Titles, Roles, Appointment, Evaluation, Reappointment and Promotion of Non-Tenure-Track Faculty in Teaching, Librarian, Clinical and Supplemental Positions Policy

Effective: July 1, 2026听

Approved by: Justin Schwartz, Chancellor

Policy Owner: Provost and Executive Vice Chancellor for Academic Affairs听听

Policy Contact: Vice Chancellor for Faculty Affairs

Supersedes: N/A听

Applies to: Faculty听听

I. Introduction

The purpose of this policy is to provide 抖阴传媒在线 (CU 抖阴传媒在线) academic units with a set of definitions and principles for the titles, roles, appointment, evaluation, reappointment and promotion of non-tenure track faculty members who specialize in teaching, librarian, clinical and supplemental roles and who hold teaching or librarian positions in the teaching professor, clinical, lecturer, instructional associate and faculty-in-residence faculty ranks. This policy carries out the directives of Regent Law Article 5.C.3(C); Regent Policy 5.C: Faculty Appointments; University of Colorado Administrative Policy Statement (APS) 5008: Faculty Performance Evaluation; APS 5053: Multi-Year Contracts for Instructional, Research and Clinical Faculty; and APS 5060: Faculty Appointments.听

Non-tenure-track faculty who specialize in teaching, librarian, clinical and supplemental roles play an important part in CU 抖阴传媒在线鈥檚 ability to provide the breadth and quality of educational experience expected of an Association of American Universities public university. They also provide CU 抖阴传媒在线 with the ability to adjust its educational opportunities to meet student needs and preferences more rapidly than can always be accommodated by the tenured and tenure-track faculty. CU 抖阴传媒在线 recognizes the important part played by non-tenure track faculty members in teaching, librarian, clinical or supplemental positions in enabling the campus to address both its research and its teaching missions. Standardized definitions, principles, policy and procedures for the titles, roles, appointment, evaluation, reappointment, and promotion of non-tenure-track faculty who specialize in teaching, librarian, clinical and supplemental roles contribute to such recognition.听

II. Definitions

Annual merit formula: The merit weightings for teaching, librarianship or clinical assignment and the level of service and any other responsibilities required by the primary unit. The teaching, librarianship or clinical assignment is defined by the number of courses, credit hours, or contact hours for the academic year (or, for 12-month appointments, the calendar year) and is identified as a percentage of the annual merit formula. Service includes responsibilities to the primary unit, college, school, or university that are outside of the direct teaching, librarianship, or clinical teaching assignment and is defined as a percentage of the annual merit formula. Service may include, but is not limited to, committee work; professional development; or course, curriculum, or clinical development. In some cases, non-tenure track faculty members in teaching, librarian or clinical positions may have scholarly or creative work defined as a small percentage of their annual merit formula.听

Appointment terms: Appointments for non-tenure track faculty positions are either limited, indeterminate, or at-will. These terms are defined in APS 5060.听

Full-Time, FTE and percent time: A 鈥渇ull-time鈥 faculty position is a 100% appointment. A full-time position may also be referred to as 1.0 FTE (full-time equivalent). The percent time (% time) of the appointment is based on the college- or school-specific definition of 100% full-time effort. In larger colleges, 100% full-time effort may be further defined on a discipline-specific basis.听

Multi-year appointment: An appointment defined in the letter of offer that extends beyond one academic year. A multi-year appointment, as defined in the letter of offer, does not automatically convey, or obligate, CU 抖阴传媒在线 to provide a multi-year contract.听

Multi-year contract: A CU 抖阴传媒在线 appointment contract of up to five years provided to high-performing instructional or clinical faculty members with at least a 0.5 FTE teaching, librarianship or clinical assignment as permitted by state law and available financial resources, as delineated in Regent Policy 5.C.3(C) and APS 5053. A multi-year contract is provided separately from the faculty member鈥檚 letter of offer.听

Primary unit: Typically, a department or program in which tenured and tenure-track faculty members and non-tenure-track faculty members in teaching, clinical or librarian positions are rostered. However, some tenured and tenure-track faculty members may be rostered in a research institute, department or program and have their tenure home in another unit that may serve as the primary unit for purposes of tenure and promotion. In addition, some colleges and schools are divided into primary units that are not departments or programs, but that may have distinct needs and policies.听

Regular faculty: All faculty members eligible for membership in the Faculty Senate of the University of Colorado, as defined by Regent Law Article 5.A.2(A)(2).听听

Rostered faculty: Faculty members who appear on a primary unit鈥檚 personnel roster with a position number.听

Working titles: Faculty titles developed by CU 抖阴传媒在线 in accordance with University of Colorado APS 5060 to accommodate the specific requirements of CU 抖阴传媒在线鈥檚 disciplines. Working titles do not replace official faculty job titles that have been approved for use by all University of Colorado campuses, but they are noted in the individual鈥檚 personnel record.听

III. Roles and Responsibilities

Primary Units: Hire into positions; set written evaluation criteria; conduct evaluations; form review committees; and define governance participation.听

Supervising Administrators: Assign titles; ensure appointment accuracy; and oversee pay equity, evaluation, reappointment, and promotion processes.听

Colleges and Schools: Establish salary ranges at or above campus minimums for applicable faculty positions; maintain procedures; review and approve reappointments and promotions; and hear appeals.听

Deans: Approve semesters of differentiated annual merit formula; approve bylaws-specified and other voting rights privileges for voting on promotion cases; make recommendations on promotion; and review appeals of non-renewal of appointment.听

Faculty Members (Non-Tenure-Track): Maintain professional currency; meet performance expectations; participate in governance; and prepare materials for evaluation.听

