The primary responsibility of a Visiting Faculty member is to teach courses and/ or assist in Institute administration. However, visiting appointments may be made for contributing to research also.
A full-time visiting faculty is expected to teach two courses (of 4 credits each) per semester, and a part-time visiting faculty is expected to teach one course (of 4 credits each) per semester. These courses will be allocated according to the needs of the Institute and would preferably be courses with large enrolment. They are expected to help in some Institute administrative functions such as members of committees, chairing some committees, helping in various events and initiatives, etc.
Visiting faculty members can guide B.Tech. and M.Tech. thesis, IP/ IS/ UR and may be co-guide for Ph.D. students also (where possible). They can also participate in project proposals as Co-PI. In general, a visiting faculty can engage in most activities a regular faculty can engage in.

Visiting faculty on Fellowships may be given to candidates who have some Fellowship, which provides for their primary personal salary. The Fellowships often also provide support for research. Good examples of this are DST’s Inspire and Ramanujan Fellowships.
The primary goal of this appointment is to collaborate with the visiting faculty and help him/her build a strong research profile, while contributing to the academics of the Institute also.
Such visiting faculty members are expected to primarily engage in research, and can also guide B.Tech. and M.Tech. thesis, and may be co-guide for Ph.D. students also (where possible). They can also participate in project proposals if permitted by the funding agency. In general, they can engage in most activities a regular faculty member can engage in.

Appointees in the Professor of Practice category are distinguished professionals, either practicing or retired. A few may have traditional academic backgrounds, but most do not. The working title of Professor of Practice helps promote the integration of academic scholarship with practical experience. Appointees provide faculty, undergraduate students, and graduate students with an understanding of the practical applications of a particular field of study. These positions will be limited term contractual positions, and will be for the purpose of teaching courses, advising students, and setting up research collaborations in areas related to their expertise and experience.
They may be involved in designing and teaching courses, research and development activities, setting up research collaborations, promoting industry-institute linkages, consulting assignments, entrepreneurship-related activities, contributing in placement-related activities and other institutional initiatives. They can also participate in projects as Co-PI, co-guide B.Tech./ Masters/ Ph.D. thesis/ projects.

A Guest Faculty is a member of the Institute whose contribution is more towards academic development than research or any other. They are normally appointed for the purpose of teaching some course(s), and that is their primary responsibility. Guest faculties have to do all the teaching related duties, like invigilation in mid sem and end sem exams, evaluation, holding regular office hours with students and any other duties and responsibilities assigned by the Institute from time to time.
They cannot supervise or guide IP, IS, UR, BTP, M.Tech. thesis, M.Tech. SP, M.Tech. Capstone project and Ph.D. Thesis.

An Adjunct Faculty is the member of the Institute who is associated with the Institute on a secondary level. The adjunct faculty may teach courses or delivers lectures in courses, participate in projects as Co-PI, co-guide B.Tech./ Masters/ Ph.D. thesis/ projects. Only local travel within NCR Delhi region can be paid, where possible. No other financial support will be provided to the adjunct faculty. In addition, no payment will be made for delivering some guest lectures in a course assigned to a regular faculty. However, if a full course is assigned to the adjunct faculty, based on the need of the Institute, payment may be made as per the Guest Faculty honorarium. In this case, no other financial payment/ support (including local travel) will be provided for visiting the campus or participating in other academic activities as adjunct faculty.
An adjunct faculty member’s responsibility includes: Participating in courses, participating and co-guiding in projects as Co-PI, and other academic tasks.

The main task of a teaching fellow is to help Instructors of large core courses (courses with strength>100) in managing the course effectively, and in coordination. In a way, they are like “Assistant Instructor”. Their role includes helping the instructor in all aspects of running the course, in particular, in managing the tutorials, labs, grading of assignments, helping students with their problems, managing course TAs etc. The fellow may be a primary instructor for summer modules. As per the need of the institute, in Summer Term, the TFs may be involved in admissions or other administrative tasks. In a regular course, the TF would not take classes.

The teaching fellow is expected to:

• ● Teach in tutorials, managing the tutorials and other Tutors/ Teaching Assistants
• ● Manage course related labs, inventory required during the semester and performing the experiments
• ● Conduct extra classes on the topics where students are facing difficulties. Maintaining Office Hours to clarify course related doubts, out of class hours, tutorials, etc.
• ● Assist the faculty in preparing exam question papers/ Lab exam practical questions and conducting Quizzes, Mid Sem Exam, Final Exams and other exams
• ● Assist the faculty in final semester grading, paper checking
• ● Mentor and guide students in class-course projects
• ● Assigning the rubric and grading the progress throughout the semester
• ● Conduct Refresher Modules for M.Tech/ B.Tech students in summers
• ● Provide extra support to weak students

Teaching fellow can be full-time or half-time. Normally, a full-time TF is expected to be TF in two large courses. A half-time TF may be the TF for one large course. In some cases, a full-time TF may be assigned one course, and the remaining time may assist in some specific research projects. It is possible to have a half-time TF, who is also given a full-time Ph.D. student appointment – this is done on a case-by-case basis and as agreed by the Director on recommendation of DoAA and HoD.

