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Effective Date: August 1, 2025

This policy establishes CECS-specific guidelines for the classification, appointment, onboarding, training, promotion (if applicable), and reappointment of Dry Faculty Appointees in alignment with .

I. Scope & Definitions

Scope: Applies to CECS departments, programs, centers, and institutes appointing individuals to 0% effort (unpaid) academic titles.
Dry Faculty Appointee: A faculty member appointed without effort in the HR system as an adjunct, visiting, or other non-tenure-track title, and holding no other appointment with effort at U-M.

II. Governance & Approvals

Dry faculty appointments require Dean’s Office/Executive Committee approval prior to HR entry and issuance of an appointment letter. Departments must identify a designated supervisor responsible for oversight, review, and promotion processes where applicable.

III. Length of Dry Faculty Appointments

CECS dry faculty appointments are made for up to three (3) years. Appointments may be ended at the College’s discretion with timely notice (typically at least two weeks, unless for misconduct or performance). Initial terms are ordinarily 1–3 years based on role scope and anticipated need.

IV. Onboarding Process

The onboarding process includes:
1. Background check and restricted-party/visa vetting, if applicable.
2. Compliance orientation covering University and CECS policies.
3. Role-specific setup (uniqname, email, access, research compliance, instructional support).
4. Appointee acknowledgment of training and countersignature of appointment letter.

V. Required Training

Baseline University-wide training includes Responsible Use of Information Resources, Sexual and Gender-Based Misconduct policy, Professional Conduct, Individuals with Reporting Obligations, FERPA, Faculty-Student Relationship policy, Felony Disclosure, and Alcohol and Other Drug policy.

Role-contingent training may include research compliance (human subjects, animal care, export control, RCR, COI/COC), HIPAA, and laboratory safety as applicable. Training must be completed within 30 days of the appointment start date, or prior to engaging in relevant activities.

VI. Promotion (If Applicable)

Promotion within a dry faculty series may be available where ranks exist (e.g., Adjunct Assistant → Adjunct Associate → Adjunct Professor). Not all titles have promotion pathways. Criteria may include teaching effectiveness, research contributions, and service aligned with CECS priorities. Reviews are initiated by the designated supervisor and require departmental review, CECS Executive Committee recommendation, and Dean’s decision. Promotion is typically considered after three years in rank.

VII. Reappointment Process

Reappointment reviews begin at least 60 days before the current term ends. Required materials include an updated CV, activity statement, supervisor evaluation, confirmation of training completion, and a statement of anticipated role. The Dean’s Office approves or denies reappointment, and CECS issues a new letter. CECS may choose not to reappoint or may terminate during the term with timely notice.

VIII. Rights & Responsibilities

Appointment letters will specify appointee rights and privileges (e.g., data access, workspace, governance eligibility) consistent with CECS bylaws. Appointees must adhere to University policies including Background Screening, Sexual & Gender-Based Misconduct, COI/COC, Information Security, and Responsible Use.