Rewarding and Recognising Teaching in BMS
Both within and outside BMS and the UT, there is currently a great deal of attention for talent development and for more diversity in scientific careers. For Rewarding Teaching, the UT has developed a career framework based on Ruth Graham's research.
The policy of the BMS faculty is that rewarding teaching programmes are always linked to (current) innovation projects, and therefore part of the BMS Teaching Academy. By carrying out various innovation projects, it is possible for an instructor to collect "evidence" (a form of evidence) in order to demonstrate his/her ability to function at a certain "level".
The Teaching Academy can support instructors who opt for a career that is more focused on education. The Teaching Academy does not assess this, for which the faculty has a career committee.
The Career Framework for University Teaching of Ruth Graham
Graham distinguishes four levels of educational performance and has defined for each level the sphere of influence, promotion criteria and the forms of evidence to demonstrate the teaching level.
The 4 levels and the (cumulative) promotion criteria :
- level 1: effective teacher;
- level 2: skilled & collegial teacher;
- level 3: institutional leader in teaching & learning; or Scholarly teacher;
- level 4: national/global leader in teaching and learning)
