College of Liberal Arts and Applied Science Governance Document

Contents

Section One: Mission

1.1 Mission and goals

Section Two: Organization

2.1. Administration

2.2. Departments

2.3. Changes to the College of Liberal Arts and Applied Science Governance Document

2.4. Divisional Committees

Section Three: Academic Personnel

3.1. The Academic Staff

3.2. Overload Teaching

3.3. Summer and Winter Term Teaching

3.4. Evaluation of Faculty

3.5. Promotion and Tenure Processes

3.6. Lecturers and Clinical/Professionally Licensed Faculty

Section One: Mission

1.1. Mission and Goals

The College of Liberal Arts and Applied Science is committed to building on Miami University’s traditional strengths in liberal arts education by offering high-quality, innovative undergraduate and selected graduate degrees and programs and sharing knowledge through outstanding instruction, scholarly activity, and service. Our environment promotes opportunity and accessibility. We work continually to assess and improve teaching and learning; to engage in the scholarship of discovery, application, integration, and teaching; and to serve as a key intellectual resource for the region. We provide our students with the ability to seek and acquire the knowledge and skills needed for success in a dynamic and diverse society.

Section Two: Organization

2.1. Administration

2.1.1. Dean

The Dean is the chief administrative officer for Miami Regionals as well as the chief academic officer for CLAAS. As the leader of Miami Regionals, the Dean has responsibilities that go beyond the scope of this document. This document focuses solely on the Dean’s academic responsibilities. In this academic capacity, the Dean is responsible to the faculty and the Provost for proper management of the division. The Dean ensures that academic policies and regulations are followed. The Dean recruits and selects department chairs and directs the efforts of the departments to meet University and divisional objectives. The Dean is instrumental in recruiting and retaining a quality faculty for the division and provides leadership in setting standards for promotion, retention, tenure, and merit salary increments. The Dean must protect the rights and enforce the responsibilities of the faculty. The Dean prepares the budget for the division and allocates resources to ensure the viability and quality of the programs offered by the division. The Dean communicates with the faculty on all goals, both short- and longterm. The Dean is also responsible for appointing and supervising the staff in the Dean’s office.

2.1.2. Associate Deans and Assistant Deans

Associate Deans and Assistant Deans may be appointed to assist the Dean in the administration of the College of Liberal Arts and Applied Science. Their duties will be defined at the discretion of the Dean.

2.1.3 Department Chairs

Department Chairs are appointed by the Dean. Appointment terms, reappointment process, and evaluation of chairs will follow MUPIM 12.3. Chairs manage the affairs of 3 their units and lead their units in long-term planning. Chairs demonstrate efficient and ethical leadership and provide professional development. Chairs make teaching assignments, oversee equitable workload, implement a goal-setting process, conduct annual faculty evaluations, lead the improvement process for under-performing faculty members, exercise oversight over budget, curriculum, hiring and supervision of faculty and staff, and make recommendations for tenure, promotion, and retention within the unit. Chairs serve as their departments’ representatives to further the interests of the departments within the division and university as well as beyond the university. Chairs also handle complaints and administer program facilities. The Chairs’ authority in all matters is subject to review by the Dean. Chairs are expected to fulfill their duties during the summer session and will be compensated through summer contracts. A chair who is unable or unwilling to work during the summer may appoint a designee with the approval of the dean; the designee will then be contracted and paid for all or part of the summer session, depending on the length of time needed.

2.2. Departments

The College of Liberal Arts and Applied Science will consist of the following departments:

Biological Sciences
Commerce
Computer and Information Technology
Education and Society
Engineering Technology
Humanities and Creative Arts
Interdisciplinary and Communication Studies
Justice and Community Studies
Languages, Literatures, and Writing
Mathematical and Physical Sciences
Nursing
Social and Behavioral Sciences

2.3 Changes to the College of Liberal Arts and Applied Science Governance Document

Amendments to the governance document may be approved by the voting membership of the College of Liberal Arts and Applied Science. The voting membership will include all members of CLAAS who are members of Faculty Assembly, as defined in MUPIM 2.5. Members of Faculty Assembly include, “all members of the faculty who hold a tenured or tenuretrack position; all librarians who hold the rank of Assistant Librarian, Associate Librarian, or Principal Librarian; and all members of the faculty who hold the rank of Lecturer (including the Senior rank), or Clinical/Professionally Licensed Faculty (including the Senior rank)” (MUPIM 2.5). 

