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II. DEPARTMENT STRUCTURE AND GOVERNANCE
A. Faculty
B. Departmental Business
C. Departmental Executive Officer [DEO]
D. Undergraduate Affairs Committee [UAC]
E. Graduate Affairs Committee [GAC]
F. Equipment And Space Committee [ESC]
G. Graduate student advisory council [GSAC]
III. APPOINTMENT AND REVIEWING OF FACULTY
A. Requirements For Appointment
1. Instructor
2. Assistant professor
3. Associate Professor
4. Professor
5. Temporary and Visiting appointmentsB. Appointment Shared By More Than One Department
C. Review And Reappointment Schedule
D. Review Procedure
E. Criteria For Promotion And Tenure1. Teaching
2. Research Scholarship or Artistic Production
3. Service
4. Educational Needs of the Department
IV. MENTORING OF PROBATIONARY FACULTY
V. TRAINING AND PROFESSIONAL DEVELOPMENT OF TEACHING ASSISTANTS
VI. REVISION AND AMENDMENT OF THE OPERATIONS MANUAL
I. MISSION STATEMENT
The Department of Communication Studies has the closely related missions
of providing doctoral training second to none in those areas where it has a
presence; providing national and international leadership in research and knowledge
dissemination in a family of research specialties; and providing effective undergraduate
teaching for a large number of majors and non-majors alike. Additionally, we
seek to make a strong contribution to the overall liberal arts missions of the
College of Liberal Arts. By studying the different media, modes, and uses of
communication as social activity we aim to advance scholarly understanding and
enhance the lives of our students. The Department capitalizes on its diversity
both in methods and in substantive foci. We encourage the exploration of the
practical, social and aesthetic dimensions of symbolic exchange and an awareness
of the relationships among these dimensions. The Department has been determinedly
pluralistic and has produced a long line of influential scholars and artists
in its several field of study. It has also been an active hub for the intersection
of different programs and projects on this and other campuses. It is committed
to remaining among the very top ranked departments of its kind in the nation.
II. Department Structure and Governance
A.FACULTY
1. The power to make departmental policy resides with the faculty in properly convened departmental meetings. Policy making by the department will be conducted within the framework of policy established by official University bodies outside the Department.
2. The voting faculty is composed of all persons appointed as tenured or tenure-track faculty in the Department, whether full-time or split appointments.
3. Courtesy (zero time) faculty appointments and adjunct faculty
appointments may also be made. The terms of appointment and the voting rights
of each such faculty member shall be determined at the time the offer of appointment
is made.
B. DEPARTMENTAL BUSINESS
1. Departmental business shall be conducted primarily through regular department meetings, and by three standing committees: Undergraduate Affairs Committee, Graduate Affairs Committee, and the Equipment and Space Committee. All faculty members shall normally be allocated to service on one or other of these three standing committees. No faculty member may ordinarily serve simultaneously on more than one, except that the DEO is ex officio a member of all three.
2. Regular departmental meetings shall normally be scheduled for the second and fourth weeks of the month and shall be chaired by the DEO. Additional meetings may be called at the discretion of the DEO provided that forty-eight hours advance notice is given.
3. An agenda shall be circulated to all faculty and staff or posted at least twenty-four hours before any regularly scheduled departmental meeting. Items for inclusion in the agenda should be submitted to the DEO no less than 72 hours before the meeting. Adjunct and visiting faculty, and representatives of the graduate students, office staff and the engineering staff may attend and contribute to the discussion in all meetings except during discussion of personnel matters or other matters ruled as confidential by the DEO.
4. Minutes of departmental meetings are to be kept by a departmental meeting secretary appointed by the DEO on the recommendation of the faculty. The appointment, made during the preceding semester, is for one semester but may be renewed, subject to faculty approval. The meeting secretary will summarize the substance of discussion on each matter, and record verbatim all official actions. Minutes shall be copied and circulated following each meeting and shall be formally approved or corrected at the start of the next succeeding meeting.
5. At departmental meetings a quorum will consist of two-thirds of the eligible faculty (excluding members on leave). Decisions shall be based on a simple majority of those present who cast a vote and those absent who have submitted a written vote to the meeting secretary. Abstentions will not count as votes in defining a majority; absentee votes will not count in establishing a quorum.
