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   8.1 Reference to State Contract Provisions

    The College will implement the Personal Development Leave programfor Professional Staff except librarians. The program isspecified in Article XVI Section J of the Agreement between the State of New Jersey and the Union [page 25]. The purpose of this program is to provide Professional Staffmembers with an opportunity for personal development. The personal development indicatedin the Agreement is aimedat improving professional skills mutually beneficial to the University and the employee.

     8.2 ELIGIBILITY

         8.2.1

        All full-time Professional Staff not servingon the Professional Development Peer Review Committee are eligible to apply for PersonalDevelopment Leave of up to one semester.

    Leaves of one semester duration will be granted no more frequentlythan once every six (6) years. Leaves of shorter duration will be granted no morefrequently than once every three (3) years.

         8.2.2

        Applications should be made on the formsprovided and the application should clearly state the objective and/or goals of theproposed professional development leave. Approved applications submitted in the Spring andrequested for a Fall semester leave will be granted after the appropriate review absentundue hardship for the section and/or unforeseen circumstances for the individual. In thiscase, the individual must be given leave no later than the Spring semester of the academicyear for which the application was made. When an approved leave is denied because of unduehardship for the section and that denial delays the leave into the next Fall, theindividual may resubmit the application and must be placed at the top of the list by theProfessional Development Peer Review Committee for the Fall semester.

         8.2.3

        Applications will be submitted to theimmediate supervisors and the Professional Development Peer Review Committee no later thanthe dates specified in the administrative calendar. If the immediate supervisor is also acandidate, applications will be submitted to the next level of supervision.

         8.2.4    Back to LSPA Contents       Back to Negotiations Page       Back to Union Homepage

        Applications may be made for the purpose ofpursuing a substantial project designed to enhance professional expertise. PersonalDevelopment Leaves may also be granted for advanced study or for the pursuit of anaccredited terminal degree program in an appropriate field of study mutually beneficial tothe University and the employee.

     8.3 PROFESSIONAL DEVELOPMENT PEER REVIEWCOMMITTEE

        8.3.1 COMPOSITION

        The Professional Development Peer ReviewCommittee will consist of the following:

            8.3.1.1 FourProfessional Staff members in the negotiating unit, including at least one (1)Professional Staff member from the Division of Academic Affairs, at least one (1)Professional Staff member from the Division of Institutional Advancement and at least one(1) Professional Staff member from the Division of Student Development and Campus Life,and having at least three (3) years of service at the University. They will be elected bythe unit Professional Staff members.

            When consideringapplications for Staff Training for Professional Development, the Committee will expand toinclude one (1) representative from the librarian group.

            8.3.1.2 One Unionobserver (non-voting).

            8.3.1.3 Thechairperson (non-voting), to be appointed by the President.

        8.3.2 READERS

        There will be two (2) Professional Staffmembers (Readers) appointed by the President or his or her designee from a list of four(4) Professional Staff members (unit or non-unit) suggested by the applicant on the basisof relevant expertise. The Readers will provide the Committee with their evaluation of anapplicant's proposal.

         8.3.3 TERM

        Elected Professional Staff members willserve for a one-year term. No elected person may serve for more than three consecutiveyears. To provide continuity the Committee will, in years in which no member is reelected,elect one member to serve one additional year without vote.

        8.3.4 ELECTION

        The non-voting chair will solicit names forthe Committee and conduct a mail ballot election by the date specified in theAdministrative Calendar.

     8.4 FUNCTION     Back to LSPA Contents       Back to Negotiations Page       Back to Union Homepage

        8.4.1 The Review Committee is charged withthe responsibility of reviewing and making recommendations on applications for PersonalDevelopment Leaves. The Committee will announce the availability of Personal DevelopmentLeaves and make available to applicants instructions on how to apply.

        8.4.2 Upon receipt of applications theCommittee will proceed as follows:

            8.4.2.1 The two (2)independent Readers' evaluations will be forwarded to the Committee.

            8.4.2.2 TheCommittee will evaluate the applications, taking into consideration the Readers'evaluations, and the four elected Professional Staff members will group them into twocategories, recommended and not recommended.

            The recommendedgroup will be arranged in rank order on the basis of the merit of the proposal. In thecase of equal merit, seniority of the applicant will be a factor in the ranking.

            8.4.2.3 Theapplication, the Readers' evaluations and the Committee's recommendations and rankingswill be forwarded to the President's designee.

