I.
Introduction
A.
Overview
1. UW Colleges
2. Dept. Of Communication & Theatre
Arts
B.
Purposes
II.
Department Structure
A.
Membership
1. Eligibility
2. Voting membership
3. Responsibilities
4. Meetings
5. Voting procedures
B.
Department Chair
1. Election
2. Term
3. Duties and responsibilities
C.
Department Chair-Elect
1. Election
2. Term
3. Duties and responsibilities
D.
Standing Committees
1. Executive Committee
a.
Membership
b.
Term
c.
Duties and Responsibilities
2. Curriculum Committee
a.
Membership
b.
Term
c.
Duties and responsibilities
3. Appeal & Grievance Committee
a.
Membership
b.
Term
c.
Duties and responsibilities
d.
Procedures and guidelines
i. Method
ii. Review
4. Professional Development Committee
a.
Membership
b.
Term
c.
Duties and Responsibilities
d.
Procedures and Guidelines
5. Merit Committee
a.
Membership
b.
Terms
c.
Duties and Responsibilities
d. Procedures and
Guidelines
E.
Ad hoc Committees
1. Spring Seminar Committee
a.
Membership
b.
Term
c.
Duties and Responsibilities
2. Other Committees
III. Personnel
Procedures and Policies
A.
Faculty
1. Tenure Track Appointments
a.
Procedures
b.
Criteria for Initial Appointments
2. Pre-Tenure Reviews
a.
Retention Reviews
i. Procedures
ii. Criteria
b.
Third year pre-tenure
review
i. Procedure
ii. Materials Required
iii. Criteria
3. Tenure & Promotion to Associate
Professor
a.
Procedure
b.
Materials Required
c.
Criteria
d.
Policy on Early Tenure Consideration
4. Promotion to Professor
a.
Procedure
b. Materials Required
c.
Criteria
5. Post-tenure review
a.
Procedures
b.
Materials
c.
Criteria
6. Promotion to Emeritus Status
a.
Procedure
b.
Criteria
B.
Instructional Academic Staff
1. Limited-term appointments
a.
Procedure
b.
Criteria
2. Retention reviews
a.
Procedures
b.
Criteria
3. Promotion to Lecturer or Senior
Lecturer
a.
Procedures
b.
Criteria
C.
Merit Process
1. Procedures
2. Criteria used for Merit Evaluation
3. Guidelines for Merit Procedures
IV.
Curriculum
A.
Department curricular planning
B.
New Course Development
C.
Changes in Course Description,
Title, Credits, and/or Prerequisites
D.
Special Topics
Courses
E.
Independent Study/Reading
Courses
F.
Workload
G.
Class Sizes
H.
Final Exams
I.
Final
Grades
J.
Textbook Selection
K.
Play Selection
L.
Student Grade Appeals
1. Procedures for Initial Appeal
2. Procedures for a Second Appeal
V. Amending
Bylaws
A.
Procedures
B.
Guidelines
VI.
Appendices
A.
Activity Report Guidelines and Procedures
1. Expectations for Teaching Excellence
2. Expectations for Professional
Development Activities
3. Expectations for University Service
B.
Professional Development Grants Policy
C.
Summer Teaching Policy
D.
Early Tenure Decision Policy
E.
Faculty Mentoring Policy
1. Assignment
2. Communication
3. Changing Mentors
F.
Visitations
1. In-Class Visitation Guidelines
2. Theatre Production Visitation
Guidelines
G.
Office Hours Policy
H.
Teaching Load Policy
J.
Field Trip Policy
J.
Budgets
1. Department Budget
2. Campus Instructional Budget
3. Theatre Budgets
4. Professional Meetings
I. INTRODUCTION
A.
Overview
1.
UW Colleges
The University Of Wisconsin Colleges (previously known as the
UW Centers) is a single institution with thirteen (13) two year
(freshman/sophomore) campuses located throughout the state:
UW Baraboo/Sauk County (Baraboo)
UW Barron County
(Rice
Lake)
UW Fond-du-Lac (Fond du Lac)
UW Fox Valley (Menasha)
UW Manitowoc (Manitowoc)
UW Marathon County (Wausau)
UW Marinette (Marinette)
UW Marshfield/Wood County
(Marshfield)
UW Richland (Richland Center)
UW Rock County
(Janesville)
UW Sheboygan (Sheboygan)
UW Washington County (West
Bend)
UW Waukesha (Waukesha)
We are a part of the entire University of Wisconsin System
that also includes 11 four year comprehensive institutions granting bachelors
and masters degrees, two doctoral institutions (Milwaukee and Madison), and the
UW Extension.
