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Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important (APS on Tenure Accountability)
Page 31 procedures for tenure and tenure- on -External; and Policy; Provosts, each A. Transparency of Tenure Policies
related processes should be easily Communicati APS on VCACs departme
The University’s laws, policies, and procedures for tenure should be
accessible to not only the on -Internal Tenure nt and IT,
easily accessible not only to the candidates for tenure, but also to
candidates for tenure but to the Accountabil time to
the public in general. Therefore, the University will post and
public in general by methods such ity author
maintain tenure policies and procedures on the system website;
as posting them on campus or and
campuses will post and maintain tenure policies and campus
system Web sites. This increased ongoing
procedures on the individual campus websites.
accessibility will help underscore oversight;
In order to make the tenure process more understandable to the
the transparency that currently startup &
public, the system website will also provide a definition and history
characterizes the process. ongoing
of tenure and will post and update relevant statistics on tenure as
updates.
they are reported to the Board of Regents.
2 Training related to the tenure Mentoring Practice Policy: APS Human Critical (APS on Mentoring and Faculty Development)
Page 31 review process must be and Training and Policy; by VPs resources
Sweet & B. Information provided at the time of hiring, tenure-track faculty
strengthened, especially at the Since
Dahlin; must be provided with the University’s standards and procedures for
department chair level. training is
Tracking: tenure and with guidelines, including a timeline, for the tenure review
mandatory,
PeopleSoft. process. In addition to web-based policies and guidelines, colleges
APS on
and schools shall provide their tenure-track faculty opportunities for
Tenure
annual training and information sessions on the tenure process.
Accountabil
ity. Additional work needs accomplished here. While Department Chair
training is planned, we should incorporate this training into Appendix
B of the Laws of the Regents . The VPAAR’s office will work through
this adding this additional expectation for department chairs with the
Board of Regents in December 2006.
1
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
3 A random audit laws, policies,
The university’s of tenure case and Communicati
Accountabilit Practice VPAAR,
APS: HR in
Human Important
Critical (APS on Tenure Accountability)
Page 31 procedures for tenure and tenure-
32 files should occur every five years on -External;
y and and Policy; VPAAR
Provosts, each
resources 3. Random “Audit” or Examination
to ensure policies should be
related processes are being easily Communicati
Transparenc APS on
Since audit initiate and
VCACs departme
and In order to insure that tenure policies are being followed, a random
accessible to not only the on -Internal Tenure coordinate nt and IT,
followed, perhaps conducted by y is financial “audit” or examination of tenure case files from across the system
with
candidates for tenure but to or
an external group of faculty the Accountabil
mandatory, time to shall be undertaken at least every five years. This examination shall
campuses.
public in general by methods such
consultants. ity on
APS author be conducted in such a way as not to disclose the names of
as posting them on campus or Tenure and individual faculty members involved. The president may designate a
system Web sites. This increased Accountabil ongoing consulting group, the University Internal Audit Office, experts from
accessibility will help underscore ity. oversight; other institutions, or another suitable group to undertake this
the transparency that currently startup & examination. If problems are uncovered, appropriate actions shall
characterizes the process. ongoing be taken to address the problems and to prevent their reoccurrence.
updates. The findings and any actions taken shall be reported to the Board of
Regents.
The president or a chancellor (if limited to a campus) may require a
similar analysis of the post-tenure review process. Annual collection
and reporting of data on the outcome of post-tenure reviews is
already required in the APS on Post-tenure Review; these data may
be examined to identify trends and strengths and weaknesses of the
post-tenure review process. If problems are identified, appropriate
actions shall be taken to address the problems and to prevent their
reoccurrence. The findings and any actions taken shall be reported
to the Board of Regents.
4 To the extent that differences in Consistency Practice - Primary None Critical This involves a change in practice, rather than a policy change.
Page 57 practices among primary units Reinforce units & all However, written criteria and standards are required by each primary
exist, it is imperative that every with web- levels of unit. Consistency is maintained through the inclusion and review of
review.
primary unit/department continue based the primary unit criteria as part of the dossier review. The
to apply these practices training. requirement that these criteria be included in the dossier is
consistently to all tenure contained in the APS on Standards, Processes, and
candidates within that department. Procedures:
(3) A statement describing the procedures followed and actions
taken by the unit making the recommendation, including the
reasons for the recommendation and any dissenting statements
from the recommendation (this statement must include the results of
any vote taken); THE PRIMARY UNIT CRITERIA MUST ALSO BE
INCLUDED IN THE DOSSIER.
2
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
5 The university’s laws, policies, and Communicati Practice VPAAR,
VPAAR HR in
None Important This involves a change in practice, rather than a policy change. It
57 The chairs for tenure
Page 31 proceduresof the Vice and tenure- on -External;
- Internal; and Policy; Provosts, each was agreed that both the Vice Chancellors for Academic Affairs and
related processes should be easily
Chancellor’s Advisory Committee Communicati
Consistency APS on VCACs departme the VCAC Chairs should meet.
accessiblecommittee) the each
(or similar to not only from on -Internal Tenure nt and IT,
campus should meet but to the
candidates for tenure at least Accountabil time to
annually to discuss methods such
public in general by policies and ity author
as posting them on campus or
potential changes to help increase and
system Weband the sharing of
consistency sites. This increased ongoing
accessibility will help underscore
best practices with respect to oversight;
the transparency that currently
tenure-related practices. startup &
6 characterizes the process.
As part of the orientation and Mentoring Practice VPAAR ongoing Critical
Human (APS on Standards, Processes, and Procedures )
Page 57 mentoring process, new hires and Training and Policy; and updates.
resources THE DOSSIER EACH CANDIDATE FOR REAPPOINTMENT,
should be provided with a sample Write into Faculty TENURE OR PROMOTION,ASSISTED BY The head of the primary
tenure dossier so that they might new APS Council = unit making the recommendation, shall prepare a comprehensive
familiarize themselves with its on Faculty policy dossier on the candidate for submission to the group or individual
content, format, etc. as well as a Developme changes; making both the first and second level review. THE PRIMARY UNIT
tenure review timeline specific to nt VCs and OR THE DEAN SHOULD PROVIDE TEMPLATES OR MODELS OF
the candidate’s case as early in deans =
GOOD DOSSIERS TO GUIDE CANDIDATES IN DOSSIER
the tenure process as possible. implement
PREPARATION. The dossier shall include the following materials:
a-tion
(1) Evidence concerning the teaching ability of the candidate
including, if available, results of student evaluations AND AT LEAST
TWO OTHER TYPES OF EVALUATION OF TEACHING (SEE THE
ADMINISTRATIVE POLICY STATEMENT “MULTIPLE MEANS OF
TEACHING EVALUATION FOR EXAMPLES OF THE TYPES OF
EVALUATIVE MATERIAL THAT CAN BE USED);
(2) A description and evaluation of the candidate's scholarly and
creative work, research, clinical activity, and service to the
University and/or community; THE CANDIDATE ALSO PROVIDES
A SELF-EVALUATION OR STATEMENT FOR EACH AREA.
(3) A statement describing the procedures followed and actions
taken by the unit making the recommendation, including the
reasons for the recommendation and any dissenting statements
from the recommendation (this statement must include the results of
any vote taken); THE PRIMARY UNIT CRITERIA MUST ALSO BE
INCLUDED IN THE DOSSIER.
3
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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6 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important (4) THE FINDINGS OF THE COMPREHENSIVE REVIEW, WHICH
Page 31 procedures for tenure and tenure-
57 on -External; and Policy; Provosts, each DETAILED ANY AREAS THAT NEEDED STRENGTHENING IN
Cont'd related processes should be easily Communicati APS on VCACs departme ORDER TO MAKE REASONABLE PROGRESS TOWARD
accessible to not only the on -Internal Tenure nt and IT, TENURE. IF SIGNIFICANT WEAKNESSES WERE IDENTIFIED IN
candidates for tenure but to the Accountabil time to THE COMPREHENSIVE REVIEW, IT MAY BE HELPFUL FOR THE
public in general by methods such ity author VARIOUS LEVELS OF REVIEW TO ADDRESS THE EXTENT TO
as posting them on campus or and WHICH THE CANDIDATE HAS OVERCOME THOSE
system Web sites. This increased ongoing WEAKNESSES.
accessibility will help underscore oversight; (45) An explanation, in the case of a new appointment, of why the
the transparency that currently startup & unit would benefit by adding a member who has expertise in the
characterizes the process. ongoing area of the candidate; and
updates.
(56) The details, in the case of a new appointment, of the search
procedure that yielded the name of the candidate and detailed
evidence that a diligent and sincere effort was made to locate
qualified UNDERREPRESENTED women and minority candidates.
(Timeline provision is explicit in the APS on Mentoring and Faculty
Development . )
7 The university should consider Peer Review Policy; APS Desirable This recommendation was not implemented in its exact form.
