SUMMER FACULTY APPOINTMENTS
Teaching
Non-teaching
Summer Exceptions
Fringe Benefits on Summer Pay.
Sample Summer Form

STUDENT APPOINTMENTS
Student Title Definitions
Faculty Council Actions Relevant to AIs
Appointment Procedures
Student Agreement Form
Fee Remissions
Student Summer Appointments
Graduate Work-Study Guidelines .
Sample Appointment Form
Sample Application and Agreement Form

OTHER APPOINTMENTS
Faculty Part-time Appointment Prior to Retirement
Faculty Appointment after Retirement

Documents
Explanations and procedures in this section are based on
the following official documents located at the end of this Section.

The University Faculty Council and the Board of Trustees have approved a policy which requires that new appointees at faculty and librarian ranks be advised of all the terms of their appointment, the duration of the probationary period, and the criteria and procedures relevant to reappointment and tenure. (See DOCUMENT C-I.) The Dean of the Faculties Office has assumed responsibility for seeing that new faculty members and librarians are so advised.

This information is to be supplied to the appointee before or at the time of the initial appointment and must be agreed to in writing by the appointee. At the time the Board of Trustees or Administrative Officers officially approve the appointment, the Dean of the Faculties Office makes sure that the new faculty member has the following documents:

1. the signed Offer to Recommend Appointment which contains the tenure agreement;
   
2. a copy of the policy concerning reappointment and non-reappointment during the probationary period;
   
3. a copy of the Faculty Council procedures and criteria for promotion and tenure;
   
4. a copy of any school, department, and campus procedures and criteria for reappointment, promotion, and tenure decisions;
   
5. a form for the appointee to sign and return as an indication of agreement to all terms of the appointment, as well as the criteria and procedures described.

APPOINTMENT FORMS

The 3A Academic Personnel Action Recommendation Form (PAF) is available from Central Stores and is to be used for all academic non-student appointments. It is used for initial appointments by filling in only the left side of the form, and for all changes in status, whether budgetary or titular, by putting the present, preceding, or most recent appointment information on the left with a description of the changed status on the right.

All academic appointees are on either the academic year or the twelve-month payroll. None are paid on the bi-weekly payroll, and no time or absence records need be maintained. No students are appointed on these forms.

PAF SAMPLES

A copy of the instructions for filling out academic action forms followed by a set of samples which may serve as models for the various kinds of actions follow.

It is important that the attachments and explanations requested in the instructions accompany the form when it is sent forward. Note in particular that an attachment is required for all new academic appointees--the Personal and Professional History (see p. C-10 11). Signatures are required from, and the PAF should be circulated to, all units having budgetary or titular involvement with the action. It will help to speed up the whole appointment and compensation process if forms are complete when they reach the Dean of the Faculties Office.

INSTRUCTIONS FOR ACADEMIC PERSONNEL ACTION - RECOMMENDATION FORM 3A

The Academic Personnel Action Form (PAF) is the primary document completed to accomplish appointments and status changes for academic appointees with ranks beginning with IR, LI, MD, and RI.

Name and Action

This data identifies the employee to whom the action applies and the nature of the action.

Social Security Number: Enter the identification number assigned by the Social Security Administration. In the event that no number has been assigned, leave this blank. The Campus Payroll Office will assign a number to the appointee. Be certain the appointee has applied to the Social Security Administration for a number to be transmitted to the Campus Payroll Office.

Name: Enter the appointee's legal name in the format last, first, middle initial, suffix (e.g., McGrath, Kevin P., Jr.).

Campus Address: Enter the building and room or street address where the appointee is physically located and officially receives university correspondence.

Campus: Enter the campus where the appointee is physically located and officially receives university correspondence.

Recommended Actions: The codes listed below identify specifically the actions to be taken. Place an "X" in the box next to each action to be effected by the PAF. If there is a space for a code to the right of the checked action, write in one of the codes given below. If an unlisted action is to be performed, write it in the blank labeled Other/ Explanation. Also use this space to explain any action that is not self-evident.

ACTION CODES

APPOINTMENT
01 Initial Academic Appointment
02 Reappointment
CHANGE IN BUDGET PROVISION
13 Change in Percent Time
14 Change in Distribution
15 Change in Rate
16 Change in Pay Cycle
CHANGE IN WORK OR TITLE
17 Change in Rank
18 Change in Title
20 Add Title
LEAVES (Use reason code below or explain action.)
21 Take Leave
23 Cancel Leave
24 Change in Leave Dates
25 Change in Leave Type
SPECIAL ALLOWANCES
27 Administrative Supplement
28 Cost of Living Adjustment
29 Displacement Allowance
30 Overseas Allowance
31 Research Leave Supplement
OVERLOAD 09
SUMMER FACULTY APPOINTMENTS
05 Summer Curriculum Development
06 Summer Administration
SUMMER FACULTY APPOINTMENTS
07 Summer Research
08 Summer Teaching
TERMINATIONS 10
In explanation section supply reason:
Appointment Terminated
Appointment Expired
Disability Retirement
Early Retirement
Early Retirement under 18-20
Mandatory Retirement
Physical disability
Resignation
Cancellation
Other Employment
Deceased
OTHER
03 Intercampus Transfer
04 Transfer To/From Staff
36 Reclassification

Rank: Enter the official university rank code (see page A-3 for code options).

