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Promotion Guidelines
XII. PROMOTION
- Promotion Criteria
To be considered for promotion, a faculty member shall be tenured or holding a tenure earning appointment and be able to demonstrate excellence in at least one of the three areas of: 1) teaching; 2) research, scholarship, and/or creative endeavor; 3) community, professional, and/or University service with accomplishment in the remaining two. Faculty are not expected to achieve excellence in each of the three areas, but they should be able to demonstrate professional accomplishments in all three. Faculty members shall select a primary basis for nomination for promotion from among teaching; research, and/or creative endeavor; and community, professional, and/or University service. It should be emphasized that the following criteria are broad and conceptual in nature and define a number of areas in which contributions to teaching, scholarship, and service may be made.
In addition to the information on promotion and tenure found in the Agreement and Appendix A from The Core of Academe, all parties should consult the department’s individual criteria. Said departmental criteria should be in harmony with the statements found in the Agreement. Departmental guidelines do not supersede the Agreement.
- Excellence in Teaching
Teaching refers to the broad area of student/faculty interaction for educational purposes. Generally, a faculty member who excels in teaching is a person who guides and inspires students, maintains scholarship through sustaining breadth and depth of knowledge, contributes to understanding of subject matter, and facilitates the learning of students. A teacher should be able to demonstrate breadth of teaching competence in the content area, graduate committee memberships, theses and special investigations directed, honors courses taught, contributions to course and curriculum development, use and preparation of instructional media (textbooks, laboratory manuals, computer programs, class projects, cases, video-tape, film, slides, transparencies, individual instructional modules, models and mock-ups, etc.), experimental instructional methods and techniques, attendance at institutes and other programs relevant to instruction and evidence of impact on students (student evaluations, pre and post-testing results, state board results, certification examination results, job placement, graduate school admissions, GRE and Millers Analogies results, etc.). Different categories of accomplishments are necessary to adequately reflect library and instructional media faculty activity.
Professionally developed norm referenced student ratings are one of a variety of ways to measure competence and effectiveness in teaching. The submission of student ratings is required in the promotion process and, along with other evidence submitted in the process, they shall be used to measure competence and effectiveness in teaching. Examples of additional indicators that may be submitted as evidence of teaching competence and effectiveness in the promotion process can be found in XXVIII Appendix A, The Core of Academe. Further details regarding the procedures for the administration and processing of the student rating instrument are provided in XXIX Appendix B, Protocol for the Administration and Processing of Student Rating Instruments.
- Excellence in Research, Scholarship, and/or Creative Endeavor
A member of the faculty who excels in the field of research, scholarship, and/or creative endeavor conducts creative work appropriate to the area of specialization and disseminates such creative work to other colleagues on the Pittsburg State University campus, as well as on other campuses. Persons whose primary strength is in the field of scholarly activity may find that such activity manifests itself as much in the work of students as through their own direct efforts. Criteria in this category will consist of demonstrable activity in such areas as publications (papers, monographs, textbooks, book reviews, abstracts, etc.); production, exhibition, or performances of creative works; lectures, papers, speeches presented at meetings or other educational institutions; attendance at institutes, short courses, or seminars related to the faculty member's discipline; grants and awards received; evidence of national or international recognition; and current research, scholarly activity, and/or creative endeavor projects in progress. The emphasis in this category is in the presentation of data that will substantiate the continuing scholarship of the faculty member in a particular discipline.
- Excellence in Community and/or University Service
A faculty member whose contribution to the University is in the field of service should be productive in any one or a combination of the following: institutional service or professional service. The service must be performed because of competencies relevant to the faculty member's role at the University. Service provided through a vocational interest or associated with special talents not related to University appointment would not be considered. Excellence may be achieved by displaying leadership concerning academic and other University affairs, through counseling and advising of students in academic matters and personal problems. Faculty members may participate broadly in continuing education programs by teaching in non-credit courses or planning and leading workshops, seminars, and discussion groups. Outstanding public service contributions may be made by helping to implement regional community service and other types of field services. A significant contribution may be as an officer of a professional, technical, or scholarly society at the state or national level. The faculty member may also be highly regarded as a consultant to government and industry on technical matters. In all service categories, evidence must be presented to substantiate the quality and quantity of the service provided.
- Ranks
The three levels of rank may be thought of as a continuum of performance from potential to actual -- potential at the Assistant level to actual at the Professorial level. Following are definitions of each rank.
- Assistant Professor
Promotion to Assistant Professor is based upon potential for professional development. A strong academic record should be present; and the individual should have completed, in most cases, a doctoral program. Where it is recognized by both faculty and administration that the doctorate is not the terminal degree, the recognized terminal degree plus relevant experience is a requirement. There should be a clear indication that the individual has the aptitudes of a successful faculty member and will grow in stature and eventually qualify for the rank of Associate Professor. Normally, individuals promoted to Assistant Professor would be in prior rank for a period of four years. Promotion to this rank carries with it a salary adjustment of $1,000.
