F-1 Workload

General expectations with regard to teaching, research, and service are noted in section E.11.1. Percentage weights for evaluation are explained in E.7.4 and should provide guidance to the distribution of a faculty member's attention. Each academic school may have more specific expectations.

1.1 Teaching Load

This policy is in compliance with Sections 51.402 and 51.403 of the Texas Education Code, which requires the establishment of minimal teaching load requirements. Each faculty member paid full-time from the appropriations item "Faculty Salaries" must report a minimum of nine Teaching Load Credits (TLC) each semester. However, in practice, 12 TLCs represent the normal teaching load at UHV and may be reduced only with the Provost's approval (see below).

In addition to teaching, faculty workload includes academic advising, directing independent studies and theses, curriculum development, and committee work.

Faculty are also expected to engage in scholarly pursuits, remain active in their discipline and profession, and provide professional service to the community as need arises and time permits. Faculty workload policy attempts to quantify other activities related to instruction to assure fair and equitable workloads for all faculty members, while, simultaneously, meeting the special needs of this university.

Reduction in Teaching Load:

Although the overall standard remains a twelve-hour teaching load for each semester, this may be reduced at the discretion of the school to no fewer than nine for owed TLCs, additional time for productive research, administrative reassignment, grant projects, or possibly special projects. The following qualifications apply:

Updated:  Summer 2005
 

1.2 Teaching Load Credits (TLCs)

Teaching Load Credits (TLCs) are used to define faculty workload at UHV. One TLC equals 1 semester credit hour of assigned teaching or the reassigned equivalent. The normal teaching load for full-time faculty at UHV is 12 credit hours of organized classes that are at least minimally enrolled--i.e., 12 TLCs.

Faculty responsibilities other than teaching include participation in student advisement, curriculum development, institutional governance, sponsored student activities, academic functions, and community service. Beyond these teaching and service commitments, faculty members are expected to remain engaged in scholarly pursuits and professional activities.

Reassigned Time:

A limited number of TLCs may be reassigned from teaching to the performance of necessary administrative tasks or other tasks serving the evident interests of the institution, as approved by the Provost.

Additionally, each school is allowed six TLCs each semester for justifiable adjustment of teaching loads (e.g., owing to the number of graduate course preparations). Further allowance of discretionary TLCs shall accrue at the rate of one-third TLC per semester for every full-time faculty member over nine members. The allowance does not apply if the standard 12-hour teaching load has already been reduced in a school or program.

Compensatory Time:

Banking: Individual faculty members may accumulate TLCs for semester credit hours generated through overload teaching activities. This provision applies to credit-producing activities beyond the normal teaching load (12 TLCs of at least minimally enrolled courses) or the reassigned equivalent. Included are credit-producing activities such as supervising independent studies, chairing a thesis committee, or teaching an extra course without pay; not included is the fourth credit attributed to COM 3430. Accumulated compensatory time may be claimed at the following rate:

A maximum of six TLCs of compensatory time may be banked for a period not to exceed five years.

Ordinarily, no more than three TLCs may be claimed in one semester. It is the responsibility of the faculty members to initiate a claim on any TLCs banked. Faculty claiming compensatory time should notify the School Dean prior to the scheduling of courses for the semester in question. The Dean is responsible for deciding on the semester in which the banked TLCs may be recompensed. Compensatory time accumulated beyond six TLCs or remaining at the termination of the five-year period of employment may not be claimed. The school is responsible for maintaining a record of banked and claimed TLCs for a five-year period.

See the chart below for TLC equivalencies.

1.3 Enrollment Load

Minimum enrollment: Classes with under the prescribed limits of ten undergraduate students or five graduate students will ordinarily be canceled. Only in compelling cases may these be counted as part of the teaching load or carried as an unpaid overload with the credits being banked. The Provost decides such exceptions, after recommendation by the Dean.

Maximum enrollment: Classes with excessive enrollment may be split into two sections when practical. If the class cannot be split (owing, for instance--to lack of an instructor or room), the instructor may be afforded a student assistant, if available, or banked TLCs, depending on the instructor's total teaching load and any other relevant variables. The Dean decides when a class has excessive enrollment and which action will be taken. The definition of excessive enrollment depends on many factors, including the discipline and teaching methodology of the course.

TLCs Equivalencies
(Based on minimal enrollment expected)
 

NOTES:
A. FSCH = Faculty Semester Credit Hour(s) of Instruction (credit value of class)
B. TLCs = Teacher Load Credits
C. SSCH = Student Semester Credit Hours
D. One contact hour is defined as 50 minutes of instruction per week per long-term semester.
* See statement on exceptions in the policy above under "Enrollment Load."
** Schools may use discretionary TLCs described in the policy above under “Reassigned Time" for adjustments to graduate teaching load.
 

