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V. FACULTY BYLAWS

(Revised 1/6/2020)

Table of Contents

Section 1. Promotion and Tenure ................................................................................. 2

2.3 Evaluation of Teaching .................................................................................... 15

2.4 Evaluation of Service ....................................................................................... 16

2.5 Conclusion ....................................................................................................... 16

Section 3 Salary .......................................................................................................... 17

Section 4 Evaluation of Faculty ................................................................................. 18

4.1 Evaluation of Tenured and Tenure-Track Faculty .......................................... 18

4.2 Evaluation of Adjunct Professors .................................................................... 18

Section 5 Faculty Teaching Loads and Scholarship Expectations ............................. 18

Section 6 Faculty Research Leave Program ............................................................... 18

Section 7 Outside Activity Policy .............................................................................. 21

Section 12 Students Having Academic Difficulty – Faculty Responsibility ............. 24

Section 13 Legal Research and Writing Program ...................................................... 24

Section 14. Specialized Faculty: Clinical and Legal Writing Faculty .......................... 24

14.1 Classification.................................................................................................. 24

14.2 Promotion Committee ..................................................................................... 24

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14.3 Promotion Evaluations .................................................................................... 25

Section 15 Responsibility to Meet Classes ................................................................ 29

Section 16 Substantive Change Policy ....................................................................... 29

Section 1. Promotion and Tenure

1.1.1 Committee Membership. A Promotion and Tenure Committee

(Committee) composed of five tenured, full professor members of

the College faculty shall be elected at a meeting of the tenured and

tenure-earning College faculty. The eligible voting faculty shall

also elect one of the Committee members as chair of the

Committee, who will also serve as the College’s representative to

the University Promotion and Tenure Committee. No faculty

member shall serve more than two consecutive years on the

Committee. Terms on the Committee will be staggered to ensure a

partial rotation each year.

1.1.3 Description of General Areas of Consideration. The Committee

shall conduct evaluations within its scope of responsibilities to

ensure that the College promotes faculty effectiveness in four

areas: (1) teaching; (2) scholarly research and writing; (3) other

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service within the profession; and (4) contribution to the College

and University.

1.1.3.1 Teaching. Teaching effectiveness includes

presenting knowledge, information, and ideas by

means or methods such as lecture, discussion,

assignment and recitation, demonstration, practical

exercises and experiences, and direct consultation

accepted standards of professional behavior in

meeting responsibilities to students.

1.1.3.2 Scholarly Research and Writing. Effectiveness in

scholarly pursuits focuses on the contribution to the

body of scholarship in law, legal education, and

related disciplines. Evidence of research and

writing shall include, but not be limited to:

published books; articles and papers in academic

and professional journals; papers presented at

meetings of academic and professional societies;

and professional communities of the body of work.

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1.1.3.3 Other Service within the Profession. Service within

the profession focuses on work in appropriate

professional organizations; participation in

professional meetings, symposia, conferences, and

workshops; and participation on local, state, and

national governmental boards, agencies, and

commissions.

1.1.4 Procedures for Evaluation of Areas of Consideration

1.1.4.1 Teaching Effectiveness

1.1.4.1.1 Generally. The Committee shall utilize

whatever procedures it deems reasonably necessary

in reaching informed and fair decisions concerning

teaching effectiveness and shall supply, upon

request, to the candidate or to the full faculty if so

required by these rules, the basis for its judgment, to

the extent feasible. Consideration shall be given to

regularly-administered student evaluations, but

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1.1.4.1.3 Supplementary evidence. Additional

possibilities for developing supplementary evidence

to support Committee decisions include:

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questionnaires and, if possible, personal interviews

of a representative panel).

1.1.4.2 Scholarly Research and Writing

1.1.4.2.1 Normal standards. No specific guidelines for

research and writing are set forth for persons in the

ranks of assistant and associate professor. As a

Law Schools, a law journal edited by faculty from

such schools, or an equivalent journal publication.

