Chapter 1: Mission of the Laboratory Schools
Chapter 2: University Organization and Governance
Chapter 3: Role of Faculty Associates
Chapter 4: Appointment and Employment Information
Chapter 5: Professional Growth & Evaluation of Faculty Associates
Chapter 6: Contractual Continued Service
Chapter 7: Grievance Process
Chapter 8: University Leaves
Chapter 9: Benefits
Chapter 10: University Services
Chapter 11: Recreation, Leisure, and Cultural Activities
Chapter 12: Emergency Information
Appendix A: Procedures for Making an Application for Research in the Laboratory Schools
D. Professional Development Days
Faculty Associates are encouraged to grow professionally by attending and/or presenting at conferences, institutes, seminars, and other educational activities.
Base Salary The laboratory school salary structure is primarily based upon total years of teaching experience and degree. These two variables were found to be significant predictors of salary during an internal equity study conducted by Dean and Lust (1997). In rare cases (hiring members of a protected class or teachers that are in short supply), base salaries will be offered that fall outside of the salary structure.
Faculty associates, who meet core expectations and are making satisfactory progress on individual professional development plans as determined by the supervising administrator, receive a yearly salary increase that is no less than the average raise that is established for University faculty by the State Legislature. These increases are added to the base salary.
Salary Adjustment for Additional Degree To encourage faculty associates to continue their education after they have begun their employment in the Laboratory Schools, a salary adjustment of $5,000 is awarded for completion of a masters degree and $5,000 for a doctoral degree. These adjustments become a permanent addition to an employee's base salary.
To receive credit for a graduate degree, faculty associates must submit a written request to the Superintendent of the Laboratory Schools along with a copy of a University transcript, which shows the degree completion date. Since adjustments are made once a year for the ensuing fiscal year, the transcript must be submitted to the Superintendent's office prior to the start of the school year.
Salary adjustments for graduate degrees are subject to review and modification on an annual basis.
Award Pay Award pay provides a formalized method for rewarding exemplary performance or acquisition of new skills. A $500 award will be distributed in each of the following categories on an annual basis: (1) Outstanding teaching; (2) outstanding research; (3) outstanding contributions to teacher education; and (4) outstanding service to schools. These areas align with the four-part mission of the laboratory schools. An individual, a peer, a parent, an administrator, or a student may submit nominations. A committee will be established to collect and review the nominations and make recommendations for awards to the Superintendent of the Laboratory Schools and the Dean of the College of Education. The awards will not be added to the base salary of any recipient.
Responsibility Pay provides a method for compensating faculty for efforts that extend beyond the basic duties associated with a faculty associate position in the laboratory schools. The laboratory schools compensate faculty for approved summer curriculum work and research, and for co-curricular activities. Information regarding the pay rate for specific activities is available from building administrators.
National Board for Professional Teaching Standards (NBPTS) The National Board has established a set of rigorous professional standards to certify teachers who perform at a “master teacher” level. The Laboratory Schools offer support for teachers seeking this certification. Specific information can be obtained by contacting the Superintendent of the Laboratory Schools.
The University Insurance Office administers a variety of life and medical insurance programs for University employees and their dependents. For additional details, contact the University Insurance Office or refer to
C. Tax Deferred Annuities
D. University Credit Union
For a complete list of benefits and services, contact the Illinois State University Credit Union at 1309 South Center Street, or refer to www.ilstucu.org/
Several voluntary payroll deductions are available to University personnel, including University sponsored insurance plans and tax deferred annuities. Because Faculty Associates employed for less than 12 months are not on the payroll for the entire year, deductions for their optional insurance coverage will be billed to the employee during months when no paycheck is issued. Employees whose employment terminates may continue their health and dental coverage through COBRA.
Disability benefits may be available to a disabled employee under the following circumstances:
A. On-the-Job Accidents
Disability benefits may be available to Faculty Associates if they cannot perform their duties as a result of an on-the-job accident. See the section on worker's compensation.
B. Non-Job-Related Accidents and Illnesses
Under the provisions of SURS, disability benefits may be available to Faculty Associates if they cannot perform their duties as a result of a non-job-related accident or illness. Contact the Office of Human Resources for details.
C. Legal Representation
In the event that any civil proceeding is commenced against any employee arising out of any act or omission occurring within the scope of his/her employment with the University, the employee will immediately notify the Office of General Counsel of such action. The Office of General Counsel will prepare a letter of authorization for the employee's signature, authorizing the State of Illinois Attorney General's Office to represent and defend the employee in the proceeding. This authorization will constitute an agreement by the employee to cooperate with the Attorney General in his defense of the action and consent that the Attorney General shall conduct the defense as he deems advisable and in the best interests of the employee, including settlement in the Attorney General's discretion. In any such proceeding, the State of Illinois shall pay the court costs and litigation expenses of defending such action. Representation will not be provided if the act or omission which gave rise to the claim was not within the scope of the employee's employment or was intentional, willful, or wanton misconduct.