For an explanation of the three criteria areas, please consult the Agreement section on Promotion and Appendix A from The Core of Academe.
- Associate Professor
Promotion to the Associate rank is based upon actual performance as well as future potential. The terminal degree appropriate to the discipline in which promotion is to be granted in all but exceptional cases is required. Above all, the individual should still be developing technically and professionally. Candidates for Associate Professor should be well on the way toward becoming productive members of the academic community. It is assumed that candidates meet all requirements of the Assistant Professorship prior to promotion to Associate Professor. Normally, individuals promoted to Associate Professor would be in the Assistant Professor rank for a period of five years. Promotion to this rank carries with it a salary adjustment of $2,000.
For an explanation of the three criteria areas, please consult the Agreement section on Promotion and Appendix A from The Core of Academe.
- Professor
Promotion to full Professorship implies that the individual faculty member is recognized by professional peers as an outstanding contributor in a field of specialization and by associates and students as a contributing member of the Pittsburg State University academic community. The terminal degree appropriate to the discipline in which promotion is to be granted is required. In general, one holding the rank of Professor will be responsible for an important area of instruction; in addition, it is expected that such a person will have made notable contributions in some area of specialization. It is expected that the candidate will be recognized on the Pittsburg State University campus for outstanding contributions to the educational program of the University. It is assumed that candidates meet all requirements of the Associate Professorship prior to promotion to Professor. Normally, individuals promoted to the rank of Professor would be in the Associate Professor rank for a period of seven years. Promotion to this rank carries with it a salary adjustment of $3,000.
For an explanation of the three criteria areas, please consult the Agreement section on Promotion and Appendix A from The Core of Academe.
- Promotion Procedures
It is the responsibility of the individual faculty member to engage in those activities that shall eventually result in promotion to the next higher academic rank. It is the responsibility of the Department Chairperson to counsel and guide the faculty member into activities that shall increase the probability of promotion being granted. The Department Chairperson is expected to meet with faculty on a frequent and regular basis (certainly more than once or twice an academic year) in order to explore ways in which the University may support the faculty member's development in the areas of teaching, scholarly activity, and University and community service. It is to the benefit of both individuals and the University to be sensitive to opportunities that present themselves in order to enhance the professional advancement of faculty members.
The Department Chairperson will provide the faculty member with a written report assessing the faculty member's progress toward promotion in academic rank. This report shall be made at the end of the second year in rank and once again at such time as requested by the faculty member.
Each report shall be based upon detailed departmental promotion criteria reflecting professional standards developed by the department faculty in consultation with the Chairperson and reviewed by the Dean and the Vice President for Academic Affairs.
- Promotion Committees
During the fall semester, the following promotion committees shall be formed from the PSU faculty (all those possessing academic rank):
- Department Promotion Committees
- College Promotion Committees
- University Promotion Committee
Department Promotion Committees shall consist of Unit faculty selected by any manner consistent with procedures acceptable to the Departmental faculty acting as a group. The Chairperson of the Department Promotion Committee shall be elected by the committee and shall vote.
Each College Promotion Committee shall consist of not fewer than five nor more than nine Associate and/or full Professors. The Dean of the College shall determine the size of the committee within these guidelines. The faculty members of each College shall elect the members of the committee. The Chairperson of the committee shall be elected by the members of the committee and shall vote.
The University Promotion Committee shall consist of faculty representatives of all Colleges. There shall be not more than twelve faculty members (three from each College) who are Associate or full Professors plus two members from the Division of Learning Resources. Faculty members shall be elected utilizing procedures established by College governance practices.
- Nominating Faculty for Promotion
At the completion of the year prior to the appropriate number of years in rank (for promotion to Assistant Professor - 3 years in rank as Instructor, for promotion to Associate Professor - 4 years in rank as an Assistant Professor, for promotion to Professor - 6 years in rank as an Associate Professor) the faculty member shall be nominated for candidacy for promotion by his/her Chairperson. Only faculty members holding a tenured or tenure earning appointment shall be considered for promotion in rank. In consultation with the nominee, each Chairperson must prepare a "Nomination for Promotion" form and submit that form to the Departmental Promotion Committee in compliance with the Promotion Procedure Schedule attached. If a faculty member does not wish to be nominated for promotion, the faculty member shall inform the Chairperson in writing of that preference.
The Department Promotion Committee shall review the data included on the "Nomination for Promotion" form and advise on the appropriateness of the nomination. The committee shall vote to recommend the nominee to be a Candidate for Promotion or to reject such nomination to candidacy. Criteria utilized to recommend or not recommend shall be years-in-rank and degree terminality, including any prior service credit. The nominee shall be advanced to candidacy or will be rejected as a candidate for promotion.
When a faculty member's nomination for candidacy is rejected, the nominee shall be informed in writing the reasons for that decision. The nominee, if after reviewing the committee's reasons for not recommending advancement to candidacy, still desires to be considered a candidate, may declare him/herself a candidate and complete the promotion procedure.
