Spring 2011 Deadlines
FEO Applications
February
7, 4 pm
Please submit your applications to Mary Watt by this date so that she can prepare the necessary cost-sharing information and cover letter.
March 1, 4 pm
Department Deadline for Summer 2011 CLAS Faculty Travel
March 18, 4 pm
Department Deadline for Submission of Annual Activity Reports
Procedures
Procedure for Curricular Development (PDF)
Information for Faculty and Staff
- Bylaws
- Bylaws Voting
- Mentoring
- Merit Criteria
- Peer Evaluation
- Tenure and Promotion - Faculty
- Tenure and Promotion - Lecturers
- Third Year Review
- Visiting Scholar Courtesy Appointments
Bylaws
Composition
AALL is comprised of faculty working in numerous languages, including: Chinese, Japanese, Vietnamese, Hindi, Arabic, Hebrew, Yoruba, Akan, and Swahili. The department offers a B.A. in East Asian Languages and Literatures, and an I.D.S. B.A. in Middle Eastern Languages and Cultures (Arabic and Hebrew tracks). The department also offers a minor in African Studies, Arabic, Asian Studies, Chinese, Hebrew, and Japanese.
Membership
The members of AALL include full-time faculty of the University with appointments in AALL. Members also include faculty with partial appointments in AALL.
Administration (chair, associate chair, faculty)
- The chair of
the department is determined through a search process.
- The department elects members of a chair search committee.
- The chair search
committee establishes the process for consideration of candidates
for chair.
- Ordinarily, this involves a goals and positions presentation by each candidate, followed by a vote by a vote by each member of the department.
- The committee submits its recommendation for chair to the Dean of CLAS for consideration. The committee’s recommendation is based on the departmental vote, and its evaluation of each of the candidates.
- The Dean of CLAS selects the chair of the department, for a term of appointment subject to her/his discretion.
- The associate
chair of the department is appointed by the chair of the department.
- The duties of the associate chair are to:
- Attend meetings for the chair when the chair is unable to do so.
- Advise the chair on departmental matters.
- The duties of the associate chair are to:
Departmental Committees
In addition to temporary committees, AALL contains two permanent committees: the Executive Committee and the Curriculum Committee. Membership on either committee lasts for the duration of an academic year. At the first departmental meeting of each academic year, all geocultural units meet to select a different member to serve on each committee for the academic year.
- The Executive
Committee (EC) is composed of the chair of the department and one
tenured or tenure-track faculty member from each geocultural unit.
The chair of the department chairs this committee. The EC advises
the Chair and department on issues related to departmental programs,
policies, and procedures. The EC is not a policy-making or legislative
body. Rather, the EC drafts policy recommendations that are then discussed,
amended, and voted on by the departmental faculty.
- The Executive Committee membership changes each AY, and is determined at the first departmental meeting of the AY, following discussion within each geocultural unit.
- The Curriculum
Committee (CC) is composed of one tenured or tenure-track faculty
member from each geocultural unit. The chair of the department appoints
the chair of this committee from among its members. The CC is responsible
for evaluating and requesting changes to New Course Submissions prior
to sending them to the College for approval.
- The Curriculum Committee membership changes each AY, and is determined at the first departmental meeting of the AY, following discussion within each geocultural unit.
Departmental Officers (unit coordinators, undergraduate coordinators, language coordinators)
- Unit coordinators for each of the geocultural areas are appointed by the unit. Unit coordinators oversee submission of the teaching schedule for their geocultural area. Unit coordinators also coordinate all planning and development for the unit.
- Undergraduate coordinators for each BA Major and Minor are appointed by the chair of the department upon consultation with the unit. Undergraduate Coordinators serve as advisor to students in the Major and/or the Minor.
- Language coordinators are appointed by the chair of the department. Language coordinators oversee all teaching, articulation, and planning for the language program in each geocultural area.
Departmental Meetings
- The chair of the department calls for meetings of the department at the beginning and end of each semester, and throughout the semester as the need arises.
Voting
- See separate statement on departmental voting.
Bylaws Voting
- The right to vote on all matters is granted to all faculty in the department, including those with partial appointments, except in the following circumstances:
- The right to vote on candidates for tenure-line appointments is reserved for faculty holding tenure-line appointments.
