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C. Review of Auxiliary Faculty Policy

Annual Reappointment Review   I   Major Review  I   Promotion   I   Graduate Instructors

Auxiliary faculty members in the Department of History are employed primarily as instructors. They are expected to strive for excellence and display effectiveness in the classroom. In accordance with University Regulations (PPM 9-5.7), the Department of History shall review the performance of its auxiliary faculty members according to the following procedures (revised on November 17, 2011).

Annual Reappointment Review

a. Faculty who are subject to this review policy include all non-tenure track faculty members, full or part time, who are hired on an annual basis, including visiting faculty who are retained for more than one year. Graduate instructors are reviewed according to a different procedure, outlined below. Definitions of faculty rank are available in PPM: http://www.admin.utah.edu/facdev/faculty_ranks_categories.htm

b. The History Department’s Auxiliary Faculty Appointment and Review Committee will consist of all the department’s tenure-track faculty members. All members of the committee will have the right to vote on all auxiliary faculty appointments and reviews.

c. By the end of fall semester, the Teaching Committee will assemble a file on each auxiliary faculty member under review. The file shall consist of the following materials:

i. An updated curriculum vitae

ii. A copy of the syllabus for each class taught in the department

iii. A teaching committee report that includes an assessment of student evaluations

iv. Faculty under review are encouraged to include additional evidence of activities related to teaching, service, and research as appropriate

d. If the faculty member under review receives a negative peer observation report, course evaluation scores below the departmental average, or a pattern of student comments that offers grounds for concern, the Teaching Committee and/or the Department Chair shall meet with the faculty member to develop a plan for remedy, which may include consultation with the Center for Teaching and Learning Excellence, further peer visits, or other forms of mentoring.

e. In spring semester, the department’s tenure-track faculty will consider the reappointment of all auxiliary faculty members. Each department member is responsible for reviewing the files before the meeting. After due consideration, a vote shall be taken on each candidate for reappointment. A negative vote will result in termination for the next academic year.

Major Review

a. For auxiliary faculty members who are hired on three-year contracts, and for those auxiliary faculty members hired on an annual basis who serve for at least three years in a row, a major review will be conducted every three years. By the end of fall semester, the Teaching Committee shall assemble a file on each auxiliary faculty member under review. The file shall consist of the following materials:

i. An updated curriculum vitae

ii. A copy of the syllabus for each class taught in the department

iii. A peer classroom visit report

iv. A teaching committee report that includes an assessment of student evaluations

v. Faculty under review are encouraged to include additional evidence of activities related to teaching, service, and research as appropriate

b. If the faculty member under review receives a negative peer observation report, course evaluation scores below the departmental average, or a pattern of student comments that offers grounds for concern, the Teaching Committee and/or the Department Chair shall meet with the faculty member to develop a plan for remedy, which may include consultation with the Center for Teaching and Learning Excellence, further peer visits, or other forms of mentoring.

c. In early January, the Department Chair will meet with the faculty member under review. This conversation will provide an opportunity to discuss teaching performance, career development opportunities, and the faculty member’s role in the department.

d. The Department Chair will write a letter of evaluation based on the file and the meeting with the faculty member. That letter will be placed in the file and a copy will be given to the faculty member.

e. After the file materials are complete, the faculty member may respond in writing to the Teaching Committee report, the peer visit report, or the Chair’s letter.

f. In spring semester, the tenure-track faculty will consider the reappointment of auxiliary faculty members undergoing a major review. Each department member is responsible for reviewing the files before the meeting. After due consideration, a vote shall be taken on each candidate for reappointment. A negative vote will result in termination prior to the next academic year.

g. When the major review is complete, a copy of the file, including a report of the department’s deliberations, will be delivered to the Dean’s office.

Promotion

a. Auxiliary faculty members holding lecturer appointments may become eligible for promotion after a minimum of six years’ continuous, full-time service to the department in a particular rank. Instructor/Lecturers are eligible after six years’ service for promotion to the rank of Assistant Professor/Lecturer, Assistant Professor/Lecturers are eligible for promotion to Associate Professor/Lecturer, and Associate Professor/Lecturers are eligible for promotion to Full Professor/Lecturer.

b. The principal criterion for promotion will be sustained excellence in teaching. Evidence of strong service to the department will also be considered if the auxiliary faculty member’s job contract specifies service duties as part of his/her responsibilities.

c. Consideration for promotion will be initiated at the request of an auxiliary faculty member, who should notify the Department Chair of that request no later than the last day of October. That request will trigger a promotion review to be conducted by the History Department Auxiliary Promotion and Retention Committee.

d. Policy regarding the promotion of auxiliary faculty are found in Faculty Review III. D. The review will focus on teaching and, if appropriate, service to the department. Scholarship shall not be subject to review unless it bears a direct relation to the candidate’s job responsibilities.

Graduate Instructors

Graduate Teaching Assistants and Teaching Fellows will be reviewed under the auspices of the Director of Graduate Studies according to the following procedures:

a. A faculty member to whom Teaching Assistants are assigned must meet at least once a week with the Teaching Assistants to offer guidance in their duties. The faculty member must also observe the Teaching Assistants’ interactions with undergraduate students. If they are leading sections, the faculty member should visit the Teaching Assistants’ classrooms at least once, preferably twice, during the term. If they are managing on-line discussions, the faculty member should periodically monitor their interactions with students. If they are grading student work, the faculty member must offer guidance to the Teaching Assistants and assess samples of graded work. At the end of the semester, the faculty member must deliver to the Director of Graduate Studies a letter assessing the quality of each Teaching Assistant’s work.

b. Teaching Fellows teach their own classes independent of direct faculty supervision. Therefore, the Director of Graduate Studies shall arrange for a tenure-track faculty member in the Teaching Fellow’s field (ordinarily his or her advisor) to make at least one, and preferably two, classroom visits per semester to each Teaching Fellow’s class. At the end of the semester, the faculty member conducting the classroom visits will deliver to the Director of Graduate Studies a letter assessing the quality of the Teaching Fellow’s instruction.

c. If a Teaching Assistant’s or Teaching Fellow’s letter of assessment raises concerns about the quality of his/her work, the Director of Graduate Studies will schedule an appointment with the Teaching Assistant or Teaching Fellow to discuss the concerns and develop a plan for remedy, which may include consultation with the Center for Teaching and Learning Excellence, further faculty visits to the classroom, or other forms of mentoring.

d. All the documentation resulting from these procedures shall be placed in the student’s file.

Last Updated: 5/24/17