ntid administrative guidelines and criteria for … · administrative guidelines and criteria for...

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NTID

Administrative Guidelines and

Criteria for Promotion to the

Ranks of Senior and Principal

Lecturer

National Technical Institute for the Deaf

Rochester Institute of Technology

May 9, 2011

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Table of Contents 3

RIT Policy on rank of Lecturer ..............................................................................................3 4

Lecturer Promotion Committee ............................................................................................6 5

Criteria for Promotion to Senior Lecturer ............................................................................7 6

Process for Promotion to Senior Lecturer ...........................................................................11 7

Criteria for Promotion to Principal Lecturer .....................................................................12 8

Process for Promotion to Principal Lecturer ......................................................................16 9

Calendar of Action ................................................................................................................18 10

Appendix A: Promotion to Senior Lecturer 11

A.1: Department Peer Recommendation Form ............................................................19 12

A.2: Chairperson Recommendation Form ....................................................................21 13

A.3: College Promotion Committee Recommendation.................................................23 14

A.4: President/Dean Confidential Recommendation Form .........................................25 15

Appendix B: Promotion to Principal Lecturer 16

B.1: Department Peer Recommendation Form.............................................................26 17

B.2: Chairperson Recommendation Form ....................................................................28 18

B.3: College Promotion Committee Recommendation .................................................30 19

B.4: President/Dean Confidential Recommendation Form .........................................32 20

Appendix C: Interpreting SLPI Rating Scale ....................................................................33 21

Appendix D: RIT Institute Policy on Service .............................................................34 22

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NTID Administrative Guidelines and Criteria for Promotion to 35

the Ranks of Senior and Principal Lecturer 36

37

Based on the relevant RIT Policy (E6.0 of the Institute Policies and Procedures Manual), this 38

document contains the NTID Administrative Guidelines and Criteria for Promotion to the 39

ranks of Senior and Principal Lecturer. Where the document cites continuous sections from 40

E.6.0, the text appears in bold italic typeface. The policies and procedures specific to NTID 41

appear in ordinary typeface. 42

43

RIT POLICY ON RANK OF LECTURER 44

45

E.6.0.5. Non Tenure-Track Teaching Faculty – All ranks of lecturer 46

a. Description: The non tenure-track teaching faculty category of lecturer is generally 47

used in situations carefully tailored to university programmatic needs. Lecturer 48

positions normally should not be created out of previously tenure-track positions. 49

Lecturer ranks may be assigned to those whose talents and experience would give 50

reasonable assurance of qualifying for consideration for a position as a teacher. 51

(1) Those appointed in the category of lecturer have teaching as their primary 52

responsibility. 53

(2) Ranks of lecturer include: lecturer, senior lecturer, and principal lecturer. 54

55

b. Ranks of Lecturer 56

57

(1) Lecturer Responsibilities: The primary responsibility of lecturers is teaching. In 58

addition lecturers may be assigned students advisees, and/or asked to participate in 59

department (or equivalent) level service activities. Lecturers are not expected to 60

participate in scholarship or university-level service. 61

Contracts: Those appointed to the position of lecturer may be reappointed annually 62

to non tenure-track employment. Lecturer contracts may be renewed at the sole 63

discretion of the university. 64

(a) Lecturers in their initial year of appointment will be notified whether the 65

appointment is being renewed during the week following grade submission for 66

spring quarter. 67

(b) After the initial year of hire, any lecturer on a one-year contract must be 68

notified whether the appointment is to be renewed during the week following grade 69

submission for spring quarter. 70

(c) After three consecutive years of annual appointments, lecturers may be issued 71

two-year renewable contracts, which may be renewed at the sole discretion of the 72

university. The two-year contract may be renewed by June 30 of the first year, 73

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yielding a “rolling two-year contract.” Note that the offer of a two-year contract 74

does not guarantee subsequent two-year terms. In the event that projected 75

departmental needs and/or college resources do not support subsequent two-year 76

contracts, a lecturer can be offered a one-year contract. The lecturer then must be 77

notified whether the appointment is to be renewed during the week following grade 78

submission for spring quarter. 79

(2) Senior Lecturer 80

After five years of teaching, lecturers are eligible for promotion to senior lecturer at 81

the discretion of the dean (or equivalent) and the provost. At the time of hire, 82

candidates may receive up to two years of credit for teaching at another institution of 83

higher education. 84

Responsibilities: In addition to teaching and advising students, senior lecturers are 85

expected to engage in service at the department (or equivalent) and college (or 86

equivalent) level; they are not expected to participate in scholarship. 87

Contracts: Senior lecturers will receive an initial three-year contract, which may be 88

renewed at the sole discretion of the university. If the three-year contract is not to be 89

renewed, notice must be given by June 30 of the second year, yielding a “rolling 90

three-year contract.” Note that the offer of a three-year contract does not guarantee 91

subsequent three-year terms. In the event that projected departmental needs and/or 92

college resources do not support subsequent three-year contracts, a senior lecturer 93

can be offered a contract of less than three-year duration, but would nevertheless 94

retain the rank of senior lecturer. Any notice of non-renewal or offer of a 95

subsequent contract of less than three years must occur by June 30 of the second 96

year of any three-year contract. 97

(3) Principal Lecturer 98

After five years as a senior lecturer at RIT, senior lecturers are eligible for promotion 99

to principal lecturer at the discretion of the dean (or equivalent) and the provost. 100

