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Promotion and Tenure for Chairs, Heads, & Administrators: Twin Cities Arlene Carney Vice Provost for Faculty & Academic Affairs.

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Presentation on theme: "Promotion and Tenure for Chairs, Heads, & Administrators: Twin Cities Arlene Carney Vice Provost for Faculty & Academic Affairs."— Presentation transcript:

1 Promotion and Tenure for Chairs, Heads, & Administrators: Twin Cities Arlene Carney Vice Provost for Faculty & Academic Affairs

2 General Topics  Introduction  Tenure Code  7.12 Statement  Stopping the Tenure Clock  Hiring  Orientation  Annual Reviews

3 General Topics  Promotion from Associate to Full Professor  Gathering Materials for P & T  Initial Dossier Preparation  Voting  Final Dossier Preparation

4 Introduction  Life course of P & T  Best practices  Things to avoid  Discussion

5 Guiding Documents  Faculty Tenure Code  Procedures for Reviewing the Performance of Tenure-Track Faculty

6 Faculty Tenure Code  Describes criteria for tenure at the university level  Describes mandatory annual review of probationary faculty  Describes the overall process for tenure and promotion to associate professor

7 Faculty Tenure Code  Describes the procedures for due process for denial of tenure and/or promotion  Describes post-tenure review process

8 Tenure Code  Section 1. Academic Freedom  Section 2. Applicability of Regulations and Continuity of Appointments  Section 3. Faculty Ranks & Types of Appointments  Section 4. Terms of Faculty Employment

9 Tenure Code  Section 5. Maximum Period of Probationary Service  Section 6. Tenure of Faculty on Regular Probationary Appointments  Section 7. Personnel Decisions Concerning Probationary Faculty - Section 11 - Section 12

10 Tenure Code  Section 7a. Review of Faculty Performance  Section 8. Improper Refusal of a New Appointment to a Term Faculty Member  Section 9. Appointment of Associate Professors with Indefinite Tenure

11 Tenure Code  Section 10. Unrequested Leave of Absence for Disability and Disciplinary Action  Section 11. Fiscal Emergency  Section 12. Programmatic Change  Section 13. Judicial Committee  Section 14. Procedures in Cases of Unrequested Leaves of Absence

12 Tenure Code  Section 15. Appeals to the Judicial Committee  Section 16. Tenure Committee  Section 17. Written Notice  Section 18. Publication  Section 19. Amendment

13 Section 7.11 of the Tenure Code  Basis for granting indefinite tenure: - “achievements of an individual have demonstrated the individual’s potential to continue to contribute significantly to the mission of the University and to its programs of teaching, research, and service”

14 Section 7.11 of the Tenure Code  Primary criteria for demonstrating this potential are: - effectiveness in teaching and - professional distinction in research  Service to the profession may be considered.

15 Section 7.12 of the Tenure Code  Department statement of criteria for promotion and tenure  Must be shown to new faculty according to the tenure code  Should reflect the values of the faculty for promotions and conferral of indefinite tenure

16 Section 5.5 of the Tenure Code  Extension of probationary service is allowed for one year at the request of the probationary faculty: - on the occasion of the birth of that faculty member’s child or adoptive/foster placement of a child with that faculty member

17 Section 5.5 of the Tenure Code  Extension of probationary service is allowed for one year at the request of the probationary faculty: - when the faculty member is a major caregiver for a family member who has an extended serious illness, injury, or debilitating condition (can use this no more than 2 times)

18 Stopping the Tenure Clock  Form provided and available on line  Goes from the department to the chancellor to the Senior Vice President for System Academic Administration to the Provost’s office  Available for both female and male faculty

19 Hiring  First P & T decision  Can the new faculty member meet the criteria that are in place for both promotion and tenure?  Can the department provide adequate support to allow the faculty member to succeed?

20 Hiring  Best practice – the faculty considers the criteria in the 7.12 document as background for making a hiring decision.

21 Orientation  Tenure code requires that the chair or head show the 7.12 statement to all new faculty.  Probationary faculty and new faculty who may be promoted later to the rank of full professor should be familiar with this document and understand its requirements.

22 Orientation  Best practice – the new faculty have their own copies of the 7.12 statement and understand what it means.

23 Procedures for Reviewing the Performance of Tenure-Track Faculty  Provides specific guidelines for carrying out the provisions of the Faculty Tenure Code, such as: - voting procedures - department & collegiate review - promotion to full professor

24 Procedures Best Practice  Dept. chairs should review these each year with faculty prior to voting for promotion and tenure or for annual reviews.  Review should take place well before the actual day of voting.

25 Annual Reviews  Mandated by the tenure code (Section 7.2)  Best practices: - annual review focuses on progress relative to the 7.12 statement - the feedback is in writing and clearly addresses progress or lack of it

26 Annual Reviews  Best practices: - The faculty members meet with the chair annually to receive feedback. - Form 12s go to the chancellor and the Senior Vice President. - Each year’s report should address progress relative to the last year.

27 Annual Reviews  Best practices: - The final decision should follow from the pattern of the annual reviews.

28 Promotion from Associate to Full Professor  Usually the shortest part of the 7.12 statement.  Most frequent criterion – a national or international reputation.  Since we have no system of reviews for associate professors, the path to promotion is not clear.

29 Initial Dossier Preparation  Each campus and dept. should develop a standard for the contents and their display.  Best practice - Probationary faculty should be assisted in the preparation of dossier materials. - “case worker” - mentoring committee

30 Initial Dossier Preparation  External reviewers  Best practices: - reviewers from peer institutions - reviewers without relationships to the candidate - sufficient number to make a judgment - give reviewers sufficient time for the review

31 Initial Dossier Preparation  Clear synopsis of reviewers’ credentials rather than just a CV.  Clear synopsis of teaching ability (student evaluations, syllabi, class visits, etc. fitting with dept. culture)  Can a non-specialist academic read and appreciate the record?

32 Initial Dossier Evaluation  Faculty at department level should have all key material available for evaluation – research, teaching, and service.

33 Voting  Follow procedures in the 7.12.  Follow Procedures for Reviewing Tenure-Track Faculty document.  Absentee ballots must be sealed ballots in writing.

34 Final Dossier Preparation  Must have a clear statement of the department vote.  Must have a clear statement from the department chair.

35 Collegiate Level  College-wide P & T committee reviews next (exception law School, HHH, CSOM)  Advisory to the dean  Dean’s recommendation

36 Central Level  All files logged in by Human Resources – Karen Linquist  Additions can be made until the Provost’s final decision  Files processed by Vice Provost for Faculty & Academic Affairs  Read by one other Vice Provost as well  Final decision made by the Provost

37 Central Level  Decision letters sent to candidates by the Provost  Termination letters sent by certified mail  Special letter sent to departments if the Provost’s decision is different from the department’s decision

38 Outcomes  Promotion & Tenure decisions made in late April  P & T decisions presented to the Board of Regents in May  Faculty who are terminated can appeal to the Senate Judiciary Committee  Only basis is procedural error or discrimination, not merits of the case

39 Post-Tenure Review  Phase One Annual review of all tenured faculty, usually at the time of the merit decision  Phase Two Review phase when a faculty member has been judged to fall below minimal standards

40 Post-Tenure Review  Faculty must be evaluated by a committee of tenured faculty and by the chair/head.  If both agree that a faculty member is below minimal standards Personal improvement plan One-year timeline

41 Post-Tenure Review  At end of PIP if progress had been made, process ends. If no progress made, then may ask dean to call a special collegiate review committee.  One member chosen by the faculty member, four others elected.

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