Gender, Race and Identity Bylaws

1. Bylaws

2. Mission

The Department of Gender, Race, and Identity promotes research, teaching, and programming related to identity in its most inclusive and intersectional definitions. The Department achieves this goal through instruction, scholarship, creative activity, public and community engagement, and programming. Our interdisciplinary curriculum and its many concentrations enable students to develop and apply critical thinking in and across varied contexts and fields while developing knowledge and expertise in the study of gender, race, and other facets of inequality and social justice. Our faculty devote equal priority to teaching and scholarship, and secondary priority to service. Our faculty are also dedicated to engagement and practices of diversity and equity, and integrate these commitments across their teaching, scholarship, and service.

3. Faculty

A. Regular Faculty. These faculty members hold state-funded, continuing positions as defined in Section 2.3.3 of the university bylaws.

1. Academic Faculty.

a. Tenure-track Faculty:
The tenure-track faculty is composed of three (3) ranks: Professor (IV), Associate Professor (III), and Assistant Professor (II), in accordance with the university bylaws section 2.3.3 (1)(a). Tenure-track faculty may have a tenure home in GRI or, in the case of jointly appointed faculty, may have a tenure home in another department.

b. Rank I Faculty:
Rank I for Instructor, is reserved for academic faculty who have been hired for a tenure-track position but have yet to complete the appropriate degree required by the position, in accordance with the university bylaws section 2.3.3 (1)(b).

c. Non-tenure-track Faculty (zero rank):
The non-tenure-track faculty are employed at rank 0(IV), 0(III), 0(II), and 0(I), in accordance with the university bylaws section 2.3.3 (1)(c).

2. Administrative Faculty. Administrative faculty are executive faculty, supervisory faculty, or support faculty as defined by the Board of Regents, Title 4, Chapter 3, Section 2. whose primary duties involve services to students, faculty, or administrators. Administrative faculty grades are defined in section 2.3.2 (b) and 2.3.3 (b) of the university bylaws.

B. Contingent Faculty (zero rank).
Members of the contingent faculty hold contracts of up to one year that may be funded from state, research, or other sources. These contracts may be “renewable contingent upon funding” (RCUF).

C. Adjunct Faculty.
Adjunct faculty, who are persons qualified to provide special services to the University and who receive no compensation from the University (as defined in university bylaws section 2.3.6), shall not vote in the college or in any of the departments within the college.

D. Letter of Appointment Contracts.
“Letter of appointment” contracts may be used for special appointments to meet academic or administrative needs. Letters of appointment are used for teaching, research, and other professional employment activity to augment regular faculty positions. They are issued only for clearly defined duties that are part-time and/or temporary. Unless otherwise stated, the provisions of these bylaws shall exclude letters of appointment. (University bylaws 2.3.2)

E. Associated Faculty (Faculty Associates).
Associated faculty (Faculty Associates) are faculty from other departments whose teaching and research interests overlap with GRI’s interdisciplinary programs, who teach GRI courses or cross-listed courses that meet electives in GRI programs, and/or who participate in programming or research groups. Associated Faculty may also serve on GRI departmental committees or on associated with our interdisciplinary programs. Unless otherwise stated, the provisions of these bylaws shall exclude Faculty Associates.

The GRI Department is composed of all regular faculty members with a primary assignment in the Department of .50 FTE or more as described in Section 2.3.2 of the UNR Bylaws. All tenure-track faculty members shall have an equal vote in department elections, in hiring decisions, and on matters of policy. For matters of voting, “active faculty” includes all regular faculty not currently on approved leave or sabbatical. Unless otherwise specified in these bylaws, a simple majority vote of the active faculty shall be sufficient to approve matters brought before the regular faculty for a vote. Faculty on approved leave or sabbatical may vote should they choose to do so and in doing so will be considered active faculty for the purposes of computing a simple majority vote.

All regular non-tenure-track faculty shall have an equal vote in department elections, in hiring decisions for all Rank 0 faculty, and on matters of policy except those concerning graduate curricula or other graduate programmatic issues.

As needed to carry out its mission, the department will hire contingent faculty on one-year contracts and/or instructors on letters of appointment. Individuals in these positions shall not have a vote in department elections, in the hiring of regular faculty, or on matters of policy.

