ACU Promotion, Tenure and Post-tenure Review:
Guidelines and Procedures
Reviewed and recommended by the ACU faculty, reviewed by the Academic Affairs Committee of the Board of Trustees, and approved by the administration (Spring, 2001) for implementation in Fall, 2001. Comprehensive review of "Guidelines and Procedures" to occur no later than Fall, 2006.The criteria for tenure and promotion in rank are for tenure-track faculty members and rest on these assumptions:
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The annual review is the heart of all faculty evaluations. When done well, the annual review prompts serious reflection by each faculty member and generates material that comprises part of subsequent major evaluations that need to be done.
The annual review is based on a faculty member’s goals for the past academic year. Goals are stated in measurable terms relative to teaching effectiveness, scholarly/creative activity and service; the annual review also addresses collegiality. Individual faculty member’s goals are expected to:
Departmental objectives are negotiated with the appropriate dean/director, the University Tenure and Promotion Committee and the provost to achieve the overall mission of the University.
By June 1 of each year, the faculty member submits personal goals and objectives for the coming year. After the faculty member and chair agree on these goals, they become the criteria on which the subsequent annual review is based. Successful completion of annual goals should move the faculty member toward his/her goals of promotion.
By March 1 of the next year, the faculty member submits to the chair a short, reflective report of the previous year's activities and how well the stated goals were met. The chair completes a written evaluation of the faculty member. This evaluation includes assigning a performance level (superior, excellent, effective, needs improvement, or unsatisfactory) to each of the general evaluation criteria (teaching effectiveness, scholarly/creative activity and service). The faculty member uses this feedback to write, in consultation with the chair, goals for the subsequent year. These are submitted by June 1 and the cycle continues.
Each annual review is submitted to the dean/director by April 1. The Dean/director discusses the review with the appropriate chair who communicates any reservations to the faculty member.
II. Criteria for Tenure and Promotion
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Tenure in the professoriate generally is associated with the preservation of academic freedom and to some degree, economic security. It provides a framework for due process when a faculty member’s teaching, scholarship or service is challenged, particularly if a challenge is capricious. It affirms the individual faculty member's contributions to the institution and its broader constituency. It also verifies the institution's long-term commitment to the faculty member's pursuit of knowledge. The possibility of achieving tenure is seen as a hiring incentive to new, diverse faculty as they consider career alternatives. Finally, tenure is a part of the traditional university culture.
Tenure at ACU encompasses these criteria, but also implies a "goodness of fit." This "goodness of fit" is measured by an individual's commitment to the mission of the university, by being an active member of the Church of Christ and by her/his accomplishments in teaching, scholarly activity, service and collegiality
The best interest of tenure-track faculty members is served when they receive maximum information regarding expectations of tenure in terms of achievement at the University. Pre-tenure review is designed to help in this process.
Promotions should be based on professional preparation, performance of duties and fidelity to the Christian purposes of the University. Promotion in rank depends on a faculty member receiving positive annual reviews and demonstrating a designated level of productivity and achievement.
The following general criteria apply in consideration for tenure and promotion in rank at Abilene Christian University. Each department expands on these criteria and identifies specific criteria and emphases for its discipline and relates them to the University, college and departmental mission statements. The departments prepare examples of how faculty may meet the requirements for a given rank. The appropriate dean/director, the University Tenure and Promotion Committee and the provost review the departmental criteria, negotiate revisions with the department and approve the criteria. The department's criteria are assessed as the department undergoes program review every five years.
Abilene Christian University is a teaching university. The effective instruction of students is the primary purpose of the University and is expected of every faculty member. The generally recognized qualities of effective teaching are:
The effectiveness of the faculty member's instruction will be documented in a portfolio. The portfolio could contain, but is not limited to:
For a university community, scholarship is important. Abilene Christian University expects that each faculty member will provide evidence (i.e., product) of his/her professional competence through scholarship and/or other creative activities appropriate to the discipline. The number and type of products may vary by discipline. Applicants should justify the number and type in their promotion materials.
Examples could include, but are not limited to:
A faculty member's service is directly related to the University's mission statement. Service may be rendered to the profession, the University, the church and/or the community.
Examples of service in any of these areas could include, but are not limited to:
A consideration of collegiality is particularly appropriate at a Christian university and is given special attention when tenure is under consideration. Collegiality involves relationships within departments, within colleges and within the University. These interactions should support the mission and goals at each level of the institution.
Examples of collegiality could include but are not limited to:
Though wide consensus exists regarding the nature and appearance of collegiality in academic settings, it cannot be measured by rigid checklists or formal requirements. The portfolio and the letter from the department should address the collegiality of the applicant.
