CON Faculty Workload Guidelines

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Appendices

UNIVERSITY OF NEBRASKA MEDICAL CENTER COLLEGE OF NURSING
Faculty Workload Guidelines	Subsection: Appendix B2
Section - Appendices	Originating Date: January 2006
Responsible Reviewing Agency: Executive Council	Revised: September 2006 Revised: January 2008 Revised: August 2009 Revised: August 2010 Reviewed: January 2015 Revised: November 2020 (changes) Revised: February 2024 (changes)
Related documents: 4.4.8 Specialty Coordinator for Professional Graduate Track Appendix A1 Standards and Guidelines for Promotion and Tenure for Academic Rank Appendix A2 Standards and Guidelines for Promotion for Clinical Rank Newhouse, R., Berry, D., Burson, R., Dorough, C., Johnson, B., McSweeney, J., Pereira, K., Swanson, K., Thompson, P., Vitello, J., McGuinn, K., Garcia, R. (2018). Defining scholarship for academic nursing; AACN Position Statement. https://www.aacnnursing.org/news-data/position-statements-white-papers/defining-scholarship-for-academic-nursing Board of Regents bylaws Boyer, E. (1990). Scholarship Reconsidered: Priorities of the Professoriate. Princeton, NJ: Carnegie Foundation for the Advancement of Teaching and Learning.

1.0    General Principles

1. The work of the College of Nursing (CON) is accomplished through the committed and collaborative activities of its faculty which are based on the professional model and directed toward achievement of the College of Nursing mission, goals, and strategic plan.
   1. The work of the CON faculty includes teaching, scholarship, and professional service (including practice) as defined in the Standards and Guidelines for Promotion and Tenure for Academic Rank (Appendix A1) or in the Standards and Guidelines for Promotion for Clinical Rank (Appendix A2).
2. Consistent with the promotion and tenure documents faculty select their preferred roles based on rank. Work allocation is differentiated based on faculty role.
3. Faculty are encouraged, in collaboration with their supervisor, to focus their professional development in two of three areas (teaching, scholarship (in teaching, research, practice), or professional service) as consistent with the Promotion and Tenure Standards and Guidelines.
4. The work of the CON faculty will fulfill the educational mission aligned with existing resources.
5. The CON supports all forms of scholarship: teaching, shcolarly activity, and professional service (including practice) defined as: generating new knowledge, translating knowledge, and disseminating knowledge to the professional community and the public.
6. The goal of this document is to provide a framework within which faculty members, their division assistant deans, and associate deans and program directors collaborate to meet the college’s mission, support the strategic plan, and foster individual faculty growth, development, productivity, and success. Effort allocation guidelines are designed to promote faculty effectiveness to meet the mission, goals and strategic directions of the College of Nursing.
7. Faculty effort is communicated in relation to percentage of FTE. The full-time equivalent (FTE) percentage makes work assignments comparable across various contexts. An FTE of 1.0 means that the person is a full-time faculty member.

2.0    Faculty Role Preferences

Faculty role expectations are varied and depend on expertise, professional goals (academic promotion and tenure or clinical promotion), rank and credentials, employment negotiations, and organizational needs.

2.1    Teaching

Teaching is a core value and all faculty are expected to have a teaching assignment. Faculty who has identified teaching as a priority focus area are expected to fully engage in those efforts, with the support of their division assistant dean and the Associate Dean for Academic Programs.

An example of full-time work for faculty focused on teaching and scholarship and may vary depending on funding and progress towards goals is:

• 70% (.70 FTE) teaching in a semester
• 10% service in a semester
• 20% teaching scholarship in a semester (See Section 2.5 for examples of teaching scholarship)

An example of full-time work for teaching faculty who do not have allocated time for scholarship is:

• 90% (.90 FTE) teaching in a semester
• 10% service in a semester

Division Assistant Deans and faculty may negotiate for an alteration in teaching based on other workload considerations.

2.2    Research

Research is a vital component of the mission of the UNMC College of Nursing, and the college is committed to increasing its research efforts. Faculty who has identified research as a priority focus area of scholarship are expected to fully engage in those efforts, with the support of their division assistant dean, the Associate Dean of Research, and the Niedfelt Nursing Research Center (NNRC).