6. For all matters concerning the conduct of meetings that are not adequately covered by these operating procedures Robert's Rules of Order will be the guide.
7. New business brought up in departmental meetings shall normally be referred to an appropriate committee before a decision is made. The committee to which new business has been referred will circulate its recommendations in writing to the department as part of the agenda for the meeting at which they will be discussed. Action will be taken at the meeting following the circulation of the recommendations.
C. DEPARTMENTAL EXECUTIVE OFFICER
1. The DEO is the chief administrative officer of the department and ex officio the chair of departmental meetings. The DEO's primary responsibility is to administer the policies established by the faculty and the College.
2. The DEO has administrative responsibility for recommending faculty appointments and promotions, developing the department's curriculum, overseeing the work of its graduate assistants and staff, evaluating its faculty, ensuring that P&S staff are evaluated, managing the budget and mentoring junior faculty. The DEO is also responsible for assignment of faculty and staff to offices, and supervision of budgetary expenditures and of the preparation of the course schedules. The DEO shall consult with the faculty on the development of the budget and other matters.
3. The DEO is appointed by the Provost on the recommendation of the Dean of the College and the advice of the faculty. The new DEO shall take office at the beginning of the academic year and normally serves for a three year term with the possibility of renewal for an additional consecutive three year term.
D. UNDERGRADUATE AFFAIRS COMMITTEE [UAC]
1. The Undergraduate Affairs Committee takes primary responsibility for periodic recommendations and reports to the DEO and faculty on matters requiring coordination, including: a) review and development of the undergraduate curriculum, course offerings (including cross listing of courses), and degree requirements, form and content of brochures, Catalog copy, and other materials that describe undergraduate programs and degree requirements; b) policies and procedures related to Departmental responsibilities for undergraduate advising, including involvement in and arrangements for the Departmental Orientations for majors, internships and honors programs; c) policies and procedures for outcomes assessment of the undergraduate programs; d) establishment, review and implementation of standards and procedures for such appeals.
2. One or more faculty from within UAC will deal with appeals and petitions for waivers from Departmental or University requirements;.
3. The UAC shall be chaired by a Director of Undergraduate Studies (DUS) appointed by the DEO for a one-year term, but who is eligible for re-appointment. Selection of the DUS shall normally take place at the end of the Spring Semester each year.
4. The UAC shall also normally include five additional faculty members other than the DUS. The faculty committee members will normally be appointed by the DEO with the advice of the DUS at the end of each spring semester for one-year terms and are eligible for reappointment and one will be appointed the Internship Director and one the Honors Director. Two graduate student representatives will also be chosen by the DEO, in consultation with GSAC, from students serving as TAs in the Department
5. The UAC shall hold meetings at least three times each semester
and may hold other special meetings as needed. Time, date, location, and agenda
for each meeting shall be publicized so that interested groups or individuals
can submit suggestions or make presentations, except that meetings to discuss
appeals or particulars of any individual student's case shall be closed meetings.
E. GRADUATE AFFAIRS COMMITTEE [GAC]
1. The Graduate Affairs Committee [GAC] takes primary responsibility for periodic recommendations and reports to the DEO and faculty on matters requiring coordination, including: a) Graduate curricula, course offerings (including approval of cross-listings), degree requirements; form and content of recruitment brochures and materials, Catalog copy, Handbook for Graduate Students, and other materials describing graduate programs and degree requirements; b) policies and procedures related to the recruitment and admission of graduate students (including development of recruiting materials, handling of inquiries, nature and timing of follow-up contacts, orientation); c) policies and procedures pertaining to the evaluation of graduate student performance, the monitoring of student progress, defining the plateaux of graduate student experiences in the Department and setting standards for normal and satisfactory progress. d) developing guidelines for faculty and students regarding the participation of graduate students in the teaching, research, and service functions of the Department; drafting such guidelines, assuring adequate student input to proposed guidelines; the revision and distribution of the Guide for TAs in the Dept of Communication Studies, and the coordination of the orientation for incoming TAs; e) policies regarding levels and patterns of graduate student support;
2. One or more faculty from within GAC will deal with appeals and petitions for waivers from Departmental or University requirements, using criteria laid out in the Handbook for Graduate Students in the Department of Communication Studies
3. The GAC shall be chaired by a Director of Graduate Studies (DGS) appointed by the DEO for a one-year term, but who is eligible for re-appointment. Selection of the DGS shall normally take place at the end of the Spring Semester each year.
