DEPARTMENT OF NEUROSCIENCE STATEMENT OF CRITERIA, STANDARDS AND

11/04/04 DEPARTMENT OF NEUROSCIENCE STATEMENT OF CRITERIA, STANDARDS AND PROCEDURES RELA TED TO APPOINTMENT, REAPPOINTMENT AND PROMOTION OF FACULTY PART A. CRITERIA AND STANDARDS Section I. Faculty in Tenurable Ranks Section 2. Faculty in Non-tenurable Ranks Section 3. Secondary Appointments Page 1 Page 4 Page 7 PART B. PROCEDURES FOR APPOINTMENT REAPPOINTMENT & PROMOTION Section 1. Appointments Section 2. Reappointment and Promotion APPENDIX I. APPENDIX II. Annual Review of Untenured Faculty Evaluation of Teaching............................................ Page 8 Page 10 Page 12 Page 14 Page 15 APPENDIX III. Emeritus Faculty 11/04/04 PART A. CRITERIA AND STANDARDS Section 1. Faculty in Tenurable Ranks The Department of Neuroscience adopts the following criteria and standards to be used in recommending appointment, reappointment and promotion of its regular, tenurable faculty. Tenurable ranks are Professor, Associate Professor and Assistant Professor. ]n this section, the terms "faculty" and "faculty member" refer to individuals in tenurable positions who have a primary appointment in the Department. These faculty, and they alone, constitute the voting faculty of the Department. A. General Faculty Responsibilities. Certain expectations apply to all faculty in tenurable positions, regardless of rank, and provide baseline criteria in any decision to offer an appointment, to reapppoint or to promote. ]. Each faculty member shall normally have a significant teaching role in the Department. This educational responsibility may include regular contribution to lectures, discussion groups and laboratory exercises in formal courses; research-related seminars and electives; and guidance of graduate dissertation research and undergraduate research projects. Teaching duties also include academic advising of undergraduates, graduate and professional students. 2. Faculty are expected to devote a significant portion of their time to research in their academic or professional fields. This shall include not only implementation of an active research program but also participation in efforts toward the acquisition of research funds and publication in recognized academic journals. 3. Faculty are expected to participate in the governance of the Department through attendance at faculty meetings, service on departmental committees and, from time to time, the assumption of other ancillary duties as requested by the Chair. At the request of appropriate academic authorities, faculty shall also participate in the activities of councils and committees of the University and the Division of Biology and Medicine. 4. Faculty are expected to foster in the Department a working environment in which students, staff and other faculty can meet their responsibilities and perform their functions effectively. B. Rank-specific Standards and Criteria (See PART B for related procedures) Minimal standards for appointment, reappointment and promotion in the various tenurable ranks are as follows, but in themselves are not necessarily sufficient for each rank. Final recommendations for appointment, reappointment or promotion depend on the degree of excellence with which these standards are met and the promise of sustained performance as determined by the Department and relevant University bodies. J 1/04/04 1. Assistant Professor. Holders of this rank must have the M.D., Ph.D. or equivalent degree and postdoctoral experience in research and/or teaching or the equivalent. They must have demonstrated the ability to conduct independent scholarly research and should give evidence of a capacity to teach effectively. The first appointment at this rank is normally for three years. This period is primarily an opportunity for appointees to demonstrate their ability to function as independent investigators and effective teachers. During this first appointment period individuals are expected to . . . . . complete the publication of any research done prior to the current appointment vigorously pursue external research funding from foundations and/or government agenCIeS irutiate a research program at Brown by developing a functioning laboratory or by assembling the resources and collaborations required for productive theoretical work develop research results suitable for eventual publication in peer-reviewed journals demonstrate effectiveness as a teacher/mentor as evidenced by course and teaching evaluations and assessment by senior faculty WillIe productive collaboration with established investigators at Brown or elsewhere is not discouraged, it does not replace the Assistant Professor's obligation to demonstrate that he or she can function independently. These aspects of an Assistant Professor's performance constitute sigruficant indicators of potential for eventual successful tenure review. Individuals may be recommended for reappointment as Assistant Professor for terms of varying length, based on the Department's assessment of performance with respect to the General Faculty Responsibilities and the expectations just noted. Four-year reappointments are reserved for those individuals who, during their irutial appointment period, have met these expectations satisfactorily and have given evidence of potentially qualifying for tenure. If the Department harbors concerns about the individual's prospects for tenure and/or their capacity to discharge their General Faculty Responsibilities, the reappointment may be for two years, with the possibility of an additional appointment depending on the Department's assessment of the individual's progress. The Department may also recommend that an individual not be reappointed ifthere is compelling evidence that General Faculty Responsibilities are not being met and that advancement to tenured rank is unJikely. University policy provides that an individual may serve no longer than seven years in the rank of Assistant Professor. Time spent on research leave by Assistant Professors will normally count as part of this seven-year probationary period. (Research leave is any leave, with or without pay, except medical, parental or leaves for personal reasons.) However, an Assistant Professor may petition the Department Chair to exclude some or all of the period of research leave from the seven-year period. 