(from Section 126.96.36.199 of the Faculty Handbook)
The College encourages the use of sabbatical leaves in order to promote the professional growth of the Faculty. Normally, the sabbatical clock begins in the second year of tenured service; thus, the Faculty member may take their first sabbatical in that year. Tenured faculty may apply for a half year at full pay or a full year at half pay. The period between sabbaticals shall be twelve complete academic semesters of full-time teaching at Lafayette. Such semesters need not be consecutive. Tenured faculty are permitted to delay a sabbatical by up to one year and still return to their original sabbatical clock. Further, when it meets individual and institutional needs, tenured faculty are permitted to take a second and/or subsequent sabbatical up to one year early, again with the expectation that they will return to their original sabbatical clock.
The College also offers an enhanced sabbatical policy under which tenured faculty may apply for a one-year sabbatical at 80 percent pay after twelve semesters of teaching or a one-semester sabbatical at 80 percent pay after six semesters of teaching. In addition to meeting the criteria specified in Section 188.8.131.52.3 of the Faculty Handbook, an application for an enhanced sabbatical must make a clear and convincing case that the proposed work has high scholarly merit and has the potential for stimulating ongoing scholarly interest. An applicant must also have a record of continuous scholarship which has had a significant impact in their field. Evidence of earnest attempts to secure external funding will be viewed positively.
Should a candidate for an enhanced sabbatical be successful in securing external funding, to the extent that the College-funded salary and the salary portion of the grant together exceed 120 percent of the faculty member’s base salary, the College’s 80 percent commitment will be proportionately adjusted. If a faculty member receives external funding from an organization that does not allow its funds to be used to exceed the faculty member’s base salary, the College’s portion of the salary will be adjusted, with the difference (up to the 120 percent cap) placed in an account that the faculty member may use for equipment, software, book purchases, travel, conference attendance, etc. related to their sabbatical project.
Tenured faculty are permitted to delay a year-long enhanced sabbatical by up to one year and still return to their original sabbatical clock. Further, when it meets individual and institutional needs, tenured faculty are permitted to take a second and/or subsequent year-long enhanced sabbatical up to one year early, again with the expectation that they will return to their original sabbatical clock. Semester-long enhanced sabbaticals will normally be taken at the end of six semesters of teaching.
One person per semester may be on leave from a department/program of seven or fewer members, and two persons per semester may be on leave from a department/program of eight or more members. Numbers of sabbatical leaves exceeding the above limitations require exceptional circumstances. Normally, no more than one-seventh of the tenured Faculty of the College may be on sabbatical leave during any academic year.
184.108.40.206.1 It is the responsibility of the Department Head/Program Chair, in consultation with the Provost, to ensure that proper planning is undertaken to coordinate sabbatical leaves within the department/program. In the event that the number of sabbatical leaves requested within a department/program exceeds the restrictions stated above, the Department Head/Program Chair shall indicate the order of priority.
*220.127.116.11.2 The deadline for applications for sabbatical leaves is near the start of the fall semester, with the specific date being advertised by the Office of the Provost. The application must be written and be accompanied by a supporting statement from the Department Head/Program Chair. Sabbatical leave applications are reviewed by the Promotion, Tenure, and Review Committee and are usually acted upon by the Board of Trustees at its fall meeting. Usually, applicants are notified of the decision by the first of November.
18.104.22.168.3 The granting of a sabbatical leave is to be based upon the merit of the proposed activity. The faculty member applying for a sabbatical leave shall prepare a proposal for review by the Department Head/Program Chair and the Promotion, Tenure, and Review Committee. The principal emphasis for a sabbatical leave must be placed upon scholarly activity and professional development. The proposal is expected to be quite detailed and shall be specific in regard to what the faculty member intends to do on sabbatical leave, how and where it shall be done, what results are anticipated or hoped for, what benefits the individual believes will accrue to them and to the College, and how these benefits might be demonstrated. Routine work similar to the occupation at Lafayette is not regarded as particularly beneficial to the College or to the individual on leave. In the application for a sabbatical, the faculty member should discuss briefly prior leaves supported by the College, if any, and the extent to which the goals of those leaves were achieved. The application must also include the original proposal for the previous sabbatical leave (except for newly tenured faculty who have not had a previous sabbatical), the report submitted at the conclusion of the previous sabbatical (sabbatical reports will be sent to the Provost with a copy to the Department Head/Program Chair), the three most recent Professional Activities Forms, and a current curriculum vitae.
