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

1. Deans, Department Heads, and/or Academic Coordinators will identify faculty needs for the Employment Manager who will then develop and implement advertisements and other recruiting tools.
   

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

3. The Employment Manager will screen application forms for subject area relevance in order to refer applications to appropriate department(s). However, the Employment Manager will not screen transcripts for SACS credential requirements. Human Resources staff will refer applications to the appropriate academic department.  Also Human Resources staff will maintain a record of the distribution of applications.
   

4. Department Heads and/or Academic Coordinators shall be responsible for determining whether candidates are suitable.  Appropriate departmental staff should review application files at least once each term.  As a general rule, applications are rarely useful after one year.  Human Resources staff will archive applications. 

5. For new adjunct faculty, appropriate departmental staff should immediately forward applications to the Human Resources Department along with the following completed and signed documents:
   
   - Part-Time Faculty Checklist signed by the division' administrative assistant
   
   - Temporary Employment Agreement  (T3-20) (see paragraph 7, below, for signature information)
   
   - Employment Eligibility Verification (I-9 Form)
   
   - Federal W-4
   
   - Part-Time Faculty Handbook Acknowledgment
   
   - Either an Election or a Non-Election form for the State Retirement System
   
   - Request for Secondary Employment AND Acknowledgement of Conditions & Provision of Dual Employment (If Applicable)
   
   - OSHA Compliance Checklist
   
   - Faculty and Staff Agreement for Direct Deposit
   

6. 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 above should be resubmitted.  Also, departmental administrative assistants should give any returning adjuncts who did not work fall semester a Part-Time Faculty Handbook; departmental administrative assistants should attach the Handbook Acknowledgment form to the employment contract. The Part-Time Faculty Checklist itemizes each form mentioned above.
   

7. For pay rates of $30 or less per hour, Deans may delegate signature authority to Department Heads. However, contracts with pay rates of more than $30 per hour must be signed by the appropriate Dean and by the Vice President for Academic Affairs or his/her designee.
   

8. 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 adhere to the published pay schedule.
   

9. Prior to terminating a temporary employee whose contract has not ended, the supervisor must consult with his/her Vice President and the Human Resources Director.  This consultation is not necessary when the supervisor does not  renew a contract that has expired.
   

Updated February 23, 2010