2 11/04/04 2. Associate Professor. Holders of this rank must have the M.D. or Ph.D. degree or equivalent, must have demonstrated ability as a teacher, and must have received national recognition for excellence in scholarship. When evaluating candidates for the rank of Associate Professor with tenure the Department will make its recommendation based on the following criteria and in accordance with expectations noted in Section IA. Appointments to the rank of Associate Professor without tenure will be bsed on these same criteria and such individuals will have the general faculty responsibilities of Section IA. a. Contributions as a teacher. I. Demonstrated effectiveness as a teacher in formal courses as assessed by the Department's evaluation procedures in cases of promotion, or by letters of reference and, if available, formal institutional evaluations in cases of appointment of an external candidate. (See Appendix II). 2. Responsible participation in the academic advising of undergraduate students, guidance of undergraduate independent study or research projects, or other activities that relate directly to the educational mission of the Department. 3. Effectiveness as a mentor of graduate students and postdoctoral fellows. b. Contributions as a scientist. I. Substantial publications in peer-reviewed journals beyond those papers derived from the M.D. or Ph.D. thesis work. Papers that are accepted or in press are considered to be published for purposes of this assessment. Publication of books, review articles or invited papers shall also constitute important evidence of scholarly productivity. 2. An established program of research with reasonable assurance of continuity and productivity. The key evidence for this is the procurement of external financial support of sufficient duration and amount to carry out a substantial research plan. 3. Letters of support from outstanding scientists in the field indicating a national reputation for excellence in scholarship. As a rule, letters will be solicited from twelve individuals of whom six will be selected by the candidate and six by the Department. For each person from whom a letter is solicited, the Department will furnish the dossier with a short written rationale for the individual's selection and a description of any relationship that the individual might have with the candidate. Letters from doctoral and postdoctoral advisors may be included if they are likely to speak usefully to the development of the candidate as an investigator and teacher or to provide other information deemed important by the Department in a particular case. Similarly, letters may be solicited from individuals who have wrinen in the past in support of the candidate. While recognizing the problems potentially inherent in such repeated letters of reference, the Department holds that the overriding consideration is to obtain an 3 ] 1/04/04 informed appraisal of the candidate's stature in the field and the number of individuals who can provide such appraisals may be limited. The identities of those from whom letters are to be solicited will be made known to the candidate, who may register in writing an objection to one or more of these individuals. This written objection will become part of the dossier. The Department will take such objections into consideration, but is not obligated to alter the list of referees. If a contested reference is retained, the Department will indicate the reasons for this in the dossier. 4. Professional service to the outside scientific community as judged, for example, by editorial and referee service for scientific journals, service as an officer in professional societies, and service as external examiner on thesis committees at other institutions. 5. Invitations to present research at scientific meetings and outside institutions. c. Service to the University shall be demonstrated by participation in Department, Division, or University committees. In general, research and teaching qualification are considered equally important factors in decisions related to hiring, reappointment and promotion. Professional service to the University and the outside scientific community is a normal and expected component of any faculty member's activities, but, barring exceptional circumstances, shall be a criterion of secondary importance in judging reappointments and promotions. 