The aim of this Policy is to provide orderly and equitable procedures for a rigorous peer review of lecturers
in the English department for the purpose of evaluating candidates for promotion. The recommendations resulting from the process of evaluation may be considered by the dean of the Collage of Arts and Sciences, in consultation with the Senior Associate Dean for Faculty. Decisions regarding the promotion of lecturers or any other matter where the latter’s professional performance may be relevant. Nothing contained herein shall violate existing policies and procedures of the University, nor prevent its officers from taking such action as they deem appropriate under existing policies and procedures. This Policy is intended only to clarify the responsibilities of lecturers, of the Chair of the
English Department, of the Director of the Writing Program, and of the Lecturers’ Promotion Committee
(PC). The Policy is subject to the provisions of the current
, which shall supersede the
Policy in all cases of conflict.
This Policy and any subsequent revisions of it become effective upon approval by the CAS Rank and
Tenure Committee and the CAS Dean. A copy of the approved Policy will be distributed to all current lecturers and to any new lecturers at the time of their appointment.
There are three ranks of lecturer: Lecturer, Advanced Lecturer, and Senior Lecturer. All lecturers, like tenured and tenure-track faculty members, are subject to continuous annual reviews by the department chairperson, in consultation with the Director of the Writing Program, and also to class visitations
(mandatory through the first five years, thereafter at the discretion of the Director or on request of the faculty member), and other forms of review. In addition, new lecturers will be subjected to a more detailed review, in other words, a suitably modified version of the so-called “mid-probationary review,” after their second year of service, with an unsatisfactory review resulting in termination after the third year of service.
Lecturers in 85-lines (renewable contracts) may apply for promotion to the rank of Advanced Lecturer during the fourth consecutive year of service as a Lecturer, and if the petition is successful, the promotion takes effect in the fifth year of service as a Lecturer.
Advanced Lecturers may apply for promotion to the rank of Senior Lecturer during the fourth consecutive year of service at the rank of Advanced Lecturer, and if the petition is successful, the promotion takes effect in the ninth year of service. Up to two years of consecutive service in an 88-line
(one-year contract) can be counted toward promotion to Advanced Lecturer. Lecturers hired before the approval of these guidelines may petition to have their portfolio reviewed with the guidelines in place at the time of the faculty person’s original date-of-hire. Cases can be made for exceptions.
To summarize: With the approval of these guidelines, non-tenure-track faculty members (Lecturers) with several years of service become eligible for promotion in accordance with the years specified in the college’s promotional clock for Lecturers. Those faculty members who have provided 3 years of continuous service in an 85-line position (counting, as appropriate, 2 consecutive years in an 88-line position) before the instauration of these guidelines, become eligible for promotional consideration at the
rank of Advanced Lecturer in the fourth year of service with the instauration of these guidelines. Those faculty members who have provided 7 years of continuous service in an 85-line position (counting, as appropriate, 2 consecutive years in an 88-line position), before the instauration of these guidelines become eligible for promotional consideration at the rank of Senior Lecturer in the seventh year of service with the instauration of these guidelines.
Yr. 1 Lecturer
Yr. 2 Lecturer
Yr. 3 Lecturer
Yr. 5 promotion takes effect Advanced Lecturer
Yr. 6 Advanced Lecturer
Yr. 7 Advanced Lecturer
Yr. 9 promotion takes effect Senior Lecturer
Time-Line for Material Submission
Lecturers who desire to be considered for promotion must notify the Department Chairperson by April
of the academic year that immediately precedes the year of the review. They will then submit all documentation to the Department Chairperson by August 15 th
. These documents will go to the Department review committee or process by September 15 th
and to the Dean no later than December 15 th
. The Dean will forward all materials to the CAS/RTL Committee by February 1 st
Materials to be Submitted
1. A written statement summarizing the faculty member’s contributions in the areas of teaching, professional development, and service.
2. Documentation of those contributions (see Criteria of Evaluation below, especially Criteria for
Promotion to Advanced Lecturer and Criteria for Promotion to Senior Lecturer).
3. A complete
4. Any other documentation requested by the Chair, by the PC, or deemed relevant by the faculty member.
The Prerogative for Promotion Consideration
Contract faculty may choose to stay at their current levels and can remain employed and renewable as long as their performance meets or exceeds department standards. In addition, the failure to be promoted does not,
, result in a notice of non-renewal of contract. Obversely, success in promotion does not,
, guarantee permanent employment.
