INST 030 – Adjunct Faculty Compensation

This policy establishes College of Western Idaho's (CWI) compensation program for CWI’s adjunct faculty employees in accordance with state and federal law and CWI policy.

Applies to part-time non-benefited faculty.

Letter of Teaching Appointment (LTA): The agreement signed by adjunct faculty that governs the responsibilities and expectations for the identified semester or session.

LTA Period: Time period during which faculty is under obligation to the College through an LTA.

Type of Credits: Per the CWI Academic Catalog, credit types are lecture, lab A, and lab B.

Contact hours: The total number of direct instruction hours assigned to a class based on the total number and types of credits as noted in the CWI Academic Catalog.

Total Workload Hours: Contact hours and outside of class teaching responsibilities in combination with other part-time, non-benefit-eligible employment with CWI.

Policy

Adjunct faculty provide essential services to CWI and its students. This policy seeks to ensure that the employment of adjunct faculty is uniform and compliant with state and federal laws.

Guidelines 

PROFESSIONAL DEVELOPMENT

Like full-time faculty, adjunct faculty have the right to apply for professional development support and to access professional development opportunities through CWI’s Center for Teaching and Learning. Faculty participating in professional development requiring financial support submit a Professional Development Form for approval by the department chair and dean, or their designees.

Adjunct faculty participating in an approved professional development activity outside of their Letter of Teaching Appointment (LTA) period, are covered by CWI policies and processes including, but not limited to liability coverage, workmen’s compensation, and travel support. Time engaged in professional development activities outside of their LTA Period will not be compensated as time worked unless specifically approved by the dean, or their designee, in advance for exceptional situations (simultaneous supervision of students and professional development at a national conference, for example). Upon approval, professional development requests may include opportunities during the LTA Period in which case faculty work with their supervisor to determine appropriate support for their students during the professional development activity.

ADJUNCT COMPENSATION

The compensation for adjunct faculty is based on a standard contact hour rate per unit, appropriate to the type of credit and content taught. Prorated courses are paid at a fixed rate per student per contact hour based on type of credit and content taught.

ADJUNCT FACULTY WORKLOAD

Adjunct faculty workload assignments must meet ALL the following criteria:

• Total workload hours must include all compensated work, Teaching and Non-Teaching, completed by the adjunct during that week.
• Total workload hours must not exceed an average 19.5 hours per week during the defined period (Affordable Care Act, 42 U.S.C. Chapter 157 and Idaho Statutes, Title 59, Chapter 13).

TEACHING WORKLOAD

Teaching workload is calculated following the same model used for full-time faculty. Contact hours identify the amount of direct instruction required for the assigned course(s), based on session length. A calculation based on total contact hours in the course determines the amount of time outside of direct instruction that is compensated for preparation, student engagement, assessment, and course administration. The total teaching workload is rounded to the nearest half-contact hour.

NON-TEACHING WORKLOAD

CWI recognizes the value of the adjunct perspective and may make certain institutional engagement opportunities available to adjunct faculty.  These assignments are made when full-time faculty cannot meet institutional needs due to availability or lack of applicable content knowledge.  Such work is documented through the Approved Adjunct Obligated Roles procedure and the time spent on such assignments must be included in the Total Workload Hours.

RESPONSIBILITIES

• Adjunct faculty’s high level of commitment to students and assigned duties will help maintain the reputation of CWI. Adjunct faculty demonstrate this commitment by being concerned for each student and his/her progress; being prepared for each class; being prompt to class; using the full instructional period; communicating problems, concerns, and successes to department supervisors; and responding to communications and suggestions from supervisors.
• Adjunct faculty are responsible for compliance with the terms, conditions, and duties specified in the LTA. Failure to perform any of the specified duties and responsibilities may result in a corrective performance plan, removal from teaching assignment, or termination.
• Adjunct faculty shall teach the curriculum for the course as defined by the department and curriculum committee documents.

Rights & Privileges

Adjunct faculty receive the following rights and privileges during the period of the appointment:

• A photo identification card showing the faculty/staff status.
• Access to such classroom facilities, laboratory facilities, equipment, library, academic technologies, and IT services as necessary to accomplish the specified duties. This includes:
  • Access to information and library systems and access to approved facilities during the employment period.
  • Access to a CWI email account, Canvas, SharePoint, and myCWI during months between adjunct teaching assignments as well as during their teaching assignments.
• Participation in the faculty commencement procession.
• Participation on CWI committees and representation in the Faculty Senate.

Access to IT systems can be terminated at the request of the hiring department chair, dean, or provost if the adjunct faculty member is dismissed or suspended before the end of the appointment term.

Benefits & Leave 

Adjunct faculty are not eligible for benefits and do not accrue vacation or sick leave.

GRANT-FUNDED COMPENSATION 

Compensation for grant-related projects is only allowed when: 

• The approval of the CWI Sponsored Programs Office and the principal investigator or project director of the grant is obtained.
• Time and effort reporting is provided as required

RIGHT TO CHANGE COMPENSATION & BENEFITS

CWI reserves the right to change general compensation for any reason deemed appropriate. Compensation may also be adjusted based upon job performance and the availability of funds to maintain a solvent CWI budget. Hours worked may be reduced, or employees may be laid off as necessary to meet budgetary constraints or as the workload changes.