4.1.6 Non‐Tenure Track Faculty
Scope: The following terms of employment apply to individuals holding primary appointments as full-time, non-tenure track faculty. These policies do not apply to individuals holding part-time, secondary, contingency or adjunct appointments as non-tenure track faculty. These policies do not apply to faculty appointed to tenure track positions.
Those faculty members of the University of Delaware employed on continuing renewable contracts will be known as Continuing Track (CT) faculty members. (Rev. 5/2016)
It is anticipated that, in the future, the focus of appointments will be to hire "tenure track" faculty. Within the context of this primary commitment, non-tenure track faculty will be hired to supplement capacity in programs with special needs that justify these types of appointments.
Appointments: Continuing Track or Temporary Non-Tenure Track Faculty: Non-tenure track faculty appointments may be continuing or temporary. They are for a defined term and do not involve a tenure commitment. (Rev. 5/2016)
Individuals holding primary appointments as full-time, Continuing Track faculty are hired through regular University procedures governing new position approval, recruitment and affirmative action. Continuing appointments must be supported from recurrent sources of funds. Continuing Track faculty are eligible for promotion in academic rank and sabbaticals. (Rev. 5/2016)
Temporary, full-time non-tenure track faculty are hired through University procedures for temporary appointments and are appointed to one-year contracts. Unless specifically approved by the Provost, these appointments are renewable for a maximum of two additional years. An exception to this maximum may be made for research faculty, as described below. Temporary, non-tenure track faculty are not eligible for promotion and sabbaticals. Continuation of the temporary position beyond one year is contingent on availability of funding, departmental needs, and performance, and notice of nonrenewal is not required. (10/13/05)
Types of Non-tenure Track Faculty: Continuing Track and temporary non-tenure track faculty may be hired as instructional, clinical, public service or research faculty. The workloads of instructional, clinical, public service, and research non-tenure track faculty are administered by the chairs/directors of the academic programs in which the appointments are made in a manner consistent with University guidelines, approved program procedures and collective bargaining requirements. (Rev. 10/01; 5/2016).
Instructional faculty have responsibilities for scheduled University course instruction and related student advisement as well as for instructional support activities.
Clinical faculty have major responsibilities in clinical supervision and instruction (including, for example, clinical nursing supervision, student teaching, internships, field placements, and practicums) and/or professional practice supervision (including, for example, HRIM and business practices) with the balance of workload involving regularly scheduled instructional and advisement responsibilities as well as related professional and scholarly contributions. CT faculty members who fulfill a special role in a clinical setting where they educate students by means of significant contact with patients may carry the modified title “Clinical [Assistant /Associate] Professor.”
Public service faculty have major responsibilities for college- (or departmental/school based-) public service programs (including applied research, technical assistance, and community and professional development training and education) with on-going responsibilities for regularly scheduled undergraduate and/or graduate instruction and advisement, and with the balance of workload involving clinical and professional practice supervision, and related professional and scholarly contributions. CT faculty members who have prior professional practice in industry, business, or public service essential for the faculty role, may carry the modified title “[Assistant/Associate] Professor of Practice.” (Rev. 5/2016)
The aforementioned criteria for assigning the two modified titles “Clinical” and “of Practice” must be assiduously maintained. (Rev. 5/2016)
Research faculty have major responsibilities for externally-funded and sponsored programs of research. Since the salary of research faculty derives largely or exclusively from grants and contracts, research responsibilities generally constitute all or most of the research faculty's workload. While research faculty do not have ongoing responsibilities for regularly scheduled undergraduate and graduate instruction and advisement, they may supervise undergraduate and graduate students who participate in their research programs. Occasionally, research faculty may participate in scheduled instruction, on a voluntary basis, so long as that participation is consistent with their research responsibilities. External funding to support the appointment of research faculty must be continuous during the term of an appointment contract. Because appointments are made to fulfill external grant and contract responsibilities, the renewal limit on temporary appointments does not apply; renewals may be approved that are congruent with the terms of external contracts.
Academic Rank: Non-tenure track faculty must meet the minimum requirements for the academic rank of "instructor," which generally requires the master's degree or equivalent qualifications in an appropriate field of instruction with evidence of sustained effective teaching ability; for clinical positions, there must also be demonstrated evidence of appropriate practical field experience.
Upon successful peer review and contract renewal at the end of the third two-year contract, an Instructor will progress to the title of “Associate Instructor”. (Rev. 5/2016)(Rev. 7/27/16)
Upon successful peer review and contract renewal following the thirteenth-year review, an Associate Instructor will progress to the title of “Senior Instructor” upon beginning the rolling five-year contract. (Rev. 5/2016)(Rev. 7/27/16)
Continuing Track faculty may hold professorial ranks and are eligible for promotion according to approved departmental/school guidelines.
- Two- and four-year peer reviews should be required for contract renewal of newly-hired CT faculty members.
- Units with CT faculty members must have clearly defined promotion criteria at all ranks for CT faculty as part of their approved Promotion and Tenure document.
