1. PREFACE
2. ORGANIZATION OF THE FACULTY
3. CORE FACULTY
6. DOCUMENTATION OF MERIT AND ACCOMPLISHMENT
7. FACULTY PROFESSIONAL PRACTICE
COURTESY APPOINTMENT GUIDELINES
Refer also to College Progress Toward Tenure Review
This document is a summary of commonly used terms and relevant conditions of employment of faculty in the College of Medicine (College) at the University of South Florida (University), as provided by current governing rules and policies of the University and the College. Nothing stated herein precludes the University Board of Trustees, the University or College from altering or amending any policies or rules described, or from otherwise exercising ordinary and customary functions of management with regard to these matters. Other University policy and procedure statements, such as the Search and Selection Guidelines, provide additional information related to the matters described herein.
Faculty in the College are assigned academic classifications and titles in accordance with the University's Classification Plan. Classifications and titles depend upon the nature of the assignments and individual qualifications; appointments are made on an annual basis.
2.2 THE FACULTY
2.3 ACADEMIC TITLES
The College is comprised of a number of academic departments. All faculty appointments and awards of tenure are ordinarily made in one or other of these departments. The School of Physical Therapy is an academic component of the College that is considered equivalent to a Department and its Director equivalent to a Department Chairperson for purposes of these guidelines.
The faculty of the College of Medicine is organized into three major groupings.
(1) Core Faculty: The Core Faculty is comprised of faculty with:
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The ranks of Assistant Professor, Associate Professor, and Professor, and
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University appointments that include one of the following appointment categories (defined under Section 2.4 below): "Regular", "Clinical", "Research", and "Courtesy", and
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Continuing appointments that are either full-time (1.0 FTE) or, if less than full-time, involve professional activities entirely pursuant to College assignment or duties that are solely at affiliated institutions or other sites approved by the Dean, provided that the total amount of their professional activities is not less than 0.5 FTE in total.
Refer to Section 3 for details.
(2) Collateral Faculty: The Collateral Faculty is comprised of faculty:
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With the ranks of Assistant Professor, Associate Professor and Professor whose University contracts include one of the following appointment categories: "Visiting", "Adjunct", "Joint", or "Emeritus", or
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With non-rank classifications such as Instructor, Research Associate, Librarian, Associate in _____, Assistant in _____, or Post Doctoral Fellow, or
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Who (a) have appointments of less than 0.5 FTE in total, or (b) are compensated from OPS funding sources, or (c) are full-time VA (and other major affiliate employees) who practice independently of the College faculty practice plan, or (d) are employed by one of the College's affiliated institutions, but participate in the College's academic programs on an incidental basis.
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Who engage in the practice of medicine or other health care profession independent of their College appointment or employment at an affiliated facility.
Refer to Section 4 for details.
(3) Voluntary Faculty: The Voluntary Faculty is comprised of appropriately qualified community-based physicians and other health professionals who:
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Contribute to the College's teaching and/or research programs on a voluntary basis without compensation from the College, and
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Are appointed by means of a time-limited Appointment Agreement signed by the Dean and Department Chairperson, and
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Are assigned working titles of Affiliate Instructor, Affiliate Assistant Professor, Affiliate Associate Professor, and Affiliate Professor.
Refer to Section 5 for details.
The Academic titles that are most commonly used in the College are:
(1) Assistant in : This appointment requires a Bachelor's degree in an appropriate area of specialization and five years of related professional experience. Appointees must be able to assist the regular professional staff in their teaching and/or research responsibilities. The working title includes the name of the discipline in which the individual is appointed (e.g., Assistant in Biochemistry).
(2) Associate in : This appointment requires a Master's degree in an appropriate area of specialization and three years of related professional experience. Appointees must have a demonstrated capability for assisting the regular professional staff in their teaching and/or research service responsibilities. The working title includes the name of the discipline in which the individual is appointed (e.g., Associate in Biochemistry).
(3) Post Doctoral Fellow: This appointment requires a Doctoral degree and relevant experience and training within the appointee's area of specialization.
(4) Research Associate: This appointment requires a Doctoral degree or an equivalent combination of training and experience in an area appropriate to the appointment. Appointees should be capable of contributing independently to the design, conduct, analysis, and/or publication of research projects.
(5) Instructor: This is an appointment for individuals who have not yet met the requirements for appointment as Assistant Professor. It requires a minimum of a Master's degree in an appropriate area of specialization.
(6) Assistant Professor: This appointment requires a Doctorate or other recognized terminal degree in the appointee's field of specialization. Appointees should have a minimum of two years experience following receipt of their Doctorate and should be Board Admissible in their specialty and sub-specialty, if applicable, or demonstrate an equivalent level of specialized accomplishment, in accordance with the criteria set out in Section 3.4 below.
(7) Associate Professor: This appointment ordinarily requires a minimum of five years of continuing and productive service as an Assistant Professor at the University, or the equivalent if transferring from another academic institution, in accordance with the criteria set out in Section 3.5 below. Appointment at the Associate Professor level is considered an appropriate terminal appointment.
(8) Professor: This appointment ordinarily requires a minimum of five years of continuous productive accomplishment as an Associate Professor at the University, or the equivalent if transferring from another academic institution, in accordance with criteria set out in Section 3.6 below.
Core faculty members' appointments are further defined by the designation of an appropriate appointment category as indicated by the term "modifier" in their University employment contract. Faculty members do not include these appointment categories as part of their working academic titles, except as specifically noted below.
Tenure Earning or Tenured Appointments
(1) Regular: This category identifies a tenure earning or tenured appointment for Core Faculty members. Promotion in this category to Associate Professor and Professor is determined in accordance with the criteria for the Tenure Earning Pathway found in Sections 3.5(2) and 3.6(2) respectively.
