Common use of Promotion and Tenure Clause in Contracts

Promotion and Tenure. 12.3.1. Promotion and tenure are among the most important decisions a university makes and must be based on the expectation that the candidate is an engaged and effective teacher and mentor; is an active scholar; is contributing to their profession; is a valued contributor to the life of the university through service; and is participating in their community and profession by providing professional service. All Bargaining Unit Members are evaluated annually and at the time of tenure/promotion on teaching/librarianship/advising/, scholarship, and service in relation to university goals and needs and contributions to the discipline. 12.3.1.1. Success in achieving tenure and promotion requires that candidates present evidence making a strong case that they have achieved the criteria articulated in this contract, relative to the academic rank sought. While faculty Work Plans are evaluated on an annual basis, the Promotion and Tenure Portfolio provides a holistic view and demonstrates a body of work over a period of time. 12.3.1.2. All evaluators, both for annual evaluations and promotion and tenure decisions, are trained in the role of evaluation as well as all evaluation policies and procedures, including teaching observations. 12.3.2. Time to Tenure and Promotion 12.3.2.1. At the time of hiring, the University at its discretion may give the new Bargaining Unit Member credit towards promotion and tenure for prior years of collegiate teaching, but it shall be under no obligation to do so. 12.3.2.2. Credit for prior experience may be reduced at the request of the individual Bargaining Unit Member. This request can be made at any time before the sixth year of PSU employment. 12.3.2.3. Instructors in tenure-track lines are not eligible for tenure at the rank of Instructor. Instructors will not be promoted to Assistant Professor without the terminal degree in their fields. Instructors will have no more than two academic years from the date of appointment to complete and obtain a terminal degree. Once such degree is obtained, the instructor shall automatically be appointed to assistant professor. 12.3.2.4. Assistant professors must apply for tenure and promotion during their sixth year of full time bargaining unit service at PSU unless credit toward tenure was granted when originally hired. Faculty granted time to tenure can defer going up for tenure until their sixth year of full time bargaining unit service at PSU. Successful tenure application by the sixth year of full time bargaining unit service at PSU is required. Faculty who do not achieve a positive tenure decision by the end of their sixth year of full time bargaining unit service at PSU will be granted a terminal one-year appointment. 12.3.2.5. If hired at the rank of associate professor or professor, faculty are eligible to apply for tenure consideration during their second year and must apply no later than their fourth year of full time bargaining unit employment at PSU. 12.3.2.6. Tenured associate professors are eligible to apply for promotion to professor during their sixth year or beyond of bargaining unit employment at that rank. Candidates should apply when they are able to provide convincing evidence that they have met the criteria for Professor in the areas of teaching/advising and librarianship, scholarship, and service. 12.3.2.7. In extremely rare circumstances, the time in rank or degree requirements may be waived for promotion. If it is determined at all evaluation levels that a candidate has a demonstrated record of excellence in all three of the following areas: teaching/librarianship, scholarship, service and a national reputation in their field of expertise, time in rank or degree requirements may be waived. Candidates considering early application for promotion shall consult the P&T committee and xxxxxxx prior to applying. 12.3.2.8. STOPPING THE TENURE CLOCK A tenure-track faculty member may be granted, upon request, a one- year extension of the time to tenure because of any of the following: ● the birth of a child, adoption of a child, or becoming the xxxxxx parent of a child; ● the need to devote substantial time to the care of a seriously ill or injured family member; ● serious illness or injury of the untenured Bargaining Unit Member; ● active military service as a member of the National Guard or Reserves; ● an unpaid leave of at least one semester duration, including FMLA leave, that has been granted by the University; ● other reasons for which there is a signed agreement between the University and the PSU-AAUP. 12.3.2.9. Under mitigating circumstances and after consultation with the Xxxxxxx or designee, a second, one-year extension may also be granted. 12.3.2.10. A tenure candidate who has been granted an extension of the pre-tenure period shall be reviewed under the same academic standards as a candidate who has not had an extension. 12.3.3. Evaluation Levels, Process, and Timeline: 12.3.3.1. Candidates to be evaluated for promotion and/or tenure are to be evaluated at EACH level at PSU prior to submission of their applications to the USNH Board of Trustees in June. The levels are: ● Department/disciplinary P&T Committee, ● Evaluator, ● Xxxxxxx, ● President 12.3.3.2. Candidates will be evaluated at each of the levels in the order listed. Each level of evaluation will conduct a fair, impartial, and thorough review of the candidate’s Promotion and Tenure File, Promotion and Tenure Portfolio, and the recommendations made at previous evaluation levels. 