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The UIS Faculty Personnel Process

The UIS Faculty Personnel Process. Professional Evaluation and Advancement Nathan Steele Chair, Personnel Policies Committee September 2018. Overview. The Review Processes Criteria for Review The Application and Supporting Documents Questions and Discussion. The Faculty Review Process.

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The UIS Faculty Personnel Process

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  1. The UIS Faculty Personnel Process Professional Evaluation and Advancement Nathan Steele Chair, Personnel Policies Committee September 2018

  2. Overview The Review Processes Criteria for Review The Application and Supporting Documents Questions and Discussion

  3. The Faculty Review Process Components: All Faculty: Annual Performance Review (yearly) Tenure-Track Faculty (Standard Track): 2 Year Reappointment Review 4 Year Reappointment Review Tenure Review (6 years unless shortened track) Tenure rollback Post-Tenure Review Every 7 years after tenure Promotion Optional; at least 6 years at Assoc. Professor, at least 2 years at UIS Non-Tenure-Track Faculty (Article 6, Section 5) Optional, 3-6 yrs full time (negotiable) to Assoc., 7 yrs. to Full (starting Fall 19, pre-promotion review period 1 yr.)

  4. The Faculty Review Process Some changes this year and next: Promotion to Full Optional; at least 6 years at Assoc. Professor, at least 2 years at UIS Excellence in teaching, and Excellence in either Scholarship or Service with minimum high quality in the other Non-Tenure-Track Faculty (Article 6, Section 5) Optional, 3-6 yrs full time (negotiable) to Assoc. Excellence based on contract obligations 7 yrs. to Full (under debate to similarize to new 6 yr standard) Sustained excellence with significant contributions Starting Fall 19, pre-promotion review period 1 yr. prior to application; narrative and portfolio akin to retention/tenure/promotion for tenure track DPC -> Dean -> Provost

  5. The Faculty Review Process Components: All Faculty: Annual Performance Review (yearly) Tenure-Track Faculty (Standard Track): 2 Year Reappointment Review 4 Year Reappointment Review Tenure Review(6 years unless shortened track) Tenure rollback Post-Tenure Review Every 7 years after tenure Promotion Optional; at least 6 years at Assoc. Professor, at least 2 years at UIS Non-Tenure-Track Faculty (Article 6, Section 5) Optional, 3-6 yrs full time (negotiable) to Assoc., 7 yrs. to Full (starting Fall 19, pre-promotion review period 1 yr.)

  6. The Faculty Review Process Annual Performance Reviews Yearly review – submitted in February for the previous calendar year. Outlines activities for the previous year in teaching, scholarship and service. Includes both qualitative and quantitative review. Workload Plan – no more! Future Faculty Workshop – Jan/Feb 2019

  7. The Review Process Probationary Period for Tenure-track Standard - 6 years Application in the beginning of the 6th year Alternate review periods (by contract) No less than 3 years Review process concluded the following summer

  8. The Review Process Reappointment Application and Review 2 year review – Application in January of your 2nd year 4 year review – Application in January of your 4th year Tenure review – Application in October of your 6th year

  9. The Review Process Purpose of Review 2nd and 4th year Reviews: Document a “record of effective performance and accomplishment,” and “progress toward becoming a high quality faculty member” (FPP Article 5, Section 2) Evaluative & Formative Tenure Should document that you are achieving the expectations of tenured faculty (FPP Article 7, Section 2)

  10. The Review Process:Submitting the Application By due date in Academic Personnel Calendar: Faculty Files Office: Alicia Utterback, PAC 531; 206-7408 Narrative & Portfolio (together in binder) Narrative (for permanent file) Dean Narrative Department Personnel Committee Chair Narrative

  11. The Review Process Application Review Levels Department Personnel Committee College Level Personnel Committee Dean Tenure Review Committee (tenure only) VCAA (Provost) Chancellor (tenure only) Board of Trustees (tenure only) Candidate’s right to submit response at each level (within 5 business days)

  12. Criteria for Review Teaching Scholarship Service

  13. Criteria for Review Teaching This criteria has the highest priority in the evaluation of faculty. “[T]eaching remains the central function and excellence in teaching continues as the overriding goal” at UIS. Faculty Personnel Policies Art. 3, Sec. 2 (A).

  14. Criteria for Review Evaluation of Teaching Assessed through both quantitative and qualitative means. Quantitative – Formal Student Evaluations Questions 5-10, especially 8 and 10 Finer distinctions not important Address good and bad Take responsibility, be reflective Qualitative – Teaching materials, letters of support from students, advisees, and colleagues, course syllabi, assignment examples, etc.

