Promotion is open only to regular, full-time faculty positions, not temporary faculty positions.

 A. Promotion for Tenured/Tenure-Track Professor Ranks

A faculty member usually completes at least five years in rank before being considered for promotion from assistant professor to associate professor and at least four years in rank before being considered for promotion from associate professor to professor; consequently, candidates normally do not apply before their sixth year for promotion to associate professor and before their fifth year in rank for promotion to professor. Faculty members whose academic credentials and performance are outstanding, or who have held academic appointments at their present rank at other institutions, may be considered for promotion sooner.

1. Promotion from Assistant Professor to Associate Professor

To merit promotion to the rank of associate professor, candidates must possess a strong record of performance at the assistant professor rank. Decisions to promote an assistant professor to the rank of associate professor are based upon: 1) the caliber of the faculty member’s teaching effectiveness and overall contribution to the quality of the instructional programs; and 2) the caliber of the faculty member’s record of research, publication, creative activity, and scholarly efforts in the discipline and field of specialization. These two areas of performance are co-equal in importance and are predominant in the evaluation of candidates for promotion from assistant to associate professor.

To meet the criteria and standards of performance for promotion to associate professor, a candidate’s record of academic performance and accomplishments must satisfy the following requirements.

A. A successful candidate must present convincing evidence of good instructional performance and effectiveness; each candidate’s record must be judged sufficient in quality to demonstrate continuing and substantial progress toward an outstanding level of performance.

Documentation of a candidate’s instructional performance should include at least the following:

i. Evidence of effective performance by the candidate in the classroom and/or other instructional settings and evidence of the degree of the candidate’s commitment to instructional excellence, including judgments by members of the departmental promotion committee and the departmental chairperson.

ii. Student opinions regarding the candidate’s instructional performance, together with their opinions concerning the quality of the course.

iii. Any available evidence that the candidate has made contributions (beyond those included in responsible service/academic citizenship) to improving the quality of the instructional programs in the academic area. Such contributions may include improving the presentation of course materials, developing effective instructional aids, developing new courses or programs, strengthening the content of existing courses, preparing useful and current course syllabi, participating effectively in the supervision of research efforts of graduate students, assisting in student recruitment and career placement, performing meritoriously in adult and professional continuing education programs, providing curricular or instructional leadership, and obtaining or participating significantly in grants and contracts that enhance the University’s instructional efforts.

B. A successful candidate must present a strong, continuing record of productive research, publication, creative activity, and scholarly achievement appropriate to the discipline and field of specialization. This record must be sufficient in both quantity and quality to demonstrate substantial progress toward an outstanding level of performance.

Candidates have many ways to establish a strong, continuing record of productive research, publication, creative activity, and scholarly achievement; however, each successful candidate is expected to have published a number of substantial articles in recognized refereed journals in the discipline (or the equivalent in the case of candidates whose disciplines are in the creative, visual, or performing arts). In evaluating the totality of a candidate’s record, consideration is given to all appropriate types of original scholarship, creative effort, and professional activity relevant to the candidate’s discipline. The weight placed on each scholarly and professional activity necessarily varies according to the contribution it makes to the discipline and to the professional stature of the candidate. The following are examples of the types of scholarly and professional contributions that are considered:

  • Articles published in refereed journals in the candidate’s discipline;
  • Books and book-length research monographs;
  • Invited or juried or reviewed exhibitions, presentations, or performances;
  • Chapters in books and edited collections of readings;
  • Research reports submitted in connection with research grants or contracts;
  • Participation in research contract or grant activities;
  • Papers published in the proceedings of meetings of professional associations;
  • Articles in non-refereed periodicals;
  • Papers presented at professional meetings;
  • Appointment as a referee, as a member of an editorial board, or as an editor of a scholarly academic or professional journal;
  • Any other types of scholarly publications and creative efforts that contribute to the candidate’s fields of specialization; and
  • Important professional activities that contribute materially to the individual’s professional stature and to the University’s mission.

In appraising the quantity and quality of a candidate’s scholarly and creative contributions to the discipline, emphasis is placed upon: 1) whether the amount of productive research, publication, and creative activity the candidate presents is commensurate with what should be expected of someone applying for the rank of associate professor; 2) evidence as to the substantive and consistent nature of the candidate’s scholarly or creative efforts; 3) the quality of the refereed journals in which manuscripts have been published (or the quality of the invited or juried or reviewed exhibitions, presentations, or performances); 4) the caliber of the publications in which the candidate’s works (other than refereed journal articles) have appeared; 5) any evidence of the impact that the candidate’s works have had on the discipline or of the extent to which the candidate’s publications have been recognized or cited by others; 6) the emerging professional stature of the candidate; 7) the quality of any invitations to consult or lecture; and 8) the quality of any participation by the candidate in research contract or grant activities.

