1.1 The Regulations Relating to the Employment of Contract Academic Staff (CAS) govern the two academic classifications of Faculty Lecturer and Senior Faculty Lecturer, both of which are “ranked” appointments. The following Departmental regulations do not pre-empt or override University regulations regarding these classifications. In the case of conflict between the two sets of regulations, the University regulations shall prevail.
2. DEFINITIONS
2.1 A “Faculty Lecturer” is a ranked Contract Academic Staff (CAS) with a graduate degree or equivalent who is expected to devote himself or herself primarily to teaching. A Faculty Lecturer is not eligible for consideration for tenure. (cf.https://www.mcgill.ca/apo/classifications/cas-ranked/faculty-lecturer)
2.2 A Faculty Lecturer with a graduate degree plus six years continuous employment at McGill may be promoted to “Senior Faculty Lecturer” if he or she meets the promotion criteria of the department. Exceptionally, a person who has a minimum of six years similar continuous employment at another institution and who meets the other requirements may be appointed a Senior Faculty Lecturer. Senior Faculty Lecturers are not eligible for consideration for tenure. (cf.https://www.mcgill.ca/apo/classifications/cas-ranked/senior-faculty-lecturer)
2.3 “Academic duties” of Faculty Lecturers and Senior Faculty Lecturers mean at most two of the following activities:
- (i) Teaching, which may include assessment and supervision of undergraduate and graduate students;
- (ii) Research, original scholarly activities, and professional activities;
- (iii) Other contributions to the University and external scholarly communities. (cf. https://www.mcgill.ca/secretariat/sites/mcgill.ca.secretariat/files/Regulation-Re-Employment-of-Contract-Academic-Staff.pdf)
2.4 “Indefinite Term Appointment” means an appointment of unlimited duration without a fixed end date. (cf.https://www.mcgill.ca/secretariat/sites/mcgill.ca.secretariat/files/Regulation-Re-Employment-of-Contract-Academic-Staff.pdf)
3. PROCEDURES FOR REAPPOINTMENT AND PROMOTION
3.1 In all cases of when considering reappointment of a Faculty Lecturer to a second or subsequent term, or promotion to the rank of Senior Faculty Lecturer, the Departmental Chair will be advised by the Departmental Promotion and Tenure Committee.
3.2 The Departmental Promotion and Tenure Committee for a candidate shall be composed of elected members, presided over by the Chair of the Department in accordance with articles 7.20-7.20.9 of “Regulations Relating to the Employment of Tenure Track and Tenured Academic Staff”: https://www.mcgill.ca/secretariat/sites/mcgill.ca.secretariat/files/2012...)
3.3 In the case of reappointment, the candidate must submit the dossier no later than 12 months prior to the end date of his or her appointment in the year of consideration, to allow for 37 weeks notice if not successful. A candidate for promotion to Senior Faculty Lecturer may submit her/his dossier at any time.
3.4 The candidate shall provide the following documents: an updated curriculum vitae; evidence of scholarly and professional activity; a full teaching dossier prepared according to the guidelines for tenure and promotion of tenure-track academic staff. (See Appendix A: Guidelines for Developing a Teaching Portfolio in “Regulations Relating to the Employment of Tenure Track and Tenured Academic Staff”
https://www.mcgill.ca/secretariat/sites/mcgill.ca.secretariat/files/2012...)
3.5 If, after considering the candidate’s dossier, the Departmental Promotion and Tenure Committee concludes that the criteria for granting reappointment or promotion have been met by the candidate, the Committee shall recommend to the Dean of the Faculty that the candidate be granted reappointment or promotion, giving its reasons in writing.
3.6 If, after considering the candidate’s dossier, the Departmental Promotion and Tenure Committee is tending towards making a negative recommendation, the Committee shall notify the candidate in writing of its reasons therefore, and provide the candidate, accompanied by an advisor if she or he wishes, with the opportunity to address the Committee, prior to its arriving at its final recommendation.
3.7 If, after having provided the candidate with the opportunity to address the Departmental Promotion and Tenure Committee, the Committee concludes that the criteria for reappointment or promotion have been met by the candidate, it shall recommend to the Dean of the Faculty that the candidate be granted reappointment or promotion, giving its reasons in writing.
3.8 If, after having provided the candidate with the opportunity to address the Departmental Promotion and Tenure Committee, the Committee concludes that the criteria for reappointment or promotion have not been met by the candidate, it shall recommend to the Dean of the Faculty that the candidate not be reappointed or promoted, giving its reasons in writing.
3.9 The Departmental Promotion and Tenure Committee shall communicate its report and recommendation concerning the candidate’s reappointment or promotion, on forms provided by the Faculty of Arts, to the Dean of the Faculty. The report shall indicate the degree of support in the Departmental Promotion and Tenure Committee for the recommendation, and the reasons for any dissenting views.
