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Tenure, CCE and Promotion

Tenure Certificate of Continuous Employment (CCE) and Promotion

Tenure, Promotion and CCE decisions are made on the basis of the candidate’s record of performance in teaching, scholarship (for those in the professorial series) and service. The balance between these areas and, in particular, the numbers of publications, or for those in the studio or performing arts, the numbers of shows or performances, necessary for tenure and promotion is difficult to define given the differences between fields of study and types of scholarship. It is clear, however, that teaching or service alone, in the absence of scholarship, while adequate for the CCE is not adequate for tenure. The Tenure and Promotion Committees strive to recognize scholarship in the broadest terms including: scholarship of discovery or original research; scholarship of integration, scholarship of application and scholarship of teaching (Boyar, EL, Scholarship Reconsidered; Priorities of the Professoriate, Princeton, N.J., The Carnegie Foundation for the Advancement of Teaching, 1990).

The Committees are particularly interested in documentation of quality and excellence in all three areas of teaching, scholarship and service. Indicators of qualities and excellence include but are not limited to the following:

Teaching: Peer reviews, student course reviews, teaching awards, syllabi, development of new courses, and participation in teaching development programs such as Writing Across the Curriculum.
Scholarship: Quality of journals in which papers are published, whether or not they are peer reviewed, the quality of book publishing houses, peer reviewed grant support and particularly support by national agencies, reviews of performances or exhibits, and reviews of the candidate’s body of work by faculty external to the university who are experts in the candidate’s field of scholarship.
Service: Service may be at the level of the department, school or university, professional organizations or community. Service is evaluated by the level of work and commitment entailed in providing the particular service.

Tenure, CCE and Promotion Recommendation Schedules

Calendar for Consideration of Tenure and CCE Recommendations

Each May, faculty members are advised of deadlines for consideration for tenure and the Certificate of Continuous Employment (CCE). For specific dates, contact the office of the Provost at 718-960-8222.

Please be advised that tenure and CCE recommendations are reviewed by the Tenure/CCE subcommittee of the FP&B during the months of September and October. It is important therefore that the work to prepare these files is completed by the end of August or the first week in September. The FP&B usually reviews recommendations for tenure and CCE early November.

Calendar for Consideration of Promotion Recommendations

Prospective candidates for promotion to professor or associate professor must notify their department chair that they wish to be considered for promotion by the third week of September.

The Department Chair then notifies the Provost with copy to the dean of all prospective candidates for promotion.

January 29th is the deadline for submission of departmental recommendations, updated curriculum vitae and supporting material to the Office of the Provost. January 29 is also the deadline for appeals from negative promotion decisions of Departmental Personnel and Budget.

Note: Persons denied recommendation for promotion through the College Committee on Faculty Personnel and Budget procedures or denied recommendation for promotion upon appeal from departmental decisions to the Promotion Committee may appeal in writing to the President within ten business days of notification of the negative action of the Promotion Committee or the College Committee on Faculty Personnel and Budget.

In preparing for the Promotion review process, please remember to assist the Committee by assuring that the files include the following:

  • A list of the outside reviewers, which were used, indicating which were selected by the candidate and which were selected by the department
  • The candidate’s CV in standard format (see attachment III)
  • All annual evaluations
  • Decanal reviews
  • Teaching observations from every semester (student and peer) including students’ written comments.
  • Encourage the candidate to include a statement of his/her philosophy of teaching and scholarship and documentation of how that philosophy is demonstrated.
  • Include where appropriate examples of syllabi and /or creative assignments and teaching techniques.

The file should be arranged so that to the greatest extent possible all items on the CV are documented. Reviewers must hold the candidate’s rank or a higher rank and should not be from CUNY.

Procedures for the Faculty Personnel and Budget Committee on Tenure and Certificate on Continuous Employment

1. The Faculty Personnel and Budget Committee on Tenure and the Certificate of Continuous Employment (hereafter the Tenure and Certificate Committee) shall consist of eight tenured Chair members in addition to the Provost and Vice President for Academic Affairs, who shall be chair and a voting member of this Committee. The Tenure and Certificate Committee shall be elected by the voting members of the College Committee on Faculty Personnel and Budget. The Chief Librarian, if tenured, is eligible for election as an at-large member of the Tenure and Certificate Committee. No Chair member may serve more than two consecutive terms. Candidates unable to serve shall withdraw their names from consideration prior to the initial ballot. In the first round of votes, each eligible voter will vote for eight nominees. The individual with the highest number of votes from each of the four divisions will be nominated, provided that individual is otherwise eligible to serve on the committee. The additional eight with the highest votes will be nominees. If no chair in a division is eligible to serve, additional nominees will be drawn from those with the highest number of votes. Ties will be broken by random process to be determined by the tellers at the time of election. Eight of the twelve nominees will be selected in the second and subsequent rounds of voting. In each round, the individual(s) with the lowest number of votes is/are eliminated, provided that this does not guarantee the election of the remaining individuals.

