DepartmentofAnthropologyandSociology
UniversityofSouthernMississippi
PROMOTION AND TENURE POLICIES
Draft March 2017
Thisdocumentdefinesthepromotionandtenurepoliciesfor theDepartmentof AnthropologyandSociology.Itdoes notsupersedethebroadstandardsfor promotionandtenure outlinedintheFacultyHandbook butratherprovidesadditionaldetailon thespecificexpectations andprocedureswithinthisunit.Facultymembersshouldconsulttheuniversity’sFaculty Handbook for informationon theauthorityof theBoardof Trustees,eligibilityrequirements, preparationof dossiers, andothergeneralpolicies.TheofficialHandbook isavailablethroughthe Officeof theProvost’s website.
TheDepartmentof AnthropologyandSociologyisamultidisciplinarydepartment.The demandsplacedon facultymembersinthisdepartmentarevaried,dependingon theirdiscipline, theprogramsoffered,andindividualinterests.Thedepartmentcommitsconsiderableresources towards teachingatboththeundergraduateandgraduatelevelsandservicetothecollege, university,profession, andcommunity.As partof aresearchuniversity,facultymembersarealso activelyengagedinresearchwithintheirdisciplines.Facultymembersmustbalancethe
teaching,research,andserviceobligationsof theirrole.Individualfacultymembershavesome
flexibilityintermsof therelativeweightof eachof theseareas,dependingupon theneedsof theirprogramandthedepartmentas awhole.PromotionandTenurepoliciesoutlinedherethus identifyrangesof expectations,anditistheresponsibilityof eachfacultymembertodiscuss his or heractivitiesanddemonstratehow arecordthatis“low”inonearea’srangeis“high”in anotherinaway sufficienttomerittheawardof tenureor promotion.
I. PROMOTION (Tenure track positions)
Promotioninacademicrank requires thedemonstrationofconsistentand considerable meritduringthetimeinthecurrentposition.Promotionisnotguaranteedsimplybecause onemeetstheminimalcriteriaoftimeinrank. Promotionis,rather, grantedin recognition ofwork meetingthedepartmentalstandards forsuccessfuladvancement. Evaluationofa candidateforpromotionisa separateprocess thanevaluationfortenure.
ApplicationforpromotiontoAssociateProfessor may occurinthesame academicyearas tenure,or promotionmay occura yearprior totenureinexceptionalcases (see
discussion,below).
A.PROMOTION FROM INSTRUCTOR TO ASSISTANT PROFESSOR
RegularInstructorsarenoteligiblefor promotiontoAssistantProfessor. The exceptioniswhen anindividualwho ishiredtobeanAssistantProfessor does not completethePh.D. priorbeginningthejobandisthushiredtemporarilyas an Instructor(withcorrespondinglowerpay)untilallrequirementsarecompleted.In
such acase,thefacultymemberinquestionshouldrefertohisor herletterof offer for thespecificsregardingthetimelimitfor completionof thedegree.
B.PROMOTION FROM ASSISTANT PROFESSOR TO ASSOCIATE PROFESSOR
Afterfiveyearsinrankas anAssistantProfessor, facultymembersareexpectedto applyfor promotion.Facultymemberswishingtobeconsideredfor promotionwill submitadossier, preparedinaccordancewiththeguidelinesintheFaculty Handbook, earlyinthefallsemesterof theirsixthyearintheprogram. In someexceptionalcases,faculty membersmayapplyfor promotionatthestartof theirfifthyear.In such cases,the facultymembermustdemonstratethatheor she has alreadyexceededallcriteria for promotion,althoughsuch accomplishmentisnota guaranteeof promotion. Facultymembersshouldconsultwiththedepartmentchairandthepersonnel committeeregardingthetimelinefor applyingfor promotion,thedetailsof the applicationprocess, andthedatematerialsaredue.
Dossiers willbeevaluatedas holisticallyas possiblewithaneyetowards how the person’s body of work, as awhole,contributestothemissionsof thedepartment, thecollege,andtheuniversity.Theresearch,teaching,andserviceactivitiesof the facultymemberwillbereviewed,alongwithhisor hereffectivenessin interpersonalrelationships.Althoughminimalstandardsexistinallareas,faculty
membersneedtodemonstrateparticularstrengthineitherteachingor researchtobe awardedpromotiontoAssociateProfessor. Meetingminimumexpectationsinall areaswillnotmeritpromotion.If acandidatehas arecordof minimallyacceptable teaching,thenheor she shouldbeattheupper-endof therangeof research productivity.Similarly,ifacandidate’sresearchproductivityisatthelowerendof thescale,thenheor she willneedtodemonstrateexceptionalteaching.Itisup to eachcandidatetocontextualizeandexplainthis in hisor herdossier.
