Faculty Retention Tenure and Promotion
The university is committed to a fair, open process that emphasizes institutional support and mentoring with the goal of developing teaching excellence, professional growth and a commitment to service in every faculty member. In order to provide a supportive environment for a new faculty member, new probationary faculty members are assigned faculty mentors and develop a probationary plan. A new faculty member is expected to take full advantage of the support services.
Probationary Period: The normal probationary period before a decision related to tenure is six years. Faculty may be appointed with up to two years of service credit reducing the probationary timeline.
Probationary Plan: The probationary period should be one of professional growth and development in addition to being a period of evaluation. The purpose of probationary plans is to communicate the standards, criteria, and expectations of all levels of review (the department, college/school, and university ) during the probationary process and to provide clear, consistent, supportive, accurate, and dependable communication to the probationary faculty member. The department and the probationary faculty member share responsibility for establishing clear goals for the probationary period through the preparation of a probationary plan.
Retention and Tenure Review: Appointment or reappointment with tenure is the most important personnel decision made by the university regarding an individual faculty member. Tenure is not a right of a probationary faculty member or solely a reward for services and accomplishments during the probationary period. A decision in favor of tenure will be based upon evidence that indicates the faculty member will continue to be a valuable and productive colleague throughout their academic career. The university makes this decision with great care based upon documentation gathered and analyzed during the probationary period, and provided in the faculty member’s WPAF (Working Personnel Action File also referred to as RTP File).
Most probationary faculty members will have a six-year probationary period. The first year is dedicated to getting “your feet on the ground and running.” The probationary plan is developed and reviewed by all levels of the university review process.
Full probationary reviews will occur in the second, fourth and final probationary years. Documentation in the WPAF is reviewed against the expectations outlined in the probationary plan to determine if and how much progress is being made to achieve the criteria outlined in the probationary plan. In the sixth and final year, the WPAF is reviewed against the probationary plan expectations to determine if the criteria outlined in the probationary plan have been met.
The probationary reviews take place at the department, college/school and university levels ending with the Provost, who makes the decision regarding your future status. Prior to the Provost, all review outcomes are recommendations.
Addition of materials after the deadline (CBA 15)
Insertion of materials after the established deadline(s) set by the President each
a) limited to materials that became accessible after the deadline,
b) subject to approval for insertion by the University Board on Retention, Tenure and Promotion (UBRTP). Faculty submitting additional materials must initially submit the request (at any time prior to the Provost’s decision) to the Office of Faculty Affairs for routing.
Following approval for insertion by UBRTP, material inserted in this fashion shall be returned to the initial evaluation committee for review, evaluation and comment before consideration at subsequent levels of review.
This provision does not affect requests for additional information or clarification from committees or administrators, recommendations, reasons, responses, etc., placed in the WPAF pursuant to university procedures in the normal course of the RTP process.