抖阴传媒在线 Faculty Assembly (BFA): Provide grievance advice.听

IV. Policy Statement

  1. Job titles: CU 抖阴传媒在线 uses the faculty job titles approved by the University of Colorado. APS 5060 defines faculty job titles and whether a position is at-will or may be limited or indeterminate. The official job titles used at CU 抖阴传媒在线 for non-tenure-track faculty members who specialize in teaching, librarian, clinical teaching, and supplemental roles typically fall into the categories enumerated below. However, this list of official job titles is not exhaustive, and other job titles approved for faculty on non-tenure-track appointments may be used if appropriate.听
    1. Instructional Series, Teaching Professor Track: These faculty members specialize and primarily engage in teaching or librarianship. Individual schools and colleges may require or allow these faculty members to perform scholarly or creative work or leadership and service activities but must make clear distinctions between faculty in this track and tenure-track faculty in terms of job qualifications, work assignments, annual merit formula, and evaluation. Appointments may range from less than 50% to full time. Teaching professor-track faculty appointments may be at-will; however, teaching professor-track faculty members who engage in 50% of full-time or more teaching activity may be appointed to positions with multi-year contracts, as permitted by state law, which are limited appointments. Titles for the instructional series, teaching professor track are assistant teaching professor, associate teaching professor and teaching professor.听
    2. Clinical Series: These faculty members specialize in healthcare education, clinical or public health practice, or other work that takes place in a healthcare or health sciences setting. Individual schools and colleges may require or allow these faculty members to perform scholarly or leadership and service activities but must make clear distinctions between faculty in this track and tenure-track faculty in terms of job qualifications, work assignments, annual merit formula, and evaluation. Appointments may range from less than 50% to full-time. Clinical faculty appointments may be at-will; however, clinical faculty members who are engaged in 50% or more of full-time clinical activity may be appointed to positions with multi-year contracts, as permitted by state law, which are limited appointments.听
      1. Clinical Series, Clinical Teaching Track: These faculty have primary responsibility for teaching, supervising or mentoring students in a healthcare or health sciences setting, and direct engagement in healthcare or health sciences activities or public health practice. Titles for the clinical series, clinical teaching track are instructor, clinical teaching track; senior instructor, clinical teaching track; principal instructor, clinical teaching track; assistant professor, clinical teaching track; associate professor, clinical teaching track; and professor, clinical teaching track.听
      2. Clinical Series, Clinical Practice Track: These faculty focus on direct clinical care or leadership of clinical programs, and may also teach. They hold appointments that are at least 0.5 FTE. Titles for the clinical series, clinical practice track are Instructor of clinical practice, senior instructor of clinical practice, principal instructor of clinical practice, assistant professor of clinical practice, associate professor of clinical practice and professor of clinical practice.听
      3. Clinical Series, Clinical Track: These faculty provide clinical care or engage in public health practice, teaching, or research on a part-time (less than 0.5 FTE) or volunteer basis. Titles for the clinical series, clinical track are clinical instructor, clinical senior instructor, clinical principal instructor, clinical assistant professor, clinical associate professor, and clinical professor.听
    3. Supplemental faculty appointments: These faculty appointments may range from less than 50% to full time depending on classification. Supplemental faculty are not eligible for multi-year contracts but may be eligible for multi-year appointments, depending on classification. All supplemental faculty appointments are at will.听
      1. Contingent (Temporary) Teaching Faculty:听
        1. Lecturers are appointed to teach only on a course-by-course basis for a semester or academic year, or for a shorter duration for shorter-term courses. Lecturers must be employed at less than 50% time.听
        2. Instructional Associate is the title used by CU 抖阴传媒在线 for faculty members who are appointed to teach only on a course-by-course basis for a semester or academic year, or for a shorter duration for shorter-term courses, and who are employed at an amount equal to or greater than 50% time. An individual who is appointed in an instructional associate position will continue to hold that title for up to three calendar years after their initial date of employment as an instructional associate, regardless of the percent time of their position as an instructional associate during the intervening semesters. A semester in which the individual is not employed to teach courses does not stop the clock on the three calendar years during which the individual may be employed as an instructional associate. After the period of three calendar years has concluded, the individual may not return to an instructional associate position. An individual whose time period as an instructional associate has been completed may be appointed as a lecturer or may be evaluated for appointment into a teaching professor-track, clinical or faculty in residence position, contingent upon curricular needs and available funding.听

      2. Faculty in residence positions include scholars in residence and artists in residence. They may be appointed on a semester-to-semester or academic year basis, or for multi-year appointments for up to four years at a time.听