1.Research Expectations
TomeritpromotionfromAssistanttoAssociateProfessor, afacultymembermust demonstrateaclearpatternof ongoingscholarlyactivitywhileattheUniversityof SouthernMississippi. Thisresearchmustincludethedevelopmentof post- dissertationawork andclearfutureplansfor on-goingscholarlyactivity.Some
flexibilityexistsregardingtheproductof thisactivity,butallsuccessfulcandidates for promotionmustmeettheminimaldepartmentalrequirementfor publicationsthat haveundergoneaprofessional,peer-reviewedprocess. Facultymembersmusthave
1) atleast3-5 articlespublishedinscholarlyjournalsor 2) amonographpublished withareputableacademicpress (non-academicpresses willbeconsideredon acase-
a“Post-dissertation”referstowork thatiseitheranew projector asubstantialre-examinationof datacollectedduringthedissertationprocess.
by-casebasis). Book chapters in peer-reviewed edited volumes published with a reputable academic press will also be accepted as the equivalent of a scholarly article if the faculty member has at least two articles published in scholarly journals. Publicationsmustbeeitherinprint, available on-line,or inpageproofs tobe consideredas “published”by thecommittee.Althoughnotallpublicationsmustbe sole-authored,thepromotioncommitteemustbeabletoevaluatethecandidate’s individualscholarship.Becausewe areaninterdisciplinarydepartment(and,if successful,thecandidate’sdossier willbeadditionallyreviewedby othersacross campus),eachcandidateshouldexplainthequalityandrigorof thepublication outletsfor hisor herworkand should understand that the quantity of the work will be compared to the quality of the work.
In additiontotheserequirements,facultymembersshoulddemonstrateotherforms of participationintheirdisciplines,for exampleintheformof conference presentations,encyclopediaentries,or publishedabstracts.
2.Teaching Expectations
Thetenure-trackfacultymembersintheDepartmentof AnthropologyandSociology teachastandardloadof threecourses persemester.Theanthropologyfacultyteacha mixtureof undergraduateandgraduatecourses andareexpectedtowork individually withgraduatestudentson thesis/projectresearch.Somegraduatestudentsserveas teachingassistantstosupport facultymembers.Thesociologyfacultyteachprimarily undergraduatecourses anddo nothaveanyteachingassistantsupport. Theyalso serve less frequentlyon graduatecommittees.Becauseof thedifferentexpectations placedon facultyinthetwo programs,facultymembershavevariedobligations relatedtoteachingandtheconnectionbetweenteachingandresearch.
Effectiveteachingisanexpectationwithinthedepartment,andfacultymust demonstratesuch teachinginordertoachievepromotioninrank.Candidatesfor promotioncandemonstratethiseffectivenessindiverseways. For allfaculty members,thefollowingmaterialsmustbeincluded:
a) Annualevaluationof teachingscores andcomments
b) Examplesof syllabiandassignments
c) Studentevaluations
In additiontothesematerials,commonlyaccepteddatasourcesmayinclude,butare notlimitedto:
d)Peerevaluationof classes
e)Classroomvisitationby theDepartmentChair
f)New courses or coursematerialsdevelopedby thecandidate
g)Participationinworkshops or trainingrelatedtoteaching
h)Examplesof studentpapers,graduatestudenttheses,or otherwork
i)Lettersof support fromgraduatestudents
j)Studentandalumniachievement
3. Service Expectations
Serviceisaroutinepartof theroleof afacultymember.Facultyareobligatedtoattend all regularfacultymeetings,participateintenureandpromotiondecisionson whichthey areeligibletovote,advisestudents(bothgraduateandundergraduateinthecaseof anthropology),andparticipateinaddressingdepartmentalneedsandobligations identified by thechair.In additiontotheseroutineobligations,facultymembersarealso expectedtoengageinservicetothecollege,university,profession, and/orcommunity. Thisserviceshouldberelatedtotheirareasof expertisewhen notdirectlyservingthe college,university,or profession.
Over thecareerof afacultymember,opportunitiesfor (andqualificationsfor) different forms of servicewillbeavailable.In thefirstfiveyearsas anassistantprofessor, itis expectedthattheserviceof facultymemberswillbeheavilyweightedtowards departmentservicewithsomeadditionalserviceinatleastoneotherarea(e.g.,college committees,university,communityservice).Examplesof possibleserviceactivities includebutarenotlimitedto:
a)Participatingindepartmental,college,or universitycommittees b) Advisingstudentorganization
c)Organizingvisitinglectures
d)Recruitingfor themajorand/orgraduateprogram e)Coordinatingundergraduateprogram
f)Directinggraduateprogram
g)Servingon graduatecommittees(e.g.,M.A.)