12.3.3.3. Each evaluation level must provide an independent written recommendation, either for promotion and/or tenure or for no change in status, with a rationale for the recommendation. Each level’s evaluation will be provided to the candidate and to the succeeding levels. 12.3.3.4. Timeline: On or before the following dates, each level will communicate its recommendation in writing to the candidate and to the next level of evaluation. OCT 15: Candidate submits promotion and tenure portfolio NOV 15: Department or disciplinary P&T committee’s recommendation due. DEC 15: Evaluator recommendation due FEB 15: Xxxxxxx’x recommendation due APR 15: President’s recommendation due 12.3.3.5. The President shall make a final recommendation to the Board of Trustees, and will report the final recommendation to the candidate. The President’s final recommendation to the Board of Trustees and all recommendations from each level shall be filed in the candidate’s personnel file, unless the candidate withdraws from consideration. 12.3.3.6. At any time prior to the President’s final recommendation to the Board of Trustees, the candidate may withdraw from further consideration. Withdrawal shall be made in writing and shall be submitted to all levels that have reviewed the application. If a candidate withdraws from consideration, all recommendations submitted as part of the evaluation process prior to the time of withdrawal will be removed from the candidate’s Personnel File. 12.3.4. Responsibilities of the Candidate: 12.3.4.1. Bargaining Unit Members should apply for promotion and/or tenure when they are able to make a compelling case that they have met the criteria for teaching and advising/librarianship, scholarship, and service at the rank of Associate Professor or Full Professor, as applicable. 12.3.4.2. Bargaining Unit Members who will apply for promotion and/or tenure must inform the evaluator and the Xxxxxxx no later than April 15 of the academic year prior to the year of application. Bargaining Unit Members should declare their intent to apply. 12.3.4.3. Candidates who are to be evaluated for promotion and/or tenure must provide written permission for their personnel file to be made available for consultation by evaluators at all levels. Candidates should complete the Permission Form available on the website of the Office of Academic Affairs and submit it to the Human Resources Office by October 15 of the year of application. 12.3.4.4. Candidates must submit their completed electronic promotion and tenure portfolio in the university’s accepted portfolio system to the department/discipline promotion and tenure committee by October 15 in the year of application. 12.3.5. Responsibilities of the Department/Discipline Promotion and Tenure Committee: 12.3.5.1. Department/discipline faculty will ensure that each department elects a standing Promotion and Tenure Committee Chair, regardless of whether there will be candidates applying 12.3.5.2. Departments/disciplines with candidates applying for promotion and/or tenure shall in the spring semester elect a five-member P&T Committee. Committee members must be tenured members of the faculty. A committee chair shall be elected who will inform the office of the xxxxxxx of the committee membership. If a department/discipline does not have five tenured faculty available to serve on the Committee, the evaluator will consult with the xxxxxxx to draw up a list of potential committee members from other departments/disciplines. From that list, the department faculty will vote on the remaining committee members. 12.3.6. Responsibilities of the Xxxxxxx Office: 12.3.6.1. The Office of the Xxxxxxx shall provide and track annual Promotion and Tenure training for the evaluators, and P&T Committee Chairs. 12.3.6.2. The Office of the Xxxxxxx shall maintain a list of Bargaining Unit Members eligible for promotion and/or tenure, and the annual membership of P&T committee members. 12.3.7. Teaching Observations/Evaluations: 12.3.7.1. Once the candidates have submitted their promotion and tenure portfolio, the evaluator shall observe and evaluate the candidate’s teaching. Such visits shall be arranged in advance. The observation will be shared with the candidate and placed in the candidate’s portfolio. 12.3.8. Contents of the Promotion and Tenure Portfolio: The purpose of the Promotion and Tenure Portfolio is to enable candidates to make a convincing case, with relevant supporting evidence, that they have met the criteria in the areas of teaching/librarianship, and advising, scholarship, and service. The documentation listed below is intended to help candidates present a full case to evaluators at every level, so that they may receive every consideration in the promotion and tenure process. Most of the materials in the Portfolio will be put there by the candidate. 12.3.8.1. Portfolio Contents added by the candidate: 12.3.8.1.1. Forms ● Completed forms from the Office of Academic Affairs ● Copy of permission form for Promotion & Tenure Committee members to access personnel file (original sent to Human Resources Office by October 15). ● Application form.