  2. Instructional series, teaching professor-track faculty with multi-year contracts who supervise clinics in the Law School are given working titles designating their roles:听
    1. Assistant professor of clinical law, holding the rank and position of assistant teaching professor.听
    2. Associate professor of clinical law, holding the rank and position of associate teaching professor.听
    3. Professor of clinical law, holding the rank and position of teaching professor.听
  3. Approval and assignment of working titles:听听
    1. CU 抖阴传媒在线 working titles for the positions of non-tenure-track faculty members specializing in teaching, librarian, clinical and supplemental roles may be added or discontinued by means of a revision of this policy.听听
    2. An individual is assigned a working title by the supervising administrator (e.g., chair, director, or dean) when appointed to a qualifying position as defined in this policy and in the procedures associated with this policy.听听
  4. Roles and hiring of lecturers, instructional associates, and faculty in residence vs. teaching professor-track and clinical faculty:听听
    1. Lecturers, instructional associates, and faculty in residence play a different role on campus from teaching professor-track and clinical faculty members. Lecturers, instructional associates, and faculty in residence help meet changing student demands as enrollments change, as faculty vacancies occur and as educational needs shift. They make an important contribution to teaching on campus, but their role is typically restricted to teaching specific classes (including graduate classes if they are approved by the Graduate School for a special graduate faculty appointment), and their position is contingent upon changing needs. In contrast, teaching professor-track and clinical faculty members who specialize in teaching, librarian and clinical roles may contribute over a number of years, and sometimes over an entire career, to the teaching, librarianship, and clinical missions of the university and to service to the university. In addition, they may pursue scholarly or creative work alongside their university duties that may enrich their university contributions.听听
    2. The nature of the teaching mission of CU 抖阴传媒在线 is such that each college and school has a different need and pattern of employment of lecturers, instructional associates, teaching professor-track, and clinical faculty members. Accordingly, colleges and schools hire faculty into these positions differently based on specific disciplines and may attach different expectations and compensation to these titles based on faculty members鈥 skills, experience, and work responsibilities.听听
    3. Schools and colleges must regularly assess their needs for continuing, perhaps career-long, contributions to their missions by faculty members who specialize in teaching, librarian, or clinical roles. In those cases, and in those cases alone, positions should be created for teaching professor-track or clinical faculty members.听
  5. Roles and hiring of faculty in residence vs. lecturers, instructional associates, teaching professor-track faculty, and clinical faculty:听听
    1. Unlike the qualifications for tenured and tenure-track, teaching professor-track, clinical, lecturer and instructional associate positions, career expertise or experience is a defining element of qualifications for a faculty in residence position, as specified in APS 5060.听听
    2. Unlike lecturers and instructional associates, who are appointed only to teach specific courses in their area of expertise, faculty in residence may also have teaching responsibilities outside the classroom, such as serving on music performance or art exhibition juries or on graduate thesis or dissertation committees.听听
    3. Unlike lecturers and instructional associates, faculty in residence may hold multi-year appointments of up to four years.听听
    4. Unlike teaching professor-track and clinical faculty positions, faculty in residence positions do not offer the opportunity of promotion.听
  6. Multi-year contracts: High-performing teaching professor-track or clinical teaching faculty members with a 0.5 FTE or greater classroom teaching assignment or librarianship assignment may be eligible for a contract of up to five years. The contract may contain other duties beyond 0.5 FTE classroom teaching, as long as the minimum 0.5 FTE classroom teaching is maintained. The amount of a faculty member鈥檚 position that constitutes the classroom teaching assignment or librarianship assignment is reflected in the faculty member鈥檚 annual merit formula. When hiring into a teaching professor-track or clinical teaching faculty position that meets this definition, the primary unit may first offer the faculty member a one-year appointment and then move the faculty member to a multi-year contract upon satisfactory performance during the one-year appointment. A multi-year appointment as defined in the letter of offer does not automatically convey, or obligate CU 抖阴传媒在线 to provide a multi-year contract.听
  7. At-will appointments: All appointment letters of at-will employees must carry a description of at-will status. Nothing described in this policy or the procedures associated with this policy is meant to conflict, nor may it be interpreted to conflict, with the at-will status of such employees.听
  8. Consistency of pay: Schools and colleges must ensure that employees with similar titles and similar responsibilities within the same discipline are paid in a consistent manner by using the same per-course or per-credit-hour pay basis for all, or by using a pay system consistent with CU 抖阴传媒在线 Human Resources policies and procedures and based on job-related education, training, and experience; seniority; merit; and quantity or quality of production.听
  9. Working conditions: The campus should work to integrate all non-tenure-track faculty into the university community and should provide them with working conditions conducive to the performance of their duties.听
  10. Participation in shared governance:听
    1. Primary unit: Teaching professor-track and clinical faculty members are eligible to participate as appropriate in the governance of the primary unit, in particular in relation to curricular matters. The bylaws of the primary unit define the voting rights of teaching professor-track and clinical faculty members.听
    2. School or college: The bylaws of any school or college faculty shared governance group define the voting rights of teaching professor-track and clinical faculty members.听
    3. 抖阴传媒在线 Faculty Assembly (BFA): According to the BFA bylaws, members of the assembly must be members of the University of Colorado Faculty Senate. Membership in the Faculty Senate is defined by Regent Law, Article 5.A.2(A)(2) and by Article 1.A.2(a) of the Faculty Senate Constitution.听
  11. Annual merit evaluation: Rostered teaching professor-track faculty members, clinical teaching faculty members, and faculty in residence on multi-year appointments are reviewed as part of the annual merit evaluation process in accordance with APS 5008: Faculty Performance Evaluation. Primary units must include provisions for evaluation of these categories of faculty members (as applicable to the unit) in their annual merit evaluation standards and procedures. These standards and procedures must be in writing, must be easily accessible to all faculty, and must conform with the procedures included with this policy.听
  12. Reappointment and promotion: Primary units must include provisions for teaching professor-track and clinical faculty (as applicable to the unit) in their reappointment and promotion criteria and procedures. These criteria and procedures must be in writing, must be easily accessible to all faculty, and must conform with the procedures included with this policy.听
  13. Non-renewal of teaching professor-track or clinical faculty appointment: Non-renewal of appointment is not dismissal. If a teaching professor-track or clinical faculty member feels they have been denied reappointment unfairly, by a process that has been arbitrary, capricious, retaliatory, inconsistent with the treatment of peers in similar circumstances, or based on personal malice, they may appeal the non-renewal. An appeal procedure must be established in all schools and colleges to expeditiously hear appeals regarding non-renewal while the teaching professor-track or clinical faculty member is still a member of the university community. The faculty member may also request a 抖阴传媒在线 Faculty Assembly (BFA) grievance advisor or a review of their appeal by the BFA Grievance Advisory Committee.听
  14. Termination: In accordance with Regent Law Article 5.C.4(C), a non-tenure-track faculty member may be terminated subject to CU 抖阴传媒在线 policies and the terms of the individual鈥檚 letter of offer or employment agreement. The dismissal for cause procedures established under Regent Policy 5.E apply only to tenured and tenure-track faculty.听听
  15. Termination for reasons of program discontinuance. Teaching professor-track and clinical faculty positions may be terminated in accordance with Regent Policy 5.F.1 and CU 抖阴传媒在线 policy on academic program discontinuance.听

