The Faculty Handbook of Bates College



Part 2: Faculty Benefits and Support Programs

Salary

Faculty salaries are reviewed annually. Recommendations on salary are made by the President to the Executive Committee of the Board of Trustees, and upon approval by the Board are reported to the individual Faculty member no later than February 15. Such recommendations may be based upon scholarly achievement and performance as a teacher, and upon the financial capabilities of the College. There are no automatic advances in salary.

The College reports to Integrated Postsecondary Education Data System (IPEDS) conducted by the National Center for Education Statistics of the Department of Education. The American Association of University Professors now receives its information on Faculty compensation from this Survey, and publishes pertinent indices in its spring issue of the AAUP bulletin, Academe.

The following minimum salaries are in effect for 2000–2001:


Instructor            $38,000 	
Assistant Professor    43,000	
*Associate Professor   52,250 	
Professor              63,500
(* In rank with tenure.)

Benefits in Addition to Salary

The College provides all its employees, including Faculty members, with a manual of employee benefits and privileges. This manual is distributed by the Human Resources Office. It is meant to supplement or complete the information provided in this Section of the Faculty Handbook.

Faculty benefits do not include College insurance coverage on personal belongings, including books and equipment, held in Faculty offices, library studies, classrooms, laboratories, or personal residences including housing belonging to the College.


Retirement

The College supports a retirement plan in the Teachers' Insurance and Annuity Association/College Retirement Equities Fund. The College will contribute 6.7% on the first $16,850 of salary and 11% on the remaining balance per year. The individual may choose from several percentage distributions, as well as investment options provided by TIAA/CREF. Those options are: TIAA Annuity, TIAA Real Estate Account, CREF Stock Account, CREF Money Market Account, CREF Social Choice Account, CREF Bond Market Account, CREF Global Equities Account, CREF Growth Account, CREF Equity Index Account, and CREF Inflation-Linked Bond Account.

The College offers a voluntary TIAA/CREF tax deferred annuity plan in addition to its regular retirement plan. Under this plan Faculty and staff members may, through a properly drawn additional salary reduction agreement, elect to reduce a portion of their compensation currently subject to taxes and redirect it to TIAA/CREF towards the purchase of regular retirement annuities or Supplemental Retirement Annuities (SRA). Such amounts are not subject to Federal and state income tax until they are received in the form of benefits. Also through TIAA, the College provides a matching program to encourage voluntary saving for retirement. The College will match voluntary employee contributions to a TIAA 403(b) RA, SRA, or GSRA up to a maximum of 1% of the employee's annual salary. Individuals must have, or establish, such an account, and arrange for voluntary contributions to be eligible for the matching program.

Normal retirement age under the College's TIAA/CREF retirement plan is 65 for members of the Faculty. If a member of the Faculty teaches beyond normal retirement age, the College will continue to contribute to their retirement fund until the date of actual retirement. Faculty members may exercise the option of retirement as early as age 55 and have 15 years of service with the College, and receive benefits appropriate to their years of service.

The College also participates in the Federal Insurance Contribution Act (Social Security), under which the individual's contribution is 6.2% of the first $72,600 of salary for 1999, with the College matching this payment. Medicare contributions for the College and individual are 1.45%.

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Flexible Benefits Plan ("Bates Benefits")

Bates College offers a flexible benefits program which provides choices among a variety of benefit options such as medical insurance, life insurance, and accidental death and dismemberment insurance, as well as pre-tax reimbursement accounts for dependent care and health care. The College provides "benefit credits" to each full-time, non-temporary employee sufficient to select the highest level of medical insurance, basic life, and basic accidental death and dismemberment insurance (in the amount of one times the employeeıs annual earnings up to a maximum of $50,000 each for life and accidental death and dismemberment). Details of choices and allocation options are available in the Human Resources Office. Faculty who carry a minimum course load of 3 courses per year are eligible to participate. The College contributions (benefit credits) are pro-rated according to course load.

Employee-paid dependent medical coverage is available through pre-tax salary reduction. Medical insurance is also available for domestic partners, at the employee's expense through after-tax deductions.


Health and Dependent Care Reimbursement Accounts

Bates College provides its employees with a tax-effective way to pay health and dependent care expenses. The program offers tax savings through two reimbursement accounts — a health care account and a dependent care account. The accounts give employees the opportunity to pay eligible health and dependent care expenses with pre-tax dollars. The health care account lets one save on taxes while paying for eligible health care expenses not covered by insurance plans. The dependent care account gives tax savings on dependent care expenses. Employees who use dependent care may also apply for a College Dependent Care Subsidy. This subsidy is distributed on a sliding scale, based on annual household income. Information about these accounts and the subsidy is available in the Human Resources Office.

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Temporary Medical Disability Leave

In compliance with the Family and Medical Leave Act of 1993, the College grants Faculty members leaves of absence in the case of temporary medical disability. The Dean of the Faculty considers leave requests, and recommends to the President to grant leaves, recommends that they be paid or unpaid, and recommends allocations for course replacements during the period of the leave based on department/program need.

To request a temporary medical disability leave, the Faculty member must submit to the Dean of the Faculty a written request, accompanied by written medical documentation from a licensed health care provider.

The Chair of the appropriate department or program and the Chair of the appropriate division(s), in consultation with the Dean of the Faculty, will propose arrangements for the Faculty member's classroom responsibilities. The Faculty member's position will be held open at least for the term of appointment specified in the current contract under which he or she was serving at the time of the disability. If the Faculty member is tenured, the position will be held open for at least two years.

Any member of the Faculty who is unable as a result of a scheduled disability fully to meet his or her teaching obligations for a continuous period in excess of three weeks during a semester will, unless otherwise agreed between the Faculty member and the Dean of the Faculty, be deemed disabled for the remainder of the semester and paid disability benefits for the entire period.