4. CRITERIA FOR REAPPOINTMENT
4.1 The minimum requirement for granting reappointment shall be the following: superior performance in one category of the candidate’s Academic Duties, and reasonable or superior in the second category. Normally the category in which superior performance shall be demonstrated is teaching. When criteria for reappointment are based on more than one Academic Duty, the candidate has the right to choose in which category any one activity is to be placed. No activity can be counted twice.
5. CRITERIA FOR PROMOTION
5.1 After six years of continuous employment in the Department, if a Faculty Lecturer wishes to be considered for promotion, the minimum requirement for the granting of promotion shall be the following: superior performance in one of the candidate’s Academic Duties, and reasonable or superior in the second category. Normally the category in which superior performance shall be demonstrated is teaching. When criteria for promotion are based on more than one Academic Duty, the candidate has the right to choose in which category any one activity is to be placed. No activity can be counted twice.
6. CRITERIA FOR ASSESSING TEACHING
6.1 Teaching consists of the following: offering undergraduate and, possibly, graduate courses, as assigned by the Chair of the Department; development of the curriculum; supervision of undergraduate or, possibly, graduate students. (See Appendix A: Guidelines for Developing a Teaching Portfolio in “Regulations Relating to the Employment of Tenure Track and Tenured Academic Staff”)
6.2 The following are major indicators that will be taken into consideration in assessing the candidate's performance in teaching from the standpoints of both quality and quantity: teaching courses at various levels; student evaluations; supervision and teaching of undergraduate and graduate students; course curriculum innovations; course design and development, including the use of new pedagogies and educational technologies; program coordination and other teaching initiatives; participation in additional professional training for teaching purposes.
7. CRITERIA FOR ASSESSING RESEARCH
7.1 Research consists of scholarly activities leading to the publication of articles in leading journals, the publication of a book or book-length monograph, the publication of teaching materials, including electronic resources.
7.2 The following are major indicators that will be taken into consideration in assessing the candidate's performance in the research category from the standpoints of both quality and quantity: the establishment of an independent research program; publications; invited publications; editorial contributions; refereed presentations to academic meetings; grants; awards; participation in seminars, symposia, or workshops.
8. Criteria for other contributions to the University and scholarly communities
8.1 Contributions to the University and Scholarly Communities include departmental, faculty, or university committee service, supervisory roles or professional service in scholarly societies or granting agencies.
8.2 The following indicators will be taken into consideration in assessing the candidate’s performance in other contributions to the University and Scholarly Communities: administration, such as departmental committees; memberships in faculty or university committees; membership in professional societies; elected offices in professional societies; conference organization; substantial contributions to public education.
9. TERM OF REAPPOINTMENT
9.1 The initial term of reappointment (1, 2 or 3 years) of Faculty Lecturers shall be determined by the Dean after receiving the recommendation of the Chair of the Department.
9.2 Faculty Lecturers who have been continuously employed in the same Department for 6 years shall either be reappointed for an indefinite term or request promotion to Senior Faculty Lecturer.
9.3 Faculty Lecturers are not required to request promotion after 6 years of continuous employment. They may do so at some later time.
9.4 Upon promotion after 6 years of continuous employment, Senior Faculty Lecturers are reappointed for an indefinite term.
10. RESPONSIBILITIES OF THE DEPARTMENTAL CHAIR
10.1 It is the duty of the Departmental Chair to assure that Faculty Lecturers understand
The criteria and procedures for reappointment and promotion, as well as the University regulations. A copy of these criteria and regulations will be given to the Faculty Lecturer by the department on first appointment or after reappointment. Usually the guidelines will be given to the employee within sixty days of appointment or reappointment. The Chair should review University regulations on reappointment and promotion with the candidate.
10.2 The Chair shall provide guidance with respect to meeting the requirements for reappointment and promotion.
10.3 The Academic Duties of the Faculty Lecturer and Senior Faculty Lecturer shall be determined by the Departmental Chair and shall be communicated in writing to the staff member. These Academic Duties may overlap with the three areas assigned to tenured and tenure-track academic staff, but in the case of Faculty Lecturers and Senior Faculty Lecturers, two of the three, at most, shall be stipulated as expectations for reappointment, promotion, and other performance evaluation purposes, including merit increases.
11. Duties of Faculty Lecturers and Senior Faculty Lecturers reappointed to an Indefinite Term
11.1 Upon reappointment to an indefinite term, Faculty Lecturers and Senior Faculty
Lecturers shall be expected to maintain the standards for which the reappointment or promotion was granted.