These are honorary positions and the appointments are done by the BoG.
The Institute looks forward to their contribution towards the following activities: teaching courses, guiding/ co-guiding B.Tech./ M.Tech. students, mentoring new faculty members, and helping in some administrative work (such as policy formulation), etc.

The advisor extends his/ her expertise towards development of the new curriculum of an upcoming program. The appointments are generally done for a brief period of about 1 or 2 years, based on requirement. They are helpful in formulation of related courses, course design, student project, focused courses, summer course, industry-related activities like outreach and commercializing technologies, etc.

1. Teaching responsibility includes teaching courses, guiding students for their projects and thesis, designing new courses, taking initiatives to improve the teaching-learning process, developing notes and text books, building labs, etc. Suitable measures, including student feedback in courses, may be used to access the quality of teaching contributions.

2. Contributions in research are largely reflected by Scientific publications, technologies and innovations developed and delivered or deployed. Sponsored projects and Ph.D. students graduated. For assessing the quality and impact of research contributions, measures like journal/ conference quality and ranking, citation counts and indices, downloads/ usage of technology or tool developed, award and recognition, number and value of sponsored projects, number of Ph.D. students graduated and their quality, etc. may be used.

3. Service includes service to the Institute (e.g. serving on committees, taking on responsible positions) as well as to the Profession and Community (e.g. serving on programme and other committee for conferences, serving on editorial boards of journals, serving on committees, advisory boards, consultancy, etc.)

4. The frequency of regular review will be yearly. It may be reduced for Associate and Full Professor to two or three years.

5. The review report will rate the performance of an Institute Teacher in each of the three responsibility areas namely Research, Teaching and Service in some levels, main ones being: Excellent, Very Good, Good, Average, Below Average.

6. Based on the performance rating obtained, an Institute teacher may be considered for a higher or lower than “Standard” increments, and may be provided with higher or lower incentives, as per policy approved by the Board.

7. The teaching load of an Institute Teacher may be increased/ decreased depending on the outcome of the review of his/ her contributions in research and service.

8. An Institute Teacher may apply for being evaluated for tenure at any point after completing six years after Ph.D. This limit may be relaxed for exceptional cases.

9. Policy for granting tenure is: A faculty member may be granted tenure if the performance of the faculty member is ranked as good, very good or excellent in research and good, very good or excellent in teaching in his/ her tenure review. The performance in service is expected to be at least average and may be considered for cases that fall on the borderline.

10. The process for ‘tenure evaluation’ will include getting letters from experts from within and outside the country, some of which will be from the list provided by the Institute Teacher. Based on the letters and the contributions of the Institute Teacher, a committee constituted by the Director will categorize the performance in the three areas in different levels (excellent, very good, good, average, below average) and based on this make its recommendations about tenure. The recommendations of the committee will be put to the statutory selection committee for Institute Teacher selection, which will make the final recommendation.

11. The final recommendation of the tenure evaluation process will be one of the following: -
(a) The faculty member has demonstrated good, very good or excellent performance in research and teaching and may be granted tenure.
(b) The faculty member has not fully demonstrated good, very good or excellent performance in research and teaching, but has demonstrated potential and may be granted an extension period of up to three years to improve the performance and seek tenure again later. (This option will not be applicable if an extension has already been granted i.e. the extension can only be granted once).
(c) The faculty member does not seem to be well suited for a research-led academic career and should not be granted tenure i.e. he/ she may not be offered another contract.

12. The minimum experience required for consideration for the post of Associate Professor position will be as decided by the Board, which may be relaxed for exceptional candidates.

13. For an Assistant Professor, assessment for tenure and promotion may be done together or may be done separately. An Assistant Professor, who is already tenured, may request for promotion, if eligible. The eligibility criteria for consideration for Associate Professor: At least 6 years post PhD experience in teaching / research/ industry.

14. For faculty members directly recruited at the Associate Professor level without tenure, their assessment for tenure and promotion may be done together, or may be done separately. The eligibility criteria for consideration for Full Professor: At least 10 years post PhD experience in teaching/ research/industry, of which at least 4 years should be at the level of Associate Professor.

