Directors and Heads

New CALS guidelines for Instructor (Career-Track) positions. Please note the Instructor track is meant to replace Lecturer positions, and will be considered a short-term hire OR a stepping-stone hire to the Professor of Practice.

Please reference the following on procedural guidance for hiring a partner when a finalist (primary candidate desired) requests the partner be provided a position as terms of acceptance. The decision to pursue a partner hire rests with the college Dean in collaboration with the Vice Provost for Faculty Affairs and Associate Vice President for Finance and Administration. 

Take into Consideration:

Prompted by the Provost’s Career Track equity review, and following discussions with several unit heads, Mike Staten, Jean McLain, and Janis Rutherford, we will begin enforcing the

Faculty members who serve in leadership positions on Faculty Senate receive an increase of 15% to their Service workload category for the period of their leadership service.  Workload reverts to their pre-Senate allocations at the conclusion of their leadership service.

Prior to implementing this change to Service, unit leaders must formally request an increase to Service above 10%, approved by the Dean.  The offsetting workload reduction will be taken either from their research, Extension, or teaching area, depending upon the type of faculty member, as outlined below. 

Prevent off-cycle pay requests

Our employees are valuable.  The most fundamental thing we can do is pay them correctly and on-time for the work they do.  Off-cycle pay requests must be avoided and prevented.  As such the following steps must be followed by business staff in ALVSCE. 

State-funded Employee Related Expense (ERE) budgets have been distributed to each responsibility center unit (RCU; i.e. colleges and VP units) to manage.

Tenure-eligible, continuing-eligible, and nontenure-eligible career-track faculty members are defined in ABOR 6-201.