Page 43 - BSC Faculty Handbook

Faculty Endorsed 5/12/03, Board Approved 5/15/03
Faculty Amended/Endorsed 9/20/04, Board Amended/Approved 10/7/04
Faculty Amended/Endorsed 10/17/05, Board Amended/Approved 10/21/05
Faculty Amended/Endorsed 8/24/07, Academic Affairs Committee Amended/Approved 4/10/07
Faculty Amended/Endorsed 5/6/08, Board Amended/Approved 5/9/08
Faculty Amended/Endorsed 4/14/09, 5/5/09; Board Approved 5/8/09
Faculty Amended/Endorsed 12/7/2011; Board Approved 1/27/12
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The Faculty Development Committee believes we can evaluate the issue of receiving
money for work done during sabbatical only insofar as it impacts on the sabbatical
program itself. Consequently, we have focused our discussion on the question: does
work done for pay impact positively or negatively on the likelihood that a sabbatical
leave will further the professional development of the Faculty?
Viewed in that light, the issue of whether a Faculty member receives financial
remuneration for work done during a sabbatical is secondary to the question of whether
the work done is directly relevant to the sabbatical project. We, therefore, believe that
any work done during sabbatical leave should be directly relevant to the Faculty
member's sabbatical project, regardless of whether the Faculty member receives financial
remuneration for that work and regardless of whether the source of that financial
remuneration is the College or some other institution or agency.
Sabbaticals, as we understand them, are supposed to be time off from regular teaching
and administrative responsibilities in order to focus on the work proposed for sabbatical.
Only in this way can sabbaticals have the greatest potential for positive impact on the
professional development of the Faculty. Any work undertaken that is not directly
relevant to the sabbatical project can only be, more or less, detrimental to that goal (this is
excluding, of course, the one day a week the College grants to any Faculty member at any
time, with the approval of the Department Chair and the Administration, to work at
something other than their academic responsibilities; See III.E.2. below).
Work undertaken during a sabbatical should not be, for example, (1) a mere means of
earning more money while on sabbatical, (2) a matter of earning money to make it
affordable to take a full year instead of a single term off, or (3) a means of extending a
term's sabbatical project over a full year by continuing to work part time at the College at
administrative or teaching responsibilities in a way not directly relevant to the sabbatical
project.
Beyond that, we consider any work that is directly relevant or integral to the sabbatical
project itself to be appropriate whether or not the Faculty member is paid for it.
III.D.4. January Leave
A full-time Faculty member may apply for one January leave with pay between sabbaticals. In
addition, full-time Faculty members are eligible to apply for January leave after their first three
years of continuous service at the College. The College expects the recipient to use this leave to
enhance his or her professional growth. Leaves are granted by the Provost and the President after
the recommendation of the Faculty Development Committee. The exact number who may be on
January leave is set each year by the Provost and may not exceed ten percent of those who are
eligible and who are not on sabbatical leave.