Updated:  Summer 2005

1.4 Independent Studies

Full-time faculty members may bank teaching load credits (TLCs) for independent studies but do not receive pay except during the summer. During the summer, faculty may be paid, at the discretion of the School Dean, for up to two independent studies. Pay is calculated at $70 per credit hour. Part-time faculty members may be hired to teach independent studies only in exceptional circumstances, in which case they are paid the same rate of $70 per credit hour.

1.5 Summer Scheduling and Compensation

1. Summer school scheduling is based on anticipated enrollment demand.

 

2. The schedule is intended to ensure that demand is accommodated to the extent feasible, that enrollments generated cover the cost of summer operations, and that as few courses as possible have to be canceled.

3. Faculty members are not obligated to accept summer teaching assignments, and the university is not obligated to make them available. Most faculty members can anticipate at least limited summer teaching opportunities, depending on enrollment demand in their field, but summer teaching assignments are not guaranteed and are subject to cancellation.

4. Full-time faculty members receive first consideration for summer teaching available in their areas of expertise (excluding overloads), so long as they make their choice and commitment known to the School Dean when the summer school schedule is developed. Assignments may be limited to meet budget constraints.

5. Summer teaching rates for full-time faculty members are currently set at one-twelfth of the member's nine-month base salary for each three-credit summer course that meets minimal enrollment standards. These rates apply only to faculty members under contract during the preceding academic year. Any summer teaching available to new members under contract for the next academic year is paid at the part-time rate. Faculty members on modified contracts are paid in accordance with their contracts.

6. Class enrollment policy is generally the same as for regular semesters.

 

a. Classes under these minimums will ordinarily be canceled:
Undergraduate: ten Graduate: five

b. For justifiable reasons, such as urgent student need or changes in assumed enrollment after the class has met, Deans may make exceptions in consultation with the Provost.

 

7. Policies on summer school scheduling and compensation are subject to change in accordance with university, UH System, or state mandates.

 

1.6 Academic Advising

Each school will establish a procedure for advising both new and continuing students at regular intervals and at designated times during the course of the academic year. Although all faculty members may not always be directly involved in the advising of students, it is the responsibility of all faculty members to know the rules and regulations applying to the admission, enrollment, and continuance of students for their school and the Victoria campus. The School Dean administers and coordinates all advising assignments and activities. The designating of student advisors should be done in accordance with qualifications for directing the respective undergraduate or graduate-level work.

1.7 Office Hours

Faculty members should maintain regular office hours when students or staff may contact them. Although office hours may vary depending upon the nature of the individual's assignment and upon the number of student advisees, the following expectations apply to all:

Full-Time Faculty:

1. Faculty should schedule and maintain at least four office hours per week (one hour per course) at times convenient to students. Faculty teaching evening courses are to schedule at least one hour of office hours in the evening.

2. Office hours should be posted on or near the office door and listed in syllabi. School secretaries should also be informed of them.

3. When office hours cannot be kept as scheduled or must be changed, school secretaries should be informed and an appropriate notice posted on or near the office door.

Part-Time Faculty:

Part-time faculty are to schedule at least one office hour per week per course taught. Faculty teaching evening courses are to schedule at least one hour of office hours in the evening, prior to the class session. Also, part-time faculty are to indicate a telephone number and times available to take class-related calls.

1.8 Overload Teaching

Overloads must be approved in advance and are paid at part-time rates. An overload may not exceed one three-credit course, or the equivalent, per semester or summer and is considered to be an infrequent and temporary recourse. Faculty members receiving release time for research or similar purposes are not eligible for overloads.

F-2 Compensation

2.1 Off-Campus Teaching

Compensation:

1. Stipends are available to full-time faculty members for organized courses taught at distant sites of 30 or more miles from campus or for equivalent credit-producing instruction in the Fort Bend area only (e.g., practicums). Stipends are intended to compensate for extensive travel time and are additional to any mileage reimbursement.

2. Stipends may vary up to $600 per course and are limited to no more than two courses per semester or summer.

3. Stipends are based on actual travel miles involved for the duration of the course--i.e., on trips made, not on courses taught.

4. Stipends for any out-of-state instruction are an exception and will be addressed on a case-by-case basis.

5. Stipends for ITV courses are an exception and are paid at the same rate as for travel to the site, so long as the instructor is teaching to both a live and remote audience and is traveling to the remote site for at least 25 percent of the classes. Otherwise, the stipend applies only to miles actually traveled to teach the course on site.

