Guidelines for Major Personnel Reviews and Advancement in Academia
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DPC
WORKSHOP
Major Personnel Reviews
A crucial role, a major responsibility
Redbook language
(4.6
b and c
)
◦
For promotion to
Associate Professor
,
the faculty member must have a record
of achievement sufficient to have gained
recognition on and off campus among
scholars or professionals in his or her
field; and must show promise of
continuing professional development and
achievement.
◦
For promotion to
Professor
, the faculty
member must have a record of
achievement sufficient to have gained
substantial recognition on and off
campus from scholars or professionals in
his or her field; and must show
significant potential for continuing
professional achievement
TENURE (Red
Book)
◦
Consideration of a candidate for tenure
shall be based on the following:
◦
a) Convincing evidence of excellence in at
least two, and strength in the third, of the
areas of teaching; of research, creative or
professional activity; and of service, such
as to demonstrate the possession of
qualities appropriate to a member of the
faculty occupying a permanent position.
◦
b) Reasonable assurance of continuing
development and achievement leading to
further contributions to the university.
FSU language (article
12.7.4)
◦
For appointment at or promotion to the rank of
associate professor and professor and for all tenure
recommendations, the Chairperson shall solicit
outside letters of reference drawn from a list of
scholars and/or professionals. The solicited referees
shall include scholars and professionals from
among those suggested by the faculty member (if
they wish to do so), but the list is not limited to
those the faculty member suggests.
◦
Prior to this solicitation, the candidate shall be
provided with a copy of the solicitation letter and
the list of proposed referees and shall be given an
opportunity to comment on the appropriateness of
both.
OFD and
Provost
Resources
◦
https://www.umb.edu/ofd
◦
DPC and CPC Resources (can be accessed from the
OFD page)
◦
Chore Lists for 4
th
Year and Tenure Reviews
◦
Conflict of Interest Guidelines
◦
Provost
’
s website
◦
Organization of Major Personnel Action File:
https://www.umb.edu/editor_uploads/images/prov
ost/Organization_of_Major_Personnel_Actions_3.
28.23.pdf
◦
Master Academic Calendar
◦
www.umb.edu/academics/provost
Conflict of interest
◦
COI Guidelines
Appendix A (for on-campus
review)
◦
COI Guidelines
Appendix B (for external
review)
Familiarize yourself with
these two documents
Annual faculty review
4
th
year review
◦
A kind of mini-tenure
◦
Assessment of areas to strengthen
◦
Should provide clarity about degree
of progress; about what is expected
for tenure
Promotion to (Full) Professor
◦
No vote taken on each component
(teaching,
research/scholarship/creative
activity, and service)
◦
A simple “up” or “down” vote
Periodic Multi-
Year Review
is…
…
for tenured faculty and librarians on
continuing appointment
…to be conducted every seven years after
tenure
…conducted to assess that tenured faculty
continue their high level of performance and
are effective in teaching, research, and service
…not
a disciplinary process or action
… a satisfactory PMYR gets you $2500 in
funds for a project
NTT Promotion
◦
Lecturers/Clinical Lecturers to Senior Lecturer/Senior Clinical Lecturers
Requires six (6) years of full time equivalent. Full time is 4/4 load.
◦
Senior Lecturers/Clinical Senior Lecturers to Senior Lecturer II/Clinical Senior Lecturer
II
Requires six (6) years of full time equivalent.
◦
Senior Lecturer II/Clinical Senior Lecturer II to Senior Lecturer III/Clinical Senior
Lecturer III
Requires six (6) years of full time equivalent.
◦
Clinical Assistant Professor to Clinical Associate Professor
Requires six (6) years of full time equivalent.
◦
FOCUSED ON AREAS OF RESPONSIBIILITY THAT HAVE BEEN CLEARLY ARTICULATED
AND AGREED UPON.
Course evaluations
◦
How should DPCs regard these—if at
all—when there has been evidence of
their bias but yet there’s no new
system of “holistic evaluations” yet in
place?
External letters
and student letters
◦
Negative Evidence
:
How
should the
DPC tenure report
address and contextual any
critical comments contained in
external scholarly reports and/or
solicited student letters?
Your questions???
◦
Thank you for your attention
◦
Rajini Srikanth
◦
Denise Patmon
Faculty members play a crucial role in personnel matters, including major personnel reviews and promotions to higher academic ranks like Associate Professor and Professor. The criteria for tenure consideration, promotion, and appointment emphasize a record of achievement, recognition among scholars, and continuing professional development. The process also involves soliciting outside letters of reference and ensuring fairness in evaluations. These guidelines are essential for maintaining academic standards and fostering faculty growth and excellence.
