EFFECTIVE DATE: April 11, 2017
ISSUE #: 1
PRESIDENT: Michael A. Olivas (Interim)
PURPOSE
This PS establishes university policies governing the hiring, support, supervision, evaluation,
and termination of adjunct faculty who constitute a significant component of the university's
teaching work force and have a critical role to play in carrying out the university's mission.
DEFINITIONS
2.1 Adjunct Faculty are defined in PS.10.A.03B (Non-Tenure & Non-Tenure Track Academic
Appointments).
2.2 Continuing adjunct faculty: For the purposes of this document only, “continuing adjunct
faculty” are defined as those current adjunct faculty members eligible for rehire.
POLICY/PROCEDURES
3.1 The university employs adjunct faculty to provide course coverage which cannot be
provided by the full-time faculty. They are appointed to teach a course or participate in
the instructional processes for a department or program.
3.2 All offers of employment as adjunct faculty are conditional on enrollment. Thus, the
department's offer to teach a given course may be withdrawn if that course is canceled
because of insufficient enrollment or if the course is reassigned to a full-time faculty.
3.3 The duties assigned adjunct faculty may vary across departments; however all
departments shall employ an adequate number of full-time faculty to provide effective
leadership in teaching, mentoring, scholarship, curriculum development, institutional
planning and shared governance.
3.4 Compensation of all adjunct faculty shall be on a per-course basis following university
guidelines.
3.5 The employment guidelines for tenured and tenure track faculty outlined in PS.10.A.03
and PS.A.10.13 do not apply to adjunct faculty.
3.6 Qualification, Hiring, and Support
3.6.1 Qualification: Adjunct faculty must meet the requirements for hire set forth in PS
10.A.03B.
3.6.2 Hiring procedure:
3.6.2.1 The department chair shall request the approval of the dean to fill an
adjunct faculty position for one long semester.
3.6.2.2 Departments shall be responsible for advertising for adjunct faculty
positions.
3.6.2.3 The department chair or designee reviews, at minimum, the candidates'
CV, cover letter, and transcripts. Additional application materials may be
requested and reviewed based on disciplinary, departmental, and/or
accreditation needs. Top candidates are then interviewed on-campus, via
video interviews, and/or via phone interviews.
3.6.2.4 The department completes the hiring package for successful candidates,
including an offer letter signed by the chair, and sends it to the provost’s
office for finalization of the hiring process.
3.6.3 Support: Each department shall establish written policies and procedures regarding
the support of its adjunct faculty. These policies and procedures shall include
the following provisions:
3.6.3.1 The university and/or departmentshall supply adjunct faculty with orientations
and department handbooks with information on departmental procedures
and other needed university information.
3.6.3.2 Adjunct faculty shall be provided with office space where students seeking
face-to-face academic assistance have access.
3.7 Evaluation, Supervision, Reappointment and Dismissal: Each department shall establish
written policies and procedures regarding the evaluation, supervision and evaluation of
its adjunct faculty. These policies and procedures shall include the following provisions.
3.7.1 Evaluation: The department chair or the chair’s designee shall perform periodic
written or oral evaluations of continuing adjunct faculty. These evaluations shall
clearly articulate the faculty member's positive contributions as well as possible
improvements needed.
3.7.1.1 Development and Review of Departmental Evaluation Rubrics:
Continuing adjunct faculty shall be evaluated according to evaluation
criteria rubrics written by the department, as well as the terms of the faculty
contract. These evaluations shall be based on information from all
available sources including, but not limited to, syllabi, available student
opinions. To ensure consistency, by December 15, each department shall
submit its rubrics to be used the following year to the adjunct faculty,
appropriate dean, and to the Office of the Provost. If such updated criteria
and rubrics have not been submitted, the department shall use the criteria
and rubric in effect the previous year.
3.7.1.2 Evaluation Meetings: The department chair or their designee may schedule
meetings with individual continuing adjunct faculty to discuss their
performance evaluations. However, these meetings may be waived by
written, mutual consent. Continuing adjunct faculty who do not schedule
a meeting or request to waive their meeting with the department chair
within ten business days after receiving their departmental performance
report are assumed to have waived their meeting.
3.7.2 Supervision: Responsibility for supervising adjunct faculty shall be clearly
assigned to the department chair or their designee. Supervision should assure that
adjunct faculty adhere to duties agreed to on their contract (offer letter).
3.7.3 Dismissal: Adjunct faculty members are subject to "dismissal" as defined in UH
SAM 06.A.09. Dismissal decisions for adjuncts are not subject to the university
grievance process.
EXHIBIT
There are no exhibits associated with this policy.
REVIEW PROCESS
Responsible Party (Reviewer): Senior Vice President for Academic Affairs and Provost
Review: Every five years, or as necessary
Signed original on file in The Office of the Provost
POLICY HISTORY
Issue #1: 4/11/17
