Associate Teaching Professor Sample Clauses

The 'Associate Teaching Professor' clause defines the role, responsibilities, and status of an individual holding this academic title within an institution. Typically, it outlines the teaching duties, expectations for service or professional development, and the criteria for appointment or promotion to this rank. This clause ensures clarity regarding the position's scope and requirements, helping both the institution and the faculty member understand their mutual obligations and expectations.
Associate Teaching Professor a Teaching Faculty Member who has been appointed under Article 15.04 or who has been granted a Continuing Appointment through the processes of Article 19
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Associate Teaching Professor. Promotion to Associate Teaching Professor shall follow an evaluation/review of teaching effectiveness and student advising within the college at the end of the fourth year for promotion in the fifth year unless granted credit toward promotion at the time of hire, normally not to exceed two (2) years. The promotional procedure shall be evidence based. The eligible Assistant Teaching Professor shall compile and submit by February 1st a dossier to the Chair (or ▇▇▇▇ in colleges without departments) that includes a teaching and advising portfolio that follows the Office of the ▇▇▇▇▇▇▇ promotional format and the University’s Student Evaluations of Teaching. The Department shall conduct a peer evaluation for promotion to Associate Teaching Professor. Each tenure- track and tenured faculty, Clinical Associate Professor, Clinical Professor, Associate Teaching Professor, and Teaching Professor member shall vote yes, no or abstain to promote. The Department Chair shall prepare a written evaluation of each eligible Assistant Teaching Professor under consideration. A copy shall be forwarded to the ▇▇▇▇ of the College by March 15. The second copy shall be given to the Assistant Teaching Professor at least five (5) working days prior to the submission to the ▇▇▇▇. The Chair’s written evaluation shall include: 1) A statement of the teaching and student advising duties and responsibilities of the individual Assistant Teaching Professor for the previous 4 years; 2) An evaluation of the quality and quantity of the Assistant Teaching Professor’s teaching and student advising provided by departmental peers annually (see review) and an assessment of the submitted teaching portfolio and University’s student feedback on courses and teaching ; and 3) The Chair’s specific recommendation to promote or not promote to Associate Teaching Professor. After receiving the Chairperson’s recommendation, the ▇▇▇▇’▇ decision shall be conveyed in writing to each Assistant Teaching Professor under consideration by April 15 and a copy of the decision shall be forwarded to the ▇▇▇▇▇▇▇. If the promotion to Associate Teaching Professor is denied at the Deans level, the candidate may forward the dossier, the University’s student feedback on courses and teaching, departmental peer reviews, classroom assessments, the Chair’s recommendation, ▇▇▇▇’▇ decision, and an evidenced based request for reconsideration of the denial to the President or ▇▇▇▇▇▇▇ by May 1 for a final decision by May 15. Promotion to...
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Associate Teaching Professor i. Advanced degree (ordinarily doctoral) appropriate to the discipline, or substantive record of accomplishment consistent with professional standards. ii. Teaching experience, professional experience, or licenses appropriate for the range of courses to be taught and student activities to be supervised. iii. Demonstrated excellence over a period of years (ordinarily at least six (6)) in carrying out the full range of duties associated with teaching.
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Related to Associate Teaching Professor

  • Associate Professor An Associate Professor is a member of a Faculty of the University who shall ordinarily have the following minimum qualifications: (a) A doctoral degree; (b) Successful experience in university teaching; (c) A significant record of scholarship as defined in Article 1.1(n). (d) A satisfactory record of service to the University, the profession, and the community, as defined in article 8.4.12 and 11.1.14.

  • Continuing Professional Development If, during the life of the Agreement, Continuing Professional Development (CPD) is introduced for plumbers, all time spent in complying with the CPD obligations will be the responsibility of each plumber.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

  • Local Professional Development Committee A. There shall be a Local Professional Development Committee (LPDC) to oversee, review, and approve individual professional development plans (IPDP) for course work, continuing education units and/or other equivalent activities. 1. The LPDC shall be responsible to recommend for the Superintendent’s approval, all in-service activities and workshops offered in the district during the school year for staff professional development. 2. Recommendations for District Workshops and In-Service activities should be submitted to the LPDC for approval and recommendation no later than the last school day of the year prior to the year it will be implemented. 3. The LPDC chair shall review and approve all “Professional Growth Reimbursement Application” forms. B. The LPDC shall consist of three (3) teachers appointed by the Association President and two (2) members appointed by the Superintendent. One of the Superintendent's appointees will be a Principal employed by the district. C. Appointments shall be for two (2) years with half of the committee members being appointed every other year. 1. Appointments shall be made on or before May 1. 2. The Appointments shall be made by each party outlined above, notifying the other of those appointed. 3. In the event of a vacancy, the committee members shall be replaced in accordance with "B." above. 4. The Association shall name a fourth teacher member and the Superintendent shall name a third administrative member to serve as alternates and attend trainings. These two (2) people shall act as substitutes when a committee member is absent. D. This committee shall meet monthly. 1. The committee may also be convened by the request of two sitting members. 2. A quorum shall consist of five (5) members. When administrative licenses/certificates are reviewed, two (2) sitting teacher members will abstain and the decision will be decided by three (3) members. 3. If the committee determines it is needed, they will be provided two (2) professional release days to meet during regular school hours. Substitutes will be provided for the committee members on these release days. 4. Committee members shall be provided an additional annual stipend of $1,000 for meetings beyond the normal work day or year. This stipend shall be paid in two (2) semi-annual payments. Any member who fails to serve the full year shall have the above compensation prorated on a monthly basis for each month served. 5. Decisions of the LPDC will be made by consensus of the committee members present. 6. The committee minutes shall be prepared and maintained in compliance with the laws governing the operation of committees of public bodies.

  • Professional Development Leave A. Policy. Professional development leave shall be made available to employees who meet the requirements set forth below. Such leaves are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service.