EFFECTIVE DATE: June 14, 2021
ISSUE #: 3
PRESIDENT: Loren J. Blanchard
This Policy Statement (PS) describes the titles and ranks used in non-tenured and non-tenure
track academic appointments at the University of Houston-Downtown (UHD). Full and parttime non-tenured and non-tenure track appointments are made using titles and ranks
appropriate to the academic mission and programs of UHD.
2.1 Faculty: The faculty at UHD consists of full-time tenured or tenure-track faculty
members, full-time faculty members who are employed in non-tenured and non-tenure
track positions, and part-time faculty members employed in non-tenured and non-tenure
2.2 Project Award: Amount of funding made to support a project. The maximum award
may vary between award cycles, but is limited to a maximum of 10% of the total funds
available in the award cycle. The maximum award will be listed on the Award
Announcement for the funding cycle.
2.3 Tenure-Track Positions: The following ranks are considered part of the tenure track:
instructor, assistant professor, associate professor, and professor.
2.4 Non-tenured & Non-Tenure Track Faculty Employees: These faculty members include
individuals who hold non-tenured and non-tenure track appointments of limited
duration, such as appointments for a single semester, and appointments for non-reoccurring service. Non-tenured and non-tenure track faculty include: lecturers and
senior lecturers, adjunct faculty, research associates and clinical faculty, visiting faculty,
and graduate assistants.
3.1 Commitment to Diversity: This policy statement incorporates the provisions of PS 02.A.20 Affirmative Action Policy and PS 02.A.21 Equal Opportunity Policy, which
applies to all employees and employment applicants. The University of HoustonDowntown is committed to a diverse academic environment that prepares students to
meet the challenges of the twenty-first century workforce.
3.2 Commitment to Quality: The University is committed to recruiting and employing the
most highly qualified individuals available for all academic appointments.
3.3 Commitment to Procedures: The University of Houston-Downtown will appoint faculty
members in accord with the procedures established in all relevant UHD policy
statements and University of Houston System Administrative Memorandum 06.A.09
Academic Personnel Policies.
3.4 Titles and Ranks Used in Non-Tenured and Non-Tenure Track Academic
Appointments: Non-tenured and non-tenure-track academic appointments are
considered time-limited appointments. An initial appointment will not exceed one year,
except in special cases as approved by the dean of the appointing college. A renewed
appointment to a non-tenured and non-tenure track academic position shall be for a
specified period of time not to exceed three years. An initial or a renewed appointment
may be made with or without compensation and cannot be converted to a tenure-track
position without utilizing the process of an open search as outlined in PS 10.A.13 Faculty Employment Policies. Instructional time served in a non-tenured and non-tenure
track position will not be counted toward tenure if the non-tenured and non-tenure track
faculty member is later hired to a tenure track position. Faculty serving in a non-tenured
and non-tenure track position may not constitute the majority of any departmental or
college committee unless specifically designated. All individuals holding non-tenured
and non-tenure track appointments will receive UHD identification cards and will have
access to UHD computer facilities, the library, athletic facilities, and parking.
3.5 The following non-tenured and non-tenure track academic titles/ranks may be used for
academic appointments at UHD:
3.5.1 Adjunct Faculty: This title is given when a qualified person from business,
industry, government, private practice, or another institution of higher education
is appointed to teach a course or participate in the instructional processes for a
department or program. Adjunct faculty are not assigned rank (assistant, associate,
or full). Adjunct faculty must meet minimum departmental requirements for
professional, experiential and/or scholarly preparation and requirements of any
accrediting agency. Adjunct faculty will possess a strong record of professional
experience and/or teaching, or strong preparation and/or potential in teaching, in
areas of need for a particular department.
18.104.22.168 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.
22.214.171.124 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
126.96.36.199 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 Lecturer: To meet instructional needs, lecturers are appointed to augment and
complement the instructional goals of a department. Lecturers are full-time, nontenured and non-tenure track faculty who are not assigned rank (assistant,
associate, or full). Lecturers will possess a strong record of teaching and
expertise in the teaching area. Lecturers are responsible for 100% FTE teaching
or the equivalent per semester. Under special circumstances a portion of a
lecturer’s instructional assignment may include other academic or service
activities. Lecturers are provided office space and other support for instruction.
188.8.131.52 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 184.108.40.206.4.
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.
220.127.116.11 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.
18.104.22.168 Lecturer appointments may be renewed based upon favorable annual
evaluations and departmental need. There is no guarantee of continued
appointment for lecturers.