Title: Enter the official university title(s).

Department: Enter the functional unit in which the appointee fulfills the duties and responsibilities of the title.

School/Division/Campus: Enter the administrative unit to which the appointing department reports and the geographic campus location of the department awarding the title.

Title Start/Stop Dates: The month/day/year upon which the title(s) becomes effective and ends. For an academic year (10 pay) appointment only month and year are used (e.g., 8/85, 5/86). Leave the end date blank for non-limited or tenured appointments. (You may refer to the listings of all academic appointees sent out each Fall by the Dean of the Faculties to ascertain correct title starting dates.)

Effective Dates: Enter the dates when the funding distribution shown becomes effective and ends and when non-title actions become effective and end. For academic-year actions/funding use only month and year (e.g., 8/85, 5/86). For all others, use month/day/year.

Job Number: Currently this field is not used--please leave it blank.

Voucher Distribution Account: This is an identifying account number which may be used to facilitate management of funding. If an entry is made in this field, all account distributions for this action will appear on the voucher of the account entered. (The account manager must have signature authority for all accounts.) If no entry is made, accounts are listed on separate account vouchers. This option allows the management of all account distributions from one place. (This option will not be utilized until new monthly vouchers are available.)

PAF Distribution Department: Currently this field is not used--please leave it blank.

Pay Cycle: Place an "X" in the box next to the schedule of payments to the appointee--whether ten payments per year (academic year), twelve payments per year (fiscal year), or a summer payroll. (Leave boxes blank for summer appointments not coinciding with summer session.)

Full-Time Rate/Base: Enter the full-time annual rate upon which remuneration paid to this appointee is based. The base indicates whether the full-time rate is on a ten payment (academic year) or twelve payment (fiscal year) basis.

Account Number: Enter the seven digit number for the account referenced.

Position Number: Enter the four digit number assigned to the position in the budget. (If position is unknown, leave blank and the Budget Office will assign the next available line number.)

Pay Period Amount: Enter the amount to be paid for a full pay period from the designated account--do not compute partial pay period amounts.

Total Amount: Enter the total amount to be paid from the designated account for the period indicated by the effective dates. If partial pay periods are involved, confer with the Campus Payroll Clerk responsible for the account.

Percent Time: Enter the percent of full-time expended by the appointee on the activity or project funded by the account during the period indicated by the effective dates.

Earnings Type: Enter the appropriate code(s) to describe the type of earnings. The codes are:

ACADEMIC YEAR	FISCAL YEAR
A10- 10 Pay Academic	A12- 12 Pay Academic
A01- 10 Pay Academic Overload	A02- 12 Pay Academic Overload
R10- 10 Pay Research Leave Supplement	R12- 12 Pay Research Leave Supplement
OSA- 10 Pay Overseas Allowance	OSS- 12 Pay Overseas Allowance
DSP- 10 Pay Displacement Allowance	DSP- 12 Pay Displacement Allowance
COL - 10 Pay Cost of Living Allowance	COL - 12 Pay Cost of Living Allowance

SAF - Summer Academic--Irregular
SMF - Summer Academic Summer Session

Totals: Enter the sum of figures in the Pay Period Amount, Total Amount and Percent Time columns.

Budgeted Position: If the position has sufficient funds to accommodate the recommended action, put an "X" in the BUDGETED POSITION box, skip over the remaining instructions and proceed to the Nine Month Indicator section below.

Salary Level: If additional funds are required and the source is from an academic position(s) within the same account, put an "X" in the SALARY LEVEL box, and enter the account position and amount information (current and/or base). The position identified is the position from which the additional funds will be transferred. (No separate budget transfer form is required.)

Budget Transfer: If the source of additional funds is from a non-academic expense level or from another source, put an "X" in the BUDGET TRANSFER box and enter the account, positions and amount information (current and/or base). A separate budget transfer form is required to transfer the additional funds.

Nine Month Indicator: Enter an "X" in the YES box if appointee will work at least nine months. This indicates whether the appointee qualifies for certain benefits.

Affirmative Action Compliance: An "X" in the ON FILE box indicates that the required Affirmative Action documentation is on file; an "X" in the NOT REQUIRED box indicates that Affirmative Action documentation is not necessary.

Name of Person Being Replaced: Enter the name of the previous incumbent in the position, if applicable.

Attachments for Appointments of Persons New to Indiana University: (Initial Appointments). All new appointment recommendations should be accompanied by the I-9 Form and the Personal and Professional History Form. Documentation of the recruitment process, the Offer Request Form, etc., should have been submitted earlier to the Dean of the Faculties Office via the Dean's Office and the Affirmative Action Office. These items will be added to the appointment file by that office. All appointments to full-time faculty/lecturer/librarian positions should be accompanied by the Offer to Recommend Appointment form (which serves as the tenure agreement). Three to six letters of recommendation, the letter offering to recommend the appointment, and the letter of acceptance of the offer to recommend should have been submitted earlier to the Dean of the Faculties Office and will be added to the appointment file by that office. Appointments to visiting faculty/lecturer/librarian ranks need only the Personal and Professional History form attached.

