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Regulations and policies

Warrington policies

Current as of 11/18/2025

Formerly the Teaching Load Policy (created 11/96, revised 8/20/02; 6/15/04,11/24/08,10/7/2009,1/17/2013, 8/13/2018, 11/18/2025)

Assignments are a function of the faculty member’s classification as Initial Academic Preparation for Scholarly Academics (SA) and Practice Academics (PA), or Initial Professional Experience for Instructional Practitioners (IP) and Scholarly Practitioners (SP), combined with his or her contributions in research, teaching, and service. Teaching load assignments will be made by academic unit heads with the approval of the Dean. All faculty members are expected to maintain appropriate levels of quality in the instructional and service domains. The following framework sets forth the standard faculty teaching loads. Exceptions may be made with approval of the Dean where circumstances warrant a modified load.

  1. SA Qualified Tenured and Tenure track Faculty
    1. The teaching load for faculty with an extensive research emphasis/contribution will be 7 teaching units biennially (3.5 annual).
    2. The teaching load for faculty with an active research emphasis/contribution will be 8 teaching units biennially (4 annual).
    3. The teaching load for faculty with a limited research emphasis/contribution will be 9 teaching units biennially (4.5 annual).
  2. SA/PA Faculty on non-tenure accruing positions
    1. The teaching load for faculty with an instructional emphasis with moderate research contributions will be 10 teaching units biennially (5 annual).
    2. The teaching load for faculty with an instructional emphasis with limited or no research contributions will be 12 teaching units biennially (6 annual).
  3. IP and SP Faculty
    1. The teaching load for IP/SP faculty will be at least 12 teaching units biennially (6 annual).
  4. Extraordinary Service Contributions
    1. Faculty engaged in extraordinary service activities (i.e., beyond normal faculty governance) will be granted a reduced teaching load as determined by the academic unit head in consultation with the Dean.
  5. Special Faculty Assignments*
    1. Certain faculty assignments by the College or University are designed to have teaching load implications.
      1. Distinguished Professors, chair holders, and professorship holders will have a reduction in teaching load of one (1) teaching unit biennially from their otherwise assigned teaching loads. Faculty in this category are expected to maintain an extraordinary research agenda complete with published research. In addition, they are expected to be active mentors to Ph.D. students and junior faculty.
    2. Administration Emphasis. The teaching load for faculty with an administration emphasis/contribution will have a reduction consistent with the extent of their administrative assignment.
      1. Faculty who are assigned as graduate coordinators in an academic unit will receive a reduction of one teaching unit biennially.
      2. Academic Unit Heads will have a 50% teaching load reduction after consideration of their SA/PA status (paragraphs 1 and 2) and paragraph 5a above. For example, a faculty member who comes under paragraph 1a and 5a and is appointed as an AUH will have a biennial teaching load of three teaching units;
  6. Standard Course Load Measures
    1. At the undergraduate level, one teaching unit is a four (4)-credit hour course.
    2. At the graduate level, one teaching unit is a three (3)-credit hour course.
    3. At the undergraduate level a two (2)-credit hour modular course is equivalent to one-half (1/2) of a teaching unit. At the graduate level a two (2)-credit hour modular course is equivalent to two-thirds (2/3) of a teaching unit.
    4. Undergraduate electronic platform (EP) courses with total enrollments in excess of 100 students will count double toward the teaching load requirements of the instructor.
    5. For faculty teaching as part of their load in an online market rate MBA program where one- and two-year students are combined, additional compensation may be paid if enrollment exceeds 50 students. For the first 50 students, the faculty will receive in-load credit for one graduate unit. If enrollment exceeds 50 the faculty will receive a lump sum per student payment starting with the 51st student up to a maximum amount. If enrollment exceeds 100, the Academic Unit Head may choose to count the course as two graduate units for teaching load purposes and there will be no lump sum payment.
    6. For other cases when multiple sections of a course (or undergraduate and graduate versions) are combined in the same periods (excluding undergraduate EP courses or online market rate MBA courses covered by d. and e. above), multiple teaching load credit is not given.

*This document does not change the commitments made to Eminent Scholar Chair holders and Distinguished Professors prior to 10/2009.

Effective January 1, 2023

All faculty classified in the Lecturer series who carry out instructional assignments and meet the criteria defined below may utilize the following working titles:

  • Instructional Assistant Professor in lieu of Lecturer
  • Instructional Associate Professor in lieu of Senior Lecturer
  • Instructional Professor in lieu of Master Lecturer

Notwithstanding the above, the official university faculty classification title (Lecturer, Senior Lecturer, Master Lecturer) does not change.

Such faculty and their units (Warrington College, Departments, Schools, Centers) should use the working title, when possible, in all university documents and electronic media—including, but not limited to, letterhead, business cards, email signatures, and websites—except when use of the official university faculty classification title is required for university business or legal reasons.

The Warrington College will use the working title in job postings. Suggested example language is: “This is a non-tenure-accruing position with the official title Lecturer, and with the working title Instructional Assistant Professor, if one meets the criteria for such a working title.” Offer letters will require clarification regarding the use of the working title and the official legal university title.