h)Interviewing/evaluatingscholarshipcandidates i)Chairingsearchcommittee
j)Reviewingmanuscriptsfor academicjournals
k)Servingon editorialboards of journals l)Editingajournal
m)Servicetoprofessionalorganizations
n)Consultingfor organizationsor groups (pro bono)
o)Presentinginworkshops for areaprofessionals
p)Servingon advisoryboards for communitygroups q)Lecturingincommunitygroups or schools
r)Mentoringhighschoolstudents
Collegiality
In additiontotheabovestandardsregardingteaching,research,andservice,acandidatefor
promotionmustdemonstrateaspiritof collegialityinthework environment.An atmosphereof respectthatsupports facultyaccomplishmentisessentialtoastrong department,andfaculty membersareexpectedtosupport theircolleague’ssuccesses, takeresponsibilityfor theirown actions,andavoidconductthatwould undermineor hamperacolleague’seffortstoconduct research,teacheffectively,or serveour communities.Facultymembersshouldreflectthehighest standardsof academicintegrityandprofessionalismintheirwork. In partthismeansthatfaculty membersareexpectedtocooperatewithdepartmentalandprogrameffortsandshouldavail themselvesof opportunitiestocontributetothesuccess of programanddepartmentinitiatives.We valueamutuallysupportiveandencouragingwork environmentthatallowsallfacultymembers to thrive,andcandidatesfor promotionshouldexhibitthiscollegiality.
C.PROMOTION FROM ASSOCIATE PROFESSOR TO FULL PROFESSOR
Afterfiveyearsinrankas anAssociateProfessor, facultymembersareeligibletoapply for promotiontoFullProfessor. Facultymemberswho meetthisrequirementandwant toapplyfor promotionshouldmeetwiththeDepartmentChairinearlySpringsemester of theyearprecedingthefalltheywish toapply.Facultyareexpectedtobeatleastin theirfifthfullyearof serviceintherankof AssociateProfessor.
At thatinitialmeeting,thecandidateshouldgivetheChairalistof possibleexternal reviewersfor hisor herdossier. Thesereviewersshouldbeexpertsinthespecialtyareaof thecandidatebutnotclosefriendsor otherwisehaveaconflictof interest.Itisthe responsibilityof theDepartmentChairtocontactreviewersfor thedossier of the candidate. TheChairwillcontacttwo peoplefromthelistprovidedby thecandidateand oneadditionalreviewernotsuggested.During thespring termandearlysummer,the candidateshouldprovidetheChairwithanupdatedelectroniccopyof hisor hervita, along withanyothermaterialsrequestedby thereviewers.Thereviewerswillbeaskedto submitaletterof evaluationof thecandidatetotheDepartmentChairby thefirstweekof September.
Thecandidatewillsubmitahardcopydossier, preparedinaccordancewiththeguidelines intheFacultyHandbook, earlyinthefallsemester.Facultymembersshouldconsultwith thedepartmentchairandthepersonnelcommitteeregardingthetimelinefor applyingfor promotion,thedetailsof theapplicationprocess, andthedatematerialsaredue.Dossiers willbeevaluatedas holisticallyas possiblewithaneyetowards how the person’s body of work, as awhole,contributestothemissionsof thedepartment,the college,andtheuniversity.Theresearch,teaching,andserviceactivitiesof thefaculty memberwillbereviewed,alongwithhisor hercollegiality.Lettersof evaluationfrom externalreviewerswillplayasignificantroleinevaluatingtheprominenceand contributionsof thecandidate’swork inthediscipline.
Thepromotionof acandidatetoFullProfessor indicatesthatthefacultymemberhas achieveddemonstrabledistinction,notonlyinhisor herroleatthisuniversitybutalsoin theprofession as awhole.
1.Research Expectations
Tomeritconsiderationfor promotionfromAssociateProfessor toFullProfessor, a faculty membermustdemonstrateconsistentproductivityandaclearresearchfocus. As withpromotionfromAssistanttoAssociate,acandidatefor promotiontoFullmust demonstrateaminimallevelof professional,peer-reviewedpublications publishedsincepromotiontoassociateprofessor,toinclude1) at least3-5 articlesinscholarlyjournalsor
2) abook withareputableacademicpress. Book chapters in peer-reviewed edited volumes published with a reputable academic press will also be accepted as the equivalent of a scholarly article if the faculty member has at least two articles published in scholarly journals. Publicationsmustbeeitherinprint, available on-line,orinpageproofs tobeconsideredby thecommittee.Tobeconsideredfor promotiontoFull Professor, publicationsareexpectedtoreflectaclearlyarticulatedresearchagendaand consistentlyhighqualityof research.Facultymembersarealsoexpectedtobeactive participantsintheirdiscipline,throughregularconferencepresentations,manuscript review,editorialboardservice,and/orothermeans.
