PS-10.A.20 - Non-Tenured & Non-Tenure Track Academic Appointments

3.5.1.1 Adjunct faculty will be hired according to written procedures outlined by the hiring department and in accordance with PS 10.A.22 Adjunct Policy. Adjunct appointments will be made for a semester or term.

3.5.1.2 The performance of adjuncts will be evaluated according to written procedures outlined by the hiring department and in accordance with PS 10.A.22 Adjunct Policy. Adjuncts are not eligible for merit pay increases.

3.5.1.3 Adjunct appointments may be renewed based on favorable evaluation and departmental need. There is no guarantee of continued appointment for adjunct faculty.

3.5.2.1 Lecturer positions must be filled via the use of open searches as outlined in PS 10.A.13 Faculty Employment Policies, with the exception of the emergency process defined in Section 3.4.3.2.4. Lecturers must meet minimum requirements for professional, experiential and scholarly preparation for teaching in the discipline and any accrediting agency requirements. Lecturers will possess a strong record of teaching and/or professional experience in areas of need for a particular department. Lecturer appointments are determined by instructional need, and generally are for one academic year.

3.5.2.2 The performance of lecturers will be evaluated annually in the area of teaching and service according to the specific duties outlined in the appointment letter. Performance evaluations of lecturers will be carried out according to written procedures outlined by the hiring department and in accordance with procedures outlined in PS 10.A.21 Lecturer Policy. Lecturers may be promoted to the title of Senior Lecturer as per section PS 10.A.21 Lecturer Policy.

3.5.2.3 Lecturer appointments may be renewed based upon favorable annual evaluations and departmental need. There is no guarantee of continued appointment for lecturers.

3.5.2.4 A lecturer may be hired on an emergency basis to meet the educational needs of a department until a formal search may be conducted. These lecturers may be hired without a formal search, at the discretion of the department chair and appropriate dean. These lecturer appointments are for one academic year only and cannot be renewed without a search process. These lecturers may apply for other available positions for which they are qualified with no guarantee of continued employment.

3.5.3.1 Senior lecturer appointments are contingent upon programmatic need, and shall be provided as a three-year, renewable contract.

3.5.3.2 The performance of senior lecturers will be evaluated annually in the area of teaching and service according to the specific duties outlined in the appointment letter. Performance evaluations of senior lecturers shall proceed in accordance with PS 10.A.21 Lecturer Policy.

3.5.3.3 Senior lecturer appointments may be renewed based upon favorable annual evaluations and programmatic needs. There is no guarantee of continued appointment for senior lecturers.

3.5.3.4 Should a senior lecturer's performance be deemed unsatisfactory (as indicated typically by being evaluated as not meeting expectations during an annual performance evaluation, or atypically through some other documented measure of underperformance), then the three-year contract of a senior lecturer shall revert, upon 30-days written notice from the dean of the college and the chairperson of the department and with the approval of the Provost, to a one-year fixed-term contract which would terminate at the conclusion of that current contract year. As is true for all faculty, the contract for a senior lecturer may also be revoked in the event of dismissal for cause, bona fide financial exigency, the elimination of programs, and retirement or resignation of the senior lecturer.

3.5.4.1 All Clinical faculty positions must be filled via the use of open searches as outlined in PS 10.A.13 Faculty Employment Policies. Clinical faculty must meet the specific requirements for professional, experiential and scholarly preparation outlined by the hiring department. Clinical faculty are non-tenured and non-tenure track faculty who may be assigned with the ranks of Clinical Instructor, Clinical Assistant Professor, Clinical Associate Professor, and Clinical Professor. Individuals at each rank will have experience and expertise necessary for their instructional responsibilities assigned by the department. Clinical faculty appointments are determined by instructional need, and generally are for one academic year. All aspects of the appointment of a clinical faculty member must be approved by the Provost/VPAA. Appointments may be with or without compensation and are typically made for one academic year, but longer or shorter appointments are possible.

3.5.4.2 The performance of clinical faculty will be evaluated annually in the area of teaching and professional responsibilities according to the specific duties outlined in the appointment letter. Performance evaluations of Clinical faculty occur according to a rubric and guidelines established by the hiring department. Clinical faculty members may serve on (but not chair) thesis committees or departmental committees at the option of the department.

3.5.4.3 After a minimum of six years of continued employment, clinical faculty at the rank of instructional, assistant or associate may be promoted to the next academic rank. Promotion of clinical faculty is predicated upon continued high performance evaluations, a recommendation of the departmental rank and tenure committee, department chair, college dean, and Provost. Promotion of clinical faculty will occur according to a rubric and processes established by the hiring department. Clinical faculty cannot be hired in a department until the department has developed promotion and evaluation rubrics and processes for clinical faculty and these have been approved by the dean.

3.5.5.1 Visiting faculty must possess appropriate academic credentials in the form of a terminal degree or comparable distinguished record of accomplishment.

3.5.5.2 Visiting faculty will have teaching, research, and/or other duties as described in the appointment letter.

3.5.5.3 Visiting faculty may be a paid employee of the university or may not receive remuneration from or employment at the university.

3.5.5.4 Visiting faculty's performance will be evaluated according to the rubric and processes established by the hiring department and approved by the dean.

