Policy

Faculty Retention, Development and Sabbatical (FAC 4.A)

University of Wisconsin-Oshkosh
Policy # 1.500

 

PURPOSE

This policy was developed by the University of Wisconsin-Oshkosh Faculty Development Board (FDB) to provide information on eligibility and procedures for faculty retention, development, and the sabbatical program in alignment with applicable law and university policy, including UW System Administrative Policy 160 (formerly ACPS 3.3).

RESPONSIBLE OFFICER

Provost and Vice Chancellor for Academic Affairs

SCOPE

Policy 6.4.A.1. applies to probationary faculty. Policy 6.4.A.2. applies to faculty and academic staff. Policy 6.4.A.3. applies to eligible faculty as specified in Section 6.4.A.3.1. below.

BACKGROUND

This policy provides statements on faculty retention, faculty development, and information about eligibility, types, conditions, roles and responsibilities, and processes governing the faculty sabbatical program. The sabbatical application process, selection procedures, criteria, and final report requirements are provided in the Faculty Development Handbook, which states that the purpose of the faculty sabbatical program is to enable recipients to be engaged in intensive study to become more effective instructors and scholars and to enhance their services to the University. A sabbatical leave will be granted for the purposes of enhancing teaching, course and curriculum development, research, or scholarly activity related to the faculty member’s field of expertise. This privilege should be granted to faculty members on the merit of their past academic contributions. Prior academic achievements, however, do not take precedence over the need to address in detail the application requirements.

DEFINITIONS

POLICY STATEMENT

FAC 4.A.1. Faculty Retention

Probationary faculty are offered positions with the expectation that they will become tenured faculty at the University of Wisconsin Oshkosh. To achieve that end, tenured faculty should begin advising probationary faculty during their first year of employment about the process for earning a tenured appointment. Support for probationary faculty includes such strategies as a formal mentoring system, a collegial atmosphere and a clear explanation of what is expected of the probationary faculty member. It is expected that tenured faculty will, after each regular performance review, provide appropriate advice and counsel to all probationary faculty. Just as tenured faculty have an obligation to review the work of probationary faculty in a fair and honest manner, probationary faculty also have an obligation to present materials for renewal and tenure in an orderly file that documents their teaching, scholarship and service.

FAC 4.A.2. Faculty Development

The Faculty Development Program provides financial support for well-defined professional development projects.  All continuing faculty and academic staff holding full or part time academic year or annual appointments are eligible to participate.  A detailed description of the Program and each component is contained in the Faculty Development Program Handbook.

Faculty may also seek opportunities outlined in UW System Administrative Policy 157 (formerly ACPS 3.2), Faculty Development and Renewal – A System Policy for Faculty Transfer and Exchange. Several options are presented throughout the policy, such as:

  • Faculty Exchange: Institutions, Schools, and Disciplines are urged to consider the programmatic flexibility and merit of a short-term appointment for faculty members from another Institution of the System.
  • Faculty Transfer: Institutions, Schools, and Disciplines are urged to consider colleagues from Institutions within the System who wish for any of a number of reasons to transfer as possible appointees to fill identified vacancies on a continuing rather than a short-term visiting basis.
  • Faculty Renewal and Retraining: Institutions are encouraged to make opportunities available for short term post graduate study to: revitalize existing expertise, acquire familiarity with new analytical skills, develop a working knowledge of new methodologies, acquire familiarity with learning approaches for new clientele, evaluate interdisciplinary approaches to problem solving education, etc. Further, institutions are encouraged to make opportunities available for faculty retraining to expand existing faculty expertise and institutional program flexibility. Faculty and staff may also seek support for fee/tuition reimbursement of authorized coursework and training through UW System Administrative Policy 210 (formerly G25).