Page 57 providing a small honorarium to Move (APS on Standards, Processes, and Procedures)
those who write external letters in Processes (7) The evaluations in writing of scholars from outside the University
support of the overall tenure and and from various locations who are qualified to judge the candidate.
process and to encourage the Procedures Such outside evaluations are mandatory in cases of
external reviewers to write those from recommendations for tenure and promotion. (The candidate will be
letters. Regental asked to provide names of scholars that should be considered in
Law selecting external reviewers.) SELECTION OF EXTERNAL
Appendix A EVALUATORS SHALL BE UNDERTAKEN BY THE DEPARTMENT
into a IN CONSULTATION WITH THE CANDIDATE. A UNIFORM
revised SELECTION PROCESS SHALL BE IDENTIFIED IN PRIMARY
APS on UNIT BYLAWS AND FOLLOWED CONSISTENTLY BY THE
Implementa PRIMARY UNIT. CANDIDATES SHALL BE GIVEN THE
tion of OPPORTUNITY TO SUGGEST POSSIBLE EVALUATORS AND
Regent MAY ALSO INDICATE SPECIFIC SCHOLARS TO EXCLUDE
Policies on FROM CONSIDERATION BECAUSE THEIR EVALUATIONS
Tenure MIGHT BE PREJUDICED AGAINST THE CANDIDATE. PRIMARY
UNIT BYLAWS WILL DESCRIBE THE PROCESS USED IN THE
DEPARTMENT REGARDING THE SELECTION OF EXTERNAL
EVALUATORS. CARE MUST BE TAKEN TO EXCLUDE ANY
EVALUATORS WHOSE EVALUATIONS MIGHT CONSTITUTE A
CONFLICT OF INTEREST.
4
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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7 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important A MINIMUM OF SIX EXTERNAL LETTERS SHALL BE ADDED TO
Page 31 procedures for tenure and tenure-
57 on -External; and Policy; Provosts, each THE FILE.ALL LETTERS THAT ARE RECEIVED MUST BE
Cont'd related processes should be easily Communicati APS on VCACs departme INCLUDED IN THE FILE. THESE LETTERS MUST BE TREATED
accessible to not only the on -Internal Tenure nt and IT, AS CONFIDENTIAL; THEY SHALL NOT BE SHARED WITH THE
candidates for tenure but to the Accountabil time to CANDDATE, THOUGH A REDACTED SUMMARY OF THE
public in general by methods such ity author EVALUATON SHALL BE SHARED IN WRITING WITH THE
as posting them on campus or and CANDIDATE. THE PRIMARY UNIT MAY OFFER EXTERNAL
system Web sites. This increased ongoing EVALUATORS A MODEST STIPEND FOR THEIR WORK.
8 accessibility will help underscore
Mentoring sessions between junior Mentoring Practice oversight; This recommendation was not implemented in its exact form.
faculty and their that currently
Page 57 the transparencymentor(s) should and Training and Policy; startup & (APS on Mentoring and Faculty Development)
characterizes the process.
be documented. Write into ongoing
new APS updates. Instead, candidates may request additional feedback from the
on Faculty primary unit in the second and any subsequent year. Department
Developme chairs/unit heads have the responsibility to assist any tenure-track
nt faculty member who requests a mentor, to locate an appropriate
mentor on the campus. In some units, it may be helpful to identify
an external mentor from another CU campus or from outside the
university. External assistance, however, cannot be assured. If the
mentoring program is formal, records of the dates, times, and
general subjects of the mentoring sessions should be documented.
5
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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page #
1
9 A formal policy laws, be
The university’sshouldpolicies, and Communicati
Accountabilit Practice
Policy; VPAAR,
VPAAR HR into
Time Important (APS on Standards, Processes, and Procedures)
57 established to tenure and tenure-
Page 31 procedures fordetermine the on -External;
y and and Policy;
Write into Provosts,
and each
draft
After appropriate consideration, and under special circumstances,
related processes should be easily
eligibility of candidates for hire for Communicati
Transparenc APS APS
new on VCACs
faculty departme
language
tenure may be awarded by the Board of Regents in less than seven
accessible to to reducethe
tenure credit not only the on -Internal
y; Tenure
on Tenure council nt and IT,
for APS.
years. Tenure decisions made sooner than the seventh year may
candidates for tenure but to as the
probationary period as well the Consistency; Accountabil time to
be the result of a faculty member hired from another institution who
amount general by methods
public inof credit that will be such Communicati ity Amend
ity; author
has been granted credit on the tenure clock for years of professional
as posting them on campus or
awarded. on-Internal standards and
employment. Normally no more than three years of credit for service
system Web sites. This increased in Appendix ongoing
in the ranks of assistant, associate, or full professor may be granted;
accessibility will help underscore A of Laws oversight;
the years of credit should be documented in the letter of offer. Once
the transparency that currently of the startup &
granted, years of credit may not be rescinded.
characterizes the process. Regents ongoing
updates. Tenure - Tenure may be awarded only to faculty members with
demonstrated meritorious performance in each of the three areas of
teaching, research or creative work, and service, and demonstrated
excellence in either teaching, or research or creative work, except
that faculty in the School of Medicine must meet the standards of the
School that were approved by the Board of Regents on August 7,
1997. The process leading to award of tenure is a summary
evaluation of a faculty member’s cumulative performance and is a
process that is separate and distinct from the annual merit
performance evaluation. In the School of Medicine, tenure may be
awarded only to faculty members with national and international
reputations for academic excellence who are among the best in their
field of academic endeavor and who have demonstrated excellence
in scholarship and demonstrated excellence in, and dedication to,
teaching (as further defined in the rules of the School of Medicine).
Professional/administrative service and/or clinical activities should
be weighed into any decision regarding tenure, but such activities in
the absence of significant accomplishments in both teaching and
scholarship are not an adequate basis for tenure.
6
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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page #
1
10 The university should policies,
The university’s laws, clarify its and Communicati
Accountabilit Practice VPAAR,
Possibly HR in
Human Important
Critical (APS on Standards, Processes, and Procedures)
Page 31 procedures for tenure and tenure-
58 policy on standards for early on -External;
y and and Policy;
Policy: Provosts,
Regental each
resources
tenure processes should be easily
related and communicate current Communicati
Transparenc APS on
correct VCACs
policy; departme
to locate Early Tenure. The standards of performance that apply to faculty on
accessible to all campuses.
policy across not only the on -Internal
y; Tenure
campus VPAAR, nt and IT,
and the seven-year tenure clock apply to faculty who come up for early
candidates for tenure but to the Consistency; Accountabil
information VCAAs, time to all
correct tenure. They must have a record of achievement in teaching,
public in general by methods such Communicati ity policies
and and author
reference research or creative work, clinical activity, and service that is equal
as posting them on campus or on-Internal on faculty and
s to to the record expected of a faculty member coming up in the seventh
system Web sites. This increased websites; council. ongoing
requiring year. Regent policy calls for meritorious performance in teaching,
accessibility will help underscore implement oversight;
a higher research/creative work, and service and excellence in either
the transparency that currently practice startup &
standard. teaching or research/creative work. Additional criteria or higher
characterizes the process. systemwide ongoing standards may not be applied to candidates for early tenure.
. See updates. Department chairs and colleagues have a responsibility to advise
recommend tenure-track faculty on the wisdom of coming up for early tenure and
ation 9. should not encourage any colleague to stand for early tenure unless
they are positive the record is unequivocally tenureable. An
unsuccessful candidate for early tenure may reapply with the
existing tenure clock.
11 A review of university tenure Accountabilit Practice VPAAR Considera Critical (APS on Tenure Accountability)
Page 59 policies and processes should y and and Policy: and ble human
Ten Year Review. Once every 10 years or more often if deemed
occur on no more than a 10-year Transparenc Write into faculty resources
necessary by the Board of Regents or the president or the University
cycle. y new APS council. and staff
System Faculty Council, the University shall undertake a review of
on Tenure support.
its tenure policies and procedures. This review will be an
Accountabil
opportunity to assess the overall effectiveness of the tenure process
ity
and its results. Campus committees shall review campus policies,
procedures and practices. Included will be a review of the
summaries of the past decade’s post-tenure reviews.
Representatives of the campuses shall review with the vice
president for academic affairs and research and Faculty Council
representatives the tenure policies and procedures. A summary of
campus findings shall be reported to the Board of Regents. Best
practices identified in this review shall be disseminated to all
campuses; the following year, the deans shall report whether these
best practices have been adopted in their college.
7
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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12 The university’s laws, develop an
The university should policies, and Communicati
Accountabilit Practice HR in
VPAAR,
Significant Important
Primary Critical (APS on Program Review)
60 administrative tenure and tenure-
Page 31 procedures forpolicy statement on -External;
y and and Policy;
Policy. each
Provosts,
human
units
related processes should beof
that requires a reevaluation easily Communicati
Transparenc APS onAPS
Revise departme
VCACs
resources.
system- 2. Review of unit’s criteria for reappointment, tenure, and promotion
accessible to not only the
primary unit criteria for granting onMentoring
y; -Internal Tenure
on program nt and IT,
wide; and post-tenure review, if any, to determine whether these criteria
tenure, along tenure related
candidates forwith the but to the and Training Accountabil
reviews; time to
accounta- (1) reflect appropriate and current standards of professional
public in general by methods such
mentoring and faculty ity
Write into author
bility with performance and (2) serve to ensure that faculty have the
as posting them on campusevery
development programs, by or new APS and
deans and professional competence needed to achieve the goals of the
primary unit sites. This increased
system Weband a re-approval by on Tenure ongoing
VCAAs. department, college/school, campus and the Board of Regents.
accessibility willchancellors of
deans and vice help underscore Accountabil oversight;
Criteria that do not meet these two qualifications must be revised by
the transparency as part of
academic affairs that currently ity startup &
the unit and approved by appropriate levels of administration.
characterizes thewhich happens
program review, process. ongoing
on a seven-year cycle. updates.