Non-Tenure Earning Appointments
(1) Clinical: This category identifies a non-tenure earning appointment for Core and Collateral Faculty members primarily engaged in clinical care and clinical teaching activities. Promotion to Associate Professor and Professor in this category is determined in accordance with the criteria for the Clinician Educator Pathway found in Sections 3.5(3) and 3.6(3) respectively.
(2) Research: This category identifies a non-tenure earning appointment for Core and Collateral Faculty members primarily engaged in scientific research. Promotion to Associate Professor and Professor in this category is determined in accordance with the criteria for the Research Scientist Pathway found in Sections 3.5(4) and 3.6(4) respectively.
(3) Courtesy: This category identifies a non-tenure earning appointment without compensation from the University. Courtesy appointments to the Core and Collateral Faculty may be offered to qualified full-time employees of institutions that have an Affiliation Agreement with the College who meet the criteria in Section 2.2(1). Courtesy appointment contracts should specify whether they are being appointed on the Clinician Educator or Research Scientist Pathway, as specified in Section 3.3 below. Promotion of such faculty is determined in accordance with the criteria for the Clinician Educator or Research Scientist Pathway found in Sections 3.5 and 3.6.
(4) Visiting: This category identifies an appointment extended to a Faculty member available only for a short time or to a position only expected to be available for the duration of a specific project. The appointment may not be held for more than four years unless justified by special circumstances and approved by the University President. Appointees visiting from other academic institutions customarily include the Visiting modifier in their working academic title.
(5) Adjunct: This category identifies either a part-time or full-time temporary appointment extended to a Collateral Faculty member whose compensation is from Other Personnel Services (OPS) funding.
(6) Emeritus: This appointment category identifies an honorary appointment conferred upon a retired faculty member in recognition of distinguished service to the University in accordance with established University policy and procedure. Appointees customarily include the Emeritus modifier in their working academic title.
(7) Acting: This modifier is used only for administrative titles, such as Dean, Chairperson and Director. Faculty members who have both administrative and academic titles (e.g. Chairperson and Professor) may have the administrative component designated as Acting when filling a vacancy for a limited time.
Appointments to the Core Faculty may be tenure-earning, non-tenure earning, or a combination of both. Under the terms of the College Faculty Bylaws, only Core Faculty are entitled to vote in the affairs of the College or hold office in its Faculty Council. Core Faculty may not engage in the practice of medicine or other health care profession independent of their College appointment or employment at an affiliated facility.
3.1 PROCEDURES FOR APPOINTMENT
3.2 PATHWAYS FOR APPOINTMENT AND PROMOTION
3.3 PROCEDURES FOR PROMOTION TO HIGHER RANK OR FOR TENURE
3.4 CRITERIA FOR APPOINTMENT OR PROMOTION TO ASSISTANT PROFESSOR
3.5 CRITERIA FOR APPOINTMENT OR PROMOTION TO ASSOCIATE PROFESSOR
3.6 CRITERIA FOR APPOINTMENT OR PROMOTION TO PROFESSOR
3.7 TENURE
3.8 APPOINTMENT, PROMOTION, AND TENURE COMMITTEES
3.1 PROCEDURES FOR APPOINTMENT
(1) General: Appointments to the Core Faculty are made in writing by the Dean and Vice President upon the recommendation of the Department Chairperson. Recommendations for appointment must be accompanied by a current Curriculum Vitae and a cover letter from the Department Chairperson that outlines the candidate's qualifications and scholarly accomplishments and indicates his or her proposed departmental role and responsibilities. Recommendations for appointment to the rank of Assistant Professor must be accompanied by three letters of recommendation from individuals who are well acquainted with the candidate's work and professionalism. Recommendations for appointment to the rank of Associate Professor or Professor require the approval of both the Department and College Appointment, Promotion and Tenure Committees, and must meet the criteria specified for the individual pathways.
(2) Tenure Earning Appointments: Core Faculty with the rank of Assistant Professor, Associate Professor, or Professor may be appointed on a full or partial tenure earning basis at the time of their initial appointment by means of a "Regular" appointment category. Faculty members are tenure-earning only to the amount indicated in their contract of employment, regardless of whether they also have an additional non-tenure-earning appointment.
(3) Non-Tenure Earning Appointments: Members of the Core Faculty whose assigned duties may not permit them to meet the expectations of tenure or who are supported solely by practice-generated, grant or contract funds, may be appointed on a non-tenure earning basis to a "Clinical", "Research", or "Courtesy" category.
(4) Transfer of Tenure Earning Credit on Appointment: Faculty members with tenure earning credit at another institution may apply to have their tenure earning credit transferred at the time of their initial appointment to the College. Upon recommendation of the Department Chairperson, up to two years of tenure earning time may be credited for an Assistant Professor, up to three years for an Associate Professor, and up to four years for a Professor, subject to the approval of the Dean and Vice President. Such approval must be in writing prior to the start of employment and must be based upon official documentation of the faculty member's tenured or tenure-earning status at the previous institution(s).
(5) Change to Tenure Earning Status: Change from non-tenure earning to tenure earning status may be accomplished within the first five years of full-time employment or within the equivalent period for those with partial tenure earning appointments, subject to the approval of the Department Chairperson, Dean, and Vice President. Faculty requesting such change may request that all or part of their previous employment time be considered toward tenure eligibility on the recommendation of the Department Chair and approval by the Dean and Vice President. The tenure clock will commence with the date of transfer to tenure earning status for such individuals unless written approval is granted by the Dean and Vice President for employment time at this College of Medicine prior to the date of transfer.