V. Procedures

  1. Appointment:听
    1. Lecturers, instructional associates, and faculty in residence:听
      1. Appointment as a lecturer or instructional associate is normally for a semester or an academic year but may be for shorter terms for the purpose of teaching shorter-term courses.听
      2. Appointment as a scholar in residence or artist in residence may be for any length of time between a single semester (or shorter term for the purpose of teaching shorter-term courses) and four years.听
      3. Scholars in residence or artists in residence who hold multi-year appointments are not eligible for multi-year contracts.听
      4. New or vacant positions for lecturer, instructional associate, or faculty in residence appointments (including internal promotional opportunities and rehires) must be announced or posted publicly in accordance with CU 抖阴传媒在线 Human Resources policies and procedures.听
      5. The qualifications of faculty hired into lecturer, instructional associate or faculty in residence positions must meet or exceed faculty qualifications as defined in APS 5060 and in the Assumed Practices policy of the Higher Learning Commission, CU 抖阴传媒在线鈥檚 accreditor.听
      6. The establishment of a hiring committee is recommended but not required for appointments to lecturer, instructional associate, or faculty in residence positions.听
      7. A lecturer, instructional associate or faculty in residence appointment is made through a letter of offer that describes, among other things, appointment start and end dates, salary, the terms, or link to the terms for renewal, reappointment and termination, and annual merit formula (as applicable).听
    2. Teaching professor-track and clinical faculty听
      1. Appointment to a teaching professor-track or clinical faculty position may be for one year up to five years. A multi-year appointment as defined in the letter of offer does not automatically convey, or obligate CU 抖阴传媒在线 to provide, a multi-year contract.听
      2. A multi-year contract of up to five years may be offered for a teaching professor-track or clinical faculty position with an appointment of 50% or more if at least 0.5 FTE of the position comprises a teaching assignment or librarianship assignment. The amount of a faculty member鈥檚 position that constitutes the teaching assignment or librarianship assignment is reflected in the faculty member鈥檚 annual merit formula. A teaching professor-track or clinical faculty position provided with a multi-year contract is not an at-will position.听
      3. When hiring into a teaching professor-track or clinical faculty position that is eligible for a multi-year contract, the primary unit may first offer the faculty member a one-year appointment and then move the faculty member to a multi-year contract upon satisfactory performance during the one-year appointment.听
      4. New or vacant positions for teaching professor-track or clinical faculty appointments (including internal promotional opportunities and rehires) must be announced or posted publicly in accordance with CU 抖阴传媒在线 Human Resources policies and procedures.听
      5. The qualifications of faculty hired into teaching professor-track or clinical teaching faculty positions must meet or exceed faculty qualifications as defined in APS 5060 and in the Assumed Practices policy of the Higher Learning Commission, CU 抖阴传媒在线鈥檚 accreditor.听
      6. The establishment of a hiring committee is recommended but not required for an appointment to a teaching professor-track or clinical faculty position.听听
      7. A teaching professor-track or clinical teaching faculty appointment is made through a letter of offer that describes, among other things, appointment start and end dates, salary, the terms or link to the terms for renewal, reappointment, and termination, and annual merit formula (as applicable).听
      8. The annual merit formula for a teaching professor-track or clinical faculty position should consist primarily of teaching or librarianship or both, with a service component of not more than 20% and typically 10-15%. Appropriate exceptions may be made for a service component of more than 20% or for a small component for research or creative work. However, such exceptions should be rare.听
      9. A multi-year contract for a teaching professor-track or clinical faculty appointment, if offered, defines, among other things, the terms under which termination with cause and termination without cause would take place.听
    3. Pay and salary:听
      1. Teaching professor-track and clinical teaching faculty: CU 抖阴传媒在线 sets and publishes a minimum salary for 100% full-time teaching professor-track and clinical teaching faculty members (based on a 9-month appointment in most units, but on a 12-month appointment in units where the standard teaching professor-track or clinical faculty appointment is for 12 months). This minimum salary must be reviewed at least every three years. Each college and school must establish a salary range for 100% full-time teaching professor-track and clinical teaching faculty that begins at or above that minimum salary. Larger colleges or schools may establish more than one salary range applicable to different disciplines or units (or groups of disciplines or units) within the college or school. Teaching professor-track and clinical teaching faculty members on less than 100% full-time appointments will be paid proportionately. Initial salaries for associate teaching professors will normally be greater than those earned by assistant teaching professors in their initial appointments, and initial salaries for teaching professors will normally be greater than those earned by associate teaching professors. For clinical teaching faculty, initial salaries for associate professors, clinical teaching track will normally be greater than those earned by assistant professors, clinical teaching track in their initial appointments, and initial salaries for professors, clinical teaching track will normally be greater than those earned by associate professors, clinical teaching track in their initial appointments. Salaries for rostered teaching professor-track and clinical teaching faculty members on multi-year appointments will be eligible for annual merit increases as part of the regular faculty merit assessment process.听
      2. Lecturers and instructional associates: Colleges and schools, working with their academic units as applicable, must establish a pay scale for lecturers and instructional associates, defined on a per-course or per-credit-hour basis, taking into consideration experience and the nature of the assignment and in accordance with CU 抖阴传媒在线 Human Resources policy. Larger colleges or schools may establish more than one pay scale applicable to different disciplines or units (or groups of disciplines or units) within the college or school. Lecturer and instructional associate pay should not be indexed by teaching professor-track or clinical teaching faculty salaries; teaching professor-track and clinical faculty members have duties and roles at CU 抖阴传媒在线 that are different from those of lecturers.听
