University Governance

Professional Development Support

  • College Employee Tuition Assistance and Reimbursement Process
  • Tuition Reimbursement Request Form
  • College Leadership Development Process
  • Leadership Development Reimbursement Request
  • Training Resources

Leave Resources

Additional HR References

  • Virginia Records Retention Policy

Contact

  • For Human Resources concerns not found on this page:
  • Julie Weaver
  • Director of Human Resources | juliew19@vt.edu

Sexual Harassment & Assault

Virginia Tech is committed to providing a safe environment, consistent with our Principles of Community, free from harassment and violence of any kind. If you have experienced sexual harassment or violence, we encourage you to reach out for support. Advocacy and assistance, including measures through Title IX, are available to you—whether you choose to report or not.

Students

Angela Catena Title IX Coordinator Telephone: 540-231-1824 Email: angelamc@vt.edu

Employees

Harrison Blythe Director of Compliance and Conflict Resolution Telephone: 540-231-0448 Email: hblythe@vt.edu (hblythe@vt.edu) Title IX Brochure How The Reporting Process Works

Get Support or Report to the University

Policies

Procedures

Emergency Hire Guidelines

Student Employment Workflow Wage Employment Appointment Record (P12W)

For more information related to the recruiting process, the Student Employment Guidelines provides further specifics.

Adjunct Faculty (P14) Guidelines

AAD utilizes the following principles to guide summer & winter session appointments across the college:

  1. Faculty compensation for winter and summer session teaching will be payment of 3.75% of the current year (for winter session) or previous year (for summer session) annual salary per credit hour taught.
  2. Faculty may submit proposals to develop a completely new course or to work on substantial revisions to an existing course to their school director. If approved, the faculty member will receive professional development funds in the range of \$5,000-\$7,000, depending on the amount and type of the work to be done. Professional development funds can be used for professional travel, materials for research or creative works, publication subventions, and other university-approved expenditures. Proposed work will be completed outside the fall and spring semesters. School directors will approve the new/revised course plans before confirming the teaching appointment.
  3. Faculty teaching courses with large enrollments can negotiate with their school directors for course management/teaching assistance in the form of GTA appointment or wage employee, pending availability of resources.
  4. Faculty can secure course management/teaching assistance by offering students (e.g., undergraduates who completed the course, graduate students) professional development opportunities through enrolling in experiential learning credits (e.g., independent study, field study), for which the faculty member will serve as instructor of record.
  5. Faculty Handbook limits on total overload compensation will be followed.
  • Wage Positions (1,500 hours worked) Guidelines
  • Wage Employment Appointment Record (p12W)

For more information related to the recruiting process, the Student Employment Guidelines provide further specifics.

Adjunct Faculty (P14) Guidelines

AAD utilizes the following principles to guide summer & winter session appointments across the college:

  1. Faculty compensation for winter and summer session teaching will be payment of 3.75% of the current year (for winter session) or previous year (for summer session) annual salary per credit hour taught.
  2. Faculty may submit proposals to develop a completely new course or to work on substantial revisions to an existing course to their school director. If approved, the faculty member will receive professional development funds in the range of \$5,000-\$7,000, depending on the amount and type of the work to be done. Professional development funds can be used for professional travel, materials for research or creative works, publication subventions, and other university-approved expenditures. Proposed work will be completed outside the fall and spring semesters. School directors will approve the new/revised course plans before confirming the teaching appointment.
  3. Faculty teaching courses with large enrollments can negotiate with their school directors for course management/teaching assistance in the form of GTA appointment or wage employee, pending availability of resources.
  4. Faculty can secure course management/teaching assistance by offering students (e.g., undergraduates who completed the course, graduate students) professional development opportunities through enrolling in experiential learning credits (e.g., independent study, field study), for which the faculty member will serve as instructor of record.
  5. Faculty Handbook limits on total overload compensation will be followed.

ADDITIONAL RECRUITING RESOURCES