Appendix A:  General Policies, Procedures and Criteria for Instructional Academic Staff Career Progression

General Principles:

1.      For career progression tracking and eligibility purposes only, individual IAS will accrue one semester of UW-L teaching for each semester of employment.  Summer and J-Term teaching does not count toward accrual. 

2.      The minimum time in higher education teaching experience refers to situations regarding “X years full-time teaching in higher education or other appropriate experience.”  It is understood that this refers to 100% appointments only at other four-year higher education institutions.  This will be negotiated between the Dean and the IAS at time of first appointment and recorded on the initial Personal Action Form (PAF).

3.      IAS who are not employed at UW-L for a period of 4 consecutive semesters do not continue to bank UW-L teaching semesters and previously banked UW-L teaching service is forfeited.  At the time of any future re-hire, these forfeited years could be negotiated as part of the minimum time in higher education teaching experience for accrual and title determination.

4.      Individuals must have been employed at UW-L during the academic year immediately prior to that in which career progression application is being made.

5.       The minimum time in higher education teaching experience and time in title at UW-L merely represents the necessary experience needed for eligibility for consideration.  Career progression decisions will be based solely on the evidence of effective teaching and additional accomplishments at UW-L deemed appropriate for a higher title.

6.      Individuals with dual appointments in separate departments will have uniform titles across departments.  This will require departmental collaboration (similar to faculty promotion) when reviewing career progression applications.

7.      All career progression packet materials must be submitted electronically on or before the first Friday in January in order to be eligible for consideration.

8.      If career progression is approved, $1,000 will be added to that individual’s base salary at the beginning of the next academic year.  It is understood that this one-time $1,000 salary “bump” will be funded through centrally-based monies, while any ongoing salary increase due to change in title will be funded annually through that individual’s college budget.

9.      Deans have the discretion in recommending multi-year contracts, but will consider long-term programmatic needs and IAS individuals in the higher titles first when requesting multi-year contracts.

 


 

 

LECTURER

Effect of Career Progression

on Position Title

CLINICAL

Effect of Career Progression

on Position Title

Minimum  Higher Education Teaching Experience and Time in Title at UW-L

Documentation of Effective Teaching

 

Additional Accomplishments

Associate Lecturer to

Lecturer

 

Clinical Instructor to

Clinical Assistant Professor

·          8 semesters full-time teaching in higher education or other appropriate experience. 

 

·          At least 2 semesters of which must be teaching at UWL

 

Demonstrated strong record of accomplishment in Teaching from:

·          Self Assessment

·          Peer Reviews

·          Chair Evaluation

·          SEI Scores

·          Other Teaching Assessment, if applicable

Evidence of professional development and/or service such as:

·          Undergraduate Advising

·          Assisting in Developing Lab Safety Protocol

·          Lab Scheduling

·          Curriculum Development

·          Participating in Outreach Programs

·          Attending Workshops

·          In Service Training

·          Committee Work

·          Participating in Mentoring

Lecturer

to

Senior Lecturer

 

Clinical Assistant Professor

To

Clinical Associate Professor

·          12 semesters full-time teaching in higher education or other appropriate experience. 

 

·          At least 6 semesters of which must be teaching at UWL

 

Demonstrated sustained record of accomplishment in Teaching from:

·          Self Assessment

·          Peer Reviews

·          Chair Evaluation

·          SEI Scores

·          Other Teaching Assessment, if applicable

1.        Demonstrated sustained record of accomplishment in area of professional development and/or service, such as:

·          Teaching- or Clinical-Related Research

·          Clinical Practice

·          Additional Accomplishments Activities from Above Grid

2.        Advanced degree and documented certification or license if required by the specific program or department.

Senior Lecturer

To

Distinguished Lecturer

 

Clinical Associate Professor

To

Clinical Professor

·          20 semesters full-time teaching in higher education or other appropriate experience. 