4. The GAC shall also normally include the Departmental Administrative Assistant and five faculty members appointed at the end of the Spring Semester by the DEO in consultation with the DGS to reflect the broad interests of the Department. Two graduate students shall also be selected by the DEO in consultation with the Graduate Student Advisory Council (GSAC). All faculty and student members are appointed for a one year term but may be reappointed.
5. The GAC shall hold meetings at least three times each semester
and may hold other special meetings as needed. Time, date, location, and agenda
for each meeting shall be publicized so that interested groups or individuals
can submit suggestions or make presentations, except that meetings to discuss
appeals or particulars of any individual student's case shall be closed meetings.
F. EQUIPMENT AND SPACE COMMITTEE [ESC]
1. The Equipment and Space Committee [ESC] takes primary responsibility for periodic recommendations and reports to the DEO and faculty on matters such as: the development and execution of a plan for purchase and maintenance of equipment, the use and allocation of space in the Department, and the acquisition and development of resources needed for faculty research and teaching or for the training of graduate students. The committee also has responsibility for identifying sources of funding for such equipment needs, and, in consultation with the DEO, the faculty and the College, developing and implementing a plan for raising funds for these specific purposes.
2. The ESC shall be chaired by a faculty member appointed by the DEO for a one-year term, but who is eligible for re-appointment. Selection of the ESC Chair shall normally take place at the end of the Spring Semester each year.
3. The ESC shall also normally include the Chief Engineer, at least three additional faculty members appointed by the DEO in consultation with the ESC chair, and two graduate representatives selected by the DEO in consultation with GSAC. All faculty and student members are appointed for a one year term but may be reappointed.
4. The ESC shall hold meetings at least twice each semester
and may hold other special meetings as needed. Time, date, location, and agenda
for each meeting shall be publicized so that interested groups or individuals
can submit suggestions or make presentations.
G. GRADUATE STUDENT ADVISORY COUNCIL (GSAC)
The graduate student body shall be invited at the start of each academic year to elect five representatives reflecting the broad interests of the Department to serve jointly as a Graduate Student Advisory Council [GSAC] which shall have the right to attend and participate in departmental meetings within the limits defined elsewhere in this manual and to represent the graduate students to the faculty.
III. APPOINTMENT AND REVIEWING OF FACULTY
1. When a tenure-track vacancy occurs or a position is created, the DEO will appoint a job description committee that reflects the broad interests of the department. The Department Executive Officer (DEO) will designate one faculty member to chair the job description committee.
2. The job description committee will write a description of the position, including teaching responsibilities and expectations, research/creative expectations, service expectations, rank, term of appointment, and desired qualifications, along with a plan for soliciting applicants. The committee will then report its recommendations to the Department faculty for approval before transmittal to the DEO, who will then seek the approval of the Dean of the College and the Affirmative Action Officer of the University.
3. Once the search has been authorized by the Dean and job description has been approved by faculty, the DEO will appoint a search committee that reflects the broad interests of the department. At least 2 student appointments will also be made in consultation with the Graduate Student Advisory Council (GSAC). The DEO will designate one faculty member to chair the search committee.
4. The chair of the search committee will circulate the approved job description as widely as possible among those who might qualify, attending especially to methods for reaching female and minority applicants. He or she will assemble for each applicant a file consisting of academic vita, samples of research/creative work and/or expert reactions to such work, and, where appropriate, a transcript.
