A.
TENURE
In order for the University to perform its functions effectively,
it is essential that faculty members feel free to express
new ideas and divergent viewpoints in their teaching and research.
In the process of teaching and research, there must be freedom
to question and challenge accepted "truths." A university
must create an atmosphere that encourages faculty members
to develop and share different ideas and divergent views and
to make inquiries unbounded by present norms. Tenure contributes
significantly to the creation of such an atmosphere.
The
State University System guideline on tenure is contained in
Regent's Rule 6C-5.940 Tenure and Permanent Status, which
reads as follows:
Faculty tenure shall be administered consistent with the following
provisions:
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The
award of tenure shall provide annual reappointment until
voluntary resignation, retirement, removal for just
cause, or layoff.
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Tenure
is awarded upon demonstration of highly competent performance.
Tenure criteria shall address the areas of teaching;
research and other scholarly activities; and service
to the public, the discipline, and the university including
those professional responsibilities consistent with
faculty status. These criteria shall take into account
the mission and needs of the institution and shall place
appropriate emphasis upon teaching and teaching-related
scholarship. In this regard, the institution shall ensure
that teaching is evaluated broadly, including assessments
by peers and students, and that teaching performance
is prominently considered in the award of tenure.
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Tenure
shall be held as ranked faculty in an academic department/unit
and shall not extend to administrative appointments.
UNIVERSITY CRITERIA
Proceeding
from the framework of Rule 6C-5.940, the University of South
Florida's University-wide guidelines on tenure and promotion
states:
The
University has established minimum criteria for tenure and
promotion as follows. Tenure and promotion in the professorial
ranks will be granted only to persons of significant achievement,
especially in teaching, research/creative activity and service.
As a minimum standard for tenure and/or promotion, there must
be evidence of strong performance in both teaching and scholarship
and outstanding achievement in at least one of these areas.
Academic units in which public/professional service receives
significant prominence may so recognize service contributions
within unit guidelines.
The
academic units of the University may further refine these
criteria according to the standards of the respective disciplines.
Evaluation for Tenure
Evaluation
for tenure involves three components: teaching (including
advising) or comparable activity appropriate to the unit;
research/creative work; and service to the University, profession,
and the community. In addition, collegiality and participation
as a citizen of the University are an integral part of faculty
performance. Because the decision projects lifetime performance
from the first few years of a faculty member's career, tenure
must be awarded only as a result of careful assessment over
a period of time sufficient to judge the faculty member's
documented accomplishments, ability, and probable future productivity.
A judgement must be made that the faculty member's record
represents a pattern indicative of a lifetime of continued
accomplishment and productivity. The probationary period stipulated
by the BOR-UFF Collective Bargaining Agreement will be utilized.
Teaching. . The first step in the tenure decision process
is an evaluation of effectiveness in teaching (or comparable
activity appropriate for the unit). A record of effectiveness
in teaching consistent with the University guidelines must
be established. Unless a determination is made that the candidate
is an effective teacher, whether at the departmental or discipline
level, tenure will not be granted. Thus, it is vital that
substantial and diverse information concerning teaching effectiveness
be available as part of the tenure application.
Effective teaching requires a thorough knowledge of the subject,
the ability to present material in a clear fashion, and the
ability to work with, motivate, and serve as a positive role
model for students. Like research/creative work, it is best
judged by a peer review process, although it is essential
that appropriate evaluative review by the chair and dean also
be included. The peer review process may take many forms,
for example: consideration of student evaluations of teaching;
class visitations; examination of syllabi, course handouts,
examinations and other course materials; examination of samples
of student work, including abstracts of directed theses and
dissertations; critiques of public lectures; and reviews of
teaching-related books and articles. The teaching evaluation
record must speak to the manner in which sought data have
been examined.
Research/Creative Work. The purpose of research and creative
activity at a university such as USF is to make a substantive
contribution to the body of knowledge and understanding in
one's discipline. For tenure to be granted, a faculty member
must have established an original, coherent and meaningful
program of research/creative activity, which is adding substantively
to the body of knowledge within the discipline, and through
which the faculty member is expected to make a continuing
contribution throughout his or her career. A short period
of intensive research/creative activity in the years immediately
preceding tenure consideration is not an acceptable substitute
for a continuous and progressive record.
The peer review process is the best means of judging significance
and contribution of the candidate's research/creative work.
Evaluation at the department level should take into account
such information as reviews of books and articles, criticism
of creative work, reviews of grant applications, citations
of the candidate's work, and the quality of refereed journals
and presses by which the candidate's work is published. Objective
peer review of the candidate's work by scholars external to
the University is required. In addition, evaluative review
by the candidate's department chair or director and dean is
required. The contribution of a candidate for tenure must
be judged against the national standards in the discipline,
focusing on the significance of the work and the quality of
the contribution made, rather than on the quantity of publications.