Beginning in 2006, a single chancellor (David Wilson) leads
both the thirteen Colleges and UW Extension; with an office in Madison, Dr. Wilson is
responsible to UW System President (Kevin Reilly). In addition, each campus has a Dean who
serves as the chief executive officer for that location. The Colleges range in size from
Richland and Marinette with approximately 400
students to Waukesha with a student body of approximately
1700.
The primary mission of the UW Colleges is teaching - and the
preparation of students to transfer to a four year institution in order to
complete their undergraduate degrees.
The 13 Colleges are all integral parts of the communities that they
serve; unlike their larger four year counterparts, the physical facilities of
all Colleges were built by and are owned and maintained by the local
municipalities and/or counties in which they are located.
The roots of the two year campuses extend to the
establishment of off-campus classes and the creation of the UW-Extension in
1907. In 1946, the UW Regents
developed a policy for local communities to provide buildings for the exclusive
use by the then UW-Centers. These
early campuses were part of the former University of Wisconsin - Madison campus. Later, other UW Centers were added by
institutions of the former Wisconsin State University System. The merger of the University of Wisconsin and the State University System in 1972
resulted in the University of
Wisconsin System and united the two
year centers under the name of the University of Wisconsin
Center System.
In 1983, the name of the institution became the University Of Wisconsin
Centers; the latest name change, to the University of Wisconsin Colleges,
occurred in 1997.
2.
Dept. Of Communication & Theatre Arts
In the UW Colleges, the term "Communication Arts" serves as
an "umbrella" to include the disciplines of rhetoric, interpersonal, and
organizational communication; and mass communication (journalism,
radio/television, and film). The
word “Theatre” was incorporated into the name of the department in June,
1998. Because of the limited number
of faculty on each campus, all tenured/tenure track department members are
expected to teach in a variety of these areas.
Members of the Communication & Theatre Arts Department
(CTA) are located at each of the 13 Colleges throughout the State. As the number of full time department
members per campus varies with a number of campuses only having one or two
members, interaction with statewide colleagues is important for professional
growth and idea exchange.
B.
Purposes
The purposes of this Department shall be to . . .
1.
Maintain standards in the discipline as regarding curriculum and teaching
personnel.
2.
Develop and maintain an appropriate curriculum in the discipline.
3.
Advise the Senate and UW Colleges Collegia on curriculum.
4.
Search and screen all candidates for teaching appointments in the
Communication & Theatre Arts Department.
5.
Evaluate all department members in alternate years, as mandated by the
UW-Colleges.
6.
Approve all teaching assignments, appointments, renewals and
promotions.
7.
Encourage and support the professional development of the members of the
department.
II. DEPARTMENT
STRUCTURE
A.
Membership
1.
Eligibility
All persons, whether tenured,
tenure-track, or instructional academic staff who are teaching a credit course
in the Communication & Theatre Arts Department shall be considered members
of the department.
2.
Voting membership
a.
All tenured faculty, tenure-track faculty ad instructional academic staff
with appointments of at least 40% may be granted voting status in the
department. A person’s voting
rights will continue from year to year so long as the appointment is 40% or
more.
b.
Other individuals, after being proposed and recommended by the Executive
Committee may, with previous notice, be granted membership in the department by
a majority vote of the members.
3.
Responsibilities
All tenured/tenure-track faculty
are expected to attend these meetings.
Lecturers with appointments of at least 50% are also encouraged to
participate and are given voting status if they choose to
attend.
4.
Meetings
Department meetings are held
twice each year - at the beginning of the academic year and in the
spring. The fall meeting is
usually limited to business, while the spring meeting usually includes an
overnight stay and focuses on some area of professional development. A simple
majority of the tenured and tenure-track members must be present in order to
conduct business
5.
Voting procedures
The Department of Communication
and Theatre Arts operates under Robert’s Rules of Order.
B.
Department Chair
1.