2.Teaching Expectations
TheeffectiveteachingrecordthatenabledthecandidatetobepromotedfromAssistant Professor toAssociateProfessor shouldhavecontinuedandfurthermaturedduringthe yearsthecandidateservedas AssociateProfessor. As notedintheabovesectionon promotiontoAssociateProfessor, theDepartmentof AnthropologyandSociologyisa diversedepartment.Thoseinsociologyteachonlyinanundergraduateprogram,butthe anthropologyfacultyteachinbothanundergraduateandgraduateprogram.Itisexpected thatcandidatesfor FullProfessor havedemonstratedleadershipinteachingof graduate students,wherepossible,as wellas qualityteachingattheundergraduatelevel.
Candidatesfor promotiontoFullProfessor candocumenttheirteachingperformancein diverseways. For allfacultymembers,thefollowingmaterialsmustbeincluded:
a)Annualevaluationof teachingscores andcomments
b)Examplesof syllabiandassignments
c)Studentevaluations
In additiontothesematerials,commonlyaccepteddatasourcesmayinclude,butarenot limitedto:
d)Peerevaluationof classes
e)Classroomvisitationby theDepartmentChair
f)New courses or coursematerialsdevelopedby thecandidate
g)Participationinworkshops or trainingrelatedtoteaching
h)Examplesof studentpapers,graduatestudenttheses,or otherwork
i)Lettersof supportfromgraduatestudents
j)Studentandalumniachievement
3.Service Expectations
Allfacultymembersinthedepartmentperformarangeof serviceas aroutinepartof the job.Obligationsexistfor facultytoattendallregularfacultymeetings,participatein tenureandpromotiondecisionson whichtheyareeligibletovote,advisestudents(both graduateandundergraduateinthecaseof anthropology),andparticipateinaddressing departmentalneedsandobligationsidentifiedby thechair.
In additiontotheseroutineobligations,facultymembersarealsoexpectedtoengagein servicetothecollege,university,profession, and/orcommunity.Thisserviceshouldbe relatedtotheirareasof expertisewhen notdirectlyservingthecollege,university,or profession. In thecaseof thosecandidatesfor promotiontoFullProfessor, theservice shouldbebeyondthatnecessarytothedepartmentandcollege.Thesecandidatesshould demonstrateactiveservicetotheuniversityandprofession andideallywillservethe communityas well.Althoughnoteveryone’sareaof expertiseisamenabletobroader communityconnections,manyfacultymemberswillhaveopportunitiestoservenon- academicaudiences.
Thosefacultymemberswho areFullProfessors areexpectedtotakealeadershiprolein theroutineservicetheyperformfor theprogramanddepartment.Thisleadershipcanbe demonstratedthroughmentorshipof juniorfacultymembers,takingtheleadon service tasks, or otherwisethroughtheirconductandcollaborativeattitudecontributingtothe well-beingof theprogram/departmentandthosewho areearlierintheircareers.
Candidatesfor promotiontoFullProfessor shoulddocumenttheirserviceactivities, describingas appropriatetherolestheyhavetakeninthem.Examplesof possibleservice activitiesincludebutarenotlimitedto:
a)Leading/Participating in departmental, college, or university committees
b)Advising student organization
c)Organizing visiting lectures
d)Recruiting for the major and/or graduate program
e)Coordinating undergraduate program
f)Directing graduate program
g)Serving on graduate committees (e.g., M.A.)
h)Interviewing/evaluating scholarship candidates
i) Chairing search committee
j)Reviewing manuscripts for academic journals
k) Serving on editorial boards of journals
l)Editing a journal
m)Service to professional organizations
n)Consulting for organizations or groups (pro bono)
o)Presenting in workshops for area professionals
p)Serving on advisory boards for community groups
q)Lecturing in community groups or schools
r)Mentoring high school students
Collegiality
As notedintheearliersectionon promotiontoAssociateProfessor, theDepartmentof
AnthropologyandSociologyvaluesamutuallysupportiveandencouragingwork environment
thatallowsallfacultymemberstothrive.An atmosphereof respectthatsupports faculty accomplishmentisimportant,andfacultymembersareexpectedtoavoidconductthatwould hamperacolleague’ssuccess. Therefore,inadditiontotheabovestandardsregardingteaching, research,andservice,acandidatefor promotiontoFullProfessor mustdemonstratean outstandingspiritof collegialityinthework environment.Whileallfacultymembersare expectedtocontributetoacollegial,healthydepartment,thosewho areFullProfessors should takealeadershiproleinsettingacollegialtoneandasupportivecultureintheday-to-daylifeof thedepartment.Candidatesfor promotionshoulddemonstrateencouragementof junior colleaguesandotherways inwhichtheyhavehelpedtocreateamutuallysupportiveand encouragingwork environment.
