Information for Faculty and Staff
- Mentoring Plan
- Faculty Development and Support
- Faculty Meeting Quorum
- Policy on Maternal and Parental Leaves
- Merit Pay Criteria
- Third-Year Review Policy
- Grading Support
- Tenure and Promotion Criteria
- Chair Advisory Committee
- Market Equity Review Committee
- Department Governance Committee Recommendations
- Faculty Research Support
- Peer Teaching Evaluation Guidelines
- Participation in Governance by Visiting Faculty and Lecturers
- Annual Program Review 2008 [doc]
Mentoring Plan
Upon arrival at UF, the chair will assign each untenured faculty member a tenured faculty mentor. At the end of the untenured faculty member's first year, the faculty member and the chair will discuss the relationship with the mentor and decide jointly whether another mentor might be more appropriate, with the chair giving strong consideration to any preference of the untenured faculty member. Mentorship of faculty members under this plan will continue until the faculty member has met all the criteria for tenure and promotion at UF.
The mentoring relationship has both informal and formal components. Often mentoring may be best carried out through a series of casual office visits or lunch discussions about the challenges and opportunities presented by academic life. For example, mentors might help the untenured faculty member develop syllabi, identify lecturing aids, trouble-shoot classroom problems, fine-tune research agendas, critique grant or fellowship proposals, negotiate departmental politics, or locate resources within the department, college or university.
The mentoring policy has two formal components:
- Classroom Visitation
- Meeting with Chair and Mentor
The mentor will conduct a classroom visitation of the untenured faculty member at least once per academic year. Scheduling the classroom visitation is the obligation of the mentor. The date of the classroom visitation is to be mutually agreed upon in advance by the mentor and untenured faculty member. Prior to the visitation, the untenured faculty member will supply the faculty mentor with course materials, such as syllabi and examinations. After the visitation, the mentor will engage the untenured faculty member in a dialogue about teaching and provide feedback from the classroom visitation in the form of observations and suggestions. The mentor will complete an evaluation following the classroom visitation using the department's Teaching Evaluation Form. The untenured faculty member and the department chair will receive a copy of the completed Teaching Evaluation Form. In subsequent years, the untenured faculty member may request that the chair assign other tenured faculty members to conduct the classroom visitations, so as to broaden the feedback that he or she receives. The completed Teaching Evaluation Form will be forwarded to the mentor.
Late in the spring semester of each academic year, the faculty mentor will arrange and participate in a meeting with the untenured faculty member and the department chair. This meeting will provide a forum to assess the untenured faculty member's progress in research, teaching and service, and to discuss any concerns or queries that the untenured faculty member might have.
Approved by Faculty, 2/21/05
Faculty Development and Support
Assuming budgetary resources are available, the Department Chair will seek to provide:
- Each faculty with a $30 annual account for Fed Ex charges and 3000 free photocopies
- No charges for business long-distance and faxes, unless they get out of hand (please use email whenever possible)
- Faculty who teach honors courses with $500 for professional development and will serve as undergraduate advisors for two semesters
- All faculty will receive an annual allocation for professional development expenses. The amount will be determined by the Chair in consultation with the Chair Advisory Committee. These funds may be used to supplement professional travel, purchase books and software, and other professional needs.
Travel reimbursement
- Travel funds will be $750.00 for faculty presenting a paper at one conference in the academic year and $1000 for faculty presenting different papers at more than one conference.
- Not all faculty will travel each year or spend their full allotment. If funds remain in the Department travel budget, junior faculty will be given preference in their requests for additional travel support. Preference will also be given to faculty who are seeking CLAS travel support to present (invited) papers at international (or national) meetings.
- To receive travel funds, faculty must either be presenting a paper/poster or serving in some significant administrative position during the meeting, such as section head, program committee member or editorial board member. Chairing a panel and/or serving as a discussant does not suffice.
- Advanced payment for airline tickets may be arranged if Debbie is informed about the travel arrangements at least three weeks prior to the proposed travel date.
- Please supply Debbie with airfare, accommodation and registration fee receipts as well as documentation of your conference participation when claiming reimbursements.
