Confidentiality of Personnel Deliberations
Composition of Departmental Personnel Committees (Probationary and Temporary Appointment, Retention, Tenure, and Promotion, and Evaluation of Temporary, Probationary and Tenured Faculty)
Composition of Departmental Personnel Committees
The department annually elects 4 personnel committees.
The probationary and tenured faculty members of the department or equivalent unit shall elect a peer review committee(s) of tenured faculty members. When there are insufficient eligible members to serve on the peer committee, the department shall elect members from a related academic discipline(s).
(The Committees, as a whole, must take responsibility for the following tasks: Probationary Appointment; Temporary Appointment; Retention, Tenure and Promotion; Range Elevation; Evaluation of Temporary Faculty; Evaluation of Probationary Faculty; Evaluation of Tenured Faculty (Post-Tenure review); Evaluation for Request to Emeritus status; and Collaboration on the Development of Individual Professional Plans. It is required that each unit indicate below which Committee is responsible for each of these tasks.)
| Committee Titles and Responsibilities |
Number of Members (at least 3; all tenured full time) (Indicate if must be (full) professor rank) |
Number of Alternates (1 or more; all tenured full-time)* (Indicate if must be (full) professor rank) |
|---|---|---|
|
RTP A Performing evaluation of probationary associate and tenured associate professors for retention and/or promotion. Performing post-tenured review of tenured full professors. Performing annual evaluation of full time temporary faculty at Ranges C and D and consideration of promotion from C to D. Providing consultation on and approval of individual-faculty-professional plans if requested. |
3 Tenured Full Professors |
1 Tenured Full Professor |
|
RTP B Performing evaluation of probationary assistant professors for retention and/or promotion. Performing annual evaluation of full time temporary faculty at Ranges A and B and consideration of promotion from A to B. Providing consultation on and approval of individual-faculty-professional plans if requested. |
3 Tenured Associate/Full Professors |
1 Tenured Associate/Full Professor |
|
Faculty Search Committee Recruiting and screening prospective applications for the approved faculty positions. Arranging and conducting interviews. Preparing necessary documents as required by the College and University Human Resource Office for hiring of a new full time faculty. Making recommendation on the final candidates to the Director. |
3 Tenured Associate/Full Professors for 1 4 Tenured Associate/Full Professors for 2 5 Tenured Associate/Full Professors for 3 (1 Probationary Faculty member may be elected) |
1 Tenured Associate/Full Professor |
|
Part-time Faculty Committee Performing evaluation of part-time faculty members as required by the College and University |
5 Tenured Associate/Full professors |
1 Tenured Associate/Full professor |
Additional:
SSW Part-time Faculty Committee
Members: Five (5) tenured associate or tenured full professors elected by tenured/tenure-track faculty for a two (2) year term. For continuity of review process, we have determined that a two (2) year term was preferable to one (1) year. However, to insure parity in committee workload, the faculty decided that no member should have to serve more than two (2) consecutive years. The Academic Senate Ballot Program is used to tally ballots and the Single Transferable Method is used to determine election results. This method lists all faculty members in rank order, making it possible to select a replacement and/or alternate if needed by moving down the list in numerical order.
The School Director does not serve as a member or as an ex-officio member of the RTP committees.
Eligibility for Committee Service and Balloting
Recruitment of Probationary Faculty
Appointment of Probationary Faculty
Personnel Action Files
Individualized Professional Plans
Eligibility for Tenure and Promotion
| Area of Specialization | Terminal Degree |
|---|---|
| Social Work or Related Fields |
Doctorate (e.g., Ph.D., DSW, JD, DPH, MD) |
Evaluation of Permanent Instructional Faculty
Additional:
Category B: Activities considered appropriate as "scholarly and creative activities" for the discipline are:
- Accepted or published peer-reviewed journal articles (manuscripts); if a manuscript is accepted, but not yet published, a letter of acceptance or email confirmation should be attached; manuscripts under review will be evaluated only when the full text is submitted to the file.
- Other scholarly publications such as books, monographs, book chapters, policy briefs, reports (e.g., program evaluations, grant reports) that are distributed within an academic and/or professional community.
- Peer-reviewed presentations before meetings of scholarly and professional societies, and presentations as an invited authority in the faculty member's field before scholarly and professional audiences.
- Teaching materials (e.g., Title IV-E curriculum reports, published articles used as required reading by other universities, and teaching formats) that are adopted for professional or instructional use within and/or outside the school or university.
- Editing or reviewing of scholarly or professional publications.
- Receipt of fellowships, grants, contracts or other subsidies and commissions for scholarly activities in the faculty member's field; funding proposals under review will be evaluated only when the full text is submitted to the file; unfunded grant proposals will be evaluated when discussed in the context of a larger research agenda and only when the full text is submitted to the file.
- Holding special appointments such as visiting professorships, lectureships, or consultant assignments in other academic, scholarly, professional, or governmental institutions within or outside the United States.