II. TENURE
Academictenureisgrantedtomembersof theacademicstaffof theuniversityatthediscretion
of theBoardof Trustees.Discussion of BoardAuthorityoveracademictenureandthedefinition
of tenurecanbefound intheuniversity’sFacultyHandbook. Theawardingof tenureisa privilege andisnotgrantedsolelyfor timeinservicetotheuniversity.Two typesof tenure proceedingsoccurwithinthedepartmentandthebroaderuniversity:Pre-tenurereview(formerly known as “thirdyearreview”)andtenureawardprocesses. Stipulationsregardingwho may participateinthesetwo deliberationscanbefound intheFacultyHandbook.
A. Pre‐Tenure Review
Pre-tenurereviewsareconductedfor allnon-tenured,tenure-trackfacultyinthedepartmentin the spring termof thethirdyearof employment. Facultymemberswho areup for Pre-TenureReviewshouldsubmitdossiers for considerationtotheChairinJanuary ofthetermof review;itistheresponsibilityof theChairtocommunicatethespecificdatefor submissionof thedossiers tocandidates.
Thedossiers submittedby facultyshouldfollowtheformatof thetenureandpromotiondossiers as describedon thewebsitefor theOfficeof theProvost. In additiontothethreesectionson teaching,research,andservice,candidatesshouldalsoprovidecopiesof theirannualevaluations givenduringtheirfirsttwo yearsinthedepartment.Thethreemainsectionsshouldalsoinclude brief(approximatelytwo page)overviewsof thefacultymember’sactivitiesinthatareaandthe plansfor thenextthreeyears.For example,theresearchsectionshouldbeprefacedwitha narrativeaboutresearchactivitiessincearrivalattheuniversityandindicateplansfor research betweenPre-TenureReviewandapplicationfor tenurethreeyearslater.
Facultymembersup for Pre-TenureReviewareevaluatedspecificallywithaneyetowards what progress theyhavemadeon theresearch,teaching,andservicestandardsestablishedfor tenure andpromotion(seediscussions, aboveandbelow).Thedepartmentrecognizesthatthedossiers aresubmittedwithonly2.5 yearsas afacultymemberintheprogram,yearsthatincludeaperiod of adjustmenttothenew roleas aprofessor. TheyearsbetweenPre-TenureReviewandTenure applicationareexpectedtobemoreproductive(intermsof publicationsinparticular)thanthe yearsbetweenarrivalandPre-TenureReview.Thatsaid,facultymembersareexpectedby their thirdyearattheuniversitytodemonstratethattheyareon therightpathtowards aproductive researchagenda,thattheyaredevelopingsolidteachingskills,andthattheyareengagingin service.In addition,facultymembersshoulddemonstratecollegialityintheireverydaywork
liveswithinthedepartment.
Pre-TenureReviewisdesignedtoidentifystrengthsregardingthefacultymember’sfirstfew yearsinteaching,service,andresearchandtopointtoareasfor developmentbetweenthethird andsixthyears.Theoutcomeof aPre-TenureReviewshouldbeaclearunderstandingon thepart of thedepartmentandthefacultymemberregardingwhatison trackfortenureandwhatareas needtobestrengthened.If acandidateisdeterminedby thevariousdeliberativebodiestohave madeirreversiblyunsatisfactoryprogress towards tenureinteaching,research,and/orservice,or thefacultymemberseverelyviolatesstandardsof collegiality,heor she willbegivenaterminal contractfor thefourthyearof employment.
B. Tenure
TheDepartmentof AnthropologyandSociologyrecognizesacademictenureas anawardthat differsfrompromotioninthatitisarecognitionnotjustof afacultymember’scurrentrecordof excellenceinteaching,research,andservicebutalso,basedon serious evaluation,the expectationthatsuch excellencewillcontinuetomakeapositivecontributiontothegoalsand missionof thedepartmentanduniversityfor theforeseeablefuture.Therefore,tenureisaprivilege,notaright,andserves as anindicationthattheevaluativebodiesattheuniversityhave seenpromiseinthecandidateandclearindicationsof atrajectoryof futuresuccessesandquality contributionsinallareasof scholarlylife.
Tobeconsideredfor tenure,facultymembersmusthavecompletedaprobationaryperiodof five tosevenacademicyears,duringwhichtheywereannuallyevaluatedon theirperformancein teaching,research,andservice.Normally,afacultymemberwho wishes toberecommendedfor tenurewillapplyduringtheirsixthyearof full-timeemploymentwiththeuniversity. If recommendedfor tenureby thePresidentandtheBoardof Trustees,thefacultymemberwillbetenuredeffectiveatthestartof theirseventhyearof employment.If not approvedfor tenure,thefacultymemberwillgenerallybegivenaterminalcontractfor their seventhyear.