3. Professor. Holders of this rank must have the M.D. or Ph.D. degree or equivalent, must have demonstrated ability as a teacher and must have received international recognition among the professional community for excellence in scholarship. The Department of Neuroscience applies to candidates for the rank of Professor the same kinds of standards and criteria as those applicable during tenure review, with the difference that candidates for this senior rank must manifest professional and scholarly growth beyond the level at which tenure was or might ordinarily be granted. The candidate's record should warrant an expectation of continued contributions to the academic mission of the Department. Candidates for appointment or promotion to Professor will have demonstrated sustained excellence and productivity in scholarship, high standards in their teaching, and, in the case of promotion from within the departmental faculty, satisfactory discharge of the General Faculty Responsibilities and provision of a level and quality of service to the Department and University consonant with their senior rank. 4 ] ] /04/04 Section II. Faculty in Non-tenurable A. General Ranks. 1. Of non-tenurable ranks, as defined in the Faculty Rules and the Handbook of Academic Administration, the Department of Neuroscience is principally concerned with the categories of Preceptor, Visiting faculty, Adjunct faculty and Research faculty. 2. Appointment and reappointment to ranks that are not tenurable will be based on the Department's recognition of a need for the appointment, the availability of resources to support the appointment and the Department's assessment of the individual's capacity to carry out the duties of the position. 3. With the exception of temporary appointments required to meet the teaching obligations of the Department, individuals appointed to non-tenurable positions will ordinarily be associated with the research program of a member of the faculty having a primary appointment in the Department. B. Specific Standards and Criteria (See PART B for related procedures) 1. Preceptor. Appointment in the rank of Preceptor may be offered to individuals with a masters or doctoral degree and with experience that equips them to assist the faculty in the implementation of departmental courses; organize and lead laboratory sessions; lead sections in lecture courses; supervise graduate and undergraduate teaching assistants; and carry out maintenance and administrative duties required by the teaching laboratories. Preceptor appointments are renewable, term appointments. 2. Lecturers Lecturers are individuals with appropriate professional qualifications who are appointed to teach one or more courses or to carry out other academic responsibilities which are appropriately assigned to regular members of the department faculty, but who are not expected to fulfill the requirements of scholarly research that are expected of faculty who hold professorial rank. Initial appointments may be for one, two, or three years, and may be renewed for fixed terms of no more than three years, so long as the needs of the department and the quality of performance warrant such appointment. 3. Senior Lecturers Senior Lecturers have the same responsibilities as those defined for lecturers (see above), except that individuals are eligi ble for promotion to this rank only after the second of consecutive three year appointment as lecturer, or after a total of six years of appointment in rank. Reappointments at this rank may be for periods of up to six years provided enrollment figures warrant such long-term reappointments. 5 J 1/04/04 4. Visiting Faculty. Individuals on leave from other institutions or with no permanent affiliation elsewhere may receive appointments as Visiting Faculty. Such appointments may also be qualified as (Research). Rank will be the same as that of the home institution or will be determined by the criteria applied to Brown faculty. Visiting appointments are generally not renewable beyond the initial term of appointment. 5. Adjunct Faculty. Adjunct faculty are persons who are currently employed elsewhere, or who, if holding full-time administrative positions at Brown (but with no concurrent faculty positions at Brown) are appointed to meet a specific department need, which is consonant with faculty responsibility. Such responsibilities may include, but are not limited to, the teaching of a specific course or seminar, serving as a reader on a dissertation, or as advisor on a research program. Rank will be determined by the experience and qualifications of the individual. The terms of adjunct appointments will typically coincide with the projects with which they are involved. 6. Research Faculty. Certain categories of appointment are reserved for individuals who devote their primary efforts to research, the area of research having been identified by the Department as being integral to its mission. Such individuals are referred to in this section as research faculty and are said to hold research appointments. Research faculty may also be designated as Visiting or Adjunct, as appropriate. Such individuals will normally be associated formally with a regular faculty member in the tenure track, called here the faculty sponsor. Research faculty are expected to meet the General Faculty Responsibilities described earlier in this document, with the exception that teaching and service obligations are significantly less than those of faculty in tenurable positions. Research faculty appointments are restricted to the ranks of Investigator, Assistant Professor (Research), Associate Professor (Research) and Professor (Research). The rank of Investigator is reserved to those individuals who have completed doctoral training but whose lack of postdoctoral research experience precludes immediate appointment, but not eventual promotion, to the rank of Assistant Professor (Research). Individuals