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DPC WORKSHOP Major Personnel Reviews
A crucial role, a major responsibility Redbook 11. 1: The faculty shall have primary responsibility in the area of personnel matters. This shall mean the capacity to initiate or review faculty personnel recommendations. Academic administrative officials may make a recommendation or decision counter to the original faculty recommendation only in exceptional circumstances and with compelling reasons in written detail which shall specifically address the content of that recommendation as well as the established standards and criteria. Major personnel reviews are among the most important forms of service you perform as a faculty member.
For promotion to Associate Professor, the faculty member must have a record of achievement sufficient to have gained recognition on and off campus among scholars or professionals in his or her field; and must show promise of continuing professional development and achievement. For promotion to Professor, the faculty member must have a record of achievement sufficient to have gained substantial recognition on and off campus from scholars or professionals in his or her field; and must show significant potential for continuing professional achievement Redbook language (4.6 b and c)
Consideration of a candidate for tenure shall be based on the following: a) Convincing evidence of excellence in at least two, and strength in the third, of the areas of teaching; of research, creative or professional activity; and of service, such as to demonstrate the possession of qualities appropriate to a member of the faculty occupying a permanent position. b) Reasonable assurance of continuing development and achievement leading to further contributions to the university. TENURE (Red Book)
For appointment at or promotion to the rank of associate professor and professor and for all tenure recommendations, the Chairperson shall solicit outside letters of reference drawn from a list of scholars and/or professionals. The solicited referees shall include scholars and professionals from among those suggested by the faculty member (if they wish to do so), but the list is not limited to those the faculty member suggests. Prior to this solicitation, the candidate shall be provided with a copy of the solicitation letter and the list of proposed referees and shall be given an opportunity to comment on the appropriateness of both. FSU language (article 12.7.4)
https://www.umb.edu/ofd DPC and CPC Resources (can be accessed from the OFD page) Chore Lists for 4thYear and Tenure Reviews Conflict of Interest Guidelines Provost s website Organization of Major Personnel Action File: https://www.umb.edu/editor_uploads/images/prov ost/Organization_of_Major_Personnel_Actions_3. 28.23.pdf OFD and Provost Resources Master Academic Calendar www.umb.edu/academics/provost
COI Guidelines Appendix A (for on-campus review) COI Guidelines Appendix B (for external review) Familiarize yourself with these two documents Conflict of interest
Annual faculty review The annual faculty review provides the candidate and the department with an ongoing annual record of the candidate s accomplishments in teaching, research/scholarship/creative activity, and service. Major personnel reviews draw on the feedback that the faculty member has received in the years prior to the review.
4thyear review A kind of mini-tenure Assessment of areas to strengthen Should provide clarity about degree of progress; about what is expected for tenure
Promotion to (Full) Professor No vote taken on each component (teaching, research/scholarship/creative activity, and service) A simple up or down vote
for tenured faculty and librarians on continuing appointment to be conducted every seven years after tenure conducted to assess that tenured faculty continue their high level of performance and are effective in teaching, research, and service not a disciplinary process or action a satisfactory PMYR gets you $2500 in funds for a project Periodic Multi- Year Review is
NTT Promotion Lecturers/Clinical Lecturers to Senior Lecturer/Senior Clinical Lecturers Requires six (6) years of full time equivalent. Full time is 4/4 load. Senior Lecturers/Clinical Senior Lecturers to Senior Lecturer II/Clinical Senior Lecturer II Requires six (6) years of full time equivalent. Senior Lecturer II/Clinical Senior Lecturer II to Senior Lecturer III/Clinical Senior Lecturer III Requires six (6) years of full time equivalent. Clinical Assistant Professor to Clinical Associate Professor Requires six (6) years of full time equivalent. FOCUSED ON AREAS OF RESPONSIBIILITY THAT HAVE BEEN CLEARLY ARTICULATED AND AGREED UPON.
Course evaluations How should DPCs regard these if at all when there has been evidence of their bias but yet there s no new system of holistic evaluations yet in place?
External letters and student letters Negative Evidence: How should the DPC tenure report address and contextual any critical comments contained in external scholarly reports and/or solicited student letters?
Your questions??? Thank you for your attention Rajini Srikanth Denise Patmon
