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University Faculty Bylaws

Policy Number: 3349-03-01
Effective Date: 06/01/2011
Updated: 08/22/2018
Reviewed:
Responsible Department: Office of the VPAA
Applies To: Faculty

M. Tenure

  1. Given the complexity of the Colleges and the great diversity of talent within them it is imperative that various kinds of academic work be recognized through a broad vision of scholarship.  Scholarship includes, but is not limited to, the scholarship of discovery, integration, application and teaching.   Scholarship of discovery is understood to include the traditional science of inquiry, investigation and experimentation, commonly known as research. Scholarship and research may also include participation in clinical trials and commercialization, patent and technology transfer activities.  Such work may be supportive for promotion decisions and weigh importantly in tenure decisions. While clinical care is insufficient alone to merit promotion or tenure, clinical innovation and improvement activities done in a scholarly manner and acknowledged to be of regional, national or international importance are important indicators of distinction and merit consideration.   Regardless of the type of scholarship, it should possess the quality of excellence, be peer-reviewed and be disseminated in the public domain.
  2. Herein are defined the basic tenets of appointment, promotion and tenure. The University has specific guidelines for the appointment, promotion and tenure of faculty that are consistent with these basic tenets and are set forth in the Appendices.
  3. Tenure-Track Faculty
    1. Appointments
      1. Appointments are based on the potential for and evidence of academic accomplishment.
      2. Recommendations for appointment shall originate with the Department Chair in accordance with these Bylaws and its Appendices.
      3. Procedures for appointment shall be set forth in an Appendix to these Bylaws.
      4. The Letter of Offer, and any amendments thereto, shall set forth the terms of the appointment.
    2. Probationary Period
      1. The total probationary period shall not exceed seven (7) years unless a leave of absence is granted to the individual, an extension as provided herein is granted, or there is a Tolling of the probationary period.  Time spent on a leave of absence will not count as probationary period service.
      2. At the request of a faculty member and with the concurrence of the Department Chair, the Dean may grant an extension of the faculty member’s probationary period up to a maximum of three (3) years.
      3. Faculty appointments may be terminated before the end of the probationary period.  However, the faculty member will receive notice of non-reappointment no later than six (6) months prior to the beginning of the next academic year.
    3. Tenure and Promotion
      1. Tenure is a privilege of eligible faculty, not a right.
      2. Only faculty members appointed to the tenure track are eligible to be considered for tenure.
      3. The granting of tenure is a commitment of a College.  Tenure assists respective Colleges in attracting and retaining faculty of high quality.  The creation of a tenure-track position necessitates an assessment of College needs and a commitment of College resources.  Documented evidence necessary for justifying the institutional commitment of the granting of tenure is set forth in Appendix B – Appointment, Promotion and Tenure Bylaws.
    4. Post-Tenure Review. A tenured faculty member who receives two (2) unsatisfactory Annual Performance Reviews by the Department Chair in a four (4) year period will be required to undergo a comprehensive post-tenure review as set forth in Appendix B of these Bylaws.
  4. Nontenure-Track Faculty
    1. Appointments
      1. Appointments are based on potential for, or evidence of, academic accomplishment.
      2. Recommendations for appointment shall originate with the Department Chair in accordance with these Bylaws and its Appendices.
      3. Procedures for appointment are set forth in Appendix A for the Colleges of Medicine and Pharmacy and Appendix H for the College of Graduate Studies.
      4. The Letter of Offer or Notification of Appointment, and any amendments thereto, shall set forth the terms of the appointment.
    2. Promotion
      1. A faculty member may be eligible for promotion to a higher rank in accordance with the requirements set forth in Appendix A for the Colleges of Medicine and Pharmacy.
      2. The criteria for promotion include contributions to the educational programs of the College, research and scholarly activity, professional standing and service to the College.
      3. Additional terms and conditions for promotion may be set forth in a faculty member’s Letter of Offer or Notification of Appointment.
    3. Reappointments. A faculty member will be considered for reappointment in accordance with the requirements set forth in Appendix A for the Colleges of Medicine and Pharmacy and Appendix H for the College of Graduate Studies.
  5. Annual Performance Review of Faculty
    1. Annual Performance Reviews of salaried faculty will be conducted by the faculty member’s Department Chair in order to ensure the fulfillment of their education, research, and service obligations to the College and the University and to promote optimal and continued professional growth and development.
    2. The focus of the Annual Performance Review is a review of the faculty member’s performance in the areas in which he/she has assigned duties and responsibilities.  Such areas include, but are not limited to, education, research, service, commercialization of University research and administration, if applicable.  The evaluation will rate the faculty member’s performance in accordance with an established rubric and process.
    3. Consequences of an Unsatisfactory Annual Performance Review
      1. The initial consequence of an unsatisfactory Annual Performance Review will be the initiation of a faculty development plan by the Department Chair to remediate the deficiency or deficiencies. The remediation will include milestones and regular intervals for reviews of progress toward remediating deficiencies. Progress shall be evaluated at the next Annual Performance Review. If another unsatisfactory Annual Performance Review occurs, the consequences may include the faculty member’s loss of University laboratory space, denial of salary increases or one-time payout, or sanctions as set forth in the Bylaws.
      2. A faculty member may challenge an unsatisfactory Annual Performance Review in accordance with the University Faculty Grievance Policy and Procedures as set for in Appendix E of these Bylaws.

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