13 Since tenure is a process that Accountabilit Practice Institution Staff time Critical (APS on Tenure Accountability)
Page 67 begins with hiring, continues y and and Policy; al in IR and
though the probationary period Transparenc Write into research HR. Since the tenure process begins with hiring, continues through the
and culminates with the tenure y; new APS directors probationary period and culminates with the tenure review, data
review, data should be collected Continuous on Tenure and shall be collected on a systematic, ongoing basis on attrition rates
on a systematic, ongoing basis on Improvement Accountabil VPAAR. throughout the entire process, Data shall be collected every year on
both attrition rates throughout the ; ity each cohort of tenure-track faculty through the year of the tenure
entire process, as well as the Communicati decision (usually the seventh year). The campus Institutional
specific results of tenure votes, on-Internal; Research Offices shall be primarily responsible for collecting these
whether unanimous or split, at Communicati data from the appropriate academic units. Included will be the
each level of review. These data on-External numbers of applicants in the original hiring pool, as reported in the
should be used to improve the Applicant Flow Forms, as well as the number who leave the
process that culminates in the institution (and the reasons if known). Data shall be collected on
granting of tenure. faculty at Comprehensive Review, on faculty who come up for
tenure earlier than the usual probationary period, on faculty in the
tenure decision year who are granted or denied tenure, and on
tenure votes, whether unanimous or split, at each level of review.
Whenever possible, exit interviews shall be conducted by human
resources.
These data shall be used at the ten-year review and may be used at
other times deemed necessary by the chancellor, the president, or
the Board of Regents to examine tenure rates and to examine the
efficacy of recruitment, retention, mentoring and faculty development
activities. All data collection and reporting processes shall be
conducted in such a way as not to disclose the names of the
individual faculty members involved.
8
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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practice? costs? Desirable?
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14 In cases where laws, policies,
The university’s University of and Communicati
Continuous Practice VPAAR,
VPAAR HR in
Human Important (APS on Tenure Accountability)
Page 31 procedures for tenure and tenure-
76 Colorado policies do not align with on -External;
Improvement and Policy; Provosts,
and each
resources.
Ten Year Review. Once every 10 years or more often if deemed
related processes should be easily
best practices, they should be Communicati APS on
Write into VCACs
faculty departme
necessary by the Board of Regents or the president or the University
accessible to not only the closer
reviewed and brought into on -Internal Tenure
new APS council nt and IT,
System Faculty Council, the University shall undertake a review of
candidates where appropriate.
agreement for tenure but to the Accountabil
on Tenure time to
its tenure policies and procedures. This review will be an
public in general by methods such ity
Accountabil author
opportunity to assess the overall effectiveness of the tenure process
as posting them on campus or ity and
and its results. Campus committees shall review campus policies,
system Web sites. This increased ongoing
procedures and practices. Included will be a review of the
accessibility will help underscore oversight;
summaries of the past decade’s post-tenure reviews.
the transparency that currently startup &
Representatives of the campuses shall review with the vice
characterizes the process. ongoing
president for academic affairs and research and Faculty Council
updates.
representatives the tenure policies and procedures. A summary of
campus findings shall be reported to the Board of Regents. Best
practices identified in this review shall be disseminated to all
campuses; the following year, the deans shall report whether these
best practices have been adopted in their college.
Creating Consistency of Practice. When a procedural issue arises
during a tenure review and there is no specific policy guidance to
address the issue, the issue should be highlighted and raised to the
level of the vice chancellor for academic affairs who shall consult
with the vice president for academic affairs and research on correct
practice. The vice president shall retain a file of such issues so that
subsequent cases may be treated in a consistent manner. If the gap
in process appears with some regularity, system administration shall
work with faculty governance to revise procedures to address this
gap.
15 All new hires should be required to Accountabilit Practice Human Nominal Critical (APS on Faculty Appointments: Letters of Offer and Contracts)
Page 77 sign a Statement of Responsibility y and and Policy; resources The language from Article 5.1 of the Laws of the Regents will be
outlining their responsibilities upon Transparenc Write into incorporated into this policy statement. The Faculty Council Faculty
hire. (Please see Appendix D for a y; new APS Personnel Committee is in the process of drafting this language
sample form.) Communicati on Tenure change and will meet on Friday, November 3 to work through this
on-Internal; Accountabil change.
Communicati ity using
on-External Regent Law
Article 5.D.
9
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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16 The university’s laws, policies, and
The development of faculty is Communicati
Mentoring Practice VPAAR,
President HR in
Human Important
Critical (APS on Mentoring and Faculty Development)
80 critical to the role and and tenure-
Page 31 procedures for tenure mission of on -External;
and Training and Policy; Provosts,
and each
resources The continuous professional development of faculty, from hiring,
related processes should be easily
the overall university. Therefore Communicati APS on
Write into VCACs
chancellor departme through the tenure process, promotion, and post-tenure review is
accessible to not only the be
adequate funding needs to on -Internal Tenure
new APS s nt and IT, necessary for the University to enhance its investment in faculty.
candidates for tenure but to the
provided for these activities Accountabil
on Faculty time to The strength of the University, in terms of student learning
through general by methods
public inthe faculty member’s such ity
Developme author (teaching), the creation of new knowledge (research) and service to
as posting them on campus or
career. This may require a multi- nt and the university, the community and the profession depends upon an
year plan to sites. This increased
system Webreallocate and/or ongoing intellectually vigorous faculty constantly updating its skills and
accessibility will help underscore
develop resources. oversight; expertise. The purpose of this policy is to outline processes for key
the transparency that currently startup & areas of faculty development. The implementation of this policy
characterizes the process. ongoing requires a financial commitment.
17 Campuses or colleges/schools Mentoring Practice VPAAR, updates. Critical
Human (APS on Mentoring and Faculty Development)
Page 81 should develop means to identify and Training; and Policy; VCAAs, resources.
Information provided at the time of hiring, tenure-track faculty must
best practices for coaching tenure- Communicati Write into and
be provided with the University’s standards and procedures for
track faculty through the tenure on-Internal; new APS faculty
tenure and with guidelines, including a timeline, for the tenure review
process. The administration Continuous on Faculty council.
process. In addition to web-based policies and guidelines, colleges
should disseminate these best Improvement Developme
and schools shall provide their tenure-track faculty opportunities for
practices across all campuses. nt
annual training and information sessions on the tenure process.
C. Mentoring
A mentor is an individual who provides career development
counseling, either formally or informally, to assist a pre-tenure
faculty member.
Mentoring opportunity(ies) refers to a range of professional
assistance provided to pre-tenure faculty on such subjects as the
tenure process, publishing, research grants, etc.
Tenure-track faculty need clear guidance about performance
expectations for tenure and may need mentoring to achieve tenure.
Ordinarily the obligation to provide reasonable mentoring
opportunities for tenure-track faculty rests with the primary units.
However, in some schools/colleges, it may make more sense for
10
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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17 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important the school/college, if not the primary unit, to take responsibility for
Page 31 procedures for tenure and tenure-
81 on -External; and Policy; Provosts, each providing mentoring opportunities. Together, the dean and faculty of
Cont'd related processes should be easily Communicati APS on VCACs departme each school/college shall determine whether to have unit-based
accessible to not only the on -Internal Tenure nt and IT, mentoring or school/college-based mentoring.
candidates for tenure but to the Accountabil time to
(APS on Tenure Accountability)
public in general by methods such ity author
as posting them on campus or and Ten Year Review. Once every 10 years or more often if deemed
system Web sites. This increased ongoing necessary by the Board of Regents or the president or the University
accessibility will help underscore oversight; System Faculty Council, the University shall undertake a review of
the transparency that currently startup & its tenure policies and procedures. This review will be an
characterizes the process. ongoing opportunity to assess the overall effectiveness of the tenure process
updates. and its results. Campus committees shall review campus policies,
procedures and practices. Included will be a review of the
summaries of the past decade’s post-tenure reviews.
Representatives of the campuses shall review with the vice
president for academic affairs and research and Faculty Council
representatives the tenure policies and procedures. A summary of
campus findings shall be reported to the Board of Regents. Best
practices identified in this review shall be disseminated to all
campuses; the following year, the deans shall report whether these
best practices have been adopted in their college.
18 The university should initiate Mentoring Practice VPAAR Monetary Critical (APS on Mentoring and Faculty Development)
Page 82 mentoring efforts aimed at and Training and Policy; and and staff Mentoring opportunity(ies) refers to a range of professional
improving retention. Write into faculty costs for assistance provided to pre-tenure faculty on such subjects as the
new APS council. faculty tenure process, publishing, research grants, etc.
on Faculty time.
Developme Related to Tenure-track faculty need clear guidance about performance
nt recommen expectations for tenure and may need mentoring to achieve tenure.
dation 16. Ordinarily the obligation to provide reasonable mentoring
opportunities for tenure-track faculty rests with the primary units.
However, in some schools/colleges, it may make more sense for the
school/college, if not the primary unit, to take responsibility for
providing mentoring opportunities. Together, the dean and faculty of
each school/college shall determine whether to have unit-based
mentoring or school/college-based mentoring.
