1. Reappointment, Tenure, Extended/Fixed Term and Promotion Tami Benham Deal Academic Affairs
Where do I go for information?
University regulations & expectations
Your career path
Review Processes
How to Prepare for Review
Career Strategies
See web resources listed at the end.
Acknowledgement: Myron Allen and Nicole Ballenger

3. University Regulations and Expectations
Designation/Appointments
UW 2-1 (Academic Personnel), revised
Review Process/Procedures
UW 2-7 (Procedures for Reappointment, Tenure, Promotion and Fixed-Term)
UW 2-4 (APs)*
* Regulation retained until current APs complete extended term
Photo source:

4. Standard Administrative Policies and Procedures (SAPPs)
Criteria and Sources of Information for Reappointment, Tenure and Promotion*
Procedures for Reappointment, Tenure and Promotion*
Procedures for Implementing and Evaluating Rolling Contracts (draft)
Procedures for Conducting Annual Evaluations (coming soon)

5. Multi-Level Review Processes
Tenure & Promotion year only
External peer review
Joint appointment may require additional review
Department
Department faculty review
Department head’s recommendation
College-level faculty review
College
College Dean’s recommendation
University-level faculty review
University
Review by Academic Affairs
Review by President (on appeal)
Trustees’ action

6. Typical Tenure Track Faculty Career Path
Tenure and promotion to Associate Professor, or termination
Mid-probationary (progress toward tenure) review
Yr. 1 review
(End of fall semester)
Ongoing excellence and impact through research, teaching and service;
Greater level of accomplishment and intellectual leadership
is expected
Probationary Period* 6 3
Additional Period of Growth
Annual Review
Promotion to Professor (optional)
Hired as Assistant Professor
* Faculty are on annual appointments during the probationary period. A review may result in recommendation to reappoint or terminate.

7. What is Tenure?
A. Legal view: tenure is an employment contract.
An appointment with tenure
has no specified end date,
can be ended only for specific reasons (discussed next).
Principles recognized in case law:
There is no guarantee of tenure.
Tenure necessarily involves subjective decisions.
The review takes many factors into account.
There are many levels of review and recommendation.
Only the Board of Trustees can confer tenure.

8. B. Philosophic view: tenure and academic freedom have social utility.
“Academic freedom and tenure … exist in order that society may have the benefit of honest judgment and independent criticism which otherwise might be withheld because of fear of offending a dominant social group or transient social attitude.”
Clark Byse and Louis Joughin, Tenure in American Higher Education: Plans, Practices, and the Law (Ithaca: Cornell University Press, 1959), p. 4.

9. Academic Freedom
The freedom to pursue your profession according to the standards of the profession.
Professors are free to set forth their conclusions without fear of dismissal, but only if their conclusions have been reached “by a scholar's method and held in a scholar's spirit.” 
Declaration of Principles on Academic Freedom and Academic Tenure (1915)
Academic freedom defends the pursuit of knowledge, wherever it leads.
AAUP (2017)
UW Regulation 2-15 (Academic Freedom)

10. Freedom of Expression
The University's responsibility is twofold, to "promote a lively and fearless freedom of debate and deliberation, but also to protect that freedom when others attempt to restrict it.“
Debate or deliberation may not be suppressed because the ideas put forth are thought by some or even by most members of the University community to be offensive, unwise, immoral or wrong-headed.
As a corollary to the University’s commitment to protect and promote free expression members of the University community must also act in conformity with the principle of free expression (i.e., may not obstruct or otherwise interfere with the freedom of others to express views they reject or even loathe.)

11. Freedom of Expression
The freedom to debate and discuss the merits of competing ideas does not mean that individuals may say whatever they wish, when ever they wish.
The University may restrict expression that violates the law, that falsely defames a specific individual, that constitutes a genuine threat or harassment, that unjustifiably invades substantial privacy or confidentiality interests, or that is otherwise directly incompatible with the functioning of the University.

12. It’s not a matter of clearing the bar. Tenure is not the finish line.
STANDARDS and CRITERIA for TENURE and PROMOTION
The key question:
Does the candidate’s record reflect both the commitment and the promise to sustain a career-long record of effective teaching, scholarship at the forefronts of knowledge, and effective service?
It’s not a matter of clearing the bar.
Tenure is not the finish line.