(See following sections regarding process for securing input
from external reviewers.)
Service. The third component to be evaluated includes
service to both the University and the external community.
In addition to listing administrative and other professional
services to the University, an evaluation of the extent and
quality of the services rendered should be included. External
community service may include work for professional organizations
and community, state and federal agencies. It must relate
to the basic mission of the University and capitalize on the
faculty member's special professional expertise; the normal
service activities associated with good citizenship are not
usually evaluated as part of the tenure and promotion process.
Because of the diverse missions of different units and variations
in the extent and character of their interaction with external
groups, general standards of "external service" are difficult
to formulate. However, colleagues and administrators in the
field should be able to make and support a judgment about
the appropriateness and value of the services rendered.
Each recommendation for tenure should be accompanied by a
statement of the mission, goals and educational needs of the
department, college, and/or regional campus, and the importance
of the contributions the candidate has made and is expected
to make in the future toward achieving the goals and meeting
the needs. Consideration should be given to the candidate's
ability and willingness to work cooperatively within the department,
college, and/or campus.
REVIEW OF PROGRESS TOWARD TENURE
It is the responsibility of the department peer committee
and department chair or other appropriate administrator to
include a progress toward tenure review as part of the annual
evaluation for all faculty in the probationary period for
tenure. For those faculty appointed with the full probationary
term a more extensive pre-tenure review will be conducted
during the third year. If an individual is credited
with tenure-earning service at the time of initial appointment,
the review will be conducted at the approximate mid-point
of the probationary period. The mid-point review will
be conducted by the department's tenure and promotion committee,
the department chairperson or other appropriate administrator,
the college or college/campus tenure and promotion committee,
and the college/campus dean. Upon the request of the faculty
member the review of progress toward tenure will include the
Provost.
All
mid-point reviews shall address the performance of annual
assignments including teaching, research/creative activity,
and service occurring during the preceding tenure-earning
years of employment. In addition, all reviews should critically
assess overall performance and contributions in light of mid-point
expectations. The mid-point review will not be as extensive
as the formal tenure review that occurs later but should be
based on a set of documents which would include: a current
vita; annual evaluations; student/peer evaluation of teaching;
selected examples of teaching materials and scholarship; and
a brief self-evaluation by the faculty member.
The
mid-point review is intended to be informative, and to be
encouraging to faculty who are making solid progress toward
tenure, instructional to faculty who may need to improve in
selected areas of performance, and cautionary to faculty where
progress is significantly lacking.
EXCEPTIONS
TO THE STANDARD PROBATIONARY PERIOD
Ordinarily,
a faculty member in a tenure-earning position will either
be awarded tenure at the end of the probationary period or
be given notice that further employment will not be offered.
However, exceptions to the tenure clock may be considered
in some circumstances. A faculty member in a tenure earning
position may request in writing to be appointed to a non-tenure
earning position without loss of salary rate. Such circumstances
might include medical exigencies or parental situations covered
by FMLA or ADA legislation or other extenuating circumstances
approved by the University. The request must be made in writing
and approved by the chair of the department, dean, and Provost.
Following the period of appointment to a non-tenure earning
position, the faculty member will return to the tenure earning
position without qualification and the tenure clock will resume.
TENURE
UPON INITIAL APPOINTMENT
In
determining the award of tenure upon initial appointment,
the guiding principle will be to follow departmental and college,
or campus procedures in an expedited process that will not
inordinately delay hiring decisions. Specifically, there must
be review of tenure eligibility at all levels. Approval must
be obtained from the Office of the Provost prior to making
an offer that includes tenure without a probationary period.
The Provost should receive the following information:
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written
statement(s) of review of tenure eligibility at all
levels (dean, chair, department/campus faculty) - -
these reviews should occur prior to a request to the
Provost to make such an offer, although written statements
may follow approval
-
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official
starting date for the position
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a
draft of the letter of offer, which has explicit mention
of the tenure offer, pending BOR approval
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brief
statement on the unique achievements of the faculty
member which support the basis for tenure.
Upon
approval the University will submit the tenure recommendation
to the Board for approval at the earliest meeting at which
tenure upon appointment is considered.
Persons
being considered for administrative appointments accompanied
by academic appointments with tenure will interview with the
academic unit in which tenure would be considered and the
appropriate dean; the appropriate faculty bodies and administrators
will make recommendations on tenure to the Provost.
B.
PROMOTION IN ACADEMIC RANK
As
in the case of tenure, the judgement of readiness for promotion
to higher academic rank is based upon a careful evaluation
of a candidate's contributions in teaching (or comparable
activity appropriate to the unit), research/creative work,
and service: and the sections pertinent to evaluation of these
factors for the tenure decision apply as well to promotion.