Considerationfor tenurepriortothesixthyearoccurswhen facultymembersarehiredwithprior employmentthatresultedinyearsof creditgrantedtowards tenure.If thissituationisthecase,
thedetailswillbestipulatedintheletterof offermadeatthetimeof hiring.
Extenuatingcircumstancesmaybeabasis for postponingthetenureconsiderationuntilthe seventhyearof employment.In such cases,aformalpetitionmustbemadetotheDepartment ChairandcollegeDean,andapprovedby theProvost inthespring of thefifthyearof employment.Discussions of process andprocedureregardingawardingof tenurecanbefound in theFacultyHandbook.
III.PROMOTION (Non-tenure-track teaching positions)
Teaching Instructors, Lecturers, and Professors are non-tenure track appointments. Instructors and Lecturers are not required to have a terminal degree in their field of study. Teaching Professors are required to have a terminal degree in their field of study or a closely related discipline.
A. Promotion from Instructor to Lecturer
Afterfiveyearsinrankas anInstructor, facultymembersmay applyfor promotion.Facultymemberswishingtobeconsideredfor promotionwill submitadossier, preparedinaccordancewiththeguidelinesintheFaculty Handbook, earlyinthefallsemesterof theirsixthyearintheprogram. Facultymembersshouldconsultwiththedepartmentchairandthepersonnel committeeregardingthetimelinefor applyingfor promotion,thedetailsof the applicationprocess, andthedatematerialsaredue.
Dossiers willbeevaluatedas holisticallyas possiblewithaneyetowards how the person’s body of work, as awhole,contributestothemissionsof thedepartment, thecollege,andtheuniversity.Theteaching,service, and scholarly engagement activitiesof the facultymemberwillbereviewed,alongwithhisor hereffectivenessin interpersonalrelationships.Althoughminimalstandardsexistinallareas,faculty membersneedtodemonstrateparticularstrengthinteachingtobe awardedpromotiontoLecturer. Meetingminimumexpectationsinall areaswillnotmeritpromotion.
1. Teaching Expectations
Faculty members on the teaching track pathway intheDepartmentof AnthropologyandSociology teachastandardloadof fourcourses persemester.
Excellence in teachingisanexpectationwithinthedepartment,andfacultymust demonstratesuch teachinginordertoachievepromotioninrank.Candidatesfor promotioncandemonstratethiseffectivenessindiverseways. For allfaculty members,thefollowingmaterialsmustbeincluded:
a) Annualevaluationof teachingscores andcomments
b) Examplesof syllabiandassignments
c) Studentevaluations
In additiontothesematerials,commonlyaccepteddatasourcesmayinclude,butare notlimitedto:
d) Peerevaluationof classes
e) Classroomvisitationby theDepartmentChair
f) New courses or coursematerialsdevelopedby thecandidate
g) Participationinworkshops or trainingrelatedtoteaching
h) Examplesof studentpapers,graduatestudenttheses,or otherwork
i) Lettersof support fromgraduatestudents
j) Studentandalumniachievement
2. Service and Scholarly Engagement Expectations
During the years the candidate served as Instructor, the candidate must have demonstrated a clear pattern of excellent and innovative teaching. The candidate’s engagement in notable service activities should also have developed. Scholarly activity is encouraged but not required for instructor positions. Scholarly activity may be considered for promotion to Lecturer.
Serviceisaroutinepartof theroleof afacultymember.Facultyareobligatedtoattendall regularfacultymeetings,advisestudents(bothgraduateandundergraduateinthecaseof anthropology),participate in recruitment efforts, andparticipateinaddressingdepartmentalneedsandobligations identified by thechair.Faculty may also participate in college and university service (as allowed by the faculty handbook guidelines) as well as service to the discipline. Other service activities may include:
a) Service as director of the graduate program
b) Organization of visiting lectures
c) Service as editor of a journal
d) Consultation for organizations or groups (pro bono)
e) Presentation in workshop for area professionals
f) Service on advisory board for community group
For those faculty engaged in scholarly activity, the following types of activities will be considered as evidence of scholarly productivity:
a) Article published in a scholarly journal,
b) Book chapter published in a peer-reviewed volume
c) Data collection/analysis
d) Presentation at a regional or national professional conference
e) Applied research product or report
f) Book review or editorial in scholarly journal
g) Grant proposal submission
h) Service as grant reviewer
i) Article published in a popular media outlet
j) Encyclopedia entry
b) Professional abstract
Additional forms of scholarly engagement may be approved, in consultation with the department chair and personnel committee.