A Lecturer or Advanced Lecturer whose request for promotion is denied will be afforded the option of having the portfolio re-reviewed. The process should parallel the one that is articulated on page 54 of the faculty handbook under the rubric ‘reconsideration.’ The faculty member can invoke this process by submitting, in writing, a request to the Department Chairperson within one month of the decision. In such cases, the CAS/RTL Committee will serve in the same capacity as the University’s Rank and Tenure
Committee. At their discretion and with their chairpersons’ assent, Lecturers or Advanced Lecturers can also reapply for promotion in the following or subsequent academic years.
Promotion in rank is a privilege to be earned according to the criteria spelled out later in this document— in no sense should it be considered automatic. Faculty members whose requests for promotion are denied may reapply for promotion at their discretion. Promotion does not carry any assumption of permanent employment.
When a member of the PC has completed his/her three-year term of service, or when a member cannot complete his/her term for any reason (such as illness or retirement), the Chair will hold an election no later than April 15 to replace that member.
Upon receipt of a formal request for promotion, the Chair will: 1) provide the faculty member with appropriate forms, information, and documents; 2) discuss with the faculty member the procedure of review and evaluation; 3) convene the first meeting of the PC.
As soon as the supporting documentation is collected, and no later than the first week of October, the
Chair will provide copies of the documentation to the PC. No later than one week after the PC has completed its deliberations, the Chair will inform the faculty member of the PC’s recommendation, summarize the reasons for it, and communicate his/her reasons to support or not to support the Committee’s recommendation. Unless the candidate for promotion chooses to withdraw his/her request, the Chair will submit the faculty member’s file to the Director of the Writing Program for the Director’s recommendation regarding promotion. Once the Director has made his/her recommendation, the Chair will review the faculty member’s file and then submit it, along with his/her written recommendation, to the Dean of the
College for the Dean’s recommendation and for disposition by the relevant committee.
Upon receipt of the faculty member’s file
the Director will review it and then submit it, along with his/her written recommendation, to the Chair.
The PC will consider objectively and without prejudice all material submitted to it apropos of the faculty member’s candidacy, observing the evaluative criteria and procedures outlined in this Policy (see below) and acting in such a way as to ensure the confidentiality of its proceedings.
The PC will be composed of four members elected by the Lecturers of the English Department and confirmed by the department chairperson.
The term of service for elected members of the PC shall be three years, with elections being held no later than April 15 of the year a member’s term expires. All PC members are eligible for re-election. All Lecturers of the rank of Advanced Lecturer or above are eligible to serve, but PC members must outrank a candidate for promotion. Lecturers are not eligible to serve on the PC when they are being considered for promotion. In the event a member of the standing PC does not outrank the candidate, or has become a candidate for promotion, a special election shall be held. A special election shall also be held in the event a member of the PC must be replaced for any other reason, such as retirement or illness. Any special election shall be for the remainder of the term of the PC member being replaced.
1. General Procedures: The PC will meet in closed session only. Proceedings of the meetings will be confidential. The Committee will elect a Chair to oversee Committee work and to communicate on its behalf with the Chair of the Department. The Committee will consult with the Chair when deemed appropriate by a majority vote of the Committee. All notes and records of the Committee’s proceedings, and all personal notes and records of Committee members will be confidential.
2. Review of Data: The Committee will evaluate all material made available in support of a request for promotion. In case of multiple requests, faculty members will be considered alphabetically in order of rank.
3. Voting by the Committee: After its members agree that the evaluation process has been completed, the
Chair of the Committee will then call a vote of the Committee on promotion. No abstentions from voting will be allowed, and members must vote for or against. Contingent upon University deadlines, the vote can be reconsidered upon receipt of additional relevant information of any kind if a majority of the Committee so decides.
4. Committee Recommendations: For each faculty member evaluated by the Committee, the Committee’s recommendation, a supporting letter detailing the reasons for the Committee’s recommendation and bearing the signatures of its members, all relevant documentation in support of this recommendation, and the vote tally; all this material becomes part of the candidate’s file, to be forwarded first to the Director of the
Writing Program, then to the Chair, and finally to the Dean of the College for their respective recommendations.
1. General Criteria: The English Department recognizes that faculty contributions to the Department and the University can take many forms, and evaluation of a candidate should take into account any and all such contributions. The primary aim of evaluation, however, will be to determine that standards of excellence appropriate first to the goals of the Writing Programs and the Core, but also to the goals of the
English Department and to the mission of the College, have been met by the candidate in each of three general areas: teaching, professional development, and service. While these goals, in striving to fulfill the needs of a diverse student body, are best served by Lecturers with diverse and complementary strengths, each candidate will be expected to meet the standards outlined below in all three areas. Because the terms of their employment define Lecturers primarily as teachers, the English Department and the College insist that all candidates meet particularly high standards in the area of teaching.
