Department Bylaws

BYLAWS OF THE DEPARTMENT OF ANTHROPOLOGY

(approved by secret ballot by a majority of the faculty on Oct. 3, 2011)

Approved by a majority of the faculty on March 10, 2013

Approved by a majority of faculty on Feb 20, 2014

 

These bylaws adhere to and are consistent with University policies found in the FSU Constitution, BOT-UFF Collective Bargaining Agreement, Faculty Handbook and Department Promotion and Tenure procedures

 

Section A. Membership

  1. Members of the Department of Anthropology are tenured, tenure-track faculty, specialized faculty, adjunct instructors, post-doctoral fellows, and research and teaching assistants. The voting members of the department include those who hold the rank of Professor, Associate Professor, or Assistant Professor.
  2. Courtesy faculty and others may be invited to faculty meetings at the discretion of the Chair and faculty, and may serve as additional members on various committees at the request of the Chair and with their concurrence. Non-voting faculty, specifically visiting Teaching Faculty I and, specialized faculty may attend faculty meetings at the discretion of the faculty.

 

Section B. The Office of Chair

  1. The chair shall be appointed by, and serve at the pleasure of the Dean of Arts and Sciences. Department voting faculty members will respond to requests from the Dean about their preferences for a chair by providing a summary of faculty discussion regarding potential chairs and the results of a faculty vote. The Dean appoints a faculty member from outside the department to participate in these deliberations.
  2. The chair will serve for a length of time determined by the Dean, which is normally three years, and is eligible for reappointment.
  3. As chief administrator of the department, the Chair is responsible for providing annual assignments of responsibilities (AORs) for all faculty members (tenure track and specialized faculty); for annually providing in writing to each faculty member who has not achieved the highest rank possible and/or tenure, an evaluation of progress toward promotion and/or tenure; for evaluating each spring the performance of each faculty member during the previous calendar year (January 1 through December 31) in accord with the duties specified in the faculty member's annual assignment of responsibilities and recommendations from the review of the Promotion, Tenure and Evaluation Committee's (PT&E) evaluations; for making salary adjustment recommendations to the Dean, and again, will take into consideration the formal review of the PT&E committee. Other duties of the Chair are specified throughout this document.

 

Section C. Faculty Meetings

  1. At least one faculty meeting will be held during the fall and spring semesters, and more may be held at the discretion of the chair.
  2. Additional faculty meetings will be held at the discretion of the Chair or the request of three or more faculty members (excluding the chair). Such a request, along with the reason for the request, shall be made in writing to the Chair.
  3. The Chair shall provide an agenda prior to each meeting, and faculty members may request in writing that items be included on agendas.
  4. A quorum shall consist of two-thirds of the resident voting faculty (i.e., not on sabbatical or leave). If a quorum is not achieved, the meeting may proceed, but no votes may be taken.
  5. Minutes of departmental meetings are to be recorded by a faculty member, and this task shall rotate among faculty. If a faculty member does not volunteer to take minutes at a meeting, the Chair will appoint someone to do so. Within one day of each meeting, the minute taker shall send minutes to the faculty. Minutes will be corrected and approved at the next meeting, and will become part of the departmental archives that are kept by the office manager.

 

Section D. Voting

  1. A majority vote of those voting on an issue is required for its passage. The majority is to be based on percentage of votes cast, not the percentage of eligible voters.
  2. Voting members of the department who are on leave, sabbatical, or release time may vote on departmental issues with the understanding that they make an effort to inform themselves of the issue at hand.
  3. Voting faculty may, if they wish, assign their vote on specific issues by proxy to another member of the voting faculty. Assignment of proxies must be in writing to the Chair.
  4. Voting members not voting on an issue, either themselves or by proxy (including votes in the form of approve, disapprove, or abstain) are considered to have removed themselves from voting status on that issue.

Section E. Faculty Merit Raise Recommendations

  1. All faculty members will provide the Chair with an annual activity report by a given deadline in spring semester. The Chair will provide copies of the reports to the PT&E committee (Section F.4), and a file containing copies of these reports will also be available for reading by other interested faculty members. Evaluations will be conducted in compliance with the current Collective Bargaining Agreement and the current Faculty Handbook. Merit distributions may not be awarded uniformly to all faculty in the department. Upon request, the Chair will provide the Dean of Arts and Sciences with recommendations regarding salary increases. In formulating the recommendations, the Chair will take into account each faculty member's annual report on teaching, research and service activities balanced against their assigned percentages of efforts in these three areas, the PT&E committee's peer evaluation and their advice regarding salary increases (per Section F.4 below).

