What’s the difference between an NR1 and an NR2 appointment?
By Romy Kozak, Past KFA Member-at-Large
NR2 appointments are generally preferable to NR1 appointments in employment terms: they guarantee at least 50% annualized workload and include vacation, PD time, and benefits such as extended health and dental. If you have any questions about the differences between NR1 and NR2 contracts, contact a KFA representative for further information.
Here’s a detailed summary of the differences between NR1 and NR2 contracts:
| NR1 | NR2 |
| Permitted only “for specialized requirements, experimental offerings, timetabling anomalies, substitution, vacation replacement, short-term emergencies, work that is not expected to be ongoing” or workload that does not meet the NR2 threshold (50% annualized) (CA 1.05 d. i.) | Issued when there is a reasonable expectation of at least 50% workload (e.g. four 3-credit courses, or equivalent number of weeks) in forthcoming year (assessed as of August 1) |
| A search process per Article 4.04 occurs to add faculty to the Qualified Faculty List; the Dean then appoints faculty to specific courses from this list | A search process per Article 4.02 typically occurs for each appointment (searches for multiple positions may be combined) |
| Contract issued for one term (or less), specifying course(s) to be taught | Letter of appointment for one year, specifying percentage of appointment (any increment between 50% and 100%) |
| As of September 1, 2020, all NR1s are paid according to the Article 10 salary scale, factoring in individual faculty member’s previous relevant work experience and degrees | Paid according to the Article 9 salary scale, factoring in individual faculty member’s previous relevant work experience and degrees |
| Pension contributions are optional for NR1 contracts unless the faculty member is already contributing to the College Pension Plan through another institution. To waive or enroll, contact your Dean’s Office for the relevant forms and advice. | Pension contributions are mandatory for 100% NR2 contracts and NR2 contracts in excess of 50% of the YMPE in a calendar year. |
| Additional NR1 contracts may be issued, and if these result in a 50% or greater annualized workload (September to August), faculty are entitled to receive a 32% ‘top-up’ on all work in that year. | Additional work added later to the initial appointment percentage is paid on salary scale plus 25% for the period in which the additional work is performed as per Article 1.05 d) iii). |
| No benefits; sick leave compensation may be available per Article 15.07 | Includes benefits (extended health, dental, short-term illness, long-term disability, accidental death and dismemberment, group life insurance), pro-rated if applicable |
| No vacation or PD time entitlements | Includes vacation and PD time entitlements, pro-rated if applicable |
| Limited access to PD funds. | Full access to divisional PD funds. Other PD funds may be limited due to the limited length of the contract. |
| Service expected as per Article 12.01 Normal Duties (e.g. department, Faculty, University committees). Service work is pro-rated to amount worked per semester. | Service expected as per Article 12.01 Normal Duties (e.g. department, Faculty, University committees). Service work is pro-rated to amount worked per semester. |
| Both NR1 and NR2 work fulfills the requirements for regularization as per Article 1.05 (e). Please see this article for more information on regularization. |
Both NR1 and NR2 work fulfills the requirements for regularization as per Article 1.05 (e). Please see this article for more information on regularization. |
NR2 appointments are generally preferable to NR1 appointments in employment terms: they guarantee at least 50% annualized workload and include vacation, PD time, and benefits such as extended health and dental. If you have any questions about the differences between NR1 and NR2 contracts, contact the KFA for further information.
Updated in October 2021
