News

Roster Percent Changes

The policy governing changes in roster percent (also frequently referred to as appointment percent or regular FTE) has been revised to give faculty greater flexibility to increase their contracted effort either permanently or on a limited basis. This revision will be a welcome change particularly to multi-year faculty and their units who have had to either wait until reappointment to change their effort or guarantee funding for the change through the remainder of the multi-year contract.

Key changes and features associated with the implementation of the revised policy include:

• Increases can be permanent or temporary
• Decreases are allowable only after exhausting LWOP eligibility
• New Roster Change Request form

Visit the OAP Roster Percent Change webpage for details. A new form reflecting the policy change will be available in September.

Leave Without Pay for Non-Medical Reasons

The policy governing Leave without Pay (LWOP) for non-medical reasons has been revised to offer greater flexibility to faculty who need to step away from their regular duties for non-medical reasons.

Key changes and features associated with the implementation of the revised policy include:

• Leave will be counted and tracked in quarter instead of annual increments
• 9-month faculty will be eligible for 6 quarters of consecutive leave; 12-month faculty for 8 quarters
• After reaching the limit, faculty will be expected to return for an entire academic year before requesting another LWOP for non-medical reasons

Visit the OAP Leave Without Pay webpage for the full policy. A revised LWOP request form will be available in September.

Affiliate and Annually-Appointed Clinical Faculty Promotion

Effective immediately, faculty in clinical-non-salaried, clinical-salaried, and affiliate titles will not be subject to promotion review by provost. Rather, a change in rank will now become a local school/college/campus-level (dean/chancellor) decision that is made through the annual reappointment review.

The goal of this change is to acknowledge and leverage the reappointment process for annually appointed faculty as the appropriate mechanism for assessing qualifications for appointment at rank. Leveraging the existing process will save time and effort while maintaining the substantive value of the school/college/campus review.

With the shift to a reappointment process, the unit is responsible for creating clear local processes and procedures for consideration of a change in rank at reappointment, consistent with attainment of qualifications prescribed in Faculty Code Chapter 24-34. Such procedures should be documented and readily accessible by unit faculty and staff. For clinical and affiliate appointees receiving compensation from the UW, a compensation change can coincide with reappointment. Thus, the traditional 10% salary increase that had been available to these populations upon successful promotion can still occur with a change in rank at reappointment.

OAP is reworking the reappointment process for affiliate and annually-appointed clinical faculty approved for rank and salary changes. Updates and revised web content will be provided closer to reappointment deadlines.