5. After a reasonable time for collecting applications, each member of the search committee will independently rank the files of the applicants. The chair will then convene the committee as often as necessary to decide on the order in which applicants will be proposed to the faculty for invitation to the campus for an interview. Such decisions of the committee will be made by formal vote, and the chairperson will keep a record of the vote, separately for students and faculty. This vote serves as a recommendation to the faculty of the department, who will then determine which candidates will be proposed to the College for invitation for personal interviews. If approved by the College's Pre-Interview Audit, on-campus interviews of the top candidate or candidates are to be held in all but quite extraordinary circumstances. Following the interview or interviews, the search committee will meet to evaluate the candidates and to determine whether an appointment can be recommended to the total Departmental faculty. If not, unless the faculty as a whole overrides the committee, the search will be continued and the process repeated. Before this meeting, the complete set of records accumulated by the search committee will be made available for study to all members of the Departmental faculty and to graduate students.
6. Decisions to recommend the hiring of tenure-track faculty are made by the faculty of the entire department at meetings called for that purpose by the DEO. Student members of the search committee are also eligible to attend, join in the discussion, and vote at such meetings, though the DEO will record their votes separately from the faculty votes. The conduct of the meeting will be mainly in the hands of the chair of the search committee. He or she will report the decision and will summarize the discussion of the committee. The faculty and students in attendance will then discuss the candidate and other possible candidates and by formal vote decide whether to recommend offering the position. If the decision is negative, the activities of the search committee will resume as before.
7. If the decision is affirmative, the DEO will report the recommendation to the Dean and to Affirmative Action Officer of the University, indicating his/her agreement or disagreement. In the case of a disagreement, the DEO will explain in writing to the departmental faculty the basis of the disagreement and will also explain to the Dean the reasoning behind the vote of the faculty. If the Dean agrees with the faculty recommendation, the DEO will convey the offer to the candidate in writing, including a description of rank, term of appointment, salary, teaching expectations, research/creative expectations, and service expectations according to the rules of the Liberal Arts College then in force. The DEO will also send to the candidate a copy of this document.
A. Requirements For Appointment
The ranks to which appointments may be made in the Department of Communication Studies, together with the general requirements and normal term of service for each rank, are:
1. Instructor.
a. Successful completion of all requirements for the doctorate except dissertation, or where applicable, completion of all requirements for the M.F.A. except thesis or final creative project, or comparable achievement. (Upon completion of the dissertation as certified by the granting institution, this rank may change immediately to Assistant Professor. If this condition holds, it should be so specified in the letter of appointment.)
b. Demonstrated teaching ability.
c. For tenure track appointments, the term of appointment at the Instructor level is one year, renewable for a maximum of a second year at Instructor level, or as current College policies may require.
2. Assistant professor.
a. Demonstrated teaching ability.
b. A doctorate, M.F.A., or comparable achievement.
c. Promise of scholarly or artistic productivity, supported by publications or the equivalent.
d. The term of initial appointment is normally three years, or as current College policies may require.
3. Associate Professor.
a. Demonstrated teaching ability.
b. Established record in significant scholarship supported by substantial publication or, as the equivalent, artistic work unmistakably recognized as outstanding.
c. Persons promoted to this rank from within the University will be appointed with tenure; a decision on tenure for other appointees must be made within their first six years on this faculty, or as current College policies may require.
4. Professor.
a. Demonstrated teaching ability.
b. Distinguished record in significant scholarship or equivalent artistic work.
c. A record, where applicable, of successful direction of doctoral students or the direction of equivalent creative work.
d. Persons promoted to this rank from within the University will be appointed with tenure; a decision on tenure for other appointees must be made within their first six years on this faculty.
5. Temporary and Visiting appointments
Visiting Instructor, Visiting Assistant Professor, Visiting Associate Professor and Visiting Professor are temporary appointments, normally not to exceed one year. They require no notice of termination.
B. Appointment Shared By More Than One Department
1. If a split appointment is considered for a prospective faculty member, the DEOs of each department involved must discuss with the candidate the advantages and disadvantages of such an appointment and the duties and responsibilities expected by each department.
2. When a split appointment is offered, the relevant faculties should agree on rules, procedures, and criteria which must be met in one or several departments for renewal, promotion, and tenure. These agreements, along with procedures to be followed in case of dispute among departments, should be set out in the letter of appointment.
3. When possible, a split-appointee's responsibilities should be devised to fall primarily in one department, normally that department contributing the largest share of compensation. That department should undertake appropriate responsibility for the appointee's welfare including work loads, renewal, promotion, tenure, and compensation. The Communication Studies Department will participate in the review, promotion, and tenure decisions in those cases where it shares a split appointment, in accordance with College policies then in force.