Associated faculty shall not have a vote in department elections, in the hiring of regular faculty, or on matters of policy, although they may serve on or chair committees or boards that make recommendations to the department’s regular faculty. Associated faculty may also serve, if necessary, as department chair, associate chair, or graduate director. Should that be the case, that associated faculty member shall hold voting rights in GRI for the duration of their appointment.

Regular faculty: Once the dean has approved the department’s request to fill a replacement or new regular faculty position, the chair shall appoint a search committee and committee chair from the regular faculty and faculty associates to conduct a search for the best applicants to fill the position. The committee may include a nonvoting graduate student member. The committee shall advertise, screen and select applicants for interviews, make recommendations to the department concerning finalists to be brought to campus for interview, and then recommend a candidate for the position. The department’s vote on candidates shall be by secret ballot. To be recommended for hire, a tenure-track candidate must be supported by two-thirds of active tenure-track faculty. Voting on-tenure-track positions is limited to regular faculty with a primary assignment in the department or program as well as Rank 0 faculty who have held contingent positions for three consecutive years. Hires for joint appointments should follow the CLA Guidelines for Joint Appointments.

Contingent faculty: Once the dean has approved the request to fill a contingent position, the chair shall appoint a search committee and committee chair from the regular faculty, contingent faculty and faculty associates to conduct a search for the best applicants to fill the position. The committee may include a nonvoting graduate student member. The committee shall advertise, screen and select applicants for interview, conduct phone interviews, and recommend a candidate for the position to the chair. These hiring decisions need not be voted on by the active faculty. The department shall not hire an individual in a contingent position for more than a total of three years.

Letters of appointment: The chair shall have the authority to hire instructors on letters of appointment. These appointments need not be approved by the active faculty.

4. Administration and Committees

In accordance with section 15.A of the Bylaws of the College of Liberal Arts, “Chairs and directors shall be responsible to the dean for implementing college policies and procedures, and responsible to faculty for implementing policies and procedures mandated by department or unit bylaws.” The chair shall discuss curricular, scheduling, budgeting, and planning issues with the Executive Committee or, if there is one in appointment, the associate chair. The chair shall be responsible for administering all department budgets.

1. Appointment:
Following the charge from the dean, the regular faculty shall recommend a candidate or candidates for chair to the dean of the college, who in turn recommends a candidate to the provost, for final appointment by the president. The chair serves for a term of three years. When a vacancy occurs in the office, the chair and associate chair or Executive Committee shall seek nominations from the regular faculty. The nominee receiving the majority of votes shall be recommended to the dean. Under normal circumstances a chair may serve no more than two terms in succession. The chair is to be selected from regular tenured faculty, rank III or rank IV; if needed, a tenured faculty associate, rank III or rank IV, may serve in this role.

2. Evaluation:
The Annual Evaluation Committee shall evaluate the chair annually. The Annual Evaluation Committee shall solicit confidential feedback from all regular faculty, and shall write a report synthesizing that feedback. That report may also reflect discussions among the Annual Evaluation Committee, though the chair shall not be present during those discussions. The report should be forwarded to the dean of the College for consideration in the dean’s assessment of the chair’s annual performance. The chair shall also submit a written self-evaluation to the Dean of the College annually.

3. Removal:
Should one-third of the regular faculty at any time desire that the chair step down, they may upon written notification (five working days) to the regular faculty call a meeting to vote upon the question. Should a majority of the regular faculty in secret ballot vote affirmatively, the recommendation shall be made to the dean. Upon approval by the dean, new nominations shall be made and an election held. The dean may appoint an acting or interim chair should no candidate be available at the time the chair is removed or steps down.

4. Faculty Recourse:
In the event any faculty member objects to a decision or action or omission on the part of the chair, they may submit the case to the dean, providing the faculty member (1) submits to the chair a copy of any written objection, and (2) notifies the chair of any interview with the dean on the issue.

5. Temporary Chair and Acting Chair:
Should the chair need to be absent for a brief period, the associate chair will act as a temporary chair if one is in appointment; if not, a senior member of the Executive Committee will serve. Should the chair be absent for an extended period of no more than one year, the department shall recommend an acting chair to the dean following procedures outlined in IV.A.1. The period for which the chair is absent shall not count as part of their term.