Reimbursement will be given for:
- 1. a) return airfare at coach rates with advance booking from Gainesville or from another Florida airport (that offers cheaper fares) with a mileage reimbursement to that airport
- b) mileage reimbursement for travel to regional meetings
- 2. accommodation for up to three nights (or the dollar equivalent of three nights at the single room rate for those sharing rooms and staying longer)
- 3. per diem expenses for up to three days (receipts are not needed)
- 4. registration fees
N.B. Travel allowance monies that are not encumbered by May 30 of the current academic year will be forfeited.
Faculty Meeting Quorum
A quorum of half of the eligible voting faculty shall be sufficient for binding votes to be taken at a faculty meeting.
Adopted April 25, 2008.
Policy on Maternal and Parental Leaves
The goal of this policy is to help tenured and tenure-track faculty members reconcile the demands of their academic job with the demands of childbearing and childrearing. Toward this end, the Department chair will modify the active duties assigned to new mothers and/or new parents in the following fashion:
Parental leave: The chair will reduce by one course the teaching load assigned to faculty members who
- become biological, adoptive, or foster parents of a new child; and
- are responsible for caring for the child at least fifty percent of the daytime from Monday through Friday.
This course reduction will be granted in the semester during or immediately after the arrival of the child; it may be taken in addition - either concurrently with or subsequent to - a maternal leave. Eligible faculty will be assigned other workload activities during this period to offset the teaching reduction. If both parents of a child are members of the Department, either may take a parental leave, but not both.
Maternal leave: The chair will reduce by one course the teaching load assigned to faculty members who give birth to a child. This course reduction will be granted in the semester during or immediately after the birth of the child. Eligible faculty members will be assigned other workload activities during this period to offset the teaching reduction.
Implementation of additional maternal leave will be subject to annual departmental budgetary consideration.
Merit Pay Criteria
This document defines the rules and procedures that govern the identification of meritorious faculty members for purposes of receiving merit salary increases. Meritorious achievement is recognized for those who contribute to the realization of the Department's goals in pursuing excellence, and to the intellectual life of the Department and that of the larger academic community.
I. The Department Chair shall determine which faculty members will be awarded merit pay increases when such money is available. There shall be a departmental Merit Committee with responsibility for recommending to the Chair those individuals who should be eligible for such awards. The committee shall classify each faculty member's contribution and performance as highly meritorious, meritorious, satisfactory, or unsatisfactory. The Chair, in consultation with the Merit Committee, shall determine merit awards between and within these categories. Each member of the Merit Committee will be excluded from the discussion of her or his own assessment. The assessments of each member of the Merit Committee will be made by the remaining members of the committee. The committee's assessments will be made on the basis of the Annual Activities Reports, which include each faculty member's yearly report and vita, as well as the accompanying letter from the chair.
II. The Merit Committee shall consist of three faculty chosen from among those budgeted in the Department. The committee shall be selected by a process of approval voting with a secret ballot. The faculty receiving the highest number of votes will be elected to serve on the committee. The ballot will contain the names of all eligible tenured and tenure-track faculty members, with the exception of untenured faculty who make a timely, explicit request not to be on the ballot. Members of the committee will serve three-year terms with one new member elected each year. The committee member with the greatest length of service on the committee will serve as chair. A member may not succeed himself or herself after a three year term. (Amended April 25, 2008.)
III. Faculty will be evaluated in terms of their Departmental work assignments. Exceptions may be made for faculty on leave. Determinations of merit shall be based on consideration of faculty's research, teaching and service record.
IV. For purposes of evaluation, the category of research shall include:
- Articles in professional journals
- Original scholarly books
- Textbooks
- Scholarly monographs
- Edited books
- Chapters in books
- Convention papers
- Fellowships, grants and other financial awards
- Invited papers and addresses
- Book reviews, commentaries, research notes and research reports.
A. When evaluating research productivity, consideration will be given to quality and quantity. Distinctions will be made between publications in leading journals and others in the field and its sub-fields and among publishing houses.
B. The Merit Committee shall give consideration to a faculty member's entire research program. Since some research comes to fruition only after a long period, a faculty member may receive meritorious recognition for research produced but not yet published or accepted for publication, or for research published in previous years. (This provision is expected to apply principally to books.)
C. Co-authored works may be considered for merit, assuming the individual in consideration has made a substantial contribution to the collaborative work.
