THE UNIVERSITY OF MONTANA
DEPARTMENT OF MODERN AND CLASSICAL LANGUAGES AND
LITERATURES UNIT STANDARDS
I.
INTRODUCTION
We intend these standards and procedures of the Unit Standards to supplement and be
consistent with those provided in the current Collective Bargaining Agreement (CBA), and in the
event of any omissions and inconsistencies, the terms of the CBA shall apply and prevail. Faculty
members should consult the CBA for procedures relative to the evaluation process beyond the
FEC and for appeals (CBA 10.250-10.340).
II.
DEPARTMENT ORGANIZATION
The Department of Modem and Classical Languages and Literatures expects tenure-track faculty
members to work in the areas of teaching, research, and service. Unless agreements with the
Chair and the Dean are reached to the contrary, faculty members will normally be required to
perform the following:
·
A. Teach a reasonable course load, consistent with terms of employment, and share
equitably in the following faculty duties where appropriate:
1. advising of students, both graduate and undergraduate;
2. direction of Honors and Masters theses;
3. participation on graduate committees of other departments
B. Serve on departmental and university committees as required, including section
leadership. ·
C. Pursue and accomplish an active program of research.
D. Maintain a high degree of professional competency and currency by participating
in such activities as new course development, attendance at short courses and seminars,
publication of articles, individual research, consulting/translating, and membership in
professional organizations.
These duties are minimum requirements only; if a faculty member takes on activities beyond
those specified above, these activities may be considered positively in the faculty member's
evaluation. Additionally, teaching loads for individual faculty members may vary in a particular
year for legitimate reasons, such as special assignments, major service responsibilities, etc.
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III.
GRADUATE INSTRUCTION
Faculty who teach graduate courses and direct M.A. theses must hold the Ph.D., have a current
record of publication and presentation at significant conferences, be conversant with the current
scholarship in one's discipline(s), and be able to conduct a course totally in the target language if
appropriate. The language section head and the departmental chair will schedule faculty into
graduate courses, and if there is a cross-listing with another department, that chair will be
involved. As for other aspects of performance, the annual faculty evaluation process will take
into consideration the teaching and supervision at the graduate level.
IV.
DEPARTMENT EVALUATION PROCEDURES
In accordance with section 4 ofl0.110, and in addition to sections 10.210-240 of the CBA, the
following procedures apply to the department.
A. STUDENT EVALUATION COMMITTEE (CBA 10.220)
The Student Evaluation committee (SEC) shall consist of three to seven undergraduate and
graduate students from any major in the Department and one faculty observer. The sections will
nominate students for membership, who will then be appointed by the department chair.
Whenever possible, the SEC faculty observer should be a full professor not under evaluation. At
the first meeting of the SEC, the faculty observer
should explain the purpose, procedures, and timeline for the committee's work and should
emphasize the confidential nature of all discussions and materials. The SEC should elect its own
student chair who will convene other meetings of the SEC, check on the progress of individual
members' work, and inform the SEC faculty observer of any problems or questions.
The intent of the SEC report is to provide an accurate and objective summary of students'
evaluation of the instructor and each course being considered. The SEC's report shall be' based
on the evaluations of all courses taught during the period under review.
B. FACULTY EVALUATION COMMITTEE AND DEPARTMENT CHAIR
1. Faculty Evaluation Committee (CBA 10.230)
Members of the Faculty Evaluation Committee (FEC) shall be tenured or tenure-track members
of the Department who have completed a minimum of one year of service at the University of
Montana. The FEC shall consist of seven members who each serve a one­ year term, except the
committee chair who will serve a second year as a regular member
in order to assure continuity. A slate for election will be presented to the faculty in each
spring term and will be composed of eligible faculty, as determined by a formula based on
alphabetical rotation and section membership in order to establish an equal balance of
representation. The six new members to be proposed each spring will be determined by the
following rotation: (A) One member added per section serially between larger sectional
14
groupings (three eligible faculty or more) until five are added. (B) Likewise with smaller sections
(2 eligible members or fewer) so as to add one. (C) No colleague will repeat until all others have
had a regular opportunity to serve. (D) If the formula would return someone before two years
have passed since the last service on the FEC, this person shall wait to be placed on the slate for
the following year before application of the formula. (E) Persons excused for the one year are
those on leave, directing international programs, ill or documenting other special circumstances;
if excused, the person will be placed on the slate for FEC for the following year before
application of the regular formula. The FEC will elect its own Chair from among the Full
Professors and the Associate Professors on the committee. In the following year, that Chair will
serve as a regular member of FEC. The FEC will also elect one of its members to be the faculty
observer to the SEC; whenever possible this will be a full professor not under evaluation. In
addition, a student shall be appointed as an observer. The Department Chair shall not serve as a
member of the FEC. A faculty member shall not serve as a member of the FEC for the
consideration of his or her own evaluation.
