Faculty Associate Handbook

Forward
Chapter 1: Mission of the Laboratory Schools
Chapter 2: Role of Faculty Associates
Chapter 3: Appointment and Employment Information
Chapter 4: Professional Growth & Evaluation of Faculty Associates
Chapter 5: University Benefits and Time Away from Work
Chapter 6: Absence Procedures
Chapter 7: Resignation and Retirement
Chapter 8: Probation Period and Laboratory School Continued Service
Chapter 9: Discipline & Dismissal
Chapter 10: Grievance Process
Chapter 11: Compensation Add links for Appendix B, C, D, E, and F
Chapter 12: Emergency Information
Appendix A: Procedures for Making an Application for Research in the Laboratory Schools

Chapter 3: Appointment & Employment Information

Illinois State University follows applicable federal and state employment requirements as well as applicable University employment policies and procedures. A summary of University appointment policy guidelines for Faculty Associates follows:

I. Hiring Procedures and Requirements for Appointment

A. Requirements for Appointment

Faculty Associates must have a Professional Educator License with the proper endorsement(s) and be registered at the Regional Office of Education. No. 17 prior to the appointment start date. There may be additional requirements based on the position which would be outlined in the applicable position description and appointment letter.

B. Hiring

Hiring procedures for Faculty Associates will follow the guidelines as provided by Human Resources.

Additional information can be found on ISU’s Human Resources webpage.

C. Recruitment of New Faculty Associates

Faculty Associates employed in the Laboratory Schools and HILIA support efforts to recruit new Faculty Associates. These efforts could include participating in search committees, networking with professionals in other districts, etc.

II. Equal Opportunity/Non-Discrimination Statement and Policy

Illinois State University, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding affirmative action, nondiscrimination, and anti-harassment. Illinois State University is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, religion, sex, national origin, sexual orientation, order of protection, gender identity and expression, ancestry, age, marital status, disability, genetic information, unfavorable military discharge, or status as a veteran in employment, educational programs and activities, or admissions. Inquiries or complaints may be addressed to: equalopportunity@ilstu.edu

Additional information can be found in University Policy.

III. Appointment

A. Policies for Recommending Appointment

As defined in University Policy 3.5.1, the term 'Laboratory School/Faculty Associate' and 'HILIA/Faculty Associate' refers to those appointments that do not hold rank in a university academic department and are assigned to the University Laboratory Schools. These appointments may be made on either a Continuing or Non-continuing Appointment Type depending upon the needs of the Laboratory Schools, and qualifications of the position incumbent and the allocation of the position. A Full-time Continuing Appointment would be for a faculty associate who is working towards Lab School Contractual Continued Service as defined in University Policy 3.5.2: https://policy.illinoisstate.edu/employee/3-5-2.shtml. Part-time and non-continuing faculty associate appointments are not eligible for Lab School Contractual Continued Service.

Additional information can be found on the Human Resources website.

B. Instructional Minutes within the Laboratory Schools

The Laboratory School Time Study Committee has recommended the following guidelines to be used for purposes of scheduling assignments. Faculty Associate assignments may be adjusted as necessary based on the individual circumstances and needs.

• Faculty Associates’ instructional assignments will generally follow the target range within their grade band. Part time will be assigned minutes proportional to their FTE and grade band.
• Faculty Associates teaching across bands will generally be assigned instructional minutes within the lesser requirement of the bands.
• Faculty Associates at the same grade level (K-8) will generally be assigned equal instructional minutes.
• Faculty Associates receive a duty-free, 30-minute lunch

Grade Band Targeted Instructional Minutes for 1.0 FTE (per week)

K - 4	1242-1518
5 - 8	1175-1436
9 - 12	1062-1298

Assignment of instructional minutes does not impact a Faculty Associates’ appointment or status as an exempt employee.

C. Instructional Minutes within HILIA Programming

Faculty Associates will be assigned instructional minutes dependent on the caseload they are assigned. Caseloads have the potential to vary year to year depending on the needs of the students receiving services through HILIA Programming.

Please see Appendix 4 for information for HILIA Faculty Associates

IV. Multiple or Secondary Appointments

A Faculty Associate’s primary appointment is within the Laboratory Schools. Faculty associates may on occasion be approved in secondary appointments in other university departments or in other areas of the Laboratory Schools. Please consult with Human Resources regarding appropriate approval processes. Any appointment outside of the Faculty Associates’ primary appointment is subject to 3.2.11 Employment in Excess of  Full Time Appointment | Policy | Illinois State  University. If any Faculty Associate plans to take a secondary appointment that may impact their primary appointment, the Faculty Associate would need approval from their supervisor and make appropriate arrangements to resolve conflicts in time and duties.

V. Appointment Decisions

The Superintendent of the Laboratory Schools, the Dean of the College of Education, the Vice President and Provost, and the President have the final decision regarding appointment and salary of new Faculty Associates.

VI. External Employment

Faculty Associates who engage in external employment outside of the University must complete the Request for Approval of Secondary/Outside Employment form and return it to the Superintendent for approval prior to the start of the project. In all cases, secondary employment must not interfere with a faculty member’s full university duties, including teaching, service work and research.

For a complete definition of External Employment and policies for external employment, see 3.3.7 Secondary/Outside Employment | Policy | Illinois State University

VII. Additional Responsibilities

Additional responsibilities may vary based on the unique needs of each building as determined by the building principal. Building principals will provide updated information regarding additional responsibilities on or before the first day of in- service in August after being reviewed by the respective building leadership teams. Additional responsibilities remain subject to change throughout the year.

A. Required Trainings

The following trainings are required as of the date of publication of this Handbook but are subject to change.

• Ethics Training
  The State Officials and Employees Ethics Act (5 ILCS 430/5-10) requires state employees to complete, at least annually, an ethics training course conducted by their state agency. It also requires that new employees complete ethics training within 30 days of the start of employment. More information about the University’s required training is available at: https://ethics.illinoisstate.edu/training/.
• Mandated Reporter Training
  All University personnel (including student employees) are required to complete Mandatory Reporting Training upon hire, as well as annually during the month of October to better educate themselves on these state and federal mandates and available resources. More information about these training reporting requirements is available at the Office for Equal Opportunity and Access: https://equalopportunity.illinoisstate.edu/training/.
• K-12 Mandatory Trainings
  Faculty Associates are required to complete additional training as required by applicable laws and ISU policy.

VIII. Additional Opportunities

A. Paid

Some of the opportunities discussed in Appendix 2 are paid while others are unpaid. For a list of stipend opportunities, see: Full List of Stipends

B. Unpaid

Examples of unpaid opportunities include but are not limited to serving as department chairs, leadership team representatives, some clubs, student supervision.

Please see Appendix 4 for information for HILIA Faculty Associates

VII. Legal Representation

In the event that any civil proceeding is commenced against any employee arising out of any act or omission occurring within the scope of his/her employment with the University, the employee is required to immediately notify the Office of General Counsel of such action. The Office of General Counsel will consult with the employee, the State of Illinois Attorney General, the University’s Risk Manager and other appropriate representatives to develop recommendations regarding the management of the case in accordance with the requirements of the State Employee Indemnification Act, including potential representation of the employee through the Attorney General’s Office. Should representation be provided by the Attorney General or other counsel retained by the University, the employee is required to cooperate with the representation to the best of their ability. If an employee declines representation provided by the Attorney General and/or the University and elects to retain their own counsel, representation would be the employee’s financial responsibility, Employees should note that representation will not be provided if the act or omission which gave rise to the claim was not within the scope of the employee's employment or was intentional, willful, or wanton misconduct.