POLICIES AND PROCEDURES STATEMENT
DEPARTMENT OF PSYCHOLOGY
Revised:
I. Definitions and General Policies.
A. Membership in the Department.
Department membership shall include those who have been appointed to the department as Professor of, Associate Professor of, Assistant Professor of, or Instructor in Psychology. Except as required by the University Handbook or elsewhere in this document, persons holding Academic Staff status in the Psychology Department will have all the rights and responsibilities specified hereafter for faculty in the Department. The Psychology Department will follow procedures for hiring, retention, promotion, and merit specified in the University Handbook for Department Members holding Academic Staff status.
B. Voting Membership in the Department.
1. Voting membership shall consist of all members of the Department of Psychology who are full time members of the University and who regularly teach at least one course per year in the Department of Psychology.
2. Since the Chair
is responsible for administering and executing departmental decisions, and
since this involves the personal responsibility of the Chair, the Chair has the
right to veto departmental decisions.
The department in turn has the right to override the Chair's veto by a
two-thirds majority. Minority dissent
may be filed with the Dean of the
C. Voting.
1. Affirmative vote. Motions at all department and departmental committee meetings shall be passed when a majority of the votes cast are in the affirmative. Two thirds of those voting is necessary to pass motions on recommendations of applicants for full time appointment to the department and on amendments to the Department Policies and Procedures. Abstentions are not votes.
2. Method of voting. Voting at all departmental and committee meetings, except for election of a nominee for Chair of the Department, shall be by show of hands or voice or written signed ballot. Election of a nominee for Chair shall be by secret ballot. Any member of the body voting may require that a vote be taken in such manner that the vote of each member is ascertained and recorded.
3. Absentee ballots.
Absentee ballots may not be used in matters relating to recruitment,
retention, tenure, promotion, salary merit or any personnel matter.
D. Meetings.
1. The Chair shall recommend the time of department meetings such that they do not normally conflict with scheduled departmental teaching responsibilities. The department shall approve the regularly scheduled meeting times. Special meetings may be called and held at the discretion of the Chair.
2. Open Meetings.
a. The Department Chair and the Chairs of all department committees shall provide such advance public notice of their meetings as is reasonably likely to apprise all interested persons of the meeting. Persons about whom a personnel decision is to be made shall receive individual written notice of the meeting at least l0 days prior to the meetings, except when the pending decision is renewal of a probationary appointment or granting of tenure in which case the notice shall be 20 days.
b. All meetings of the department or of departmental committees shall be open, except that meetings of the Tenure and Retention Committee, the Promotion subcommittees, the Nominating Committee and the Recruitment Committee shall normally be closed. Meetings to determine tenure will be open upon the request of the person being reviewed. Notice of the right to request an open meeting shall be contained on the notices of the meetings which such members receive.
c. Psychology majors are welcome to attend Psychology Department
meetings and may speak on departmental considerations at the discretion of the department. The Presidents of Psi Chi and the Psychology Club are encouraged to attend department meetings.
d. Guests may speak at departmental meetings on proposals and other department business at the discretion of the chair or by a majority vote of the department.
3. Quorum.
A quorum shall consist of a number equal to the Chair plus five members of the department. During Summer Session, a quorum shall consist of a simple majority of the Summer Session teaching faculty. Quorums for all Committee meetings shall be one more than half of the Committee's members.
4. Minutes.
a. Written minutes of each meeting of the department or a department committee shall be taken and copies circulated to all members of the department, except when a meeting has been closed under the exemptions in Wis. Stats. l9.85. The written minutes then shall be circulated only to the Department Chair and members of the body holding the closed meeting.
b. The minutes of
all department and departmental committee meetings shall record at least all
motions, the disposition of all motions, and all roll call votes. Complete files of all minutes shall be kept
by the Department Chair and by the Chairs of each committee. Department minutes will be sent to the Dean
of the
II. Committees
A. General Organization.
1. The department shall be organized with the following standing committees composed of voting members who have normally served at least one year at this university: Budget and Recruitment, Curriculum, Merit Evaluation, Nominating-Faculty, Nominating- Student, Promotion, Tenure and Retention.
2. The Chair or department may create such ad hoc, special, or temporary committees as may be necessary from time to time.
3. All committee
recommendations shall be carried to the department for ratification except
those personnel recommendations subject to special procedures as specified by
the UW-SP Senate,
B. Budget and Recruitment Committee.
1. Membership. The Budget and Recruitment Committee shall consist of five voting members, four of whom are elected for biennial appointments on an alternating basis, and the Department Chair who shall also serve as Chair of the committee. The Chair shall be authorized to approve up to $300.00 in expenditures without committee recommendation or departmental ratification. In the event that faculty positions remain unfilled or become vacant during the summer, all voting members of the summer school faculty and any interested voting members shall constitute an ad hoc Recruitment Committee.
2. Duties. The Recruitment duties of the Budget and Recruitment Committee are described below in the section on Recruitment. The Budget and Recruitment Committee is responsible for the drafting of budgetary recommendations for the total department budget, supplies, department travel, instructional media and library acquisitions. The Budget Committee will also recommend policies and procedures for student assistant assignments, room allocation and office assignments. Appendix A. contains the department travel policies and the current college travel policies.
C. Curriculum Committee.
1. Membership. The Curriculum Committee shall consist of five voting members of the department elected for biennial appointments on an alternative basis.
2. The Curriculum Committee shall elect its own Chair at the beginning of each academic year.
3. Duties. The Curriculum Committee shall be responsible for review of recommendations of policies and procedures for curricular offerings, major and minor requirements, graduate courses, library holdings, summer session teaching opportunities and assignments, discipline specific assessment, and in consultation with the Department Chair, academic year class and teaching schedules and teaching load.