6. Payment of stipends and mileage claims is normally made at the end of the semester or term in which the instruction occurred.

7. Drivers must furnish a log of trips made, and passenger miles must be verified if they involve a stipend.

8. School Deans must approve all stipends in advance, based on best estimates and must authorize any later adjustments.

Stipend Rates:

Transportation and Mileage Rates:

1. For instructional travel faculty may use a personal vehicle with mileage reimbursed at the state rate, or a rental vehicle, as necessary and approved.

2. Mileage is reimbursed at the state rate.

3. Car pooling to distant sites is expected whenever possible.

4. Reimbursement is normally made at the end of the semester or term. A mileage log is necessary, with each trip entered. The course schedule may suffice if all classes were conducted as scheduled.

5. Mileage between locations is determined by state-established distances, when possible.

6. Long-distance travel for out-of-state instruction or other professional purposes must be by the most economical transportation reasonably available and suitable to the purpose. Regulations governing travel and the use of state vehicles are detailed in the Administrative Policies and Procedures Manual, Section F-2.

7. Each faculty is assigned a primary workplace. Fort Bend, whether Sugar Land or Cinco Ranch, is considered one work site. The state does not allow reimbursement mileage between one's home and primary workplace. However, mileage between one's home or primary workplace and a secondary site can be reimbursed, based on the shorter distance. Reimbursement is allowed only for miles that can be verified as actually traveled.

Lodging in Lieu of Mileage:

Faculty members teaching a distant course on successive days may choose reimbursement for staying over night instead of making two trips, assuming the cost is reasonably comparable to what the mileage reimbursement would otherwise be. Per diem for meals is not reimbursed in such instances. Whether one travel stipend or two stipends should apply is at the discretion of the Dean.

Faculty members who have temporarily relocated to Fort Bend or Victoria to teach summer courses may also claim lodging expenses under the same provision as above. Travel stipends are at the discretion of the Dean in such cases.

Note that receipts are necessary for lodging expenses and that travel stipends may not exceed two for any semester or summer.

2.2 Off-Campus Office Support

The following support and limitations will apply in the case of faculty members whose primary work site is the Fort Bend County, either at Sugar Land or Cinco Ranch or at both.

Home Office Support:

1. The institution will provide a computer setup and combination printer/fax to each faculty member. The computer may be a laptop with docking station and separate monitor and keyboard or a desktop, as the member prefers. (Note that repair service for a desktop may pose more difficulty.)

2. It will provide an initial one-time stipend of $600 for home office furnishing for new faculty members locating in Fort Bend. The amount should appear in the first paycheck.

3. It will pay a stipend of $126 a month to defray Internet and telephone use (members should use the 800 lines for communications back to campus). The amount will be paid monthly, whether the faculty member has elected 9 or 12 salary installments. This payment comes with the expectation that members will have DSL or similar broad-band connection.

 

Updated:  Summer 05

4. Computer service is available to any UHV faculty member through the UH System Sugar Land Instructional Technology staff, through UH Victoria's Information Technology, or through  commercial vendor (provide receipts for reimbursement if you need to use a vendor).  Commercial vendors should be sought only if workable solutions are not available for UHV and UHSSL resources.

 

Updated:  6/06

5. The institution will maintain shared office space on campus for the use of off-campus faculty members when they are in Victoria.

6. In the event that a member returns to campus, the stipends cease, the computer/printer remain university property, and furnishings purchased are the member’s property to use or dispose of. An individual faculty office will be assigned on the basis of availability and seniority.

7. In the event that a member terminates, the computer/printer and any other university property must be returned to the university. Furnishings purchased are the property of the faculty member.

Summer 2004

2.3 Royalties

The policy governing payment of royalties to authors of laboratory manuals, syllabi, and other informal publications handled through the Victoria campus is as follows:

2.4 Salary and Method of Payment

Salary checks are issued on the first working day of the next month. Appointments of full-time faculty are based on nine months of teaching. All full-time faculty have the option of being paid in nine or 12 equal monthly payments; this option must be exercised at the beginning of each fiscal year, however, and the election of either option is irrevocable for that fiscal year. Employees on grants for 100 percent or less FTE do not have the option of nine or 12 checks due to expiration dates during the fiscal year.

Full-time faculty members employed during the summer are paid on a per-semester credit-hour basis. Salaries for summer teaching are based on the salary rates of the previous academic year.

