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The overall evaluation of a candidate for reappointment, tenure and promotion in the Department must include consideration of the individual’s personal integrity and professional behavior as recognized by the University community.  A sound, ethical approach to all aspects of teaching, research, publication, and the academic profession are expected of all who seek reappointment, tenure, and promotion integrity within the Department. Candidates for tenure at a regional campus will be assessed according to the policies stated in section III.A above.

1.    Reappointment for Regional Campus Tenure-Track Faculty

Reappointment is contingent upon continued and consistent documented progress toward the requirements for tenure.  Performance expectations develop from initial letters of appointment, any additional written expectations, and the Chair’s annual reappointment letters. These expectations may differ significantly, given the Faculty member’s experience, background and assignments. In annual reappointment materials, the Faculty member must establish and articulate both short- and long-term goals, then document progress toward meeting these goals.  Each academic year, Probationary Faculty will create an updated file documenting their progress toward tenure that is presented to the Chair, who will make these materials available to the RTP Committee.

Candidates for reappointment are reviewed by the Department’s RTP Committee. The policies and procedures for reappointment are included in the University Policy Register and the Collective Bargaining Agreement. Each academic year, reappointment guidelines for Faculty are distributed by the Office of the Provost. These guidelines will be given to all Faculty members subject to reappointment and to all RTP Committee members.

At the RTP Committee meeting, the Chair first discusses the strengths and weaknesses of each candidate’s file, and the meeting is then opened up to all RTP Committee members for discussion. The RTP Committee then votes on a recommendation for reappointment. The Chair independently assesses the accomplishments of each candidate and forwards the Chair’s recommendation and the Committee’s recommendation to the Dean of the College of Business Administration. The Chair informs the candidate of the RTP Committee’s deliberations, and the Chair’s recommendation is made available to the RTP Committee members.

For candidates following the traditional tenure clock for Assistant Professors, the review after completion of three (3) full years at 91�ֿ� is particularly critical. For reappointment, these individuals should be at least at the “Good” level for Research and Teaching performance, as defined in Tables 6 and 7.

In the event that concerns about the candidate’s performance are raised during the reappointment process, the RTP Committee and Chair shall provide detailed, prescriptive comments to serve as constructive feedback. If such concerns arise during the review that occurs after completion of three full years, the Chair, with the guidance of the RTP Committee, will advise and work with the candidate on a suitable, positive plan for realignment with the tenure and promotion expectations. Ultimately, the candidate is responsible for success in implementing this plan. Specific concerns expressed by the RTP Committee members and/or the Chair in annual reappointment reviews during the probationary period must be addressed by the candidate in subsequent reappointment reviews.

Probationary Faculty members who are not to be reappointed must be notified according to the schedule established by the “Notification of Nonreappointment” in the CBA.

2.    Tenure for Regional Campus Faculty

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.  Essentially, those Faculty members involved in making a tenure decision are asking the question: “Is this candidate likely to continue and sustain, in the long term, a program of high-quality scholarship, teaching, and service relevant to the mission of the academic unit and the mission 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, excellence as a teacher, and has provided effective service. The candidate must also be expected to continue and sustain, over the long term, a program of high-quality scholarship, teaching, and service relevant to the mission of the candidate’s academic unit(s) and to the mission of the university.

Candidates for tenure are reviewed by the Department’s RTP Committee.  The policies and procedures for tenure are included in the University Policy Register and the Collective Bargaining Agreement. Each academic year, tenure guidelines for Faculty are distributed by the Office of the Provost. Those guidelines will be given to all Faculty members who have applied for tenure and to all RTP Committee members.

At the RTP Committee meeting, the Chair first discusses the strengths and weaknesses of each candidate for tenure, and the meeting is then opened up to all RTP Committee members for discussion. The RTP Committee then votes on a recommendation for tenure. The Chair independently assesses the accomplishments of each candidate and forwards the Chair’s recommendation and the Committee’s recommendation to the Dean of the College of Business Administration. The Chair informs the candidate of the RTP Committee’s deliberations, and the Chair’s recommendation is made available to the RTP Committee members.

Criteria for Tenure for Regional Campus Faculty

A candidate for tenure must meet the criteria in Tables 6 and 7 for an “Excellent” rating in Teaching and at least a “Very Good” rating in Research. A candidate for tenure must also meet the criteria in Table 3 for at least a “Very Good” rating in University Citizenship. In evaluating a candidate for tenure, there is an important judgment component; these criteria are meant to guide the reviewer but not to replace the judgment of those reviewing the file.

3.    Promotion for Regional Campus Tenure-Track Faculty

Promotion shall be viewed as recognition of a Faculty member having contributed sustained and distinguished service to the University, College, Campus and the Department. Recommendations for promotion shall be based upon two major classes of criteria. The first, “academic credentials and university experience,” describes the normal minimums of credentials and time-in-rank necessary for promotion consideration. The Department follows the academic credentials and university experience requirements that are in the Policy Register. The second, “academic performance and service,” refers to the record of actual performance and the accomplishments by the Faculty member in academic and service areas.

Candidates for promotion are reviewed by the Department’s RTP Committee.  The policies and procedures for reappointment are included in the University Policy Register and the Collective Bargaining Agreement. Each academic year, promotion guidelines for Faculty are distributed by the Office of the Provost. These guidelines will be given to all Faculty members subject to reappointment and to all RTP Committee members.

At the RTP Committee meeting, the Chair first discusses the strengths and weaknesses of each candidate’s file, and the meeting is then opened up to all RTP Committee members for discussion. The RTP Committee then votes on a recommendation for promotion. The Chair independently assesses the accomplishments of each candidate and forwards the Chair’s recommendation and the Committee’s recommendation to the Dean of the College of Business Administration. The Chair informs the candidate of the RTP Committee’s deliberations, and the Chair’s recommendation is made available to the RTP Committee members.

1)    Criteria for Promotion to Associate Professor for Tenure-Track Faculty at a Regional Campus

To be recommended for Promotion to Associate Professor, candidates must meet the criteria for tenure. In evaluating a candidate for promotion to Associate Professor, there is an important judgment component; these criteria are meant to guide the reviewer but not to replace the judgment of those reviewing the file.

2)    Criteria for Promotion to Full Professor for Tenure-Track Faculty at a Regional Campus

Promotion to Full Professor is a reward to an individual for bringing their career to national/international prominence. For promotion to the rank of Full Professor, candidates are expected to have attained achievements significantly beyond those used to attain previous promotion. A candidate for promotion to Full Professor must meet the criteria in Tables 8 and 9 for an “Excellent” rating in Teaching and at least a “Very Good” rating in Research. A candidate for promotion to Full Professor must also meet the criteria in Table 3 for an “Excellent” rating in University Citizenship. In evaluating a candidate for promotion to Full Professor, there is an important judgment component; these criteria are meant to guide the reviewer but not to replace the judgment of those reviewing the file.