2. Evaluation Procedures (CBA 10.230)
The FEC will conduct the evaluation process in an open manner, allowing time to meet with
faculty members under review, if requested, in order to discuss the evaluation.
a.
The FEC will vote after considering the records of the individual under review.
The total number of votes in any decision is the sum of votes "for" or "against'': abstentions and
absents are noted for the record, but are not considered in determining what constitutes a
majority. The FEC will resolve tie votes in the following manner:
when the individual is requesting a merit increase, the FEC will forward a recommendation of
normal;
when the matter under discussion is less-than-normal, the FEC will recommend a normal;
when an individual is requesting promotion or tenure, the FEC will not approve the request.
b.
The FEC Chair shall communicate the recommendation of the committee in writing to
the faculty member under review. The faculty member will then have ten days to appeal the
FEC's initial recommendation. Following reconsideration, the FEC will take a second vote on the
issue, using the same procedure as for the first vote. It will have ten days from its receipt of an
appeal within which either to grant or deny any remedial action requested.
c.
After the FEC has finalized its recommendation for each faculty member, a copy of that
recommendation as well as any additional documents that may have been added to the record
will be made available to the faculty member.
3. Chair's Recommendation (CBA 10.240)
a.
The faculty member under review may choose to discuss the FEC report with the department
chair before the chair completes a recommendation.
b.
The chair shall prepare a written recommendation, which the faculty member under
review may appeal within ten days of its receipt. Additional documentation may be
15
submitted in support of an appeal. The chair will have ten days in which to grant or
deny any remedial action requested.
V.
CRITERIA FOR RETENTION, PROMOTION, AND TENURE
The department generally requires a doctoral degree of anyone being hired for a tenure­ track
position. If a faculty member should, nonetheless, be hired for such a position without the
degree, she or he will be expected to complete it by the end of the first academic year in the
tenure-track position. Failure to complete the degree by then will be cause for nonrenewal of
contract for the following year, and the faculty member will be
so notified.
Faculty responsibilities in the areas of teaching, service, and research are outlined in the CBA
section 6.200. The level of such research/scholarship and/or relevant creative activity, on the
one hand, and service contributions, on the other, may vary among faculty members due to
dissimilar teaching workloads. The following elaborations serve as a general guide.
A. TEACHING
1. General
Evidence demonstrating effectiveness of teaching (e.g. engaging students in active learning and
pedagogically sound instruction) includes, but is not limited to course syllabi, development of
new or substantially revised courses, student evaluations, orientation for study-abroad
programs and teaching while abroad, leading workshops for high school teachers, conducting
T.A. orientations, participating in pedagogical workshops, and receipt of teaching awards.
2. Specific
For promotion to Associate Professor, for the awarding of Tenure, and for promotion to Full
Professor, the faculty member is encouraged to include a teaching portfolio in the IPR to
supplement the SEC report. Documented evidence of teaching effectiveness in the form of peer
review is also recommended for inclusion in the portfolio.
I
B. RESEARCH
1. General
The department maintains that an active research agenda enhances our roles within the
university. The contributions that we make to our fields of study are not only productive to
other scholars but also to our students. Therefore the products resulting from such scholarly
activity should be considered evidence of professional engagement which contributes to our
development as well-rounded professionals.
a. Evidence: Essential evidence of scholarly activity includes peer- reviewed publication of
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articles, conference proceedings, chapters in edited volumes, textbooks, books, or monographs.
Additional evidence may include, but is not limited to translations, critical editions, original
creative work relevant to the faculty member's scholarly field, book reviews, encyclopedia
entries, and other evidence of scholarly activity deemed appropriate by the FEC.
b. Evaluation:
i. Evidence of the faculty member's scholarly activity should demonstrate that: (1) the faculty
member is contributing to the body of knowledge in his or her field through his or her research
and (2) there is the potential for sustained professional growth in his or her scholarly activity.
ii. Scholarly activity completed and accepted for publication shall be credited by the FEC.
iii. The department recognizes that some kinds of scholarly activity are more important and
valuable than others, and the quality of the faculty member's scholarly activity will be evaluated
as well as the quantity.
iv. The department acknowledges that scholarly activity includes a wider range of activities than
publications. Growth and vitality in scholarly endeavors are also reflected in the presentation of
papers, participation in scholarly panels, contributions to professional meetings beyond
presentations (e.g. discussants and organizers of panels), receipt of research grants and awards,
etc.
v. The department recognizes that each of its sections has unique circumstances. The FEC will
seek to determine whether an individual faculty member's evidence of scholarly activity is
commensurate with that faculty member's assignment, taking into consideration teaching
(graduate and undergraduate), advising loads, study abroad programs, as well as university
service and committee work.