I-9 Form: Under the Immigration Reform and Control Act of 1986, Indiana University is required to have completed an I-9 Form (see p. C-12) for every new appointee, regardless of rank, FTE, or duration of appointment. Each department is charged with executing the I-9, requiring the new appointee to complete and sign the top section with a departmental employee viewing the required original documents (copies are not acceptable) and signing the I-9 so certifying. The forms are available from Central Stores and a complete set of instructions is available from the Dean of the Faculties Records Office (855-0145).

Note on Terminations: (Unemployment Insurance Requirement): Indicate the reason for the termination in the space provided at the bottom of the form. University liability for unemployment insurance benefits is determined by cause of termination, whether attributable to the employer or the employee. Following is a list of causes:
- to accept other employment (name new employer, if known, and effective date of that employment);
- physical condition (list condition if known);
- voluntary resignation (attach signed resignation letter and list reason, if known)
- expiration of limited term appointment;
- involuntary separation or discharge (list reason);
- other (explain).

If this employee has been a candidate for a degree from I.U. during this period of employment, please indicate what degree, hours enrolled for during the period, degrees conferred, etc.

Additional Information Section: Use the space at the bottom of the form to provide additional information on such actions as Initial Appointment, Change in Work or Title, Salary Increases, Requests for LWOP: e.g., name of individual being replaced, justification for salary increase, description of new duties, purpose of LWOP, etc.--use this space to explain actions.

APPOINTMENT DATES

The academic year has traditionally been only vaguely defined. The needs of the department or school and of the faculty have dictated arrivals and departures for each academic year. While there is virtue in maintaining flexibility of working arrangements, this flexibility has created problems in connection with insurance, payroll, and unemployment insurance. In consequence, the academic year has been officially defined by the Administrative Committee as beginning one week before the first day of classes and ending on commencement. For appointment purposes, however, all non-student academic year e-docs should reflect an academic year action as being effective from August 1 through May 31.

SUMMER FACULTY APPOINTMENTS TEACHING

Summer school course lengths are set by the academic unit offering the course, with the maximum limit of six weeks in the first summer session and eight weeks in the second summer session. Pay is normally by 3-credit course, doubling for two courses, and varying otherwise only if courses are offered for fewer or more than 3 credits. (See DOCUMENT C-II.) The salary schedule in terms of FTE and percent of previous academic year salary is as follows:

COURSE(S)	SESSION	EFFORT	PAY
One 3-cr	Intensive Session	100% (3 weeks)	11.0%
One 3-cr	Summer Session I or II	50% (6-8 weeks)	11.0%
Two 3-cr	Summer Session I or II	100% (6-8 weeks)	22.0%

The normal summer appointment for activities other than teaching, on general funds or on outside (contract or grant) funds, is two calendar months (nine weeks) full-time at a salary rate not to exceed 2.5% per week based on the previous year's salary, or 22.5% total. Appointments beyond the norm may be made in cases of institutional need (if on general funds) or project need (if on grant funds) and in the latter case if permitted by the funding agency, to a maximum of 11 weeks and 27.5% of academic year rate.

SUMMER EXCEPTIONS

Summer appointments for teaching, non-teaching activities, or a combination thereof, which are in excess of eleven weeks full-time may be approved by the Dean of the Faculties if recommended by the chair and dean, if institutional or project need can be demonstrated, if permitted by any granting agency involved, and if FTE is not greater than 100% during any period on appointment. Permission to go beyond the 11-week/27.5% limitation must be requested from the Dean of the Faculties prior to appointment. The faculty member must be ready to attest that the entire period(s) of the appointment(s) will be spent working on the designated project(s)/course(s). In no case will an exception be granted beyond 13-weeks (32 1/2% of academic year salary).

FRINGE BENEFITS ON SUMMER PAY

The Bloomington Faculty Council Summer Faculty Salary Policy includes a provision that, "(B)eginning in summer 1993 and continuing thereafter, retirement benefits should be paid for summer teachers" (DOCUMENT C-II).

TIMELY APPOINTMENTS

In order to process the payroll and assure full payment, summer appointment forms must be in the Dean of the Faculties Office before the effective date of action.

SUMMER LIST APPOINTMENTS

Graduate students are appointed in a number of capacities on the Bloomington campus. The Bloomington Faculty Council approved the definitions of Associate Instructor and Faculty Assistant on March 2, 1971. (See DOCUMENT C-III.) The administration of the campus has defined three other categories: Research Assistant, Graduate Assistant, and Student Counselor. Appointees under all of these titles are normally limited to a 50% workload (20 hours per week) and for most purposes are primarily treated as students, rather than employees of the University. Students are not eligible for employee fringe benefits (life and medical insurance, retirement plans, fee courtesy, etc.) but are entitled as students to student health insurance.

STUDENT TITLE DEFINITIONS

Title definitions for student academic appointees are:

Faculty Assistant. (AA81) A graduate student who holds an academic appointment, and who performs non-teaching services in an instructional program, where the services are equivalent in importance to those performed by Associate Instructors.

