Chapter 2: Appointments Policies and Procedures for Academic Staff-Teaching
Handbook last updated: October 13, 2022
At Stanford, the non-professorial Academic Staff is composed of the Academic Staff-Teaching (persons holding the titles Lecturer, Advanced Lecturer, Senior Lecturer, and Artist-in-Residence); the Academic Staff-Research (persons holding the titles Research Scientist, Senior Research Scientist, Research Engineer, Senior Research Engineer, Research Scholar, and Senior Research Scholar); and the Academic Staff-Libraries (persons holding the titles Librarian 1, Librarian 2, Librarian 3, Librarian 4, Library Manager 1, Library Manager 2). For policies and guidelines pertaining to the Academic Staff-Research, see the Research Policy Handbook, Chapter 10. For policies and guidelines relating to the Academic Staff-Libraries, see Personnel Program, Academic Staff-Libraries (July 16, 2021), available from the Library Human Resources Office.
The following policies and guidelines pertain to the Academic Staff-Teaching. They are subject to revision by the Provost from time to time. Requests for exceptions to these guidelines must be approved by the Provost’s Office.
All individuals who teach a course for credit at Stanford University must have a professorial appointment or an Academic Staff-Teaching or Other Teaching Staff appointment approved for the quarter or term in which the course is offered. This requirement likewise applies to other Stanford employees, such as administrators, who engage in teaching activities. For information about Other Teaching Staff appointments, see Chapter 5 of this handbook.
Academic Staff-Teaching appointments are for Stanford courses in which students receive academic units that can be used to fulfill graduation requirements. Academic Staff-Teaching appointments are not appropriate for individuals who only give a lecture or a series of lectures. Such individuals are Guest Speakers and should not have a formal academic appointment. Individuals appointed as Lecturer, Advanced Lecturer, Senior Lecturer, or Artist-in-Residence do not have membership in the Professoriate of the Academic Council; they are, therefore, not normally eligible to act as principal investigators on sponsored research projects. (See the Research Policy Handbook, Chapter 2 for information about principal investigatorship.) Lecturers, Advanced Lecturers, Senior Lecturers, and Artists-in-Residence are not eligible to take sabbatical leaves (for other types of leave, see Chapter 3). Although they may apply as candidates for open faculty posts, they are not on a tenure line or other professorial line, nor do they accrue time towards tenure.
2.1.1. Terms of Appointment
Academic Staff-Teaching appointments shall be made either:
- For a stipulated length of time (i.e., a fixed term).
- For a continuing term of appointment (available only to certain Senior Lecturers). A "continuing term" is not a tenured appointment. Rather, "continuing term of appointment" signifies that the individual’s appointment will continue (without the necessity of a reappointment) until such time as the appointment is terminated.
- For the duration of either an administrative appointment or a specific project.
Members of the Academic Staff-Teaching appointed for a stipulated length of time or for a continuing term of appointment are generally entitled to the notice provisions of 2.6 below, except as otherwise noted therein. An Academic Staff-Teaching appointment made for the duration of an administrative appointment or a specific project shall, unless otherwise expressly stipulated, be generally construed as terminating on the expiration of the administrative appointment or the project.
The terms of Academic Staff-Teaching appointments are subject to modification upon the University’s determination, in its sole discretion, that an extraordinary financial emergency exists. See also Section 2.6.
2.1.2. Types of Appointment
Academic Staff-Teaching appointments can be either:
- Benefits eligible – appointed to a position at 50% time or more for 6 or more consecutive months. These Academic Staff-Teaching appointments are eligible for University sponsored health and welfare benefits.
- Contingent – appointed to a position at less than 50% time for any length of time or at 50% time or more for less than 6 consecutive months. These Academic Staff-Teaching appointments are not eligible for University sponsored health and welfare benefits.
The title of Lecturer is used for individuals who perform regular instruction in departments and programs to meet specific departmental needs. This instruction must be defined by the faculty of the department or program, who also set the goals for teaching by Lecturers. Individuals who are appointed as Lecturers are expected to have special knowledge or expertise. They may also be non-teaching regular University staff who are asked to teach on an occasional basis. The Lecturer title may also be used for individuals who are teaching in non-sequential quarters during a single year and/or whose total service in any academic year averages less than half time. Lecturers teach under supervision by, or with guidance from, one or more faculty member and/or Senior Lecturer. Faculty members in departments and programs are responsible for defining the intellectual goals of the program at the time the Lecturer position is requested and for continuing supervision and review/revision of goals.
