Six major areas of part-time college faculty employment practices are discussed that illustrate how current practice can be detrimental to part-time faculty performance. Attention is directed to appointment, support services, communication with peers, participation in governance, compensation, and job security. The following areas that require improvement are addressed: development of a qualified pool of applicants for part-time positions; development of a contract for part-timers; emphasis on the integration of part- and full-time faculty; including part-timers in faculty governance and departmental decisions; provision of an equitable compensation structure for part-time faculty based on qualifications, assignment, and performance, with provision for cost-of-living increases; provision of appropriate degrees of job security for different types of part-time faculty, with consideration to renewal, retrenchment, and dismissal; special programs to help part-time faculty become and remain effective, including access to faculty development programs; and development of an evaluation system aimed at improving teaching effectiveness. It is suggested that departmental autonomy should be replaced by central responsibility for part-time faculty to insure fair and humane treatment. (SW)