All members of the Tenure and Certificate Committee are expected to serve a full term, but in the event that any elected Chair subsequently is unable to continue due to illness or other significant reason, the Chair with the next highest number of votes shall assume that seat on the Tenure and Certificate Committee.

2.a. Recommendations for reappointment with tenure or the certificate of continuous employment are initiated by each departmental Personnel and Budget Committee.

b. When a candidate is considered for reappointment with tenure or the certificate of continuous employment, the Chair shall be responsible for the preparation of the standardized Curriculum Vitae which shall include a meaningful analysis of the results of student evaluations. The Chair may add his or her own comments on this evaluation as part of the "Chair's Report."

The candidate is responsible for promptly supplying the Chair with the information needed to update the Curriculum Vitae. In addition, a candidate may write a statement about him/herself of no more than 2 pages to accompany his/her standardized Curriculum Vitae. Candidates who desire in such a statement to emphasize teaching effectiveness should include in their files supplementary material, including syllabi, sample examinations, and other appropriate instructional materials, to document their teaching effectiveness.

c. In preparing the standardized Curriculum Vitae, the Chair shall distinguish clearly between sole authorship and joint authorship of books, monographs, and articles. All bibliographical entries shall contain the number of pages and, where appropriate, all specific page numbers. If a candidate desires to indicate sources where his/her publications have been reviewed or discussed, complete bibliographical reference for the reviews and/or discussions should be supplied.

The "Chair's Report" for each candidate shall normally be no longer than 2 pages and shall include the departmental Personnel and Budget Committee's vote on the candidate. It should not repeat material included in the standardized Curriculum Vitae but should represent the collective judgment of the Personnel and Budget Committee together with any additional opinion the Chair may wish to express in that title.

e. It is within the Chair's discretion to show the "Chair's Report" to the members of the Personnel and Budget Committee or to forward it directly to the Human Resources Office for transmission to the Tenure and Certificate Committee. The "Chair's Report" shall be placed in the candidate's administration personnel file and shall not be shown to the candidate.

f. Since recommendations will be based partially on the information supplied in the standardized Curriculum Vitae, including the "Chair's Report," it is imperative for the Chair to do everything possible to insure the accuracy, relevance, and validity of the contents of the standardized Curriculum Vitae.

*g. For reappointment with tenure, at least three letters of evaluation from persons outside the University shall be solicited by the Chair and included in the candidate's administration file. At least one of these letters should be obtained from a list of persons suggested by the candidate and at least two should be obtained from a list of persons chosen by the Chair and the departmental Personnel and Budget Committee in consultation with department members whose fields are closest to those of the candidate. Letters requesting evaluations must be designed to elicit objective judgments; copies of the requests are to be included in the administration file, together with titles and addresses of all persons solicited. Outside letters of evaluation already in the file may be used; however, for those more than two years old, the author should be asked if a more current version is needed.

h. Departmental Personnel and Budget Committees may not reconsider their recommendations after the date that the recommendations are due in the Human Resources Office. Any member or members of a departmental Personnel Committee a statement of dissent from any decision concerning tenure or the certificate of continuous employment made by the departmental Personnel and Budget Committee on or before the date that the recommendations are due in the Human Resources Office.

*g. Not required for titles in the College Laboratory Technician series.

3. a. The Tenure and Certificate Committee will meet on the call of its chair and will examine the standardized Curricula Vitae of candidates for tenure and the certificate of continuous employment. The Committee as a whole will consult with each Chair and the appropriate Divisional Dean, and with those candidates for whom consultation is considered necessary and potentially fruitful. The Tenure and Certificate Committee may consult informed persons on or off campus concerning the qualifications of candidates for tenure or the certificate of continuous employment, and may call for additional evidence from candidates or their Chairs.

The Tenure and Certificate Committee shall review the personal and administration personnel files of candidates. The Committee may establish subcommittees within its membership to assist in its work.

b. The Tenure and Certificate Committee will take into consideration the vote of the departmental Personnel and Budget Committee, and evidence that the departmental Committee is convinced that granting tenure or the certificate of continuous employment to a given candidate is in the best interest of the department, the division, and the College.

