Most part-time academic appointees are hired by schools on a temporary basis for term appointments based on changing needs. Subject to review by the Dean of the Faculties, each School is responsible for appointing, evaluating, and reappointing part-time academic staff in accord with the policies found in the Indiana University Academic Handbook. Consistent with the Academic Handbook and the following general policies, each School should develop its own policies and procedures statement for part-time academic staff; in the absence of school statements, the following general policies will apply to part-time academic appointees.

ACADEMIC APPOINTEES
Although most part-time appointments are made at the rank of lecturer, appointment at other ranks may be approved when credentials and circumstances warrant. Within that framework, the following guidelines apply to lecturers, research associates, scientists, scholars, and faculty (instructors, assistant professors, associate professors, professors) who are appointed part-time. Schools may elect to cover other academic or professional appointees within their policies.

EXCEPTIONS
These policies do not apply to part-time persons appointed to line-numbered positions on a continuing basis even though their appointments are less than 100%. Similarly, student academic appointees (i.e., associate instructors, graduate assistants, faculty assistants, and research assistants) are a distinct group and should be covered by separate policies; however, policies for student academic employees should reflect the same concerns addressed below and should be stated in writing.

In brief, each academic appointee, whether full-or part-time, should have the benefit of and be advised of what policies govern her or his conditions of employment. The policies are not the same for full-time and part-time academic appointees.

A. Initial Appointment

Prior to the initial appointment of a part-time academic member, the unit administrator must file a completed Personnel Action Form, Personal and Professional History Form, an I-9 Form, a current curriculum vitae, at least two references, and verification of academic credentials; telephone validation of credentials is acceptable, but a signed memorandum should be entered in the file. New applicants should be interviewed by the department chair or designee (and other faculty as appropriate to the position and the practices of each unit). This information needs to be collected only once and only in one school. Unless requested, it need not be forwarded to the Dean of the Faculties Office, but it should be maintained in school files.

Appointments may be made for any length of time up to one year. No appointment, whether initial or recurring, may exceed 60% of full-time load (typically one three-credit-course equals a 20% appointment), inclusive of appointment in all units, without written prior approval of the Dean of the Faculties; appointments in excess of 60% will ordinarily not be approved for more than one semester. The review by the Office of the Dean of the Faculties is intended to avoid situations where cumulative appointments for a single individual in several schools might exceed allowable guidelines.

Each part-time appointee is entitled to receive a written offer of appointment which states the term, salary, and any particular conditions imposed by the appointing unit for the appointment. If the appointment is contingent on a certain threshold level of student enrollment in a course, for example, this condition must be stated; if part-time academic staff may be "displaced" by full-time faculty, this procedure should be explained.

B. Support

Upon initial appointment, each part-time appointee should be provided an orientation to teaching within the unit, to department and School policies, and to requirements affecting all faculty (e.g., meeting classes, observing the final examination schedule, submitting grades on time). Additional information about support services (e.g., Office of Adaptive Educational Services), emergencies, University Library, a copy of the "Code of Academic Ethics," and a copy of this policy or the School policy should also be provided.

The orientation should be designed to meet the needs of the part-time appointees and the unit. It should include information about each course assigned to the part-time member, including textbooks, objectives, grading standards, course outline, minimum requirements, and other information essential to teaching the course in a manner consistent with curriculum integrity. The part-time appointee should provide a course syllabus to the department chair prior to the beginning of classes. The syllabus must be consistent with the course description and with the rules and regulations of the unit; it must be approved by the course or department chair. Part-time academic staff are subject to the supervision and review of the chair or other appointing officer.

The school or department should provide support services necessary for the responsible conduct of the courses assigned. Part-time appointees should be oriented to the services available and how to gain access to those services. Schools and departments are encouraged to integrate the part-time academic staff as colleagues into unit activities in appropriate ways.

C. Evaluation

The performance of each part-time appointee should be reviewed according to a systematic plan. A written statement summarizing the substance of each evaluation should be maintained in department or school files and a copy given to the part-time member. The Office of the Dean of Faculties should receive a copy of the evaluation protocol for the unit and written notification that reviews have been completed (and filed) according to the protocol; copies of individual evaluations should not be forwarded unless requested.

Each unit should design its evaluation protocol to meet the needs of the unit and the part-time appointee for the purposes of professional development and personnel decision. A common component of the evaluation system should be that all courses taught by part-time persons are evaluated regularly using assessment materials and processes as prescribed by the unit; student evaluations and full-time faculty peer evaluations should ordinarily be components. The part-time appointee should have the opportunity to attach comments to the evaluation data which become a part of his or her file. Part-time academic staff should have the option to submit sample materials to demonstrate teaching performance and the obligation to submit specific materials based on the school or department evaluation protocols. Class visitation is strongly encouraged as a part of the evaluation of part-time lecturers new to the unit or those seeking or needing developmental guidance.

Based on evaluation materials, the responsible unit administrator should provide an evaluation summary and a recommendation regarding future appointment. This summary should be shared with the part-time appointee and a copy should be filed in the Office of the Dean. Reappointment should not occur in the absence of evaluation data and a positive reappointment recommendation.

Part-time appointees must recognize that class visitation by the department chair or designee is expected. Part-time appointees are required to cooperate in evaluation of teaching, including class visitation.

D. Continuing Reappointment

In unusual circumstances, some part-time academic staff may be reappointed on a continuing basis. Such reappointment should be for a fixed term to meet specific needs, along with other conditions. Specifically, there are no indefinite term appointments for part-time lecturers. Further, any appointment in excess of 60% for longer than one semester or term is an exception and is subject to written prior approval by the Dean of the school.

Reappointment is based on unit need and performance. When dismissal is based on performance, the part-time academic appointee may seek a review of the decision within the unit of appointment and according to applicable review procedures of that unit. There is no review process for non-reappointment. In all cases, the review of the Dean of the school will be final; there is no appeal process for dismissal or other grievances beyond the Dean of the appointing school.

E. Academic Freedom

Part-time academic appointees must observe the Code of Academic Ethics statement of rights, responsibilities, and enforcement procedures found in the Indiana University Academic Handbook. Complaints by students involving part-time academic appointees will be resolved in the same manner and with the same assurance of due process as is followed for full-time faculty and as specified in the Code of Student Ethics (or approved School alternative).

F. Salary

Each school will establish salary schedules for part-time academic appointees annually. The salary schedule must be made available in writing upon request. Salary complaints must be addressed within the school in accord with established procedures.

G. Salary and Stipend Policy for Part-Time Academic Appointees and Graduate Academic Students

Each school will establish salary schedules for part-time academic appointees and for graduate students annually. Salary minima for each classification will be set by the Dean of the Faculties in consultation with the Graduate Affairs Committee. The school salary schedule must be made available in writing upon request and must be on file in the Office of Faculty Records not later than July 1 for the academic year covered by the schedule. Salary complaints will be addressed within each school in accord with written procedures established by the school.

Each school will establish its own policy for Fellowships awarded directly by the school. Campus-wide fellowship funds will be awarded in accord with policies established by the Fellowship Committee and approved by the Graduate Affairs Committee. To assist schools in developing fellowships which are regionally and nationally competitive and to promote greater consistency among comparable units, the Fellowship Committee will issue a fellowship advisory annually to suggest the amount of awards that are most likely to attract highly qualified students.