2.5 Salary Supplementation from Research Funds or External Grants
      (Also covered under G-1.4)

The university has adopted the following policy on the supplementation of faculty salaries from research contract or external grants. This policy is based on a statement of the Committee on Sponsored Research of the American Council of Education, which reads in part as follows:

. . . universities should avoid extra compensation (compensation above the full-time base salary) for work on special projects during the academic year. The base university salary should include compensation for all university duties (for example, teaching, research, administration, intra-university consulting). Exceptions to this rule should be made only for very compelling reasons and in unusual cases.

Faculty members whose compensation includes funds from external grants administered by the university may not exceed 100% of their annualized salary.  This provision includes compensation for assisting grant projects directed by other UHV employees, unless under justifiable circumstances as allowed by the grantor and approved by the Dean of supervising administrator.  Faculty members are free to serve as paid consultants or evaluators, as well as in other capacities, on grant projects administered by other institutions, so long as they comply with Board of Regents' policies governing conflicts of interest, disclosures, and external compensation (See Faculty Manual F-3).

 

Updated:  Summer 2005

F-3 Additional Income

3.1 Conflicts of Interest
(UH Board of Regents 13.08)

Employees of the University of Houston System shall adhere to and be furnished a copy of the Statutory Standards of Conduct (V.C.S. 6252-9b) and avoid conflicts of interest, generally described as the use of one's university employment to obtain unauthorized privileges, benefits or things of value for oneself or others, including the following:

1. No employee shall solicit, accept or agree to accept any privilege, benefit or thing of value for the exercise of discretion, influence or powers as an employee except as is allowed by law.

2. No employee shall accept any privilege, benefit or thing of value that might influence him in the discharge of his duties as an employee.

3. No employee shall use his position to secure special privileges or exemptions for himself or others, except as is allowed by law.

4. Any employee who is an officer, agent, employee or member of or owns a significant interest in any entity doing business with any component of the System must disclose such relationship in writing to his immediate superior.

5. No employee shall accept employment or engage in any business or professional activity which foreseeably might require or induce him to disclose confidential information acquired by reason of his university position.

6. No employee shall disclose confidential information gained by reason of his university position nor shall he otherwise use such information for his personal gain or benefit.

7. No employee shall transact any business for the university with any entity of which he is an officer, agent, employee or member or in which he owns a significant interest.

8. No employee shall make personal investments in any enterprise which foreseeably might create a substantial conflict between his private interests and the university's interests.

9. No employee shall accept other employment which might impair his independence of judgment in the performance of his university duties.

10. No employee shall receive any compensation for his services from any source other than the State of Texas except as is allowed by law.

11. No employee who exercises discretion in connection with contracts, purchases, payments, claims or other pecuniary transactions shall solicit, accept, or agree to accept any benefit from a person or entity the employee knows or should know is or is likely to become financially interested in such transactions.

Failure of an employee to comply with the foregoing shall constitute grounds for discharge or other disciplinary action.

(Vernon's Civil Statutes Article 6252-9b Standards of Conduct Sec. 8)

(a) No state officer or state employee should accept or solicit any gift, favor or service that might reasonably tend to influence him in the discharge of his official duties or that he knows or should know is being offered him with the intent to influence his official conduct. 
(b) No state officer or state employee should accept employment or engage in any business or professional activity which he might reasonably expect would require or induce him to disclose confidential information acquired by reason of his official position.
(c) No state officer or state employee should accept other employment or compensation which could reasonably be expected to impair his independence of judgment in the performance of his official duties.
(d) No state officer or state employee should make personal investments which could reasonably be expected to create a substantial conflict between his private interest and the public interest.
(e) No state officer or state employee should intentionally or knowingly solicit, accept or agree to accept any benefit for having exercised his official powers or performed his official duties in favor of another.

3.2 Consulting and Paid Professional Services
(UH Board of Regents 13.02)

The Board of Regents of the University of Houston System recognizes that members of the faculty and professional or administrative staff may be asked to provide consultation or other professional services on a private basis outside the university. Such activities, if properly conducted, can benefit the institution and its students by enriching the educational environment, and thus supporting the basic purposes of the university. For this reason, faculty and professional or administrative staff are permitted to engage in a limited amount of outside paid consulting which, in turn, supports institutional purposes. In order that the institution be accountable to the people of the state for its activities, and, in order that this privilege be protected, the policy set forth below shall govern outside consulting and other paid professional service.

Full-time members of the faculty and professional or administrative staff of the University of Houston System may engage in external consultation or other paid professional services, provided such activities benefit the institution and contribute to the professional development of the individual. This privilege is subject in all instances to the conditions set forth below. Failure to comply with this policy may subject an employee to disciplinary action including reprimand, suspension, or termination.