In the case of an extended leave for reasons of medical disability, full salary will be continued as specified in the Faculty member's current contract, for up to six months. After six consecutive months of certified disability during which the full-time Faculty member is unable to return to work, those persons with more than one yearıs service may become eligible for a Long-Term Disability insurance plan offered through UNUM. The plan provisions are such that after six months of total disability, payments of 60% of normal salary or wages, less any payments from Social Security, are paid monthly. The minimum monthly payment is guaranteed to be the greater of $100 or 10% of the monthly benefit before deductions for other income benefits. The LTD program will also continue contribution to eligible employees' pension plans. Details are available in the Human Resources Office.

In the case of a scheduled disability leave, including one for childbirth, the Faculty member must discuss plans with the department Chair as soon as possible so that arrangements can be made to find a replacement to teach any course deemed essential to the department's curriculum. These latter arrangements must be completed prior to the department's submission of course schedules for the semester in which the disability is anticipated. The semester in which teaching occurs shall be the 3-course semester in the 3–2/2–3 teaching load.

When a half-year leave of absence is granted in combination with a disability leave, that year does not count toward the probationary period for tenure or toward years of service for determining promotion or other employment benefits.


Travel Accident Insurance

Any member of the Faculty traveling on College business, which includes professional meetings, is covered against accidental injury or death up to the amount of $250,000.

Those having questions regarding either retirement or medical benefits should inquire at the Human Resources Office.

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The Harry W. Rowe Tuition Grant Fund Program

The following describes the Harry W. Rowe Tuition Grant Fund Program (the Rowe Fund), which is provided by Bates College for its employees on behalf of their children attending college.

Eligibility and Participation. Assistance from the Rowe Fund toward tuition for dependent children is available to each active or retired full-time Faculty, Administrative Staff, and Support Staff member (or two persons sharing a single full-time employment appointment treated as a single full-time employee) who has met the applicable service requirement at Bates College. An active employee is one who is either employed as defined above or is on authorized leave, not exceeding one year in duration and from which the employee will return to full-time employment. For purposes of this Program, a retired full-time employee is one who separates from full-time employment by the College on or after January 1, 2000, and does not continue in the workforce.

Effective January 1, 2000, Rowe Fund assistance is extended to the dependent child or children of a deceased active or retired full-time member of the Faculty, Administrative Staff, or Support Staff who has met the applicable service requirement and whose date of death occurs on or after January 1, 2000.

Service Requirement. For a Faculty, Administrative Staff, or Support Staff member employed on or before June 30, 1988, eligibility for participation begins after two years of consecutive service. For a Faculty, Administrative Staff, or Support Staff member starting employment after July 1, 1988, eligibility for participation begins after five years of consecutive service.

Benefits Available. Bates College will provide tuition assistance at Bates or at any fully-accredited baccalaureate-degree granting institution on behalf of an eligible employee for the purpose of undergraduate educational assistance for dependent children.

For purposes of this Program a dependent child is defined as one:

  1. Who is a blood descendant of the first degree (i.e., a son or daughter), a step-child, or the legally adopted child of an active full-time member of the Faculty, Administrative Staff, or Support Staff of the College or such a child of an active full-time member of the Faculty, Administrative Staff, or Support Staff who retires on or after January 1, 2000, and/or who dies on or after January 1, 2000;

  2. AND

  3. Who either

    1. (a) has not attained the age of 19 at the close of the calendar year; OR (b) is a student (as defined in Section 151(c)(4) of the Internal Revenue Code) who has not attained the age of 24 at the close of the calendar year;

      AND

      more than half of whose support for the calendar year was received from the active full-time or retired member of the Faculty, Administrative Staff, or Support Staff of the College or that member's surviving spouse;

    2. OR

    3. has not attained the age of 25 and both of whose parents are deceased.

For a Faculty, Administrative Staff, or Support Staff member employed on or before June 30, 1988, Rowe Fund payments equal 50% of the tuition and mandatory academic fees of the college or university attended, up to a maximum of one-half of the Bates tuition. For a Faculty, Administrative Staff, or Support Staff member starting employment after July 1, 1988, Rowe Fund payments equal 10% of the Bates College annual charge as stated in the College catalog. For each dependent child, the benefits of the Fund are limited to not more than four years of full-time undergraduate study, leading toward the baccalaureate degree, at accredited institutions of higher education. If a student receives other grants, the sum of the Rowe Fund grant and other such support shall not exceed 100% of the college's or university's tuition and appropriate charges.

Payment of Benefits. Payments under the Rowe Fund are made directly to the college or university attended by the eligible child. Bates College pays the grant upon confirmation of enrollment of the student and confirmation of amounts due for tuition and mandatory academic fees. Payments are generally calculated for the academic year; one-half is paid prior to September 1, and the balance is paid prior to January 1.

Administration and Information. The Rowe Fund of Bates College is administered by the College's Human Resource Department. Requests for more information or questions regarding special situations may be addressed to that office.


College Rental Housing

The College owns a limited number of houses and apartments which may be made available from time to time to Faculty and staff.

All questions regarding College rental housing should be directed to the Human Resources Office. Please see the Bates Employee Handbook for related policies and information.


Relocation Assistance

New members of the Faculty will be reimbursed partially by the College for the moving of household goods.