- Voting on cases for tenure and promotion follows college and university established practice
Voting method
- Voting on candidates for faculty appointments in the department is conducted by anonymous ballot immediately following the discussion of the search committee’s recommendation at the departmental meeting. All faculty have the opportunity to provide feedback to the search committee prior to the meeting. The vote, however, is restricted to those in attendance at the meeting, and there will be no proxy voting.
- Voting on cases for tenure and promotion follows established college and university practice.
- Otherwise, voting is conducted by show of hands.
Mentoring
6 March, 2006; revised 21 March, 2006; 6 January, 2007; accepted by unanimous vote of department at 01/11/07 Department Meeting.
Mentoring for Tenure-Track Faculty
- The Chair will assign each tenure-accruing faculty member a tenured faculty mentor as early as possible in the first semester of employment at UF. The emphasis should be on finding someone with whom the untenured member can talk freely about matters related to the tenure process. The mentor largely provides advice on matters pertaining to research and publication, including venues for publication and conference participation, but may also assist the advisee with developing syllabi, trouble-shooting classroom problems, refining research agendas, critiquing grant or fellowship proposals, negotiating departmental politics, or locating resources within the department, college, or university.
- In the first year of the faculty member’s appointment, the mentor and advisee will meet at least twice per semester. These meetings should be initiated by the mentor, and might take place during office visits or informal lunches. Each spring term, the mentor will ask the faculty member for an updated copy of his or her c.v., and there will be a more formal meeting at the end of the year that also includes the Chair (see II below). In subsequent years, the number of meetings per semester may be reduced, with the qualification that more frequent meetings are likely to be desirable in the semesters prior to the Third-Year review, and to preparation of the Tenure and Promotion packet. Mentorship under this plan will continue until the faculty member submits the application for tenure and promotion at UF.
- Evaluation Meeting: Each spring term, the chair, mentor, tenure-accruing faculty member and the tenured faculty peer evaluator will meet to discuss the faculty member's achievements over the current academic year, and assess his or her progress toward tenure and promotion. This meeting can also be an opportunity for all members to decide jointly whether another mentor might be more appropriate.
Mentoring for Lecturers
- The Chair will assign each non-tenure line faculty member a faculty mentor as early as possible in the first semester of appointment at UF. The emphasis should be on finding someone with whom the lecturer can talk freely about matters related to the promotion process. The mentor largely provides advice on matters pertaining to professional development, but may also assist the advisee with developing syllabi, trouble-shooting classroom problems, refining training and technology agendas, critiquing grant proposals, negotiating departmental politics, or locating resources within the department, college, or university. Mentorship under this plan will continue until the faculty member submits the application for promotion at UF.
- Evaluation Meeting: Each spring term, the chair, mentor, faculty member and the tenure-line faculty peer evaluator will meet to discuss the faculty member's achievements over the current academic year, and assess his or her progress toward promotion. This meeting can also be an opportunity for all members to decide jointly whether another mentor might be more appropriate.
Merit Criteria
(02/06/06 Revision of 1988 Merit Pay Raise Criteria, approved AALL Department at large 03/01/06.)
This document defines the rules and procedures whereby the achievements of faculty in the three areas of research, teaching, and service are evaluated for consideration of merit salary increases. Activities that contribute to the department’s goals of excellence and distinction, and to the intellectual life of the department and that of the larger academic community, are recognized as meritorious. Depending on availability of funding, the following procedures are to be followed.
- The Chair of the Department will be responsible for determining merit pay raises, and will call for recommendations for such raises from a departmental Merit Committee. The Merit Committee will assess faculty achievements annually through examination of the Annual Activities Reports, and peer evaluations. The performance of individual faculty members in each of the three areas of research, teaching, and service will be classified as most meritorious, highly meritorious, meritorious, and no particular distinction. The Chair, in consultation with the Merit Committee, shall determine merit awards based on these classifications. Each member of the Merit Committee will be excluded from discussion of his or her assessment. The assessments of each member of the Merit Committee will be made by the remaining members of the committee.
- The Merit Committee will consist of the members of the departmental Executive Committee.
- Faculty will be evaluated in terms of their departmental work assignments. Exceptions may be made for faculty on leave. In the event that merit monies are not available in a given year(s), the achievements for that/those year(s) will be evaluated along with successive years in the next round of merit consideration.
