Information on this page serves to balance the demands of academic work and other life needs for junior faculty. Below, there is information about tenure clock interruptions, child care and schooling, and other resources useful to junior faculty.
In addition to these resources, the Junior Faculty Advisory Board (JFAB) is the committee dedicated to providing support and addressing the needs of junior faculty. Visit the committee site to view members, board communication and provide comments through the feedback form.
For more information on competing for fellowships and grants, you may download a copy of New Faculty Guide to Competing for Research Funding here (CUID needed to download)
LENFEST JUNIOR FACUTY DEVELOPMENT GRANT
Lenfest Junior Faculty Development Grant Program
LENFEST JUNIOR FACULTY DEVELOPMENT AWARDS - 2019 SPRING AWARDEES
Hettleman Junior Faculty Summer Research Support Program for the Humanities and Social Sciences
The Arts and Sciences provides small grants to support summer research by its junior faculty in the Division of the Humanities and the Division of Social Science. The grants are designed to help non-tenured faculty complete work that might otherwise be delayed by a lack of resources or time. Although modest in size, the stipends can be used to defray the costs of travel, research assistance, equipment, and materials, or to reduce financial pressures during the summer.
The call for applications for Summer 2020 will begin in February.
Faculty in any of the 6 Social Science departments should send program inquiries and applications to Jack Reilly, Director of Decanal Affairs in the Division of Social Science, at email@example.com.
Faculty in any of the 13 Humanities departments and in the School of the Arts should send program inquires applications to Jessica Lilien, Director of Decanal Affairs in the Humanities, at firstname.lastname@example.org.
parental workload relief (tenure clock)
There are three eligibility requirements for workload relief in addition to holding an appointment in a Faculty that has adopted the plan. An officer must
- be a full-time officer of instruction;
- hold an appointment with one of the following titles:
- professor, associate professor, or assistant professor, including those with the clinical or practice modifier but excluding those in a visiting rank;
- instructor; or
- senior lecturer, lecturer, or associate, including those with the modifier “in (discipline)” provided that the faculty member has taught full-time at the University in one of those two ranks for at least two years; and
- be primarily responsible for the care of a newborn child or a newly adopted child of less than school age or if the child is disabled or meets New York State’s legal definition of “hard-to-place,” less than 18 at the time the leave begins. For the purpose of this policy, an officer is the “primary parent” if he or she is a single parent or, where there are two parents, if the other is working full-time or is enrolled as a full-time student. Faculty may employ a day-care provider and still qualify as the primary parent. When both parents work at the University, only one may be considered the primary parent at any given time.
Eligible faculty members may receive workload relief for one term at full salary or one year at half salary. The period of workload relief must begin within the first year after the birth or adoption of the new child but may continue beyond that year. During the period selected, faculty are excused from teaching and from serving on administrative committees. They are, however, expected to make themselves available for consultations with students and to continue their research. Eligible faculty may also elect a year of workload relief at full salary by agreeing to teach half of their normal course load in each term and continuing to make themselves available for a comparable portion of the administrative assignments they normally perform as well as continuing to meet with students and conduct research.
While on workload relief, faculty are not permitted to accept assignments, either with or without compensation, outside the University.
The workload relief plan is designed to replace the combination of medical and/or child care leaves for individuals who meet their eligibility requirements. However, eligible faculty may still elect to take those leaves rather than ask for workload relief if they wish, for example, to provide no service while taking care of their new children.
If workload relief is not preceded by other periods of leave covered by the FMLA, the first 12 weeks are deemed to meet the requirements of that Act.
If the total period of child care leave, including medical leaves required by pregnancy and childbirth, is at least two months in length, the Provost’s Office will exclude the term in determining the maximum period of time a nontenured faculty member may serve in a full-time instructional capacity at the University. The faculty member does not need to ask for the exclusion.
Tenure Clock Stoppage
If a nontenured faculty assumes primary responsibility for the care of a child less than a year old, the Provost may stop the tenure clock. This can occur without taking a leave of absence or participating in the University’s workload relief program(if eligible).
An officer is considered the “primary parent” if:
- She or he is a single parent
- There are two parents, but the other is working full time or enrolled as a full-time student.
Faculty may have the tenure clock stopped in this manner for up to one year of appointment for each of two children.
To assist full-time officers of instruction who must prepare for a tenure review while raising a family, the University allows those who are subject to the limits on nontenured service and have young children to retain their full-time status, and its associated benefits and privileges, while providing part-time service. Because of the purpose for which it was created, faculty with tenure and those who are exempt from the limits on nontenured service may not hold this type of appointment.
To be eligible for the part-time career appointment, the faculty member must be primarily responsible for the care of a child under the age of nine and plan to devote the time freed up by the appointment to that responsibility. For the purpose of determining eligibility, the University follows the definition of a primary parent described earlier in this section of the Handbook.