(6) Change to Non-Tenure Earning Status: Faculty may request to change permanently from tenure earning to non-tenure earning status at any time prior to the initiation of the tenure review process for them. Members of the Core Faculty may also elect to change from tenure earning to non-tenure-earning status for a specified time period under exceptional circumstances, such as medical exigencies, provisions of FMLA or ADA, at any time prior to the initiation of the tenure review process for them without change of University contracted salary. Following the period of appointment to a non-tenure earning appointment category, such faculty members will return to the tenure earning position and the tenure clock will resume. Requests to change to non-tenure earning status must be made in writing and be approved by the Department Chairperson, Dean, and Vice President.
(7) Promotion on Appointment: Exceptionally qualified faculty may be recommended for promotion to Associate Professor or Professor at the time of their initial appointment. Such recommendations require submission of a full dossier in the same format as that utilized in the College's annual promotion and tenure review process. Promotion on appointment requires the concurrence of the Department Chairperson, the Department and College Appointment, Promotion and Tenure Committees, and the approval of the Dean and Vice President.
(8) Tenure on Appointment: Exceptionally qualified faculty may be recommended for tenure at the time of their initial appointment, independent of their previous tenure earning or tenured status. Such recommendations require submission of a full dossier in the same format utilized in the College's annual tenure review process. The award of tenure on appointment requires the concurrence of the Department Chairperson, the Department and College Appointment, Promotion and Tenure Committees, and the approval of the Dean, Vice President, and President.
3.2 PATHWAYS FOR APPOINTMENT AND PROMOTION
The College has various pathways for appointment and promotion so that the nature of a Core Faculty member's departmental responsibilities can be taken into consideration in evaluating recommendations for promotion. The non-tenure earning Clinician Educator and Research Pathways described below allow for promotion of faculty whose assignments or source of support may not allow them to meet the amount of research and scholarly activity required for the subsequent award of tenure. The Core Faculty member's pathway must be specified at the time of recommendation for appointment or promotion.
1) Tenure Earning Pathway: The Tenure Earning Pathway is designed for Core Faculty with either full or partial "Regular" category appointments who are expected to be able to meet the criteria for tenure outlined in Section 3.7(3) below.
2) Clinician Educator Pathway: The Clinician Educator Pathway is designed for Core Faculty with non-tenure earning "Clinical" category appointments whose primary responsibilities involve teaching and clinical care.
3) Scientist Educator Pathway: The Scientist Educator Pathway is a non-tenure earning pathway designed for Core Faculty with earned terminal degrees, customarily the Ph.D. with post doctoral training, who are assigned and evaluated principally related to teaching in the College of Medicine.
4) Research Scientist Pathway: The Research Scientist Pathway is designed for Core Faculty with non-tenure earning "Research" category appointments who are primarily supported by research grants and who are engaged principally in research activities.
3.3 PROCEDURES FOR PROMOTION TO HIGHER RANK OR FOR TENURE
(1) General: The judgment of readiness for promotion to higher academic rank or for tenure is based upon a careful evaluation of a candidate's contributions in teaching, research/creative work, service and clinical care. Promotion and tenure require that a determination of the candidate's effectiveness in teaching has been made, as well as an evaluation of their collegiality and participation as a citizen of the University, as these are integral parts of faculty performance.
Applications for promotion of Core Faculty to the ranks of Associate Professor or Professor or for the award of tenure may be initiated by the individual faculty member, the Department Appointment, Promotion, and Tenure Committee, or the Department Chairperson, in accordance with guidelines and procedures established by the Department, College and University. The application must be accompanied by cover letters from the Department Chairperson and the Department Appointment, Promotion, and Tenure Committee that outline the faculty member's pertinent qualifications and accomplishments and evaluate whether he or she meets the criteria that have been established for the designated rank or for tenure. The application must also be accompanied by letters of review as specified in Sections 3.5 and 3.6, as applicable. Recommendations for tenure should be accompanied by a statement from the Department Chair evaluating the importance of the contributions the candidate has made and is expected to make toward achieving the mission, goals and educational needs of the department and College.
(2) Early Tenure and Promotion Consideration: Under exceptional circumstances, outstandingly qualified faculty may apply for promotion or tenure prior to the usual time limits. Such early decisions require truly exceptional performance, which should be identified and justified as such at every review level. External reviewers must be advised of the expectations of the University and College regarding such early decisions. Faculty normally should not apply for promotion to Associate Professor or Professor unless they have at least five years of service in the prior rank, nor for the award of Tenure unless they have five years of tenure-earning service.
3.4 CRITERIA FOR APPOINTMENT OR PROMOTION TO ASSISTANT PROFESSOR
Appointments and promotions to the rank of Assistant Professor are made upon the recommendation of the Department Chairperson, without review by the Department and College Appointment, Promotion, and Tenure Committees, based on the following criteria:
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A minimum of two years experience following receipt of their Doctorate,
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Board admissibility in their specialty and sub-specialty, if applicable, or demonstration of an equivalent level of specialized accomplishment,
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An expectation of continued growth as a teacher and scholar/researcher,
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An expectation of contributions in the area of service commensurate with the College's mission,
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An expectation of collegiality and participation as a citizen of the University.
3.5 CRITERIA FOR APPOINTMENT OR PROMOTION TO ASSOCIATE PROFESSOR
(1) General: The following criteria must ordinarily be met for appointment or promotion to the rank of Associate Professor:
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A minimum of five years of continuous and productive accomplishment as an Assistant Professor at the University, or the equivalent,
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Collegiality and participation as a citizen of the University and the College,
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Contributions in the area of service to the College or University, their profession and/or the community,
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Board or professional certification in their specialty, if applicable, or equivalent,
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Supportive letters of review from appropriately qualified individuals at other institutions in the faculty member's field who can document their standing and reputation and assess their qualifications, professionalism, and scholarly accomplishments. Such reviewers should be of an academic rank, which is equal or greater than the one proposed for the nominee. The reviewers should also disclose any potential conflicts of interest in providing an unbiased review, including information about whether they have previously worked with, trained with, or taught the candidate and, if so, where and for how long, or if they are personally or socially related to the candidate,
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Submission of up to five representative reprints of the candidate's scholarly publications or works, and
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The pathway specific criteria outlined below.