If the PT&E committee recommendations differ from the chair's both are forwarded to the dean.

Specialized Faculty will be evaluated using the same procedures as used for tenured or tenure earning faculty and, as with faculty, will be based on their Annual Assignment of Responsibility, the PT & E committee's evaluation, and other criterion identified in Appendix 1.

Sustained Performance Evaluations

Tenured faculty members will receive a sustained performance evaluation once every seven years following the award of tenure or their most recent promotions, which ever is more recent. This evaluation process will be conducted to comply with the requirements in the current Collective Bargaining Agreement.

 

Section F. Committees and Appointments

All committees stand in an advisory capacity to the Chair. At the discretion of the Chair, non-voting members of the faculty may serve on committees and may vote on the committee's decisions.

  1. The Graduate Affairs Committee (GAC) will be chaired by a Graduate Coordinator appointed by the Chair. The term of office will be up to three years, and may be renewed at the discretion of the Chair. The Chair will also appoint up to two additional faculty members to serve on GAC, which will have the following functions:
    1. Graduate admissions with the advice and consent of the voting faculty.
    2. Assigning graduate advisors to incoming graduate students with the concurrence of the faculty members concerned.
    3. Program review and preparation of an annual graduate student handbook.
    4. Revising graduate requirements with the approval of the voting faculty.
    5. Advising the Chair on assignment of graduate assistantships.
    6. Coordinating faculty preparation of annual graduate student status reports.
    7. Other tasks that the Chair may forward to the Graduate Coordinator
       
  2. The Undergraduate Affairs Committee (UGA) will be chaired by an Undergraduate Advisor appointed by the Chair. The term of office will be at the discretion of the Chair. The Chair will also appoint up to two additional faculty members to serve on UGA, which will have the following functions:
    1. Coordination of the department's honors undergraduate program.
    2. Responding to questions of undergraduate students who are referred to them by the department staff members or Chair.
    3. Responding to requests from the administration, which are forwarded to the Undergraduate Advisor by the Chair.
    4. Conducting undergraduate exit interviews at the request of the Chair.
    5. Helping with undergraduate checks at the request of the Chair or office staff.
    6. Other tasks that the Chair may forward to UGA.
       
  3. The head of the Curriculum Committee (CC) shall be appointed by the Chair, who will also appoint up to two additional faculty members. The CC will provide general advice to the Chair about overall curricular needs of the department, and will have the following functions:
    1. Help to formulate future curricular directions.
    2. Facilitate preparation of curriculum requests for approval by the Science Chairs Committee and other administrative levels
    3. Help with responses to requests from the administration for progress reports regarding curricular activities.
    4. Other tasks that the Chair may forward to CC.
    5. The voting members of the faculty will vote on the Curriculum Committee's recommendation.
       
  4. The Promotion and Tenure/Evaluation Committee (PT&E) will consist of three tenured or tenure line faculty members who are annually elected by the faculty. At least two of the members shall be tenured members of the voting faculty, and the Chair will appoint one of them as Chair. Deliberations of this committee will be conducted within the framework of the departmental policy statement on promotion and tenure, which specifies the criteria for promotion and tenure of tenure-track, and specialized faculty faculty (see Appendix 1), and current college and university policies. The PT&E committee will participate annually in peer evaluation as follows:
    1. The committee (acting as the Faculty Evaluation Committee) will read and evaluate the annual reports of all faculty members who have not achieved the rank of Full Professor or the highest rank possible in the case of specialized faculty. The committee will provide the Chair with written assessments of the progress each faculty member has made during the past year, and recommendations about what each should do to achieve promotion and/or tenure in the future. The PT&E Committee votes on all tenure and promotion binders. In addition, promotions to Full Professor are voted on separately by the Full Professors, while promotions to Associate Professor are voted on by both Associate and Full Professors. For tenure decisions, all of the tenured faculty and none of the untenured vote after the PT&E committee makes a recommendation to the Chair. All PT&E members vote on the specialized faculty. Special weight will be given to the evaluations of committee members who teach, or have taught, the courses the specialized faculty are teaching and constitutes a review by peers. Evaluations of specialized faculty will follow the same procedures as other evaluations taking into account their AOR. One specialized faculty member appointed by the chair will serve as a committee member for evaluation of other specialized faculty members. The specialized faculty member serving on the PT&E committee will be elected by the faculty and will rotate annually.
    2. The Chair will utilize the PT&E Committee's recommendations and reports to help formulate annual evaluations of each faculty member's performance. The Chair will provide annual letters of progress to all faculty members who have not achieved the highest rank possible.
    3. All PT&E members vote on the specialized faculty. Special weight will be given to the evaluations of committee members who teach, or have taught, the courses the specialized faculty are teaching and constitutes a review by peers. Evaluations of specialized faculty will follow the same procedures as other evaluations taking into account their AOR.
       