- Measures of achievement
- Acknowledging research
productivity as the primary mark of individual and institutional distinction,
in evaluating the achievements of tenure line faculty, the
three areas below are weighted as followed: Research 45%, Teaching
30%, Service 25%.
- Research, in
rank order of productivity, from most meritorious to meritorious:
- Original contributions
to knowledge in scholarly articles, books, book chapters, and external
fellowship and grant awards
Examples:
Books, Monographs
Articles in refereed journals
Book chapters and conference proceedings
Research fellowship - Edited books and scholarly translations with authored introduction.
- Contributions representing primarily a synthesis of existing knowledge such as textbooks, edited books, and review essays.
- Other professional activities such as conference papers, invited addresses, book reviews, colloquia and lectures, internal fellowship and grant awards.
- Original contributions
to knowledge in scholarly articles, books, book chapters, and external
fellowship and grant awards
- Consideration should be given to a faculty member’s long-range research program. Since some research comes to fruition only after a long period, a faculty member may receive meritorious recognition for research produced but not yet published or accepted for publication, or for research published in previous years. This provision is expected to apply primarily to books.
- In general, the expectation for each of the items number 1 through 4 above is that the contributions will be in English. Publications and other activities in languages other than English for items 1 through 4 above will be accorded less weight than were they to appear in English.
- Measures of
impact, when available, will also be taken into consideration, such
as the following:
- Distinctions between publications in leading journals and others in the field and its subfields, and among publishing houses.
- Citations of publications either in citation indices or in published works supplied by faculty member.
- Published reviews of faculty member’s work during last five years.
- Research, in
rank order of productivity, from most meritorious to meritorious:
- Teaching, in
rank order of achievement, from most meritorious to meritorious:
- Public recognition
of superior teaching achievement, significant program development,
graduate student thesis supervision or other mentoring.
Examples:
University or college teaching award
New degree pre-proposal or proposal
External grant awards for curricular development or application of technology
Chairing graduate committees, supervising University Scholar - New course and
curricular development, graduate committee work, teaching courses
with large enrollments (35 or above)
Examples:
New course development
Internal grant awards for curricular development or application of technology
Graduate committee membership, supervision of Honor’s thesis
Teaching a course with large enrollment
Participation in professional development training
Other honors, awards, recognition of excellence in teaching or mentoring - Distinction in teaching as evidenced in student teaching evaluations that are significantly above the departmental norm, or in the peer teaching evaluations
- Public recognition
of superior teaching achievement, significant program development,
graduate student thesis supervision or other mentoring.
- Service, in
rank order of achievement, from most meritorious to meritorious:
- Significant
service to the profession, official service role in the department,
organizing seminars
Examples:- Service as departmental undergraduate or graduate coordinator, or associate chair.
- Service on editorial boards, as an officer in a professional organization, a journal editor, a reviewer for professional journals and other publications, a reviewer for professional research funding agencies
- Significant
service to the college or the university, contributions to projects
associated with professional work or other activities enhancing the
reputation and visibility of the department, college, or university,
chairing departmental search committees
Examples:- Service on college or university committees
- Participation in special programs or initiatives
- Coordinating guest lectures or film series
- Leadership in community outreach activities
- Service to the community
- Significant
service to the profession, official service role in the department,
organizing seminars
- Faculty in the Lecturer ranks will be evaluated in a similar manner, however, percentages
will be adjusted to reflect different demands for Lecturers: Program
Development 20%, Teaching 60%, Service 20%. The new category, Program
Development, replaces Research, and the examples under Teaching and
Research are slightly adjusted as follows:
- Program Development,
in rank order of achievement, from most meritorious to meritorious:
- Significant
unit development; rationalization of articulation across the language
levels; creating new study opportunities for students; external grant
writing
Examples:- Creation of placement exam
- Creating new study abroad program
- Creation of heritage language track
- Oral Proficiency Testing training or certification
- Participation in professional development training
- Participation in external grant proposals for unit development
- Application
of professional development training in the form of a lecture or workshop;
sustaining important study opportunities for students; curricular
liaison across schools or colleges
Examples:- Lecture or workshop on applications of professional development training
- Overseeing study abroad program
- Creation of business language courses
- Exploring opportunities for on-line course development
- Creating new
forums for target language-centered student activities
Examples:- Language discussion tables
- Special events
- Significant
unit development; rationalization of articulation across the language
levels; creating new study opportunities for students; external grant
writing
- Teaching, in
rank order of achievement, from most meritorious to meritorious:
- Public recognition
of superior teaching achievement, significant program development.
