- You will learn a clear sequence of actions to follow when figuring out how to become a adjunct professor.
- Preparing a focused CV, teaching statement, and sample materials will increase your chances of getting hired.
- Networking with department chairs and maintaining a teaching portfolio helps you find openings and get interviews.
- Starting one or two courses and collecting student feedback sets you up for repeat appointments and higher pay.
If you want to teach part time at a college, this guide explains how to become a adjunct professor in practical steps you can follow. You will get actionable advice on qualifications, application materials, where to find openings, and how to succeed in your first semester. Expect a clear checklist you can start using this week to move from interest to your first course.
Step-by-Step Guide
Assess your qualifications (how to become a adjunct professor)
Decide whether your education and experience match typical adjunct requirements and why that matters. Most colleges expect at least a master’s degree in the subject for community colleges or a related field experience for career-focused programs, while four-year universities often prefer a PhD or advanced professional experience.
Map your credentials against job postings to see common requirements and gaps you need to fill. Look at 10 recent listings in your field, note recurring phrases like "teaching experience" or specific course names, and use that list to prioritize which qualifications to highlight or develop.
- If you lack a degree requirement, document substantial professional experience and certifications that relate directly to course outcomes.
- Search listings from community colleges and continuing education programs, which often have lower degree barriers than four-year universities.
- Make a short gap plan listing one certification, one course, or one experience to gain within 6 months.
Build your teaching portfolio for how to become a adjunct professor
Create a concise teaching CV, a one-page teaching statement, and two sample syllabi to show you can run a course. These materials demonstrate your approach to learning objectives, assessment methods, and course structure, which hiring committees use to compare candidates.
Write a teaching statement that explains what students will learn and how you will assess them, using concrete examples like a midterm project or weekly reflections. Develop one syllabus for an introductory course and one for an advanced topic, including learning outcomes, a weekly schedule, reading list, and sample assignments so committees can picture you in the classroom.
Include a sample lesson plan and one sample lecture or activity as a short file, and keep a folder of student feedback if you have prior teaching. If you do not have formal feedback, run a guest lecture or workshop and collect brief evaluations to show responsiveness to learners.
- Use clear headings in your CV like 'Teaching Experience' and 'Courses Prepared' so reviewers can scan quickly.
- Keep each syllabus to two to three pages and include measurable learning outcomes with assessment methods.
- Record a 10-minute sample lecture on your phone to share, focusing on clarity and active learning techniques.
Network and find openings when learning how to become a adjunct professor
Reach out to department chairs, program coordinators, and current adjuncts to learn about upcoming needs and preferred hiring cycles. Many adjunct positions are filled by word of mouth or through a departmental pool, so personal connections dramatically increase your chances of being considered.
Attend a campus event, email a brief introduction with your CV and teaching statement, and ask about typical timelines and application processes. Join local academic groups, professional associations, and LinkedIn conversations related to higher education in your subject and follow department job pages and lists for immediate notices.
Track contacts and responses in a simple spreadsheet with columns for name, role, date contacted, and next steps. Follow up politely two weeks after first contact, and offer to guest lecture or give a workshop to demonstrate your teaching style when appropriate.
- When emailing a chair, keep the note under 150 words and attach a one-page CV and teaching statement.
- Ask current adjuncts about course load, pay range, and scheduling to set realistic expectations.
- Set calendar reminders to follow up with contacts every 4 to 6 weeks during hiring season.
Apply with targeted materials
Submit tailored applications that match each listing and institution, and explain clearly which course you are prepared to teach. Generic applications rarely get interviews, so reference the specific course, the student population, and how your experience maps to their learning goals.
Customize your cover email or letter to name the course, highlight two relevant experiences, and attach your teaching CV and syllabi. If the posting asks for references or transcripts, include them or explain when you can provide them, and follow application instructions to the letter to avoid disqualification for process errors.
Keep copies of each application and note any unique hiring steps so you can follow up at the right time. If you get a screening call, prepare two brief stories that show classroom control and an example of adapting a lesson for different learners.