 

·          At least 10 semesters of which must be teaching at UWL

 

Demonstrated sustained record of excellence in Teaching from:

·          Self Assessment

·          Peer Reviews

·          Chair Evaluation

·          SEI Scores

·          Other Teaching Assessment, if applicable

1.   Recognition for significant contributions in

       service, research or clinical practice.

2.   May guide, train or supervise others.

3.   Terminal degree and documented certificate or

      license if required by the specific program or

      department.

 

 

Clinical Professor

To

Distinguished Clinical Professor

 

·          30 semesters full-time teaching in higher education or other appropriate experience. 

 

·          At least 10 semesters of which must be teaching at UWL

 

Demonstrated excellence above and beyond the level of Clinical Professor with regards to accomplishments in Teaching from:

·          Self Assessment

·          Peer Reviews

·          Chair Evaluation

·          SEI Scores

·          Other Teaching Assessment, if applicable

1.        External recognition for significant contributions in service, research or clinical practice.

2.        Expected to guide, train or supervise others.

3.        Terminal degree and documented certification or license if required by the specific program or department.

 

 

 

Exclusions:

 UW-L specifically excludes those IAS holding the following Instructional Titles from this process: 


 

·        Visiting Professor

·        Retired Faculty Annuitants

·        New Faculty ABD

·        Professor Emeritus

·        Professor of military Science

·        Adjunct Professor

·        Professor L/I\

·        Visiting Lecturer

·        Extension Associate

·        Faculty Assistant

·        Faculty Associate

·        Instrumentation Innovator-instruction

·        Lab Managers


 

 

Note:  Lab managers are not included as they are non-instructional academic staff positions.  Lecturers and clinical professor titles may teach labs, but would not ordinarily perform the duties of lab managers.

 

 

Determination of Semesters of Teaching and Tracking of IAS Semesters of Teaching:

  1. Establishing Semesters of Teaching at Other Institutions:

a.      Starting with 2006-07, any current IAS will be assumed to have the minimum semesters of teaching required for their current title.  This information will be included on a letter from HR to the individual IAS.

    1. Starting in Fall 2007, the semesters of teaching in higher education for all new hires would be negotiated with the Dean at the time of hire and would be included on the initial Personal Action Form (PAF.).
    2. Since there is no minimum semesters of teaching required for the lowest IAS ranks (Associate Lecturer and Clinical Instructor), these will need to be established for those lowest ranked IAS hired in the last three years.  This will be determined in collaboration with the individual’s department chair/program director and recorded on the individual’s Individual Development Plan (IDP).  The IDP will contain a question regarding number of semesters of teaching in higher education.  A current CV would be attached for verification.
  1. Establishing Semesters of Teaching at UW-L through 2006-07:
    1. The lists of IAS with Faculty Status for the academic years 1992-93 through 2005-06 have been provided by the Faculty Senate office.  These lists will be used to establish an individual IAS’s semesters of teaching at UW-L to date.  This information will be included on a letter from HR to the individual IAS.

                                                               i.      First, each IAS will receive 2 semesters teaching at UW-L for each time his/her name appears on one of the above Faculty Status lists.  It is not necessary to track years prior to 1992-93, as the maximum semesters of teaching necessary to attain any IAS title rank is 30. 

                                                             ii.      Second, each IAS whose name appears on the Faculty Status list for any given year will receive an additional 4 semesters of teaching at UW-L.  Note:  In order to receive Faculty Status, an individual must have been employed at UW-L for 3 semesters at 50% or greater and faculty status is granted during the 4th semester.

                                                            iii.      In addition, each IAS whose name appears on the Fall 2006 and/or Spring 2007 payroll will receive 2 (or 1) semesters of teaching at UW-L.  This method is necessary since Faculty Status was abolished by the Faculty Senate in May 2006; therefore, there are no more Faculty Status lists to consult.

