At Stanford, the non-professorial academic staff is composed of the Academic Staff-Teaching (persons holding the titles Lecturer, Senior Lecturer, and Artist-in-Residence, and the Academic Staff-Research (persons holding the titles Research Associate, Senior Research Scientist, Senior Research Engineer, and Senior Research Scholar). For policies and guidelines pertaining to the Academic Staff-Research, see see the Research Policy Handbook, chapter 10.
The following policies and guidelines pertain to the Academic Staff-Teaching. They shall be 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 policy applies to other Stanford employees, such as administrators, who engage in teaching activities. For information about Other Teaching Staff appointments, see Chapter 9 of this handbook.
Individuals appointed as Lecturer, Senior Lecturer, and Artist-in-Residence are not members 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, Senior Lecturers, and Artists-in-Residence are not eligible to take sabbatical leaves. Although they may apply as candidates for open faculty posts, they are not on a tenure line.
1. These guidelines, and any modifications thereof, will be made available to all administrative personnel and academic staff members, and, upon request, to other members of the Stanford faculty and staff.
2. Academic staff appointments shall be made either:
a. For a stipulated length of time.
b. For a continuing term of appointment. The "continuing term" is not a tenured appointment. Rather, "continuing term of appointment" signifies that the individual will be terminated only for just cause, for lack of satisfactory performance, or for lack of programmatic need (including budgetary considerations).
c. For the duration of either an administrative appointment or a specific project.
Academic staff appointed for a stipulated length of time or for a continuing term of appointment are entitled to the notice provisions of Article III below. An academic staff appointment made for the duration of an administrative appointment or a specific project shall, unless otherwise expressly stipulated, be construed as terminating on the expiration of the administrative appointment or the project.
6.1.1 Lecturer Appointments
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. 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. 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, calculated on either a weekly or monthly basis as appropriate. All contingent lecturers (regardless of percentage of time of appointment) must be paid either at or above the minimum salary required by California for exempt employees or by the hour. For more information on lecturer salary, please contact Faculty Affairs.
Initial appointments of Lecturers at 50 percent time or more are generally expected to be for one-year terms, and should be no more than two-year terms, with the possibility of reappointment after a review by the faculty and Senior Lecturer(s) responsible for the program for a term not to exceed five years of total service at 50 percent time or more. During the fifth year of employment at 50 percent time or more, Lecturers may be reviewed for possible reappointment to an additional five year term or, in those cases in which the needs of the program meet the criteria, for possible promotion to the rank of Senior Lecturer by a review committee of no more than six members, at least three of whom are Academic Council members. There is no limit on the number of five-year reappointments a Lecturer may be granted as long as there is an outstanding teaching record and continued programmatic need.
Lecturers should have annual conferences with department chairs or their designees to discuss their performance and department expectations.
Lecturers in positions of continuing programmatic need should be integrated into the governance of their departments, although they do not have Academic Council membership. 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.
6.1.2 Senior Lecturer Appointments
The title of Senior Lecturer is associated with a demonstrably higher level of responsibility and teaching excellence than that of a Lecturer, rather than with seniority or longevity; and there is normally only a limited number of Senior Lecturer positions in any program.
The primary evaluation of a Lecturer for appointment or promotion to Senior Lecturer is by a review committee appointed by the department, program, 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 or for a continuing term. Senior Lecturers should have annual meetings with department chairs or their designees to discuss performance and departmental expectations; and 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.
Senior Lecturers in positions of continuing programmatic need should be integrated into the governance of their departments, although they do not have Academic Council membership. 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.
6.1.3 Additional Comments on Continuing Term Appointments
A Senior Lecturer on continuing appointment is subject to termination for just cause, for lack of satisfactory performance, or for programmatic reasons (including budgetary considerations). Although a department or school may foresee a continuing programmatic need at the time of appointment or promotion to Senior Lecturer, that need may change. For example, the department or school may decide to phase out a particular area altogether. Or an area may simply be phased down, necessitating a decrease in the teaching staff. Alternately, a department or school may have had a small program in a specific field, with a few courses taught by a Senior Lecturer but no graduate training in the field. The decision might be made to build up the area into a graduate program or in other ways which would necessitate the appointment of faculty members rather than teaching staff. Appointment as a Senior Lecturer on a continuing appointment is, thus, not tenured. Rather, it is always subject to continuing programmatic need and satisfactory performance.