An example of full-time work for faculty focused on research scholarship and teaching and may vary depending on funding and progress towards goals is:

• 40% teaching in a semester
• 50% research in a semester (See Section 2.5 for examples ofr research scholarship)
• 10% service in a semester

2.3    Practice

Practice is another area valued within the college of nursing. Practice is considered with professional service in the Promotion and Tenure Standards and Guidelines. The CON supports all types of faculty practice for purposes of teaching, maintaining credentialing and scholarship.

Nurse practitioner faculty are expected to keep current their knowledge and skills to support continued licensure and certification, and quality nursing education. However, practice is not limited to APRNs.

The most desired models of practice are CON reimbursed practice through the Morehead Center, as this provides the opportunity for practice time to contribute to the resources of the CON and engages faculty fully in practices addressing the full range of reimbursement and billing issues. Faculty practice not reimbursed is not considered in workload. A faculty practice of one day per week is allocated 20% time per semester. If faculty want to practice more than one day per week, additional FTE can be negotiated based on overall needs of the college. If additional time is needed for documentation, on-call, or care coordination, it is included in the negotiations with the practice agency so the time is reimbursed.

Faculty have the privilege of engaging in outside work up to 16 hours per month according to the Board of Regents bylaws (Outside Employment Policy #1049). Such work is outside the faculty effort allocation guidelines, but per university policy, it is expected that faculty members complete the Outside Employment Form and submit it to their supervisor.

An example of full-time work for faculty focused on practice and teaching and may vary depending on funding and progress towards goals is:

• 60% teaching in a semester
• 20% funded practice in a semester
• 10% service in a semester
• 10% scholarship in a semester if appropriate for identified goals (See Section 2.5 for examples of practice scholarship)

2.4    Professional Service

Professional service is important to the university and community. Faculty are asked to participate in service activities that align with mission of the CON, UNMC, and the profession. Faculty members are allocated 10% (60 hours/semester) effort for service. As rank progresses from assistant, associate, to full professor, the level of service could change with dean approval

The following are examples of service activities:

• Chair or co-chair or member of committees within the CON or university
• Professional service provided to community groups
• Committee/task force service to local, regional, national, international professional organizations
• Holding a leadership position in a professional organization
• Serving on a PhD dissertation committee.

2.5    Scholarship

Scholarship is highly valued by the CON and university. Scholarship is defined broadly in the College of Nursing, using Boyer’s model as the framework for the types of scholarship that contribute to achieving the college’s mission. Thus, scholarship includes the scholarship of discovery, dissemination, application, and integration. An ongoing record of research and scholarship (external dissemination of project results, writing grants and manuscripts) is required of active research faculty to attain tenure. According to the AACN (White Paper, 2018) scholarship in nursing can be defined as the generation, synthesis, translation, application, and dissemination of knowledge that aims to improve health and transform health. It is the communication of knowledge generated through multiple forms of inquiry that inform clinical practice, nursing education, policy, and healthcare delivery. Scholarship is inclusive of discovery, integration, application, and teaching (Boyer, 1999). The hallmark attribute of scholarship is the cumulative impact of the scholar’s work on the field of nursing and health care (Newhouse et. al., (2018). Defining scholarship for academic nursing. AACN White Paper.)

Faculty are responsible to seek and bring in funding to support their scholarship if funding is required to conduct the investigation. Investment time received for scholarship carries the expectation that the faculty will become funded and disseminate teaching, research, and practice scholarship for this effort allocation (See Appendix B1). Tangible outcomes, such as funded grants, contracts, and publications, are considered examples of productivity. It is an expectation that faculty with active programs of scholarship will establish annual goals with specific outcomes for their continued FTE effort. After the first three years of employment, faculty members who are research active are expected to have research time reimbursed by grant funding, or to negotiate with their assistant dean and associate dean for research if they need time to write grant proposals. A faculty member may negotiate for a reduction in teaching or service load to supplement the time funded by the grant, depending on needs related to the grant and college needs related to teaching effort. Any additional reduction in teaching or service will end when the grant funding ends.

Faculty who does not engage in scholarship will have the FTE allocated to scholarship reassigned to teaching. Doctorally-prepared faculty not wishing to participate in scholarship activities or not meeting their expected scholarship goals, will allocate their effort to the teaching and/or practice missions commensurate with the FTE effort that had been allocated.

