Appointment

Classification of Appointments

Categories of Faculty Appointments

Centre College normally makes appointments in two broad categories:

1. Regular Appointments

1. Assistant/Associate/[Full]* Professor (on the tenure track or tenured)

1. Instructional Librarians at the rank of Assistant/Associate/[Full] Professor

1. Special Appointments 

1. Assistant/Associate/[Full] Professor (not on the tenure track)

1. Assistant/Associate/[Full] Professor of the Practice 

1. Visiting Assistant/Associate/[Full] Professor

1. Visiting Instructor

*Throughout the text, the word “Full” is used for syntactical symmetry in reference to the three levels of appointment, but the actual title for a Faculty member at this rank is Professor, rather than Full Professor.

Descriptions of the Appointment Categories

1. Regular Appointments

1. Assistant/Associate/[Full] Professors (on the tenure-track or tenured). These positions are described in the section of the handbook under Tenure, which also describes the steps for promotion. As noted by the American Association of University Professors (AAUP), “free inquiry, free expression, and open dissent are critical for student learning and the advancement of knowledge,” and tenure ensures academic freedom and stability of the College’s academic program. 

1. Instructional Librarians at the rank of Assistant/Associate/[Full] Professor are non-tenure-track positions with faculty status. Instructional librarians must hold terminal degrees (MLS, MLSIS, MLIS, MSLS) and are employed for 12-month appointments. Steps for promotion are detailed in Promotion of Faculty Librarians (Note: To be voted on separately). Though these positions do not regularly teach curricular offerings, they may participate in co-curricular instruction or serve as short-term visiting instructors as needed by the College (see sections on visiting appointments below). Information regarding library employees who do not carry faculty status can be found in the Staff Handbook.

1. Special Appointments

Although the College seeks to employ a full-time, tenure-track Faculty, it is occasionally necessary to fill special appointments that are non-tenure-track. These may be full- or part- time, depending on their contracts. Special Appointments are for faculty members whose appointments fill a specific need for which a tenurable appointment would not be standard; or for administrative staff members whose positions entail some teaching responsibilities and carry Faculty rank. Special Appointments may be continuing or term-limited depending on the contract and are subject to annual renewal. Faculty with Special Appointments are evaluated according to the schedule appropriate to the rank and/or position. When these appointments are part-time, appointees hold no responsibilities other than those related to their teaching, unless otherwise agreed between the appointee and the College (see Procedures for Part-Time Appointments to the Faculty)

Appointments may be made at the rank of Instructor, Assistant, Associate, or Full Professor depending on the appointee’s achievements and record of significant professional experience and accomplishments at the time of appointment. Appointments are made with the approval of the program and division chair, and recommendation for hire from the Dean to the President. Teaching effectiveness for non-tenure-track appointments shall be evaluated annually according to the procedures set forth in Evaluation of Faculty, particularly with respect to student reflections on learning (Student Reflection on Learning) and classroom visits (Appendix D: Evaluation Forms). Non-tenure track faculty may apply for promotion (see Promotion of Non-Tenure-Track Faculty). 

1. Assistant/Associate/[Full] Professor (not on the tenure track). These positions are short- or long-term, full- or part-time, non-tenure track faculty appointments for individuals that fall under one of two specific categories:

• i.Administrative staff who hold faculty appointments

• ii.Faculty whose primary teaching responsibilities are practical or applied in nature, such as music or laboratory instruction

While these non-tenure-track faculty members may be active and contributing scholars, there are typically no expectations for scholarly activity, which is an expectation for tenure-track faculty appointments.

1. Assistant/Associate/[Full] Professor of the Practice These positions are short- or long-term, full- or part-time, non-tenure-track faculty appointments for individuals who bring specialized expertise to the instructional programs of the College, thereby complementing the qualifications and contributions of regularly appointed faculty. Individuals appointed to these ranks are expected to be successful professionals in their field which may have been outside of academia. They may or may not hold the terminal degree in an academic or professional field, but their professional experience is commensurate with their rank.

1. Visiting Assistant/Associate/[Full] Professor appointments are term-limited as indicated in their letter of appointment. They are subject to renewal only at the initiative of the College. These appointees must have a terminal or professional degree in their program’s discipline (or a related discipline), along with professional certification(s) if relevant. These positions are typically used to replace faculty members on sabbatical or temporary leave-of-absence, but they may also be resourceful hires with secondary titles such as “Artist in Residence.”

1. Visiting Instructor appointments are term-limited as indicated in their letter of appointment. They are subject to renewal only at the initiative of the College. These appointees typically do not have a terminal degree at the time of appointment. These positions are typically used to replace faculty members on sabbatical or temporary leave-of- absence, but they may also be resourceful hires with secondary titles such as “Artist in Residence.”

Procedures for Full-time Appointments to the Faculty

Hiring Procedures for Full-Time Regular and Special Appointments to the Faculty

When a new full-time appointment to the Faculty is approved by the President, the Dean of the College shall appoint a special search committee of at least five faculty members. This committee shall normally include the Division Chair or Library Director, two to three members of the appointee’s program or campus section, and at least one member from outside. At least one member of the committee must be a trained Diversity Advocate, and all Committee members must complete anti-bias training. These trainings are provided by the Office of Diversity and Inclusion. Recruitment guidelines provided to the Search Committee by the Dean provide additional, detailed guidance in ensuring a robust and equitable search process for securing the best possible hire for the College.

