Faculty Support Services collaborates with the Office of Faculty Affairs and college/school representatives to provide our campus communities with required resources to facilitate the understanding of faculty related procedural requirements as outlined in the Board of Regents/University System of Georgia Policy Manual and the Augusta University Policy Library.
Our primary goal is to deliver a more efficient institutional operation as it relates to faculty policies, procedures, and the on-going delivery of faculty information to the Augusta University campus communities, the University System of Georgia and the general public.
Please feel free to contact Heather Kennedy at 706-721-8060 with requests, questions, or suggestions to improve our web page and services.
We invite you to join our world-class faculty.
AU Human Resources
Annex 1, 1499 Walton Way
(706) 721-9365
This checklist is to be used for a faculty appointment (both regular and limited term) which has gone through the competitive recruitment process to select the final candidate. Faculty positions with FTE of 0.5-1.0 must go through competitive recruitment, as these positions are benefits eligible. Partially benefits eligible is 0.5-.74 (prorated leave and retirement), and fully benefits eligible is 0.75-1.0 (leave, retirement, healthcare package).
This checklist is to be used for a faculty appointment which has not gone through the competitive recruitment process. Faculty positions with FTE of 0.1-0.49 are non- benefits eligible.
This checklist is to be used for a faculty appointment that is a courtesy or honorary appointment and is not compensated.
This checklist is to be used for a faculty appointment in which the individual is already employed in a staff position and is teaching. Adding this faculty appointment in OneUSG allows the employee to transition over to Banner so that they can be assigned as the instructor of record.
All faculty employed under a written contract for the fiscal or academic year are subject to the terms of their binding contract. While supervisors have the discretion to accept an early resignation if that is in the best interests of the university, early resignations that will incur additional costs (e.g., to cover teaching or clinical services) will not normally be in the university's best interests. Before accepting a resignation earlier than the termination date of a faculty member's contract, supervisors must consult with their chain of command up to their dean, Provost & EVP for Academic Affairs, and VP for Human Resources.