Compensation PT
XII. Compensation and Benefits for Part-Time Faculty
A. Undergraduate Regular Day Program
1. Teaching Load Assignment
When specific teaching loads have been determined, a letter shall be given to day part-time faculty offering the minimum teaching responsibilities and related compensation that the College is then willing to offer for the ensuing semester.
2. Summer and Interim Session Compensation Equal to Full-time Faculty Overload Compensation.
The compensation rate for part-time faculty during the Interim and the Summer Session shall be the same as that given to full-time faculty teaching on an overload basis. While such teaching assignments shall be considered in the accumulated teaching load hours of part-time faculty, the compensation rate shall be identical to that for full-time faculty teaching on an overload basis, notwithstanding Section 3. immediately below.
3. Guideline Compensation Categories
All changes in the compensation rate shall go into effect with the beginning of the fall semester of the succeeding academic year to that in which the minimal teaching load hours necessary for advancement were accrued.
| Category I | Persons who have accumulated less than 48 teaching load hours in the regular day program of the College shall receive the standard stipend that full-time faculty receive for equivalent teaching on an overload basis. | |
| Category II | Persons who have accumulated at least 48 but fewer than 96 teaching load hours in the regular day program and have been evaluated as to performance and need for their services may be given an increment of not less than 10% nor more than 20% of the base scale then in effect. | |
| Category III | Persons who have accumulated at least 96 but not more than 144 teaching load hours in the regular day program and have been evaluated as to performance and need for their services may receive an increment of not less than 10% nor more than 20% of the scale in Category II. | |
| Category IV | Persons who have accumulated at least 144 teaching load hours in the regular day program and have been evaluated as to performance and need for their services may receive an increment of not less than 10% nor more than 20% of the scale in Category III. | |
| Category V | Upon retirement from the College and a circumstance of need for continued service, a faculty member may be offered part-time employment on a basis allowing an increment of not less than 10% nor more than 20% of the compensation scale offered in Category IV. Such service shall not carry with it the allowance for travel expenses or the privilege of participation in the fringe benefit program other than those normally available to retirees. | |
4. Guideline Travel Allowance Categories
Part-time faculty are reimbursed for mileage to and from classes at locations other than the Reading Campus on a reasonable basis as established by the Chief Academic Officer and Human Resources.
5. Tuition Remission
Albright tuition remission is available to part-time faculty in the regular day program of the College, their spouses, and their IRS dependent children during any semester that the instructors are teaching on a part-time basis according to the following schedule:
|
Category |
Teaching Load Hours |
Percentage Tuition Remission
|
|
I
|
Less than 48 |
25% per course taught |
|
II
|
48-96 |
33.3 or 25% per course taught, whichever is preferable |
|
III
|
96-144 |
66.7 |
|
IV
|
144+ |
100 |
6. Day Care Benefits
The Albright Early Learning Center may provide to part-time faculty in the regular day program of the college the same discount, if any, available to full-time faculty for childcare and pre-school service.
7. Employment Period
All appointments to part-time status shall be on a semester basis. The College reserves the right to evaluate the need for part-time instruction annually, and to review the quality of instruction offered prior to the offer of employment and cancel courses due to low enrollment.
B. Accelerated Degree Programs (ADP)
1. Salary Teaching/Assignment
When specific course assignments have been determined, a letter shall be given to ADP part-time faculty stating the teaching assignment and the compensation, including any travel allowance, as well as responsibilities related to the assignment. Salary compensation for part-time faculty in the ADP shall be stated as the time the offer of employment is made
2. Tuition Remission
Albright tuition remission is available to eligible part-time faculty in the ADP of the College, their spouses, and their IRS dependent children during any semester that the instructors are teaching on a part-time basis according to the following categories and schedule:
Category I Persons who have accumulated less than 48 teaching load hours at the College.
Category II Persons who have accumulated at least 48 but fewer than 96 teaching load hours at the College.
Category III Persons who have accumulated at least 96 but not more than 144 teaching load hours at the College.
Category IV Persons who have accumulated at least 144 teaching load hours at the College.
All changes in the tuition remission rate shall go into effect with the beginning of the fall semester of the succeeding academic year to that in which the minimal teaching load hours necessary for advancement were accrued.
|
Category
|
Teaching Load Hours
|
Percentage Tuition Remission
|
|
I
|
Less Than 48 |
25% per course taught |
|
II
|
48-96 |
33.3 or 25% per course taught, whichever is preferable |
|
III
|
96-144 |
66.7 |
|
IV
|
144+ |
100 |
3. Day Care Benefits
The Albright Early Learning Center may provide to part-time faculty in APD the same discount, if any, available to full-time faculty for childcare and preschool service.
4. Employment Period
All part-time teaching assignments shall be contingent on review of the qualilty of any prior instruction offered prior and could be cancelled due to low enrollment prior to the beginning of the course.
1. Teaching Assignment
When specific course assignments have been determined, a letter shall be given to graduate part-time faculty stating the teaching assignment and the compensation, as well as responsibilities related to the assignment.
2. Salary
The salary compensation for part-time faculty in the Graduate Division shall be stated at the time the offer of employment is made.
3. Tuition Remission
Albright tuition remission is available to part-time faculty in the Graduate Division of the College, their spouses, and their IRS dependent children during any semester that the instructors are teaching on a part-time basis according to the following schedule:
Category I Persons who have accumulated less than 48 teaching load hours at the College.
Category II Persons who have accumulated at least 48 but fewer than 96 teaching load hours at the College.
Category III Persons who have accumulated at least 96 but not more than 144 teaching load hours at the College.
Category IV Persons who have accumulated at least 144 teaching load hours at the College.
All changes in the tuition remission rate shall go into effect with the beginning of the fall semester of the succeeding academic year to that in which the minimal teaching load hours necessary for advancement were accrued.
|
Category
|
Teaching Load Hours
|
Percentage Tuition Remission
|
|
I
|
Less Than 48 |
25% per course taught |
|
II
|
48-96 |
33.3 or 25% per course taught, whichever is preferable |
|
III
|
96-144 |
66.7 |
|
IV
|
144+ |
100 |
4. Day Care Benefits
The Albright Early Learnine Center may provide to part-time faculty in the graduate program the same discount, in any, available to full-time faculty for childcare and pre-school service.
5. Employment Period
All part-time teaching assignments shall be contingent on review of the quality of any prior instruction offered prior and coud be cancelled due to low enrollment prior to the beginning of the course.
D. Review of Compensation Policies
Periodic reviews of the policies for compensating part-time faculty and related matters should be undertaken at least every five years with part-time faculty represented.
Part-time employees are generally not eligible for other employee benefits; however, eligibility for benefits such as medical insurance and retirement plan participation is determined in accordance with plan documents.
All the above considerations are dependent upon the College’s ability to pay. In the event that financial conditions require adjustments, the College retains the right to make these adjustments necessary and fair.