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Establishment of a reputation, within both the College and the larger academic community as an authority in their chosen field, either as an original investigator, an outstanding teacher, or a superb clinician. This may be evidenced by documenting achievements such as those listed in Section 6 below and by at least five independent external letters of review.
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Acknowledged record of accomplishment in classroom, laboratory, or clinical teaching as demonstrated by student and faculty evaluations.
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Demonstration of a focused program of independent or collaborative research/creative work supported by a consistent record of publications of high quality in major journals in the faculty member's field of endeavor, or their equivalent. The record should be sufficient to predict, with a high degree of confidence, continuing productivity in research/creative work throughout the individual's career.
(3) Clinician Educator Pathway:
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Board certification in specialty and sub-specialty, if applicable, or equivalent.
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Establishment of a regional reputation as an authority in chosen field, either as an outstanding teacher or as a superb clinician, as evidenced by documented achievements such as those listed in Section 6 below and by at least three independent external letters of review and up to two letters attesting to performance in the College may be requested from colleagues at the College.
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Documentation of continuing effectiveness and outstanding accomplishment as a teacher and clinician, together with a minimum of satisfactory achievement in scholarly activity.
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Recognition of superior clinical accomplishment, as evidenced by having established a regional practice referral base and/or being sought out for consultation by colleagues and/or holding leadership office in a professional or learned society and/or holding a leadership role in a hospital or health care organization and/or serving as an examiner for a recognized Specialty Board and/or the demonstration of an equivalent level of skill and qualification in other related areas.
(4) Scientist Educator Pathway:
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Establishment of a regional reputation as an educational authority in a basic science or related discipline as an outstanding teacher, as evidenced by student and faculty peer comparative evaluations and documented achievements such as those listed in Section 6 below and by at least three independent external letters of review and up to two letters attesting to performance in the College may be requested from colleagues at the College and University.
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Documentation of continuing effectiveness and outstanding accomplishment as a teacher, together with a minimum of strong achievement in scholarly activity.
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Recognition of outstanding educational accomplishment, as evidenced by having established a national reputation through peer reviewed educational publications, creative works, educational grant awards, being sought out for educational consultation by colleagues, membership in the teaching academy, and/or holding leadership office in a professional or learned society and/or serving as a contributor for test item writing for the National Board of Medical Examiners in related disciplines and/or the demonstration of an equivalent level of skill and qualification in other related areas.
(5) Research Scientist Pathway:
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Establishment of a reputation as an authority in the individual's chosen field as an original investigator with a focused area of independent research accomplishment, as evidenced by documenting achievements such as those listed in Section 6 below and by at least five independent external letters of review.
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Demonstration of outstanding accomplishment in research and scholarly activity including the demonstration of independent extramural funding as a principal investigator.
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Satisfactory achievement in teaching, either by mentorship of graduate students in the laboratory or by participation in the courses of the program in graduate medical science.
3.6 CRITERIA FOR APPOINTMENT OR PROMOTION TO PROFESSOR
(1) General: The following criteria must ordinarily be met for appointment or promotion to the rank of Professor:
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A minimum of five years of continuous and productive accomplishment as an Associate Professor at the University, or the equivalent,
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Collegiality and participation as a citizen of the University and the College,
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Contributions in the area of service to the College or University, their profession and/or the community,
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Board or professional certification in their specialty, if applicable, or equivalent,
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Supportive independent letters of review from appropriately qualified individuals at other institutions in the faculty member's field who can document their standing and reputation and assess their qualifications, professionalism, and scholarly accomplishments. Such reviewers should be of an academic rank, which is equal or greater than the one proposed for the nominee. The reviewers should also disclose any potential conflicts of interest in providing an unbiased review, including information about whether they have previously worked with, trained with, or taught the candidate and, if so, where and for how long, or if they are personally or socially related to the candidate,
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Submission of five representative reprints of the candidate's scholarly publications or works, and
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The pathway specific criteria outlined below.
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National or international recognition for excellence and accomplishment in their chosen academic field. This may be evidenced by documenting achievements such as those listed in Section 6 below and by at least five independent external letters of review.
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A record of accomplishment in classroom, laboratory, or clinical teaching that must be demonstrated by student and faculty evaluations.
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Established record of productive research/creative work of national or international visibility, supported by a consistent record of substantial publications in peer-reviewed journals and/or textbooks, or their equivalent. The record should predict continuing high quality productivity in research/creative work throughout the individual's career.
(3) Clinician Educator Pathway:
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National recognition for excellence and accomplishment in chosen academic field, either as an outstanding teacher or as a superb clinician, or the demonstration of an equivalent recognition in the academic community for outstanding accomplishments within their discipline, as evidenced by documenting achievements such as those listed in Section 6 below and by at least five independent external letters of review. Up to three additional letters of review attesting to performance in the College may be requested from colleagues at the College.
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Documentation of continuing effectiveness and accomplishment as a clinical teacher, together with satisfactory achievement in scholarly activity as evidenced by the publication of original articles or reviews in professional publications, or a lifetime of achievement in their chosen professional field.
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Recognition as an outstanding clinician as evidenced by a state-wide pattern of clinical referrals and/or a national reputation for clinical excellence and/or holding leadership office in professional or learned societies at the state or national level and/or evidence of equivalent recognition of extraordinary clinical skill and effectiveness.