2. Specific
a. For promotion to Associate Professor, the faculty member should have accumulated, except
in unusual circumstances, four or more years of full-time service in rank as Assistant Professor
prior to the date of promotion. The candidate should also provide evidence that clearly
demonstrates "professional growth and an increasingly valuable contribution to the University"
(CBA
10.110).
b. For Tenure, the faculty member should have accumulated five years of credit, at least three of
which are at the University of Montana. The candidate should also provide evidence that
indicates "the applicant has achieved or is in the process of achieving recognition in his/her field
of competence beyond The University of Montana" (CBA 9.320). An external review is required
to provide evidence of the applicant's continued active scholarship and recognition beyond the
university. Therefore, letters evaluating the quality, scope, and impact of the candidate's
research will be solicited from experts in the field who are tenured faculty and not currently
affiliated with the University of Montana according to the following procedure:
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i. Candidates seeking Tenure are encouraged to notify the Chair's Advisory Committee (CAC,
consisting of the Section Heads of Chinese, Classics, French, German, Japanese, Spanish and
Russian) by April15 prior to the academic year during which the candidate will be reviewed so
as to begin collaborating on a list of potential reviewers.
ii. The candidate shall provide the names and contact information of three potential reviewers.
iii. The Department Chair, in consultation with the CAC, shall provide the names of three
potential reviewers.
iv. The candidate shall have the opportunity to veto one of the names suggested by the Chair.
v. The Department Chair shall solicit three letters by the beginning of the contract year during
which the candidate will be reviewed for Tenure. At least one letter should be from among the
names the candidate submitted. See the attached form letter outlining the nature of the
reviewer's report (Appendix A).
vi. Should the external review documents fail to arrive in a timely fashion, faculty evaluation
may proceed nonetheless.
c. For promotion to Full Professor, the faculty member should have accumulated, except in
unusual circumstances, five or more years of full-time service in the rank of Associate Professor;
the candidate should also provide evidence that indicates a "clear demonstration of professional
growth and an increasingly valuable contribution to the University" (CBA 10.110). Additionally,
an external review is required for promotion to Full Professor according to the following
procedure:
i. Candidates seeking promotion to Full Professor are encouraged to notify the Chair's Advisory
Committee (CAC) by April15 prior to the academic year during which the candidate will be
reviewed so as to begin collaborating on a list of potential reviewers.
ii. The candidate shall provide the names and contact information of three potential reviewers.
iii. The Department Chair, in consultation with the CAC, shall provide the names of three
potential reviewers.
iv. The candidate shall have the opportunity to veto one of the names suggested by the Chair.
v. The Department Chair shall solicit three letters by the beginning of the contract year during
which the candidate will be reviewed for promotion
to Full Professor. At least one letter should be from among the names the
candidate submitted. See the attached form letter outlining the nature of the reviewer's report
(Appendix A).
vi. Should the external review documents fail to arrive in a timely fashion, faculty evaluation
may proceed nonetheless.
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C. SERVICE
1. General
Faculty members are expected to engage in professional service (CBA 6.200). Evidence of service
contributions to the language section, the department, and the University includes but is not
limited to the following: membership on
department and/or university committees; leadership and participation in activities which
enhance the programs of the section, the department, the university;
election to significant leadership positions in faculty organizations.
2. Specific
a. For promotion to Associate Professor, faculty members must show evidence that they are
contributing to the overall welfare and vitality of their language section, the department, and
the university.
b. For Tenure and promotion to Full Professor, service beyond the UM campus is required.
Evidence of such activities includes but is not limited to service to professional organizations
(regional, national, or international), service to schools and teacher education, and participation
in relevant community or state events.
VI. SALARY DETERMINATION
A. CRITERIA FOR A NORMAL RECOMMENDATION
Faculty members being recommended for normal shall submit an Individual Performance Record
(IPR, see section VIII) covering the period since the last evaluation (i.e., in accordance with the
CBA, one year for assistant professor, or typically two years for associate and three years for full
professors, unless circumstances prescribe a different schedule). Faculty members will be
recommended for a normal salary increase when she or he meets the expectations set forth in
Section V of this document. Faculty members who are not being recommended for any of the
other salary-related designations (promotion, merit, less-than-normal, or non-retention) will be
recommended for normal.
B. CRITERIA FOR A LESS-THAN-NORMAL RECOMMENDATION
A recommendation for less-than-normal may be given to a faculty member who consistently
fails to meet the minimum expectations set forth in Section V of this document or who
consistently refuses to work in accord with department and/or university policies. Three less­
than-normal recommendations will lead to a tenure review in accordance with the CBA. The first
less-than-normal recommendation must be preceded by a formal warning in the previous
evaluation that such a recommendation is forthcoming if the problems are not satisfactorily
addressed.
