Skip to Main Content

Policy Title: Lecturer Faculty

Boise State University BSU Policy #4250
Effective Date: June 2015
Revised: October 2016

To provide guidelines for the initial appointment, employment, and promotion of Lecturer Faculty.

Additional Authority:
State Board of Education (SBOE)
University Policy #4210 (Employment of Tenured and Tenure Track Faculty)
University Policy #4290 (Annual Faculty Performance Evaluation)
University Policy #4460 (Non-Returnees Faculty)

Applies to all Lecturer Faculty

Responsible Party:
Provost and Vice President for Academic Affairs (the Provost), 426-1202
Human Resource Services (HRS), 426-1616

Contractual Experience – Teaching while on a Lecturer contract at Boise State University or equivalent position at another institution.

Lecturer Faculty – Full-time professionals whose primary responsibility involves teaching students in both an academic or other setting. While they may, they are not required to participate in research or scholarship activities as part of their regular assignment. They may serve on select committees. They are eligible for promotion but not tenure.

Tenure Eligible Faculty – A faculty position assigned to an academic department or the university library wherein the incumbent holds academic rank and is eligible for tenure, or is tenured.


  • I. Policy Statement
  • Lecturer Faculty serve a critical role in the progress of the University’s educational mission. Therefore, they are found in a variety of programs at Boise State University.
  • II. Titles
  • Pay structure for Lecturer Faculty are based on Lecturer I, Lecturer II, and Lecturer III levels.  Promotion in level is based on time and qualifications, assuming that the faculty member meets performance expectations.
    • A. Lecturer I: Master’s degree with less than four years Contractual Experience.
    • B. Lecturer II: Master’s degree with four or more years Contractual Experience, or terminal degree within one’s discipline with less than four years Contractual Experience.
    • C. Lecturer III: Terminal degree within one’s discipline and four years of Contractual Experience, or Master’s degree with more than eight years Contractual Experience.
    • D. Senior Lecturer: This is an honorific recognition not associated with an increase in salary. It requires, with rare exception, a Terminal degree within one’s discipline and more than ten years teaching experience under a Boise State contract. Each department is responsible for developing its criteria and process for promotion to Senior Lecturer in consultation with the college dean and office of the provost.
  • III. Workload
    • A. Unless otherwise defined in a provost approved college, department or program workload policy, full-time Lecturers are contracted to teach 24 to 30 credits per year which is generally equivalent to 80-100 percent of the total faculty workload, depending on service or other agreed contributions.
    • B. For full-time Lecturers, the University is committed to equitable consistency in workload and other considerations for Lecturer Faculty. As such, University departments must evaluate their department workload policy and either 1) create a separate workload policy for Lecturer Faculty, or 2) add a section to existing workload policy that addresses Lecturer Faculty workload equity. These policies/new sections will be approved by the dean and the provost, with the dean providing on-going monitoring of the policies.
  • IV. General Administration
    • A. Supervision – The department chair or dean-approved designee is responsible for supervision of a member of the Lecturer Faculty.
    • B. Benefits – Lecturer Faculty members are benefit-eligible provided they meet state and university eligibility guidelines.
    • C. Obligation of the University – Boise State is not obligated to provide additional salary or program support to a member of the Lecturer Faculty other than that expressed in the terms of employment.
    • D. Voting Privileges – The voting privileges of a member of the Lecturer Faculty are determined by policies of the appropriate college and department or unit.
    • E. Leave Without Pay – Lecturer Faculty may apply for a full or partial leave of absence without pay (LWO) for up to six months at a time upon recommendation of the department chair or unit supervisor and the college dean, with approval by the Provost. LWO must be in compliance with all appropriate university and SBOE policies.
  • V. Appointment
    • A. Search Procedure – The initial appointment to an established Lecturer Faculty position is made by a department or unit using a search or appointment procedure that is defined by the department or unit and is carried out in compliance with University and SBOE policies.
    • B. Initial Employment Procedure – The procedure for employing the successful candidate is the same as the procedure for employing tenure-eligible faculty and is described in University Policy #4210. The following information should be attached to the normal paperwork:
      • 1. A recommended title and annual salary;
      • 2. A statement of justification for the appointment and salary including the qualifications of the recommended individual (attach resume of candidate);
      • 3. Expectations regarding the teaching assignment, participation in department and university service committees, student advising, possible supervision of graduate students;
      • 4. Agreements regarding the supporting resources and commitments required of the department or unit, the college, and the university, including office space, secretarial and technical support, communications (mail, photocopy, phone, fax, internet), disposable supplies, computer usage, and faculty/staff prices for university sponsored entertainment events; and
      • 5. Other agreements regarding conditions of employment.
    • C. Lecturer Faculty members may, at the recommendation of departmental faculty, the department chair, the dean, and the provost, and with approval of the SBOE be appointed for a single or multiple (up to three-year) term. Multi-year contracts must be approved by the provost in writing, and reported to the Board at the next regular meeting.
    • D. Change from Non-Tenure Track to Tenure Track Appointments: With approval from the chair, dean, and Provost, Lecturer Faculty members may change from their non-tenure track position to a tenure track position when it is in the best interest of the program and Boise State. All faculty appointments are made in compliance with University and SBOE policies, and subject to approvals as required by the SBOE.
  • VI. Performance Evaluation and Salary Adjustment
    • A. Performance Evaluation – Each Lecturer Faculty member’s performance is evaluated at least annually by the department chair or unit supervisor using the timelines and procedures defined in University Policy #4290. More frequent evaluations may be conducted at the discretion of the department chair or unit supervisor. The evaluation must include student evaluations and service and may include research/scholarship in the event that any of these activities are part of the current year’s activities. As part of the evaluation process, the employee undergoing evaluation shall prepare an annual activity report in a format specified by the department chair or unit supervisor.
    • B. Annual Salary and Enhancement Adjustment – Salary adjustments for Lecturer Faculty are considered based on relevant legislation and SBOE policies on an annual basis according to procedures and guidelines established by the University.
  • VII. Non-renewal of contracts – Notice of non-renewal must be given in writing and in accordance with Idaho SBOE policy II. G. 5 (non-renewal of non-tenured faculty members), University Policy #4460 (Non-Returnees Faculty).