Leaves and Retirement
Tenured, tenure-track and adjunct faculty are eligible for sabbatical leave every seven years. Section C.VI of the Faculty Handbook describes the purpose of and eligibility and procedures for receiving a sabbatical.
The Chair or another designated member of the department is responsible for reassigning the student advisees of a department faculty member on sabbatical or other form of leave from the College. The academic advisor may wish to participate in the reassignment process prior to his or her departure from campus. The names of the advisees with their temporary advisor assignments should be posted on the door of the faculty member's office, on a department bulletin board in the department office, and/or in some other accessible
1. Sabbatical Leaves
The sabbatical leave policy of Colorado College is designed to benefit both individual faculty members and the College. By providing opportunity for professional growth and intellectual enrichment not ordinarily possible under the demands of regular College responsibilities, sabbatical leaves enable faculty members to become better scholars and teachers and more effective members of the College community.
B. Eligibility and requirements
All tenure-track and adjunct faculty members are eligible to apply every sixth year for a sabbatical leave to be taken in the seventh year since the previous sabbatical leave (or, initially, since beginning employment at Colorado College). Faculty may choose full-year or half-year sabbatical leaves—an eight-Block leave at five-ninths salary or a four-Block leave at full salary. In addition to their initial seventh-year sabbatical leave, untenured faculty members are also eligible for a four-Block sabbatical in the year following a positive third-year review. For adjunct faculty, six teaching Blocks count as one academic year of full-time service.
Colorado College regards sabbatical leaves as a valuable benefit but not an assured entitlement. Accordingly, sabbatical applications must make a convincing case that, if granted, the leave would contribute to the goals of the sabbatical policy. After consulting with the department chair, a faculty member desiring a sabbatical leave submits to the Dean, in early fall preceding the year the leave would be taken, an application letter that describes the proposed sabbatical project(s) and explains how the leave could be expected to make him or her a more productive scholar or a more effective teacher. The faculty member’s chair also sends the Dean an assessment of the proposed leave’s likely contribution to the applicant’s professional development and its impact on departmental staffing needs. Sabbatical projects may vary considerably in their aim and emphasis—from study, research, writing, or artistic creation to reading about pedagogy and devising new courses to travel, reflection, and personal renewal. Untenured faculty members are strongly urged to consider the diagnostic results of their third-year review as they plan their sabbatical leave.
The Dean forwards all sabbatical applications to the Faculty Research and Development Board, on which she or he serves. The Board evaluates the merits of each sabbatical proposal, considers the likely impact of leaves on individual departments and the College, and recommends to the Dean that a sabbatical request be either granted or refused or that the leave be delayed for a year.
Faculty members who delay a sabbatical leave by a year, whether at their request for the purpose of professional development or at the request of the College, are not penalized by losing a year in the sabbatical cycle.
In general, the College does not pay travel expenses to anyone on sabbatical leave or to any part- time faculty member (except adjunct faculty when they are not on leave). If funds are available in the latter part of an academic year, the Dean may approve additional trips for faculty members.
Sabbatical leaves are usually taken within a single academic year, and faculty members are normally obligated to return to Colorado College for at least one year following a sabbatical.
C O L O R A D O C O L L E G E
M E M O R A N D U M
TO: Tenured, Tenure-track, Adjunct Faculty, Department Chairs and Program Directors
FROM: Sandi Wong, Dean of the College
DATE: September 1, 2017
RE: Applications for Sabbatical Leaves in 2018-2019
I invite applications for sabbatical leaves to be taken during the academic year 2018-19.
“All tenure-track and adjunct faculty members are eligible to apply every sixth year for a sabbatical leave to be taken in the seventh year since the previous sabbatical leave (or, initially, since beginning employment at Colorado College). Faculty may choose full-year or half-year sabbatical leaves—an eight-Block leave at five-ninths salary or a four-Block leave at full salary. In addition to their initial seventh-year sabbatical leave, untenured faculty members are also eligible for a four-block sabbatical in the year following a positive third-year review. For adjunct faculty, six teaching Blocks count as one academic year of full-time service” (Faculty Handbook, Faculty Personnel Policies and Financial Matters, Section XII. A.).
