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The policies and procedures for reappointment are included in the University policy and procedures regarding Faculty reappointment (See, University Policy Register 3342-6-16).  Each academic year, reappointment guidelines for �鶹ӰԺ and Regional Campus faculty are distributed by the Office of the Provost.  Probationary tenure-track Faculty members are reviewed by the Department’s Ad Hoc RTP Committee (See, Section III of this Handbook).  The FAC, in consultation with the Chair, assigns at least one Faculty member to visit representative classes of each probationary Faculty member and generally evaluate the Faculty member’s teaching performance.   A written report of the evaluation is submitted to the Chair for placement in the Faculty member’s reappointment file.  Probationary Faculty will also create an updated file that is presented to the Chair, who will make these materials available to the Ad Hoc RTPC. Each probationary Faculty member is discussed by the RTPC, which then votes on the Faculty member’s reappointment.  The Chair independently assesses the accomplishments of each probationary Faculty member and forwards her/his recommendation and the RTPC's recommendations to the Dean.  The Chair informs probationary Faculty member of the RTPC's recommendations and provides a copy of her/his recommendation to the Dean. For Faculty members whose appointment is on the Regional Campuses, recommendations on reappointment from the Chair are forwarded to the Dean and the appropriate Regional Campus Dean.

For probationary Faculty, reappointment is contingent upon demonstration of adequate progress toward the requirements for tenure.  Moreover, the Faculty member must have established and articulated short and long term plans for achieving these goals.  A sound ethical approach to all aspects of teaching, research, publication, and the academic profession is expected of all who seek reappointment in the Department.

For Faculty members following the traditional tenure clock for Assistant Professors, the review after completion of three (3) full years in the probationary period at �鶹ӰԺ is particularly critical. Upon completion of the third year of the probationary period, Faculty reviewing a candidate for reappointment should consider the cumulative record of the candidate’s achievements to date and their impact on the discipline.  This record should be considered a predictor of future success.  The research record can be demonstrated through review of the candidate’s peer reviewed publications and accepted publications (with quality valued more highly than mere quantity) and her/his record in grant application and grant award. Other indicators of quality performance include advising of graduate students, editorship of high quality journals, and invitations to present at national or international conferences. Measurement of journal quality is a complex task; a journal’s inclusion in the SCI listings is a basic indicator, but other criteria may also be used, with all due precaution.

Specific concerns expressed by the Ad Hoc RTPC and/or the Chair during the probationary period should be addressed by the candidate in subsequent reappointment reviews.  A candidate who fails to demonstrate likely success in the tenure process will be notified promptly that she/he will not be reappointed.

In the event that concerns about a candidate’s performance are raised during the reappointment process, the Ad Hoc RTPC and the Chair shall provide detailed, prescriptive comments to serve as constructive feedback.  If such concerns arise during a review that occurs after completion of three (3) full years in the probationary period, the Chair, in consultation with the FAC, will advise and work with the candidate on a suitable, positive plan for realignment with the Department’s tenure and promotion expectations; however, the candidate is solely responsible for her/his success in implementing this plan.

From time to time, personal and/or family circumstances may arise that require an untenured Faculty member to need to request that her/his probationary period be extended.  Upon request, a Faculty member may be granted an extension of the probationary period.  Such an extension has been traditionally called “tolling” or “stopping the tenure clock.”  The University policy and procedures governing modification of the Faculty probationary period is included in the University Policy Register. (See, University Policy Register 3342-6-13)

The policies and procedures for tenure are included in the University policy and procedures regarding Faculty tenure (See, University Policy Register 3342-6-14) and the policies and procedures for promotion are included in the University policy and procedures regarding Faculty promotion (See, University Policy Register 3342-6-15).  Each academic year, tenure and promotion guidelines for �鶹ӰԺ and Regional Campus Faculty are distributed by the Office of the Provost.

Faculty members are expected to hold membership in professional societies, attend, participate in, or organize seminars, workshops, and conferences, with a view to enhancing their professional competency.   For �鶹ӰԺ campus Faculty, there is an expectation of regular solicitation of extramural funding. It is recognized that a Faculty member's specific area of specialization may be a factor in the number and size of grants received and in the scope and time required for research and the resulting publications. 

Tenure and promotion are separate decisions.  The granting of tenure is a decision that plays a crucial role in determining the quality of university Faculty and the national and international status of the University.  The awarding of tenure must be based on convincing documented evidence that the Faculty member has achieved a significant body of scholarship that has had an impact on her/his discipline, has demonstrated excellence as a teacher, and has provided effective service.  The candidate is also expected to continue and sustain, over the long term, a program of high quality research, teaching, and citizenship relevant to the missions of the Department and the University.  To evaluate consistency, tenure considerations will include evaluation of accomplishments prior to arrival at �鶹ӰԺ, as well as grant proposals submitted but not funded, proposals pending, papers “in review” or “accepted,” graduate students currently advised, and any other materials that may reflect on the candidate’s potential for a long-term successful career.  The tenure decision is based on all of the evidence available to determine the candidate’s potential to pursue a productive career.