The minimum requirements for tenure at Abilene Christian University are:
Each academic department defines the specific criteria for the individual ranks consistent with the University requirements stated below. The University requirements for each academic rank are:
III. Procedures for tenure and promotion
All colleges follow University procedures for application, approval and appeal in matters of tenure and promotion. The University Tenure and Promotion Committee is a standing committee of the faculty composed of tenured faculty at the rank of professor recommended by the deans/directors to the Faculty Senate Committee on Committees. The Committee on Committees submits the names to the faculty for a vote and the names are forwarded to the provost for approval. Apportionment is based on full-time faculty by college.
The role of the dean/director, University Tenure and Promotion Committee and the provost is:
The timelines for promotion and tenure procedures are synchronized, because often a faculty member applies for both concurrently. However, a faculty member may apply for tenure and promotion in separate years.
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A faculty member pursuing tenure begins the process with pre-tenure review.
The tenure-track faculty member may submit an application for tenure in the sixth year of service (tenure to be granted in the seventh year). In rare cases, experienced professors could apply for tenure in the fourth year of service rather than completing the pre-tenure process. The last time the faculty member could submit a tenure application would be in the seventh year of tenure-track service (tenure to be granted in the eighth year). If tenure is not granted this final time, the eighth year of employment would be the faculty member's last.
The University allows tenure-track faculty members to “stop the tenure clock” in some cases. Reasons for such an action may include pregnancy or family leave; personal trauma or illness; pursuit or completion of a doctorate; care for a parent, child or spouse; research leave (without pay); unusual personal, academic or administrative responsibilities; and extraordinary events beyond the faculty member's control that affect personal performance. The faculty member, chair and dean negotiate stopping the clock in appropriate cases.
The process for tenure and the responsibilities of the tenure-track faculty member, tenured faculty members in the department, the chair and the dean are the same as for pre-tenure review except for the differences noted below.
The specific procedures for promotion application follow in table form.
Table coordinating tenure and promotion dates and procedures
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Tenure |
Promotion |
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October 1 |
By October 1, a faculty member initiates a request for tenure to the department chair. |
By October 1, a faculty member initiates a request for promotion to the department chair. |
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October 15 |
The chair convenes a meeting of departmental faculty members who are tenured. If fewer than three departmental faculty members fit this description, the applicant, in consultation with his/her chair, chooses a suitable number of tenured faculty members to serve in the departmental review. Upon receiving an affirmative majority vote, the chair or the next most senior faculty member submits the applicant’s materials along with a written summary supporting the recommendation. This recommendation is due in the college dean's or director's office by October 15. A negative response from the department is returned in written form to the faculty member. |
The chair convenes a meeting of departmental faculty whose rank is equal to or above the one for which the faculty member is applying. If fewer than three departmental faculty members fit this description, the applicant, in consultation with his/her chair, chooses a suitable number of faculty members at the appropriate rank to serve in the departmental review. Upon receiving an affirmative majority vote, the chair or the next most senior faculty member submits the applicant's materials along with a written summary supporting the recommendation. This recommendation is due in the college dean's or director's office by October 15. A negative response from the department is returned in written form to the faculty member. |
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November 1 |
The dean or director reviews the materials submitted by the department, confirms adherence to guidelines prepares a written statement supporting or denying the tenure application. If the dean supports the tenure application, the materials and written statement are forwarded to the University Tenure and Promotion Committee by November 1. If the application is denied, the dean informs the faculty member and chair. |
The dean or director reviews the materials, confirms adherence to guidelines and prepares a written statement to that effect. The materials and written statement are forwarded to the University Tenure and Promotion Committee by November 1. |
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December 1 |
The University Tenure and Promotion Committee reviews the tenure materials and the dean’s or director’s statement. A positive recommendation (i.e., affirmative majority vote conducted by secret ballot) from the committee is forwarded in writing to the provost by December 1. Or, a written negative response goes to the faculty member with copies to the appropriate dean/director and the department chair. |
The University Tenure and Promotion Committee reviews the promotion materials and the dean’s or director’s statement. A positive recommendation (i.e., affirmative majority vote conducted by secret ballot) is forwarded to the provost by December 1. A negative recommendation goes to the faculty member with copies to the appropriate dean/director and the department chair. |
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January 2 |
A positive recommendation by the provost is forwarded in writing to the president by January 2. Or, a written negative response goes to the faculty member with copies to the University Tenure and Promotion Committee, appropriate dean/director and the department chair. |