11
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Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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page #
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19 The university’s laws, policies, and
Post-tenure review should Communicati
Peer Review; Practice VPAAR,&
VPAAR Significant Important
HR in Critical (APS on Post-Tenure Review)
83 continue to for tenure and tenure-
Page 31 procedures occur via faculty on -External;
Accountabilit and Policy; Provosts,
faculty each
increase
related processes should be easily
committees to ensure that the Communicati
y and APS onAPS
Revise VCACs
council departme
in faculty Each campus will develop procedures for appropriate peer
accessible to not only the
process occurs via peer review on -Internal
Transparenc Tenure
on Post- taskforce. nt and IT,
time for evaluation during PTR and for appeals of the PTR evaluation, and
candidates for tenure but to the
(committee, not individual) and y; Faculty Accountabil
Tenure Suggestio time to
PTR and for granting PTR development awards. Any PTR procedures
public in general by methods such
should be subject to review at the Development ity
Review; n to author for
money developed at the college or department level must conform to the
dean and them on campus or
as postingvice chancellor levels. ; Rigor; Write into include and
incentives campus procedures and this administrative policy statement. The
system Web sites. Thischarged
Each campus must be increased Consistency new APS deans. ongoing
and PTR evaluation will be conducted by appropriate faculty peers within
accessibility willmore underscore
with assuring a help rigorous on Faculty oversight;
developm the campus, either the primary unit faculty or the faculty of the
the transparency that currently
process of evaluating faculty Developme startup &
ent. appropriate college personnel review committee. . . Every primary
characterizesand strengthening
performance the process. nt ongoing unit and reviewing body or person making recommendations
faculty development. Strong updates. concerning appointment, reappointment, tenure, and promotion
consideration should be given to shall strictly follow and apply the procedures and standards
best practices used at Georgia described herein. FAILURE TO ADHERE TO THESE
State University. (Also see #34) PROCEDURES AND STANDARDS MAY LEAD TO THE
IMPOSITION OF SANCTIONS. QUESTIONS ABOUT PROPER
PROCESSES AND PROCEDURES SHOULD BE DIRECTED TO
THE DEAN, FACULTY AFFAIRS OFFICE, OR VICE
CHANCELLOR FOR ACADEMIC AFFAIRS. Subject to
authorization and approval by the campus chief academic officer,
each primary unit shall develop specific written criteria and
procedures for measuring the performance of candidates in that
primary unit, which are consistent with the standards herein. These
approved criteria, called the "primary unit criteria," shall be subject
to periodic review and approval by the campus chief academic
officer. All primary unit criteria shall be in writing and shall be used
by the primary unit.
20 Post-tenure review should be Continuous Practice Same as Same as Critical (APS on Post-Tenure Review)
Page 83 revised to provide incentives for Improvement and Policy. #19 #19
To contribute toward the developmental purpose of PTR, each
faculty reward and development ; Revise APS
college and school shall have a PTR development fund to which
and sanctions for faculty discipline Accountabilit on Post-
faculty undergoing PTR (or who have successfully completed PTR)
and remediation. The university y and Tenure
may apply. A faculty committee shall make recommendations to
should review the tools available Transparenc Review
the dean who shall make the final determination. In evaluating
for both to ensure the desired y; Rigor
these applications, the committee should consider the return on
results are being achieved. These
investment to the college that might be anticipated. These modest
tools should be effective enough
awards are designed to assist faculty by providing training, travel,
to incentivize their use. (Also see
and other resources needed to move forward, as outlined in their
#36)
Professional Plans. Colleges and schools shall develop their PTR
development fund from existing or new resources and shall begin
distributing funds by 2010.
12
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page #
1 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important Sanctions
Page 31
20 procedures for tenure and tenure- on -External; and Policy; Provosts, each 1. Ordinarily, in cases where the Development Plan has not
Page 83 related processes should be easily Communicati APS on VCACs departme produced the desired results the faculty member will have his/her
Cont'd accessible to not only the on -Internal Tenure nt and IT, tenure revoked and be dismissed. Under certain circumstances,
candidates for tenure but to the Accountabil time to other sanctions may be imposed. Possible sanctions include:
public in general by methods such ity author suspension of pay, salary reduction, and demotion in rank.
as posting them on campus or and
An appropriate faculty committee shall recommend sanctions. The
system Web sites. This increased ongoing
chancellor makes the final determination of sanctions. If the
accessibility will help underscore oversight;
chancellor's decision is to recommend revocation of tenure and
the transparency that currently startup &
dismissal of the faculty member to the Board of Regents, the Laws
characterizes the process. ongoing
of the Regents provide the faculty member with an opportunity for a
updates.
hearing and set other conditions for handling such cases. (See
Laws of the Regents, Article 5.C.1 and 5.C.4; and 8/27/66 Regent
Action adopting 1940 AAUP Statement on Academic Freedom and
Tenure).
Revocation of tenure and dismissal for the cause of demonstrable
professional incompetence has long been recognized policy at the
University of Colorado, and across higher education in the United
States.
Professional incompetence is defined to mean the failure to perform
teaching, research/creative works, and service duties in a
consistent and satisfactory professional manner. A judgment of
professional incompetence is based upon peer review of the faculty
member's performance. The PTR process provides such peer
review. (Other causes for dismissal also exist and are outlined in
Article 5.C.1 of the Laws of the Regents.)
21 Annual review should be Peer Review; Practice Deans No Critical This already occurs and is documented in the APS on Annual
Page 85 conducted through a peer-review Consistency and Policy; and Chief Evaluation of Faculty . However the matter of following the rules is
process, consistent with regent Revise APS Academic covered in the language on Individual Accountability which will be
policy. on Annual Officers added into the APS on Tenure Accountability.
Merit
Adjustment
s for
Faculty
13
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22 The university’s laws, policies, and
Annual review should be changed Communicati
Rigor; Practice VPAAR, HR in
Significant Important
Critical This recommendation was not accepted by the faculty in its original
Page 31 procedures for tenure and tenure-
85 to include regular assessment of on -External;
Mentoring and Policy; Provosts,
faculty each form. Instead, the annual merit forms will state explicitly that there is
the faculty member’s progress
related processes should be easily Communicati
and Training; APS onAPS
Revise VCACs
council departme no link between the annual merit review process and the tenure
accessible to not only the
toward meeting the standards for on -Internal
Communicati Tenure
on Annual and nt and IT, evaluation process.
candidatesand tenure but to the a
promotion for tenure, including on-Internal; Accountabil
Merit implement time to
review of achievements and such
public in general by methodsgaps Continuous ity
Adjustment a-tion in author (APS on Standards, Processes, and Procedures)
as posting them on campus or
and a discussion of needed Improvement s for primary and
Comprehensive Review. Each tenure-track faculty member below
system Web sites. This increased
changes. Chairs and departmental Faculty units ongoing
the rank of associate professor shall be evaluated in a
accessibilityinvolved in annual
committees will help underscore oversight;
comprehensive manner – at the primary unit, dean’s level, and vice
the transparency that currently in
merit evaluations need to keep startup &
chancellor for academic affairs’ level – at least once during the
characterizes the process. process
mind the larger evaluative ongoing
tenure probationary period apart from the review for award of tenure.
of tenure and provide accurate updates.
Such evaluation may include extramural evaluation of the candidate,
feedback to tenure-track faculty,
as determined by the primary unit’s policy. Each faculty member
indicating concerns about the
shall be informed orally and in writing of the results of the evaluation.
tenure record to junior faculty and
The written evaluation shall comment on the areas of strength and
indicated progress toward
areas needing improvement in the candidate’s record and provide
comprehensive review, tenure
clear guidance as to areas of improvement that must be made to
review, and/or promotion. This
strengthen the candidate’s case for tenure. In the case where the
same principle should be applied
candidate is found not to be on track for tenure and unlikely to be
in annual evaluation of tenured
able to achieve the level of professional accomplishments required
faculty in terms of their trajectory
for tenure, the campus
toward promotion and a positive chief academic officer shall remove the candidate from the tenure
post-tenure review. track, inform the candidate in writing, and provide a terminal year of
employment. However, now faculty members may request feedback
on progress toward tenure beginning in the second year.
(APS on Mentoring and Faculty Development)
Advising on Progress toward Tenure. Tenure-track faculty members
receive specific feedback on their progress toward tenure at the
Comprehensive Review (usually in the fourth year). They may
request additional feedback from the primary unit in the second and
any subsequent year prior to the tenure decision (except the
academic year in which the Comprehensive Review is undertaken).
In this feedback process, the primary unit shall examine evidence
provided by the candidate of the candidate’s teaching,
research/creative work and clinical activity and service and make
suggestions for improvement in those areas where the record should
be stronger. These suggestions are not intended to provide the
level of specific formal feedback as is provided through the
Comprehensive Review. The primary unit may recommend that the
candidate work with senior faculty or with the teaching improvement
office or take advantage of other faculty development resources on
the campus. If the candidate elects these pre-tenure
14
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Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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22 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important advising sessions, the candidate shall report this fact in the annual
Page 31 procedures for tenure and tenure-
85 on -External; and Policy; Provosts, each report of professional activity (FRPA), but the content of these
Cont'd related processes should be easily Communicati APS on VCACs departme consultations shall remain confidential unless the faculty member
accessible to not only the on -Internal Tenure nt and IT, elects otherwise.
23 candidates for tenure but to the
Just as the criteria for annual Consistency; Accountabil
Practice VPAAR, time to
Nominal Critical This recommendation was not accepted by the faculty in its original
Page public in general by methods such
review and tenure review should Rigor ity Policy;
and faculty author form. Instead, the annual merit forms will state explicitly that there is
868 as posting them on campus or of
be tied, the evaluative language Revise APS council and no link between the annual merit review process and the tenure
system Web sites.should be
the annual review This increased on Annual and ongoing evaluation process.
accessibility willthe evaluative
consistent with help underscore Merit implement oversight;
the transparency that currently (APS on Standards, Processes, and Procedures)
language of tenure and promotion, Adjustment a-tion in startup &
characterizes theor not the faculty
such as whether process. s for primary ongoing Comprehensive Review. Each tenure-track faculty member below
member is “on track toward Faculty units updates. the rank of associate professor shall be evaluated in a
excellence” in teaching or comprehensive manner – at the primary unit, dean’s level, and vice
research. chancellor for academic affairs’ level – at least once during the
tenure probationary period apart from the review for award of tenure.
