What’s the difference between an NR1 and an NR2 appointment?

By Romy Kozak, KFA Member-at-Large

Learning the local lingo is always a key part of getting to know a new place, and KPU certainly has its fair share of acronyms and jargon specific to (what one now-retired Fine Arts instructor fondly called) “Planet K.” Two potentially opaque terms used frequently by KFA members are “NR1” and “NR2”, which refer, respectively, to Non-Regular Type 1 Faculty Appointments and Non-Regular Type 2 Faculty Appointments (and/or, in both cases, the faculty members that hold these positions). But what exactly are NR1 and NR2 appointments, and how do they differ?

Keeping track of all the differences can be quite demanding, so here’s a handy summary of the main ones:

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%)
Paid according to Article 10, at a per-course rate Paid according to the Article 9 salary scale, factoring in individual faculty member’s previous relevant work experience and degrees
Paid out in semester(s) teaching is done Paid out over the year-long term of the contract, including vacation/PD semester
Additional NR1 contracts may be issued. If these result in ≥50% annualized   workload (e.g. 4 courses or more within a year starting September 1), faculty   receive a 32% ‘top-up’ (in lieu of benefits) on all courses taught that year (per   Article 1.05 d) iii). Work added later to initial appointment percentage paid on salary scale +25% for the period in which the additional work is performed (usually one term) per Article 1.05 d) iii). (The +25% is in lieu of additional benefits, which remain pro-rated to the percentage of the original contract.)
No benefits; some 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: no personal PD (Article 16.04); pro-rated or otherwise limited access to divisional PD funds (Article 16.01) in most areas (see especially as any funds awarded must be used during term of contract); contract length also inhibits access to 0.6% awards (Article 16.05). Better access to PD funds, including personal PD (per Article 16.04), divisional PD funds (per Article 16.01) and 0.6% PD funds (per Article 16.05). Some divisions pro-rate the amount of Article 16.01 funds according to appointment percentage; 0.6% awards are rare as recipients “are expected to continue their employment at KPU” (16.05 3.c))
No service work expected (would be unpaid labour) Service expected (e.g. department, Faculty, University committees)
NR1 work amounting to a workload of 50% or more in two consecutive years fulfills the requirements for eligibility for regularization per Article 1.05 (e). (Regularization also requires a reasonable expectation of at least a 50% annualized workload in the subsequent year.

Two consecutive NR2 contracts fulfill workload requirements for eligibility for regularization per Article 1.05 (e). (Regularization also requires a reasonable expectation of at least a 50% annualized workload in the subsequent year.)


For most faculty, moving from an NR1 to an NR2 position marks a very positive step in their career trajectory. In most respects, NR2 appointments are far preferable to NR1 appointments: they guarantee at least 50% annualized workload, are paid on the salary scale (factoring in past work experience and degrees, etc. per Article 9.02), and include vacation, PD time and benefits such as extended health and dental. For a small number of faculty moving from substantial amounts of NR1 to an NR2 appointment, however, there may be some drawbacks and/or implications in terms of cash flow to consider before accepting the NR2 position. This is especially relevant to part-time (e.g. 50%) NR2 positions and to faculty placed at Step 3 or lower on the Article 9 salary scale. If you’re in this situation, be sure to contact a KFA representative for further information; we can be reached at, or via the email addresses listed at