Further specifications
of the Curriculum Committee's duties are described below in the sections on
Summer Teaching Scheduling, and Review and Evaluation of Performance.
D. Merit Review Committee.
1. Membership. The Merit Review Committee shall consist of three voting members of the department. A rotation schedule based on an alphabetical listing of department members will be used to determine committee membership. Members will serve staggered, two-year terms, such that there is at least one continuing member.
2. The Merit Review Committee shall elect its own Chair at the beginning of each academic year.
3. Duties. The Merit Review Committee shall audit the merit forms for errors and review the appropriateness of member's merit claims. (See section VII.)
E. Faculty Nominating Committee.
1. Membership. The Faculty Nominating Committee shall consist of one member who will serve as coordinator appointed by the department chair on a biennial basis.
2. Duties.
a. The coordinator shall ensure that departmental merit forms are distributed in a timely manner and the results passed on to the Merit Review Committee as well as presenting the final results and proposed distribution of merit points to the department.
b. Distribute and collect forms for the Katz Award, Administrative Merit Awards, the University Teaching, Scholarship, and Service Awards, and the Departmental Committee preferences and ballots.
(a) In each case, at least one other faculty member on an ad hoc basis shall be present when ballots are counted.
(b) The coordinator
will also work with the winners of the various awards to -ensure the
supporting documentation is presented to the Chair of the department and the
Dean's office in a timely fashion.
c. The coordinator shall administer all elections within the department.
F. Student Awards Committee.
1. Membership. The Student Awards Committee shall consist of one member who will serve as coordinator appointed by the department chair on an alternate year basis.
2. Duties. The Student Award Coordinator will be responsible for administering all awards given to students by the department or any agency outside of the department such as, the student Letters and Science Award and the Elsenrath Scholarship.
a. The coordinator will form a committee to administer the Elsenrath Scholarship.
b. The coordinator will follow procedures outlined by the department for each award and supervise department voting on the department awards.
c. The coordinator will involve an ad hoc committee or at least one other faculty member on any other student awards requiring a ballot.
d. The coordinator will be responsible for the planning and implementation of the annual Psychology awards banquet.
G. Promotion Committee.
1. Membership. The Promotion Committee shall be composed of all voting members of the department, except the Department Chair, divided into the following three subcommittees:
a. a subcommittee of all full professors to make recommendations for promotion to the rank of full professor.
b. a subcommittee of all associate and full professors to make recommendations to the rank of associate professor.
c. the Department Chair is an ex-officio non-voting member of the Promotion Committee and all subcommittees. The Department Chair also serves as the Chair of the Promotion Committee and all Promotion subcommittees. The Department Chair shall make a separate recommendation on promotions.
2. Duties. The duties of the Promotion Committee are described in the sections on Promotions and Review and Evaluation of Performance below.
H. Tenure and Retention Committee.
1. Membership. The Personnel Committee consists of the tenured voting members of the Department of Psychology together with the Department Chair who, whether tenured or non-tenured, serves as an ex-officio non-voting member.
2. The Department Chair will serve as the Chair of the Tenure and Retention Committee.
3. Duties. The duties of the Tenure and Retention Committee are specified in the sections on Tenure and Retention and Review and Evaluation of Performance.
III. Recruitment
A. The Recruitment Committee shall, after consultation with department, prepare job descriptions for each vacant position and obtain approval of these descriptions from the Department, the Dean and the Vice Chancellor, and Affirmative Action Officer.
B. The Recruitment Committee will then ensure that the position is openly and properly advertised in accordance with the rules and specifications of the UW-SP Affirmative Action Office, the UW-System, and the American Psychological Association.
C. The Recruitment Committee will then correspond with applicants and circulate vitae to all interested members of the department.
D. The Recruitment Committee will recommend opening and closing dates for the position as well as a timetable for department action such that ample time will be available for reasonable review of credentials and that all voting members can be available to vote on the candidate within the constraints provided by the hiring procedures.
E. As soon as possible following the closing dates for applicants as specified by the Department, the Recruitment Committee will rank the most desired candidates, normally a list of ten, and present such ranking together with reasons for the ranking to the department.
F. The department will then review the Committee recommendations and consider additional nominees and the basis for their recommendation.
G. The department will then vote on a ranking of all proposed candidates to determine the order for interviews. An affirmative vote of the department is required for an invitation for an interview.
H. After the department has ranked the candidates and selected the two highest ranked candidates for interviews, the Recruitment Committee shall be responsible for arranging the interviews and assuring that all members of the department have ample opportunity to meet the candidates. The committee shall also arrange for at least one formal presentation by the candidates.
I. As soon as possible after the candidates are interviewed, the Department Chair will call a department meeting at a time when all regular members of the department can attend. At this meeting, the department will vote on the selection of the candidates and recommend one for appointment. An affirmative vote of the department is required before a candidate can be recommended to the Dean for appointment.
J. If the first
ranked candidate does not accept the appointment, or is not given an
affirmative vote by the department, the department will recommend the second
ranked candidate assuming an affirmative vote of the department. If neither the first or second candidate is
offered or accepts the offer, procedures H. and
K. The department recommendation on the selected candidate shall specify the type of appointment, the rank or title to be offered, and the crediting of prior service as agreed to in consultation with the Dean and Vice Chancellor.
L. The Department Chair shall provide a copy of all department personnel rules and procedures to each person to whom an appointment is offered.