The Committee may consider a given piece worth

more than one unit, or in an unusual case such a

piece may be assigned a lesser value. Other written

pieces published or accepted for publication,

including books, monographs, articles in other

appropriate publications, book reviews, and the like

will receive appropriate unit valuation from the

Committee. Factors relevant to deciding the

the candidate's scholarship from recognized

authorities.

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1.1.4.3 Service within the Profession

1.1.4.3.1 Normal Standard. This norm by nature is the

vaguest of all because of variables such as the

amount of available time; the nature of the faculty

member's academic interest; and opportunities for

service through law revision commissions, state bar

committees, AALS, ALI, ABA, AALL committees,

1.1.4.3.2 Procedures for Evaluation

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1.1.4.4 Contribution to College and University

1.1.4.4.1 Normal standards. Each faculty member is

expected to carry out a fair share of Committee

duties and, as applicable, administrative duties in

the College of Law and throughout the University.

This norm will vary greatly depending upon the

needed Committee participation, the administrative

1.1.5 Transmission and Review of Committee Decisions

1.1.5.2 Promotion - Review of Committee Decisions

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1.1.5.2.1 When the vote of the Committee is

unanimously favorable to the candidate on a

specific issue relating to promotion, no further

faculty consideration is required.

1.1.5.2.2 When a vote is not unanimously favorable to

the candidate, the issue shall be submitted to the

tenured and tenure-earning faculty who hold a rank

University rules regarding “reasons for Negative

Ballots for Promotion and/or Tenure.”

1.1.5.3 Tenure - Meeting of Tenured Faculty and Secret

Ballots. The Committee shall make its

recommendation on tenure to the tenured members

of the faculty and conduct a vote by secret ballot.

The Committee shall transmit the results of the vote

to the Dean.

1.1.5.4 Procedure for Counting Secret Ballots of Faculty.

Whenever a secret ballot is provided for under these

Committee's recommendation. The Dean shall

provide the faculty with a written explanation of an

for each of the courses in that semester, and to relate those courses

to the faculty member’s teaching package since appointment to the

faculty. This meeting can also be used by the faculty member to

provide the committee with information about teaching functions

performed outside of the classroom (e.g., moot court coaching,

DIS supervision).

2.4.1 The Committee will consider any evidence of service submitted by

the faculty member being reviewed. This evidence may include,

but is not limited to:

expertise and experience as a legal scholar and

teacher to contribute to the public good.

2.4.2 The Committee’s review of the service component of the faculty

member’s performance will take into account the nature of the

demands of scholarship and teaching early in a career. Satisfactory

progress toward tenure with respect to service may be

demonstrated by formal and informal participation in the

governance of the College of Law at a level that is appropriate for

someone in the first three years of an appointment.

enhance performance in any area in which progress toward tenure

is less than satisfactory. The review is not designed to produce a

retention recommendation by the Committee, but the report of the

Committee will be transmitted to the Dean for use in the annual

evaluation of the faculty.

2.5.2 The results of the review will be communicated to the

2.5.3 The results of the review will be included in the faculty

University policies regarding salaries of law faculty members should recognize

that law school salaries must be responsible to competitive forces within the law teaching

profession and to competition with the practicing bar and government agencies for

qualified persons. Faculty salaries should be based on merit, and it should be recognized

that neither rank nor period of service compels or prohibits the advancement of a faculty

benefits to the faculty member, the College of Law, the University, and the

profession. An up-to-date vita should be submitted with a listing of assignments

of responsibilities and courses taught in the last two academic years, a statement

of any other income anticipated to be earned, whether received or not, while on

research leave and a statement that the applicant agrees to comply with the

conditions of the research leave as indicated in this policy. Justification should be

submitted if the research leave is to be spent other than in residence at the Florida

the benefits of the proposed program to the faculty member, the College of Law,

the University, and the profession. The length of time since the faculty member

was relieved of teaching duties for the purpose of research or other scholarly

activities, the fact of a term as a visiting professor and the elapsed time since the

competing applicants have been away from the College of Law shall also be

considered in ranking the applicants. Ordinarily, academic year research

assignments shall not be recommended by the Committee more frequently that

once every three years.

