Final schedules for summer school are now coming due. Large summer-school programs can create complications for faculty contracts. How should we handle positions that include mandatory summer teaching? This is especially a problem in education programs, where teachers dominate the student clientele or in small departments with significant summer service components. Some places give strong pay incentives (my favorite was a public institution that pays 1/6th of base salary per course, based on an 18-hour annual contract), while others shift contract loads (fall/spring loads reduced by a course or two in exchange for the summer courses).
What’s the fairest way to handle mandatory summer teaching?
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