IV. Renewal of Probationary Appointments
A. Schedule. The Tenure and Retention Committee of the Department of Psychology shall recommend the renewal or non-renewal of all probationary appointments according to the Academic Affairs Calendar published by the Academic Affairs Office. A typical time frame for these decisions follows:
1. October-November for those faculty in their second year of service.
2. January-February for those faculty in their first year of service.
3. March-April for those faculty completing their second, third, fourth, or fifth year of service.
4. October-November for those faculty in their sixth year for retention and tenure.
B. Criteria. The recommendation of the Tenure and Retention
Committee shall be based on a review and evaluation of the probationary faculty
member's teaching, research, professional and public service, and contributions
to the institution specified in VIII.
C. Procedure.
1. At least 20 days before the Tenure and Retention Committee meets to make its recommendation, the concerned faculty member shall receive notice from the Department Chair of the date, time, and place of the meeting. This notice shall also advise the probationary faculty member of the right to request that the meeting be open, and of the date by which the written demand for an open meeting must reach the Chair. Non-tenure personnel decision meetings will normally be closed.
2. Meeting. The Chair of the Tenure and Retention Committee shall announce the purpose of the meeting, determine the existence of a quorum, and shall request a motion to close the meeting unless a request for an open meeting has been made. Committee consideration of requests for open meetings will be deliberated prior to a vote on an open or closed meeting.
3. Report of Recommendation. The Department Chair shall notify the probationary faculty member in writing of the committee's recommendation within 20 days. Copies of the Chair's letter to the probationary faculty member shall be sent to the Tenure and Retention Committee, the Dean, and the Vice Chancellor.
4. Because the Department Chair is a non-voting member on personnel issues, he/she shall make a separate recommendation regarding the renewal of each probationary appointment. The Chair shall provide a written statement of recommendation to the probationary faculty member, the Tenure and Retention Committee, the Dean, and the Vice Chancellor.
D. Non-Renewal of Probationary Appointments.
1. A faculty member who has been denied renewal of a probationary appointment by either the Tenure and Retention Committee or the Department Chair, may request from the Chair a written statement of the reasons for non-renewal. Such request shall be made within l0 calendar days of receiving the notice of non-renewal. The statement of reasons shall be written by the Department Chair in consultation with the Tenure and Retention Committee, shall be provided within l0 calendar days of the request, and shall become part of the personnel file of the individual. A copy of the statement of reasons shall be sent to the Chair of the Tenure and Retention Committee, the Dean, and the Vice Chancellor.
2. A faculty member who has received a written statement of reasons for non-renewal of a probationary appointment may request a reconsideration meeting before the Tenure and Retention Committee, or the Department Chair, whichever made the first recommendation of non-renewal. (See UWS 3.07.)
3. The probationary
faculty member shall request reconsideration, in writing, within l0 days of
receipt of the statement of reasons. The
Tenure and Retention Committee, or the Department Chair, shall reconsider
within 20 calendar days of the request, except that this time may be extended
by mutual consent of the two parties. The
probationary faculty member shall receive from the Department Chair, at least
a l0 calendar-day notice of the date, time, and place of the reconsideration.
This notice shall also advise the probationary faculty member of the
right to request that the reconsideration be open to all, and of the date
by which the written demand for an open meeting must reach the Department
Chair.
4. At the reconsideration meeting, the probationary faculty member shall have the opportunity to respond to the written reasons for non-renewal, and to present any new written or oral evidence or arguments to the non-renewal decision.
5. The Chair of the Tenure and Retention Committee shall immediately inform the Department Chair of the Committee's decision in all reconsiderations. The Department Chair shall inform the probationary faculty member of the reconsideration decision in all instances within 5 calendar days of the reconsideration. Copies of the Chair's letter to the probationary faculty member shall be sent to the Chair of the Tenure and Retention Committee, the Dean, and the Vice Chancellor.
6. If a reconsideration reaffirms an earlier decision to recommend non-renewal, the probationary faculty member may appeal that decision to the Mediation Sub-Committee of the Faculty Senate within 20 days of receipt of the reconsideration decision. This appeal is governed by the provisions of UW-SP 3.09, in the University Handbook.
V. Grant of Tenure.
A. A recommendation regarding tenure may be made by the Tenure and Retention Committee for any probationary faculty member who has completed at least three years of service. A recommendation regarding tenure must be made before the completion of the sixth year. Within the sixth year of service, a recommendation of tenure shall be made by the Tenure and Retention Committee for each full time probationary faculty member who is being considered for reappointment to an eighth year. A recommendation regarding tenure shall be made by the Tenure and Retention Committee for each part time probationary faculty member who holds an appointment of at least half-time and who is being considered for reappointment to a tenth year. All recommendations regarding tenure shall be made to coincide with the recommendation regarding renewal of appointment, and all such recommendations shall be by a vote separate from a renewal vote.
B. The recommendations of the Tenure and Retention Committee regarding tenure shall be based upon those criteria specified in VIII.
C. The procedures outlined in IV. C. shall apply to all personnel recommendations regarding tenure.
VI. Promotion.
A. Promotion recommendations shall be made by the Promotion Committee. Committee recommendations for promotion to each rank shall be made by the appropriate subcommittee as described in the general organization of the Promotion Committee.
B. Before a candidate can be considered for promotion, the minimum standards for the rank as described in the University Handbook under Faculty Ranks must be met. However, promotion does not follow automatically when a faculty member has achieved these minimal standards.
C. A candidate eligible for promotion considerations shall be reviewed and evaluated by the criteria contained in VIII.
D. The Promotion Committee
shall make all promotion recommendations consistent with the Academic Affairs
Calendar. The Department Chair shall
notify each person who is to be considered for promotion, giving the individuals
at least l0 days advance notice and inviting them to submit additional materials
and information for review and evaluation.