Promotion and Tenure. 12.3.1. Promotion and tenure are among the most important decisions a university makes and must be based on the expectation that the candidate is an engaged and effective teacher and mentor; is an active scholar; is contributing to their profession; is a valued contributor to the life of the university through service; and is participating in their community and profession by providing professional service. All Bargaining Unit Members are evaluated annually and at the time of tenure/promotion on teaching/librarianship/advising/, scholarship, and service in relation to university goals and needs and contributions to the discipline. 12.3.1.1. Success in achieving tenure and promotion requires that candidates present evidence making a strong case that they have achieved the criteria articulated in this contract, relative to the academic rank sought. While faculty Work Plans are evaluated on an annual basis, the Promotion and Tenure Portfolio provides a holistic view and demonstrates a body of work over a period of time. 12.3.1.2. All evaluators, both for annual evaluations and promotion and tenure decisions, are trained in the role of evaluation as well as all evaluation policies and procedures, including teaching observations. 12.3.2. Time to Tenure and Promotion 12.3.2.1. At the time of hiring, the University at its discretion may give the new Bargaining Unit Member credit towards promotion and tenure for prior years of collegiate teachingteaching at PSU or elsewhere, but it shall be under no obligation to do so. Time toward tenure is counted as a fully worked contract year; anything less than a fully worked year is not counted. 12.3.2.2. Credit for prior experience may be reduced at the request of the individual Bargaining Unit Member. This request can be made at any time before the sixth year of PSU employment. 12.3.2.3. Instructors in tenure-track lines are not eligible for tenure at the rank of Instructor. Instructors will not be promoted to Assistant Professor without the terminal degree in their fields. Instructors will have no more than two academic years from the date of appointment to complete and obtain a terminal degree. Once such degree is obtained, the instructor shall automatically be appointed to assistant professor. 12.3.2.412.3.2.3. Assistant professors must apply for tenure and promotion during their sixth year of full time bargaining unit service at PSU unless credit toward tenure was granted when originally hired. Faculty granted time to tenure can defer going up for tenure until their sixth year of full time bargaining unit service at PSU. Successful tenure application by the sixth year of full time bargaining unit service at PSU is required. Faculty who do not achieve a positive tenure decision by the end of their sixth year of full time bargaining unit service at PSU will be granted a terminal one-year appointment. 12.3.2.512.3.2.4. If hired at the rank of associate professor or professor, faculty are eligible to apply for tenure consideration during their second year and must apply no later than their fourth year of full time bargaining unit employment at PSU. 12.3.2.612.3.2.5. Tenured associate professors are eligible to apply for promotion to professor during their sixth year or beyond of bargaining unit employment at that rank. Candidates should apply when they are able to provide convincing evidence that they have met the criteria for Professor in the areas of teaching/advising and librarianship, scholarship, and service. 12.3.2.7. In extremely rare circumstances, and in negotiation with the time evaluator and Xxxxxxx, Associate Professors may apply for promotion to Full Professor one year early (i.e., in rank or degree requirements may be waived for promotion. If their fifth year) if it is determined at all evaluation levels that a candidate has a demonstrated record of excellence exceeding the criteria in all three of the following areas: teaching/librarianship, scholarship with a national or international reputation, and service which includes demonstrated leadership within and beyond the university. 12.3.2.6. In extremely rare circumstances, the time in rank or degree requirements for promotion to the rank of Associate Professor with tenure may be waived if, at any time after the Pre-Tenure Review, the evaluator and Xxxxxxx agree that the candidate has exceeded the criteria at all evaluation levels in the following areas: teaching/librarianship, scholarship, service and a national reputation in their field of expertise, time in rank or degree requirements may be waived. Candidates considering Permission to apply early application for promotion shall consult and/or tenure does not in any way bind the P&T committee and xxxxxxx prior university to applyinggrant promotion or tenure to the Bargaining Unit member. Faculty who do not achieve a positive early tenure decision will be granted a terminal one-year appointment. 12.3.2.812.3.2.7. STOPPING THE TENURE CLOCK A tenure-track faculty bargaining unit member may be granted, upon request, a one- year extension of the time to tenure because of any of by filling out the online Tenure Clock Extension form for the following: ● the birth of a child, adoption of a child, or becoming the xxxxxx parent of a child; ● the need to devote substantial time to the care of a seriously ill or injured family member; ● serious illness or injury of the untenured Bargaining Unit Member; ● the death of the bargaining unit member’s spouse or child; ● active military service as a member of the National Guard or Reserves; ● an unpaid leave of at least one semester duration, including FMLA leave, that has been granted by the University; ● other reasons for which there is a signed agreement between the University and the PSU-AAUP. 12.3.2.912.3.2.8. Under mitigating circumstances and after consultation with the Xxxxxxx or designee, a second, one-year extension may also be granted. There shall be no more than two one year extensions prior to tenure. 12.3.2.9. If a bargaining unit member stops the tenure clock, they may also include a request to delay their pre-tenure review process. The deadline for completion of such a review shall be extended for the same period. 