6.1.4 Artist-in-Residence Appointments
Artists-in-Residence, a rank established by the Provost in September, 1996, 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. Artists-in-Residence will have teaching and/or other responsibilities, such as performance, specified by their department. Artists-in-Residence will have annual conferences with their department chairpersons or their designees to discuss performance and department expectations.
Appointment recommendations for Lecturers and term appointments of Senior Lecturers are approved by the Provost or her designate. Promotions to or appointments of Senior Lecturers for continuing terms 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 teaching appointments of Lecturers; Visiting, Clinical Assistant Professors, Clinical Associate Professors, and Clinical Professors; Acting, Visiting and Clinical Instructors; and appointments (By courtesy). For appointments of Senior Lecturers or Artists-in-Residence appointments must use the Appendix E form, “Recommendation for Appointment as Senior Lecturer or Artist-in-Resident”, 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. All benefits-eligible Lecturers, Senior Lecturers and Artists-in-Residence must be paid at or above the minimum salary required by California for exempt employees. All contingent lecturers (regardless of percentage of time of appointment) must be paid either at or above the minimum salary required by California for exempt employees or by the hour. 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.
6.2.1 Search Procedures
If the candidate is not a woman or a member of an ethnic minority included within the Affirmative Action program, or a veteran or a person with a disability, the recommendation should indicate which candidates do fall within the program and describe the affirmative action search followed with respect to the recommendation. Note that all letters and advertisements soliciting applications must include a statement such as: “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.” The sentence should be sufficiently strong so that applicants from these groups are encouraged to apply, but not so strong that individuals who are not members of these groups are discouraged from applying. It is desirable to announce the position to female and minority group caucuses of the appropriate professional societies of the position.
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.
6.2.2 Appointment Percentage of Time Considerations
Academic Staff-Teaching are considered full-time when they work for 3 consecutive academic year quarters (i.e., autumn, winter, spring) 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 during autumn, winter, and spring quarters.
Members of the Academic Staff-Teaching who are appointed from September 1 through August 31 typically 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. Those who choose to be paid over a 9- or 10-month period must request this payment arrangement, 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. Academic Staff-Teaching who are reappointed annually must have their next year’s appointment in place by July 1 of the current year in order to fall under this provision.
The Lecturer title may also be used for individuals who are on duty in non-sequential quarters during a single year and/or whose total service in any academic year averages to less than half-time. 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, but may be made only during a quarter 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.
6.2.3 A Note on Visas
To hire a person from another country is a significant action, and the responsibility undertaken should be fully understood. The limitations and procedures pertaining to immigrant visas should be reviewed before an offer of long-term 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 the Director of the Bechtel International Center.
A. Lecturers, Senior Lecturers, and Artists-in-Residence holding salaried appointments for a term of one year shall be notified of non-renewal not later than March 15. Those holding salaried appointments for terms of two or more years shall be notified of nonrenewal not later than December 1 of the final academic year of the appointment. Failure to give timely notice of nonrenewal shall entitle the individual to a special reappointment for an additional terminal year.
B. When a Senior Lecturer holding a salaried continuing term of appointment is terminated for reasons of programmatic need (including budgetary considerations) or lack of satisfactory performance, he or she shall be notified of termination not later than December 1 of the final academic year of the appointment. Failure to give timely notice of termination shall entitle the individual to a special reappointment for an additional terminal year.
C. When a Lecturer, Senior Lecturer, or Artist-in-Residence is terminated for just cause, including substantial and manifest incompetence or professional misconduct, he or she is entitled to 30 days’ written notice of termination. Such dismissals are reviewed by the Provost’s Office. In extreme cases, pay in lieu of notice may be given with the concurrence of the Provost’s Office.