Advancement to Senior Lecturer

Lecturer positions are fixed-term appointments that may be eligible for renewal.  Lecturer appointments are made to support the instructional needs and missions of departments.  Lecturer positions substantially reduce the College’s reliance upon visiting faculty, and enable CLAS departments to recruit non-tenure line faculty to provide high-quality instruction.  Lecturers additionally contribute through the development of curriculum and departmental service, which provides stability and continuity to departments.  All appointments, reappointments, and advancements of Lecturers are subject to approval by a home department, college and university. 

Appointments may be made at the Lecturer rank in CLAS when the following conditions are met:

  • the research expectations that exist for tenure-track faculty are inappropriate, given the nature and extent of the teaching assignments,

  • the potential for reappointment is essential in order to ensure stability in the position and competitive recruiting of individuals who can ensure high-quality instruction, and

  • funding for the position is identified, in consultation with the College.

Responsibilities and Rights of Lecturers

The standard expectation for Lecturer positions is that at least 60% of effort is devoted to teaching organized courses and no more than 40% is devoted to institutional and professional service for the typical appointee in this category. The position does not have a research component or expectation of research accomplishments. Lecturers are not members of the Graduate Faculty. However, it may be appropriate to request temporary Graduate Faculty status for service on a particular graduate committee from the Graduate College, which must endorse such as request.

Lecturers have access to an office, departmental stationary and supplies, telephone, and other infrastructure support to which faculty are entitled. Like tenure-track faculty, Lecturers have access to travel funding for professional development and professional service purposes, consistent with travel funding policies. (If the appointment is less than 100%, this support would be proportional to the percentage of appointment.) Fringe benefits are provided in accordance with University rules for appointments of 50% or more.

Titles

The titles of lecturer positions are Lecturer and Senior Lecturer.  Both titles will have job code FH15.

Terms of Appointment of Lecturers

Lecturer: Lecturer appointments are renewable. The initial appointment is for one year and may be renewed in one-year increments for the following two years pending collegiate funding and positive reviews. Subsequent appointments are for three years.

Senior Lecturer: Initial and renewal appointments at the title of Senior Lecturer are for five years. A candidate for a Lecturer position will ordinarily be offered an entry-level contract as Lecturer.  However, under extraordinary circumstances a candidate may be initially appointed as a Senior Lecturer if he or she has experience commensurate with that expected of Senior Lecturers in CLAS (see below for Criteria for Advancement or Reappointment of Senior Lecturer Faculty).

Review Schedule and Procedures

Lecturers will be reviewed on the following schedule:

Lecturer: Annually for the first six years of service at the University; subsequently, a performance evaluation must be submitted every third year.

Each department may either follow the Collegiate guidelines or establish departmental written performance standards for the position. Departmental performance standards must be approved by the College prior to March 1.  At present, no University level criteria exist.

The annual reviews and the reappointment reviews will be carried out according to procedures established by the department for Lecturer review, using the position description and the performance standards for the position. The review will be forwarded to the collegiate office, as well as being shared with the Lecturer. Departmental recommendations on reappointment will be subject to collegiate review by the Dean or the Executive Associate Dean.

Senior Lecturer: The timetable for appointment to Senior Lecturer is as follows:

  • In the fifth-year or subsequent year of service:
    • Candidate consults with the Executive Associate Dean
    • Candidate requests a formal review in a letter to the DEO
  • In the sixth-year or subsequent year of service:
    • Candidate submits an advancement dossier to the DEO (see CLAS Timetable for Lecturer Advancement Reviews for specific dates).
    • Advancement dossier reviewed by the Departmental Advancement Committee, the Departmental Consulting Group, the DEO, the CCG and the Dean
  • In the seventh-year or subsequent year of service: Appointment to Senior Lecturer 

After consultation with the Executive Associate Dean, the review for advancement to Senior Lecturer will be scheduled by the Executive Associate Dean and the DEO in the spring semester of year five; the formal review will occur during the sixth year of full-time service (or equivalent).  The review and reappointment to Senior Lecturer will be scheduled for every fifth year thereafter.

