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Policies and Procedures
- Section II - 1.03(A) UMB POLICY ON CONCURRENT FACULTY AND ADMINISTRATIVE APPOINTMENTS
(Effective December 1, 2009)
- Pursuant to Board of Regents Policy II – 1.03, (a) UMB faculty may be appointed to concurrent administrative positions, and (b) UMB administrators may be appointed to concurrent faculty positions.
- The President may appoint a faculty member to the concurrent administrative position of Dean. After consultation with the Dean of a faculty member’s school, the President may appoint other faculty to campus administrative positions not within a school.
- A Dean may appoint faculty of the Dean’s school to a concurrent administrative position within the School. In addition, a Dean may appoint an administrator in the Dean’s School to a faculty position in the School, subject to the appointments, promotion and tenure policies of the School and UMB. If a School is organized by academic departments, the Dean of the School may delegate to department chairs the ability to appoint department faculty to concurrent administrative appointments in their own departments. If the authority is not delegated, the Dean retains the authority.
- A Dean may make a concurrent administrative or faculty appointment to a faculty member or administrator employed by another school after obtaining the concurrence of the Dean of that school. In such cases, the two Deans shall consider and decide the appropriate compensation for the concurrent appointment and any appropriate adjustment to the faculty member’s or administrator’s base salary as a consequence of reduced effort.
- Concurrent appointments may be made simultaneously (which normally will occur when a faculty member is hired to fill an administrative post in a School) or at separate times (e.g., when a faculty member is designated to hold an administrative role). If concurrent appointments are made simultaneously, the appointee must receive two separate appointment letters, each identifying the responsibilities and salary associated with the position discussed in the letter.
- (a) Concurrent appointments also may be made after an original appointment. In such case, an appointment letter specifying the responsibilities and salary for the concurrent appointment must be issued. The letter should indicate how the salary of the appointee will be determined if the concurrent appointment terminates. If the salary for the original faculty or administrative position is reduced as a result of accepting the concurrent position, the reduced salary should be stated and it should be indicated whether or not the original salary will be restored upon termination of the concurrent position. (b) If a concurrent administrative position significantly increases a full time faculty member’s effort required to meet responsibilities to the School (as compared to the effort required of a faculty member who does not have an administrative position), a Dean may approve supplemental compensation for the appointee during the term of service in the concurrent administrative position. If a concurrent faculty position significantly increases the effort required of a full time administrative staff member to meet responsibilities to the School (as compared to the effort required of an administrative staff member who does not have a concurrent faculty position), a Dean may approve supplemental compensation for the appointee during the term of service in the concurrent faculty position. (c) Additional compensation for a concurrent administrative or faculty position in a School must be reasonable and must be funded by the School making the appointment to the concurrent position.
- A copy of the appointment letter to a concurrent administrative position or a concurrent faculty position must be provided to Human Resources to support any request for increased compensation as a result of service in a concurrent position. Human Resources will not process requests for increased compensation if the appointment letter requirements set out below are not satisfied by the appointment letter.
- Each appointment letter to a concurrent administrative or faculty position shall state:
- The appointment is at the pleasure of the appointing authority (the person issuing the letter).
- Any additional salary to be paid to the appointee for serving in the concurrent administrative or faculty position, and the salary calculation method to be used upon termination of the concurrent appointment, when additional salary for the concurrent position is no longer warranted. (Note that some concurrent appointments are honorary, carry no specific additional responsibilities, and do not merit additional compensation.)
- If a faculty member receiving a concurrent administrative position is a tenured or tenure track faculty member, (i) whether or not the time spent in the concurrent administrative position shall count toward eligibility for sabbatical leave (and that approval of sabbatical leave is a separate issue from accrual of years of eligibility toward sabbatical leave); (ii) whether or not the time in the concurrent administrative position counts as time toward promotion and/or tenure; and (iii) whether or not the time in the concurrent administrative position is included when schedules of comprehensive review of tenured faculty are determined.
- Applicable Board of Regents’ and UMB policies on the accrual of annual, sick and personal leave, and any changed time-keeping requirements. (For example, if a concurrent administrative position is a full time administrative position, but the appointee retains a faculty appointment, the sick leave policies and effort reporting rules that apply to faculty are not appropriate and the annual leave policies of faculty may not be appropriate, especially if the faculty appointment is not a 12-month appointment.)
- Which faculty rights (e.g. voting rights in faculty organizations), if any, the appointee shall have while serving in the concurrent administrative appointment.
APPROVED by David J. Ramsay, President, Dec. 2, 2009