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Information for Non-U.S. Nationals in Faculty Positions

The Office of the Dean of the Faculty expects non-U.S. nationals teaching or hired to teach at Bates to pursue measures necessary to ensure that they can live and work in the United States legally. The non-U.S. national who has secured a faculty position must:

  1. maintain current legal status in the appropriate visa category and notify the College of any anticipated change of status. Note: J-visa holders must verify that they are not subject to the two-year foreign-residency requirement;

  2. ensure his/her ability to travel outside of the U.S. and return legally in time to fulfill his/her teaching obligations to the College, and provide the Dean of Faculty's Office with a photocopy of every new I–94 form (front and back);

  3. initiate his/her own permanent-residency petition if appropriate (tenure-track faculty members are expected to seek permanent residency). Note: The filing of the first part of this application must be done within a limited time period (currently eighteen months) from the date the faculty member is selected;

  4. manage all immigration matters pertaining to dependents;

  5. bear all expenses associated with immigration matters, including filing fees to the Immigration and Naturalization Service and the compensation of immigration attorneys;

  6. inform the Dean of the Faculty and the Director of Human Resources as soon as U.S. permanent residency is secured.

In its efforts to assist faculty members with alien visas and immigration matters, the College will:

  1. provide general information about H-1B visa and permanent-residency requirements;

  2. submit a Labor Condition Application to the Department of Labor on behalf of the faculty member (required for an H-1B visa);

  3. generate documentary materials as required to assist in the submission of a Labor Certification Application (required within eighteen months of hire so that it is on file if the faculty member ever decides to apply for permanent residency);

  4. assist with supporting documentary evidence (such as copies of contracts, letters of support from the Dean or department Chair, etc.) as required;

  5. provide a list of immigration attorneys available to assist non-U.S.-citizen faculty members at the faculty member's expense. Note: The College strongly recommends that faculty members who choose to retain attorneys consult those with a specialty in immigration law, since general-practice attorneys are not always apprised of the frequent and complex changes in immigration regulations.

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Programs in Support of Faculty Development and Research

Members of the Faculty are expected to continue their professional development through participation in scholarly organizations, research, publication or other professional writing, or other professional activity appropriate to their disciplines. Annual reports of such development are made to the Dean of the Faculty, and become documents in the deliberations of the Committees on Personnel. In partial support of Faculty professional development, the College provides certain programs cited below. These programs are contingent upon the financial resources of the College. Faculty members' concerns for professional development opportunities should be shared with the Dean of the Faculty.

Faculty members who are applying for research support from the federal government should refer to procedures listed under Miscellaneous Information in this handbook.

  1. Leaves and Release Time

    Members of the Faculty who are on the tenure track or tenured are eligible for professional leaves to carry out specific curricular projects or scholarly research. Such leaves are granted by the College upon application by certain dates (see below), and with the approval of the President, upon recommendation from the Dean of the Faculty. All leaves shall be compatible with basic curricular obligations of the departments. All half-year leaves must be in the semester when the teaching load is two courses.

    To be eligible for paid leaves, Faculty members shall be teaching full-time in the College for no fewer than three consecutive years between leaves of any kind. Exceptions are granted for medical disability leaves and leaves under the College's Short Term leave policy.

    1. Sabbatical Leave

      A Faculty member becomes eligible for a first sabbatical leave after permanent tenure, or initial four-year contract, has been attained, and a period of six years of full-time teaching at Bates has elapsed. (Unless the Faculty member joins the Faculty with credit toward the preliminary period for tenure, or unless the Faculty member is awarded a pre-tenure leave, the Faculty member would apply for a first sabbatical in December of her/his seventh year of service [the year following the year in which the tenure decision is made]. The Faculty member would thereby receive the initial sabbatical following seven years of service. Persons receiving credit towards the probationary period could receive the tenure decision, apply for a sabbatical leave, and receive a leave following six years of service. Persons receiving a pre-tenure leave could have a pattern of pre-tenure, then sabbatical leaves which resulted in no period between leaves being greater than six years of service). Following the initial leave, a Faculty member is eligible for sabbatical leave after each six years of full-time teaching at Bates, except that only one sabbatical leave shall be granted to an individual during the last eight years preceding retirement. For personal or departmental reasons, a sabbatical leave may be deferred up to two years without the loss of any credit toward the next sabbatical.

      Lecturers who have taught ten years at Bates are eligible to apply for an initial sabbatical leave. After the initial sabbatical, lecturers are eligible to apply for sabbatical leave after each six-year period of teaching at Bates. A sabbatical leave for a lecturer shall consist of a half year at the lecturer's regular salary or, at the option of the lecturer, a full year at one-half that salary.

      A sabbatical leave shall consist of a half year at full salary or, at the option of the individual, a full year at one-half salary. A "half year" is understood as leave from one semester and the Short Term. Normally, then, the sabbatical leave includes either the winter semester and Short Term or the Short Term and the fall semester. During the period of leave, the College's contribution to the TIAA/CREF and FICA retirement programs will be based on the salary actually paid by the College.

      Incidental earnings (all extra income which might well have been earned under a regular teaching load at the College) during or resulting from sabbatical leave may be retained by the Faculty member in addition to payments from the College.

      Application for sabbatical leave must be made in writing to the Dean of the Faculty no later than October 15 of the academic year preceding that in which the leave is to be taken. The application must specify the time requested for leave, and indicate in as detailed a manner as possible the academic purpose of the leave. With the sabbatical leave request, the program or department must submit a plan of leaves, a statement regarding the impact of the leave on the department's or program's course offerings, and a request for a replacement, if needed, so that the Committee of Five can evaluate the request with a full understanding of the needs of the program or department. Normally half-year leaves are not replaced. Applications are approved, upon the President's recommendation, by the Executive Committee of the Board of Trustees. A report of achievement must be submitted through the Dean of the Faculty for the President and Executive Committee, upon completion of the sabbatical leave. This report must be submitted no later than the end of the first semester of teaching following completion of the leave.