(4) Scientist Educator Pathway:
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Establishment of a national reputation as an educational authority in a basic science or related discipline as an outstanding teacher, as evidenced by student and faculty peer comparative evaluations, publications, educational grant awards, and documented achievements such as those listed in Section 6 below and by at least five independent external letters of review and up to three letters attesting to performance in the College may be requested from colleagues at the College and University.
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Documentation of continuing effectiveness and outstanding accomplishment as a teacher, together with a minimum of strong achievement in scholarly activity.
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Recognition of outstanding educational accomplishment, as evidenced by having established a national reputation through peer reviewed educational publications, creative works, educational grant awards, and being sought out for educational consultation by colleagues, membership in the teaching academy, and/or holding leadership office in a professional or learned society and/or serving as a contributor for test item writing for the National Board of Medical Examiners in related disciplines and/or the demonstration of an equivalent level of skill and qualification in other related areas.
(5) Research Scientist Pathway:
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National recognition for excellence and accomplishment in their chosen academic field as an original, independent investigator, as evidenced by documenting achievements such as those listed in Section 6 below and by at least five independent external letters of review.
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Demonstration of outstanding accomplishment in research and scholarly activity including the demonstration of continuing independent extramural funding as a principal investigator,
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Satisfactory achievement in teaching, either by mentorship of graduate students in the laboratory, or by participation in the courses of the program in graduate medical science or undergraduate/graduate medical education.
(1) General: The award of tenure to a faculty member represents a guarantee of annual reappointment at the level of their tenured appointment until voluntary resignation, retirement, removal for just cause (misconduct or incompetence), job abandonment, or layoff in accordance with University policies. It is based on a consistent record of achievement and contribution in teaching, scholarship, and service that indicates that the individual is likely to contribute productively to the mission of the College during the remainder of his or her career. Because the decision projects lifetime performance from the first years of a faculty member's career, tenure is awarded only as a result of careful assessment over a period of time sufficient to judge the faculty member's documented accomplishments, ability, and future productivity.
(2) Progress-Toward-Tenure Review: It is the responsibility of the Department Chairperson to include a progress-toward-tenure review as part of the annual evaluation for all faculty appointed to tenure earning positions, regardless of full-time equivalency. A more extensive pre-tenure review is conducted by the Department Chairperson and Departmental Appointment, Promotion, and Tenure Committees during the third year of tenure earned time for faculty with 1.0 FTE tenure earning appointments. Faculty members in less than 1.0 FTE tenure earning positions who wish to apply for promotion at the end of five years of employment are encouraged to participate in this mid-point review in the third year of employment. The review addresses the performance of annual assignments, including teaching, research/creative activity, and service, during the preceding tenure earning years of employment, as well as overall performance and contributions in terms of progress towards meeting the criteria for tenure. It should be based on a review of: (a) a current vita; (b) annual faculty evaluations; (c) student/peer evaluations of teaching; (d) selected examples of teaching materials and scholarship; and (e) a brief self-evaluation by the faculty member. At the request of the faculty member, this mid-point review may include the College Appointment, Promotion, and Tenure Committee and Dean.
(3) The Tenure Review Process: Tenure earning faculty are ordinarily reviewed for the award of tenure during the fifth year of a full-time tenure earning appointment. They may be reviewed earlier at the faculty member's request and with concurrence of the Department Chairperson, but must be reviewed no later than the sixth year of their appointment. Partial tenure-earning appointments of faculty members employed at least one full semester in any 12-month period are accumulated on a pro-rated basis (e.g. two years of a 0.5 FTE tenure earning appointment are considered equivalent to one year of service for purposes of tenure eligibility). A faculty member who is appointed to a less than 1.0 FTE tenure earning appointment who wishes to apply for promotion on the Tenure Earning Pathway prior to the accrued fifth year of tenure earned time will ordinarily be expected to apply for tenure at the same time as considered for promotion regardless of the amount of tenure earning time that has been accrued, since the criteria for the award of tenure are similar to those for promotion to the rank of Associate Professor on this Pathway.
(4) Criteria for Tenure: The minimum standard for tenure involves documented evidence of outstanding performance in either teaching (classroom, laboratory or clinical) or research/creative activity, with strong performance in the other, together with satisfactory achievement in professional, public, or clinical service and evidence of collegiality and participation as a citizen of the University and College. The specific criteria that must be met for the award of tenure are as follows:
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Teaching: The candidate must be an effective teacher, whether at the departmental or discipline level. Effective teaching requires a thorough knowledge of the subject, the ability to present material in a clear fashion, and the ability to work with, motivate, and serve as a positive role model for students. Evaluations of the candidate's teaching by students, trainees, or resident physicians are a required part of the review.
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Research/Creative Activity: The candidate must have established an independent program of research/creative activity which adds substantively to the body of knowledge within the discipline, as evidenced through peer-reviewed publications in nationally recognized journals, awards of competitive grants, and invited national or international presentations. The candidate's contributions must be judged against the national standards in their discipline, focusing on the significance of the work and the quality of the contribution made, rather than on the quantity of publications.
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Service: Candidates must have a record of service to the University, College, their profession, and/or the external community. Service must relate to the basic mission of the University and capitalize on the faculty member's professional expertise. The normal service activities associated with good citizenship are not usually evaluated as part of the tenure and promotion process.
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Academic Needs: Tenure primarily reflects recognition of a faculty member's importance to the future of the University. The awarding of tenure is based on consideration of the anticipated needs of the academic program for the foreseeable future, not just on the individual's professional accomplishments. A decision not to award tenure is not solely a judgment of professional or academic competence, as not all accomplishments meet the specific standards necessary for tenure, nor are all of those who meet such standards automatically fitted to serve the needs of the University's programs.
(5) Denial of Tenure: Tenure earning faculty members who are not granted tenure by the end of their sixth year of continuous tenure-earning appointment must be given notice of non-renewal which will end their employment one year from the date of notice. A faculty member whose appointment has not been renewed as a result of tenure denial is not precluded from appointment to a non-tenure-earning position, provided such appointment results from search and selection procedures in conformance with all position vacancy announcement regulations and University procedures.