- Chairs and Program directors: Please provide an impact statement indicating whether you recommend our approval of the sabbatical leave. Explain how the leave, if approved, would affect staffing in the department or program. Please send the impact statement to KAREN OBRZUT (email@example.com) by MONDAY, SEPTEMBER 25, 2017.
- Applicants: Sabbatical leaves provide an opportunity for professional growth and intellectual enrichment. Please include a description of the professional activities and projects proposed for the sabbatical period and an explanation of how the leave may contribute to one’s scholarly productivity and/or effective teaching; 2) a timetable that includes proposed activities and when they will take place; 3) a current curriculum vitae. Please send an electronic copy of your proposal to KAREN OBRZUT (firstname.lastname@example.org) by MONDAY, SEPTEMBER 25, 2017.
- Applicants have the following options:
- Full-year sabbaticals (eight blocks) will be paid at the rate of 5/9 the individual’s regular full year salary.
- Half-year sabbaticals (four blocks) will receive full pay. Tenured faculty awarded half-year sabbaticals will teach three blocks during the sabbatical year. They will be eligible for a block without teaching (but with other normal faculty obligations) during the half year they are not on leave. Adjunct faculty awarded half-year sabbaticals will teach half of their regular teaching load. They will receive full pay (adjusted according to regular teaching load). Faculty on sabbatical leave will not be eligible for other release blocks during that year. Please specify the semester in which you plan on taking the leave.
- Tenure-track faculty may apply for an early sabbatical as described in the Faculty Handbook. The award of an early sabbatical is contingent upon the successful completion of the pre-tenure review, and is limited to a half a year. Those who are reviewed in their second year at the College are also eligible to apply. Faculty awarded an early sabbatical may still apply for a regular sabbatical during their sixth year at the College to be taken in the seventh year.
B. Appointments to Positions with ACM (Associated Colleges of the Midwest)
From time to time the ACM Office will announce openings for directorships of ACM programs. Colorado College faculty members are free to apply for these positions, subject to approval of the Dean of the College upon consultation with the department chair. ACM pays the director's salary and expenses, and the College pays the salary of any replacement required. These appointments are usually for a period of one semester. Time spent on ACM appointments is treated the same as on-campus appointments in matters of tenure, sabbatical leave and other fringe benefits.
Faculty members may apply for leaves without pay. Normally applications for such leaves should be submitted to the Dean of the College early in the fall of the academic year preceding the year in which the leave will be taken, together with a statement by the chair of the applicant's department concerning the impact the leave would have on the department and the need for a replacement. Such leaves may be requested for any of a number of reasons, for example: to finish a dissertation, to accept a government appointment, to study abroad, to try an alternate career, to convalesce from a period of poor health, etc. Such leaves ordinarily are for a semester or a year, but leaves as short as a single block and as long as two years, have been granted. Full year leaves without pay may be counted toward eligibility for sabbatical leave or tenure consideration only with prior approval of the Dean of the College; such approval will be based upon evidence that the leave contributes to the professional development of the individual and the interests of the College.
D. Replacements for Persons on Leave
Whenever possible, the College will provide replacements for persons on leave, especially on unpaid leave. In the case of sabbatical leaves, however, the College will normally be unable to provide full replacements for all those who expect to be away, and will therefore ask faculty members, departments, and the Dean to provide as much help as possible to maintain a strong academic program.
1. Paid Medical Leaves
Leaves of absence for health reasons will be granted to full-time faculty members (and adjunct faculty on a pro rata basis) in the light of the circumstances of each case. Continuation of salary may be arranged on an individual basis to a maximum period of six months (180 calendar days) for full-time faculty. Salary continuation is subject to the approval of the President in consultation with the Dean of the College (or appropriate vice president) and the department chairperson. The College requires a physician's certificate and may exercise the right to a second opinion from a physician of the College's choosing. Periodic reevaluation of the leave of absence once granted may be required. Maternity leaves will be granted to full-time faculty members on the same conditions as those applicable to other medical leaves. When maternity leave is taken during the academic year, the College will normally plan for an absence equivalent to two blocks. Paid medical leaves will be counted toward the twelve weeks of unpaid leave provided under the Family Medical Leave Act.