Necessity of Associate Chair:
If the chair deems an associate chair necessary to carry out specific and defined administrative tasks or responsibilities such as curriculum mapping, course assessment, or hiring, the chair shall call for nominations for an associate chair from the regular faculty.

Appointment:
The chair shall seek nominations for the associate chair from regular faculty, who shall elect the associate chair with a confidential vote. The associate chair shall be elected to a term no longer than three years. Should the associate chair be absent or unable to perform the duties of their position for an extended period not longer than a year, the department chair shall appoint an acting associate chair. The nomination and election process typically occurs in the spring semester, for appointments beginning 1 July. A period of one year for which the associate chair is absent shall not count as part of their term. Under normal circumstances an associate chair may serve no more than two terms in succession. The associate chair is to be selected from regular tenured faculty, rank III or rank IV; if needed, a tenured faculty associate, rank III or rank IV, may serve in this role. The chair will review the performance of the associate chair annually.

Roles:
The responsibilities of the associate chair shall be determined in consultation with the chair and confirmed before date of the start of instruction each year. In addition to specific duties, the associate chair shall serve in annual evaluation and tenure and promotion committee roles. The associate chair shall additionally share in the responsibility of serving ex officio on committees; shall share in ad hoc tasks and projects as directed by or developed with the chair; shall work together with the chair to form and charge standing and ad hoc committees; and may be empowered to represent the chair in various department, college, and university functions. Should the chair need to be absent for a brief period, the associate chair will act as a temporary chair. Should the chair be absent for an extended period of no more than one year, the department shall recommend an acting chair to the dean following procedures outlined in IV.A.1.

The department shall have standing and temporary committees. The standing committees include the Undergraduate Committee, Graduate Committee, Executive Committee, and Promotion and Tenure Committee.

Undergraduate Committee
The Undergraduate Committee shall be responsible for reviewing the department’s undergraduate degree programs, course offerings, policies, and procedures; for assessing the undergraduate program; for administering the department’s undergraduate scholarships and awards; and for making recommendations to the faculty concerning these and related issues. The committee shall be directed by a committee chair appointed by the department chair. Members of the committee shall be appointed from the regular faculty and faculty associates by the chair, in consultation with associate chair or Executive Committee, in order to ensure as far as possible (1) continuity of experience; (2) a representative mix of faculty ranks and areas of expertise; and (3) opportunities for breadth of service across the department. The committee will consist of three or more regular faculty or associated faculty.

Graduate Committee
The Graduate Committee shall be responsible for reviewing the department’s graduate degree programs, course offerings, policies, and procedures; for assessing the graduate programs; and for making recommendations to the graduate faculty of the department. The committee shall be directed by a committee chair appointed by the department chair. Members of the committee shall be appointed from among the graduate faculty of the department and faculty associates by the chair, in consultation with the associate chair or, if there is no associate chair, the Executive Committee, in order to ensure as far as possible (1) continuity of experience; (2) a representative mix of faculty ranks and areas of expertise; and (3) opportunities for breadth of service across the department. The committee shall evaluate the needs of new graduate students, advise the graduate faculty and students regarding examinations and other requirements, and help evaluate the progress of graduate students toward degrees. The committee shall determine graduate admissions and shall recommend to the chair of the department on the appointment and reappointment of teaching assistants and graders. The Graduate Committee will consiste of three or more regular faculty or associated faculty.

Executive Committee
The Executive Committee shall be composed of a committee chair, the associate chair if there is one, and one committee member if there is an associate chair, or two if not. The member/s will be appointed by the department chair from regular faculty, either tenured faculty or Rank 0 (III or IV). Should there not be enough qualified faculty to serve, the chair, in consultation with the associate chair or regular faculty, shall appoint faculty associates to the committee. The department chair and Executive committee shall evaluate the performance of each faculty member annually in conformity with section 20 of the CLA bylaws and section 3.3.2 of the university bylaws. Each member shall be asked to submit materials relevant to teaching, research, and service, and any additional aspects of their role statement, during the year under review. On the basis of this evidence, the committee shall evaluate each faculty member's performance in all areas, and make a corresponding recommendation regarding evaluation in each area and an overall evaluation based on the majority vote of the Annual Evaluation Committee. Their recommendation will be made to the department chair. The chair will then submit the final recommendation to the dean; the chair has the authority to agree or disagree with the committee’s recommendation. For faculty with tenure homes in other departments, this recommendation will be incorporated into the chair’s report to the home department in accordance with the faculty member’s MOU and the College Guidelines for Joint Appointments. The committee shall also consult with the chair on curricular, scheduling, budgeting, and planning issues within the department if there is no associate chair in appointment.

