Sabbatical Leave

Purpose of Sabbatical Leave

Sabbatical leave is not automatic. The justification of a sabbatical leave is determined primarily on the basis of a written proposal outlining the nature of the program to be undertaken and the benefits to the individual and to the University that may reasonably be expected. The department chairperson (or other appropriate administrative officer) meeting with a departmental committee to examine the proposals, shall determine their academic merits. Proposals may be rejected because of lack of merit or low priority or may be deferred because of staffing problems.

Faculty members on sabbatical leave are not eligible for extra compensation for teaching in Continuing Education or other similar assignments.

Qualifications for Sabbatical Leave

1. The applicant shall have been a full-time member of the faculty (or a full-time administrator holding academic rank) for six full years to be eligible for sabbatical leave salary option "a" (see Compensation section); or for three full years for sabbatical leave salary option "b" (see Compensation section).
2. The applicant shall hold the rank currently of assistant, associate, or full professor.
3. Leaves of absence without pay exceeding ninety days shall not be counted toward the minimum number of years for eligibility; neither shall they be counted adversely as in any way disqualifying a candidate's application for sabbatical leave or seriously affecting the recommendation for such leave.
4. The credit toward a sabbatical leave does not begin to accumulate until the beginning of the next appointment year after returning from a sabbatical leave.
5. Research and extension personnel paid wholly from other than University funds are not eligible to apply for sabbatical leaves.
6. The granting of the leave must not result in additional costs to the University.

Occasionally, it may be necessary for the University to postpone the award of an acceptable sabbatical leave request for reasons that have nothing to do with the specific merits of the application itself. In the event of postponement or deferment of sabbatical leave by the University administration, the intervening period shall be counted toward the accrued time required for the next sabbatical leave application. On the other hand, if a faculty member delays the application until after the normal period has elapsed, he or she may not claim the intervening time toward another sabbatical leave request.

Application Procedure

1. Applications for sabbaticals are made through the department chairperson. Applications must include an outline of activities to be engaged in while on leave and a statement indicating how the leave will promote the faculty member's professional development and benefit the University of Delaware. Each case is considered individually, but in general, approval is limited to those applications that present a well thought through plan of study, research, travel, or other activity clearly related to the faculty member's professional field and duties at the University of Delaware.
2. Applications for full-year sabbatical leave should reach the department chairperson by the first Friday in September, twelve months before the leave period; notification of the action on the grant shall be made not later than the first Friday in December following. Applications for half-year sabbaticals should reach department chairs by either the first Friday in September or the first Friday in February, depending upon the period for which the leave is requested, but in either case twelve months before the leave period; notification of the action shall be made not later than the first Friday in December or the first Friday in May following. The importance of early application and early notification for the University and for the individual faculty member cannot be overemphasized. Applications received with less than the lead time indicated may be accepted, but the disadvantages of risking later notification or lower priority rating should be recognized.
3. The department chairperson, in consultation with an appropriate committee, will evaluate the proposal and will indicate to the dean the rating of the project and the manner proposed to absorb or fill the vacancy thus created, if approved. The dean, if approving in turn, will establish priorities and where required make budgetary recommendations to the Provost. The Provost will study all aspects of the recommendations and make the determination concerning the leave.

Compensation

1. After six appointment years of full-time service, one appointment year at half salary, or one-half an appointment year at full salary will be granted.
2. After three appointment years of full-time service, one- half an appointment year at half salary will be granted.
3. Inasmuch as the faculty member on leave is still considered to be a full-time employee, all University of Delaware regulations and benefits shall apply to the recipient while on sabbatical leave. The University and the recipient shall both continue to carry on respective financial responsibilities for group life insurance, retirement (TIAA/CREF or Fidelity Investments), ( Effective January 1, 1988.) hospitalization and major medical insurance, and other benefits. However, if a recipient participating in the University Retirement plan wishes, he or she may elect to reduce the premium in the same proportion and for the same period as the total salary is reduced while on leave. In all instances, however, the University premium payments will remain at their usual level.
4. The recipient of a sabbatical leave is required to return to the University of Delaware for at least one full year's service at the conclusion of a sabbatical earned after six year's service, or one-half year at the conclusion of a sabbatical awarded after three years' service. If a faculty member resigns during or at the completion of a sabbatical leave, he or she must return to the University the salary that was received while on that particular leave.

Accountability