Election
Every three years, a Department
Chair will be elected at the Fall Meeting nine months prior to the date s/he
assumes the office. A simple majority vote shall be required for election and
the current Chair will present the election results for the position of Chair
to the Chancellor who is responsible for appointing the Chair.
2. Term
The department chair will ordinarily serve a three year term June 1st
through May 31. There are no term limits.
3.
Duties and responsibilities
a.
The chair serves a non-voting member of the Executive Committee.
b.
The chair shall be the spokesperson for the department particularly to
the Chancellor and his/her staff and the campus Deans.
c.
The Chair shall be responsible for keeping department records, for
calling department and Executive Committee meetings.
d.
Other duties as delegated by the Chancellor or the department.
C.
Department Chair-Elect
1.
Election
Every year except for those
years in which a chair is elected, a Vice-Chair will be elected for a term
that begins June 1. A simple majority vote is required for election.
2.
Term
The vice-chair will serve a one
year term. There are no term limits. The incoming chair shall ordinarily serve
as vice-chair the year prior to their assuming office.
3.
Duties and responsibilities
a.
The Vice-Chair shall assist as needed the duties of the Chair.
b.
The Vice-Chair shall be responsible for recording and distributing the
minutes of all departmental and Executive Committee meetings.
D.
Standing Committee
1.
Executive Committee
a.
Membership
The Executive Committee consists
of tenured members of the department including the Chair (non-voting),
Vice-Chair, and four tenured members at large.
b.
Term
The four members at large are
elected in the fall to fill one year terms.
c.
Duties and Responsibilities:
1)
Screening all candidates for full-time teaching positions in the
department.
2)
Evaluating all tenured and tenure-track department members for merit
recommendations.
3)
Evaluating department members for retention, tenure, and promotion.
4)
Determining the qualifications of department members to teach specific
courses.
5)
Evaluating academic staff for retention.
6)
Acting for the department when a meeting of the whole isn't possible.
2.
Curriculum Committee
a.
Membership
The Curriculum Committee shall
consist of five members. Elections for the Curriculum Committee shall be held
at the Fall Meeting. All members of the Department are eligible for nomination
to the committee.
b.
Term
Terms will be for three years,
with individuals’ terms staggered. Individuals replacing a member in midterm
shall complete the term of that member.
c.
Duties and responsibilities:
1)
Recommending new courses.
2)
Recommending revision of current courses.
3)
Recommending revisions of catalogue descriptions of courses.
4)
Responding to directives and inquiries from the Senate or individual
campus committees on curriculum matters.
3.
Appeal & Grievance Committee
a.
Membership
The Appeal and Grievance
Committee shall consist of three department members and one alternate, none of
whom is also a member of the Executive Committee. All members of the committee shall be
tenured members of the department.
No two committee members shall be from the same campus.
b.
Term
The term of office for each member
shall be one year and elections shall be held at the Fall Meeting of the
department each year.
c.
Duties and responsibilities
The Committee shall be the
departmental agency for the adjudication of any grievance alleged by a member
of this department concerning actions taken incident to the management of its
affairs as outlined in the Department’s Purpose (provided in I.1B)
above.
d.
Procedures and guidelines
1)
An appeal is the written challenge of a decision made by this
department.
2)
Grievance is defined as any problem involving a member of the department
who submits a written allegation of unfair treatment or dissatisfaction with
aspects of his/her working conditions within the department.
i.
Method
The department member shall
submit in writing any grievance for discussion with the department Chair
within twenty working days from the date when the grievant knew of the
problem.
The written report should give the basis for the grievance,
stating what happened, the justification for the grievance, citing, as far as
possible, the relevant regulations and policies and similar source
documents. The Chair will discuss
the grievance with the department member within five working days of receipt
of the grievance and then provide him/her with a written decision on the
grievance within five working days of the discussion.
ii.
Review
If a department member is
dissatisfied with this decision, he/she may appeal the written decision on the
grievance to the Department Appeal and Grievance Committee in writing within
five working days of receipt of the chair's decision. The Department Appeal and Grievance
Committee shall then follow the standardized grievance procedures as outlined
in UW Colleges Senate Policy with respect to time-lines and content
requirements.
4.
Professional Development Committee
a.