Graduate Assistant. (AA82) A graduate student who, in an academic department or in an administrative office, assists in work associated with the duties of the faculty members or administrators, such as library searches, curricular development, or paper grading, and who is not an Associate Instructor, Research Assistant, Student Counselor, or Faculty Assistant.

Research Assistant. (AA88) A graduate student who is engaged in or assists with original, professional-level research.

Student Counselor. (AA83) A graduate student who is employed by the Division of Student Personnel, the University Division, or another division of the University having responsibilities in the area of student services, and who is engaged in the guidance and counseling of other students.

Associate Instructor. (IR81) A graduate student who is employed as a teacher and engages in activity as a teacher. Teaching consists of the activities of teaching, lecturing, tutoring, instructing, laboratory assisting in an instructional role, and the like in the activity of imparting knowledge, providing the employee has responsibility for assigning grades for at least a portion of a course and has direct contact with students.

The Faculty Council has taken a number of actions affecting Associate Instructors. (See DOCUMENTS C-IV through C IX.) Associate Instructors elect three of their members who serve as voting members of the Bloomington Faculty Council. The Council has established a standing committee, the AI Affairs Committee, which reviews policies, recommends changes and new policies, conducts elections, disseminates information about the status of Associate Instructors, and serves as an informal mediator in disputes involving Associate Instructors. An AI Board of Review, composed of three faculty members and three Associate Instructors, is elected by the Faculty Council to deal with formal grievances. (See DOCUMENT D-XVII.) The Bloomington Faculty Council has also specified that Associate Instructors shall:

1. be employed under a written agreement,
   
2. be provided copies of the Faculty (Academic) Handbook,
   
3. be provided (by supervising faculty or departmental chairperson) a written set of guidelines dealing with the teaching objectives and administrative responsibilities established by the supervisor for the course in which the AI is to function,
   
4. (foreign graduate students whose native language is not English) be tested to ensure adequate proficiency in English,
   
5. be provided parking privileges similar to those provided full-time appointees,
   
6. be included on appropriate departmental committees (at least one AI per committee where possible),
   
7. be assigned at an FTE which is commensurate with the amount of work performed, taking into consideration preparation time and office hours,
   
8. be provided a minimum 50% stipend as established by the Budgetary Affairs Committee of the BFC, but preferably a stipend comparable to or better than students in peer units at other institutions,
   
9. be terminated in mid-appointment only by the procedures specified by the Faculty Council which are described in DOCUMENT C-IV.
   
10. be selected according to the procedures and using the criteria specified by the BFC (DOCUMENT C-IX).

Student academic appointments are to be made on special student listing forms (see p. C-19). All student academic appointees including those on the Graduate Work Study Program (see p. C-17) will be paid on the monthly, academic year or summer session payroll. Where a student's work is directly tied to an academic year or summer session program (usually Associate Instructors), appointments will be on an academic year or summer session basis. Students involved in projects or work not tied to the academic year will be appointed on a monthly basis with fixed starting and ending dates. (Appointments may begin and end in mid-month, e.g., August 28, 1989 through April 27, 1990). General guidelines are:

1. Student academic appointees must be graduate students who are degree candidates and are expected to be enrolled during the period of appointment either for course work, for G900, or G901. Appointees at .375 or greater FTE must enroll in six hours.
   
2. Students are normally limited to .50 FTE (half-time) appointments.
   
3. Prior permission must be obtained from the Dean of the Faculties Office for exceptions to the .50 FTE maximum on student appointments. This applies to any combination of appointments that exceeds .50 FTE. Approval will be contingent on the advice of a student's primary faculty advisor and the need for the additional services of the student.
   
4. For a 50% (20 hours per week) appointment, a minimum salary for the academic year is established each year. The actual salary takes the following factors into account: a) responsibilities assigned, b) personal qualifications and previous experience, c) educational level of appointee, and d) years of experience as a student appointee.
   

STUDENT AGREEMENT FORMS

1. An "Agreement" form (see p. C-20) must be completed for each appointment. Copies one and two of this form are for the appointee and the chairperson/dean. The third copy of the "Agreement" is to be sent to the Office of the Dean of the Faculties.
   
2. Every student academic appointee must be provided a Student Academic Appointees Handbook. A supply of these handbooks is provided to each department in the fall.

Procedures for Departmental Fee Remission Awards are issued yearly by the Dean for Budgetary Administration and Planning after consultation with the Dean of the Faculties. In making student academic appointments you should note that the following guidelines normally apply.
1. Student must hold an appointment as an Associate Instructor, Research Assistant, Graduate Assistant, or Faculty Assistant.
2. Student must not be appointed at over .75 FTE.
3. Students with a total FTE of .50 to .75 must be awarded a full fee remission and must enroll in six hours of credit per semester.
4. Fee remissions may be awarded at less than .50 FTE, at departmental discretion.
5. Post-90 hour students must be appointed (if appointed at all) to at least .375 FTE status. If awarded a fee remission, such students must receive a full fee remission, and must receive a full fee remission, and must enroll in six hours.
6. Students with a total FTE of .50 to .75 for both semesters of an academic year must receive a fee remission for six hours of summer enrollment if they enroll for summer session(s).
7. Students with summer appointments who did not hold appointments for the fall and spring semesters of the previous year may, at the department's discretion, be awarded a fee remission for up to six hours for summer enrollment.

