Introduction

In September 2002 former Provost Stuart Cooper appointed the NC State University Non-Tenure Track (NTT) Faculty Task Force. The task force charge was to review and write an NC State response to the report issued by the Office of the President's (OP) Committee on Non-tenure Track Faculty (Report and Recommendations on Non-Tenure Track Faculty). That report of non-tenure track faculty working conditions throughout the UNC system was issued in March 2002 and included eight general recommendations "related to the employment of non-tenure track faculty that UNC institutions should address."1 The task force was specifically challenged to identify whether recommendations in the report could be implemented at NC State and, if so, in what manner.

Because of diverse backgrounds and and experiences, task force members brought many perspectives to non-tenure track faculty issues. The task force consisted of tenured faculty, non-tenured faculty, representatives from First Year College, the Libraries, Student Affairs, and the Office of the Provost. It also drew upon the considerable administrative experience of members: one current department head, two former department heads, and one current dean.

Work began by reading the OP NTT Faculty Report and reviewing current literature on non-tenure track faculty. Following the review, the task force identified additional data needed to answer questions about the characteristics of NC State non-tenure track faculty. Data were gathered from University Planning and Analysis, Human Resources, colleges, departments, and other administrative units.

The next step was forming subcommittees focusing on each of the eight recommendations in the OP report. A draft recommendation was developed by the subcommittee and then the draft was discussed and revised by the task force.

The initial assumption about the assignments of most NTT faculty assignments at NC State was that they were non-research. Data collected, however, revealed that NTT faculty serve the university through a variety of positions: those occupying instructional, research, and administrative positions, as well as librarians and field faculty all come unter the NTT faculty rubric. The breadth of NTT faculty positions understandably complicated the development of standardized recommendations. The response to such complexity was two-fold: where possible, across-the-board strategies for adoption have been specifically spelled out; in other cases, departmental and college flexibility was recommended.

In both the discussions and recommendations related to NC State NTT faculty, the task force agreed on several principles that guided deliberations. The first principle recognizes the critical role that non-tenure track faculty play in achieving the university's mission. The second principle acknowledges the need for a reasonable amount of administrative flexibility, at both the department and college level, to shape non-tenure track appointments in response to changing enrollment or financial circumstances. The third principle recognizes the competing demands for resources: the task force supports the goal of improving working conditions for non-tenure track faculty, while maintaining strong support for tenured and tenure-track faculty. Considered together, these principles acknowledge the vulnerability of NTT faculty in primarily instructional positions. Such appointments continue to be the first casualities in any budget shortfall, notwithstanding the critical role such NTT faculty plan in the university's mission.

Background

The non-tenure track faculty consists of individuals working in full-time faculty appointments on fixed-term contracts and individuals working as part-time faculty whose assignments may vary from semester to semester. According to the American Association of University Professors report, "The Status of Non-Tenure Track Faculty" approximately half of all faculty appointments in American higher education are non-tenure track. Nationally full-time non-tenure track faculty hold 20 percent of faculty appointments and part-time faculty now hold 38 percent.3 Data from UNC institutions indicate that from 1990-2000, the percentage of full-time non-tenure track faculty increased from 34 percent to 43 percent while the percentage of part-time non-tenure track faculty increased from 15 percent to 21 percent. At NC State University the percent of full-time non-tenure track faculty increased from 24 percent to 29 percent and part-time non-tenure track faculty increased from 12 percent to 15 percent during this same time period.

The increase in use of non-tenure track faculty in the UNC system has been primarily influenced by three factors.

• First, declining state support relative to increased enrollments and the actual cost of personnel and operating costs.
• Second, the growth in sponsored research which necessitates research faculty to "buy out" instructional time for which non-tenure track faculty are hired.
• Third, the increase in clinically-based academic programs and to a minor degree aging faculty who elect to enter phased retirement.

In the report that follows, the recommendation from the OP Committee on Non-Tenure Track Faculty is stated first followed by the NC State NTT Faculty task force recommendation. The task force report represents a consensus of the group on each recommendation.

Recommendations for Non-Tenure Track Faculty

Recommendation 1:
OP Committee on Non-Tenure Track Faculty [recommends that] "each UNC institution should develop a staffing plan defining the desired mix of various types of faculty appointments and monitor its progress in moving toward its staffing goals."

Recommendation 1:
NC State Non-Tenure Track (NTT) faculty task force recommends that strategic staff planning for the employment of non-tenure track faculty remain decentralized at the college and department levels. Each department that utilizes a combination of tenure and non-tenure track faculty "should develop a staffing plan defining the desired mix of appointments." These plans should be reviewed and approved at the college level. The Provost and Deans should determine the appropriate percentage of non-tenure track faculty for the University.

