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:

• Faculty members are active members of a congregation of the Churches of Christ.
• Because a faculty member's life as a Christian also includes time spent serving God and family, the University will respect the faculty member's need to balance professional, spiritual, family and private life.

Contents:

• Annual Review
• Criteria for Tenure and Promotion
• Procedures for Tenure and Promotion
• Post-Tenure Review
• Implementation
• Expansion of Criteria and Examples for Tenure and Promotion

1. Description

    

   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:

    

   1. fit within the broader context of departmental objectives
   2. complement the goals of their colleagues in achieving departmental objectives
   3. follow the general criteria for promotion and tenure

   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.

2. Procedures

    

   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.

Return

II. Criteria for Tenure and Promotion

Submenu:

• Description
• General Criteria
• Specific Criteria for Tenure
• Specific Criteria for Promotion

1. Description

    

   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.

3. General Criteria for Tenure and Promotion in Rank

    

   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.

4.  

   1. Teaching Effectiveness

       

      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:

      1. Knowledge of the subject matter. The teacher who knows the subject matter has achieved the first condition for good teaching.
      2. Ability to communicate. The teacher should possess skills of effective communication that are appropriate to the discipline and the objectives of courses being taught. The teacher should also exhibit genuine enthusiasm for the subject and a desire to share it with the students.
      3. Self-reflection and improvement. The teacher should constantly work to improve his/her courses, experiment with new materials and methods of delivery, and keep current with the subject matter.
      4. Interest in the student. The effective teacher takes an interest in students as individuals. The teacher is conscious that teaching also offers opportunities to help the student experience ethical and spiritual growth, understand the implications of the discipline in matters of faith, and develop a Christian philosophy of life.

      The effectiveness of the faculty member's instruction will be documented in a portfolio.  The portfolio could contain, but is not limited to:

      1. syllabi
      2. teaching assignments
      3. student work samples
      4. student evaluations
      5. reflections on teaching philosophy and the integration of faith and learning
      6. descriptions of new and/or innovative teaching methods
      7. descriptions of advising and mentoring activities
      8. unsolicited or solicited evaluations from former students
      9. teaching awards or other recognition

   2.  

       

   3. Scholarship, Creativity and Their Equivalents

       

      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:

       

      1. writing/obtaining grants
      2. papers presented at conferences
      3. pedagogical research
      4. workshops and presentations
      5. juried competitions
         
      6. exhibitions or performances
      7. peer reviewed articles
      8. publications
      9. scholarly and/or professional awards

   4.  

       

   5. Service

       

      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:

       

      1. advisory and consultative positions
      2. holding an office or chair
      3. committee memberships and work
      4. administrative responsibilities
      5. student organization sponsorships
      6. service awards

   6.  

       

   7. Collegiality

       

      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:

      1. sharing personal values and beliefs with other colleagues
      2. being willing and open to new ideas
      3. being considerate, sensitive and caring of others
      4. demonstrating tolerance for opposing opinions of colleagues
      5. volunteering to help other colleagues with common academic tasks
      6. participating in discussions about academic issues
      7. participating in academic decision processes
      8. fostering a sense of community and equality
      9. demonstrating interest and cooperation across disciplines

       

      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.

    

5. Specific Criteria for Tenure

    

   The minimum requirements for tenure at Abilene Christian University are:

    

   1. The earned doctorate or appropriate terminal degree is required with rare exceptions.
   2. A minimum of six years of university teaching experience, at least three of which are tenure-track at ACU, is required with rare exceptions.
   3. The faculty member should be recognized as an effective teacher.  This is demonstrated by submission of a portfolio described under the general criteria for teaching effectiveness.
   4. Scholarly and/or creative activities by the faculty member should be evidenced by items such as those listed under the general criteria for scholarship, creativity and their equivalents.
   5. The faculty member should document service activities such as those listed under the general criteria for service.
   6. The faculty member should exhibit collegiality.  A definition of this term and methods to demonstrate this characteristic are described in the general criteria for collegiality.

    

6. Specific Criteria for Promotion

    

   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:

   1. Instructor
      
      1. An instructor must have a Master's degree with a minimum of 18 graduate semester hours in the teaching discipline with rare exceptions made for outstanding experience in the primary field.
      2. The faculty member must show promise of being an effective teacher and of continued professional growth.