STUDENT SUMMER APPOINTMENTS

The guidelines for appointing students during the summer as Associate Instructors, Research Assistants, Faculty Assistants, Graduate Assistants, and Student Counselors, have generally received little publicity, and Schools and Departments, with the limited funds available during the summer, have attempted to give employment where deserved and needed. Practices have varied widely. Although flexibility is desirable and obtainable, some guidelines are necessary so that students are treated fairly across units. In addition, the minimum salary requirements imposed by the Faculty Council need interpretation as applied to summer appointments.

FTE

Appointments up to 1.00 FTE for summer will be approved without special exceptions.

SALARY

The rate of pay may be set freely between established minimum and maximum rates. Contact Faculty Records (855-4669) for the current minimum and maximum rates.

EXEMPTION FROM FICA TAX

Graduate students on student academic appointments who are enrolled in six credit hours or more in a given semester (or who are enrolled in three credit hours or more in a given summer session), or who are enrolled in G901 or the equivalent, will be treated as exempt from FICA taxation on wages that are paid during any part of the given semester or session.

APPOINTMENT PERIODS AND PAYROLL

As with faculty on academic year appointments, students holding academic year appointments (as is usually the case with Associate Instructors during the preceding year) will normally be limited to a nine-week appointment during the period between Commencement and the official start of the academic year. All student appointments are on the monthly or academic year payroll. For summer, they are on the monthly or summer session payroll. Summer Session may be indicated (SSI, SSII, Intensive I, etc.) in lieu of dates of appointment.

GRADUATE WORK STUDY PROGRAM

The following procedure should be followed in appointing students in connection with the Graduate Student Work Study Program. Please note that these appointees are paid exactly like all other student appointees on the monthly payroll--time sheets need not be maintained.

1. Academic appointments of graduate students as Associate Instructors, Graduate Assistants, Faculty Assistants, Research Assistants, and Student Counselors may be made utilizing the Graduate Work Study Program only under the following conditions:
   
   1. The graduate student qualifies, according to the department's or school's usual criteria for such an appointment. Duties will be consistent with the definitions of these titles found in the Academic Guide (p. C- 16).
      
   2. The graduate student will be enrolled for credit during the period of appointment.
      
   3. Funds for 30% of the salary are available in a 2300 line in the department or school budget, which can be utilized in the special Graduate Work Study line, 2360.
      
   4. The graduate student is approved (informally) by the Office of Student Financial Assistance for a Graduate Work Study Award.
   
   
2. If the above conditions have been met, you should:
   
   1. Submit request forms to the Office of Student Financial Assistance.
      
   2. Initiate an appointment form at this time.
      
      1. Use the regular Student Academic Appointment form used for all other student academic appointments.
         
      2. Do not mix Graduate Work Study appointments and departmentally funded appointments on the same form.
         
      3. Use the usual rank codes for academic student appointees on Graduate Work Study: IR81, AA81, AA82, AA83, AA88.
         
      4. Use position number "2360" for all Graduate Work Study appointments. This is critical to effect the charge of 70% of the expense to the Work Study account rather than the Department account.
         
      5. Complete a "Student Application and Agreement " form (see following page) as for all other student academic appointments and be sure appointees have a copy of the Student Academic Appointees Handbook.
      
      
   3. Pull and send the Payroll advance copy (pink) of the Student Academic Appointment form immediately to Bryan Hall 016; DO NOT HOLD IT. Send all other copies, accompanied by the pink copy of the "Student Application and Agreement" form, to the School or College Dean who will then forward the forms to Bloomington Faculty Records, Bryan Hall 016.

Note that Payroll Withholding Forms and the general policies for employing graduate students are the same as for all academic student appointees.

Please submit student appointment forms and copies of agreement forms as soon as the Office of Student Financial Assistance advises you of eligibilities. Should a Graduate Work Study appointment need to be changed or canceled, submit another appointment form so indicating.

PRIOR TO RETIREMENT

The Bloomington Campus administration has for several years recognized an increasing interest on the part of senior faculty members in reduced or part-time assignments, prior to retirement. In such cases, assignments have been worked out to reduce departmental responsibilities, while providing a partial salary and fringe benefits. No formalized policy has emerged yet, but chairpersons and faculty members should be aware of this possibility. Inquiries should be addressed to the Vice President, Bloomington.


AFTER RETIREMENT

In unusual circumstances, it is possible to appoint a retired faculty member to teach a semester or so. On the occasions when the Trustees of Indiana University have approved such an arrangement, it has normally been on a part-time basis, of short duration, and to fill a University need. There must be compelling reasons to justify such an appointment to the Trustees. The retired faculty member should be urged, when contemplating a post-retirement appointment, to contact the retirement office concerning the possible impact on retirement income.

1. Notice of Terms of Initial Appointment
   
   1. Before a faculty member or librarian is appointed to rank in the University, the initial salary, rank, years in rank elsewhere countable towards tenure, and duration of the initial appointment and of the probationary period shall be stated in writing and placed in the possession of the University and the faculty member or librarian.
      
