海角换妻

*This does not constitute an employment contract

Department of Justice, Law, and Criminology Guidelines for听APPOINTMENTS and REAPPOINTMENTS of TERM FACULTY and APPOINTMENTS of CONTINUING APPOINTMENT FACULTY听

Approved by the Office of the Provost, February 19, 2024听

Term and continuing faculty appointments fundamentally enrich 海角换妻鈥�s mission 鈥渢o advance knowledge, foster intellectual curiosity, build community, and empower lives of purpose, service, and leadership.鈥� Appointments and reappointments of term faculty and appointments of continuing appointment faculty are contingent on the faculty member demonstrating relevant qualifications and satisfactory performance; on sufficient budget and enrollments; and on the faculty member鈥檚 fit with other needs of the teaching or academic unit (Faculty Manual, section 12). All teaching or academic units are required to establish standards and expectations of faculty applying for faculty actions in accordance with the 鈥淕eneral Criteria for Evaluation of Faculty鈥� (Faculty Manual, section 16).听

These JLC Guidelines for Appointments and Reappointments of Term Faculty and Appointments of Continuing Appointment Faculty at 海角换妻 (hereafter, 鈥淛LC Guidelines鈥�) contain values-based criteria for assessing faculty actions for term and continuing appointment faculty in the professorial lecturer and non-tenure-track professor sequences. Any inconsistency between these guidelines and the 海角换妻 Faculty Manual shall be resolved by giving precedence to the Faculty Manual.听

Following a statement of values in Part I of these JLC Guidelines, Part II provides definitions of excellence in teaching, currency in the field, and meaningful service, including a non-exhaustive list of examples of how term and continuing appointment faculty can demonstrate achievements in each area. Part III presents criteria for term reappointment and continuing appointment. Part IV provides instructions for appointments and promotions of term and continuing appointment faculty in the professorial lecturer and non-tenure professor sequences.听

1. VALUES-BASED FACULTY ACTIONS听

海角换妻 is committed to equity in faculty actions. All faculty appointments, reappointments, and promotions must support the university鈥檚 mission by demonstrating 海角换妻鈥檚 commitment to the values of diversity, equity, and inclusion, as expressed in 海角换妻鈥檚 Plan for Inclusive Excellence (2018 and 2021), as amended, and the ethos and culture of inquiry, as articulated in the Faculty Senate鈥檚 Statement of Values on Free Expression (May 2022), as amended.听

Every faculty action presents an opportunity to acknowledge and reward the full range of a colleague鈥檚 achievements. Faculty reviewers are encouraged to recognize multiple pathways taken by candidates to achieve excellence in all areas of their work. Substantive weight should be given in faculty reviews to cross-disciplinary and community-based accomplishments and contributions to diversity, equity, and inclusion in teaching and activities associated with service and currency in the field.听

2. STANDARDS of EXCELLENCE听

Term and continuing appointment faculty at 海角换妻 are expected to 鈥渄emonstrate excellent teaching/primary responsibilities, currency in the field and/or across fields, and evidence of a willingness to provide appropriate levels of service to the university and the professional community鈥� (Faculty Manual, section 16). In addition, the university expects all faculty members, as 鈥渕embers of the learned profession responsible for educating the community 鈥� to exhibit civility, collegiality, and respect for different points of view in the academic community鈥� (Faculty Manual, sections 10 and 16). Failure to听听听 model these core values is considered unsatisfactory performance and grounds for denying term reappointment, continuing appointment, or promotion.听

1. 罢别补肠丑颈苍驳听

Teaching excellence is defined by the Faculty Manual (section 16.a) as enabling students 鈥渢o acquire knowledge, develop critical thinking skills, and become active participants in the learning process鈥�.鈥� All faculty are expected to be actively engaged in the classroom and to assess student performance fairly, constructively, and in a timely manner. Excellence in teaching requires awareness of and respect for the diverse backgrounds, identities, and intellectual needs of students. Excellent teachers at 海角换妻 provide all students with equitable opportunities for participation and academic success through inclusive approaches to curriculum, pedagogy, and mentoring. Teaching that does not achieve 海角换妻 teaching excellence standards, as detailed in these guidelines, is considered unsatisfactory performance.听

Teaching portfolios provide multiple types of evidence for assessing teaching performance beyond student evaluations. Faculty reviewers evaluating a candidate鈥檚 teaching portfolio as part of a file for action are expected to听 view teaching performance holistically and in the context of the candidate鈥檚 rank, years of teaching experience, sizes and types of courses taught, and course modalities. Detailed information about teaching portfolios is available on the 鈥淔aculty Resources鈥� page of the dean of faculty鈥檚 website: Teaching Portfolio Requirements.听