22.214.171.124 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 Senior Lecturer: This title is reserved for exceptional lecturers who have served
the University as a lecturer for more than five consecutive years with
consistently high performance evaluations. A lecturer who has been at UHD for
more than five consecutive years and wants to be considered for the senior
lecturer shall follow the procedures established in PS 10.A.21. Senior lecturers
are non-tenured and non-tenure track faculty that are not assigned rank
(assistant, associate, or full). Senior lecturers are responsible for 100% FTE
teaching or the equivalent per semester and service to the department as
appropriate to the discipline. Under special circumstances a portion of a senior lecturer’s instructional assignment may include other academic activities such as
grading, tutoring, assistance with instructional technology, course development,
service on committees, or advising. Senior lecturers are provided office space
and other support for instruction as is usually accorded to full-time faculty.
126.96.36.199 Senior lecturer appointments are contingent upon programmatic need,
and shall be provided as a three-year, renewable contract.
188.8.131.52 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.
184.108.40.206 Senior lecturer appointments may be renewed based upon favorable
annual evaluations and programmatic needs. There is no guarantee of
continued appointment for senior lecturers.
220.127.116.11 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 Clinical Faculty: The appointment of clinical faculty supports academic
programs with special programmatic or research needs such as client or fieldbased programs, or specialized laboratory assistance. Clinical faculty will have
substantial experience in non-instructional discipline-appropriate contexts, at
minimum a master’s degree, and other requirements established by the hiring
department. Clinical faculty members are expected to be active practitioners in
their field who bring to the curriculum current perspectives and practices in their
18.104.22.168 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
22.214.171.124 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.
126.96.36.199 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 Visiting Faculty: Visiting faculty appointments are non-tenured and non-tenure
track appointments typically made for one year that may be renewed for
additional years at the discretion and approval of the faculty and chair of the
relevant department and dean of the relevant college. Visiting faculty cannot be
converted to tenure-track positions (PS 10.A.01 Rank and Tenure System; PS 10.A.13 Faculty Employment Policies) although they may apply for posted
tenure-track positions. Time served as visiting faculty does not count toward
tenure at UHD. Visiting faculty may be appointed to honor their
accomplishments as a scholar, artist, or professional, to complete or assist with
the development of research or creative projects (for external funding or
otherwise), or for the purposes of teaching. Any activities of a visiting faculty
member do not accrue toward a tenure-track position at UHD.
188.8.131.52 Visiting faculty must possess appropriate academic credentials in the
form of a terminal degree or comparable distinguished record of
184.108.40.206 Visiting faculty will have teaching, research, and/or other duties as
described in the appointment letter.
220.127.116.11 Visiting faculty may be a paid employee of the university or may not
receive remuneration from or employment at the university.
18.104.22.168 Visiting faculty’s performance will be evaluated according to the rubric
and processes established by the hiring department and approved by the
3.5.6 Faculty-in-Residence (includes Artist-in-Residence, Writer-in-Residence,
Scholar-in-Residence, or Executive-in-Residence): These honorary titles are
reserved for distinguished individuals such as artists, writers, scholars, or
executives who have recognition in their fields. The appointment of a
distinguished scholar, writer, artist or executive to one of these titles and their
subsequent presence on campus is designed to inspire students, faculty, and
community constituents to greater creativity and innovation. Individuals holding
any of these non-tenured and non-tenure track titles may teach, meet with
students and faculty, and give lectures, readings, demonstrations, or
performances for the University and greater Houston community as described in
the appointment letter. The purpose of the position is to provide an extra
measure of experience and insight to students, faculty, and community members.
22.214.171.124 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.
126.96.36.199 Faculty-in-Residence appointments are reserved for distinguished
individuals recruited from outside the University faculty.
188.8.131.52 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
184.108.40.206 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.
220.127.116.11 Faculty-in-Residence may serve on (but not chair) thesis committees or
departmental committees at the option of the department.
3.5.7 Research Associate: A research associate is a non-tenured and non-tenure track
appointment employed to perform specific research or administrative duties
associated with a grant or contract and employment is contingent upon the
continuation of the funding source. Research associates will normally have
fulltime appointments in support of scholarly/creative activity. A Research
associate is a non-tenured and non-tenure track employee who is eligible for
employee benefits and access to UHD facilities. The position is renewable based
on favorable annual evaluation and departmental need.
18.104.22.168 Research associates usually hold a doctoral degree; however, a highly
qualified individual with a master’s degree may be employed in such a
22.214.171.124 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.
126.96.36.199 Research associates’ performance will be evaluated according to a
rubric and processes established by the hiring department and approved
by the dean.
188.8.131.52 Research associates may serve on (but not chair) thesis committees or
departmental committees at the option of the department.