- Becoming a Candidate for Promotion
If the nominee is advanced to candidacy by the Departmental Committee or himself/herself, the candidate and the sponsor (or the nominee himself or herself) shall prepare a promotion dossier. The candidate shall determine the contents of the dossier and be responsible for its addressing the requirements in Section I. The dossier shall be confined to activities within the time frame of current rank and should not exceed 20 pages. It may refer to supplementary materials that the candidate has submitted to the Chairperson. These materials will not be sent forward unless requested by persons evaluating the dossier after the Chairperson.
In rare cases, faculty members may be nominated as a candidate for promotion early. For unusually qualified persons, early nomination shall be permitted, but in no case, shall such nominations be earlier than two years prior to the termination of the required years in rank (for promotion to Assistant Professor - 2 years in rank as Instructor, for promotion to Associate Professor - 3 years in rank as Assistant Professor, for promotion to Professor - 5 years in rank as Associate Professor). This nomination may be made by any member of the Pittsburg State University academic community, the Chairperson, or the faculty member.
Promotion committees and members of the administration shall be required to provide written justification of promotion recommendations. These statements will represent the professional judgments of the authors concerning the candidates' qualifications for promotion. Individuals writing these justifications should be cognizant of the goals and objectives of the Department, College, and University and make remarks in light of the evidence presented in the dossier. Comments concerning the information present in or absent from the dossier in the areas of teaching, scholarly activity, and community and University service relevant to the qualifications of the faculty member should be made in this justification. Comments concerning activities in which the candidate could be involved that would strengthen the dossier shall also be included.
- Reviewing Candidates for Promotion
All actions by any promotion committee, Department Chairperson, Dean or Vice President shall be communicated to the candidate prior to the next level of review. Candidates may provide responses to recommendations made by faculty promotion committees, Chairpersons, Deans, and/or the Vice President for Academic Affairs prior to the forwarding of the dossier to the President. Faculty should address such responses to the next level of review with a copy to the President and the relevant reviewing body or person.
The promotion dossier shall be reviewed by the Department Promotion Committee, who shall review and discuss the dossier and vote on the candidate, recording the vote in the place provided on the dossier cover sheet. The Department Promotion Committee shall prepare for inclusion in the dossier of each candidate a statement supporting their recommendation. The Department Chairperson shall receive from the Department Promotion Committee the dossier and recommendation. The promotion dossier shall be reviewed by the Department Chairperson, who shall recommend or not recommend the candidate for promotion in writing and provide justification for any recommendation that is made. As a part of this justification, the Chairperson shall summarize the performance appraisal of the candidate for the period being reviewed. All dossiers containing the Departmental and the Chairperson’s recommendation shall be sent forward to the Dean of the relevant College, except when the promotion is withdrawn by the candidate.
The Dean shall review the dossier and shall recommend or not recommend the candidate's promotion. The recommendation shall be in writing and shall include a justification of the decision made. Reasons must be given to support both a positive and negative recommendation.
Upon receiving the dossier from the Dean, the College Promotion Committee shall discuss and review the promotion dossiers and vote on each candidate. The College Promotion Committee shall prepare for each candidate a statement supporting its recommendation. This statement shall become a part of the dossier. All cases, regardless of the recommendation (except when the promotion is withdrawn by the candidate), shall be sent forward to the University Promotion Committee.
The University Promotion Committee shall receive nominations for promotion from all College Committees, as well as the Library and Instructional Media when appropriate. This committee shall consider all candidates for promotion, and after the committee has reviewed the dossiers of all candidates, it shall vote on each candidate and provide a written rationale for its recommendation. Upon completion of this task, the dossiers shall be forwarded to the Vice President for Academic Affairs. The Vice President shall recommend or not recommend, justify those recommendations in writing, and forward them to the President.
Upon receiving the recommendations of the Vice President for Academic Affairs, the President shall review the dossiers and make recommendations to the Board of Regents at the appropriate time. If the President's recommendation differs from that of the Vice President for Academic Affairs, the President shall provide in writing a rationale for such difference. Any recommendations forwarded to the President shall become part of the candidate's official personnel file. Faculty members may submit documentation concerning their promotion recommendations for retention in their official personnel file.
Promotions are Grievable under provisions in this Agreement between PSU/KNEA and the PSU Administration/Board of Regents.
- Promotion Procedure Schedule
- May
- First call for promotion nominations
- August
- Second call for promotion nominations
- Departmental, College and University Promotion Committees elected
- August
- Nomination for Promotion forms to Departmental Committees
- Advancement to Candidacy notifications to nominees
- September
- Dossiers to Departmental Promotion Committees
- Dossiers to Department Chairpersons
- October
- Dossiers to College Deans
- Dossiers to College Promotion Committees
- November
- Dossiers to University Promotion Committee
- December
- Dossiers to Vice President for Academic Affairs
- January
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