RPT Policy Proposal

1-18-23

Proposal to Add Diversity, Equity, Inclusion, and Justice (DEIJ) Criteria to Reappointment, Promotion, and Tenure

Rationale

For several years, the Keck Science Department has required a DEI Statement as a part of all faculty (and some staff) applications for employment in the Department. In more recent years, DEIJ-serving capacities have been made explicit hiring criteria in faculty hires (see section 1.5 in the Faculty Handbook), and in the 2021-2022 Academic Year, we formally added a DEI representative and a student DEI intern to all tenure-line searches. 

An important principle of performance evaluation is that there should be consistent (or at least connected) criteria throughout the hiring, evaluation, and promotion process. In other words, if we expect quality teaching, we should attempt to evaluate someone’s teaching skills at the point of hire, and should continue to evaluate a faculty member’s teaching at every career stage. What evidence of quality teaching might look like at different career stages might evolve (e.g., we might not expect any curricular innovation at the time of hiring, but we might expect someone being evaluated for full professor to be able to articulate significant curricular innovation), but there should be a consistent through-line. 

At present, we require faculty to demonstrate the capacity and potential to do work advancing Diversity, Equity, Inclusion, and Justice (DEIJ) at the point of hire, but we have yet to incorporate language into our handbook providing for evaluation of DEIJ work at the stages of 3rd Year Reappointment, Promotion to Associate Professor with Tenure, or Promotion to Full Professor. We propose such language here. 

Principles Followed

• We propose that anyone in a ‘cycle’ of evaluation have the option of having any new language adopted for their next promotion review but not a requirement of doing so. Thus, anyone who is currently an Assistant Professor could undergo annual reviews, 3rd Year Reappointment (if relevant), and Promotion to Associate Professor with Tenure review either incorporating this language or under the language in the Handbook at their point of hire. Similarly, an Associate Professor would have the option of being reviewed for Promotion to Full Professor either under the language in the Handbook at the time of their Promotion to Associate Professor with Tenure or any language subsequently adopted. Any subsequent reviews would automatically be carried out under the new language. 

• We considered two models for incorporating DEIJ contributions into review processes: one in which DEIJ was considered as a separate category (a “fourth ‘bucket’” alongside Teaching, Scholarship, and Service), and one in which DEIJ work was incorporated into each of the three existing “buckets”. In this proposal, we put forward a model for incorporating DEIJ into the three existing “buckets” in order to avoid the need for added complexity (such as needing to solicit letters specifically on DEIJ contributions) and redundancy (such as repeating descriptions of inclusive pedagogy in both a DEIJ section and a teaching section). This model also has the advantage of celebrating DEI contributions instead of making them another hurdle. Crucially, since this creates the possibility that DEIJ contributions could be completely overlooked, we are creating language to make it clear that these contributions are a key aspect of the evaluation of faculty at each career stage.  Additionally, we recognize the need for DEIJ contributions to be integrated into the efforts of Teaching, Scholarship, and Service – DEIJ is and should be a part of everything that we do. 

• We searched the Faculty Handbook for places where Teaching, Scholarship, and Service are currently mentioned, and have suggested appropriate changes throughout. 

Proposed changes to text in the Faculty Handbook

Formatting notes: crossed-out red text indicates deleted text, blue text indicates additional text.

Section 1: Governance and Personnel

• 1.2 Governance

• 1.3.b Keck Science Dean

• 1.8.b Role of the Mentor

• 1.8.c Role of the New Faculty Member

Section 2: Reappointment, Promotion, and Tenure Policies

• 2.I.a Introduction (in Statement of Criteria)

  • Existing text: The Keck Science Department, as a vital center of undergraduate education, seeks to promote the model of teacher-scholars whose ability and interest in teaching are maintained at a high level and whose scholarly activity is of value to their discipline. Service, in the sense of sharing in the responsibilities of institutional life, is also an integral part of the teacher-scholar’s relationship to the Colleges. Activity and accomplishment in each area are necessary for the growth and advancement of the individual and of the Colleges.

  • New text: The Keck Science Department, as a vital center of undergraduate education, seeks to promote the model of teacher-scholars whose ability and interest in teaching are maintained at a high level and whose scholarly activity is of value to their discipline. Service, in the sense of sharing in the responsibilities of institutional life, is also an integral part of the teacher-scholar’s relationship to the Colleges. Activity and accomplishment in each area are necessary for the growth and advancement of the individual and of the Colleges. Work contributing to Diversity, Equity, Inclusivity, and Justice (DEIJ) is a fundamental aspect of a teacher-scholar’s contribution to the Department and Colleges, and may appear in a faculty member’s scholarship, teaching, and/or service. Keck Science faculty members are expected to engage in activities intended to improve DEIJ in the Department, Colleges, and/or the broader community. 

2.I.b Specific Criteria 

• Teaching and Academic Advising

  • Existing Text:

Keck Science faculty members are expected to be excellent teachers and advisors. Teaching derives from a thorough and demonstrated knowledge of one’s field and recent developments in it, from the ability to present that knowledge systematically and coherently, and from the ability to develop new and original curricular concepts. Effective teachers communicate their own enthusiasm for the subject to students and seek always to increase their students’ capacity for independent and creative thought and work. Thoughtful academic advising is an important element of teaching. Faculty are expected to make themselves available to students as a resource and to participate actively in academic advising activities.

• New Text:

Keck Science faculty members are expected to be excellent, inclusive teachers and advisors. Teaching derives from a thorough and demonstrated knowledge of one’s field and recent developments in it, from the ability to present that knowledge systematically and coherently, to educate students of all preparations and backgrounds, and from the ability to develop new and original curricular concepts. Effective teachers foster an inclusive class environment, communicate their own enthusiasm for the subject to students, and continually seek always to increase their students’ capacity for independent and creative thought and work. Faculty are expected to refine their pedagogy throughout their careers. Thoughtful academic advising is an important element of teaching. Faculty are expected to make themselves available to students as a resource and to participate actively in academic advising activities.

