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Title: Department of Classics bylaws
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Title: Department of Classics bylaws
Physical Description: Book
Language: English
Creator: Classics Department, College of Liberal Arts and Sciences, University of Florida
Publisher: Classics Department, College of Liberal Arts and Sciences, University of Florida
Place of Publication: Gainesville, Fla.
Copyright Date: 2009
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Bibliographic ID: UF00094020
Volume ID: VID00001
Source Institution: University of Florida
Holding Location: University of Florida
Rights Management: All rights reserved by the source institution and holding location.

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UNIVERSITY OF FLORIDA
COLLEGE OF LIBERAL ARTS AND SCIENCES
DEPARTMENT OF CLASSICS

By Laws

I. Mission

II. Membership
A. Faculty
B. Staff

III. Officers
A. Chair
B. Associate Chair
C. Coordinator of Undergraduate Studies
D. Coordinator of Graduate Studies
E. Supervisor of Teaching Assistants
F. Coordinator of Distance Education
G. Technology Coordinator
H. Teacher Education Liaison

IV. Committees
A. Steering
B. Trustees
C. Curriculum
D. Graduate Admissions
E. Peer Evaluation

V. Personnel
A. Search Committees
B. Promotion
1. to Associate Professor
2. to Full Professor
3. to Distinguished Professor
C. Release Time
1. Course Reduction
2. Research Leave
3. Sabbatical Leave
D. Merit Pay

VI. Adoption


VII. Amendments






2


I. Mission
Since its establishment in 1975, the Department of Classics continues to provide a uniquely
cordial and productive environment for both scholars and students. Its mission is the pursuit of
excellence in teaching, research, service, and outreach, best achieved when all members of the
department contribute their efforts to these common goals.
These by laws serve as general guidelines so as to foster open and clear communication about
rights and responsibilities and allow for flexibility and creativity on the part of all members in
carrying out the department mission. In all matters, the department conforms to all policies for
personnel established by the college and university (University of Florida Regulations Chapter
6C 1-7, Academic Affairs, available at http://www.regulations.ufl.edu/chapter7/)


II. Membership
Members of the Department of Classics are:
A. Faculty
Faculty consists of budgeted, tenure-accruing assistant professors, and budgeted
tenured associate and full professors (for Academic Ranks and Titles, see UF Rule
6C1-7.003); budgeted lecturers, assistants in Classics, and associates in Classics.
B. Staff
The staff, at present, consists of the Senior Office Manager and the Senior Secretary.
All members of the faculty have voting rights at department meetings, except in the case of
meetings pertaining to personnel matters, which are restricted to tenure accruing and tenured
faculty. In certain circumstances, the Chair may invite staff or student representatives to attend
meetings.




III. Officers
A. Chair
The Chair is the chief administrative officer of the department. S/he oversees the
professional office staff and all aspects of the academic program, such as teaching
assignments, recruitment, space, promotion, tenure, and annual evaluation of all
faculty. The Chair appoints and supervises the officers and selects and supervises all
members of all standing and ad hoc committees. The Chair is a voting member of all
departmental committees.
On a routine basis, the Chair supervises the day-to-day activities of the department and
in conjunction with the officers and committees assures that all policies and procedures
are carried out. In addition, the Chair acts as a liaison between the department and the
college.
The Chair is also the chief financial officer of the department. S/he is responsible for
the final recommendations for salaries and leaves. The Chair supervises all









expenditures and receipts and prepares the annual academic program review and budget
proposal to the dean. All budget documents shall be available to any member of the
department on request. In addition, the Chair acts as a liaison to the college
development officers as well as the Steering Committee, both of whom aid in outside
fundraising for the department.
The Chair appoints a department webmaster and oversees the content of the department
website and all pages on departmental server space. The Chair oversees the physical
plant for the department: technology, library, office space, and common areas. S/he
also maintains liaison with the University library but may delegate this responsibility.
The Chair calls faculty meetings on a regular basis and when needed. The Chair
presides at these meetings and provides an agenda, in consultation with the faculty. A
designee will record the minutes and oversee their later distribution. If requested by at
least two tenure line faculty members, the meetings follow Roberts Rules of Order.
B. Associate Chair
The chair may appoint an Associate Chair to serve in his or her place during temporary
absences. In the event of a prolonged absence, the chair appoints an Acting Chair.
C. Coordinator of Undergraduate Studies
The Undergraduate Coordinator is a faculty member appointed by the Chair to serve at
his or her pleasure and is given an annual course reduction. S/he is responsible for
undergraduate advising and usually serves as the chair of the curriculum committee.
The Undergraduate Coordinator also administers all undergraduate awards, in
consultation with relevant faculty. The Coordinator of Undergraduate Studies is
assisted by a faculty member who advises the Minors for the department. S/he works
closely with the faculty advisor for Eta Sigma Phi.
D. Coordinator of Graduate Studies
The Graduate Coordinator is a faculty member appointed by the chair to serve at his or
her pleasure and is given an annual course reduction. S/he is responsible for the
administration of the graduate program, including recruitment, retention, and financial
support. The Graduate coordinator serves as the chair of the graduate admissions
committee. S/he also administers all graduate awards, in consultation with relevant
faculty. The Graduate Coordinator is assisted by a faculty member who oversees the
w riling, grading, and administration of graduate examinations.
E. Supervisor of Teaching Assistants
The Supervisor of Teaching Assistants is a faculty member appointed by the chair to
serve at his or her pleasure and is given an annual course reduction. S/he is responsible
for the assignments and evaluation of all graduate teaching assistants in the department.
S/he serves on the graduate admissions committee and the curriculum committee.
F. Coordinator of Distance Education
The Coordinator of Distance Education is a faculty member appointed by the chair and
serves at his or her pleasure. S/he is responsible for all aspects of the distance
education program, including recruitment, admissions, general advising, and









