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AA/PPS 04.01.02 - Hiring and Employment of Temporary, Non-Continuing Faculty

Hiring and Employment of Temporary, Non-Continuing Faculty

AA/PPS No. 04.01.02 (7.14)
Issue No. 2
Effective Date: 4/13/2018
Next Review Date: 2/01/2021 (E3Y)
Sr. Reviewer: Associate Provost


    1. The purpose of this document is to describe the guidelines that govern the hiring and employment of temporary, non-continuing faculty, including such elements as rehiring, salary, benefits, orientation, evaluation, and support services. It is Texas State University’s goal to follow these guidelines to the full extent that resources will allow.

    2. Temporary, non-continuing faculty play an essential role in carrying out the educational mission of this institution. These faculty are a pool of talent that can enhance the mission of the university. It is therefore critical that the university ensure that this group of faculty be treated in a fair and equitable manner. The expertise, advice, and participation of temporary, non-continuing faculty members should be sought and encouraged in appropriate departmental matters including, but not limited to, areas such as curriculum development, textbook selection, faculty meetings, and governance. Per-course faculty are not expected to participate in such departmental matters. It should be recognized that temporary, non-continuing faculty benefit the university, department, and students.

    3. Temporary, non-continuing faculty are non-tenure line faculty and can be appointed in a full-time equivalent (FTE) appointment or as per-course faculty. Temporary, non-continuing faculty are appointed as lecturers, clinical lecturers, and lecturers of practice. The hiring or rehiring of retired faculty at any rank is also included in this policy.

      1. Temporary, non-continuing faculty may be appointed in an FTE appointment, ranging from 25 percent to 100 percent. Temporary, non-continuing faculty who are hired to teach will generally hold regular office hours, advise students, and grade course work. The primary expectation for these faculty is quality teaching, although some limited service or related assignment may be appropriate.

      2. Per-course faculty are temporary, non-continuing faculty with specialized professional expertise whose salary is calculated on the basis of a flat fee for services rendered. These faculty members are limited to teaching a maximum of two 3- to 4-hour courses per semester. The only exception to this load is the addition of a University Seminar class per semester. Per- course faculty are expected to prepare and teach their classes, grade course work, and hold limited office hours, normally immediately before or immediately after class. They are not expected to undertake any other departmental assignments. Thus, the only expectation of per-course faculty is effective classroom teaching and other teaching-related functions.

    4. Departments should annually examine their employment of temporary, non-continuing faculty. It is reasonable to expect these faculty to be employed for the following reasons:

      1. emergencies, such as replacements for faculty on leave, faculty who terminate on short notice, or faculty dismissed during the semester;

      2. opportunities such as the hiring of nationally recognized scholars, artists, industry professionals, experts who are available for a limited time, or qualified persons with special expertise who will teach when a full-time position is unavailable;

      3. necessities, such as responses to changes in enrollment;

      4. employment needs in specialized curricular areas where the available talent pool in the region permits the university to address these needs through temporary, non-continuing employment; and

      5. employment of retired faculty members when such employment will benefit both the faculty member and the university. Guidelines for employment of retirees is outlined in UPPS No. 04.04.51, Phased Retirement Plan for Faculty.

    5. The employment of non-continuing faculty based solely on budget constraints because they are less costly to use is strongly discouraged, especially the excessive use of per-course faculty. Departments will regularly examine staffing needs, including temporary, non-continuing faculty through strategic planning, curriculum and program development and planning, academic program reviews, and relevant accreditation reviews. It is imperative for departments to maintain adequate numbers of full-time faculty members as they consider these staffing needs. If it is determined that there is excessive use of temporary, part-time faculty, department chairs and deans should petition the provost for additional full-time positions.


    1. Temporary, non-continuing faculty teaching graduate courses or serving on graduate committees are required to meet graduate faculty standards and be approved by the dean of The Graduate College (see AA/PPS No. 04.01.30, Nomination and Evaluation Procedures for Graduate Faculty).

    1. Each academic department should continuously maintain a pool of applicants interested in teaching on a temporary basis (see AA/PPS No. 04.01.01, Faculty Hiring). These prospective faculty members should be recruited through a careful search and screening process.

    2. Departments should assure through adequate screening practices that well-qualified temporary, non-continuing faculty are hired. Expectations regarding credentials and experience should be consistent with the criteria established by the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) and departmental terminal degree policies. For faculty teaching baccalaureate courses, criteria states instructors must have a “doctoral or master’s degree in the teaching discipline or master’s degree with a concentration in the teaching discipline (minimum of 18 graduate semester hours in the teaching discipline).” In exceptional cases, outstanding professional experience and demonstrated contributions to the teaching discipline may be presented in lieu of formal academic credentials. Such cases must be justified by the institution on an individual basis. As part of the official hiring paper work, documentation for exceptional cases must be submitted on a Faculty Employment Justification Form with appropriate supporting documents. More information on appropriate documentation is available from Faculty and Academic Resources.


    1. Based on an assessment of student demand, instructional capacity, and related factors, the department chair or school director will consult with the dean and the associate provost to ensure adequate funding is available to employ temporary, non-continuing faculty.

    2. Reappointment and rehire are defined as follows:

      1. A faculty member is reappointed if he or she has not been terminated and if he or she had a faculty appointment the previous semester or summer. Assuming that the favorable annual evaluations cited in Section 07.01 below, are on file in the department, the only paperwork required to reappoint a temporary, non-continuing faculty member is the appropriate contracting form and a Personnel Change Request form (PCR). A PCR is required to reappoint a per-course faculty member. PCRs are not required for FTE appointments unless there is a change in pay, FTE, or cost distribution. More information on PCRs and appointment types is available from Faculty and Academic Resources.

