Staff HR Policy D-738.00
Institutional Effectiveness Criterion: Culture

Adjunct Faculty Salary Plan Policy

This is a schedule for the placement and compensation of the adjunct faculty members at NMC. It covers teaching faculty contracted on a semester-by-semester basis. The schedule is designed to facilitate the recruitment and retention of qualified instructors wishing to teach in a supplemental capacity at the College.

This schedule may be modified upon approval of the President.

  1. SALARY SCHEDULE
    The salary schedule for adjunct instructors may be viewed on the NMC Human Resources web site at: nmc.edu/hr
  2. PLACEMENT ON THE SCHEDULE
  • 20
  • 19
  • 18
  • 17
  • 16
  • 15
  • 14
  • 13
  • 12
  • 11
  • 10
  • 9
  • 8
  • 7
  • 6 (Ph.D., JD, Master’s plus 60 graduate credits)
  • 5 (Master's + 30 additional graduate credits)
  • 4 (Master's)
  • 3
  • 2 Bachelor’s degree plus two years’ experience
  • 1

New faculty will be placed on the adjunct faculty salary schedule at a step appropriate to their education, experience, and professional achievement. Minimum qualification criteria is in accordance with the criteria set forth from the accrediting body of the College for determining qualified faculty. Additional qualifications may be established for specialty positions with approval of the Vice President for Educational Services and Executive Director of Human Resources.

First, place people based on their degree, and then add steps for experience. Current NMC salaried staff members will be placed according to the placement guidelines. The placement recommendation is subject to approval by the Vice President for Educational Services or designee and the Executive Director of Human Resources or designee.

  1. Education
    Degree must meet the requirements set forth by the applicable accrediting bodies of the College. The degree must be related to the area an instructor is teaching to be considered for that step placement.
  2. Teaching Experience

Each year of full-time equated teaching experience at an accredited institution of higher education may advance the initial placement on the schedule by one step, to a maximum of step seven. Relevant high school teaching experience will be given credit for step placement at a two years high school to one year NMC ratio, compared to higher education. Teaching as a graduate assistant will not be credited.

  1. Other Relevant Professional Experience
    Each additional two years of relevant professional work experience beyond the minimum experience required for the position may advance the placement on the schedule by one step, to a maximum of step seven. (Teaching experience and other relevant professional experience combined may not exceed step seven.)
  2. Job Market
    In rare circumstances, a recommendation may be made for higher placement on the basis of demonstrated market factors in the particular academic area that result in a documented inability to attract qualified faculty. A written rationale must be submitted to the Vice President of Educational Services and the Office of Human Resources for review and approval.
  1. Exception

Retired regular NMC faculty in good standing and a record of satisfactory teaching performance should start at the regular faculty overload rate.

The placement recommendation is subject to approval by the Vice President for Educational Services or designee and the Director of Human Resources or designee.

  1. MOVEMENT ON THE SCHEDULE
    An adjunct instructor may advance one step on the schedule after each year, if satisfactory performance is maintained. Step increases will occur in January of each year. Academic Chairs or their designees will be responsible for determining satisfactory teaching performance through the NMC student survey and other appropriate methods. Academic Chairs will notify the Office of Human Resources in situations where non-satisfactory performance exists.
  2. MAINTENANCE OF SCHEDULE
    1. Objectives
      1. Maintain an adjunct faculty pay schedule which offers a wage competitive with those institutions with whom we compete for services of adjunct faculty, which are all Michigan Community Colleges.
      2. Maintain an adjunct faculty pay schedule which allows NMC to recruit and retain qualified and competent adjunct faculty
      3. Maintain an adjunct faculty pay schedule that is affordable and realistic in relation to the College’s budgetary constraints.
      4. Annual maintenance and benchmark of the schedule
        The adjunct faculty salary schedule, structure, and the methodology for maintaining its competitiveness will be reviewed for adjustment annually. The adjunct faculty/overload pay schedule will be adjusted based upon benchmark data and budget availability.
        The Office of Human Resources will obtain adjunct salary schedules of peer institutions for the current year for the purpose of benchmarking salaries at institutions we compete with for adjunct faculty. These institutions will be all Michigan community colleges. The benchmark will be the top 20% of adjunct salary schedules obtained for evaluation. Salary schedule adjustments will be recommended by the Executive Director of Human Resources and approved by the Vice President of Educational Services and the President.

If any provisions(s) of this policy or set of bylaws conflicts with laws applicable to Northwestern Michigan College, including the Community College Act of 1966, the Freedom of Information Act, or the Open Meetings Act, as each may be amended from time to time, such laws shall control and supersede such provisions(s).

Effective on 11/29/07
Authorized on 10/29/07
Revised on 10/10/07, 5/3/07
Created on 10/24/03
Revised March 16, 2018

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