3.8 APPOINTMENT, PROMOTION, AND TENURE COMMITTEES
(1) College Appointment, Promotion, and Tenure Committee: The College Appointment, Promotion, and Tenure (APT) Committee consists of nine tenured members of the Core Faculty (at least two-thirds of whom shall hold the rank of Professor) appointed by the Dean under terms and conditions outlined in the College Faculty Bylaws. The Committee is responsible for reviewing all applications for appointment and promotion of Core and Collateral Faculty to the ranks of Associate Professor and Professor, as well as all applications for the award of tenure, and for making recommendations concerning these to the Dean. The Committee reviews all applications for promotion and tenure in the late fall each year for Core Faculty, in order for them to become effective at the beginning of the following academic year. The Committee also reviews requests for Joint appointments as Associate Professor and Professor when the primary University department is not within the College of Medicine and provides a third year tenure review as a service to the faculty, and reviews all requests for sabbatical leave and makes recommendations about these to the Dean.
(2) Department Appointment, Promotion, and Tenure Committees: Each Department Appointment, Promotion, and Tenure (APT) Committee is comprised as far as practicable of senior, tenured members of its Core Faculty. Departmental committees may develop department-specific policies and criteria for appointment, promotion, and tenure that supplement those of the College. Each department is required to have departmental guidelines for appointment, promotion, and tenure that include the following:
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The composition of the Department APT Committee and the method of selection or appointment of its members,
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A listing of any departmental criteria for appointment, promotion, and tenure that exceeds established College‑wide criteria, and
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Description of the process by which the guidelines may be amended.
The Department Appointment, Promotion, and Tenure Committee is responsible for reviewing all applications for appointment or promotion to the ranks of Associate Professor or Professor, as well as all applications for tenure, and for making recommendations concerning these to the Department Chairperson and the College Appointment, Promotion, and Tenure Committee. It is also responsible for disseminating Departmental and College appointment, promotion, and tenure policies and procedures so that faculty members are aware of the requirements they are expected to meet, and for providing mid-point reviews of the progress of departmental faculty towards tenure.
4.1 PROCEDURES FOR APPOINTMENT AND PROMOTION
4.3 VISITING FACULTY
4.4 EMERITUS FACULTY
4.5 JOINT FACULTY
4.6 NONRANK FACULTY
4.1 PROCEDURES FOR APPOINTMENT AND PROMOTION
Collateral Faculty are appointed by the Dean upon the recommendation of the Department Chairperson, in accordance with the academic working titles of Section 2.3 and the criteria for faculty ranks set out in Section 2.2. Recommendations for appointment to the Collateral Faculty should be accompanied by a current Curriculum Vitae and a cover letter from the Chairperson outlining the candidate's qualifications for the appointment and their proposed duties and responsibilities, together with three letters of recommendation from appropriately qualified individuals. Appointments and promotions of members of the Collateral Faculty require the approval of the Department and College Appointment, Promotion, and Tenure (APT) Committees in accordance with the criteria and procedures outlined in Sections 4.2, 4.3 and 4.5 below. All Collateral Faculty appointments are non-tenure-earning.
Faculty members who (a) have appointments of less than 0.5 FTE in total, or (b) are compensated from OPS funding sources, or (c) are full-time VA (and other major affiliate employees) who practice independently of the College faculty practice plan, or (d) who are employed by one of the College's affiliated institutions, but participate in the College's academic programs on an incidental basis, may be appointed to the Collateral Faculty on either the Clinician Educator or the Research Scientist Pathway. Appointment and promotion of such part-time faculty follow the criteria for these pathways set out in Sections 3.5, and 3.6, with special consideration being given in these decisions to their limited time availability for academic duties.
Visiting Faculty may be appointed on a temporary basis for up to 12 months, subject to the approval of the Dean and Vice President. Such appointments may be renewed, but may not be held for more than four years unless justified by special circumstances and approved by the University President. Visiting Faculty may be appointed without compensation by means of a Courtesy appointment contract.
Visiting Assistant Professor appointments are made by the Dean upon the recommendation of the Department Chairperson. Visiting Associate Professor or Visiting Professor appointments of less than 12 months duration for faculty who hold a similar academic rank in the institution from which they are visiting are made by the Dean upon the recommendation of the Departmental Appointment, Promotion, and Tenure Committee and the Department Chairperson.
Appointments as Visiting Associate Professor and Visiting Professor anticipated to extend beyond 12 months or that involve a recommended promotion to one of these ranks must undergo the same review procedures and meet the same criteria for appointment as members of the Core Faculty.
Retired Core Faculty members who hold the rank of Associate Professor or Professor for a period of five years or more immediately prior to their retirement and who have distinguished themselves at the University are eligible to be nominated for the honorary title of Associate Professor Emeritus or Professor Emeritus. Such appointments are made by the President upon the recommendation of the Vice President and the University's Honors and Awards Council, following guidelines established by that Council.
College Faculty may be offered a Joint appointment at the same rank as held in another College department for a renewable term of three years, but are regarded as Core Faculty only in their primary department. Faculty who have an appointment in a University department that is not part of the College and who participate in a College department's teaching and/or research programs may be offered a Joint appointment in the College department for renewable terms of three years. Renewal of Joint Faculty appointments is based on satisfactory performance as evaluated by the Chair of the Joint (involved) department. Joint appointments at the level of Associate Professor or Professor for faculty who do not have a primary appointment in the College must meet the College criteria for appointment at these ranks and be approved by the Department and College APT Committees. Joint appointments are not required to be at the same rank as in the primary Department or College. All joint appointments require the approval of the involved Chairpersons and respective Dean(s).
