Staff HR Policy D-738.00
Institutional Effectiveness Criterion: Culture

Adjunct Faculty Salary Plan Policy

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

This plan may be modified upon approval of the President.

    The salary scale for adjunct instructors may be viewed on the NMC Human Resources web site at:
    • 10
    • 9
    • 8
    • 7 (Ph.D., JD)
    • 6 (Master's + 30 additional graduate credits)
    • 5 (Master's)
    • 4
    • 3
    • 2
    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. Degree Instructors with less than a master's degree start at Step 2, and then add appropriate steps for related experience.
    Degree must be related to the area an instructor is teaching to be considered for that step placement.
    Related experience:
    • One step per 2 years of related high school teaching
    • One step per 2 years of related occupational work
    • One step for each year FTE of related Higher Education teaching experience.
    • Retired NMC faculty start at Step 10.
    The placement recommendation is subject to approval by the Vice President for Educational Services or designee and the Director of Human Resources or designee.
    An adjunct instructor may advance one step on the scale after each semester taught, if satisfactory performance is maintained. Academic Chairs or their designees will be responsible for determining satisfactory teaching performance through the NMC student survey or another method, and notifying the Office of Human Resources in situations where non-satisfactory performance exists.
    1. Objectives
      1. Maintain an adjunct faculty pay scale 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 scale which allows NMC to recruit and retain qualified and competent adjunct faculty
      3. Maintain an adjunct faculty pay scale that is affordable and realistic in relation to other community colleges in our peer group.
    2. Annual maintenance of the scale
      The adjunct faculty salary scale will be reviewed for adjustment annually. This review will occur at the same time during the year as the annual review of the regular faculty career plan. The fall and spring adjunct faculty overload pay scale will increase each year by the same percentage as the regular faculty career plan. The maximum overload rate and the top of the adjunct pay scale will be the same.
      The Office of Human Resources will obtain adjunct salary scales 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 community colleges in Michigan. The average starting rates for adjuncts with bachelor's and master's degrees and the top rate for adjuncts with master's degrees will be compiled and considered. Data from Academic Chairs documenting the ability to recruit and retain qualified adjunct faculty will also be compiled and considered.
      A recommendation will be made by the Director of Human Resources and the Vice President for Educational Services to the Total Compensation Committee and President regarding an adjunct salary scale adjustment for the coming year.
    3. Periodic Benchmark Survey
      Every three years, a team will be convened to review the structure of the adjunct salary scale and the methodology for maintaining its competitiveness. The team shall consist of the Director of Human Resources, the Vice President for Educational Services, and two other members of instructional administration designated by the Vice President for Educational Services.
      The team's final recommendation regarding any changes to the salary plan structure and competitiveness will be made to the Total Compensation Committee and 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

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