E. The Promotion Committee shall make its recommendation directly to the Department Chair with a report of its action to the department. The Department Chair shall inform the individual of the recommendation of the Promotion Committee within l0 days of receiving the report.
F. The Department
Chair shall report the recommendations of the Promotion Committee to the Dean
of the
G. Promotion discussion with the Dean shall include the Department Chair and a member of the appropriate Promotion Subcommittee.
VII. Salary and Merit.
A. The department shall, at an appropriate time each year, normally before March 1, make recommendations regarding the salary of each department member. These recommendations shall be governed by directions from the Board of Regents, the University Handbook, and the Faculty Senate which adopts an annual set of "Salary Distribution Guidelines". Further, the department will act upon the merit recommendations made by the Nominating Committee.
B. The data upon which salary and merit recommendations are to be based are described below in the section "Review and Evaluation of Performance." These data shall be available to all members of the department.
C. The Merit Review Committee will use the following procedures for determining the distribution of merit points.
1. At an appropriate time of the year, but normally before January 21, the Nominating Committee shall distribute a blank Merit form, as approved August 31, 1994, as amended, to all members and request that anyone who wishes to be considered for merit pay provide the information requested in that form. A reasonable deadline shall be provided for returning of forms. Members who fail to meet the deadline may be assumed to have opted for no merit for that year.
2. When all merit forms have been returned, or the deadline has passed, the Merit Review Committee shall check forms for accuracy. Corrections will be made as necessary in consultation with the individuals involved. Any disputes about the assigning of points that cannot be resolved between the individual and the Merit Review Committee may be brought by that individual to the department as a whole.
3. Total
merit point distributions will be computed using procedures as approved
a. Distributional Point Caps. There is an overall 100-point cap for distributional points. The Maximum within each area is Teaching (50), Scholarly Activities (40), and Service (40). Points in excess of category caps may not be rolled over to another category.
b. Distribution Procedure. Merit points will be awarded on a proportional basis with the floor of 25 distribution points as the minimum generated by the merit document to obtain any points. The number of merit points earned will be proportional to the percentage of distribution points each person earns of the total of the distribution points for all faculty.
c. Procedures for Awarding "Other" Points. When a person requests additional distribution points for activity not otherwise covered in the merit form, that request must be approved by a majority of the Merit Review Committee, who will then publish those approved additions before the awarded points are finalized. The intent is that there may be activities for which someone is receiving points that others could have received points had they thought of requesting points for that particular activity.
D. The Department Chair shall forward to the Dean the recommendations of the department, and may submit separate recommendations. If the Chair's separate recommendations differ from those of the department, the Chair shall inform the individuals and the Chair of the Nominating Committee before transmitting the recommendation to the Dean, Vice Chancellor and Chancellor.
E. In any discussion with the Dean, Vice Chancellor or Chancellor regarding salary and merit recommendations, the Department Chair shall include the Chair of the Nominating Committee.
VIII. Review and Evaluation of Performance.
A. General. The performance of all members of the Department of Psychology shall be periodically reviewed and evaluated by the Department Chair and by appropriate department committees for the following purposes:
1. Recommendations concerning renewal or non-renewal of probationary or fixed term appointments.
2. Recommendations concerning tenured appointments.
3. Recommendations concerning promotion in rank.
4. Review of all tenured faculty as required by the University Handbook.
B. Criteria.
UW-SP 3.07 provides that "decisions relating to renewal of probationary appointments or recommending of tenure shall require an evaluation of the following activities: teaching, research, professional and public service, and contributions to the institution."
Listed below are factors that will normally be taken into consideration by the Department of Psychology in making personnel decisions. Factors that will contribute to a favorable personnel decision are listed within each of the traditional groupings - teaching, scholarship/professional disciplinary growth, and general educational service. The relative weight of these factors is generally determined by the order in which they are listed; those factors listed earlier in each grouping represent more important performance criteria. These factors are considered relevant to retention and promotion decisions at UWSP if a significant portion of the work was completed while the individual was tenure-track or tenured at UWSP; work wholly completed at another institution does not count toward retention and promotion decisions at UWSP.
Each faculty member may be invited to negotiate alternate or additional individual performance objectives within these three broad categories with the Department Chair if he or she desires to work under a set of performance guidelines that are substantially different from standard expectations, or if alternative guidelines will be more in accord with departmental expectations and student interests, for that faculty position. These performance objectives are subject to approval by the Department, Department Chair, Dean, and the Vice Chancellor. Once approved these performance objectives will be used to evaluate the faculty member for all personnel decisions.
New faculty members will be informed of these criteria for personnel decisions and the procedures for conducting evaluations upon hiring.
1. Teaching
a. Reports by the collegial evaluation committee. In general, collegial reports of teaching performance will include assessments from classroom visits and from an evaluation of the criteria listed below.
b. Student ratings of instruction. (See VIII.D.2 for more on the department’s policies regarding student evaluations.)
c. Course materials (e.g., syllabi, exams, etc.) that are appropriate and complete as determined by the collegial evaluation committee in consultation with the faculty member being evaluated.
d. Facilitating student involvement in research. Evidence may include student involvement in research beyond normal course requirements, supervision of student independent research projects, including laboratory research projects.
e. Scholarship of teaching and learning. Evidence may include implementation of research directly addressing student learning in one’s own courses, use of personal research or clinical experience to exemplify course concepts in class lectures or discussions, and course development activities.
f. Applications of educational technology, broadly defined, including use of computer technology for the enhancement of information dissemination methods, such as the Internet, would enhance instruction.
g. Teaching-related presentations directed toward the training of professionals.
