FAC 510. Sabbatical

McPherson College provides leaves with pay at periodic intervals to members of its faculty. Sabbaticals afford opportunities for scholarship, travel, writing, or other approved endeavors that will contribute to student recruitment, student retention, or growth as a member of the faculty or member of the administrative staff of the college.

The provisions of the McPherson College sabbatical leave program are as follows:

  1. Sabbaticals must be approved by the Faculty Review Committee, the President of the College, and the Board of Trustees. Approval of sabbaticals is not automatic; it involves considerations such as the faculty member’s past contributions to the college, the proposed leave’s potential usefulness to the applicant, and the practical problems of handling the absent applicant’s workload.
  2. A faculty member may apply for sabbatical leave at the beginning of the sixth year of employment or six years following completion of the previous sabbatical leave.
  3. Sabbatical applicants must complete and submit a request form to the Vice President for Academic Affairs (VPAA) by September 15 of the year prior to the requested leave.  Sabbatical leave forms may be obtained from the VPAA’s office.
  4. Applicants may apply for a sabbatical leave of either one semester or one full contract year.
    a. One-semester sabbaticals are paid at full salary.  Fringe benefit programs continue during the
    one-semester sabbatical on the same basis as if the faculty member were at work full time on
    campus.
    b. Full-year sabbaticals are paid at half salary.  Because the college must, by law, base its
    contributions to Social Security and the 403(b) retirement plan on actual salary paid, those
    contributions will be reduced by half during the sabbatical year.  In the case of the
    retirement benefit, the college will make up for the lost 403(b) contribution in cash
    compensation disbursed evenly over 12 pay periods.  The faculty member is free to
    self-contribute this amount toward retirement, or not.
  5. Sabbatical recipients shall sign a statement recognizing that the compensation paid during the sabbatical leave is on a “provisional loan basis.”  One-half of the amount will be canceled after the first full contract year served following his or her return.  The full amount will be canceled after the second contract year served.
  6. Within eight weeks following return from sabbatical leave, sabbatical recipients shall submit a written summary of their sabbatical leave experience to the CAO and schedule a time to present their experience to the campus community.
  7. Sabbatical leaves are granted for the purpose of professional advancement, not financial gain.  If employment during the sabbatical creates new income greater than the college salary plus additional incurred expenses, the faculty member should consider the alternative of a leave of absence.
  8. Exceptions to the particulars set forth above must be approved by the VPAA.



FAC 515. Leaves of Absence Without Pay

McPherson College grants leaves of absence to members of the faculty for purposes of study and research that promise to increase the member’s professional effectiveness, value, and usefulness in subsequent service to the college.

  1. Applications for leaves of absence shall be made in writing to the Vice President for Academic Affairs (VPAA) in consultation with the appropriate department chair.  Application shall be made not later than six months before the beginning of the term in which the leave is desired.
  2. Leaves of absence are approved by the President, upon recommendation of the VPAA.
  3. Faculty members on leave of absence may continue on the college’s health insurance, group life insurance, disability insurance, and retirement plans, provided they pay the cost of these benefits. Since Social Security and institutional retirement contributions are based on percentages of salary, these benefits do not accrue when persons are not on salary. If part-salaries are involved, these latter benefits will be handled on a percentage basis relative to the part-salaries.
  4. Exceptions to the particulars set forth above must be approved by the VPAA.



FAC 520. Policy Relating to Leave

Each faculty member is expected to perform all functions of his or her position including conducting classes, attending meetings and being available to students. In the event a faculty member is unable to be present, the Provost is to be notified.

  1. Absences of one week or less, for illness or any other reason, are to be discussed with the Provost, and the Provost is to have discretion regarding appropriate arrangements for coverage of classes. In cases of abuse of the leave policy, the Provost (in consultation with the President) may adjust a faculty member’s pay.
  2. Absences of more than one week but less than 90 days due to personal illness will be fully compensated as a short-term disability payment, up to the time when the faculty member becomes eligible for long-term disability.
  3. The college may request additional information at any time to determine eligibility for short-term leave.
  4. When a previous employee is able to seek employment following long-term disability, the college will explore possible employment opportunities.