4. Each of the involved departments should specify in the initial letter of appointment the department governance duties expected of the split-appointee: e.g., attending half or all of the department's meetings, number of committee assignments, etc.
5. The DEOs of the departments involved must consult with the split-appointee before changing the terms of appointment, including the percentage of assignment to each department. Before the terms of appointment can be changed, the Dean must approve the change and the Provost's Office must be notified.
C. REVIEW AND REAPPOINTMENT SCHEDULE
1. Every faculty member without tenure will be reviewed each year in a convened meeting of the tenured faculty members of the Department who are senior in rank to those being reviewed. The purpose of this review is to generate ideas which are to be passed on to the faculty member for the reinforcement or improvement of his or her teaching, research or creative work, or service to the Department, including advising, and when appropriate, to recommend reappointment, termination, or promotion.
2. Persons appointed to a tenure-track position at the rank of Instructor may be reappointed for a second year at the rank of Instructor. If requirements for a degree are not met by the end of the second year, the individual may receive a further one year (i.e. terminal) appointment. Promotion with a new appointment as Assistant Professor may occur at any time during the first two years, according to College policies then in force.
3. Persons appointed at the rank of Assistant Professor will be reviewed according to the College timetable for such reviews. The first-year review is an abbreviated review in the Spring Semester, including an evaluation of teaching. The second year review is a substantive evaluative review and may result in notice of continued appointment or a recommendation against reappointment, which, if approved by the Dean and the Provost, will result in a notice of non-renewal from the Dean. In this case the third year becomes the terminal year of appointment. In cases of continued appointment, the third-year review is a contract-renewal review and may result in recommendation for renewal or non-renewal of the contract. So long as there seems to be reasonable promise for a positive tenure decision in three years (though that decision, of course, cannot be guaranteed), persons appointed to this rank will be reappointed on another three-year contract and are subject to the review schedule indicated by the College for such cases.
4. Persons appointed at the rank of Assistant Professor will ordinarily undergo review for tenure and promotion in their sixth year of their appointment at the rank of Assistant Professor. (In the case of persons who began at Iowa as Instructors, there may be variations in this timetable, as noted in the Faculty Handbook; those variations will be spelled out in letters of appointment according to the particular case.) The possible outcomes of such a review are (1) Recommendation for tenure and promotion; (2) Recommendation of no tenure and non-renewal of the contract. Should this be the outcome, individuals may remain for the duration of their contracts; and (3) Recommendation, in unusual cases, of a one-year or two year extension of the contract and a second tenure and promotion review to occur in the seventh or eighth year.
5. Persons appointed to the rank of untenured Associate Professor or Full Professor from outside the University will ordinarily be reviewed for a tenure decision within their first six years on this faculty unless a shorter timetable is agreed by all parties at the time of initial appointment.
6. Once tenured, Associate Professors will be reviewed at least once every two years by the dean and the DEO and will receive a full formal review by full Professors at least during their third and sixth year in this rank, although promotion may be recommended at any time. Those not recommended for promotion by the second three-year review may request reviews-for-promotion in any subsequent year.
7. Once tenured, Full Professors will be reviewed at least once every seven years and the review will be transmitted to the Dean as required by College policy. College policy requires that the faculty member submit a self-statement, a plan of future work, and current vita as part of this review. Any tenured or tenure-track faculty member may be assigned to committees conducting these reviews, except that untenured faculty may decline the invitation to serve, without giving a reason. These reviews will be used by the DEO in recommendations for salary, departmental assignments, reinforcement or improvement of teaching, professional guidance, and the like.
8. All faculty shall be reviewed in the Fall semester following a Developmental Leave except that each faculty member must be reviewed every seven years.
D. Review Procedure
1. The DEO will start a file on each faculty member, at the time of the faculty member's initial appointment. The DEO will ask the faculty member to submit for this file evidence of teaching activity (course syllabi, assignments, grading criteria, letters, and the like) and research/creative activity (reprints of publications, copies of convention papers, reviews of creative work, letters, and the like). Summaries of student course evaluations, which each faculty member should have administered in all courses each term, are also placed in the file.
