Chapter 7. Tenure and Promotion

7.2.1.1

A candidate for tenure generally must meet the temporal requirements in order to apply for tenure.  Ordinarily, faculty members on tenure-track appointments apply for tenure in the sixth full year after completing five full years of their full-time employment at Upper Iowa University.

7.2.1.2

Subject to any limitations under applicable law or University policy, information about adjustments to the tenure clock that either accelerate or extend the probationary period will be placed in the faculty member’s personnel file and presented to the Committee on Tenure, Promotion and Review at the time the person applies for tenure. 

7.2.1.3

Chapter 7.6 details mechanisms by which the probationary period may be extended or by which leave from or adjustments to the probationary clock may be requested.  Note that in any circumstance covered in Chapter 7.6, the tenure process will not be affected unless stopping of the tenure clock is specifically requested by the faculty member.

7.2.2.1

A candidate for tenure must:

7.2.2.2

A candidate for tenure must file his or her formal application for tenure by no later than October 1 of her/his sixth year of appointment to a tenure-track position except as provided for under Chapter 7.6. 

7.2.2.3

In determining whether a candidate presents a compelling case for tenure, teaching effectiveness merits the greatest considerations; however, scholarship, professional development, and service to the university and community are also required. 

7.3.1.1

Have a terminal degree from an appropriately accredited university and appropriate for tenure in the area being taught (unless other credentials are tenurable in that discipline, as stated in the hiring letter by the CAO and as determined by the CAO after consultation with the academic Dean and tenured faculty of the department or program); 

7.3.1.2

Have had a minimum of five years of success as an assistant professor or; a minimum of eight years of successful collegiate experience, or successful business, industrial, or related professional experience and demonstration of outstanding achievement and additional potential.

7.3.1.3

In the context of collaboration, collegiality and conduct in accordance with professional and ethical standards, university core values, and the duties and responsibilities of UIU faculty, both as teachers and also as members of the University community:  sustain the level of commitment required for tenure and demonstrate additional outstanding leadership in at least one area of commitment as described in Chapter 6.2.1.1.1.

7.3.2.1

have a terminal degree from an appropriately accredited university and appropriate for tenure in the academic discipline being taught; 

7.3.2.2

Have had a minimum of five years of success as an associate professor or; a minimum of thirteen years of successful collegiate experience, or successful business, industrial, or related professional experience and demonstration of outstanding achievement.

7.3.2.3

In the context of collaboration, collegiality and conduct in accordance with professional and ethical standards, university core values, and the duties and responsibilities of UIU faculty, both as teachers and also as members of the University community:  sustain the level of commitment required for tenure and demonstrate additional outstanding leadership in at least two areas of commitment as described in Chapter 6.2.1.1.1.

7.4.1.1

Letter of application from the faculty member seeking tenure and/or promotion.  The letter should specify for what the faculty member is applying (i.e., tenure, promotion, or both).

7.4.1.2

Table of Contents certified and signed by the candidate as being true. 

7.4.1.3

Written notification from the academic Dean establishing the candidate’s eligibility for tenure and/or promotion. 

7.4.1.4

Summary Evaluation of the faculty member’s performance and achievements in the areas of teaching effectiveness, scholarship, professional development, and service, from the issuance of a tenure-line appointment, or from the last successful summary evaluation to date. Completion of the summary evaluation is guided by the Faculty Summary Evaluation for Third-Year Review; Promotion; and/or Tenure form

7.4.1.5

Current curriculum vitae that outlines all of the candidate’s professional work. 

7.4.1.6

Current statement of teaching philosophy.

7.4.1.7

Five yearly self-evaluation narratives in chronological order; or if the faculty member has a shortened or lengthened probationary period, one self-evaluation for every full year of service beginning with the issuance of a tenure-line appointment. 

For an individual requesting consideration for promotion to associate professor only, one self-evaluation for every full year of service beginning with the issuance of a tenure-line appointment. For an individual requesting consideration for promotion to full professor, one self-evaluation for every full year of service since being promoted to associate professor.
 

7.4.1.8

Five yearly Faculty Summative Evaluations in chronological order completed by the academic Dean or designee; or if the faculty member has a shortened or lengthened probationary period, one yearly summative evaluation for every full year of service beginning with the issuance of a tenure-line appointment (any missing Summative Evaluations should be indicated and explained), or; 

For an individual requesting consideration for promotion only, the respective number of Faculty Summative Evaluations by the academic Dean, called for by that point in the probationary period or any that are performed under Chapter 6.2.4.4 above, in chronological order.
 

7.4.1.9

The letters and completed rubrics from the academic Dean and from the Committee on Tenure, Promotion, and Review resulting from the third-year review. 