Refer also to the procedures pertaining to Joint Appointments.
Faculty who have a University appointment to any other faculty classification, such as Instructor, Research Associate, Librarian, Associate in ____, Assistant in ____, or Postdoctoral Fellow are members of the Collateral Faculty, regardless of their appointment category.
Please see the Voluntary Faculty Promotion Procedures for more information.
5.1 GENERAL
5.4 PROCEDURES FOR APPOINTMENT
5.5 PROCEDURES FOR REAPPOINTMENT
5.7 CRITERIA FOR SENIOR APPOINTMENT OR PROMOTION
5.8 COLLEGE VOLUNTARY FACULTY COMMITTEE
5.9 DEPARTMENT VOLUNTARY FACULTY COMMITTEES
5.10 TERMINATION AND NON-REAPPOINTMENT
The purpose of the Voluntary Faculty is to enable appropriately qualified physicians engaged in the private practice of medicine in the community (and other similarly qualified health professionals), to participate in and contribute to the College's teaching and/or research programs without remuneration. The members of the Voluntary Faculty make a unique contribution to the College's academic mission as a result of their practical experience and diversity of opinion. Members of the Voluntary Faculty are appointed and serve at the pleasure of the Dean by means of a time-limited Appointment Agreement signed by the Dean and the Department Chairperson.
All members of the Voluntary Faculty must meet the following College-wide criteria during the period of their appointment, as well as any applicable criteria established by the department to which they are appointed:
(1) Professional Qualifications:
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Possess a terminal degree in an appropriate discipline, or the equivalent,
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Have completed Residency Training or comparable graduate education in an ACGME or AOA accredited program, or the equivalent,
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Possess a high degree of knowledge and skill in their area of professional competence,
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Be of high ethical and moral character, and
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Be of good standing in the professional community.
(2) Academic Activities:
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Participate actively in the teaching and/or research programs of the department to which they are appointed,
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Contribute a minimum of 24 hours per year of service to their department's academic programs, unless appointed as an Affiliate Instructor,
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Demonstrate a personal commitment to education and scholarship by maintaining their own professional skills and competence,
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Achievement of certification/recertification (where applicable), and
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Have a commitment to the goals and objectives of the College and to advancing its reputation and welfare.
(1) Affiliate or Clinical Instructor: This appointment requires at least a Master's degree and two years of related professional experience. Appointees are expected to be able to contribute to the College's teaching and/or research programs in association with more senior members of the faculty.
(2) Affiliate or Clinical Assistant Professor: This title requires a Doctoral degree and Board Admissibility or Certification in the area of appointment, or other recognized terminal degree in the appointee's field of specialization and an equivalent level of specialized experience. It may be used as an initial appointment for appropriately qualified individuals.
(3) Affiliate or Clinical Associate Professor: This title ordinarily requires active and sustained participation in the College's activities as an Affiliate Assistant Professor for a period of at least seven years, together with evidence of superior accomplishment, in accordance with the criteria outlined in Section 5.7(1) below. Appointment at the Affiliate Associate Professor level is considered an appropriate terminal appointment level.
(4) Affiliate or Clinical Professor: This title ordinarily requires active and sustained participation in the College's activities as an Affiliate Associate Professor for a period of at least seven years, together with evidence of outstanding accomplishment, in accordance with the criteria outlined in Section 5.7(2) below.
5.4 PROCEDURES FOR APPOINTMENT
Appointments to the Voluntary Faculty are made by means of a written Appointment Agreement signed by the Dean and Department Chairperson that outlines the conditions and expectations of the appointment. The appointment is effective once the appointee signs a copy of the Agreement and returns it to the department to which he or she is being appointed. Appointment to the rank of Affiliate Associate Professor or Affiliate Professor ordinarily requires the approval of both the Department and College Voluntary Faculty Committees, based on established criteria. Members of the Voluntary Faculty who are involved in clinical practice activities are required to hold a current medical staff appointment at one of the College's Affiliated Institutions or else to provide documentation of their professional degree and current licensure status.
Recommendations for appointment must be accompanied by a current Curriculum Vitae and a cover letter from the Department Chairperson that outlines the qualifications of the candidate and the contributions he or she is expected to make to the department. Recommendation for appointment as Affiliate or Clinical Instructor or Affiliate or Clinical Assistant Professor must be accompanied by three letters of recommendation from individuals who are well acquainted with the candidate's work and professionalism. Recommendations for appointment to the ranks of Affiliate or Clinical Associate Professor or Affiliate or Clinical Professor must be accompanied by five letters of recommendation from individuals who are appropriately qualified to assess the candidate's professional qualifications in relation to the criteria for these appointments. The majority of the recommendations should ordinarily be from organizations and institutions other than those where the candidate trained in order to document the candidate's professional standing and reputation except that up to two local letters are permissible for those who have trained at this University. Recommendations should not be solicited from colleagues in the same practice group. Where possible, recommendations for appointment to these senior ranks should also be accompanied by up to five representative reprints of the candidate's scholarly publications or works.
Appointments to the Voluntary Faculty are ordinarily made for a period of three years, generally from August 1 to July 31 three years later, although they may be made for shorter periods. Appointments at these ranks made at other times of the year terminate on the July 31 following that is closest to an appointment period of three years. Voluntary Faculty members may be offered an appointment in more than one College department, provided they independently meet the required criteria and procedures for each appointment.
5.5 PROCEDURES FOR REAPPOINTMENT
Departments that appoint Voluntary Faculty are required to develop standardized methods for annually documenting the nature, amount, and effectiveness of their participation in the department's teaching and/or research activities, including evaluations by students and residents where applicable. Appointments to the Voluntary Faculty are reviewed during the third year of their term to evaluate their participation in the department's teaching and/or research activities and determine whether they continue to meet department and College criteria for their level of appointment. Reappointment for an additional three-year period is made upon the recommendation of the Department Chairperson.
