Lawriter - OAC - 3349-3-21 Appendix b: college of pharmacy procedures for the appointment, promotion, tenure, and evaluation of tenure-track faculty.

3349-3-21 Appendix b: college of pharmacy procedures for the appointment, promotion, tenure, and evaluation of tenure-track faculty.

(A) Definitions

(1) "Board Certification". Certification received by a pharmacist who has passed the certification and applicable mandatory recertification examinations of the board of pharmaceutical specialties.

(2) "University Tenure and Promotions Committee". The university tenure and promotions committee is appointed by the dean to consider tenure and/or promotion and make recommendations to the dean.

(3) "Core Faculty". All full-time faculty whether tenured, tenure track or non-tenure track and those other faculty who make a substantive contribution to the university. The dean of a university has the discretion to designate other faculty as core faculty to promote the purposes of the university.

(4) "Curriculum Vitae (CV)". The curriculum vitae is one of the documents submitted by the candidate for consideration by external evaluators. Suggested items include information on teaching, research and scholarly pursuits, academic and public service, and pharmacy/practice patient care.

(5) "Days". Days as used in this document are working days.

(6) "Department Tenure and Promotions Committee". The department tenure and promotions committee is appointed by the department chair to consider tenure and/or promotion and make recommendations to the department chair.

(7) "Dossier". The dossier is a file containing the documents submitted for consideration for promotion and/or for tenure. The dossier must include a current and complete curriculum vitae, a self-reflective narrative evaluation of performance and accomplishments during the probationary period for tenure or since achieving current rank, and any other materials deemed appropriate as evidence that the criteria for tenure or promotion have been met. A dossier must be submitted in one complete hard copy and in electronic format (secure and sequential pdf files).

(8) "Evaluation Year". The evaluation year is the final year of the probationary period.

(9) "External Evaluator". An external evaluator is an individual who is external to the university and is qualified to assess the candidate's scholarly achievements and reputation.

(10) "Letter of Appointment". The letter of appointment is a document initiated by the university that sets forth the conditions of employment. Any previous experience to be counted toward a faculty member's probationary time period may be negotiated prior to appointment and will be documented in the letter of appointment. Any modifications to the letter must be in writing and agreed to by the university and the faculty member.

(11) "Notice of Non-Reappointment". A notice of non-reappointment is a written notification by the dean that the university intends to terminate a faculty member's appointment at a specified time. Notice of non-reappointment will be given by March fifteenth. During the first year of service, the last day of service will be June thirtieth of the calendar year in which the notice is given. After one or more years of service, the last day of service will be June thirtieth of the next calendar year.

(12) "Probationary Period". The probationary period is the initial period of tenure-track employment during which a faculty member must demonstrate that he/she is capable of performing the required duties of the position. The probationary period lasts from the date of the initial tenure-track appointment to the date of the award of tenure or notice of non-reappointment.

(13) "Tenure". Tenure is the commitment of a university to a faculty member for continuous and ongoing faculty appointment that provides protection against involuntary suspension, discharge or termination except for financial exigency or cause as subject to applicable definitions and procedures contained within the faculty rules and appendices. Tenure ceases upon the faculty member's voluntary termination, retirement or death.

(14) "Tenure-Track Position". A tenure-track position is a full-time faculty appointment that includes the eligibility to apply for tenure.

(B) Academic ranks

(1) Appointment to the faculty is a privilege, not a right. The following academic ranks have been established for tenure-track faculty:

(a) Professor

(b) Associate professor

(c) Assistant professor

(2) "Research Faculty". Tenure track research appointments are for persons whose contributions to the university are primarily investigational. They will be evaluated and promoted primarily on that basis. The prefix "research" may be added to the rank.

(C) Titles of distinction1

(1) Retired

(a) A faculty member may be eligible for "retired status" if they:

(i) formally retire after continuous and dedicated service to the university of pharmacy:

(ii) will not continue to be involved in the university's educational, scholarship, or service programs: and three) will no longer be engaged in the active practice of pharmacy.

(b) A faculty member may request, in writing, through the appropriate department chair the addition of a retired designation to the faculty rank held at the time of retirement. Recommendations will be forwarded to the dean.

(c) The dean, through the support of the office of faculty affairs, will act on the recommendation and, if positive, will notify the faculty member that the designation (retired) may be added following the faculty title at the time of retirement, example, professor of pharmacy practice (retired). Faculty who are awarded retired status are not subject to the formal reappointment review process.

(2) Emeritus

(a) Policy statement (board of trustees rule)

(i) "Emeritus" status recognizes university faculty and professional senior administrative staff who have provided meritorious service to the university and have retired. The university recognizes the potential of emeritus faculty and senior administrators as a continuing valuable resource and is committed to fostering an active ongoing relationship with them through an extended academic appointment.

(ii) A candidate for emeritus status will have demonstrated leadership and wisdom, will have given dedicated and distinguished service to the university for a minimum of ten years and, for faculty, have attained the rank of associate professor. Exceptions to the ten years and associate professor requirements can be made by the dean, president, or chair of the board of trustees for an individual who has made an outstanding contribution to the university during a briefer period of service or holds a rank below associate professor.