DEIJ contributions in this area might include but are not limited to:

• Pedagogical practices that foster DEIJ

• Creation of course material related to DEIJ

• Improving access in a course

  • Creating resources for students with disabilities

  • Making the class more welcoming for students without prior experience in the field

• Mentorship of and support for students over and above the formal expectations of academic advising, particularly in ways that increase retention and a feeling of belonging in the community. 

• Scholarship

  • Existing text:

Scholarship is also valued for its contribution to undergraduate education. Faculty members are expected to include students, when feasible, as participants either in their own research programs or in other significant research projects. 

• New text:

Scholarship is also valued for its contribution to undergraduate education. Faculty members are expected to include students, when feasible, as participants either in their own research programs or in other significant research projects. 

DEIJ contributions in this area might include but are not limited to:

• Scholarship related to DEIJ

• Supporting student participation in conferences and/or other opportunities aimed at increasing inclusivity in the field. 

• Broadening access to research opportunities

• Applying for research funding focused on improving DEIJ

• Service

  • Existing text:

Service is the third important criterion that is reviewed during the reappointment, promotion and tenure process. Service includes participation on Keck Science, collegiate, and intercollegiate committees, participation in the governance of professional associations, and, where related to one’s scholarly pursuits, participation in public affairs at the local, regional, or national levels.

• New text:

Service is the third important criterion that is reviewed during the reappointment, promotion and tenure process. Service includes participation on Keck Science, collegiate, and intercollegiate committees, participation in the governance of professional associations, and, where related to one’s scholarly pursuits, participation in public affairs at the local, regional, or national levels.

DEIJ contributions in this area might include but are not limited to:

• Community engagement

• Mentorship and support for student affinity groups

• Efforts to make the department or community more inclusive or accessible

• Efforts to improve DEIJ within the profession, including funding application.

• Contributions to committees and other groups focused on DEIJ 

• 2.2.a. Annual Reviews

  • Existing text: The review will cover the faculty member’s performance since the previous review (or the date of hire), and the Keck Science ADC will prepare a written summary indicating the faculty member’s progress towards tenure in the areas of teaching, scholarship, and service. 

  • New text: The review will cover the faculty member’s performance since the previous review (or the date of hire), and the Keck Science ADC will prepare a written summary indicating the faculty member’s progress towards tenure in the areas of teaching, scholarship, and service, including efforts to improve DEIJ.

• 2.3.c.2.7 The Presidents

  • Existing Text: For Reappointment. Candidates who show accomplishment and strong promise as teachers and scholars may be granted a full three-year Reappointment. When there are serious reservations about a candidate’s performance or promise in teaching, scholarship or service, the candidate will normally be offered a one-year terminal contract. In exceptional cases, where opinion is mixed, or the evidence of teaching and scholarship is insufficient for a clear decision, candidates may be offered a probationary contract of limited term. In no case should Reappointment be tantamount to tenure, since tenure is awarded only under the specific procedures for tenure described in Section 2.3 and Section 2.5.

  • New Text: For Reappointment. Candidates who show accomplishment and strong promise as teachers and scholars may be granted a full three-year Reappointment. When there are serious reservations about a candidate’s performance or promise in teaching, scholarship, or service, or DEIJ-related work, the candidate will normally be offered a one-year terminal contract. In exceptional cases, where opinion is mixed, or the evidence of teaching and scholarship is insufficient for a clear decision, candidates may be offered a probationary contract of limited term. In no case should Reappointment be tantamount to tenure, since tenure is awarded only under the specific procedures for tenure described in Section 2.3 and Section 2.5.

  • Existing Text: For Promotion to Associate Professor with Tenure. To receive tenure faculty members must demonstrate the fulfillment of the promise in teaching, research and service that were shown when they were hired and/or reappointed. Faculty members must also show promise that this level of teaching, research and service will be sustained. When there are significant reservations about a candidate’s teaching, scholarship, or service, the candidate is normally offered a one-year terminal contract.

  • New Text: For Promotion to Associate Professor with Tenure. To receive tenure faculty members must demonstrate the fulfillment of the promise in teaching, research and service that were shown when they were hired and/or reappointed. Faculty members must also show promise that this level of teaching, research and service will be sustained. When there are significant reservations about a candidate’s teaching, scholarship,or service, or their inclusion of DEIJ in one or more of these categories, the candidate is normally offered a one-year terminal contract.

Section 3: Teaching and Research

• 3.4.b Individual Faculty Accounts

  • Existing Text: All Keck Science tenured and tenure-track faculty members, regardless of the college to which they are assigned, receive an Individual Faculty Account (IFA). Faculty members may draw on this fund for a variety of research and teaching expenditures (other than salaries) including, but not limited to, the following:

• travel, room, and board for activities in direct support of research and/or teaching such as professional conferences;

• purchase of books, journals and professional memberships as needed for research and/or teaching;

• equipment needed for research and/or teaching;

• payment of costs associated with the publication of articles or books.

• New Text: Faculty members may draw on this fund for a variety of research, and teaching, and/or DEIJ related expenditures (other than salaries) including, but not limited to, the following:

• travel, room, and board for activities in direct support of research, teaching and/or DEIJ such as professional conferences;

• purchase of books, journals and professional memberships as needed for research, teaching, and/or DEIJ ;

• equipment needed for research, teaching, and/or DEIJ;

• payment of costs associated with the publication of articles or books.

Keck Science Handbook Appendices

• Appendix A. Keck Science Department Annual Faculty Report

• Appendix B. Keck Science Form Letter for the RPT Process