   2. The faculty member or librarian shall also be advised in writing, before or at the time of the initial appointment, of the criteria and procedures employed in recommendations and decisions about reappointment and the award of tenure specified in the handbook. Special procedures customarily employed in the department, school, program, division, or library unit of the University in which the faculty member or librarian is appointed shall be specified clearly.
      
   3. The faculty member or librarian shall acknowledge in writing at the time of acceptance of the appointment that the conditions and terms of the initial appointment, as well as the criteria and procedures for reappointment and tenure are agreed to.

1. Principles:
   
   1. Faculty should receive a consistent amount of pay for a course based on credit hours or contact minutes.
      
   2. The rate of pay should be increased to a rate comparable to that of other Big Ten universities.
      
   3. Summer teachers should receive retirement benefits.
      
   4. The length of a course should be determined by the academic unit offering the course, within the practical limits of a maximum of 6 weeks in Summer Session I and 8 weeks in Summer Session II.

2. Implementation:
   
   1. In Summer 1990, summer salary for one 3-credit course should be set at 10% of academic year remuneration; in Summer 1991, the salary rate should increase to 10.5% of academic year remuneration; in Summer 1992, the salary rate should increase to 11% of academic year remuneration; beginning in Summer 1993 and continuing thereafter, retirement benefits should be paid for summer teachers.
      
   2. Summer school course lengths are set by the academic unit offering the courses, with the maximum limit of six weeks in the first summer session and eight weeks in the second summer session. Pay is normally by3-credit course, doubling for two courses and varying otherwise only if courses are offered for fewer or more than 3 credits.
      
   3. Clarification of our previous resolution on faculty summer compensation: it should start this summer (1990) but it is not going to go into effect. And, therefore, next year is year two even though there is not a year one. This means that in summer of 1991 the salary rate of increase would be 10.5% for both teachers in the six week session and the eight week session.

Faculty Assistant:
A Faculty Assistant is a graduate student who holds an academic appointment, and who performs non-teaching services in an instructional program, where the services are equivalent in importance to those performed by an Associate Instructor.

Graduate students classified as Faculty Assistants, since they have professional responsibilities analogous to those accorded to Associate Instructors, shall have also all privileges accorded to Associate Instructors in the Faculty Council action creating the Associate Instructor category.

The membership of the Bloomington Faculty Council shall include, as full voting members, three Associate Instructor members, elected by the Associate Instructors each fall for a one-year term, according to election procedures established by the Faculty Council. (Later action by the Council removed the election to the spring.)

The Faculty Council establishes as a standing committee of the Council an Associate Instructor Affairs Committee, to be composed of three full-time faculty members and three Associate Instructors from the College of Arts and Sciences, and one full-time faculty member and one Associate Instructor from each of the other schools on the Bloomington Campus having ten or more Associate Instructors. One ex-officio member will represent the Vice President, Bloomington's Office.

The AI Affairs Committee shall be charged with:

1. The continuing study of problems related to working conditions, status, evaluation, and training of AIs, and with initiating action directed toward a solution of these problems.
   
2. The formulation of policies and criteria for the purpose of assisting Chairpersons, Deans, and others in determining eligibility to the status of Associate Instructor.
   
3. The implementation of the election procedure of Associate Instructors to the Faculty Council.
   
4. The collection and dissemination to AIs, full-time faculty, and administration, at least once a year, of pertinent and precise information concerning the number of AIs, their teaching assignments, salary scales, responsibilities, evaluation, and related questions.

This committee should also work out grievance procedures involving academic freedom, salary adjustments, reappointments, nature and conditions related to work, and problems. Grievance procedures should approximate as far as possible those followed by the Faculty Board of Review. It should hear grievance cases and make recommendations for final action to the Vice President, Bloomington. (See Associate Instructor Board of Review, DOCUMENT D-XVII.) The committee is requested to make an interim report to the Faculty Council by the end of the first semester of the academic year l969-70, at which time the permanent status and responsibilities of the committee shall be determined. (See AI Affairs Committee, above.)

The election of Associate Instructor representatives to the Bloomington Faculty Council shall be the responsibility of the Council's AI Affairs Committee. The results of this election will be reported to the Council by the April meeting. The AI representatives selected in this election will serve as voting members of the Council for the following academic year.

In recognition of the dual status of AIs, they shall remain subject to the Student Code of Conduct, pay the allocated student fees, and retain their full franchise as students.

The Faculty [Academic] Handbook shall be given to all Associate Instructors upon their appointment. Sections of the Handbook should be rewritten to assure they cover Associate Instructors.

All Associate Instructors shall be employed under a written appointment. A copy of this appointment is to be signed by the Associate Instructor, by the Department Chairperson or the Dean or their representative, and by the Vice President or his representative, and given, if possible, to the Associate Instructor prior to the beginning of his or her duties. A written agreement is to be used wherever possible for the academic year l970-7l; a written agreement must be used subsequently.

All departments and schools of the Bloomington Campus shall adopt the form appended to this recommendation as the written appointment for their Associate Instructors. [See page C-20.]

Associate Instructors shall be enabled to buy parking permits in the same way as any other member of the instructional staff, pending resolution of any differences between this report and that of the Parking Committee. [The Parking Committee found this plan workable, and AIs may purchase any one of the decals available to full-time employees.]