19
Performance considered to be below the minimum standard in any one or two of the areas of
teaching, research, and service does not necessarily justify a less-than-normal recommendation.
If the quantity of service in the remaining area or areas is proportionate to the FTE and
assignment of the position, and if the quality of that service reflects the focus of concentration of
effort in the area or areas in which the individual has been assigned to perform, then the faculty
member may still be recommended for normal.
C. CRITERIA FOR NON-RETENTION
Probationary faculty members will be evaluated annually, according to the procedures outlined
in this document. It is expected that probationary faculty members will be making reasonable
progress toward fulfilling the criteria for promotion and/or tenure. If, however, the annual
evaluation indicates that this is not the case, the probationary faculty member may be
recommended by the FEC and/or Chair for non-retention.
D. CRITERIA FOR MERIT CONSIDERATION
The FEC and/or Chair may recommend a faculty member for a merit award when that individual
has demonstrated above normal performance in at least two of the three areas with normal
performance in the third, or outstanding performance in one area and normal in the other two.
Although a merit recommendation can be based on the performance of a faculty member over
varying numbers of years, ranging from one year to any number dating back to the last merit or
promotion received, positive merit recommendation based on one year's achievement will be
rare and must be based on a clearly exceptional achievement, i.e. receipt of a major teaching
award, publication of a significant book or an extraordinary service contribution.
VII. NON-TENURABLE ACADEMIC APPOINTMENTS
A. GOALS
In accordance with Personnel Policy 143.0 (CBA 9.000 ff), now in effect and here attached, the
Department of Modem and Classical Languages and Literatures will make use of non-tenurable
appointments only for special or specialized purposes and/or limited periods. The following
items are drawn and amplified from that Personnel Policy, but do not supersede it. The
assignment and expectations will be defined in writing for each appointee, and evaluation will
be
based on that assignment and expectations. Appointees who are members of the Collective
Bargaining Unit (.5 FTE or greater for the academic year---CBA 3.100) will have the right to
participate in unit governance, attend faculty meetings, vote on unit matters, and serve on unit
committees, but will not participate in the election of the Chair and Section Heads. Nontenurable faculty will not be eligible for election to the Faculty Evaluation Committee, nor will
they participate in the evaluation of other non-tenurable faculty.
20
B. TITLES
These persons will hold appointments as Lecturers, Adjunct Faculty, Visiting Faculty, Research
Faculty, Faculty Affiliates or International Visiting Scholars. Adjunct, Visiting or Research faculty
may further be defined as Instructor, Assistant Professor, Associate Professor, Professor, for
example Adjunct Assistant Professor. A person who has attained distinction in the field may
receive the title of Distinguished Lecturer at an appropriate salary.
C. RECRUITMENT
The department must first establish the need for such appointments and secure approval of
them
from the Chair, Dean, and Provost. The assignment and position description must be established.
The description must specify the teaching assignment, any other expectations such as office
hours and laboratory work, the FTE ratio, and salary. There will be a regular search process;
credentials must be submitted; faculty involved approve the recommended appointee by
majority vote, and
the appointment follows regular channels of approval.
D. DEFINITION AVAILABLE
The department must provide the appointee with a copy of the position description, the Unit
Standards, and this Policy regarding non-tenurable appointments. Adjunct Faculty are appointed
as ranked members of the faculty primarily to provide classroom teaching supported by
instructional program funding. They may replace absent faculty or meet temporary or
unanticipated enrollment growth.
E. ASSIGNMENT AND REAPPOINTMENT
This assignment may change, depending upon enrollment, funding and needs under
extraordinary circumstances. There is no right of reappointment of any Adjunct, Visiting, or
Research non-tenurable appointment, but such may be reappointed at the discretion of the
Department Chair with the approval of the Dean and Provost.
F. FTERATIO
The FTE ratio will equate to no less than the established university salary floors for equivalent
rank on a pro-rated, full-time basis. A reasonable relationship will apply between the FTE ratio
and workload.
G. EVALUATION
The department will evaluate these faculty members annually, according to standard
departmental processes, assuring that evaluations reflect assignments and expectations and
acknowledge additional contributions.
H. SALARY INCREMENTS AND CHANGES IN RANK
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Faculty members on non-tenurable appointments (except Lecturers) can receive salary
increases, merit increases and promotions on the basis of teaching and other contributions.
These increases are contingent upon available funding and cannot come from the pools
established by the CBA for regular faculty. These must be approved and funding identified by
the Dean and the Provost.
