Human Resources Requirements for Faculty

• Biography “Bio”
The AUHS biography “bio” is your chance to showcase yourself and highlight who you are – although the emphasis must be mostly professional, there is opportunity to highlight special things about yourself which may be apart from academia. The bio should include three short paragraphs, written in third person, regarding a summary of your educational background, professional and teaching experience, clinical focus and interesting facts about yourself. The bio asks you to supply a picture of yourself doing something special which reflects your personality. For example, if you are a tri-athlete, attend historical reenactments on the weekend or belong to a volunteer organization you might supply a picture which reflects this. All pictures must be in good taste and be pre-approved by senior administration prior to being submitted to the University website for posting.

• University Official Formatted CV
The University requires that faculty submit curriculum vitae using the approved University format. This CV becomes part of the official University personnel file for you and should contain a professional headshot. If you do not submit a headshot, the University will supply the opportunity for one for you via its IT department or Graphic Artist. The Official University CV must be updated annually at time of annual evaluation.

• Special Program Formatted CV
On occasion, the University may request a second CV following a somewhat different format. This is generally done for accreditation purposes for some University programs. Not all programs will require a special CV. When requested, faculty members are expected to complete the additional CV by the date requested. Faculty will be provided ample notice to complete the special request. Special CV’s will become the property of the program department for accreditation purposes and not be kept in the Official Personnel File.

•Data Sheet
The Data Sheet must be kept on all faculty members and updated annually as directed at anniversary date. The Data Sheet is a required part of the faculty member’s personnel file. Electronic copies of the document can be obtained from the faculty supervisor.

• Annual Faculty Development Plan
The Annual Faculty Development Plan must be kept on all faculty members and updated annually as directed at anniversary date. Faculty members are expected to fully participate in the development of the plan in partnership with one’s supervisor. The plan is created once per year. Faculty member’s supervisors will discuss progress on the plan and recommend adjustments to the plan should one become necessary. Certain mandatory University activities should be expected and planned for in the plan along with selected other personalized development activities. The Faculty Development Plan is a required part of the faculty member’s personnel file. Electronic copies of the document can be obtained from the faculty member’s supervisor.

•Tuition Reimbursement for Faculty Development
AUHS wishes to encourage the professional development of the full-time faculty. As part of that professional enrichment program, full time faculty may be reimbursed for tuition directly related to their profession up to a total of $5,000 per year. However, certain conditions must be met as part of this reimbursement program. Tuition reimbursement only applies to higher degree leading to a doctorate (e.g. PhD, EdD, DNP, PharmD).

Full time Faculty must be employed at least one year prior to applying for tuition reimbursement.
The tuition reimbursement is limited to a total of three years not to exceed $5,000.00 dollars per year for up to maximum of three years, more if there is written authorization, but in any case, not to exceed $15,000.00 dollars. For tuition to be reimbursed, faculty must earn a 3.0 on a scale of 4.0 in all courses. Obtaining less than a 3.0 will disqualify the faculty for that term and render them ineligible for that term. Tuition reimbursement is not available until the faculty has served one year of service at AUHS.

Tuition reimbursement (for the exact outlay not exceeding the $5,000 per year) can only be made with verification of a cash outlay for the same, either by receipts or cancelled checks, along with evidence of successful completion of the course. Classes or courses of study can only be done on personal time or available pre-approved PTO (paid time off). Requests for reimbursement for pre-approved courses must be submitted within 90 days of course completion.

Tuition that is covered either by a scholarship from the attending school or by a salary or other stipend paid to the student will not be reimbursed by AUHS.

Course work should not interfere with normal working hours whenever possible and will not be considered an excuse for poor job performance, absenteeism, tardiness, or any other interference with University business. Employees may attend to coursework during normal working hours only with advance written approval, as discussed below. When PTO is taken to attend a course, the tuition reimbursement for which the employee is eligible will be reduced in an amount equal to the PTO taken. (Example, if a faculty member takes 6 hours of PTO to attend a course, the amount of tuition reimbursement that faculty member is eligible for will be reduced by an amount equal to 6 hours of pay at the employee’s regular rate.) Employees must use any available PTO to attend to coursework during normal working hours.

If an employee utilizes PTO days, they must obtain prior approval from the Dean, Provost, and the Vice President of Operations and Development an employee misses work for coursework and does not have sufficient PTO to cover the time, the employee’s pay will be reduced in a pro-rata amount for that time, nonetheless they must still obtain prior written approval for missed unpaid work from the Dean, Provost, and the Vice President of Operations and Development.

Tuition reimbursement must be pre-approved. Tuition reimbursement applications must be submitted in writing to the Dean of the school must indicate the institution, the course, the amount of the tuition, whether any course work will occur during normal working hours, and whether PTO will be taken. Applications must be submitted and signed by the Dean, Provost, and the Vice President of Operations and Development, in advance of taking course work. In addition, in order to qualify for tuition reimbursement for education, faculty must complete all requirements listed in their contracts such as service, scholarly activities, community outreach, teaching assignments, etc.

• Payback Agreement

As a condition of tuition reimbursement, the employee must agree that if she or he leaves employment for any reason, voluntarily or involuntarily, the employee will repay the University for any Tuition Reimbursement received according to the following schedule:
• The employee must pay back 100% of any tuition reimbursement received 0 to 36 months prior to the employee’s termination date;
• The employee must pay back 75% of any tuition reimbursement received more than 36 but less than 48months prior to the employee’s termination date;
• The employee must pay back 66% of any tuition reimbursement received more than 48 but less than 56months prior to the employee’s termination date;
• The employee must pay back 50% of any tuition reimbursement received more than 56 but less than 72months prior to the employee’s termination date

Faculty Annual Activities & Service Update Report

A Faculty Update Form outlines faculty service grant writing activities; community service and research activities, presentations, among other professional and service activities. Faculty can obtain copies of this form from his/her supervisor. Completion of this form is due at time of annual evaluation however it is strongly urged that faculty keep this form current as the employment year goes by as activities and dates can be difficult to recreate or remember months after the activity.

• Professional Licenses
  In certain cases, professional licenses are a required qualification of the job description. If the professional license is mandatory to qualify one for their work, it must be kept current and in good standing at all times. Faculty who this pertains to must provide a current unobstructed license to the University. Failure to renew the license timely or maintain a license in good standing will result in a warning from the University and a suspension without pay until the license is reinstated. Professional licenses will be maintained as a part of the HR file.

• Health History and Immunizations
  In certain cases, faculty members who work with students or teach in clinical agencies will be required to provide the University with those immunizations, titers and selected other health records as required by the agency and/or the CDC. Failure to provide the required documentation timely may result in a warning from the University and/or a suspension without pay until the required information is provided and the faculty member is cleared by the facility. Protected health history and health information will be protected utilizing the principles of the Health Insurance Portability and Accountability Act (HIPAA) guidelines. By submitting this information, faculty members understand that only the information required to be provided by the health care agency will be provided. In most cases, this means that the dean or program director will certify to the agency that you have met the requirements related to immunization, health status, etc. in order to meet the agencies guidelines. Your health care information will not become a part of your HR record and will be maintained confidentially by the University with access to only to those individuals who need access to the information in order to certify your meeting of identified standards.

• American Heart Association Health Provider Cardiopulmonary Resuscitation (CPR)
  In certain cases, faculty members will be required to maintain current AHA CPR approval status. If required by the job description and/or the clinical facility, failure to provide the required documentation of Current AHA health provider CPR may result in a warning from the University and/or a suspension without pay until the required information is provided and the faculty member is cleared by the facility.

• Other Requirements
  Other requirements may be requested for clearance to the clinical facility.