2. At the beginning of each year, the DEO will appoint review committees consisting of appropriate faculty members senior in rank (except in cases where full Professors are being reviewed) to each person being reviewed. The DEO will designate one faculty member to chair each review committee.
3. The chair of the committee will convene the committee to discuss specific assignments. Facts and opinions will be sought in four areas: teaching; research or creative work; service to the department, college, university, profession, and community; and ability to help meet the educational needs of the department and the College. The committee then will meet with the person under review to discuss procedures for gathering relevant information, decide on ways to evaluate teaching, indicate what kinds of materials should be placed into the departmental file, and, when appropriate, solicit the names of experts in the field and of former students who can be asked to evaluate the person's scholarly and pedagogical work. Then, the committee will begin work, applying the criteria discussed below (See "Criteria for Promotion and Tenure").
4. Reports of the committees will be presented to the faculty in one or more meetings called for this purpose by the DEO, as follows. In each case, review committees will present their reports both orally and in writing (See Section F, "Report Format").
a. All tenured faculty members participate in tenure decisions for faculty whose rank is no higher than their own. In reviews involving matters other than tenure, all tenured faculty senior in rank to the person being reviewed will meet to hear the reports of review committees for Instructors and Assistant Professors and will, when appropriate, make recommendations to the DEO as to reappointment, termination, or promotion.
b. All tenured full Professors will meet to hear reports of review committees for Associate Professors and will then make recommendations for that person's professional guidance, reinforcement or improvement of teaching, etc., and will, when appropriate, make recommendations for reappointment, termination, or promotion to the DEO.
c. The DEO and the tenured Full Professors (but excluding the person being reviewed) will meet to hear reviews of tenured full Professors.
d. In these meetings, the DEO will call for a vote on all questions of reappointment, termination, or promotion, and will keep an account of the divisions. A majority of affirmative votes will be taken as a recommendation for positive action on the motion.
5. If the DEO makes recommendations to the Dean other than those approved by the appropriate faculty body, he or she will give to that faculty body in writing a statement of reasons and will also inform the Dean that his or her recommendation differs from that of the faculty body, and explain the supporting rationale for the faculty recommendation.
6. The results of each faculty member's review will be communicated to him or her in writing by the DEO as soon as possible, normally in the form of the review committee's report, with whatever amendments may be suggested by appropriate faculty body. The faculty member may submit a response or addendum to that report, which will be made a part of his or her departmental file. Each faculty member has the right to see his or her departmental personnel file, after the materials have been edited to remove the means of identifying those who wrote in the expectation of confidentiality.
E. Criteria For Promotion And Tenure
1. Teaching
In all educational programs of the University, detailed and substantial evidence of effective teaching should be included in recommendations for promotion. Evidence should be drawn from both faculty and students. Faculty are asked to evaluate not only SPOT form summaries, but also the objectives, methods, and materials of courses that have been designed and taught by the individual, and they may, upon agreement with the individual, visit classes or view videotapes of class sessions. Students should be asked to evaluate the in-class performance of the individual, as well as his or her pedagogical strengths in critique of student work, conferences outside of class, and the like. Where appropriate, the committee will examine workshop materials, convention presentations concerned with teaching, textbooks, work done for publishing companies dealing with textbook proposals and materials, and any other materials relevant to the pedagogy of the individual's area or discipline.
2. Research Scholarship or Artistic Production
a. Research and Scholarship. For most members of this department, the maintenance of an active research and scholarly writing program is essential. Review committees are expected to read an individual's scholarly books, book chapters, articles in refereed and non-refereed journals, magazines, convention and conference papers, and, if offered, any work in progress at the time of the review. In addition, in years when promotion is being considered, one or more outside experts in the individual's field(s) also will be asked to evaluate that body of material. The following criteria will be applied by the review committee and other members of the department when evaluating research and scholarly writing:
Promotion to Tenured Associate Professor:
(a) Regularity of Publication. The department expects its tenured faculty members to present their work to the intellectual community frequently; regularity of publication will thus be a criterion used in decisions about tenure and promotion.
