To refresh and reinvigorate tenured faculty members, physically and academically, in their own interests and those of the University; to encourage productive scholarly research that will enhance the stature of both the individual and the institution; to improve, through appropriate activity, the academic qualifications and teaching competence of the faculty; and to stimulate contributions of high caliber in the future.

The sabbatical leave program recognizes that continuing faculty excellence, redounding to the reputation of the University, requires periodic opportunities for respite from normal academic responsibilities so that faculty may be refreshed through suitable enterprises they may choose to pursue during the leave.

Differentiation from Related Programs:

2. The payment of normal sabbatical leave compensation is based upon the assumption that the individual receiving the leave will not sell his or her services during the leave period. However, a fellowship or scholarship that requires no service from the recipient and/or a travel grant that does not conflict with the intent of the sabbatical leave may be accepted. Research grants, fellowships, and other positions that do require service may be accepted only after the approval of the discipline head, dean, and provost of the University. This is to assure that the period of the sabbatical leave will be used for the intended purposes.
   

1. Eligibility

1. Any tenured member of the instructional staff of the University holding the rank of professor, associate professor, or assistant professor who has a minimum of six years of full-time tenured and /or tenure-track service shall be eligible for a sabbatical leave. No semester spent on leave can be counted as part of the required six years. At the Dean's discretion, a faculty member may be excused from teaching for a semester and still have that semester count toward the six years so long as he or she remains in residence and performs other university duties. Otherwise, any exceptions to the six-year rule must be approved by the Provost.

2. Except in the case of the kind of time extension described under Procedures, item 9, of this policy, a minimum of six years in residence must elapse following the completion of a sabbatical leave before the same faculty member would again be eligible.

3. The acceptance of a sabbatical leave automatically commits the faculty member to return for a minimum of one academic year of teaching or other appropriate functions at the University of Tulsa. Should the faculty member decide to leave the university within that one-year period, he or she shall reimburse the University for the pro rata share of his or her obligation.

2. Compensation

1. A faculty member may apply for and be granted either one full academic year or one-half academic year of leave. If one full academic year is granted, the rate of compensation from the University shall be one-half of the faculty member's regular salary for the academic year.

2. While on leave the faculty member may not engage in other regular remunerative service unless specifically authorized to do so by the discipline head, dean, and provost, or unless the activity is described in the accepted request for leave.
   

5. The dean shall consider the applications and recommend to the provost (by February 1 or June 1, respectively, for leaves to begin the following September or January) the leaves to be granted, and shall inform all applicants in writing of the disposition of their requests. In reaching his or her conclusions, the dean should be guided by considerations of seniority, demonstrated academic superiority of the applicants and potential for growth, adequate distribution of leaves among the various disciplines, and the needs of the college. In the awarding of any sabbatical leave, both the welfare of the academic unit and individual faculty opportunities will be preserved.

9. Although the constraints outlined under Eligibility, item a, of this policy, must be observed, sabbaticals are to be awarded regardless of the size of the department. If the faculty member's normal workload cannot be absorbed within the department of discipline, a temporary replacement will be provided by the college. However, then the welfare of the academic unite is at stake, the dean, with sufficient notice and with the concurrence of the provost, may require the faculty member to reschedule his or her sabbatical leave, on the condition that such a delay would in no way lengthen the calendar under which the faculty member becomes eligible to apply for subsequent sabbatical leaves.

The authority to grant exception to one or more of these policies and procedures is vested with the President of the University or his/her delegated representative.