DEPARTMENT OF DESIGN, HOUSING, AND APPAREL

WORKLOAD POLICY

(Approved November 18, 2011)

Transparency and flexibility are the main goals of the DHA workload policy. Transparency is achieved through the identification and ‘posting’ of the annual workload matrix so all faculty are aware of one another’s activities. Flexibility is achieved by the policy being usedas a guideline for each appointment type with flexibility to tailor each faculty’s workload to the policy and their work activities. The policy serves as a starting point for discussions between each faculty member and the department head about appropriate workload. The percentage refers to the expected effort of the appointment annually,

  • Scholarship/outreach includes research, creative production, grant writing, and related outreach activities.
  • Teaching/Advising/Outreach is based on course load with a recommended graduate student advising load of no more than five as major advisor for faculty holding a graduate faculty appointment.B termand Contractare the most widely held appointments in the department, and generally translate to 60% teaching (approximately 15% per course), 25% scholarship and 15% service over 9 months. A termappointment generally translates to 60% teaching (12% per course), 25% scholarship and 15% service over 12 months.P&A teaching appointment generally translates to 75% teaching (15% per course), 10% professional development and 15% service over 9 months. Teaching outreach activities are included as part of the teaching responsibilities.
  • Service/outreach includes service with the university, college, department, professional associations and community. The guidelineisthat faculty will serve on 2-5 university related committees. External service commitments should be balanced holistically and accepted in consultation with the department head.
  • Administrative responsibilities include dean, associate dean, department head, director of graduate studies, and program director. The percentage of the administrative effort is negotiated with the administrator’s supervisor, and may include service responsibilities in the administrative effort.

Percentages may change due to MES or AES appointments, funded course releases, fellowships or similarefforts that require a shift in workload. These should be discussed with the department head early in the application process.

These are workload guidelines, not outcomes. While workload is related to effort and will impact potential outcomes, it is a holistic review of thequality and quantity of the outcomes that are the measure used during annual reviews. For example, our P and T and post-tenure review documents provide guidance for faculty outcomes, which are to be part of the department head/faculty annual discussion of teaching, scholarship, and service activities and workload.