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Category II and III Faculty Appointment, Evaluation, Reappointment, and Promotion

Human Resources


Contents


Introduction

Authority: President

Purpose: This policy outlines employment criteria for Category II and III faculty regarding appointment, evaluation, reappointment, and promotion. 

Applies to: Category II and III Faculty


Roles and Responsibilities

Responsible Executive: President

Responsible Administrator: Chief Human Resources Officer

Responsible Office: Human Resources

Policy Contact: Human Resources, 303-615-0999


Policy Statement

A. Employment Contracts and Employment Status

1. As delineated in this Handbook for Professional Personnel, Category II and Category III faculty,

a. Are subject to the norms and expectations of academic freedom befitting an institution of higher education;

b. Are protected from unlawful employment practices; and

(1) Have the right to file a formal complaint to EO in cases of suspected discrimination;

(2) Have the right to respond to any information that automatically becomes part of their Portfolios where required; and

(3) Have the right to lodge a complaint of professional misconduct.

c. Must meet contractual obligations and standards of professional conduct.

2. Category II and Category III faculty

a. Credentials derive from their

(1) Academic qualifications,

(2) Experience and accomplishments as practitioners, which can appropriately enrich the academic experience of MSU Denver students and provide a link to the work communities they represent;

(3) Status as recent graduates of, or current students in, doctoral programs seeking experience and opportunity; or

(4) Work for a program or grant that spans an academic or a calendar year. 

b. Performance expectations are delineated in Department Guidelines unique to Category II and to Category III faculty.

3. Category II Faculty

a. Category II faculty members are full-time, non-tenure-line faculty.

b. The following descriptions of appropriate titles and workload are intended to capture the wide range of Category II faculty designations and duties:

(1) Visiting Faculty

(a)  Temporary appointment for exchange scholars or national or international scholars on leave from their home institution or for recently retired scholars from other institutions of higher education that become available for one semester or one academic year.

(b) Rank determined by rank at home institution.

(c)  Temporary appointment to fill a vacancy in open tenure-line.

(d) Duties: negotiated but, teaching default is 4/4; other assignments as needed may be appropriate.

(2) Professional in residence, executive in residence, artist in residence, musician in residence or other title created by negotiation and tailored to unique qualifications of candidate. May be ongoing or temporary to take advantage of short-term availability of nationally or internationally known expert or practitioner.

(a) Used to recruit and/or retain candidates with exceptional practical experience who may or may not have usual terminal degree qualifications.

(b) Renewable yearly based on performance evaluation.

(c) Duties: negotiated but normal 4/4 teaching with service to college or school and community expectations.

(d) Criteria: 

(i) Currency in discipline;

(ii) Scholarly Activities expectations and support at chair and dean discretion.

(3) Lecturer—Category II full-time position for a faculty member whose credentials meet the criteria determined by the hiring Department.

(a)  Generally for use in departments with high service teaching loads; position primarily devoted to teaching multiple sections of lower-division or introductory courses.

(i) Positions depend on available funding.

(ii) This type of Category II appointment is intended to increase full-time coverage above the targeted 60 percent T/TT coverage target.

(b) Duties:

(i) 5/5 teaching (or equivalent); recommend no more than three preparations per semester and no expectation of scholarly activities other than that related to maintaining currency in discipline;

(ii) A reduced teaching load may be offered for other performance expectations and support based on departmental needs and negotiated at Chair and Dean discretion (see “Application for Category II Reduced Teaching Load”).

(4) Senior Lecturer—a Lecturer may be promoted to Senior Lecturer status if

(a)  Their credentials meet the criteria determined by the hiring Department as articulated in the Hiring Protocols, and

(b) They have a total of six years (at least three of which must have been consecutive and at least one of which must have been within 18 months of the senior lecturer appointment) of performance to MSU Denver. NOTE: Category II faculty shall have their years of service since time of initial appointment – as long as it is continuous – count toward the six year and 18 month eligibility requirements.

