Statement of Criteria in Promotion and Granting Tenure

The Promotion and Tenure Review Committee of the College of Earth and Mineral Sciences will base its recommendations on the scholarly achievements of faculty members, including research, teaching, and other scholarly services to the academic community and society taking both the quality and quantity of scholarly production into account. The critical measure in the evaluation will be the individual's impact on science and/or industry and higher education, that is, the impact on students, colleagues, departmental programs, and fields of specialization. The aim is to promote and reward those who excel in their academic work and who by their dedication and performance serve to uphold or enhance our reputation as a distinguished College.

The Committee's recommendations will be based on merit, not on seniority, although it must be recognized that prolonged diligence is required to establish a reputation meeting the criteria stated above.

Persons appointed to or advanced to the rank of assistant professor will normally have a doctorate degree, though exceptions may be granted to individuals who have clearly demonstrated outstanding abilities and performance. Demonstrated ability in teaching and research is mandatory and demonstrated potential for continuing growth is desirable.

Those recommended for the rank of associate professor must have demonstrated all of the qualifications for assistant professor. In addition, the individual must have demonstrated, through scholarly achievements and evaluations by both students and peers, the potential to become an outstanding scholar of national repute and an accomplished, inspiring teacher.

For promotion to the rank of professor, it is necessary that the person be an established, internationally recognized scholar and a superior teacher. Truly outstanding performance in one area may be considered to compensate to some degree for less than superior performance in the other. Demonstrated ability to direct others in research and participation in University-wide decision making or formulation of national science policy are desirable.

Recommendations regarding tenure will be based on the merits of individuals, their academic achievements, and their potential for contributing to the success of their department and the College.

Letters of evaluation from outside reviewers shall be obtained by the Dean and be submitted with recommendations for tenure or promotion to associate professor or professor or equivalent ranks.

Prepared by Promotion and Tenure Committee, Fall 1975
Approved by Faculty Steering Committee, Fall 1976
Revised and approved by the Faculty, Fall 1996
Revised and approved by the Faculty, Spring 1997
Affirmed by the Faculty, Spring 2009

DEPARTMENTAL CRITERIA FOR PROMOTION AND TENURE

Working within college and university (HR-23) guidelines, the promotion and tenure committee is responsible for evaluating a faculty member’s progress toward promotion and tenure. Where applicable, the committee will evaluate faculty members in non-tenure track academic ranks (as described in HR-21) for promotion.

Tenure: The three main criteria for tenure are:

1. The Scholarship of Teaching and Learning The applicant's teaching record should demonstrate an ability to convey the subject matter to students in an effective manner. Such judgment will be based upon peer review, student evaluations, and alumni surveys.

2. The Scholarship of Research and Creative Accomplishment The applicant should demonstrate an ability to carry out independent, high quality research and should have published significant contributions in recognized, refereed journals over the provisional period. The applicant should also demonstrate the capability of supervising graduate-level thesis research. The applicant should have an area of specialization, wherein a major portion of the research effort is concentrated.

3. Service and the Scholarship of Service to the University, Society and Profession The applicant should show evidence of personal involvement in professional and learned societies and in department, college and university affairs.

Promotion: For promotion to the rank of Associate Professor, the faculty member must have demonstrated all of the qualifications for Assistant Professor (as described in HR-23), if applicable. In addition, the individual must have demonstrated, through scholarly achievements and evaluations by students and peers, the potential to become an outstanding scholar of national repute and an accomplished, inspiring teacher.

For promotion to the rank of Professor, the faculty member must be a superior teacher and an established, internationally recognized scholar. Truly outstanding performance in one area may be considered to compensate to some degree for less than superior performance in the other. Demonstrated ability to direct others in research and participation in university-wide decision-making or formulation of national science policy are desirable.

Process: The following will be provided to the department promotion and tenure committee for the purpose of evaluation:

a) The faculty member's up-to-date dossier, prepared by the department head (in consultation with the faculty member).

b) Written faculty and student input of teaching effectiveness.

c) For promotions and final tenure, written assessments from persons outside the university. Based on consultation with the candidate, promotion and tenure committee, and experts in the area of the candidate, the department head (on behalf of the dean) will solicit seven letters of evaluation. Up to three names may be taken from a list provided by the candidate.

Approved by EME faculty: April 25, 2012

The Department will follow the guidelines suggested in the revised University Promotion and Tenure Procedures and Regulations (HR-23) and the University's administrative guidelines. Our criteria for promotion and tenure are those so stated in the "Statement of Criteria to be Used by the College of Earth and Mineral Sciences in Promotion and Granting Tenure" as affirmed by the EMS Faculty, Spring 2009.

Working within the framework established by University regulations (HR-23) and the College of Earth and Mineral Sciences (as detailed in the statement of Criteria to be used for Promotion and Tenure), the Faculty Promotion and Tenure Review Committee in the Department of Geosciences will base its recommendations on the scholarly achievements of the faculty members. This concept, in our interpretation, encompasses research, teaching, and other scholarly services to the academic community and society, and involves quality as well as quantity of scholarly production, as reflected by peer-reviewed publications. The most critical measure in our evaluation will be the individual's impact on science and higher education, i.e. his or her impact on students, colleagues, departmental programs, and field of specialization. We wish to promote and reward those who excel in their academic work and thus serve to uphold or enhance our reputation as a distinguished Department of Geosciences.