The selection process for all full-time faculty appointments includes: (1) search (recruitment) (2) screening, (3) on-campus interview, (4) summary evaluation of finalists, and (5) an offer letter, which serves as a contract of appointment once signed by the appointee. Candidates shall be informed of the status of their application and of decisions that affect their candidacy. All newly appointed members of the faculty shall engage in an orientation, which will begin prior to the start of the fall term. All tenured or tenure-track appointees are communicated to the Academic Success Committee of the Board of Trustees at their next meeting. These appointees are then presented to the full Board of Trustees for final approval. When considered for movement from one appointment type to another, faculty must go through regular hiring processes.

1. Search (Recruitment)

Normally, each search shall include a formal announcement of the position in major publications and appropriate web-based job sites, along with notice to graduate programs and to networks of colleagues. The announcement shall be prepared by the search committee in consultation with the Dean of the College and Vice President for Diversity and Inclusion. The ad includes information about the College along with the position’s rank, responsibilities, deadlines, and list of materials to be submitted. 

2. Screening

An initial screening is based upon a review of all required documents submitted by the applicant, which typically includes a cover letter, Curriculum Vita, letters of recommendation and/or list of references, along with statements of teaching, research, and diversity. The Search Committee identifies strong candidates (typically 8 – 12) to invite for preliminary interviews. Information from these preliminary interviews will be used to identify which candidates will be invited for a campus interview. Throughout the search process, the Chair of the Search Committee submits to the Dean of the College (via a secure on-line tool) reports indicating how the position was advertised, the total number of applicants, the list of finalists to for the preliminary interviews, their demographics, and their strengths as identified by the Committee.

3. On-Campus Interview

Candidates to be invited to campus (typically three) are approved by the Dean of the College before an invitation is extended. After these campus interviews, the Committee may seek permission from the Dean to invite additional candidates from the pool, if deemed necessary.  Phone calls with references are made prior to inviting candidates to campus.  The Committee Chair’s final report to the Dean details the strengths of the top candidates and summarizes the results of the on-campus interviews.

The College shall reimburse invited candidates for travel expenses incurred and shall provide meals and lodging throughout the scheduled interview period. Normally, each candidate meets with the Dean of the College, faculty members of the appointee’s program, students, and such other members of the campus community as may be helpful to the candidate’s recruitment. These meetings are arranged in advance by the Search Committee Chair and the Senior Administrative Assistant in the Dean’s Office. Each candidate normally leads a sample class to provide evidence of teaching potential. A separate or integrated research/creative practice presentation may also be warranted. Friendly interactions and care of the candidates’ wellbeing should be the hallmark of the entire Centre interview process.

4. Summary Evaluation of Finalists and Recommendations

The Search Committee shall maintain strict confidentiality of all candidates and upload all reports, culminating in a summary of deliberations and findings of the strongest candidates, to our secure on-line recruitment portal.  Care should be taken to avoid using email to share reports, as email messaging is not a secure form of communication and risks violations of confidentiality.  The Committee’s summary report should detail the perceived strengths of the finalists, along with a recommendation of which candidates are acceptable for the position. These recommendations should include rank (assistant, associate, or full) and other terms of the appointment. If a recommendation includes hiring the candidate with tenure and/or a rank above Assistant, approval from the Tenure and Reappointment Committee should be sought immediately.

5. Offer Letter/Appointment

The Dean of the College shall make the offer of appointment to the appointee via a letter of appointment, which once signed serves as a contract for employment contingent upon a successful background check and, if not a U.S. citizen, legal authorization to work in the United States (see Centre College Policy on Visa Sponsorship for Employees). The offer letter shall specify rank, salary, and other conditions of appointment. Where appropriate, the individual shall be advised of the dates of their probationary or midpoint review and criteria for reappointment, tenure, and/or promotion.

Procedures for Part-Time Appointments to the Faculty

Hiring Procedures for short-term Visiting Appointments

The need for a short-term Visiting (full or part-time) appointment to the faculty may be identified at any time and for a variety of anticipated and unanticipated reasons. The need is articulated by the program chair, who in consultation with the Division Chair details the needed length of service, the specific courses to be taught, and the skills requisite for the appointment. If the Dean authorizes the position, it shall be advertised as best suits the need. Multi-year, full-time, visitor appointments must follow the recruitment guidelines described above. Whenever possible, these short-term hires will go through the full hiring process, but for short-term visitors of one year or less, qualified individuals may be identified by the program chair by contacting universities in the area and other informal networks. A videoconference interview is conducted by the program chair (ideally with the division chair), who determines the acceptability of the  candidate, who is then invited to campus to meet with members of the program and get to know the campus. Short-term visitors are not typically asked to teach a sample class, but this is optional if desired by the program. Upon recommendation of the program chair and division chair, the Dean shall provide the successful candidate an offer letter, which serves as a contract contingent upon a successful background check and, if not a U.S. citizen, legal authorization to work in the United States (Visa sponsorship policy).

Procedures for Adjunct Appointments to the Faculty

The need for a new music adjunct appointment to the Faculty shall be discovered and articulated by the music program chair, who shall discuss that need with the Division Chair. Should they agree, they shall consult with the Dean of the College and ask for funding. If the Dean agrees to fund the position, the chairs and Dean shall determine the length of service needed, the specific courses to be taught and the skills requisite for the service.

The position shall be advertised or broadcast as best suits the need, either by contacting universities in the area, consulting files of those already expressing interest in teaching at Centre College or by public posting.

Eligible individuals shall be identified by the music program. Following a successful background check, the Dean shall offer the successful candidate a contract in writing.

The Office of the Dean of the College shall maintain a complete file of materials associated with the hiring, qualifications, teaching evaluations and contractual data of each adjunct faculty member until such time as there is no prospect of rehiring; then those materials shall be archived.