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If a tenured faculty member’s research productivity does not meet expectations, then it is expected that teaching and service workload will be increased to ensure equity in workload across COE faculty. The increased workload in teaching and/or service will remain at this increased level until the tenured faculty member’s research productivity meets expectations. Note that each department must establish clear criteria and an assessment plan (including timeline) for what is expected for a faculty member’s research to meet expectations and these criteria can look different by rank. Options to compensate for reduced research productivity can include, for example, teaching up to two additional organized courses in an academic year. The process and timeline for evaluation and potential re-distribution of workload due to insufficient research productivity is described below in the section entitled Workload Re-distribution Assessment.
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Service workload policy
Organized Courses
Each All T/TT faculty member is expected to teach two organized courses each long semester [for a total of at least 12 semester credit hours (SCHs) across the two long semesters]. To maintain robust enrollment in College of Education courses, the minimum enrollment for an organized undergraduate course is 20 students, and the minimum enrollment for an organized graduate course is 10 students for each of the two long semesters. However, in collaboration with the Dean, Department Chairs can use discretion to allow offering of organized courses that fall below these College minima but that still satisfy the Texas Higher Education Coordinating Board enrollment requirements.
There are a number of scenarios in which a faculty member’s teaching load will be reduced to compensate for other workload. For example, teaching release might result due to a leave, funded research course release, or an administrative and professional (A&P) service appointments (e.g., associate dean, vice-provost, etc.). At a minimum, each T/TT faculty member is expected to teach on average one organized course during each academic year (unless the T/TT faculty member is on a leave or has other temporary, mitigating circumstances). Also, enrollment size varies depending on course type and student demand. The department chair should be attendant to workload balance for individual faculty members as it relates to course size. The chair will consult the TA policy to ensure that the faculty member has appropriate support for courses with higher enrollment.
Each full-time T/TT faculty member is encouraged to teach organized courses in some combination of levels of instruction, including undergraduate courses, master's degree, and doctoral degree program courses per departmental needs.
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At the discretion of the department chair, team teaching can count as one of the organized courses for each co-instructor if the class enrollment is twice the minimum enrollment required by the College of Education.
Newly-promoted tenured faculty
In recognition of the additional service responsibilities that come with promotion, the college will make available up to one course release to be used in the first two years following promotion for newly promoted faculty (once after promotion to the rank of associate professor and once after promotion to the rank of professor), at the discretion of the department chair.
Student advising
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Course buyout
Faculty can be released from the equivalent of one organized course using external funding that covers a minimum of 16.67% (1.5 months) of the faculty member’s nine-month salary. Note that a course release only covers the faculty member’s release from organized course teaching that is replaced by the research effort workload. At the discretion of the department chair, T/TT faculty should teach on average a minimum of one organized course per academic year. Faculty with a course release must maintain service and research responsibilities.
At the discretion of a department Chair and the Dean, faculty members taking on temporary, additional workload might be permitted additional organized course or other workload release.
Faculty must inform the department chair about course buyouts that will be included in a grant proposal prior to its submission to the sponsor and again when/if the grant is funded. Course buyouts and the associated courses from which faculty will be released are at the discretion of the department chair based on departmental needs. Buyouts are typically funded from sponsored research. Course buyout from personal funds is not allowed.
To request course buyout, faculty must complete a COE Release Time Request form the semester prior to the buyout. The faculty member should work with the AM to complete the form, following the instructions at COE: Release Time (Leave From the Instructional Budget) > Process.
are expected to participate in department, college, university and national service at a level at least commensurate with rank-specific norms. This includes serving as a member and/or chairperson of administrative committees as well as participating (not just attending) standard meetings and events (e.g., program, department and Graduate Studies Committee meetings, commencement ceremonies, etc.).
Service-intensive positions in the College include those holding an administrative and professional (A&P) appointment (e.g., Dean, associate Dean, vice provost), and those holding other department (department Chair), College and University-level positions.
