1.04 Other Terminology
The various faculty ranks and positions at the University of Georgia may be modified by a variety of terms, including visiting, adjunct, regular, limited-term, and part-time.
The University of Georgia encourages faculty members to invite distinguished persons to come to campus as a visiting faculty member. The term visiting is not a rank; rather it is an adjective modifying established faculty ranks. Typically, visitors are at the ranks of associate professor and professor. However, there is no policy that prohibits visiting assistant professors. A visiting faculty member usually is associated with a department or school for a short time, normally not in excess of one year. Visitors may be researchers, teachers, public service scholars, or any combination thereof. The appointment of a visiting faculty member follows the same procedural steps as that of any other faculty appointment.
The statements below are guidelines with respect to the appointment and promotion of adjunct faculty:
Adjunct appointments are courtesy appointments. Adjunct faculty cannot be paid.
Adjunct faculty cannot earn tenure. The appointing unit must review an adjunct appointment every three years and through personnel reports indicate if the adjunct appointment is to continue for another three-year period.
Appointments of adjunct faculty must be processed in the same way as regular faculty appointments. While searches and EEO approval are not necessary, faculty members in the appointing unit must vote approval of the adjunct appointment. The process of appointment of adjunct faculty will be the same as the process of appointment for regular faculty.
Adjunct faculty may be persons from outside the University of Georgia.
Full-time, permanent University faculty also may be appointed as adjunct faculty in a department, college/school or unit other than the department, college/school or unit wherein the faculty member has rank. An appointment of a University faculty member to an adjunct position must be consistent with that faculty member’s rank. (For example, an associate professor can be appointed as an adjunct associate professor, not as an adjunct professor.)
Promotions of adjunct faculty members are processed during the same time period as other promotions through the department, college/school, and University committees. (Based on the preceding point, this promotion process is limited to adjunct faculty members who are not full-time University faculty members. If a full-time University faculty member is promoted, any adjunct title should be adjusted to keep the faculty rank and adjunct title consistent.)
Adjunct faculty members can be appointed to the Graduate Faculty with all rights and responsibilities of such faculty.
Adjunct faculty members do not have voting rights in departmental, college/school, and University Council meetings. These faculty members may participate in discussion as invited.
- Board of Regents Policy Manual, § 3.2.1
- UGA's Office of Vice President for Instruction, September 12, 2000
1.04-2.1 Ineligibility for Benefits§
Since adjunct faculty members are not paid, they are not eligible for benefits.
Regular full-time faculty under annual contract are employed 100% time during their annual contract period (fiscal contract=12 months budgeted at 1.0 eft, academic contract=9 months budgeted at .75 eft). For the meaning of the term regular and the application of benefits, see the Human Resources URL below.
Limited-term faculty do not serve under annual contract but are employed and budgeted at 100% time for their period of employment. Limited-term faculty may be renewed annually for a maximum of two (2) years. Any request for reappointment of limited-term faculty beyond the second year requires strong justification and pre-approval by the Provost and Equal Opportunity Office. (Note: Prior to July 1, 2014, “limited-term” faculty were referred to as “temporary” faculty).
For the meaning of the term part-time and the application of benefits, see URL below.
1.04-6 Joint Academic Appointments§
Tenure track faculty at the University of Georgia can hold joint appointment in two or more academic rank units (i.e. promotion and tenure units). Faculty holding this type of joint academic appointment can have an equal budgetary EFT split between the academic rank units or a smaller fraction of budgetary EFT (minimum of .25 for academic contract or .33 for fiscal contract) in an academic rank unit.
Because jointly appointed faculty hold professorial rank in multiple units and must be promoted and tenured in those units, the eligible faculty of the units must vote positively to accept the candidate for joint academic appointment. One of these units must be identified as the administrative home. The administrative home will have lead responsibility on personnel issues, reporting, coordination of reviews, etc. This designation does not alter the responsibility of each unit for good communication with the faculty member or for responsive problem solving. Regardless of the budgetary EFT split, jointly appointed faculty members will have full faculty membership privileges in each of the academic rank units.
This policy does not refer to other types of joint faculty appointments (eg., joint appointment with an academic unit and a center). For information on joint appointments with a center or institute, refer to page 2 of Academic Affairs Policy Statement No. 7, Centers and Institutes.
