91猎奇

Faculty Additional Employment

Faculty additional employment refers to any compensated appointment in addition to the faculty member's primary work appointment, creating a work 鈥渙verload鈥� or assigning work at times when work is not normally required. Some examples of additional employment appointments are:

1. Summer, Winter, and Special Sessions teaching and non-instructional appointments
2. Appointments that push total employment over 1.0 full-time equivalent (FTE) or Overload
3. Foundation and Auxiliary Appointments (i.e., Tower, Research, Student Union)

Requests for appointments are made via procedures outlined in the Additional Employment Guide and web pages. These guidelines follow CSU Additional Employment Policy, (See and ), and the faculty (Unit 3) collective bargaining agreement (CBA). If there are discrepancies between this document and those just listed, the HR memoranda and the CBA prevail.

These guidelines apply to all faculty at 91猎奇 or any of its authorized auxiliary organizations, and to any additional appointments compensated by the university, regardless of the source of funding. Affected employment includes appointments at any regular CSU program or auxiliary organization as well as appointments on more than one campus in the CSU. These guidelines also apply throughout the year whether during the regular semester or during summer or intersession, and during faculty duty days and non-duty days.

Additional employment in excess of full time, and most appointments for extra work do not affect university retirement credits or benefits payments鈥攏o benefits accrue鈥攁nd it is not reported to CalPERS ().

Additional employment appointments are made using a different class code than the one faculty already occupy. Departments must have a position number associated with each class code. (To request new position numbers, visit the Position Management web page.) They must have an understanding of faculty base rates and dynamics of appointment timebases.

For questions concerning Additional Employment, please contact additionalemployment-faculty@sjsu.edu.

• Faculty Services Approval Required

  • In all cases, faculty additional employment appointments are not assigned until approved by Faculty Services. Approval must be attained prior to any work being performed. Requests may be denied.

    Faculty and/or departments may not approve their own start dates independent of official Faculty Services approval. Starting a faculty member in proposed duties prior to Faculty Services approval puts the supervising official at risk of serious HR violations and subjects them to liability for those violations. Faculty who work without Faculty Services approval and make claims for payment for those services may be subject to sanctions and/or discipline.

    The appointment's base rate is usually the same as for other appointments, but it may be reduced or increased when duties warrant it.

• Limits on Additional Employment Appointments

  • The primary rule about faculty additional employment is that it shall not interfere with the primary faculty (or staff) assignment. Additional employment must be approved, and it may be denied if there are concerns about interference with regular duties. The CSU-CFA CBA , provision 36.5 states:

    A faculty unit employee shall be limited in CSU employment to the equivalent of one full-time position in [their] primary or normal employment. An "overage" of up to twenty five percent (25%) of a full-time position shall be allowed if the overage employment:

    1. consists of employment of a substantially different nature from his/her primary or normal employment;
    2. is funded from non-general fund sources;
    3. is the result of the accrual of part-time employment on more than one (1) campus; or
    4. is necessary to meet a temporary faculty employee's entitlement to full-time, or to offer work to a part-time temporary faculty employee up to full time under provision 12.29 (a) (8) or (b) (9).

     

    One can never exceed 125% timebase, but how timebase is calculated varies over time and by appointment type.

    Overload additional employment (greater than 1.0 FTE) during the academic year is not allowed at 91猎奇 in most circumstances. However, when circumstances restrict choices and actually warrant "overload" additional employment, Category 2403 appointments () will be the preferred option for full-time faculty.

• Avoiding Overload

  • In all faculty cases, the preferred strategy is to avoid an overload appointment during the regular semester. There are at least 3 tactics to do so:

    1. Offer the work to a lecturer (up to 1.0 time base) or recruit as appropriate for a lecturer to teach the class or perform the duties.
    2. Reconfigure faculty work assignments to full time only (15 WTUs). For example, reduce assigned time duties, redraft the schedule of classes, buyout regular duties (RTA) instead of adding an appointment, delay an assignment.
    3. If offering work to a 1.0 FTE or T/TT faculty member, departments may borrow their time rather than offering overload. The form to request faculty reassignment is here: Faculty Assignment Memo
    4. Load balance across semesters. Appoint at 15 WTUs now, and pay the overload back as assigned time. Banking may work 2 ways: 1) Pay back "deficit" WTUs from a prior semester, or 2) "Bank" the WTUs for a future semester.