       

   2.  

   3. Assistant Professor
      
      1. The earned doctorate or appropriate terminal degree is required with rare exceptions.
      2. The faculty member must show potential as an effective teacher and must show promise of continued professional growth in scholarly activity and service.

   4.  

       

   5. Associate Professor
      
      1. The earned doctorate or appropriate terminal degree is required with rare exceptions.
      2. A minimum of six years of university teaching experience, at least three of which are at the assistant professor level, is required with rare exceptions.
      3. The faculty member should be recognized as an effective teacher.  This is demonstrated by submission of a portfolio described under the general criteria for teaching effectiveness.
      4. Scholarly and/or creative activities by the faculty member should be evidenced by items such as those listed under the general criteria for scholarship, creativity and their equivalents.
      5. The faculty member should document service activities such as those listed under the general criteria for service.

   6.  

       

   7. Professor
      
      1. The earned doctorate or appropriate terminal degree is required with rare exceptions.
      2. A minimum of four years of university teaching experience after achieving the rank of associate professor is required with rare exceptions.
      3. The faculty member should be recognized as an excellent teacher.  This must be demonstrated by submission of a portfolio described under the general criteria for teaching effectiveness.
      4. Scholarly/creative activities by the faculty member should be evidenced by items such as those listed under the general criteria for scholarship, creativity and their equivalents.  The work must have influence beyond the ACU campus.
      5. The faculty member must document service activities such as those listed under the general criteria for service.

Return

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:

• to ensure that the department has faithfully and fairly executed the departmental guidelines for tenure and promotion
• that institutional promotion policy as detailed here-in is upheld
• to alert/notify the department of important information that might be missing from the promotion materials. Recommendation or denial of promotion by any of these persons shall rest on these three tenets.

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.

Submenu:

• Pre-Tenure Procedure
• Tenure Procedure
• Tenure Promotion Table

2. Pre-Tenure Procedure

    

   A faculty member pursuing tenure begins the process with pre-tenure review.

    

   1. Responsibilities of the Tenure-Track Faculty Member

       

       

      1. Participate in the regular annual reviews during years one through three of service at the University.
      2. During the first or second year of service, begin preparing a pre-tenure/tenure portfolio with help from the Adams Center for Teaching Excellence.
      3. In the fall semester of the fourth year of service submit the portfolio, addressing the four general criteria (i.e., teaching effectiveness, scholarly and/or creative activities, service and collegiality).
      4. By September 15, the portfolio is made available for review to the department chair, tenured faculty members in the department and the dean.  If fewer than three departmental faculty 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.
      5. By October 1, meet with the department chair, tenured departmental faculty members and the dean of the college as a group to discuss the portfolio.
      6. By October 15, sign and return a copy of the letter from the department chair that summarizes the group’s assessment of the portfolio.  Should the faculty member question any portion of the summary letter, she/he should address those concerns to the dean in a letter.

       

       

   2. Responsibilities of the Tenured Faculty Members:

       

      1. Review the tenure-track faculty member's portfolio.
      2. Meet with the tenure-track faculty member, the department chair and the dean.

       

       

   3. Responsibilities of the Department Chair:

       

       

      1. Schedule a meeting with the tenure-track faculty member, tenured faculty members and the dean to discuss and review the tenure-track faculty member's portfolio.
      2. Write a letter that summarizes the group’s assessment of the portfolio and addresses collegiality and send a copy to the faculty member and the dean.
      3. If deficiencies are noted, prepare a professional development plan in consultation with the faculty member and submit a copy to the dean.

   4.  

       

   5. Responsibilities of the Dean:

       

      1. Meet with the tenure-track faculty member, the department’s tenured faculty members and the department chair.
      2. Sign and submit to the provost the chair's summary letter, professional development plan if warranted, and any response by the tenure-track faculty member by November 1.

   6.  

3. Tenure Procedure

    

   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.

    

4. Promotion Procedure

    

   The specific procedures for promotion application follow in table form.

5. Tenure and Promotion Dates and Procedures: Table

    

   Table coordinating tenure and promotion dates and procedures

   	Tenure	Promotion
   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.
   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.
   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.
   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.
   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.
   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.
   Appeal Procedure
   	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.
   	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.
   	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.
   	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.
   	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.
   	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.