1. The first responsibility of the individual is to the university, and outside professional commitments should not interfere with the person's full-time responsibility to the university.

2. No outside obligation should result in any conflict of interest involving the individual's responsibilities to the university or to its programs, policies, and objectives. Consulting agreements which represent actual or potential conflicts of interest must be avoided. (See Board of Regents Policy 13.02.2).

3. Use of university facilities, space, equipment, or support staff for consulting activities is permitted only if a financial agreement has been concluded between the individual and the administration prior to the employee beginning the outside consulting service.

4. Individuals may not represent themselves as acting in the capacity of university employees when conducting consulting activities. The university bears no responsibility for any actual or implied obligations or liabilities incurred by the individual resulting from a consulting agreement.

5. Faculty who wish to arrange consulting activities must provide prior written notification to the Provost. Review by the Provost of such activities will include consideration of any real or apparent conflict of interest and the benefit of the proposed service to the institution. Each faculty member who engages in consulting or other paid professional service, including teaching on a temporary basis at another institution, must ensure that such activities do not require commitments of time averaging more than one day per calendar week, and must arrange such activities so as not to interfere with regularly scheduled classes.

6. Professional or administrative staff who wish to arrange consulting activities must obtain prior written approval from the appropriate supervisor (see attached reporting form). While consulting is a recognized faculty activity, within the limitations noted in this document, consulting by professional or administrative staff must be justified on an individual basis by clear and direct benefit to the institution.

7. When any of an individual's salary is paid from funds for externally sponsored activities, the time allowable for consultation must comply with sponsor requirements.

Unpaid public service is not included in this policy nor are occasional lectures which include fees, unless these activities require significant amounts of time or otherwise conflict with regular institutional obligations.

Each President (Chancellor) will establish a process for monitoring outside paid professional activities of their university (System administration) staff in order to ensure that such activities are consistent with the above policy and also serve institutional purposes. The Chancellor will report to the Board annually on such activities.

3.3 Dual Employment Regulations
(UH Board of Regents 13.04)

The Board must give its approval before any university officer or employee may hold other nonelective state or federal offices or positions of honor, trust, or profit. Approval must include formal findings that the dual office holding is of benefit to the state or required by state or federal law and creates no conflict of interest.

3.4 Notification Forms

UHV Consulting and Outside Employment Notification Forms are available on the web.

The University is also required to collect information annually on whether faculty members or administrators serve as expert witnesses in cases involving the state.

Forms:
Consulting and Outside Employment Notification Form
Reporting of Expert Witnesses

3.5 Pay Scales

 

PAY SCALES AND FACULTY SALARY GUIDELINES

2007-08 PAY SCALES
 (updated summer 2007)

---

Part-Time Adjunct Faculty
 

Master's Degree:
Level I	*$1,800
Level II	*$2,000
Doctoral Degree:
Level I	*$2,200
Level II	*$2,500

*Amount is per 3-credit organized course or equivalent.
*Deans may increase the adjunct pay rate, as circumstances demand, to adjust for such variable as urgency, competition, or travel distance (note that mileage cannot be reimbursed for travel to the primary work site.)
*Level I is for adjunct faculty with limited experience teaching for UHV.
*Level II is for experienced adjunct, advanced professionals, or full-time UHV faculty when carrying an overload.
*Resident Adjunct Lecturer title may be awarded by the Dean and entered in the catalog on the basis of established and continuing service to the university.  
 

Salary Guidelines for New Full-Time Faculty

Professorial ranks	Targets are based on the annual CUPA Survey
A.B.D. (Instructor or Assistant Professor)	10% below new Ph.D. target
Master's (Instructor or Assistant Professor)	20% below new Ph.D. target

Graduate Assistant

Graduate Assistant

*$1,200

* Graduate Assistants will be paid at an established rate per hour up to a total of $1,200 per .25 assignment (note that out-of-state students must be working at least half time, or 20 hours a week to qualify for in-state tuition).

Graduate Fellows

A limited number of graduate fellows are assigned to each academic school to be awarded as the school determines (one fellowship per school has been allocated for 2006-07).   Fellows receive a scholarship covering tuition and fees and a work assignment of 20 hours a week, on average, for each semester at the established hourly rate.   Fellows are expected to be full-time graduate students carrying nine credits of coursework, which may be increased to 12 with permission of the dean, and to maintain a 3.0 GPA or higher.   Fellowships are renewable through completion of the degree program, so long as the fellow carries at least nine credits each fall and spring semester, maintains a GPA of at least 3.0, and meets performance expectations for the duties assigned.   Fellowships may be extended through the summer upon approval of the dean and availability of funding.

Effective:  Fall 2007