  • The Tenure and Certificate Committee will vote on recommendations for tenure and for the certificate of continuous employment by secret ballot.

d. The chair of the Tenure and Certificate Committee will inform promptly the Tenure and Certificate Committee of the results of its voting. The chair of the Tenure and Certificate Committee will submit in writing the recommendations with the results of the voting to the College Committee on Faculty Personnel and Budget and will also make an oral report on each candidate, summarizing the Tenure and Certificate Committee's deliberations as well as the recommendations of the Divisional Dean.

After consideration of the candidates and the recommendations of the Tenure and Certificate Committee, the College Committee on Faculty Personnel and Budget will vote on recommendations for tenure and the certificate of continuous employment by secret ballot. The College Committee on Faculty Personnel and Budget will submit its affirmative recommendations to the President for subsequent action. The Provost will inform promptly the candidates, the Department Chairs, and the Divisional Dean of the recommendations and actions of the College Committee on Faculty Personnel and Budget.

e. A candidate not recommended for tenure or the certificate of continuous employment by a department may appeal in writing to the Tenure and Certificate Committee within ten days of notification of non-recommendation. After consideration of the appeals, the Tenure and Certificate Committee will vote on each appeal by secret ballot. The chair of the Tenure and Certificate Committee will inform the appellants of the action of the Tenure and Certificate Committee on the appeal. If the Tenure and Certificate Committee finds that the appeal may have merit, the Tenure and Certificate Committee shall advise the College Committee on Faculty Personnel and Budget, which shall then deliberate and vote upon the appeal.

f. Persons denied recommendation for tenure or the certificate of continuous employment by the College Committee on Faculty Personnel and Budget or denied recommendation for tenure or the certificate of continuous employment upon appeal from departmental decisions to the Tenure and Certificate Committee may appeal in writing to the President within ten days of notification of non-recommendation.

g. The President will inform the candidates and the College Committee on Faculty Personnel and Budget of the President's recommendations to the Board of Trustees of The City University of New York

4. At its meeting of September 22, 1975, the Board of Higher Education adopted a

Statement of the Board of Higher Education on Academic Personnel Practice in the City University of New York, which included the following provisions on tenure:

1. The decision to grant tenure shall take into account institutional factors such as the capacity of the department or the college to renew itself, the development of new fields of study, and projections of student enrollment.

2. The criteria upon which decisions to tenure are based shall be as follows:

  • Teaching Effectiveness - Tenure appointments shall be made only when there is clear evidence of the individual's ability and diligence as a teacher.
  • Scholarship and Professional Growth – Evidence of new and creative work shall be sought in the candidate's published research or in his instructional materials and techniques when they incorporate new ideas or scholarly research. Works should be evaluated as well as listed, and work in progress should be assessed. When work is a product of a joint effort, it is the responsibility of the department chairman to establish as clearly as possible the role of the candidate in the joint effort.

The following factors may be supplementary considerations in decisions on tenure. The weight accorded to each will vary from case to case.

Service to the Institution – The faculty plays an important role in the formulation and implementation of University policy, and in the administration of the University. Faculty members should therefore be judged on the degree and quality of their participation in College and University Govern­ment. Similarly, faculty contributions to student welfare, through service on committees or as an advisor to student organizations, should be recognized.

  • Service to the Public – Service to the community, state and nation, both in the faculty member’s special capacity as a scholar and in areas beyond this when the work is pertinent and significant, should be recognized.

3. Tenure shall not normally be granted before the fifth annual reappointment. Only in exceptional cases may tenure be granted before that time: when appointment to the faculty at the University requires the continuation of tenure previously awarded by another institution of higher learning; when a prestigious fellowship valuable to the college concerned interrupts continuous service during the probationary period; or when some extra-ordinary reason indicates that the college would be well served by the early grant of tenure.

It is understood that lecturers (full-time) shall not be required to have a research commitment.

Adopted by the College Committee on Faculty Personnel and Budget on December 6, 1994 and April 12, 2005.

