Non Tenure Track Faculty (Lecturers)

The 14-17 contract, which includes significant changes to NTT language, has been ratified. We will update members as final contract language is written and on the implementation and conversion process as it effects NTT faculty. Please note that the summary below is for 12-14 contract language. The 12-14 contract will remain in full effect until the 14-17 contract is implemented. We will revise the summary to reflect the new contract as soon as the new contract language becomes operative. Contact the FSU office for more information.

Click here for the latest update on bargaining and contract conversion issues, here for a summary of the changes to Article 21 (Lecturers), and here for the complete Article 21 language. 

First year of Employment

Lecturers hired to teach 3 or 4 courses in either their first or second (Fall/Spring) semesters are thereby both benefitted and in the bargaining unit. Non-benefited lecturers teaching one or two courses per term, including all College of Advancing and Professional Studies (CAPS, formerly University College) courses, in their first year of employment are not yet in the bargaining unit. They will enter the bargaining unit starting their second year of employment.

NOTE: ‘Bargaining unit’ refers to all employees who are covered by the contract (bargaining unit members are required to pay either union dues or an agency service fee to the union; contact the FSU office for more information).

Probationary Period

All newly hired lecturers, whether benefitted or not, and no matter what percentage of time, are probationary for their first three years of employment. This means teaching at least one course per year for three years, including all CAPS teaching. Those lecturers with probationary status have no guarantee of re-hire—they have not qualified for either the main unit priority list (i.e. ‘regular’ courses not taught in CAPS) or the CAPS priority list (see below).


Near the end of the probationary period—no later than the last term of their third year of employment—departments have the opportunity to review lecturers. A favorable review means that they qualify for prioritized hiring, both for regular courses and for CAPS courses, while an unfavorable review means that they will no longer be employed as faculty at UMB. If a department chooses not to review a lecturer by the end of their third year, then that individual automatically qualifies for post-probationary status upon being hired for their 4th year.

It is expected that a lecturer who is up for review will be notified in a timely manner of pending review. Those under review may be asked to submit a statement that presents their approach to teaching and that also includes anything else that they wish the review committee to consider,  course syllabi, a curriculum vita, and other relevant course materials, such as sample assignments or exams. It is expected that departments will have student course evaluations on file that will also be considered. Candidates may optionally submit anything else that they deem relevant, such as letters from students, outside supporting letters or scholarly work (although scholarship is not required for lecturer positions). The review will be conducted by the department/program chair and the Departmental Personnel Committee (DPC) though the dept chair/program director will have final say on whether or not a probationary lecturer will be retained on a post-probationary basis.

Prioritized Course Assignment

Post probationary lecturers qualify for prioritized course assignment. Each department must maintain a priority list of all post-probationary lecturers, ordered by hire date. Each term, courses are assigned via this priority ordering; courses may not be offered to probationary (or new) lecturers unless either no post-probationary lecturer is qualified to teach the course or none of the post-probationary lecturers who are qualified to teach the course want an additional section [Note that departments have discretion over how they apportion course offerings to Lecturers on the priority list. For example, a department with 7 courses to assign and 3 prioritized Lecturers may choose any of the following methods: offering one course each down the list (several times), or 2 courses down the list, or 3-3-1, or 4 courses to the most senior, then 3 to the next most senior. However, departments should have a standard practice in this regard that is known to all relevant Lecturers].

CAPS courses involve separate priority lists (Note that CAPS priority lists do not differentiate between tenure stream and non-tenure stream faculty in assigning courses).

Fall/Spring CAPS courses

The Fall/Spring pool for a given department consists of all those faculty who have taught a CAPS course in the department within the prior two years. Faculty in the pool are prioritized by the total number of CAPS/UC/CE courses they have taught. Courses are assigned via this seniority.


Seniority for Winter/Summer CAPS courses in a given department is determined by the total number of Winter/Summer CAPS/UC/CE courses taught in the department as of July 3, 2010. Winter/Summer CAPS courses are assigned via this seniority list. Those newly teaching Winter/Summer CAPS courses in the department after this date are added to the bottom of this seniority list.