All schools shall be required to adopt a uniform policy concerning the termination of an Associate Instructor prior to expiration of the appointment, and that this policy be that described below:

Early Termination: The termination of an Associate Instructor appointment prior to its normal expiration is expected to occur only under extraordinary circumstances. Accordingly, the causes and procedures associated with termination must be uniformly defined for all schools. They are set forth below.

1. Termination by mutual agreement between the Associate Instructor and the Department Chairperson or Dean may be effected at any time. The Vice President must be advised of such an action by written notification signed by both the Associate Instructor and the Department Chairperson or Dean.
   
2. An Associate Instructor may terminate the appointment at the end of a semester's duties for reason of personal hardship. This should be effected by written notification to the Department Chairperson or Dean and to the Vice President at least four weeks prior to the end of the semester. Only in the case of the most severe personal hardship or in the case of unalleviated breach of agreement by the University should termination by the Associate Instructor occur during a semester.
   
3. The appointment is subject to termination by the Department Chairperson or Dean if the enrollment of the Associate Instructor in his departmental graduate program ceases.
   
4. The appointment is subject to termination by the Department Chairperson or Dean or by the Vice President for serious failure in assigned duties or for conduct otherwise at severe variance with that normally expected of University Faculty.

This termination must be effected by written notification to the Associate Instructor, and whenever possible, it will become effective at the conclusion of a semester's duties. If, however, in the judgment of the person initiating termination, continuance of the Associate Instructor in his/her position to the semester's end would cause grave harm to a segment of the University community or a gross breach of the University's educational obligations to students, termination can occur during the semester. In this case, the Associate Instructor must first be placed under suspension from duties with pay for l4 days pending initiation of an appeal.

The Associate Instructor may appeal any termination proceedings by using the grievance procedures established for disputes involving Associate Instructors. In no case can a contested termination become effective prior to l4 days from issuance of notice of termination. If the Associate Instructor wishes to appeal the decision for termination, written notification of intent must be given to the Vice President within this l4-day period or the right to appeal is forfeited. The Vice President upon receipt of notification of appeal will direct that the Associate Instructor be continued in assignment with pay, or be given alternate duties with pay, or be suspended with pay until appeal proceedings are completed.

[For grievance procedures and appeal mechanisms, see DOCUMENT D-XVII.]

1. The deans of the schools and the College shall be charged with the responsibility for insuring that each of their units employing associate instructors provides their AIs with a program of teacher training, supervision, and development. Possible models are described in the appendix [Circular B3-87].
   
2. The deans shall obtain descriptions of the AI training and supervision programs existing within their units by October 1, 1987.
   
3. The deans shall report to the Dean of the Faculties by November 1 of each year, starting in 1987, on the compliance of their units in providing the program called for by Resolution #1. The Dean of Faculties shall share this information with the Bloomington Faculty Council's AI Affairs Committee and Educational Policies Committee.
   
4. The campus administration and school deans shall be urged to consider the development of effective AI training programs as a positive factor when considering increases in AI budgets.

1. Foreign graduate students whose native language is not English shall be tested by the Center for English Language Training at Indiana University to ensure that they have adequate proficiency in the language before they may be allowed to engage in direct instruction of students. Students who do not demonstrate such a level of proficiency will not be permitted to teach.
   

2. The AI Affairs Committee of the Bloomington Faculty Council shall review the implementation of this policy after one year and report back to the BFC on the progress of implementation.

Implementation Procedures

1. Publicity:
   All official university documents and materials which are addressed to foreign students and which deal with associate instructorships must make clear and prominent references to this policy.
   
2. Appointments:
   
   1. Department chairmen in their initial correspondence with prospective AIs must make specific reference to Indiana University's policy concerning English proficiency for foreign AIs. The chairmen must also outline the procedures which the student must follow upon arrival in Bloomington and the alternatives which he/she will face in the event he/she fails to meet the minimum standard of proficiency in English established by CELT.
      
   2. To reduce the hazards of offering an associate instructorship to a foreign student who does not have sufficient proficiency in English, departments should require that all candidates present an acceptable TOEFL score or such other evidence of adequate proficiency in English as extensive residence in an English-speaking country. At the present time CELT recommends a TOEFL score of 550 as a minimum probable indication that the student will be able to demonstrate proficiency upon arrival. Additionally, the TOEFL test should be taken within the 6-month period immediately prior to the proposed term of appointment as an AI.
      
   3. The Student Academic Appointment Form for a foreign student must be accompanied by a certificate of proficiency issued by CELT, indicating that the student has demonstrated adequate proficiency in English if the student is to be appointed as an AI. In the absence of such a certificate, it is incumbent upon the chairman to establish to the satisfaction of the Dean of the Faculties that the department will make adequate use of the services of the foreign student.
      
   4. Departments which have made a financial commitment to a foreign student prior to taking the CELT proficiency test must be prepared to honor that commitment regardless of whether or not the student passes the test. Departments which hire a large number of foreign students must consider in advance duties which can be assigned to individuals who fail at first to qualify for an associate instructorship.
   