The Provost should request an annual report from University Planning and Analysis for review by the Provost, Deans and Department Heads of the actual staffing mix for each department and college for comparison with the staffing plan. When the university staffing mix is inconsistent with the staffing plan, the provost should initiate an assessment to determine the impact on the achievement of university goals.

The review should also include summary data on the use of one-semester and one-year appointments. The task force strongly discourages the practice of repeatedly offering one-semester and one-year appointments to the same individual.

Recommendation 2:
OP Committee on Non-Tenure Track Faculty [recommends that] each campus, wherever possible, should offer multi-year contracts (for three or more years, with eligibility for reappointment) to full time non-tenure track faculty who have successfully completed a probationary period or otherwise demonstrated."

Recommendation 2:

Special Faculty Ranks and Appointments Regulation adopted December 19, 2003, addresses special faculty appointments lengths. ( http://www.ncsu.edu/policies/employment/faculty/REG05.20.34.php)

Recommendation 3:
OP Committee on Non-Tenure Track Faculty [recommends that] "The Office of the President should develop a policy and guidelines for non-tenure track appointments, requiring each institution to develop the following: definition of "full time" faculty load applicable to non-tenure track positions and appropriate to the institution's mission and program array; definition of assignments and responsibilities that constitute 50%, 75% and 100% loads, with identification of the employee benefits available to non-tenure track faculty employed 50% or 75% of full-time load; policy determining under what circumstances if any faculty on part-time appointments can be assigned full-time loads; policy for timely notice of appointment or reappointment of part-time faculty."

Recommendation 3:
NC State NTT faculty task force recommends that for special faculty with instructional assignments the equivalent of a twelve (12) credit hours teaching load constitutes a full-time assignment. The number of credit hours determined as a full-time assignment may vary based on the enrollment of the class and other factors. Additional non-instructional assignments should result in a decreased teaching assignment.

Recommendation for Statement of Mutual Expectation addressed in Special Faculty Ranks and Appointments Regulation http://www.ncsu.edu/policies/employment/faculty/REG05.20.34.php

The following guidelines for adjusting non-tenure track faculty teaching loads are recommended.

Guidelines for Teaching Load Adjustments

Instructional Assigned Hours

The usual teaching assignment for a full-time NTT faculty member is twelve (12) teaching load hours for each semester of the academic year. A full-time teaching load is usually established in terms of undergraduate lecture instruction.
Contact hour: A weekly 50 minute scheduled class meeting is counted as one contact hour.

Research Assigned Hours

In the following paragraphs, the term "research" is to be interpreted to include creative activities as may be appropriate to specific disciplines. Course preparation and study for the purpose of keeping abreast in one's field will not qualify as a research assignment.

Contingent upon the instructional needs of the department being met, a portion of a non-tenure track faculty member's load may be scheduled for specific research activities.
A NTT faculty member may request an assigned research activity as part of their total load. Such requests must be submitted to the department head following procedures established by the department. The request must describe the purpose, scope, and duration of the proposed research assignment in sufficient detail to permit evaluation.

Advising/Service/Extension/Engagement Assigned Hour

A reasonable amount of university, community, and professional service is a normal expectation of all members in instructional units. To qualify for consideration as part of the assigned load, such activities must be specifically assigned and scheduled by the department head and/or Dean, must be directly related to the mission of the department and college, and must be sufficiently extensive that they can be evaluated as equivalent to an instructional assignment.

If a faculty member has advising/service/extension/engagement assigned hours, the outcomes of this assignment must be documented through the annual review/evaluation process. The review assessment will be a major factor in determining further service assignments.

Administrative Assigned Hours

Credit for the assignment of departmental coordination or other administrative duties is to be determined by the Department Head in consultation with the non-tenure track faculty.

Special Assignments

The above guidelines will cover the range of assignments for the majority of NTT faculty members. From time to time departments may need to make special assignments, which are not covered by these guidelines. In these cases, the department head will discuss the proposed assignment with the NTT faculty member and come to a mutual agreement.

Recommendation 4:
OP Committee on Non-Tenure Track Faculty [recommends that] "Each campus should develop a set of clearly defined position descriptions and titles for full and part-time non-tenure track positions. The use of "advanced" titles with appropriate salary increases and other recognition should be considered to appropriately distinguish faculty with longer service records and accomplishments (for example, Senior Lecturer or Clinical Faculty with rank)."

