Reappointments for Non-Tenure Track Faculty
March 1, 2000
Linda Pratt, Interim Dean
Reappointment of Non-Tenure Track Faculty
I am writing to remind you of the memorandum below from Associate Vice Chancellor Evelyn Jacobson regarding non-tenure track faculty. In section 3 she lays out a series of guidelines for ensuring regular and fair evaluation of such faculty. As a first step towards compliance with these guidelines we included all instructional staff on budgeted lines in the merit evaluation and salary adjustment process last spring.
Section 3e requires that the reappointment and salaries of regular temporary faculty on salary lines be tied to evaluations in a clear and consistent way. In order to ensure fairness across all types of faculty when contracts are renewed, we will require a letter to the Dean which documents performance at the same time you send the renewal letter for signature. The form and content of the letters should be similar to the reappointment letters for pre-tenure faculty and should be accompanied by an up-to-date vita. If the duties or areas of activity differ from the previous contract you should provide a justification. If there are teaching duties, the letter should discuss the performance based both on student evaluation and peer review. It is important to note that there should not be a review of performance in areas not included in the contract although these things may, of course, be in the vita.
I do not intend to institute an additional performance review of non-tenure-track faculty. Rather, the same review should serve both or the renewal of contracts and for any merit salary adjustments.
August 16, 1999
Deans, Directors, Chairs
Evelyn Jacobson, Associate Vice Chancellor for Academic Affairs
UNL guidelines on non-tenure track faculty
The Report of the Taskforce on Temporary Faculty presented recommendations to Senior Vice Chancellor Richard Edwards in August 1998. In January 1999, the recommendations were presented to UNL Deans, to be further discussed with chairs. In May 1999, the recommendations were discussed at a meeting of the Academic Senate Executive Committee.
The following recommendations reflect suggested changes to the original Taskforce recommendations, and constitute a set of guidelines for the appointment and evaluation of nontenure track faculty (NTT faculty), to go into effect with the 1999-2000 academic year. The Dean's offices will ensure that procedures are in place to oversee and facilitate departmental implementation of these guidelines. Note that these guidelines supplement the Guidelines for Faculty Appointments implemented in June 1998.
- Contract/Letter of Offer: All NTT faculty should be extended a clear contractual statement of expectations and assignments including teaching, course preparation, advising, service. If, in the case of appointment to a lecturer or senior lecturer position, research or scholarly activity will be used as a factor in renewal or extension as, for example, an example of keeping current in the field, this expectation should be clearly stated. Standard letters of offer for lecturer appointments, to be appropriately revised for different units/individuals, are enclosed
- THE FOLLOWING TWO SECTIONS APPLY ONLY TO REGULAR NON-TENURE TRACK FACULTY, E.G. THOSE FACULTY ORDINARILY ELIGIBLE FOR BOTH NUFLEX AND RETIREMENT BENEFITS. THIS WOULD NOT, FOR EXAMPLE, INCLUDE FACULTY ON VISITING OR LECTURER/T APPOINTMENTS. (Please refer to the Guidelines for Faculty Appointments, January 1999, for a complete listing of positions.
- Notification of appointment or reappointment: In the case of regular NTT faculty, notice of appointment or reappointment and class assignments will normally be given at least two months before the beginning of the semester of the appointment or reappointment.
- All regular NTT faculty should be appropriately evaluated at regularly scheduled intervals.
- When NTT faculty are hired, there should be a clear understanding in writing regarding the activities on which they will be evaluated.
- NTT faculty should be evaluated in the same way as tenure track faculty, but only in the areas in which they work. For example, if they teach, student evaluations, peer review, and self evaluation could all be used in the evaluation. If scholarly activity is considered to be a factor crucial to a teaching assignment, this should be stated. Service and outreach expectations should be stated.
- Clear feedback from the evaluation process is as important to NTT faculty as it is for permanent faculty.
- Reappointment and salaries of temporary faculty should be tied to their evaluations in a clear and consistent way.
- Evaluations should be forwarded routinely to the Dean as is the case for permanent faculty.
- Promotion for NTT faculty must be based on clear performance criteria; an appropriate promotion committee/process must be identified at the department level to make recommendations to approval by the Dean.
Individual units are also encouraged to explore ways to integrate NTT faculty more fully into department and college life.
c: James Moeser, Chancellor
Richard C. Edwards, Senior Vice Chancellor for Academic Affairs
Gail Latta, President, Academic Senate