Revised July 2017
The opportunity for staff to occasionally teach a class at PLU allows them to pursue their own professional development, maintain their intellectual interests, and maintain contact with our students in a rigorous academic setting. Carried to excess, however, teaching can interfere with the person’s regular work, could cause doubt as to whether the staff position is fully necessary, and could be construed as taking courses away from a regular faculty member. It is also the case that for many exempt staff, the notion of “after hours” is vague.
The purpose of the following policy is to strike a balance among these often competing considerations.
Exempt staff who teach are limited to a maximum of 4-semester hours during a twelve-month period (June – May) unless otherwise specified as a term or condition of employment. No additional compensation beyond their exempt staff salary will be given to those who teach.
Exempt Staff with Faculty Status
As defined in the Faculty Handbook, these persons are exempt staff who have voice and vote in the Faculty Assembly. Teaching obligations and expectations may be specified in their letter of appointment. No additional compensation for teaching will be given beyond what is specified in their letter of appointment. In cases where no such terms are specified, these persons will be treated the same as exempt staff with regard to this policy.
Nonexempt staff who teach are limited to no more than 4-semester hours during a twelve-month period (June – May). Additional compensation may be given. Courses and course-related activities must be conducted outside of the nonexempt staff’s regular work hours.
The Provost must approve all staff teaching requests. Teaching is contingent on enrollment, course availability, the support of the person’s immediate supervisor and Vice President, and the support of the appropriate dean. Any exception to the 4-semester hour limit for staff that is not specified as a condition or term of employment must be approved by the Provost.
Opportunities for staff to teach classes through Continuing Education (CE) for compensation may be possible on a case-by-case basis. The hours of teaching or service must not conflict with the employee’s regular work schedule and the employee’s supervisor and Vice President/Provost must approve of the work prior to completing the CE new course approval process.