Faculty teaching portfolios may demonstrate teaching excellence in a variety of ways including, for听example:听

• clear articulation of learning outcomes and course goals, up-to-date course content, and other markers of quality syllabi and course design;听

• creation of inclusive classrooms, including pedagogical practices that are sensitive to biases and encourage diverse viewpoints;听

• adherence to evaluation procedures that accurately reflect student accomplishments;听

• evidence of rigor in courses;听

• innovative use of classroom formats or technologies in existing courses, including development of new online and hybrid courses;听

• innovative use of regularly scheduled office hours to support course learning outcomes;听

• incorporation of diverse or under-represented authors and perspectives, cross-disciplinary content, community-based content, other forms of experiential learning, and open education resources into courses;听

• initiatives to help underserved or under-resourced students overcome barriers of participation;听

• effective teaching in more than one language; and听

• effective supervision of independent studies, internships, theses, dissertations, and field projects.听

Activity related to 鈥渟tudent engagement鈥� and support for students鈥� 鈥渁chievement outside the classroom鈥� is an important area for demonstrating teaching excellence (Faculty Manual, section 16.a). Examples include:听

• assisting participants in academic competitions, including mock trial and moot court;听

• initiatives to encourage student scholarship and collaborate with students on research, professional, or creative outputs;听

• initiatives to support community service work by or with students; and听

• providing opportunities for students to advocate and instigate change that increases educational equity and access.听

Teaching development activities and contributions to the larger teaching enterprise offer additional routes for demonstrating teaching excellence, including:听

• participation in teaching conferences as presenter or attendee;听

• participation in teaching-related training as leader or participant, including DEI workshops and seminars;听

• development of new curricular initiatives;听

• efforts to test new teaching methods, including those that make contributions to the scholarship of teaching and learning;听

• coordination of courses across sections; and听

• coordination with 海角换妻 Abroad for course equivalency.听

In teaching units that offer a wide range of course types鈥攊ncluding large classes, seminars (both graduate and undergraduate), online courses, and independent studies鈥攖he ability to achieve teaching excellence across such a range will be considered a plus. So, too, where applicable, will be the ability to teach courses in multiple subdisciplines.听

Receipt of awards, honors, or other forms of recognition related to teaching and student engagement provides clear evidence of teaching excellence. These distinctions should be highlighted in the faculty member鈥檚 application file.听

Faculty are encouraged to practice self-reflection about inclusive excellence in teaching, pursue teaching development opportunities at 海角换妻 and off-campus, and include these activities in their application files.听

2. Currency in the Field听

Currency in the field typically means staying up to date with developments in one鈥檚 professional and/or scholarly area(s). The university recognizes that many term and continuing appointment faculty conduct research, publish, and contribute to the scholarly profile of the university, while some also practice professionally. Publications are one aspect of currency in the field but are not required. JLC term faculty also engage in other activities that contribute to currency in the field. Some participate in the scholarship of teaching and learning, and many innovate pedagogically. Many also contribute to the development of diversity, equity, inclusion, and anti-racism practices that build community, collaboration, and civil discourse within their fields, disciplines, or areas of practice.听

Any of the above activities provides evidence of currency. The Faculty Manual (section 16.a) encourages such activity because faculty are better equipped to help students 鈥渁cquire knowledge, develop critical thinking skills, and become active participants in the learning process鈥� to the extent that they听themselves 鈥渞emain current in their field.鈥澨�

The currency-in-the-field portion of an application file provides an opportunity for term and continuing appointment faculty to report what they have been doing to maintain their intellectual and professional capital and stay engaged in their field(s) of expertise.听

Candidates for term reappointment, continuing appointment, and/or promotion within these categories should explain how the activities described in the currency portion of their files enrich their teaching and student advising and mentoring. Faculty reviewers are expected to view the candidate鈥檚 currency-related activities holistically and in the context of the candidate鈥檚 rank and years of academic and/or professional experience.听

The list below illustrates a few of the many ways to demonstrate currency in the field.听听

Research and Scholarship Activities:听

• Publishing in peer-reviewed outlets, including electronic journals and platforms, and especially听open-access electronic outlets that enable wider dissemination and use of findings;听

• Presenting research in public-facing venues;听

• Developing new cases, databases, or experiments with open-access sharing where possible;听

• Engaging with the academic field (e.g., manuscript review, editorial work, panel participation, conference participation);听

• Developing or applying methods that increase diversity, equity, and inclusion in the field of study or creative practice, including methods that expand opportunities for participation and agency by groups that are the subjects of research and those whose lives may be affected by research results;听