7.4.1.10

At minimum, three faculty peer reviews (see Supervisor/Peer Review of Faculty form) completed within twenty-six calendar months prior to October 1 of the application year and received by the candidate no later than October 1 of the application year. At least one of these must be from a tenured faculty member at UIU and one from a full-time faculty member within the candidate’s department or program.  Note that these are in addition to any peer reviews required to be completed by the academic Dean or designee which should also be included. 

7.4.1.11

Copies of all Upper Iowa University Student Questionnaires for Student Evaluation of Instructor and Course received for classes taught since the issuance of a tenure-line appointment or, if the candidate is sitting for promotion only, from the granting of tenure. Any missing student evaluations should be indicated and explained. 

7.4.1.12

At the discretion of the candidate, a section of supplementary materials may be included. Examples of appropriate supporting materials include letters documenting the policies that govern the particular personnel action (e.g., variances to the normal timelines), materials relating to service to Upper Iowa University prior to the issuance of a tenure-line Faculty Teaching Agreement, innovative projects, classroom assessment tools and results, sample web pages (with links shown), student work (used with permission), development of University initiatives, recommendations from former students, acknowledgments of teaching awards/nominations; off-prints of published articles, chapters, and reviews (although reference to citations of same in the curriculum vitae is sufficient); conference presentations or abstracts, grant proposals and reports, accessible forms of creative works, and reviews and citations of professional work; and appropriate correspondence (such as letters indicating the status of a work in press). Some of these materials may be submitted in or make reference to approved electronic formats. 

7.4.1.13

All other documentation deemed relevant by the academic Dean or by the CAO as allowed by Human Resources. 

7.4.1.14

Letters of recommendation may be included with a candidate’s application portfolio, though they are not formally required. Letter writers should send recommendations directly to the Office of Academic Affairs by the October 1st deadline. The CAO will place such letters in the candidate’s application portfolio, and notify the candidate of such action. 

7.6.1.1

A faculty member may request a one-time, one-year extension of the probationary period on the grounds of mitigating circumstances, which means for reasons which the faculty member asserts will negatively impact her/his ability to present a strong case for tenure and over which the faculty member has no control. These reasons might include, but are not limited to, delays in the publication of a book or article or personal circumstances that do not entitle the faculty member to seek leave or an adjustment of the probationary period under Chapter 7.6.2 below. 

7.6.1.2

A request for an extension on the grounds of mitigating circumstances must be made prior to September 1 in the fifth year of the probationary period. The request must be made in writing to the academic Dean and to the CAO and will include the rationale for extending the probationary period. 

7.6.1.3

The academic Dean will convene the current Committee on Tenure, Promotion, and Review, which will review the request and will forward a recommendation to the Dean by no later than September 21, who, in turn, will forward the recommendation of the committee, together with her/his recommendation, to the CAO by no later than September 29. The faculty member will receive a written response to the request from the administration no later than October 15. 

7.6.1.4

If the extension request is granted, the probationary period would then be seven academic years in length. If granted tenure, year eight would be the faculty member’s first year as a tenured faculty member. If not granted tenure, the seventh year is the faculty member’s final year of University employment. The academic Dean or CAO will notify the faculty member of the decision and, in the case of the granting of such request, also note the timeline adjustments and any effect upon the criteria that will be used to evaluate the faculty member’s application for tenure under the adjusted timeline. In most circumstances, an extension of the tenure clock will not change the criteria or expectations for tenure that are set forth in this Handbook or that are applied to faculty members. It is the faculty member’s responsibility to ensure that copies of any written extensions are included in the portfolio. 

7.6.2.1

The faculty member should make a written request directly to the academic Dean and CAO, as well as copying the Human Resources Office, in cases where the faculty member’s request results from the requirements of military service, falls within the provisions of the Americans with Disabilities Act or Family Medical Leave Act, or is related to the birth or adoption of a child, period of disability, or serious health condition of the faculty member or the faculty member’s spouse, son, daughter, or parent. 

7.6.2.2

Such requests are governed by University policy and federal and state law, as well as by the provisions of this Handbook, and will be jointly addressed by these administrative offices of the University. 

7.6.2.3

When the clock restarts on the faculty member’s probationary period or promotion/ review timelines, the Faculty Handbook in effect at the time the clock restarts shall govern the faculty member’s application for tenure and/or promotion except as otherwise agreed between the faculty member and University. 

7.6.2.4

When necessary to ensure a full and fair tenure review or other process, the University shall also have the discretion to extend a faculty member’s probationary clock or promotion/review timelines. Circumstances in which this might occur include, but are not limited to, extensions necessary in order for the University to complete an ongoing investigation into the conduct of the tenure, promotion, or review candidate or circumstances in which necessary documentation and evidence has not been received or assembled on a timely basis in order to meet the timelines set forth in this Handbook for consideration of a tenure or promotion request, or review process. Prior to extending the clock in this circumstance, the University will communicate with the faculty member about options that do not involve extension of the clock, and any such determination will be set forth in writing and may be grieved by the faculty member using the Faculty Grievance Process set forth in Chapter 9.