C. Each successful candidate must show evidence of a continuing record of service/academic citizenship appropriate to the candidate’s area and expertise, as defined at the departmental and divisional levels. These activities include, but are not limited to: work on departmental-, college-, and university-level committees and projects; mentoring students and advising student groups; providing service and education to external groups in a variety of forms; engaging in partnerships with target groups on enterprises aimed at problem-solving; working to advance the profession, including by serving on editorial boards; serving in leadership roles at the state, national, regional, and/or international levels; providing expert testimony on matters of professional expertise; serving as invited or elected members of boards, panels, and commissions; community engagement; clinical service and training; and enhancing the visibility and mission of the University by work outside the classroom.

The absence of a continuing record of service/academic citizenship on the candidate’s part detracts from what otherwise may be a strong set of qualifications for promotion. Similarly, a pattern of continual lack of collegiality will be a factor in promotion decisions.

D. In cases where administrative and/or service activities are an assigned part of the candidate’s professional duties, the criteria and performance standards cited above are supplemented and modified as follows:

  • The quantity of teaching and creative scholarship expected of the candidate shall be modified appropriately to recognize both the person’s academic appointment and the time assigned to the administrative and/or service components of the position. However, the criteria regarding the caliber of teaching effectiveness and the quality of research, publications, creative activity, and scholarly achievements remain the same, as does the expectation of responsible service/academic citizenship.
  • The candidate’s assigned administrative and/or service-related activities must be judged by superiors as meritorious and to have brought credit to the University.

While meritorious performance in an administrative and/or service capacity substantially enhances a candidate’s case for promotion, such performance generally cannot be the primary basis upon which a faculty member receives promotion from assistant professor to associate professor. Promotion to the rank of associate professor is awarded principally on the basis of academic merit, as evidenced by a candidate’s academic credentials, teaching effectiveness, instructional contributions, and record of research, publication, creative activity, and scholarly achievement.

2. Promotion from Associate Professor to Professor

To merit promotion to the rank of professor, candidates must possess a strong record of performance at the rank of associate professor. Decisions to promote an associate professor to the rank of professor are based upon: 1) the caliber of the faculty member’s teaching effectiveness and overall contribution to the quality of the instructional programs; and 2) the caliber of the faculty member’s record of research, publication, creative activity, and scholarly efforts in the discipline and field of specialization. These two areas of performance are co-equal in importance and are predominant in the evaluation of candidates for promotion from associate professor to professor.

To meet the criteria and standards of performance for promotion to professor, a candidate’s record of academic performance and accomplishments must satisfy the following requirements.

A. A successful candidate must present convincing evidence of outstanding instructional performance and effectiveness; each candidate’s record should be judged sufficiently consistent in quality to warrant the expectation of continued performance at this level.

Documentation that a candidate’s instructional performance is outstanding and consistent in quality should include at least the following:

i. Evidence of effective performance by the candidate in the classroom and/or other instructional settings and evidence of the degree of the candidate’s commitment to instructional excellence, including judgments by members of the departmental promotion committee and the departmental chairperson.

ii. Student opinions regarding the candidate’s instructional performance, together with their opinions concerning the quality of the course.

iii. Any available evidence that the candidate has made substantial contributions (beyond those included in responsible service/academic citizenship) to improving the quality of the instructional programs in the academic area. Such contributions may include improving the presentation of course materials, developing effective instructional aids, developing new courses or programs, strengthening the content of existing courses, preparing useful and current course syllabi, participating effectively in the supervision of research efforts of graduate students, assisting in student recruitment and career placement, performing meritoriously in adult and professional continuing education programs, providing curricular or instructional leadership, and obtaining or participating significantly in grants and contracts that enhance the University’s instructional efforts.

B. A successful candidate must present an outstanding record of productive research, publication, creative activity, and scholarly achievement appropriate to the discipline and field of specialization; this record should be sufficiently consistent in both quantity and quality to warrant the expectation of continued performance at this level.

