Teaching Specialist and Lecturer Promotion

Policy Statement

This policy governs the criteria, process, and timeline for the promotion of Teaching Specialist (9754) to Sr. Teaching Specialist (9771) or Lecturer (9753) to Sr. Lecturer (9770) in the College of Continuing and Professional Studies (CCAPS). To be eligible for promotion, the individual must have an annual, ongoing 9 or 12-month appointment of at least 75% time. The CCAPS Director of Human Resources is responsible for overseeing the promotion process.

Overview

The request for promotion is initiated by the employee in consultation with their supervisor. In general this should occur after completing at least 5 years of service in CCAPS, although individual circumstances (e.g., previous work, leaves of absence) may shorten or lengthen this time period. Each Teaching Specialist/Lecturer and their supervisor should annually discuss progress toward promotion and curate documentation that is required in the promotion process.

Teaching Specialist and Lecturer roles in CCAPS have a primary focus on teaching, but may also include administration, advising, and/or supervision responsibilities. Promotion is dependent on a documented history of excellent performance, increasing responsibility in all aspects of job duties, and continued contributions to the field.

Teaching Specialists and Lecturers applying to be considered for promotion do so on a voluntary basis. Promotion within the series affects rank and salary only and does not affect future employment prospects. Individuals denied promotion will not face termination or adverse future employment prospects, and may be considered for promotion again in the future.

Criteria for Promotion

To be considered for promotion to Senior level a candidate must compile a dossier demonstrating accomplishment in the three areas listed below. As part of the documentation, it is expected that candidates will demonstrate their knowledge of and commitment to diversity, equity, and inclusion in one or more of the areas.

1. A history of instruction at a high level that is characterized by innovation in individual courses and contributions to the curriculum in which the individual teaches. There is an expectation of sustained, high-level performance and increasing expertise in teaching courses in the program.
   • Effectiveness in instruction and student interaction can be demonstrated through a record of consistently high evaluations of teaching, student testimonials, innovative lesson plans and syllabi, etc.
2. Contributions to the development of innovative curriculum or instructional materials shared throughout the program. If applicable, mentoring other instructors or graduate/undergraduate teaching assistants and/or academic advising, mentoring students, or guiding student research.
   • Contributions can be demonstrated through leadership in curriculum development or revision, development of instructional materials at the program level, etc.
   • Commitment to mentorship can be demonstrated through service as a mentor to new instructors or teaching assistants, serving as a resource for less experienced instructors, etc.
   • Effective academic advising, student mentoring, or guiding student research can be demonstrated by examples of student success and satisfaction.
3. A demonstrated record of knowledge of and commitment to the program, and to the college or the University, and continued participation in the candidate’s field to stay current and prepare for the needs of future students.
   • Knowledge and commitment can be demonstrated through a sophisticated knowledge of program, collegiate, and University requirements; committee participation and leadership; professional development activities; service to professional organizations and/or employers; recognition as an expert in the field; leadership roles in collaborative work; building program-community connections; etc.

Documentation Required in Dossier

The goal of the documentation is to demonstrate growth within the position, mastery of the position requirements, and quality of performance that merits a promotion. The dossier will be digital, using a Google folder set up by CCAPS Sr. Director of Human Resources, and includes the following documents:

Provided by the Candidate

1. Current job description
2. Employee’s current curriculum vitae or resume
3. Personal statement by employee outlining growth and accomplishments (maximum of 1000 words)
4. Two to three documents and a 300-500 word summary that support the candidate’s performance in each of the three criteria listed in Section B. The documentation for Criterion 1 should include the Student Rating of Teaching (SRT) summaries prepared by University Survey and Assessment Services (USAS) for all courses taught in the previous three years, including student comments.
5. Performance reviews from the previous three years.

Provided by Colleagues at the request of the Candidate

Two letters of support from colleagues, requested by the candidate, that address the candidate’s accomplishments relative to the criteria for promotion. Candidates are encouraged to seek advice from their supervisor regarding the individuals to write letters of support, and they are also encouraged to get at least one letter from an individual outside the department in which they teach. Letters of support cannot be from a member of the review committee. The letters of support will be sent directly to the CCAPS HR Director for inclusion in the dossier reviewed by the Promotion Review Committee. These letters will be available to the candidate, by request, after the conclusion of the promotion process.

Provided by the Candidate’s Supervisor

A letter from the candidate’s supervisor providing their assessment of the candidate’s performance relative to the criteria for promotion, submitted after reviewing the candidate’s dossier, including the supporting letters from colleagues. This letter will be available to the candidate, by request, after the conclusion of the promotion process.

Process

1. Prior to the annual performance review, the individual, in consultation with their supervisor, determines that they are ready to be considered for promotion.
2. The Dean is notified by the unit head(s) of the request(s) for promotion and appoints a Promotion Review Committee to review the dossiers of all candidates for promotion in that year. The committee will typically be composed of at least three CCAPS employees at or above the rank being sought, but at the Dean’s discretion others from inside or outside CCAPS can be included in the committee.
3. The candidate may work with their supervisor to compile the documentation, and the supervisor may recommend additional documentation to strengthen the case. The dossier is placed in a Google folder created by the CCAPS Sr. Director of Human Resources.
4. The Promotion Review Committee reviews the documentation provided and may request additional information from the candidate. The committee then evaluates the candidate’s accomplishments relative to the criteria for promotion.
5. The committee makes a recommendation to the Dean, including a report explaining their recommendation. The committee may:
   1. Recommend promotion
   2. Recommend promotion with reservations
   3. Recommend that promotion be denied
6. The dean reviews the recommendation and documentation, consults with the Promotion Review Committee and the supervisor and/or unit head as needed, and approves or denies the promotion. The dean notifies both the candidate and their supervisor of the final decision in writing, providing an explanation for the decision..
7. When an individual is promoted, CCAPS Payroll receives notification from the Dean and initiates the pay increase that is added to the base salary of the individual. For FY2025 the increase is $4,000 for 12-month appointments and $3,000 for 9-month appointments, prorated by FTE. The one-time increase to base pay is effective at the beginning of the new fiscal year and is applied after merit-based salary increases.

Timeline

* Or the preceding Friday if this date falls on a weekend

Reason for Policy

This policy governs the promotion of Teaching Specialists (job code 9754) to Senior Teaching Specialist and Lecturers (job code 9753) to Senior Lecturer in the College of Continuing & Professional Studies.

Procedures

Promotion Review Committee Guidelines

Responsibilities

Teaching Specialists and Lecturers

Compiles their dossier

Supervisor

• Counsels and guides candidates toward promotion starting at the time of employment
• Conducts annual performance reviews
• Consults on dossier contents
• Provides a written assessment of the candidate’s performance relative to the promotion criteria

Unit Head (which may be the same as the supervisor)

Reviews the candidate’s dossier to ensure it is complete prior to submission for review

Dean

• Appoints members to the Promotion Review Committee
• Approves or denies the promotion after reviewing the dossier and the review committee recommendation. The dean may consult with the Promotion Review Committee, the supervisor, and/or the unit head as part of their decision making process
• Notifies the candidate and their supervisor of the final decision
• Notifies Payroll/Finance and HR about individuals who have been promoted

Promotion Review Committee

• Reviews documentation provided in the dossier and evaluates performance of the candidate relative to the promotion criteria
• Makes a recommendation to the Dean regarding promotion of the candidate
• Consults with the Dean as needed

Human Resources

Manages the promotion process annually

Contacts

Lynda Flores, Sr. Director of Human Resources: [email protected]

Radhika Seshan, Dean: [email protected]

History

Revised November 2018

Revised February 2024

Revised July 2024