2. Unpaid Leaves of Absence for Family and Medical Reasons
The College provides unpaid leaves of absence under the Family Medical Leave Act (FMLA) to full-time faculty who have been employed at the College for at least one full academic year. Such leaves will be granted for (i) medical reasons, i.e., the faculty member’s serious health condition or pregnancy; and (ii) family reasons, i.e., the birth and first year care of a child; placement of a child with the employee for adoption or foster care, or care of spouse, child or parent with a serious health condition. Any request for leave based on a serious health condition must be supported by appropriate medical certification (the College reserves the right to request, at its expense, a second medical opinion from a physician of the College’s choosing). Faculty may be granted one unpaid leave per year for a period of up to twelve weeks (A year is a 12-month period measured backward from the date leave was last taken.). Faculty who have been granted paid medical leaves must exhaust such leave prior to using unpaid leave. Paid leave will be counted toward the twelve weeks of unpaid leave provided under the FMLA. Faculty on unpaid family or medical leave will continue to receive the same benefits they had prior to the leave, with the exception of the College’s TIAA/CREF contribution and other benefits, such as FICA, which are based on salary.
C O L O R A D O C O L L E G E
M E M O R A N D U M
TO: Faculty eligible for Early/Phased Retirement
FROM: Sandra Wong, Dean of the College and Dean of the Faculty
DATE: September 11, 2017
RE: Early/Phased Retirement
The deadline to apply for Full Early or Phased Early Retirement beginning in the academic year 2018-19 is September 30, 2017.
Basic Eligibility: A full-time or adjunct faculty member who has completed at least 20 years of service (or the equivalent for adjuncts) at Colorado College by the end of academic year 2017-18 and who will be 59.5 years old by August 31, 2018 of that year may apply. (Faculty Handbook: Part Two, XIII, C.) For adjunct faculty, six teaching Blocks count as one academic year of full-time service.) The benefit period is three years if the retiree is between 59.5 and 67, two years if the retiree is age 68, and one year if the retiree is age 69 as of August 31, 2018.
On a different note: If you plan to apply for Early Retirement (not Phased) beginning in the following year, 2019-20 and you inform us by April 1, 2018, your department could request authorization in spring 2018 to retain the position. If the position is reauthorized, the department could hire a tenure-track replacement during the 2018‑19 academic year. If we do not receive notice by April 1, 2018, there would normally be a one-year delay in the process.
The Faculty Handbook includes the following provisions regarding Early and Phased Retirement.
C. Early Retirement
Colorado College offers tenure-track and adjunct faculty members two other options for retirement between ages 59.5 and 70—Full Early Retirement and Phased Early Retirement. The benefit period is three years if the early retiree is between the ages of 59.5 and 67, two years at age 68, and one year at age 69. After the change of status from regular tenure-track faculty to early retiree, a participant in the program may not return to full-time teaching at Colorado College. A faculty member relinquishes tenure irrevocably upon entering Full Early Retirement and upon completing Phased Early Retirement. Compensation for any teaching after a retiree has completed Full Early Retirement or Phased Early Retirement will be at Block-visitor rates.
1. Eligibility and approval
Any full-time or adjunct faculty member who has completed at least 20 years of service at Colorado College by the end of an academic year and who will be 59.5 years old by August 31 of that year may submit a written application for Early Retirement to the Dean of the College. The application must be received in the Dean’s Office by September 30 of the academic year preceding the year that early retirement would begin. The Dean forwards the application and her or his recommendation to the President. The President must approve all requests to enter the Early Retirement program.
The President may deny a request for Early Retirement for any of several reasons: his or her approval would jeopardize the goals of a College program or academic department; the College would likely be unable to replace the prospective early retiree with a similarly qualified person at an appropriate compensation level; approval would make it more difficult for the College to meet its financial, legal, or other contractual obligations; approval would entail the risk of negatively affecting audit, accreditation, or other reviews.