    2. Leave of Absence

      For purposes of professional development, members of the Faculty may apply for leaves of absence. Applications for such leaves must be made to the Dean of the Faculty by October 15 of the year preceding the academic year in which leaves are to occur. Normally no leave of absence will be considered after a Faculty member's contract is returned on March 15 for the subsequent academic year, although arrangements can be made with the Dean of the Faculty to allow for a later consideration because of late notification of funding awards. When a leave of absence is required to accept a postdoctoral fellowship or other research grant, the Dean of the Faculty must approve of the application for the fellowship or grant prior to its application deadline. Such application must have the written approval of the appropriate department or program Chair. With the leave of absence request, the program or department must submit a plan of leaves, a statement regarding the impact of the leave on the department's or program's course offerings, and a request for a replacement, if needed, so that the request can be evaluated with a full understanding of the needs of the program or department. Normally half-year leaves are not replaced. Normally no leave of absence is granted for the purpose of completing work on the terminal academic degree.

      When a leave of absence is granted, any contractual agreement between the Faculty member and the College is suspended during the period of leave. In accordance with personnel rules, a full-year leave does not count toward the probationary period for tenure or toward years of service for determining promotion or other employment benefits. Normally, a half-year leave does not retard such schedules. During the period of leave all benefits to the Faculty member are suspended, except that one may elect to remain in the group health insurance programs through assuming the cost. No salary is paid during leaves of absence. All such leaves are contingent upon the departments either securing satisfactory replacements or making arrangements to cover the curriculum offerings. It is the policy of the College that a leave of absence, without salary and benefits, cannot be granted to a member of the Faculty during an academic year when a sabbatical leave has been granted in accordance with the College's sabbatical leave program.

      When a half-year leave of absence is granted in combination with a disability leave, that year does not count toward the probationary period for tenure or toward years of service for determining promotion or other employment benefits.

      All full-time members of the Faculty are eligible for leaves of absence, without salary and without benefits, for purposes of child rearing or other dependent care. Applications for such leaves are subject to the same conditions and must be made according to the same timetable as other leaves of absence.

    3. Short Term Leave

      Each Faculty member will teach a Short Term unit, subject to the following leave policy. Members of the Faculty may elect a leave every third Short Term. Particular needs in the various departments and leaves of department colleagues may require that the 2-1 schedule be adjusted by the department Chair. Such adjustments, which must be approved by the Dean of the Faculty, will be within the general guideline stated above. Leaves of absence and sabbatical leaves will not be counted in accruing Short Term leaves. The leaves will be with full salary.

      Chairs of the departments will be responsible for scheduling these leaves of absence. Schedules will allow all colleagues to know of their leaves no later than October 15 of the year preceding the academic year in which the leave is taken. These leaves are intended as support for Faculty research and writing efforts. It is expected that results of such work will be cited in the colleagues' annual reports on professional activities.

    4. Pre-Tenure Leave

      An Assistant Professor on the tenure track is eligible for a one-semester leave with pay and benefits after three years of full-time teaching in the College, subject to the conditions stated below. The purpose of this pre-tenure leave is to support specific curricular projects or scholarly research.

      The following conditions apply to this leave program:

      1. The leave may be taken in either semester of a year following the three years of full-time teaching in the College, provided it is the semester when the teaching load is two courses. As an option, one may elect to reduce the teaching load by one course each semester of a year. This leave may not be taken during the academic year when the tenure decision is made.

      2. The pre-tenure leave may be adjoined to a Short Term leave, either immediately preceding or immediately following the semester leave. However, no colleague on the tenure track may have more than two Short Term leaves in the first seven years of service.

      3. The pre-tenure leave counts as service to the College and therefore does not change the date of the tenure decision. If the Faculty member elects to take a leave of absence in the remaining semester of the year in which a pre-tenure leave is taken, then the tenure decision is delayed by one year. If the Faculty member is granted tenure, the first sabbatical leave with pay and fringe benefits is available in the eleventh year of full-time teaching, which includes the year of the pre-tenure leave.

      4. A colleague granted two or more years' credit toward the probationary period for tenure is not eligible for this pre-tenure leave. If tenure is granted to such a colleague, he or she is eligible for the first sabbatical leave after six years of full-time teaching in the College.

      5. When leave schedules within a department conflict with the department's curricular obligations, priority shall be given to the pre-tenure leave. Potential conflicts between pre-tenure leaves and department obligations shall be resolved by the department Chair, in consultation with the division Chairs and Chair of Interdisciplinary Programs if necessary, but within the terms of this policy.

      6. Application for the pre-tenure leave shall be made to the Dean of the Faculty no later than October 15 of the year preceding the academic year for which leave is sought. The application must be for a carefully defined project, presented in the context of ongoing research or teaching interests. Prior to application, the colleague must have received the doctoral degree or other appropriate terminal degree.

      7. Following completion of the leave, the colleague shall submit to the Dean of the Faculty and to the department Chair a written report of the professional work accomplished during the leave. This report must be submitted no later than the end of the first semester of teaching following completion of the leave.

    5. Course Reduction for Faculty and Curricular Development

      Members of the Faculty may apply for a one-course or course-equivalent reduction in their regular teaching obligation during the two-semester period of an academic year. These may be applications for course development, unusual teaching arrangements and strategies, or other projects related either to the planning or implementation of improvement in teaching. Alternatively, applications may concern specific research projects. Selection is made by the Committee of Five (three division Chairs, Chair of Interdisciplinary Programs, and Dean of the Faculty).

      Application:

      1. The proposal, which should include a brief abstract, must state the project to be carried out and its importance to the teaching or scholarship of the applicant.