  5. Collections Management Coordinator: Given the extensive osteological, archaeological and ethnological collections curated by the department, The Chair shall annually appoint faculty members
    to coordinate faculty, student, and other research activities in these collections and to ensure compliance with state and federal curatorial requirements.
     
  6. The departmental representative to the Faculty Senate will be elected by the faculty for a term determined by current university policy
     
  7. Library liaison and media coordinator: One member of the faculty will be appointed annually (and may be renewed) by the Chair to coordinate library and instructional media resource needs.
     
  8. At the Chair's discretion, ad hoc committees may be formed and appointments made as necessary, and faculty members may be requested to perform various functions, e.g., service as it relates to missions of the department, college, or university. Ad hoc committees may occasionally be formed to address grievances, issues or goals entailed in the department's relationship with the National Park Service (SEAC), and other policies regarding use of department vehicles, space, and equipment.
     
  9. Recruitment of new faculty members: The department voting faculty as a whole discusses, decides, and votes on the areas in which to recruit at one or more faculty meetings that should be held in the spring. The chair requests one or more lines in a letter to the Dean that reports the department's deliberations on the matter. If the request is granted, an ad hoc search committee will be formed to implement the search. The committee will consist of three tenured faculty members elected by the faculty and the department chair will be an ex-officio member.
     
  10. When funds are provided for summer teaching appointments tenured faculty will be considered before specialized faculty or adjunct faculty. Appointments will be made no later than five weeks prior to the beginning of the first summer term. By February, requests for summer teaching will be solicited by email and by a printed posting in a prominent place in the department. Priority will be given to faculty who did not teach the previous summer.

Section G. Student Representation

  1. Graduate Student Representative (GSR): One active graduate student from the department will be elected by the Anthropological Society (an organization composed of all anthropology undergraduate majors and graduate students) to represent graduate student concerns to the faculty. The GSR shall attend and participate in all departmental faculty meetings, unless specifically excluded by a majority vote of the faculty. The GSR may not vote nor be present for discussions regarding other students or prospective students. The GSR will be elected prior to the last faculty meeting of spring semester and will attend that meeting along with the sitting GSR. At the Chair's discretion, the GSR may be invited to serve as a nonvoting member on a departmental committee.
  2. The Student Advisory Committee to the Chair shall be composed of one undergraduate major and one graduate student in the department of anthropology. They shall be elected by the Society. It shall be the function of this committee to bring to the attention of the Chair any matters deemed significant to the pursuance of our shared educational goals.

 

Section H. Amendment of the Bylaws

Any of the above operating procedures or specific policy statements referred to in the above may be changed at any time, by a two-thirds majority vote of the resident voting faculty. A proposal for change must be circulated for at least one month in advance of voting on the issue.

Faculty and staff members are expected to be familiar with and follow the Florida State University Substantive Change Policy as found on the university web site (http://provost.fsu.edu/sacs).

 

Appendix 1

(Department's Promotion, Tenure and Evaluation Committee & Chair; February 27, 2006, revision reflecting non-tenure-line faculty approved by secret ballot of majority of faculty Oct. 3, 2011). Revisions approved by secret ballot of the majority of the faculty on Feb. 20, 2014 (approved by the Dean of the Faculties; 11/14/06; and submitted to Dean of Arts and Sciences, Feb. 23, 2014)

 

PROMOTION, TENURE AND EVALUATION GUIDELINES

Department of Anthropology

This document outlines how members of the Department of Anthropology measure productivity in teaching, scholarship, and service in meeting the University criteria for promotion and tenure (Faculty Handbook, 10.4.2). These three areas are the focus for promotion and tenure considerations. Anthropology is a discipline positioned at the conjunction of the physical and biological sciences, social sciences, and humanities. Anthropology has been called the most scientific of the humanities and the most humanistic of the sciences. This characterization provides an apt introduction to the discipline and highlights its diverse nature. Evaluations are based on the Annual Assignment of Responsibilities. In situations where faculty do not have duties in teaching, research and service as part of the Annual Assignment of Responsibilities, faculty will be evaluated on the duties specifically identified in the AOR.

