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Guidelines for Hiring and Responsibilities/Opportunities within the Department

Statement and Guidelines on the Use of Temporary Full-Time and Part-Time Faculty

I. Statement of Support

As a member of ADE (Association of Departments of English), the English faculty at the University of West Georgia endorse the ADE Statement on the Use of Part-Time and Full-Time Adjunct Faculty (December 1992). The statement reads as follows:

"The expansion of the adjunct ranks in English departments over the past two decades threatens the integrity of the profession and instructional programs. The practice of hiring numerous adjunct faculty members year after year to teach courses required of large numbers of undergraduates undermines professional and educational standards and academic freedom. Although adjunct appointments can add significant dimensions to curricula and some individuals prefer to accept only adjunct appointments because of other commitments, few adjunct appointments are made for educationally sound reasons. Indeed, the primary motivation for most of these appointments is to reduce the cost of instruction."

"Adjunct faculty members fall into two groups: part-time instructors and non-tenure-track full-time instructors. The first group includes both instructors who are clearly temporary members of a department and instructors who teach from year to year and become virtually permanent. Members of the second group have full teaching loads but, as non-tenure-track faculty members, lack the institutional commitment given to their tenure-track colleagues. Graduate students are distinct from both groups."

"The conditions under which most adjunct teachers are employed define them as nonprofessionals. Often they are hired quickly, as last-minute replacements. They receive little recognition or respect for their contributions to their departments; almost always they are paid inequitably and receive no fringe benefits."
"Excessive reliance on an adjunct faculty can damage individual faculty members, students, institutions, and the profession. For the sake of an institution's economic welfare, adjunct faculty members are often denied the security that adequate salary, health insurance, and professional status can provide. The institution, in turn, suffers through the creation of a two-tiered system in which faculty members have different responsibilities and expectations."

"In the light of these concerns, the ADE urges college and university administrators to make new and concerted efforts to eliminate excessive and irresponsible adjunct faculty appointments, to improve employment conditions for essential adjunct faculty members, and to recognize the professional status and important contributions of such teachers."

The ADE statement is available online at

http://www.aaup.org/Issues/part-time/PTCONF.HTM

The English department at UWG now contains more temporary full- and part-time faculty than tenure-track faculty. The department recognizes the significant contribution that these faculty make to our department and to the university, as well as the fiscal reductions and enrollment pressures that have created these conditions. The department acknowledges that the situation at UWG is significantly better than at most institutions. The majority of the temporary appointments in English at West Georgia are full-time appointments, and the faculty members who serve in those positions are afforded salaries and benefits commensurate with tenure-track faculty. Furthermore, the department typically staffs fewer than 10 part-time sections each semester. The department appreciates the support for full-time temporary appointments that has been provided by the Dean of the College of Arts and Sciences, the Vice-President of Academic Affairs, and the President of the University.

Nevertheless, we believe the current circumstances seriously undermine the collegial and professional integrity of the department and seriously hurt its long-term prospects for stable growth and success. The department urges the administration at UWG to design and implement strategic plans to reduce the number of temporary faculty, preferably through converting these positions into full-time, tenure-track appointments.

II. Guidelines for the Employment and Support of Temporary Full- and Part-Time Faculty

The ADE offers the following guidelines for the employment of adjunct faculty members:
All adjunct faculty should be treated as professionals. Each department should develop a set of guidelines for adjunct faculty employment. These guidelines may vary from institution to institution but should address the following concerns:

a. Adjunct faculty members should be hired, reviewed, and given teaching assignments according to processes comparable to those established for the tenured or tenure-track faculty members.

b. They should be given mailboxes, office space, and clerical support.

c. They should receive adequate introduction to their teaching assignments, departments, and institutions.

d. They should be paid prorated salaries and should receive basic benefits such as health insurance.

e. They should be eligible for incentives that foster professional development, including merit raises and funds for research and travel.

f. As appropriate, they should participate in determining departmental and institutional policies.

The department endorses these ADE guidelines and seeks, to the greatest extent possible, to implement these within the department unless administrative restrictions exist that prevent us from doing so. Specific department guidelines include the following:

a. The hiring process and the minimum requirements for employment are the same for all temporary full- and part-time faculty.

b. The department offers during the week before classes start in the fall a series of orientation and teacher-training sessions for both temporary full- and part-time faculty. These workshops and meetings are designed to complement the orientation sessions provided by the VPAA and the Dean of the College of Arts and Sciences. Other inservice training workshops and meetings are offered throughout the year and are open to all full- and part-time faculty.

c. All new temporary full- and part-time faculty are assigned faculty mentors from within the department.

d.  All temporary full- and part-time faculty are evaluated according to the same criteria as other faculty in the department.

e. All temporary full- and part-time faculty are provided mailboxes, office space, clerical support, and computers.

f.  All temporary full- and part-time faculty are eligible for: 1) travel funds to attend academic conferences, conduct research, and participate in professional development training; 2) funds to purchase library books, videos for classroom use, software, and other materials related to teaching and research.

g. All temporary full- and part-time faculty are eligible to participate in department meetings and are eligible to serve as elected representatives on several of the department's standing committees.

Specific Guidelines Related to Part-Time Faculty:

The maximum number of sections that part-time faculty can teach is 3 sections per semester.

Unlike full-time faculty who are assigned additional administrative responsibilities beyond their work in the classroom, part-time faculty are only required to teach their assigned courses and fulfill administrative responsibilities specifically related to their work in the classroom, such as maintaining accurate records of grades and attendance, turning in grades, facilitating the completion of student evaluations, responding to requests for reports on students enrolled in their classes.

As appropriate to their rank, all part-time faculty are accorded the same privileges as all full-time, non-tenure track faculty, including items listed specifically in A-G above.