Such evaluation may include extramural evaluation of the candidate,
as determined by the primary unit’s policy. Each faculty member
shall be informed orally and in writing of the results of the evaluation.
The written evaluation shall comment on the areas of strength and
areas needing improvement in the candidate’s record and provide
clear guidance as to areas of improvement that must be made to
strengthen the candidate’s case for tenure. In the case where the
candidate is found not to be on track for tenure and unlikely to be
able to achieve the level of professional accomplishments required
for tenure, the campus chief academic officer shall remove the
candidate from the tenure track, inform the candidate in writing, and
provide a terminal year of employment.
15
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
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page #
1
23 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important However, now faculty members may request feedback on progress
Page 31
Page procedures for tenure and tenure- on -External; and Policy; Provosts, each toward tenure beginning in the second year (APS on Mentoring)
868 related processes should be easily Communicati APS on VCACs departme Advising on Progress toward Tenure. Tenure-track faculty members
Cont'd accessible to not only the on -Internal Tenure nt and IT, receive specific feedback on their progress toward tenure at the
candidates for tenure but to the Accountabil time to Comprehensive Review (usually in the fourth year). They may
public in general by methods such ity author request additional feedback from the primary unit in the second and
as posting them on campus or and any subsequent year prior to the tenure decision (except the
system Web sites. This increased ongoing academic year in which the Comprehensive Review is undertaken).
accessibility will help underscore oversight; In this feedback process, the primary unit shall examine evidence
the transparency that currently startup & provided by the candidate of the candidate’s teaching,
characterizes the process. ongoing research/creative work and clinical activity and service and make
updates. suggestions for improvement in those areas where the record should
be stronger. These suggestions are not intended to provide the
level of specific formal feedback as is provided through the
Comprehensive Review. The primary unit may recommend that the
candidate work with senior faculty or with the teaching improvement
office or take advantage of other faculty development resources on
the campus.
If the candidate elects these pre-tenure advising sessions, the
candidate shall report this fact in the annual report of professional
activity (FRPA), but the content of these consultations shall remain
confidential unless the faculty member elects otherwise.
16
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
24 The university’s laws, policies, and
The Independent Study members Communicati
Accountabilit Practice VPAAR,
VPAAR HR in for Important
Costs Critical (APS on Post-Tenure Review )
Page 31 procedures for tenure and tenure-
87 strongly endorse documentation of on -External;
y and and Policy; Provosts,
and each
faculty
related processes should be easily
deficiencies in the annual Communicati
Transparenc APS onAPS
Revise VCACs
faculty departme
incentives The Performance Improvement Agreement (PIA). 1. Faculty who
accessible and using salary and
evaluation to not only the on -Internal
y; Tenure
on Annual council; nt and IT,
and receive a "below expectations" summary rating as the result of their
candidates for tenure but to the
workload differentiation to Communicati Accountabil
Merit implement time to
workload. annual performance evaluation must participate in developing and
public in general by methods such
introduce incentives and sanctions on-Internal; ity
Adjustment ation by author implementing a Performance Improvement Agreement (PIA)
as posting them on campus #37)
into the process. (Also see or Rigor; s for deans and and designed to improve their performance. Faculty members who do
system Web sites. This increased Continuous Faculty primary ongoing not agree with the below expectations rating may request a peer
accessibility will help underscore Improvement units oversight; review of their annual performance record using the established
the transparency that currently startup & primary unit process or a specific written process developed by the
characterizes the process. ongoing unit for this purpose. Subsequently, faculty members who believe
updates. the primary unit’s evaluation is mistaken may appeal the rating
through established grievance procedures in the college/school. No
action will be taken to begin a PIA until this appeal process, if
invoked, is completed. This appeal process should be completed
within six weeks or less from the date it is initiated by the faculty
member.
2. Working with the primary unit head or an appropriate committee
of the primary unit (as determined by primary unit policy), the faculty
member develops a PIA that includes specific goals, timelines, and
benchmarks that will be used to measure progress at periodic
intervals. Usually, PIAs will be established for one year. But, if
research deficiencies warrant longer, the PIA may be set up for two
years. The campus administration shall designate an advisor or
resource office to provide advice to the faculty member and to the
primary unit head/committee on best practices and models for PIAs
and appropriate benchmarks. The next annual merit evaluation
following the term of the PIA shall address whether the goals of the
PIA have been met.
3. If the goals of the PIA have been met, as evidenced in the next
annual merit evaluation, the faculty member continues in the current
five-year post-tenure review cycle.
4. If the goals of the PIA have not been met at the next annual
merit evaluation, an extensive review process shall be initiated.
17
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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25 The university’s laws, policies, and
Comprehensive review letters Communicati Practice VPAAR,
All levels HR in
None Important
Critical (APS on Standards, Processes, and Procedures)
88 should spell out all the candidate’s
Page 31 procedures for tenure and tenure- on -External;
on-Internal; and Policy; Provosts,
of review each
related processes should be easily Communicati APS on VCACs departme Comprehensive Review. Each tenure-track faculty member below
strengths and weaknesses and Consistency; Write into in
accessible to guidance as to areas the rank of associate professor shall be evaluated in a
provide clear not only the on -Internal
Continuous Tenure
new APS comprehe nt and IT,
candidates for tenure but to the Accountabil time to comprehensive manner – at the primary unit, dean’s level, and vice
of improvement that must be made Improvement on Tenure n-sive
chancellor for academic affairs’ level – at least once during the
to strengthen the candidate’s case
public in general by methods such ; ity
Accountabil review author
as posting them on campus or and tenure probationary period apart from the review for award of tenure.
for tenure. Accountabilit ity and cases and
system Web sites. This increased ongoing Such evaluation may include extramural evaluation of the candidate,
y and revise APS addendu
accessibility will help underscore oversight; as determined by the primary unit’s policy. Each faculty member
Transparenc on m in
the transparency that currently startup & shall be informed orally and in writing of the results of the evaluation.
y; Mentoring Implementa comprehe
characterizes the process. ongoing The written evaluation shall comment on the areas of strength and
and Training tion of n-sive
updates. areas needing improvement in the candidate’s record and provide
Regent review
clear guidance as to areas of improvement that must be made to
Policies on letters.
strengthen the candidate’s case for tenure. In the case where the
Tenure
candidate is found not to be on track for tenure and unlikely to be
able to achieve the level of professional accomplishments required
for tenure, the campus
chief academic officer shall remove the candidate from the tenure
track, inform the candidate in writing, and provide a terminal year of
employment.
26 CU’s Administrative Policy Accountabilit Practice EPUS will HR costs Critical (APS on Standards, Processes, and Procedures)
Page 92 Statement, “Multiple Means of y and and Policy; review the for units Evaluation Committee
Teaching Evaluation,” needs to be Transparenc Review APS. The who are ...(1) Information concerning the teaching ability of the candidate
firmly enforced. Each campus y; APS on primary not including the opinions of the candidate's students and colleagues
should review its approach to Consistency; Multiple units and currently and other qualified individuals who may have observed the
teaching evaluations and ensure Rigor Means of VCACs using candidate's classroom presentations
that multiple means are being Teaching will be multiple ...
employed, such as FCQs, Evaluation responsibl means of EACH CANDIDATE FOR REAPPOINTMENT, TENURE OR
classroom visits, and personal and revise e for teaching PROMOTION,ASSISTED BY The head of the primary unit making
interviews with students. as needed; implement evaluation the recommendation, shall prepare a comprehensive dossier on the
Write into a-tion. . candidate for submission to the group or individual making both the
new APS first and second level review. THE PRIMARY UNIT OR THE DEAN
on Tenure SHOULD PROVIDE TEMPLATES OR MODELS OF GOOD
Accountabil DOSSIERS TO GUIDE CANDIDATES IN DOSSIER
ity and PREPARATION. The dossier shall include the following materials:
revise APS (1) Evidence concerning the teaching ability of the candidate
on including, if available, results of student evaluations AND AT LEAST
Implementa TWO OTHER TYPES OF EVALUATION OF TEACHING (SEE THE
tion of ADMINISTRATIVE POLICY STATEMENT “MULTIPLE MEANS OF
Regent TEACHING EVALUATION FOR EXAMPLES OF THE TYPES OF
Policies on EVALUATIVE MATERIAL THAT CAN BE USED);
Tenure
18
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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page #
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27 The university’s laws, policies, and
Campuses should provide Communicati
Consistency; Practice
Policy; VPAAR,
EPUS will HR in
None Important
Critical (APS on Standards, Processes, and Procedures)
Page 31 procedures for tenure and tenure-
92 clarifying guidelines to the on -External;
Rigor; and Policy;
Revise APS Provosts,
develop each
related processes should be easily
departments on the selection of Communicati
Accountabilit APS on
on VCACs
guidelines departme The opinions in writing of scholars from outside the University and
external evaluators to the
accessible to not only ensure on -Internal
y and Tenure
Implementa , primary nt and IT, from various locations who are qualified to judge the candidate.