Examples:- University or college teaching award
- New degree pre-proposal or proposal
- External grant awards for curricular development or application of technology
- Public recognition
of superior teaching achievement, significant program development.
- New course and
curricular development, teaching courses with large enrollments (35
or above)
Examples:- New course development
- Internal grant awards for curricular development or application of technology
- Teaching a course with large enrollment
- Other honors, awards, recognition of excellence in teaching or mentoring
- Distinction in teaching as evidenced in student teaching evaluations that are significantly above the departmental norm, or in the peer teaching evaluations
- Service, in
rank order of achievement, from most meritorious to meritorious:
- Significant
service to the profession, official service role in the department,
organizing seminars
Examples:- Service as an officer in a professional organization.
- Service as an officer or consultant to a governmental or external educational system.
- Significant
service to the college or the university, contributions to projects
associated with professional work or other activities enhancing the
reputation and visibility of the department, college, or university,
chairing or serving on departmental search committees
Examples:- Service on college or university committees
- Service on departmental search committees
- Participation in special programs or initiatives
- Coordinating guest lectures or film series
- Leadership in community outreach activities
- Service to the
community
Examples:- Guest lectures in schools
- Significant
service to the profession, official service role in the department,
organizing seminars
- Program Development,
in rank order of achievement, from most meritorious to meritorious:
Peer Evaluation
Two peer evaluations of teaching will be conducted for each tenure-accruing faculty member each year. You will be assigned a tenured and a tenure-accruing peer evaluator each year. In the case of Lecturers, the assigned evaluators will be from among the faculty at large. Peer evaluations will take the form of class observations, and a written evaluation of your teaching. The assigned peer evaluators must notify you well in advance of any class visitations (one to two weeks). The frequency of such observation is up to you and the evaluators—however, they must make at least one observation of your class per year. The evaluators need not visit the same class, nor the same time. You should provide them with a copy of the syllabus for your course, a sample quiz and test, a copy of the lesson or assigned reading for the day in question, and any other requested materials. Departmental evaluation forms have been created to streamline the peer evaluation process.
The completed peer evaluations will be placed into each faculty member’s personnel file, so as to be available for reference or use in the preparation of the tenure and promotion packet, or the promotion packet. It is not mandatory that all peer evaluations be placed in the tenure and promotion packet. The College has stated a preference for evaluations that provide critical feedback, identify areas for improvement, and include suggestions on how to enhance skills in those areas. These sorts of observations and suggestions should then be addressed in subsequent reports which note the steps the faculty member has taken to enhance skills in these areas (for example, in the Annual Activities Report). Evaluations which are highly positive and laudatory are not regarded of much value by the College.
Tenure and Promotion - Faculty
Adopted April 10, 2009
The policies and procedures of the Department of Languages, Literatures, and Cultures (hereafter LLC) are designed to complement those established by the College of Liberal Arts and Science (hereafter College) and the University of Florida (hereafter University), which take precedence. Should any part of LLC’s published procedures conflict with, or not take into consideration any of those announced by the College or University, LLC’s practices will be pre-empted/revised accordingly. Pursuant to College and University guidelines, role of LLC in the tenure and promotion process is fact-finding and advisory.
LLC acknowledges the importance of research, teaching, and service within the University and endorses the research designation of the University. Each faculty member’s semester assignments should ordinarily reflect research, teaching, and service priorities. LLC expects all of its members to contribute on a regular and continuing basis to research, teaching, and service, in a manner that is consistent with their semester assignments. Semester assignments should be made so that candidates for tenure and promotion can meet expectations because the assignments must be taken into account in the tenure-and-promotion consideration. Because LLC is interdisciplinary, faculty members making decisions about tenure and promotion will consider standards appropriate to the individual candidate’s disciplinary background and sub-field, but candidates are encouraged to disseminate their research in ways that reach across disciplines and sub-fields. LLC’s faculty members will (as will external reviewers) emphasize the quality of the research outlets. Candidates are encouraged to pursue tenure/promotion as early as their records justify its award, consistent with College and University rules. No LLC committee deliberation, faculty vote, or chair recommendation is final or determinative. All cases, whether the LLC review is positive or negative, will be forwarded to the College, unless the candidate chooses to withdraw. College and University rules set guidelines for candidates wishing to withdraw from the process.
