COLA Faculty Promotion and Tenure Guidelines
- November 15 for reassigned time in the following fall term
- February 15 for reassigned time in the following spring term
COLA Faculty Development Grant for Reassigned Time
College of Liberal Arts Faculty Development Grant Application Guidelines
All proposals must be submitted by the deadline and include all relevant items listed below. Late and/or incomplete proposals, as well as proposals that do not follow directions, will not be considered. Proposals must include:
- Cover sheet, signed by department chair.
- Content Narrative (no longer than 500 words). It should:
- Clearly explain the content of the project
- Include goal(s) of project, e.g. chapter in book manuscript, conference presentation, journal article, etc.
- Be written so that it is understandable by persons from other disciplines
- Contribution Narrative (no more than 250 words). It should:
- Include a statement indicating the project’s contribution to the relevant discipline, university, college, department, student population, etc.
- Timeline Narrative (no longer than 250 words). It should:
- Include specific information about the timeline of the project, e.g., schedule for completion, deadlines, etc.
- Include indications of progress if project is ongoing, e.g. preliminary results, prior related presentations or publications.
- A current and complete curriculum vitae.
- Supporting documents as appropriate
Examples of supporting documents include but are not limited to: book contracts, letters of acceptance for articles, book chapters, conference papers, and creative projects; letters of solicitation for conference presentations, articles, chapters, etc.
Please make sure that each section is clearly labeled and includes your name.
Proposals will be ranked according to the following criteria:
- Clarity of the Content Narrative
- Clarity of the Contribution Narratives in conveying the short- or longer-term importance of the project for the faculty member’s scholarly and/or creative development, as well as the importance of the project for the university and for the faculty member’s discipline, college, department, and/or students
- Clarity of Timeline Narrative
- Evidence of progress (if ongoing or previously funded by any source including this committee)
- Evidence of required reporting (if previously funded by this committee)
- Please contact a member of the COLA Research Committee with any questions about the application or application process. Committee members cannot comment on entire application packets, but can provide answers to specific questions.
- The increasing number of strong applications coupled with finite resources means that not all worthy applications can be funded. As with all grant funding, the chances of being awarded the COLA FDA vary with the quality and quantity of each year’s pool of applications. Please contact the COLA Research Committee Chair with specific questions if your proposal was not funded.
- The committee strongly encourages proposals from junior faculty and for new or previously unfunded projects.
- The committee strongly encourages proposals for creative projects (that is, written work other than scholarly articles/chapters/books), as well as proposals for scholarly works.
- Funding is not granted for completion of doctoral dissertations.
- Committee members who apply will not participate in evaluating their own applications.
Graduate College Fund for Reassigned Time for Research
Board of Governors Sabbatical Leave Policy
1.1. Scope: This policy establishes a uniform sabbatical leave plan for faculty members.
1.2. –Statutory References: W. Va. Code §§18B-7-2, 18B-1-6
1.3. Passage Date: November 13, 2002
1.4. Effective Date: Upon Passage
1.5. Background: Replaces Board of Trustees Series No. 10 which was transferred by the Higher Education Policy Commission to the institutional boards of governors. This policy was previously numbered as MUBOG Policy No. 6. Policy:
2.1. Sabbatical leave may be granted to a faculty member so that he/she may engage in research, writing, or other activity calculated to contribute to professional development and his/her usefulness to the college or university. Eligibility.
3.1. Any person holding faculty rank is eligible for sabbatical leave after completion of at least six years of full-time employment in a faculty rank at Marshall University. After completing a sabbatical leave, a faculty member shall not be eligible for another sabbatical leave until the seventh subsequent year of full-time employment. Separate summer school employment shall not be counted toward eligibility for sabbatical leave.
Conditions Governing the Granting of Sabbatical Leave.
4.1. The awarding of sabbatical leave is not automatic but shall depend upon the merits of the request and on conditions prevailing in the institution at the time. Sabbatical leave recommendations will be approved by the president of the institution or his/her designated representative. Each year the president will forward information on approved sabbatical leaves to the Board of Governors.
4.2. In consultation with the faculty, each president shall develop appropriate criteria for determining the usefulness of the proposed activity to the institution and equitable procedures and standards for processing applications for leave.
5.1. A faculty member on sabbatical leave shall receive full salary for no more than onehalf of the contract period or half- salary for no more than the full contract period. Obligations of the Faculty Member.
6.1. An applicant for sabbatical leave shall submit to the president or his/her designee in writing a detailed plan of the activity which he/she proposes to follow.
6.2. In accepting a sabbatical leave, a faculty member shall sign a statement indicating that he/she is aware of and agrees to all conditions of the leave as specified herein.
6.3. While on sabbatical leave, a faculty member may not accept remunerative employment without the written consent of the president or his/her designated representative. Fellowships, grants, assistantships, and similar stipends shall not be considered remunerative employment.
6.4. Upon completion of a sabbatical leave, a faculty member shall file with the president or his/her designee a written report of his/her scholarly activities while on leave.
6.5. A faculty member is obligated to return for a full contract year of service upon completion of the leave. Failure to return will obligate the faculty member to reimburse fully the institution for salary received during the period of the leave. Obligations of the University.
7.1. A faculty member’s institutional position, status, and rank shall not be adversely affected solely by his/her absence while on sabbatical leave.