    1. Any IAS who was hired in Fall 2004, or later, will be individually verified by Human Resources for appropriate semesters of teaching at UW-L.  Human Resources will also be asked to individually verify semesters of teaching service for any IAS whose title was updated as part of the titling initiative last semester.
  1. Tracking Semesters of Teaching at UW-L:
    1. For all current IAS, a statement regarding banked semesters of teaching will be included on a letter from HR to the individual IAS.  e.g.,  “You have been granted ___ total semesters of teaching service in current title at UWL for career progression purposes only.”
    2. Until such time as Human Resources has the ability to electronically track and notify IAS of their career progression eligibility status, it will fall to the responsibility of the individual IAS to keep track of his/her semesters of teaching service (e.g., save Fall 2007 contract and all subsequent contract letters, etc.).  Human Resources would be asked to verify the eligibility status of individual IAS prior to submission of his/her career progression packet.
    3. Individual IAS are encouraged to contact Human Resources at any time if he/she feels that an error has been made in the accrual of his/her semesters of teaching.

 

 

IAS Career Progression Committee (IASCPC):

 

The IASCPC shall be a standing committee of the UW-L Faculty Senate.  Its purpose is to review and to make recommendations to the Provost regarding title advancement of eligible IAS applicants.

 

The IASCPC is comprised of 6 members including:

  • The current chair of the IAS Committee
  • Five members of the faculty selected by the Faculty Senate Executive Committee to be representative of the colleges/divisions and should include at least one representative from each college.  These members shall be tenured ranked faculty or IAS at the Senior Lecturer or Associate Clinical Professor level (or higher), with the ultimate goal of IAS holding the majority membership of this committee.

 

The IASCPC shall meet early in the Fall semester to select a chair and to discuss the process of IAS Career Progression.  During the first year of implementation (Fall 2007), the IASCPC shall meet at the beginning of the Fall 2007 semester to finalize the details of career progression.  These details shall include determination of the exact content and format of the IAS career progression application packet and the rules and procedures of the IASCPC decision-making process.  These details shall be finalized by September 30, 2007.  This information should be disseminated to all IAS immediately upon adoption so as not to delay the process for those IAS planning to apply for career progression in Fall 2007.

 

 

Career Progression Deadlines:

 

First Friday of January

 

Career Progression Packet due to the Faculty Senate Office

 

 

(Packets held in Senate Office for review by committee members.)

 

 

 

First Friday of February

 

IASCPC recommendations due to the Provost Office

 

 

(Packets transferred to Human Resources.)

 

 

 

Within 14 days of receiving

 

Provost recommendations due to Human Resources

IASCPC recommendations

 

 

 

 

 

Within 7 days of receiving

 

Human Resources issues notification letters to all

Provost decisions

 

IAS applicants

 

 

 

July 1 of Next Academic Year

 

New Title takes Effect

 

 

 

 

 

 

Contents of IAS Career Progression Packet:

 

  1. Letter of support from Applicant’s Department.  Departments are encouraged to review their departmental bylaws and to develop their own procedures to address this process.  During the first year of implementation and in departments whose bylaws do not include a process for IAS promotion, it shall be the responsibility of the department chair to provide the required letter of support.
  2. Letter from the Applicant’s Dean.  In keeping with the faculty promotion process, a letter of support from the Dean would consist of a simple statement of support.  However, in the event of non-support, a letter would be required to explain the reasons for non-support.
  3. Current Curriculum Vitae.
  4. Evidence of Review of Performance.  This can be in the form of a peer review, department chair evaluation, department merit review report or Individual Development Plan (IDP).
  5. SEIs from the Last Six Semesters of Teaching.  This information would be provided or verified by the Department Chair.
  6. Portfolio.  The details of the contents and format of the portfolio shall be determined by the Fall 2007 IASCPC no later than September 30, 2007.  Prior to this date, however, any IAS who may be contemplating career progression may be best advised to consult the faculty promotion model when beginning to assemble their materials.