Guidelines for Appointment and Promotion of Lecturers

  1. General Criteria

    The appointment and promotion of Lecturers at The University of Georgia are based upon the experience and academic background of the candidate as well as the instructional needs in the position. The designation applies to assignments that call for academic background similar to that of a faculty member with professorial rank but that involves primarily teaching. Additional duties may be assigned, including academic advising and working with tenure-track faculty in course and curriculum development.

    All provisions of Section 8.3.3 of the Board of Regents’ Policy Manual apply to the employment of Lecturers. In addition, the following stipulations apply:

    1. The position requires an appropriate terminal degree, or in rare and extraordinary circumstances, qualification on the basis of demonstrably successful related experience. The Vice President for Instruction must approve exceptions to this terminal degree requirement.

    2. The position is not a tenure-track position, and the holder is not eligible for consideration for the award of tenure.

  2. Lecturer Ranks

    • Lecturer

      This is an entry-level rank which normally requires completion of the terminal degree in a disciplinary area related to position responsibilities.

    • Senior Lecturer

      Initial appointment to this rank is discouraged. Promotion to Senior Lecturer from the rank of Lecturer requires at least six years at that level or its equivalent and evidence of demonstrated exceptional teaching ability and extraordinary value to the university.

  3. Appointment of Lecturers

    • Initial Appointment

      An appointment to a Lecturer position is for a one-year period. Recommendations for the appointment of Lecturers originate within program units. The unit head is responsible for designating a search committee and, with the search committee chair, for preparation and dissemination of position announcements in compliance with Affirmative Action guidelines and University procedures. Appointments to a Lecturer position are recommended by the faculty in the unit and approved through the typical academic administrative process for faculty appointment (e.g., unit head, dean, Vice President for Instruction, Provost, President).

    1. Ceiling on Appointments

      The combined number of lecturers and senior lecturers appointed at the University of Georgia cannot exceed 20 percent (20%) of all full-time lecturers, senior lecturers, instructors, assistant professors, associate professors, and professors, as calculated each October by the Office of Institutional Research.

      This ceiling also applies to individual colleges and schools. Colleges or schools that exceed the 20 percent ceiling at the time of adoption of this policy may retain the number of Lecturers and Senior Lecturers already employed but will be expected to reduce the number of appointments to the ceiling as vacancies take place.

      Exceptions to the maximum number of Lecturers and Senior Lecturers within any college or school may be approved by the Vice President for Instruction based on the professional credentials of prospective appointees as related to the instructional needs of the college or school. Such exceptions will be constrained by the Board of Regents policy § 803.03 as it applies to the maximum number of Lecturers and Senior Lecturers within the university.

  4. Reappointment of Lecturers and Senior Lecturers

    Although the desire of the parties involved may be to have a long-term relationship between a unit and its Lecturers and Senior Lecturers, reappointment to these positions must be completed on an annual basis. Notice of reappointment and non-reappointment must be made in a timely manner consistent with Board of Regents policy.

    In accordance with Board of Regents’ policy, Lecturers or Senior Lecturers who have served for six (6) or more years of full-time service at an institution and who have received timely notice of non-reappointment shall be entitled to a review of the decision by the Vice Provost of Academic Affairs.

    If a unit head desires to reappoint a Lecturer beyond the sixth year, a dossier containing appropriate documentation of that Lecturer’s exceptional teaching ability and extraordinary value must be presented to the Office of the Vice President for Instruction in the fall of the candidate’s sixth year after it is reviewed and endorsed by the appropriate Dean. The date for submission of the reappointment dossier will be set annually by the Office of Faculty Affairs. If a recommendation for promotion to the rank of Senior Lecturer is forwarded to the Office of Vice President for Instruction in a Lecturer’s sixth year, the promotion process will replace this reappointment process.

    The responsibility for providing evidence of instructional excellence resides with the unit head. Acceptable documentation goes beyond superior end-of-the-term student evaluations. Documentation of instructional excellence may include, but is not limited to, the following:

    • Materials from classes, such as syllabi, exams, student papers, etc.
    • Comments from peers who have collaborated with the Lecturer;
    • Comments from student interviews; and
    • Letters of commendation from students, faculty peers, or external colleagues.

    It is recommended that the documentation be presented as a teaching portfolio.

  5. Promotion to Senior Lecturer

    Promotion to Senior Lecturer from the rank of Lecturer requires at least six years at that level and evidence of demonstrated exceptional teaching ability and extraordinary value to the university.

    Promotion recommendations originate with the faculty in the unit in which the individual holds her/his appointment. The typical process will be from unit head to dean and then to the Vice President for Instruction and the Provost in the fall of the candidate’s sixth year after it is reviewed and endorsed by the appropriate Dean. The date for promotion dossier submission will be set annually by the Office of Faculty Affairs.

    To implement the promotion process, the unit head will convene the faculty. Based on the results of a written ballot, the faculty will send its recommendation to the unit head describing the rationale of the vote either for or against promotion. A minority report, if any, should be included in the dossier. The dossier will be forwarded to the next level with a full explanation of the faculty vote and the unit head’s recommendation.

    Preparation of the promotion dossier is the responsibility of the unit head and should include the following:

    • A cover letter that describes what the candidate has accomplished and what there is about the quality of the candidate’s work and expertise that warrants promotion.
    • A position description. If the promotion includes a change in professional responsibilities, the proposed position description should be included.
    • A vita which summarizes biographical, personal, and professional data.
    • Appropriate documentation of the Lecturer’s exceptional teaching ability and extraordinary value to the university as outlined in the reappointment process above.

    If the recommended promotion is within a college or school, the dean, upon receipt of a promotion recommendation, may at her/his discretion form an advisory committee for review of the dossier. The dossier is forwarded with the dean’s recommendation to the Vice President for Instruction. If the dean makes a recommendation contrary to that coming from the unit, she/he will provide a cover letter with a rationale.

    The Vice President for Instruction will review the dossier (and may employ an appointed advisory committee in the process) and forward it to the Provost with her/his recommendation. If the Provost approves, the recommendation shall be transmitted to the President with notice sent to the Chancellor.

    If a negative decision on promotion to Senior Lecturer is made at any level, the responsible administrator at such level shall in writing notify the Lecturer and the administrators who processed the promotion dossier.

  1. Appeal Process

    The candidate for promotion may appeal a negative decision. The appeal must be based on the perception of significant omissions or commissions in the review process, impermissible bias in the review, or procedural errors that precluded an objective, fair review. The appeal must be to the next level of review. The responsible administrator at the appeal level shall convene a committee to review the appeal and make a recommendation. If the decision on appeal is to support the promotion, the review process shall continue through the remaining review levels as if the decision from which the appeal was filed had been positive. If the decision on appeal is against the promotion, a further appeal may be filed. The process of appeals may continue until a final decision by the President.

Approved and Posted on January 3, 2003, Revised April 2, 2010, August 23, 2010