Faculty Success

Faculty Success supports faculty excellence and success throughout the academic career lifecycle. Through its reporting units, including Faculty and Academic Resources (FAR) and the Center for Teaching, Learning, and Scholarship (CTLS), Faculty Success provides resources and services that support recruitment and retention, teaching and learning excellence, professional and leadership development, faculty recognition, and the effective management of faculty credentials and accomplishments. Together, these areas help faculty thrive in teaching, scholarship, creative activity, leadership, and service while fostering long-term success at Texas State.

Faculty Development Leave

Faculty Development Leave enables eligible tenured faculty members to pursue research, scholarship, creative activities, and professional development opportunities that would not be possible while carrying their normal workload responsibilities. Established by the Texas Legislature as part of the compensation and professional development program for faculty at public institutions of higher education, Faculty Development Leave supports excellence in teaching, scholarship, and service.

Faculty interested in applying must first meet with their department chair or school director to discuss their proposed leave project and declare their intent to apply. Applicants should then review the Faculty Development Leave Information, submit their application through the Faculty Qualifications (Watermark Faculty Success) system, review AA/PPS 04.02.02, Faculty Development Leave for eligibility requirements and program details, and submit the Development Leave Final Report Form upon completion of their leave. Additional statutory information is available in the V.T.C.A. Education Code, Chapter 51, Subchapter C.

Academic Professional Faculty Workload Release Program

In recognition of the essential role academic professional faculty play in delivering curriculum and contributing to the culture of scholarship at Texas State, the Academic Professional Faculty Workload Release Program allows eligible full-time academic professional faculty to receive up to six workload credits of release time from their normal teaching load (at full pay and benefits) to pursue scholarly and creative activities, curriculum development, or projects focused on improving teaching and learning activities and outcomes. 

Faculty interested in applying must first meet with their department chair or school director to declare their intent to apply and discuss their proposed project. Applicants should then review the Faculty Senate Program Information, submit their application through the Faculty Qualifications (Watermark Faculty Success) system, and review AA/PPS 04.02.03, Academic Professional Faculty Workload Release Program for eligibility requirements, applications procedures, and program details.

Faculty Fellowship Opportunities

Faculty are encouraged to participate in distinguished national and international fellowship programs recognized by the Texas Higher Education Coordinating Board (THECB) and National Research University Fund (NRUF) eligibility. Each faculty member considering a fellowship is required to utilize this planning tool and discuss the opportunity with the department chair/school director before submitting an application. 

Faculty considering a fellowship opportunity should discuss the proposed fellowship with their department chair or school director and complete the Faculty Fellowship Opportunities Planning Tool before submitting an application. Additional program requirements and guidance are available in AA/PPS 04.01.32.

Faculty Retention Guidelines

The Executive Vice President for Academic Affairs (EVPAA) is committed to supporting the retention of high-performing faculty through competitive compensation and strategic retention efforts. Deans, school directors, and department chairs are encouraged to develop and implement practices that promote faculty success and retention. 

Retention and salary adjustment requests are reviewed through the appropriate academic and budget channels, including the dean, the Associate Vice Provost for Academic Budgets and Planning, and Academic Affairs Budget, with final approval by the EVPAA. Review the Faculty Retention and Salary Adjustments guidelines for additional information.

Faculty Salary Equity

Texas State University is committed to maintaining a faculty salary system that equitably compensates faculty members for their service. A component of this system is the periodic review of full-time continuing faculty salaries. When funds are made available by the President's Cabinet or when deemed appropriate, the Executive Vice President for Academic Affairs (EVPAA) may initiate a faculty salary equity study. AA/PPS 04.01.50, Faculty Compensation and Salary Adjustments provides information about the process used to conduct this periodic review.

Outside of this periodic process, salary equity concerns should be directed to the appropriate chair/director and dean. As needed, cases may be coordinated with the Associate Vice Provost for Academic Budgets and Planning and Academic Affairs Budget for review and response. 

Work Life 

Texas State is committed to supporting employee well-being by providing programs and resources that help faculty and staff maintain a healthy work-life balance. Through the Work Life program, employees have access to wellness initiatives, employee discounts, family-friendly resources, on-campus and off-campus activities, and the Bobcat Balance Employee Assistance Program. Additional resources, including the WellCats wellness program, help employees support their physical, emotional, and financial well-being while thriving at Texas State.