For all CAPS courses: New faculty members, whether tenure stream or lecturers, can be assigned CAPS sections only if all qualified members of the pool as well as all other department faculty have declined to teach those sections.

Continuity of Service and Promotions

Lecturers must be continuously employed from date of hire in order to be considered for post-probationary status and promotions. If a Lecturer has any breaks in service of a semester or more, they will be deemed new hires for purposes of promotions, priority, salary, etc. upon being rehired subsequent to the break. However, the contract stipulates that certain brief interruptions in service of 4 semesters or less shall not be considered a break in service (parental leave, medical or family leave, approved professional development leave, and breaks caused by the employer, i.e. lack of courses; see Article 21(B).2 for details). The FSU recommends that you maintain a record of any requests to your department for courses in every semester in which they are made. Without such documentation, you may be deemed to have voluntarily severed your employment relationship with the University if you are not given courses and hence will have your continuity of service ended.

Course Cancellation Payments

If you are a post-probationary lecturer (per-course or benefited) and your course was cancelled after the start of the semester, you are eligible to receive 8% of your per-course salary provided that you are not given a substitute course prior to the conclusion of the Add/Drop period.

Qualifying for Benefits

Those lecturers who are either hired to teach 3 or 4 courses in a given Fall/Spring term or whose workload increases to 3 or 4 courses in a Fall/Spring term will be immediately eligible for benefits. Otherwise, lecturers will be eligible for benefits according to the following process: after working 1 academic year from hire date, a lecturer must be half-time (2 Fall/Spring courses, including F/S CAPS courses)  a semester for three consecutive semesters. Benefit eligibility begins at the start of the semester following the specified three-term period. Lecturers who have achieved benefit eligibility are categorized as “Lecturer I”, and are put on a salary scale (see below; Lecturer I's may also be asked by their departments/programs to engage in some additional service responsibilities- see Article 21(B).3(b) of the contract for details).

In order to maintain benefits, Lecturers must continue to teach at least 2 courses (including F/S CAPS sections) each F/S term. A benefited Lecturer who is assigned to a less than half-time appointment and subsequently loses benefits will become eligible for benefits again immediately upon resumption of a minimum two-course appointment.

Note: Summer and Winter intersession CAPS courses do NOT count for qualifying for benefits or for maintaining benefits. Also, it is not sufficient to teach three courses one semester and one the next: the GIC (the Commonwealth’s insurance commission) requires that benefited employees be employed at least half-time for the whole year.

Parental Leave 

Full time non tenure track faculty are now eligible for a semester of parental leave at full pay. To qualify faculty must have 3 full time years of service. The 3 full time years of service need not be consecutive. NOTE: As of January 27, 2014 the Boston Administration rejected incorporating the change for NTT faculty from the previous 6 year service requirement to 3 years as was done on the Amherst Campus.  So, until the parties re-enter negotiations, the previous 6 year requirement will be enforced by UMB. The FSU fully expects to change this provision in the next Agreement beginning this Fall 2014.

Sick Leave

The FSU contract contains a sick leave time provision that applies to non-tenure track faculty who are half-time or greater. According to the contract, full-time lecturers on academic year appointments can take paid sick leave time at the rate of 3.07 hours per two-week payroll period (for part-time lecturers who are 50% or over the number of hours will be pro-rated according to your percentage of time). In addition, eligible lecturers may apply to draw from the sick leave bank for any protracted illnesses or injuries should their personal sick leave time be used up (the granting of time from the sick leave bank is decided upon by a labor-management committee; for details on how to apply for the sick leave bank contact Human Resources). Up to 5 days of sick leave time may be granted for the purpose of caring for your spouse, child, foster child, stepchild, parent, stepparent, brother, sibling, grandparent, or grandchild for either yourself, your spouse, person for whom you are the legal guardian or anyone in your household who is seriously ill (you may also apply to the sick leave bank for these purposes).

It is important that you notify your department of absence due to illness as soon as you are able to. Failure to notify your department can result in your sick leave being unpaid. However, under no circumstance can absence due to illness result in termination without pay. Keep in mind that the Administration may require you to provide a notice from a physician in regards to your illness or those in the categories mentioned above for absences of longer than 3 days.