If the President is unable to approve all applications for Early Retirement in a given year, he or she will normally give priority to applicants who are oldest, those with the most years of service to Colorado College, and those whose request was earlier denied. A person whose application for Full Early Retirement is not approved by the President may decide to continue as a full-time faculty member the following year or may apply to participate in Phased Early Retirement the following year. In either case, in the following year the faculty member may reapply for Full Early Retirement. In no case, however, may the Early Retirement benefit period—that is, the total time in Full Early Retirement only or in Phased Early Retirement only or in a combination of Phased Early Retirement and Full Early Retirement—exceed three years.
2. Full Early Retirement compensation and benefits
Full Early Retirement participants receive Early Retirement Compensation equal to 50% of what their salary would have been had they continued as regular tenure-track faculty. Any adjustments for inflation are included in subsequent salary calculations. The College makes normal-rate contributions to the faculty member’s Defined Contribution Retirement Plan (TIAA-CREF) on the basis of his or her Early Retirement Compensation, and participants remain eligible to contribute to supplemental tax-deferred retirement plans offered by the College through TIAA-CREF.
Full Early Retirement participants receive the same medical insurance coverage provided regular faculty and staff, and the College continues to pay the same percentage of insurance College premiums. College and employee contributions to the Emeriti Program also continue. The long-term disability benefit is not available to Full Early Retirement participants; but other benefits funded by voluntary contributions, including group optional life insurance, continue to be available. If a faculty member dies while a Full Early Retirement participant, the College’s life insurance benefit is 1.5 times the decedent’s Early Retirement Compensation.
Full Early Retirement participants may not teach at Colorado College except in emergency situations and by agreement with the department, the Dean and the President. Compensation for teaching under such circumstances is at Block-visitor rates.
Early Retirement Compensation for Full Early Retirement adjunct faculty is based upon the average number of courses taught during the five years prior to beginning participation in the program. Fringe benefits previously available continue.
The academic department or program of a Full Early Retirement participant may submit a written application for a full-time replacement to the Dean of the College. Any replacement is at the discretion of the Dean.
3. Phased Early Retirement responsibilities and benefits
Phased Early Retirement participants teach half time (three Blocks per academic year) and are expected to continue to fulfill all normal faculty responsibilities. They receive Early Retirement Compensation equal to 70% of what their salary would have been had they continued as regular tenure-track faculty. Participants remain eligible for all the benefits available to regular faculty members except sabbatical leaves and long-term disability insurance. If a faculty member dies while a Phased Early Retirement participant, the College’s life insurance benefit is 1.5 times the decedent’s Early Retirement Compensation.
The Dean may authorize part-time replacements for Phased Early Retirement participants to the extent that in a given year replacements can be funded by the difference between the salaries and benefits of Phased Early Retirement faculty and the salaries and benefits these persons would have earned had they remained regular faculty members.
A faculty member who initially chooses the Phased Early Retirement option may subsequently apply for Full Early Retirement, but the total time that anyone participates in the College’s Early Retirement program may not exceed three years. After becoming a participant in Early Retirement, a faculty member may not withdraw from the program.
4. Review of the Early Retirement program
The Early Retirement program is subject to periodic review by the Board of Trustees and may be amended or revoked at the Board’s discretion, provided that revocation or amendment does not affect current participants.
Chairs must apply to the Dean for permission to maintain the position of a retiring faculty member. All positions automatically return to the general faculty pool and departments are not guaranteed that they will keep the position vacated by a retirement. Chairs should meet with the Dean no later than spring of the year before the retirement to start this application process.
Chairs typically organize retirement parties for retiring members of their departments; these may occur at the home of the Chair or another department member or at Stewart House or another campus venue. The retiring faculty member should be asked to draw up an invitation list. The Dean’s Office assists the department with related expenses. A Colorado College chair is conferred upon the retiring faculty person. The Chair orders the chair from the Bookstore.
Chairs must apply for Emeritus status for retired professors. In early spring of the year of a faculty member’s retirement, the Dean’s Office sends a memo to Chairs requesting a short letter of nomination of the retiring professor to emeritus status on behalf of the department. Emeritus promotions are approved by the Board of Trustees in the late spring.