administration of graduate examinations. S/he serves as a member of the curriculum
committee and chairs any ad hoc committee that addresses issues pertaining to distance
education.
G. Technology Coordinator
The Technology Coordinator is a faculty member appointed by the chair and serves at
his or her pleasure. S/he oversees the purchase, maintenance, and use of hard- and
software for the department. S/he may also serve as webmaster.
H. Teacher Education Liaison
The Teacher Education Liaison is a faculty member appointed by the chair and serves
at his or her pleasure. S/he is the principle contact between the department and the
Classical Association of Florida, oversees the advising and mentoring of potential high
school Latin teachers, and assists in recruitment and placement of Latin teachers in high
schools at the local level.


IV. Committees
A. Steering
The Steering committee, comprised of tenured faculty, is chaired by the Chair and
serves as an advisory council to him or her on all departmental and personnel matters.
B. Trustees
The Trustees are appointed by the Chair to initiate and tend all fund-raising efforts.
They liaise with the Foundation and steward donors.
C. Curriculum
The Curriculum committee coordinates the scheduling of course offerings. It is usually
chaired by the Undergraduate Coordinator, and consists of the Graduate Coordinator, a
representative from the Center for Greek Studies, the Coordinator for Distance
Education, the Supervisor of Teaching Assistants, and the Chair. All members of the
department are welcome to attend the meetings. The committee vets new course
proposals and aids individual faculty members in the development of new courses.
D. Graduate Admissions
The Graduate Admissions committee is chaired by the Graduate Coordinator, and
consists of the Supervisor of the Teaching Assistants, the Coordinator for Distance
Education, and the Chair. All members of the department are welcome to review files
and attend the meetings.
E. Peer Evaluation


The chair appoints faculty to serve as peer evaluators of teaching.











V. Personnel
A. Search Committees
The Chair appoints search committees following guidelines established by the college
and university.
B. Promotion
In the areas of mentoring, annual review, third year review, and promotion, the policy
of the Department of Classics for tenure and promotion conforms to the policies for
tenure and promotion established by the college and university. Each tenure accruing
faculty member is appointed a mentor who ministers to the professional development of
the candidate.

The Department expects all of its members to contribute on a regular and continuing
basis to research, teaching, and service in that order of significance. We recognize that
in the field of Classics there are a variety of approaches to scholarly excellence. Faculty
making decisions about tenure and promotion will consider standards appropriate to the
individual candidate's sub-field.

1. For promotion to Associate Professor

Research To qualify for tenure and or promotion to Associate Professor a candidate
must make a significant intellectual impact in her or his field of scholarship, as
determined by leading scholars in the field.

It is normally expected that a faculty member will have published or have "in press" a
monograph, book-length study, commentary, or other major scholarly reference work
based on original research to be published by an established scholarly press. ("In press"
means that the manuscript has been accepted for publication with a final contract and
the book will appear in print in the near future). It is also expected that the candidate
will have published original research in leading journals and/or book chapters in one's
field. The quality of publications will be based on peer assessment.

Beyond these essential contributions, the Department welcomes additional supporting
evidence of scholarly productivity that gives promise to a developing pattern of regular
contributions to research. A list of the types of additional research activity recognized
by the department includes co-authored books, edited books, encyclopedia articles,
textbooks, review essays, book reviews, convention papers, invited addresses, and a
documented effort to seek grants and fellowships that further demonstrate an active
scholarly agenda. Publications through peer-reviewed, recognized electronic journals
will ordinarily be considered equivalent to traditional modes of publishing. The quality
of these contributions will be determined by peer assessment within and outside the
department.