Recommendation 4:

Special Faculty Ranks and Appointment Regulation, adopted December 19, 2003, addresses titles and appointment letters http://www.ncsu.edu/policies/employment/faculty/REG05.20.34.php `

Recommendation 5:
OP Committee on Non-Tenure Track Faculty [recommends that] "Full-time and part-time non-tenure track faculty should be provided with specific description of the evaluation process and criteria by which their performance will be judged and how the evaluations will be linked to reappointment and salary determination; training should be provided to department chairs on effective means of evaluating and supervising non-tenure faculty."

Recommendation 5:

Special Faculty Ranks and Appointment Regulation, adopted December 19, 2003, addresses providing specific job expectations in the letter of offer
http://www.ncsu.edu/policies/employment/faculty/REG05.20.34.php

Annual Review of Faculty Members, Regulation 05.20.3, addresses annual review of special faculty http://www.ncsu.edu/policies/employment/epa/REG715.00.7.php
This regulation also states that documentation required for annual reviews may be limited based on the scope of the assignment.

SME addressed in Special Faculty Ranks and Appointments Regulation, adopted December 19, 2003 http://www.ncsu.edu/policies/employment/faculty/REG05.20.34.php)

The Academic Tenure Policy requires department heads to consult with at least three departmental voting faculty (DVF) for promotion of non-tenure faculty in non-professional ranks. The task force recommends:

• development and publication of departmental rules outlining the qualifications and procedures for promotion in non-professorial ranks
• establishment of NTT faculty promotion review committee (NTTFRC) that consists of at least three DVF and three non-tenure track faculty at the next higher rank, if available
• submission of the following documentation for promotional reviews; annual reports from the previous three years, statement of mutual expectations, and updated curriculum vitae.

Recommendation 6:
OP Committee on Non-Tenure Track Faculty [recommends that] "Each campus should provide non-tenure track faculty adequate orientation to their responsibilities and access to office space, telephones, computers, e-mail, clerical support and other assistance necessary to fulfill their responsibilities; development guidelines for proper compensation, either through stipends or adjusted teaching loads; include non-tenure track faculty as appropriate in decision-making processes at the department, college, and university level, particularly in decisions affecting their own responsibilities and employment conditions."

Recommendation 6:
NC State NTTF task force recommends that non-tenure track faculty (part-time and full-time) receive an orientation covering responsibilities at the departmental/program, college and university level as appropriate. The task force recommends that access to office space, telephones, computers, etc., be provided as necessary to fulfill NTT responsibilities.

The task force considered several options for a recommendation of NTT faculty's role in college/departmental governance. The task force did reach consensus on a single approach, but recommends further discussion of NTT faculty involvement in departmental governance. The task force recommends consideration of the two options stated below as beginning points for the iscussion.

Option 1:
The task force supports the eligibility of non-tenure track faculty members in university governance. The task force further recommends increased opportunity for NTTF participation in departmental governance using the following guidelines:

• All full-time (.75-1.0 FTE) NTTF employed on contracts of more than 1 year should be enfranchised to vote on curricular issues affecting areas in which they have primary instructional responsibility and if the position is not primarily instructional, on departmental rules that will directly impact the working conditions of their rank.
• Any NTTF continuously employed at .75-1.0 FTE for a minimum of two years should be granted the voting rights described above, despite stipulated contract length.
• Any part-time (<.75 FTE) NTTF, should be granted full voting rights described in the first bulleted section above after teaching 12 sections of assigned courses in consecutive semesters or serving in an equivalent manner in other than an instructional capacity. (12 sections is the equivalent of two year's at ¾ time, i.e., teaching 3 courses per semester.) Good Practice for Non-Tenure Track Faculty

Option 2:
The task force recommends the meaningful participation of non-tenure track faculty members in university governance. The task force recommends that departments and colleges include NTT faculty in the decision making process for issues that affect their responsibilities such as, where appropriate, personnel, policies and procedures, and curricular issues. The task force recommends the development of departmental procedures for NTT faculty representation in its governance/committee structure.

Recommendation 7:
OP Non-Tenure Track Faculty Committee [recommends that] "Each campus should provide opportunities to non-tenure track faculty for professional development activities and for recognition of their accomplishments through campus awards."

Recommendation 7:
NC State NTTF task force recognizes that NC State provides professional development opportunities and recognition to non-tenure track faculty. The task force recommends that these opportunities are widely publicized. Appendix A. provides a list of development opportunities and awards that are available to NTT faculty. The task force recognizes that funding for professional development may be very constrained and that departments and colleges must assign priorities to requests.