appointed to research faculty positions are expected to be able to initiate independent research and will have qualifications that are not distinguishable from those of faculty who hold tenurable rank at the corresponding level. Although individuals in these positions may occasionally teach, such teaching will not be part of their continuing responsibility and will in no case be more than 50% of their effort. Such teaching will normally take the form of training and mentoring graduate students and the direction of undergraduate students in laboratory projects. Salaries and start-up funds for research faculty are not provided by the Department but are derived from external sources in the form of research grants, contracts and so forth. Research faculty are not eligible for sabbatical leave supported by University resources. Continuation of a research appointment is contingent upon the availability of salary support from external, i.e. non-University, resources such as grants and contracts. Access to research facilities for research faculty is contingent upon the continued presence of the faculty sponsor in whose space the research faculty member normally works. 6 ] ] /04/04 Appointment at the rank of Investigator and Assistant Professor (Research) is normally for two years, renewable. Appointment and reappointment at the rank of Associate Professor (Research) will normally be for three years, renewable, and at the rank of Professor (Research), five years, renewable. The Department may decline to recommend renewal of a research appointment at the request of the faculty sponsor. Holders of research appointments will normally be given twelve months' notice that their appointments will Dot be renewed. However, a recommendation to reappoint may be made at any time prior to the end of the current appointment. At the discretion of the Department, and with DOguarantee of salary or research support or continued access to research facilities, a terminal reappointment for one year may be recommended for research faculty of any rank following the expiration of a normal appointment period. Candidates for reappointment or promotion will be evaluated on the basis of their professional and scholarly growth beyond the level attained at the time of their most recent appointment. In the case of reappointment, candidates will be expected to continue to perform at the level of excellence in scholarship reached at the time of the initial appointment and to demonstrate distinguished contributions to their research field. Individuals with research appointments are expected to have publication records which ordinarily exceed those of regular Brown faculty with equivalent rank, since research faculty have more limited teaching and service responsi bilities. 7 J 1/04/04 Section III. Secondary Appointments in the Department of Neuroscience. A. Faculty are recruited to membership in a particular department, called here the department of primary appointment, are carried on that department's roster and, if tenured, hold their tenure in that department. A secondary appointment in the Department of Neuroscience may be requested for an individual in another department for purposes of faculty development or by an individual faculty member in another department who wishes to participate more formally in activities of the Department of Neuroscience. Faculty with secondary appointments are not voting members and cannot be tenured in the Department of Neuroscience. Faculty with secondary appointment in the Department of Neuroscience are expected to: ]. Maintain an active program of scholarship, with a record of publication in peer reviewed journals of high professional quality. This performance should be comparable to that expected of faculty of the same academic rank holding a primary appointment in the Department of Neuroscience. 2. In the case of Professors and Associate Professors, maintain a consistent record of obtaining external funding as principal investigator for scholarly activities. In the case of Assistant Professors, obtain external funding as principal investigator for scholarly activities within three years of the joint appointment. 3. Participate in regularly scheduled educational activities for undergraduate, graduate or medical students including advising, ceremonies, etc. 4. Teach alone or in collaboration with others at least one course in neuroscience suitable for undergraduate, graduate or medical students every other year. Evaluations relating to this teaching role are to be included in the faculty member's dossier at the time of reappointment or promotion. It is the responsibility of the faculty member to provide this information to the Department of Neuroscience. 5. Provide the Department of Neuroscience with an annual summary of progress in the areas of teaching, research and other activities related to the secondary appointment. 6. Participate actively in the colloquium series and faculty meetings of the Department of Neuroscience. B. Administrative Policies ]. Primary and secondary appointments must be at the same faculty rank. 2. All administrative actions concerning salary, space, reappointment, promotion and sabbatical leave related to an individual holding a secondary appointment in the Department of of Neuroscience are initiated and processed in thedepartment theprimaryappointment.As 8 I 1/04/04 necessary, the department of primary appointment will coordinate these actions with the Department Administrator of the Department of Neuroscience. 