13. How do we answer this question?
Strong teaching, demonstrated early.
Capacity for strong scholarship, critical for teachers to remain effective throughout their careers.
Review of scholarly work by nationally or internationally recognized peers, as well as by UW students and faculty. You have to be a player in the game.
Service (including public engagement, when appropriate)
Extension (when appropriate

14. Expectations by faculty rank
(from UW Regulation 2-1)
Assistant professors shall normally have the doctor's degree in course, and shall have demonstrated ability, through appropriate experience, to perform the functions of the position they are to hold.
Associate professors shall normally have the doctor's degree in course, shall have established a reputation in scholarship, teaching, artistic creation, or other productive activity in the field in which they are to serve.
Professors, in addition to having the qualifications of associate professors, shall have demonstrated superior capacity for direction of graduate work and research where appropriate, have attained wide recognition in their professional fields for scholarship or other creative work, and shall have gained recognition as teachers and as consistent contributors to the fields in which they are to render University service. It is not anticipated that each faculty member will attain the rank of full professor.

15. SOURCES OF INFORMATION
Check pre-SAPP document

17. Career Path for Academic Professionals & Faculty on Extended Term Track
Reviews for *
To establish mastery of major job duties and to demonstrate the promise of continuing professional growth and development
Probationary Period
Year 1
Year 2
Year 3
Year 4
Year 5
Year 6
Review schedule will convert to fixed-term probationary review in
If successful,
fixed-term rolling contract granted
*Academic Professionals in the probationary period will be reviewed in AY consistent with UW Regulation 2-4 and the provisions outlined in their original offer letter. Notification of new track, probationary period, and review schedule will be provided following the review.

18. Transition from Extended Term to Fixed Term
Reviews in
Probationary Period
Year 1
Year 2
Year 3
Year 4
Year 5
Year 6
1st yr peer review
Annual review*
Review for 3 or 5 yr fixed term rolling contract
Extended Term
Year 1
Year 2
Year 3
Year 4
Year 5
Year 6
Fixed term review
If granted, complete 6th yr of extended term in AY20-21, begin new Fixed-Term Rolling Contract in AY 21-22
Recommend change in designation
* Annual review procedures consistent with unit and college protocol.

19. Transition from Extended Term to Fixed Term
If granted extended term following AY Review AY AY
Year 1
Year 2
Year 3
Year 4
Year 5
Year 6
AY20-21
AY21-22
AY22-23
AY23-24
AY24-25
AY25-26
Year 1
Year 2
Year 3
Year 4
Year 5
Year 6
Review for fixed-term rolling contract.
If successful, new appointment begins in AY

20. Process for rolling contract review
Probationary Period
Year 1
Year 2
Year 3
1st yr peer review
Annual review*
Review for 3 or 5 yr fixed term rolling contract
* Annual review procedures consistent with unit and college protocol.

21. Process for rolling contract review
Rolling the contract forward
19-20
20-21
21-22
22-23
23-24
24-25 3 2 1
Outcome of positive annual review and recommendation to reappoint 3 2 1 3 2 1 3 2 1

22. Process for rolling contract review
Rolling the contract forward
19-20
20-21
21-22
22-23
23-24
24-25
Suspend
-- does not roll -
Annual review +
Annual Review
+ Annual Review
Outcome of annual review with overall rating below ‘meets’ expectations
2 consecutive ‘meets’ expectations needed 3 2 1 3 2 1

23. Process for rolling contract review
Rolling the contract forward - - +
Suspend
Terminate
Outcome of annual review with overall rating below ‘meets’ expectations
2 consecutive or
2 out of 3 overall ‘meets’ expectations needed to restore contract - - + +
Suspend
Suspend
Terminate - + + +
Suspend
Suspend
Restore - - +
Suspend
Suspend
Terminate

24. Create list of your faculty

25. Expectations by rank
From UW Regulation 2-1
Assistant Archivist: This rank designates the beginning level of archives administration and special-collections curatorship and generally requires little or no professional experience. It requires adequate performance of assigned archives administration and special collections curatorship.
Associate Archivist: This rank designates a faculty member who has established a reliable track record and demonstrates commitment to continued excellence … It requires consistent expert professional performance, active participation in the profession, and sound scholarship. This rank carries the expectation of continuing professional development or experience
Archivist: Appointment or promotion to this rank is reserved for individuals who have made distinctive contributions over a significant period of time.