Each year of a part-time career appointment is treated as a half-year in determining the officer’s up-or-out date, thereby providing additional time before the officer must be reviewed for tenure. Full-time service, either before or after holding such an appointment, is counted in the normal manner.
While they are on a part-time career appointment, faculty perform half of their normal responsibilities and are paid half of their normal salary but remain eligible to participate in the University’s benefits programs. Faculty on such an appointment may not work for compensation outside of the University.
A part-time career appointment is authorized by the Provost on the recommendation of the department chair and dean or vice president. Faculty may hold such an appointment as long as they meet the eligibility requirements for it and annually inform their chair and dean or vice president of their intention to continue to serve in a part-time capacity. They may return to full-time service upon providing timely written notice to their chair and dean or vice president.
interruptions in full time service
Occasionally, an interruption in full-time service will occur that has a bearing on the limits on nontenured service. Such a break may result from any of the following:
- nonrenewal of a full-time instructional appointment;
- service as a full-time officer of research or administration of the University, provided that the individual has no instructional responsibilities;
- appointment to the special instructional faculty with a title containing the modifier “in (discipline)”; or
- a change from full-time to part-time instructional service (except in the case of the part-time career appointment for parents).
Under the provisions of the University Statutes, the eight-year limit is recalculated from the date on which the officer is reappointed in a full-time instructional capacity whenever a break in service occurs. However, in keeping with the spirit of the statutory provisions, the total period of the full-time instructional appointment, including any time as a full-time faculty member in a rank that is not subject to the limits on nontenured service, normally does not extend beyond eight counted years.
Some periods of instructional appointment are not counted toward the eight-year limit, and in some instances this causes the up-or-out date of the officer to change. Except as noted below for officers who are primarily responsible for children under the age of one, the officer does not need to apply for those exclusions. The Office of the Provost will automatically make the appropriate adjustment and inform the officer and his or her department chair and dean or vice president.
Up to one full year of appointment in a nonprofessorial rank (i.e., instructor, senior lecturer, lecturer, associate, or assistant) or one year of a leave of absence is routinely excluded from the eight-year limit. Semesters of partial leave in which the officer performs 50 percent or less of normal service are treated as if they were half semesters of full leave. A single such partial leave does not affect the limits on nontenured service. Two or three are treated as a one-semester leave and four as one year of leave. Semesters of partial leave in which the officer performs more than 50 percent of normal service are counted toward the eight-year limit.
Ordinarily, no more than one year of full-time appointment may be excluded in determining the limits on nontenured service. However, when a leave of absence is granted for medical reasons, child care (including exemptions from teaching duties under the workload relief plan), military service, or personal hardship, the Provost may rule that it will not be counted in calculating the up-or-out date, regardless of whether periods of service have been excluded for other reasons. As a general rule, the Office of the Provost excludes leaves for these purposes in determining the officer’s up-or-out date as long as they are at least two months in length.
At the sole discretion of the Provost, an additional year may also be excluded when a faculty member has been denied tenure after an ad hoc review and grieves the decision to the Faculty Affairs Committee of the University Senate if the Committee needs additional time in order to complete its investigation.
Under Section §71c(2) of the University Statutes, the Provost may stop the tenure clock of nontenured faculty if they assume the primary responsibility for the care of a child less than a year old, even if they do not take a leave of absence for that purpose or participate in the University’s workload relief program. An officer is considered the “primary parent” if she or he is a single parent or, where there are two parents, if the other is working full-time or is enrolled as a full-time student. Faculty may employ a day-care provider and still qualify for this exclusion. When both parents work at the University, only one may be considered primary at any given time.
Faculty may have the tenure clock stopped in this manner for up to one year of appointment for each of two children. To be eligible for an exclusion under these provisions, officers of instruction must be the primary parent for a minimum of three months. If they take a child care leave or participate in the parental workload relief program, the maximum time that can be excluded from the tenure count for any combination of those options and these statutory provisions is one year for each child.
The Office of the Provost does not have access to information on when faculty become new parents. Therefore, it is incumbent upon the faculty member to request time off of the tenure clock under these provisions. They should write as early as possible directly to the Senior Vice Provost for Academic Administration to request the exclusion and affirm that they meet the eligibility requirements for it. The letter should state that the faculty member will be the primary care giver, indicate that the other parent is either working full-time or is a full-time student, and include the date of the child’s birth or adoption. On receipt of the request the Office of the Provost will change the faculty member’s up-or-out date and inform the appropriate department chair and dean or vice president as well as the individual.