12.3.2.10. A tenure candidate bargaining unit member who has been granted an extension of the pre-tenure period shall be reviewed under the same academic standards as a candidate who has not had an extension. 12.3.3. Evaluation Levels, Process, and Timeline: 12.3.3.1. Candidates to be evaluated for promotion and/or tenure are to be evaluated at EACH level at PSU prior to submission of their applications to the USNH Board of Trustees in June. The levels are: ● Department/disciplinary Academic Unit P&T Committee, ● Evaluator, ● Xxxxxxx, ● President 12.3.3.2. Candidates will be evaluated at each of the levels in the order listed. Each level of evaluation will conduct a fair, impartial, and thorough review of the candidate’s Promotion and Tenure File, Promotion and Tenure Portfolio, and the recommendations made at previous evaluation levels. 12.3.3.3. Each evaluation level must provide an independent written recommendation, either for promotion and/or tenure or for no change in status, with a rationale for the recommendation. Each level’s evaluation will be provided to the candidate and to the succeeding levels. 12.3.3.4. Timeline: On or before the following dates, each level will communicate its recommendation in writing to the candidate and to the next level of evaluation. OCT 15: Candidate submits promotion and tenure portfolio Department or disciplinary P&T committee’s recommendation due. NOV 15: Department or disciplinary P&T committee’s recommendation due. DEC 15: Evaluator recommendation due FEB 15: Xxxxxxx’x recommendation due APR 15: President’s recommendation due 12.3.3.5. The President shall make a final recommendation to the Board of Trustees, and will report the final recommendation to the candidate. The President’s final recommendation to the Board of Trustees and all recommendations from each level shall be filed in the candidate’s personnel file, unless the candidate withdraws from consideration. 12.3.3.6. At any time prior to the President’s final recommendation to the Board of Trustees, the candidate may withdraw from further consideration. Withdrawal shall be made in writing and shall be submitted to all levels that have reviewed the application. If a candidate withdraws from consideration, all recommendations submitted as part of the evaluation process prior to the time of withdrawal will be removed from the candidate’s Personnel File. 12.3.4. Responsibilities of the Candidate: 12.3.4.1. Bargaining Unit Members should apply for promotion and/or tenure when they have met the minimum time in rank and are able to make a compelling case that they have met the criteria for teaching and advising/librarianship, scholarship, and service at the rank of Associate Professor or Full Professor, as applicable. 12.3.4.2. Bargaining Unit Members who will plan to apply for promotion and/or tenure must inform the evaluator and the Xxxxxxx Office of Academic Affairs no later than April 15 of the academic year prior to the year of application. Bargaining Unit Members should declare their complete the online intent to applyapply form. 12.3.4.3. Candidates who are to be evaluated for promotion and/or tenure must provide written permission for their personnel file to be made available for consultation by evaluators at all levels. Candidates should complete the Permission Form available on the website of the Office of Academic Affairs website and submit it to the Human Resources Office by October 15 of the year of application. 12.3.4.4. Candidates must submit their completed electronic promotion and tenure portfolio in the university’s accepted portfolio system to the department/discipline promotion and tenure committee by October 15 in the year of application. 12.3.5. Responsibilities of the Department/Discipline Promotion and Tenure Committee: 12.3.5.1. Department/discipline faculty will ensure that each department elects a standing Promotion and Tenure Committee Chair, regardless of whether there will be candidates applying 12.3.5.2. Departments/disciplines with candidates applying for promotion and/or tenure shall in the spring semester elect a five-member P&T Committee. Committee members must be tenured members of the faculty. A committee chair shall be elected who will inform the office of the xxxxxxx of the committee membership. If a department/discipline does Candidates cannot have five tenured faculty available to serve on the Committee, the evaluator will consult with the xxxxxxx to draw up a list of potential committee members from other departments/disciplines. From that list, the department faculty will vote on the remaining committee members. 12.3.6. Responsibilities of the Xxxxxxx Office: 12.3.6.1. The Office of the Xxxxxxx shall provide and track annual Promotion and Tenure training for the evaluators, and P&T Committee Chairs. 12.3.6.2. The Office of the Xxxxxxx shall maintain a list of Bargaining Unit Members eligible for promotion and/or tenure, and the annual membership of P&T committee members. 12.3.7. Teaching Observations/Evaluations: 12.3.7.1. Once the candidates have submitted edit their promotion and tenure portfolio, the evaluator shall observe and evaluate the candidate’s teaching. Such visits shall be arranged in advance. The observation will be shared with the candidate and placed in the candidate’s portfolio. 12.3.8. Contents of the Promotion and Tenure Portfolio: The purpose of the Promotion and Tenure Portfolio is to enable candidates to make a convincing case, with relevant supporting evidence, that portfolios once they have met the criteria in the areas of teaching/librarianship, and advising, scholarship, and service. The documentation listed below is intended to help candidates present a full case to evaluators at every level, so that they may receive every consideration in the promotion and tenure process. Most of the materials in the Portfolio will be put there by the candidatebeen submitted for review. 12.3.8.1. Portfolio Contents added by the candidate: 12.3.8.1.1. Forms ● Completed forms from the Office of Academic Affairs ● Copy of permission form for Promotion & Tenure Committee members to access personnel file (original sent to Human Resources Office by October 15). ● Application form.