D. Revised or new editions of previously published works may be considered for merit.
E. The following shall be considered the rank-order of research productivity from most to least meritorious:
- Original contributions to knowledge in scholarly articles, research notes, monographs, books, book chapters, and external fellowship and grant awards
- Contributions representing primarily a synthesis of existing knowledge such as textbooks, edited books and review essays
- Other professional activities such as convention papers, invited addresses, book reviews and commentaries, internal fellowship and grant awards, and colloquia and lectures.
V. For purposes of evaluation, the category of teaching shall include undergraduate and graduate instruction, thesis and dissertation supervision, intern supervision, course and curriculum development, and other related activities.
Faculty members failing to perform these normal duties will not be eligible for a merit pay award. It is assumed that the service duties of junior faculty will be lighter than those of their senior colleagues.
Other service activities that may be considered appropriate for merit evaluation include:
- Exceptional performance of normal departmental responsibilities
- Service as departmental graduate coordinator, undergraduate coordinator, associate chair, datalab and consortium management, and related activities
- Service on College or University committees, participation in or supervision of special programs and initiatives, and other significant contributions to the College or University
- Serving on editorial boards, as an officer in a professional association, a journal editor, a chair or section leader for a major professional conference or other professional program participation, a reviewer for professional journals and other publications, a reviewer for professional research funding agencies, and a contributor to projects associated with professional work or other activities enhancing the reputation and visibility of the Department, College or University
- # Membership on government boards or commissions, leadership in community organizations, and election to public office or other activity enhancing the reputation and visibility of the Department, College or University
- Service to primary or secondary schools.
Original approved February 1985; revised May 1990, revised May 1998
Third-Year Review Policy
The department shall conduct and deliver a pre-tenure review of untenured, tenure-track faculty prior to the beginning of the faculty member's fourth year in the tenure track. The primary purpose of the mid-career review is to provide the faculty member with a substantive progress report and to suggest what the faculty member might need to accomplish in the areas of teaching, scholarly research, and service before the formal tenure review. The mid-career review shall be an internal departmental matter in which no external reviewers are contacted. Other members of the department, college or university community may provide input to the committee, but it is not required.
The review should begin early in the third year of tenure accruing appointment. The chair shall notify the faculty member of the time of the third-year review and request that the faculty member submit relevant materials. By February 1st of that year, the candidate will complete a tenure and promotion packet and present it to the chair of the department.
The packet will include:
- A Tenure and Promotion packet, as complete as appropriate given the time in rank of the candidate.
- Annual letters of evaluation from the chair.
- Peer review of candidate's teaching and supporting teaching materials.
- A research/scholarship portfolio including the candidates' research publications, papers submitted for publication, grant proposals, and similar information.
The review will be conducted by a special committee comprised of three tenured faculty in the department (or joint appointments), to be appointed by the chair. The candidate's mentor may serve on the committee at the chair's discretion. The reviewing committee may request other materials, and the faculty member may elect to submit other supporting materials. The third year review for faculty with joint appointments or duties in other units will include information about their activities and contributions to those other units. In cases of joint appointments, one member of the review committee will be appointed by the chair/director of that unit.
The committee will present its report at a meeting of the department's tenured faculty. The committee's third-year review and the discussion of the report by the department's tenured faculty will be shared verbally and in writing with the faculty member by the chair. The chair will draft a letter of review based on the candidate's packet, the committee's report, as well as the discussion and other information from the faculty. For faculty with joint appointments, that letter should be co-signed by the director or chair of the center or other department. The letter will be explicit in stating that the letter itself is not a decision for tenure and promotion but is rather a mid-career review and nothing more. The intent of the review process is that it be advisory to the candidate and without any prejudice in future reviews.
Before April 30th, the chair will meet with the candidate to provide a copy and discuss the letter of review. The candidate and chair should discuss the strengths and weaknesses in the candidate's packet; what the candidate might do to strengthen her/his papers in the future; and what assistance might be available in the department, college, and/or university to address candidate needs and improve performance. A copy of the letter of review will be placed in the candidate's personnel file. The faculty member has the right to submit a written response to the report if so desired, and the response will be placed in the faculty member's personnel file for future reference.
The chair's letter of review will be forwarded to the Associate Dean for Faculty Affairs by the end of the Spring semester. The College will contact the Provost's office and inform that office that the review has taken place, but will not transmit the substance of the review.