      3. Faculty in residence: Each college and school must establish a salary range for 100% full-time faculty in residence within their unit that begins at or above the minimum salary set by CU 抖阴传媒在线 for teaching-professor track and clinical teaching faculty. Larger colleges or schools may establish more than one salary range applicable to different disciplines or units (or groups of disciplines or units) within the college or school. Faculty in residence on less than 100% full-time appointments will be paid proportionately.听
    4. Benefits:听
      1. Instructional associates are provided with the same health care benefit options available to other faculty ranks who are employed at 50% full-time or greater. Faculty in residence who are employed at 50% full-time or greater are provided with the same health care benefit options available to other faculty who are employed at 50% full time or greater, but faculty in residence are not eligible for health care benefits if their appointment is below 50% full-time. Lecturers are not eligible for health care benefits because their appointments by definition are for less than 50% full-time. If a faculty in residence employed at 50% or greater or an instructional associate has simultaneous appointments in two or more units, costs of benefits will be borne by each unit on a proportional basis. Lecturers, instructional associates, and faculty in residence are not eligible for retirement benefits (other than those under the Federal Insurance Contributions Act (FICA)) because their appointments are not continuous and thus do not extend to the vesting date.听
      2. Teaching professor-track and clinical teaching faculty members who are employed at 50% full-time or greater receive health and retirement benefits consistent with those offered to tenured and tenure-track faculty. Health benefits and retirement are not extended to those teaching professor-track and clinical faculty members whose appointments are below 50% full-time. Teaching professor-track and clinical faculty members are entitled to leave (sick leave, parental leave, vacation leave, military leave, etc.) in accordance with Regent Policy 11.E and APS 5062. Depending on the type of leave required, different leave benefits and procedures may apply depending on whether the faculty member is on a 9-month or a 12-month appointment.听
      3. Hiring authorities or candidates should direct questions regarding benefits to the Benefits and Wellness division of the University of Colorado Department of Employee Services.听
    5. Privileges, instructional support, and eligibility for awards and administrative positions:听
      1. Lecturers, instructional associates, and faculty in residence are eligible for parking, bookstore, recreation center, library, and University ID privileges as permitted by specific campus policies. Support for the instructional responsibilities of lecturers, instructional associates and faculty in residence will be provided, including access to supplies, staff support, and space for meeting with students. Lecturers, instructional associates, and faculty in residence are eligible for most teaching awards. Lecturers, instructional associates, and faculty in residence may be eligible for a Special Graduate Faculty appointment allowing them to teach graduate courses, and faculty in residence may also be eligible for a Special Graduate Faculty appointment allowing them to serve on graduate thesis and dissertation committees, in accordance with Graduate School Rules. Lecturers, instructional associates, and faculty in residence are encouraged to participate in faculty governance to the full extent permitted by primary unit bylaws and the rules of college or school governance groups and the 抖阴传媒在线 Faculty Assembly.听
      2. Teaching professor-track and clinical faculty members are eligible for parking, bookstore, recreation center, library, and University ID privileges as permitted by specific campus policies. Support for the instructional responsibilities of teaching professor-track and clinical faculty members will be provided, including access to supplies, staff support, and space for meeting with students. Teaching professor-track and clinical faculty members are eligible for most faculty teaching and service awards and may apply for most faculty development fund programs offered to tenured and tenure-track faculty, such as travel or research and creative work awards. Teaching professor-track and clinical faculty members may be eligible for a Special Graduate Faculty appointment allowing them to teach graduate courses and serve on graduate thesis and dissertation committees, in accordance with Graduate School Rules. Teaching professor-track and clinical faculty members are encouraged to participate in faculty governance to the full extent permitted by primary unit bylaws and the rules of college or school governance groups and the 抖阴传媒在线 Faculty Assembly. Administrative units at all levels should consider applications from rostered teaching professor-track and clinical faculty for any administrative position (excluding those that involve personnel actions concerning tenured and tenure-track faculty) where the qualifications for that position and the qualifications for the faculty member鈥檚 base appointment align.听
      3. Associate teaching professors and full teaching professors, along with associate professors, clinical teaching track and full professors, clinical teaching track are eligible to apply for one semester of differentiated annual merit formula when they have completed six years (twelve semesters) in rank (at 100% full-time appointment) as an associate teaching professor or full teaching professor or as an associate professor, clinical teaching track or full professor, clinical teaching track. If granted, the differentiated annual merit formula will reduce the formal teaching responsibilities of the faculty member to no more than one three-credit course (or its equivalent) for that semester. The purpose of this annual merit formula adjustment is to allow these faculty members time to update their pedagogy and instructional or clinical skills or to develop new curriculum and clinical initiatives. The faculty member on a differentiated annual merit formula is expected to remain on campus and serve CU 抖阴传媒在线 full-time as otherwise defined by the appointment letter. Faculty members with appointments of less than 100% (but at least 50%) full-time are eligible for this benefit on a prorated basis. For example, a 50% faculty member holding one of these positions will be eligible to apply for a differentiated annual merit formula after 24 semesters. Application for a differentiated annual merit formula assignment is made to the primary unit chair or director and must be approved in writing by the dean.听
      4. Associate teaching professors and full teaching professors, along with associate professors, clinical teaching track and clinical professors, clinical teaching track are eligible for emeritus status upon retiring.听
    6. Evaluation:听