Although many ways exist for a candidate to establish an outstanding, continuing record of productive research, publication, creative activity, and scholarly achievement, each successful candidate is expected to have published a number of substantial articles in recognized refereed journals in the discipline (or the equivalent in the case of candidates whose disciplines are in the creative, visual, or performing arts). In evaluating the totality of a candidate’s record, consideration is given to all appropriate types of original scholarship, creative effort, and professional activity relevant to the candidate’s discipline. The weight placed on each scholarly and professional activity necessarily varies according to the contribution it makes to the discipline and to the professional stature of the candidate. The following are examples of the types of scholarly and professional contributions that are considered:

  • Articles published in refereed journals in the candidate’s discipline;
  • Books and book-length research monographs;
  • Invited or juried or reviewed exhibitions, presentations, or performances;
  • Chapters in books and edited collections of readings;
  • Research reports submitted in connection with research grants or contracts;
  • Participation in research contract or grant activities;
  • Papers published in the proceedings of meetings of professional associations;
  • Articles in non-refereed periodicals;
  • Papers presented at professional meetings;
  • Appointment as a referee, as a member of an editorial board, or as an editor of a scholarly academic or professional journal;
  • Any other types of scholarly publications and creative efforts that contribute to the candidate’s fields of specialization; and
  • Important professional activities that contribute materially to the individual’s professional stature and to the University’s mission.

In appraising the quantity and quality of a candidate’s scholarly and creative contributions to the discipline, emphasis is placed upon: 1) whether the amount of productive research, publication, and creative activity the candidate presents is commensurate with what should be expected of someone applying for the rank of professor; 2) evidence as to the substantive and consistent nature of the candidate’s scholarly or creative efforts; 3) the quality of the refereed journals in which manuscripts have been published (or the quality of invited or juried or reviewed exhibitions, presentations, or performances); 4) the caliber of the publications in which the candidate’s works (other than refereed journal articles) have appeared; 5) evidence of the impact that the candidate’s works have had on the discipline and of the extent to which the candidate’s publications have been recognized or cited by others; 6) the professional stature of the candidate; 7) the quality of any invitations to consult or lecture; and 8) the quality of any participation by the candidate in research contract or grant activities.

C. Each successful candidate must show evidence of a continuing record of service/academic citizenship appropriate to the candidate’s area and expertise, as defined at the departmental and divisional levels. These activities include, but are not limited to, work on departmental-, college-, and university-level committees and projects; mentoring students and advising student groups; providing service and education to external groups in a variety of forms; engaging in partnerships with target groups on enterprises aimed at problem-solving; working to advance the profession by serving on editorial boards; serving in leadership roles at the state, national, regional, and/or international levels; providing expert testimony on matters of professional expertise; serving as invited or elected members of boards, panels, and commissions; community engagement; clinical service and training; and enhancing the visibility and mission of the University by work outside the classroom.

The absence of a continuing record of service/academic citizenship on the candidate’s part detracts from what otherwise may be a strong set of qualifications for promotion. Similarly, a pattern of continual lack of collegiality will be a factor in promotion decisions.

D. In cases where administrative and/or service activities are an assigned part of the candidate’s professional duties, the criteria and performance standards cited above are supplemented and modified as follows:

  • The quantity of teaching and creative scholarship expected of the candidate shall be modified appropriately to recognize both the person’s academic appointment and the time assigned to the administrative and/or service components of the position. However, the criteria regarding the caliber of teaching effectiveness and the quality of research, publications, creative activity, and scholarly achievements remain the same, as does the expectation of responsible service/academic citizenship.
  • The candidate’s assigned administrative and/or service-related activities must be judged by superiors as meritorious and to have brought credit to the University.

While meritorious performance in an administrative and/or service capacity substantially enhances a candidate’s case for promotion, such performance generally cannot be the primary basis upon which a faculty member receives promotion from associate professor to professor. Promotion to the rank of professor is awarded principally on the basis of academic merit, as evidenced by a candidate’s academic credentials, teaching effectiveness, instructional contributions, and record of research, publication, creative activity, and scholarly achievement.

B. Promotion for Renewable Contract Professor Ranks

Departments, schools, and colleges will create a committee or committees to work in conjunction with the chair or dean to evaluate renewable contract faculty for promotion. Committees for promotion to a given rank will consist of faculty who possess that rank or a higher rank. In cases in which there are fewer than three department members who are eligible to serve on the evaluation committee, the dean will appoint additional members with interests related to the faculty member’s discipline from other departments. However, if possible, the chair of the committee should be a member of the candidate’s home department.