candidates for tenure but to the
objectivity. Transparenc Accountabil
tion of units & time to Such outside opinions are mandatory in cases of recommendations
public in general by methods such y ity
Regent VCACs author for tenure and promotion. (The candidate will be asked to provide
as posting them on campus or Policies on will be and names of scholars that should be considered in selecting external
system Web sites. This increased Tenure responsibl ongoing reviewers.) SELECTION OF EXTERNAL EVALUATORS SHALL BE
accessibility will help underscore e for oversight; UNDERTAKEN BY THE DEPARTMENT IN CONSULTATION WITH
the transparency that currently implement startup & THE CANDIDATE. A UNIFORM SELECTION PROCESS SHALL
characterizes the process. a-tion. ongoing BE IDENTIFIED IN PRIMARY UNIT BYLAWS AND FOLLOWED
updates. CONSISTENTLY BY THE PRIMARY UNIT. CANDIDATES SHALL
BE GIVEN THE OPPORTUNITY TO SUGGEST POSSIBLE
EVALUATORS AND MAY ALSO INDICATE SPECIFIC SCHOLARS
TO EXCLUDE FROM CONSIDERATION BECAUSE THEIR
EVALUATIONS MIGHT BE PREJUDICED AGAINST THE
CANDIDATE. PRIMARY UNIT BYLAWS WILL DESCRIBE THE
PROCESS USED IN THE DEPARTMENT REGARDING THE
SELECTION OF EXTERNAL EVALUATORS. CARE MUST BE
TAKEN TO EXCLUDE ANY EVALUATORS WHOSE
EVALUATIONS MIGHT CONSTITUTE A CONFLICT OF
INTEREST.
A MINIMUM OF SIX EXTERNAL LETTERS SHALL BE ADDED TO
THE FILE. ALL LETTERS THAT ARE RECEIVED MUST BE
INCLUDED IN THE FILE. THESE LETTERS MUST BE TREATED
AS CONFIDENTIAL; THEY MAY NOT BE SHARED WITH THE
CANDDATE, THOUGH A REDACTED SUMMARY OF THE
EVALUATON SHALL BE SHARED IN WRITING WITH THE
CANDIDATE. IN DISCIPLINES WHERE IT IS THE CUSTOM, THE
PRIMARY UNIT MAY OFFER EXTERNAL EVALUATORS A
MODEST STIPEND FOR THEIR WORK.
19
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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practice? costs? Desirable?
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page #
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28 The university’s laws, policies, and
To help streamline the tenure Communicati
Consistency; Practice VPAAR, Substanti Important
HR in Critical This involves a change in practice, rather than a policy change.
Page 31 procedures for tenure and tenure-
92 review process, electronic and on -External;
Efficiency and Policy; Provosts,
CAOs, each
al There are significant security issues that must addressed when
Web-based tools should be
related processesshould be easily Communicati APS on VCACs
VCACs, departme
conversio moving to a web-based approach to this process.
developed not only the
accessible to facilitate the on -Internal Tenure and n and
ntand IT,
candidates for review of materials
collection and tenure but to the Accountabil faculty time to
protection
publicin the comprehensive such
used in general by methods ity council author
costs.
as posting them on campus or
reviews, post-tenure reviews, and
system Web sites. This increased
performance ratings, professional ongoing
accessibility will help underscore
plans, extensive reviews, and oversight;
the transparency that currently
Performance Improvement startup &
characterizesIn addition, such
Agreements. the process. ongoing
tools can be used to conduct and updates.
document these processes as
well.
29 The university must improve its Accountabilit (APS on Tenure Accountability)
Page 95 oversight of tenure cases to y and Ten Year Review
ensure that the entire process is Transparenc Once every 10 years or more often if deemed necessary by the
rigorously followed. There are a y; Rigor Board of Regents or the president or the University System Faculty
number of other recommendations Council, the University shall undertake a review of its tenure policies
made throughout this report to and procedures. This review will be an opportunity to assess the
improve the tenure process: also overall effectiveness of the tenure process and its results. Campus
see recommendations 2, 3, 5, and committees shall review campus policies, procedures and practices.
11. Included will be a review of the summaries of the past decade’s post-
tenure reviews. Representatives of the campuses shall review with
the vice president for academic affairs and research and Faculty
Council representatives the tenure policies and procedures. A
summary of campus findings shall be reported to the Board of
Regents. Best practices identified in this review shall be
disseminated to all campuses; the following year, the deans shall
report whether these best practices have been adopted in their
college.
Also, new language on Individual Accountability to be inserted into
this APS.
20
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
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practice? costs? Desirable?
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page #
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30 For university’s laws, the seven-
The candidates not on policies, and Communicati
Accountabilit Practice VPAAR,
VPAAR HR in
None Important
Critical (APS on Standards, Processes and Procedures)
Page 31 procedures for tenure and tenure-
95 year tenure track, approval to on -External;
y and and Policy; Provosts,
working each
related processes should be easily
follow a process involving more or Communicati
Transparenc APS on
Write into VCACs
with the departme After appropriate consideration, and under special circumstances,
accessible to not only the should
less time to receive tenure on -Internal
y; Tenure
new APS campuses nt and IT, tenure may be awarded by the Board of Regents in less than seven
be granted for tenure of to the
candidates at the levelbut the vice Consistency Accountabil
on Tenure time to years. Tenure decisions made sooner than the seventh year may
public in general by methods such
chancellor or chancellor. ity
Accountabil author be the result of a faculty member hired from another institution who
as posting them on campus or ity; revise and has been granted credit on the tenure clock for years of professional
system Web sites. This increased APS on ongoing employment. Normally no more than three years of credit for service
accessibility will help underscore Implementa oversight; in the ranks of assistant, associate, or full professor may be granted;
the transparency that currently tion of startup & the years of credit should be documented in the letter of offer. Once
characterizes the process. Regent ongoing granted, years of credit may not be rescinded.
Policies on updates.
Tenure The tenure clock may be stopped for parental leave; the APS
“Parental Leave for Faculty, Officers, and Exempt Professionals”
describes the terms for such leaves. At the discretion of the
department chair and with the concurrence of the dean and vice
chancellor for academic affairs, the tenure clock may also be
stopped when a tenure-track faculty member faces serious medical
conditions, extended family crises, and other dire situations. All
stops on the tenure clock must be documented and placed in the
faculty member’s file. A faculty member who has been granted a
stop on the tenure clock will have her/his work judged without the
expectation of scholarly productivity during the time the tenure clock
was stopped.
Early Tenure. The standards of performance that apply to faculty on
the seven-year tenure clock apply to faculty who come up for early
tenure. They must have a record of achievement in teaching,
research or creative work, clinical activity, and service that is equal
to the record expected of a faculty member coming up in the seventh
year. Regent policy calls for meritorious performance in teaching,
research/creative work, and service and excellence in either
teaching or research/creative work. Additional criteria or higher
standards may not be applied to candidates for early tenure.
Department chairs and colleagues have a responsibility to advise
tenure-track faculty on the wisdom of coming up for early tenure and
should not encourage any colleague to stand for early tenure unless
they are positive the record is unequivocally tenureable. An
unsuccessful candidate for early tenure may reapply with the
existing tenure clock. (Tenure Accountability) Creating Consistency
of Practice.
21
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
30 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important When a procedural issue arises during a tenure review and there is
Page 31 procedures for tenure and tenure-
95 on -External; and Policy; Provosts, each no specific policy guidance to address the issue, the issue should be
Cont'd related processes should be easily Communicati APS on VCACs departme highlighted and raised to the level of the vice chancellor for
accessible to not only the on -Internal Tenure nt and IT, academic affairs who shall consult with the vice president for
candidates for tenure but to the Accountabil time to academic affairs and research on correct practice. The vice
public in general by methods such ity author president shall retain a file of such issues so that subsequent cases
as posting them on campus or and may be treated in a consistent manner. If the gap in process
system Web sites. This increased ongoing appears with some regularity, system administration shall work with
accessibility will help underscore oversight; faculty governance to revise procedures to address this gap.
the transparency that currently startup &
31 Administrators’ abilities to
characterizes the process.extend Accountabilit Practice VPAAR ongoing Critical
None (APS on Tenure Accountability) Creating Consistency of
Page 95 the probationary period and allow y and and Policy; working updates. Practice
an extra year for tenure cases in Transparenc Write into with the When a procedural issue arises during a tenure review and there is
situations where procedural errors y; new APS campuses no specific policy guidance to address the issue, the issue should be
are discovered during the tenure Consistency on Tenure highlighted and raised to the level of the vice chancellor for
process should be formalized into Accountabil academic affairs who shall consult with the vice president for
policy. ity; revise academic affairs and research on correct practice. The vice
APS on president shall retain a file of such issues so that subsequent cases
Implementa may be treated in a consistent manner. If the gap in process
tion of appears with some regularity, system administration shall work with
Regent faculty governance to revise procedures to address this gap.
Policies on
Tenure (APS on Tenure Standards, Processes and Procedures)
IF THE CHIEF ACADEMIC OFFICER FINDS SIGNIFICANT
PROCEDURAL ERRORS THAT MAY HAVE AFFECTED THE
OUTCOME OF THE CASE, HE/SHE MAY RETURN THE CASE TO
THE PRIMARY UNIT TO REPEAT THE PROCESS. THE CHIEF
ACADEMIC OFFICER MAY AT HER/HIS DISCRETION APPOINT A
RESPONSIBLE PARTY TO OVERSEE THE PROCESS TO
ENSURE PROCEDURAL INTEGRITY AND FAIRNESS TO THE
CANDIDATE. IF IT IS DETERMINED THAT THE REPETITION OF
THE PROCESS WILL CARRY FORWARD INTO THE NEXT
ACADEMIC YEAR, THE CHIEF ACADEMIC OFFICER MAY
EXTEND THE CONTRACT OF THE CANDIDATE BY ONE YEAR.