      2. A faculty member is rehired if he or she has been through the termination process. Assuming that the favorable evaluations cited in Section 07.01, below, are on file in the department, the paperwork required to rehire an employee is similar to that of a newly hired faculty member. The rehire must be approved by the chief diversity officer and director of Equity and Access. Prior hiring documents are maintained by Faculty and Academic Resources, and the department should verify which documents are needed to complete a contracting packet for a rehired employee.

    3. The following guidelines should be used for the hiring of temporary, non-continuing faculty:

      1. Hiring of all faculty should be done as early as possible before the start of classes in a particular semester.

      2. Normally, all temporary, non-continuing faculty should be hired and assigned classes at least 30 days prior to the start of the semester to allow adequate time to properly prepare for teaching these classes.

      3. Only in cases of an emergency, such as unexpected enrollment increases, unexpected vacancies, or similar circumstances, will the provost and vice president for Academic Affairs approve the hiring of temporary, non-continuing faculty with fewer than 30 days remaining before the beginning of classes.

      4. Any faculty member hired is required to agree to a criminal background check. Refer to AA/PPS No. 04.01.10, Faculty Background Checks and Self-Reporting Requirements.

    4. The following guidelines should be used for the reappointment or rehiring of temporary, non-continuing faculty:

      1. All temporary, non-continuing faculty who have been favorably evaluated by their departments are eligible to be reappointed or rehired.

      2. Temporary, non-continuing faculty should be reappointed or rehired on the basis of the defined positions. Thus, these faculty will be hired to fill those positions that are consistent with Section 04.01. Only in extraordinary justified cases may a temporary, non-continuing faculty member who has been favorably evaluated by his or her department be replaced by a per-course faculty member.

      3. Temporary, non-continuing faculty members should normally be reappointed or rehired and informed of the courses they are to teach at least 30 days prior to the beginning of the semester, unless there is an emergency situation. If departments believe that particular faculty members are not doing an adequate job, the chair should notify the faculty members that they will not be reappointed.

      4. Although temporary, non-continuing faculty are employed on a temporary basis with no expectation of continuing employment beyond a single contract semester or year, the department chair should attempt to provide early notice of contract renewal or non-renewal.

      5. Texas State will not discriminate against any person in employment or exclude any person from participating in or receiving the benefits of any of its activities or programs on any basis prohibited by law, including race, color, national origin, age, sex, religion, disability, veterans’ status, sexual orientation, gender identity, or gender expression. Equal employment opportunities shall include: personnel transactions of recruitment, employment, training, upgrading, promotion, demotion, termination, and salary.


    1. Salary and benefits for temporary, non-continuing faculty should be based on the following criteria:

      1. percentage of FTE;

      2. educational and professional credentials; and

      3. job duties and expectations.

    2. Temporary, non-continuing faculty appointed on an FTE are paid at the same pro-rata basis as a full-time lecturer or senior lecturer member with equivalent educational background and teaching or professional experience.

    3. Per-course faculty are paid at a rate to be negotiated with the appropriate administrators. Current base and rate calculations can be found on the Salary Calculation Form for Per-course faculty.

    4. Temporary, non-continuing faculty appointed on an FTE of 50 percent or greater are eligible for merit increases. In order to receive salary adjustments, faculty members must meet or exceed departmental expectations. As outlined in departmental annual evaluation, merit, and performance policies, per-course faculty are not eligible for performance or merit increases.

    5. As salary schedules for full-time faculty are increased, this will by default increase the level of temporary, non-continuing faculty salaries since they are computed on a pro-rata basis. The Council of Academic Deans (CAD) is encouraged to examine annually the rates paid per-course faculty so that those rates are current.

    6. Temporary, non-continuing faculty employed less than 50 percent or for less than four and one-half months and per-course faculty are not eligible for the university benefit package, sick leave, and retirement plan. Temporary, non-continuing faculty who are employed 50 percent for four and one-half months or more are entitled to the university’s benefit package, sick leave, and retirement plan. Benefit administration for retirees is governed in accordance with Section 04.07 of UPPS No. 04.04.51, Phased Retirement Plan for Faculty.

    7. Department chairs should inform temporary, non-continuing faculty of available full-time positions.

    8. All faculty are encouraged to participate in faculty development activities. Department chairs should give consideration for funding developmental activities for temporary, non-continuing faculty that relate to teaching, scholarship or related professional duties.


    1. New temporary, non-continuing faculty members will be oriented to the institutional policies and procedures during new faculty orientation in the fall or spring when possible. If such orientation is not possible, it will be the responsibility of the department chair to orient the new temporary, non-continuing faculty members to departmental and institutional policies and procedures applicable to that faculty member. The department chair will also communicate to faculty their responsibilities, services provided to them, and compensation and benefits information.

    1. Each college will develop criteria for annual written evaluation of temporary, non-continuing faculty members based on teaching performance and, if appropriate, service and scholarship. See AA/PPS No. 04.02.11, Performance Evaluation of Non-Continuing Non-Tenure Line Faculty.

    1. Temporary, non-continuing faculty should have the same administrative support that is available to other faculty in the department.

    2. Temporary, non-continuing faculty should have the same access to departmental equipment as other faculty in the department.

    3. Departments should assign temporary, non-continuing faculty adequate office space where they can prepare for class, counsel students, and store material.


    1. Reviewer of this PPS includes the following:

      Position Date
      Associate Provost February 1 E3Y

    This PPS has been approved by the following individuals in their official capacities and represents Texas State Academic Affairs policy and procedure from the date of this document until superseded.

    Associate Provost; senior reviewer of this PPS