     

    Load balance records are kept internally in the department and/or college. See University Policy F70-5 [pdf] and accompanying memo [pdf] for more information and consult your college dean.

• Appointment Timebase

  • Critical to understanding what is allowed for additional employment is knowing what constitutes an appointment timebase. This section will review "timebase" and discuss the relationship between work hours, weighted teaching units (WTU), and Full Time Equivalent Faculty (FTEF).

    Hours. In the CSU System, a regular work week is 40 hours. When allowed, an overage may not exceed 10 hours per week or 25% of the regular timebase. A faculty member at 125% employment is working for, at most, 50 hours per week. Therefore, during the academic year, overage additional employment may not exceed 10 hours per week (inclusive of all CSU employment).

    WTUs. Teaching and other faculty duties are also measured in WTUs (, 20.2,d). The WTU is linked to the accreditation standard of 17 weeks of instruction, and where a 15 WTU workload equals 40 hours per week. Quantitative thinkers will see immediately that 1 (one) WTU is equal to 45.33 hours. It follows that 3 WTUs is 136 hours of employment; 15 WTUs is 680 hours of employment (680/17=40). Classes are quite often assigned in increments of 3 WTUs, and faculty workload is often expressed with phrases like, "12 WTUs of instruction and 3 WTUs of service and advising."

    The WTU metric may be imposed on any spanse of time for which additional employment is requested. Applying algebra, one sees that the workload stated in a number of hours per week must increase if the time span is less than 17 weeks. On the other hand, workload as the number of hours per week must decrease if the time span is greater than 17 weeks.

    FTEF. Another important term is "Full Time Equivalent Faculty," (FTEF). FTEF is the proportion (sometimes called percent) of a full time position. During a 40 hour week, .25 FTEF equals 10 hours (10/40). Fifteen (15) WTUs is 1.0 FTEF during fall and spring semesters. During those times, a 3 WTU appointment is .2 FTEF (3/15). When time spanses change, available hours change (e.g., Winter and Summer Session), and 3 WTUs no longer represent 20% (.2 FTEF) employment.

    To further illustrate the effects of the length of an academic term on faculty appointments, consider what happens during Winter Session. This typically 3 week term encompasses 120 hours of regular workload (40 hours per week). However, the classes taught are typically 3 WTUs (136 hours). This dynamic forces an overload appointment during the intersession (non duty days) of 1.13 FTEF (136/120=1.13 FTEF or 113%). To review, during winter, 3 WTUs workload equates to 45.33 hours per week and an appointment of 1.13 FTEF.

• Appointment Compensation

  • Additional employment must be compensated at the faculty member's normal rate unless the work warrants a deviation from that rate. The compensation is also delimited by the salary schedule for the employment type or other agreements with funding sources. For example, the salary schedule for classification category 2322, Instructional Faculty, Special Programs 鈥� For Credit [pdf], used during Winter Session, often compensates faculty at a lower rate.

• Appointment Types

  • Summer Session

    • PaCE Summer Session
    • State-Supported Summer

     

    Winter Session

    • PaCE Winter Session

     

    Special Session

    • PaCE Special Session

     

    Campus Auxiliaries

    • Research Foundation
    • Student Union Inc., Associated Students, etc.
    • Tower Foundation

     

    Department or Division Additional Employment

    • Category 2403
    • Faculty Miscellaneous Payments
    • Special Consultant
    • Substitute Faculty Payments
    • @ 2024 91猎奇
    • Substitute TA Payments