Governance
There are three ways that a department may structure its governance: Budget Council, Executive Committee, or Extended Budget Council. The Governance Document details the organization, operating procedures, and policies of the Department of Integrative Biology. In accordance with the Handbook of Operating Procedures 2-1310, every three years departmental governance must be reviewed and re-approved by the Senior Vice Provost for Faculty Affiars. All details within the document are intended to be consistent with University and College of Natural Sciences policies and procedures. Additional relevant information can be found at the College of Natural Sciences Faculty Affairs website and in the Faculty Handbook and Chair's Handbook.
Governance Frequently Asked Questions
1. Who has voting status in a governance structure?
- A faculty member will have voting status in a department on departmental matters if he or she holds a full-time appointment in the department in the rank of Professor, Associate Professor, Assistant Professor, Visiting Professor, Visiting Associate Professor, Instructor, Distinguished Senior Lecturer, Senior Lecturer, Lecturer, Professor of Instruction/Practice, Associate Professor of Instruction/Practice, Assistant Professor of Instruction/Practice, Clinical Professor, Clinical Associate Professor, or Clinical Assistant Professor. The release for research, career development, an endowed professorship or chair, or other such activities will not jeopardize the voting status. In addition, a voting member may be one who has a joint appointment in two or more departments that total a full-time appointment at the University, and holds any of the ranks previously mentioned. However, voting status within a department's governing body is inclusive to those serving on that committee or council only.
2. What if a unanimous vote is not achieved during the voting process?
- A modification will take effect if it is approved by a majority vote of the members and by the Dean and the President.
3. Is it possible to modify a department's governance structure, policies, and procedures prior to the third year?
- Yes, it is acceptable to modify or update before the third year as long as the proposed change is presented to the voting members of the faculty in accordance Section 3 in HOP 2-1310.
Workload Policy
Faculty Annual Reviews
All active faculty members, both tenured and non-tenured, are evaluated annually based on their previous year in rank. The annual evaluation is conducted to provide guidance for continuing and meaningful faculty development, and is essential for Department Chairs to plan the workload for faculty in the following year. For more information on the College's workload policy, please see the CNS Workload Policy.
Faculty Evaluations
Faculty Annual Reviews
All active faculty members, both tenured and non-tenured, are evaluated annually based on their previous year in rank. The annual evaluation is conducted to provide guidance for continuing and meaningful faculty development, and is essential for Department Chairs to plan the workload for faculty in the following year. For more information on the College's workload policy, please see the CNS Workload Policy.
Mid-Probationary Reviews
Mid-Probationary Reviews - Departments are required to conduct a comprehensive review of performance of all tenure-track faculty approximately three years after their initial appointment as an Assistant Professor. The review should be done no earlier that the beginning of the 6thsemester and no later than the end of the 7th semester. This review must address accomplishments of the candidate in the areas of:
Research and Scholarly Activity: Publications since arriving at UT, grant support at UT, graduate student supervision, invited talks, and other results of research activity.
Teaching: IB requires that all Assistant Professors have 1 peer assessment done each year, 1 external evaluation done for every three years in rank (with at least 1 prior to the mid-probationary review), and at least 2 reflective teaching observations (conducted by the candidate) of a colleague’s teaching. Please make sure you schedule these assessments in a timely manner so they are available during the assessment. Teaching assessment templates can be found at https://cns.utexas.edu/faculty-affairs/faculty-evaluations/teaching-assessment-templates#templates. Please send all completed assessments to Theresa Kelly to retain in your faculty file.
Service: Any service to the Department, College or University should be documented. Service to the research community, national organizations, and local community can also be considered.
Comprehensive Periodic Review (CPR)
Every tenured faculty member must undergo a Comprehensive Periodic Review (CPR) every six years from the start of their current tenured appointment. CPRs of tenured faculty are intended to enhance and protect, not diminish, the important guarantees of tenure and academic freedom through a positive, thorough, fair, and transparent process. The purpose of comprehensive evaluation is to:
- Provide guidance for continuing and meaningful faculty development
- Assist faculty to enhance professional skills and goals
- Refocus academic and professional efforts, when appropriate
- Provide assurance that faculty members are meeting their responsibilities to the University and the State of Texas
- Assess whether the individual is making a contribution consistent with that expected of a tenured faculty member
- Form a basis for determining merit raises, honors, awards, and other types of recognition
IB requires that all Full Professors have 1 peer assessment done every three years (with at least 1 prior to the comprehensive review) for a total of 2 peer assessments over the six-year period. Teaching assessment templates can be found at https://cns.utexas.edu/faculty-affairs/faculty-evaluations/teaching-assessment-templates#templates. Please send all completed assessments to Theresa Kelly to retain in your faculty file.
IB requires that Associate Professors must have 1 peer assessment done every other year (with at least 1 prior to the comprehensive review) for a total of 3 peer assessments over a six-year period.
For more detailed information on the policies and procedures of this review, please refer to the Guidelines for Comprehensive Periodic Review of Tenured Faculty provided by the HOP 2-2150.
Promotion and Tenure
Promotion and Tenure
Promotion and tenure is an annual, year-long review cycle beginning around the end of the Spring semester. The goal of the promotion and tenure process is to provide a thorough and objective review of the substance and merits of each faculty member’s case. The evaluation process comprises of independent reviews at multiple levels (departmental, College, Provost's Office, President), with recommendations at each level reflecting the professional evaluation of each of those involved. The President makes the final decision on all promotion and tenure cases.
The Provost’s Office maintains the General Guidelines as well as a number of other resources that faculty candidates and department administrators will use in preparation for the promotion and tenure process. More information can be found on their website.
Last updated: 6/1/2022