I. RECOURSE TO GRIEVANCE
Non-tenurable facu1ty members covered by the CBA have recourse to the Grievance Procedure
outlined in CBA, Section 19.000 to redress violation of this policy. Faculty not covered by the
CBA can seek corrective action from the appropriate Dean, with right of appeal to the Provost
and ultimately President.
J. POLICIES SPECIFIC TO THE DEPARTMENT OF MODERN AND CLASSICAL
LANGUAGES AND LITERATURES
Teaching will be the primary responsibility of non-tenurable faculty, but they will be expected
to hold office hours and may be required to serve in the departmental language/computer
laboratories. Adjuncts of professorial ranking are exempt from language laboratory service
(Assistants, Associate, Professor). There will ordinarily be no expectations of advising, but these
appointees may volunteer as General Advisors. There are no expectations of research. Although
the appointment is based on teaching, additional work in service and research will be given
consideration in evaluation. Non-tenurable faculty will be evaluated according to their
assignment, and the process will be parallel to that used for the evaluation of tenurable faculty.
VIII. DOCUMENTATION FOR SUPPORT OF EVALUATION
A. INDIVIDUAL PERFORMANCE RECORD
Each faculty member will submit an Individual Performance Record (IPR) to the FEC in support
of his or her performance. This will become his or her record for purposes of evaluation. For
the period under review, the IPR must include all annual evaluations done by SEC, FEC, Chair,
Dean, and Provost.
B. RULES
1. General
a.
b.
c.
Nothing is to appear under more than one heading.
Pages are to be numbered sequentially.
The last page is to be signed by the faculty member.
2. Specific
a. Promotion: Nothing used in the documentation for a previously successful application for
promotion can be included in the current promotion documentation.
22
b. Merit: Nothing used in the documentation for a previously successful application for
promotion or merit recommendation can be included in the current merit
documentation.
c. Tenure: The entire professional career can be used.
NOTE: Work accepted for publication should be cited as "forthcoming" or "in press"; work in
preparation or submitted, but thus far unaccepted for publication should not be cited unless in
number 15 or 16 of the IPR (see below).
In preparing the current CV, do not include anything in any category that is not within the time
span to be evaluated.
C.
INDIVIDUAL PERFORMANCE RECORD FORMAT
FALL(YEAR)
NORMAL (or MERIT, TENURE etc.)
(Time frame for evaluation, e.g. Aug. 31, 2004 to Aug. 31, 2006)
INDIVIDUAL PERFORMANCE RECORD NAME
Rank
Section
Modem and Classical Languages and Literatures
College of Arts and Sciences
University of Montana
1. Tenure Status:
2. Education: Undergraduate: Graduate:
3. Teaching and other professional experience:
The University of Montana
e.g. Assistant Professor years (from to)
Associate Professor years (from to)
Professor years (from to)
Previous Professional Experience:
4. Courses taught during period under review (include enrollment figures):
5. Average number of credit hours taught per academic year excluding wintersession, summer
session and independent study:
6. Number of undergraduate student advisees presently: Number of graduate student advisees
presently:
Other advising (e.g. masters thesis, honors thesis, Watkins, general university advising, ISEP,
23
etc.):
7. Books in your field which you have authored, so-authored, edited or co-edited (include
chapters in books):
8. Authored or co-authored articles accepted for publication in refereed scholarly journals:
9. Other evidence of scholarly and creative achievement, e.g. book reviews, translations,
publication in conference proceedings, published interviews, public lectures, etc.:
10. Papers presented at scholarly meetings; include invitational panel participations at regional
or national scholarly meetings and conference sectionals where you have served as a
respondent:
11. Awards, honors and grants received for teaching, scholarship, or public service:
12. Service:
Department/Section: Campus:
Community, Regional and National:
13. Memberships in national, state or regional educational and scholarly associations (indicate
any offices held) or advisory panels or commissions:
14. Research projects engaged in (include sponsorship if applicable):
15. Anything else germane to professional credentials and experience: (Signature, Date)
24
Appendix A:
Templates for the initial e-mail and follow-up letter sent to solrkit external evaluations for
Tenure and promotion to Full Professor (see above III.2.c.i-vi).
Dear (NAME)
As Chair of the Department of Modern and Classical Languages and Literatures at the University of
Montana, I am contacting you to see whether you would be willing to provide an external
letter of evaluation for one of our colleagues, [name], in the [language] section, who is applying
for [promotion/tenure]. Your name has been suggested because of your area of scholarly
expertise.
If you are willing to participate in this evaluation, we will send you all required information and
materials in the next [two] weeks and will ask that your letter be submitted to us by October 1st.