     8.5 CRITERIA FOR REVIEW OF PERSONAL DEVELOPMENT LEAVEAPPLICATIONS

        8.5.1 PRIORITY CRITERIA

        Priority will be given to developmentalactivities that cannot be funded through other means (e.g., funds available for personneldevelopment or staff training). Where the leave is granted for course work or pursuit ofan advanced degree, the leave (maximally four months) may be taken according to thecalendar of the institution the person is attending.

        8.5.2 GENERAL CRITERIA

        In assessing applications, the assessorswill make their recommendations based upon how completing the proposed activity willimprove professional skills mutually beneficial to the University and the employee in thefollowing areas: contribution to office, department, division or University; contributionto the community; contribution to the profession; acquisition of new or improvement ofcurrent skills or knowledge; innovation/creativity; publications; research. These criteriawill be made part of the leave announcement.

     8.6 APPLICATION AND COMMITTEE REVIEW PROCEDURES

         8.6.1 APPLICANT RESPONSIBILITY

        The applicant will prepare his or herapplication in duplicate. One copy will be forwarded to the Peer Review Committee. Onecopy will be forwarded to the immediate supervisor. (See 8.7 Administrative Review.)

        8.6.2 RIGHT TO AN INTERVIEW

        Prior to completion of the review ofapplications by the Committee, a candidate may request in writing and must receive anappearance before the Committee to amplify his or her proposal.

        8.6.3 COMMITTEE ACTIONS

        The Committee will provide a rank order ofthose applications that are recommended and an alphabetical list of those that are notrecommended. Each applicant must be notified in writing of the action of the Committeewith regard to his or her application.

         8.6.4 RIGHT TO A MEETING  

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        The applicant may request in writing ameeting with the Committee. Such request must be received by the Committee within five (5)working days after the applicant's receipt of notification of the Committee's action. TheCommittee must meet with the applicant within five (5) working days after receipt of theapplicant's request for a meeting.

        8.6.5 FORWARDING OF RECOMMENDATIONS

        The Committee will indicate itsrecommendations in a letter to the President's designee and simultaneously inform eachapplicant of its final recommendation as it pertains to the individual applicant.

        Reasons for the Committee's decision torecommend or not recommend will be forwarded to the applicant and the President'sdesignee.

        8.6.6 RIGHT TO APPEAL

        Appeals from Committee recommendations maybe made to the Professional Staff Review Board within ten (10) working days of writtennotification. The Professional Staff Review Board will submit its written recommendationsand rationale to the President's designee and the appellant.

     8.7 ADMINISTRATIVE REVIEW

         8.7.1 IMMEDIATE SUPERVISOR

            8.7.1.1 Theimmediate supervisor evaluates the merits of the application using the guidelines in 8.4and indicates whether or not the absence of the individual for the period stated willcreate an undue hardship for the section in which the applicant is employed.

            8.7.1.2 If theimmediate supervisor, in consultation with higher level supervision, indicates that theabsence of the individual for the period requested will create an undue hardship for thesection in which the applicant is employed, he or she must meet with the candidate anddevise a plan that will accommodate the mutual interests of the applicant and theUniversity with a maximum delay of one semester.

            8.7.1.3 Thesupervisor forwards his or her recommendation to the division head with a copy to theapplicant. If more than one positive recommendation is made, a priority order must beindicated. Negative recommendations must also be reported.

         8.7.2 DIVISION HEAD

        Upon receipt of the recommendations from thesupervisors, the division head will evaluate the applications as in 8.7.1.1 above andforward his or her recommendations, positive ones in order of priority, to the President'sdesignee. The applicant must be informed of the recommendation regarding his or herapplication.

        8.7.3 PRESIDENT'S DESIGNEE

            8.7.3.1 Upon receiptof the recommendations from the four division heads and the recommendations from theReview Committee, the President's designee will meet with the division heads to develop acombined list of recommended applications in priority order.

            8.7.3.2 ThePresident's designee will attempt to resolve differences in the recommendations made bythe division heads and those made by the Review Committee. In the event resolution cannotbe accomplished, two lists will be forwarded to the President.

            8.7.3.3 Applicantswill be informed of the final recommendation to the President.

            8.7.3.4 ThePresident's designee will be the same person for each cycle in the application review andrecommendation process.

         8.7.4 PRESIDENT     Back to LSPA Contents       Back to Negotiations Page       Back to Union Homepage

             8.7.4.1 ThePresident will receive and evaluate the recommendations and submit her or his positiverecommendations to the Board of Trustees.