- Use the course title from the posting verbatim in your subject line and opening sentence to show alignment.
- Limit your cover letter to three short paragraphs: who you are, what you can teach, and a final line about availability.
- Prepare a one-page reference list with contacts who can speak about your teaching, and alert them before you apply.
Prepare to teach and succeed in your first semester
Plan your first course with clear objectives, consistent assessment, and simple lesson plans to reduce stress during the term. Successful adjuncts focus on student outcomes, timely feedback, and manageable grading strategies that fit a part-time schedule.
Create a week-by-week plan, prepare rubrics for major assignments, and set aside two specific times each week for grading so work does not pile up. Use digital tools like the learning management system, a shared document for handouts, and a calendar with deadlines, and test technology before the first class to avoid last-minute problems.
Collect midterm feedback from students and adjust pacing or activities if many students are confused or struggling with an assignment. Save examples of graded work and student comments to build evidence for future rehire and for improving your course next term.
- Use a simple rubric for major assignments to make grading faster and more transparent.
- Offer one or two optional office hours, in person or online, and track attendance to show student engagement.
- Request a short reappointment or hiring review from the department at the end of the term using student feedback and enrollment numbers.
Common Mistakes to Avoid
Pro Tips from Experts
Teach a workshop or continuing education class to gain documented teaching experience that appeals to hiring committees.
Keep a short online portfolio with your CV, syllabi, and a recorded sample lecture to share easily when networking or applying.
Track every application in a spreadsheet with columns for contact, date applied, follow-up, and outcome to spot patterns and improve your process.
Becoming an adjunct professor is a stepwise process you can manage alongside other work by preparing targeted materials and building relationships. Start with the qualifications and a compact teaching portfolio, then find openings through networking and apply with tailored materials.
Take small, consistent actions this month to move from interest to your first course and build a repeatable adjuncting practice.
Step-by-step guide: Become an adjunct professor
1.
- •Research programs at community colleges, regional public universities, and private colleges in your area. Focus on 3 target institutions and note typical course offerings and course codes.
- •Pitfall: applying broadly without focus wastes time.
- •Success indicator: a list of 10 relevant courses and 3 department contacts.
2.
- •Check faculty job postings to see whether a master’s or PhD is required; note exceptions for professional fields (e.g., MFA, RN).
- •Pitfall: assuming every school requires a PhD.
- •Success indicator: a clear credential map for each target (e.g., Master’s accepted for 70% of local community colleges).
3.
- •Include syllabus samples, one full sample lecture (50–75 minutes), student evaluations or training certificates, and a 1-page teaching philosophy. Use a consistent format and PDF everything.
- •Pitfall: sending an academic CV without teaching materials.
- •Success indicator: a 10–15 page portfolio ready to attach to applications.
4.
- •Volunteer to guest-lecture, tutor, or teach a workshop. Apply for adjunct openings at community colleges or continuing-education programs. Track course enrollments and student feedback.
- •Pitfall: waiting for paid roles only.
- •Success indicator: at least one completed course or 10+ hours of documented lecturing experience.
5.
- •Email a tailored 150–200 word note with your CV and portfolio link. Offer to give a 30-minute demo. Follow up twice at two-week intervals.
- •Pitfall: generic mass emails.
- •Success indicator: 2–5 replies and one invitation to interview or demo.
6.
- •Apply to posted openings, but also send targeted inquiries to departments one semester ahead. Track applications in a spreadsheet with dates, contacts, and status.
- •Pitfall: missing deadlines by not tracking academic calendars.
- •Success indicator: interviews or invitations to teach within 3 months.
7.
- •Create a 45–50 minute sample lecture with learning outcomes, slides, and a 1-page student handout. Rehearse with a colleague and time the talk.
- •Pitfall: reading slides or missing time.
- •Success indicator: positive feedback in mock run and a polished 50-minute session.
8.
- •Clarify course load, pay per course (ask for range), office hours, access to campus resources, and start date. Get the offer in writing.