We are looking for a candid evaluation of the following aspects of scholarship: the general (and/or
potential) impact of the scholarship in the field; the reputation of the journals in which the
scholarship appears; the relevance and scope of bibliographical sources; and the overall quality
and value of the research.
Please let me know by e-mail at your earliest convenience whether you are willing to participate. I
will then forward a more detailed description of the process together with [
]'s dossier.
Thank you very much for your consideration of this request. Sincerely,
[Name]
[e-mail address]
14
EXTERNAL EVALUATION LETTER: [Date]
[Narne of addressee] [Address]
Dear (NAME)
On behalf of the Chair's Advisory Committee, I would like to thank you for being willing to provide
an external evaluation for our colleague,
], who is being
considered for [promotion/tenure] to the rank of
].We understand that this is
time-consuming service and are very appreciative of your participation.
We are a department of Modern and Classical Languages and Literatures, and the Faculty
Evaluation Committee frequently comprises colleagues in language disciplines other than that of
the person under evaluation. We ask that external evaluations focus primarily on the quality and
value rather than the quantity of the research. Most useful will be your candid evaluation of the
following aspects of scholarship: the general and/or potential impact of the scholarship in the
field; the reputation of the journals in which the scholarship appears; the relevance and scope of
bibliographical sources; and the reputation in the field of any grants/awards/prizes received.
Our general expectations for scholarly activity, as stated in our Department's Unit Standards, are
as follows:
"Essential evidence of scholarly activity includes peer- reviewed publication of articles, conference
proceedings, chapters in edited volumes, textbooks, books, or monographs. Additional evidence
may include, but is not limited to: translations, critical editions, original creative work relevant to
the faculty member's scholarly field, book reviews, encyclopedia entries, and other evidence of
scholarly activity deemed appropriate by the Faculty Evaluation Committee [from here on referred
to as FEC}.
Evidence of the faculty member's scholarly activity should demonstrate that: (1) the faculty
member is contributing to the body of knowledge in his or her field through his or her research and
(2) there is the potential for sustained professional growth in his or her scholarly activity.
Scholarly activity completed and accepted for publication shall be credited by the FEC. The
Department recognizes that some kinds of scholarly activity are more important and
valuable than others, and the quality of the faculty member's scholarly activity will be evaluated
as well as the quantity.
15
The Department acknowledges that scholarly activity includes a wider range of activities than
publications. Growth and vitality in scholarly endeavors are also reflected in the presentation of
papers, participation in scholarly panels, contributions to professional meetings beyond
presentations (e.g. discussants and organizers of panels), receipt of research grants and awards,
etc.
The Department recognizes that each of its sections has unique circumstances. The FEC will seek to
determine whether an individual faculty member's evidence of scholarly activity is commensurate
with that faculty member's assignment, taking into consideration teaching (graduate and
undergraduate), advising loads, study abroad programs, as well as university service and committee
work. "
Finally, please be advised that pursuant to our Collective Bargaining Agreement, the candidate
under review has the right to view all documents in his/her file.
Attached please find copies of [
's] curriculum vitae and scholarly writing.
We respectfully ask that you send your letter of external review by [October
] , to [Dr.
., 320 Liberal Arts, The University of Montana, Missoula, MT, 59812. Should you
have any questions or concerns, please contact me at
L_
_J,
Chair
Enc.
16
c_
_J
Sincerely,
Appendix B:
The University of Montana
PERSONNEL POLICIES
Policy:
Non-tenurable Academic Appointments
Policy Number: 143.0
Date Adopted: 2/8/93; revised 4/8/99; revised 4/19/99; revised
1/2001; revised 7/2001
References:
Montana University System Section 702.1; CBA Approved By: George
M. Dennison, President
POLICY:
The University of Montana intends to fulfill its mission through reliance upon persons duly
appointed as members of the regular faculty who engage in the full range of traditional faculty
activities, namely, teaching, research and creative activity, and service. Accordingly, the
University will make use of non-tenurable appointments only for special or specialized
purposes and/or limited periods.
I. Categories of Non-tenurable Appointments:
A. Specialized and/or Special Purpose Appointments for Instruction
1. Lecturers:
Persons appointed as members of the faculty with duties devoted primarily to
teaching, subject to reappointment annually at the University's discretion. Lecturers can
qualify for salary increases on the basis of performance. On occasion, Lecturers may
engage in service activities as part of assigned duties.
a. A Department or equivalent academic unit can have no more than 20 percent of the
total FTE regular faculty as Lecturers and must demonstrate a critical need that a)
regular faculty members cannot cover, and b) does not require that the person meeting
the need holds a terminal degree.
b. The appropriate Dean and Provost will review and recommend for approval by the
President those requests for Lecturer positions that meet the criteria, and will identify
and provide for the ongoing funding requirements.
c. A person who has attained distinction in the field may receive the title of
Distinguished Lecturer at an appropriate salary. Note: Further reference to Lecturer
in this Policy includes Distinguished Lecturer.