(i)  Promotion is contingent upon a recommendation from the Department Chair, the Dean and the Provost;

(ii) If promoted to a Senior Lecturer, the salary will be adjusted to reflect the new title.

(c) May be used to fill a potential tenure line especially under tight budget conditions.

(i) Positions depend on available funding.

(ii) This type of Category II appointment is usually intended to increase full time coverage above the targeted 60 percent tenure-line coverage target.

(d) Duties:

(i) 5/5 teaching (or equivalent); recommend no more than three preparations per semester and no expectation of scholarly activities other than that related to maintaining currency in discipline;

(ii) A reduced teaching load may be offered for other performance expectations and support based on departmental needs and negotiated at Chair and Dean discretion (see “Application for Category II Reduced Teaching Load”).

(5) Faculty Recruitment Incentive Program (FRIP) Lecturers—Category II full-time position created to help encourage the attainment of the two major objectives of the University Affirmative Action Program:

(a) The fostering of a multicultural campus and the appreciation of diversity; and

(b) The improvement of employment opportunities for all under represented faculty.

(c) Special Conditions:

(i) Before a FRIP appointment can be made, there must be a tenure-track position available and allocated by the Provost/Vice President for Academic and Student Affairs.

(ii) The President has delegated authority to offer a FRIP contract to the Provost.

(iii) FRIP participants will be a temporary term appointment for one academic year. Subsequent term appointments are subject to the absolute discretion of the University.

(iv) A FRIP candidate must have a minimum of a master’s degree or the equivalent in the appropriate field of study, and must be able to demonstrate admission to an accredited terminal degree or doctoral program in that field. Strong preference will be given to those applicants who have achieved candidacy at their doctoral institutions, i.e., those who have passed comprehensive/preliminary examinations and completed all required course work, leaving only dissertation requirements to meet in order to receive the Ph.D.

(d) Duties: 3/3 teaching load and progress toward degree.

(e) Academic Development Awards provide financial support as determined by ASA, over a maximum period of five years to cover reimbursement for tuition and fees, dissertation expenses, and/or other incidental expenses associated with the completion of a participant’s terminal degree requirements and/or other academic special conditions as defined in the participant’s employment contracts. This award limit will not include the cost of any equipment assigned to the FRIP participant. Other PD support at chair and dean discretion. The amount determined by ASA does not apply to reassigned time; the latter is part of the instructional workload assignment.

(6) Research Faculty—hired via grant or other “soft” funding (e.g., contracts)

(a) Duties determined by the grant.

(7) Clinical Faculty—(NOTE: The title of “Clinical Faculty” is intended to be flexible enough to apply to a variety of disciplines where this type of “field supervision faculty” are the norm—e.g., nursing, teacher education, social work, etc.). Thus, clinical faculty titles are designed to comply with criteria defined by accreditation associations, such as the Colorado State Board of Nursing (CSBN).

(8) Other: Special cases where duties, compensation, and title are mutually determined by contract. Should be rare, determined by departmental needs, and negotiated by Chair and Dean.

c. Category II faculty members may apply for Category I vacancies as they arise. These applications will be considered on their merits, under the same criteria as all applicants.

4. Category III - Affiliate Faculty

a. Affiliate faculty members are part-time faculty hired to teach on a per credit hour basis for specific classes, as needed, usually on a semester-by-semester basis depending on budget and enrollment.

b. Affiliate faculty members are normally members of Public Employee Retirement Association unless they previously participated in one of the University’s Optional Retirement Programs.

c. Affiliate faculty members are not eligible for participation in the University’s benefit programs except as required by state or federal law.

