Adjunct teachers

Policy and appointment procedures for Adjunct Professors, Adjunct Associate
Professors and Adjunct Senior Lecturers
There is a strong interest in Chalmers developing areas of contact and collaborating with the business world and society in general. This takes place in various ways including stimulating movement and staff exchanges between the university and the rest of society.
One way of expanding the university's expertise is to engage adjunct teachers at various levels and to thereby gain access to specialist expertise and experience outside the world of higher education. An adjunct teacher at Chalmers must not be employed at any other college or university, or at any of the companies within the Chalmers Group. The candidate must be a leading specialist within his/her specialisation and must possess an international reputation. Specialist expertise can have been acquired within the business world or the public sector.
An adjunct teacher holds a position at Chalmers, normally 20%, but is not employed by the university, but rather remains employed by his/her principal employer. The first appointment period normally comprises three years. All parties subsequently evaluate the experiences gained. The appointment period is normally extended for an additional three-year period.

An adjunct teacher at Chalmers must make an active contribution to the development of research and teaching within a specialist field, and also to an increased exchanged of knowledge and expertise between Chalmers and the surrounding world. In principle the same qualifications are required for appointment of an adjunct teacher as for Chalmers' other teachers at the respective level (for example, an Adjunct Professor must have academic qualifications at the level of a Full Professor). Outstanding contributions within engineering or artistic activities can replace the requirement for traditionally documented academic production. An adjunct teacher should normally have obtained a PhD and be able to demonstrate teaching skills, however, the PhD is not an absolute requirement.
The aim of the external evaluation is to appraise the individual's specialist expertise through assessing:
  • Ability to initiate, lead and administer research and development work.
  • Quality, relevance and impact both nationally and internationally.
  • Ability to communicate and convey ideas and results.
At Chalmers we are endeavouring to improve our work on equality in the recruitment process. We are therefore particularly attentive to the gender differences that can arise in assessing the candidate's merits.
Appointment process
Adjunct Professor
Before an appointment process can commence, the department must justify why the proposed person is needed within Chalmers and what the person can bring to the university. Both the department and the proposed candidate shall describe their view of the development of the discipline, which expertise is missing within the field and the proposed candidate's role and planned contributions. Financing of the position, normally from the proposed person's principal employer, must also be in place. After this the formal process in the Faculty Appointment Committee starts, evaluation by experts takes place and any decision is made by the President.
Other adjunct teachers
The same process as for adjunct professors. Greater importance can be placed on specialist expertise of particular value for education or research. This expertise must be documented and
described by a referee who has a high level of familiarity with the proposed person's expertise.
The appointment process
The Head of Department discusses the desired recruitment in his/her management group and if the proposal is approved can start the formal process by contacting the Recruitment Unit.
The following information shall be supplied by the department:
  • Subject and subject description of specialist expertise.
  • The department's justification for the proposal.
  • A memorandum of understanding from the principal employer in which the scope and financing of the position are clearly set out.
  • Place of work (department, division) at Chalmers.
  • Proposal for cooperation agreement or equivalent between Chalmers, the principal employer and the proposed candidate.
The following information shall be supplied by the candidate:
  • CV, list of publications, pedagogical and other qualifications referred to.
  • Description of the candidate's background, experience and commissions within industry or equivalent, present job assignments and international network of contacts.
  • Description of specialist expertise or other specific contributions. The candidate's overall involvement and role internationally should be described.
  • Description of the candidate's view of the development of the specialist field, both nationally and internationally, as well as the future role as adjunct teacher/professor within education, research and other contributions (approx. 2-3 pages).
  • Referees outside the individual's own company or equivalent who have an insight into the candidate's specialist expertise and pedagogial skills.
The Head of Department shall suggest at least two external evaluators (without conflicts of interest), one of who must be employed within the higher education sector.
 Extension of appointment as adjunct teacher
The adjunct teacher submits a brief report of about 1-2 pages to the Head of Department in good time before the end of the first three year period. In the report the adjunct teacher should describe his/her contributions and experiences gained from his/her activities at Chalmers. The research team leader, the principal employer and the adjunct teacher then discuss whether the activity should be extended and how any possible extension can be financed. A decision
on continuation of the appointment and financing is made by the Head of Department. The appointment must always be time-limited. The Head of Department's decision is notified to LRS and the Recruitment Unit.

Page manager Published: Fri 04 Jul 2014.