2.4 Criteria for Evaluation of Faculty
Recommendations on matters of faculty status (e.g., initial
appointment, renewal, promotion, the conferral of tenure, and
dismissal) are in large measure a faculty responsibility. The
faculty's role in these personnel actions is based upon the
essentiality of its judgment to sound educational policy, and upon the
fact that scholars in a particular field have the chief competence for
judging the work of their colleagues. Implicit in such competence is
the acknowledgement that responsibility exists for both adverse and
favorable judgments. An additional reason for the faculty's role in
these matters is the general competence of experienced faculty
personnel committees with a broader charge that encompasses the
evaluation of teaching and service.
Recommendations in these matters originate through faculty action in
accordance with established procedures; are reviewed by senior academic
administrators; and presented to the Board for final approval. The
administration and the Board should overturn faculty personnel
recommendations only when it is clear that peer faculty have not
exercised high standards, or when the University's long- term
programmatic needs are an overriding consideration. Such judgments
would presumably be reached only in rare instances. In such cases both
the candidate and the faculty bodies participating in the
decision-making process are entitled to know the reasons administrators
give to the President in recommending that faculty judgment be
overturned. Only in extraordinary circumstances and for clear and
compelling reasons should administrators substitute their own judgment
of the value of scholarly accomplishments for judgments made by
professionals in the discipline.
Candidates for reappointment, promotion and tenure will be evaluated in
light of the missions of the University which are teaching,
scholarship, both theoretical and applied, and service (as defined in
2.4.4). Although candidates are not expected to
have equal levels of commitment or equal responsibilities in each of
these areas, high competence is expected. Genuine excellence must be
exhibited in the areas of teaching or scholarship and high competence
must be exhibited in both. The primary consideration in the evaluation
of the candidates' achievements will be the extent to which these
continue to improve the academic quality of the University. Peer
review plays a central role in the evaluation of individual achievement
in each of these areas.
Levels of expectation will vary with the type of decision. While
probationary appointments will, to some extent, recognize perceived
potential rather than achievement, appointment without term or
promotion in rank will be based on achievement rather than potential.
Appointment without term should leave very few doubts, if any, about
the candidate's value to the University over an extended period.
As stated above, candidates need to exhibit levels of competence and
excellence in teaching, scholarship, and service as defined above. If
a candidate's strength is sharply concentrated in only one area, then
the candidate's achievements in that area should have some significant
impact beyond the boundaries of this University. If the primary
strength is teaching, there should be evidence that the candidate's
contributions have influence beyond the immediate classroom; if in
theoretical or applied scholarship, there should be evidence that the
candidate's contributions have significant influence on colleagues at
other institutions in this country, and where applicable, abroad.
In addition to specific academic qualifications and professional
competence, evaluation for promotion or tenure should consider the
candidate's concern for professional ethics and responsibilities. For
purposes of promotion and tenure, the total period of service to the
University will be evaluated.
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- Effective teaching is demonstrated by the clarity, appropriateness,
and efficacy of course materials, methods, and presentations.
Contributions to teaching include the development and implementation of
new courses and programs; the development of instructional materials,
including applications of new technologies; the training and
supervision of teaching assistants; mentoring graduate students;
clinical and field supervision of students; and student advising.
2.4.2 Scholarship
- Scholarly achievement is demonstrated by original published and
refereed contributions to the advancement of the discipline/field of
study or the integration of the discipline with other fields; by
original research, artistic work, exhibitions, and performance; and by
the application of discipline- or field-based knowledge to the practice
of a profession.
2.4.3 Professional Service
- Professional service is demonstrated by contributions to recognized
societies and associations that promote scholarship; by consultancies
and cooperative projects that make the faculty member's discipline or
field-based knowledge available to individuals, groups or agencies
outside the University. Local academic units will develop and
disseminate in a timely manner (i) specific discipline- or field- based
expectations regarding the types of professional service which will be
considered appropriate as evidence in promotion and tenure cases and
(ii) the criteria to be used in assessing the quality of this service.
2.4.4 University Service
- Decisions on reappointment, promotion and tenure will also be
influenced by the extent of the candidate's service to the University.
All full-time faculty are expected to participate as part of their
professional responsibilities in governance and operational activities
outside the classroom. Required university service includes, but is
not limited to, such activity as attendance at faculty meetings and
participation in faculty personnel matters and curriculum development.
University service beyond that which is required of all faculty members
will be given positive weight in personnel decisions. Each local
academic unit will make known in a timely manner its requirements
concerning the minimum acceptable level of university service and its
policies concerning positive weight to be given for intramural service
in excess of that minimum requirement.