For those in A&P appointments, their percentage time in those appointments will be applied to relieve the corresponding proportion of the typical 2-2 organized teaching workload. Thus, for example, Associate Deans are appointed with 50% A&P effort and will thus be assigned half the teaching workload (i.e., they are assigned to teach one organized course per semester). At the discretion of the Dean, Department Chairs are also assigned to teach half the typical 2-2 organized teaching workload. This workload can be further modified given additional workload adjustment that might be needed (e.g., leaves, grant-related course releases, etc.).
Note that departmental expectations for annual evaluations of portfolios of A&P appointed faculty members should also be adjusted proportional to the percentage of A&P effort. For example, expectations for the research and scholarly contributions of administrators assigned 50% A&P appointment would be half of what is typically expected for a 100% faculty member’s rank, program and department. And expectations for the administrator’s service would be increased accordingly.
See additional information at COE: Service-Related Policies > Service expectations.
Teaching workload policy
Organized Courses
Each T/TT faculty member is expected to teach two organized courses each long semester [for a total of at least 12 semester credit hours (SCHs) across the two long semesters]. To maintain robust enrollment in College of Education courses, the minimum enrollment for an organized undergraduate course is 20 students, and the minimum enrollment for an organized graduate course is 10 students for each of the two long semesters. However, in collaboration with the Dean, Department Chairs can use discretion to allow offering of organized courses that fall below these College minima but that still satisfy the Texas Higher Education Coordinating Board enrollment requirements.
There are a number of scenarios in which a faculty member’s teaching load will be reduced to compensate for other workload. For example, teaching release might result due to a leave, funded research course release, or an administrative and professional (A&P) service appointments (e.g., associate dean, vice-provost, etc.). At a minimum, each T/TT faculty member is expected to teach on average one organized course during each academic year (unless the T/TT faculty member is on a leave or has other temporary, mitigating circumstances). Also, enrollment size varies depending on course type and student demand. The department chair should be attendant to workload balance for individual faculty members as it relates to course size. The chair will consult the TA policy to ensure that the faculty member has appropriate support for courses with higher enrollment.
Each full-time T/TT faculty member is encouraged to teach organized courses in some combination of levels of instruction, including undergraduate courses, master's degree, and doctoral degree program courses per departmental needs.
Department Chairs must clarify workload expectations for a T/TT faculty member who is awarded aleave (e.g., FMLA, Modified Instructional Duties), research leaves like FRA and Dean’s Fellowships, etc.). In addition, the associated performance criteria considerations for annual evaluation for faculty on any kind of leave must also be clarified for the candidate and for the departmental and College evaluation committees.
At the discretion of the department chair, team teaching can count as one of the organized courses for each co-instructor if the class enrollment is twice the minimum enrollment required by the College of Education.
Newly-promoted tenured faculty
In recognition of the additional service responsibilities that come with promotion, the college will make available up to one course release to be used in the first two years following promotion for newly promoted faculty (once after promotion to the rank of associate professor and once after promotion to the rank of professor), at the discretion of the department chair.
Student advising
Supervision of student research constitutes another important component of teaching workload for T/TT faculty member. Each T/TT faculty member is expected to contribute to a sufficient amount of supervision of graduate and undergraduate student research and academicwork consistent with the faculty member’s rank and with program and department expectations. Insufficient contribution to student supervision can result in an increase in workload assignment in another area (e.g., organized course instruction increase).
Course buyout
Faculty can be released from the equivalent of one organized course using external funding that covers a minimum of 16.67% (1.5 months) of the faculty member’s nine-month salary. Note that a course release only covers the faculty member’s release from organized course teaching that is replaced by the research effort workload. At the discretion of the department chair, T/TT faculty should teach on average a minimum of one organized course per academic year. Faculty with a course release must maintain service and research responsibilities.
At the discretion of a department Chair and the Dean, faculty members taking on temporary, additional workload might be permitted additional organized course or other workload release.
Faculty must inform the department chair about course buyouts that will be included in a grant proposal prior to its submission to the sponsor and again when/if the grant is funded. Course buyouts and the associated courses from which faculty will be released are at the discretion of the department chair based on departmental needs. Buyouts are typically funded from sponsored research. Course buyout from personal funds is not allowed.