FAC 4.A.3. Sabbaticals

  1. Eligibility: A faculty member is eligible for a sabbatical award under the terms listed in Section 6.A.I. of UW System Administrative Policy 160 (formerly ACPS 3.3).
  2. Types: Two types of sabbatical leaves are available to faculty members at the University of Wisconsin-Oshkosh:
    • A faculty member may take a sabbatical leave for an academic year and receive from the institution 65% of their full compensation for that period, in accordance with university policies.
    • A faculty member may take a sabbatical leave for one academic term (fall or spring) and receive from the institution their full compensation for that period.
  3. Conditions that Govern the Faculty Sabbatical Program: The sabbatical program adheres to the conditions outlined in Section 6.C. of UW System Administrative Policy 160 (formerly ACPS 3.3).
  4. Roles and Responsibilities for Sabbatical Leave Process
    • The specific application requirements and selection procedures for the faculty sabbatical program are provided in the Faculty Development Handbook in accordance with Chapter 36.11(17) Wis. Stats.
    • While sabbatical outcomes will vary, it is expected that the activities conducted in one academic year will be greater than those of one The FDB will assess if the proposed activities and outcomes are sufficient for the length (one semester or two semesters) of the requested sabbatical.
    • System guidelines require a detailed listing or description of how the University will accommodate the faculty member’s absence. A letter from the School Director must describe how the faculty member’s absence will affect course offerings and must be included as an attachment to each copy of the proposal. However, a letter from the School Director that speaks to the quality of the proposed activities is unnecessary and should not be submitted.
    • A faculty member must submit a final written report outlining their accomplishments during the leave within three months of returning to the The report is to be filed and maintained by the Provost and/or Vice Chancellor for Academic Affairs and be available upon request. The report will be evaluated by the FDB against the project objectives included in the approved sabbatical proposal. Since the leave was originally granted on the basis of those objectives, it is expected that project activities will be totally directed toward their accomplishment. In rare cases where a change in project objectives or activities is required, notice of such proposed changes must be reviewed by the FDB and approved by the Provost and Vice Chancellor prior to the effective date of such changes. Failure to adhere to this guideline will result in an unsatisfactory evaluation of the completed sabbatical project.
    • A faculty member must return to the institution from which leave was granted for at least one academic year of service after the termination of the sabbatical, or repay any compensation (salary, plus the University’s share of fringe benefits) received from the institution during the sabbatical.
  5. Processes Governing the Faculty Sabbatical
    1. The formal call for faculty sabbatical proposals for the academic year 18 months in the future will be announced by the Chancellor in March of each year. University selections for the faculty sabbatical program should be communicated in writing by the Chancellor to the UW System Vice President for Academic and Student Affairs by November 15 of each year. This communication should contain:
      • A brief paragraph abstract of the proposed sabbatical program and a brief updated professional vita.
      • A certification by the Chancellor or a designee that the eligibility requirements, compensation arrangements and related conditions of the appointment, and the guidelines for sabbatical award selection as outlined in sections 6.A., 6.B., and 6.C. of UW System Administrative Policy 160 have been observed in the determination and granting of the awards. Certification must also be made as to the fiscal capability of the UW university to support the number of faculty sabbaticals being granted.
      • A description of the source of support for the sabbatical, i.e., collegial coverage, ad hoc appointment, or other.
    2. Formal announcement of those faculty members receiving sabbatical awards will be made annually by the Provost and/or Vice Chancellor for Academic Affairs. In addition, the list of sabbatical awards will be shared with the Board of Regents by the UW System Vice President for Academic and Student Affairs in written form in December.

OVERSIGHT, ROLES, AND RESPONSIBILITIES

The Faculty Senate is responsible for the content and revision of this policy, consistent with Article II of the Faculty Constitution.

The Faculty Development Board shall conduct a review of this policy at least once every five years. It may do so more frequently if governing policies change, at the request of the Faculty Senate Executive Committee, or at the request of 25% of sitting Senators. If the Faculty Development Board deems any changes to be necessary, it shall recommend those changes to the Faculty Senate, or it shall advise the Faculty Senate that it does not recommend changes based on the requested or scheduled review.

The Faculty Senate approves recommended changes (or acknowledges the recommendation for no changes) to this policy by majority vote. Following any Faculty Senate vote that ratifies revisions, any changes to this policy are finalized upon approval by the Chancellor, and the Universities of Wisconsin Board of Regents. The five-year review clock resets upon the Faculty Senate’s action.

RELATED DOCUMENTS

POLICY HISTORY

  • March 18, 2025: Original approval by Faculty Senate
  • April 5, 2025: Last Revision Date
  • July 10, 2025: Approval by Board of Regents
  • January 16, 2026: Technical revisions to align with WCAG 2.1 AA digital accessibility standards

SCHEDULED REVIEW

Spring 2030