Responsibilities: In addition to teaching and advising students, principal lecturers 101

are expected to engage in service to the department (or equivalent), college (or 102

equivalent), the university, and their professional community; they are not expected 103

to participate in scholarship. 104

Contracts: Principal lecturers will receive an initial five-year contract, which may be 105

renewed at the sole discretion of the university. If the five-year contract is not to be 106

renewed, notice must be given by June 30 of the third year, yielding a “rolling five-107

year contract.” Note that the offer of a five-year contract does not guarantee 108

subsequent five-year terms. In the event that projected departmental needs and/or 109

college resources do not support subsequent five-year contracts, a principal lecturer 110

can be offered a contract of less than five-year duration, but would nevertheless 111

retain the rank of principal lecturer. Any notice of non-renewal or offer of a 112

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subsequent contract of less than five years must occur by June 30 of the third year of 113

any five-year contract. 114

c. The Promotion Process 115

(1) The promotion process to senior and principal lecturer will follow the university 116

promotion calendar. 117

(2) Nominations for promotion may be initiated by the department chair (or 118

equivalent), by a senior faculty member, or by the individual. 119

(3) Promotion committee: Each college (or equivalent) will determine its procedure 120

for establishing a promotion committee. When there are candidates for promotion, 121

the appropriate academic administrator as designated by college policy will assemble 122

a promotion committee according to college policy. The group shall have its initial 123

meeting by 30 September and elect a chair. Although each college shall determine its 124

procedure for establishing a committee, the procedures shall ensure: 125

(a) that the committee membership includes five faculty elected from the tenured 126

faculty and non tenure-track-faculty senior in rank to the rank for which the 127

candidate is applying, and 128

(b) that no fewer than one member was a member of the promotion committee 129

during the immediately preceding year. This will provide for continuity over time. 130

Colleges are encouraged to establish a college-wide promotion committee. If a 131

college promotion committee does not exist, departments will carry out the functions 132

of a promotion committee as noted in the process above. If there are not five faculty 133

that fit the criteria to sit on the promotion committee, five faculty meeting the criteria 134

above will be selected by the executive committee of the Academic Senate and 135

approved by vote of the Academic Senate. 136

(a) Responsibility 137

The committee shall review the candidate based on: the promotion criteria of the 138

university as outlined in this policy and those of the college (or equivalent); the 139

candidate’s documentation; and all written internal letters of review or evaluation. 140

(b) Committee voting 141

There shall be no abstentions or avoidances of voting by absence. The committee’s 142

recommendation for approval or denial of promotion shall be in writing and 143

include a statement of reasons that support the recommendation (of approval or 144

denial of promotion), and the votes. The recommendation shall be forwarded by the 145

chair of the promotion committee to the dean (or equivalent) of the college by 30 146

January. 147

148

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NTID LECTURER PROMOTION COMMITTEE 149

150

Composition 151

152

For candidates seeking promotion from lecturer to senior lecturer, a committee or 153

committees shall be established consisting of five members, three of whom shall be 154

tenured with the rank of associate or full professor, and two shall hold the rank of senior 155

or principal lecturer. 156

157

For candidates seeking promotion from senior lecturer to principal lecturer, a committee 158

or committees shall be established consisting of five members, three of whom shall be 159

tenured full professors, and two shall hold the rank of principal lecturer. In the absence of 160

two principal lecturers (a situation which will exist until there are at least two principal 161

lecturers employed by the College), their slots will be filled by tenured faculty. 162

163

Where there are a sufficient number of lecturers employed by the institute, the two 164

lecturer slots on each committee will be filled first on an at-large basis. Assignment of the 165

tenured faculty slots will then occur to ensure that each discipline group is represented by 166

at least one member. 167

168

The grouping into four discipline groups for the purpose of committee assignment shall 169

be as follows: 170

171

(1) Department of Liberal Studies 172

Department of Cultural & Creative Studies 173

Department of Communication Studies and Services 174

175

(2) Department of Business Studies 176

Department of Information and Computing Studies 177

Department of Engineering Studies 178

179

(3) Department of Science and Mathematics 180

Department of Arts and Imaging Studies 181

182

(4) Department of Research and Teacher Education 183

Department of Educational Design Resources 184

Department American Sign Language and Interpreting Education 185

Department of Counseling & Academic Advising Services 186

187

Duty to Serve 188

Service on a College Promotion Committee is a professional faculty responsibility. 189

Therefore, the Associate Vice President for Academic Affair’s office will assign 190

promotion committee members from a list of all eligible faculty, by discipline groups and 191

based on a lottery, according to a fixed algorithm. In order to help faculty develop plans 192

of work appropriately, committee assignments for the following promotion cycle will be 193

made by January 15th. The only exemptions allowed will be for faculty who are out of 194

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the environment in the Fall and Winter Quarters for professional reasons, LOAs, illness 195

and faculty who are themselves promotion candidates in the upcoming cycle. 196

Term 197

Faculty will serve a two-year term. Each Lecturer Promotion Committee will elect its 198

chairperson. Before committees begin their deliberations, the President will call all 199

members together to give guidance on the implementation of the College’s lecturer 200

promotion policy. 201

Committee Workload 202

203

In the event that there are more than five (5) candidates for promotion to a specific rank, 204

a second committee for that rank will be established. 205

206

Initiation of Promotion Process 207

208

On May 1st, the Associate Vice President for Academic Affairs office informs all faculty 209

that to be considered for promotion they are required to declare their intention to seek 210

promotion. Normally, faculty will be in rank for at least five years before seeking 211

promotion to the next rank. Faculty who wish to be considered for promotion should 212

inform their department chairperson or immediate supervisor in writing by June 1st. 213

214

After the process is initiated, the candidate may withdraw at any time. In the case of 215

withdrawal, the candidate must provide formal notification to the Associate Vice 216

