Instructions for Completing the Faculty Workload Summary

Information on workload agreements can be found in Section 7.4 and 7.5 of the COH Criteria and Procedures for Annual Performance Review and Post Tenure Review Guidelines.

How to Calculate Workload in COH
for Annual Performance Reviews and Promotion Reviews

Although there is variation across and sometimes within departments in the College, typical workloads for faculty tracks in COH are usually configured in the following ways: 

These percentages are intended to help heads/directors and faculty work together to accurately represent the distribution of different components of an individual faculty member’s workload, an important consideration in annual performance and promotion reviews. For information on what activities comprise the different workload components, see the descriptors in departmental bylaws and unit-level APR and promotion criteria, as well as in COH’s APR and promotion criteria.

Teaching Workloads

Course loads are not the sole portion of the teaching component, but it is a significant one.

As a general rule:

• Tenure Eligible/Tenured Faculty teach 4 classes per the academic year;
• Career Track Professors of Practice teach 6 classes per the academic year;
• Career Track Lecturers and Instructors teach 8 classes per the academic year.

Typical exceptions to these assignments within COH include positions that require extensive work developing curricula and mentoring other instructors (e.g., language program directors and coordinators). In some cases, this work counts toward the total teaching percentage in lieu of other course assignments (see also Faculty Affairs’ page on Workload Distribution). In some programs where courses do not follow the standard 3-4 credit unit format, teaching loads may be calculated differently. See departmental documents for additional information in these cases.

Independent studies, theses, dissertations, practicums, and advising/mentoring typically do not count as part of one’s regular teaching assignment, although they do count toward that component of the workload (i.e., for annual reviews and promotions). Department Heads should work to ensure that these additional teaching and mentoring activities are distributed and do not become excessive for any faculty member. In rare cases, where departmental need calls for an individual faculty member to take such assignments at a scope where it is equivalent to a course load (based on minimum enrollment guidelines), this may be counted as part of the teaching percentage.

In the case that a course is cancelled, e.g. due to under-enrollment, faculty will be notified expeditiously, and the Department Head will work with the Associate Dean of Academic and Faculty Affairs to find an alternate teaching assignment in the same semester where possible.

Deviations from Typical Workloads

The percentages described above represent typical workloads, and these assignments can be adjusted based on departmental and faculty needs. Any deviations from a faculty member’s typical workload should be explained in the comments section of the workload summary. Examples of how the distribution might fall outside of the norm include:

Administrative Service and Other Professional Activities

Per the workload guidelines provided by Faculty Affairs, Administrative Service generally refers to institutional positions, such as Department Heads and Deans. In some cases, the work of Center directors also counts toward administrative service. Other directorships, including oversight of language programs and Directors of Graduate and Undergraduate Studies, should be included under Teaching or Service, based on the responsibilities and the departmental criteria for evaluation. This work should be accounted for under comments so that the distribution of percentages between course load and directorial work is clear. This will help align faculty workloads with the criteria for annual performance reviews and promotion, so that these workload components are recognized and counted appropriately.

Other Professional Activities is typically only used by continuing status personnel who have job descriptions and duties that are updated annually. Because there are no criteria for annual performance or promotion reviews that correspond to this category, it is important for heads and faculty to have a record of the expectations of any portions of the workload that are assigned as “Other.”

Submission of Workload Agreements after the Annual Review Process

Once completed, Department Heads and Directors must submit electronic versions of the workload agreements for which they are responsible to their Department Coordinator for Faculty Affairs for record retention and storage.  The Faculty Affairs Department Coordinator will enter the workload percentages into UAccess Employee, as advised by the Office of the Provost for Faculty Affairs.