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January 15 |
The president’s decision, whether positive or negative, is communicated in writing by January 15 to the faculty member with copies to the provost, University Tenure and Promotion Committee, appropriate dean/director and the department chair. |
The provost’s decision is communicated in writing to the faculty member by January 15. |
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Appeal Procedure |
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If a faculty member’s request for tenure is denied at any level, any appeal must be made within two weeks of notification. The person or committee to whom the appeal is made must respond in writing within two weeks of the date the appeal is received. |
If a faculty member’s request for promotion is denied at any level, an appeal must be made within two weeks of notification. The person or committee to whom the appeal is made must address the appeal within two weeks of the date the appeal is received. An appeal can be made only on the grounds that procedure was not followed or if important information was not considered. |
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If a faculty member's request for tenure is denied at the departmental level, the faculty member may appeal to the dean/director. |
If a faculty member's request for promotion is denied at the departmental level, the faculty member may appeal to the dean/director who forwards materials to the University Tenure and Promotion Committee. |
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If a faculty member's request for tenure is denied at the dean/director level, the faculty member may appeal to the University Tenure and Promotion Committee. |
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If the University Tenure and Promotion Committee denies a faculty member's request for tenure, the decision may be appealed to the provost. |
If the University Tenure and Promotion Committee denies a faculty member’s request for promotion or an appeal of the department’s decision, the faculty member may appeal to the provost. |
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If tenure is denied at the provost level, the faculty member may appeal to the president. |
If the promotion is denied by the provost, the promotion in question is returned to the University Tenure and Promotion Committee. The University Tenure and Promotion committee, after consulting with the provost, can override the provost's denial by rendering a unanimous opinion in favor of the faculty member. If the provost still wishes to deny the promotion after a unanimous vote, an automatic appeal of that opinion will be forwarded by the University Tenure and Promotion Committee to the President on behalf of the faculty member. |
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If tenure is denied by the president, a faculty member may appeal to the Academic Affairs Committee of the Board of Trustees. A committee of five tenured professors, two of whom shall be selected by the faculty member and two by the president with the fifth to be agreed upon by both the professor and the president, will hear the appeal and advise the Academic Affairs Committee. The decision of the Academic Affairs Committee is final. |
If the president also denies the promotion after a unanimous vote by the committee, an automatic appeal will be made by the University Tenure and Promotion Committee on behalf of the faculty member to the Academic Affairs Committee of the Board of Trustees. The decision of the Academic Affairs Committee is final. |
The process of post-tenure review focuses on the establishment of a professional development plan that emphasizes both the academic needs of the University and the career interests of individual faculty member. The plan should address the three general evaluation criteria. Post-tenure review is a five-year, cyclical process that builds on the annual evaluations.
Except for the designations of percentages, the newly adopted criteria and processes will be applied. Once a faculty member in this category achieves promotion to the next rank and/or receives tenure the new guidelines will apply in their entirety to all subsequent promotion and post-tenure review.
Hiring letters should spell out whether a faculty member is tenure-track or non-tenure track and under what conditions he or she may move in the future. In the absence of a pre-existing agreement, or if the faculty member desires to change in his or her status, the procedures below will be followed.
Non-tenure track faculty with at least five years of full-time service on the ACU faculty as an instructor can apply for promotion to assistant professor upon the recommendation of their department chair. Multiple years of part-time service prior to full-time service may be counted on a 2:1 basis, but under no circumstances can a non-tenure track faculty member with fewer than three full-time years at ACU be eligible for promotion.
Department of __________________
Date: __________________
(This template is to be used to provide expansion of criteria and additional examples for sections of “ACU Promotion, Tenure and Post-tenure Review: Guidelines and Procedures” as noted below.)
II.B. General Criteria for Tenure and Promotion
Teaching Effectiveness (In addition to the criteria and examples provided in the “Guidelines and Procedures,” the department adds the following)
a.
b.
Scholarship, Creativity and Their Equivalents (In addition to the criteria and examples provided in the “Guidelines and Procedures,” the department adds the following)
a.
b.
Service (In addition to the criteria and examples provided in the “Guidelines and Procedures,” the department adds the following)
a.
b.
Collegiality (In addition to the criteria and examples provided in the “Guidelines and Procedures,” the department adds the following)
a.
b.
II.C. Specific Criteria for Tenure (In addition to the minimum requirements for tenure provided in “Guidelines and Procedures,” the department adds the following)
II.D. Specific Criteria for Promotion (In addition to the specific University criteria for each rank provided in the “Guidelines and Procedures,” the department adds the following)
Instructor
a.
b.
Assistant Professor
a.
b.
Associate Professor
a.
b.
Professor
a.
b.
