This guide consolidates essential administrative guidance related to reappointments, compensation, A/B retention salary adjustments, and sabbatical leave as presented in the October 2024 and April 2025 Administrators Forums, Office for Academic Personnel & Faculty (APF).
Reappointments
Core Definition
Reappointment applies to fixed‑term academic personnel and includes:
- A unit decision to reappoint or end an appointment
- Written notification to the individual
- Updating Workday records
Reappointment is not:
- A promotion or academic review
- A rank/title change requiring the promotion process
- An action after a break in service (that is a rehire)
Voting and Decision‑Making
- Eligible voting members vote on whether to reappoint
- Authority may be delegated for specific appointment types (e.g., affiliate, annual clinical, part‑time lecturers)
- Committees must include more than one person and may not include the chair or dean
- Dean/chancellor makes the final decision
- All outcomes must be communicated in writing
Voting Guidelines:
Notification Deadlines
- Faculty Code 24‑41 requires advance written notice of reappointment decisions
- Without timely notice, the default outcome is reappointment
- Notification deadlines vary by service period and appointment type
Faculty Code Chapter:
Reappointment Process Changes (Clinical & Affiliate Faculty)
- Annually appointed clinical faculty and affiliate faculty are no longer eligible for Provost‑level promotion review
- Rank changes for these populations occur during reappointment
- Final decisions are made by the dean or chancellor
A/B Retention Salary Adjustments
Policy Highlights
- Uniform tri‑campus policy
- Unified form for standard and A/B retention requests
- Reduced responsibility is not required if faculty were 100% tenure‑eligible at hire
- New “Unfunded B Component” codes forthcoming
- A/B retention moratorium has been lifted
Resources
- Retention Salary Adjustments
- A/B Salary Policy for Faculty Retention
- Faculty Salary Components and Adjustments
- Guidelines for A/B Salary Agreements
- Policy Statements Applying to A/B Salary Agreements
Sabbaticals (Paid Professional Leave)
Overview
Sabbatical leave is a privilege, not a guarantee, intended as a release from regular academic duties to focus on research, scholarship, and professional development.
Governing Policies
Eligibility Highlights
- Eligible no earlier than the 7th year since hire or return from a prior sabbatical
- May apply in the 6th year
- Clock‑managed faculty may apply but cannot take a sabbatical until promotion/tenure is effective
- Leave of absence can affect future accrual
- Use Sabbatical Eligibility Assessment Report R0878
Duration and Salary Support
- 1 quarter: 100% salary
- 2 quarters: 75% salary
- Full academic year: 67% salary
- Statutory limit for 2025–26: $20,228 (state and local funds)
Faculty and librarians may supplement sabbatical salary up to full base salary using allowable funding sources. H‑1B faculty must maintain salary levels consistent with visa requirements.
Outside Work and Compensation
- No remunerative employment or for‑credit teaching elsewhere
- Outside work approvals under EO 57 must be separate from the sabbatical
- Supplemental funding must not interfere with the approved sabbatical plan
Completion and Return to Service
- Post‑sabbatical report required and submitted to: APLeaves@uw.edu
- Return to service obligation applies following sabbatical leave
- Failure to return may trigger a repayment obligation
Audit Tool:
- R0749 Post‑Sabbatical Service Obligation Audit
This handout is intended for ongoing reference, onboarding, and staff training.