Research
Generally, for research contributions the candidate must make a significant intellectual impact that warrants tenure and promotion or promotion in a University of this stature as determined by leading scholars in her/his field. The record must show independent scholarship to have such impact. Scholarly impact will typically be realized through a book--a single-author monograph based on original research— by an academically reputable and recognized press, and a number The Foundation for The Gator Nation An Equal Opportunity Institution of refereed articles. Ordinarily, to be considered in the tenure-and-promotion process, a book of original research needs to have been accepted for publication and at some stage of the production process. LLC also recognizes that refereed articles and other publications (e.g., edited volumes, invited chapters, encyclopedia entries, texts, reviews) can also contribute to the impact a scholar has. While a book of original scholarship remains the normal standard for candidates in disciplines such as literary and media studies, LLC recognizes that in some fields such as linguistics the research norm may be different (somewhat more like expectations in the social and natural science disciplines) and, in lieu of a scholarly monograph, consist of a substantial record of refereed articles, in standard journals of the discipline, book chapters, and refereed proceedings.The quality and quantity of publications (also scholarship produced in new media, for example peer-reviewed electronic journals) will be given due consideration in tenure-andpromotion reviews. The quality of the respective research contributions will be determined by peer assessment within and outside the University. Normally, for tenure and promotion to associate professor, the record of these activities is expected to show the beginning of a national reputation. For promotion to full professor, the record should show evidence of an established international recognition, based on significant scholarly work beyond that which led to the promotion to associate professor, usually in the form of a new book of original scholarship (or an equivalent corpus of other publications), and a record of other publications documenting this higher level of recognition.
Teaching
LLC encourages and recognizes excellence and innovation in the area of teaching. Student and colleague/peer teaching evaluations are important, but not the only, means by which excellence can be established. College and University rules require that both student and peer-teaching evaluations are included in the candidate’s submitted materials. Assistant professors are expected to have at least one peer teaching evaluation performed each year; associate and full professors are encouraged to have some recent peer evaluations on record, and no less than one in the year preceding the application for promotion. Peer reviews should comment about such matters as pedagogy, organization, course content, and delivery. In addition, in the assessment of excellence in teaching, importance will be given to the development of new courses (including within the framework of study abroad programs) and/or (e.g. electronic) course formats that strengthen the department’s teaching effort, to the supervision of undergraduate honors theses, masters theses, and/or dissertations. Any activities involving the coordination of teaching or advising of students, such as undergraduate and graduate coordination, supervision of graduate student teaching assistants, teaching honors, awards, or recognitions should be acknowledged and included in tenure-and-promotion materials. The internal reviewers and the annual letters of evaluation should also address teaching excellence.
Service
Service is an integral component of faculty performance. At a minimum, service includes full participation in LLC departmental activities and responsibilities. Faculty members will be asked to serve in various capacities within LLC; LLC recommends that the chair not assign extensive or burdensome service to tenure-accruing professors. Service can also extend to the College and University through such activities as the Senate, standing or ad hoc committees, fund-raising, etc. Service may be extended to the community (e.g., presentations to civic organizations, local/state government, primary or secondary schools). In addition, LLC recognizes service to the academic profession including memberships on editorial boards, leadership or committee roles in professional organizations and learned societies, manuscript reviews for journals and granting agencies. LLC recognizes as service the creation and/or coordination of study abroad programs. LLC expects that before tenure, faculty members will have served in some of these capacities. The service expectations increase as faculty members move through the ranks. Awards and recognitions for service should be included in a candidate’s submitted materials. The internal reviews and annual evaluation letters should also address service contributions.
Those eligible candidates who may apply for tenure and promotion should consider attending a College tenure-and-promotion workshop, usually held in the spring semester. Those candidates who are to be considered the following fall should notify the LLC chair by March 1 of the calendar year in which they wish to be considered, at which time they shall complete the form regarding their decision about waiving access to various materials (e.g., external reviews). Anyone who chooses to be considered for tenure and promotion needs to be aware that the University and College guidelines may be updated and that these updates frequently are announced after April.