Teaching The Department considers four congruent aspects of regular teaching
performance for promotion or the awarding of tenure.









a) The content and substance of instruction, which reflect a command of and fluency in
one's field of expertise. This is best assessed by peer evaluation by colleagues and
observed through departmental colloquia and in curriculum development.

b) Techniques, style, and effectiveness of teaching, for which student evaluations and
peer evaluations are especially relevant.

c) The level and range of a faculty member' s teaching within the discipline. The
Department expects that a faculty member will participate as needed at all levels, lower
division and upper division, undergraduate and graduate. It is expected that faculty will
also teach both the traditional core courses of their discipline and offer important new
courses.

d) Supervision of undergraduate honors theses, masters theses, and/or dissertations.
Faculty are expected to play an active role in mentoring graduate students, especially
through serving on thesis committees.

Service The Department recommends that the Chair not assign extensive or
burdensome service to untenured faculty. At minimum, however, the department
expects normal performance of faculty responsibilities such as attendance at faculty
meetings and the presentations of job candidates.

2. For promotion to Full Professor

Research For promotion to Full Professor, a faculty member will normally be expected
to have produced, beyond that which qualified him/her as an Associate Professor, a
monograph, book-length study, commentary, or other major scholarly reference work
based on original research published by a scholarly press. It is also expected that the
candidate will have continued to publish original research in leading journals and/or
book chapters in one's field. The quality of publications will be based on peer
assessment within and outside the department. Normally a faculty member will have
documented an effort to seek grants and fellowships that further demonstrate an active
scholarly agenda.

Additional supporting evidence of research productivity is required, usually in the form
of co-authored books, contributions to leading journals, book chapters, edited volumes,
textbooks, encyclopedia articles, book reviews, and dictionary articles, conference
papers, and internal and external grants. Publications through peer-reviewed,
recognized electronic journals will ordinarily be considered equivalent to traditional
modes of publishing. The quality of these contributions will be based on peer
assessment.

Teaching In addition to satisfying the four aspects of teaching performance outlined for
promotion to associate professor, the department expects faculty members seeking to
become full professors to have played an active role in the graduate program,
particularly through chairing and serving on graduate thesis committees.









Service It is expected that all candidates for Full Professor will have demonstrated an
active post-tenure contribution to the life of the Department through consistent and
significant service to the Department, college, university, and profession over at least
several years.

3. For promotion to Distinguished Professor

Full professors (with the exception of eminent scholars and graduate research
professors) may be nominated by the Department Chair for promotion to the rank of
Distinguished Professor in recognition of well-established national and/or international
reputations in their fields of endeavor and exceptional records of achievement (beyond
that expected of full professors) in the areas of teaching, research, and professional and
public service.
C. Release Time
In order to assist faculty in fulfilling the research aspect of the department mission,
alteration of the usual 2-2 teaching load is possible. All release time is accompanied by
an expectation of increased productivity or reward for service, or some combination of
the two.

In evaluating a request for release time, the Chair, in consultation with the Steering
Committee, will consider such factors as: how recently and how often the individual
faculty member has received time off, results of past leaves or course reductions,
whether or not an effort has been made to secure outside funding, what service is being
rewarded or being offered in return, class coverage and responsibility to graduate
students, and the overall fairness and practicality of the request in the context of the
competing needs and desires of other faculty members.

Requests for release time are submitted to the Chair in writing and specify the proposed
research agenda and time table. The Chair and the Steering Committee reach a decision
in time for the curriculum committee to design appropriate course offerings. At the end
of the research leave, the faculty member submits a brief written report of his/her
activities and progress toward the stated goal of the leave.
Department policy allows three types of release time: course reduction, research leave,
and sabbatical.

1. Course Reduction

The Graduate Coordinator, Supervisor of Teaching Assistants, and
Undergraduate Coordinator are granted a one course annual reduction in
exchange for their service. Here course reduction means teaching one less
course in a year while continuing to participate in the normal life of the
Department including assigned committee work.

2. Research Leave


a) Tenure-track Assistant Professors are normally given a semester of









research leave within their first three years with the expectation of
increased research productivity. Here research leave is understood as
release from all teaching and service requirements.

b) Tenured Associate Professors are given a semester of research leave
within their first three years of promotion with the expectation of
increased research productivity. Here research leave is understood as
release from all teaching and service requirements, with the exception of
participation on graduate MA and PhD committees.

c) All faculty members are eligible to apply to the Chair for research
leave, based on the criteria above.

3. Sabbatical Leave, granted according to college and university guidelines.

D. Merit Pay
It is the responsibility of the Department Chair in consultation with the Steering
Committee to award merit pay increases to the faculty. The Steering Committee will be
responsible for recommending to the Chair those individuals who shall be eligible for
such awards. The Steering committee will determine for all eligible faculty members
their relative ranking in eligibility for merit pay. Each member of the Steering
Committee will be excluded from discussion of her or his own assessment and, where
applicable, the assessment of her or his spouse or partner. The assessments of each
member of the steering committee will be made by the remaining members of the
Steering Committee.