Procedures for Advancement of Lecturers

Criteria for Advancement or Reappointment of Senior Lecturer Faculty

Advancement to the Senior Lecturer rank can occur only after the individual has served as a Lecturer for six years and the department has completed a rigorous review.  The process for Advancement to Senior Lecturer starts upon a written request from the individual; in no instance is the review initiated by the academic unit without the individual’s written consent.  Advancement to Senior Lecturer must follow the procedures outlined later in this document.  

Departments may establish criteria for Senior Lecturers that are consistent with the following criteria of the College of Liberal Arts and Sciences:

  • Faculty promoted or reappointed to the Senior Lecturer position are ordinarily expected to:
    • hold the doctorate or terminal master's degree of the discipline;
    • have an established record of sustained success, excellence and new approaches to teaching;
    • have achieved unmistakable recognition for professional contributions (see below, "Evidence of Professional Productivity and Service"); and
    • have a substantial and sustained record of effective participation in service to the department, to the college, to the institution, and, where specified by the department, a sustained record of effective professional service in the community.
  • Evidence for Professional Productivity and Professional Service

Candidates for conferral of the title of Senior Lecturer must demonstrate professional productivity beyond teaching.  This productivity must be demonstrated in several of the following ways:

  • curriculum and program development;
  • presentations at local, state, regional, and national professional meetings;
  • outreach activities to service organizations and civic groups;
  • service to the department, college or university;
  • contributions to professional organizations through membership on committees and office-holding.

Departmental policies also may specify indicators of professional productivity. Unlike tenure-track faculty, Senior Lecturers are not expected to demonstrate research productivity.

The Dossier for Advancement (Items provided by candidate)

  • A teaching dossier will be required with materials similar to those specified in the teaching section of the dossier for promotion and tenure decision-making:
    • the candidate’s CV, including a list of the candidate’s teaching assignments semester-by- semester, preferably from most to least recent;
    • the candidate’s personal statement on teaching, consisting of a summary and explanation— normally not to exceed three pages—of the candidate’s accomplishments and future plans concerning teaching; comments on these accomplishments and plans; and comments on other items included in the dossier related to teaching;
    • a list of other contributions to instructional programs;
    • copies of course materials, including syllabi, instructional web pages, and computer lab materials for the last three years;
    • undergraduate and, if applicable, graduate advising activities;
    • other materials related to the candidate’s teaching; and
    • as an appendix to the dossier, copies of teaching evaluations by students for each course taught during the last three years.
  • A section on the candidate's professional productivity, including:
    • the candidate's personal statement on professional productivity;
    • other materials related to the candidate's professional productivity.
  • A section on the candidate's other service, including:
    • the candidate's personal statement on service;
    • other materials related to the candidate's service.
  • The dossier also will contain materials related to departmental service and curriculum development if and as appropriate to the position.
  • Letters of support.  Candidate will provide the contact information for service-related areas.  The Departmental Advancement Committee may request letters of evaluation from the individuals.

CLAS Timetable for Lecturer Advancement Reviews

A Lecturer who wishes to be reviewed for advancement must formally request the review by April 1 of the calendar year in which the review will be initiated.  The College deems it inappropriate for a Lecturer who has been denied advancement to be reviewed again until the record has changed substantially.  Therefore, a Lecturer must ordinarily wait at least a year after being denied advancement before requesting another review.

Departments are expected to make all reasonable efforts to meet these deadlines, though the College recognizes that minor variations amy occur for a range of reasons. (Note: Departments may establish earlier deadlines in their procedures for advancement decision-making.)

