The review of lecturers’ contracts should be regular, systematic, and rigorous and should be conducted by a departmental review committee. The criteria for performance should align with the duties and responsibilities described in the contract letter and/or job description. In general, departments should design criteria commensurate with performance expectations typically demanded of other faculty of the department with similar responsibilities. For example, lecturers whose primary responsibility is teaching 1000/2000-level undergraduate courses should be expected to perform similarly to all faculty teaching at that level. In cases where a lecturer’s duties include responsibilities in multiple departments or programs, the departmental review committee and chair of the home department should receive feedback on the lecturer’s performance from the chair or director of the other unit(s) involved. The following describes a formula for review of lecturers:
As stated above, lecturers on multi-year contracts must receive preliminary evaluations, usually in the form of an annual evaluation. A comprehensive evaluation should occur in the final year of a lecturer’s contract, as the basis for renewing that contract. Normally, a lecturer’s initial appointment is a contract for three years; renewal of that contract results in a second three-year term. After six years of effective teaching, usually at UNC Charlotte, lecturers may receive a five-year contract.
Criteria for Evaluation
Lecturers whose major responsibility is teaching courses at the undergraduate level will be held to the same standards for teaching performance as all faculty teaching at that level in the department. Such criteria may include (where appropriate):
- Evidence of knowledge and currency in subject matter;
- Knowledge and use of effective instructional strategies;
- Ability to design and implement a course curriculum;
- Ability to formulate and measure course goals, expectations, and outcomes;
- Ability to provide effective oral and/or written feedback to student learning;
- Evidence of effective teaching from peer reviews and student evaluations.
If the lecturer is responsible for duties in addition to teaching, criteria for performance will be outlined by the lecturer’s supervisor and presented to the lecturer at the beginning of the contract or whenever the duties are assumed.
Evidence to Be Provided
For a comprehensive review, lecturers will provide evidence that they have met the performance criteria through a portfolio. The portfolio for teaching should be presented at each comprehensive review and should include, but not be limited to, the following (Please note: lecturers should be selective in the materials they provide):
- Teaching philosophy statement that discusses how students learn and how the lecturer can facilitate this process;
- Copies of course assignments with explanations of how these fit into the lecturer’s philosophy of teaching and learning;
- Samples of student work with lecturer’s responses to, and evaluation of, that work and an explanation of standards used by the lecturer in the evaluation;
- Peer observations (when appropriate);
- Chair’s summary of students’ written and/or OPSCAN end-of-semester responses;
- Documentation of efforts made to keep current in the discipline, such as professional meetings and workshops attended.
Promotion to Senior Lecturer
The rank of Senior Lecturer is a unique (and not automatic) recognition for Lecturers who have distinguished themselves in their careers at UNC Charlotte. Senior Lecturers help to provide a stable core for leadership and curricular development in departments and the college. They help maintain a sense of continuity in programs, in the classroom, and through service. Normally, departments do not request initial appointments at the rank of Senior Lecturer. To be eligible for Senior Lecturer, a candidate should have attained a Master’s degree in her or his field of study with evidence of continued professional development, have a minimum of six years of full-time teaching experience (usually at UNC Charlotte), and have demonstrated consistently excellent performance in instruction and other assigned responsibilities, beyond that expected for reappointment at the rank of lecturer. Since the duties of lecturers vary considerably across departments, departmental policies should specify the criteria for demonstrating excellence in these areas.
Consideration for promotion to Senior Lecturer should be initiated by the candidate with the department chair, normally at the time of reappointment. Promotion to Senior Lecturer should not be considered automatic following a successful comprehensive review and there is no “up or out” requirement. The Department Review Committee will review a request for consideration for promotion to Senior Lecturer and make a recommendation to the department chair. The Chair will make an independent recommendation to the Dean.
Promotion to Senior Lecturer should be accompanied by an increase in salary. Senior Lecturers may be appointed for renewable terms of up to five years with comprehensive evaluations every five years thereafter.
These guidelines are the result of the work of the following task force:
Ad Hoc Committees > The Status of Lecturers Policies and Procedures