Further instructions and examples are housed in the SharePoint site. The contents of the cover letter are as follows:
Teaching philosophy: A teaching philosophy is a self-reflective statement of your beliefs about teaching and learning. It should also discuss how you put your beliefs into practice by including concrete examples of what you do or anticipate doing in the classroom.
Professional philosophy: A professional philosophy, or mission statement, sums up what you value in your profession and what your beliefs are about your work and goals. This section of the cover letter explains “the way we, as professionals, view our jobs, coworkers, and relationships,” our “educational/professional aspirations” and “incorporating our values into daily performance” (Bruner).
Explain inconsistencies (optional): This space is provided for the faculty member to describe any inconsistencies in formal evaluations or student evaluations. Take this opportunity to explain any irregularities or inconsistencies. For instance, explain why you may not have two classes of student evaluations in a given semester or how you experimented one semester with a new online tool that created a major drop in your student responses. Perhaps after receiving your summative evaluation, there is something you need to explain to the committee.
*The ideal length of this section will be three (3) pages, single spaced.
Further instructions and examples are housed on the SharePoint site. The contents of this tab will include an updated Curriculum Vitae (CV) or resume.
- A CV is a brief account of a person's education, qualifications, and previous experience typically sent with a job application.
- CV/Resume Hybrid is the format to use if your industry or experience prefers a resume to having a traditional academic CV.
Further instructions and examples are housed on the SharePoint site.
The contents of this tab will include all major evaluations since your hire date or previous promotion.
Note: You may want to refer to your previous annual Strengths Based Coaching reports in order to create the faculty narrative of the Summative Evaluation, but these are not included in your promotion portfolio.
Pre-2016 Formal Evaluations: Include all pre-2016 formal evaluations from your last promotion or hire date, excluding coaching sessions. The last of these evaluations should have taken place in FY 2014 and are housed in WingSpan. Contact Human Resources for help locating the signed copy with comments of both the employee and direct supervisor. For employees hired 2015 and later you will not have the older version of the faculty evaluation.
Summative Evaluation: This evaluation will happen at least once every five (5) years or the semester before promotion. With the promotion cycle of CWI, we will require the faculty member and their direct supervisor to complete the summative evaluation in the fall semester prior to promotion cycle. The time frame for this evaluation will begin from your hire date, your last promotion, or your last five-year Summative Evaluation. The summative refers to information in an updated FPAR. The faculty member’s supervisor should preform a teaching observation within one (1) year of writing the summative evaluation.
Dean Evaluation: When an associate professor takes on rank responsibilities at the school level, goal setting and communication with the school’s dean is an important step in this new role and as a full professor. The Dean Evaluation has two portions that span a five-year period.
- Goal Setting: Starting in the first year of rank at associate professor, the faculty member meets with their dean every five (5) years for a formative conversation about the faculty member’s strengths and interests and how those can contribute to initiatives in their school. Those goals are agreed upon and recorded below, as well as in the FPAR. These goals may be amended with additional meetings over the five-year period.
- Evaluation: When an associate professor is preparing for promotion to full professor, and for subsequent five-year Summative Evaluations, the faculty member participates in the evaluation with their dean. The evaluation is focused on the faculty member’s contribution to school initiatives.
The contents of this tab will include student evaluations. Further instructions and examples are housed on the SharePoint site.
Student Evaluations
- Begin with the cover sheet, Student Evaluation Grid.
- Arrange evaluations (including student comments) in order from oldest to most recent, including the fall semester before submitting your portfolio.
- Include the student evaluations from two (2) courses per semester from your hire date, five-year Summative Evaluation, or the spring semester of the last promotion portfolio. As you only have to add two (2) evaluations per semester, pick your best evaluations that show a range of the classes you teach with a high response rate.
Duties As Assigned
If you are in a position where you did not teach at least two (2) courses in any semester included in the portfolio, please explain the situation in the inconsistences section of your cover letter.
Further instructions and examples are housed on the SharePoint site.
The contents of this will include a complete Faculty Activity and Reporting Form (FPAR).
The FPAR must be completed from the last date of promotion or hire date. This will include teaching, institutional engagement, and professional development. A handwritten or digital signature is acceptable.