Performance Evaluation, Promotion, and Advancement

1. Performance Evaluation, Promotion, and Advancement Christine Alvarado, UC San Diego Sarah Heckman, NC State University Tom Horton, University of Virginia

2. Christine Alvarado Associate Teaching ProfessorVice Chair for Undergraduate AffairsUC San Diego • Previously Assistant->Associate Professor at Harvey Mudd College • Moved to UC San Diego in 2012 (with tenure) • Up for promotion to Full Teaching Professor this year • Department has 54.5 senate faculty, of which 4 are teaching faculty (hiring this year!)

3. Sarah Heckman Teaching Associate Professor Assistant Director of Undergraduate ProgramsNC State University • First teaching track faculty in department (called TAPs) • Started in 2009 • Promoted to Associate in 2015 • Now department has 6 TAPs, 2 at the associate level, with plans to hire another

4. Tom Horton Associate Professor (General Faculty)Associate Chair, University of Virginia • Joined UVA in 2001 • Previously tenured at Florida Atlantic University • Steering Committee for IEEE Conf. on SW Engin. Edu. & Training in the 2000s • ABET evaluator and former team chair • UVA has 11 teaching faculty out of ~38 total faculty • Two associates; one being promoted to full this year • Ambitious plans to hire more faculty of all types • New Center for Innovation in Computing Education and Outreach • I’ve been witness to many years and policies wrt teaching faculty

5. Streams or Tracks - Teaching • UCSD • Teaching faculty (Lecturer with SOE) (tenure/tenure-track; senate members; requires PhD) • Lecturer (full-time or adjunct) (some security after 6 years; non-senate; requires MS) • NCSU • Teaching Faculty (NTT) (parallel promotion titles; requires PhD) • Lecturers (requires MS) • UVA • General Faculty: teaching professorial (PhD) • General Faculty: lecturer (requires masters) Important to understand the rules and expectations associated with your place in your school’s hierarchy! All

6. Process for Evaluation and Advancement (Bi)Annual Review • Summarize work in document submitted for review • Peer teaching evaluation • Evaluation by senior faculty (which may include senior teaching track) • Meeting with department head (and mentors) Year of Promotion • Let department head/chair know • Prepare materials and prepare list of names for letters • Decisions occur throughout the AY • Celebrate! For most teaching track positions, there is no up and out… but don’t wait too long. S,C

7. Processes for Evaluation and Advancement How well are the processes for evaluation and advancement defined and executed for teaching faculty? If not... • Don’t be surprised! The tenure-track model is the established norm. • Seek process improvement! • Request a small group to review and modify your department documents and process. • Include teaching and T/TT faculty in this. (The “right kind” of T/TT, of course.) • Who evaluates? Make sure all are aware and sensitive to the rules for your type of position. • Beyond your department • College or school committee: includes teaching faculty advocates? How about the Dean? • Other departments etc may have a different model or view of teaching faculty • Work with your chair and department reps to address this, if needed. T

8. Process for Evaluation and Advancement Materials for teaching track faculty don’t have to look like TT faculty • Teaching portfolio sent out instead of research papers to letter writers • Include senior teaching track faculty and discipline researchers with interest in education as letter writers • Make use of any candidate’s statement to sell yourself and your position • Teaching + X (Re)define what teaching track faculty means in your department • We have excellent definitions of teaching, scholarship, and service for T/TT, but don’t fit teaching track • So the teaching track is proposing our own (in our “free” time) S

9. Advancement Are you the “first” in some way? (Uh oh.) • Processes, criteria may assume everyone’s in a T/TT role • Your chair will be very focused on tenure for TT assistant professors • This may carry over to you for a 6-year review or tenure-like kind of decision • Otherwise, you may be less prominent on the chair’s radar • For promotion beyond that first hurdle • More of a burden on you to make it happen • Chair may assume you’re satisfied with what you’re doing • Make sure you discuss your mid-term and long-term goals each year, with an action items you can point to later T

10. Promotion Materials Candidate Materials • (University-defined) CV + Statement(s) • Teaching Evidence • Course taught & enrollments • Students evaluations • Peer evaluations • Curricular innovation • Research Evidence • Funding • External evidence - papers, invited talks, etc. • Service • Departmental / University / External • Contributions to Diversity (optional) Other Materials • Department/Nominator’s Letter • Dean’s Letter • External Letters (situational) • Student Letters (perhaps) Read the instructions! Don’t have your promotion case rejected on a technicality. C

11. Presenting Evidence Create a thoughtful and reflective self-evaluation • Excellence in teaching + contribution outside the classroom (make the department look good) Teaching (It’s more than just student evaluations!) • Show how you improve your teaching based on evidence • Discuss innovative and best-practice teaching methods you use • Deconstruct and contextualize student evaluations • Invite colleagues to peer review your courses, materials, • Refine, redesign, and create courses Scholarship (education and/or discipline) • Understand departmental expectations and what counts Service • Unlikely to be a problem! (Try not to go overboard. Try not to be thrown overboard!) C