22.214.171.124.4 A faculty member who has been granted sabbatical leave is ordinarily expected to return to duty at the College for at least a full academic year following the leave. Upon return, the faculty member shall report in writing to the Provost how the goals stated in the proposal have been realized, what have been the benefits to the individual and to the institution, and how these benefits have been or shall be demonstrated. The Provost will share this report with the President and the Board of Trustees.
126.96.36.199.5 Employee benefits normally continue during a leave with pay.
(from Section 188.8.131.52 of the Faculty Handbook)
To each Assistant Professor the College makes available a one-semester research leave. Normally, the research leave is taken during the academic year immediately following the faculty member’s mid-term review. However, an Assistant Professor who receives a terminal contract by September 1 of the academic year immediately following his/her mid-term review shall not be eligible for such a leave.
184.108.40.206.1 A faculty member preparing materials for his/her mid-term review should address in his/her self-evaluations his/her plans and goals for a research leave.
220.127.116.11.2 The College expects that a faculty member who receives a research leave will return to the College for at least one semester of service after the leave. Upon return, the faculty member shall report in writing to the Provost how the goals stated in the proposal have been realized, what have been the benefits to the individual and to the institution, and how these benefits have been or shall be demonstrated. The Provost will share this report with the President and the Board of Trustees.
18.104.22.168.3 An academic year, one-half of which is spent on leave, does not count as one of the seven provisional years of employment.
(from Section 6.1.16 of Faculty Handbook)
Applications for sponsored research support should be discussed in advance with the Director of Sponsored Programs and proposals for such grants must be approved by the Director of Sponsored Programs or by the Provost. When applying for an independent grant application, e.g., for a National Endowment for the Humanities Fellowship or for an American Council of Learned Societies Fellowship, a faculty member should consult with the Director of Sponsored Programs and should inform him/her of each such application. Consulting activities with institutions or companies other than Lafayette College should be reported to the Department Head and the Provost and should be included, with specific reference to the institution or company for whom one is doing the consulting, on the professional activities form to the Provost.
(from Section 6.2 of Faculty Handbook)
A faculty member may apply to the Provost for a leave of absence without pay. Normally, these requests are made so that the applicant may accept a fellowship or a research grant, or for compelling personal reasons. The Promotion, Tenure, and Review Committee has been authorized by the Faculty to delegate to the Provost review of leave of absence requests. This will be done with the understanding that the Provost will seek the advice of the Promotion, Tenure, and Review Committee in cases when either the Provost or the faculty member involved wishes.
6.2.1 An untenured member of the Faculty is not normally eligible for leave, paid or unpaid, prior to the completion of three years of full-time service at Lafayette. Application may be made during the third year.
6.2.2 Leave of any kind for an untenured faculty member is normally limited to a single year. This does not preclude application for additional leave after the individual resumes his/her teaching responsibilities. An academic year, one-half of which is spent on leave, does not count as one of the seven probationary years of employment.
6.2.3 Continuation of employee benefits during a leave of absence without pay will be considered and may be allowed for purposes of professional development, e.g., research, advanced study, or a grant.
6.2.4 Upon return, the faculty member shall report in writing to the Provost how the goals stated in the proposal have been realized and, if appropriate, what have been the benefits to the individual and to the institution, and how these benefits have been or shall be demonstrated. The Provost will share this report with the President and the Board of Trustees.