- Community based participatory research that involves the academic expertise of the faculty member.
Committee Procedures
Review of Faculty Holding Joint Appointments and of Faculty Active in Interdisciplinary Programs
Student Consultation in Academic Personnel Processes
Oral Testimony
Role of Department/Division/School Chair or Director
Appointment of Temporary Faculty
Evaluation of Temporary Faculty
Additional:
RTP criteria for temporary full-time and part-time faculty (lecturers) include, but are not limited, to the following:
Category A: Instructional Performance.
- Teaching Performance.
- Positive peer evaluations based on classroom/clinical visitations.
- Mean GP A for each course is consistent with general expected performance of the discipline and class level.
- Student evaluation of instruction (student opinion surveys) demonstrate a pattern at or above the average rankings for the Department.
- Related Instructional Activities.
- Participate in the on-going development of course related materials.
- Participate in on-going course evaluations and/or student learning experiences.
Category B.
- Provide updated evidence of professional activities such as publications, presentations, research, and attendance at professional and continuing education workshops and conference.
- Demonstrate evidence of maintaining practice expertise through employment and/or consultation.
Category C.
-
Maintaining an active community-based involvement concerning various social work issues that promote the school mission and the University mission.
-
Engaging in school of social work, College of Health and Human Services, or University activities or events which promote student-faculty learning and professional developments.
Evaluation of the Director of Field Education and Field Faculty (Consultant) Hired by the State or under External Grants or Contracts
The School Director is responsible for the annual performance evaluation of the Director of Field Education and the Field Education Consultants. In the spring of 2002, the School of Social Work RTP B committee developed an evaluation survey for the Director of Field Education. This survey will be the standard instrument used by the School Director to evaluate the Director of Field Education. The criteria for evaluation are described below:
- Field Department Governance
- Field Faculty Affairs
- Long Range Planning
- Student Affairs
- Office Managerial/Operations
- External Relations
- Personal Professional Development
- Overall Performance
By the end of the Summer quarter, the Director of Field Education should work with each individual field consultant to develop an individual work plan with specific goals and objectives for the entire academic year. The field consultant will be evaluated according his/her work plan. The School Director works with the Director of Field Education to arrange and conduct the evaluation. The evaluation should be finished by the end of the Spring semester every year.
Evaluation of Part-time Field Faculty (Consultant)
The School Director and the Director of Field Education are responsible for the annual performance evaluation of part-time field faculty with consultation from the assigned field faculty mentor. The part-time field consultant will be evaluated based on teaching performance in field seminars and other field faculty responsibilities as described in the job description below. The School Director works with the Director of Field Education to arrange and conduct the evaluation. The evaluation should be finished by the end of the Spring semester every year.
The criteria for evaluation are based on the job description:
Duties include working directly with assigned Full-Time Field Faculty Mentor and in consultation with Director of Field Education, as needed and include the following:
- Teach integrative seminar with a group of assigned students focusing on the goals, objectives, and course content area of the seminar.
- Assign a course grade for fieldwork in consultation with the Field Instructor and based upon the participation of the student in any required fieldwork seminar and the written evaluation prepared by the Field Instructor. Access "GET Account" for grades as soon as possible
- Liaison activities which include consulting with field instructors, site visits to conduct student evaluations, monitor training sites, etc.
- Review the individual learning contract/agreement developed by each student.
- Ensure that satisfactory progress in fieldwork is being made by the student.
- Provide consultation or other advisement as necessary.
- Collaborate with the student and Field Instructor on an Educational Performance Contract/ Agreement when progress is not satisfactory. Work with Field Education Office to ensure that copy of contract is forward to Academic Advisor.
- Complete a written evaluation of assigned placement settings at the end of the placement period, making recommendations as to continued use of the setting.
- Attend student field practicum orientations.
- Attend field education related meetings that require Part-Time Field Faculty participation.
- Submit any required documentation to the Field Education Office for filing.
Consideration for Three-Year Appointments
Consideration for Range Elevation
Additional:
DEPARTMENT/DIVISION CRITERIA FOR RANGE ELEVATION:
- Contributions to the Department above and beyond that normally expected from temporary faculty.
- Teaching performance at or above the mean for the Department.
- Substantial professional accomplishment, including attainment of higher degree or presentation of State or National awards.
- Significant professional development, including publication of journal articles and/or clinical materials, presentations at state and national professional meetings.
Changes in qualification that shall be taken into account in evaluating for range elevation shall include teaching performance and but not limited to: confirmation of advanced degree; publication of significant research; receipt of major grants/funding; external recognition at the level of honors and awards from significant bodies; etc. The Director of SSW will seek approval of this change in hiring by specifying in a memo to the Dean the reasons for the elevation. Upon approval of the Dean, the elevation will go into effect with the next hiring of the full-time temporary or part-time faculty member.