   
3. CELT Proficiency Test:
   
   1. The English proficiency test for foreign students should be given a least twice a year, immediately prior to registration week during both fall and spring semesters.
      
   2. The cost of the English proficiency test will be waived (1) the first time a student takes it or (2) the second time a student takes it IF the student has satisfactorily completed an appropriate course of study in English as designated by CELT.
   
   
4. CELT Foreign Language Courses:
   
   1. Foreign students who have an appointment in the university but who fail to meet the standard of proficiency in English established by CELT must enroll in a course of study of English designated by the Center. Any foreign student desirous of an associate instructorship, regardless of whether he/she already holds an appointment, will be strongly encouraged to enroll in course work in English if he/she fails the CELT test.
      
   2. Foreign students with a fee remission should be allowed to apply a portion of that remission to the cost of taking courses in English.
   
   
5. AI Training Programs:
   
   1. Individual departments should build into their AI training programs segments which address themselves to presentational skills which are appropriate for all AIs, foreign as well as non-foreign.
      
   2. Cultural differences can play an important role in instructional situations and lead to conflict and misunderstanding (e.g., societal attitudes toward women as students). Again, AI training programs or supervisory procedures can be used effectively to anticipate and deal with such issues.
      
   3. Foreign students who cannot be appointed as AIs because they fail to meet CELT's standard of proficiency should be allowed to take full part in departmental AI training programs while they are studying English through formal CELT course work.

1. Each academic unit which is subject to a Planning for Excellence review should undertake to make its academic assistant stipends comparable to or better than its peer units at other universities. Specifically, its typical AI stipend (after taking into consideration variations in the typical work load, fees, and fee remissions) should be at least as comparable to the typical AI stipend at peer units as its faculty compensation is comparable to faculty compensation at peer units. The unit, using Planning for Excellence information and other information available to the unit, should prepare a plan for achieving this goal. In formulating its plan, the unit should first consider means within its own resources for meeting the goal. The unit's plan and its progress on the plan should be reviewed at its annual budget conference. (Note: "Typical" was used rather than "average" in order to be consistent with the Planning for Excellence questionnaire.)

2. 
   
   1. A minimum stipend for associate instructors should be determined jointly by the Bloomington Administration and the Budgetary Affairs Committee of the Bloomington Faculty Council and should be reviewed and/or adjusted annually.
      
   2. Exceptions to the minimum stipend for associate instructors jointly determined by the Bloomington Faculty Council Budgetary Affairs Committee and the Bloomington Campus Administration will be permissible only under compelling circumstances and by five years hence only in rare cases. Such exceptions must be justified in writing by the administrative officer(s) responsible for setting the stipend and must be approved by the Vice President, Bloomington. Reasons for the approved exceptions shall be available in writing to affected associate instructors upon request to the Office of the Vice President.
   
   
3. The Bloomington Faculty Council recommends that the Vice President, Bloomington, consider establishing a matching fund for academic assistant budgets as described in the following guidelines:
   
   1. For each of the next five years, the campus' base budget should include a matching fund of at least $l00,000 committed to solving academic assistant funding problems. This fund should be administered by the Vice President and the Dean for Budgetary Administration and Planning with the advice of the Bloomington Faculty Council Budgetary Affairs Committee.
      
   2. The schools and college which reallocate funds internally to their academic assistant base budgets may request additional base funds for their academic assistant budgets from the matching fund on a dollar-for-dollar basis via a base budget transfer. The administrators of the fund should take into account in their allocation decisions the needs, quality, plans, and special circumstances of the units.
      
   3. A school or college some of whose stipends are below either the campus minimum or the typical stipend of their peers must use its reallocated funds and matching funds to increase stipends rather than to increase the number of appointees.
      
   4. If within four years of obtaining matching funds a school or college either reallocates its academic assistant base budget or transfers funds during a budget year from its academic assistant account for a purpose other than academic assistant support--except when the reallocation or transfer is to meet a required reversion to the campus-- then it must return an equal reallocation or transfer (up to the total amount of matching funds it has received) to the campus for use to support academic assistants in other units.

1. All available student instructional appointments and other university-funded research and graduate assistantships, including associate instructorships, should be posted, advertised, or otherwise made publicly known to all graduate students in the program while there is ample opportunity for them to apply.
   
2. For all student academic appointments open to graduate students, departments or schools should provide job descriptions which include the FTE, the amount of supervision, the nature of the responsibilities, and the extent of the graduate student's authority.
   
3. There must be a regular application process. Continuing students may not have to submit the same application as new students, but they should all be invited to submit in writing an indication of their continued interest and must have submitted such a statement in order to be considered.
   
4. The criteria for selection and/or continuation (e.g., GPA, recommendations, fields, student evaluations, faculty evaluations, etc.) should be clearly defined and known to applicants. Any non-discretionary criteria for appointment (e.g., limit of two years as AI) should also be noted.
5. A faculty committee should consider and evaluate all applications for these positions based on the stated criteria. Committee members should be available to applicants to discuss the basis for making decisions and to advise unsuccessful applicants how they can improve their chances for selection.
   
6. Items #1, #2, #3, and #5 would not apply to new sections added at registration or to emergencies. In emergeny situations the criteria in item #4 should apply.

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