      2. The proposal must include a statement of the courses and unit to be taught during the year in which the leave occurs.

      3. The proposal must be accompanied by a statement from the department Chair which supports the leave and which states in specific terms what departmental curricular adjustments will be made to accommodate the leave. No additional staff is possible for covering any course reduction.

      4. Six copies of the above statements must be submitted to the Dean of the Faculty no later than October 15 of the academic year preceding the year in which the course modification may occur.

At the conclusion of the academic year in which the teaching reduction has occurred, recipients must write formal reports which become part of their professional record. The annual maximum number of these projects is fifteen percent of the full-time teaching Faculty.

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II. Grants, Professional Travel Allocations, and Other Support for Research

In an effort to encourage faculty research and professional development, and to cultivate a spirit of intellectual curiosity among students, the College offers a limited number of intramural research and curriculum development grants to faculty each year.

  1. The Bates Faculty Development Fund

    Beginning in 2000–2001, most faculty research and professional development grant program funds will be pooled to form the Bates Faculty Development Fund. The contributing funds include the former Professional Development Grants, the President's Fund for Faculty and Curricular Development (including the fund for publication of scholarly work and the fund for postdoctoral study), the Kathleen Curry Akers '41 Fund for Sabbatical Leave Support, the McGinty Faculty Research Fund for the Humanities, the Roger C. Schmutz Faculty Research Grants, Special Faculty Development Grants, and the Philip J. Otis Faculty Curricular Development Grants. The purposes of these individual funds are described briefly below.

    By pooling available grant funds for administrative purposes, the Office of the Dean of the Faculty aims to streamline both the grant application process for Faculty and the review and allocation process for the Committee of Five. For most sources of funding, only one application is needed. (Phillips Faculty Fellowships, Summer Research Apprenticeships, and all grants funded through the Howard Hughes Medical Institute are administered separately and have different deadlines.)

    Application Process. Faculty members must complete an application cover sheet (available in the Office of the Dean of the Faculty), a two- to three-page proposal narrative, and a detailed project budget. Six copies of the complete application must be submitted to the Office of the Dean of the Faculty by December 1 (or the next working day if December 1 falls on a weekend). There are no extensions to this deadline.

    Application Cover Sheet. Please complete fully the application cover sheet. A project title and an abstract of not more than 150 words are required. Project start date and end dates are required, and are used to establish and terminate grant accounts. Check all relevant information at the bottom of the cover sheet. Please indicate the total amount of research/curriculum development funding sought.

    Narrative. A two- to three-page (maximum) narrative must include a statement describing the project and its importance to the applicant's ongoing scholarship or teaching. Information on research procedures, research venues and travel, technology needs, research travel, should be provided in detail, as applicable. The narrative should also address attempts to secure other sources of funding for the project, and should explain if existing intramural grants awarded to the Faculty member in prior years will be used to cover some expenses. A project timetable should explain how the work will be completed in the time allotted.

    Detailed Budget. The proposal must include a detailed budget of all expenses for the project, and a justification. Preference is given to proposals with specific, well justified budgets. Faculty Development Grants support such expenses as:

    • Travel (for the faculty member or a designated student or research assistant only) for research, curriculum development, or academic meetings (air and ground travel, lodging, meals, registrations, admissions, etc.)

    • Research materials (books, data sets, scores, assessment tests, journals, microforms, electronic resources, etc.)

    • Communication (phone, fax, mail, subject/consultant reimbursement, etc.)

    • Laboratory research (supplies, instruments, consumables, analytical services and testing)

    • Technology (computer software and hardware, digital cameras, video equipment, tape recorders, etc.)

    • Supplies and materials for artistic work (visual and performing arts)

    • Performance costs (fees for professional actors or musicians, instruments, staging, space rental, etc.)

    • Publication costs (typing, editing, graphics, transcriptions, indexing, illustrations, reproduction fees, etc.)

    • Tuition/fees for postdoctoral education programs

    • Student assistants (research, curriculum development, or editorial assistants)

    Grants do NOT normally support

    • Faculty salaries or stipends

    • Regular living expenses during a leave

    • Travel or living expenses for family members

    • Personal gear (clothing, medicines, personal items)

    Project Timetable. All Bates Faculty Development Fund grants have an application deadline of December 1 (or the next working day if December 1 falls on a weekend). Grants are awarded by the following January 31. In award letters, faculty grantees are informed of the specific faculty development funds(s) used to support their projects. The faculty grantee's account is established, funded, and activated immediately.

    The project schedule cannot exceed ONE full academic year following the year of application (i.e., approximately 18 months maximum).

    Faculty members with temporary appointments are reminded that all internal grant funds must be used during the contract period. Other faculty who retire or otherwise leave the College during the grant period may only access grant funds until the end of the final contract period.

    Accessing Grant Funds. The following practices apply to all intramural grant programs, unless otherwise specified. Faculty grantees may access funds only during the period of the grant (i.e., the start and end dates indicated on the application cover sheet). Faculty grantees may access grant funds through (1) reimbursement upon surrender of original receipts by the faculty member to the Office of the Dean of the Faculty; (2) direct payment of invoices, as approved by the faculty member. Grants may not be taken as taxable compensation unless the proposal has been specifically approved with a stipend or living expenses component. Additional information on funding restrictions and award processes is available in the Office of the Dean of the Faculty. Faculty members who receive grants for their leaves and then do not go on leave will have their grants rescinded.

    Final Report. Faculty members are expected to submit to the Office of the Dean of the Faculty a brief final report on the project, with an accounting of expenditures, within 60 days of the end of the grant period as indicated on the application cover sheet. All future intramural grants are contingent on the submission of this report, without exception. Any funds remaining at the end of the grant period are returned to the Bates Faculty Development Fund.

