months of the discovery of the unreported remuneration. Sabbaticants will be required to formally agree to the above conditions prior to the granting of the sabbatical leave.
Compensation and Benefits
The sabbatical leave salary will be the base compensation normally applicable for the sabbatical period, excluding any fellowships, stipends or other additional amounts. It will be either the annual base salary prorated for a half year or half of the annual base salary for a full year of sabbatical leave. These amounts may be reduced if external funding is acquired.
Sabbaticants will fully participate in fringe benefits during the sabbatical period including term insurance, medical coverage, disability insurance, retirement based on actual salary paid for year and tuition reimbursement for graduate study as an approved component of sabbatical activities. Sabbaticants will also continue to contribute to those benefits requiring employee contributions.
Sabbaticants will not accrue vacation days, personal days or sick leave while on sabbatical.
Sabbaticants will be eligible for merit increases for the period of the leave. Completion of sabbatical leave objectives may qualify the sabbaticant merit depending on the results of the sabbatical project
Employees on sabbatical leave, who hold multiple-year contracts, will return with a multiple-year contract, pending completion of sabbatical leave objectives.
Effective Date: 8/1/2000