Academic Professionals
at University of Wyoming
Nicole Ballenger
David Jones
Associate Provosts
Office of Academic Affairs
What’s on your mind?
• As an AP, am I a second-class citizen?
• Can I move into a tenure track?
• Do I have the right to vote on faculty
cases?
• Will I succeed at UW?
Are you an AP?
Academic Professionals comprise a category of
University academic personnel, distinct from
classified and professional staff and faculty,
dedicated to the academic mission of the
University (UW Regulation 5-408)
•
•
•
•
Lecturer
Research Scientist
Extension Educator
Postdoctoral Associate
AP and faculty numbers
AY2012-2013
Extended-term track
Lecturer
43
9
19
4
7
Research Scientist
Extension Educator
Archivist
Librarian
Tenure-track faculty
Extended-term contract
Tenure track
176
57
19
23
5
19
Tenured
389
Why have an AP category?
• Some jobs require or benefit from a primary focus on
one dimension of the academic mission
– directing a core laboratory facility (research scientist)
– delivering science-based information to external clientele
full-time (extension educator)
– teaching a panoply of lower-division required or service
courses such as composition, algebra, Spanish I (lecturer)
• AP’s fill a critical niche. We didn’t hire you as an AP because “you
were cheaper,” “easier to get,” “are married to a faculty member,
“or haven’t finished your Ph.D.” (You can’t be transferred into a
tenure-track position although you may apply for open faculty
positions.)
Are there rules and regulations just for
APs?
UW Regulation 5-408 governs the establishment of
Academic Professional positions
– Defines AP categories and general duties of each
– Describes appointment types
• Non-extended term (short-term, part-time, often softmoney, many are renewable)
• Extended term-track (stable fiscal support is a necessary
condition, may result in 6-year contracts, renewable)
– Defines ranks (assistant, associate, senior)
– And describes review procedures for appointment
renewals, extended term contracts, and promotions
UW Regulation 5-408 also addresses
– Academic freedom (see UW Regulation 5-1)
– Freedom from discrimination and harassment (see
UW Regulation 1-5)
– Dispute resolution (see UW Regulation 5-35)
– Representation in Faculty Senate
– Ongoing professional development (akin to sabbatical
leaves)
– And describes your role in reviewing your peers’ cases
• What about your role in reviewing faculty cases? See UW
regulation 5-803 regarding voting protocols.
Do APs have academic freedom?
• “Academic freedom (and tenure) do not exist because
of a peculiar solicitude for the human beings who staff
our academic institutions. They exist, instead, in order
that society may have the benefit of honest judgment
and independent criticism which otherwise might be
withheld because of fear of offending a dominant
social group or transient social attitude.” Clark Byse and Louis
Joughin, Tenure in American Higher Education: Plans, Practices, and the Law (Ithaca:
Cornell University Press, 1959), p.4.
• UW guarantees academic freedom for APs too and
expects “honest judgment and independent criticism”.
How do I get that extended-term contract?
• Must complete a probationary period (normally six years)
• To establish mastery of major job duties and to demonstrate
the promise of continuing professional growth and
development. (Recommendations at all levels are predictions
of success.)
• During probationary period, APs undergo annual reviews for
reappointment based on documented assessments of
performance in all job elements.
• APs not granted reappointment have the right to resign and,
in some cases, have a grace period.
• An extended-term contract runs six years and may be
renewed. Reviews for renewal occur in year five of the
extended-term period.
And how do I earn a promotion in
rank?
• Promotion in rank requires a thorough performance review by
peers, faculty, and administrators at the department, college, and
university levels
– See UW Reg 5-408 for qualifications and skills required at each rank
• Promotion reviews may occur concurrently with reviews for
extended term appointments or renewals, but need not be
simultaneous
• A level of accomplishment commensurate with a rank higher than
assistant is normally a necessary condition for an extended-term
appointment.
Promotion criteria
• Will differ for type of AP and possibly among units
• Criteria may be qualitative rather than quantitative and
should describe a “trajectory” or progressive path of
professional growth
• Example for an Associate Lecturer:
o Will normally have at least a Master’s degree or equivalent
o Must also have a record of demonstrated, significant
contributions to teaching, not only through superior
performance in the classroom but also through the broader
support of the University’s teaching mission
o For example, through contributions to design, development, and
oversight of curriculum in specific courses; demonstrated
breadth and versatility of teaching in a range of courses, etc.
Promotion criteria
• Example for Associate Research Scientist
o Will normally have at least a Masters degree or its
equivalent
o Must also have a record of demonstrated, significant
contributions to research and scholarship
o A convincing record of substantial support to the
research enterprise might include demonstrated
development of expertise, significant contributions to
the preparation of successful grant proposals and
refereed papers, evidence of effective mentorship or
supervision of students or employees whose work is
essential to the research enterprise.
Does “collegiality” count?
• Not a separate evaluation criteria, but most AP
responsibilities are inherently collaborative
activities (e.g. teaching, curriculum development,
mentoring, grant preparation, working with
external clientele) so collegiality impacts your
ability to be effective in all these arenas
• If lack of collegiality impairs the department’s
ability to conduct its mission effectively and with
pride, it CAN be the basis for a nonreappointment recommendation
• It matters….for faculty too!
How do I prepare for the review?
You will compile a packet that includes:
• Appointment history and offer letter
• Job description
• Complete curriculum vitae
• Summary of accomplishments (courses taught, syllabi, information
on tests, assignments, student learning assessment)
• Assessments of teaching (self, peer, administrator, student evals)
• Documentation of service activities
• Documentation of professional development activities
• Where appropriate, internal or external letters of reference
• Documentation of recommendations at all levels
• Responses (optional) to evaluations by peers, department head,
and dean
How does the review process
work?
(replicates process for tenure-track faculty review)
• Department level
– Peers (may include external peers, e.g. extension educators in your
region) and faculty (comments and “votes”)
– Department head’s recommendation
• College level
– College level committee (structure may differ by college, AP type)
– Dean’s recommendation (and Extension Director’s if Extension
Educator)
• University level
– University T&P committee (selected cases only, augmented with AP
rep for AP cases)
– Academic Affairs’ recommendation
– Review by President (on appeal only)
TRUSTEE ACTION
When do you get the news?
• Positive cases are forwarded from Academic
Affairs to the Board of Trustees
• March for first-year cases; May for all others
• Only the Trustees can confer tenure and
extended-term contracts
• Academic Affairs will notify you by letter of the
Trustees’ decision immediately following the May
(or March) meeting
• UW does not recognize “de facto” tenure or
extended terms
Thank you for joining us!
• Did we answer all your questions?
• For more information, please visit our Faculty
Career Resources page on the Academic
Affairs website:
http://www.uwyo.edu/acadaffairs/faculty-resources