MAP: Policy for Review & Promotion for NTT Faculty
Policy adopted on March 2, 2018
Media Arts & Production (MAP) is the unit for makers. Media School faculty whose creative and pedagogical interests align with all forms of media design and production can feel at home in this unit. As creative professionals we strive for excellence in the concept, communication, and overall aesthetics of the work we produce. As teachers we aspire to guide our students and empower them to identify their own creative strengths and perspectives. As such, faculty seeking long-term contracts and promotion are required to meet or exceed criteria that reflect the creative and professional imperatives of the unit.
As a unit that consists primarily of makers, creative activity is seen as an important part of faculty development and a valuable contribution to both the Unit and School. While NTT faculty responsibilities are primarily weighted towards teaching, individual faculty creative activity can have a complementary role. Creative work of a professional or artistic nature leads faculty to teach classes that are more relevant to contemporary technology and media industry practices. In addition, creative work outside of the classroom helps faculty retain fitness in their particular area of expertise. As such, all evaluation of a faculty member’s teaching will focus primarily on expectations set forth by the Media School, but can also include their creative endeavors that facilitate instruction and professional relevance.
A.I. Teaching Criteria
Lecturers seeking promotion will be evaluated with teaching criteria established by the Media School in “Promotion to Senior Lecturer,” Section I. In addition, MAP will also use the following, unit-specific criteria to clarify or expand on the expectations of the School.
Criterion 1.1
The Media School calls for “A record of high quality teaching demonstrated by sustained excellence in classroom performance.” “Sustained excellence” is determined by consistent performance that broadly meets the expectations and variety of criteria outlined in this policy as well as the annual report of the unit’s Merit Review committee, the Unit Director, and determinations by the unit committee that convenes to conduct a substantial review in a faculty member’s 3rd and 6th contract years.
Criterion 1.12
“Published peer-reviewed, non peer-reviewed, and invited articles related to teaching.”
Published materials, in any form, produced with the intent to educate or inform and related to the subjects and topics of one’s teaching is one means for faculty to improve instruction and competency in the classroom.
Criterion 1.13
“Presentations at local, statewide or national/international conferences about teaching.” Public presentations can be about teaching and pedagogy in general or related to the subjects and topics of one’s teaching.
Criterion 1.15
“Evidence of continued practice in the areas of teaching expertise.” Continued professional/creative practice in the areas of teaching expertise is one means for Lecturers to improve instruction and competency in the classroom. Individual faculty who elect to engage in these activities should provide evidence in the form of publication or public presentation to document their work.
Additional Criteria
MAP values these additional activities and contributions as a demonstration of excellence in teaching:
Engagement in continued professional education.
Evidence that a faculty member’s students have received recognition for their work.
B.I. Teaching Criteria
Professors of Practice (PoPs) seeking promotion will be evaluated with teaching criteria established by the Media School in “Major Performance Review and Reappointment of Professors of Practice,
Criteria for Major Performance Review and Reappointment” Section I. In addition, MAP will also use the following, unit-specific criteria to clarify or expand on the expectations of the School.
Criterion 1.1
The Media School calls for “A record of high quality teaching demonstrated by sustained excellence in classroom performance.” “Sustained excellence” is determined by consistent performance that broadly meets the expectations and variety of criteria outlined in this policy as well as the annual report of the unit’s Merit Review committee, the Unit Director, and determinations by the unit committee that convenes to conduct a substantial review in a faculty member’s 3rd and 6th contract years.
Criterion 1.14
“Published peer-reviewed, non peer-reviewed, and invited articles related to teaching.”
Published materials, in any form, produced with the intent to educate or inform and related to the subjects and topics of one’s teaching and practice is one means for a PoP to improve instruction and competency in the classroom.
Criterion 1.15
“Presentations at local, statewide or national/international conferences about teaching.”
Public presentations can be about teaching and pedagogy in general or related to the subjects and topics of one’s teaching.
Additional Criteria
MAP values these additional activities and contributions as a demonstration of excellence in teaching:
Engagement in continued professional education.
Evidence that a PoP’s students have received recognition for their work.
The balance of a PoP reappointment case will be consistent with the expectations of their contract. The 80/20 or 90/10 teaching/creative ratio will be considered on an individual, case-by-case basis using the criteria set forth in “Major Performance Review and Reappointment of Professors of Practice, Criteria for Major Performance Review and Reappointment,” Section 3.
C.I. Service Criteria
Lecturers and Professors of Practice seeking promotion will be evaluated with the service criteria set by the Media School.