By tradition, anthropology is divided into four fields (subdisciplines): socio-cultural anthropology, physical anthropology (also called biological anthropology), archaeology, and linguistic anthropology. Although the historical strengths of the faculty and programs at Florida State University have been in archaeology, all four fields are now represented by the faculty at FSU which makes ours a "four-field department." Anthropology is a holistic discipline that considers a broad range of issues and time periods. Its analytical tools are applied within cultural, biological, evolutionary, and scientific frameworks. As such, anthropology is interdisciplinary, often incorporating perspectives or theoretical concepts from other disciplines. A critical factor in understanding anthropological research is the central position of fieldwork, which is broadly defined as an experience of immersion as a participant observer or analyst in another culture, in a natural setting where nonhuman primates may be observed, in excavation projects, or in museums.

 

PRODUCTIVITY MEASURES

A) Teaching

Excellence in teaching is a high priority goal that all faculty members are expected to strive for and to expend significant efforts toward achieving. Faculty are expected to share in the responsibility of teaching at both the undergraduate and graduate levels. Faculty are encouraged to become involved in teaching Liberal Studies classes, thereby gaining experience in interacting with a diverse group of majors as we fulfill our mission of offering a liberal arts education. New faculty members usually teach only one course during their first semester; other faculty are normally expected to teach two courses per semester. Candidates for tenure and promotion and for promotion at each level are expected to provide up-to-date and relevant lecturing in the classroom, in addition to excellent training for graduate students; and to set high standards in their scholarly activities as examples for their students. They are expected to advise master's degree and PhD degree students, and to have an established research program that includes participation by graduate students. Candidates for promotion to Full Professor are expected to have recruited and supervised graduate students.

Teaching shall be evaluated by a number of instruments including: student evaluations (from SPCI or other Evaluation Forms), in-class visitation(s) by members of the Promotion and Tenure and Evaluation Committee (PT&E), volunteered and solicited comments from students and former students, evaluations from colleagues who have direct knowledge of the candidate's teaching, and evaluations of syllabi and other class materials. In addition, the PT&E will evaluate lists of courses taught, graduate student committees served upon, and graduate students supervised during the relevant period. Mentoring activities will be evaluated including direction of projects resulting in publication by and with students, and placement of students in career positions. Publications of pedagogic articles, and receipt of teaching awards will also be taken into account.

 

B) Scholarship

Faculty members are expected to establish research programs that will bring national and international recognition to the department and to FSU. For promotion to Associate Professor and tenure, there must be clear evidence of a sustained research effort resulting in publication that has moved the candidate beyond his or her specific dissertation topic. Candidates should have begun to have an impact on their fields, and should be clearly poised for continuing to do so. For promotion to Full Professor, there must be clear evidence that the candidate has contributed significantly to the scholarship of his or her field.

The PT&E Committee will evaluate the faculty member's scholarship by assessing a number of factors including the extent to which candidates have published research results in refereed professional journals, including those considered to be top-tiered. Scholarly articles should be submitted regularly, and are expected to appear relatively consistently over a number of years. For all subfields, sole or first authorship is expected on a reasonable percentage of peer-reviewed papers. Books are also desirable, and it is understood that book proposals (including those for edited volumes) are usually reviewed by editors who may seek input from peers. Although they do not carry the same weight as peer-reviewed articles in professional journals, articles or chapters that appear in edited works (and are sometimes subject to peer review) also count favorably in the evaluation of scholarship. Archeologists are expected to participate in primary field or museum collections research, analysis, and publication of results in peer-reviewed outlets such as monographs, professional journals, or edited volumes published by university or professional presses. These publications provide complete accounts of all phases of the research and constitute primary sources of data for the archaeological profession. For cultural anthropologists, a book or monograph based on ethnographic fieldwork is desirable, especially if it is published with a university or professional press.