Membership
The Professional Development
Committee shall consist of three members Elections for the Professional
Development Committee shall be held at the Fall Meeting. All members of the
Department are eligible for nomination to the committee.
b. Term
Terms will be for two years,
staggered in order to ensure that there is always continuity on the committee.
c.
Duties and Responsibilities
This committee will solicit
proposals for professional development funding from the Department monies
designated for faculty and IAS activity. Members of the committee will decide
how these funds should be distributed to those making
application.
d.
Procedures and Guidelines
1)
One half of professional development funds are encumbered for covering
the costs associated with the seminar portion (including overnight stay) of the
Spring Meeting.
2)
The other half of these funds are allocated to department members who
respond to a call for proposals put out by the committee during the Spring
Semester. Such proposals can request reimbursement for investments already made
in professional development activities or to cover anticipated costs. The
committee will determine how to award funds, but will remain mindful of the need
to give particular support to the needs of probationary faculty.
5.
Merit Committee
a.
Membership
The merit committee will consist
of the executive committee along with two probationary faculty with at a
minimum of three years on the tenure track. Elections for the probationary
faculty members on this committee will take place at the Fall meeting of the
Department.
b.
Terms
Terms will be for two years.
c.
Duties and Responsibilities
The merit committee is
responsible for determining department merit rankings during those years
(every other) when the department assumes the task of making merit
decisions.
d.
Procedures and Guidelines
The merit committee will conform
with the procedures and guidelines stipulated in III,C.
E.
Ad hoc Committees
1.
Spring Seminar Committee
a.
Membership
The Spring Seminar Committee
shall consist of at least three individuals who have either volunteered or
been appointed by the Chair at the Spring Meeting each year. Any member of the
Department is eligible to serve on this committee.
b.
Term
The term of office will be for one
year.
c.
Duties and Responsibilities
1)
Researching and identifying current topics of interest and concern in the
various areas of Communication & Theatre Arts.
2)
Presenting these issues and concerns to the members of the department at
the Fall Meeting as possible subjects for the Spring Seminar.
3)
Planning a seminar around the subject or subjects selected by the
department members following the constraints of time, location, and budget as
determined by the administration.
2.
Other Committees
Ad hoc committees may be appointed
by the Dept. Chair as needed.
III. PERSONNEL PROCEDURES &
POLICIES
A.
Faculty
1.
Tenure Track Appointments
a.
Procedures
The Chair will work with
members of the Executive Committee and other members of the department with
relevant background to screen candidates and forward to the chair of the
Appointments Committee on the campus or campuses involved the names and
files of those candidates they would like to have considered for interviews.
The Chair or his/her designee will take part in all interviews and advise
the campus on which candidates s/he finds
acceptable.
b.
Criteria for Initial Appointments
In keeping with the UW Colleges
as a whole, unless a candidate has remarkable professional and academic
experience, a terminal degree (Ph.D or MFA) is required of all tenure track
faculty.
2.
Pre-Tenure Reviews
a.
Retention Reviews
Tenure-track faculty are given
probationary appointments. These
individuals are reviewed according to the schedule set forth in Senate Policy 501.
i.
Procedures
Whenever a personnel action for a
probationary or tenured faculty member is pending, the Chair shall take the
following actions:
1)
Inform the faculty member of the materials and information the Executive
Committee needs and the date by which they must be received.
2)
At least 20 days prior to the time a personnel action is to be
considered, make contact with the faculty member to inform him/her of the
following:
* The date,
time, and place of the Executive Committee meeting.
* The right to
review the documents the committee will consider.
*The right to
respond to student evaluations.
*The right to
present information at the meeting.
3)
The faculty member should submit the following materials to each member
of the Executive committee by the deadline communicated to them by the
chair:
*Faculty
Activity Report for the year in question
*Previous retention letters from
Department, Campus Committee,
and Dean
*Examples of course materials
including syllabi, handouts, and
examinations
*Documentation
of professional service and activities
*Reviews of
productions and other activities
*Photographs and/or DVD or video
footage of the past year’s
theatre productions (In the interest
economy, the director has the
option of sending photos/video/dvd only
to the chair who can
circulate them with other members of the
committee).
*Anything else
they would like the committee to consider.
ii.