C.II. Mentorship & Review
As faculty we invest in each other. We are empowered to do our best work through the support and constructive criticism of faculty colleagues. With continuous change in the tools and technologies of our field, the media artists and producers that comprise the MAP faculty are best served in a transparent, nurturing environment that allows us all to grow together. When someone falls or burns out, we help them up with renewed purpose. In that spirit, MAP faculty, under the direction of the Unit Director, will maintain a culture of mutual support and mentorship:
Following Media School policy, all newly-hired faculty (Lecturers and Professors of Practice in the first five years of their contract) will be assigned a mentor from amongst the existing, more experienced faculty. Mentors are expected to meet with their mentees at least once per semester, but are encouraged to maintain frequent contact on an informal basis.
The Unit Director will coordinate mentorship meetings with all MAP faculty. These will take place in the fall semester on an informal basis and serve as an opportunity for the Unit Director and faculty member to discuss plans for the upcoming academic year.
As part of the annual review and/or annual mentorship meeting, the Unit Director and individual faculty member will develop plans to improve instruction. In cases where a faculty member may be struggling, this plan will be directed towards improving areas in which the faculty member is underperforming. For faculty on a positive trajectory, there will be flexibility to adopt a variety of practices that allow that faculty member to build on existing strengths.
Faculty, as they near their third- and sixth-year review, will consult with the Unit Director, Senior Lecturers, and Professors of Practice in their 7th (or greater) contract year as they prepare their dossier. These consultations can include faculty from throughout the Media School.
Faculty who would like specific commentary on their teaching are encouraged to arrange for a teaching observation (see Appendix 1).
C.II.1 Annual Review
Annual review for Lecturers in their fifth or earlier contract years, Professors of Practice in their fifth or earlier contract years, and reappointment review for Senior Lecturers or Professors of Practice at the end of their current contract can consist of the following:
Discussion with the Unit Director about the faculty member’s current trajectory as a member of the Unit and Media School. Unlike Merit Review that examines the previous academic year alone, these reviews are intended to be broader in scope with a greater focus on progress towards a faculty member’s next Substantial Review or contract renewal.
Faculty may be asked to bring dossier materials to a review. This can include, but is not limited to course syllabi, course evaluations, materials that support curriculum and/or professional development, portfolio of creative work that supports teaching, and other materials related to unit, school, and university service.
Faculty may be asked to write a brief, 1-2 page narrative of their teaching and service activities. This document should look back to the faculty member’s initial hire date or last substantial review as well as forward to their next promotion or reappointment.
C.II.2 Substantial Review
A “Substantial Review” is required of Lecturers and Professors of Practice in their third and sixth contract years. All Senior Lecturers, Professors of Practice in their seventh (or greater) contract year, tenured Associate Professors and Full Professors in MAP participate in the third- and sixth-year review of Lecturers and Professors of Practice. The outcome of a third-year review is conveyed by the Unit Director during the annual review. The sixth-year review culminates in a vote by the reviewing faculty (see section C.III below) and is conveyed to the candidate by the Unit Director prior to the Media School’s October 1 Tenure & Promotion deadline.
C.III. Voting Procedures
All Senior Lecturers, Professors of Practice in their seventh (or greater) contract year, tenured Associate Professors, and Full Professors in MAP evaluate and vote on candidates for promotion to Senior Lecturer rank or reappointment as Professor of Practice. As outlined in the Media School Tenure & Promotion Guidelines, the unit has until October 1 to review dossiers, vote, and prepare written assessments of the candidates for the Media School deans.
Those eligible to vote must be present for the discussion of the candidate immediately preceding the vote, and no proxy votes will be considered. Remote presence via video or audio communication technology (such as Skype) will satisfy this requirement. Arrangements for such remote participation must be made with the Unit Director at least five working days before the meeting so that appropriate technology can be arranged. The vote of persons attending remotely will be communicated privately with the Unit Director via e- mail or phone when votes are being cast in order to protect the secrecy of the ballot.
The Lecturer or PoP (LPoP) contacts two other faculty from the Media School (observers) and requests that they observe a class they are teaching.
After securing these commitments, the LPoP and two faculty observers arrange the time and location of each teaching observation. Each observation should take place at a different class meeting.
The observer attends the LPoP’s class.
After the class has concluded, the LPoP and observer meet to discuss the perceived strengths and weaknesses of the LPoP’s performance during the class session. This meeting would ideally take place immediately following the class session, but at a minimum, must occur within one week of the teaching observation.
After the follow-up meeting is concluded, the observer summarizes their findings and recommendations in a written document that is given to the LPoP and the Unit Director.
Senior Lecturers and Professors of Practice beyond the fifth year of their contract are only reviewed before contract reappointment, they are not required to have an annual review. They are, however, encouraged to make arrangements for a teaching observation prior to contract renewal and reappointment, or to help them remain at the top of their abilities.
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