Approved by Faculty, 2/21/05
Grading Support
Faculty are eligible to receive graders for their classes if three conditions are met:
- total enrollment in all undergraduate courses for the semester is 100 students or more
- term papers, essay exams, or significant other writing assignments are required of students
- no TA has been assigned to that faculty member
All grading assistance is conditional upon the availability of budgetary resources.
- For enrollments of 100-125, faculty may receive up to $250 for grading assistance (approximately 30 hours).
- For enrollments of 126-150, faculty may receive up to $300 for grading assistance (approximately 35 hours).
- For enrollments of 151-175, faculty may receive up to $350 for grading assistance (approximately 35 hours).
- For enrollments of 176-200, faculty may receive up to $400 for grading assistance (approximately 40 hours).
Tenure and Promotion Criteria
Candidates for tenure and/or promotion will be evaluated with respect to their accomplishments in teaching, research and service. The department requires that candidates demonstrate significant achievements in all three areas. Especially notable achievements must be evident in research and in at least one other area.
Tenure and/or Promotion to Associate Professor
A. Teaching: Teaching effectiveness will be evaluated in a number of ways, including peer evaluations of classroom performance, instructional materials (e.g. syllabi, exams), student evaluations, intern supervision, course and curriculum development, and participation in thesis and dissertation committees. Candidates must demonstrate a sustained commitment to excellence in teaching.
B. Research: Candidates must have established a program of original research that has gained recognition in refereed journals and/or with reputable presses. The expectation is that the candidate will have published a book and/or a significant number of refereed articles, at least some of which are first-authored. Textbooks, scholarly monographs, edited books, chapters in books, book reviews, commentaries, research notes and research reports will also be considered. The reputation and quality of the journals and publishers will bear on the assessment of publications. Generally, some publications will be derived from the individual's doctoral dissertation. Publications that clearly extend beyond such work or introduce new research must also be evident, indicating the promise of ongoing excellence in scholarship. The ability to obtain fellowships, grants and awards will enhance the candidate's standing. Candidates are also expected to have given paper presentations at conventions or other scholarly meetings.
C. Service: Candidates must have demonstrated commitment to enhancing the life of the Department, College and University. The service contributions of untenured assistant professors are kept relatively light to facilitate excellence in teaching and research. Nonetheless, some student advising and committee work is expected. Regular participation in faculty meetings as well as attendance at recruitment colloquia is required. Scholarly service to the discipline (e.g. reviewing submissions to journals and panel participation at professional meetings) is also expected. Service contributions to the community, state, or nation are encouraged.
Promotion to Full Professor
A. Teaching: Teaching effectiveness will be evaluated in a number of ways, including peer evaluations of classroom performance, instructional materials (e.g. syllabi, exams), student evaluations, intern supervision, course and curriculum development, and participation in thesis and dissertation committees. Teaching performance must be exemplary to merit promotion to full professor. Normally this will include supervision of Masters theses or Ph.D. dissertations. Innovative curriculum development is expected.
B. Research: Candidates must have established a national and/or international reputation for excellence in scholarship, as made evident by the number of publications and the quality of their journals and presses, by book reviews, by citations of work, and by assessments of recognized authorities. There must be evidence of substantial publications since the candidate was last promoted, indicating a sustained research program. Significant success in winning grants, fellowships, and/or awards is expected.
C. Service: Candidates must have established a notable record of service to the Department, College and University, as well as to the profession. This service should include the assumption of leadership roles (e.g. chairing committees, administering programs, organizing and convening sections for annual meetings, membership on editorial boards). Contributions to the community, state, and/or nation are also expected.
Promotion to Distinguished Professor
Full professors (with the exception of endowed chairs and graduate research professors) may be nominated by the department chair for promotion to the rank of Distinguished Professor in recognition of well-established national and/or international reputations in their fields of endeavor and exceptional records of achievement (beyond that expected of full professors) in the areas of teaching, research and professional and public service.
Chair Advisory Committee
The Committee is intended to facilitate departmental self-government. It is not intended to replace the periodic meeting of the faculty but to serve as an initial forum for the discussion of issues and the consideration of multiple perspectives in decision-making. This committee provides a way to keep the chair in touch with the faculty and vice versa. In carrying out its duties, the Committee should keep in mind that it is intended to represent the views of the faculty and empowered principally to put items on the agenda for eventual disposition by the entire faculty. No consultation of the chair with the Committee can abrogate the rights of the faculty for disposition of issues.