    Endowments and Programs that Support the Bates Faculty Development Fund:

    Professional Development Grants. Supported by the Faculty Professional Leave Support Fund, these grants support specific research and teaching enhancement projects undertaken by faculty during their professional leaves.

    The President's Fund for Faculty and Curricular Development. An endowed fund, used at the discretion of the President in counsel with the Committee of Five, for support of faculty and curriculum development. In particular, the fund supports publications of scholarly work and postdoctoral study.

    Kathleen Curry Akers '41 Fund for Sabbatical Leave Support. Supports special projects undertaken by faculty members during a sabbatical leave, with preference for year-long projects.

    The McGinty Faculty Research Fund. Supports postdoctoral research by faculty in the Division of the Humanities, with preference to projects whose results are intended for publication.

    The Roger C. Schmutz Faculty Research Grants. For support of postdoctoral research by members of the Faculty.

    Special Faculty Development Grants. Funded by the President, these grants support new areas of research and new approaches to pedagogy, and are designed to foster experimentation, exploration, travel, and collaboration. Preference is given to projects focusing on travel and international experiences, multiple perspectives in teaching or research, and innovation in teaching.

    The Philip J. Otis Faculty Curricular Development Grants. Support the development of curricular offerings in environmental studies, including existing courses, new courses, and team-taught courses.

  2. Phillips Fellowships

    Funded by the endowment established by Bates's fourth president, Charles F. Phillips, and his wife, Evelyn M. Phillips, the Fellowships award excellence among Bates's scholar-teachers. The Fellowship is designed to provide an opportunity for Faculty members to gain a full year's leave at full pay in order to pursue significant scholarship, explore new research areas, or develop new courses or pedagogical approaches. Fellowship leaves will usually take place at a research venue away from Bates, so that recipients can interact with leading scholars in their fields. The Fellowship includes support for the replacement of the Faculty recipient, as well as travel expenses to research venues.

    Faculty may request a leave and also up to $4,000 for travel to research venues. Two or three Phillips Fellowships are awarded annually.

    Tenured members of the Faculty, as well as lecturers who have taught at Bates for at least ten years, are eligible to apply. Proposals that link a Phillips Fellowship leave to a scheduled sabbatical leave are expected. Those not linked to a planned sabbatical leave will be considered; however, receipt of a Phillips Fellowship will re-set the calculation of sabbatical leave eligibility. If a Faculty member receives a Phillips Fellowship, the recipient will next be eligible for a sabbatical leave after six full years of teaching following the Phillips Fellowship year, regardless of the Faculty member's sabbatical schedule before the Phillips Fellowship.

    If the recipient of a Phillips Fellowship receives an external grant or fellowship for the same year, the Phillips Fellowship will be adjusted so that the recipient's total salary remuneration does not exceed full salary plus 2/9ths, conforming to existing Faculty guidelines governing extra compensation. The maximum salary does not include the recipient's travel budget.

    Application: Six copies of the application must be submitted to the Dean of the Faculty no later than October 15 of the year preceding the Fellowship. Proposals must include a brief abstract of the proposed research, a current curriculum vitae, and a two- to five-page narrative describing: the plan for the leave, the research to be conducted, the research venues where the work will be done and/or the scholars with whom the Faculty member will be interacting, the goals for the leave, and the relevance of the work to the Faculty member's ongoing research or teaching. Faculty requesting travel funds must provide a budget outlining travel expenses. The request must be accompanied by the Faculty applicant's department or program chair's plan of leaves and request for a replacement, so that the request can be evaluated with a full understanding of the needs of the department or program.

    Proposals are reviewed by the Committee of Five.

    A written report on the Fellowship must be submitted to the Dean of the Faculty by the end of the first semester of teaching following completion of the Fellowship.

  3. The Lincoln and Gloria Ladd Faculty Research Grant

    An annual fund of $3,000 is available to support specific research projects of Faculty members through the acquisition of scholarly materials essential to the research but not in the collections of the George and Helen Ladd Library. One or more grants are awarded annually by the Committee of Five.

    1. Six copies of the application must be submitted no later than December 1 to the Dean of the Faculty.

    2. Applications must provide (a) a concise statement of the research project; (b) the timetable for completion of the project; (c) a list of the specific library material needed for the project but not presently in the Library, with cost of each specific item; (d) a statement confirming that the College Librarian has been consulted on the selection of Library material; (e) a brief one-paragraph abstract of the project for distribution to the Faculty.

    3. Applications may be for any amount of funding up to $3,000. Applications may be made for a second year of funding.

    4. Grants are made on the bases of the quality of the research project proposed and of the likelihood that the acquired material will substantially assist in the completion of the project. Only when different grant applications are judged as having equal merit will consideration be given to the "relevance" of the requested material for an undergraduate library. The recipient of a Ladd Research Grant, in conjunction with the College Librarian, orders the materials for immediate cataloging and access. The grantee has exclusive use of the materials after cataloging until such time as the research project is completed, when the materials join the open collection of the Ladd Library. Within two years of the receipt of a Ladd grant, a written report on the accomplishments of the research must be submitted to the Dean of the Faculty.

  4. Howard Hughes Medical Institute Grants for Faculty and Student Research

    Through support from major grants from the Howard Hughes Medical Institute, the College makes funds available to Faculty and Bates students for the pursuit of research in the following fields: biological chemistry; biology; chemistry; environmental studies; geology; mathematics and computer science; neuroscience; and physics and astronomy. Interdisciplinary projects connected to one of the sciences listed above may also be considered. Six to ten Hughes grants are awarded each year. Two types of research opportunities are currently available through this program:

    1. Faculty/Student Group Projects

      For one science Faculty member and up to two students. The project budget, including student stipends, student housing, travel, equipment and supplies, cannot exceed $15,000 (for two students) or $10,000 (for one student). Faculty/Student Group Projects may take place for eight to ten weeks during the summer, or may extend from the summer into the next academic year; project budgets should reflect research schedules.