  15. Criteria for Review Evaluation of Teaching Include advising activities! Advising is “…a critical component of faculty duties, and … an important consideration in the evaluation of faculty.” FPP Art.3, Sec. 2(A). “Faculty shall…demonstrate that they are actively and effectively engaging in academic advising of students on an ongoing and consistent basis.” FPP Art. 3, Sec. 2(A). AST, thesis supervision Advising contacts and approaches Office hours Letters from students, colleagues Evaluations

  16. Criteria for ReviewTeaching Types of Activities to Discuss: Curricular/program development; Honors; ECCE Special courses taught Independent study Development of teaching strategies Diverse, challenging teaching loads Guest lecturing Assessing instructional effectiveness Pedagogical innovation/experimentation Teaching awards/recognition Incorporating instructional technology Etc.

  17. Criteria for ReviewTeaching Show your teaching is Purposeful Evolving Effective Be reflective Narrative should characterize what has happened, and project what will be done going forward to cultivate Up to the candidate to frame best case; cannot rely on reviewers to perceive without

  18. Criteria for Review Scholarship Embraces the categories of scholarship outlined in the Carnegie Foundation Report, Scholarship Reconsidered, by Ernest Boyer. (Boyer Model)

  19. Criteria for ReviewScholarship Wider perspective of scholarship that encompasses 4 categories: Discovery Traditional research, publications, creative contributions. Investigative. Asks “What can we learn/find?” Integration Inter- or multi-disciplinary research, interpretation, drawing together. Synthesizing. Asks “What do the findings mean?”

  20. Criteria for ReviewScholarship Application Connects theory and practice Applied Research Asks “How can knowledge be applied to consequential problems? How can it be helpful to individuals and institutions?” Scholarship of Teaching Study of teaching process/methodology

  21. Criteria for ReviewScholarship No unexplained jargon Explain its value Explain its contribution to the field External evidence Pay attention to departmental, college standards Don’t assume because your department is familiar that the Campus level committees will be; elucidate.

  22. Criteria for Review Service Includes contributions to: Department College University Discipline Community Quantitative and Qualitative Professional Service Applying academic, professional skills

  23. Criteria for Review - Summary For each category, don’t just list accomplishments Include qualitative impact Make your own best case in narrative Document in portfolio How does this represent excellence in teaching/scholarship/service? Burden of proof is on the candidate at all times Address recommendations from prior reviews

  24. The Application and Supporting Documents The “Vehicles” for your review Application Narrative Portfolio Personnel (Permanent) File

  25. The Application and Supporting Documents Application narrative Self-evaluative summary. Review accomplishments for the period under consideration. Include discussions of teaching, scholarship and service. Teaching is excellent Scholarship and service together high quality, at least satisfactory in each (For tenure) Involves both qualitative and quantitative forms of assessment.

  26. The Application and Supporting Documents Application narrative Discussion of long and short-term goals, philosophy, methods and strategies for each area. Page limitations (2 yr. 10, 4 yr. 20, tenure 30) Include a CV.

  27. The Application and Supporting Documents Portfolio Examples of your best work Documents and materials representing the scope and quality of your performance. NOT an exhaustive compilation. Representation of your professional “story,” a sample of what you consider the hallmarks of your review period.

  28. The Application and Supporting Documents Portfolio Includes materials that are not necessarily “permanent” (syllabi, course materials), but are ever-evolving. Portfolio should be carefully cross-referenced with the narrative. Organization is critical

  29. The Application and Supporting Documents Personnel (Permanent) File Kept in the Provost’s office and represents a permanent place for appointment and professional advancement materials. Materials automatically placed in this file: student evaluations personnel actions correspondence sent directly to the provost concerning your performance. Narratives at 2 & 4 year review, tenure, promotion You may place materials in your personnel file, but you should be selective in what you place here. Should not be a dumping ground – but should only be used for major milestones in your career.

  30. The Application and Supporting Documents Personnel (Permanent) File Companion to your portfolio – but unlike the portfolio, it is permanent. Periodically review your own file so you know how it looks to others. Review personnel policies for procedures concerning personnel files. (Article 1)

  31. Helpful Materials Faculty Personnel Policy Articles 3, 5, 7, Appendix 10 (Portfolio Guidelines) Academic Affairs Web Page Campus Academic Personnel Calendar Distributed just prior to the start of Fall semester 2018-2019 Calendar

  32. Helpful Resources UIS Ombudsperson Laurel Newman, lnewm1@uis.edu or ombuds1@uis.edu, 206-7000 or 206-7931 UIS UF Grievance Officer Deborah Anthony, danth2@uis.edu, 206-8340 Informal or formal grievance regarding 2nd & 4th year review, tenure review, and annual review process Will help address problems/concerns that arise during the process Contact early – don’t wait! UIS Personnel Policies Committee Chair Nathan Steele, nathan.steele@uis.edu, 206-7928

  33. Questions/Comments

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