The Committee has the following responsibilities:
1. The Committee has the authority to convene itself and should do so on a regular basis throughout the year. The Chair is expected to consult regularly with the Committee.
2. The chair of the Committee or elected members may choose to initiate discussion on a topic and the Department chair may request items for discussion.
3. Consistent with University regulations, faculty members may bring complaints to the Committee for mediation. The Committee will consider such complaints in closed session.
4. The Graduate Coordinator may bring complaints from graduate students to the Committee. The Committee is not intended to replace the union or graduate student organization as a voice for graduate students.
The Committee does not have a role in tenure and promotion decisions. It may not conduct advisory votes. The Chair may ask the committee for advice on the composition of tenure and promotion committees.
Although it is impossible to anticipate all such activities, the following responsibilities are specifically entrusted to the Committee:
- Chair succession - The Committee will initiate the process of a mid-term review of the chair and initiate the process of chair replacement when necessary. It does not replace the Chair Search Committee but rather arranges for a department discussion and vote to select the five tenure-accruing faculty members who constitute that committee. Such votes shall occur by approval voting among all faculty who are qualified to vote for the composition of the advisory committee. The Chair Search Committee shall then oversee the search process, including extensive consultation with the faculty and a secret ballot by the faculty on formal chair recommendations made to the Dean.
- Initiatives - The Committee will be made aware of departmental initiatives by the Chair and discuss them. As appropriate, the Committee will ask the chair to put these items on the agenda of faculty meetings.
- Recruitment - The Committee should discuss issues of recruitment. However, final decisions on hiring priorities are reserved for the faculty at regular meetings or the annual retreat and the entire faculty will continue to authorize job offers for permanent positions.
- Budget - The Committee will be consulted on major budgetary matters and should be consulted specifically in the first stage of proposed cutbacks. It is the chair's responsibility to share budgetary data in a timely manner with the committee.
- Hiring - The Committee will consider appointments of adjunct faculty, lecturers, and visiting faculty. In emergency situations, the Department chair may consult the Committee chair without a full Committee meeting.
- Annual Program Review - The Committee will review the Department chair=s proposed Annual Program Report before it is finalized and suggest revisions as appropriate. The Committee will have access to annual reports from past years.
- Department Review - The Chair will consult with the Committee prior to appointing the committee that oversees the departmental review.
- Curriculum Review - The Committee may recommend that the chair and faculty implement a curriculum review process.
This enumeration of responsibilities is not meant to preclude the Committee from considering other issues beyond those specifically entrusted to the entire faculty (e.g., tenure & promotion, hiring).
Composition:
The committee shall consist of five faculty members elected by tenure-track faculty and those individuals who have been granted voting privileges by the Department. The five shall be elected by approval ballot in the following manner:
- 1 untenured faculty member selected by the untenured faculty
- 1 tenured faculty member elected by the tenured faculty
- 1 untenured faculty member elected by the entire faculty
- 1 tenured faculty member elected by the entire faculty
- 1 faculty member (of any rank or tenure status) elected by the entire faculty
These five members shall be elected at the end of the spring semester (before the retreat) to serve one-year terms. The only faculty members who may decline election are those who are on partial or full leave (including sabbatical) and those who have served three consecutive one-year terms at the time of the election. If elected members have to be replaced before the completion of a full term, the Advisory Committee will select the person who was next most highly ranked in the appropriate category.
All tenure-track faculty members (including those who hold Department portfolios) except the department chair are eligible for membership. The faculty as a whole may confer eligibility on affiliated faculty members who do not hold tenure-track appointments in the Department. The chair shall serve as an ex-officio (non-voting) member.
Structure and Operation:
The Committee will elect a chair and recorder. The meetings of the Committee will normally be open but may be closed at its discretion to consider complaints, personnel matters, and other sensitive items. The Committee chair will issue monthly emails with a brief report on the topics considered during consultations. The Committee may also choose to invite other faculty members to its meetings as appropriate. This would include inviting members of the chair's executive committee (if they are not already serving on the Committee) or field committee chairs from fields not formally represented on the Committee.