President for Academic Affairs Office. 217

218

d. Promotion from the rank of Lecturer to the rank of Senior Lecturer 219

(1) Promotion to the rank of senior lecturer is based on meeting promotion criteria 220

and demonstrated evidence of outstanding teaching and successful performance of 221

other duties as assigned and where appropriate. Service at the level of department (or 222

equivalent) and college (or equivalent) is expected. 223

Only lecturers hired into permanent lines are eligible for promotion. Lecturers hired into 224

temporary positions are not eligible for promotion. However, if such temporary lecturers are 225

later hired into permanent lines, their service in the temporary positions may be counted 226

toward eligibility for promotion. 227

228

NTID CRITERIA FOR PROMOTION TO SENIOR LECTURER 229

230

The following criteria will be used in assessing the candidacy of a lecturer for promotion 231

to senior lecturer: 232

233

(1) Academic and Professional Qualifications 234

235

The major criterion for awarding promotion to senior lecturer is demonstrated 236

excellence in teaching and/or tutoring, as determined in the candidate’s annual 237

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expectations. 238

239

An assessment of excellence in teaching and/or tutoring will be primarily based on 240

peer evaluations, evaluations by former and current students, and administrative 241

evaluations during the most recent five-year period of full-time employment as a 242

lecturer. All candidates are required to satisfy the effective communication criteria 243

listed below. In order to demonstrate excellence, a candidate may also refer to one or 244

more of the activities listed below (b-e), although reference is not required except 245

where an activity was directly related to the candidate’s annual expected outcomes. 246

247

(a) Effective communication with people who are deaf and people who are 248

hearing in all modalities and sensitivity to deaf cultural issues in order to 249

foster full and equal participation by all members of the NTID community. 250

251

AMERICAN SIGN LANGUAGE 252

The Institute expectation for NTID faculty is that they will strive for, 253

achieve, and maintain the ability to communicate in American Sign 254

Language (ASL) at a level of vocabulary, grammatical accuracy, 255

comprehension, and fluency that allows effective participation in 256

communication situations applicable to work and social topics. In 257

consideration of the needs of the academic and social environment of 258

NTID, the target goal as established in the Communication Task Force 259

Recommendations and approved by faculty (February 1991) for all faculty 260

is an ADVANCED level of knowledge and abilities. For promotion to 261

principal lecturer, however, achievement of an INTERMEDIATE PLUS 262

level is acceptable in cases where the candidate can clearly show strong 263

evidence of progress and sustained effort toward an advanced rating. Such 264

evidence may include SRS ratings related to communication skills; 265

ongoing participation in sign communication development activities such 266

as ASL classes, individual tutoring, and videotaping of classroom 267

performance; involvement with student clubs and other extra-curricular 268

student activities; and interactions with the deaf community on and off 269

campus. Candidates should refer to Appendix C for detail and clarification 270

related to sign language achievement and Sign Language Proficiency 271

Interview (SLPI) ratings. The candidate’s documentation must include an 272

SLPI rating. 273

274

SPOKEN COMMUNICATION 275

The Institute also expects NTID faculty to strive for, achieve, and 276

maintain the ability to use spoken communication strategies and 277

techniques. Spoken communication is considered to be speech, with or 278

without voice, used expressively and/or receptively, alone or to 279

complement a message communicated with signs. Although no skill level 280

is specified, faculty are expected to participate in learning activities 281

whereby they develop a knowledge of specific spoken communication 282

strategies and classroom techniques and their applicability in 283

communication situations. Promotion documentation must include 284

documentation of learning activities related to spoken communication. 285

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286

Competence in sign and spoken communication should be demonstrated 287

by substantial evidence obtained through documentation of satisfactory 288

completion of courses and seminars related to sign language, spoken 289

communication, cultural aspects, sensitivity, history or similar topics; 290

description of progress in courses and seminar (prepared by instructors 291

and/or the individual); evidence of on-going participation in activities 292

involving people who are deaf and other activities as determined by the 293

individual faculty member. In addition, it is expected that competence will 294

be substantiated through documentation such as observations by 295

individuals qualified to assess sign language and spoken communication 296

strategies; student evaluation feedback; certification from RID, NAD or 297

other certification related to American Sign Language or spoken 298

communication strategies and techniques. 299

300

Faculty expectations for both sign and spoken components relate only to 301

the acquisition of communication knowledge and abilities; there are no 302

requirements for what communication mode(s) a faculty member must use 303

in any given professional circumstance. For a full description of 304

communication expectations and documentation, please refer to 305

Communication Task Force Report, November 1990, pp. 17-22. 306

307

(b) Instructional development demonstrating initiative beyond a maintenance 308

level in such areas as curriculum, teaching methodology, instructional 309

materials, and laboratory facilities. In addition, the faculty member should 310

demonstrate ability to develop effective approaches to instruction and the 311

learning process as well as effective educational activities that transcend 312

traditional classroom instruction. 313

314

(c) Advising of students relative to their academic pursuit of a major, electives 315

that will supplement their work in the major, future trends in the field 316

pursued by the student that will assist them in being the best prepared and 317

marketable upon graduation, overall NTID resources available to support 318

their learning and communication success, and general guidance to 319

students in pursuing a college degree. 320

321

(d) Academic support service provision related to supporting students 322

mainstreamed into other RIT colleges. 323

324

(2) Service 325

NTID lecturer candidates for promotion will not be required to have had a service 326

component. However, those who have done service should include reference to it 327

in their documentation. 328

329

Depending on annual assignment of service-related responsibilities, the candidate 330

for promotion to senior lecturer may have made contributions to NTID in one or 331

more of the following ways: 332

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333

(a) membership on department committees. 334

335

(b) contributions towards student recruitment, retention, and placement. 336

337

(c) services that support and enhance the campus community through 338

complementary education, student organizations, and special programs 339

and events. 340

341

(d) service to the community that advances public confidence in NTID as a 342

college and RIT as an institute of higher education. 343

344

(e) service to community agencies and organizations that advance special 345

NTID and RIT interests. 346

347

(f) service to the profession through participation in state, national or 348

international societies, committees, or organizations 349

350

(g) other community service in the public interest. 351

(2) The promotion process includes faculty and administrative review as follows: 352

