Proposals for Visiting Faculty
The visiting faculty budget derives from the College’s share of the salary lines vacated due to externally funded leaves, unpaid leaves, resignations, retirements, or other reasons. It therefore consists of non-recurring funds only.
DEOs must use the CLAS MAX 2.0 system to:
- identify the faculty member to be replaced
- provide the reason why a replacement is needed
- indicate the term of replacement
- indicate whether a replacement has been identified (e.g., a current adjunct) and whether that person was identified in an open search
- describe the effort the department has made to cover teaching needs internally, without additional funding for visitors
- specify the particular course(s) that need to be covered and whether approved for the General Education Program, required for the department's or another department's undergraduate major, or one in a sequence of courses
- estimate the salary cost
Ordinarily, Dean Curto will first authorize those positions that will require a search under affirmative action guidelines or that will require an extension from the Office of Equal Opportunity and Diversity. Thus, he may be able to respond to only part of a DEO’s request in the first round of authorizations. Dean Curto will give priority to those requests needed to meet crucial curricular needs. Paid leaves, including developmental leaves, can rarely be covered by the visitor budget.
Heavier Teaching Expectation for Visiting Faculty
Since visiting appointments do not ordinarily carry the service expectations of tenure-track positions and since the College does not ordinarily support the research of visiting faculty, teaching expectations are at least 50% higher for visiting faculty than for tenure-track faculty. Exceptions may be made for distinguished senior visitors. The College determines the number of courses for each semester. All visitors maintaining a 50% or greater appointment for at least one academic year will receive full UI Benefits.
EOD Review of Searches for Visiting Faculty
The Office of Equal Opportunity and Diversity must review and approve each stage of the search for a position advertised at 50% time or more for one calendar year or more.
For faculty positions of less than 50% spanning both semesters, or less than one calendar year, EOD procedures are not required. But Dean Curto reviews each stage of the "informal" search, including the ad, the choice of a finalist, and the text of the offer letter.
Offer Letters for a Visiting Position
Submitting the Appointment Papers
The department enters the faculty temporary appointment or faculty regular appointment with benefits (if appointment is 50% or greater for one academic year) into the HR Transaction System.
Extending a Visiting Faculty Member
Extension of a visiting appointment is contingent upon funding and upon a review of the visiting faculty member’s contributions. On the rare occasions when the visitor was not originally identified through a formal search, the department seeking a reappointment must submit a request for an extension to Dean Curto, who will determine whether to forward the request to the Office of Equal Opportunity and Diversity for possible approval.
A visiting faculty appointment may not last more than three years of service.
To extend the appointment, the department draws up a 2nd year offer letter (get template from shared drive); salary, teaching load, and benefits may be changed in the renewed appointment year. The department must submit a Change in Status - Faculty Status Change form, generated on the HR Transaction System. If the visitor was originally identified using a 3-day advertisement, a formal search or waiver must be approved prior to an extension into the second year.