Promotion Information Session Non-Tenure Track Assistant Professors 4/11/13

Topics What is unique about the process for non-tenure track faculty? – No probationary period; not up or out – What is a reasonable timeline? Criteria – what counts the most? Is there any difference for NTT faculty? – Scholarship and/or Creative work – Teaching – Service Process – Department, School, UAPT, Provost, President – Forms, forms, forms… – Use of external evaluations – Life after positive review or negative review Questions

Timeline – or When Should You Apply? Most initial appointments are for 3 years, sometimes longer The time of reappointment is a perfect time to discuss promotion expectations If you are not in a position to go up for promotion within 10 years, something is not as it should be…. You need the support of your Chair and Dean Apply from a position of strength

Scholarship/Creative Work: what counts the most? Quality, Impact, Independence, Quantity How to measure quality? – What are disciplinary expectations? – Department/school expectations? How to measure impact? – External recognition through prizes, grants, letters How much is enough? What is the trajectory of your productivity? NTT may take longer, but quality we expect is the same as TT – we do not have a double standard

Teaching: what counts the most? Student evaluations Peer evaluations Efforts to improve New courses, innovation in teaching are always a positive Teaching cannot compensate for significant weakness in Scholarship/Creative work for promotion to Associate Professor at Boston University, regardless of tenure status

Service: what counts the most? Professional Service – because it is evidence of impact as well as service Internal service expectations vary widely among departments and schools If you think you may be doing too much internal service, you very likely are Try not to be seduced by the rewards of service Make your service do at least double duty

Years 1-3 Research/Creative Work and Teaching – which one takes more of your effort depends on conditions and discipline Start keeping meticulous track of everything you do professionally Push yourself to become better known Try to make your (limited) service do at least double duty

Re-Appointment Review Formal assessment of progress May be helpful to fill out Promotion Application Part II as discussion aid/reality check Each school crafts its own process but it is intended to be constructive, including a chance to discuss what you need to make even better progress Usually tied in time to appointment renewal which must happen 1 year before contract ends

Years 4-6 (and more) Research/Creative Work: You should have developed a niche, something that you are known for. When we ask for external evaluations, the writers must describe the impact of your work Teaching – you probably were not reappointed unless you were having success as a teacher but these are the years to become better Talk with your Chair about – Sabbatical Leave – after 12 full semesters of full-time service, you are eligible, but you need a good plan – Promotion – what will you need, what is a reasonable timeline? – If your career has evolved to not include significant research/creative work, explore alternative tracks that will allow promotion

Promotion Review Year You complete the Promotion Application Part II and provide any additional materials required by your school – usually in the late Spring or early Summer before the academic year in which your promotion decision will be made Part II is available in our Forms Library: -library/ -library/ Dean will solicit external evaluations

External Letters Solicited by the Dean and/or Chair – you have no role in this – you may suggest up to 3 names in Part II, but they will be automatically considered not arms length, so proceed with caution letters will be needed for your case, predominantly arms length All evaluators are asked the same questions about all candidates We seek evaluations from people at peer+ institutions for your discipline All levels of review see the same letters

External Letters – What We Ask We ask that you begin by describing any relationship you might have with Professor XXXX 1. What is the scholarly and/or creative work that has earned him/her national or international recognition? 2. How does s/he compare to others at similar stages in their careers and to the best [researchers/scholars/artists] in the field when they were at a comparable stage? Specific comparisons are often helpful. 3. How would you rate her/his future promise? 4. We would appreciate your comments on the candidates service to the profession at the local, national or international level. 5. Do you have first hand knowledge of the candidates effectiveness as a teacher or mentor? If so, we would appreciate your insights on those activities as well. 6. Finally, we would greatly appreciate your candid opinion as to whether Professor XX would be promoted to Associate Professor at your institution.

Process once Dossier is Complete Department faculty at rank and above Chair School APT Dean UAPT (cases due by February 1) Provost President Decision by May 15 – how will you hear?

Updates Send in new information any time during the review year – please let us know if you have a new acceptance, grant, honor of any kind Contact your Deans Office if your update is before Feb 1, or the Provosts Office (Elaine Bidianos or me) if after Feb 1

Negative Decisions and Appeals Dean recommends AGAINST promotion Candidate appeals to the Provost within 10 days Provost supports appeal, sends case to UAPT Provost denies appeal Candidate does not appeal Promotion Fails, you stay in rank

Negative Decisions and Appeals Provost decides AGAINST promotion Candidate appeals to the President within 10 days President supports appeal, promotion is made President denies appeal Candidate does not appeal Promotion Fails, you stay in rank

Positive Decision You will hear by May 15; all decisions (positive and negative) are transmitted at the same time – We contact your Dean and send a certified letter to your home address You will receive an automatic promotion raise of 10%, effective in September (the beginning of the next academic year, when all raises are effective). This is in addition to a normal merit raise.

Questions? Suggestions? Julie Sandell