Annual R & T Forum 2007 University Committee on Rank and Tenure Prof. Patrick Borchers (2874) Vice President for Academic Affairs Dr. Cam E. Enarson (2300)

Annual R & T Forum 2007

University Committee on Rank and Tenure

Prof. Patrick Borchers (2874)  Vice President for Academic AffairsDr. Cam E. Enarson (2300)  Vice President for Health SciencesDr. Gail M. Jensen (2870)  Dean of the Graduate School 

Dr. Devendra K. Agrawal (Medicine-Basic)(2938)       Dr. Murray J. Casey (Medicine-Clinical) (4414)          Dr. Thomas F. Coffey (Arts and Sciences) (2546)(Secretary)Dr. Joan Eckerson (Arts and Sciences) (2090)                  Dr. Elizabeth A. Furlong (Nursing) (2012)     Prof. Raneta J. Mack (Law) (5582)  Dr. Ronald Flinn (Business Administration) (2063)  

Dr. Neil S. Norton (Dentistry) (5002) 

Dr. Michael C. Makoid (Pharm. & Health Prof.)(2952)(Chair)          

New Process for 2007

Compare and contrast– Comparing new and old

• Assessment of – Teaching– Scholarship– Service– Clinical activities (if applicable)

– Contrasting new and old • Point system replaced with

descriptions of expectations.• Tenure separated from

promotion

New Process does not mean new requirements

The University still maintains the same high standards for tenure and promotion. The specific required activities that would have resulted in a successful bid for tenure and or promotion in previous years will result in a successful bid in subsequent years.

Tenure

Tenure is the right, subject to the conditions and provisions of Section H., of a faculty member to automatic renewal of the appointment at the end of its term under conditions at least equal to those which prevailed during the expiring term provided the material conditions of service are the same.

Tenure is awarded on the basis of:

1. successful performance of the terms of the faculty member’s job description as stated in the initial contract or subsequently amended by mutual agreement between the faculty member and the university;

2. a record of achievement at Creighton University;3. a record of achievement at previous institutions,

provided the record of achievement has continued while at Creighton University;

4. an expectation that the record of achievement will be maintained or expanded in the future; and

5. the determination that the granting of tenure fits into the Mission, needs, plans and goals of the Department, the College or School, and the University.

Trends are critical

As with any activity, the most likely predictor of future performance is past performance.

Promotion

Promotion is the advancement in rank from Assistant Professor to Associate Professor and from Associate Professor to Professor.

Promotion to the rank of associate professor is awarded on the basis of:

1. demonstrated consistent effectiveness in teaching;

2. an emerging record of recognized scholarly achievement that contributes to one’s discipline(s):

3. evidence of active service consistent with the Mission of Creighton University; and

4. an emerging record of regionally recognized clinical activity consistent with the Mission of Creighton University, if appropriate to the candidate’s position.

Promotion to the rank of professor is awarded on the

basis of:1. a consistent record of distinguished

teaching; 2. an established record of nationally

recognized scholarly achievement that contributes to one’s discipline(s);

3. evidence of recognized leadership in service, consistent with the Mission of Creighton University; and

4. a record of nationally recognizedclinical activity consistent with the Mission of Creighton (as applicable)

PromotionAssistant to Associate

Associate to Professor

Teaching Consistent Effectiveness

Consistent Distinguished Effectiveness

Scholarship

Emerging Record

Established Nationally Recognized

Service Active Service

Recognized Leadership

Clinical (if appropriate)

Emerging Regional Record

Established Nationally Recognized

CRITERIA FOR GRANTING TENURE AND AWARDING PROMOTION

The school or college, either in the aggregate or by department, establishes the standards for tenure and standards for promotion in fulfillment of the University criteria listed above.

Tenure and promotion are distinct entities.

Candidates for tenure and promotion may be awarded tenure without promotion or promotion without tenure.

Non-tenured faculty on tenure track

• serves in a probationary status but has the same academic freedom as tenured faculty members.

• probationary period normally extends through seven years.

• tenure review shall precede the seventh year.

• A faculty member not granted tenure by the end of his or her sixth year will be given a one-year terminal contract.

• During the period of this terminal contract, the faculty member may reapply for the granting of tenure pursuant to the normal timetable.

Non-tenured faculty on tenure track

Seek tenured faculty mentor (not mandatory).– If your department does not have a

formal mentoring program, pick colleagues who are recognized for:

• Teaching• Scholarship• Service

And invite them to monitor and critically evaluate your performance early in your career.

Procedures: Initiation

• Any member of the Teaching-Research or Clinician-Educator Faculty, including the prospective candidate, may initiate and sponsor any member of the Teaching-Research or Clinician-Educator Faculty for the conferral of tenure or for advancement in rank.

Normal Time Table• June 1 – Notify Dean of intention to be considered and provide

contact information for your referees. Begin collecting materials and preparing dossier.

• September 30 - Deadline for submission by the Deans of the names of the candidates to the University Committee

• October 31 - Deadline for completion of dossiers in the Dean’s Office

• December 10 - Deadline for completion of reviews by the relevant College/School Rank and Tenure Committee

• January 10 - Deadline for submission by the Dean of all material to the University Committee on Rank and Tenure

• March 1 – Deadline for submission of recommendations by the University Committee on Rank and Tenure to the University President

• March 31 – Announcement by the President of all promotions and grants of tenure and notification of all denials

Demonstration of AchievementThe mixture of achievements in

teaching, research, service, and clinical varies.

Generally speaking,- the more achievements a candidate

exhibits and- the greater the degree to

which the candidate exhibits these achievements,

- the higher the evaluation of the candidate

Responsibility for Presentation of Achievement

• The candidate’s credentials should specifically detail achievements and development in each of the areas to be evaluated.