Concerning the departmental LLC T&P committee: at the beginning of the Spring semester, a standing Tenure and Promotion committee consisting of three tenured LLC faculty members will be formed. Two of the members will be elected by the tenured and tenure-accruing members of the LLC faculty, and one will be appointed by the chair, with a view to the breadth and diversity of the committee. The T&P committee will serve a term of two years. For each individual Tenure and Promotion case, the T&P committee may choose, in consultation with the chair, an additional ad-hoc committee member with some expertise in the respective individual case. Additionally, the T&P committee will consult with the appropriate specialist(s) among the tenured LLC faculty regarding the preparation of the case. In the case of a dual appointment where the candidate's tenure is in LLC, the chair, in consultation with the T&P committee coordinates the candidate’s tenure and promotion procedure with the supervisor of the other department, center, or program. Either the second unit evaluates the candidate internally and produces an advisory vote and a letter or the chair of LLC, in consultation with the T&P committee and the supervisor of the other unit, will select an additional committee member from the candidate's other unit. In a case or cases of promotion to full professor, the chair, in consultation with the advisory board, will substitute associate professors with full professors (for these cases only).
Once the chair of LLC is notified by an eligible candidate, the candidate will be asked to provide the T&P committee and chair a list of eight candidates out of which the LLC chair, in consultation with the T&P committee, will choose three and then will identify three other potential external reviewers not on the candidate’s list. The candidate also has the right to identify up to three reviewers whom she/he might feel ought not to evaluate her/his case. The LLC chair will endeavor to contact the external reviewers no later than May of that year. The T&P committee will draft biographical sketches of the external reviewers. LLC will include those sketches in the candidate’s portfolio for submission.
At the beginning of May, the candidates should make reprints or copies of their publications available to the LLC office. In extraordinary cases, where there is an abundance of material, candidates may identify which publications to send to the reviewers when the LLC chair sends the formal letters of request. The letters to these reviewers will comport with College and University guidelines.
The LLC chair will consult with the T&P committee members and the candidate about who should serve as internal reviewers. The chair will obtain the requisite number of internal reviewers (see College and University guidelines for the number). The T&P committee will draft the biographical sketches for the internal reviewers for inclusion in the candidate’s materials.
The candidates will prepare their packet for submission according to College and University guidelines. The packet needs to be presented to the LLC office in August so that it can be reviewed carefully to ensure that it is both complete and correctly formatted. It will also be submitted for a preliminary review to the College office.
Early in September, the candidate’s materials will be made available to those faculty members eligible to vote on the case. After the eligible voting faculty members have had the opportunity to review the materials, a meeting (or meetings, as necessary in view of the number of cases) of the eligible voting members of LLC will take place, at which the Tenure-and-Promotion committee will summarize the facts of the case(s), and at which the tenured members of LLC (or full professors in cases of promotion to full professor) will have the opportunity to discuss the case(s). A vote will be conducted afterwards that comports with College and University guidelines. That vote will be reported in the materials submitted to the College. The LLC chair will write a letter of transmittal to the College that reports the vote and summarizes the case. In the case of candidates with dual appointments, where the candidate's tenure is in LLC, arrangements will be made by the chair to assure that the feedback of the chair, director, etc. of the candidate's other unit is also conveyed.
A copy of that letter is made available to the candidate (appropriately redacted as required by College and University guidelines).
Tenure and Promotion - Lecturers
The policies and procedures of the Department of Languages, Literatures, and Cultures (hereafter LLC) are designed to complement those established by the College of Liberal Arts and Science (hereafter College) and the University of Florida (hereafter University), which take precedence. Should any part of LLC’s published procedures conflict with, or not take into consideration any of those announced by the College or University, LLC’s practices will be pre-empted/revised accordingly. Pursuant to College and University guidelines, the role of LLC in the promotion process is fact-finding and advisory.
In accordance with the College guidelines, the promotion from Lecturer to Senior Lecturer is analogous to promotion from Assistant to Associate Professor, and promotion to Master Lecturer is analogous to promotion to Full Professor. However, in neither case should tenure or national stature as a scholar be considered.
For promotion to Senior Lecturer, candidates will typically demonstrate consistent meritorious achievements in teaching, advising, and in other assigned administrative or service activities; superior student teaching evaluations; strong peer teaching reviews; important contributions in the areas of program and course development (or in other areas of assignment), also possibly involving the use of innovative techniques or technologies.