(a) The candidate for promotion to senior lecturer shall assemble a portfolio that 353

documents his or her accomplishments for the most recent five-year period of full-354

time employment as a lecturer. The portfolio shall focus primarily on the 355

candidate’s teaching expertise with examples of pedagogical approach and student 356

and peer evaluations. The portfolio will also include documentation of the 357

candidate’s efforts to develop professionally as well as evidence of other areas of 358

activity, such as advising and service, where these have been included in the 359

candidate’s plan of work and as required for eligibility for promotion. The portfolio 360

shall include all administrative reviews for the specified time period. 361

(b) The candidate shall submit the portfolio to the college (or equivalent) promotion 362

committee for review. The committee chair will solicit letters of recommendation 363

for or against promotion from the department chair (or equivalent), and from the 364

tenured faculty members and non tenure-track teaching faculty senior in rank from 365

within the candidate’s department (or equivalent). 366

(c) The committee will send a letter of recommendation for or against promotion to 367

the dean (or equivalent) accompanied by copies of the letters received from the 368

department chair (or equivalent), tenured department faculty, department non-369

tenure track teaching faculty senior in rank, and the candidate’s portfolio. 370

(d) Based on the statement of accomplishments and the letters solicited from the 371

department chair (or equivalent) the other tenured faculty members and non 372

tenure- track teaching faculty senior in rank within the department, and the 373

promotion committee, the dean (or equivalent) will send his or her recommendation 374

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for or against promotion accompanied by all other letters and documentation to the 375

provost. 376

(e) The provost will inform the candidate of the final decision. 377

NTID PROCESS FOR PROMOTION TO SENIOR LECTURER 378

379

1. Promotion Portfolio 380

381

Upon notification by the President/Dean that a faculty member will be reviewed 382

for promotion to senior lecturer, the candidate prepares a portfolio containing all 383

information he or she feels will assist reviewers in judging his or her potential for 384

promotion. (Two copies of the portfolio should be submitted to the candidate’s 385

chairperson.) The following information must be contained in such a portfolio: 386

387

Section One: the candidate’s original letter of hire. 388

389

Section Two: a current curriculum vitae. 390

391

Section Three: a written statement which should summarize the candidate’s 392

philosophy, goals, and accomplishments, and address his or her performance 393

relative to the criteria for promotion for the most recent five-year period that the 394

candidate has served as a lecturer, including efforts to develop professionally. The 395

summary should be written in such a way that it can be readily understood by 396

someone not in the candidate’s field. The written statement should be limited to 397

twenty pages. 398

399

In addition, the candidate may include any material in his or her portfolio that he 400

or she feels would support promotion to senior lecturer. Such additional material 401

should appear in a separate binder. The material should support and provide 402

evidence of the statements made and the accomplishments cited in the candidate’s 403

vitae and written statement. 404

405

The completed portfolio is submitted to the Office of the Associate Vice President 406

for Academic Affairs by September 3rd

. 407

408

2. Promotion Review 409

410

a. The Associate Vice President for Academic Affairs makes the candidate’s 411

portfolio available for review by the department chairperson, and the tenured 412

faculty and senior non-tenure track faculty (i.e. senior and principal lecturers) 413

in the department. Reviewers provide their comments relative to the 414

candidacy on Form A.1 (faculty) and on Form A.2 (chairperson). 415

416

b. The promotion committee meets to consider the candidate’s documentation, 417

and the reviews of the department chairperson and departmental colleagues of 418

the candidate. Based on its deliberations, the committee prepares a 419

recommendation for or against promotion on Form A.3. This 420

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recommendation, together with the candidate’s portfolio and the chairperson 421

and faculty reviews, is submitted to the President/Dean by January 30th

. 422

423

c. Based on the committee’s recommendation and accompanying 424

documentation, the President/Dean writes a recommendation on Form A.4 and 425

submits this to the provost. 426

427

d. The provost informs the candidate of the final decision. 428

429

e. Promotion Process from the rank of Senior Lecturer to the rank of Principal 430

Lecturer 431

(1) Promotion to principal lecturer is based on meeting promotion criteria and on 432

demonstrated evidence of outstanding teaching, service, and successful performance 433

of other duties as assigned and where appropriate. Service at the levels of department 434

(or equivalent), college (or equivalent) and the university is expected. Additional 435

service to the candidate’s professional community and the community at large is also 436

considered. 437

NTID CRITERIA FOR PROMOTION TO PRINCIPAL LECTURER 438

439

The following criteria will be used in assessing the candidacy of a senior lecturer for 440

promotion to principal lecturer: 441

442

(1) Academic and Professional Qualifications 443

The major criterion for awarding promotion to principal lecturer is demonstrated 444

sustained excellence in teaching, tutoring, and/or providing student support, as 445

determined in the candidate’s annual expectations. In order to satisfy the standard 446

for promotion, the candidate must be seen as a role model for other professionals. 447