2. Scholarship/Professional
Disciplinary Growth
a. Publications in
refereed journals as a sole or primary author; publication of a book as sole or
primary author. Submissions accepted for publication and materials in press are
considered publications.
b. Publications in
refereed journals as a secondary author; publication of a book as junior
author; editor of a book; primary or secondary author of a monograph or chapter
in a book. Submissions accepted for publication and materials in press are
considered publications.
c. Editor or
referee of a professional journal; published book review; invited address at
the meeting of a professional society, at another university, or at a regional
or national organization.
d. Grants
received. (More weight will typically be
given to external money than to internal money.)
e. Paper or poster
presentations at refereed national and/or regional professional meetings;
technical reports.
f. Close, active facilitation of student research. In order to qualify for professional disciplinary growth, it is normally expected that the student research would have a public outlet. This category would include research in which the faculty member was highly involved either as the advisor or as a co-author.
g. Consulting and
clinical practice, particularly those activities that are directly relevant to
the faculty member’s areas of teaching or research.
h. Development of research proposals, especially as evidenced by submissions to the Institutional Review Board (IRB) for human and animal research.
i. Laboratory development activities, including the installation and development of research and teaching instruments, the creation of specialized laboratory hardware and software, and the continuing development of existing and new laboratory facilities.
j. Applications of new technology, especially in the areas of distributed computing, such as experimentation or data collection through websites on the Internet, or maintaining a website with original scholarly information.
k. Research or discipline-related presentations to the community or at non-refereed meetings.
3. General Educational Service
a. Chair of a departmental or university standing committee or task force.
b. Service on a departmental or university standing committee or task force.
c. Collegial evaluation/personnel committee membership.
d. Non-committee departmental administrative duties, such as human subject pool coordinator, club advisor, etc.
e. Ad hoc committee membership.
f. Student academic and career advising.
g. Community service related to profession.
h. Presentations of material related to student recruitment, when a faculty member serves the department by actively seeking potential psychology majors from area high schools.
i. Maintenance of laboratories and other facilities such as the department’s test bank.
C. Favorable Personnel Decisions
Specific teaching, scholarship, and service standards are provided for personnel decisions in an effort to promote a clear understanding of what is expected for both faculty being reviewed and faculty conducting personnel reviews. Consistent with the university mission, quality of teaching is considered the most important category in personnel decisions, followed in order by scholarship and service.
The following weighting of performance criteria will apply for favorable personnel decisions at each of the levels listed. The level of performance and weighting of the performance criteria described below reflects minimal standards for that specific personnel action; candidates should be aware than any performance below these standards may result in lack of retention or promotion.
While a minimum level of professional activity is defined in this document for each of the three major areas of faculty activity, personnel committees may exercise a degree of flexibility within the defined limits described in the personnel guidelines when evaluating a colleague’s performance. Personnel committees are expected to communicate regularly with those being reviewed regarding the acceptability of their performance as related to forthcoming personnel decisions.
1. Retention. For early retention decisions (during the first two years), acceptable teaching performance is expected. For later retention decisions (during the third and fourth years), continued acceptable teaching performance, with demonstrated growth towards good teaching performance is necessary; some contributions to both scholarship and service are also expected.
Following the performance criteria listed in section VIII.B above, the following levels of performance are established:
a. Teaching (VIII.B.1): The faculty member demonstrates accurate content mastery; presents current research in the discipline; provides clear explanations of material; creates student interest, effort, and active involvement in learning; creates an atmosphere of mutual respect between students and the faculty member; and challenges students to engage in scholarly learning. The faculty member’s personnel committee report should give serious consideration to student and peer evaluations.
b. Scholarship (VIII.B.2): The faculty member is actively engaged in research. During the first two years of a tenure-track appointment, activities should include, as a minimum, at least one activity from VIII.B.2, activities a-j. By the third and fourth years of the tenure track appointment, accomplishments should include at least three activities identified from categories VIII.B.2, activities a-h.
c. Service (VIII.B.3): First two years of tenure-track appointment expectation is involvement in one activity from VIII.B.3, a-g. Third and fourth years of tenure-track appointment, expectation is participation in three or more activities during the first four years from VIII.B.3, activities a-g.
2. Tenure/Associate Professor. Demonstrated good teaching performance is necessary; continued contributions to both scholarship and service are expected.
Following the performance criteria listed in section VIII.B above, the following levels of performance are established:
a.
Teaching (VIII.B.1): In addition to the criteria identified for retention
decisions, a faculty member demonstrates good teaching performance as evidenced
by: 1) peer evaluations that recognize good teaching as stated in VIII.D.1.a;
2) evidence of appropriate rigor and positive pedagogical challenges to students;
and 3) positive rapport with students based on mutual respect between professor
and students.
b. Scholarship (VIII.B.2): By the fifth and sixth years of the tenure-track appointment and in preparation for the tenure-promotion to Associate Professor decision in the sixth year, as a minimum, three or more scholarly achievements will be expected from VIII.B.2, activities a-j, including one from a-b, one from a-e, and one from a-j.
c. Service (VIII.B.3): In addition to meeting criteria identified for the third and fourth years, at least one major service activity in the department, university, or community. Examples of a major service activity include: assuming leadership for the department curriculum evaluation or department program assessment, serving as chair of a department committee, serving on a university committee, serving as advisor to a student organization, and serving on a board of directors of a community program.
3. Full Professor. Very good teaching performance is normative; substantive contributions to both scholarship and service are necessary.
Following the performance criteria listed in section VIII.B above, the following levels of performance are established:
a. Teaching (VIII.B.1): Applicants must meet criteria from Associate Professor/ Tenure, and demonstrate very good teaching as evidenced by peer reviews and student evaluations.
b. Scholarship (VIII.B.2): In the time period after achieving tenure, applicants must accomplish five or more scholarly achievements from VIII.B.2, activities a-j, including one from a-b, two from a-e, and two from a-j.
c. Service (VIII.B.3): After achieving tenure, applicants must have a record of at least two major service activities (see VIII.C.2.c above).