Procedures for Managing Joint Appointments
- Unit administrators should work together during the recruitment process to appoint a joint search committee and provide information about the startup package, including the source(s) of financial support. The units involved should clearly specify the degree to which each unit will provide support (e.g., basic staff support, office/lab space, supplies, computers and related IT support, professional development, travel, contract and grant support, indirect cost sharing, etc.).
- Any adapted unit criteria for promotion and tenure of jointly appointed faculty member must be approved by a vote of the eligible faculty of each academic rank unit and must be included in the Memo of Understanding (see item 4). Otherwise, jointly appointed faculty members are expected to meet the unit criteria of each of the academic rank units.
- Unit administrators should agree on a work assignment that is mutually satisfactory to each department and the faculty member. Joint appointments work best when a faculty member’s expected research program serves the needs of each department.
- Unit administrators should agree on research, instructional, and service productivity expectations, faculty governance responsibilities (e.g., committee assignments), the format for reporting annual accomplishments, how departmental accounting and other unit procedures are to be handled, etc., all of which should be included in a written Memo of Understanding (MOU) that is approved by the department heads and deans and is shared with all parties. (When possible, these terms should be agreed on before recruitment starts so that they can be shared with the search committee, departments, and all candidates). The MOU should ensure that a new jointly appointed faculty member does not carry a full-time set of responsibilities in each unit, including expectations for faculty meeting attendance, committee service, annual reports, etc. Duplication in reporting of information should be avoided or minimized and reporting deadlines coordinated. The MOU must be included as a standard element in faculty member’s appointment package and promotion and/or tenure dossiers, including post-tenure reviews.
- Unit administrators sharing a jointly appointed faculty member should meet together with the faculty member to clarify performance expectations, standards, and criteria. They should also meet jointly as part of the annual performance review process.
- In promotion and/or tenure reviews, all promotion and tenure granting units (PTUs) in which a faculty member is jointly appointed must participate in the review using the promotion-tenure criteria of their PTU or using the adapted unit criteria approved by the eligible faculty on appointment and included in the candidate’s MOU (see item 2) and consistent with the Guidelines for Appointment, Promotion and Tenure. The deadlines of the academic unit that occur first will be followed by the partner academic units.
- Unit committees involved in the annual evaluation, merit pay recommendations, and reappointment, promotion and tenure recommendations of jointly-appointed faculty members must be informed of the agreed upon expectations, standards, criteria, practices and procedures for individual cases. Unit administrators must make collective recommendations on all salary matters. The deadlines of the academic unit that occur first will be followed by the partner academic unit(s).
- While jointly appointed faculty will generally have a single office in one of the units, consideration should be given to providing space in the secondary unit(s), especially if the units are distant from one another. This may be a laboratory or shared office space.
- When faculty are jointly appointed in two or more units, deadlines for salary recommendations and submission of reappointment, promotion and tenure documents may differ. Unit administrators involved in joint appointments should consult with each other and reach mutually acceptable agreements regarding deadlines.
- Jointly appointed faculty should be informed in advance of the agreed upon routing of concerns if issues arise and if joint appointment arrangements need to be reviewed and/or clarified.
- Disagreements on promotion and/or tenure shall be handled in accordance with the Guidelines for Appointment, Promotion and Tenure. Instances in which unit votes disagree on reappointment prior to the award of tenure shall be referred to the appropriate dean or if deans disagree to the Provost for adjudication. Jointly appointed faculty have the same rights as all faculty to use established avenues of appeal and grievance in seeking to resolve conflicts and problems.
- Points to Address in Memorandum of Understanding for Joint Academic Appointments
- Sample Memorandum of Understanding for Joint Academic Appointments
- Office of the Senior Vice President for Academic Affairs and Provost, January 22, 2014
1.04-7- Full-time Faculty§
Regular full-time faculty under annual contract are employed 100% time during their annual contract period (fiscal contract=12 months budgeted at 1.0 eft, academic contract=9 months budgeted at .75 eft). Limited-term and visiting faculty do not serve under annual contract but are employed and budgeted at 100% time for their period of employment.
Tenured and tenure track faculty are required to be employed full-time (BOR Policy 126.96.36.199). Employment at less than 100% time is considered a part-time faculty appointment (1.09-10 Part-Time Faculty). Adjunct appointments are courtesy, non-paid faculty appointments (1.04-02 Adjunct).
- Office of Senior Vice President for Academic Affairs and Provost, February 21, 2014