448

An assessment of sustained excellence in teaching, tutoring, and/or supporting 449

will be primarily based on peer evaluations, evaluations by former and current 450

students, and administrative evaluations during the most recent five-year period of 451

full-time employment as a senior lecturer. All candidates are required to satisfy 452

the effective communication criteria listed below. In order to demonstrate 453

excellence, a candidate may also refer to one or more of the activities listed below 454

(b-e), although reference is not required except where an activity was directly 455

related to the candidate’s annual expected outcomes. 456

457

(a) Effective communication with people who are deaf and people who are 458

hearing in all modalities and sensitivity to deaf cultural issues in order to 459

foster full and equal participation by all members of the NTID community. 460

461

AMERICAN SIGN LANGUAGE 462

The Institute expectation for NTID faculty is that they will strive for, 463

achieve, and maintain the ability to communicate in American Sign 464

13

Language (ASL) at a level of vocabulary, grammatical accuracy, 465

comprehension, and fluency that allows effective participation in 466

communication situations applicable to work and social topics. In 467

consideration of the needs of the academic and social environment of 468

NTID, the target goal as established in the Communication Task Force 469

Recommendations and approved by faculty (February 1991) for all faculty 470

is an ADVANCED level of knowledge and abilities. For promotion to 471

principal lecturer, however, achievement of an INTERMEDIATE PLUS 472

level is acceptable in cases where the candidate can clearly show strong 473

evidence of progress and sustained effort toward an advanced rating. Such 474

evidence may include SRS ratings related to communication skills; 475

ongoing participation in sign communication development activities such 476

as ASL classes, individual tutoring, and videotaping of classroom 477

performance; involvement with student clubs and other extra-curricular 478

student activities; and interactions with the deaf community on and off 479

campus. Candidates should refer to Appendix C for detail and clarification 480

related to sign language achievement and Sign Language Proficiency 481

Interview (SLPI) ratings. The candidate’s documentation must include an 482

SLPI rating. 483

484

SPOKEN COMMUNICATION 485

The Institute also expects NTID faculty to strive for, achieve, and 486

maintain the ability to use spoken communication strategies and 487

techniques. Spoken communication is considered to be speech, with or 488

without voice, used expressively and/or receptively, alone or to 489

complement a message communicated with signs. Although no skill level 490

is specified, faculty are expected to participate in learning activities 491

whereby they develop a knowledge of specific spoken communication 492

strategies and classroom techniques and their applicability in 493

communication situations. Promotion documentation must include 494

documentation of learning activities related to spoken communication. 495

496

Competence in sign and spoken communication should be demonstrated 497

by substantial evidence obtained through documentation of satisfactory 498

completion of courses and seminars related to sign language, spoken 499

communication, cultural aspects, sensitivity, history or similar topics; 500

description of progress in courses and seminar (prepared by instructors 501

and/or the individual); evidence of on-going participation in activities 502

involving people who are deaf and other activities as determined by the 503

individual faculty member. In addition, it is expected that competence will 504

be substantiated through documentation such as observations by 505

individuals qualified to assess sign language and spoken communication 506

strategies; student evaluation feedback; certification from RID, NAD or 507

other certification related to American Sign Language or spoken 508

communication strategies and techniques. 509

510

Faculty expectations for both sign and spoken components relate only to 511

the acquisition of communication knowledge and abilities; there are no 512

14

requirements for what communication mode(s) a faculty member must use 513

in any given professional circumstance. For a full description of 514

communication expectations and documentation, please refer to 515

Communication Task Force Report, November 1990, pp. 17-22. 516

517

(b) Instructional development demonstrating initiative beyond a maintenance 518

level in such areas as curriculum, teaching methodology, instructional 519

materials, and laboratory facilities. In addition, the faculty member should 520

demonstrate ability to develop effective approaches to instruction and the 521

learning process as well as effective educational activities that transcend 522

traditional classroom instruction. 523

524

(c) Advising of students relative to their academic pursuit of a major, 525

electives that will supplement their work in the major, future trends in the 526

field pursued by the student that will assist them in being the best prepared 527

and marketable upon graduation, overall NTID resources available to 528

support their learning and communication success, and general guidance 529

to students in pursuing a college degree. 530

531

(d) Academic support service provision related to supporting students 532

mainstreamed into other RIT colleges. 533

534

(2) Service 535

Additionally, the candidate for promotion to principal lecturer should have made 536

contributions to NTID, the greater university and his or her professional 537

community in one or more of the following ways: 538

539

(a) leadership on Department and/or College committees. 540

541

(b) contributions towards student recruitment, retention, and placement. 542

543

(c) services that support and enhance the campus community through 544

complementary education, student organizations, and special programs 545

and events. 546

547

(d) service to the community that advances public confidence in NTID as a 548

college and RIT as an institute of higher education. 549

550

(e) service to community agencies and organizations that advance special 551

NTID and RIT interests. 552

553

(f) service to the profession through participation in state, national or 554

international societies, committees, or organizations 555

556

(g) other community service in the public interest. 557

558

559

15

(2) The promotion process includes faculty and administrative review as follows: 560

