IV. Awarding Tenure to
V. Composition of Faculty Committees
VI. Preparation of Dossiers
VII. Progress Reviews
VIII. Procedures for Making Tenure Recommendations
IX. Procedures for Making Promotion Recommendations
X. Policy and Guidelines
XI. Employment of Members of the Same Family
XIV. Termination and Severance
XV. Appointment, Evaluation, and Replacement of Administrators
FACULTY PERSONNEL POLICIES
VI. Preparation of Dossiers; Subsequent Additions
A dossier serves as a basis for decisions regarding retention, tenure, and/or promotion. The primary responsibility for preparing a dossier to be considered by a faculty committee on promotion, progress review, or tenure rests with the candidate, but the departmental chairperson shall offer assistance. The dossier shall include all evidence and support material deemed by the candidate to be necessary for the review and shall include any material required by departmental and divisional policies as well as a clear description of any special duties stated in the initial or subsequent appointment letter(s). No material submitted by a candidate shall be removed from the dossier prior to a final decision regarding the candidate's retention, tenure, and/or promotion in that year’s review.
The dossier of a candidate for promotion or tenure must include external evaluations of the candidate's scholarly and creative contributions to his/her discipline. The candidate suggests in a timely fashion the names of several experts in his or her field who might provide external evaluations. The departmental chairperson requests evaluation statements from at least two of those persons but is not limited to names furnished by the candidate. These evaluative statements shall be sent to the departmental chairperson who must put them in the dossier. They are considered only if they are in the candidate's dossier at the time that it is reviewed by the departmental committee.
Dossiers are due October 1 unless, with the approval of the Executive Vice President and Provost, a division selects a different date. The candidate submits his/her dossier to the departmental chairperson, who may add information which he or she considers to be relevant; in the event that information is added, the departmental chairperson informs the candidate who has the opportunity to add explanatory or rebuttal material. The dossier is then transmitted by the departmental chairperson to the departmental faculty committee.
Generally, no new evidence is added to the dossier after it has been transmitted to the departmental committee. In extremely unusual circumstances, when new evidence becomes available which seems to the dean to be significant, the dean may reconvene the departmental and divisional committees and ask these committees and the departmental chairperson to assess the new evidence.
Dossiers generally are reviewed by one or more faculty committees, the departmental chairperson, the dean, and the Provost/Vice President for Academic Affairs (see Sections VII, VIII, and IX). The reviews of faculty committees, the departmental chairperson, and the dean each result in written recommendations which are attached to the dossier and are considered at subsequent stages of the review process. Each such recommendation shall include a discussion of the evidence in the dossier concerning whether the candidate’s performance satisfies the pertinent set of criteria and standards.
The candidate is given a copy of each such recommendation and has an opportunity to supply an explanatory or rebuttal statement. Any such statement by the candidate becomes a part of the dossier and is reviewed by the departmental/divisional committee or departmental chairperson/dean whose recommendation elicited the candidate’s response. Following this review, the candidate is informed in writing of the results, and a copy is included in the dossier. The dossier is then forwarded for review at the next stage.
Those performing the review at each stage shall have access to the complete dossier of the candidate and to copies of the formal written recommendations made at each prior stage of the review. In addition, they shall rely on their professional judgment in making evaluations and recommendations. Since the dossiers contain confidential and sensitive material, access to them shall be limited to persons formally involved in the review process.
The material in the dossier submitted by the candidate shall be returned at the end of the review process.