  • By April 1: The Lecturer seeking advancement consults with the Executive Associate Dean.
  • By April 1: The Lecturer seeking advancement formally requests a review, in a letter to the DEO.
  • By April 15: The DEO forwards to the Dean's Office the names and CVs of any Lecturers seeking advancement review in the next academic year.
  • By April 15: The DEO informs candidates for advancement review of the materials to be submitted for the advancement dossier and the deadline for submission.
  • By September 1: The candidate submits advancement dossier to the DEO.
  • By first working day in November: The Departmental Advancement Committee submits to the DEO its report evaluating the candidate's teaching, professional productivity, and other service.

—Within 5 working days of the submission of the report, the DEO places the report in the Advancement Record and transmits a copy to the candidate.

—Within 5 working days of the DEO’s transmittal of the report to the candidate, the candidate may write to correct factual errors in the committee’s report.

  • In November: The Departmental Consulting Group, which includes all tenure-track faculty and Senior Lecturers in the department, accesses the Advancement Record, meets to discuss the Record and vote on the decision, and are consulted on the summary report of the discussion and vote.  The candidate receives a copy of the meeting summary and has five days to respond to factual errors in the DCG meeting summary. 
  • In early December: The DEO submits the Advancement Record to the Dean's Office with the record of the Departmental Consulting Group discussion and vote, and with DEO's letter of recommendation.

If the DEO's recommendation is negative, the candidate receives a copy of the DEO letter.  The candidate then has three working days to request from the Dean redacted documents from the Advancement Record and, within five working days of receiving the materials, may submit a written response and additional information to the Dean.

  • In early to mid-February: If the College Committee's recommendation is negative and contrary to that of the DCG or DEO, the Dean notifies the candidate and DEO.  The candidate receives a summary of the Collegiate Committee's discussion and has three working days to request from the Dean redacted documents from the Advancement Record and, within five working days, may submit a written response.
  • In late February: The candidate and DEO are notified of the Dean’s decision, which is final.

Lecturer Basis for Evaluation: The Advancement Record

The qualifications of a candidate for advancement will be determined on the basis of the Advancement Record, which, when it reaches the Dean, will consist of the following material, in this order:

  1. the “Recommendation for Lecturer Advancement” cover sheet;
  2. the recommendation and vote (and report, if any) of the Collegiate Committee on Faculty Promotion and Tenure;
  3. Collegiate or Department criteria for advancement;
  4. The Departmental Executive Officer's letter making a recommendation to the Dean;
  5. the recommendation, vote, and report of the Departmental Consulting Group;
  6. any letters submitted by the candidate at specified stages of the process to correct errors in the internal peer evaluations of the candidate's teaching, professional productivity, and service or in the Departmental Consulting Group's report; or to respond to a letter or report of the Departmental Executive Officer, or the Collegiate Committee on Faculty Promotion and Tenure;
  7. the candidate's CV in the college's standard format which documents the candidate's educational and professional history;
  8. a section on the candidate's teaching, including:
    1. the candidate's personal statement on teaching,
    2. documentation of peer evaluation of the candidate's teaching (the same number of classroom observations that have been established by each department are required, as documented in "Faculty Appointment & Review Department-Level Procedures, Section D", and
    3. other materials related to the candidate's teaching.
  9. a section on the candidate's professional productivity, including;
    1. the candidate's personal statement on professional productivity,
    2. documentation of internal peer evaluation of the candidate's professional productivity;
    3. other materials related to the candidate's professional productivity.
  10. a section on the candidate's other service, including:
    1. the candidate's personal statement on service,
    2. documentation of internal evaluation of the candidate's service, and
    3. other materials related to the candidate's service.
  11. the following materials from the candidate's most recent review for contract renewal: the DEO's letter, and the candidate's response(s) to the DEO's letter;
  12. supplementary material to be added to the Advancement Record as expressly provided in these procedures or departmental procedures, entered in the appropriate section of the Record.  Materials added to the original dossier or materials in the original dossier that are amended should be labeled as such, including the date when added or amended and with amendments clearly marked.

Advancement to Senior Lecturer - Forms:
Table of Contents
Recommendation for Lecturer Advancement Cover Sheet