THE RE-EVALUATION PROCESS SHALL FOCUS ON THE
RECORD AS IT EXISTED AT THE TIME OF THE FIRST REVIEW.
22
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
32 The university’s laws, policies, and
When there is no policy to guide Communicati
Accountabilit Practice VPAAR,
Task force HR in
None Important
Critical The specific suggestion of the use of the Vice Chancellor's Advisory
Page 31 procedures for tenure and tenure-
95 the issues of a specific case, on -External;
y and and Policy; Provosts,
reviewing each Committee for this purpose was not accepted by the faculty or the
related processes should be easily
these issues need to be Communicati
Transparenc APS on
Write into VCACs
policies departme Vice Chancellors for Academic Affairs. Rather, the VCAA's felt that
accessible to not only thethe level
highlighted and raised to on -Internal
y; Tenure
new APS nt and IT, these issues should be brought to them using the consistency of
candidates Chancellor’s Advisory
of the Vice for tenure but to the Consistency Accountabil
on Tenure time to practice model captured in the APS on Tenure Accountability.
public in general equivalent. This
Committee or its by methods such ity
Accountabil author
as posting them on campus or
committee should make a ity; revise and (APS on Tenure Accountability)
recommendation that it increased
system Web sites. This believes is APS on ongoing Creating Consistency of Practice
accessibility will help underscore
in the best interests of the Implementa oversight; When a procedural issue arises during a tenure review and there is
the transparency that currently
university, and forward it to the tion of startup & no specific policy guidance to address the issue, the issue should be
characterizes the process. for
vice chancellor or chancellor Regent ongoing highlighted and raised to the level of the vice chancellor for
approval. Policies on updates. academic affairs who shall consult with the vice president for
Tenure academic affairs and research on correct practice. The vice
president shall retain a file of such issues so that subsequent cases
may be treated in a consistent manner. If the gap in process
appears with some regularity, system administration shall work with
faculty governance to revise procedures to address this gap.
33 Criminal background checks Accountabilit Practice (APS on Background Checks)
Page should become a standard part of y and and Policy;
105 the hiring process and policies Transparenc Revise APS Ordinarily, background checks must be completed before
should be developed by the Office y; on employment offers are made. If circumstances require that an offer
of the Vice President for Human Consistency Background of employment be made before the completion of a background
Relations and Risk Management Checks for check, the offer must state, among other things, that it is contingent
and university counsel to dictate if Security- upon the University’s completion of such background check, and a
and how the information collected sensitive finding that based on such record(s), the final applicant is suitable
though these background checks Positions for the security-sensitive position. IN THE CASE OF FACULTY
is to be used to inform hiring and and HIRES, THE LETTER OF OFFER WILL STATE THAT THE HIRE IS
tenure decisions. The university Officers CONTINGENT UPON AN EVALUATION OF THE RESULTS
needs to clarify that misconduct is SUCCESSFUL COMPLETION OF THE BACKGROUND CHECK.
to be addressed as part of the ......The Office of the Vice President for Human Relations and Risk
disciplinary process and should be Management shall interpret this Policy. Campuses may designate an
kept separate from tenure review, individual or organizational unit to provide interpretation of their
unless it impacts whether or not respective policies and procedures.
the candidate meets the tenure
23
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
33 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important (APS on Tenure Standards, Processes, and Procedures)
Page 31
Page procedures for tenure and tenure- on -External; each
and Policy; Provosts,
105 related processes should be easily Communicati APS on VCACs departme The primary unit shall also take into account other factors that have
Cont'd accessible to not only the on -Internal Tenure nt and IT, a material bearing on an appointment, reappointment, tenure, or
candidates for tenure but to the Accountabil time to promotion recommendation of that unit.
public in general by methods such ity author
as posting them on campus or and 1Material bearing does not include instances of formal disciplinary
system Web sites. This increased ongoing action unless the reason for the disciplinary action affects whether
accessibility will help underscore oversight; or not the candidate meets the primary unit criteria for teaching,
the transparency that currently startup & research/creative work, clinical activity, and service.
characterizes the process. ongoing
33 Part Criminal background checks Accountabilit Practice VP for HR updates. Critical
Yes, (APS on Background Checks )
1 should become a standard part of y and and Policy; & RM and campus Ordinarily, background checks must be completed before
the hiring process and policies Transparenc Revise APS UC costs employment offers are made. If circumstances require that an offer
should be developed by the Office y; on of employment be made before the completion of a background
of the Vice President for Human Consistency Background check, the offer must state, among other things, that it is contingent
Relations and Risk Management Checks for upon the University’s completion of such background check, and a
and university counsel to dictate if Security- finding that based on such record(s), the final applicant is suitable
and how the information collected sensitive for the security-sensitive position. IN THE CASE OF FACULTY
though these background checks Positions HIRES, THE LETTER OF OFFER WILL STATE THAT THE HIRE IS
is to be used to inform hiring and and CONTINGENT UPON AN EVALUATION OF THE RESULTS
tenure decisions. Officers SUCCESSFUL COMPLETION OF THE BACKGROUND CHECK.
......The Office of the Vice President for Human Relations and Risk
Management shall interpret this Policy. Campuses may designate an
individual or organizational unit to provide interpretation of their
respective policies and procedures. Also note that the Faculty
Personnel Committee will prepare guidelines to assist administrators
in the review of results of criminal background checks for faculty.
24
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
The university needs policies, and
33 Part The university’s laws,to clarify that
1 Communicati
Consistency; Practice VPAAR,
VPAAR HR in
None Important
Critical (APS on Standards, Processes, and Procedures)
Page 31 procedures forto be addressed as
2 misconduct is tenure and tenure- on -External;
Rigor; and Policy; Provosts,
and each
related the disciplinary process
part of processes should be easily Communicati
Accountabilit APS onAPS
Revise VCACs
Faculty departme Material bearing does not include instances of formal disciplinary
accessible to not only the
and should be kept separate from on -Internal
y and Tenure
on Council nt and IT, action unless the reason for the disciplinary action affects whether
candidates for unless but to the
tenure review, tenure it impacts Transparenc Accountabil
Background time to or not the candidate meets the primary unit criteria for teaching,
public in or not the candidate such
whether general by methods y ity
Checks for author research/creative work, clinical activity, and service.
meets the them criteria for
as posting tenureon campus or Security- and
system Web sites. This increased
teaching, research, and service. sensitive ongoing
accessibility will help underscore Positions oversight;
the transparency that currently and startup &
characterizes the process. Officers; ongoing
Write into updates.
new APS
on Tenure
Accountabil
ity; Revise
APS on
Implementa
tion of
Regent
Policies on
Tenure
25
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
34 The university’s laws, policies, and
Post-tenure review should Communicati
Peer Review; Practice VPAAR,&
VPAAR Significant Important
HR in Critical (APS on Post-Tenure Review)
Page continue to for tenure committee-
Page 31 procedures occur via aand tenure- on -External;
Accountabilit and Policy; Provosts,
faculty each
increase
108 based processes process and
relatedpeer reviewshould be easily Communicati
y and APS onAPS
Revise VCACs
council departme
in faculty Each campus will develop procedures for appropriate peer
accessiblesubjectonly the at
should be to not to review on -Internal
Transparenc Tenure
on Post- taskforce. nt and IT,
time for evaluation during PTR and for appeals of the PTR evaluation, and
candidates for tenure but to the
Dean and Vice Chancellor levels. y; Faculty Accountabil
Tenure Suggestio time to
PTR and for granting PTR development awards. Any PTR procedures
Each in general by methods such
publiccampus must be charged Development ity
Review; n to author for
money developed at the college or department level must conform to the
as posting themmore rigorous
with assuring a on campus or ; Rigor; Write into include and
incentives campus procedures and this administrative policy statement. The
system Web sites. This increased
process of evaluating faculty Consistency new APS deans. ongoing
and PTR evaluation will be conducted by appropriate faculty peers within
accessibility will help underscore
performance and strengthening on Faculty oversight;
developm the campus, either the primary unit faculty or the faculty of the
the transparency that Strong
faculty development. currently Developme startup &
ent. appropriate college personnel review committee. This committee
characterizes the process.
consideration should be given to nt ongoing shall be called the post-tenure review committee. Other units may
best practices used at Georgia updates. be consulted as appropriate. The post-tenure review process
State University. (Also see #19) begins at tenure with the first PTR occurring five years after the
faculty member is continuously tenured and recurs at five year
intervals unless interrupted by promotion review. Promotion serves
to re-start the PTR clock.
Faculty undergoing PTR should not, in that year, serve on the PTR
evaluation committee. Each faculty member shall be informed
orally and in writing of the results of the evaluation by the
department chair or dean, depending upon whether the PTR is
undertaken by the primary unit or school/college.