Tenure and Promotion Committee
Tenure and Promotion Committee shall consist of the tenured faculty and, for consideration of promotion, all faculty members at or above rank as outlined below. The chair of the committee will be appointed by the department chair. The department chair will serve on the committee as an ex-officio member. The committee shall make recommendations on tenure and promotion, and on the reappointment of probationary tenure-track faculty members to the chair. For jointly appointed faculty whose tenure homes are in other departments, the committee’s recommendations shall be used as the basis for the chair’s letter to tenure-granting departments in keeping with their MOU and the College Guidelines for Joint Appointments. The committee shall also evaluate the progress toward tenure of each probationary tenure-track faculty member each year in keeping with, if relevant, their MOU and the College Guidelines for Joint Appointments. For joint appointments, at the third-year review required in section 21.B of the CLA bylaws, the chair shall prepare an accumulative evaluation of the faculty member’s record to date which will be part of the third-year evaluation of the faculty member by their tenure department. When considering promotion, faculty members will participate in discussion and vote as follows: for promotion to Rank IV, all faculty members at Rank IV; for promotion to Rank III, all faculty members at Rank III and above; for promotion to Rank 0 (IV), all faculty members at Rank IV or Rank 0 (IV); for promotion to Rank 0 (III), all faculty members at Rank III or Rank 0 (III) and above. The committee shall formally evaluate the application for tenure of each probationary tenure-track faculty member, as specified in section 22 of the CLA bylaws and shall formally evaluate applications for promotion, as specified in sections 22 and 23 of the CLA bylaws.

Ad Hoc Committees
Ad Hoc Committees shall be responsible for the matters assigned to them. Members of such committees shall be appointed from among the regular faculty of the department and faculty associates by the chair, in consultation with the associate chair or the Executive Committee, in order to ensure as far as possible (1) continuity of experience; (2) a representative mix of faculty ranks and, when appropriate, areas of expertise; and (3) opportunities for breadth of service across the department.

Personnel Policies and Procedures

All personnel actions and decisions shall conform to the requirements of the department, college, and university bylaws, the NSHE Code, and Affirmative Action/Equal Opportunity policies.

The performance of each faculty member shall be evaluated annually by the Annual Evaluation Committee in conformity with section 20 of the CLA bylaws and section 3.3.2 of the university bylaws. Each member shall be asked to submit materials relevant to teaching, research, and service (and any additional aspects of their role statement) during the year under review.

For tenure-track and tenured faculty, following CLA Guidelines for Joint Appointments, the annual evaluation will be used as the basis of the letter the GRI chair provides to joint departments for their annual evaluation procedures. Annual evaluation helps to gauge progress toward tenure/reappointment or promotion but a favorable evaluation does not necessarily mean that all the requirements for tenure/reappointment or promotion are being met.

Teaching:
Faculty must submit a list of all courses taught along with student evaluations for each. Student evaluations should be administered following departmental guidelines. Faculty must also submit a list of all graduate, honors thesis, and similar advisory committees. Faculty may also submit evidence of teaching awards, pedagogical grants, and other teaching-related activity.

Research:
Faculty must submit full citations of any published work to be credited that year. Professional publications include but are not limited to books, scholarly articles, edited volumes, edited journal collections, invited publications, pieces written for public audiences, reports, and book reviews. Professional publications other than books may be credited once, either when accepted or published. Single-authored book-length works should be credited three times, usually in the year formally accepted, the year published, and the year following publication. Edited collections and co-authored book-length works will be credited two times, usually in the year formally accepted and the year published. Manuscripts shall be regarded as accepted from date of formal acceptance of the final manuscript by the publisher. Faculty should clarify the status of materials when they are submitted. The relevant distinctions include: work in progress, work under review, work accepted for publication, published work, reprinted work, and work previously credited (with year of credit noted). All faculty may also submit evidence such as research awards, conference papers, grant and fellowship proposals submitted, grant and fellowship proposals awarded, and any documentation of engagement or entrepreneurial activities.