2. Adjunct Faculty: Persons appointed as ranked members of the faculty primarily to
provide classroom teaching supported by instructional program funding.
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a. Adjunct Faculty appointments at .5 FTE and above are authorized to enable
Departments a) to fulfill course obligations on a temporary basis replacing
absent faculty, or b) to meet temporary and unanticipated enrollment growth.
Adjunct Faculty members holding appointments of .5 FTE and above can be
reappointed at the University's discretion.
b. Adjunct Part-Time Faculty appointments at less than .5 FTE are authorized to enable
Departments to fulfill course obligations in special or specialized areas on a
part-time basis.
c. All non-tenurable instructional faculty appointees, when aggregated, shall not exceed
25 percent of total faculty FTE within a Department, School, or College.*
B. Visiting Faculty: Persons appointed as ranked members of the faculty who hold faculty
positions at other institutions of higher education (domestic or foreign).
1. Visiting Faculty appointments may be renewed for two academic years at the
University's discretion.
2. No individual may hold a Visiting Faculty appointment for more than three (3)
academic years in succession.
C. Research Faculty: Persons appointed as ranked members of the faculty primarily to
conduct research with support from grants, contracts, or outside funding sources susceptible
to discontinuance by persons or entities other than the University. Research faculty members
on non-tenurable appointments can receive salary increases, merit increases, and
promotions on the basis of assigned activity consistent with the requirements of the CBA and
Unit Standards, and contingent upon available funding. Such increases cannot come from the
pools established by the CBA for regular faculty. Any recommended salary increase beyond
the salary floors requires approval and the identification of funding by the Dean and the
Provost.
D. Faculty Affiliates: Persons not principally employed by the University, or principally
employed by the University in other than an academic capacity, but who nominally
contribute to the instructional, research and creative activity, or service functions of the
University, usually with no or minimal compensation, who hold courtesy appointments as
Faculty Affiliates. The provisions under Section II and III below do not apply to these
appointments. Colleges, Schools, and Departments recommend renewal of these
appointments annually to the Provost.
E. International Visiting Scholars: International visitors typically under approved
exchange agreements, but who lack the credentials for appointment as Visiting Faculty, who
hold appointments as International Visiting Scholars in
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recognition of their participation in the University's instructional, research and creative activity,
or service functions. International Visiting Scholars typically receive compensation from their
home institutions and come to The University of Montana by invitation and under an IAP-66
form in compliance with the University's Visiting Scholar Guidelines. The provisions of Sections
II and III below do not apply
to these appointments.
F. Clinical Faculty:Persons appointed as ranked members of the faculty with duties
devoted primarily to teaching while providing clinical services at practice sites and who may
also contribute to the research and creative activity of the university. Rank, compensation, and
workload vary with the nature of the assignment. Clinical faculty may be reappointed at the
discretion of the University.
*NOTE: Sections VILA and VII.G below qualify this provision.
II. Appointing Authority and Conditions:
In accordance with the appointment procedures and conditions stipulated below, the Provost
recommends to the President those persons qualified to hold appointments in the nontenurable categories listed above in Section I.
A. There is no right of reappointment of any Non-tenurable Appointment.
B. Prior to initiating a search process to identify potential candidates for non-­ tenurable
appointments, the appointing College, School, or Department, must first establish the need
for such appointments, as required by this Policy, and secure approval of them from the
Chair, Dean, and Provost.
C. Equal opportunity and non-discrimination laws and procedures apply for all non-­ tenurable
appointments, requiring Department involvement, Dean approval, and adherence to
University requirements for advertising. Appointments must be recommended by the
Department faculty based upon Unit Standards and policies to ensure that the appointees
have the requisite credentials to teach and/or conduct research in the Department. All
Lecturers, Adjunct, Visiting, Clinical, and Research Faculty will participate in an employee
orientation prior to initiation of their employment with the University.
D. To recommend persons for non-tenurable appointments, the College, School, or Department must
first establish the assignment and formulate a position description. The description must
specify the assignment, expectations, FTE ratio, and salary. The College, School, or
Department must provide the appointee with a copy of the description, the Unit Standards,
and this Policy regarding non-tenurable appointments. All appointments are subject to
approval by the Dean, Provost, and President.
E. Established University salary floors for equivalent rank will be prorated for
appointments other than full-time. Deans are responsible for assigning faculty workload,
subject to the approval of the Provost, with due consideration to the recommendations of the
Department Chair. Non-tenurable faculty may be paid more
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than the indicated percentage of the salary floor, based on the qualifications of the applicant
and available funding, but never less than the indicated percentage. Lecturers receive
compensation no less than the floor specified for Instructors.