      1. Lecturers and instructional associates may be evaluated by primary units in a number of ways, including the Teaching Quality Framework, Faculty Course Questionnaires, class observations, class interviews, and the Faculty Report of Professional Activities. A written statement of policy should be provided by the primary unit at the beginning of employment.听
      2. Rostered teaching professor-track and clinical faculty members and faculty in residence on multi-year appointments will be reviewed by the primary unit every year as part of the annual merit process. Annual merit evaluations will be conducted by the unit using criteria and procedures established in writing. Evaluation for annual merit will be weighted based upon the annual merit formula defined at the time of appointment unless it is subsequently modified in writing. Teaching professor-track and clinical faculty members need to maintain currency in their area of teaching, librarianship, clinical practice or professional or artistic experience, and such currency should be demonstrated during the annual evaluation. Each unit should determine the appropriate evaluation measures to be used and any appropriate support for faculty development that may be provided. The criteria used for annual evaluation must be available in writing to all faculty.听
    7. Lecturer and instructional associate positions may be renewed on a term-by-term or annual basis. Faculty in residence positions may be renewed on a term-by-term, annual, or multi-year basis. Primary units should show due consideration for lecturers, instructional associates, and faculty in residence by making every effort to provide early notification of possible extensions of their appointment and should keep the principle of continuity of employment in mind when making teaching assignments.听
    8. Where the primary unit鈥檚 needs for instruction are temporary and contingent, lecturers, instructional associates or faculty in residence should be employed. When an individual has been employed in an instructional associate position for six semesters (fall or spring), the primary unit, in conjunction with the college or school, may consider whether the individual should be hired in a rostered teaching professor-track or clinical faculty position. If a longer-term relationship between the individual and the campus is desirable, a rostered teaching professor-track or clinical faculty position should be created. Otherwise, the individual may be employed in a lecturer or, if their qualifications are appropriate, faculty in residence position.听
  2. Reappointment of teaching professor-track and clinical faculty:听
    1. Timeline and process: Teaching professor-track and clinical faculty members are reviewed during the last year of the appointment period, preferably during the first semester of that year. The primary unit and the school or college must each establish a timeline for the review process that allows for sufficient consideration at each level of review and, time for a faculty member to appeal, if desired, non-renewal before the expiration of the appointment.听
    2. Criteria for reappointment:听
      1. The primary unit must establish written criteria for reappointment, which should include criteria for teaching or librarianship and other duties performed by teaching professor-track or clinical faculty in the unit. The components of an individual鈥檚 evaluation (e.g., teaching, librarianship, service or clinical duties) are defined by the annual merit formula in the initial letter of appointment. The evaluation of teaching or librarianship must use at least three distinct measures of effectiveness and performance. In the case of teaching, one of those distinct measures must be normed student feedback (such as FCQs or similar, campus-approved mechanisms); an equivalent mechanism may be used for librarianship.听听
      2. Primary unit criteria for reappointment must define what constitutes effective performance in each component of evaluation (e.g., teaching, librarianship, service or clinical duties). For successful reappointment, teaching professor-track and clinical faculty members are normally expected to demonstrate effective performance in all components of their annual merit formula.听
      3. Reappointment of teaching professor-track and clinical faculty members will be based on the instructional needs of the unit they are serving as well as the faculty member鈥檚 performance.听
    3. Evaluation procedures:听
      1. Each college or school must establish evaluation procedures for reappointment of teaching professor-track and clinical faculty, and each primary unit must also establish evaluation procedures. These procedures must be in writing and accessible to all faculty members. The primary unit procedures are typically included in the unit鈥檚 bylaws or appended to the unit鈥檚 criteria for reappointment.听
      2. The evaluation procedures in all colleges, schools and primary units must include the following elements for reappointment of teaching professor-track and clinical faculty members on full-time appointments.听
        1. Primary Unit Evaluation Committee: This group of faculty members from within the primary unit is elected or appointed as specified in the unit's bylaws. In small units, the primary unit evaluation committee and the primary unit may be one and the same. The primary unit evaluation committee is responsible for assisting the candidate in assembling the reappointment dossier, soliciting opinions from outside reviewers when appropriate, and providing a written and often an oral summary of the candidate's dossier to the membership of the primary unit. In some units, the primary unit evaluation committee makes a recommendation or reports a vote. In other units, the role of the primary unit evaluation committee is limited to compiling and summarizing the dossier. The written report or summary of the primary unit evaluation committee becomes part of the dossier.听听
        2. Primary Unit: The primary unit is composed of the faculty members of a department, program, division, school, or college authorized to vote on matters of appointment, reappointment, and promotion. Unless primary unit bylaws or the dean and the provost agree otherwise, only members of equal or higher rank are authorized to vote on teaching professor-track or clinical faculty personnel cases. The primary unit is charged with evaluating the record as contained within the dossier and making a recommendation to the next level of review. The vote of the primary unit and any accompanying summary or explanation become part of the faculty member鈥檚 reappointment dossier.听
        3. Report of the Chair: The department chair, program director or division head provides a written communication to the dean that reports the vote and discussion of the primary unit. In some units, this written communication also provides the chair鈥檚, director鈥檚 or division head鈥檚 explanation of the primary unit vote and opinion on the merits of the case. The report of the chair, director, or division head becomes part of the dossier. If allowed by the primary unit's evaluation procedures, the primary unit-level evaluation for reappointment of teaching professor-track and clinical faculty members on appointments that are less than 100% full time may be conducted entirely by the chair, director or division head or their designee(s).听