Service:
Faculty must submit a description of service roles and assignments in the department(s), college, university, community, and/or profession. These roles and assignments should be described in terms of time and efforts.

A. Acting under the provisions of the Code and department, college, and university bylaws, the Tenure and Promotion Committee shall evaluate the performance of tenure-track faculty in the areas of teaching, research, and service. Such committees shall make qualitative judgments in reviewing each of these areas.

i) Teaching:
A record of effective teaching as suggested by multiple measures, including course syllabi, written evaluations submitted by students, visit reports by peers, and service on graduate committees. In addition, candidates may present other relevant evidence.

ii) Research:
Achievement in research or creative work, necessarily including peer-reviewed publication at the national level. Achievement is evidenced by published books or journal articles, other professional publications, grants and awards, and papers read at professional meetings. Professional publications include but are not limited to books, scholarly articles, invited publications, pieces written for public audiences, reports, and book reviews. Manuscripts shall be regarded as accepted from date of formal acceptance of the manuscript by the publisher.

iii) Service:
Active participation in department, college, university, community, and/or professional service. Faculty members applying for promotion and tenure (as well as promotion to Rank IV) will be expected to have been participating constructively in the life of the department.

iv) Entrepreneurial Activity:
activity refers to the application of sophisticated research and creative methodologies and innovations to the public domain with the goal of developing a market outside the university. A record of entrepreneurial productivity should be recognized as a significant part of a faculty member’s professional achievements. However, such activity is not required of individual faculty members. Entrepreneurial activity must be appropriate to the faculty member’s discipline and approved by the chair and dean as part of the role statement articulating the distribution of duties. For entrepreneurial activity to count toward a faculty member’s case for promotion and tenure, it must be approved by the department chair and the dean of the college in advance of the review (18.B.).

v.) Engagement:
Faculty engagement refers to scholarly, creative, pedagogical, clinical, and service activities engaged for the public good and directed toward persons and groups outside the university. Such activities, in the form of teaching/performance of assigned duties, research, scholarly, creative, and entrepreneurial activity, and/or service, develop as collaborative interactions that respond to short- and long-term societal needs. A record of community engagement should be recognized as a significant part of a faculty member’s professional achievements. However, such activity is not required of individual faculty members. Community engagement must be appropriate to the faculty member’s discipline and approved by the chair and dean as part of the role statement articulating the distribution of duties. For engagement to count toward a faculty member’s case for promotion and tenure, it must be approved by the department chair and the dean of the college in advance of the review (18.D).

B. Criteria for Tenure:
The faculty member shall demonstrate a record of achievement in teaching, scholarly and/or creative work, and service as defined in CLA bylaws section 18 and consistent with the faculty member’s role statement and the missions of GRI and, in the case of jointly appointed faculty, those of the faculty member’s home department. That record shall include scholarly and/or creative work published prior to the faculty member’s appointment at the university, but the faculty member’s scholarly achievements since hire at UNR shall carry more weight. In order to meet the minimum standard to apply for tenure, the candidate must be evaluated by the Tenure Committee as “excellent” in teaching or research and at least “satisfactory” in the other two areas.

C. Criteria for Promotion to Assistant Professor (Rank II):
To be eligible for promotion, a faculty member in Rank I shall have obtained a terminal degree in an appropriate professional field and have demonstrated potential for achievement in teaching, research, and service.

D. Process for Initiating Consideration for Early Tenure and Promotion:
Faculty should normally come up for tenure during their sixth year. An early award of tenure is rendered only in exceptional circumstances. A faculty member wishing to be considered for tenure and promotion before the sixth year should meet with the department chair or, in the case of jointly appointed faculty, with the tenure home department chair and the GRI chair. If the chair or chairs judge the case to merit consideration for early promotion and tenure, then the faculty member along with the chair or chairs should consult with the dean of the College of Liberal Arts.