184.108.40.206 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 Graduate Assistant: Graduate assistants are non-tenured and non-tenure track
registered graduate students in good academic standing who work up to 20 hours
per week during the academic year in support of the educational mission of the
University. Graduate assistants are paid a monthly stipend. Graduate assistants
are selected using procedures developed by each department and are appointed
to an assistantship by the college dean based upon departmental
recommendations. Renewal is dependent upon the favorable performance
evaluation, maintaining good academic standing, and departmental needs. A
graduate assistant who is competently carrying out their duties is eligible for a
waiver for out-of-state tuition under Texas Education Code section 44.212. All
graduate assistants who have contact with students must have minimum English
Language Proficiency as required by the university.
220.127.116.11 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.
18.104.22.168 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.
22.214.171.124 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.
126.96.36.199 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
188.8.131.52 Graduate assistants’ performance will be evaluated according to a
rubric and processes established by the hiring department and approved
by the dean.
4.1 This section addresses hiring, evaluations, and dismissal procedures for all non-tenured
and non-tenure track faculty positions.
4.2 Hiring: Searches for individuals who will hold non-tenured and non-tenure track
positions aslecturers or visiting faculty shall follow the general policy and employment
processes and guidelines established in the PS 10.A.21 Lecturer Policy, PS 10.A.22 Adjunct Policy, and other relevant policies. Requests for appointments of one year or
more will be included in the annual planning process, with appointment processes as
described below. In cases of hiring needs unforeseeable in the planning process, the
emergency procedures described in PS 10.A.13 Faculty Employment Policies may be
4.2.1 Lecturers and Senior Lecturers: All lecturer positions, except for when the process in Section 184.108.40.206.4 is used, must be filled via the use of open searches as
outlined in PS 10.A.21 Lecturer Policy.
4.2.2 Visiting Faculty and Clinical Faculty: The search and employment processes
shall follow guidelines below:
220.127.116.11 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.
18.104.22.168 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.
22.214.171.124 The department chair will work with Employment Services and
Operations office to appoint a search committee which includes
faculty in the discipline in which the applicant may be employed.
126.96.36.199 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
188.8.131.52 All applicant materials will be reviewed by the search committee.
184.108.40.206 The hiring process must include opportunities for interviews with
department faculty, department chair, and college dean.
220.127.116.11 The search committee will make recommendations to the department
18.104.22.168 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.
22.214.171.124 When an unofficial offer is accepted, the file is completed and
forwarded to the dean.
126.96.36.199 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
188.8.131.52 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
Employment Services and Operations office.
4.2.3 Faculty in Residence: Tenured or tenure-track faculty members, in
consultation with the department chair, nominate individuals for these
positions and supply supporting materials for the nomination. Both the
department chair and faculty in the discipline review the supporting materials
and consider the nomination based on the department’s needs. If approved by
the chair, an invitation to the nominee is initiated by a majority vote of
department faculty. The chair sends the nomination to the dean, and if
approved, the dean forwards the nomination to the Provost/VPAA for final
approval and consultation with the President.
4.2.4 Adjuncts: The search and evaluation processes for adjunct faculty shall follow
the procedures described in PS 10.A.22 Adjunct Policy.
4.2.5 Research Associates: The President, Provost/VPAA or the college dean may
require 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. The research associate conducts research under the
supervision of a principal investigator, who is responsible for the hiring,
evaluation, and funding of the individual. If paid by external funds, hiring is
done by the principal investigator in consultation with the department chair. If
paid by internal funds, hiring will be done by the hiring manager in
consultation with disciplinary faculty. Evaluations are conducted annually by
the immediate supervisor, based on initial hiring conditions/job description
and any other requirements that may be imposed by external funding agencies.
4.2.6 Graduate Assistants: An academic college or department must establish its
own guidelines and processes for securing the most highly qualified graduate
students to fill graduate assistant positions. Prior to advertising such positions,
the procedures to be used for selecting graduate assistants must be approved
by the college dean or the dean’s designee.
4.3 Dismissal: Non-tenured and non-tenure track faculty are subject to "dismissal"
as defined in UH SAM 06.A.09.
Responsible Party (Reviewer): Senior Vice President for Academic Affairs and Provost
Review: Every five years.
Signed original on file in Employment Services and Operations.
Issue #1 04/11/17
Issue #2 05/31/19
Texas Education Code Section 51.943 – Renewal of faculty Employment Contracts
SAM 01.D.04 Affirmative Action Policy
SAM 06.A.09 Academic Personnel Policies
SAM 08.A.04 Naming Opportunities
PS 02.A.20 Affirmative Action Policy
PS 10.A.01 Rank and Tenure System
PS 10.A.02 Faculty Grievance Policy
PS 10.A.05 Faculty Performance Evaluations
PS 10.A.06 Faculty Dismissal Policy
PS 10.A.07 Faculty Non-Reappointment of Probationary Tenure-track Policy
PS 10.A.13 Faculty Employment Policies
PS 10.A.16 Performance Evaluation of Tenured Faculty
PS 10.A.21 Lecturer Policy
PS 10.A.22 Adjunct Policy