Return

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.

1. At the time of the first annual review following receipt of tenure, a faculty member develops a five-year professional growth plan in conjunction with the department chair.  The faculty member, chair and dean keep copies.
2. Annual reviews of faculty performance continues.
3. At the end of the five years, the faculty member writes a summary review of the implementation of the five-year plan.
4. The chair and two tenured departmental faculty members review the plan and the summary of its implementation.  (One could use a tenured faculty member from a related department if a given department had too few tenured faculty members.)
5. The  chair and tenured department members write an evaluation letter that is given to the faculty member, kept on file in the department and sent to the dean
6. The tenured faculty member addresses any concerns about the evaluation letter to the dean in writing.
7. The cycle repeats.

Return

1. How Implementation of the New Tenure and Promotion Guidelines Affects Tenure-Track Faculty Members

    

    

   1. All new tenure-track faculty hires or non-tenure track faculty moving to tenure-track in or after the fall semester of 2001 come under these guidelines.
   2. Tenure-track faculty hires or non-tenure track faculty moving to tenure-track in or after the fall semester of 1998 come under these guidelines regardless of rank.
   3. Tenured or tenure-track faculty hired prior to 1998, or whose last promotion was approved prior to 1998 may have labored under the old guidelines until the new guidelines were passed. Thus, tenure-track or tenured faculty not fitting one of the two parameters listed in A and B will confer with their chair and dean to determine whether they will either

       

      1.  

      2. move immediately to the new guidelines and procedures or
      3. use the performance percentages as designated in the 1997 Faculty Handbook:
         • 60% minimum/90% maximum – teaching effectiveness
         • 10% minimum/40% maximum – divided between research and professional service

       

      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.

2. How Implementation of the New Tenure and Promotion Policy Affects NonTenure Track (NTT) Faculty Members

    

    

   1. Background
   2. Historically, non-tenure track faculty have played an important role at ACU and they continue to do so today.
   3. NTT faculty often teach heavier loads allowing tenured and tenure-track faculty [i]to pursue research and other professional activities.
   4. NTT faculty often are excellent teachers, bring valuable professional experience to the classroom and are as deeply involved in service as their tenured and tenure-track colleagues.
   5. NTT faculty tend to fall into one of three categories:
      1. Faculty who lack the terminal degree, are relatively new to the campus and whose role here may be fairly brief.
      2. Faculty pursuing a terminal degree who may be moved to tenure-track upon degree completion, at which point they may pursue promotion under the standard criteria.
      3. Faculty who will not receive a terminal degree but who have established a record of service that demonstrates a long-term commitment to the university and its mission.

    

3. Procedure for moving from non-tenure track to tenure track

    

   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.

    

   1. Both the faculty member and the position must meet the criteria for tenure-track, namely:
      1. The faculty member must have the appropriate terminal degree, with rare exceptions.
      2. The position must be full-time.
      3. The position must be ongoing, not temporary.
   2. During the annual review with the Department Chair, the faculty member formally declares his or her desire to move to tenure-track.  A letter stating this desire will be drafted by the department chair and signed by the faculty member, department chair, the appropriate dean, and the provost to signify approval.
   3. The move to tenure-track will become effective upon the renewal of the faculty member’s contract, and the contract letter will define the new tenure-tract status and any relevant conditions of the position. The tenure clock will begin at this point.
4. 
   
5. Promotion Options for Non-Tenure Track Faculty Members

    

    

   1. Eligibility

       

      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.

   2.  

   3. Application of Promotion Criteria

   4.  

   5. Non-tenure track faculty must meet essentially the same criteria for promotion as tenure-track faculty. However, in considering criteria, the University Tenure and Promotion Committee will place slightly greater weight on quality of teaching and service and slightly less weight on research.  The non-tenure track faculty member is understood to enhance the university’s overall research achievement by standing in the gap and accepting heavier teaching and service assignments thereby allowing tenured and tenure track colleagues to be professionally productive.

   6.  

   7. Promotion from instructor to assistant professor for a non-tenure track faculty member will not be interpreted to require the terminal degree.  Promotion from assistant professor to associate professor for a non-tenure track faculty member would be exceedingly rare and requirements would be no less than the requirements for a person on tenure-track.

Return

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.                    

Return