|The term "Adjunct" has a very specific meaning within the University's Policy on Adjunct Faculty (II-1.07(A)), namely part-time instructional faculty who are paid by the course, or whose appointments are less than 50% FTE ("Full Time Equivalent"), or who are ineligible for benefits.|
|If you are part-time, non-tenure track faculty with an appointment at 50% FTE or greater, you are not Adjunct Faculty. Your rights and responsibilities regarding your appointment are defined in USM Policy Policy II-1.06. See Policies Governing Appointments of Non-Tenure Track Instructional Faculty for a comparison of the policides governing appointments above and below 50% FTE. See also the Teaching section of the Faculty Handbook for policies that apply to all instructional faculty in their roles as teachers and their interactions with students.|
Much of the University of Maryland Policy on the Employment of Adjunct Faculty is substantively identical to the relevant sections of the Campus Policy on Full-time and Part-time, Non-Tenure Track Instructional Faculty (UM Policy II-1.00(F)) as well as the System Policy on the Employment of Salaried Part-time, Non-Tenure Track Instructional Faculty (USM II-1.06). For a summary of the overlap between the Adjunct Policy and other policies regarding part-time instructional faculty, please see Policies Governing Appointments of Non-Tenure Track Instructional Faculty in the Faculty Handbook.
University of Maryland Policy II-1.07(A) establishes specific requirements regarding the appointment, professional development, and rights of Adjunct Faculty. Click on an item to read a summary of the requirements that are specific to Adjunct Faculty.
Upon making a new adjunct faculty appointment, departments or units should provide, to the extent feasible, an orientation to the department/unit and the campus, an introduction to teaching resources, and training in electronic instructional and course administration tools.
Appointment letters/contracts for Adjunct Faculty must provide, at a minimum, the following details:
In addition to the required information above, letters/contracts for adjunct faculty must also explain the implications of the cancellation of a course less than 30 days prior to the start date, namely:
If the University has a fall or spring semester class to which an adjunct faculty member has been assigned that is cancelled less than 30 days prior to the class start date, and has been unable to offer the adjunct faculty member re-assignment to a comparable class, the University shall compensate the adjunct faculty member 10% of the payment amount specified in the contract or appointment letter for that class.
At the University of Maryland, the requirements for Adjunct II Status are that the faculty member is currently teaching in the department; has taught a minimum of 30 credits at the University within the past 5 academic years (excluding summer and winter terms); and has a series of high-level performance evaluations. Adjunct II status is granted upon the recommendation of the department (or unit) chair and Dean, subject to approval by the Provost. Click here for the Adjunct II status approval form.
Upon designation as Adjunct II, the faculty member should receive a letter from the Dean's Office explaining the benefits of the new rank, including an annual compensation increment, the minimum of which is set each year by the Provost in accordance with State and USM policies. For 2017-2018, the increment minimum is $350.
Additionally, Adjunct II faculty will be given priority consideration, to the extent operationally feasible, among adjunct faculty for future teaching assignments in the subjects for which the adjunct faculty member has had consistent instructional experience at the University, and Adjunct II faculty may be eligible for longer term appointments that assure the adjunct faculty member assignment to a fixed number of classes during the term of the appointment.
Beginning Spring 2012, departmental reviews of adjunct faculty for Adjunct II status will take place at least annually; status changes will be reflected in a faculty member's first renewed appointment after the change in status.
If an Adjunct's appointment is to be terminated before the end of its term, the Adjunct can request a meeting with a representative of either the College or the School to discuss the decision. The Adjunct can be removed from the classroom while the Grievance is in process, but the University must continue to pay the Adjunct until the faculty member has had a reasonable opportunity to resolve the Grievance.
The University shall provide opportunities for adjunct faculty to communicate their concerns to campus administration, provide advice in the development and implementation of policies and procedures related to adjunct faculty, and otherwise participate fully in shared governance through participation in existing shared governance bodies, with sufficient numbers of positions designated for adjunct faculty to ensure their significant representation.
In addition to any other meetings that Adjuncts and administrators might schedule, the institution will also convene, at least twice each year, Meet and Confer meetings at which the Provost and the Vice President for Administration and Finance will meet with an Adjunct Faculty Advisory Board to discuss issues and concerns of the Adjunct Faculty on campus. Additionally, the Advisory Board can elect to use union representation for the Meet and Confer process. Click here to view details about the Meet and Confer process, including the guidelines for electing to adopt union representation.