26. Expectations by lecturer rank
(from UW Regulation 2-4 appendices)
Assistant Lecturer, will normally have Master’s degree or equivalent, show convincing promise for significant contributions to the University’s teaching mission, commitment to ongoing professional development in the discipline
Associate Lecturer, will normally have at least a Master's degree or equivalent, a record of demonstrated, significant contributions to teaching, not only through superior performance in the classroom but also through the broader support of the University’s teaching mission.
Senior Lecturer. In addition to the qualifications for an Associate Lecturer, Senior Lecturers must also have a sustained record of excellence and versatility in the classroom as well as leadership in the design, development, and oversight of curriculum in the discipline.

27. Expectations by research scientist rank
(from UW Regulation 5-4, appendices)
Assistant Research Scientist will have a Master's degree or equivalent experience in an appropriate field, together with convincing promise for significant contributions to the University’s mission in research and scholarship.
Associate Research Scientist will normally have at least a Master's degree or its equivalent. Associate Research Scientists must also have a record of demonstrated, significant contributions to research and scholarship, either through wide dissemination of results or through a convincing record of substantial support to the research enterprise.
Senior Research Scientist will normally have a Ph.D. or an equivalent terminal degree, although Associate Research Scientists who have a Master's 4 degree may be eligible for this rank if they have comparable accomplishments in research and scholarship. Senior Research Scientists must also have a sustained record of scholarly initiative and recognized contributions to their fields.

28. And how APs earn a promotion in rank?
Promotion in rank requires a thorough performance review by peers, faculty, and administrators at the department, college, and university levels
See UW Reg 2-4 for qualifications and skills required at each rank
Promotion reviews may occur concurrently with reviews for extended term appointments or renewals, but need not be simultaneous
A level of accomplishment commensurate with a rank higher than assistant is normally a necessary condition for an extended-term appointment.

29. Last time reviewed unit standards/expectations?
Do you have plans for new designations?

30. The faculty’s role in preparation for the review
Early in academic year, meet with your department head to discuss:
Performance goals
What the department head looks for and how s/he will evaluate your performance
Scholarship, teaching and service
Ways s/he can help you continually improve performance (e.g., formative assessment – ongoing teaching evaluation, periodic self-assessment, etc.)

31. The faculty’s role in preparation for the review
Check your department expectations document for making reappointment, tenure and promotion decisions.
Expectations for first-year review/performance?
Ensure that job description is up-to-date, accurate and sufficiently detailed.
Check your department protocols to form peer group
Protocols established by majority vote of all tenured and tenure track members
Case-by-case basis for additional group members with written approval by candidate
If APs allowed, non-tenured tenure track faculty must be allowed.
Insure written statement regarding permission to vote is included in candidate’s packet.

32. Your role in preparation for the review

33. Handout on DH responsibilities

34. Teaching (and advising)
Initiative and leadership count!
How does it connect to the 3 pillars:
Research and/or Creative Contributions
Teaching (and advising)
Extension, Professional Service (Public Engagement), & University-Related Activities

35. UW Regulation 2-7 Updated July 1, 2019
VI. TENURE, ROLLING TERM AND PROMOTION DECISIONS
D. Decisions Regarding Administrators
2. Promotion in Rank of Administrators
Administrative duties included in the faculty job description shall be considered when a decision about promotion is made. Promotion may be granted at the discretion of the Board of Trustees usually upon recommendation by the President of the University.

36. When do you get the news?
Positive cases are forwarded from Academic Affairs to the President
March for first-year cases; May for all others
Only the Trustees can confer tenure, extended-term or 5-year fixed-term with contracts
Board of Trustees meeting in May
Academic Affairs will notify faculty (cc to Dept Head & Dean/Director) by letter of the President’s and/or Trustees’ decision immediately following the May (or March) meeting
UW does not recognize “de facto” tenure, extended, or fixed terms
Last updated: Sept. 2019