    2. Individual Student Projects

      For an original summer research project designed by a student and supervised by a Faculty member or an outside researcher. The project budget, including student stipend, housing, and supplies, cannot exceed $4,000.

    Note: Faculty members should consult grant announcements or contact the Office of the Dean of the Faculty regarding funding opportunities through the Hughes grants.

    Application Procedure for Group Projects and Individual Faculty Projects:

    1. Applications for Faculty/Student Group Project must be submitted by the Faculty member (project director) to the Dean of the Faculty by January 15. Applications should not exceed three pages and must include an abstract and a detailed project budget.

    2. The Hughes Council, a committee of science Faculty members, reviews applications and recommends awards and funding levels. In granting awards, preference is given to a) applicants who have not received previous Hughes funding; b) untenured Faculty, or Faculty without other means of research support, independent of rank; c) projects designed as preliminary investigations for major grant proposals.

    3. In early February, all first-year students, sophomores, and juniors, regardless of conditions of financial aid, are informed of opportunities to work on those Faculty research projects for which the Faculty member has not already selected a student collaborator. Interested students may apply for a position to the Dean of the Faculty by March 2. Upon receipt of an award, each student is required to meet with the Faculty project director to discuss the project, its goals and schedule, before accepting the grant.

    More information on the student application process for group and individual projects is available in the Office of the Dean of the Faculty.

    Conditions:

    1. Faculty members who receive external funds for the same project will usually be required to decline their Hughes award. Likewise, students receiving support from other grants will be ineligible for Hughes funding.

    2. Hughes Grants are intended to give students an opportunity to engage in long-term, intensive research. Students are expected to work eight to ten weeks full time during the summer (up to forty hours per week or the equivalent).

    3. Because funds are limited and grants are competitive, the Hughes Council may reduce project funding, if the feasibility of the project is not undermined by such a reduction.

    4. All recipients of Hughes grants are required to submit written reports on their projects by October 1 following the summer of their research. Faculty reports should include project abstracts, financial accounting, and evaluations of student work, as well as a statement of the relevance of this work to other research goals. Any future grants are contingent upon these reports.

  5. Summer Research Apprenticeships

    Each year the College awards up to five Summer Research Apprenticeships for Bates students to participate in research projects under the direction of College Faculty working in all disciplines. Each grant provides a stipend for the student and support to cover room-and-board expenses.

    Full-time Faculty members may apply for their research projects to be supported through summer grants to qualified student participants. Preference is given to projects that would otherwise have no student involvement. Normally no more than one grant may be awarded to a single project. These grants are competitive; Faculty members in all academic departments are encouraged to apply.

    Application:

    1. Faculty members who wish to sponsor a student research apprentice for an eight- to ten-week period during the summer may submit a proposal for such sponsorship to the Dean of the Faculty by January 15. The proposal must include an abstract and a statement describing the research goals and methodologies, as well as the specific involvement of the student research apprentice.

    2. A committee of Faculty members will review proposals to determine their appropriateness for student participation. Such determination will be based upon the degree of Faculty commitment to providing students with genuine research opportunities, on the degree of enhancement given to the research through student assistance, and on the probable ongoing relevance of research experiences to student college careers.

    3. Following the selection of Faculty proposals for funding, all to first-year students, sophomores, and juniors will be informed of those research positions for which the Faculty member has not yet chosen a student collaborator. Interested students may apply to the Dean of the Faculty by March 2. Each sponsoring Faculty member will select the student for the award. Students may receive application information through the Office of the Dean of the Faculty.

    4. Students awarded Research Apprenticeships must meet with sponsoring Faculty members as soon as they receive notification of their awards. Faculty and students should discuss the scope of the project, the schedule and other details of the work before the student agrees to participate.

    Conditions:

    1. Students who have Summer Research Apprenticeships are ineligible for funding from other grants.

    2. Research Apprenticeships are intended to give students an opportunity to engage in long-term, intensive research. Students are expected to work eight to ten weeks full time during the summer (up to forty hours per week or the equivalent).

    3. By October 1 following the summer research, each student participant must submit a written report on her/his accomplishments. Each Faculty sponsor must also submit a one-page written evaluation of the student's work, and comment on the overall success of the project.

  6. Other Student Assistance for Faculty Research

    1. Hoffman–Mellon Grants for Summer Research

      This fund provides room-and-board support to students conducting Faculty-directed research at the College. These grants are competitive, and students must submit application forms to the Dean of the Faculty. Information and applications are available to students in the Office of the Dean of the Faculty.

    2. Special Arrangements for Student Researchers

      Faculty members may request from the Dean of Students that special permission be granted to student research assistants for College rooming during recesses. Permission can only be granted if such convenience is necessary to research projects. Summer housing on-campus is available to student researchers; Faculty must submit their requests for summer student housing by April 1. There are financial charges for such rooming.

  7. Matching Grants

    The College makes available funds to match grants from outside sources, if terms of the grants require it. However, no matching funds are available unless application for the outside grant is approved by the Dean of the Faculty prior to its submission. The Office of Development can provide editorial assistance, and final preparation for grant applications to outside funding sources, including online submission.

  8. Federal, State, and College Grant Administration

    External grants to Faculty members administered through Bates College are subject to reporting requirements. In order for the Faculty member and the Development Office to prepare accurate reports to external agencies, the grant recipient must submit to the Development Office a copy of any grant proposal, a copy of the award letter, revised budgets, and final reports. Assistance with financial management of grants and reporting may be sought from the Development Office or the Office of the Controller.