FAC 530. Professional Development

Professional development includes the following objectives:

  1. To enhance the quality of teaching, service, research and/or creative endeavors within one’s discipline in a supportive environment that recognizes a variety of teaching styles;
  2. To enable and encourage faculty to master new discipline content and related pedagogy;
  3. To encourage faculty to explore and practice new teaching methods that focus on student learning;
  4. To create both formal and informal opportunities that allow for the interdisciplinary exchange of teaching and learning experiences in a non-threatening environment for the purpose of encouraging an enthusiastic learning environment;
  5. To respond to the demands of public accountability by providing the resources, methodology, and accountability required for student learning; and
  6. To provide faculty with ongoing education in the application of instructional technology.

FAC 530.1 Formal Professional Development Events

FAC 530.2 Informal Professional Development Events

FAC 530.3 Self-Initiated Development Events

FAC 530.4 Faculty Mentoring

FAC 530.5 Annual Teaching Awards

FAC 530.6 Coordination of Professional Development Events

FAC 530.7 K-12 Requirement




FAC 530.1 Formal Professional Development Events

Two half- to full-day workshops per year.

Attendance expected of all faculty.

Selected topics chosen to increase one’s effectiveness as a McPherson College faculty member.

Presenters would be external or internal persons with expertise for the selected topic.




FAC 530.2 Informal Professional Development Events

Approximately 10 informal hour-long gatherings per year typically consisting of a short presentation followed by discussion.

Led by local or internal persons with expertise in the selected topic.

Most events will be scheduled during the breakfast or lunch hour. Meals will be provided by the college.

The schedule each year will consist of diverse educational topics selected by a Teaching Effectiveness Task Force.

A schedule of events will be distributed each August by the Coordinator of Professional Development Events.

Faculty members are expected to attend 5 per year.




FAC 530.3 Self-Initiated Development Events

A minimum of $400 will be available for each faculty member for development activities each year. Each August the Provost and Dean of Faculty will provide a firm dollar amount for the upcoming academic year. Any unused money may be carried over for future use to an accumulation of $1,000 for each faculty member. Monies may be spent for but are not limited to the following:

  1. Regionally and/or nationally recognized events in his/her discipline
  2. Events designed to engage faculty with effective teaching techniques and methods
  3. Continuing education efforts
  4. Professional memberships and journal subscriptions up to $200 per year.



FAC 530.4 Faculty Mentoring

Create informal opportunities for the one-on-one exchange of teaching and learning experiences in a non-threatening environment.

These processes are part of formative development; therefore, submission of reports is not required.

A mentee may, if s/he so desires, solicit a letter of reference from his/her mentor.

New faculty may be assigned a mentor for up to three years.

New Faculty Mentoring
The faculty mentor will make sure that the new faculty person is physically accommodated in his or her situation. In addition, the mentor will be available to assist with the construction and submission of syllabi, class schedules, office schedule, etc., plus any other items of physical orientation to campus.

The mentor should assist with social orientation, making sure that the mentee is made aware of the faculty meeting schedule, where to be, who to know, introductions at faculty meeting, making formal and other informal introductions as appropriate, establishing networks, and in general making sure the new person feels “at home” in terms of social relationships on campus who are the people new faculty need to know, and where are the offices and persons who will help facilitate “enculturation” into the McPherson College setting.

The mentor may visit three classes taught by the mentee, helping this person to become attuned to the McPherson College atmosphere and students. These visits are for the benefit of the new faculty person and will not be a part of the faculty evaluation process.

The mentor will orient and advise the new faculty member regarding the faculty evaluation process. He or she will be available for consultation with the mentee through the evaluation cycle.




FAC 530.5 Annual Teaching Awards

Each year an award of $200 will be given to both a tenured and a non-tenured faculty member to recognize excellence in teaching and service to students.

By the end of the second full week of classes, the dean will issue a memo to all faculty and students inviting nominations. There is no set criteria for the nomination letter. Faculty and students should feel free to include a variety of supporting information in their nomination letter.

The committee, consisting of award recipients from the previous year plus three students selected by SGA, will meet at least ten days before honors convocation to select the two recipients.

