The First Year Writing Program employs lecturers on term (non-tenure-track) appointments in order to support instruction in UWRT 1100, 1101, 1102, and 1103. When they have appropriate credentials, lecturers may also occasionally teach other lower-division courses in general education. Lecturer lines may either be “core” positions dedicated to the Program for long-term instructional support or “temporary” positions loaned to the Program for brief periods, typically one to three years. Lecturers are full-time members of the faculty with health and pension benefits, eligibility for salary increases, and access to Program resources for professional work and travel.
Initial appointment as a lecturer is for a probationary term of two years and requires, minimally, an M.A. in English or equivalent qualifications as well as teaching experience. The workload of a lecturer includes 12 credit hours each semester or the equivalent, distributed over teaching, administrative, or other assignments, and professional development activities, which may include conference or workshop attendance, participation in annual student performance assessment, mentoring of graduate student teachers or tutors, scholarly or creative writing, peer classroom observation, and others. Successful performance entails demonstrated effectiveness in teaching, demonstrated efforts at professional development, and satisfactory annual, probationary, and comprehensive reviews.
The Program’s Review Committee evaluates lecturers annually for purposes of merit ranking and salary increase as well as periodically for contract renewal. In most cases, evaluation for contract renewal occurs during the second year of the initial appointment (“probationary” review), during the fifth year of appointment (“comprehensive” review), and at subsequent five-year intervals. In some instances, where performance has not met expectations, a one-year probationary contract may be assigned to provide an opportunity for improvement. For the first five years of employment as well as each subsequent comprehensive or probationary review year, a lecturer’s classroom performance is observed during the fall semester by an experienced colleague on behalf of the Review Committee.
Annual review, State-mandated for salary increases, is an internal, comparative, merit-based competition resulting in a rank-ordering that reflects each faculty member’s accomplishments relative to those of colleagues during the period of review. It is normal for this evaluation to fluctuate from year to year as a result of varying degrees of achievement. Comprehensive or probationary review for purposes of contract renewal is an assessment of faculty competence by appeal to external standards of excellence in teaching and other professional activities. Success in this case depends on consistently meeting the standards, not on a competitive ranking relative to colleagues.