2. Criteria for Promotion to Advanced Lecturer: a). Teaching: Teaching represents the main obligation of Lecturers to the Department and University. In assessing the effectiveness of a candidate’s teaching, the following should be among the qualities and abilities under consideration: the candidate’s skill in the teaching of the various liberal arts—the arts of thinking, of interpretation, of analysis, of criticism, of expression, and so on; activities that indicate the continual growth and development of that skill; the ability to organize material and present it with clarity and confidence; the ability to stimulate in students an awareness of the relationship between the arts fostered in the classroom and their use both in other fields of knowledge and in the day-to-day lives of individuals and their communities; the ability to evaluate student work fairly; the creativity, spirit, and enthusiasm that energize the learning process and the task of teaching; the ability to provoke curiosity in and to inspire students.
Excellence in teaching may be measured in a variety of ways that may include but are not limited to the following: annual evaluations by the Chair of the English Department; evaluations of the Director of the
Writing Program based on classroom visits (mandatory through the first five years, thereafter at the discretion of the Director or on request of the faculty member); effectiveness in meeting the learning outcomes of a given course; diversity of courses taught; diversity in the ways a particular course is taught; responsiveness to student needs; availability to students outside the classroom; quality of student advising; number of students advised; number of letters of recommendation written; supervision of student work
(e.g., Mulcahy Scholars); assisting other teachers in the teaching of their courses; development of new courses and new course material. The candidate will supply relevant documentation of teaching excellence
(portfolios, syllabi, examinations, teaching assignments, number of students advised and of hours devoted to advising, number of recommendations written, accounts of the supervision of student work and hours devoted to it, assistance rendered to students on independent writing projects, description of new courses, demonstration of services rendered to other teachers, etc.), and the PC will have access to summaries of
assessments based on visits to the candidate’s classroom and all evaluation forms completed by students for each course each semester. The candidate may also choose to request evaluations based on classroom visits by members of the PC. b). Professional Development: Lecturers’ main task is to foster in their students the various abilities involved in the arts of thinking, of interpretation, of analysis, of criticism, of expression, etc. While it may be developed in a number of ways, the ability to impart and nurture these skills is developed in part through classroom practice, and therefore for Lecturers the categories of “Teaching” and “Professional
Development” sometimes overlap. Assessment of the candidate must accordingly recognize that evidence of excellence in teaching may also be used in some instances as evidence of professional development: in other words, evidence used to measure the results of teaching as they bear upon the education of the student may also be used to measure the results of teaching as they bear upon the professional development of the teacher. Evidence of professional development
may include, but is not limited to, the following: participation in peer teaching groups; membership in professional societies; participation in research projects; publications, especially in peer-reviewed journals; attendance and presentations at conferences and symposia; participation in teaching-related or other workshops; involvement in collaborative teaching projects; participation in Loyola learning communities; courses taken to improve pedagogy and/or content knowledge.
c). Service: All Lecturers have service responsibilities to their profession, the University, the CAS, their department, and the campus and local communities. Candidates for promotion to Advanced Lecturer are expected to serve on various Departmental Committees, and they will also play an instrumental role in the effective operation of both the Writing Programs and the Writing Center. Evidence of service rendered in these areas may include, but is not limited to, the following: memberships on committees and the tasks accomplished by them; number of workshops conducted; mentoring of new lecturers; hours devoted to the
Writing Center; special projects assigned by the Director of the Writing Program; initiatives undertaken in behalf of the Writing Programs (e.g., efforts at curricular improvement). In addition to these primary areas of service, the Promotion Committee may need to consider the service of the candidate on
University/College Committees and on the boards of professional organizations. Lecturers may also advise student groups, serve in administrative positions, and participate in Loyola community programs. They may serve the University by enhancing its reputation through personal commitment and service to local, regional, or national agencies, professional groups, and charitable organizations. Finally, they serve both the Department and the University by promoting a working environment conducive to achieving the
University’s objective of providing a quality education to its students.
3. Criteria for Promotion to Senior Lecturer: At least four years in rank at LUC are required for promotion from Advanced Lecturer to Senior Lecturer. The evidence submitted in support of requests for promotion to Senior Lecturer will be of the same kind as that described above for promotion to Advanced Lecturer
(Section VIII. I. 2) but should demonstrate further development beyond the requirements for the latter in the three categories of Teaching, Professional Development, and Service. Candidates are expected to have a sustained record of exceptional teaching. They will also have developed new courses or significantly revised existing courses for the English curriculum.