    Each faculty grant received is reviewed to determine the accounting and reporting requirements of the project. Those grants requiring detailed reporting will be assigned separate fund and organization codes against which grant expenses may be charged by the Faculty member. A form, available from the Development Office, must be completed to establish an organization code for a grant OR to transfer funds from an internal funding source (e.g., Hughes Grant) to a Faculty project.

    Faculty working under federal or state grants are advised that all expenses on federal and state grants must be co-signed by the Controller's Office. All invoices for signing should be sent to the Controllerıs Office, which will forward them to Accounts Payable for payment.

    Stipends: Faculty members who receive College or external grant support to conduct research and whose funding includes allowances for faculty stipends are paid through the payroll system administered by the Human Resources Office. A stipend is defined as taxable wages or compensation for research or other service to the College.

    1. When a grant that involves funding for stipends is received, the Faculty member should notify the Dean of the Faculty's Office of the amount of the stipend requested, the schedule of the work, and the fund/organization code to which the stipend should be charged, using a form available in the Office of the Dean of the Faculty. Upon approval, the stipend request will be sent to the Human Resources Office.

    2. When calculating stipend budgets, Faculty members are reminded that the grant fund/organization is charged the gross stipend request plus the College's contribution to FICA–MEDC, which is currently 7.65%, unless otherwise specified on the stipend request form.

    3. Faculty members receiving summer research stipends may take payment in one- to four-month equal installments (in June, July, August, and September). If stipends are received for work conducted during the academic year, one to four equal payments may also be arranged. Faculty may not take stipends over a twelve-month period.

    4. Faculty may not receive stipends until research is underway.

    5. Total supplemental stipends from all research grants, internal and external, will not exceed 2/9 of the Faculty member's full-time salary for the previous year. This is the standard practice in the profession for eight to ten weeks of full-time work in the summer.

    6. Faculty members who are to receive summer stipend payments — funded by either internal or external support — must make requests to the Dean of the Faculty's Office by May 15 in order to begin summer stipends in June. Requests for stipends during the academic year must be received by the Dean of the Faculty's Office by the first day of the month in which the stipend is sought.

  9. Publication Grants

    Modest funds may be available to help defray page costs for articles published in refereed scholarly journals. Application for funding must be made in writing in advance to the Dean of the Faculty, accompanied by a copy of the accepted manuscript. The published article must be submitted with a later annual report.

  10. Professional Travel Allocations

    For attendance at professional meetings each year (except during full-year leaves of absence), the College will reimburse each member of the Faculty up to $500 to help defray the cost of transportation, room, meals, and registration fees. (The College allows 30 cents a mile for private automobiles.) Such meetings must be appropriate to one's field of scholarship. Reimbursement is made upon receipt of the Bates College Expense Report available in the Office of the Dean of the Faculty, the Accounts Payable Office, and the Financial Office. All expenses in excess of $25.00 must be accompanied by an original receipt within a week upon return from a conference. Normally, cash advances may not be secured. For purposes of allocating these funds, the academic year is understood to be July 1 through June 30, not September 1 through August 30. For the convenience of Faculty members, a travel service is available to help with all kinds of travel arrangements, including tickets, hotel reservations, and the like. The Faculty should use this service for any College-related travel. Faculty are encouraged to rent a vehicle when travelling out of state by car or van on behalf of the College.

    Travel services provided by Bates may be charged to Faculty personal accounts, which are arranged at the Controller's Office by individual Faculty members. Faculty members will be reimbursed after the completion of the travel for expenses in excess of the travel charged to their personal accounts. Faculty members are responsible for payment of remaining balances on their personal accounts.

    Faculty members who are invited to read scholarly papers at regional or national meetings of their academic disciplines are eligible to receive additional reimbursement up to $500 from the Dean of the Faculty. This request may be for expenses associated with any meeting. If one is an officer or member of a council of a national professional association, one is eligible to receive the additional $500 toward travel costs. The expense report must indicate the office and the national organization. Application for this stipend must be made in writing prior to the paper presentation.

    A third $500 stipend (bringing the maximum travel reimbursement to $1500) may be available for the presentation of a second paper (or professional association representation). Application for this stipend must be made in writing prior to the paper presentation. This request is dependent upon the approval of the Dean and is based on the availability of funds.

9/2000


The Kroepsch Award for Excellence in Teaching

In recognition of the Faculty's traditional commitment to excellence in teaching, the late Robert H. Kroepsch '33, LL.D. '71, established in 1985 the Ruth M. and Robert H. Kroepsch Endowed Fund for one or more annual awards to members of the Faculty, "without regard for Faculty rank, in recognition of outstanding performance as a teacher during the previous twelve-month period." In addition to a $1,000 stipend (which is subject to taxation and withholding) to the individual, the Award carries with it a $1,500 discretionary fund for supporting the teaching efforts of the selected person. Possible uses can include acquisition of library materials needed for courses or units, acquisition of computer or audio-visual teaching support, acquisition of laboratory or studio teaching support. Any acquisitions become the property of the College. The Kroepsch Award recipient makes a final report to the Dean of the Faculty on the uses of the $1,500 fund.

The award is rotated among the academic divisions and made to a member of the division designated each year. The Dean of the Faculty shall be responsible for inviting all students and Faculty to write letters of nomination for the award. These letters must cite in specific ways how the nominated teacher meets the following criteria:

  1. professional commitment to undergraduate education and to a career of scholarship which informs classroom and laboratory teaching;

  2. the ability to convey to students the integrity and importance of the subject matters taught and to present the subjects in larger contexts with which students might be familiar;

  3. evidence of innovation or creativity in design of courses or laboratories or in teaching methods.

Selection shall be made by a committee made up of the three most recent recipients of the award.

9/2000



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