For promotion to Master Lecturer, candidates will typically demonstrate evidence of superior achievements in teaching (or in other areas of assigned duties), the development of innovative instructional techniques, technologies, and/or technological approaches; nominations or receipt of teaching awards, grants, or other such forms of recognition of superior performance in teaching and service.
The same promotion procedures including packet preparation and deadlines as for any faculty promotion to the next rank are followed (see LLC T&P procedures), with the exception of those pertaining to scholarship, since it is assumed that the primary activity of a Lecturer is teaching/advising. Hence, lecturers do not need external letters. Since the assumption is that the primary activity of a Lecturer is teaching/advising, the summary of percent assignments shown in the portfolio should accurately reflect the Lecturer's actual assignments and activities.
In lecturer-promotion cases, the departmental LLC T&P committee may choose, in consultation with the chair, an additional ad-hoc committee member with some expertise in the respective individual case. Additionally, the T&P committee will consult with the appropriate language specialist(s) among the tenured LLC faculty regarding the preparation of the case.
Those candidates who are to be considered in the following fall should
notify the LLC chair by
March 1 of the calendar year in which they wish to be considered, at which
time they shall
complete the form regarding their decision about waiving access to various
materials (e.g.,
internal reviews). The LLC chair will consult with the T&P committee
members and the
candidate about who should serve as internal reviewers. The College expects
a minimum of 5
and maximum of 6 internal letters of evaluation. The candidate may submit
a list of suggested
writers of evaluation letters but the final selection is determined by
the Chair, with no more than
half of the letter writers chosen exclusively from the candidate's list.
The candidates will prepare their materials for submission according to
College and University
guidelines. The packet needs to be presented to the LLC office in August
so that it can be
reviewed carefully to ensure that it is both complete and correctly formatted.
It will also be
submitted for a preliminary review to the College office.
Early in September, the candidate’s materials will be made available
to those faculty members
eligible to vote on the case. After the eligible voting faculty members
have had the opportunity
to review the materials, a meeting (or meetings, as necessary in view of
the number of cases) of
the eligible voting members of LLC will take place, at which the Tenure-and-Promotion
committee will summarize the facts of the case(s), and at which the eligible
voting members of
LLC will have the opportunity to discuss the case(s). A vote will be conducted
afterwards that
comports with College and University guidelines.
Faculty voting on promotion of Lecturer to Senior Lecturer will be by
faculty of superior rank in
the unit, that is, Senior and Master Lecturers, and Associate and Full
Professors (but not
including Associate In or Senior Associate In ranks), and recorded on the
cover sheet of the
packet; faculty voting on promotion of Senior to Master Lecturer will also
be by faculty of
superior rank in the unit, that is, Master Lecturers and Full Professors;
faculty with the title of
Lecturer, Assistant Professor equivalent or lower, may not vote on promotions
to Senior or
Master Lecturers. Lecturer promotion cases may be discussed at the same
faculty meeting in
which other T&P cases in the department are discussed and voting may
proceed after twenty four
hours following that meeting in the same way. See the CLAS T&P Guidelines
at
http://www.clas.ufl.edu/hr/forms/0809-CLAS-TPguide.pdf
That vote will be reported in the materials submitted to the College.
The LLC chair will write a
letter of transmittal to the College that reports the vote and summarizes
the case.
A copy of that letter is made available to the candidate (appropriately redacted as required by College and University guidelines).
Third Year Review
Purpose
- The purpose of this mid-term review exercise is to provide structured and constructive information to assist tenure-accruing candidates in the department to meet college and university requirements for tenure and promotion. The review process is designed to provide the faculty member with constructive comments to strengthen the eventual tenure packet and provide the faculty member with a true assessment of how her/his efforts are perceived by peers within her/his own discipline. It also will assist that faculty member, in that peers, other than the chair, will provide an evaluation of the faculty member’s efforts.
- The fact that the exercise takes place at the end of the third year of service should allow for proper review of the faculty member’s teaching, research and service efforts and will allow enough time for the faculty member to make any modifications necessary for the successful award of tenure in the future, if any deficiencies are noted in the review. Likewise, it could also be used to assist the faculty member in the choice as to when s/he would most likely be successful in applying for tenure.