B. Recommended Full-time Faculty Deployment—of the 60 percent Full-time Faculty

1. No more than ten percent should be Lecturers/Senior Lecturers.

2. No more than ten percent should be Category II Faculty.

3. A minimum of 80 percent should be Tenure/Tenure-Track Faculty.

C. Specific Guidelines for Appointment of Faculty

1. Rank Upon Appointment

a. A new appointee must possess the appropriate credentials as delineated in the “Minimum Rank Upon Hiring,” see Protocols for Searching/Hiring Faculty.

b. Exceptions to rank upon appointment must be approved by the Provost/Vice President for Academic and Student Affairs.

2. Salary Upon Appointment

a. The appointing authority shall determine the new appointee’s salary upon appointment.

b. In determining a new appointee’s salary, the appointing authority shall consider the education and experience of the new appointee, the University and department’s salary structure, the salaries and ranks of comparable faculty in the particular discipline, market demand, and other pertinent factors.

c. Human Resources office will provide data and instructions for initial salaries of new hires annually.

D. Evaluation and Reappointment

1. Performance evaluation is done in part to support reappointment and in part to foster improvement by both Category II and Affiliate faculty.

2. Category II and Affiliate faculty reappointments are determined based on a combination of department needs, faculty member qualifications, and performance. High performance does not guarantee reappointment.

3. Evaluation:

a. Affiliate Faculty

(1) Department Guidelines for Affiliate Faculty must establish expectations for Affiliate faculty members that fit their disciplinary or departmental needs.

(2) Peer Observations: Departments will specify in the Affiliate Department Guidelines the protocols to follow for Peer Observations of Affiliate Faculty. A written record of observations, the format of which will be determined by the Department, should be kept on file in the Department.

(3) Student Ratings of Instruction: Student Ratings of Instruction (SRIs) for courses taught by Affiliate faculty will be administered consistent with the practice for tenure-line faculty as outlined in Chapter V.

b. Category II Faculty

(1) Department Guidelines for Category II Faculty must establish expectations for Category II faculty members that fit their disciplinary or departmental needs.

(2) Student Ratings of Instruction: Student Ratings of Instruction (SRIs) for courses taught by Category II faculty and by Affiliate faculty will be administered consistent with the practice for tenure-line faculty as outlined in Chapter V. 

(3) Performance measures in addition to SRIs are warranted to ensure that reappointment decisions are based on multiple appropriate sources of reliable data.

(a)  Peer Observations: [1]

(i) Peer Observations requirements are outlined in Department Guidelines

a) All Category II faculty will be observed, at a minimum, once in the first year of their employment as a Category II faculty member.

b) Beyond this requirement, Departments will delineate in their Department Guidelines for Category II Faculty the number and cycle of Peer Observations required for Category II faculty.

(ii) Following the first year of employment, subsequent observation(s) may be required if there are indications that they are needed. Such indications may be, but are not limited to, low SRI scores, student comments on SRIs, or student comments or concerns brought to the Chair’s attention.

(iii) A written record of Peer Observations, the format of which will be determined by the Department, should be kept on file in the Department.

(b) In those cases where Category II faculty have reduced teaching-load agreements that specify duties in Scholarly Activities and/or Service (see Chapter V for definitions of Scholarly Activities and Service), evaluations should encompass work in those areas of performance.

(c) Any Category II faculty member who wishes to be reappointed at the conclusion of their contract term will undergo a review by submitting a Portfolio to the Department Chair. Portfolios will include the following:

(i) Cover Sheet

a) Published by the Office of the Provost; and

b) Used to record recommendations for/against reappointment, promotion, or multi-year contracts.

(ii) Narrative

a) Is a statement of up to two-pages describing how the faculty member has met expectations for assigned duties/responsibilities;

b) Presents a reflective self-assessment, highlights accomplishments, and indicates plans for the future;

c) Presents one’s best case to disciplinary colleagues and administrative levels of review; and

d) Indicates in the first paragraph if candidate is seeking promotion to Senior Lecturer or a Multi-Year Contract, as delineated below.