• Scholarly focus on traditionally overlooked topics that fill important gaps in the knowledge base;听

• Research and scholarly activity with demonstrated public impact;听听

• Pursuing grant development and other avenues of external funding.听

• The department recognizes the importance of law reviews as the principal forum for some types of scholarly debates. The department typically considers law review articles contributing to such debates equivalent to peer reviewed articles, with the stature of a particular law review determined in much the same manner as that of a peer reviewed journal. On the other hand, articles in practitioner-oriented law reviews that address narrow issues of legal doctrine are likely to be accorded less weight.听

Professional Practice and Public Engagement:听

• Giving briefings, conducting trainings, and engaging with external organizations in the public, private, and non-profit sectors, with attention to reaching diverse and historically underrepresented audiences听

• Engaging in public outreach and education (e.g., talks, lectures, panels, etc.), with attention to reaching diverse and historically underrepresented audiences;听

• Performing consulting or contract work;听

• Pro-bono legal work.听

• Media publications and appearances (e.g., op-eds, blogs, interviews, podcasts);听

• Testimony at legislative or other hearings, contributions to public comments on policy proposals, and related activities with public impact;听

• Product development; and听

• Patent development.听

罢别补肠丑颈苍驳:听

• Updating syllabi to incorporate new scholarship, including diverse authors and perspectives, and/or to address new developments in the field, as appropriate;听

• Developing pedagogical innovations that include new course development and new instructional modalities that encourage broader student access and engagement and/or more effectively address different needs of students;听

• Participating in training in the field of teaching, including attendance at teaching-focused conferences, workshops, and seminars;听听

• Leading experiential learning opportunities;听听

• Arranging guest speakers from experts in the field;听听

• Design of educational opportunities for outside agencies and educational institutions; and听

• Publishing and/or presenting teaching materials and pedagogy, with attention to reaching diverse and historically underrepresented audiences.听

3. 厂别谤惫颈肠别听

The rights and privileges associated with faculty membership evoke a responsibility for service. In听

fulfillment of these responsibilities, all term and continuing appointment faculty are expected to engage in meaningful service to their teaching units, academic units, or the university as a whole (Faculty Manual, section 16.b). Such internal service should be done at levels appropriate to a faculty member鈥檚 rank and years at 海角换妻.听

According to the Faculty Manual section on 鈥淪ervice鈥� (section 16.b), 鈥渆ngagement in the university community鈥� includes 鈥漨entoring and advising of students鈥� and 鈥減articipation in major campus-wide events, such as commencement.鈥� Examples of mentoring, advising, and participation include:听

• advising students on academics;听

• advising students on professional development, networking, and placement;听

• mentoring of vulnerable, underrepresented student populations;听

• mentoring students for prestigious awards;听听

• active attendance at recruitment events, events for new students, faculty-student functions, convocations, commencements, and many other community-building occasions.听

Additional internal service opportunities include work on committees at the teaching-unit, academic- unit, or university level. Committee work, including chairing of committees, is vital to maintaining basic functions of all units and the university. At the university level, faculty may seek election to the Faculty Senate and/or Senate committees or serve on various ad hoc task forces and working groups established in partnership with the Faculty Senate to address specific topics.听

Service also may include less formal, and often less visible, contributions to campus climate, culture, and community, which come in many different forms. The 2020 海角换妻 Equity Task Force Report (p. 7) included听the following non-exhaustive examples of equity-minded and DEI-attentive internal service:听

• Participating in initiatives to recruit and mentor faculty, staff, and students from underrepresented groups;听

• Serving as faculty advisor for underrepresented student groups;听

• Working on processes, policies, and tools that promote equitable and inclusive practices within one鈥檚 teaching or academic unit or across 海角换妻, including revising search committee criteria, job descriptions, and evaluative criteria and evaluating proposed curricula changes, etc.;听

• Working on events to promote a diversity of perspectives and ideas;听

• Participating in workshops aimed at facilitating community discussions about DEI issues;听

• Representing the teaching unit, academic unit, or university at community events;听听

• Efforts by faculty in elected roles to represent the breadth of their constituents by gathering听听听diverse perspectives from colleagues and 海角换妻 community members.听

Term faculty in their first three years at 海角换妻 begin with internal service assignments mostly at the teaching unit or academic unit level. As term and continuing appointment faculty accumulate years of employment at 海角换妻 and attain higher ranks, their service contributions are expected to expand accordingly. Term and continuing appointment faculty at the rank of Hurst senior professorial lecturer or professor will exhibit leadership in service that helps build a culture of inclusive and engaged academic citizenship throughout the teaching unit, academic unit, and university.听