The following are examples of scholarship in the areas of teaching, research, and practice. These are consistent with promotion & tenure (P&T) criteria.

Examples of teaching scholarship may include:

• Receipt of intramural/extramural educational grants
• Author of educational peer-reviewed publications on teaching innovations and/or evaluations
• Edit, review, or author textbooks and book chapters
• Development of simulation activities
• Regional, national, international presentations of learner-centered strategies and evaluation
• Editor of an education journal
• Development of evidence based guidelines
• Program consultant
• New course development and evaluation
• Program development and evaluation
• Writing test questions for national certification exams
• Member of editorial boards of education journals
• Inter-professional collaboration to develop new courses or learner-centered activities
• Develop and/or pilot-test innovative use of technology in teaching
• Serve in leadership roles in state/regional/national organizations with education focus
• Serve on state/national/regional education committees, panels, task forces, etc.

Examples of research scholarship may include:

• Recipient of intramural and extramural research grants
• Dissemination of research in peer reviewed journals, and at regional, national, & international meetings
• Serve on editorial boards of research journals
• Serve on national grant review panels (e.g., for national specialty organizations, private foundations, NIH)

Examples of practice scholarship may include:

• Recipient of intramural and extramural practice related grants
• Develop innovations in clinical teaching and disseminate through peer reviewed publications and regional, national, or international presentations
• Develop and publish practice guidelines/clinical pathways
• Serve on regional, national, or international practice evaluation panels
• Consultation to clinicians or agency administrators
• Evaluation of practice outcomes and dissemination through peer reviewed publications and regional, national, or international presentations
• Translate and evaluate research into practice
• Develop disease state management protocols

2.6    Administration

The role of Specialty Track Coordinator will receive 0.20 FTE (120 clock hours/semester). Please see Policy 4.4.8 Specialty Coordinator for Professional Graduate Track.

College Dean, Associate Deans, Assistant Deans, Directors, and Program Coordinators will receive the FTE designated for the role.

3.0    Effort Calculation information

•      FTE for calculating effort per semester:
  • The unit for calculating teaching work assignment is the FTE.
  • Example: 0.2 FTE = 120 clock hours per semester
    • 0.025 FTE = 15 clock hours per semester
  • Faculty teaching effort is based on a 15- week semester.
  • Faculty can renegotiate FTE distribution based on new developments.
  • Scholarship (in teaching, research, professional service) and teaching activities are all considered in total FTE.

3.1    FTE for classroom teaching

A classroom course is allotted 0.067 FTE per credit. Therefore, a 3- credit course is assigned as 0.20 FTE or 20% effort.

Total FTE allocated for a course will be divided among faculty based on percentage of course taught by each faculty.

3.1.1    Additional FTE may be assigned based on the following factors:

1. Class size — for each additional section over 50 students, the course may receive up to 0.05 FTE per additional section. This is added to the course effort FTE and divided among all faculty teaching the course.
2. Course coordinator role receives 0.05 FTE per course.
3. Cross campus coordinator role may be one of the following and receives 0.025 FTE
   1. Courses taught across multiple campuses for example, accelerated, pathopharmacology.
   2. Coordinating course consistency (syllabus, exams, call meetings etc) for courses taught locally on individual campuses.
4. Semester coordinator role receives.025 FTE.
5. Teaching a course for the first time or development of a new course may receive additional .05 FTE. Mentoring of new faculty in the coordinator role may receive .025 FTE.
6. Committee chair for PhD = 0.025 FTE per semester and final semester FTE = 0.05.
7. Service as a dissertation committee member or chair on dissertations outside the CON will count toward service.
8. DNP project advisor = 0.025 FTE per project group per semester.
9. Committee members for PhD count as service.

Student advising is considered part of a faculty member’s service. Similarly, independent study courses are considered part of service because such courses do not meet the minimum class sizes for regular courses and are highly variable depending upon negotiated agreements between faculty and students. Faculty effort allocation may be negotiated if an independent study course results from providing a course needed by a small number of students to meet program requirements.

FTE for face-to-face clinical supervision (includes time spent in making assignments, pre- and post-conferences, evaluation, planning, etc.)