15. The process for ‘tenure and promotion evaluation’ will include getting letters from experts from within and outside the country, some of which will be from the list provided by the Institute Teacher. Based on the letters and the contributions of the Institute Teacher, a committee constituted by the Director will categorize the performance in the three areas in different levels (excellent, very good, good, average, below average) and based on this make its recommendations about tenure and promotion. The recommendations of the committee will be put to the statutory selection committee for Institute Teacher selection, which will make the final recommendation.

16. For promotion to Full Professor, the process for evaluation will be similar to the tenure process (i.e. letters will be sought and then based on a comprehensive evaluation recommendation will be made). Final selection to the Full Professor position will be based on the recommendation of the statutory Selection Committee.

17. The minimum experience required for consideration for the post of Full Professor position will be as decided by the Board, which may be relaxed for exceptional candidates.

18. If a faculty member’s application for promotion to Full Professor is declined, normally a gap of two years is required for consideration for Full Professor again.

19. Applications for promotion (including tenure) will be received twice a year. Deadlines for receiving applications are June 30 and December 31 each year. Only those who have completed the minimum eligibility by this date may apply. On request, a relaxation of up to 1 month may be given by the Director for submission of CV and other records.

If the outcome of the promotion process (which may take more than 6 months) is that the promotion is granted, then the date of promotion will be reckoned as the day after the deadline for application, namely July 1 or January 1, as applicable.

1. The eligibility criteria for consideration to granting HAG Scale to Professor: As defined in the policy approved by the Board for granting HAG Scale to a Professor; where at most 40% of Professors (at least 1) can be on HAG Scale at any time. A minimum service length of 6 years as Professor with outstanding/ excellent performance in Research, Teaching and Service to the Institute shall be the eligibility criterion for consideration for granting HAG scale. Based on the availability of HAG Professor positions, the applications with detailed information about research, teaching and service to the Institute of eligible faculty can be submitted to the DoFA.

2. The process for granting HAG scale is:
(a) A faculty member meeting the requirements as per the above policy may request to be evaluated for being granted the HAG Scale. The faculty member will be informed when the process for the same is initiated.
(b) For evaluation and giving recommendations, an Expert Committee comprising of four experts will be constituted.

i. For selecting the set of experts on the Committee, the concerned faculty member may give a list of at least six experts in the area, from which two will be nominated by the Director.
ii. The other two expert members may be nominated by the Director.

(c) Threshold as an overall average rating for the four categories (i.e., research, teaching, project funding and service to the Institute) for the grant of HAG may be set by the Expert Committee and informed to the potential applicants while initiating the process. The minimum expected rating in each category and overall average rating in all categories shall be set while initiating the process.

(d) The faculty member concerned prepares a portfolio comprising of a detailed CV highlighting research, teaching, project funding and service to the Institute and best papers published while holding the position of Professor or equivalent position. Wherever available, summary of the yearly feedback submitted may also be included in the portfolio by the faculty member.

(e) The Expert Committee will be requested to evaluate each faculty portfolio under consideration for granting HAG for research, teaching, project funding and service on the scale of 1-5, with 1 being interpreted as demanding more efforts, 2 as average, 3 as good, 4 as very good and 5 as outstanding. The overall average rating on these four categories (while calculating average rating, the rating of service domain should be multiplied by a factor of 0.6 while the others will be multiplied by 1.0) along with recommendations for the “grant”/ “not recommended for the grant” of the HAG Scale will be made to the Director. The Director shall consider the recommendations of the Expert Committee suitably and further recommend to the BOG for grant of the HAG Scale. While recommending any case to the Board, the Director may override the recommendations of the Expert Committee by giving proper justification.

3. If a faculty member’s application for granting the HAG Scale is declined, a minimum gap of two years is required for consideration for granting the HAG Scale. For reconsideration of a case, a statement of changes in the CV/ contributions since the last consideration will need to be provided by the applicant. The entire earlier package, along with this statement of changes shall be placed before the Expert Committee for assessment/evaluation for giving its recommendations.

4. Applications for HAG scale will be received twice a year. Deadlines for receiving applications are June 30 and December 31 each year. Only those who have completed the minimum eligibility by this date may apply. On request, a relaxation of up to 1 month may be given by the Director for submission of CV and other records. If the outcome of the process (which may take more than 6 months) is that the HAG scale be granted, then the HAG scale shall be granted with effect from the day after the deadline for application, namely July 1 or January 1, as applicable.

Documents to be submitted
» Detailed CV highlighting research, teaching, project funding and service to the Institute and best papers published while holding a position of Professor.
» Summary of the yearly feedback submitted may also be included.
» A list of at least six experts in the area.