UMBC’s Faculty Handbook can be found here. Departmental guidelines for P&T must be revised to align with these changes to UMBC’s Faculty Handbook:
6.2 UMBC CRITERIA FOR FACULTY APPOINTMENT AND PROMOTION
UMBC’s abiding commitment to inclusive excellence requires that faculty contributions to diversity, equity, inclusion, and accessibility receive recognition and reward in the academic review process. When present in the dossier, contributions in all areas of faculty achievement that promote diversity, equity, inclusion, or accessibility should be given due recognition in academic review processes, and should be evaluated and credited in the same way as other faculty achievements. UMBC also recognizes that many faculty members engage in mentorship activities or other forms of labor which deserve to be recognized and rewarded in all levels of faculty review.
6.4.1 Preamble
Each department shall create and periodically review guidelines for promotion and tenure that reflect UMBC’s values, mission, and vision, as appropriate to the department’s discipline/fields. The department policies should include consideration of community engagement, interdisciplinarity, technology transfer, inclusive excellence, and advancing knowledge. Policies should include criteria for promotion for faculty ranks to Associate Professor, Professor, Senior Lecturer, and Principal Lecturer.
Each department shall specify in writing which members of the department have the authority to establish and revise the Departmental Guidelines. Each department shall also specify in writing the procedures for the periodic review and revision of the policy.
6.4.2 Research
v. Establish principles for the description and value of collaborative research, community engaged research, interdisciplinary research, and contributions to diversity, equity, inclusion, and accessibility.
6.4.3 Teaching
ii. Outline the expectations related to teaching effectiveness as it pertains to undergraduate and/or graduate student success in gaining field-specific skills, including, where applicable, development of effective strategies for meeting the needs and advancing students in under-represented groups.
vii. Establish principles for description and value of collaborative teaching, community engaged teaching, interdisciplinary teaching, and advancement of diversity, equity, inclusion, and accessibility in curriculum, classroom, and mentoring practices.
6.4.5 Service
iii. Establish principles for the description and value of service contributions to the department, college, university, and profession in the areas of collaboration, community engagement, interdisciplinary activities, diversity, equity, inclusion, and accessibility.
Additional Considerations
Candidates now have the option to include their DEIA efforts in their self-assessments, and P&T committees must recognize and value these achievements when they are present in the self-assessment:
6.3.2 Dossiers and Outside Opinions
. . . If applicable to the candidate, the self-assessment should also discuss achievements in promoting diversity, equity, inclusion, or accessibility in the areas of scholarship, teaching and service . . .
Mentoring plans must now include a description of when and how departmental expectations for teaching, research and service are conveyed to faculty:
6.4.6 Mentoring of the Candidate
ii. Describe when and how the expectations for teaching, research, and service are conveyed to faculty.