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Computing That Serves

Brief Outline of New Faculty Expectations in the BYU CS Department

Read the full document here.

Research

  • Cultivate and support a substantive research effort involving students.
  • Seek external funding to support the students and overall research effort. Write at least one quality proposal a year (especially if there is no current external funding).
  • Publish in quality refereed forums. Roughly and on average, a faculty should publish at least 2-3 refereed articles a year with about 1/year being in a quality journal.

Teaching

  • Conscientious preparation and delivery of course content.
  • Respond to appropriate concerns from students.
  • Strive to continually improve teaching, stay current in course areas, and ensure that content is relevant to the student's long term needs.

Citizenship

  • Through daily example and explicit efforts, seek to support the BYU mission, build the Kingdom of God, and be a blessing to students, colleagues, and fellowman.
  • Participate in strengthening and improving the department and university through:
    • conscientious attention to committee assignments,
    • attendance and contribution at faculty meetings, thesis proposals and defenses, spring research seminar, etc.,
    • attendance at colloquia, devotionals, graduation exercises, etc.,
    • and through word and self-initiated action in general.

Notes

  • All three of the above categories are considered equal in importance and all three should be done well to achieve continuing status. However, they do not necessarily require the same time allocation nor will that allocation be the same for all faculty. Each faculty member should strive to find the best balance of time and resource usage in order to succeed in all three areas.
  • Although this is addressed to new faculty, it overviews basic expectations for all faculty. It would be inappropriate for a faculty to act significantly differently before rank and continuing status decisions vs. after. The approach to the above expectations might evolve after continuing status (e.g. a faculty might launch into a riskier research area), but the effort in each expectation should not decrease. In desiring to join the faculty the above basic expectations should be what the candidate "wants" to be involved in and productivity should thus continue apace based on self-motivation, and should most likely increase with experience. (i.e. it should be fun!)
  • External consulting/overload is a privilege (not a right) granted when a faculty member is consistently producing good results given the above criteria. A faculty member struggling in the above expectations should give attention to these departmental issues above any external involvement. Any external consulting must be accompanied by a written statement to the department Chair detailing the nature of the work and the time commitment on the part of the faculty member. This statement should be initialed and annotated by both the faculty member and chair with a copy kept by each. It is preferable if external consulting relates to and directly supports the above expectations, enhancing research programs within the department, providing students with research experience and funding, opportunities to publish, and timely progress in their graduate program. In no case should combined consulting/overload exceed one day per week. Consulting which does not support department goals should typically be kept at no more than two days per month. Exceptions to the latter should be approved by the chair.