3. The Department of Neuroscience must concur in writing with decisions to reappoint or promote an individual with a secondary appointment in the Department. If such concurrence cannot be obtained, the secondary appointment will be terminated. 4. After consultation among all parties involved the secondary appointment may be terminated by the appointee, the department of primary appointment or, by a majority of its voting faculty, the Department of Neuroscience. PART B. DEPARTMENTAL PROCEDURES FOR APPOINTMENT, REAPPOINTMENT AND PROMOTION. Section 1. Appointments. A. Tenurable Ranks. Recommendations for primary appointments to tenurable faculty ranks are developed by an ad-hoc Search Committee appointed by the Chair of the Department. The Chair of the Department may elect to serve as chair of the Search Committee or may appoint another faculty member to do so. Tenurable faculty of any rank may serve on a Search Committee, although a majority of the members should be of senior rank (Associate Professor or Professor). The Search Committee will conduct a search according to procedures defined in the Handbook of Academic Administration and the Faculty Rules. The Search Committee will present its recommendation to the voting faculty of the department at a faculty meeting prior to which the dossiers of the candidates on the short list have been made available to the voting faculty. The report of the Search Committee shall be in writing and shall record the vote taken by the Committee on the finalist candidates. After due discussion and by majority vote, the voting faculty will accept, reject or amend the recommendation of the Search Committee. Members of the Search Committee may participate in this vote. Faculty may vote by written absentee ballot, provided that they have had an opportunity to examine the dossier of the candidate for appointment. Two-thirds of the voting faculty, rounded down to a whole number, will constitute a quorum. For purposes of determining a quorum, faculty voting by written, absentee ballot will be counted as in attendance. Recommendations for appointment at the rank of Assistant Professor will be reviewed by the Dean of Medicine and Biological Sciences, the Dean of the Faculty and the Affirmative Action Monitoring Committee (AAMC). Recommendations for appointment at the ranks of Associate Professor and Professor will be reviewed by the Dean of Medicine and Biological Sciences, the Dean of the Faculty, the AAMC and the Committee on Faculty Reappointments and Tenure (CONFRA T). 9 11/04/04 B. Research positions Appointments as Investigator, Assistant Professor (Research), Associate Professor (Research) or Professor (Research) will by made only if external sources of salary and research support are available and if a sponsor in the Departmental faculty guarantees the availability of research space for the period of appointment. When the need for such a position has been established and the resources to support it identified, the Department will conduct a search, as for a tenurable position, unless a specific individual has been identified as a candidate for a pre-select appointment. Such individuals may already hold appointments in the Department as Postdoctoral Research Fellows or Postdoctoral Research Associates or may be members of a research team brought to the University in connection with a senior tenurable appointment. In these cases a pre-select procedure will be conducted in accordance with the policies stated in the Handbook of Academic Administration and the Faculty Rules. When a pre-select process is initiated the Department's Appointment and Promotions Committee (see below) will assemble a dossier for the candidate. In the case of application for appointment as Investigator or Assistant Professor (Research) this will include the following: A letter from the candidate requesting the appointment A letter of nomination from the applicant's faculty sponsor Three letters of reference from individuals selected by the applicant A curriculum vitae A statement of the applicant's research interest and career plans Copies of no more than fi ve of the appl icant' s most significant recent publications. The candidate will make a formal research presentation to the Department and may be interviewed by members of the faculty, who will submit written appraisals to the Appointment and Promotions Committee. The Committee will make a formal recommendation to the voting faculty of the Department who will act on it following the procedure described above for regular searches. Recommendations for pre-select appointments to Associate Professor (Research) and Professor (Research) will be processed similarly, except that the dossier will also include at least 5 letters of reference from individuals selected by the Department who can comment knowledgeably on the applicant's reputation in and contribution to his or her field. C. Lecturer to Senior Lecturer Academic units must have on file with the Dean of the Faculty an approved set of standards and criteria for promotion to the rank of Senior Lecturer, if this is appropriate in their case. (See Chapter 11.) Such a promotion requires review by the Committee on faculty Reappointmentand Tenure, and the department in presenting its candidate for 10 11/04/04 promotion shall have arrived at such a recommendation only after a full review of the relevant dossier (including letters from referees outside the University), and after a vote taken at a duly called meeting of the faculty of the department, at which a quorum is present. The timing and procedures