Lecturer appointments are expected to be full-time to the extent possible, except that some part-time positions may be necessary to accommodate enrollment variation and other needs that are part-time in nature. See Section 2.4 regarding compensation during active appointments.
Initial appointments of Lecturers at 50% time or more are generally expected to be for one-year terms, with teaching and related activities in three consecutive quarters (fall, winter, spring) and should be no more than two-year terms, with teaching and related activities in three consecutive quarters (fall, winter, spring) of each academic year. There is a possibility of one or more reappointments of terms of one to two years. Following five years of total service at 50% time or more with teaching and related activities in consecutive quarters [fall, winter, spring] each year, there is a possibility of further reappointment for a term of up to five years. Thereafter, Lecturers may be reviewed for possible reappointment for additional terms of up to five years (with teaching and related activities in consecutive quarters [fall, winter, spring] each year). Prior to the possibility of any reappointment, a review by the faculty and/or Senior Lecturer(s) responsible for the programs must occur. Reappointment is not guaranteed. There is no limit on the number of up to five-year reappointments a Lecturer may be granted as long as there is an outstanding record of teaching and performance, and continued programmatic need. Note: throughout this chapter, exceptions to the three consecutive quarter requirement may be appropriate in highly unusual circumstances and only with advance approval from the Provost’s Office.
Lecturers should have annual conferences with department chairs or their designees to discuss their performance and department expectations. It is up to the Lecturers to respond to invitations to meet, and to request such sessions if they are not otherwise scheduled for them.
Although Lecturers are not members of the Professoriate and do not have Academic Council membership those core lecturers in positions of continuing programmatic need should be integrated into the activities and governance of their departments, such as department retreats and conferences and certain committees, consistent with school practice. As a general rule, departments should not expect Lecturers to take on departmental administration and advisory roles beyond those associated with the specific programmatic need for which they were appointed.
The University distinguishes between core Lecturers who are full-time (appointed at 75% time or more), and those non-core Lecturers appointed at less than 75% time (who may or may not be benefits eligible by definition [see 2.1.2]). This distinction is discussed in greater detail in section 2.2.2.
2.2.2 Core Lecturer
The term “core Lecturer” is not a title or position; it is a term meaning a Lecturer who is appointed at 75% time or more with teaching and related activities in each of the three consecutive quarters (fall, winter, spring) each academic year. Their primary teaching affiliation is with Stanford University and they must continue to fill programmatic needs.
All core Lecturers must be benefits eligible at 75% time or greater with teaching and related activities in each of the three consecutive quarters (fall, winter, spring) each academic year. In order to remain designated as a core Lecturer, the appointee must remain benefits eligible at 75% time or greater with teaching and related activities in each of the three consecutive quarters (fall, winter, spring) each academic year throughout all appointment and reappointment periods.
Initial appointments for core Lecturers are typically one to two years, with initial reappointments of one to four years for a cumulative total of five consecutive years of service.
After this initial five-year appointment/reappointment cycle, core Lecturers may be reappointed for an unlimited number of five year terms, but may not have a continuing term appointment. Prior to the possibility of any reappointment, a review by the faculty and/or Senior Lecturer(s) responsible for the programs must occur. Reappointment is not guaranteed.
Core Lecturers must: maintain an outstanding teaching record based upon course evaluations; fulfill departmental and University expectations; and achieve satisfactory annual performance evaluations given by their department chairs or their designees. The department is responsible for documenting the performance evaluations and expectations of core Lecturers. Core Lecturers are entitled to the applicable notice provisions of Section 2.6.
A core Lecturer employed at 75% time or more for five consecutive years with teaching and related activities in three consecutive quarters (fall, winter, spring) each academic year may be reviewed for possible promotion to the rank of Advanced Lecturer by review and determination of the department. See Section 2.2.3 below regarding promotion to Advanced Lecturer.