Recommendation 8:
OP Non-Tenure Track Faculty Committee [recommends that]"As a part of their staffing plans, institutions should: analyze the compensation of full-time and part-time non-tenure track faculty and weigh this compensation against the duties and responsibilities of these positions; increase compensation where appropriate to ensure the continued employment of qualified, experienced, and professional faculty; develop policies for the eligibility of full-time non-tenure track faculty for regular salary increases and for increases in part-time faculty stipends, both across-the board within disciplines and for individual faculty based on experience and performance."

Recommendation 8:
NC State NTTF task force recommends that the Provost initiate an annual equity study of special faculty salaries and provide a report to campus by
December 30, 2004. This study should parallel the equity study completed for tenure-track faculty salaries. The task force recommends that the Provost, Deans, and Department Heads analysis the data for inequities.

The task force cannot make specific recommendations for special faculty salary increases since eligibility for salary increases is typically defined by the legislature and/or Office of the President. However, the task force recommends that inequities in non-tenure track faculty salaries should be addressed in a systematic way whenever funds are available.

_______________________________________

Footnotes

1"Report and Recommendations: Committee on Non-Tenure Track Faculty." Presented to the Personnel and Tenure Committee, UNC Board of Governors, March 6, 2002.

2American Association of University Professors. "The Status of Non-Tenure Track Faculty." Washington, DC, Adopted June, 1993. http://www.aaup.org/statements/Redbook/Rbnonten.htm.

3American Association of University Professors. "The Status of Non-Tenure Track Faculty." Washington, DC, Adopted June, 1993. http;://www.aaup.org/statements/Redbook/Rhnonten.htm.

4UNC Board of Governors. "Report and Recommendations: Committee on Non-Tenure Track Faculty, March 6, 2002. 3.http://www.northcarolina.edu/AA/reports/ntt_faculty/.

References

AAUP: Statement of Faculty Workload With Interpretive Comments, http://www.aaup.org/statements/Redbook/rbork.htm

University of Nebraska: Faculty Workload Assignment Policy
http://www.unomaha.edu/AA/wkldpol.html

Texas A&M University: Faculty Workload Policy Statement

NCSU Self-Study: Faculty Loads
http://www2.ncsu.edu/ncsu/univ_eval/ch08/a8facult_p9.html

___________________________________________________________________________________________________________

Appendix A - Non-Tenure Track Faculty (NTTF) Awards and Professional Development Opportunities

University Awards

• Alumni Distinguished Undergraduate Professor Award
• Alumni Distinguished Graduate Professor Award
• Alumni Extension Awards
• Equity for Women Award
• NC State University Libraries Faculty Award
• Outstanding Teacher Award
• O. Max Gardner Award - UNC system-wide
• Outstanding Service in Support of Teaching and Learning
• Alexander Q. Holladay Medal for Excellence
• University Awards for Excellence

University Professional Development Opportunities

• New Faculty Orientation
• Faculty Center for Teaching and Learning programs
• FCTL administered Instructional Grant program
• Scholarly Assignment Off Campus
• Internal Competitive Funds for Teaching, Research, and Outreach and Extension:
• Faculty Outreach and Professional Development Fund
• Faculty Research and Professional Development Fund
• Learning Technology Service programs
• Tuition waiver program

College Level Awards and Professional Development Opportunities

College of Agriculture and Life Sciences

• Outstanding Advisor Award
• Outstanding Agricultural Institute Faculty Member,
• North American Colleges and Teachers of Agriculture Award of Merit
• CALS advisor and teaching effectiveness workshops
• Supports and encourages applications for off campus scholarly assignments
  

College of Humanities and Social Sciences

• Outstanding Lecturer Award
• Professional development activities and workshops
• Departmental Academic Undergraduate Program Review
• Campus Writing and Speaking Program
• Professional Writing Program
• Small grants

College of Management

• College of Management Teaching Excellence Awards

College of Natural Resources

• Advising Awards
• Encourages participation in FCTL and CWSP workshops.
• Supports participation in conferences and other professional development opportunities both on and off campus

College of Physical and Mathematical Sciences

• Teaching Workshops
• New Faculty Orientation
• Mentoring workshops
• Le Roy and Elva Martin Award for Teaching Excellence.

First Year College

• Barbara Soloman Advising Award
• Freshman Advocacy Awards
• Nomination NACADA Awards
• Professional Development opportunities strongly encouraged and supported with funding

Task Force Members