Faculty meetings occur on Friday afternoons from 2:00 – 4:00, several times throughout the school year. For the current year’s dates, please visit http://questromworld.bu.edu/faculty-key-dates/

Your departmental chair will call meetings, usually on a monthly schedule. Chairs for this academic year are:

Administrative support is available to each department from Senior Program Coordinators, who report to two Administrative Services Leads. Coordinators provide daily clerical and project-based assistance to the department faculty, including faculty hiring and reappointment paperwork processing, departmental expenses preparation and tracking, and general faculty support. Coordinators also act as knowledge resources for both Questrom and University-wide information.

To reach the Academic Support department regarding any inquiry or support need, please email qstacademicsupport@bu.edu or call 617-353-1757.

Adjunct faculty should be aware that traditional office support is not available in the evenings. As such, photocopying and meetings with program staff should be planned during regular office hours. Planned IT requests such as lecture capture or video conferencing must be made through questromhelp@bu.edu with at least 24 hours’ notice, so that adequate IT staffing arrangements can be made.

Immediate support involving unplanned technological issues in classrooms should be requested through our Help Desk by calling 617-353-9858, or simply 3-9858 from a campus phone.

For emergency assistance of any kind, our campus police are on hand throughout the day/night and can be reached at 617-353-2121 (3-2121 from a campus phone).

A faculty and staff lounge is located on the fifth floor abutting the atrium. It includes comfortable seating, digital signage, and an array of periodicals.

-Information to be added soon-

Each January, all full-time faculty members must submit an annual report via the Faculty Annual Report System. These reports are then used in the School’s annual merit review process.

Performance evaluations take place in two stages each spring, and evaluate each full-time faculty member’s performance during the previous calendar year. In the first stage of the process, department chairs review materials submitted as part of each faculty member’s annual report and prepare a preliminary evaluation of performance in the areas of teaching, research and service. Then, over one and one-half days of meetings, all eight department chairs, the Dean, and the Senior Associate Dean for Faculty & Research discuss the contributions of each full-time faculty member.  Additional input on service is sought from the School’s Graduate and Undergraduate Academic & Career Development Centers.

Reviews are conducted by cohort (tenure track untenured assistant with less than 3 years since PhD; tenure track untenured assistant with more than 3 years’ service; tenured associate; tenured full; non-tenure track professorial; and lecturer faculty). This enables important comparisons of faculty across similar roles and stages of professional development.  Performance evaluation letters are issued to full-time faculty in late spring.

In June, proposed merit salary increase recommendations for the upcoming Academic Year are submitted to the Provost. These recommendations are based on individual faculty performance during the previous Calendar Year.  Salary increase letters are mailed in September, after merit recommendations are approved by the Provost.

“Lecturer faculty” are full-time faculty who hold the ranks of Lecturer, Senior Lecturer, or Master Lecturer at the Questrom School of Business. The Lecturer role comprises both teaching and service activities, and promotion and merit decisions are determined by performance in these two major areas of responsibility. As is true for professorial faculty on the research track, expectations for levels and types of service vary by rank. Expectations are highest for Master Lecturers, though service is fundamental to all Lecturer faculty.

There exists a structured process by which Lecturers may be considered for promotion as Senior Lecturers, and Senior Lecturers may be considered for promotion as Master Lecturers. The process includes identification of the steps to be followed in the promotion review for lecturer faculty, criteria to be used in assessing promotion, evidence that will be considered in the assessment, and typical deadlines in the promotion cycle. It is hoped that the process will benefit lecturer faculty by (1) providing clarity, transparency and integrity to the promotion process and (2) furthering the professionalization of the Lecturer track.