A vote to amend the CLAAS governance document will be considered valid if and only if at least half of all eligible voters participate in the vote. A majority of those voting must approve of a change in governance in order for it to be implemented.

  • Proposed amendments may be referred to the voting membership by a petition signed by at least 25 voting members of the College.
  • An open forum on a proposed amendment will be scheduled if at least 25 voting members request it.
  • The votes will be conducted electronically and organized by the dean's office, which will also arrange open forums if they are required.

2.4. Divisional Committees

Appointments to divisional committees are for the fall and spring semesters unless otherwise stated. These appointments will rotate among departments in a cyclical and publicized fashion; departments will choose their representatives to these committees subject to their departmental governance documents. The committee Chair is responsible for ensuring that a meeting agenda is determined and distributed in advance of the meeting, that meeting minutes are distributed within one week after the meeting, and that all other stakeholders in specific committee decisions are notified within one week of the meeting. A quorum is one-half of membership.

2.4.1. Council of Chairs

This council advises the Dean on matters including operational and policy issues as well as divisional resource allocation. It also provides a communication link to the faculty. Its membership consists of the Chairs of the departments within the College of Liberal Arts and Applied Science, as well as all Associate and Assistant Deans.

2.4.2. Curriculum Committee

This committee serves as the divisional curriculum review and approval committee, and it oversees assessment of degree programs and evaluates assessment activities of the departments. It has approval authority for all curriculum changes and meets as needed. Its membership consists of faculty representatives from six departments, chosen according to department procedures, serving staggered two-year terms. Membership will be rotated so that every department is assured representation two years out of every four. If additional departments are added to the College of Liberal Arts and Applied Science, membership of the committee will be adjusted to assure this frequency of representation remains the same for all departments. 

2.4.3. Promotion and Tenure Committee

This committee advises the Dean on recommendations for promotion and tenure. Its membership consists of a representative of each department within the division, selected according to department procedures, and serving for three-year staggered terms. The two Academic Associate Deans or other designee of the Dean will be ex officio members. The committee Chair will be elected by the committee members. To evaluate candidates seeking tenure, members of the Promotion and Tenure Committee must hold the rank of associate or professor with tenure. To evaluate candidates seeking promotion to professor, members of the promotion committee must hold the rank of professor with tenure. Both associate and full professors are eligible for this committee, and if a committee member cannot evaluate a candidate for full professor because of their rank, the department may appoint an alternate to consider that case. This committee will also review LCPL faculty applying for promotion to Senior LCPL positions and will advise the Dean accordingly.

2.4.4. Grievance Committee

This committee acts according to the criteria, procedures and responsibilities of the committee as outlined in Section 1.7 of the current Miami University Student Handbook and section 5.5 of MUPIM.

2.4.5. Committee on Evaluation of Administrators

This committee acts according to the criteria, procedures and responsibilities of the committee as outlined in Section 12.6 of the Miami University Policy and Information Manual (MUPIM). Its memberships consists of faculty representatives from six departments, chosen according to department procedures, serving staggered two-year terms. Membership will be rotated so that every department is assured representation two years out of every four. If additional departments are added to the College of Liberal Arts and Applied Science, membership of the committee will be adjusted to assure this frequency of representation remains the same for all departments.

2.4.6. Technology in Learning Committee

This committee serves to further the adoption of technology in education, providing guidance on technology use in classrooms and computer labs, identifying technology and education challenges and opportunities on both the physical and online campuses, and identifying technology training needs for both faculty and staff. Each regional academic department will select one representative to serve a staggered three-year term. Other committee members include an individual from each of the following areas: Regional ELearning, Information Technology Services, the regional campus libraries, physical facilities, and the student body. 

2.4.7. Ad Hoc Committees

Ad hoc committees are appointed by the Dean or the Dean’s staff to accomplish specific tasks. All ad hoc committees will be disbanded at the conclusion of their task. The number of members is variable.

Section Three: Academic Personnel

3.1. The Academic Staff

Members of the faculty hold the ranks of Professor, Associate Professor, Assistant Professor, Senior Instructor or Instructor, Senior Lecturer or Lecturer, Senior Clinical/Professionally Licensed faculty or Clinical/Professionally Licensed faculty, Visiting Assistant Professor or Visiting Instructor. Part-time instructional staff members also play an important role in the success of our students. The faculty is responsible for ensuring that our students have challenging and cutting edge classroom experiences. In addition, the faculty must ensure that the educational programs within the College of Liberal Arts and Applied Science maintain standards and meet any requirements imposed by other governing bodies. Full-time faculty members are expected to contribute to the activities of the College of Liberal Arts and Applied Science as well as the University, and their department(s). Tenure-track faculty members are also expected to engage in scholarship as stipulated by their rank, the nature of their appointment, and the requirements of their department.