E. Criteria for Promotion to Associate Professor (Rank III):
A faculty member in Rank II shall be eligible for promotion to Rank III when the faculty member has established a substantial record of achievement in teaching/performance of assigned duties, scholarly, entrepreneurial and/or creative work, and service. Public engagement is not required of individual faculty members, but engagement appropriate to a faculty member’s discipline (as previously approved by the chair and dean) should be counted in a faculty member’s application for promotion. A department recommendation for promotion to the rank of Associate Professor may precede, accompany, or follow upon a recommendation for tenure. Such promotion recommendation shall be based upon an “excellent” evaluation in teaching or research, scholarly, creative, and/or entrepreneurial activity; and at least a “satisfactory” evaluation in the other two areas in order for the candidate to be able to apply for promotion. Departments and units shall obtain appropriate external evaluations of the faculty member's achievement according to UNR bylaws 3.3.5. Ideally five external evaluations but no fewer than four and no more than six should be included.

To achieve promotion to Rank III, a faculty member must demonstrate evidence of effective teaching, a willingness to participate in the activities of the department, and excellence or the promise of excellence in professional publication (scholarly or creative), either in print or other recognized media. Excellence or the promise of excellence in scholarly and creative work can be demonstrated by the publication of a book or monograph, and/or by the acceptance of an equivalent amount of high-quality work in refereed journals, collections, or other recognized media. Typically, six peer-reviewed articles is taken as an equivalent to a book-length work, though article length and quality, and the prestige of the publication venue, matter as much or more than quantity. In addition, evidence of grant and fellowship activity, conference presentations, book reviews, and other scholarly/creative activities that contribute to the faculty member’s research/creative profile will be considered. The Promotion Committee seeks evidence that a candidate has produced scholarly, critical, or creative work that has merited positive recognition in the profession through acceptance and/or publication. The quality and influence of a faculty member’s work should also be evidenced in external reviews solicited by the department chair from scholars in the field at peer and peer-aspirant institutions. The preceding criteria apply generally to promotion and tenure cases in GRI. In the case of jointly appointed faculty, the specificity of the evidence required for promotion and tenure shall be guided by the bylaws of the faculty member’s tenure department.

F. Criteria for Promotion to Professor (Rank IV):
A faculty member in Rank III shall be eligible for promotion to Rank IV when the faculty member has established a sustained record of excellence in a professional field. The record shall document publications and/or creative work as defined in 18.B of the College bylaws and as judged significant by peers in the field; distinguished professional service; and distinction in teaching and related activities such as graduate student advising (only for faculty in departments with graduate programs). The record should, where relevant, document exceptional administrative achievement as well. Public engagement is not required of individual faculty members, but engagement appropriate to a faculty member’s discipline should be counted in a faculty member’s application for promotion. The department shall recommend external evaluators of the faculty member’s achievement who have expertise in the interdisciplinary fields that compose Gender Race and Identity. The external evaluations from GRI suggested evaluators should be included in the home department’s final considerations and report.

For promotion to Rank IV, a faculty member must have continued to make significant contributions to the department, the university and the profession in the areas of teaching and service. However, the most important requirement for promotion is distinguished scholarly, critical, or creative achievement since the time of promotion to the rank of associate professor. Ordinarily this achievement takes the form of a monograph or a number of substantial articles. As with tenure and the promotion to Rank III, but at a higher level, the quantity of published material is not the sole determinant; there must be evidence that the candidate has made and continues to make important contributions to their field of knowledge. A faculty member applying for promotion to Rank IV should be able to demonstrate the impact of their work on the field, as well as a national and international reputation. In addition to published scholarly work, the faculty member should have an active record within their field (measured by—for example—invited lectures, readings, and plenary addresses at other institutions; book reviewing, particularly in significant venues; instances of cross-university collaboration in research and the presentation of research). Promotion to Rank IV is typically based on the publication of a high-quality monograph or book-length creative project, published by a reputable press. However, in some cases national recognition may rest on a different scholarly or creative profile (e.g., a series of edited collections or substantive; field-changing articles or publications in refereed outlets; substantial community engagement and/or design of programs, trainings, and tools; or a substantial body of creative work in non-book-length print form or in another acceptable media).