(a) The candidate for promotion to principal lecturer will assemble a portfolio that 561

documents his or her accomplishments for the most recent five-year period of full-562

time employment following promotion to senior lecturer. The portfolio shall focus 563

primarily on the candidate’s teaching expertise with examples of pedagogical 564

approach and student and peer evaluations. The portfolio shall also include 565

documentation of the candidate’s efforts to develop professionally as well as 566

evidence of other areas of activity, such as advising and service, where these have 567

been included in the candidate’s plan of work and as required for eligibility for 568

promotion. The portfolio shall include all administrative reviews for the specified 569

time period. 570

(b) The candidate shall submit the portfolio to a college (or equivalent) promotion 571

committee for review. The committee chair will solicit letters of recommendation 572

for or against promotion from the department chair (or equivalent), and from the 573

tenured faculty members and principal lecturers from within the candidate’s 574

department (or equivalent). 575

(c) The committee will send a letter of recommendation for or against promotion to 576

the dean (or equivalent) accompanied by copies of the letters received from the 577

department chair (or equivalent), tenured departmental faculty, department 578

principal lecturers, and the candidate’s portfolio. 579

(d) Based on the statement of accomplishments and the letters solicited from the 580

department chair (or equivalent), the tenured and tenure-track faculty members 581

and non tenure-track teaching faculty senior in rank from within the department, 582

and the promotion committee, the dean (or equivalent) will send his or her 583

recommendation for or against promotion accompanied by all other letters and 584

documentation to the provost. 585

(e) The provost will inform the candidate of the final decision. 586

f. Granting or Denial of Promotion 587

(1) Notification: The granting or denial of promotion shall be in the form of a 588

written communication from the provost to the candidate no later than 15 April. In 589

the case of denial, the letter shall set forth the specific reasons and the committee 590

vote. Denial of promotion does not preclude such lecturers from continuing in a 591

lecturer position or from applying for promotion in any subsequent year if they are 592

eligible and meet the conditions for promotion. At least one full calendar year must 593

elapse between applications for promotion. 594

(2) Effective date: If awarded, the promotion becomes effective on the first day of 595

the following academic year. 596

(3) Appeal: If a candidate wishes to appeal a promotion denial, the university 597

Faculty Grievance Procedures are available to the extent provided in E24.0. Such 598

16

appeal shall be limited to the question of whether the policies and procedures set 599

forth in the promotion policy have been followed in the candidate's case. 600

NTID PROCESS FOR PROMOTION TO PRINCIPAL LECTURER 601

602

1. Promotion Portfolio 603

604

Upon notification by the President/Dean that a faculty member will be reviewed 605

for promotion to principal lecturer, the candidate prepares a portfolio containing 606

all information he or she feels will assist reviewers in judging his or her potential 607

for promotion. (Two copies of the portfolio should be submitted to the candidate’s 608

chairperson.) The following information must be contained in such a portfolio: 609

610

Section One: the candidate’s original letter of hire. 611

612

Section Two: a current curriculum vitae. 613

614

Section Three: a written statement which should summarize the candidate’s 615

philosophy, goals, and accomplishments, and address his or her performance 616

relative to the criteria for promotion for the most recent five-year period that the 617

candidate has served as a senior lecturer, including efforts to develop 618

professionally. The summary should be written in such a way that it can be 619

readily understood by someone not in the candidate’s field. The written statement 620

should be limited to twenty pages. 621

622

In addition, the candidate may include any material in his or her portfolio that he 623

or she feels would support promotion to principal lecturer. Such additional 624

material should appear in a separate binder. The material should support and 625

provide evidence of the statements made and the accomplishments cited in the 626

candidate’s vitae and written statement. 627

628

The completed portfolio is submitted to the Office of the Associate Vice President 629

for Academic Affairs by September 3rd

. 630

631

2. Promotion Review 632

633

a. The Associate Vice President for Academic Affairs makes the 634

candidate’s portfolio available for review by the department 635

chairperson, and the tenured faculty and senior non-tenure track 636

faculty (i.e. principal lecturers) in the department. Reviewers provide 637

their comments relative to the candidacy on Form B.1 (faculty) and 638

Form B.2 (chairperson). 639

640

b. The promotion committee meets to consider the candidate’s 641

documentation, and the reviews of the department chairperson and 642

departmental colleagues of the candidate. Based on its deliberations, 643

the committee prepares a recommendation for or against promotion on 644

Form B.3. This recommendation, together with the candidate’s 645

17

portfolio and the chairperson and faculty reviews, is submitted to the 646

President/Dean by January 30th

. 647

648

c. Based on the committee’s recommendation and accompanying 649

documentation, the President/Dean writes a recommendation on Form 650

B.4 and submits this to the provost. 651

652

d. The provost informs the candidate of the final decision. 653

654

655

656

657

658

659

660

661

662

663

664

665

666

667

668

669

670

671

672

673

674

675

676

677

678

679

680

681

682

683

684

685

686

687

688

689

690

691

692

693

18

CALENDAR OF ACTION 694

TIME* ACTION 695

696

January Appointment of College Lecturer Promotion Committees are completed. 697

698

May 1 Office of the President/Dean informs all lecturers of promotion timelines. 699

700

June 1 Lecturers and senior lecturers who wish to be considered candidates for 701

promotion inform their respective department chairs. 702

703

June 3 The department chair prepares a list of all candidates for promotion from the 704

department and forwards it to the Associate Vice President for Academic 705

Affairs. 706

707

June 5 The Associate Vice President for Academic Affairs prepares a list of all 708

candidates for promotion from within the college and forwards it to the 709

president. 710

711

June 10 Office of the President/Dean randomly assigns candidates to committees. 712

713

Sept. 3 Candidate submits his/her portfolio and documentation to his/her 714

department chairperson. 715

716

Departmental faculty review begins. 717

718

Sept. 15 Department chairperson submits his/her written recommendation, and the 719

candidate’s portfolio and documentation to the Office of the President/Dean. 720

721

Departmental faculty submit individual recommendations to the Office of 722

the President/Dean. . 723

724

The Office of the President/Dean inserts copies of annual appraisals as 725

Section Four of the documentation. 726

727

Oct. 17 The Promotion Committee receives the candidate’s documentation from the 728