6.4 A faculty member may be required to postpone an approved leave for up

to one academic year if such faculty member's courses are neither temporarily

the summer.

6.6 During any leave, contributions normally made by the University to

retirement and social security programs shall be continued on a basis proportional

to the salary received. Contributions normally made to employee insurance

programs and other employee benefit programs shall be continued during the

research leave.

6.7 Annual and sick leave for which the faculty member is eligible shall

continue to accrue on the basis of a full-time appointment during the period of the

6.9 The faculty member must provide to the Dean of the College of Law a

brief written report of the faculty member's accomplishments during the research

leave and at least one copy of any research or other product resulting in whole or

part from work undertaken while on leave.

6.10 While on leave, the faculty member shall be eligible to receive college-

support services such as secretarial assistance, research assistance, and travel

funds. The request for such support should be detailed as part of the leave

proposal. The faculty member's entitlements in this regard must be worked out

with the Dean and communicated to the faculty member in writing.

6.11 While on leave, a faculty member shall be permitted to received travel and

salary increments. The faculty member's assigned duties for the period of the

leave shall be the program as proposed. Program changes must have the prior

approval of the Dean.

6.13 Publications which have resulted in whole or in part from work

undertaken while on research leave shall contain an acknowledgement of the

support of the Florida State University, College of Law.

6.14 Untenured junior faculty shall be eligible for summer research leaves but

applications of tenured faculty shall be given priority in the evaluation process.

Outside activity is permitted only insofar as it does not interfere with a faculty

member's regular presence in the law school and availability for consultation and

interchange with students and colleagues, i.e., with the ability to discharge a full range of

academic responsibilities, and presents no conflict of interest for the College or the

University. Outside activity is encouraged insofar as it is demonstrably of public service,

is a source of novel enriching experience that can be directly utilized in the person's

capacity as a teacher and scholar, or is undertaken primarily to increase the faculty

full academic responsibilities. In no case shall outside activity occupy more than 20% of

a faculty member's occupational time. A violation of the standards set forth in this policy

is a breach of academic trust which should subject a regular offender to termination of his

or her employment as a full-time faculty member.

Each faculty member shall, therefore, adhere to the letter and to the spirit of all

University rules in connection with outside activity, and in addition, shall (except for

such matters as are clearly de minimus in time or compensation) submit to the Dean, in

instructors (in those instances in which the faculty votes on such

individuals).

10.1.2 Rules governing eligibility for, and the duration of, employment of

any position of instruction or senior administration at the College

of Law.

10.1.3 Revision of the first-year curriculum or required courses.

10.1.4 Changes in the requirements for graduation.

10.1.5 The adoption, abolition, retention, or substantial alteration of any

program of instruction.

10.1.6 The adoption or abolition of any program reasonably projected to

pres, under which an absentee ballot would not be defeated by an

amendment that slightly changed the issue on which the ballot was

cast, as long as a clear intent could be inferred.

10.2.2 Amendments that substantially transform the vote in a manner that

absent members could not have foreseen should be postponed for

consideration at a later meeting, or held open for a specified

period.

10.2.3 It is the sense of this policy that a faculty member will not exercise

the right to vote by absentee ballot unless that member has a good

reason for missing a meeting.

which such faculty member has been teaching. Course assignments should be made on

the basis of academic qualifications and needs, as assessed by the faculty, administration,

or Curriculum Committee.

Section 13 Legal Research and Writing Program

Legal Research and Writing instructors shall be hired only on an annual basis and

may be rehired annually, based upon performance evaluations including review of

official student evaluations. The initial and subsequent hiring document(s) for each

instructor shall contain these provisions and shall clearly indicate that the positions are

not tenure-track.

Section 14. Specialized Faculty: Clinical and Legal Writing Faculty

14.1 Classification

14.3 Promotion Evaluations

14.3.1.1 The period of time in a given rank before a teaching

14.3.1.2 Notwithstanding the foregoing, demonstrated merit, not

14.3.2 Standards

14.3.2.1 Promotion is attained through meritorious performance