(b) Significance of the Work. Review committees look for signs that scholarly work is significant; typical measures of significance include (1) positive recognition and quotation by other scholars in the area, (2) signs that an individual goes beyond descriptive research and into theoretical questions of import, and (3) publication in refereed, national and international journals widely recognized as important in one's field.
(c) Scholarly Growth. An individual's publication record ideally should illustrate intellectual growth; more recent publications and convention papers, for example, should be more penetrating and intellectually rich than earlier works.
(d) Coherence. The review committees will be concerned that an individual's scholarly work fit into a "research program," into a kind of pattern which demonstrates that the person is systematically and consistently moving toward intellectual goals in his or her research and scholarship.
In addition to the above criteria, other considerations for promotion to Full Professor include:
(e) Distinction. A full Professor in the department is expected to have his or her research and scholarly writing adjudged to be of highest quality. Typical measures of distinction include (1) books published by recognized presses in one's field, and, if available, copies of reviews of those books; (2) positive recognition of one's contributions to a field in the form of scholarly awards for work done, prestigious grants and fellowships for new work, laudatory citation in the work of others, essays in prestigious journals, convention or conference programs devoted to a person's work, invitations to be considered for or to join the faculty of prestigious programs in one's field (copies of which should be placed in one's departmental file); and (3) testimony from an outside expert in one's primary field of work.
(f) Reputation. Given the importance of national visibility especially to the department's graduate programs, Full Professors should be taking the lead in maintaining the department's scholarly reputation. Signs of a strong national (and even international) reputation include: (1) appointment or election to posts of importance in international, national, and regional professional associations; (2) invitations for visiting professorships and guest lectureships at prestigious institutions in one's field; (3) invitations to write review or survey essays in books overviewing one's field; (4) positive citation in the work of other scholars; (5) invitations to review the faculty and departmental operations at other institutions; (6) appointment to editorial boards of important international, national, and regional journals; (7) invitations to address important universities or research groups; and the like.
(g) Impact. Beyond distinction of thought and reputation as a professional, Full Professors in this department ought to be able to demonstrate the impact of their work--the fact that they have made some important intellectual difference in the academic community. Measures of impact can include: (1) the appointment of one's graduate students to important posts; (2) the publication of work done by students and guided by the faculty member; (3) an indication that others are using concepts, ideas, or frames of thought traceable to the individual's scholarly work; (4) even an indication that other strong scholars feel the need to attack one's work, thus taking it into account seriously; (5) book and scholarly journal editorships; and the like.
b. Artistic Production. For some faculty, as specified in their letters of appointment, artistic creation is an alternative to published scholarly research. Although an individual may engage in both scholarly writing and artistic creation, and while both should be evaluated by review committees, excellence in one or the other will be required for a recommendation of promotion and tenure. Criteria for evaluation of artistic work parallel those set forth for research and scholarship.
Promotion to Tenured Associate Professor
(a) Frequency and Regularity of Exhibition. Tenured faculty members are expected to regularly and frequently produce and exhibit new work locally, regionally, nationally and even internationally.
(b) Significance of the Work. Review committees look for signs that artistic work is significant; typical measures of significance include (1) reviews of one's work, (2) exhibition in juried artistic festivals widely recognized as important in one's field, and (3) awards received at juried exhibitions.
(c) Artistic Growth. An individual's artistic products should show signs of artistic growth by demonstrating interests in new areas of experimentation and new conceptual fields or art forms.
(d) Coherence. An individual must be able to demonstrate that his or her art work has a kind of conceptual or artistic coherence.
In addition to the above criteria, other considerations for promotion to Full Professor include:
(e) Distinction. Typical measures of distinction include (1) prestigious awards for one's artistic works, (2) prestigious grants and fellowships for the creation of new work, (3) positive reviews of one's art products, and (4) citation of one's work in the critical writings of others.
(f) Reputation. The review committee will look for ways in which a person's reputation is attested to locally, regionally, nationally, and internationally. Typical indications of this would include (1) invitations to artistic festivals as an exhibitor or a judge, (2) requests for commissions of one's work, and (3) the housing of one's work in museums or other permanent collections of artistic work.