2.2.3 Advanced Lecturer
Advanced Lecturer is a rank established by the Faculty Senate in June 2020 following the 3rd Committee on the Professoriate and approved by the Board of Trustees. It is a promotion only available to those Lecturers who have most recently completed five consecutive years of benefits eligible service at 75% time or more during each of the previous five years with teaching and related activities in each of the three consecutive quarters (fall, winter, spring) each year and with a sustained record of outstanding performance and teaching that meets continuing programmatic needs. In teaching and in other contributions to their program and discipline, Advanced Lecturers are expected to exceed the levels expected of Lecturers. Advanced Lecturer is a title available only to Lecturers who have demonstrated consistent excellence in: teaching; tutoring, advising, and mentoring; citizenship in their program, department and the Stanford community; and if applicable, academic or creative projects. Advanced Lecturers will be expected to demonstrate sustained professional growth during the term(s) of their appointment.
In order for a Lecturer to be considered for promotion to Advanced Lecturer, appointment as a Lecturer for the required five years must be at 75% time or more throughout; service cannot be combined among non-benefits eligible appointments, benefits eligible appointments between 50% - 74.9% time, and benefits eligible appointments at 75% - 100% time in order to meet this requirement, in aggregate. Instructional appointment(s) performed at other institutions does not fulfill this requirement. Lecturers who meet these criteria in programs, departments or schools which have such advancement opportunities may be eligible for this promotion. An individual cannot have an initial appointment as an Advanced Lecturer.
Advanced Lecturers serve in positions for which continuing programmatic need exists, subject to departmental need and budgetary constraints. Advanced Lecturers may be reappointed for an unlimited number of 5 year terms, but may not have a continuing term appointment. Please note: Promotion from Lecturer to Advanced Lecturer may not be a career path available in all schools or programs. A salary increase corresponding to a promotion from Lecturer to Advanced Lecturer may not be appropriate or available in all schools, departments or programs.
Advanced Lecturers serve in positions under supervision of, or with guidance from, one or more faculty members and/or Senior Lecturer(s). Such supervisors in departments and programs are responsible for defining the intellectual goals of the program at the time the Advanced Lecturer position is requested, for continuing supervision and review/revision of goals, and for working with the Advanced Lecturer on refining the teaching program.
Although Advanced Lecturers are not members of the Professoriate and do not have Academic Council membership those Advanced Lecturers in positions of continuing programmatic need should be integrated into the activities and governance of their departments, such as department retreats and conferences and certain committees, consistent with school practice. As a general rule, departments should not expect Advanced Lecturers to take on departmental administration and advisory roles beyond those associated with the specific programmatic need for which they were appointed.
Promotion recommendations for Advanced Lecturers are reviewed and approved by the Dean of the School or a designee, using the online Faculty and Academic Staff Appointments (FASA) tool.
2.2.4 Senior Lecturer
The title of Senior Lecturer is associated with a demonstrably higher level of programmatic responsibility and teaching excellence than that of a Lecturer or an Advanced Lecturer, rather than with seniority or longevity. There is normally only a limited number of Senior Lecturer positions in any program.
The primary evaluation for appointment to Senior Lecturer or for promotion of a Lecturer or Advanced Lecturer to Senior Lecturer is by a review committee appointed by the program, department or school that consists of no more than six individuals, at least three of whom must be Academic Council members. Appointments at the rank of Senior Lecturer may be for a term of up to five years’ duration (with the possibility of reappointment) at 75% time or more for the duration of the appointment or for a continuing term at 75% or more for the duration of the continuing term. Part-time appointments as Senior Lecturer may be granted only by rare provostial exception. Senior Lecturers should have annual meetings with department chairs or their designees to discuss performance and departmental expectations. It is up to the Senior Lecturers to respond to invitations to meet, and to request such sessions if they are not otherwise scheduled for them. Departments should carry out regular, in-depth evaluations of Senior Lecturers no more frequently than every three years and no less frequently than every five years.
Although Senior Lecturers are not members of the Professoriate and do not have Academic Council membership those Senior Lecturers in positions of continuing programmatic need should be integrated into the activities and governance of their departments, such as department retreats and conferences and certain committees, consistent with school practice. As a general rule, departments should not expect Senior Lecturers to take on departmental administration and advisory roles beyond those associated with the specific programmatic need for which they were appointed.
Appointment as a Senior Lecturer for a continuing term is not tenured. Rather, it is always subject to continuing programmatic need and satisfactory performance.
Artist-in-Residence is a rank established by the Provost in September, 1996. A person holding this title may be appointed at full or part-time for any term of up to five years, and, depending on programmatic need (including budgetary considerations) and performance, may be reappointed to an unlimited number of consecutive terms of up to five years. They may not be considered for continuing terms of appointment. An Artist-in-Residence will have teaching and/or other responsibilities, such as performance, specified by their department. Artists-in-Residence should have annual conferences with their department chairpersons or their designees to discuss performance and department expectations. It is up to the Artist-in-Residence to respond to invitations to meet, and to request such sessions if they are not otherwise scheduled for them.