D. Data.
1. The recommendations of the Tenure and Retention Committee, and the Promotion Committee shall be based on a review of the following data:
a. Data from collegial evaluation committee: a committee of at least two colleagues will be formed for each individual to evaluate performance on the basis of the data supplied by the individual being evaluated, data obtained from at least two classroom visitations and discussions with the individual by each committee member, as well as data obtained from student evaluations. Colleague committees will present a documented written report with supporting documentation to the department personnel committee and the individual being reviewed.
b. Data provided by the individual: a complete vita including all activities relating to teaching, scholarship, and service, as well as sample teaching materials such as syllabi and reading lists, and selected samples of published works and other materials indicative of professional growth and service. Also see VII.C. Salary and Merit, and XV. University Excellence in Teaching, Scholarship and Service Awards.
A faculty portfolio that may include, in
addition to the vita and materials in a., a
comprehensive documentary record of the faculty member’s professional
activities in teaching, research and disciplinary growth. This portfolio might consist of technical
reports on special projects, software developed in conjunction with research or
teaching projects, Web-pages, reports on laboratory development, clinical or
consulting activities, supervised internships and test development, to name a
few of the activities that might be considered.
c. Data provided by students: (see 2. c. below).
2. Student Evaluation:
Note: The following statement was extracted from the spring, 2004
Faculty Senate revisions to student evaluation faculty teaching following
our Aug. 23-24 retreat
UWSP 3.05
PERIODIC STUDENT EVALUATION OF TEACHING.
(1) Each
department shall administer the standard evaluation instrument(s) for student
evaluation of faculty “Student
Evaluation of Course Instruction Form”.
Additional evaluation instruments or questions added to the standard
form, t The procedures for
evaluation, and the reporting of information from evaluations shall be
consistent with the provisions of this subsection and the appropriate sections
of the University Handbook(Chapter
4, Sec. 3). The primary
purpose of this required evaluation is to provide information for use in making
personnel decisions.
(a) Every faculty member shall be evaluated at least once each, in all sections and courses taught. (Courses taught in both semesters do not need to be evaluated in both semesters.) The evaluation shall take place in the last quarter of the course or during the final exam period. The evaluation instrument(s) shall be distributed and collected by students during prearranged class or exam time, and submitted as specified by department procedures (submitted to the department program assistant). The faculty member shall not be present during the administering of the evaluation.
b) No information from
the evaluations shall be released until grades have been turned in for the
semester in which they were administered.
The results of each instructor’s evaluations shall be reported to that
person by the department chairperson.
The department chairperson shall make available the summaries and modified median scores
from the evaluation to the
appropriate personnel committee making departmental personnel
recommendations to the dean of the
college.
(c) The department shall retain copies of
results of
1. Evaluation results
for probationary faculty shall be retained at least until a decision on
tenure. If tenure is granted, summaries
and modified median scores
shall be retained; other materials shall
become the property of the individual instructor. If tenure is not granted, all evaluation
materials shall be sent to the Office of the Vice Chancellor. The Vice Chancellor shall dispose of
evaluation materials 5 years after the date of the last evaluation and in
accordance with procedures and policies of the Public Records Law.
2. Evaluation results
for tenured faculty shall be retained at least until the next promotion decision
or post-tenure review. Following a
decision on promotion or a post-tenure review, at least summaries and mean
scores shall be retained; other materials become the property of the individual
instructor.
F. Committee Responsibilities for Review and Evaluation of Performance.
1. The Chair of the Department as chair of the Tenure and Retention Committee shall coordinate all personnel evaluation activities. When the Chair of the Department is under evaluation as a faculty member, the most senior member of the department will assume the duties of the Department Chair for the purpose of the evaluation.
2. The Promotion Committee will be responsible for insuring that all necessary data are collected and maintained for promotion decisions.
3. The Nominating
Committee will be responsible for insuring that all data are collected and
maintained for recommendations on salary and merit and nominations for University
Excellence in Teaching, Scholarship and Service Awards.
4. The Curriculum Committee is responsible for the design of evaluation instruments and procedures.
5. The Department of Psychology will involve students in evaluation by means of general student evaluations (see D.2.C. above) and consultation with Psi Chi.
G. Procedures for evaluation of tenured faculty as required in the University Handbook. Tenured faculty will be reviewed at least once every five years for the purpose of general review, development, recognition, and merit. Tenured faculty who apply for promotion will have the promotion review substituted for their next scheduled tenured faculty review and will then be rescheduled for a tenured faculty review in five years. The same criteria, data, and procedures used for other personnel recommendations (see section VIII) will be used for the periodic evaluation of tenured faculty in the Department of Psychology with the following exceptions:
1. The committee of colleagues identified in VIII. D.1.c. will consist of at least two faculty members acceptable to the evaluee, and each committee member will conduct at least one direct observation of the evaluee.
2. The report of the evaluation committee will be reviewed by the Department Chair, the Chair of the evaluation committee and the department member and placed in the personnel file of the department member until the next satisfactory review of the individual is completed. University Handbook
a. If the review is satisfactory, the chair will submit an annual report to the dean listing the names of faculty satisfactorily reviewed and summarizing the procedures of evaluation. Each reviewee will receive a copy of the report.
b. If the review is
unsatisfactory, or if significant problems have been identified, the committee
and faculty member will develop a plan to address those areas. A progress review shall be undertaken by the
chair during the next academic year. If
the faculty member is not making satisfactory progress toward agreed upon
goals at the time of this interim review, the chair shall inform the dean
who may then become involved in the process.