• It is the responsibility of the candidate and of the candidate’s sponsor(s) to ensure that the significance of achievements and activities is clear to the Committees on Rank and Tenure

Responsibility for Presentation of Achievement

Evaluators (Select carefully)– If academic, should be at least the rank of which

you seek.– Capable of critical evaluation

• Not a crony• Not friends• Not graduate mentor

– Ask evaluator togive a systematic assessment of your dossier in relation to the school’s guidelines.

– Tell the committee your reasons for picking this referee (e.g., special credentials, research focus, etc.).

Dossier Preparation

The University Committee on Rank and Tenure

Maintains and Publishes*

“Suggestions for Preparing Dossiers”Copies available

http://www.makoid.com/ucrt

*Handbook for Faculty 2005 Section III.G.7.i.

DossierThe Candidate’s responsibility:• Curriculum Vitae as outlined in Handbook for Faculty

2005 Section III.G.7.b.i.• Faculty Profile (strongly recommended)• Teaching• Scholarship• Clinical Activity• Names of at least 6 (but no more

than 12) peer references (at least two of which must be outside the University)

• Names of at least 6 student references• Copies of Student evaluations • Additional materials as appropriate

The Candidate’s responsibility…Assume the committee doesn’t know you

or your discipline.Advocate for yourself. Now is not the time for

false (or even sincere) modesty.• Tell them

– Who you are.– What you do.– Why what you do is critical

to the university.– How what you do has made

an impact on your discipline.

DossierThe Candidate’s responsibility (continued):• Copies of representative

– Monographs– Books– Articles– Reviews– Abstracts– Scholarly papers

• Submit two copies of the dossier to the Dean by October 31.

• List items in each section from the most recent to the earliest.

• Avoid unnecessary repetition of items in different sections.

DossierWhat is added to the dossier:• Departmental Chair’s letter of evaluation• Student input • Peer references• Evaluation by the College or School

Rank and Tenure Committee• Evaluation by the Dean• Recommendation of the

University Committee on Rank and Tenure

Demonstration of Achievement in Teaching

Ordinarily evaluated on the basis of evidence from supervisors, peers and students. Demonstration of achievement in teaching may include…

• Range of courses taught• Course development• Instructional innovation• Curriculum design• Continuing work toward keeping

current in the field• Teaching awards• Student success after graduation

The Candidate’s responsibility…

Show trends of improvement in teaching:Review a concern from an early evaluation,

Document what you did to address it, thenShow the result of the change.

Explain any inconsistency in evaluations.

Graphical Summations of quantitative data are useful.

Tell the committee about your:– Teaching philosophy,– Teaching Responsibilities,– New courses taught, – Teaching innovations

Demonstration of Achievement in Scholarship

Ordinarily demonstrated by some combination of the following types of achievements:

• Publication of books, reviews and articles• Delivery of scholarly papers• Activity in scholarly societies• Artistic exhibits and performances• Appointments as editor, reviewer,

referee• Acceptance of patents,

procedures and methods• Consulting activity

Demonstration of Achievement in Scholarship

• The contribution of the author, • the significance of the work and • the prestige of the publication forum

are all taken into consideration in this area.

In most disciplines, original work,critically reviewed by peers, is heavily weighted.

The Candidate’s responsibility…Show trends in scholarly performance

– Steady flow of scholarship is better than a flood before the deadline; show also what is “in the pipeline” to illustrate “trajectory.”

Document the impact of your scholarship on your discipline. (selection of evaluators is critical.)

Document impact of the journals in which you publish. Readership and selectivity might be used to evaluate the journal.

Demonstration of Achievement in Scholarship

Electronic publishing also may be cited by a faculty member, if germane to the discipline. The responsibility of demonstrating the quality and significance of the publication forum and the individual work remains with the faculty candidate.

Quality and significance shall be judged by the usual criteria, such as peer review and quality of the publishing site.

Demonstration of Achievement inClinical Proficiency

• Evidence from supervisors, peers, house-staff and appropriate students

• Number and type of referrals• Case load• Awards• Case outcomes• Special competencies• Certifications

The Candidate’s responsibility…Show trends in clinical performanceDocument the impact of your clinical

activities on your discipline. (selection of evaluators is essential.)

Demonstration of Achievement in Service

Service may include the following:

• Professional (regional, national, international)

• University• College or School• Departmental• Community• Church• Volunteer activity

The Candidate’s responsibility…Show trends in service performance,

e.g.Moving from member of assigned

committee to chair of elected committeeBecoming a leader in your discipline’s

organizations

Document the impact of your service activities on your school, your discipline and your community.

University Committee on Rank and Tenure

9 Elected Members • 2 Arts and Sciences• 2 Medicine (Basic Science and Clinical)• 1 Business Administration• 1 Dentistry• 1 Law• 1 Nursing• 1 Pharmacy and Health Professions

3 Ex-Officio Members• Vice President for Academic Affairs• Vice President for Health Sciences• Dean of the Graduate School

http://www.creighton.edu/FacultyPresident/committees.htm#randt

How the University Committee on Rank and Tenure Works

• Each committee member reads each dossier before the meeting and

• Prepares evaluation for discussion on – Teaching, – Scholarship, – Service and– Clinical activity

(if appropriate).

How the University Committee on Rank and Tenure Works

• Thorough discussion of dossiers• Secret ballot voting• The Committee’s recommendations

are ultimately submitted to the University President, who makes the final decisions

Reasons for denial

Failure to demonstrate sufficient evidence in one or more of the following areas:

• Service to the University, the Profession and the Community

• Teaching effectiveness• Scholarly achievement• Clinical effectiveness

(where applicable)

Thank you for your attention

ANY QUESTIONS?