10.2 SABBATICAL LEAVE POLICY
I. STATEMENT OF AUTHORITY AND PURPOSE
This policy is promulgated by the Board of Trustees pursuant to the authority conferred upon it by §23-41-
104(1), C.R.S. (1998) and in accordance with the requirements of §23-5-123, C.R.S. (1998) in order to set
forth a policy outlining the terms and conditions under which sabbatical leave and paid administrative leave
shal be granted to employees at CSM. This policy shal supersede any previously promulgated CSM policy
that is in conflict herewith.
II. POLICY STATEMENT
The Board is cognizant of the necessity of maintaining a high caliber of faculty at CSM and the importance
of the faculty's contribution in delivering quality education to CSM students. The Board recognizes that
faculty sabbaticals play an important role in developing and enhancing faculty expertise and promoting
faculty excel ence in teaching and research. The Board also recognizes that a faculty sabbatical is a
privilege, rather than a right, and should be granted only when it directly benefits CSM and the education of
its students. Therefore, the Board shal judiciously grant faculty sabbaticals which are designed to foster
teaching and/or research excel ence at CSM and thereby result in a benefit to the State of Colorado.
The fol owing rules and procedures shal henceforth apply to the granting and administration of al
sabbaticals at CSM.
A. CSM may not authorize a sabbatical or an extended period of paid administrative leave for any
person holding an administrative position, except that it may, for a reasonable period of time,
authorize such employees to take paid administrative leave for disciplinary or investigative reasons.
Accordingly, administrative faculty members do not qualify for sabbaticals hereunder. Due to the
nature of their positions, research faculty members are likewise ineligible for sabbaticals. The
Board is aware that certain administrative positions at CSM are fil ed by tenured academic faculty
members whose status hereunder may be unclear. For the purposes of this policy, an
"administrative position" shal be defined to mean any position that does not require at least fifty
percent of total effort to be devoted to teaching and academic research.
B. CSM may not grant a sabbatical for any faculty member more than once every seven years. Prior
to being granted a first sabbatical, a tenured faculty member must have served in a ful -time,
tenured and/or tenure-track position at CSM for a period of six years, or an aggregate of twelve
semesters. In order to be eligible for a subsequent sabbatical, a faculty member must submit a
report on sabbatical activity (described in Paragraph I below), meet al other requirements
associated with sabbatical leave outlined in this Sabbatical Leave Policy, and serve CSM for six more
years. Time served by an academic faculty member in an administrative position shal count toward
fulfil ment of this time requirement. A sabbatical may not be granted to any faculty member
serving on a transitional appointment. CSM may delay for up to one academic year, the taking of a
sabbatical granted to a faculty member, when it determines that such delay is necessary to avoid
significant disruption to CSM operations and the delay wil advance the excel ence of CSM’s delivery
of services. When CSM requires a delay in taking a sabbatical, the faculty member wil be eligible
to seek a grant of sabbatical for the seventh year fol owing the year in which CSM granted the prior
C. When applying for a sabbatical, a faculty member shal submit to his or her Department Head as far
in advance as possible a detailed sabbatical plan specifying: (1) how the sabbatical activity wil
result in the faculty member's professional growth, enhance the reputation of CSM and the
educational experience of CSM students and increase the overal level of knowledge in the faculty
member's area of expertise; and (2) the goals that the faculty member wil achieve while on
D. The sabbatical plan shal be reviewed by the Department Head and the Dean and, if approved by
both forwarded by the Provost to the President.. The President shal review these documents and,
if the President approves the sabbatical request, forward the file to the Board along with his or her
recommendation for final approval.
E. Al sabbaticals taken by CSM faculty shal require Board approval in advance. In considering a
sabbatical request, the Board shal consider the quality of the faculty member's proposed activities
while on sabbatical; the individuals who wil be involved in such activities; the benefits to be
received from such activities by the faculty member, CSM and CSM students; the hardship imposed,
if any, on the faculty member's col eagues or department if the sabbatical should be granted; and
the number of sabbaticals or requests for sabbaticals currently outstanding within the department
or area of expertise of the faculty member requesting a sabbatical.
F. If, due to serious and unforeseen circumstances, a faculty member becomes aware that he or she
wil be unable to fulfil the approved sabbatical goals during the sabbatical period, the faculty
member shal expeditiously consult with his or her department head and the Provost to establish
amended sabbatical goals for the remainder of the sabbatical period. If such circumstances involve
a personal or family il ness, sick leave may be substituted for the sabbatical, and in such case, the
faculty member's record wil not reflect the granting of sabbatical leave.