All full-time members of the faculty should have a letter prepared at the time of appointment that stipulates their obligations in the areas of teaching, service, and, for tenure-track faculty members only, research. This letter will be prepared by the Department Chair in consultation with the faculty member and must be approved by the Dean. This letter should outline the expectations for teaching, scholarship and service and describe how each of these items will be evaluated. For Tenure-track faculty members, the relative importance of service and scholarship should be included in this letter. The usual order of emphasis for regional campus faculty members is teaching, service, and scholarship. Both probationary and tenured faculty members may adjust the criteria by which they are evaluated as their career trajectory changes. Although teaching is always first in the order, a faculty member may elect to change the order of their service and scholarship. The process for doing so is to provide a written rationale to the department chair, who will discuss the decision with the Dean or the Dean’s designee. The change must be approved by the Chair of the department and the Dean.

3.2 Overload Teaching

Overload teaching is subject to the policies outlined in MUPIM 6.5. In general, overload teaching assignments that involve compensation beyond the contractual stipulation of the regular academic year will be equitably distributed among the qualified, full-time faculty of the department. Final determination is the responsibility of the department chair with the approval of the dean and provost.

Overload assignments during the regular academic year will normally be restricted to one course per semester per faculty member.

3.3 Summer and Winter Teaching

Summer and winter term teaching opportunities are subject to the policies outlined in MUPIM 6.6. Summer and winter term teaching is enrollment contingent and will be equally available to all full-time faculty in the department, with the approval of the chair, dean, and provost. No faculty member is required to teach during the summer or winter term.

3.4. Evaluation of Faculty

3.4.1. Annual Activity Report
Annual Activity Reports will cover activities and achievements within the calendar year and will be used to make annual merit-based salary increment recommendations.
Tenured members of the faculty shall submit an Annual Activity Report each year that documents their achievements in the categories of teaching, scholarship, and service.
Tenure-track faculty in the third year and beyond shall submit a cumulative tenure dossier each year that documents achievements in the categories of teaching, scholarship, and service.
Instructors, Lecturers and Clinical/Professionally Licensed faculty shall submit an Annual Activity Report each year that documents achievements in the categories of teaching and service.
Visiting faculty with annual appointments who are on a full-time, academic year basis, as well as faculty with split faculty-staff appointments, shall submit an Annual Activity Report each year that documents achievements in the categories of teaching and service.
3.4.2. Annual Evaluations

University procedures and criteria for the annual evaluation of faculty members are found in MUPIM Section 7. Evaluations serve two functions: 1) to guide the professional development of the person, and 2) to provide information for use in personnel decisions and salary recommendations.

Tenured faculty members will receive an annual written evaluation from the Department Chair based on the information in the Annual Activity Report.

Tenure-track faculty will receive an annual written evaluation of the progress toward tenure based on the information in the tenure dossier. Details of the evaluation procedure to be followed are provided in MUPIM 7.5.B.

Instructors, Lecturers, Clinical/Professionally Licensed faculty will receive an annual written evaluation from the Department Chair based on the information in the Annual Activity Report.

Visiting faculty whose appointments are on a full-time, academic year basis, as well as faculty with split faculty-staff appointments and faculty members with half-time appointments, will receive an annual written evaluation from the Department Chair based on the information in the Annual Activity Report.

Part-time temporary instructors are not required to submit an Annual Activity Report. They will receive written feedback during and after their first semester and no less than every other year thereafter from the Department Chair based on student evaluations, peer observations of their classroom teaching, and review of any additional teaching materials they wish to provide.

Responsibility for evaluation of faculty with joint appointments will be shared in accordance with MUPIM 7.1.C.

3.4.3. Evaluation of Teaching

Miami University acknowledges the complex and dynamic nature of teaching. The general approach to the evaluation of teaching is described in MUPIM 7.2. As with all Miami faculty CLAAS faculty are expected to adhere to the Statement of Good Teaching Practices (MUPIM 5.4) as well as excel in the area of teaching through a regular process of evaluation, reflection, and revision for the purposes of improvement.

Faculty members should consult their department’s Teaching Evaluation Plan for specific expectations. An assessment of teaching excellence is an important component of the annual evaluation and, when applicable, will be used for promotion and tenure as well as for annual merit-based salary increments.