Appointment/reappointment recommendations for Lecturers are approved by the Provost or her or his designate. Promotions to and reappointments of Advanced Lecturers are approved by the Provost or her or his designate. Term appointments/reappointments or promotions of Senior Lecturers are reviewed by the Provost; reappointments conferring continuing term are reviewed by the Provost and the Chair of the Advisory Board and approved by the President. Appointments of Artists-in-Residence are approved by the Provost and reported to the Advisory Board and President.
The Faculty and Academic Staff Appointment (FASA) system must be used for recording teaching appointments of Lecturers and Advanced Lecturers. For appointments of Senior Lecturers or Artists-in-Residence, the Appendix E form, “Recommendation for Appointment as Senior Lecturer or Artist-in-Residence,” must be used.
There are significant variations in the circumstances under which individuals qualify for and secure appointments in the Academic Staff-Teaching ranks. The length of term may vary from one quarter to continuing term; individuals may serve part-time or full-time. The recommendation procedure and form are designed to ensure that an appointee is qualified for his or her specific role, as well as to provide departments, schools, and the Provost with information concerning the specific circumstances which warrant the appointment, the courses to be taught by the appointee, etc. Submitted recommendations are reviewed in the Provost’s Office. Retroactive appointments are considered only in unusual circumstances; a person without a valid teaching appointment should not commence teaching responsibilities without approval of the Provost.
2.3.1 Appointment, Reappointment, and Promotion Procedures
When a department or school proposes the appointment or reappointment of a Lecturer or Senior Lecturer, the dean and department chair must carefully evaluate the department’s and/or school’s programmatic need for the position. The recommendation should include a brief statement outlining the programmatic reasons which warrant the appointment and describing the specific role that the candidate is expected to fill.
Deans and department chairs must also carefully evaluate the candidate’s teaching ability. For appointments or reappointments of one year or less, the recommendation should briefly describe available evidence of the candidate’s teaching abilities. For appointments or reappointments of durations greater than one year, the recommendation should specify the kinds of teaching expected of the candidate and provide specific evidence of teaching performance in those areas, including faculty and student evaluations. If the candidate is presently at Stanford, the evaluation should include a summary of teaching commitments for the period of time that the individual has taught at Stanford (up to three years) with course titles and numbers, units, and enrollments.
For new appointments as Lecturer, averaging half-time or more for one year or more, or for Senior Lecturers, averaging 75% or more for one year or more, departments and schools are obligated to conduct a search for the position. The search range should be appropriate to the position and need not be national in every instance. The method of search should be briefly described on the recommendation form (e.g., names of institutions contacted, method and extent of advertising, if applicable). Outside sources consulted for information and evaluation of possible candidates should be listed. Candidates on the short list should be listed in order of priority. If the recommended candidate was not the first choice, the recommendation should include an explanation of the priority.
All searches should engage in active recruitment practices to ensure a broad and inclusive pool of qualified applicants; professional colleagues should be contacted to solicit names of female and minority candidates - as well as others who would bring diversity (broadly defined) - and such candidates should be encouraged to apply. Contacts should be made with resources such as female and minority professional organizations and journals so that such groups are alerted to the search.
Advertisements and letters announcing vacancies must include the following required affirmative action language:
“Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Stanford welcomes applications from all who would bring additional dimensions to the University's research, teaching and clinical missions.”
Departments must retain complete records of each search, including vitae of applicants, for at least three years.
When the recommendation is for less than one year or averages less than half-time, the department or school should simply indicate how the candidate and his or her qualifications came to the notice of the department or school.
Advanced Lecturers are not appointed via a search process. They are promoted from within as described in Section 2.2.3.