The Committee's recommendations will be based on merit, not on seniority, although it must be recognized that protracted diligence is required to establish a reputation meeting the criteria set forth above.

Although it is recognized that the composition of the faculty, in the long range, is affected by budgetary factors or the evolution of new educational trends, these factors will not be considered in tenure and promotion recommendations.

Thus, the three main criteria are teaching ability and effectiveness; research, creative accomplishment and scholarship (including, where appropriate, the scholarship and research of geoscience pedagogy); and service to the University, the public, and the profession. The relative weighting given to these three criteria may vary amongst individuals and through a faculty member’s career.

Revised and approved by the Geosciences Faculty, September 14, 2010
Ratified by the Geosciences Faculty on September 8, 2011
Ratified by the Geosciences Faculty on September 6, 2012
Ratified by the Geosciences Faculty on November 14, 2013
Ratified by the Geosciences Faculty on September 11, 2014
Ratified by the Geosciences Faculty on August 27, 2015

Broad criteria for promotion and tenure are as outlined in HR-23 and the Revised Administrative Guidelines for the conduct of the University Promotion and Tenure Review Process. The entire promotion and tenure policy, HR-23 may be found in the Policy Manual. The Department of Materials Science and Engineering follows the statement of criteria used by the College of Earth and Mineral Sciences Promotion and Tenure Review Committee.

Any faculty member can request and receive an oral appraisal from his or her Department Head or Chair of the Promotion and Tenure Review Committee as to the probability of promotion.

Each year it is the responsibility of the Departmental Committee to make a preliminary evaluation of each faculty member eligible for promotion (based primarily on an updated dossier) to determine whether a faculty member will be considered in greater detail as described below. This committee is also responsible for evaluating a faculty member's progress toward tenure. Faculty members normally will be reviewed during the second, fourth, and sixth years of service (see HR-23 for further details).

Each candidate for promotion and/or tenure is required to give a departmental seminar in the spring semester immediately preceding the fall semester during which the candidate’s case will be evaluated and voted upon by the committee.

Where applicable, it is also the responsibility of the Departmental Promotion and Tenure Committee to review and to make recommendations to the Department Head pertaining to the promotion of non-tenure track academic ranks described in University Document HR-21.

The following input will be solicited and made available to the Departmental Promotion and Tenure Committee for the purposes of evaluation:

The up-to-date dossier of the faculty member prepared by the Department Head in consultation with the faculty member.

Oral input concerning the record of the candidate, together with a written recommendation reflecting the collective judgment of the senior faculty in the Department.

Written faculty and student input of teaching effectiveness.

Evaluations by graduating seniors and alumni rating the candidate in teaching, advising, and research supervision as appropriate.

Written assessments from persons outside and within the University. Faculty members being evaluated will be asked to supply and justify those names of professional peers to whom he or she would like the committee or the administration to be in communication regarding the candidate's qualifications. Other names will be supplied by the Department Head.

In the case of joint appointments, the committee will be responsible for obtaining full input from the appropriate department or intercollegiate unit.

Other relevant materials may be considered by the committee if such material is accepted as significant, both by the committee and by the faculty member under consideration.

The Committee chair will prepare a summary document on each person who has been considered for promotion and/or tenure indicating the overall vote of the committee and supplying a brief statement as to why that person is or is not being recommended. Copies of these statements and pertinent written material will be sent to the Dean of the College of Earth and Mineral Sciences. As required by HR-23, the Dean will inform the faculty member whether or not his or her dossier has been forwarded to the University Promotion and Tenure Committee.

As required by HR-23 and the Administrative Guidelines for HR-23, written notification of positive promotion and tenure decisions will be made by the President via the Dean of the College of Earth and Mineral Sciences. Written notification of negative tenure decisions will be made by the Dean of the College of Earth and Mineral Sciences.

The Promotion and Tenure Committee established by the Meteorology Department faculty to implement the University and College procedures will base its recommendations on the scholarly achievements of the faculty members. We interpret this concept to encompass research, teaching, and other scholarly services to the academic community and society; it involves both the quality and quantity of scholarly production. The critical measure in our evaluation will be the individual's impact on science and higher education, i.e., the impact on students, colleagues, departmental programs, and field of specialization. Our aim is to promote and reward those who excel in their academic work and who by their dedication and performance serve to uphold or enhance our reputation as a distinguished Department of Meteorology.

The Committee's recommendations will be based on merit, not on seniority, although it must be recognized that prolonged diligence is required to establish a reputation meeting the criteria set forth above.

A person appointed to the rank of assistant professor will normally have completed a doctorate degree, though exceptions may be granted to individuals who have clearly demonstrated outstanding abilities and performance. Demonstrated teaching ability is mandatory; demonstrated ability in research and potential for continuing growth is desirable.

Recommendations regarding tenure will be based on the merits of the individuals, their academic achievements, and their potential for contributing to the success of their department.

Those recommended for the rank of associate professor must have demonstrated all of the qualifications for assistant professor. In addition, the individual must have demonstrated, through scholarly achievements and testimonials of students (or by other surveys), the potential to become an outstanding scholar of national repute and an accomplished inspiring teacher.

For the promotion to the rank of professor, it is necessary that the person be an established, internationally recognized scholar and a superior teacher. Truly outstanding performance in one area may be considered to compensate to some degree for less than superior performance in the other. Demonstrated ability to direct others in research and participation in activities such as University-wide decision-making or formulation of national science policy are desirable.