Temple University is committed to a policy of salaries adequate for the just compensation of full-time faculty services. It is assumed that faculty efforts shall be directed along paths consistent with the concept of the University as an institution dedicated to both the creation and transmission of knowledge.
The University aims for continuing growth and development as an outstanding center of excellence in the areas of education, research, and community service. Because its growth and its achievements depend primarily upon its faculty, the University encourages its professional staff members to devote as much of their time and resources as possible to developing and contributing to their special fields of knowledge, to strengthening their course presentations and to self-development activities.
A. General Obligations of Faculty Members
Members of the full-time faculty serve on appointments either for the academic year or the entire fiscal year. The academic year begins with Registration in the fall semester and ends with Commencement in the spring semester. The fiscal year begins on July 1 and ends on June 30 following.
During the terms of their appointments, all full-time faculty members are at the disposition of University authorities for teaching and research programs and assignments as determined by the appropriate school or department as well as for other services consonant with their positions.
Full-time faculty members who are on an academic year status will make themselves available to serve the University beginning on the day before Registration begins in the fall semester and ending the day after the Commencement in the spring semester of the following calendar year. Full-time faculty members who are on a twelve- month status will make themselves available to serve the University during the entire year, subject to the enjoyment of prescribed vacations.
The services to be rendered by full-time members of the faculty include, in addition to teaching and research, such other professional services as, in the judgment of the President or the Dean, the needs of the University or the School or College require. These faculty members are expected to be familiar with and to comply with such additional requirements or conditions as may apply to or be established in their respective Schools and Colleges, and for the observance thereof they are directly responsible to the Deans of their Schools or Colleges or to such other officers as their Deans may direct.
A faculty member may terminate his or her appointment effective at the end of an academic year provided that the faculty member gives notice in writing at the earliest possible opportunity, but not later than May 15 or 30 days after receiving notification of the terms of his or her appointment for the coming year, whichever date occurs later. The faculty member may properly request a waiver of this requirement of notice in case of hardship or in a situation where the faculty member would otherwise be denied substantial professional advancement or other opportunity.
B. Definition of Academic Year and Fiscal Year
Ranked faculty members holding Presidential appointments for the academic year are assumed to have professorial responsibilities to the University for the period commencing the day preceding Fall Registration and ending on the day following Commencement exercises.
Ranked faculty members holding Presidential appointments for the fiscal year are assumed to have professorial responsibilities to the University for the period commencing July 1 and ending June 30, with the understanding that such faculty member is entitled to one month’s vacation during the period, to be taken at time(s) consistent with his or her assigned responsibilities.
C. Extra Compensation
During the period of their contracts, faculty members may carry additional responsibilities either internally or externally for extra compensation, provided that: (1) such activities may not exceed an average of one day per calendar week during the contract period, (2) do not interfere with their assigned University responsibilities, and
(3) payment for the extra responsibilities is compatible with the policies of their college and University policy as stated elsewhere. In all cases, such activities are subject to the approval of the cognizant Dean.
Full-time faculty who intend to become engaged in an outside supported research project should clear their acceptance with their Dean and with the Provost.
The purpose of the above clearances is to determine whether the type and volume of work proposed is consistent with the University’s best interests, whether it will interfere with the faculty member’s capacity to serve the University effectively and whether there is a specific conflict of interest, or contract violation, between the proposed undertaking and his or her present program at the University, including work for an outside agency or agencies which support the various parts of his or her time.
D. Internal Compensation
Except to the extent that internal compensation is directly related to an external funding source (such as a practice plan or non-university grant), no faculty member on academic year contract may receive additional compensation from University sources during the academic year in an amount exceeding 20% of base salary for the academic year. In computing this limit, time-travel differentials paid in connection with extension teaching shall not be included.
Except to the extent that internal compensation is directly related to an external funding source (such as a practice plan or non-university grant), no faculty member on fiscal year contract (12 months) may receive additional compensation from University sources during the fiscal year (internal or external funds) in an amount exceeding 20% of his or her contractual salary for the fiscal year.
E. Summer Research And Instruction**
Summer instructional compensation for faculty members on academic year contracts shall ordinarily be limited to 18% of the academic year salary for the preceding year. Where circumstances warrant, with the approval of the Dean and the Provost, a maximum of 27% for instruction will be awarded. Teaching assignments depend upon the needs of the summer enrollment, and not all members of the faculty will be requested to teach during the summer. If enrollment warrants, however, some department members may be required to teach every summer. Staff selections are made by the Department Chair, the Dean of the respective College or School, and the Director of Summer Sessions. Since teaching appointments depend entirely upon actual summer enrollment, no contracts are issued.
F. Teaching Load***
Definition of a full-time teaching load varies between departments and schools and may include courses taught either during day or evening. Faculty members may be asked to teach at different campuses on certain days.
Extra compensation is granted for teaching schedules beyond the full-time load. The Dean of the College or School in which the instructor teaches should be consulted concerning extra compensation rates.
G. Overload***
It shall be the policy of the University to keep overload teaching and other responsibilities assigned on an overload basis to a minimum. Where overload assignments become necessary, payment therefore shall be based on internal scales established for this purpose and shall be limited to a maximum of 3 credits of teaching, or the equivalent thereof, in any given semester.
Overload assignments for individual faculty members shall be construed to fall within the policy governing extra compensation for consulting activities on an average of one day per calendar week and shall be counted toward such allowable days, i.e., a faculty member teaching 3 credits of instruction as overload for extra compensation would not be permitted to engage in other consulting activities during the semester in which overload is carried.
H. Merit Increases****
The University recognizes meritorious performance in teaching, scholarship, and service through supplementary increases where deserved and when resources permit. The criterion employed will be special accomplishment in one or more of the areas listed under “Bases for Promotion.” Recommendations for merit increases are made by the Dean after consultation with the appropriate persons in the department concerned.
Nominations for merit increases may be made to the Dean by the Department Chair or through the Department Chair by anyone in the department, accompanied in either case by relevant evidence. The final responsibility for application of the merit principle rests with the Dean, subject to review by the Council of Deans and the Provost.
I. Faculty Members in Armed Forces
The University observes all pertinent legislative provisions for position rights of faculty members entering military service. The University does not pay the difference between the military pay and the contract salary of the University.