2.3.2 Candidates with Disabilities
Qualified individuals will not be excluded from consideration based on disability, in accordance with the Americans with Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act. Applicants may request an accommodation during the application and interview process. The Diversity & Access Office (email: email@example.com) can assist with these types of requests. Following offer and acceptance of a position, the school will, upon request by the candidate, discuss such reasonable accommodations as may be necessary for a candidate with a disability to perform the essential functions of the job. (See University Administrative Guide Memo 2.2.7 - Requesting Workplace Accommodations for Employees with Disabilities). In addition, and at any time during an appointment, an Academic Staff-Teaching member who requires reasonable accommodation for a disability is urged to contact his or her chair or departmental or school Faculty Affairs Office or the University’s Diversity & Access Office. See https://diversityandaccess.stanford.edu/disability-access
2.3.3 Appointment Percentage of Time Considerations
Academic Staff-Teaching members are considered full-time when they work for three consecutive academic year quarters (fall, winter, spring) with teaching and other related duties in each of the three quarters, with pay at 100% time in each quarter. Typically, they are appointed from September 1 through August 31. Percentages of full time (e.g., 75%, 50%) for appointments which are made for the year are determined by the average percentage of time the Academic Staff-Teaching member works in each of the three (fall, winter, and spring) quarters. Departments and Programs may not bridge non-teaching quarters in order to extend an Academic Staff–Teaching appointments for an academic or calendar year.
Although provided a 12-month appointment, a member of the Academic Staff-Teaching is only expected to work during the three consecutive academic quarters (fall, winter, spring - exceptions to the three consecutive quarter requirement may be appropriate in highly unusual circumstances and only with advance approval from the Provost’s Office) unless also assigned summer duties as indicated in the appointment letter. Members of the Academic Staff-Teaching who are benefits eligible and are appointed from September 1 through August 31 may elect to have their salary paid over a 12-month period, allowing them to receive University contributions to benefits plans every month in accordance with their percent time of appointment. Members of the Academic Staff-Teaching are not eligible for layoff, vacation, or PTO, as provided in Administrative Guide Memos 2.1.6 and 2.1.17; therefore, those who do not elect to be paid over a 12-month period will be paid over a 9- or 10-month period according to their appointment letter and will receive University contributions to benefits plans only in those months that they receive salary in accordance with their percent time of appointment. They must personally make special arrangements with the University HR Service Team for the employee’s contribution during periods in which salary is not paid. In order to allow benefits eligible Academic Staff-Teaching appointees the option to spread their salary over 12 months, they must opt in prior to September 1st of each year of the appointment. Non-benefits eligible appointments are not eligible to spread salary over the unpaid academic quarter and must be terminated at the end of the final teaching quarter of their current appointment unless they are on a multi-year appointment teaching in three consecutive quarters in each academic year of the multi-year appointment.
Departments and schools are encouraged to anticipate teaching needs for the year at the time of initial appointment. Lecturer appointments may not be bridged over non-teaching quarters, and can only include quarters in which the individual is teaching a course for credit. Departments and schools cannot always determine teaching needs in advance (e.g., last-minute enrollments may necessitate further teaching service). In such cases the department or school should recommend a Lecturer appointment for the minimum number of quarters and at the minimum percent time in each quarter that can be foreseen as necessary at the time of the appointment. If additional teaching service is required, the percent time can be increased, or additional teaching personnel can be hired. Unless on an approved leave of absence from the University, it is not appropriate for Advanced Lecturers or Senior Lecturers to teach in non-sequential quarters in a single year (teaching and related duties in fall, winter, spring, each academic year) or to be appointed at less than 75% time.
All Academic Staff-Teaching appointments must be with pay and salary must be paid as it is earned in each pay period according to Stanford’s normal pay cycles. Salary payments must not be paid in a lump sum or fixed amount unless the duration of such appointment is less than one pay period in length. Hourly payments must be paid on a per hour basis and must be reported for payment in terms of hours worked and hourly rate, including terms lasting less than one pay period.
During periods of teaching and related activities, all benefits-eligible lecturers must be paid at or above the minimum salary required by California for exempt employees (method #1 below), calculated on either a weekly or monthly basis as appropriate. All contingent lecturers (regardless of percentage of time of appointment) must be paid using one of the following methods:
- at or above the minimum salary for exempt employees in California (calculated on a weekly or monthly basis as appropriate);
- at or above the minimum salary calculated using the per-course hour method under California Labor Code Section 515.7*; or
- by the hour for all hours worked (non-exempt; timecard required).
For more information on appropriate setting and calculation of lecturer salaries, please contact Faculty Affairs.
*To use this method across more than quarter, and in the likely event the amount of classroom hours varies across the quarters, the salary of record will need be updated at the beginning of each academic quarter and cannot be averaged over the duration of the appointment.