Procedures for the Faculty Personnel and Budget Committee on Promotion, a Subcommittee of the College Committee on Faculty Personnel and Budget

  1. The Faculty Personnel and Budget Committee on Promotion (hereafter the Promotion Committee) shall consist of eight tenured Chair members of senior rank (i.e. associate or full professor) in addition to the Provost who shall be Chair and a voting member of this Committee. The Promotion Committee shall be elected by the voting members of the College Committee on Faculty Personnel and Budget from all otherwise eligible members of the College Committee on Faculty Personnel and Budget. The Chief Librarian, if tenured and of senior rank (i.e. associate or full professor), is eligible to serve as an at-large nominee. No Chair member may serve more than two consecutive terms. Chair members serving on the Promotion Committee shall not be candidates for promotion. Candidates unable to serve shall withdraw their names from consideration prior to the initial ballot. In the first round of votes each eligible voter will vote for eight nominees. The eligible individual with the highest number of votes from each of the four divisions will be nominated. The additional eight with the highest votes will be nominees. If no Chair in a division is eligible to serve, additional nominees will be drawn from those with the highest number of votes. Ties will be broken by a random process to be decided by the tellers at the time of the election. Eight of the twelve nominees will be selected in the second and subsequent rounds of voting. In each round, the individual(s) with the lowest number of votes is/are eliminated, provided that this does not guarantee the election of the remaining individuals. All members of the Promotion Committee are expected to serve for a full academic year, but in the event that any elected Chair subsequently is unable to complete his/her term, the Chair with the next highest number of votes shall assume that seat on the Promotion Committee. Ties for alternates will be broken by a random process by the tellers at the time of the election.
  2. Promotions
    • Prospective candidates for promotion to Professor or Associate Professor shall notify their department Chairs on or before September 17 that they wish to be considered for promotion. Recommendations are initiated by each departmental Personnel and Budget Committee. The Curricula Vitae are due in the Human Resources Office and all supporting materials in the Provost's Office by October 1. The Departmental Personnel and Budget Committee may not reconsider their recommendations after the date that the recommendations are due in the Human Resources Office. Any member or members of a Departmental Personnel and Budget Committee may file with the Promotion Committee a statement of dissent from any decision concerning promotion made by the Departmental Personnel and Budget Committee on or before the date that the recommendations are due in the Human Resources Office.
    • The Departmental Personnel and Budget Committee shall consider for promotion all its departmental members in the rank of Assistant Professor or Associate Professor who wish to be so considered, regardless of tenure status or budgetary ability, and in the College Laboratory Technician series if the College has designated a position to be available.
    • The Departmental Personnel and Budget Committee shall recommend for promotion only those departmental members who, in the opinion of a majority of the members of the committee concerned, clearly merit promotion during the current academic year. No faculty member who does not hold senior rank (Associate Professor or Professor) shall vote on any promotion to Full Professor.
    • The vote of the Departmental Personnel and Budget Committee for each candidate must be reported in the Chair's Report. In the event that there is more than one candidate for promotion to the same rank, the Departmental Personnel and Budget Committee may include its ranking of the candidates (if the Departmental Personnel and Budget Committee choose to rank candidates). Any member of a Departmental Personnel and Budget Committee who is him/herself being considered for promotion must absent him/herself from some designated part of the meeting when his/her promotion is under discussion and refrain from voting when the recommendation for his/her promotion is under consideration.
    • When a candidate is recommended for promotion, the department Chair, not the candidate for promotion, shall be responsible for the preparation of the standardized Curriculum Vitae. If a Chair is a candidate for promotion, the highest ranking member of the Departmental Personnel and Budget Committee who is not a candidate for promotion shall be responsible for the preparation of the standardized Curriculum Vitae for the Chair and the candidates for same rank as the Chair in the Chair's department. In addition, a candidate may write a statement about him/herself of no more than 250 words to accompany his/her standardized Curriculum Vitae. Candidates who desire in such a statement to emphasize teaching effectiveness should include in their files supplementary material, including syllabi, sample examinations, and other appropriate instructional materials, to document their teaching effectiveness.
    • The Chair shall prepare the standardized Curriculum Vitae after notifying and consulting with the candidate, who is responsible for supplying the Chair with the information needed to prepare the Curriculum Vitae. In preparing the standardized Curriculum Vitae, the Chair shall distinguish clearly between sole authorship and joint authorship of books, monographs, and articles. All bibliographical entries shall contain the number of pages and where appropriate all specific page numbers. If a candidate desires to indicate sources where his/her publications have been reviewed or discussed, complete bibliographical references for the review and/or discussion should be supplied.
