In all review cases, the weight given to teaching must be considered in light of other demands made on the faculty member by hiring agreements or activities necessary to fulfill the unit’s mission. For example, a candidate may have been hired with the understanding that the workload would include administrative responsibilities or may have received resources for scholarly activities that include a reduced teaching workload. Specific teaching responsibilities will occur through dialogue between the faculty member, the IHS chair, and/or the chair of the IHS PC (other committee members also may be involved) and will reflect the goals and needs of the program (including interdisciplinary teaching, if applicable) and the professional goals of the individual faculty member.
The IHS chair shall provide a written record of decisions that may later affect promotion decisions to the faculty member and copies retained in his/her permanent file. To this end, the candidate must maintain accurate documentation (e.g., summary notes of conversations with the IHS chair, email correspondences) of any changes in workload and expectations that may occur during the pre-promotion period. These documents may be used in the evaluative materials submitted by the candidate at the time of review.