Rationale: A new structure is necessary to implement a new culture of governance. As constitution-makers understand, the challenge is to design an entity with sufficient power to promote self-government but not to become a barrier to that value. We believe an annually elected advisory committee is the appropriate solution. To insure representation along the dimension that most urgently requires remediation, we have devised a system that mixes at-large with rank-based election. The authority given to the Committee is intended to provide it with a structural basis to fulfill its intended function. It is not conceived as a decision-making body.
Ballot structure for the election to Chair's Advisory Committee (adopted 11 April 2003)
(1) Ballot - Each ballot will designate whether the voter is a tenured faculty member or an untenured faculty member. Each ballot will provide a list of tenured candidates and a separate list of untenured candidates. The Chair, faculty who have full-time administrative appointments outside the Department, and faculty who will be on leave in the forthcoming Fall semester are ineligible. These rules of election shall be printed on the reverse side of the ballot.
(2) Approval voting - Each voter may cast a vote for as many candidates on each list as s/he wishes.
(3) Election of Untenured Seat - The untenured candidate who receives the most votes from untenured faculty is elected to the Untenured Seat.
(4) Election of Tenured Seat - The tenured candidate who receives the most votes from tenured faculty is elected to the Tenured Seat.
(5) Election of At-Large Untenured Seat - The untenured candidate who receives the most votes from all faculty (regardless of rank) is elected to the At-Large Untenured Seat, unless s/he was elected to the Untenured Seat. In that case, the untenured candidate with the next highest number of votes is elected.
(6) Election of At-Large Tenured Seat - The tenured candidate who receives the most votes from all faculty (regardless of rank) is elected to the At-Large Tenured Seat, unless s/he was elected to the Tenured Seat. In that case, the tenured candidate with the next highest number of votes is elected.
(7) Election of At-large Seat - The candidate who receives the most votes from all faculty (regardless of rank) and who is not elected to another seat is elected to the At-Large Seat.
(8) Ties - Ties for any seat will be broken by coin-flip
Department Governance Committee Recommendations
Recommendation #1
The secret ballot will routinely be employed in making personnel decisions. On all other matters, the secret ballot will be employed upon a motion and second to that effect.
Recommendation #2
The Department Chair should appoint a scheduling czar/czarina with principal responsibility to insure that the schedule balances the Department's programmatic priorities. The czar should attempt to create a scheduling "hole" that will be reserved for faculty meetings and special events.
Recommendation #3
The Department Chair is responsible for sending periodic email bulletins to the faculty (and others, as appropriate) about events and developments that affect the Department.
Recommendation #4
Department Chairs
a) The Department preference is for a rotating chairmanship that shall pass among a diverse range of faculty. Accordingly, chairs will normally serve a four-year term.
(b) Should the faculty prefer it, a chair's term may be extended for a maximum two-year renewal.
(c) Former chairs may serve again following a full term out of office.
(d) The chair will be evaluated in a third year review organized by the Advisory Committee (see Recommendation #5). Early in the fall semester of the chair's third year, an elective committee (see 6.1 under Recommendation #5) will assess the state of the chairmanship, the interest of the incumbent of extending the term, and the level of support for such extension among the faculty. This elective committee will also suggest to the faculty how to proceed in the event a search is necessary.
(e) Chairs should, if possible, have some internal respite. We recommend that the Associate Chair take over for one of the summer terms.
Recommendation #1
The Department should create an Advisory Committee with the following aspects (see Chair's Advisory Committee below):
Recommendation #6
The Department should not give these proposals (if passed) permanent status.
Adopted March 2002
Faculty Research Support
Budget permitting, the department receives its share from the College of indirect cost returns from research awards. This funding is employed to support faculty research and development
Faculty seeking a departmental research award should submit a proposal to the chair during the spring semester. All faculty are eligible to apply.
A Research Support Committee from faculty who do not submit proposals is convened by the chair. This committee determines which applicants will receive awards and the amount of these awards. The committee will be apprised of the results of last year's departmental research awards competition.
Departmental research awards may be used for:
- seed money for grant-writing
- symposia or conferences held at UF that will lead to edited volumes or other publications
- travel to international conferences
- general research support
All proposals should consist of a project description (a maximum of 3 single-spaced pages, including references) and an itemized budget (a maximum of 1 page). In describing your project, please indicate what publications will likely be produced as a result of its successful completion and what other funding you have sought or are currently seeking to further its development.