    • The Chair shall write a report for each candidate which shall normally be no longer than 250 words and shall include the Departmental Personnel and Budget Committee's vote on the candidate. It should not repeat material included in the standardized Curriculum Vitae but should represent the collective judgment of the Department Personnel and Budget Committee together with any additional opinion the Chair may wish to express in that title. The Chair’s report shall include a meaningful analysis of the results of student evaluations and any written comments on the student evaluations made by the faculty member. The Chair may add his/her own comments on this evaluation as part of the Chair's Report. The Chair's Report shall be placed in the candidate's administration file and shall not be shown to the candidate.
    • Since recommendations will be based partially on the information supplied in the standardized Curriculum Vitae, including the Chair's Report, it is imperative for the Chair to do everything possible to insure the accuracy, relevance, and validity of the contents of the standardized Curriculum Vitae and the organization of the supporting material.
    • For promotion to Associate Professor, the Chair shall solicit and include in the candidate's administration personnel file at least four letters of evaluation from persons outside the College; at least two should be from outside the University. For promotion to Professor, at least four letters of evaluation from persons outside the University shall be solicited by the Chair. For either promotion to Associate Professor or Full Professor at least two of the letters should be obtained from a list of persons suggested by the candidate and at least two should be obtained from a list of persons chosen by the Chair and the Departmental Personnel and Budget Committee in consultation with department members whose fields are closest to those of the candidate. Letters requesting evaluations must be designed to elicit objective judgments; copies of the requests are to be included in the administration file, together with titles and addresses of all persons solicited; and, a clear indication from which list these names were taken. All letters must be current; i.e. written within the last two years.
  3. The Promotion Committee
    • The Promotion Committee will meet on the call of its Chair and will examine the standardized Curriculum Vitae of each candidate for promotion. The committee as a whole will consult with each Chair and the appropriate Divisional Dean. If a Chair is a candidate for promotion, information about the Chair and the candidates for the same rank in the Chair's department shall be sought from the highest ranking member of the Departmental Personnel and Budget Committee who is not a candidate for promotion. The Promotion Committee may consult informed persons on or off campus concerning the candidate's qualifications for promotion and may call for additional evidence from candidates or their Chairs. The Promotion Committee may also request that the candidate appear before the Committee. The Promotion Committee shall review the personal and administration personnel files of the candidates.
    • After due investigation, discussion, and deliberation, the Promotion Committee shall, by means of secret ballots, vote on candidates for promotion to each rank.
    • At a meeting, the Chair of the Promotion Committee will promptly inform the Promotion Committee of the results of its voting. The Chair of the Promotion Committee will submit in writing the Promotion Committee's recommendations with the results of the voting to the College Committee on Faculty Personnel and Budget at least one week before the College Committee meets to deliberate on the promotion candidates. At the meeting of the College Committee on Faculty Personnel and Budget, the Chair of the Promotion Committee will also make an oral report on each candidate, summarizing the Promotion Committee's deliberations. The Divisional Dean may be consulted. The Chair, if a candidate, shall absent him/herself from the discussion of his/her own candidacy and of other candidates for the same rank from his/her department. After consideration of the candidates and the recommendations of the Promotion Committee, the College Committee on Faculty Personnel and Budget will vote on candidates for promotion by secret ballot. The College Committee on Faculty Personnel and Budget will submit its affirmative recommendations to the President for subsequent action. The Provost will inform promptly the candidates, the Department Chairs, and the Divisional Deans, of the actions of the College Committee on Faculty Personnel and Budget on the candidacies.
  4. Appeals
    • A candidate who has been considered and not recommended for promotion by his/her Departmental Personnel and Budget Committee may appeal in writing to the Promotion Committee but no later than October 1 or the first business day thereafter in the event that October 1 is not a business day. After consideration of the appeal, the Promotion Committee will vote by secret ballot whether to entertain the appeal. If the Promotion Committee votes to entertain the appeal, it will then consider the appeal. The Chair of the Promotion Committee will inform the appellant of the action of the Promotion Committee on the appeal. If the appeal granted, the Promotion Committee shall advise the College Committee on Faculty Personnel and Budget, which shall then deliberate and vote upon the candidacy. The Provost will inform the appellant of the action of the College Committee on Faculty Personnel and Budget on his/her candidacy.
    • Persons denied recommendation for promotion through the College Committee on Faculty Personnel and Budget procedures or denied recommendation for promotion upon appeal from departmental decisions to the Promotion Committee may appeal in writing to the President within ten business days of notification of the negative action of the Promotion Committee or the College Committee on Faculty Personnel and Budget.
    • The President will inform the candidates and the College Committee on Faculty Personnel and Budget of the President's recommendations to the Board of Trustees of The City University of New York.
    • Members of the Departmental Personnel and Budget Committee as well as the College Committee on Faculty Personnel and Budget shall be thoroughly familiar with those sections of the collective bargaining agreement, the Bylaws, and the written policies of the University, which set forth criteria for promotion to Associate Professor, Professor, and in the College Laboratory Technician series.