F. Colleges, Schools, and Departments evaluate all faculty members annually,
according to established processes. The evaluations must reflect assignments and
expectations. Faculty with no research and creative activity or service requirements will
not
stand for evaluation in those areas, but the evaluations will acknowledge such
professional
activities when actually performed. The evaluations provide the opportunity to
commend
superior performance and provide guidance about weaknesses.
III. Appointment Procedures:
The following procedures govern non-tenurable appointments:
A. The appointing College, School, or Department secures prior approval of the non­
tenurable position(s) before accepting applications.
B. The individual submits credentials to the Program Director, Department Chair, or, where
applicable, appropriate Dean;
C. The School or Department faculty (see section II.C above) approves the
recommended appointee, and the appropriate Program Director, Department Chair, and Dean
support the recommendation to the Provost; and
D. The Provost makes an independent recommendation supporting the appointment to the
·
President.
IV. Termination, Remedies, and Student Complaints:
The following provisions apply to all non-tenurable appointments.
A. Colleges, Schools, and Departments must comply with applicable Board of Regents policy
and University policies and procedures in order to terminate non­ tenurable faculty members
for cause or to discontinue non-tenurable faculty members before contracts expire.
B. After the third consecutive year of service, Lecturers and Clinical Faculty shall have the right to
one semester's notice of the intention to terminate the relationship.
C. Non-tenurable faculty members covered by the CBA have recourse to the Grievance Procedure
outlined in CBA, Section 19.000, to redress violations of this Policy. Faculty not covered by the CBA
can seek corrective action from the appropriate Dean, with right of appeal to the Provost and
ultimately President.
D. Student complaints against non-tenurable faculty-except in the School of Law-follow the
procedures in accordance with CBA, Section 21.000.
V. Annual Report:
The Office of Institutional Research will prepare an annual report for submission to the
Faculty Senate during the September meeting. The report will list the head count and FTE
of faculty members serving on non-tenurable appointments by College, School, and
Department for the prior academic year; the student-credit-hours generated by those
faculty members; and the overall totals by College, School, Department, and University.
A. The report will provide the names, positions, base salaries, FTEs, percentages of each FTE
allocated to instruction or research, health and retirement benefits, AY or FY contracts, ranks,
titles, and funding sources for all appointments.
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B. The report will also provide the percentage of tenured and tenurable FTE to non-tenurable FTE
identified by College, School, and Department and in a University-wide summary.
VI. Titles and Ranks:
The following ranks and titles shall be used for Adjunct, Visiting, Research, and Clinical
appointments depending upon the qualifications of the appointee:
A. Lecturer may or may not have a terminal degree, depending upon assignment and
background or experience, subject to annual reappointment at the University's
discretion, with one semester's advance notice of intent not to reappoint;
B. Postdoctoral Scholar has a doctoral degree in the discipline and will conduct research
under the supervision of a faculty member holding professorial rank;
C. [Adjunct, Visiting, Research, or Clinical] Instructor has the qualifications for
Instructor stipulated in the CBA;
D. [Adjunct, Visiting, Research, or Clinical] Assistant Professor has the qualifications for
Assistant Professor stipulated in the CBA;
E. [Adjunct, Visiting, Research, or Clinical] Associate Professor has the
qualifications for Associate Professor stipulated in the CBA; and,
F. [Adjunct, Visiting, Research, or Clinical] Professor has the qualifications for
Professor stipulated in the CBA.
VII. Implementation:
This Policy becomes effective on 1 July 1999. Compliance will be achieved in phases as
outlined below.
A. All aspects of the Policy, except the limitation on the percentage of faculty FTE in
I.B.3, take effect on 1 July 1999. Appointments made from that date forward will
adhere to the terms of the Policy.
B. By 1 November 2001, Deans will develop and submit plans for achieving
compliance to the Provost for approval by the President and transmittal to all planning
committees and responsible administrative officers.
C. In accordance with the intent of this Policy, the filling of vacant tenure lines will
have high priority in fiscal decision making in the 2000-2001 biennium.
D. The goal of bringing the permanent faculty to an appropriate size will have the
highest priority in the development of the 2004-2005-budget request and its advocacy
to the Regents, the Governor, and the Legislature.
E. In accordance with the CBA, the Provost will submit progress reports to the
Faculty Senate for the September meeting of the Senate in 1999, 2000, 2001, 2002, and
2003.
F. Special exceptions with regard to percentages of faculty FTE in I.A.2.c. will be
made when special expertise is required to enhance academic quality. ·
DENDOC1245
19 April1999
Revised February 29,2001
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