Appointment and Evaluation of Faculty Appointed to Endowed Chairs and Professorships and Related Budgetary Matters
Appointment: University Policy
Section II.F. of the Georgia State University Faculty Handbook states:
A chair or professorship is not a tenurable designation. The appointment has no prescribed time limits and is subject to annual renewal by the Dean, unless otherwise specified in the agreement creating the chair or professorship. Written notice of non-renewal must be provided at least one year in advance of the termination date of the appointment.
Appointment and Evaluation: College Policies and Procedures
Searches for endowed chairs and professorships will be conducted in accordance with University policies and procedures applicable to all faculty searches and to Board of Regents policies applying to searches for endowed chairs and professorships.
In the case of so-called “quasi-endowment” professorships (i.e., a position with a flow of income to support the activities of the position but without a permanent endowment at the level required to meet Board of Regents policy for an endowed chair or professorship), at the beginning of the search, the Dean will determine, on the basis of budgetary feasibility, if the search will be restricted to internal candidates. If external candidates will be considered, the search will be conducted in accordance with University policies and procedures applicable to all faculty searches; however, the Dean may appoint an individual to the departmental search committee that represents the funding source of the professorship. For searches restricted to internal candidates, the head of the academic unit will solicit nominations and applications for the professorship from the faculty holding appointment in the academic unit. From the pool of applicants, the holder of the professorship will be chosen by a search committee. The search committee will be appointed by the Dean in consultation with the head of the academic unit and in reference to any relevant provisions of the donor agreement underlying the quasi-endowment professorship. The Dean may appoint an individual to the search committee that represents the donor. A majority of the members of the search committee will sign a memorandum to the head of the academic unit stating its recommendation. This memorandum and a memorandum of recommendations from the head of the academic unit will be forwarded to the Dean for review and approval.
Normally, a faculty member appointed to a chair or professorship will be employed on an academic year contract.
(Recommended by Executive Committee 6/98 and Faculty Affairs Committee 7/98)
Consistent with the College’s faculty teaching load policy, the teaching load of a faculty member holding a chair or professorship will be determined on an annual basis by the Dean in consultation with the head of the faculty member’s academic unit.
All RCB faculty are evaluated under the procedures contained in the College document titled “Faculty Performance: Planning, Development and Evaluation” (Section F(10) of the RCB Policies and Procedures Manual). Thus, a faculty member appointed to a chair or professorship will choose one of the five profiles, develop a one-year goal set consistent with the selected profile, and be evaluated by the head of the academic unit one year later through a comparison of the faculty member’s activities and accomplishments with the one-year goal set.
To some extent, the emphasis associated with the agreement underlying a given chair or professorship will influence the choice of profile chosen by the faculty member holding the chair or professorship. The profile chosen should be consistent with the written position description of the endowed faculty position.
Based on experience and changing conditions, it will probably become appropriate to amend or revise this position description over time. Accordingly, each year, as part of the annual performance evaluation review process pertaining to all faculty, the head of the academic unit will review the position description with the faculty member holding the chair or professorship; when changes in the position description are appropriate, they will be presented to the Dean for review and approval.
Renewal of Annual Appointment
Prior to the end of Spring Quarter, any faculty member currently appointed to a professorship or chair who the Dean has decided will not be renewed beyond the end of the succeeding academic year will receive a written notice of non-renewal. In reaching this decision, the Dean will consult, among others, with the head of the academic unit in which the faculty member holds faculty appointment. The results of any post-tenure cumulative review completed within the last year (see Section VI of the RCB promotion and tenure document in Section F(6) of the RCB Policies and Procedures Manual) will also serve as an input to this decision. Activities and accomplishments relative to the College standard for the chosen profile (which is consistent with the written position description for the specific chair or professorship) will be the primary factor in making the decision.
Related Budgetary Matters: College Policies and Procedures
Salary Supplement Relative to State-Funded Salary
The state-funded salary of an individual appointed to a chair or professorship should equal the “going rate” for an individual in that discipline of given rank and performance record. The purpose of a salary supplement provided by the endowment earnings of a chair or professorship is to supplement this “going rate” salary to attract people of exceptional ability from outside of the University to seek positions within the College and/or to encourage that individual to overcome the costs of relocation, breaking tenure, changing retirement systems, and other mobility costs associated with a senior faculty member making a move to another institution.
The amount of the salary supplement relative to the state-funded salary will primarily depend on the factors mentioned in the preceding paragraph. In any case, the salary supplement shall not exceed 50% of the state-funded AY contract salary (or, equivalently, 38% of a state-funded FY contract salary). There is no minimum supplement associated with a chair or professorship unless otherwise specified in the agreement establishing the endowed faculty position.
Supplement Relative to Endowment Earnings
The total cost of a salary supplement, all of which is payable from endowment earnings, equals the amount paid as gross income to the holder of the chair or professorship plus the employer contributions to a retirement plan. The salary supplement of a chair or professorship, including retirement plan contributions, should not exceed 90% of the endowment earnings in any one year.
The salary supplement recommended for the holder of a chair or professorship shall be reviewed annually by the Dean as part of the annual salary administration process of the College, which begins with a recommendation from the head of the academic unit.
Submission and Approval of Annual Budget
As part of the College’s annual budgetary process, the holder of the chair/professorship is responsible for developing a budget for the forthcoming fiscal year in consultation with the head of the academic unit in which the chair or professorship is housed. The budget, showing projected endowment earnings to be received during the fiscal year and all projected expenditures including salary supplements and employer contributions to retirement plans, is submitted to the Dean’s Office by the head of the academic unit for review and approval at the same time that academic unit budget requests are submitted.
Review and Approval of Chair/Professorship Expenditures through the GSU Foundation
The holder of the chair/professorship initiates disbursement requests and signs the GSU Foundation disbursement request form on the “requested by” signature line. The head of the academic unit reviews the disbursement request for consistency with the approved budget, indicating approval by signing on the “chairman/director” line of the disbursement request form, and forwards the form to the Dean’s Office for review and signature approval.