Promotions of members of the Voluntary Faculty are made by the Dean upon the recommendation of the Department Chairperson. Such recommendations, together with all of the required documentation, should be delivered to the Office of the Dean by March 15 to take effect on the following August 1. Promotion of Voluntary Faculty to the rank of Affiliate or Clinical Associate Professor or Affiliate or Clinical Professor ordinarily requires the approval of both the Department and College Voluntary Faculty Committees, based on the criteria listed in Section 5.7 below.
Recommendations for promotion must be accompanied by a current Curriculum Vitae and a cover letter from the Department Chairperson that outlines the accomplishments of the candidate and documents the manner in which he or she meets the criteria for the designated position. Recommendations for promotion to the rank of Affiliate or Clinical Associate Professor or Affiliate or Clinical Professor must be accompanied by five letters of recommendation from individuals who are appropriately qualified to assess the faculty member's professional qualifications in relation to the criteria for these ranks. The majority of these recommendations should ordinarily be from organizations and institutions other than those where the candidate trained in order to document the candidate's professional standing and reputation. Recommendations should not be solicited from colleagues/partners in the same practice group. Where possible, recommendations for promotion to these senior ranks should be accompanied by up to five representative reprints of the candidate's scholarly publications or works.
5.7 CRITERIA FOR SENIOR APPOINTMENT OR PROMOTION
Members of the Voluntary Faculty are ordinarily expected to meet the following College-wide criteria for appointment or promotion to the ranks of Affiliate or Clinical Associate Professor or Affiliate or Clinical Professor, as well as any applicable criteria established by the relevant department. Affiliate or Clinical Associate Professor is an appropriate terminal rank for those, who although meeting the years of service criterion, do not otherwise meet the criteria for promotion to Affiliate or Clinical Professor. These criteria are intended to serve as guides for assessing the scholarly and professional accomplishments of Voluntary Faculty, as well as the extent of their contributions to the College's programs. In determining eligibility for promotion or appointment to a senior faculty rank, the quality of the individual's contributions is taken into consideration, as well as the quantity.
(1) Affiliate or Clinical Associate Professor:
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At least seven years of continuous, active participation as an Affiliate or Clinical Assistant Professor, or the equivalent,
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Documentation of continuing effectiveness and accomplishment as a clinical teacher and/or of continuing publication of original articles or reviews in professional publications, and
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Recognition of superior clinical accomplishment as evidenced by having established a regional practice referral base and/or being sought out for consultation by colleagues and/or holding leadership office in a professional or learned society and/or holding a leadership role in a hospital or health care organization and/or serving as an Examiner for a recognized Specialty Board and/or the demonstration of an equivalent level of skill and qualification in other related areas. Members of the Voluntary Faculty who are not engaged in clinical practice activities are required to furnish equivalent evidence of recognition in the academic community for superior accomplishments within their discipline.
(2) Affiliate or Clinical Professor:
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At least seven years of continuous, active participation as an Affiliate or Clinical Associate Professor,
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Documentation of continuing effectiveness and accomplishment as a clinical teacher and either (a) continuing publication of original articles or reviews in professional publications, or (b) a record of distinguished professional leadership, or (c) a life-time of achievement in their chosen professional field, or (d) evidence of equivalent scholarly accomplishment, and
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Recognition as an outstanding clinician as evidenced by a state-wide pattern of clinical referrals and/or a national reputation for clinical excellence and/or holding leadership office in professional or learned societies at the state or national level and/or evidence of equivalent national and/or state-wide recognition of extraordinary clinical skill and effectiveness, or the demonstration of an equivalent recognition in the academic community for outstanding accomplishments within their discipline.
5.8 COLLEGE VOLUNTARY FACULTY COMMITTEE
The College Voluntary Faculty Committee serves in an advisory capacity to the Dean. It is comprised of five senior members (Affiliate or Clinical Professor or Affiliate or Clinical Associate Professor) of the Voluntary Faculty appointed by the Dean from among nominees active in the teaching programs of the College as submitted by the Chairpersons of the Clinical Departments (including Pathology), with no more than one such member from any department, together with the Chair of the College APT Committee and an officer of the Faculty Council appointed by the Dean. The Dean appoints the Chair of the Committee and the Voluntary Faculty members of the Committee serve two-year, staggered terms. The Committee considers all recommendations for appointment or promotion to the ranks of Affiliate or Clinical Associate Professor and Affiliate or Clinical Professor. In addition, the Committee periodically reviews all College Voluntary Faculty Policies and Procedures and makes recommendations concerning these to the Dean.
5.9 DEPARTMENT VOLUNTARY FACULTY COMMITTEES
College departments that appoint Voluntary Faculty are required to have a Departmental Voluntary Faculty Committee, a majority of the members of which should be members of its APT Committee. This may be constituted as either: (a) a free-standing committee composed of an appropriate representation of senior members of its Voluntary Faculty and APT Committee, appointed by the Department Chairperson, or (b) a modification of its Department APT Committee that includes an appropriate representation of its Voluntary Faculty at such times as it is considering matters pertaining to the Voluntary Faculty.
Department committees may develop departmental policies and procedures for appointment, reappointment, promotion, and termination of Voluntary Faculty to amplify and supplement those of the College, and should promulgate these to the Voluntary Faculty so that they will be aware of what is expected of them. Such departmental policies and procedures must be approved by the Department Chairperson and the Dean. Departmental committees consider all departmental recommendations for appointment and/or promotion to the rank of Affiliate or Clinical Associate Professor or Affiliate or Clinical Professor and make recommendations concerning these to the Department Chairperson and the College Voluntary Faculty Committee.