Criteria
In keeping with Senate Policy,
retention decisions will be based on performance in the areas of teaching,
service, and professional development.
Evidence of Professional Growth:
The years
leading up to the tenure decision provide an opportunity for the faculty member
to chart a course of development that will ensure that the individual remains
current in the areas in which s/he teaches and works. This development should
enable meaningful contributions to the relevant profession, and will--when
appropriate—address any deficiencies identified either through peer review or
student evaluations. While there are many opportunities for continued growth as
a scholar and/or artist and/or producer, involvement with other professionals
beyond the UW Colleges (i.e. in state, regional, national, and international
arenas) is central to the definition of professional development. Fostering
one’s intellectual and artistic growth is seen as fundamental to serving the
college classroom and performance venues.
Some of the
activities a faculty member might list as professional development include:
• Completion
of coursework relevant to professional growth.
• Presentations at state, regional
or national meetings of recognized
professional associations.
• Production work that represents
significant growth beyond those
productions done in conjunction
with department credit bearing courses.
•
Participation in workshops relevant to professional growth.
•
Publication
• Research
relevant to professional growth.
•Other work in the field for which
one is paid, work in the field that has
been subject to the review of peers, or work in the field that
is done with
or through professional theatres and
other organizations.
Our department
boasts a faculty remarkably diverse in terms of training—with representation
from MFA and PhD programs alike; further, some department members are
accomplished scholars of rhetorical theory and others concentrate more
exclusively on working as theatre artists. Such diversity enriches our
interaction with one another and offers tremendous benefits to the institution;
but it also translates into a wide range of professional development
possibilities. In keeping with the priority the UW Colleges give to teaching,
the department supports efforts in the scholarship of teaching and learning. The
faculty member must be able to articulate the relevance a particular activity to
an overall record of professional development --as is true with the presentation
of all materials submitted for the purposes retention, promotion, tenure, and
merit.
b.
Third year pre-tenure review
i.
Procedure
A comprehensive
progress-toward-tenure review shall occur during the third year of a faculty
member's probationary appointment. The third year evaluation of the
individual's strengths and deficiencies should duplicate as closely as
possible that of a tenure review. If deficiencies exist, the Executive
Committee shall provide specific suggestions for improvements to the
probationary faculty member.
ii.
Materials Required
The faculty member must submit
materials following the tenure dossier format as mandated by Senate FPP
501.01. Theatre people are expected to provide a DVD featuring scenes from
production work along with photographs, reviews, etc… The dossier of all
faculty members should include copies of all retention and merit letters to
date.
iii.
Criteria
Third year faculty members
should be able to document not only solid performance in each of the relevant
areas, but assemble materials and offer narrative supporting a trajectory
towards tenure over the first three years as well as a clear articulation of
plans for continued growth in the years remaining on the tenure track.
3.
Tenure & Promotion to Associate Professor
a.
Procedure
The Department of Communication
and Theatre Arts acts in accordance with Senate Policy FPP 501 as well as all
UWS and other regulations relevant to granting tenure and promotion to its
faculty members. In compliance with the Wisconsin Open Meeting Law, the
meeting itself may be closed to the public, except that the candidate shall
have the opportunity to request that the portion of the meeting in which his
or her candidacy is considered is to be an open meeting. If such a request is
made, that portion of the meeting shall be an open session, and the procedures
for informing the public of the date, time, place and subject matter of that
portion of the meeting must be followed.
b.
Materials Required
The faculty member must submit
materials following the tenure dossier format as mandated by 501.01; theatre
faculty should once again provide a DVD with a compilation of scenes and
photographs from shows relevant to the probationary period. assessment
narrative. The chair assumes responsibility for acquiring and compiling
evaluations by former students; s/he will make that compilation available to
the faculty member no more than 60 days prior to the date the dossier is to be
submitted.
c.
Criteria
The decision to grant an
individual tenure is among the most important functions of the Executive
Committee representing the Department. It is incumbent upon the faculty member
to demonstrate a record of professional achievement in teaching, development,
and service. Special attention will be given to the candidate’s record in
terms of addressing any perceived weaknesses in performance while continuing
to build steadily upon strengths. For promotion to the rank of Associate
Professor the faculty member must meet all criteria for tenure while also
proving sustained excellence in teaching, professional development and service
alike.
d.