3.5.6.1 Faculty-in-Residence appointments are non-tenured and non-tenure track appointments that may be for up to one year, and may be renewed for additional years based on favorable annual evaluation, faculty support, and departmental need, as approved by the President. Appointments to these positions are made by written agreements that specify expected duties, remuneration (if any), employee benefits, office and other work space, and other University support. Noncompensated appointments are paid at adjunct rates for any courses taught. There is no guarantee of continued appointment for Faculty-inResidence. Time spent as a Faculty-in-Residence does not accrue toward a Tenure-Track appointment at UHD.

3.5.6.2 Faculty-in-Residence appointments are reserved for distinguished individuals recruited from outside the University faculty.

3.5.6.3 UHD faculty members who have developed a national or international reputation for professional accomplishments may hold a Faculty-inResidence appointment at another institution with the approval of the President.

3.5.6.4 The performance of Faculty-in-Residence will be evaluated annually in the relevant area according to the specific duties outlined in the appointment letter. The performance of Faculty-in-Residence will occur according to a rubric and guidelines established by the hiring department. Faculty-in-Residence cannot be hired in a department until the department has developed evaluation rubrics and processes for Faculty-in-Residence and these have been approved by the dean.

3.5.6.5 Faculty-in-Residence may serve on (but not chair) thesis committees or departmental committees at the option of the department.

3.5.7.1 Research associates usually hold a doctoral degree; however, a highly qualified individual with a master's degree may be employed in such a position.

3.5.7.2 Research associates perform duties designed to meet the goals of a research grant or contract. The grant or contract can be awarded externally or allocated internally.

3.5.7.3 Research associates' performance will be evaluated according to a rubric and processes established by the hiring department and approved by the dean.

3.5.7.4 Research associates may serve on (but not chair) thesis committees or departmental committees at the option of the department.

3.5.7.5 Research associate appointments may be renewed based upon favorable annual evaluations and departmental need. There is no guarantee of continued appointment for research associates.

3.5.8.1 Graduate Teaching Assistant: Graduate teaching assistants (TA) at UHD are graduate students who have direct student contact in a formal instructional setting but who do not have primary responsibility for teaching a course for credit; they perform under the instructor's direct supervision and provide general assistance to the instructional process. Graduate teaching assistants attend classes, may be required to teach laboratory or studio sections of a course, grade papers or examinations, hold office hours, tutor students, act as a student mentor, or conduct other activities that support the instructional mission of the University.

3.5.8.2 Graduate Teaching Fellow: A Graduate teaching fellow is a UHD graduate student whose responsibilities include formal instruction and may be instructor of record for a course. Teaching Fellows (TF) should possess at least a master's degree in the teaching discipline or 18 graduate semester hours in the teaching discipline, direct supervision by a faculty member experienced in the teaching discipline, regular inservice training, and planned and periodic evaluations. Graduate students employed as TFs are not allowed to be instructors of record for courses that carry graduate credit.

3.5.8.3 Graduate Research Assistant: Graduate research assistants (RA) assist in the research function under the supervision of a faculty member. They may conduct experiments, organize or analyze data, present findings in a publication, collaborate with faculty in preparing publications, oversee the work of other graduate research assistants, or engage in other activities as assigned.

3.5.8.4 Graduate Administrative Assistant: Graduate administrative assistants participate in the instructional process for a department or program under the supervision of an appointed supervisor. They may engage in course preparation, undertake program-related assignments, or engage in other instructional related duties as specified by the department or program.

3.5.8.5 Graduate assistants' performance will be evaluated according to a rubric and processes established by the hiring department and approved by the dean.

4.2.2.1 The department chair, after discussion with and concurrence of the dean, requests approval of the Provost/VPAA to fill the position for a term length appropriate to the position being filled.

4.2.2.2 The department chair will consult with the Affirmative Action Officer to discuss opportunities which may exist to use the hire to enhance more representative staffing efforts.

4.2.2.3 The department chair will work with Human Resources office to appoint a search committee which includes faculty in the discipline in which the applicant may be employed.

4.2.2.4 Once approved by the Provost/VPAA, the position will be posted on the UHD website for a period of at least two weeks. Applicants may be external as well as internal. However, any party in the process from the Department Chair to the President may request that national or regional advertisements for the position be placed to ensure that the most highly qualified individual available is given an opportunity to apply.

4.2.2.5 All applicant materials will be reviewed by the search committee.

4.2.2.6 The hiring process must include opportunities for interviews with department faculty, department chair, and college dean.

4.2.2.7 The search committee will make recommendations to the department chair.

4.2.2.8 The department chair, after review of search committee recommendations and concurrence of the dean and Provost/VPAA, decides upon the primary candidate and enters into unofficial negotiations with the candidate.

4.2.2.9 When an unofficial offer is accepted, the file is completed and forwarded to the dean.

4.2.2.10 The Provost/VPAA forwards his recommendation and the selected candidate's completed file to the President. Forwarding the file is the Provost/VPAA's certification that all required documents are included.

4.2.2.11 The official offer is made by the Provost/VPAA and the terms of initial appointment are agreed upon. When the offer letter and terms of initial appointment are signed and returned to the Provost/VPAA's office by the candidate, copies of the letter and terms of initial appointment are added to the completed file and forwarded to the Human Resources office.