should be consistent with those followed for promotion from the rank of Assistant Professor to Associate Professor. D. Secondary appointments. Requests for secondary appointments are made in writing to the Chair of the Department of Neuroscience by the chair of the department of primary appointment. The Chair will present the credentials of the applicant to the faculty. A secondary appointment must be approved by a majority of the voting faculty of the Department. This approval may be obtained in writing or at a convened meeting of the faculty. E. Visiting and Adjunct Appointments. Requests for Visiting and Adjunct appointments are made through the Chair of the Department of Neuroscience. The Chair will present the credentials of the applicant to the faculty. A Visiting or Adjunct appointment must be approved by a majority of the voting faculty of the Department. This approval may be obtained in writing or at a convened meeting of the faculty. Part B - Section 2. Reappointment and Promotion A. General All recommendations for reappointment and promotion of individuals holding faculty appointments, whether tenurable or non-tenurable, are processed by the Appointment and Promotions Committee of the Department in accordance with the procedures and guidelines published in the Handbook of Academic Administration and the Faculty Rules. (This Committee will also coordinate pre-select processes for research appointments, as described in Part B, Section 1 above). The Appointment and Promotions Committee is composed of at least three tenured Professors appointed by the Chair and charged with assembling the dossiers of candidates for reappointment and promotion, providing a first level of review of these dossiers and recommending for or against the reappointment or promotion. This recommendation shall be accompanied by a written appraisal of the candidate's credentials that discusses the basis for the particular recommendation and records the vote of the Appointment and Promotions Committee. B. Reappointments The Appointment and Promotions Committee will present its recommendations for all reappointments at a meeting of the tenured voting faculty of the Department. At least one week before the meeting, the Committee will make available in the Department's office the 11 I I/04/04 dossier of the candidate for reappointment. Faculty may vote by written absentee ballot, provided that they have had an opportunity to examine the dossier of the candidate for promotion. The Department will make a reasonable and good-faith effort to provide this opportunity. Two-thirds of the tenured voting faculty, rounded down to a whole number, will constitute a quorum. For purposes of determining a quorum, faculty voting by absentee ballot will be counted as in attendance. Tenured faculty at any rank are eligible to vote on reappointment of research faculty at any rank. Reappointment requires a positive majority vote by a quorum of tenured faculty. The minutes of this meeting will record the vote of the faculty. 12 11/04/04 C Promotions The Appointment and Promotions Committee will present its recommendations for all promotions at a meeting of the eligible voting faculty of the Department. At least one week before the meeting, the Committee will make available in the Department's office the dossier of the candidate for promotion. Professors are eligible to vote on all promotions. Associate Professors are eligible to vote on promotions from Assistant to Associate Professor. Eligible faculty may vote by absentee ballot, provided that they have had an opportunity to examine the dossier of the candidate for promotion. The Department will make a reasonable and goodfaith effort to provide this opportunity. Two-thirds of the eligible voting faculty, rounded down to a whole number, will constitute a quorum for such meetings. For purposes of determining a quorum, faculty voting by absentee ballot will be counted as in attendance. Promotion requires a positive majority vote by a quorum of eligible faculty. The minutes of this meeting will record the vote of the eligible faculty. 13 11/04/04 Appendix I Annual Review of Untenured Faculty A. Faculty in Tenurable Ranks I. Formal departmental review of untenured faculty in tenurable ranks will take place annually, but in some years it may coincide with the procedures for the academic unit's recommendation for the reappointment, promotion or tenure. In these years the review will be conducted in time to meet University deadlines for the submission of these recommendations. 2. The annual review of each untenured faculty member shall be directed by the Chair of the department. The Chair shall establish and maintain a dossier for each such faculty member containing copies of: Official appointment and salary letters Annual reviews An annually revised curriculum vitae Copies of his/her scholarly publications Material on teaching performance (a record of courses taught, teaching evaluations, curriculum development and advising). 3. The untenured faculty member and the Chair will be responsible for submitting material for this dossier, so that it contains up-to-date material on teaching (including courses taught, student evaluations from courses and tabulations, summary material on undergraduate and graduate advising), scholarly work and service to the University. 