To hire a person from another country requires a significant dedication of resources and awareness of limitations that sometimes accompany certain visa statuses. The limitations and procedures pertaining to immigrant visas should be reviewed before an offer of employment is made to a non-United States citizen, whether now residing abroad or in the United States on a non-immigrant visa. The Director of the Bechtel International Center has been designated by the President to handle visa matters for foreign nationals, to advise in matters regarding immigration laws and regulations, and to execute visa petitions and other visa documents for the University. Before a preliminary offer of employment is made to a non-United States citizen and before the recommendation is forwarded to the Provost, the department chairperson or dean must contact and communicate with the Director of the Bechtel International Center.
2.6.1 Prior notice of non-renewal
Except as noted in 2.6.2, Lecturers, Advanced Lecturers, Senior Lecturers, and Artists-in-Residence holding salaried appointments for a fixed term of one year (defined here as a 9-12 month appointment) shall be notified of non-renewal not later than March 15 of their appointment year. Those holding salaried appointments for terms greater than 12 months shall be notified of non-renewal not later than December 1 of the final academic year of the appointment.
The dates specified above by which Academic Staff-Teaching are to be notified of non-renewal assumes that all one year appointments expire between May 31 and August 31 of the academic year. For appointments ending on other dates, an equivalent length of notice should be given. That is, an Academic Staff-Teaching member holding a one-year (9-12 month) appointment that expires outside of the May 31 through August 31 timeframe should be notified at least five and one-half months prior to the ending date of the appointment if it is not to be renewed. Similarly, an Academic Staff-Teaching member holding an appointment for more than 12 months should be notified at least nine months prior to the ending date of the appointment. An Academic Staff-Teaching member holding a continuing term appointment should be notified at least nine months prior to the anticipated end date.
Non-renewal notices are not required for those holding appointments for less than 9 months, an hourly appointment, or an administrative or project-related appointment. For such appointments, the appointment ends on the end date designated in the appointment letter.
Except as provided in Section 2.6.2 below, failure to give timely notice of nonrenewal shall entitle the individual to a special reappointment for an additional 5.5 months if on a one year (9-12 month) term or for an additional 9 months if on a greater than 12 month appointment.
For regular staff there is no requirement for fixed term appointments to be given notice prior to the end of a fixed term (other than the end date being noted in the appointment letter; see Administrative Guide Memo 126.96.36.199). In the case of Academic Staff-Teaching, however, the conclusion of a fixed term appointment does require the additional notice specified in this section.
188.8.131.52 Termination for Academic Staff-Teaching on Fixed Term or Administrative/Project Related Appointments
A Lecturer, Advanced Lecturer, Senior Lecturer, or Artist-in-Residence can be terminated prior to the end of their appointment term if the University determines, in its sole discretion, that an extraordinary financial emergency exists or the discontinuation or modification of all or a part of an academic program is warranted. In such circumstances, the individual is entitled to 30 days’ written notice of termination.
A Lecturer, Advanced Lecturer, Senior Lecturer, or Artist-in-Residence can also be terminated prior to the designated appointment end date or completion of administrative or project appointment: for cause (including, but not limited to, lack of satisfactory performance, misconduct, failure to follow University policies or procedures, misuse of University resources, or other conduct or acts that are detrimental to the reputation of the University or disruptive to its operations) or for programmatic or budgetary reasons including lack of funding.
- In circumstances involving for cause, the individual is entitled to 30 days’ written notice of termination; in serious cases, pay in lieu of notice may be given with the concurrence of the Provost’s Office or designee.
- For programmatic or budgetary reasons, including lack of funding, the individual is entitled to 30 days’ written notice of termination. Pay in lieu of notice may be given at the department’s discretion
184.108.40.206 Termination for Senior Lecturers with a Continuing Term Appointment
A Senior Lecturer with a continuing term may be terminated for cause (including, but not limited to, lack of satisfactory performance, misconduct, failure to follow University policies or procedures, misuse of University resources, or other conduct or acts that are detrimental to the reputation of the University or disruptive to its operations) or for programmatic or budgetary reasons including lack of funding.
- In circumstances involving for cause, the individual is entitled to 30 days’ written notice of termination; in serious cases, pay in lieu of notice may be given with the concurrence of the Provost’s Office or designee.
- For programmatic or budgetary reasons, including lack of funding, the individual is entitled to 30 days’ written notice of termination. Pay in lieu of notice may be given at the department’s discretion.