Process
- The review should begin early
in the third year of appointment. By February 1st of that year, the
candidate will complete a dossier of materials and present it to the
Chair of the Department. The dossier will include:
- A tenure and promotion packet as complete as appropriate given the time in rank of the candidate.
- A research/scholarship portfolio including all of the candidate's research publications, papers submitted for publication, grant proposals, and similar information
- Annual teaching peer evaluation reports
- Annual letters of evaluation from the chair
- The dossier will be made
available to the tenured faculty in the department. Tenured faculty
in the department will review the dossier and assess the candidate's
performance. The assessment will address the issues normally considered
in tenure and promotion deliberations and will determine if the candidate
is making satisfactory progress toward promotion and tenure. The tenured
faculty in the department will discuss the candidate's progress toward
tenure and promotion and advise the Department Chair on what might
be included in her/his letter of review to the candidate. For example,
Department faculty may consider:
- Is the candidate's teaching at or above department norms and expectations or making steady progress in that direction?
- Has the candidate presented papers in appropriate venues and are the number and quality of those papers acceptable?
- Has the candidate published at an acceptable rate and in appropriate journals?
- Is the candidate beginning to establish a regional and national reputation in her/his field?
- Is the candidate preparing her/himself to attract external funding to support her/his scholarly work?
- Has the candidate gained graduate status and served on master and doctoral committees?
- Does the candidate's record suggest a teaching and research trajectory that is likely to lead to the rank of Associate (and later Full) Professor?
- Is the candidate appropriately involved in professional service activities at the local, state, national, or international level?
- The Department Chair will draft a letter of review based on the candidate's dossier, and the discussion of tenured faculty in the department. The letter should consider the candidate's assignment and any support the Department may have provided the candidate. It should identify areas of strengths and weaknesses in the candidate's record and make clear recommendations, if any, on how the candidate may improve her/his dossier and performance. The goal is to give thoughtful and constructive assessments and suggestions that will help the candidate meet college and university requirements for tenure and promotion. The letter will be explicit in stating that the report itself is not a decision for tenure and promotion but is rather a mid-course evaluation.
- Before April 30th, the Department Chair will meet with the candidate and her/his mentor(s) to provide a copy and discuss the letter of review. The candidate and Department Chair should discuss strengths and weaknesses in the candidate's dossier; what the candidate might do, if anything, to strengthen her/his research, teaching, and service profiles in the future; and what assistance might be available in the department, college, and/or university to address candidate needs and improve performance, if needed. In making these recommendations the Chair and tenured faculty members are not entering into a contractual relationship with the candidate such that if these recommendations are fulfilled the candidate is assured of tenure. Rather they are recognizing and acting upon their responsibility to support the candidate in her/his final years before tenure. A copy of the letter of review will be placed in the candidate's personnel file. The faculty member has the right to submit a written response to the report if so desired, and the response will be placed in the faculty member’s personnel file for future reference. Neither of these letters will become part of the tenure and promotion packet.
- The Department Chair's letter of review will be forwarded to the Associate Dean for Faculty Affairs by the end of the Spring semester. The College will contact the Provost’s office and inform that office that the review has taken place, but will not transmit the substance of that review.
- Preparing the Packets: faculty should consult the most recent versions of the College and University guidelines, which may be found at:
Visiting Scholar Courtesy Appointments
Procedure
Requests for courtesy visiting professorships will be considered and approved by vote of the department. Upon receipt of a request, candidates will be asked to:
- Submit a copy of their c.v., and a description of their research project, if they have not already done so.
- Identify the AALL faculty member with whom they wish to work.
- Have their department Chair or Dean supply a letter endorsing their leave, and verifying their source of funding.
- Upon approval of the request, the department will provide a letter offering the appointment.
Overview of the appointment
- The courtesy appointment carries no monetary stipend, but does allow for receipt of a Gator 1 card, which provides library and parking privileges.
- While there is no guarantee, as space permits, an office will be assigned to courtesy visiting professors.
- As a condition of the appointment, courtesy visiting professors will be requested to give a research presentation in the AALL Departmental Seminar.
- Courtesy visiting professors will be informed that collaborative research would be welcomed.
- Courtesy visiting professors will be invited to attend departmental meetings, but will not participate in voting.
- Courtesy visiting professors may also be invited to give presentations in departmental classes.