            8.7.4.2 ThePresident will inform the candidates of her or his recommendations no later than ten (10)days prior to the BOT meeting at which the recommendations will be considered.

     8.8 TERMS OF PERSONAL DEVELOPMENT LEAVES

    Professional Staff members on such leave are permitted to receiveadditional compensation in the form of fellowships, government grants, and honoraria forpurposes related to the leave, and part-time teaching positions at an institution wherethey are in residence for the purpose of study and research, in addition to the partialsalary from the University, provided the total compensation from all sources does notexceed the Professional Staff member's full salary at the University. The leave may not beused to accept full-time paid employment during the period of the leave. Personnel onPersonal Development Leaves may not be precluded from continuing outside employment whichthey had prior to going on leave.

     8.9 REPORT

    Professional Staff members receiving a Personal Development Leavewill submit a summary of the activities or project accomplished during the leave withinfour weeks after returning to the University. This summary will be submitted to thePresident or her or his designee through his or her immediate supervisor and division headand a copy will be placed in the appropriate personnel file.

     8.10 COMMITMENT OF PROFESSIONAL STAFF MEMBERS RECEIVING APERSONAL DEVELOPMENT LEAVE

    Professional Staff members receiving a Personal Development Leavewill, before accepting this benefit, commit themselves in writing to at least one morecalendar year of association with the University upon return from this leave.

    If in the opinion of the President extenuating circumstances exist,the University may waive this requirement.

     8.11 STAFF TRAINING FOR PROFESSIONAL DEVELOPMENT

    To more closely address the needs and the importance of professionaldevelopment for unit Professional Staff members and librarians a supplemental StaffTraining for Professional Development account will be established in each academic year ofthis contract, subject to the availability of funds. In addition to other funding sourcesfor seminars, workshops, courses and conferences related to their area of responsibility,professional staff and librarians may make application to the Professional DevelopmentPeer Review Committee to use these resources.

     8.12 PROFESSIONAL STAFF LEADERSHIP DEVELOPMENT PROGRAM

        8.12.1 PROGRAM PURPOSE   Back to LSPA Contents       Back to Negotiations Page       Back to Union Homepage

        One of the important functions of aUniversity is to encourage the professional development of its Professional Staff members.The Professional Staff Leadership Development Program is established to give widerrecognition to the important contributions of unit Professional Staff members and tofacilitate avenues for their professional development.

        The Leadership Development Program willprovide the opportunity for a full-time Professional Staff person to work on assignment inthe Offices of the Division Heads. Tasks assigned to the Professional Assistant will be ata level designed to enhance the credentials of Professional Staff members seekingadministrative positions.

        8.12.2 ELIGIBILITY

        Full-time Professional Staff members(excluding librarians) are eligible to participate in this program.

        8.12.3 CRITERIA

        See Appendix IV, Section 17.1.

        8.12.4 ADMINISTRATIVE EXPERIENCEOPPORTUNITIES

        Opportunities for administrative experiencemay be available in the Offices of the President, Provost, Vice President forAdministration and Finance, Vice President for Student Affairs, and/or the Vice Presidentfor Institutional Advancement.

        8.12.5 TITLE OF PROFESSIONAL ASSISTANT

        During participation in this program, theProfessional Staff member will maintain all rights and privileges held prior to the timeof the appointment as a professional assistant. The Professional Staff members selectedfor this program will carry the title "Professional Assistant."

        8.12.6 RESPONSIBILITIES OF THE MENTORS

        The Provost and/or Vice President will serveas Mentor to the Professional Assistant. Mentors will have the responsibility forstructuring the duties and supervising the performance of the Professional Assistants.

        8.12.7 TERM OF APPOINTMENT

        The Professional Staff member selected as aProfessional Assistant will serve full-time for a one-year period and may reapply thefollowing year up to a maximum total of two years. No applicant will hold the position ofProfessional Assistant for more than two years consecutively. Division heads may choose toreappoint the Professional Assistant for the second year, but must so inform the PDPRCommittee three months before the expiration of the first year of appointment. TheProfessional Assistant, under those circumstances, need not reapply.

        Should a Professional Staff member elect toreturn to his or her position prior to the completion of the term of appointment, allrights and privileges associated with the regular position held at the time of appointmentwill be maintained and reserved.