Since it is in the interest of neither the individual nor the University for an appointment to end mid-year, every up-or-out date is set at June 30. Applying the principles set forth above, most individuals will have completed eight years of counted service on that date. Some, however, will have served for eight-and-one-half years, given the manner in which the limits on nontenured service are calculated. In such cases, the officer does not receive tenure as a result of the additional half year of appointment.
Each spring the Office of the Provost sends the vice presidents, deans, and department chairs a summary report of the appointment histories of the full-time officers of instruction in their respective units whose appointments are subject to the limits on nontenured service. For each officer listed, the report includes the up-or-out date. It is the responsibility of the deans and department chairs to convey this information to their junior faculty. It is also their responsibility to provide nontenured faculty whose appointments will be terminated with written notice of nonrenewal that is clear, unambiguous, and timely (see “Termination,” below). Officers with questions about the limits on nontenured service should consult their dean, vice president, or chair. They may also contact the Assistant Provost for Academic Appointments.
junior faculty development leave
Assistant professors and non-tenured associate professors in the Humanities and Social Sciences are entitled to a one-semester ETD at full salary after their first six semesters of full-time teaching in a professorial rank or as an instructor upon successful passage of the Third Year Review, provided that they have been reappointed for the period during which the leave will be taken and will return to the University for at least one year of full-time service after its completion. Normally, the leave is taken during the fourth year of counted service, but it may be deferred with the approval of the department chair and the Executive Vice President for Arts and Sciences. These leaves, like sabbaticals, have priority over other types of research leaves.
Arts and Science Mentoring Proposal
Art History and Archaeology
East Asian Languages and Cultures
English and Comparative Literature
French and Romance Philology
Latin American and Iberian Cultures
Middle Eastern, South Asian, and African Studies
This section includes information on being a parent in the greater New York Metropolitan Area.
Through these links below, you can learn more about: programs supporting parents, child care, and schooling needs
- Back-up Care - Eligible Columbia University faculty, staff, and students can use subsidized back-up care for the children and adults/elders when normal care is interrupted but you still need to attend to your Columbia responsibilities.
- School and Child Care Search Service - This service provides information and individual guidance to parents exploring all types of child care, including Columbia University's Affiliated Child Care Centers, educational opportunities within public, parochial, independent and special needs schools, and after school and out-of-school-time programs.
Early Child Care: Birth - Age Five
Selecting child care that meets your family's needs is important for you as a parent and can be a very difficult decision. You are considering the development and needs of children who are very young and may be separating from one-to-one care for the first time. How soon you will be returning to work or school, if on leave, plays a critical part of when to begin the search for child care. In addition to the child care options and information listed below, you may also want to consider reviewing the section on our website that covers public pre-k.
Lists of Early Child Care and Education Programs in the Vicinity of Columbia University Manhattan Campuses
The school and child care programs and websites listed are provided for informational purposes and do not constitute a recommendation of these locations or programs. Columbia University assumes no responsibility in connection with any of these programs and recommends that information listed therein be independently verified.
Please feel free to download and save these spreadsheets on your computer so that you can manipulate them as desired.
- Columbia University Affiliated Early Child Care and Education Programs
- Group Family Day Care
- Early Child Care and Education Programs for Children Under 2
- Early Child Care and Education Programs for Children Age 2 and Over
- Early Child Care and Education Programs: Master List
Additional resources on early child care:
The term Independent School is interchangeable with Private School. There may be some slight distinctions in governance between them. Such schools are funded by tuition, fund-raising, endowment income and entrepreneurial activity. Unlike public schools, they are not funded by tax dollars.
- Types of Independent Schools
- Application Procedures and Admission Timelines
- School Selection
- Tuition and Financial Aid (Information for the Primary Tuition Scholarship benefit)
- Additional Resources and Opportunities
- New York City Public Schools
- New York City Pre-K
- New York City Kindergarten and Public Elementary Schools
- New York City Public Middle Schools
- New York City Public High Schools
- New York City Public Charter Schools
The School at Columbia
The School at Columbia University, located on 110th Street and Broadway, opened its doors in September 2003. The School is a kindergarten through eighth grade independent school created by Columbia University to serve children of neighboring families and those of eligible Columbia University employees. Primary entry points of The School are Kindergarten and Sixth Grade, though spaces occasionally become available in other grades. Columbia-affiliated families, other than those in Columbia bargaining units, must be eligible for the Primary Tuition Scholarship in order to be eligible to attend The School.
Spaces for neighborhood children (those living in Public School Districts 3 and 5 but not affiliated with Columbia University, except those in bargaining units) are allocated through a random lottery and tuition is need-blind. The Provost's Office allocates the spaces for Columbia officers, however priority for open seats is for faculty recruitment and retention.
For more information, please visit the website for The School at Columbia University.
School of the Arts