The committee selects the two recipients based on the nomination letters and any other information made available to them.

Faculty can receive the award once every five years.

Recipients will be recognized at fall honors convocation.




FAC 530.6 Coordination of Professional Development Events

Coordinator of Professional Development: A faculty member with one three-hour course release time for the academic year to direct, promote, and facilitate formal and informal professional development events.

A short term Teaching Effectiveness Task Force (consisting of one representative from each division) will meet each spring to determine topics. The Task Force may participate in recommending presenters for the following academic year.

Professional development monies will be allocated to fund the formal professional development events and underwrite the cost of food for the informal professional development events.




FAC 530.7 K-12 Requirement

Each academic year full time faculty members who teach in a discipline which certifies prospective teachers will document at least eight hours of contact with K 12 school teaching personnel through the following types of activities:

  1. Through attendance at professional conferences and workshops where K 12 faculty are participants
  2. Through class visits and/or observation of student teachers
  3. Through adjudication at music, debate, history, or athletic events
  4. Through participation in on or off campus events such as math, computer science, or music contests
  5. Through attendance at ESSDACK in service workshops (reimbursement beyond the professional allowance for attendance under 530.3 of one ESSDACK workshop each academic year is available if prior approval is obtained and if funding is available)
  6. Other contacts, if pre-approved by the Provost and Dean of the Faculty

Faculty members should document their K 12 contacts by completing the college’s professional development form.




FAC 550. Salary Schedule

Salaries for nine month and 10 month contracts are divided into 12 equal monthly payments, with one twelfth payment being paid each month. Paychecks for faculty will be deposited in a bank of the employee’s choice, on the last working day of each month, unless employee requests other arrangements. Salary statements are distributed through the campus mail on the day the deposit is made. A schedule showing salaried staff paydays for the current year is available from the Business Office.




FAC 555. Faculty Loan Fund

Faculty Review Committee administers the Faculty Loan Fund, made available through donors’ gifts. Current policies relating to loans (subject to review and change by the committee) are as follows:

  1. The application should be in writing to the committee; a statement of purpose may be required if funds are not adequate to cover all applications.
  2. Not more than $400 will be loaned to any one faculty family.
  3. There is no interest for the first six months. After six months, interest shall be four percent per annum (on funds actually owed, one third of one percent per month).
  4. Initially, no loans will be made for a period longer than 12 months. Any borrower may make application for extension of loan at the above scheduled rate.
  5. Any new application within a three month period following settlement of a prior loan will be considered an extension, except in cases of evident emergency.
  6. A time of repayment or prospective repayment plan should be submitted with each loan application. (An installment payment plan following the initial interest free, six month period is encouraged but is optional).
  7. If the Loan Committee approves the loan, further handling of the loan will be through the Business Office.



FAC 560. Retirement

McPherson College has no mandatory retirement age. Faculty members electing to retire should submit a letter declaring such to the Chief Academic Officer no later than October 15 of the academic year preceding retirement so that appropriate steps can be taken to seek a replacement.




FAC 561. Retirement Benefits

McPherson College contributes to the Teachers Insurance Annuity Association/College Retirement Equities Fund (TIAA/CREF) for eligible employees.  Eligibility begins after completing one year of at least half-time service, or immediately if the employee has previously participated in a college-sponsored retirement program. McPherson College contributes an amount equivalent to 10 percent of contracted salary with benefits payable to the employee at retirement or termination of employment.  Supplemental retirement annuity programs are also available. Details on all such programs are available in the Business Office.




FAC 565. Optional Phased Retirement Plan

Full-time tenured faculty members with seven years or more of service are eligible to apply for phased retirement.  Phased retirement is a reduced workload/reduced salary contract made available if mutually agreed upon by the faculty member and the administration. Application to participate in the plan should be made with the Chief Academic Officer by October 15 of the college year preceding phased retirement. Approval of phased retirement applications is not automatic; decisions must take into consideration department and college needs.

Phased retirement may impact the faculty member’s eligibility for medical insurance and retirement benefits. Faculty members considering phased retirement should consult the Summary Plan Descriptions for college benefits eligibility, which is available on the Human Resources intranet site.