4. The annual review of each untenured faculty member will be conducted at a meeting of the tenured faculty, where the contents (except for salary letters) of the untenured faculty member's dossier will be reviewed and his/her performance evaluated with respect to the General Responsibilities of the Faculty defined in Part A, Section lA of this document and those criteria and standards that apply to the faculty member's rank. In its review the tenured faculty will make a provisional assessment of the untenured faculty member's progress toward candidacy for tenure. Following the meeting, a summary of the review in draft form will be circulated among the faculty who participated in the review to ensure that it accurately reflects consensus and disagreement. This report shall include a commentary on the individual's scholarship, teaching and service, and any additional matters of concern that are related to the expected performance of the untenured faculty member. From this will be prepared the Departmental Annual Review for the untenured faculty member, which will constitute the official record of the performance review for the current academic year. 5. The Chair will meet with the untenured faculty member who will be given a copy of his or her Departmental Annual Review. At this meeting the Chair will discuss the progress of the untenured faculty member and any problems that have been identified in the course of the review. The untenured faculty member of the Department may submit a written comment on the Departmental Annual Review, and such comments shall be placed in the Department file 14 11/04/04 of the untenured faculty member. Lack of response by the untenured individual shall not be construed as total agreement with the Departmental Annual Review. 6. By May] 5th of each year the Chair will send to the Faculty Personnel Office a notice that the annual reviews of the untenured members of the Department have taken place. Copies of the Departmental Annual Reviews will be attached. 7. The Departmental Annual Reviews of untenured faculty will be sent to CONFRA T to be reviewed with other promotion-related materials as part of the process of tenure review. B. Faculty in Non-tenurable Ranks Faculty in non-tenurable ranks will not receive formal departmental reviews on an annual basis as do untenured faculty in tenurable ranks. The progress and performance of Preceptors and research faculty will be reviewed each year for purposes of salary determination by the Chair of the Department and, in the case of research faculty, by the faculty sponsor. At this time it is incumbent on the faculty sponsor to provide the research faculty member with a written evaluation of his or her performance. A copy of this evaluation will be deposited with the Department files. 15 11/04/04 Appendix II. Evaluation of Teaching Demonstrated high quality of teaching is one of the requirements for reappointment, promotion and tenure of faculty in tenurable positions. The following areas are considered especially important in the evaluation of teaching: 1. 2. 3. 4. 5. 6. 7. Organization and preparation of material. Ability to present ideas clearly. Command of the subject matter. Enthusiasm for the subject being taught. Ability to stimulate intellectual curiosity and independent thinking. Willingness to present or entertain differing opinions. Ability to integrate various aspects of a course (e.g. readings, lectures, labs, discussions). The teaching performance of our faculty and the quality of the courses they teach are to be evaluated routinely by questionnaires completed by the students in each course. These forms will be distributed to students in the course at a time when all students are expected to be in attendance. They will be collected by the instructor or his/her designate and returned to the Chair of the Department of Neuroscience, who will arrange for the tabulation of the responses and then make all information available to the instructor concerned. Instructors shall have the opportunity to submit \-vrittencomments on their evaluations to the Chair. For purposes of reappointment and promotion, the Chair will also solicit appraisals from senior faculty who have had occasion to observe the candidate in a teaching role. A tenured faculty member will periodically visit the classes of untenured faculty in tenurable rank to provide this evaluation. 16 11/04/04 Appendix III. Emeritus Faculty 1. Faculty granted the status of Emeritus are not voting members of the Department, although they may hold voting rights in the University faculty, as specified in the Faculty Rules. 2. Emeritus faculty who have no continuing duties in the Department are expected to vacate their office and laboratory space promptly upon retirement. It is incumbent upon faculty approaching retirement to provide reasonable notification in writing to the Department Chair of their intention to retire and to make appropriate plans for relinquishing their space. The Department will undertake to forward mail and telephone calls for a reasonable period of time. 3. The Department may make arrangements with Emeritus faculty to continue in some role in the Department which may involve teaching, research, advising or administration. In these cases, the Department will undertake to provide access to space and other resources required by the Emeritus faculty's duties. Such arrangements are made at the discretion of the Department, the Division of Biology and Medicine or University Administration and are for specified terms. 17 11/04/04 I have received a copy and read the STATEMENT OF CRITERIA, STANDARDS AND PROCEDURES RELATED TO APPOINTMENT, REAPPOINTMENT AND PROMOTION OF FACULTY of the Department of Neuroscience. Faculty member Date 18