26
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
35 The university’s laws, policies, and
The professional development Communicati
Mentoring Practice VPAAR,
VPAAR HR in
None Important
Critical (APS on Mentoring and Faculty Development)
Page aspects of for tenure review
Page 31 procedurespost-tenureand tenure- on -External;
and Training; and Policy; Provosts,
and each
related processes should be easily Communicati APS onAPS VCACs departme The need for professional development does not end when a faculty
108 must be strengthened. Revisions Consistency; Revise Faculty
accessible to not only the on -Internal Tenure nt and IT, member is awarded tenure. Faculty need to keep their intellectual
should include clear standards Continuous on Post- Council
and pedagogical skills sharpened and keep abreast in their fields.
candidatesperformance to the
governing for tenure but Improvement Accountabil
Tenure time to
public in general by methods such ity author There are research, travel, and grant opportunities for tenured
improvement and development Review;
as posting them on campus or and faculty. Faculty are aware of these resources, but may still need
plans. Incentives for professional Write into
occasional assistance or access to new opportunities. Post-tenure
system Web sites. This provided
development should be increased new APS ongoing
accessibility will help underscore oversight; review (PTR) is the logical process for evaluating the faculty
along with disincentives for poor on Faculty
the transparency that currently startup & member’s continued professional development and to identify areas
performance. The Boulder campus Developme
characterizes the process. ongoing of need. PTR development grants will be awarded to a small
has a good forum for associate nt
updates. number of faculty who successfully complete PTR. The purpose of
faculty development called the
the awards is to enhance further development of these tenured
Leadership Education for
faculty. Each campus will develop a fund to support these post-
Advancement and Promotion
tenure development grants and criteria and a process for their being
(LEAP) program. Other campuses
awarded; the fund must be in place and awards granted by 2010.
should consider instituting similar
Each Chancellor shall provide the Board, as part of the annual post-
programs.
tenure review report, information on post-tenure development
grants.
Post Tenure Review (PT Faculty Development Grants are described
in each)] To contribute toward the developmental purpose of PTR,
each college and school shall have a PTR development fund to
which faculty undergoing PTR (or who have successfully completed
PTR) may apply. A faculty committee shall make recommendations
to the dean who shall make the final determination. In evaluating
these applications, the committee should consider the return on
investment to the college that might be anticipated. These modest
awards are designed to assist faculty by providing training, travel,
and other resources needed to move forward, as outlined in their
Professional Plans. Colleges and schools shall develop their PTR
development fund from existing or new resources and shall begin
distributing funds by 2010.
27
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
36 The university’s laws, policies, and
Post-tenure review should be Communicati
Continuous Practice VPAAR,
Same as HR in as Important
Same Critical (APS on Post Tenure Review)
Page 31 procedures for tenure and tenure-
Page revised to provide incentives for on -External;
Improvement and Policy; Provosts,
Policy. #19 each
#19
To contribute toward the developmental purpose of PTR, each
108 related reward andshould be easily
faculty processes development Communicati
; APS onAPS VCACs
Revise departme
college and school shall have a PTR development fund to which
accessible to not only thediscipline
and sanctions for faculty on -Internal
Accountabilit Tenure
on Post- nt and IT,
faculty undergoing PTR (or who have successfully completed PTR)
candidates for tenure but to the
and remediation. The university y and Accountabil
Tenure time to
may apply. A faculty committee shall make recommendations to
public in general by methods such
should review the tools available Transparenc ity
Review author
the dean who shall make the final determination. In evaluating
as posting ensure the desired
for both to them on campus or y; Rigor and
these applications, the committee should consider the return on
system are being achieved. These
results Web sites. This increased ongoing
investment to the college that might be anticipated. These modest
tools should will help underscore
accessibility be effective enough oversight;
awards are designed to assist faculty by providing training, travel,
the transparency that currentlysee
to incentivize their use. (Also startup &
and other resources needed to move forward, as outlined in their
characterizes the process.
#20) ongoing
Professional Plans. Colleges and schools shall develop their PTR
updates.
development fund from existing or new resources and shall begin
distributing funds by 2010.
37 Deficiencies in the annual Accountabilit Practice VPAAR Costs for Critical (APS on Post Tenure Review)
Page evaluation after the granting of y and and Policy; and faculty The Performance Improvement Agreement (PIA)
109 tenure should be documented and Transparenc Revise APS faculty incentives 1. Faculty who receive a "below expectations" summary rating as
salary and workload differentiation y; on Annual council; and the result of their annual performance evaluation must participate in
used to introduce meaningful Communicati Merit implement workload. developing and implementing a Performance Improvement
incentives and sanctions into the on-Internal; Adjustment ation by Agreement (PIA) designed to improve their performance. Faculty
process. (Also see #24) Rigor; s for deans and members who do not agree with the below expectations rating may
Continuous Faculty primary request a peer review of their annual performance record using the
Improvement units established primary unit process or a specific written process
developed by the unit for this purpose. Subsequently, faculty
members who believe the primary unit’s evaluation is mistaken may
appeal the rating through established grievance procedures in the
college/school. No action will be taken to begin a PIA until this
appeal process, if invoked, is completed. This appeal process
should be completed within six weeks or less from the date it is
initiated by the faculty member.
2. Working with the primary unit head or an appropriate committee
of the primary unit (as determined by primary unit policy), the faculty
member develops a PIA that includes specific goals, timelines, and
benchmarks that will be used to measure progress at periodic
intervals. Usually, PIAs will be established for one year. But, if
research deficiencies warrant longer, the PIA may be set up for two
years. The campus administration shall designate an advisor or
resource office to provide advice to the faculty member and to the
primary unit head/committee on best practices and models for PIAs
and appropriate benchmarks. The next annual merit evaluation
following the term of the PIA shall address whether the goals of the
PIA have been met.
28
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
37 The university’s laws, policies, and Communicati Practice VPAAR, HR in Important 3. If the goals of the PIA have been met, as evidenced in the next
Page 31
Page procedures for tenure and tenure- on -External; and Policy; Provosts, each annual merit evaluation, the faculty member continues in the current
109 related processes should be easily Communicati APS on VCACs departme five-year post-tenure review cycle.
Cont'd accessible to not only the on -Internal Tenure nt and IT, 4. If the goals of the PIA have not been met at the next annual merit
candidates for tenure but to the Accountabil time to evaluation, an extensive review process shall be initiated.
38 public in general by methods such
The university should establish a Accountabilit ity
Practice VPAAR, author Human Critical (Regent Policy 5-I)
Page as posting them on campus or
process that specifies a timeline y and and Policy; University and
resources
The Committee's review of dismissals for cause shall proceed as
111 systemactivities of all responsible
for the Web sites. This increased Transparenc Revise Counsel, ongoing
costs
accessibility will help underscore oversight; expeditiously as possible. Ordinarily, hearings shall be concluded
parties reviewing a dismissal for y; Regent and (Faculty,
the transparencythe goal that they and recommendations made to the president within 90 120 calendar
cause case with that currently Consistency; Law, Article Faculty startup &
Staff,
characterizes the process. days after referral to the dismissal for cause panel by the Committee
be completed in no more than six Efficiency 5.C; Revise Council. ongoingto
Legal)
updates. Chair.
months. Regent expedite
Policy 5-H process
and 5-I;
Revise
Faculty
Handbook
Sections on
Nonreappoi
ntment,
Termination
,
Suspension
, and
Dismissal
for Cause
39 The university should revise its Accountabilit New APS Faculty Human Critical Referred by ACTRP to a special Ad Hoc Committee on Faculty
Page policy on dismissal for cause to y and on Faculty Council in resources Conduct, which will develop a code of faculty conduct and formalize
111 define more clearly the behaviors Transparenc Conduct consultati costs for appropriate sanctions for faculty misconduct, including explicitly
that lead to removal from the y; on with faculty to those behaviors that lead to removal from the classroom.
classroom and processes leading Communicati University run peer
to dismissal for cause. on-External; Counsel. review
Rigor; process
Consistency;
Peer Review
29
Critical,
Change in Monetary
Important,
# RECOMMENDATION Category policy or Locus or HR Policy Language
or
practice? costs? Desirable?
Report
page #
1
40 The university’s laws, policies, and
The Regents should identify Communicati
Accountabilit Practice VPAAR,
Board of HR in
Human Important
Critical (APS on Program Review) The Board of Regents directed the
New institutional goals that are tenure-
Page 31 procedures for tenure and broad on -External;
y and and Policy; Provosts,
Regents each
resources faculty and administration to develop systematic procedures for
related processes guide the easily
and enduring, will should be Communicati
Transparenc APS on
Write into VCACs
with departme review of all colleges, schools, and academic units on the four
accessible to of campus, college,
development not only the on -Internal
y; Tenure
new APS faculty nt and IT, campuses within an established timetable which provides for review
and departmental goals, to
candidates for tenure butbe the Communicati Accountabil
on Tenure and time to of each unit once every five years where feasible, but at least once
public in general by methods such
incorporated into primary unit on-Internal; ity
Accountabil administra author every seven years.
criteria, and be on campus or
as posting themused to inform the Communicati ity; Revise tive and
Such review procedures are to be designed to identify strengths
system Web sites. This increased
hiring and reappointment on-External; APS on leadership ongoing
and weaknesses of academic programs and result in the
accessibility will help underscore
processes. Consistency; Implementa . oversight;
establishment of recommended alternatives for program
the transparency that currently Rigor; tion of startup &
development and modification, with the ultimate goal of promoting
characterizes the process. Continuous Regent ongoing
and maintaining high-quality academic programs that are
Improvement Policies on updates.
administered efficiently.
Tenure Such procedures are to address, where appropriate, the review of
the undergraduate curriculum, with the goal of providing students
with a broader exposure to a wide range of subject matters. The
Board of Regents is to receive periodic reports and
recommendations for action, where appropriate, based upon and
resulting from the reviews.
30
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