- •Pitfall: accepting verbal offers without syllabus ownership or IT access.
- •Success indicator: a signed contract with clear pay and responsibilities.
9.
- •Collect midterm feedback, keep grade records, and save student evaluations. Use them to refine your syllabus and lecture materials.
- •Pitfall: not collecting evidence of teaching effectiveness.
- •Success indicator: improved midterm feedback and complete evaluation scores.
10.
- •Use positive evaluations to request additional courses, cross-listings, or online sections. Aim to teach 2–4 courses per semester for stable income.
- •Pitfall: overcommitting too quickly.
- •Success indicator: steady assignments across two semesters.
Actionable takeaway: build a focused portfolio, get at least one documented teaching experience, and contact departments with tailored materials at least one semester in advance.
Expert tips and pro strategies
1. Teach at a community college first.
Community colleges hire adjuncts with master’s degrees frequently; after one semester you can cite enrollments and student evaluations as proof of teaching ability.
2. Package one polished 50-minute demo lecture.
Departments often request a sample lecture; having slides, a one-page handout, and a 5-question formative quiz saves prep time and impresses hiring committees.
3. Use a concise teaching portfolio template (10–15 pages).
Include two syllabi, one full lecture, learning outcomes, and one-page summaries of student feedback — hiring committees scan for these items first.
4. Set a target pay range before negotiations.
Research local adjunct rates; many regionals pay $2,000–$5,000 per course. Ask for access to office space, email, and photocopying rather than only higher pay.
5. Volunteer to teach high-demand service courses.
Introductory courses (e. g.
, Composition, Intro to Psychology) run every semester and lead to repeat assignments and steady income.
6. Add 1–2 peer-reviewed publications or conference presentations per year.
Even one paper increases credibility; note where you served as a presenter on your CV.
7. Keep a 6–month calendar of academic hiring cycles.
Many schools post fall semester openings in March–April and spring semester openings in October–November.
8. Record and archive your best recorded lectures.
A 20–30 minute clip can be used in applications, saved as MP4, and uploaded privately to a portfolio link.
9. Join adjunct networks and local faculty associations.
They provide updates on openings, contract norms, and shared syllabi—often saving you 10–20 hours of solo searching.
10. Use clear, measurable learning outcomes.
Replace vague goals with specific outcomes (e. g.
, "Students will write a 1,500-word argumentative essay with a rubric-rated score of 75%+"). This improves course design and evaluation scores.
Actionable takeaway: prioritize one high-quality demo lecture, document real teaching outcomes, and target high-demand courses for faster hiring.
Common challenges and how to overcome them
1.
- •Why it occurs: adjuncts are hired per course without benefits.
- •Recognize it: monthly income varies by 30–60% between terms.
- •Solution: teach 2–4 courses per term across institutions, track income in a budget, and negotiate for pay per course rather than hourly. Preventive: build multiple part-time contracts before resigning a full-time job.
2.
- •Why it occurs: many PhDs and professionals apply for few slots.
- •Recognize it: dozens of applicants per job posting.
- •Solution: tailor applications to department needs, highlight one quantifiable teaching outcome, and follow up with department chairs. Preventive: gain local teaching experience first.
3.
- •Why it occurs: first-time instructors rarely have finished syllabi.
- •Recognize it: requested materials cause scramble.
- •Solution: prepare two ready syllabi and a graded sample assignment. Preventive: maintain a living folder with editable templates.
4.
- •Why it occurs: multiple institutions schedule without coordination.
- •Recognize it: overlapping class times or required mandatory meetings.
- •Solution: request schedule in writing before accepting; prioritize blocks (e.g., mornings or evenings) and keep one day flexible. Preventive: aim for remote sections to reduce travel time.
5.
- •Why it occurs: adjuncts sometimes lack office space or email accounts.
- •Recognize it: no LMS access or keys.
- •Solution: ask for essential accounts in the offer stage and document communications. Preventive: include resource access as part of negotiation.
6.
- •Why it occurs: creating high-quality courses takes time.