To request course buyout, faculty must complete a COE Release Time Request form the semester prior to the buyout. The faculty member should work with the AM to complete the form, following the instructions at COE: Release Time (Leave From the Instructional Budget) > Process.
Joint appointments
T/TT faculty with joint appointments must work with their department chairs to coordinate and clarify workload policies (including organized course workload, cost of course release, etc.) across departments.
Service workload policy
All T/TT faculty are expected to participate in department, college, university and national service at a level at least commensurate with rank-specific norms. This includes serving as a member and/or chairperson of administrative committees as well as participating (not just attending) standard meetings and events (e.g., program, department and Graduate Studies Committee meetings, commencement ceremonies, etc.).
Service-intensive positions in the College include those holding an administrative and professional (A&P) appointment (e.g., Dean, associate Dean, vice provost), and those holding other department (department Chair), College and University-level positions.
For those in A&P appointments, their percentage time in those appointments will be applied to relieve the corresponding proportion of the typical 2-2 organized teaching workload. Thus, for example, Associate Deans are appointed with 50% A&P effort and will thus be assigned half the teaching workload (i.e., they are assigned to teach one organized course per semester). At the discretion of the Dean, Department Chairs are also assigned to teach half the typical 2-2 organized teaching workload. This workload can be further modified given additional workload adjustment that might be needed (e.g., leaves, grant-related course releases, etc.).
Note that departmental expectations for annual evaluations of portfolios of A&P appointed faculty members should also be adjusted proportional to the percentage of A&P effort. For example, expectations for the research and scholarly contributions of administrators assigned 50% A&P appointment would be half of what is typically expected for a 100% faculty member’s rank, program and department. And expectations for the administrator’s service would be increased accordingly.
See additional information at COE: Service-Related Policies > Service expectationscourse workload, cost of course release, etc.) across departments.
Process for workload
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redistribution
Workload redistribution is intended to ensure equity in tenured faculty workload and will involve assigning additional teaching and/or service workload to compensate for workload either in research and/or service areas. Teaching workload is not a consideration because the workload is monitored by the department chair every semester for each faculty member.
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Department Chairs must clarify workload expectations for a T/TT faculty member awarded a leave (e.g. , FMLA, Modified Instructional Duties, FRA, and Dean’s Fellowships). The different kinds of workload and thus performance expectations differ as a function of the kind of leave.
For additional information, see:
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Personal Leaves
Modified instructional duties. Assignment of modified instructional duties is intended to modify organized teaching responsibilities of faculty members during certain personal circumstances that “prevent them from being able to perform their classroom teaching duties, and when such modifications are found to be in the best interest of the University’s instructional programs.” (HOP 2-2240) The faculty member seeking this kind of leave must have a proposal approved by their department chair, Dean, and Provost. The proposal should entail the equivalent workload that will be accomplished in place of the relevant long session semester’s organized instructional workload. Faculty members on modified instructional leave “are expected to continue to fulfill all of their other duties as members of the faculty during the period of modification.” See COE: Modified Instructional Duties for additional information.
Family Medical Leave (FML). Faculty members participating in FML are on full leave from their workload duties for the duration of their FML. Evaluation of faculty members who use FML should include consideration of the workload release during the leave. See COE: Sick Leave and FML > tab "FML" Family Medical Leave - Faculty > Family Medical Leave (FML) for additional information.
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Grant-funded course releases. If a faculty member receives a grant-funded course release, then only the workload for the organized course is replaced by the effort expended on the grant’s research. The remainder of the faculty member’s research, service, and teaching workload remains unchanged. See COE: Release Time (aka Course Buyout) for additional information.
Other research leaves. Tenured/tenure-track faculty members awarded other research leaves should work with their Department Chairs and the Dean to determine the relevant workload (and associated performance) expectations.
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Phased Retirement
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workload
When a tenured/tenure-track faculty member starts serving out their phased retirement contract, they no longer hold tenure and thus are considered non-tenure-track faculty although their typical full-time teaching workload can be assumed to be a 2-2 organized course load. The phased retirement contract for a faculty member on phased retirement should include the teaching schedule agreed upon by the department chair and Dean.
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