New: President O'Brien Shares Position on Faculty Unionization


By working together, we have achieved meaningful and sustained progress regarding the concerns raised by our valued adjunct faculty and lecturers, especially regarding matters related to housing and compensation, career stability, and voice and respect. While there is more work to do, the following has been accomplished in just a short period of time:

Housing & Compensation
  • We expanded the Landed program to be available for all eligible faculty and staff to receive down payment support for a home purchase. This program is available to all employees who have worked at least half time for two or more years, regardless of title or position.
  • We currently offer 91 residential units that serve as transitional rental housing for recently hired faculty and staff, with other sites being actively explored.
  • The 1200 Campbell project continues to advance through the City of San Jose Planning Process, which could provide up to 290 apartments for faculty and staff housing, if approved.
  • We continue to offer the rental assistance program for renewable term lecturers. All eligible renewable-term lecturers enrolled have been receiving rental support payment since September 2019.


    • The University allocated $250,000 in salary adjustments for tenure-track faculty and $400,000 in adjustments for senior lecturers and renewable-term lecturers for the 2019-20 academic year. This is in addition to 3% merit increases.
    • Last spring, the Faculty Affairs Committee finalized the new guidelines for the periodic review of faculty salaries. These guidelines now require that adjunct faculty and lecturer salaries be included in the annual salary analysis process. The analysis will either be in comparison to benchmark data, when such data is available, or relative to tenured and tenure-track salaries. Faculty Affairs Committee and the Subcommittee on Adjuncts and Lecturers conducted an initial analysis and proposed recommended adjustments for consideration in the 2020-21 faculty salary budget proposal.
    • We continue to offer significant and meaningful healthcare, retirement and other benefits to support our academic year adjunct faculty and lecturers. Importantly, academic year adjunct lecturers are eligible to receive the same benefits as all benefits eligible employees.
    Career Stability
    • In fall 2019 we welcomed 16 new tenure-track faculty, two new renewable-term faculty, and 38 adjunct faculty to Santa Clara.
    • Thirty three of the 41 (80%) eligible academic year candidates were offered reappointment either to a fixed-term or a renewable-term lecturer position for the 2019-20 academic year.
    • In academic year 2019-20, over 25% of our academic year adjunct lecturers are continuing on multi-year contracts, and 18 academic year adjunct lecturers appointments were transitioned to renewable-term lecturer appointments.
    • We finalized and implemented new hiring, reappointment, and renewal processes to provide timelier and less complicated paths to reappointments. Last academic year (2018-19), most notifications occurred in April instead of June, as was past practice. This gave our valued colleagues more than five months’ time to career plan before the next academic cycle.


      • Clarified procedures and guidelines for matters such as course cancellation, advising and service expectations, and evaluations were finalized and implemented in December 2018.
      • Faculty leave policies were clarified in a new Faculty Leave of Absence Guide. Importantly, for any eligible faculty member on an approved family and medical leave who is receiving short-term disability (STD) insurance benefits, the University may supplement their STD or paid faculty leave benefits so that the faculty member receives payments equivalent to full salary.
      • Work continues to establish more full-time teaching opportunities and provide greater career stability for our faculty.


        Voice & Respect
        • In academic year 2019-20, we welcome adjunct faculty and lecturers to new leadership roles, including interim dean of the Jesuit School of Theology, chair of the Engineering Management department, and director of the neuroscience program.
        • In addition, we greatly appreciate the many vital leadership roles that adjunct faculty and lecturers play at SCU, including as director of the Core Curriculum, associate deans in the School of Law and School of Education and Counseling Psychology, chair of the Academic Affairs Committee, chair of the Student Affairs Committee, past chair of the Faculty Affairs Committee, director of General Engineering, and chair of the Applied Mathematics Department.
        • We celebrate the new voting rights for renewable-term faculty in the School of Law.
        • Adjunct faculty and lecturers actively engage in our extensive faculty development and teaching collaborative programs, including SCU’s Institute for Teaching Excellence, aka ACUE, where faculty can earn a nationally-recognized Certificate in Effective College Instruction endorsed by the American Council on Education. In 2018-19, over 15 adjunct faculty and lecturers earned this highly recognized professional certificate. For this upcoming year, over 50% of the 30 ACUE participants are adjunct faculty and lecturers.
        • To enhance and support the work of department chairs in building trust, transparency and respect within departments, the Chair Leadership Forum was launched in September 2019.
        • Collaborative governance has played a meaningful role in addressing the concerns of our adjunct faculty and lecturers. For example:
          • The Faculty Affairs Committee, the Faculty Affairs Subcommittee on Adjuncts and Lecturers, and the Committee on Lecturers and Adjuncts and others actively participated in the hiring and reappointment process revisions implemented last winter 2018. They will be involved in further revisions, as well.
          • The new Quarterly and Semester Adjunct Lecturer Working Council has been advising the Provost’s Office on the implementation of the QAL transition to hourly wages.
          • The Lecturer Best Practices Taskforce released an initial report to the community in Fall 2019 and is completing its work with a final report expected in Fall 2020.
        • We have set clearer University Guidelines and Procedures to improve consistency on issues like class cancellation procedures, annual reviews, workload expectations, etc.
        • The Faculty Affairs Subcommittee on Adjuncts and Lecturers worked in the winter 2019 and spring 2019 to draft a framework for new career paths for teaching faculty including proposed new titles grounded in respect.
        • Work continues to build inclusion, respect and trust throughout the Santa Clara community as a result of the Campus Climate Survey.

        This website is intended to share the work underway to address the concerns that have been raised by our adjunct faculty and lecturers. Please check back often!