No faculty other than those in the Lecturer title series may use the Instructional working title. Adjunct faculty are not eligible for the Instructional modifier. Lecturer titled faculty who do not meet the criteria below must maintain the use of Lecturer as a working tile. Lecturer titled faculty who do meet the criteria below but do not wish to utilize the Instructional title modifier may maintain use of the Lecturer title as a working title.

Criteria

Consistent with UF approved criteria, the Instructional modifier applies to assignments that call for academic backgrounds and credentials similar to those of a faculty member with a tenure-track professorial rank that involves teaching and research. Individuals must have the terminal degree in the discipline they teach, and the majority of assigned activity must facilitate student learning through course development, course delivery, and establishing and/or coordinating curriculum and other requirements involved in teaching students.

The Senior Associate Dean shall evaluate and approve all requests to use the Instructional modifier working titles.

Approved by faculty vote, 10/19/2022

For those examinations requiring that students meet with their supervisory committees (e.g., oral portions of qualifying examinations, oral defense of dissertation proposal, or final defense of the dissertation or thesis), the student and members of the committee may attend in person or remotely, provided that all participants are present synchronously, and that members’ questions are asked and answered in “real time.” With the support from other members, the Chair of the student’s advisory committee is responsible for ensuring the academic integrity of the evaluation; in particular, the Chair is responsible for ensuring that the student does not receive unauthorized assistance during the evaluation. Consistent with Graduate School guidelines, the external member is charged with assisting in this effort, ensuring that the evaluation is valid and fair, and that Graduate School policies are met.

  1. The department chair/academic unit head should assess the impact of the buyout on the instructional workload of the unit. The department chair/academic unit head has the right to refuse a faculty member request for a “course buyout” or any other type of academic year effort “buyout”.
  2. Assuming the department chair/academic unit head approves, the buyout is subject to approval by the Associate Dean who has oversight for Research in the College.
  3. A single three-credit “course buyout” would be at least 12.5% of a faculty member’s total 9-month salary + fringe.
    • Buy-out of other “effort” during a given semester must correlate with the percentage effort reported for the activity (salary plus fringe). For example, a two-credit course buyout would be at least 8.33% of a faculty member’s total 9-month salary + fringe.
  4. Effort buyout must come from extramural funds (not state funds). No start-up funds or IDC/F&A returns can be used for effort buyout.
  5. The effort buyout should be consistent with cost accounting standards.

  • This is team work space only (not a large private study room for one/two)
    • A team that needs a breakout room may bump an individual out
    • Reservations made by faculty/staff take precedence over an individual or team and reserve the right to ask people to move
    • Reserved rooms will have a sign on the door indicating the date and time of the reservation
    • If a student plans to take an exam in a breakout room, the student must have a faculty or staff member make a reservation for the room
  • Designed for 2-3 hour blocks only – no breakout room squatting
    • Respect that many others want/need to use these rooms
  • Furniture may not be moved from breakout rooms
  • Upon departure, turn off LCD TVs, clean white boards, dispose of all trash/paper

All Warrington centers report to the academic unit head of the department/school with which they are affiliated. The exceptions are Public Utility Research Center (PURC) and Management Communication Center (MCC), which report directly to the Senior Associate Dean.

  • Appointment of Center Directors: The process begins with a nomination/recommendation to the College Dean from the chair/director of the unit with which the center is affiliated. Center Directors are appointed by the Dean or his designee for a three-year term. Renewal of appointment is subject to review and recommendation by the chair/director and the Dean.
  • Each Center Director will submit an annual report during the Spring of each year.
  • FAR & Effort – Center Director activity/service should be included on the employee’s Faculty Assignment Report (FAR) and Effort Report. Official UF duties should be reported each semester on the Faculty Assignment Report (duties being “assigned” before each term begins) and Effort Report (what is reported as “actual” effort after each term has ended) – Only what is reported via these processes should be included in a faculty member’s annual evaluation.
  • Faculty Annual Reports should include center activity (IV. A. Leadership Positions Held). Copies of the Center Annual Report should be included with the submission of the Faculty Annual Report.
  • A periodic administrative review will be completed during the spring of the last year of appointment. Continuation as a Center Director will be based on the needs of the college, recommendation of the chair/director and the outcomes of the administrative review.

Faculty and staff should consult with ITSP technical staff prior to purchasing new equipment and unless equivalent functions are not available a standardized platform (Dell or Apple) should be utilized. If one’s needs cannot be met by Dell or Apple and an alternate brand is truly the best alternative, ITSP staff will assist in obtaining the best price and do its best to maintain the system.

The College is committed to providing the best possible support to faculty and staff. A standardized platform maximizes the quality of support received from ITSP. Additional costs and/or staff effort to maintain non-standard platform systems over their lifespan is inappropriate when a standardized Dell or Apple enterprise system could have been used. Faculty and staff often purchase “home computers” from consumer-oriented websites or catalogs instead of enterprise systems. All Windows vendors, including Dell, have both personal and enterprise lines of systems. The personal systems typically have lower grade parts, shorter warranties, and inconsistent configurations over time. These are harder for the ITSP team to service (even Dell) due to lack of enterprise grade support websites, parts programs, etc. The College also receives substantially better pricing on Dell enterprise systems than on any alternative (including Dell personal systems).