Collegiality
In additiontotheabovestandardsregardingteaching,research,andservice,acandidatefor
promotionmustdemonstrateaspiritof collegialityinthework environment.An atmosphereof respectthatsupports facultyaccomplishmentisessentialtoastrong department,andfaculty membersareexpectedtosupport theircolleague’ssuccesses, takeresponsibilityfor theirown actions,andavoidconductthatwould undermineor hamperacolleague’seffortstoconduct research,teacheffectively,or serveour communities.Facultymembersshouldreflectthehighest standardsof academicintegrityandprofessionalismintheirwork. In partthismeansthatfaculty membersareexpectedtocooperatewithdepartmentalandprogrameffortsandshouldavail themselvesof opportunitiestocontributetothesuccess of programanddepartmentinitiatives.We valueamutuallysupportiveandencouragingwork environmentthatallowsallfacultymembers to thrive,andcandidatesfor promotionshouldexhibitthiscollegiality.
B. Promotion from Lecturer to Senior Lecturer
Afterfiveyearsinrankas Lecturer, facultymembersareeligibletoapply for promotiontoSenior Lecturer. Facultymemberswho meetthisrequirementandwant toapplyfor promotionshouldmeetwiththeDepartmentChairinearlySpringsemester of theyearprecedingthefalltheywish toapply.Facultyareexpectedtobeatleastin theirfifthfullyearof serviceintherankof Lecturer.
Thecandidatewillsubmitahardcopydossier, preparedinaccordancewiththeguidelines intheFacultyHandbook, earlyinthefallsemester.Facultymembersshouldconsultwith thedepartmentchairandthepersonnelcommitteeregardingthetimelinefor applyingfor promotion,thedetailsof theapplicationprocess, andthedatematerialsaredue. Dossiers willbeevaluatedas holisticallyas possiblewithaneyetowards how the person’s body of work, as awhole,contributestothemissionsof thedepartment, thecollege,andtheuniversity.Theteaching,service, and scholarlyengagement activitiesof the facultymemberwillbereviewed,alongwithhisor hereffectivenessin interpersonalrelationships.Althoughminimalstandardsexistinallareas,faculty membersneedtodemonstrateparticularstrengthinteachingtobe awardedpromotionto SeniorLecturer. Meetingminimumexpectationsinall areaswillnotmeritpromotion.
1. TeachingExpectations
Faculty members on the teaching track pathway intheDepartmentof AnthropologyandSociology teachastandardloadof fourcourses persemester.
A continuing record of excellent and innovative teaching isanexpectationwithinthedepartment,andfacultymust demonstratesuch teachinginordertoachievepromotioninrank.TheeffectiveteachingrecordthatenabledthecandidatetobepromotedfromInstructor toLecturer shouldhavecontinuedandfurthermaturedduringthe yearsthecandidateservedas Lecturer. Candidatesfor promotioncandemonstratethiseffectivenessindiverseways. For allfaculty members,thefollowingmaterialsmustbeincluded:
a) Annualevaluationof teachingscores andcomments
b) Examplesof syllabiandassignments
c) Studentevaluations
In additiontothesematerials,commonlyaccepteddatasourcesmayinclude,butare notlimitedto:
d) Peerevaluationof classes
e) Classroomvisitationby theDepartmentChair
f) New courses or coursematerialsdevelopedby thecandidate
g) Participationinworkshops or trainingrelatedtoteaching
h) Examplesof studentpapers,graduatestudenttheses,or otherwork
i) Lettersof support fromgraduatestudents
j) Studentandalumniachievement
2. Service and Scholarly Engagement Expectations
During the years the candidate served as Lecturer, the candidate must have demonstrated a clear pattern of excellent and innovative teaching. The candidate’s engagement in notable service activities should also have continued to develop. Scholarly engagement is encouraged but not required for lecturer positions. Scholarly engagement may be considered for promotion to Senior Lecturer.
Serviceisaroutinepartof theroleof afacultymember.Facultyareobligatedtoattend all regularfacultymeetings,advisestudents(bothgraduateandundergraduateinthecaseof anthropology),participate in recruitment efforts, andparticipateinaddressingdepartmentalneedsandobligations identified by thechair.Faculty may also participate in college and university service (as allowed by the faculty handbook guidelines) as well as service to the discipline. Other service activities may include:
a) Service as director of the graduate program
b) Organization of visiting lectures
c) Service as editor of a journal
d) Consultation for organizations or groups (pro bono)
e) Presentation in workshop for area professionals
f) Service on advisory board for community group
For those faculty engaged in scholarly activity, the following types of activities will be considered as evidence of scholarly productivity:
a) Article published in a scholarly journal,
b) Book chapter published in a peer-reviewed volume
c) Data collection/analysis
d) Presentation at a regional or national professional conference
e) Applied research product or report
f) Book review or editorial in scholarly journal
g) Grant proposal submission
h) Service as grant reviewer
i) Article published in a popular media outlet
j) Encyclopedia entry
b) Professional abstract
Additional forms of scholarly engagement may be approved, in consultation with the department chair and personnel committee.
