Academic Human Resources

Wilson Hall, Room 420
371 Wilson Boulevard
Rochester, MI 48309-4486
(location map)
(248) 370-2922

Academic Employment

Part-time Faculty (Lecturer) Employment Process:

Generally, full-time faculty have preference for teaching assignments at the university.

Part-time faculty (lecturers) are hired on a semester by semester basis to supplement the work performed by full-time faculty. The hiring process is decentralized and conducted by the department chair, the program coordinator or director, or other academic unit. Employment procedures may vary slightly, but the fundamental process is described below.

People interested in employment as a lecturer should contact the department chair, program director or dean's office to discuss opportunities. Click on the link for the current list of chairs and program directors. Generally a Ph.D., a terminal degree or a Master’s degree is required but the qualifications vary depending on the discipline or course to be taught.

When there is a need for a lecturer for a particular course(s), the academic unit will consider lecturers who have taught in past semesters as well as resumes it has received and contact likely candidates for more information about their qualifications and availability. Criteria to be considered include amount, relevance and quality of the applicant’s educational background, teaching experience and related skills, and availability to teach the course. All candidates will be evaluated based on these criteria. Some academic units may go through a more extensive screening process, including an interview and teaching presentation. The department or academic unit will then offer the course to the best qualified individual who is available to teach the class.

Academic Human Resources (AHR) will periodically post for lecturer positions on its job website. In addition AHR will post a description of this process, the contact information for department chairs, and related information.
Oakland University is an equal opportunity employer and encourages women and minorities to apply.
Faculty Contract

This is the agreement between the Board of Trustees of Oakland University, Rochester, Michigan, and the Oakland University Chapter of the American Association of University Professors.  The Faculty Contract may be downloaded at: 2021-2024 AAUP Contract.


Background Check Process for Academic Employees


  1. All prospective new FT (including research faculty, adjunct faculty, visiting faculty and faculty search waivers) and PT faculty (lecturers and special lecturers) hires must have a background check, and includes terminated part-time faculty who are rehired (usually after 18 months without an appointment). Returning active FT hires (e.g. visitor) or PT (e.g. special lecturers and lecturers) will not need a background check.

  2. This background check process is for prospective new hires only, as described above. Background checks for faculty hosting programs and events offered by or at Oakland University that have participating youth are performed pursuant to administrative policy #630, entitled “Youth Program Protection Policy”.

  3. When a finalist is identified and/or a verbal offer extended, the Dean’s office will notify the candidate and advise them that a background check will be conducted. The final offer will be contingent on an outcome that is acceptable to the university.

  4. In cases where timing is a critical factor to secure a candidate or meet a class schedule, a written offer contingent on completion of the criminal background check acceptable to the university can be made. This should occur rarely.

  5. The Dean’s office will submit the finalist’s name, email and department (if applicable) to the 3rd Party background check provider (currently HireRight).

  6. HireRight will email each finalist a link and instructions for the finalist/candidate to provide information authorizing HireRight to initiate the background check.

  7. The Dean’s office monitors pending background checks through HireRight and will be notified when the check is completed with “no discrepancy” or a “discrepancy”. Discrepancy means that there is an issue with the record, which could mean an applicant has committed an offense or could be some innocuous reason such as a non-valid SSN.

  8. When the background check is concluded and there are no discrepancies identified, the Dean’s Office makes a written offer to the finalist/candidate, (unless the written offer was made pursuant to Item 4).

  9. If the Dean’s Office is notified by HireRight that there is a discrepancy, the Dean’s office will refer the matter to the OUPD Youth Protection/Clery Compliance Coordinator at for review. That office investigates the discrepancies. Then Human Resources, OUPD, and the Legal Office in consultation with the Dean’s office determines whether the academic unit can make an offer, or rescind a contingent offer.

  10. If the Dean’s Office knows that another academic unit is also hiring the faculty member being hired, the Dean’s Office can contact Human Resources or the Youth Protection/Clery Compliance Coordinator to determine if a background check has already been completed.

  11. Costs for the criminal background check are charged to a central Academic Affairs account.