Units are expected to have formal descriptions of NTTF positions, including minimum job qualifications, educational and degree requirements, and substantive knowledge and experience required for position and rank. Such standards are necessary to ensure that NTTF will meet the performance expectations, curricular needs, and/or research objectives of the unit and that NTTF are assigned the appropriate rank when they are hired. Units are expected to establish processes for recruiting, searching for, and hiring NTTF, which may include interviews, presentations, and interactions with faculty, staff, and students. When possible, competitive search processes should be used to ensure the best talent can be identified and hired.
All appointments to NTTF positions, including part-time appointments, will be made in accordance with departmental and college bylaws and subject to the provisions of this handbook. Except as otherwise provided in this chapter, in each hiring unit a representative body of tenured, tenure-track, and/or NTTF will evaluate credentials and vote on full-time NTTF appointments in accordance with departmental and college bylaws. NTTF positions are filled as required to meet university needs and may occur at any time during the year.
An appointment letter from the chief academic officer will be issued to the NTTF, detailing rank, salary and related financial conditions, and duration of the appointment. A NTTF appointment may be, by its nature, funding-limited; the compensation amounts for the position may be funded through a grant, contract, or restricted donation, and it may automatically expire when funding lapses. In these situations, the appointment letter will also indicate if the appointment is contingent upon the continuation of funding from an external agency, as in the case, for example, of a grant or sponsored project. This appointment letter is accompanied by a statement of responsibilities and assigned workload (clearly stating the percentage of effort the faculty member is expected to devote to teaching, service, research, and/or other responsibilities), which is issued by the hiring unit. The statement of responsibility and assigned workload may be changed from time-to-time by the hiring unit as business needs require.
The faculty member’s written acceptance of the letter of appointment, together with their successful completion of associated university employment forms and processes, completes the initial appointment. The employment of NTTF is governed by the terms of the appointment letter, the statement of responsibilities and assigned workload, applicable provisions of this handbook, and applicable provisions of university policies and procedures.
4.2.1 Workload
Full-time NTTF workload may consist of a combination of teaching, advising, research / scholarship / creative activity, and institutional and/or public service depending on the needs of the unit and the skills and desires of the faculty member. Because the individual mix of these responsibilities may vary over time, annual responsibilities are determined by the department head and faculty member, subject to review by the dean and chief academic officer, at the time of the Annual Performance and Planning Review (APPR). Clear workload statements are essential to ensuring a fair promotion review as they establish, along with departmental bylaws, expectations for what an individual needs to accomplish to be promoted. The university requires that each member of the faculty perform a reasonable and equitable amount of work each year.
4.2.2 Appointment Lengths
Generally, regular academic-year faculty are expected to be on campus a week before the beginning of fall semester classes through commencement in the spring. Generally, regular 12-month appointments run July 1 through June 30, although 12-month NTTF appointments can have other start and end dates.
Appointment lengths for NTTF on regular academic-year appointments vary according to rank. NTTF appointments at the rank of lecturer may be made for a term of up to three years. NTTF appointments at the ranks of senior lecturer, distinguished lecturer, clinical instructor, assistant professor, associate professor, or professor may be made for a term of up to five years. Typically, a visiting faculty appointment may be made for a maximum of 12 months. Typically, as faculty are promoted to higher ranks, appointment lengths may increase and faculty may be recognized by a base salary adjustment. Colleges and departments are expected to develop policies around available appointment lengths.
4.2.3 Salaries
Salaries for NTTF members are set by department heads in consultation with the dean and are stated in their appointment letters. Faculty members who are reappointed may appeal salary determinations using procedures found in Chapter 5. Colleges and departments are expected to develop policies describing the process for salary increases.
4.2.4 Assignment of Initial Rank
Typically, initial NTTF appointments will be made at the entry level rank in a category. When appropriate, the department head may recommend to the dean and chief academic officer an initial appointment at a rank higher than the entry level rank for the NTTF title series.
Specific qualifications for rank are determined by the department and/or college, subject to approval by the Office of the Provost. These qualifications should be made explicit in the unit’s bylaws and consistently applied during promotion considerations, as well as when initial appointments are requested at ranks beyond the entry level.