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Fall 2026

Fall 2026
Tara Victor – Psychology

2026-2027 Academic Year
Kerry Shannon – History

What is the difference between a Sabbatical Leave and a Difference-In-Pay Leave (DIP)?

• A Sabbatical Leave is a full paid leave at one semester or one-half salary at two semesters, whereas a DIP Leave is partial pay for one semester or two semesters (see calculation below for DIP Leave).
• A faculty unit employee must have full-time continuous service for six (6) years prior to taking their first Sabbatical or DIP Leave.
• Eligibility for a future Sabbatical Leave is six (6) years after any previous Sabbatical Leave or Difference In Pay Leave.
• Eligibility for a future Difference In Pay is (3) years after any previous Difference In Pay Leave or Sabbatical Leave.
• The Leaves and Honors Committee reviews all Sabbatical Leave applications.
• The Department RTP Committee reviews the DIP Leave applications.

When might someone opt for a Difference in Pay instead of a Sabbatical Leave?

Someone might opt for a DIP Leave when a faculty unit employee is afforded an unexpected opportunity, such as external funding, a scholarship, or fellowship.

How is a DIP calculated?

A standard monthly rate is used for the minimum instructor salary from the CSU Salary Schedule. That monthly rate is $4,229. Below is a sample monthly base salary. Please make sure to use your monthly base salary to calculate your DIP.

See the example below for the Difference-in-Pay calculation:

Monthly salary of T/TT faculty - $6,500

Minimum Instructor Salary - $4,229

DIP Salary- $6,500-$4,229= $2,271 per month (6 months for AY faculty taking a one-semester DIP) (12 months for AY faculty taking a two-semester DIP)

Can I accept additional employment while on a Sabbatical or DIP Leave?

A faculty unit employee on Sabbatical Leave shall not accept additional and/or outside employment without prior approval from the President (Article 27.18).

A faculty unit employee granted a Difference In Pay Leave shall not accept additional and/or outside employment without prior approval from the President (Article 28.14).

Am I expected to work or serve on a committee while on a Sabbatical or DIP Leave?

There should be no committee service or instruction while on leave.

Can I defer my original Sabbatical or DIP Leave if I cannot take my leave as initially planned?

A Sabbatical or DIP Leave may be deferred up to one semester but should not go beyond one academic year. Our office has a form on the Faculty Forms and Documents (csudh.edu)Ìýwebsite.

Why is my feedback in different formats and have different amounts of feedback?

This is a faculty driven committee, and some faculty chose to use an excel file and some chose to use the word doc itself. The FAD does not interfere with a faculty reviewer’s preference for recording their feedback nor do we dictate how much content is required. Comments are optional, but the scores are required.

I don’t see where my longevity points were applied. How does that work?

Yes, longevity points are assigned according to established policy and provided to individual reviewers by FAD after they have completed their independent review of the application. The longevity points are maintained in a separate file and added to the reviewer’s application merit score after the individual review is complete. This process is designed to ensure that the merit assessment is conducted independently of longevity considerations and that all applicants are evaluated consistently based on the established criteria. The final score consists of the application merit score plus the applicable longevity points.

What is the difference between a score and a ranking? Ìý

Each individual reviewer’s score + longevity score is then used by that reviewer to create a ranking from 1 (best) to XX (how many applications there are).Ìý

How does the committee review work?

The committee comes together after they have done their individual review, added in the longevity points, and created their own ranking list. The committee then deliberates on the various cases, discusses differences of opinion, and then comes to agreement on the final ranking list.Ìý

Why may there be a range of scores among reviewers? How does the review process address differences in reviewer perspectives and assessments to ensure that scores are based on the established evaluation criteria and are applied consistently?

The strength of the review process lies in the quality of peer-review input, which helps ensure a broad and diverse range of perspectives is considered. This type of peer-review process is also used by national funding agencies. Variation in reviewer scores and perspectives is expected and is an important part of a fair and comprehensive review process. For this reason, we use a group-based approach to determine outcomes rather than relying on the assessment of any single individual reviewer.

I know someone else who got a sabbatical, and I believe I have a stronger record than that person. is it fair that they got it and I didn’t?

Comparisons among reviewers or between individual applicants and prior awardees are discouraged. Each application is evaluated independently based on the established criteria and the information provided in the application. Because applications may differ in their circumstances, contributions, and areas of focus, direct comparisons between individuals or review outcomes may not provide an appropriate basis for evaluation. Relying solely on measures such as productivity or reputation could give disproportionate weight to factors that are not intended to determine the outcome under the established review criteria.