Market Equity Review Committee
In compliance with the collective bargaining agreement between the UF administration and the United Faculty of Florida, the department faculty to agreed to establish a Market Equity Review Committee. An individual faculty member may make a request at any time to the Department Chair to conduct a market equity salary review. The Market Equity Review Committee will review all requests twice a year and make recommendations to the Chair, who in turn will make recommendations to the Dean by September 30th and January 31st each year. Click here for CLAS guidelines.
The Market Equity Review Committee shall consist of three faculty chosen from among those budgeted in the Department. The committee shall be selected by a process of approval voting with a secret ballot. The faculty receiving the highest number of votes will be elected to serve on the committee. The ballot will contain the names of all eligible faculty members. Untenured faculty members can opt out if an explicit request from that faculty member is made. Members of the committee will serve three-year terms with one new member elected each year. The committee member with the greatest length of service on the committee will serve as chair. A member may not succeed himself or herself after a three year term. Committee members who themselves request a market equity review must recuse themselves from the committee's deliberations during the semester of their review request.
Approved by faculty, 1/22/07
Peer Teaching Evaluation Guidelines
Faculty can access the peer teaching evaluation guidelines in pdf format here.
Participation in Governance by Visiting Faculty and Lecturers
1. Visiting Faculty
1.a. Visiting faculty are welcome to attend general departmental faculty meetings, and may be recognized by the chair in general discussion. But Visiting faculty do not have a vote on departmental business.
1.b. The chair may appoint Visiting faculty to serve on department committees (including field committees) as part of their service assignment, and they may vote in those committees.
1.c. Faculty who are recruited by a search and who are appointed to Visiting Faculty lines for administrative reasons in anticipation of an imminent appointment to a tenure-track or tenured faculty position have full participation and voting rights on all department matters (subject to limitations in College and University rules). For example, a foreign national who is appointed as a Visiting Assistant Professor while awaiting the completion of Immigration procedures will generally be considered as an Assistant Professor for purposes of department governance.
2. Lecturers
2.a . Lecturers are welcome to attend and participate fully in general departmental faculty meetings, and, as a general rule, they have a vote on all matters EXCEPT those that assess or address research or affect the composition of the tenure-track faculty.
2.b. Examples of issues on which Lecturers have the right to vote include
- routine department decisions,
- undergraduate and MA curriculum and teaching,
- dismissal or termination of funding for M.A. students,
- hiring decisions related to Lecturer positions,
- the election of CAC (voting as untenured faculty)
- the election of the Dept nominee for CLAS T&P committee [per College rules indicating that "budgeted" faculty have suffrage rights in this case]
- Senior and Master Lecturers have the right to vote on promotions to Senior Lecturer, and Master Lecturers have the right to vote on promotions to Master Lecturer.
2.c. Examples of issues on which Lecturers do not have the right to vote include
- setting hiring priorities [affects composition of tenure-track faculty],
- extending or recommending offers for tenure-track or tenured faculty positions [affects composition of tenure-track faculty],
- merit committee rules {assessment of research],
- emeritus status of professorial faculty [assessment of research],
- PhD curriculum [research],
- dismissal or termination of funding for Ph.D. students [research], and
- tenure or the tenure process, and promotions within the professorial ranks.
2.d. By majority vote of the tenure-track and tenured faculty, the Department may extend to an individual Lecturer full participation and voting rights on all department matters, including those that assess or address research or affect the composition of the tenure-track faculty (subject to limitations in College and University rules).
2.e. The chair may appoint Lecturers to serve on department committees (including field committees and search committees) as part of their service assignment, and they may vote in those committees.
3. The current Merit Rules indicate that "The Merit Committee shall consist of three faculty chosen from among those budgeted in the Department." and "The ballot will contain the names of all eligible faculty members with the exception of untenured faculty. The name of a tenure-track faculty member will be placed on the ballot if an explicit request from that faculty member is made." Thus, Lecturers and Visiting Faculty who are budgeted in the Department are eligible to vote in the election of the Merit Committee, but as untenured faculty members, they will not appear as candidates on the ballot and, as they are not tenure-track, they may not opt in.
Adopted 14 November 2003