On the other hand, promotion is recognition based on a candidate’s accomplishments completed during the review period. In making promotion evaluations, the research record will be judged more narrowly than in tenure evaluations. For example, judgments will be based on papers published and “accepted,” with no weight being given to papers “in review.” While it is an expectation that candidates actively pursue extramural funding, only grants received or grants accepted will be counted for promotion purposes. Finally, graduate students graduated during the review period will be taken into consideration, but current students will not.

Consideration for promotion to Professor differs from consideration for promotion to Associate Professor.  Promotion to Associate Professor is recognition for establishing a career likely to achieve national/international prominence as evidenced by papers published or accepted for publication in the refereed high quality scientific literature, significant monographs published or accepted for publication, extramural grants received or approved, journal editorship, presentations at national and international conferences, graduate students graduated, etc.  Promotion to Professor recognizes the highest level of university achievement and national/international prominence.  Evidence is required of increased impact on the field, including a sustained record of solicitation of extramural funding from highly competitive funding sources, with some success.

Many factors and criteria, both subjective and objective, are considered in recommending a Faculty member for tenure and advancement in academic rank..  A sound ethical approach to all aspects of teaching, research, publication, and the academic profession is expected of all who seek tenure and promotion in the Department.

In all cases, the Ad Hoc RTPC shall consider Faculty performance in research, teaching, and citizenship when making recommendations on tenure and promotion. The tables and text below are designed to facilitate assessment of performance of those candidates who are being evaluated for tenure and promotion.  During the probationary period, these tools should be used for developmental assistance and projection of future success in achieving tenure and promotion.

Minimum expectations for tenure or promotion from Assistant to Associate Professor for �鶹ӰԺ campus Faculty members include

• a substantial body of published research in top tier journals in the discipline and/or publication of significant research monographs, where
  • quality is valued more highly than mere quantity, and
  • papers of exceptional length, impact and quality are given particular consideration;
• a national/international reputation in the discipline, with indicators including, but not limited to
  • external reviewers;
  • top tier journal editorship;
  • invitations to make presentations at high quality conferences;
• a sustained record of applications for extramural funding;
• a good teaching record; and
• an adequate citizenship record.

Tables 2 (A and B), 3, and 4 provide quantitative guidelines for the assessment of a Faculty member’s performance and a rating scale for use in the evaluation of candidates.  In all cases, the quality of the candidate’s work is weighed more heavily than mere quantity.

For tenure or promotion from Assistant to Associate Professor, a �鶹ӰԺ campus Faculty member must meet the criteria for a least a “very good” rating in research and in teaching, with at least a “good” rating in citizenship.

The Department has higher expectations of a candidate for promotion from Associate Professor to Professor than a candidate for promotion from Assistant to Associate Professor. In particular, the candidate’s reputation in and impact on the discipline are expected to be high.  The candidate must demonstrate full involvement in the graduate program, including successful direction of theses and/or dissertations. In addition to the expectation of a sustained record of applications for external funding, it is normally expected that the candidate will have achieved some success in obtaining grants. Nevertheless, it is recognized that opportunities for obtaining grants vary widely from one sub-discipline to another.

For promotion from Associate Professor to Professor, a �鶹ӰԺ campus Faculty member must meet the criteria for an “excellent” rating in both research and teaching and a “very good” rating in citizenship.

Considerations for Regional Campus Faculty will differ from those on the �鶹ӰԺ campus, for two distinct reasons. First, for Regional Campus Faculty members, tenure is held on the Regional Campuses, but rank is held within the University as a whole. Second, the primary mission at the Regional Campuses is the teaching of undergraduate classes, particularly lower division or developmental classes. Thus, a Regional Campus Faculty member’s teaching record assumes particular importance in promotion and tenure decisions.

For tenure or promotion from Assistant to Associate Professor, a Regional Campus Faculty member must meet the criteria for an “excellent” rating in teaching, with at least a “good” rating in research. In addition, the Faculty member must achieve a “good” rating in citizenship, according to the criteria established in the appropriate Regional Campus handbook For promotion from Associate Professor to Professor, a Regional Campus Faculty member must meet the criteria for an “excellent” rating in both research and teaching.  In addition, the Faculty member must achieve a “very good” rating in citizenship, according to the criteria established in the appropriate Regional Campus handbook. There is, however, no expectation of full involvement in the graduate program or of success in obtaining extramural funding.

Appointments for full-time non-tenure track (NTT) faculty are governed by Section IX of the NTT Collective Bargaining Agreement and are made annually. Renewal of appointment is contingent upon programmatic need, satisfactory performance of previously assigned responsibilities, and budgeted resources to support the position.

Each academic year, guidelines for periodic reviews of �鶹ӰԺ and Regional Campus NTT faculty are distributed by the Office of the Provost. As specified in Section IX of the NTT Collective Bargaining Agreement, reviews are conducted by FAC, and recommendations are made to the Chair.