A framework for integrating part-time college faculty into an existing institutional structure is presented. Suggestions are offered on ways that department and division heads can make personnel policies that meet both the part-timer's need for fairness, certainty, and structure, and the college's need for flexibility and order. Policies are recommended to minimize the risks resulting from poorly designed or nonexistent personnel policies for part-timers. Constraints imposed by institutional charters, and by public, private, unionized, and nonunionized status are also addressed. Potential points of conflict between full- and part-time faculty members are identified, as well as the divergent interests of part- and full-timers. Specific considerations concerning affirmative action, compensation, hiring, and promotion include: selection criteria, length of appointment, accruing seniority and access to full-time positions, general and fringe benefits, eligibility for tenure, teaching responsibilities, evaluation of part-timers, due process, grievance procedures, and collective bargaining units for part-timer faculty. An appendix brings together the essentials of a part-time faculty handbook, including the college's background, contractual matters (e.g., appointment, promotion), and administrative matters. (SW)