G. Process for Initiating Consideration for Promotion to Rank IV:
Faculty members who wish to be considered for promotion should request a meeting with the GRI department chair in order to request that the Promotion and Tenure Committee evaluate their request. Jointly appointed faculty members should follow the procedures in their home departments in order to receive constructive advice from the pertinent committee therein. Faculty who have been at Rank III for less than four years may also request that a Promotion Committee composed of three Rank IV faculty from GRI or associated faculty, if necessary, review their CVs. Should the committee think that the faculty member should defer application for promotion, the committee will discuss how the faculty member might best strengthen his/her record in teaching, research/creative activity, and/or service. Should the committee think that the faculty member’s application merits serious consideration, the department chair will ask members of the committee to prepare reports on each evaluation area for a meeting to occur early in spring semester. The chair will meet with the faculty member on behalf of the committee and ask him/her to prepare a full promotion application.

A. Non-tenure-track faculty members on regular contracts may be reappointed annually and are eligible for promotion within rank 0. Acting under the provisions of the Code and department, college, and university bylaws, Promotion Committees shall evaluate the performance of non-tenure-track regular faculty in the primary area of teaching, and in professional development and service. Such committees shall make qualitative judgments in reviewing each of these areas.

i) Teaching:
A record of effective teaching as suggested by course syllabi, written evaluations submitted by students, and visit reports by peers, all evidence assembled according to uniform methods administered by the department. In addition, candidates may present other relevant evidence.

ii) Professional Development:
A record of achievement in the following areas: presentation of lectures or readings outside the classroom; reading of papers or membership on panels at professional meetings; publication of scholarly or creative work (including work published prior to the faculty member’s appointment at the university); development of new areas of teaching and scholarly expertise that results in publications, presentations, or new courses.

iii) Service:
Active participation in department, college, university, and/or national service. Involvement in professionally related community service and other professional activities shall be considered.

B. Criteria for Promotion to Rank 0(II):A faculty member in Rank 0(I) shall be eligible for promotion to Rank II when the faculty member has attained a terminal degree in an appropriate professional field and has demonstrated potential for developing professional achievement in teaching/performance of assigned duties; research, scholarly, creative and/or entrepreneurial activity; and service.

C. Criteria for Promotion to Rank 0(III):
To be eligible for promotion, a faculty member in Rank 0(II) shall have established “a substantial record of achievement in his or her major area of responsibility” (CLA bylaws 23.D.2). The Non-tenure-track Promotion Committee shall consider teaching evaluations, peer observations, copies of syllabi, and other evidence of the faculty member’s achievement in teaching, which is the major area of responsibility, and evidence of professional development or service (or both). Public engagement is not required of individual faculty members, but engagement appropriate to a faculty member’s discipline should be counted in a faculty member’s application for promotion. A Rank 0(II) faculty member shall be evaluated in writing by the department regarding progress toward promotion annually, and may ask the department chair to be considered for promotion at any time if the candidate believes that they have met the criteria for promotion in accordance with the CLA bylaws and the CLA Guidelines for the Promotion of Non-Tenure-Track Instructional Faculty.

D. Criteria for Promotion to Rank 0(IV):
To be eligible for promotion, a faculty member in Rank 0(III) shall have established a “sustained record of excellence in his or her major area of responsibility” since promotion to Rank 0(III) (CLA bylaws 23.D.3). Professional development since promotion to Rank 0(III) shall consist of achievement in at least two of the areas listed above (20.C.1.b.). The Non-Tenure-Track Promotion Committee shall consider teaching evaluations, peer observations, copies of syllabi, and other evidence of the faculty member’s achievement in teaching, which is the major area of responsibility, and evidence of professional development or service. A rank 0(III) faculty member shall be evaluated in writing by the chair regarding progress toward promotion no later than the end of the sixth full academic year in rank, and may ask the chair to be considered for promotion to Rank 0(IV) at any time if the candidate believes that they have met the criteria for promotion in accordance with the CLA bylaws and the CLA Guidelines for the Promotion of Non-Tenure-Track Instructional Faculty.

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Table of Contents

1. Bylaws

2. Mission

3. Faculty

4. Administration and Committees

Personnel Policies and Procedures

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