G. Compensation for faculty on sabbatical shal be provided on the fol owing basis: (1) 50% of the
academic year base salary plus 100% of the benefits for a one-year sabbatical; (2) 100% of the
academic base salary plus 100% of the benefits for a one-semester sabbatical. Standard fringe
rates are applied to al sources of salary received by the faculty member through CSM while on
H. A faculty member receiving paid sabbatical leave must return to ful -time employment at CSM for at
least one year after the conclusion of the sabbatical. A faculty member who does not fulfil this
condition wil be required to repay the ful amount of compensation (salary plus employer-provided
benefits) received from CSM during the sabbatical period.
I. Upon completion of a sabbatical, the faculty member shal provide a final sabbatical report to the
Board, including a summary of his or her activities while on sabbatical and the benefits derived by
the faculty member. Academic Affairs shal disseminate submission deadlines prior to the close of
each Spring semester. Final sabbatical reports need not include specific details of the faculty
member's research conducted while on sabbatical. A faculty member may also be requested to
make a brief oral presentation of his or her completed sabbatical to the Board.
J. The faculty member shal submit their sabbatical report to the Department Head for review and
certification as to whether or not the goals stated in the sabbatical plan have been met. The
Provost shal forward summaries of the faculty reports to the Board.
K. The Board may not grant a subsequent sabbatical to any faculty member who does not meet the
goals or amended goals stated in his or her sabbatical plan.
L. Every participant in the sabbatical process shal be responsible for ensuring that each sabbatical
granted by CSM meets the requirements of §23-5-123, C.R.S. (1998) and this policy. Any
employee involved in applying for, reviewing or approving a sabbatical at CSM who acts in bad faith
or in a wil ful and wanton manner may be subject to disciplinary sanctions if the above-mentioned
requirements are not met.
Promulgated by the CSM Board of Trustees on September 9, 1994.
Amended by the CSM Board of Trustees on December 16, 1994.
Amended by the CSM Board of Trustees on June 10, 1999.
Amended by the CSM Board of Trustees on May 18, 2015.
10.3 RESEARCH MISCONDUCT POLICY AND COMPLAINT PROCEDURE
STATEMENT OF AUTHORITY AND PURPOSE
This policy is promulgated by the Board of Trustees pursuant to the authority conferred upon it by §23-
41-104(1), C.R.S. (2013), to set forth a policy to assure integrity in research and the proper
reporting and resolution of complaints al eging research misconduct at CSM. This policy reflects CSM’s
intent and commitment to foster a research environment that promotes the responsible conduct of
research, and requires adherence to the highest standards of integrity in the proposing, conducting and
reporting of research. As a recipient of federal research funds, CSM must have institutional policies and
procedures in place to handle al egations of research misconduct. The fol owing policy and procedure
conform to pertinent federal regulations, including the Public Health Service (PHS) regulations at 42 Code
of Federal Regulations, Part 93. While 42 CFR 93 applies to al individuals who may be involved with a
project supported by or who have submitted a grant application to the PHS, this policy and procedure
apply to al members of CSM’s community engaged in research, regardless of the funding source.
A. General Policy Statement
Misconduct in research represents a breach of the policies of CSM, the standards
expected by our research sponsors and entrusted to us by the public, and the
expectations of scholarly communities for accuracy, validity and integrity in
research. Such misconduct tarnishes the reputations of honest researchers and universities, as wel as
diminishes public confidence in research results. Any allegation of research misconduct is,
therefore, a matter of serious concern to this institution. The highest standards of honesty, integrity,
and ethical behavior are expected of al C S M personnel a n d s t u d e n t s involved in research and
scholarly activity. Further, maintenance of public trust in these standards is the responsibility of al
members of the university community, including faculty, administrators, staff members, and students.
CSM wil maintain an environment that fosters adherence to the ethical standards set forth in this policy,
and provides effective means for addressing deviations from these standards.
Al CSM personnel and students involved in research and scholarly activity are subject to this policy,
and expected to be aware of and to comply with al of CSM’s applicable policies and procedures, as
wel as the requirements and regulations of outside funding agencies. This policy wil specifical y
address research misconduct, which is defined as fabrication, falsification, plagiarism, or other
significant departures from commonly accepted practices within the relevant research community in
proposing, performing or reviewing research, or in reporting research results. CSM wil properly
assess, inquire into and, if necessary, investigate and resolve promptly and fairly al al egations of
research misconduct, and comply with research sponsor requirements for reporting al egations of
possible research misconduct. When sponsored project funds are involved, CSM wil comply within a
time frame consistent with applicable regulations and funding agency requirements for reporting
cases of possible misconduct.
Any member of CSM’s community has an ethical responsibility to act if he or she suspects research
misconduct has occurred. Appropriate actions may include discussing concerns with or reporting
al egations to one’s Department Head or Dean, or CSM’s Research Integrity Officer (“RIO”), Vice
President for Research and Technology Transfer (“VPRTT”) or Provost. Further, members of CSM’s
community are obligated to cooperate with and provide evidence relevant to an al egation of
research misconduct to appropriate university officials and employees who are directed to conduct