After a second review at the end of the following year, the dean, in
consultation with the chair, shall determine if the situation warrants further
action.
IX. Leaves and Overseas Assignments.
A. Application for leaves of absence shall be evaluated by all department members. Leave shall be granted if a majority of voting members approve. No leave shall be granted which would lead toward the acquisition of tenure contrary to the by laws of the Department or University.
B. Members on leave may take part in departmental decisions if they are available.
C. Members overseas or on leave will not be part of the membership for quorum unless it has been determined that those members are available and will participate in voting.
D. When necessary, a personnel decision can be made for a member not on campus.
X. Part Time Members.
A. The above rules apply to part time members except where their rights, prerogatives and proper governance is more appropriately treated by local academic staff rules. Non-members who are given part time teaching assignments will be governed by local academic staff rules.
XI. Summer Teaching and Scheduling.
A. Summer session programs and staffing will be determined by a combination of academic goals, student needs, and full time faculty availability. Faculty availability will be determined by willingness to participate on the part of individual faculty members, a rotation system, and the University policy on summer session teaching loads for the Chair.
B. The Curriculum Committee, in cooperation with the Chair, shall submit an ordered list of courses for departmental approval. After each eligible faculty member has indicated their teaching preference (knowing their position in the rotation system and the approved curriculum slate), the Chair will make the summer schedule.
XII. Departmental Elections.
A. In the spring of each year, the Nominating Committee shall request all members to rank each committee according to their desire to serve on that committee.
B. The Nominating Committee shall then prepare a ballot listing the members willing to serve on each committee along with each member's ranking of the committees.
C. These ballots shall then be distributed to all voting members of the department with instructions to vote for the appropriate number of individuals for each committee.
D. The ballots shall be marked, sealed, and returned to the Nominating Committee to be counted by the committee as a whole.
E. Vacancies on each committee shall be filled by the member(s) receiving the most votes for that committee, with the restriction that no member serve on more than two committees if there are other members serving on fewer than two committees who wish to serve on the committee in question.
F. In the event of a tie, a new ballot shall be distributed listing the top two candidates as determined by the first ballot.
G. This procedure shall be repeated until a candidate receives a simple majority of the votes.
XIII. Nominees for Elected Positions Outside the Department.
A. Whenever nominees for elected positions outside the department are requested, the Nominating Committee shall request those members interested in being nominated to submit their names.
B. If there are more names submitted than nominees allowed, the committee shall prepare a ballot listing the names of those willing to be nominated in alphabetical order and distribute these ballots to all voting members of the department.
C. The ballots shall be marked, sealed and returned to the Nominating Committee to be counted by the committee as a whole.
D. The member(s) receiving the most votes shall be the department's nominee(s).
E. In the event of a tie, a new ballot shall be distributed listing the top two candidates as determined by the first ballot.
F. This procedure shall be repeated until a candidate receives a simple majority of the votes.
XIV. Selection of the Department Chair.
A. The department shall follow all procedures regarding selection and removal of the Chair and appointment of a temporary Chair as outlined in the University Handbook.
B. When a vacancy in the Department Chair is expected through the expiration of a term of office, retirement, voluntary resignation or other reasons, the Nominating Committee shall determine which members possessing the doctoral degree and holding the rank of Professor, Associate Professor, or Assistant Professor are willing to serve as Chair if elected.
C. The Nominating Committee shall then prepare a ballot listing those willing to serve in alphabetical order and distribute the ballots to each voting member of the department.
D. The ballots shall be signed, sealed, and returned to the Nominating Committee for the committee to open and count. The ballots shall be secret.
E. Any candidate receiving a simple majority of those voting shall be recommended to the Dean for appointment as Chair.
F. In the event that no majority is reached after the first vote, new ballots shall be distributed listing the top two candidates as obtained from the first vote.
G. This voting procedure shall be repeated until a candidate receives a simple majority of those voting.
XV. University Excellence in Teaching, Scholarship, and Service Awards.
A. At an appropriate time each year, normally in January or February, the Nominating Committee shall request each department member to furnish the Committee with a statement of the member's professional accomplishments during the preceding year in the following areas:
1. Teaching.
2. Scholarship, Research, and/or Creativity.
3. University and Community Service.
B. These statements shall be kept on file in the department office and available to all department members.
C. When nominees for the Excellence in Teaching, Scholarship, and Service Awards are requested by the administration, the Nominating Committee shall request department members to nominate one member for each award based on the information in the statements described in A. above.
D. The Nominating Committee shall then prepare a ballot listing the top two nominees in each award category in alphabetical order and distribute the ballots to all voting members.
E. The ballots shall be marked, sealed, and returned to the Nominating Committee to be opened and counted by the Committee as a whole.
F. The nominee in each category who receives a simple majority of the votes shall be recommended for that award.
G. In the event of a tie, a new ballot shall be distributed listing the top two nominees from the first ballot.
H. This voting procedure shall be repeated until a nominee receives a simple majority of those voting.
I. The Nominating Committee will then provide a documented report providing data from A. above as well as data collected from general "Review and Evaluation of Performance" to forward to the appropriate faculty committee.
XVI. Scheduling.
A. Class schedules for each term shall be prepared by the Chair in consultation with the Curriculum Committee.
XVII. Textbook Selection.
A. Textbook selection will include all procedures contained in the University Handbook.
B. Texts for multiple-section courses will be selected by means of consultation and consensus of those normally teaching the courses. If a consensus cannot be reached, a decision will be made by a vote of the department.