        4. Dean recommendation: The dean, after considering the recommendation of the primary unit and the contents of the dossier, makes an affirmative or negative recommendation and submits that recommendation to the associate vice chancellor for faculty affairs for review and submission to the provost. The dean may employ a faculty advisory or personnel committee to assist in evaluation of candidates.听
        5. Provost recommendation and chancellor decision: The provost submits the dossier with an affirmative or negative recommendation to the chancellor, who serves as final authority in cases of reappointment and promotion of teaching professor-track and clinical faculty members.听
      3. Reappointment term: In most cases, reappointments of teaching professor-track and clinical faculty members will be for more than one year. However, a reappointment process may result in recommendation of a one-year reappointment period to correct problems in performance. During the course of that year, another evaluation should take place that would result in either a multi-year reappointment or non-renewal of the position.听
      4. Appeal of non-renewal of appointment: To preserve the faculty member鈥檚 ability to appeal non-renewal, rostered teaching professor-track and clinical faculty members on multi-year appointments must be notified at least six weeks before the end date in the letter of offer whether (1) they will be renewed; (2) they will not be renewed; or (3) their renewal is still pending. An appeal procedure must be established in all schools and colleges to expeditiously hear appeals regarding non-renewal while the faculty member鈥檚 appointment is still in effect. The last level of review of an appeal of non-renewal is the dean of the school or college, who serves as the final authority in cases of appeal of non-renewal of appointment of rostered teaching professor-track and clinical teaching faculty members. The faculty member may request a BFA grievance advisor or a review of their appeal by the BFA Grievance Advisory Committee.听
    4. Promotion of teaching professor-track and clinical teaching faculty:听
      1. Promotion of non-tenure-track faculty on the teaching professor track or clinical track is not mandatory, nor is it a right. There is no requirement or expectation that promotion will occur at a particular point in the individual鈥檚 career, nor is there a requirement or expectation that each such individual should seek promotion. If an individual seeks promotion and is not approved, that decision has no implications for the individual鈥檚 current position and status, and that individual may be considered again for promotion at a later date.听
    5. Timeline for promotion review:听
      1. Up to three years鈥 credit towards promotion, based on previous academic service, may be awarded at the time of initial appointment in the position of assistant teaching professor, instructor on the clinical track, or assistant professor, clinical teaching track. The number of years of credit toward promotion must be stated in the initial letter of offer.听
      2. Those holding the position of assistant teaching professor who have been successful teachers may be considered for promotion to the rank of associate teaching professor. Typically, consideration for promotion to this rank requires at least six years of continuous appointment at the rank of assistant teaching professor in a 50% or greater appointment.听
      3. Those teaching professor-track faculty holding the position of associate teaching professor who have been excellent teachers and members of the university community may be considered for promotion to the rank of full teaching professor. Typically, consideration for promotion to this rank requires at least three years of continuous appointment at the rank of associate teaching professor in a 50% or greater appointment.听
      4. Those holding the position of instructor on the clinical track who have been successful teachers may be considered for promotion to the rank of senior instructor after a period of six years of continuous appointment at the rank of instructor in a 50% or greater appointment.听
      5. Those holding the position of assistant professor, clinical teaching track who have been successful teachers may be considered for promotion to the rank of associate professor, clinical teaching track. Typically, consideration for promotion to this rank requires at least six years of continuous appointment at the rank of assistant professor, clinical teaching track in a 50% or greater appointment.听
      6. Those faculty members holding the position of associate professor, clinical teaching track who have been excellent teachers and members of the university community may be considered for the rank of full professor, clinical teaching track after a minimum of three years at the rank of associate professor, clinical teaching track in a 50% or greater appointment.听
      7. Although teaching professor-track and clinical faculty members may, as a matter of convenience to them, seek promotion at the point of regular reappointment and contract renewal, they may seek promotion in any academic year after they have met the qualifications for length of service in rank and the primary unit criteria for promotion. The primary unit cannot require a faculty member to wait until the point of regular reappointment and contract renewal to be considered for promotion if the faculty member has met the qualifications for consideration for promotion.听
      8. Promotion materials should be submitted to the primary unit early in the fall semester, on a schedule consistent with reappointments of non-tenure-track faculty.听
    6. Criteria for promotion:听
      1. The primary unit must establish written criteria for promotion within the teaching professor track or clinical track, as appropriate to the unit. These should include criteria for teaching or librarianship, for service, and for other duties typically performed by teaching professor-track or clinical faculty in the unit.听
        1. The criteria for promotion from assistant teaching professor to associate teaching professor or from assistant professor, clinical teaching track to associate professor, clinical teaching track should include criteria for meeting the standard of 鈥渟uccessful鈥 in teaching or librarianship. Teaching 鈥渟uccess鈥 typically carries the expectation that the individual has made significant contributions to pedagogy, curriculum, and student learning, in the classroom and for the primary unit. Librarianship 鈥渟uccess鈥 typically carries the expectation that the individual has made significant contributions in the librarian role(s) occupied by the individual: for example, developing collections, providing intellectual and physical access to collections, library-related instruction, outreach to library users, management and supervision of staff or management of material and financial resources.听