- •Recognize it: missed deadlines, declining evaluations.
- •Solution: reuse and adapt course materials, use rubrics to speed grading, and limit course prep to 8–12 hours per week per course. Preventive: build a bank of reusable modules.
Actionable takeaway: prepare a syllabus library, negotiate resource access early, and aim for multiple steady contracts to stabilize income.
Real-world examples: successful paths to adjunct roles
Example 1 — Industry to classroom (Computer Science)
- •Situation: A software engineer with a Master’s in CS wanted to teach part time. Local state university required a mix of academic and practical experience.
- •Approach: She built a 50-minute demo lecture on "Intro to Databases," created a 12-page portfolio with sample labs, and taught two 8-week evening workshops at a community tech center. She emailed 12 department contacts with tailored packets.
- •Challenges: departments initially preferred PhD applicants; her lack of academic teaching evaluations was a hurdle. She overcame it with documented workshop attendance (120 students total) and pre/post workshop surveys showing 85% improved confidence.
- •Results: Hired for one 3-credit course (£likely US$3,200 pay) for the spring term; student evaluation average 4.6/5; renewed for two courses next year, providing roughly $9,600 annual adjunct income.
Example 2 — Recent PhD building a teaching career (Humanities)
- •Situation: Recent PhD needed adjunct teaching while seeking a tenure-track job.
- •Approach: He taught one course per semester at a nearby community college, recorded lectures, and published a short article each year. He maintained a tracking spreadsheet of applications and used office hours to connect with chairs.
- •Challenges: juggling grading and job applications. He reduced load by creating reusable rubrics and hiring a paid undergraduate grader for large composition sections (cost covered by a small course fee allocation).
- •Results: After 18 months he taught 4 courses per academic year across two institutions, earning 60% more than his previous adjunct income and securing a visiting instructor position with benefits.
Example 3 — Licensed professional (Nursing)
- •Situation: A registered nurse with 8 years’ clinical experience wanted to teach clinical skills.
- •Approach: She used her license and clinical preceptor letters to apply to a community college. She supplied a skills checklist, a clinical syllabus, and video demos of procedures.
- •Challenges: schools required proof of teaching ability. She completed a 6-week adjunct teaching certificate (online) and obtained two clinical preceptor evaluations.
- •Results: Hired to teach two clinical lab sections (total 12 contact hours/week); student pass rate on skills assessment improved to 92% in her sections. She now adds simulation workshops, increasing her pay by 20% year-over-year.
Actionable takeaway: use documented, measurable proof of teaching (enrollment numbers, evaluation scores, pass rates) to convert practical experience into adjunct offers.
Essential tools and resources
1.
- •What it does: academic job listings and CV tools. Use for finding posted adjunct openings and tracking deadlines. Many listings are free; premium alerts cost around $0–$50/month.
2.
- •What it does: outreach and networking. Use LinkedIn to contact department chairs and alumni; clean, keyworded profile increases discovery. Free tier is sufficient; InMail costs apply for cold contacts.
3.
- •What it does: create polished lecture slides and one-page handouts. Free versions work; Canva Pro ($12.99/month) adds templates and PDF export options.
4.
- •What it does: provides structure for syllabi, course materials, and evaluations. Many universities post free templates; use them to match academic expectations.
5.
- •What it does: record demo lectures and upload clips for hiring committees. Zoom basic is free (40-minute limit); Panopto/Kaltura are campus services but offer better storage and captioning.
6.
- •What it does: track publications and citations. Useful if you plan to list research output. Both are free.
7.
- •What it does: check common course pitfalls and student expectations. Use as informal prep; official evaluations from previous roles are stronger evidence but RateMyProfessors gives insight into common complaints.
8.
- •What it does: provide contract norms, pay surveys, and job alerts. Many are free or low-cost memberships; they help you understand standard course pay in your region.
Actionable takeaway: prepare a portfolio using free templates, record a demo lecture with Zoom, and track openings on ChronicleVitae and department sites.