Amended by the College Committee on Faculty Personnel and Budget on August 27, 2002.

Organization of Files for Faculty under consideration for Promotion and/or Tenure

I. Curriculum Vitae and Personal Statement

Personal Statement:

A written statement from the candidate describing the candidate’s philosophy of teaching and research interests.

CV format:

  • Higher Education. Institutions from which degrees were awarded and where post-doctoral work was done.
  • Teaching Experience. List all teaching appointments in all institutions with academic titles and indicate dates of service.
  • Other Experience. Complete details of appointments and experiences other than teaching: dates, titles, institutions, responsibilities.
  • Academic and Professional Honors and Fellowships
  • Publications separated into last five years and prior to last five years.

Publications: List in reverse chronological order all published works: separate books, chapters in books, articles, refereed, non-refereed, abstracts, book reviews, journal articles, other publications, include titles of journals, volume, page numbers and dates.

Unpublished Work: Works accepted for publication and estimated date of publication.

Works in Progress:

  • Presentations, Professional Performances, Exhibits.
  • Curricular Materials. List programs and courses developed.
  • Grants. List granting agency, title, date, amount and duration of award. Separate grants into two categories in which faculty member was P.I. Multiple grants: list of collaborators, their affiliation and their role in the collaborative project. Also list grant applications in current review, in progress.
  • Service to the: department, college, university, profession, community. Listing should include committees, with dates. When appropriate, description of service.
  • Record at College and Personal Data. Note: Earlier copies of CVs should be dated and included in the file.

II. Annual Evaluations

These evaluations document the department’s mentoring of faculty since their first appointment at the College. Each component of the candidate’s activities is pertinent: research, teaching and service. Recommendations for research, publication, improvement in teaching, and development of service for each year are essential, qualitative judgments should be made. Some departments include a resume, prepared by the faculty member, of all activities since the previous evaluation using standard CV as a template. Check lists are not acceptable.

The annual evaluations provide a serial record of the development of the faculty member. It is especially useful in indicating improvements and goals.

III. Decanal Reviews

IV. Administrative File:

  • Chairs Report: Chair’s report should include: a thorough review of the candidate’s professional achievements, teaching, and service as pertinent to promotion or tenure; evaluation of specific period since last promotion; vote of departmental Personnel and Budget Committee (with date).
  • Reviewers’ Letters:
For Tenure Considerations:
  • A minimum of three letters from outside CUNY are required (include sheet indicating reviewers suggested by candidate and reviewers suggested by P&B with reasons for selection.)
For Certificate of Continuous Employment Considerations:
  • No “outside CUNY” reviewers’ letters necessary. However, internal letters are encouraged.
  • For Promotion to Full Professor:
  • A minimum of four letters from outside CUNY are required (include sheet indicating reviewers suggested by candidate and reviewers suggested by chair.)
For Promotion to Associate Professor:

A minimum of four letters from outside the College; at least two should be from outside the University (include sheet indicating reviewers suggested by candidate and reviewers suggested by the Chair and the departmental Personnel and Budget Committee.)

  • Concurrence Letters and Reference Letters
  • Reappointments, PA’s

V. Observations

Teaching Observations chronicle the evolution and development of teaching skills. Suggestions for improvement and progress since the previous observation are essential. The annual evaluation by the Chair should include comments on the teaching of the candidate together with any appropriate suggestions for improvement. The course subject should be noted.

VI. Professional Honors, and Awards:

Election (as a fellow, etc): copies of all correspondence.

VII. Publications:

Separated into last five years and prior to past five years. Also sort by type of publication. Include accepted publications; work in review, work in progress (unpublished).

VIII. Presentations

IX. Curricular Materials

Program/Course development and course syllabi.

X. Service

  • To the College
  • To the University
  • To the Profession
  • To the Community

XI. Student Evaluations

  • All student evaluations, grouped by semester and year.
  • Registrar’s data summary sheet for instructor attached to each semester’s evaluations.
  • A table, covering last five years at least, summarizing student responses to question of all-over evaluation of instructor (from Registrar’s data sheet).
  • Explanation of any missing evaluation materials.

Organization of Files for Promotion and/or Tenure [PDF]