(g) Impact. Given the closeness with which university artists and their students work, review committees also take into account the degree to which an artist's students produce work which is recognized by others in the field.
The general criteria for promotion on artistic grounds are the same as those for research and scholarship, although they are somewhat adjusted. The evaluation process is also somewhat adjusted. In addition to the review committees themselves examining the individual's artistic creations, other outside and local experts usually offer evaluations as well.
3. Service
While "service" is a term covering potentially a multitude of different activities, and hence while review committees may be willing to consider a great variety of professional activities in its name, the department generally evaluates professional service in the following categories:
(a) Departmental Service. Amount and quality of service on departmental and divisional committees, candidate committees, etc., and work as an adviser of undergraduate and graduate students.
(b) Collegiate and University Service. Amount and quality of service on committees, task forces, boards, assemblies or senates, and the like of the College of Liberal Arts and the University.
(c) Professional Service. Amount and quality of work in local, state, regional, national, and international professional organizations; service on editorial boards; work for scholarly and pedagogical publishing houses; and work for non-professional organizations but in professional ways (e.g. workshops on filmmaking through the Iowa City Public Library, parliamentarian for an organization, help in preparing advertising campaigns for charitable organizations, and the like, so long as the service makes use of one's professional skills).
(d) Non-Professional Service. Individuals seeking promotion and tenure certainly may indicate the range of non-professional service they offer to individuals and organizations locally, and beyond, although generally such service will not be taken into account as a factor to be evaluated by the review committee.
4. Educational Needs of the Department
The Faculty Handbook demands that the department seeking the promotion and/or tenure of an individual prepare a statement declaring the range of educational needs within the department and the College that the person is fulfilling. The review committee, therefore, will consider the degree to which the person's teaching, research, and service are consonant with and contributory to the missions of the department as they are periodically defined.
F. REPORT FORMAT
Written reports of the review committees should include a current copy of the vita indicating the following information:
(1) Name of candidate.
(2) Collegiate, post-baccalaureate, graduate and professional education and training, indicating degrees conferred, dates, and conferring institutions.
(3) Post-doctoral training, internships, residencies, and such activities as specialized individual instruction in the arts.
(4) Academic positions held at The University of Iowa and at other academic institutions, with dates and, if possible, a brief description of responsibilities.
(5) Non-faculty professional experience, with dates and a brief description of responsibilities.
(6) Teaching responsibilities at The University of Iowa for the entire period of service here:
(a) Titles of courses taught;
(b) Course numbers;
(c) Number of master's theses supervised;
(d) Number of doctoral dissertations supervised;
(e) Service on doctoral committees.
(A clear differentiation should be made between service on committees and major responsibilities for supervision of graduate students' research.)
(7) Record of all publications, including the date of publication, for co-authored publications the order of authorship, the name of the journal or publisher, the inclusive number of pages and page references.
(a) Books written;
(b) Books where the candidate's responsibility was largely editorial;
(c) Monographs;
(d) Chapters in books;
(e) Articles;
(f) Book reviews, notes and comments;
(g) Articles in newspapers and journals, radio commentaries, television interviews, and the like, intended for popular as distinct from scholarly circulation.
(Where there is multiple authorship, the specific extent of the candidate's contribution should be indicated. Textbooks, teaching manuals, and instructional aids should be differentiated from scholarly publications. Publication of research results in governmental, industrial, or other special reports should be clearly differentiated from publications for the relevant scholarly community. Where available, a complete list of published reviews of others' books and monographs should be included.)
(8) A list of research and scholarly work in progress should be set forth, indicating whether the work has been accepted for publication but not yet published (and if accepted, where), work submitted for publication (and where) but not yet accepted, and work still unfinished.
(9) Records of all creative activity, including the name of the work; place and dates of known performances or exhibitions; medium; principal collaborators, including authors and producers where appropriate; the extent of the individual's contribution to works produced in collaboration with others; and any other relevant bibliographic information.
(l0) Administrative and other professional service at The University of Iowa.
In
addition, materials forwarded to the College should include:
(11) Recommendation of review committee with supporting statement or statements, if any, and a statement of a division among review committee, if any, and the reasons for the division.