Office of the President/Dean (departmental faculty recommendations, 729

chairperson recommendation, annual evaluations, candidate’s portfolio and 730

documentation) and starts its deliberations 731

732

Jan. 30 The Promotion Committee submits its recommendation to the President/Dean. 733

All documentation is returned to the President/Dean. 734

735

Feb. 8 The President/Dean sends his or her confidential recommendation to the Chief 736

Academic Officer together with the candidate’s documentation. 737

738

739

*Next working day will be used for any date that falls on a weekend or holiday. 740 APPENDIX A: PROMOTION TO SENIOR LECTURER 741

19

A.1: FACULTY RECOMMENDATION 742

743

I have worked with the candidate for _____ years in the capacity of ________________ 744

745

In my judgment and on the basis of my evaluation of all available information, 746

747

___________________________has satisfied the criteria for promotion to senior lecturer. 748

749

________________________has not satisfied the criteria for promotion to senior lecturer. 750

751

My recommendation is based upon the following assessment of the candidate’s performance 752

relative to the criteria for promotion as these are stated in the NTID Administrative 753

Guidelines and Criteria for Promotion to Senior and Principal Lecturer (pp. 7-9 and 11-14). 754

755

Academic and Professional Qualifications 756

757

a) Teaching 758

759

760

761

762

763

764

765

766

767

b) Professional Development 768

769

770

771

772

773

774

775

776

777

c) Effective communication 778

779

780

781

782

783

784

785

786

787

788

789

20

d) Other 790

791

792

793

794

795

796

797

798

799

800

801

Service (where applicable) 802

803

804

805

806

807

808

809

810

811

812

813

814

815

816

Prepared by _________________________ 817

818

819

Department _________________________ 820

821

822

Date __________________________ 823

824

Return this form directly to the Office of the Associate Vice President for Academic Affairs 825

by September 15. 826

827

828

829

830

831

832

833

834

835

836

837

21

APPENDIX A: PROMOTION TO SENIOR LECTURER 838

839

A.2: CHAIRPERSON RECOMMENDATION 840

841


843


845


847


849




853


855

a) Teaching 856

857

858

859

860

861

862

863

864

865


867

868

869

870

871

872

873

874

875


877

878

879

880

881

882

883

884

885

22

d) Other 886

887

888

889

890

891

892

893

894


896

897

898

899

900

901

902

903

904

905

906

907

908

909

Prepared by _________________________ 910

911

912

Department _________________________ 913

914

915

Date __________________________ 916

917



920

921

922

923

924

925

926

927

928

929

930

931

932

933

23


935

A.3: COLLEGE LECTUER PROMOTION COMMITTEE RECOMMENDATION 936

937

The recommendation of this Committee is: 938

_____ number of votes in support of promotion 939

_____ number of votes against promotion 940

941

It is therefore the judgment of the Committee, on the basis of evaluation of all available 942

information, that 943

944


946


948

In the following, we provide a rationale for our judgment of whether the candidate has 949

satisfied the criteria for promotion as these are stated in the NTID Administrative Guidelines 950

and Criteria for Promotion to Senior and Principal Lecturer (pp. 7-9 and 11-14). 951

952


954

a) Teaching 955

956

957

958

959

960

961

962

963


965

966

967

968

969

970

971

972


974

975

976

977

978

979

980

981

24

d) Other 982

983

984

985

986

987

988

989

990

991

992

993


995

996

997

998

999

1000

1001

1002

1003

1004

1005

1006

1007

1008

Prepared by _________________________ 1009

1010

1011

Department _________________________ 1012

1013

1014

Date __________________________ 1015

1016



1019

1020

1021

1022

1023

1024

1025

1026

1027

1028

1029

25


1031

A.4: PRESIDENT/DEAN CONFIDENTIAL RECOMMENDATION 1032

1033

In my judgment, and on the basis of my evaluation of all available information, 1034

1035


1037


1039




1043

1044

1045

1046

1047

1048

1049

1050

1051

1052

1053

1054

1055

1056

1057

1058

1059

1060

1061

1062

1063

1064

1065

1066

1067

1068

1069

1070

1071

1072

President/Dean ___________________ 1073

1074

1075

Date _________________________ 1076

1077

26

APPENDIX B: PROMOTION TO PRINCIPAL LECTURER 1078

1079

B.1: FACULTY RECOMMENDATION 1080

1081


1083


1085

___________________________has satisfied the criteria for promotion to principal lecturer. 1086

1087

________________________has not satisfied the criteria for promotion to principal lecturer. 1088

1089




1093


1095

a) Teaching 1096

1097

1098

1099

1100

1101

1102

1103

1104

1105

b) Professional development 1106

1107

1108

1109

1110

1111

1112

1113

1114

1115


1117

1118

1119

1120

1121

1122

1123

1124

1125

27

d) Other 1126

1127

1128

1129

1130

1131

1132

1133

1134

1135

1136

Service 1137

1138

1139

1140

1141

1142

1143

1144

1145

1146

1147

1148

1149

1150

1151

Prepared by _________________________ 1152

1153

1154

Department _________________________ 1155

1156

1157

Date __________________________ 1158

1159



1162

1163

1164

1165

1166

1167

1168

1169

1170

1171

1172

1173

28


1175

B.2: CHAIRPERSON RECOMMENDATION 1176

1177


1179


1181


1183


1185




1189


1191

a) Teaching 1192

1193

1194

1195

1196

1197

1198

1199

1200

1201


1203

1204

1205

1206

1207

1208

1209

1210

1211

1212


1214

1215

1216

1217

1218

1219

1220

1221

29

d) Other 1222

1223

1224

1225

1226

1227

1228

1229

1230

1231

Service 1232

1233

1234

1235

1236

1237

1238

1239

1240

1241

1242

1243

1244

1245

1246

Prepared by _________________________ 1247

1248

1249

Department _________________________ 1250

1251

1252

Date __________________________ 1253

1254



1257

1258

1259

1260

1261

1262

1263

1264

1265

1266

1267

1268

1269

30


1271

B.3: COLLEGE LECTUER PROMOTION COMMITTEE RECOMMENDATION 1272

1273

The recommendation of this Committee is: 1274

_____ number of votes in support of promotion 1275

_____ number of votes against promotion 1276

1277

It is therefore the judgment of the Committee, on the basis of evaluation of all available 1278