FTE are assigned based on credit hours. Thus, a 3 credit hour direct clinical supervision course would receive 30% or .3 FTE. A single section is considered to be a group of 8-10 students. Simulations are considered direct clinical supervision courses.

FTE for Dedicated Education Unit supervision

FTE’s are assigned at 10% per credit hour for DEU supervision. As an example, a 3 credit clinical course would receive 30% faculty effort allocation for supervision of 14-16 students.

FTE for preceptored clinical supervision (includes organizing, coordinating, mentoring, scheduling, evaluation, planning the clinical, and OSCEs):

FTE are assigned slightly less than face-to-face clinical supervision, with 3 credits of precepted clinical supervision equal to .10 FTE. A clinical coordinator for a course with multiple sections may receive .10 FTE.

For APRN clinical credit assignments, faculty effort is calculated based on 6 students per clinical group. The faculty-student ratio will not normally exceed 1:6 for precepted clinical experiences, except in situations where faculty feel a slightly higher ratio is justified, such as for more advanced students where a 1:8 ratio might be considered.

SERVICE EFFORT CALCULATIONS

Faculty at the CON are expected to be involved in service-related activities that benefit the CON, UNMC, or the profession. Faculty members are allocated 10-20% effort for service. An exception to this policy is made for new Assistant Professors who are research productive.

PRACTICE WORKLOAD CALCULATIONS

Practice is considered with professional service in the Promotion and Tenure Guidelines. The CON supports all types of faculty practice for purposes of teaching, maintaining credentialing and scholarship. The most desired models of practice are CON reimbursed practice, as this provides the opportunity for practice time to contribute to the resources of the CON and engages faculty fully in practices addressing the full range of reimbursement and billing issues. A faculty practice of one day per week is allocated 20% time per semester. If additional time is needed for documentation, on-call, or care coordination, that is included in the negotiations with the practice agency so the time is reimbursed. Faculty have the privilege of engaging in outside work up to 16 hours per month according to the Board of Regents bylaws (Outside Employment Policy #1049). Such work is outside the faculty effort allocation guidelines, but per university policy, it is expected that faculty members complete the Outside Employment Form and submit it to their supervisor.

SCHOLARSHIP EFFORT

Scholarship is defined broadly in the College of Nursing, using Boyer’s model as the framework for the types of scholarship that contribute to achieving the College’s mission. Thus, scholarship includes the scholarship of discovery, dissemination, application, and integration. An ongoing record of research and scholarship (external dissemination of project results, writing grants and manuscripts) is required of active research faculty to attain tenure. Active research faculty generally may be allocated 40% FTE to engage in scholarship activities which will be negotiated annually based on productivity. Faculty focused on the scholarship of dissemination, application, and integration also are expected to advance understanding of these areas through original, creative work. Faculty are responsible for seeking and bringing in funding to support their scholarship. Tangible outcomes, such as funded grants and contracts and publications, are considered examples of productivity. It is an expectation that faculty with active programs of scholarship will establish annual goals with specific outcomes for their continued FTE effort. After the first three years of employment, faculty members who are research active are expected to have research time reimbursed by grant funding, or to negotiate with their assistant dean if they need time to write grant proposals.

Faculty members with funded grants may have their teaching or service assignments further reduced commensurate with funded grant responsibilities, although this depends on productivity and work that is planned and needed. To illustrate, a faculty member with a 25% effort funded by a research grant will be allocated 25% of his or her 100% work assignment for the grant. He or she may negotiate for a reduction in teaching or service load to supplement the time funded by the grant, depending on needs related to the grant and College needs related to teaching effort. Any additional reduction in teaching or service will end when the grant funding ends.

Doctorally-prepared faculty, not wishing to participate in scholarship activities or not meeting their expected scholarship goals, will allocate their effort to the teaching and/or practice missions commensurate with the FTE effort that had been allocated.

New PhD Faculty coming in at the rank of Assistant Professor will be given a reduced teaching assignment (e.g. additional 20% FTE reduced assignment) for the first three years depending on available budgetary resources with the expectation of yearly progress towards funding and publications.

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ⁱ  Boyer, E. (1991). Scholarship Reconsidered: Priorities of the Professoriate. Princeton, NJ: Carnegie Foundation for the Advancement of Teaching and Learning.