Collegiality
As notedintheearliersectionon promotiontoLecturer, theDepartmentof
AnthropologyandSociologyvaluesamutuallysupportiveandencouragingwork environmentthatallowsallfacultymemberstothrive.An atmosphereof respectthatsupports faculty accomplishmentisimportant,andfacultymembersareexpectedtoavoidconductthatwould hamperacolleague’ssuccess. Therefore,inadditiontotheabovestandardsregardingteaching, research,andservice,acandidatefor promotiontoSenior Lecturer mustdemonstratean outstandingspiritof collegialityinthework environment.Whileallfacultymembersare expectedtocontributetoacollegial,healthydepartment,thosewho areSenior Lecturers should takealeadershiproleinsettingacollegialtoneandasupportivecultureintheday-to-daylifeof thedepartment.Candidatesfor promotionshoulddemonstrateencouragementof junior colleaguesandotherways inwhichtheyhavehelpedtocreateamutuallysupportiveand encouragingwork environment.
C. Promotion from Assistant Teaching Professor to Associate Teaching Professor
Afterfiveyearsinrankas anAssistant Teaching Professor, facultymembersmay applyfor promotion.Facultymemberswishingtobeconsideredfor promotionwill submitadossier, preparedinaccordancewiththeguidelinesintheFaculty Handbook, earlyinthefallsemesterof theirsixthyearintheprogram. Facultymembersshouldconsultwiththedepartmentchairandthepersonnel committeeregardingthetimelinefor applyingfor promotion,thedetailsof the applicationprocess, andthedatematerialsaredue.
Dossiers willbeevaluatedas holisticallyas possiblewithaneyetowards how the person’s body of work, as awhole,contributestothemissionsof thedepartment, thecollege,andtheuniversity.Theteaching,service, and scholarly engagementactivitiesof the facultymemberwillbereviewed,alongwithhisor hereffectivenessin interpersonalrelationships.Althoughminimalstandardsexistinallareas,faculty membersneedtodemonstrateparticularstrengthinteachingtobe awardedpromotiontoAssociate Teaching Professor. Meetingminimumexpectationsinall areaswillnotmeritpromotion.
1. Teaching Expectations
Faculty members on the teaching track pathway intheDepartmentof AnthropologyandSociology teachastandardloadof fourcourses persemester. Theanthropologyfacultyteacha mixtureof undergraduateandgraduatecourses andareexpectedtowork individually withgraduatestudentson thesis/projectresearch.Somegraduatestudentsserveas teachingassistantstosupport facultymembers.Thesociologyfacultyteachprimarily undergraduatecourses anddo nothaveanyteachingassistantsupport. Theyalso serve less frequentlyon graduatecommittees.Becauseof thedifferentexpectations placedon facultyinthetwo programs,facultymembershavevariedobligations relatedtoteachingandtheconnectionbetweenteaching, service, and scholarly engagement.
Excellent and innovative teachingisanexpectationwithinthedepartment,andfacultymust demonstratesuch teachinginordertoachievepromotioninrank.Candidatesfor promotioncandemonstratethiseffectivenessindiverseways. For allfaculty members,thefollowingmaterialsmustbeincluded:
a) Annualevaluationof teachingscores andcomments
b) Examplesof syllabiandassignments
c) Studentevaluations
In additiontothesematerials,commonlyaccepteddatasourcesmayinclude,butare notlimitedto:
d) Peerevaluationof classes
e) Classroomvisitationby theDepartmentChair
f) New courses or coursematerialsdevelopedby thecandidate
g) Participationinworkshops or trainingrelatedtoteaching
h) Examplesof studentpapers,graduatestudenttheses,or otherwork
i) Lettersof support fromgraduatestudents
j) Studentandalumniachievement
2. Service and Scholarly Engagement Expectations
During the years the candidate served as Assistant Teaching Professor, the candidate must have demonstrated a clear pattern of excellent and innovative teaching. The candidate’s engagement in notable service activities should also have developed. Scholarly engagement is also expected of Assistant Teaching Professor positions and will be considered for promotion to Associate Teaching Professor.
Serviceisaroutinepartof theroleof afacultymember.Facultyareobligatedtoattend all regularfacultymeetings,advisestudents(bothgraduateandundergraduateinthecaseof anthropology),participate in recruitment efforts, andparticipateinaddressingdepartmentalneedsandobligations identified by thechair.Faculty may also participate in college and university service (as allowed by the faculty handbook guidelines) as well as service to the discipline. Other service activities may include:
a) Service as director of the graduate program
b) Organization of visiting lectures
c) Service as editor of a journal
d) Consultation for organizations or groups (pro bono)