- Clear criteria for CT faculty promotion must be included in all college and University Promotion and Tenure documents. (Rev. 2016)
Term and Contract Renewal: Individuals appointed as Continuing Track faculty (see "Appointments" above) will have a six-year probationary period comprised of three successive two-year appointments, subject to annual review and a recommendation for contract renewal by the chair/director/dean.
In the second and fourth year, a full peer review will be conducted. In the sixth year, on the basis of recommendations from the full peer review and chair/director/dean, and with the approval of the provost, individuals will receive either a seventh terminal year appointment or a three-year contract subject to annual review. In the second year of the three-year contract, the chair/director/dean will recommend whether the individual will be afforded a contract of four years in length to begin after the three-year contract. Subject to satisfactory annual evaluations, during the last year of a four-year contract, a fourth full peer review will be conducted. Subject to the recommendation of the peer review and chair/director/dean, and with the approval of the provost, the individual will receive a five-year contract on a "rolling" basis, subject to an annual review. Faculty on five year rolling contracts are subject to peer evaluation every five years. Contract renewal is subject to the notice provisions of the Faculty Handbook, "Terminations and Non-Renewals." Note that CT faculty members being considered for promotion to Associate Professor or Professor must be externally evaluated (see section 4.4.2). (10/13/05), revised 12/09/05; 5/2016; 2/2018
Individuals hired on full-time temporary appointments who are appointed subsequently as primary, full-time, Continuing Track faculty will have their previous time of service counted in the computation of subsequent contract renewal periods. No individual will receive a three- or five-year "rolling" contract without a full peer review. (Rev 4/24/19)
In the event of an unsatisfactory annual evaluation during the term of a multi-year contract, a full peer review may be conducted. If a peer review confirms the unsatisfactory performance set forth in the annual evaluation, the individual will receive one full year's notice in writing of contract termination (see "Terminations and Non-Renewals" in the Faculty Handbook).
In the event of programmatic and/or budgetary reductions, individuals serving on multiple year contracts will receive one full year's notice in writing of contract termination (see "Terminations and Non-Renewals" in the Faculty Handbook).
Sabbaticals: Faculty appointed as Continuing Track faculty (see "Appointments" above) are eligible for sabbaticals at the end of the sixth year of appointment if their appointment is renewed for a three-year appointment (as stipulated in "Term and Contract Renewal" above) and with review and approval through regular University procedures. Continuing Track faculty are eligible for subsequent sabbaticals on the same schedule as tenure-track faculty. (Rev. 5/2016)
Merit Pay: Merit pay for non-tenure track faculty will be awarded on a basis consistent with the written workload agreement for such faculty. The annual evaluation of performance for purposes of merit pay will be consistent with the applicable department/college promotion and tenure criteria.
Peer Reviews: Peer reviews shall be consistent with the applicable department/college promotion and tenure criteria and consistent with the written workload agreement for each non-tenure track faculty member.
Career Development and Salary Adjustments: Salary adjustments for Continuing Track faculty parallel to promotional increments for associate professors are made upon contract renewal for three years at the end of the initial six-year probationary period and parallel to the promotional increment for full professors at the start of the first five- year "rolling" contract. However, individuals holding primary appointments as full-time, Continuing Track faculty (see "Appointments" above) will not be awarded promotional increments should there be a change in their academic rank. (Policy added in entirety 8/96, Vice President for Administration to reflect Collective Bargaining Agreement; revised 5/00 Vice President for Administration in consultation with AAUP; editorial correction 8/00.) (Rev. 5/2016)
Stop the Review Clock: The six-year probationary period shall be extended for one year upon a Continuing Track faculty member submitting a “Stop the Review Clock” electronic web form. This policy applies to Continuing Track faculty members who become the parent of a newborn or newly adopted child and is a primary or coequal caregiver of the child or who is granted a leave of absence pursuant to the Family and Medical Leave Act of 1993 for a period of at least one semester. The faculty member will continue to perform faculty duties at full salary. The extension shall take effect upon submission of the “Stop the Review Clock” electronic web form by the faculty member to the chair/director. Submission of the “Stop the Review Clock” electronic web form must be made within one calendar year of the birth or adoption of the child or of the commencement of the FMLA leave. Apart from the birth or adoption of a child, a Continuing Track faculty member may extend the probationary period for any reason approved by the appropriate chair/director and dean, for example illness of the faculty member or of his/her immediate family, but may do so only twice, resulting in no more than two one-year extensions of the probationary period. A Continuing Track candidate who extends the probationary period under this provision shall be reviewed for contract renewal under the same academic standards as a candidate who has not extended the probationary period. The Continuing Track candidate shall not be penalized in any way for requesting and receiving extensions of the probationary period, whether or not the additional time is used. Extension of the probationary period does not affect the faculty member’s right to apply for contract renewal prior to the terminal year, regardless of time in rank. Stopping the review clock for one year postpones any subsequent second-year or fourth-year review. (Rev 4/24/19)