The Dean will ensure each department meets the expectations and guidelines in MUPIM 7.2.B Teaching Evaluation Plan and 7.2.C Specific Guidelines for a Department’s Teaching Evaluation Plan. The Dean or a designee will review new teaching evaluation plans, as well as undertake periodic review of existing plans. Teaching plans should include formative and summative evaluation activities as well as multiple measures of teaching effectiveness. Course evaluations using the standard online university course evaluation instrument are required.

3.4.4. Evaluation of Service

Full-time faculty members are expected to engage in productive service in more than one category of service (professional, institutional, community engagement, and community outreach). The evaluation of faculty members in tenure lines should reflect a previously established ranking of service relative to scholarship.

When service is ranked above scholarship as the second criteria for a faculty member, faculty members should engage in service activities with a similar level of intellectual rigor and quality as is expected of teaching and scholarship. Faculty members should demonstrate leadership in at least one category of service and be able to demonstrate the positive impact their leadership has had on their department, campus, students, the university, the community, and/or their profession. Examples of positive impacts may include (but are not limited to) increased enrollment or improved retention, development of successful extra-curricular programmatic offerings, new or improved community partnerships, a higher profile for CLAAS within the community, or a higher profile for the faculty member within his or her professional organization.

All full-time faculty members are expected to plan, perform, and document service using the Regional Faculty Service Guide available on the Provost’s website.

3.4.5. Evaluation of Scholarship

All tenure eligible faculty members are expected to engage in scholarship or creative activity and productivity appropriate to their discipline. Works (articles, reports, reviews, books, exhibits, presentations, or creative activities) that have undergone peer review represent the primary evidence of a faculty member’s research and scholarly productivity.

Evaluation of scholarship must reflect clear departmental expectations that are established in consultation with the office of the Dean. It is the faculty member’s responsibility to demonstrate the substance and quality of their contribution to individual projects. When scholarship is ranked behind service as the third criterion for a faculty member, the Dean, Chair, and faculty member must agree in advance upon clear expectations for scholarship productivity and all evaluations must reflect these expectations.

Candidates for promotion and tenure must present evidence of research, scholarship, and creative production that is judged to be substantive and of high quality by others in discipline in accordance with MUPIM 7.4 and the Miami University Promotion and Tenure Guidelines for Dossier Preparation, which are available on the website of the Office of the Provost. Letters from four external reviewers are required. These letters are intended to be unbiased evaluations from recognized scholars, artists, and other professionals in the field. External reviews are to be used by the departmental Promotion and Tenure Committee in evaluating the adequacy of a candidate’s scholarly achievement and will be forwarded from the department to the Dean and to the university Promotion and Tenure Committee.

3.5. Promotion and Tenure Processes

3.5.1. Tenure-track and Tenured Faculty

Department Chairs, Department Promotion and Tenure Committees, and faculty of the College of Liberal Arts and Applied Science must refer to and follow the details of the regulations on Evaluation, Promotion, and Tenure in MUPIM. Departmental governance documents must describe departmental procedures and expectations for portfolios, relevant committees, and include procedures for appeals at the department level.

3.5.2. Tenure and Time

Per MUPIM 7.5, in the first two years of the probationary period, tenure-track faculty members will submit a cumulative dossier, and they will receive evaluations from their department chair (who will have consulted with the departmental promotion and tenure committee) and the Dean of CLAAS.

In years three-five of the probationary period, tenure-track faculty members will continue to submit a cumulative dossier. The departmental promotion and tenure committee will first write a cumulative review, which will then be submitted to the chair. The chair will then write a cumulative review, taking into consideration the committee’s review. Both reviews will then be sent to the CLAAS Dean, who will write a third evaluation. The entire probationary packet will then be forwarded the Provost in accordance with the Provost’s probationary faculty review timeline. The faculty member will receive evaluations of their cumulative record from their departmental promotion and tenure committee, their department chair, the Dean of CLAAS, and the University Provost.

Per MUPIM 7.6, a faculty member may request a one-year extension of the probationary period. CLAAS faculty members should consult first with their department chair, and then submit the request in writing to the Provost and copy the CLAAS Dean.

3.5.3 Promotion Timeline

The process for regional faculty members going up for promotion through the College of Liberal Arts and Applied Science is outlined below. For exact dates, please refer to the Provost’s website.

