PURPOSE: To define the process for employment of adjunct faculty.

1. Deans, department heads, and/or coordinators will identify faculty needs for the personnel assistant, who will then develop and implement advertisements and other recruiting tools.
   

2. Human Resources will distribute blank application forms to prospective adjunct faculty and receive completed forms. Division administrative assistants will keep a small supply of applications on hand for those people who are interviewed before they complete an application form.
   

3. Generally, applications will not be considered complete and will not be referred to academic departments until Human Resources has received copies of transcripts.
   

4. Human Resources will send the applicant a letter acknowledging receipt of an application by mail and will request transcripts when they have not been included with the application form.
   

5. The personnel assistant will screen application forms for subject area relevance in order to refer applications to appropriate department(s). However, the personnel assistant will not screen transcripts for SACS credential requirements. Human Resources will retain applications deemed not appropriate for any academic area or Continuing Education until the scheduled destruction dates of the applications.
   

6. Human Resources will transfer original application forms to the appropriate academic department. Also, Human Resources will keep a log of distribution of completed applications, but will not retain copies of these applications
   

7. Departments may transfer applications to other departments without notifying Human Resources.
   

8. If an applicant is a likely candidate for a job in more than one department, each department will receive a copy of the application and transcripts. If an application has been sent to more than one department, Human Resources will note on the application those departments receiving copies. Human Resources will accept photocopies of applications with employment packages.
   

9. Department heads and/or coordinators shall be responsible for determining whether candidates are suitable. Departments should return applications of unsuitable candidates to Human Resources for required chronological retention and scheduled destruction. Departments should review application files at least once each term and return to Human Resources applications that are no longer useful; as a general rule, applications are rarely useful after one year. Human Resources will destroy applications it houses two years from the date of application.
   

10. For new adjunct faculty, departments should immediately forward applications to Human Resources along with the following completed and signed documents:Part-time Faculty Checklist signed by the division's administrative assistant
    
    - Temporary Employment Agreement (see paragraph 12, below, for signature information)
    
    - I-9
    
    - W-4
    
    - Part-time Faculty Handbook Acknowledgment
    
    - Either an Election or a Non-Election form for the State Retirement System
    
    - Emergency Contact Card
    
    - Copy of transcript request(s)
    
    - Request for dual employment (if applicable)
    
    - OSHA Compliance Checklist
    

11. When an adjunct is re-employed for consecutive terms, the Temporary Employment Agreement (along with the Dual Employment request, if appropriate) is the only required form. However, if a temporary instructor has been off the payroll for more than one year, all the forms listed in 10 above should be resubmitted, with the exception of transcript requests for transcripts already on file. Also, departmental administrative assistants should give any returning adjuncts who did not work fall semester a Part-time Faculty Handbook; administrative assistants should attach the Handbook Acknowledgment form to the employment contract. The Part-time Faculty Checklist itemizes each form mentioned above and indicates where the forms may be obtained.
    

12. For pay rates of $25 or less per hour, deans may delegate signature authority to department heads. However, contracts with pay rates of more than $25 per hour must be signed by the appropriate dean and by the Vice President for Academic Affairs or his/her designee.
    

13. The Part-time Faculty Handbook contains a pay schedule for adjunct faculty. However, managers or their designees should inform dual employment faculty from other State agencies that the issuance of their initial check is contingent upon approval from the primary State agency. Consequently, the dual employment faculty pay schedule may not necessarily correspond to the published pay schedule.
    

14. Prior to terminating a temporary employee whose contract has not ended, the supervisor must consult with his/her Vice President and the Employee Relations Director.  This consultation is not necessary if the supervisor decides not to renew a contract that has expired.