        2. The criteria for promotion from associate teaching professor to full teaching professor or from associate professor, clinical teaching track to full professor, clinical teaching track should include criteria for a record of excellence. A 鈥渞ecord of excellence鈥 carries the expectation that the individual has made a major positive impact in the disciplinary unit (e.g., on pedagogy and curriculum) and on its students, typically one that extends to considerable impact at CU 抖阴传媒在线 generally and a role in national or international discussions related to the individual鈥檚 focus of teaching or related to curriculum, librarianship or pedagogy.听
      2. The review for promotion must include:听
        1. An evaluation of the faculty member鈥檚 teaching or librarianship record using at least three distinct measures of effectiveness and performance. In the case of teaching, one of those distinct measures must be normed student feedback (such as FCQs or similar, campus-approved mechanisms); an equivalent mechanism may be used for librarianship.听
        2. An evaluation of the faculty member鈥檚 service.听
        3. An evaluation of the faculty member鈥檚 performance of any other duties specified in the faculty member鈥檚 letter of appointment.听
        4. A demonstration of the faculty member鈥檚 continued currency in the field.听
      3. Examples of measures of teaching other than normed student feedback (such as FCQs or similar, campus-approved mechanisms) include, but are not limited to:听
        1. Peer evaluations of teaching; interviews or surveys of students; randomly solicited letters from students in classes; contributions to course and curriculum development; successful teaching innovations; student outcomes; student engagement (as evidenced, for example, through mentoring of students or service on thesis or dissertation committees); letters solicited from students mentored or advised; or efforts to incorporate diversity and inclusion in teaching.听
        2. Contributions to the scholarship of teaching and learning, as evidenced by, for example, contributions to local or national workshops on teaching; relevant publications such as textbooks, lab manuals, or articles on pedagogy; work that improves teaching across multiple units; or papers, posters or presentations on pedagogical topics delivered at conferences.听
        3. Practitioner experience that supplements a teaching career.听
      4. Examples of measures of librarianship other than normed student feedback (such as FCQs or similar, campus-approved mechanisms) include, but are not limited to:听
        1. Letters from first-level and second-level Libraries evaluators.听
        2. Letters from Libraries or campus colleagues.听
        3. A record of classroom teaching or other instructional activities, including, for example, FCQs; peer evaluations of teaching or other instructional activities; randomly solicited letters from or surveys of students in classes or trainings; focused interviews with persons familiar with the individual鈥檚 librarianship; contributions to course and curriculum development; successful librarianship innovations; student outcomes; student engagement, as evidenced, for example, through mentoring of students; letters solicited from students mentored or advised; or efforts to incorporate diversity and inclusion in librarianship.听
        4. Contributions to the scholarship of librarianship, including the following: contributions to local or national workshops on librarianship; relevant publications such as textbooks, manuals, articles on librarianship, etc.; and papers, posters or presentations on librarianship topics delivered at conferences.听
        5. Practitioner experience that supplements a librarianship career.听
      5. Examples of measures of service include, but are not limited to:听
        1. Leadership and service that have an impact on the primary unit, school or college, campus or national or international communities.听
        2. Outreach to communities and partners beyond the university, including, e.g., non-profits or historically marginalized groups, that draws upon the faculty member鈥檚 expertise.听
      6. Evaluation procedures:听
        1. Each college or school must establish evaluation procedures for promotion of teaching professor-track and clinical faculty, as appropriate to the college or school, and each primary unit must also establish evaluation procedures. These procedures must be in writing and must be accessible to all faculty members. The primary unit procedures are typically included in the unit鈥檚 bylaws or appended to the unit鈥檚 criteria for promotion.听
        2. Only positive recommendations for promotion move from level to level.听
        3. Primary Unit Review: When a faculty member on the teaching professor track or the clinical teaching track wishes to stand for promotion, or when the primary unit wishes to nominate the faculty member and that individual agrees to stand for promotion, the chair or director of the primary unit will call upon the appropriate faculty committee (e.g., the committee typically convened to review non-tenure-track faculty for reappointment) to review the faculty member鈥檚 dossier, which will include: a letter of nomination from the chair; one or more supporting letters (which may be from outside the unit or campus); a c.v.; a teaching statement; a service statement; a statement on scholarship or creative work, if scholarship or creative work is a component of the faculty member鈥檚 annual merit formula at the time of promotion review; and a teaching portfolio that speaks to multiple measures of exemplary performance (see above for examples of multiple measures of exemplary performance).听
      7. The primary unit will vote on the promotion. If the vote is positive, the case will be forwarded to the school or college along with a letter from the primary unit chair or director detailing the outcome of the vote.听
      8. School or College Review: The dean will review the faculty member鈥檚 dossier and make the final determination regarding the promotion. Deans may employ a faculty advisory or personnel committee to assist in evaluation of candidates.听
    7. Salaries: Successful candidates for promotion will receive the standard base-building salary increment set by CU 抖阴传媒在线 applicable to their rank.听
    8. Appeal of non-promotion: All schools and colleges must establish a procedure to hear appeals regarding non-promotion. The last level of review is the dean of the school or college, who serves as the final authority in cases of appeal of non-promotion of non-tenure-track faculty.听

VI. Related policies, forms, guidelines, and other resources听

  1. 听听
  2. 听
  3. 听
  4. 听
  5. 听
  6. 听
  7. 听
  8. 听
  9. 听
  10. 听

VII. History听

  1. Adopted: February 11, 2022
  2. Revised:听July 1, 2026
  3. Last Reviewed: July 1, 2026; This policy鈥檚 precursors include BFA Instructors' Bill of Rights (ratified April 2, 1998); Instructor and Lecturer Rank Faculty: Guidelines for Appointment, Evaluation and Promotion (adopted by Academic Affairs, March 9, 1999); Report of the BFA/Academic Affairs Task Force on Instructors (issued during the 2007鈥08 Academic Year); Report and Recommendations of the BFA Ad-hoc Committee on the Status of Instructors (March 12, 2010); Academic Affairs Guidelines (revision approved March 29, 2011).听