Policy on Early Tenure Consideration
In accordance with Senate policy
FPP #501, only the department can determine that a faculty member should be
considered for tenure prior to the sixth year of probation. Such decisions are
made in rare cases where a probationer has clearly exceeded normal
expectations in areas relevant to the annual progress review. Nominations for
early tenure are most appropriately put forth by tenured faculty members of
the department or campus
4.
Promotion to Professor
a.
Procedure
In keeping with Senate Policy
FPP #501, a faculty member seeking promotion to Full Professor must be
nominated or submit a self-nomination no later than May 1st of the year prior
to the academic year in which the executive committee will consider said
promotion. Before October 1st of the year in which the promotion will be
considered, the department Chair will consult with the campus promotion
committee to ensure that both parties agree to process the promotion. Required
materials must be submitted to the Chair by January 4th.
b.
Materials Required
In keeping with Senate Policy,
the candidate will submit a dossier documenting teaching, professional
development, and service activities in the period since s/he was last promoted
(to Associate Professor). The
candidate for promotion shall have at least one class (and/or production)
visitation by a tenured member of the department prior to November
30.
c.
Criteria
According to Senate Policy, an
individual aspiring to the level of full Professor must demonstrate “Sustained
effectiveness in teaching, as described in the criteria for tenure” as well as
“Continued professional growth since promotion to Associate Professor with
evidence of a strong record of publication or research or other professional
contributions recognized by one's professional peers external to the UW
Colleges” and, finally, “Outstanding achievement” in one or both of the
following:
1) Effective leadership within the
campus and department or at a Colleges wide or
system level or
2) Extensive public service within
the community in areas related to his/her
academic expertise or
professional competence. This could
include courses
and other professional
community service activities provided through
Continuing Education
Extension.
Additionally, a terminal degree in
the discipline is expected for promotion to Full professor—a requirement that
can be waived at the discretion of the department in cases where there has been
“outstanding professional development.”
5.
Post-tenure review
a.
Procedures
As required by a Board of
Regents policy, all tenured faculty will be reviewed every five years. The
faculty member will submit both the file and the self-assessment/development
plan to the Department Chair and the campus dean by September 15th. By October
15th, the department chair, in consultation with the dean and the faculty
member, shall schedule a review and development conference. During the conference, the
participants will review and discuss possibilities for development. This discussion shall focus on
development that is appropriate for the individual faculty member. The missions of the institution, the
department and the campus will provide the framework within which the
development plans take place. Within 60 days after the conference, the
department chair, in consultation with the dean, shall provide a summary of
the review and development session.
Copies shall be placed in the faculty member's five-year file, the
campus personnel file, the department personnel file and, following review by
the vice chancellor, in the permanent file in the vice chancellor's office. By
April 15th, all review and development conferences for that academic year are
to be completed.
b.
Materials
In keeping with Senate Policy
506, the faculty member will compile and submit his/her Faculty Activity
Reports and merit review letters during the most recent five year period. In
addition, the faculty member is responsible for writing a brief narrative
assessing the period under review and articulating plans for development
during the next five year period.
c.
Criteria
Post tenure review and development is not
a re-tenuring process but rather a review of performance; it also provides the
opportunity to plan for developmental activities and to identify strategies by
which these activities may be implemented.
6.
Promotion to Emeritus Status
a.
Procedure
Nominations or self nominations for emeritus status upon
retiring should be made to the chair prior to the Fall meeting after the
faculty member’s final semester. The chair will present the nomination to the
department membership for a vote; simple majority is required for granting
Emeritus status
b.
Criteria
In keeping with Senate Policy (#507) a
faculty member must have at least 10 years of service in the University of
Wisconsin Colleges and hold the rank of Associate Professor or Professor.
B.
Instructional Academic Staff
1.
Limited-term appointments
a.
Procedure
Campus Associate Deans, working with
Department Reps and the Dean’s Office of the campus, assume primary
responsibility for identifying needs and conducting searches for Instructional
Academic Staff. All applicants, however, are subject to the approval of the
Chair or Vice Chair of the Department of Communication and Theatre Arts. When hiring a staff member to teach
one or two courses, the department is typically represented by the Campus
Faculty Representative; however, for appointments approaching or considered
full-time (80%), the Chair or a member of the Executive Committee may elect to
take part in the interview -- either in person or via compressed video.
b. Criteria
Ideally, a candidate for an
IAS appointment will have a least a Master’s Degree from an established
graduate program. Professional experience along with the Bachelor’s degree
will be considered adequate in select cases—particularly print journalism,
radio and television.
