Additional guidelines on Instructor Rank Reappointment can be found in the following documents:
Criteria for Reappointment
Faculty initially appointed to the rank of Instructor or Senior Instructor are usually reviewed during the last year of the reappointment period. The criteria for evaluation are defined by the terms of the initial contract. A typical workload for instructor-ranked faculty may be 80% teaching, 10% research/scholarly work, and 10% service, but individual workload assignments may vary considerably both within and between units. Upon successful review, instructor rank faculty are eligible for reappointment for periods of two to four years. While the campus has established salary thresholds for Instructor and Senior Instructor positions, there are not standard salary increases that come with promotions. Such increases are discipline-based and each school or college has its own consistent practices for salary increases for instructor-track faculty.
Instructor rank faculty are evaluated according to criteria which define for their unit "meritorious" and "excellent" performance, Instructors with typical (80-10-10) workload assignments are generally expected to demonstrate excellence in teaching, and meritorious performance in research/scholarly work and service.
Reappointment of instructor rank faculty on appointments which are less than 100% full time will be based according to the instructional needs of the unit they are serving as well as the instructor's performance. Performance shall be based on components identified by the primary unit in their "Primary Unit Criteria" document for the evaluation of teaching. At least three distinct measures of teaching effectiveness and performance shall be used. If allowed by unit bylaws or tradition, evaluation of this type of instructor appointment may be conducted by the chair/director, or his/her designee.
Reappointment of instructor rank faculty who have been serving a multiple year appointment requires a more extensive evaluation by a primary unit evaluation committee. These procedures are described in a procedure document specific to your college or school, and a copy can be obtained from your dean's office.
The features of the process common to all colleges and schools in the evaluation process include:
Primary Unit Evaluation Committee
This group from within the primary unit is elected or appointed as specified in the unit's bylaws. In small units, the evaluation committee and the primary unit may be one and the same. The evaluation committee is responsible for assisting the candidate in assembling his or her dossier, soliciting opinions from outside review when appropriate, and providing a written and often oral summary of the candidate's dossier to the membership of the primary unit. In some units, the evaluation committee makes a recommendation or reports a vote. In other units, the role of the evaluation committee is limited to compiling and summarizing the dossier. The written report of the evaluation committee becomes part of the dossier.
The primary unit is composed of the faculty members of a department, division, school or college authorized to vote on matter of appointment, reappointment and promotion. Unless primary unit bylaws or the dean and the chief academic officer agree otherwise, only members of equal or higher rank are authorized to vote on personnel cases. The primary unit is charged with evaluating the record as contained within the dossier and make a recommendation to the next level of review. The vote of the primary unit and any accompanying summary or explanation also becomes part of the dossier.
Report of the Chair
In some units, the department chair or division head provides a written explanation of the primary unit vote and offers his or her opinion of the merits of the case. In other units, the chair's report is simply a written communication to the dean that reports the vote and discussion of the primary unit. This report becomes part of the dossier.
The dean, after considering the recommendation of the Primary Unit and the contents of the dossier, makes an affirmative or negative decision and submits that recommendation to the Associate Vice Chancellor for Faculty Affairs for review and submission to the Chancellor, who serves as final authority in cases of reappointment and promotion of non-tenure track faculty. Deans may employ a faculty advisory or personnel committee to assist her/him in evaluation of the candidate.