| Part-time employee benefits workload threshold | Average less than 30 adjunct hours of service per active semester weeks over the look-back period, as calculated during the administrative period. |
|---|---|
| Course workload | 1 WLU is 1.125 adjunct hours of service (ahs) per semester week |
| Other workload | 1 WLU is 1 adjunct hours of service (ahs) per semester week |
| Compensation | |
| Adjunct rate | $450 per faculty workload unit (WLU) [up to $2700 per course]. |
Like full-time faculty, adjunct faculty can carry workload for residential and online programs. KYSU Online uses the values and system for tracking faculty workload units (WLU) to determine workload capacity for adjuncts and to project average adjunct hours of service.
See the KYSU Online Faculty Workload Policy and the KYSU Online Faculty Workload Procedures for additional details.
Since KYSU Online offers courses in subterms, workload calculations must factor in the compression of a semester-length course into a subterm. This has an amplifying effect on calculations of adjunct hours of service. In other words, if an adjunct delivers the WLU in half the number of semester weeks, there is a corollary doubling of the adjunct hours of service in each delivery week. This is important because the average adjunct hours of service per week, which is calculated during the look-back period, only considers active weeks. So, the same workload can lead to different ahs calculations depending on how it is distributed across terms and subterms.
See the KYSU Online Faculty Workload Policy and the KYSU Online Faculty Workload Procedures for additional details.
Online faculty are compensated at a standard rate of $450 per workload unit (WLU) up to 6 WLU per course, apart from low-enrollment and over-enrollment pay adjustments. See the pay scales in the document, KYSU Online Faculty Workload Procedures, for additional details. Not every WLU triggers compensation (e.g., meetings and office hours). The average online course is 3 credit hours, which is 6 WLU. This rate is prorated if a course enrolls fewer than 10–12 students. Pay will be calculated based on the total enrollment of the course after the add/drop date. Human Resources will issue payment to online faculty after final grades have been posted. Non-instructional duties that trigger additional compensation will be paid at the end of each term. Payment is made separately from any payroll the employee might receive for duties as, e.g., a full-time faculty member or a full-time staff.
The KYSU Board of Regents approved a Faculty Evaluation Process, which involves an annual faculty review in three areas according to a standard rubric: teaching effectiveness, high-impact practices in scholarship, and university and community service. In addition to this regular Commented [JM52]: Is this the actual threshold for prorating pay at KSU? Is there a different threshold for undergraduate and graduate courses?
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Commented [JM52]: Is this the actual threshold for prorating pay at KSU? Is there a different threshold for undergraduate and graduate courses?
Commented [JM53]: KSU HR will need to review this to determine that's how they want to process the pay. There are some benefits administration details to consider in this. For example, is the overload pay eligible for benefits in the same way that salary compensation is? Will this compensation trigger matching retirement contributions in the same way that salary contributions do? KSU's existing manner of handling overload compensation for full-time faculty will probably work for online compensation separate from any regular salary.