Despite the fact that the availability of merit funds is usually not known until early
summer, these deliberations will take place every April at a time when all faculty are
present. To be eligible for consideration for merit pay, faculty members must submit
their annual activity report by the second Monday of April and be willing to assist the
committee in differentiating their scholarship according to the four tiers listed below.
The recommendations of the committee will be completed by mid-May at the latest and
given to the chair to guide his or her determination of individual awards.

Determinations of merit shall be based on consideration of faculty' s annual research,
teaching and service record. Since the availability of merit funds varies from year to
year, up to three years of research, teaching, and service may be taken into
consideration.

Research For purposes of evaluation, the current year's annual report, a current C.V.,
the Chair' s evaluation, and if necessary, the Steering Committee evaluations from the
previous two years will be consulted. The following shall be considered the rank-order
of research productivity from most to least meritorious.

Though an effort has been made to rank scholarly contributions according to four tiers
and to make ranked distinctions within tiers, it is understood that there is some overlap
between the tiers and certainly within them. Moreover, the committee seeks to be









attentive to the "impact" of a scholarly contribution to a field of study.

* Tier One Sole-authored, refereed scholarly books and monographs, including
commentaries, edited texts, and significant translations; co-authored, refereed scholarly
books; refereed journal articles; co-authored refereed journal articles; refereed book
chapters; co-authored refereed book chapters; external grants and fellowships.
* Tier Two Authorship of textbooks; editorship of reference works; editorship of refereed
scholarly books including commentaries, edited texts, and significant translations; co-
editorship of refereed scholarly books; keynote addresses; non-refereed articles; non-
refereed chapters in books; external grants and fellowships; review essays.
* Tier Three Invited external lectures and keynote addresses; conference papers; internal
fellowships and grants; encyclopedia and dictionary entries; book reviews; books
written and under review; and articles and chapters written and under review.
* Tier Four Invited lectures at UF; books being written (demonstrable progress made);
articles and chapters being written (demonstrable progress made).


Teaching This includes undergraduate and graduate instruction; undergraduate honors,
masters and dissertation thesis supervision; and other related activities. For purposes of
evaluation, student teaching evaluations and peer evaluations shall be considered. In
addition, range of course offerings and degree of involvement in thesis supervision at
all levels will be assessed. It is understood that faculty members will not be penalized
because the demands of the curriculum have resulted in some teaching more at the
graduate or undergraduate level.

The department considers the following guidelines to assess teaching performance:

* The content or substance of instruction, which reflect an individual' s command of and
fluency in one's field of expertise. This can best be assessed by peer evaluation by
colleagues and work in curriculum development.
* Techniques, style and effectiveness of teaching, which is assessed primarily through
student evaluations and peer evaluations.
* The level and range of a faculty member's teaching within the discipline.

The Department expects that a faculty member will participate at all levels (according
to Department needs), lower division and upper division, undergraduate and graduate,
and that s/he will contribute to the program through supervision of undergraduate
honors theses, masters theses, and/or dissertations.

Service The category of service shall include normal performance of departmental
responsibilities, such as attendance at faculty meetings and recruitment colloquia, as
well as work on standing and ad hoc departmental committees. It is assumed that the
service of untenured faculty will be lighter than that of tenured faculty.

Other service activities that may be considered appropriate for merit evaluation include:
exceptional performance of normal departmental responsibilities, service on a
department committee or as an officer, service on college or university committees,









service in professional associations, editorial boards, or as a reviewer for professional
journals or academic presses, and other activities that enhance the reputation and
visibility of the Department, college or university.


VI. Adoption
This document was reviewed by Members of the Department of Classics and adopted on
May 15, 2006.

VII. Amendments
1. Article III Section A paragraph 4: "The Chair appoints a department webmaster and
oversees the content of the department website and all pages on departmental server
space."
Unanimously amended on April 22-23, 2009.

2. Article V Section B paragraph 1: "It is normally expected that a faculty member will
have published or have 'in press' a monograph, book-length study, commentary, or
other major scholarly reference work based on original research to be published by an
established or scholarly press."
Unanimously amended on April 22-23, 2009.

3. Article V Section B paragraph 2: "For promotion to Full Professor, a faculty
member will normally be expected to have produced, beyond that which qualified
him/her as an Associate Professor, a monograph, book-length study, commentary, or
other major scholarly reference work based on original research published by a
scholarly press."
Unanimously amended on April 22-23, 2009.

4. Article IV Section A: "The Steering committee, comprised of the tenured faculty, is
chaired by the Chair and serves as an advisory council to him or her on all departmental
and personnel matters."
Unanimously amended on April 29-30, 2009.




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