1. Purpose and Types of Assistantships

Assistantships exist to support graduate study while giving students hands-on experience in research, instruction, or service. The two most common types are:

Some positions combine research and teaching duties (hybrid appointments). The appointment letter specifies the exact split of responsibilities.

2. Eligibility and Appointment

Eligibility Requirements

• Admission to a degree-seeking graduate program at the university
• Maintenance of satisfactory academic progress as defined by the graduate school
• Good standing with no unresolved disciplinary or academic conduct matters
• For GTA positions, completion of required teaching preparation or certification where applicable

Appointment Process

• Assistantships are typically offered at admission as part of a funding package, or assigned during the academic year by a supervising faculty member or department chair
• Each appointment is documented in a written appointment letter stating duties, hours, compensation, and term
• Students must accept the appointment in writing and comply with onboarding requirements (tax forms, background checks, training)

3. Duration and Renewal

Standard Term

Assistantships are ordinarily appointed for one academic year (Fall and Spring semesters) or per semester, depending on the funding source. Appointments may include or exclude the summer term as specified in the letter.

Renewal

• Renewal is not automatic; it requires a new appointment and, in most cases, a satisfactory performance review
• Renewal offers are generally communicated by a set deadline (often late spring) for the following year
• Continuing students who do not receive a renewal offer should consult the graduate school about alternative funding (fellowships, external grants, part-time employment)

Maximum Appointment Length

Many institutions cap guaranteed assistantship support at a defined number of years (commonly 2–4 years), after which funding may shift to merit-based fellowships or external sources. Check your program's funding guarantee policy.

4. Duties and Working Hours

Weekly Commitment

A full assistantship is typically a 20 hours per week commitment, prorated for part-time appointments. This figure is standard at most universities and should match the compensation rate.

Scope of Duties

• Duties must be directly related to the student's graduate program, research, or the university's instructional mission
• Duties are to be agreed upon in writing between the student and the supervising faculty member
• Assignments may not be so onerous as to interfere with the student's academic progress toward the degree

Prohibited or Restricted Duties

• Routine clerical work unrelated to the student's field is generally discouraged unless it supports the research or teaching mission
• Duties must comply with university labor and safety policies
• Workloads should be reviewed each semester to ensure they remain reasonable

5. Compensation and Benefits

Stipend Structure

Compensation is paid as a monthly stipend, typically disbursed monthly in arrears. The rate is set by the graduate school or the funding source and is stated in the appointment letter. Stipends are subject to applicable tax withholding.

Common Benefits (varies by institution)

• Tuition remission or fee waiver for enrolled graduate courses (subject to a per-term credit-hour cap)
• Health insurance stipend or coverage
• Access to university facilities, libraries, and computing resources
• Professional development funds (conferences, workshops) in some programs

Payout and Proration

• Stipends are prorated for part-time appointments and partial terms
• Final payment for a term is typically issued after the end of the appointment period and completion of all duties
• Unearned portions of the stipend may be recouped if duties are not fulfilled

6. Responsibilities of the Supervising Faculty

The faculty member supervising a GA shares responsibility for the student's professional development and welfare:

• Define and communicate clear, written duties at the start of each term
• Provide regular, constructive feedback on performance
• Ensure the workload is compatible with the student's academic progress
• Support the student's professional growth — e.g., co-authorship where appropriate, conference presentation, skill development
• Refer concerns about workload, conduct, or well-being to the graduate program or HR as appropriate

7. Responsibilities of the Graduate Student

• Complete the assigned duties with diligence, professionalism, and integrity
• Attend and prepare for scheduled meetings, sections, or lab sessions
• Meet deadlines for grading, reports, and other deliverables
• Comply with university policies on confidentiality, data handling, and student privacy (e.g., FERPA for GTAs handling grades)
• Report absences, conflicts, or changes in circumstances to the supervisor in advance
• Maintain satisfactory academic standing throughout the appointment

8. Performance and Evaluation

Evaluation Cycle

Performance is typically reviewed at least once per academic year, often in two stages:

• Mid-term check-in: An informal review to address concerns early and adjust expectations
• End-of-term evaluation: A formal review that informs renewal, compensation adjustments, and references

Evaluation Criteria

• Quality and timeliness of completed duties
• Professionalism, reliability, and communication
• Contribution to the research group or course team
• Progress toward degree milestones (for GRA positions)

Feedback and Dispute Resolution

Students have the right to receive their evaluation and to respond in writing. If a student believes an evaluation is unfair or a workload is unreasonable, the typical escalation path is:

1. Discuss directly with the supervising faculty member
2. Escalate to the department chair or graduate program coordinator
3. Refer to the graduate school's formal grievance process if unresolved

9. Termination of Appointment

By the Student

• A student may resign from an assistantship by providing written notice to the supervisor and the graduate school (typically 2–4 weeks)
• Resignation does not affect the student's enrollment status unless otherwise specified

By the University

• An appointment may be terminated for documented failure to fulfill duties, unsatisfactory performance, or violation of university policy
• Termination for cause follows due process: written notice of concerns, an opportunity to respond, and a decision by the appropriate authority
• Termination for non-performance is distinct from academic dismissal and should be handled by the department with graduate school guidance

10. Confidentiality, Conduct, and Compliance

• GRAs must comply with data confidentiality, intellectual property, and sponsor requirements attached to funded projects
• GTAs must protect student privacy and comply with record-keeping and grade-reporting policies
• All GAs are expected to uphold the university's code of conduct, non-discrimination policies, and research integrity standards
• Violations may result in termination of the appointment and/or academic discipline

Quick Reference: Key Facts

Where to Get Help

• Graduate School / Graduate Programs Office — appointment terms, stipend rates, benefits, and formal policies
• Your Advisor / Supervising Faculty — day-to-day duties, performance expectations, and professional development
• Department Chair / Program Coordinator — workload concerns, disputes, and escalations
• Human Resources / Payroll — pay, taxes, and benefits questions
• Graduate Student Association (if available) — peer support, collective concerns, and advocacy