- Responsible Office:
- Human Resources
These guidelines apply to individuals who (1) do not currently hold an ongoing, budgeted, renewable full or part-time position at UW-Green Bay and (2) are being hired to teach one or more credit courses and (3) will be the instructor of record or one of the instructors of record for the course(s) they will teach. These guidelines do not apply to Lecturers on a full, one-year academic year non-renewable appointment.
Adjunct Instructors
The Adjunct Instructor title should be used when individuals have a non-credit instructional appointment less than one semester in length. Adjunct Instructors should be paid on a lump sum basis
Lecturers on a Semester-to-Semester Contract
The Lecturer title is used when individuals have a one-semester teaching appointment that consists entirely of semester-long credit courses. The full credit load for lecturers is 13.5 credits per semester. Any additional credits taught would need to be compensated through approved overload. All semesterto-semester lecturers will be paid on a 9-month appointment basis. Lecturers may or may not be eligible for fringe benefits depending upon their particular situation. Contact Human Resources if you have questions.
Procedures
Dean/division heads are responsible for making adjunct instructor and semester-to-semester lecturer hiring decisions, ensuring that individuals hired to teach courses within their divisions are qualified to do so and that all necessary documentation and paperwork is forwarded to the Human Resources Office for processing. These procedures are also intended to establish a centralized, up-to-date source of information for all adjunct instructors and lecturers hired at UW-Green Bay
1. Hiring Across Divisions
The hiring of lecturers should be communicated to other divisions who also hire lecturers and adjunct instructors. This should be done to alert a dean/division head to the possibility that FTE and/or the payment of fringe benefits may be required.
2. Hiring Documentation Reviewed
It is recommended that formal offers not be extended to an individual until all supporting hiring documentation has been reviewed by the dean/division head (or designee) to ensure that the individual is qualified to teach the specified courses and is actually able to do so:
- position announcement or description of proposed teaching responsibilities;
- current vita
All offers for lecturers will be contingent upon the successful completion of a pre-employment education check which includes, but is not limited to, the verification of academic credentials through HireRight, a third-party background check provider authorized by the University.
3. Compensation Rates
Effective August 26, 2024 the minimum base rate for Lecturers is $30,375. Per-credit compensation rates for semester-to-semester lecturers is determined based upon the level of degree held. Candidates that hold a Masters degree may be paid between $1,125 to $1,456 per credit. Candidates holding a PhD or other terminal degree may be paid $1,181 to $1,581 per credit.
Compensation amounts above the campus minimum is at the Dean's discretion based upon budget availability and staffing strategy, and should account for factors such as market demand, content specialization, course development requirements, instructional experience, degree held or other relevant factors. The Provost and Vice Chancellor for Academic Affairs has overall authority for University-wide strategy and planning related to compensation for temporary instructional staff.
4. Criminal Background Check & Misconduct Check
Criminal background checks and misconduct checks are required for all instructional academic staff. Human Resources will initiate and review these checks as necessary as part of the hiring process in Workday.
5. Offer Letter & Appointment Setup
Human Resources will draft the formal offer letter in Workday and route to the candidate for acceptance of the position.
6. Welcome & I-9 Verification
The unit chair/supervisor (or designee) is the responsible for establishing a "welcome" process including completion of the Onboarding Checklist (Faculty and Instructional Academic Staff).
Within three (3) days of the start of employment, the employee will need to bring their I-9 verification document(s) to the Office of Human Resources.
7. Network/E-mail/SIS Access
Once the offer letter has been accepted by the candidate through Workday, email and network accounts will be created within approximately 2-3 business days, depending upon the appointment start date.. Individuals designated to process lecturer or adjunct instructor appointments will need to submit the Direct Hire Questionnaire within Workday to initiate the hiring process. Requests should be submitted at least three weeks prior to the start date to ensure timely processing and network access upon the first day of employment.