March/April: Candidates, in consultation with the Department Chair and departmental Promotion and Tenure committee, will compile a list of ten potential external reviewers.

These letters should not be solicited from individuals with whom a close personal or professional relationship exists, such as the candidate’s former teachers, dissertation director, co-author(s), co-workers, or former co-workers. The names will then be forwarded to the Dean who must approve them and select one reviewer from the list. The Chair will select a second reviewer, the departmental Promotion and Tenure Committee will select a third reviewer, and the candidate a fourth.

May/June: The Department Chair solicits external reviewers and the candidate’s materials are sent to reviewers.

Where one of the would-be reviewers declines the request, the person or body whose nominee declined will select another from the list. After agreeing to offer evaluations, 11 reviewers shall be sent appropriate materials for consideration, including all or selected reprints of scholarly publications and/or other evidence of scholarly or creative activity. External reviewers shall be asked to render a professional judgment on the quality of a candidate’s scholarship or creative endeavor, its originality and importance, and the reputation of the journals and presses that have published the work.

August/September: External reviews are due. Candidate submits dossier to the Department Chair for review by the department Promotion and Tenure Committee.

The Department Chair and the department Promotion and Tenure committee will review the record of each candidate in the categories of teaching, research, service, and professional collegiality. Each candidate will be judged individually, not relative to other candidates. The Chair and the committee will submit separate or joint recommendations to the Dean and the College of Liberal Arts and Applied Science’s Promotion and Tenure Committee. If the Chair’s recommendation differs from that of the committee, the nature of the difference must be explained in accordance with MUPIM 7.8.

October: Dossiers are submitted to the Dean’s office for distribution to the divisional Promotion and Tenure Committee. All letters received are part of the file and must be forwarded.

The Office of the Dean checks for completeness of the documents received from the Chairs and then submits the materials for each candidate to the College of Liberal Arts and Applied Science’s Promotion and Tenure Committee, which acts as described in Section 2.6.3 of this document.
The Dean and the College of Liberal Arts and Applied Science Promotion and Tenure Committee read and evaluate all submissions independently. Following these separate deliberations, the Dean will meet with the committee to discuss the candidates.
If the Dean disagrees with the department’s recommendations, the parties should meet and make every effort to resolve the differences. If the Dean and the department cannot reach an agreement, the Dean will state in writing the reasons for not supporting the recommendations made at the department level.

December: Dossiers of candidates being recommended for tenure and/or promotion are submitted to the University Promotion and Tenure Committee.

The Dean has final responsibility for formulating and forwarding to the University Promotion and Tenure Committee a favorable or an unfavorable recommendation for each of the tenure and promotion candidates. Before submission of the divisional recommendations to the University Promotion and Tenure Committee, the Dean notifies each candidate regarding the Dean’s decision and applicant’s status.

A candidate who is not recommended by the Dean has the right to withdraw their application or request reconsideration by filing an appeal with the Dean. The appeal must be filed within 10 working days of the notification by the Dean. The Dean must consult with the Promotion and Tenure Committee and respond to the appeal within 10 working days.

As outlined in MUPIM (sections 7 and 8), the Committee on Faculty Rights and Responsibilities is available to any member of the Faculty Assembly who wishes to discuss aspects of faculty rights and responsibilities in general or as related to the faculty member’s personal situation, or who wishes to report alleged infractions, or who wishes to file a complaint or appeal.

January: The University Promotion and Tenure Committee meets.

February: The Board of Trustees meets.

3.6. Lecturers and Clinical/Professionally Licensed Faculty

Department Chairs, Department Promotion and Tenure Committees, and faculty of the College of Liberal Arts and Applied Science must refer to and follow the details of the regulations on Senior Lecturers and Senior/ Clinical/Professionally Licensed faculty in MUPIM 7.11.D. and 7.11.F. Departmental governance documents must describe departmental procedures and expectations and include procedures for appeals at the department level. The candidate’s dossier should follow the same basic guidelines as those for LCPL faculty.

The timetable for promotion review is as follows:

September 1: Candidate submits dossier to the Department Chair for review by the department committee on promotion and tenure.

October 1: Dossier and the recommendations of the Department Chair and promotion committee are submitted to the Dean’s office for review.

The Dean submits the materials for each candidate to the College of Liberal Arts and Applied Science’s Promotion and Tenure Committee, which acts as described in Section 2.6.3 of this document.

Early December: Dossier and recommendation of Dean, Department Chair, and department Promotion and Tenure Committee are submitted to the Provost, who makes the final decision.