Typically, individuals with a
Masters or with a Bachelors and extensive work/teaching experience will
usually be hired at the level of Associate Lecturer; those with a Masters
and extensive work/teaching experience and those who are ABD will be hired
at the Lecturer level while those with terminal degrees and experience will
be hired at the Senior Lecturer title.
2.
Retention reviews
a.
Procedures
The chair works with the
campus parties and executive committee to monitor performance of IAS
faculty members. When an IAS member is found to be unsatisfactory, the
chair will consult with campus Associate Dean about the stipulations –if
any—for continued employment
b. Criteria
Data and comments from
student evaluations, course visitation reports, and activity reports
will be the primary materials considered by executive committee members;
the IAS member should also provide supporting documentation in the form
of course materials and other relevant information particularly at the
request of those conducting the review.
3. Promotion to Lecturer or Senior
Lecturer
a. Procedures
Senate Policy IPP #322.
outlines the procedures applicable to IAS promotion; Senate IPP #323
addresses IAS titles. The chair and the campus dean confer about
promotions, review materials, and make recommendations to the Office
of Academic Affairs where the final decision will be made about the
promotion.
b. Criteria
A staff member should
be able to provide evidence of continued growth and excellence in
the classroom. Earning a higher degree or taking part in significant
development training will also be grounds for considering promotion.
C. Merit Process
1. Procedures
All tenured and tenure track
faculty and teaching academic staff (lecturers) will be evaluated
each year for their teaching, professional development, and
university and discipline-related community service. This evaluation will be
conducted every other year by the Department Merit Committee and in
alternate years by the appropriate committee at individual
Colleges. Each
evaluation will cover the previous two years of activity. During
those years that the Department conducts the Merit Review, the
Department chair will provide members with a blank copy of the
Activity Report form—typically as an email attachment along with a
reminder of the due date (on or before January 4)—as well as a list
of the names of those serving on the Merit Committee, and
identification of which individuals will serve as the two reporters
for each faculty member. Tenure track and tenured faculty members
will be responsible by getting their current and past year activity
reports to each member of the Merit Committee—preferably via email
as an attachment to a message. Instructional Academic Staff Members
should provide only the Chair and Vice-Chair with their Activity
Report Forms. It is strongly suggested that all new department
members review their Activity Report Forms with the mentor prior to
submitting it for review by the Department Executive Committee or
the local campus committee. The chair will identify two “reporters”
for every faculty member; tenured members of the Department should
provide these two reporters with supporting documents such as
syllabi, course materials, papers published, etc.) that will
demonstrate
achievements in the evaluative areas of teaching
effectiveness, professional development, university service, and
public service. Directors of theatre may wish to create a videotape
of production clips and to include production photos. Given that
each member of the committee will review the materials submitted by
all probationary faculty members, probationary faculty member will
only need to provide supporting materials to non-executive committee
members who have been assigned as their reporters.
The Merit Committee
typically meets during Winter Break or, in rare instances, early in
the Spring semester to review materials and make merit
determinations. IAS Merit will be considered and assignments made by
the Chair and Vice Chair who will report their decisions to the
other members of the Executive Committee. The chair will inform
faculty members of their merit ratings in a letter that will also
detail the impressions shared by the Merit committee when
determining the ranking.
2. Criteria used for Merit
Evaluation
In keeping with Senate
Policy, the committee will consider Teaching, Professional
Development, and Service. Also in keeping with this policy and the
goals of the UW Colleges and the Department of Communication and
Theatre Arts, teaching is to be weighted most heavily. In order to
ensure an emphasis on teaching, the UW Colleges Department of
Communication and Theatre Arts adopted the following policy in the
Spring of 2003:
In
the Communication and Theatre Arts Department merit deliberation
process, demonstrated innovation in teaching will be the primary
determinant for at least one of our department’s upper merit category
placements. It is also
assumed that the candidates will perform meritoriously in at least two
of the other merit categories.