information, that 1279

1280


1282


1284

In the following, we provide a rationale for our judgment of whether the candidate has 1285

satisfied the criteria for promotion as these are stated in the NTID Administrative Guidelines 1286

and Criteria for Promotion to Senior and Principal Lecturer (pp. 7-9 and 11-14). 1287

1288


1290

a) Teaching 1291

1292

1293

1294

1295

1296

1297

1298

1299

1300


1302

1303

1304

1305

1306

1307

1308


1310

1311

1312

1313

1314

1315

1316

1317

31

d) Other 1318

1319

1320

1321

1322

1323

1324

1325

Service 1326

1327

1328

1329

1330

1331

1332

1333

1334

1335

1336

1337

1338

1339

1340

Prepared by _________________________ 1341

1342

1343

Department _________________________ 1344

1345

1346

Date __________________________ 1347

1348



1351

1352

1353

1354

1355

1356

1357

1358

1359

1360

1361

1362

1363

1364

1365

32


1367

B.4: PRESIDENT/DEAN CONFIDENTIAL RECOMMENDATION 1368

1369

In my judgment, and on the basis of my evaluation of all available information, 1370

1371


1373


1375




1379

1380

1381

1382

1383

1384

1385

1386

1387

1388

1389

1390

1391

1392

1393

1394

1395

1396

1397

1398

1399

1400

1401

1402

1403

1404

1405

1406

1407

1408

President/Dean ___________________ 1409

1410

1411

Date _________________________ 1412

1413

33

APPENDIX C 1414

INTERPRETING SIGN LANGUAGE PROFICIENCY INTERVIEW RATING SCALE1 1415

1416

It is the position of this Communication Task Force that faculty peers and administrators 1417

need only address two questions in developing their judgments regarding an individual’s sign 1418

language skills: 1419

1420

1. Has an individual fully met the Institute expectations? 1421

2. If not, has the individual made acceptable progress toward the goal? It may be 1422

deemed appropriate in light of other qualifications and given extenuating 1423

circumstances to accept other than the stated level at the time of the evaluation 1424

with the expectation that the individual will achieve that level of sign language 1425

in the reasonably near future. 1426

It is to be judged whether an individual’s professional development effort up to 1427

the time of the review documents a sustained and good-faith effort, as well as 1428

whether an individual’s SLPI rating suggests he or she will meet the Institute's 1429

expectations. 1430

1431

The issue of sufficient documentation will probably always remain primarily a judgment call 1432

(e.g., has there been sustained participation and effort within a defined professional 1433

development plan, or spotty participation over time, or “last-minute” rush to attempt to meet 1434

expectations, etc.). Nevertheless, these judgments should be guided by the intent and spirit of 1435

the recommendations. 1436

1437

If an individual does not attain the expected rating on the SLPI by the time of review for 1438

tenure, and if it is determined by those conducting the review that it is appropriate to assess 1439

progress rather than current level of achievement, the question arises, “What rating is 1440

considered to be close enough to indicate that, with additional sustained effort, he or she 1441

would reasonably be able to successfully attain the expected rating in the near future?” 1442

1443

We make the following recommendations for interpreting achievement of SLPI ratings: 1444

1445

SLPI RATING SCALE – Tenure Review and Promotion to Associate Professor2

Superior Plus

Superior

Advanced Plus

Advanced Meets Institute expectations.

Intermediate Plus Acceptable if candidate shows good progress toward Advanced rating; must be

accompanied by strong evidence of a variety of ongoing efforts to improve

performance.

Intermediate Generally not acceptable. (See pp. 29-30)

Survival Plus Not acceptable regardless of job responsibilities.

Survival

Novice Plus

Novice

1446 1 Reference to Communication Task Force Report, pp. 29 and 30.

2 Now applies also to promotion to senior and principal lecturer.

34

APPENDIX D 1447

RIT INSTITUTE POLICY ON SERVICE – E4.0.4, section c 1448

1449

c. Service 1450

1451

While teaching and scholarship are important faculty responsibilities, services performed 1452

by faculty members are an indispensable part of the Institute’s daily life. Faculty members 1453

at all ranks are expected to provide some forms of service to the Institute, the college, the 1454

department and their professional community. They are often encouraged to provide 1455

service at different levels and areas of the Institute. 1456

1457

Service includes working with students and colleagues outside the classroom, such as 1458

might be found in college and Institute committee work, student advising and student 1459

activities as well as linking the professional skills of members of the faculty to the world 1460

beyond the campus. 1461

1462

RIT values all forms of faculty service. Typical faculty service activities include but are not 1463

limited to the following: committee work at the departmental, college, or Institute level; 1464

improving RIT’s program quality, reputation and operational efficiency; advising a 1465

student group; development of new courses and curriculum; service to the faculty 1466

member’s professional societies, such as reviewing articles, organizing professional 1467

conferences, or serving a professional organization. 1468

1469 1470

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