(iii) Annotated Curriculum Vitae (see Chapter V for definition of “Annotated Curriculum Vitae”)

(iv) Student Ratings of Instruction per above

(v) Peer Observations as delineated above

(vi) Other documents as determined by the Department (course syllabi, exams, assignments, assessments, etc., evidence of scholarly activities or service)

(d) Portfolios will be submitted using the same tool or format as Category I faculty and in accordance with the Academic Calendar.

(e) Reappointment Recommendations

(i) The Department Chair will evaluate the Portfolio and write a letter – not to exceed two pages – recommending retention or non-retention to the Dean;

(ii) The Dean will evaluate the Portfolio and the Department Chair’s recommendation, and determine if the Category II faculty member should be reappointed.

(iii) If either the Department Chair or the Dean recommends non-retention, the Portfolio and recommendations will be submitted to the Provost for a final decision regarding retention. All letters and decisions will become part of the Category II faculty member’s Portfolio and will be submitted in accordance with the Academic Calendar.

[1]  Formal peer reviews conducted for Category II and Category III faculty prior to the adoption of the Chapter VI (June 2013) revisions to the Handbook for Professional Personnel shall be considered formal peer reviews for the purposes of reappointment, promotion, and the granting of three-year contracts.

4. Multi-year Contracts for Category II Faculty:

a. Per Colorado Statute CRS 24-19-104 (1.5) (d), some Category II faculty are eligible for contracts of up to three years in duration. Departments, in consultation with their Deans, determine which, if any, Category II faculty lines will be filled with faculty on multi-year contracts.

(1) There is no “track” toward a multi-year contract.

(2) Retreat lines[1] are only available for annual contracts. While in a retreat line, a Category II faculty member cannot be provided a multi-year contract; however their years of service would count toward eligibility should they be moved to a different (regular) line.

b. A faculty member must serve a minimum probationary period of three successive one-academic-year contracts before being eligible for a multi-year contract.

c. Category II faculty will be given credit toward eligibility for a multi-year contract if they have previously taught as an Affiliate faculty member.[2]

(1) In such cases, the equivalent of one year credit as a Category II faculty member may be granted for every two years as an affiliate faculty member teaching a maximum allowable load of 18 credit hours per academic year.

(2) Credit for teaching loads of less than the allowable maximum for affiliate faculty will be prorated accordingly.

(3) Category II faculty are eligible to receive up to a maximum of two years of credit toward eligibility through affiliate teaching.

d. A tenure-track or tenured faculty member who wishes to convert to a Category II faculty member may be given credit toward the three year eligibility period for a multi-year contract with each year of prior teaching counting as one year of eligibility.

e. If a multi-year contract position is available, an eligible Category II faculty member can apply by submitting a Portfolio for review.

f. Category II faculty on a multi-year contract will only submit a Portfolio for review during the final year of their contract, and only if they wish to be considered for reappointment.

g. There is no right of appeal for Category II faculty who do not receive multi-year contracts or renewal of multi-year contracts.

[1]  A ‘Retreat Line’ is a tenure-line position that is filled temporarily with an Affiliate or a Category II faculty member either to replace a tenure-line faculty member who is on leave (e.g., sabbatical, leave without pay, medical leave) or for an administrator who holds tenure in a department and may return to faculty ranks upon leaving an administrative position.

[2]  Category II and Affiliate faculty shall have prior years of service count in the determination of whether they have met the minimum number of years of service to be eligible to be considered for a multi-year contract.

5. Promotion: To qualify for Promotion the Lecturer must satisfy the conditions for promotion to Senior Lecturer, as set forth above, and will be considered according to the following process:

a. The faculty member will make a request for promotion to the Department Chair and submit a Portfolio for review;

b. The Department Chair will submit the recommendation for or against promotion to the Dean;

c. The Dean will submit a recommendation for or against promotion to the Provost; and

d. The Provost will approve or disapprove the recommendation for promotion.


Policy History

Effective: 2005

Revised: 2015

Source: Handbook for Professional Personnel


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