Other publications may include technical reports, museum exhibitions, book reviews, scholarly notes and letters, and the publication, performance, and exhibition of creative works. Candidates will also be evaluated on the extent to which they have volunteered to present results of their work at national or international professional meetings, symposia, workshops, etc., as well as the number of invitations they have received to present such scholarly reports at prestigious institutions and meetings. Candidates are also expected to demonstrate that they have received funding at a level adequate to support their research over a significant interval of time, preferably from at least some sources that involve competitive peer review (e.g., the National Science Foundation, Wenner-Gren Foundation for Anthropological Research, National Institutes of Health). Finally, the department places strong emphasis on the opinions regarding a candidate's suitability for promotion and tenure that are provided by scholars from other institutions who are recognized as international experts in their fields.

 

C) Service

Faculty are expected to be good departmental citizens and to share the load of committee assignments, academic advising, recruiting of graduate students and new faculty. Faculty should also be willing to represent the department on committees or assignments at the college or university level. Service to the profession is another key component of service that brings recognition to the department and to FSU. Such service may include journal editorships, serving on editorial boards, serving on review panels, holding office in professional organizations, and serving as peer reviewers for the evaluation of manuscripts, books, journal articles, and research proposals. Work in the community is also an important aspect of service, and may include membership and office in governmental or other advisory committees, and public relations activities such as presentations to civic and community organizations and public outreach through media.

The PT&E Committee will evaluate candidates' service record by collecting relevant data on the above activities. The department will use the approved FSU rating scheme (see below) and are based on the AORs:

Substantially exceeds FSU's High Expectations: describes a faculty member who far exceeds performance expectations during the evaluation period and achieves an extraordinary accomplishment or recognition in teaching, research and service, which may include several of the following: highly significant research or creative activities: demonstrated recognition of the individual by peers as an authority in his/her field: securing significant external funding; attaining significant national or international achievements, awards and recognition.

Exceeds FSU's High Expectations: describes an individual who exceeds expectations during the evaluation period by virtue of demonstrating noted achievements in teaching, research, and service, which may include several of the following: high level of research/creative activity, professional obligations, willingness to accept additional responsibilities , high level of commitment to serving students and the overall mission of the Department, involvement/leadership in professional associations, initiative in solving problems or developing new ideas. Examples of these criteria include, but are not limited to high profile presentations or publications including books and monographs, substantial service to the Department, University or professional community, an award for teaching, research of service.

Meets FSU's High Expectations: describes an individual who demonstrates the requisite knowledge and skills in his/her field or specialty and completes assigned responsibilities in a manner that is both timely and consistent with the high expectations of the university.

Official Concern: describes an individual who demonstrates the requisite knowledge and skills in his/her fields of specialty but is not completing assigned responsibilities in a manner that is consistent with the high standards of the university.

Does Not Meet FSU's High Expectations: describes an individual who fails to demonstrate with consistency the knowledge, skills or abilities required in his/her field of specialty and/or in completing assigned responsibilities.

A Performance Improvement Plan (PIP) is required when a non-tenured faculty member receives a 'Does Not Meet FSU's High Expectations' ratings and a tenured faculty member may be placed on a PIP if they receive this rating on three or more of the previous six performance evaluations.

The PT&E Committee will rate each faculty member excepting themselves and spouses/partners. Ratings on a scale of 1(low) to 10(high) will be assigned separately to teaching, research and service. The Committee will complete its ratings of faculty in time for the ratings to be used by the Chair in completing Annual Evaluations and Assignments of Responsibilities (usually by March 15th).

The PT&E Committee will meet in March and use the evaluations to provide written input to the chair on each untenured faculty on a tenure track and each faculty member who is not at the full professor level. Letters will be countersigned by the faculty members to whom they are issued. The same process applies to specialized faculty.

The chair, upon recommendations and advice of the Promotion and Merit Committee will provide an annual letter of evaluation. The PT&E Committee (as per the Collective Bargaining Agreement and Faculty Handbook Criterion) will also provide the chair a regular PT&E review for Assistant Professors in the second and fourth years.

The department procedures and criterion for promotion of specialized faculty follow the Collective Bargaining Agreement.

These evaluation procedures will be effective January 1, 2013.

Legacy Sort
9
Legacy Priority
2