Evaluation of student performance in a particular class is the sole responsibility of the assigned instructor. Resolution of a grade dispute may or may not result in a grade change. Any grade change must be initiated and authorized by the instructor of record.

  1. A student who thinks there has been an error that resulted in an incorrect final course grade should first make a determined effort to fully discuss the grade concerns with the course instructor.
  2. If the issue remains unresolved after discussion with the instructor, the student must first meet with an advisor in his or her degree program to further address and clarify the issue and the details of a possible formal grade appeal.
  3. Formal grade appeal procedures may be initiated only after the conclusion of a course and following formal receipt of the final course grade. Students potentially graduating the semester during which the course is taken may initiate action following informal receipt of the final grade.
  4. If, after discussion with the instructor and advisor, the issue remains unresolved, the student may present his or her concerns to the instructor’s academic unit head (i.e., department chair, Director of the Fisher School, or Director of the Management Communication Center) in writing, including appropriate documentation, by the end of the second week of class in the semester (or module) following the course in question.
  5. The academic unit head or designee will review the matter and may request a meeting with the student and the instructor. The academic unit head or designee will provide a written report to the student and the instructor within ten working days following receipt of the student’s written appeal. The academic unit head or designee’s report will be limited to a judgment as to whether fairness and due process was observed with respect to the subject of the dispute.
  6. If the student remains unsatisfied with the report and its outcome, he or she may request review by a two-member faculty committee from the academic unit, consisting of one member appointed by the academic unit head and one member selected by the student. If the faculty member selected by the student declines to participate in the process, the student will need to make another choice. The review committee will review the situation with the student and with the instructor. A meeting of the committee with the student and instructor may be arranged if such a meeting is likely to be beneficial.
  7. The review committee will render no decision as to the grade for the course or any component of that grade. The review committee’s sole function is to render judgment as to whether the student has had a fair hearing and whether due process was observed with respect to the subject of the dispute.
  8. Within ten working days of the establishment of the review committee, the committee shall make a written report available to both the student and the instructor, with a copy to the academic unit head.
  9. The instructor retains the final responsibility for grade assignment. Following the conclusion of the grade appeal process, the student may seek advice and assistance from the program office of the student’s major and/or from the University Office of the Ombuds.

University of Florida
Warrington College of Business
Revised 02/2024

All Warrington Graduate Program Directors report to the AUH of the department/school with which the relevant degree program is affiliated. Graduate degree programs that are exempt are MBA (which reports directory to the Sr. Associate Dean) and MIB, MSM and MS-MRK, which report directly to the Associate Dean for Master’s Programs.

A periodic administrative review will be completed during the spring of the last year of appointment. Continuation as a Graduate Program Director will be based on the needs of the college, recommendation of the chair/director and the outcomes of the Administrative review.

Appointment of Graduate Program Directors. Appointment of a full-time faculty member as Graduate Program Director will follow the following process. The process begins with a nomination/recommendation to the College Dean from the chair/director of the unit with which the degree program is affiliated. With approval of the Dean, Graduate Program directors are appointed for a five-year term. Renewal of appointment is subject to review and recommendation by the chair/director and the Dean.

FAR & Effort – Graduate Program Director activity/service should be included on the employee’s Faculty Assignment Report (FAR) and Effort Report. Official UF duties should be reported each semester on the Faculty Assignment Report (duties being “assigned” before each term begins) and Effort Report (what is reported as “actual” effort after each term has ended) – Only what is reported via these processes should be included in a faculty member’s annual evaluation.

Faculty Annual Reports should include graduate program activity (IV. A. Leadership Positions Held).

Merit pay is to be awarded to faculty members who contribute significantly in all functions expected of them, with particular emphasis on their research productivity over the past several years. The “functions expected of faculty members” are teaching, research and service, as consistent with the faculty member’s designation.

“Research productivity” is measured on an academic scale, consistent with that in the faculty member’s discipline.

Consideration should also be given to the extent to which the faculty member’s contributions are reflected in his or her current salary (relative to academic market value), years in service, and years in rank.

Revised by faculty committee: May 12, 1998
Affirmed by faculty committee: May 2004

The Warrington College of Business has the ability to limit the number of online specialized master’s students participating in the EEP due to its distance education format. In response to high levels of demand, EEP applications to these programs are not currently being accepted.

UF Employee Education Program
EEP Policy

For more information, please contact UF’s Employee Education Program Coordinator at 352-273-0149 or via their EEP email.

UF policies

At this resource you will find a Faculty Recruitment Toolkit, Search Committee Online Tutorial and Tutorial Verification List (via myUFL), information for Faculty Recruits, a Search Process Overview and the waiver form.

Faculty Recruitment and Retention