        8.12.8 COMPENSATION

        The program is funded to partiallycompensate the area of origin for the loss of services of a selected Professional Staffmember. The unit head of the office vacated by the Professional Assistant will have theoption of hiring a temporary replacement or dividing the moneys among existing staff.

        After the selection of the ProfessionalAssistant, the affected unit director/department head must notify the Committee in writingwithin two weeks of which of the two methods of compensation has been selected. If nonotification is received by the PDPR Committee within this time frame, the Committee willdirect the disbursement of these moneys to existing unit staff in the area of originlosing the services of the Professional Staff member.

        Staff agreeing to take on the duties of theabsent colleague will not be required to take on duties outside the usual and regularlyassigned duties of that colleague as a condition of receiving those moneys. ProfessionalStaff member(s) agreeing to take on the duties of an absent colleague serving as aProfessional Assistant must receive payment within 45 calendar days of theProfessional Assistant's appointment.

        8.12.9 ANNOUNCEMENTS AND ADVERTISING

        Announcements of opportunities will be on aspecial form which will be mailed to all Professional Staff members and posted on campusfor a minimum of two weeks. The form will list a description of the full-time duties, andindicate that the individual will work on assignment in the Offices of the Division Headsunder their direct supervision.

        8.12.10 APPLICATION PROCEDURES

        Professional Staff wishing to apply will doso in writing on the appropriate form and submit it to the Professional Development PeerReview (PDPR) Committee. The application should include a current resume and a letterexplaining the reasons for interest in acquiring administrative experience. Prior relevanteducational and professional administrative experience should be included. If applicationis made to more than one division, the application should be relevant to that specificdivision.

        The application must be signed by the unithead. This signature indicates the unit head's understanding of the program prior to theapplicant's forwarding of a completed package to the PDPR Committee. The unit head mustabide by the provisions of the contract.

         8.12.11 SELECTION PROCEDURES

        The Professional Development Peer ReviewCommittee will a) receive all applications, b) evaluate and rank order the applicationsaccording to their merits and c) subsequently forward the recommended nominees to the Division Heads. The Division Heads will interview applicants and will make the finalselection of the Professional Assistant(s).

         8.12.12 EVALUATIONS     Back to LSPA Contents       Back to Negotiations Page       Back to Union Homepage

        At the end of the year, the ProfessionalAssistant will prepare a written evaluation of the work experience for submission to theProfessional Development Peer Review Committee (PDPR) and Vice Presidents. At the optionof the Professional Assistant, the supervisor may prepare a written evaluation of theProfessional Assistant's performance using the same evaluation process employed forprofessional staff.

     8.13 NON-LIMITED TITLES

    Members of the bargaining unit who are not full-time teachingfaculty and whose professional responsibilities require a variable work pattern, wereformerly categorized by Civil Service regulations as serving in "NL"(non-limited) titles.

        8.13.1 WORKLOADS

        The University and the Union recognize thatsuch employees should be assured reasonable workload assignments and appropriatecompensatory time off when their variable work pattern results in time workedsignificantly beyond the ordinary work week. To that end the University and the Unionagree that:

        8.13.2 USUAL WORK WEEK

        Past practice at Montclair State Universityordinarily defines the usual work week of NL employees as thirty-five (35) hoursdistributed over no more than five (5) days. There are occasions when the time required tomeet the usual work expectations of the position will extend beyond these usual hours andtimes.

        8.13.3 WORK BEYOND USUAL HOURS

            8.13.3.1 When thework requirement is significantly beyond the usual hours for a given position, thesupervisor will inform the employee of the expectation.

            8.13.3.2 Wheneverpossible, the supervisor will inform the employee ten (10) working days prior to the needfor work beyond the ordinary work week.

            8.13.3.3 Otherwise,the supervisor will inform the employee as soon as possible prior to the need for workbeyond the ordinary work week.

            8.13.3.4 When thework extends to any part of a day outside the usual work schedule for that position, theemployee will be assured of a minimum of one-half day of such work.

         8.13.4 ARRANGING COMPENSATORY TIME

            8.13.4.1 Prior toworking such time, the employee will arrange for compensatory time off for such work forthe approval of the supervisor.

            8.13.4.2 Suchcompensatory time off should approximate the number of hours worked but need notnecessarily be an hour for hour compensation.

            8.13.4.3 If theemployee and his or her supervisor cannot agree informally on a plan for compensatory timeoff, the employee will present the supervisor with a written plan for compensatory timeoff.

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