External service refers to service to one鈥檚 discipline or profession or to organizations outside of 海角换妻.听

3. CRITERIA for TERM REAPPOINTMENT and CONTINUING APPOINTMENT听

The following criteria articulate the university鈥檚 expectations at each stage of what the Faculty Manual (section 15.b) refers to as 鈥渢he normal progression鈥� for eligible faculty from single-year term contracts to a three-year term contract to a continuing appointment. This progression and the corresponding standards are detailed below.听

1. One-Year Term Reappointment听

Term faculty typically join 海角换妻 on a one-year contract, with opportunities for reappointment to two additional one-year contracts contingent on the faculty member demonstrating relevant qualifications and satisfactory performance; on sufficient budget and enrollments; and on the faculty member鈥檚 fit with other needs of the teaching or academic unit (Faculty Manual, section 12).听

Term faculty applying for one-year term reappointment at 海角换妻 are expected to have:听

1. Made progress toward building a record of teaching excellence (defined in II.A above), as displayed in a teaching portfolio;听

2. Developed plans for, and made initial efforts toward, maintaining currency in their field(s) (defined in II.B above);听

3. Provided teaching-unit-level service (defined in II.C above) appropriate to rank and years of service at 海角换妻;听

4. Maintained a campus presence that reflects a commitment to connecting with students and to the university community; and听

5. Demonstrated civility, collegiality, equity-mindedness, and respect for diverse perspectives and voices in all areas of their work.听

听

2. Three-Year Term Reappointment听

Reappointment after three one-year contracts is normally for a three-year term. In rare cases, deans may recommend different lengths of term, subject to approval from the dean of faculty. Three-year term听reappointments are contingent on the faculty demonstrating relevant qualifications and satisfactory听performance; on sufficient budget and enrollments; and on the faculty member鈥檚 fit with other needs of the teaching or academic unit (Faculty Manual, section 12).听

Term faculty applying for a three-year term reappointment at 海角换妻 are expected to have:听

1. Attained a record of teaching excellence (defined in II.A above), as displayed in a teaching portfolio;听

2. Articulated (in the teaching narrative) a set of goals for improving their teaching craft;听

3. Demonstrated efforts to fulfill their plan for maintaining currency in their field(s) (defined in II.B above);听

4. Provided internal service (defined in II.C above) appropriate to their rank and years of service at 海角换妻;听

5. Maintained a campus presence that reflects a commitment to connecting with students and to the university community; and听

6. Demonstrated civility, collegiality, equity-mindedness, and respect for diverse perspectives and voices in all areas of their work.听

听

3. Continuing Appointment听

Under the normal progression, term faculty may apply for continuing appointment in their sixth year of full-time service at 海角换妻. (See Faculty Manual, section 15.b, for information about听

crediting of prior service.) Approvals of continuing appointments are contingent on the faculty member demonstrating relevant qualifications and satisfactory performance; on sufficient budget and听

enrollments; and on the faculty member鈥檚 fit with other needs of the teaching or academic unit (Faculty Manual, section 12).听

Term faculty applying for continuing appointment at 海角换妻 are expected to have:听

1. Attained a record of teaching excellence (defined in II.A above) and demonstrated continuous commitment to teaching development, as displayed in a teaching portfolio;听

2. Articulated (in the teaching narrative) a set of goals for increasing their teaching mastery;听

3. Shown evidence of progressive activity over time to maintain currency in their field(s) (defined in听II.B above);听

4. Accumulated a record of meaningful internal service (defined in II.C above) at the teaching-unit level and above, appropriate to rank;听

5. Maintained a campus presence that reflects a commitment to connecting with students and to the university community; and听

6. Demonstrated civility, collegiality, equity-mindedness, and respect for diverse perspectives and voices in all areas of their work.听

听

4. RANK-BASED CRITERIA for APPOINTMENT and PROMOTION听

Rank-specific performance expectations for term and continuing appointment faculty in the professorial lecturer promotion sequence and the non-tenure-track professor promotion sequence are provided in听

the Faculty Manual. Candidates for promotion in either sequence may include a wide variety of activities in their application files as evidence of excellent teaching, currency in the field, and meaningful service. Part II (above) provides details, including examples of activities that demonstrate equity-mindedness,听inclusion, and appreciation for diversity.听

Faculty reviewers of promotion files are encouraged to recognize and value multiple pathways to academic excellence, which includes giving substantive weight to candidates鈥� contributions to diversity, equity, inclusion, anti-racism, and the ethos and culture of inquiry in teaching, service, and activities听related to currency in the field (including scholarship, where relevant).听