PART 1: AUTHORITY AND PURPOSE

Authority: The Board of Regents has delegated authority to the administration to adopt and maintain operational policies on human resource topics deemed necessary and appropriate, RPM 6.00.

PART 2: KEY POLICY STATEMENT(S)

Summer teaching at the university is considered a privilege and not a right. Departments will use the following guidelines in determining summer teaching assignments within the department’s FTE summer allocation:

1. Priorities: The main priority must be student and program needs, consistent with availability of resources and financial constraints.
2. Development of Departmental Policy: Departments will have the flexibility to develop their own policies after the priority above has been met. The departmental policy must be written and available to all departmental faculty and other interested parties. The departmental policy must adhere to existing university policies, rules and procedures related to summer teaching (e.g., generally, faculty members will be employed in one 6-week period only).
3. Allocation as Relates to Department Heads: No summer session faculty allocation is used for 12-month department heads who teach in the summer.
4. Schedule: Two 6-week sessions will be scheduled between the end of the spring semester and the beginning of the fall semester. Colleges and departments offering courses numbered 450 and above, designed primarily to meet the needs of teachers, have permanent approval to offer courses on a 5-week schedule. During the first summer session, the 5-week option schedule begins after the first week of instruction. In the second summer session, the 5-week option schedule ends after the fifth week of instruction. It is recognized that students may be registered in both 5-week and 6-week courses. Graduate students in a combined registration may not register for more than 6 credits.
5. Faculty Teaching-Normal: Because the summer schedule must be prepared well in advance, and summer funding is always uncertain, early agreements regarding summer teaching must be identified as tentative. (No actual commitment is made until the Human Resource process and approvals are completed).
6. Salary for Summer Session:(See ARP 7.34 – Faculty Compensation – Summer Assignments)

PART 3: KEY PROCESS ELEMENTS

None

PART 4: DEFINITIONS

None

Supplemental and Related Information

(For Administrative Purposes "Non-Exhaustive")

Cross-Reference: ARP 7.34 - Faculty Compensation – Summer Assignments

Revision History:

08/01/2024 Revision approved by President
2017 Recompilation, formerly Rule 6.88