Significant family responsibilities such as childbirth, adoption, and parenting often impose career disadvantages that women faculty, in particular, may face. It is important that faculty performance be evaluated in relation to the time that is realistically available for professional contributions given the nature of these family obligations. It is the goal of these policies to 1) help faculty balance the responsibilities of family and career development and 2) encourage and enable equal parenting.
1. Paid Parental Leave (faculty on the Harvard payroll)
- Faculty who have significant caretaking responsibility are entitled to paid leave for up to thirteen weeks following the birth or adoption of a child.
- The school will continue to pay the faculty member’s current actual salary (annualized salary x FTE*) during the period of the parental leave, assuming that the faculty member is not performing work during the leave that is covered by the sources sponsoring that work. If the faculty member chooses to perform such work, the school will pay any portion of the annualized salary that is not covered by the related sources during the period of the leave.
- If the parental leave occurs during the “start-up period” of a tenure-ladder faculty member’s first term, any salary guarantee and/or salary savings agreement will be extended for an additional thirteen weeks. Any other leave-related issues affecting progress during the start-up period will be considered on a case-by-case basis.
- Parental leave should be requested as far in advance of the child’s expected arrival date as possible to provide departments with reasonable notice for planning purposes.* FTE (full-time equivalent) reflects the percentage of the faculty member’s annualized salary that is compensated on the Harvard Chan School payroll. For example, faculty who do not work for Harvard Chan School in July and August or who have not raised outside funding to cover that portion of their salary have an FTE of 0.833.
- Complete and submit the “Notification of Intention to Take Paid Parental Leave” section of this form as early as possible.
- Once the dates and financial arrangements have been finalized, complete and submit the Faculty Sabbatical and Paid Leave of Absence Form
- Tenure ladder faculty who become a parent of a child during their tenure-track period will be granted, upon notification of the birth or adoption, an automatic extension of their tenure clock by one year for each child. This type of extension will ordinarily be granted for up to two years. Faculty seeking subsequent parental clock extensions should please contact the Associate Dean for Faculty Affairs, Jennifer Ivers (email@example.com).
- The granting of a tenure-ladder extension will not routinely entail an extension to the faculty member’s current term of appointment (i.e., the clock is generally extended in the final tenure-track term). A request to extend the faculty member’s current term must be submitted jointly by the faculty member and her/his department chair and will be considered on a case-by-case basis.
- Extensions will not be granted to faculty members who have already been notified that they will not be considered for reappointment or promotion.
- The granting of an extension does not imply a guarantee of reappointment or promotion. Neither does it provide a guarantee of additional financial support to cover the period of the extension. Finally, the existence of this policy does not preclude a faculty member being terminated before the end of her/his term for lack of funding, as specified in the financial expectations outlined in the offer letter or in the signed letter of agreement.
- If the “Notification of Intention to Take Paid Parental Leave” form has been submitted, it is not necessary to submit the additional “Notification” form below. The “Notification of a Birth or Adoption” form should only be used when the faculty member did not request parental leave.
- Complete and submit the “Notification of a Birth or Adoption” section of this form.