The promotion process for renewable contract faculty follows the departmental, college, and dean-level timeline for tenure-track faculty. The dossier for promotion will be forwarded to the department chair by October 1 in the year of application. The permissible recommendations at each stage are to grant promotion or deny promotion.  The candidate for promotion may terminate the review process at any stage by requesting the dossier be withdrawn from consideration.

Promotions for renewable contract faculty members holding professor ranks require submission of a dossier. The dossier will include a current curriculum vitae; evidence of effective teaching, research, or clinical practice from a variety of sources; evidence of service at the department, school, college, University, and/or professional levels; a statement of professional activities; and documentation of other relevant activities. Some departments may require that external letters evaluating the candidate’s professional performance or research be included in the dossier. It is expected that the documentation of outcomes and student learning will generate substantial data for evaluation of teaching/clinical competency.

The departmental evaluation committee will review promotion applications and provide a written recommendation to the department chair. In those academic divisions without departmental structures, a divisional committee is used. The evaluation committee reviewing renewable faculty cases for promotion will base its written recommendation on the contents of the dossier as well as on job descriptions as stated in appointment letters, department, school, or college criteria for promotion as approved by the dean’s office, annual evaluations by departmental committee (if utilized), and the annual chair/dean evaluations. The committee’s written recommendation must include the actual vote totals for and against (noting all votes cast). In cases where the vote was not unanimous, the written recommendation must attempt to identify the grounds for dissent so that the votes can be appropriately contextualized as the dossier proceeds through the review. Abstentions are strongly discouraged. Recusals are permitted when conflicts of interest exist; however, the faculty member should provide an explanation to the committee chair. The department chair then writes an independent recommendation and forwards that, along with the committee recommendation and the dossier, to the dean, who may utilize a divisional evaluation committee (if applicable).

The dean’s recommendation, along with the full dossier, will normally be received by the Provost by February 1. The Provost, together with designated persons, reviews each dossier and recommendations from the committee(s), chair, and dean and makes the ultimate decision on promotion. The decision of the Provost will generally be forwarded to the candidate, dean, and departmental chairperson between March 15 and April 15; however, failure to meet this deadline by the Provost will not result in an automatic promotion for the candidate. As with tenure and tenure-track decisions for promotion, final authority for promotion lies with the Provost.

Renewable contract assistant professors are eligible to apply for promotion to associate professor during the sixth year in rank. Renewable contract associate professors are eligible to apply for promotion to professor after completing a minimum of five years in rank. On rare occasions, exceptional candidates may warrant early promotion consideration.

1. Promotion from Renewable Contract Assistant Professor to Renewable Contract Associate Professor

Promotion to renewable contract associate professor will be based on evidence of effective activity in the areas of teaching, research, or clinical practice and departmental, college, university, and professional service. Candidates applying for promotion to associate professor shall include strong evidence of professional development in teaching, research, or clinical practice as well as documentation of professional service. The absence of a continuing record of service/academic citizenship on the candidate’s part detracts from what otherwise may be a strong set of qualifications for promotion. Similarly, a pattern of continual lack of collegiality will be a factor in promotion decisions.

2. Promotion from Renewable Contract Associate Professor to Renewable Contract Professor

Promotion to renewable contract professor requires compelling evidence of significant contribution at the departmental, college, and university level, and to the teaching, research, or clinical aspects of one’s field. Professors are also expected to include compelling evidence of contributions to teaching, research, or clinical practice by demonstrating excellence at a local, regional, or national level. Documentation of high-quality service is expected. The absence of a continuing record of service/academic citizenship on the candidate’s part detracts from what otherwise may be a strong set of qualifications for promotion. Similarly, a pattern of continual lack of collegiality will be a factor in promotion decisions.

Further information on methods for documenting the quality of research, teaching, and service required for promotion to each rank is laid out in Chapter 2, Section III above.

Candidates for promotion who are unsuccessful will meet with their chair/dean to discuss continuation of employment at the existing rank. Candidates whose promotion applications are not successful may, if re-appointed, apply again for promotion in future years. These candidates should be provided with clear guidance regarding the professional development steps needed to reach promotion in the future.

C. Promotion from Renewable Contract Instructor to Renewable Contract Senior Instructor

Following their sixth year of service, instructors who are reappointed for a seventh year will be promoted to senior instructor. Deans are responsible for notifying the faculty member and the Office for Academic Affairs of any upcoming promotion for the following academic year no later than May 15.