12. Expectations, Evidence for Teaching per UVA policy • Activities that show evidence of educational engagement include, but are not limited to, • teaching courses • mentoring undergraduate and/or graduate students • sponsoring and supporting student organizations, competitions, etc. • supervising student research projects, such as capstone projects and theses • supporting students from underrepresented groups • Evidence of educational excellence includes, but is not limited to, • peer evaluations • student evaluations • letters from current/former students • receipt of competitive scholarships or fellowships by advised students • placement of students in prestigious internships and post-graduation positions • attraction and retention of diverse students • awards and honors received for excellence in delivering education. T

13. Mentoring Do teaching track faculty have mentors? Do tenure track? • Are mentors tenured faculty, teaching faculty, or both? Role of mentors • Feedback on how progressing to promotion • Informal feedback from departmental evaluation • Presents case to evaluating colleagues to lead discussion • May be part of the promotion process S

14. First-class Citizen Status You can help! • Behave like a peer to T/TT faculty and they’re more likely to treat you like one • Attend meetings, vote, speak up • Demonstrate concern for what they’re concerned about • Be active and visible outside your department at your university • Get T/TT input or get them involved in what you care about (as much as possible) • Identify key T/TT faculty allies who can advocate for teaching track faculty • Be a colleague • Don’t give anyone the chance to mistake you for an instructor the department keeps around • Use other universities as examples - CRA White Paper T+

15. Balancing Activities Does your department see you as “The Solution” to some problem? • Enrollment is crazy, so you’ll be teaching big sections • They need you to manage accreditation • You get assigned a lot of undergraduate advisees Communicate in advance about the possible consequences: “I’m happy to help, but you agree that there may be a downside for me later.” Bargain, if possible: $$ for RAs, summer support, lighter load later. Tie this directly to something that benefits you. And then make it count! Pay yourself for extra work T+

16. Other Thoughts…. Own your role on the teaching track. It’s a fantastic career track. • If you see a problem in your department that you can fix, try! • Take on leadership roles • Mentor junior teaching track faculty • and get out of the way to give them places to grow External Visibility • Attending SIGCSE is a start! • Get more involved - volunteer with SIGCSE • Friday, 2/23 @ 1pm: Get involved with SIGCSE meeting - Room 323 • The 2020 chairs are looking for committee members! • Publish, share course resources, accreditation, reviewing, workshops (both participant and organizer), … • If you need help getting started with education research see the DEERS workshop on empiricalcsed.org S+

17. Table Discussions Discussion Topics: • What are your accomplishments? Discuss how best to share those with colleagues. • What are questions or comments that you’re taking back to your department? Discuss how best to approach conversations in the department. • What do you need to be successful on the teaching track? Discuss how your community, including the one here, can help support those needs. • What are questions that you have for the panelists? C

18. Questions, Notes, Etc

19. Appendix Slides with info and resources follow.

20. UVA’s “General Faculty” model • Roles or “tracks” include: professorial teaching, lecturer, practice, research • Four areas of activities are defined: teaching, education scholarship, disciplinary scholarship, service • Examples of each kind of activities defined • Examples of evidence of success in each area defined • A matrix maps activity-emphasis to each role • Teaching is primary focus for two teaching focused roles • For professorial track, at least one type of the two scholarship areas expected for promotion • For lecturer rank, scholarship not required • For professorial rank, service expected • For lecturer rank, service only expected for 2nd and 3rd ranks • Defines what’s needed for promotion for each combination of role and rank • E.g. for teaching, to go from Asst Prof. to Assoc. requires external letters

21. UVA Policies The UVA Provost’s Office policy about General Faculty at UVA is here: http://uvapolicy.virginia.edu/policy/PROV-004 Here are two UVA Engineering School policies that were written to meet the requirements specified by the Provost’s policy. • The following link describes the nature of the Academic General Faculty positions and the various ranks: https://engineering.virginia.edu/sites/default/files/common/offices/deans-office/policies-bylaws/2017.7%20SEAS%20Policy%20on%20Academic%20General%20Faculty.pdf • The following link is the SEAS policy on "Reappointment and Promotion Policy for Academic General Faculty": https://engineering.virginia.edu/sites/default/files/common/offices/deans-office/policies-bylaws/2017.4%20SEAS%20Reappt%20and%20Promo%20Policy%20for%20AGF.pdf

22. NC State Policies Reappointment, Promotion, and Tenure Webpage • Non-Tenure Track Faculty Ranks and Appointments • Professorial ranked Non-Tenure Track Faculty member being promoted • Dossier format

23. UCSD Policies LSOE Appointment and Promotion: http://adminrecords.ucsd.edu/PPM/docs/230-285.html Lecturer Appointment and Promotion: http://adminrecords.ucsd.edu/PPM/docs/230-283.html LSOE FAQs: https://academicaffairs.ucsd.edu/_files/aps/docs/LSOE_FAQ.pdf