XVIII. Amendments.
A. Amendments to departmental policies and procedures may be adopted at a regular department meeting by two-thirds of those voting provided that such amendments have been read and recorded at preceding department meetings and distributed to all voting members of the department at least 72 hours before the departmental vote. Absentee ballots will be provided after members so voting have been properly notified of the amendments.
B. The Policies and Procedures of the Department of Psychology will be reviewed at least every three years.
Appendix A.
DEPARTMENT OF PSYCHOLOGY TRAVEL POLICY
(adopted
Rationale: The following policy for travel requests is designed to provide (1) equitable distribution of department travel funds; (2) maximum opportunity to supplement department travel funds with extra departmental support; (3) enough time for appropriate processing of travel fund requests; and (4) time to allow processing of travel requests for major professional meetings as well as for professional meetings which are announced on a more variable basis. Major consideration has also been given to college travel support deadlines.
Policy Guidelines
Deadlines
1. There will be no deadlines for class related travel requests. However, instructors are urged to submit requests for such travel as soon as possible.
2. Normal Departmental Travel Request Deadlines:
A. For travel during the first part of the fiscal year (July 1 to October 1) the deadline for submitting travel requests to the budget committee is May 15 (The College deadline is June 1).
B. For travel during the second part of the fiscal year (October 2 to February 1) the deadline for submitting travel requests to the Budget Committee is September 15 (The College Deadline is October 1).
C. For travel during the third part of the fiscal year (February 2 to June 30) the deadline for submitting travel requests to the Budget Committee is January 15 (College deadline ‑ February I).
3. Travel requests submitted after the deadline may be considered at a special meeting called between deadlines to allocate remaining funds.
4. It is the responsibility of the Budget Committee to announce deadlines and meetings for travel requests, and to schedule meetings so that extra departmental funding deadlines can be met by those applying for funds.
5. All department members are urged to prepare travel requests even if these are contingency requests as soon as possible within each deadline period so that the Budget Committee can recommend equitable funding and schedule meetings appropriately.
Priorities.
1. Faculty members interviewing candidates for new or vacated positions.
2. Faculty attending regional, national, or international conventions for the purposes of giving a paper, being chairperson or discussant in a symposium, official department business or welfare of the department.
3. The same as number 2, at the State or local level convention.
4. Attending regional or national convention.
5.
Allocations.
1. The department will allocate one third of the total travel budget for each of the three request periods. If not all of the funds are expended for one period they will be carried over into the next period within the fiscal year.
2. The department will normally provide full funding for travel under priority one.
3. The following method will be used to allocate the funds for the remaining priorities.
A. If there are sufficient funds available in the period for all the travel requests, the amount allocated for each travel request will be 50% of the cost of travel, food, and lodging or one fourth of the yearly travel allocation, whichever is least.
B. If insufficient funds remain to fund all requests, the above procedure will be used for each priority until a priority is reached where there are insufficient funds. Allocations within that be made based on a priority classification will proportion of funds remaining after higher priorities have been met.
Travel Support Policy - COLS
A) Travel
Support by College -
Maximum of $400 college support for any one trip. $800 maximum college support for any person during one fiscal year.
1) Papers delivered: college support of 30% of actual cost, but not to exceed $400 per trip. (Includes poster sessions where appropriate.)
2) Panelist, critic, session chair: 20% of actual expense or $250 whichever is LESS.
3) New faculty/staff travel to an appropriate professional meeting: 20% of actual cost or $200, whichever is LESS: [one trip only during faculty/staff member's first two years.] If the new faculty/staff member qualifies under items one or two above, that rule will apply. [The $800 maximum does apply for new faculty/staff.]
4) Unpaid & unreimbursed association officer: 15% or 200 whichever is LESS.
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B) Assumptions
-
Assume departmental support of 20% or the first $75, whichever is GREATER.
ALL travel requests, regardless of destination, are subject to these provisions.
Vice Chancellor match an assumption which MAY not continue to be the case.*
Any requests which are not covered by the above categories probably will not be supported, but will be reviewed upon request.
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C) Examples -
Total trip cost $750. Department pays $150; college pays 225; vice chancellor pays 225.* Total reimbursed: $600. (traveler pays $150 which is about 20%.) Total trip cost $1,500. Department pays $300; college pays 400; vice chancellor pays 400. Total reimbursed: $ 1,100. (Traveler pays $400, or about 27%).
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Rationale: As budget reductions reduce our flexible dollars, expenditures must be controlled. With maxima, we can fund a few more persons this year. With expected further reductions for next year, dollars available for travel, in both college and department budgets, will most likely decline. Reducing a department's commitment to 20% and putting a maximum on college support will make even greater sense at that point.
Jfp- 8/95
Department ________________________________________________________
Name ____________________________________________________________
Date Submitted _____________________________________________________
Name of Organization _______________________________________________
Site of Meeting _____________________________________________________
Dates of Meeting ___________________________________________________
Type of Participation (Attach Supporting Documentation)
(1) Scholarly
Presentation (describe briefly) _____________________________
__________________________________________________________________
(2) Participant
(panelist, session chair, moderator, critic, or officer; describe briefly) ____________________________________________________________
____________________________________________________________
Other
Professional Travel (please explain)
______________________________________
_________________________________________________________________________
Cost Estimate (note that college support will be based on actual costs)
Registration Fee _____________________________________________
Airfare _____________________________________________________
Discount Fare Regular Tourist Fare
Ground Transportation ___________________________________
Meals and Lodging ___________________________________________
Other Costs _________________________________________________
Total _______________________________________
Department Support _____________________________
Other GPR Accounts ____________________________
Non GPR Funding __________________________
College Support Approved _________________
Date ___________________________________
REVISED