Promotion will not be granted unless a determination of the
candidate's effectiveness in teaching (or in comparable activity
appropriate to the unit) has been made. Promotion also requires
collegiality and participation as a citizen of the University,
as this is an integral part of faculty performance.
Standards
for the ranks of Assistant Professor, Associate Professor,
and Professor (or their equivalents) are as follows:
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Assistant
Professor (or Assistant University Librarian)
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Promise
of continued growth as a teacher, or in comparable
activity appropriate for the unit.
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Promise
of independent and collaborative research/creative
work, supported by publications or other appropriate
evidence.
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Promise
of substantive contributions in the area of service.
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The
doctorate or the highest degree appropriate to the
field (or, where appropriate, the equivalent based
on professional experience).
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Associate
Professor (or Associate University Librarian)
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Acknowledged
record of success in teaching, or other comparable
activity appropriate for the unit, including a record
of such activities as participation on thesis and/or
dissertation committees, and successful direction
of the work of master's and doctoral candidates,
where applicable.
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Focused
program of independent and collaborative research/creative
work, supported by substantial publications or their
equivalent. Original or creative work of a professional
nature may be considered an equivalent. The record
should be sufficient to predict, with a high degree
of confidence, continuing productivity in research/creative
work throughout the individual's career.
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Substantive
contributions in the area of service.
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Ordinarily,
the rank of Associate Professor is not granted in
advance of the tenure judgement.
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Professor
(or University Librarian)
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Acknowledged
record of success in teaching, or other comparable activity
appropriate for the unit, such as a record of participation
on thesis and/or dissertation committees, and successful
direction of the work of master's and doctoral candidates,
where applicable.
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Established
record of productive research/creative work of at least
national visibility, supported by a record of substantial
publications or their equivalent. Original or creative
work may be considered a equivalent. The record should
predict continuing high productivity in research/creative
work throughout the individual's career.
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Substantive
contributions in the area of service.
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Unmistakable
evidence of significant achievement among peers in one's
discipline at the national or international level. True
distinction is expected in at least one of the areas
of teaching (or comparable activity appropriate to the
unit); research/creative work; or service. Any recommendation
for promotion to the rank of Professor (or University
Librarian) must contain evidence that such distinction
has been identified.
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As
a general guideline a faculty member normally would
not apply for promotion to rank of Professor without
five years of service at the rank of Associate Professor.
C.
TENURE AND PROMOTION
TENURE AND PROMOTION COMMITTEE MEMBERSHIP
When
establishing Tenure and Promotion Committees, departments,
schools, and colleges, whenever possible and practical,
should adhere to the following criteria:
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Membership
on committees should be (s)elected from faculty who
have received tenure at the University of South Florida
and have been appointed at the University for at least
two years;
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Those
eligible to elect committees should be department, school,
college, or campus members who hold tenure-track appointments;
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Terms
of committee members should be staggered and ordinarily
should not exceed three years;
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Turnover
of committee membership should be encouraged through
restrictions on consecutive terms, if feasible;
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Individuals
serving on more than one advisory committee (e.g., department,
school, college, or campus) should vote at the department/school
level on candidates from their home unit but not on
these candidates at other committee levels. Chairs who
serve on college committees should refrain from voting
on candidates from their own units;
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Committees
considering candidates for promotion to Professor should
be comprised of individuals holding the rank of Professor,
unless the faculty in the department/college determine
otherwise and so describe another procedure in the appropriate
governance document of the unit.
EXTERNAL LETTERS FOR TENURE AND PROMOTION APPLICATIONS
The
department chair ordinarily will include in the tenure
and promotion packet a minimum of three letters (but
not exceeding six) from external reviewers who are
expert in the individual's field or a related scholarly
field. The candidate and the department chair will
suggest external reviewers. The department Tenure
and Promotion Committee may also suggest external
reviewers. These reviewers should have no significant
relationship to the candidate (e.g., major professor,
co-author), unless there are mitigating circumstances
that would indicate otherwise (e.g., to review scholarship
so specialized that few expert reviewers exist). The
chair and the candidate will jointly select the reviewers.
In the event of disagreement each party will select
one-half the number of qualified reviewers to be utilized.
Letters from external reviewers should be in the candidate's
file prior to the final recommendations by the Tenure
and Promotion Committee. All solicited letters which
are received must be included in the candidate's file.
EARLY TENURE AND PROMOTION CONSIDERATION
Decisions
on tenure and promotion prior to the time recognized
as normal should be considered "early decisions."
Early decisions should be identified and justified
as such at every review level. Truly exceptional performance
should be required for a favorable early decision.
Further, external reviewers should be advised of the
University's expectations for a favorable early decision.
As a general guideline a faculty member normally would
not apply for promotion to rank of Professor without
five years of service at the rank of Associate Professor.