According to the Family Medical Leave Act (FMLA) and state law, employers are required to find work for employees returning from sick leave that is equal to or comparable to the work that was being performed prior to their sick leave. If sick leave results in courses being given to other members of the deparment, the returning NTT faculty member may be given alternative assignments (service work, departmental administrative work, other courses, etc.). In the event that such work is not offered and the NTT finds him/herself without paid work for the remainder of the semester, the FSU would encourage them to apply to the sick leave bank for additional sick time such that they can receive full sick time for the entire semester.

For more information on sick leave see Article 27.5. For more information on the sick leave bank see Article 27.8.

Salaries and Ranks

The per course minimum for non-benefitted, probationary lecturers as of January 2014 (including probationary CAPS courses) is: $4,491

The per course minimum for non-benefitted, post-probationary lecturers as of January 2014 (including post-probationary CAPS courses) is: $4,895

(Note that when a benefited, lecturer teaches a Fall/Spring CAPS course it will be paid according to the Lecturer’s main unit rate).

The minimum yearly salary rate for Lecturer I’s as of January 2014 is: $48,187 (pro-rated to percentage of time).

Lecturer I’s with at least six years of service after hire date (i.e. at the start of their seventh year of service) will be given the title Lecturer II and will be paid according to a new minimum annual salary rate of $56,139 as of January 2014 (pro-rated to percentage of time).

After 10 years of service from hire date (i.e. at the start of the eleventh year of service), a Lecturer II will automatically receive a $5,000 increase in their annual salary rate, pro-rated to percentage of time.

Note: ‘Hire date’ refers to date of hire for bargaining unit work even if the faculty member was not in the bargaining unit at the time of hire (previous employment in a non-lecturer position does not count for purposes of lecturer promotions).

Lecturer Salary Pro-Ration

A Lecturer’s individual rate of pay for Fall/Spring employment (CAPS or day unit) will remain the same regardless of their percentage of time (i.e. a full-time Lecturer who earns $50,000 a year to teach 4 courses a semester will earn $6,250 per-course if they drop to 25% time). Please note that a Lecturer’s Summer/Winter course pay rate may differ from their Fall/Spring rate.

Merit Pay

All non-tenure track faculty in the bargaining unit, regardless of percentage of time or benefits status, are eligible for merit pay. In order to receive merit pay, faculty members must complete an Annual Faculty Report. Contact your department chair and/or the Provost’s Office for more information on how to access and complete the AFR.

Senior Lecturer/Multi-Year Contracts

Lecturer II’s have the option of applying for promotion to Senior Lecturer in their 10th year of employment. (See Article 21(B).13 of the contract for details of the review process.) If they pass the review they will be given a two or three year contract depending on projected departmental needs. The contract guarantees at least two courses per semester for each of the two terms of each year of the contract, and allows for 3rd and 4th courses if available, as determined by the departmental priority list system. The administration is required to notify eligible lecturers of their ability to apply for the Senior Lecturer promotion within 60 days of the start of the Fall semester in the lecturer's 10th year.

Multi-year contracts are renewable (after they expire) by Department Personnel Committees, which may recommend either a two or three year contract depending on projected departmental needs.

Research and Educational Support Funds (RES Funds)

All bargaining unit members inclusive of non-tenure track faculty are eligible for RES Funds (see Article 26(B).12 of the contract for more info). Notification on how to apply is given by the Provost's Office (this usually occurs in February). If you do not receive notification you should contact the Provost's Office directly.

Non-Tenure Track Faculty Scholarship Incentive Program

A portion of the contractually mandated RES Funds have been allocated to a seperate pool that will be used to award NTT for scholarly activity. Click here for the letter of agreement which outlines criteria for eligibility, etc. PLEASE NOTE: awards will only be given to those NTT who have completed AFR's. Also, NTT are not required by the contract to do scholarship- the scholarship incentive program is designed for NTT who wish to pursue scholarship and research beyond the parameters of their paid positions.