(iii) Where possible, an emeritus faculty member would continue to contribute to the university community as appropriate.

(b) Procedures for nomination and selection

(i) The award of emeritus status is meritorious and thus expected to be limited in number.

(ii) A candidate may be nominated by his/her department chair, dean, president or chair of the board of trustees (as noted below).

(a) Faculty are nominated by the department chair after discussion with the dean. The dean must approve faculty nominations.

(b) A department chair or associate dean will be nominated by the dean.

(c) A dean or professional senior administrative staff will be nominated by the president.

(d) The president will be nominated by the board of trustees chair.

(iii) Except in the case of a board of trustees' nomination, the nominator must submit a current curriculum vitae for the nominee and a letter of recommendation supporting:

(a) The nominees qualifications in meeting the minimum criteria; and

(b) Three supporting letters of reference from other constituents, obtained by the nominator.

(iv) The completed nomination packet (including any and all letters) should be forwarded (electronically) to the office of faculty affairs.

(v) Faculty affairs will confirm that the materials are complete and will present the materials to the president.

(vi) The dean may choose to interview the faculty candidates and must approve faculty candidates before submission.

(vii) The designation of emeritus status is recommended by the president or board of trustees' chair and awarded by formal resolution of the board of trustees.

(viii) The candidate will be notified of the board of trustees' approval and will be provided a copy of the board of trustees' resolution.

(c) Benefits and privileges

(i) Individuals with emeritus status are expected to comply with all the policies, regulations and rules as stated in the appropriate university handbooks.

(ii) Contact the office of faculty affairs for a complete listing.

(3) Honorary

(a) The title "Honorary" is a non-salaried designation of distinction conferred by the board of trustees upon an individual who has contributed significantly to the mission of the university. Honorary titles may also be conferred upon individuals known nationally or internationally who have made significant contributions to his/her discipline.

(b) The rank conferred would be preceded by the title "Honorary".

(c) Recommendations for the award of honorary status may originate with the departmental chair, dean, or the president.

(d) If the president concurs with the recommendation, it will be forwarded to the board of trustees for consideration.

(4) Utilization of university resources by a faculty member holding a title of distinction will be individually determined by the department chair with the concurrence of the dean.

(D) Appointment and promotion

(1) Appointment

(a) Appointment may be with or without tenure. Appointments with tenure are appointments for which the probationary period has been waived and tenure commences at the time of initial appointment. Prior tenure status does not dictate or predicate the decision of the university tenure and promotion committee to award tenure in the college of pharmacy.

(b) An appointment is made with the expectation that it will continue until notice is given that it will terminate by either the faculty member or the college of pharmacy in accordance with the university faculty rules, college of pharmacy appendices, and other applicable policies and procedures.

(2) "Promotion". Promotion is a decision that is independent of the awarding of tenure except in the case of an assistant professor who, when reviewed for and awarded tenure, is simultaneously promoted to associate professor. The rank of professor is awarded in recognition of the faculty member's outstanding contributions to his/her profession and the college of pharmacy.

(E) Basic principles of tenure

(1) The conferral of tenure is a commitment of the resources of a given university. Tenure assists a respective university in attracting and retaining faculty of high quality. Documented evidence is needed of a faculty member's professional excellence in teaching, research and scholarly activities, and academic/public professional/clinical service; and demonstrated professional dedication and outstanding ability to substantiate the potential for future contributions justifying the degree of permanence afforded by the award of tenure.

(2) The tenure policy and review procedures are based on the following:

(a) Tenure may be awarded only to a full-time, salaried faculty member with a tenure-track appointment. Any time accrued under non-tenure-track appointments will not count toward tenure or any probationary period. Tenure may be awarded at the time of initial appointment or after the successful completion of the probationary period.

(b) Tenure is a privilege not a right.

(c) Tenure shall not be awarded unless, after rigorous review, the faculty member has been found to meet the standards described herein.

(d) If tenure is not awarded in the evaluation year, a faculty member shall be given a terminal notice of non-reappointment.

(F) Structure and function of the department of tenure and promotions development committee

(1) Purpose

The purpose is to establish an individual mentoring program for a probationary faculty member and to evaluate and provide ongoing recommendations concerning academic and professional development during the probationary period.

(2) Composition

(a) This ad hoc committee will be composed of at least three qualified tenured faculty appointed by the probationary faculty member's department chair. It may include faculty from outside the probationary faculty member's department but may not include the faculty member's department chair.

(b) A separate tenure and promotions development committee will be appointed for each probationary faculty member.

(3) Meetings

(a) The committee will meet at least annually with the probationary faculty member. To the extent that it is feasible, this meeting should occur at a time to allow input for the annual review.

(b) The committee will be chaired by a member selected by the department chair.

(4) Reports

(a) The committee chair will provide an annual written report on the academic and professional development of the probationary faculty member to the department chair who will review it with the faculty member.

(b) The department chair will meet with the faculty member and provide a copy of the annual written report to the faculty member along with his/her evaluation of the faculty member.

(c) A summary of these reports will be forwarded by the department chair to the chair of the tenure and promotions committee at the time the faculty member makes application for tenure.

(G) Structure and function of the department tenure and promotions committee

(1) Composition and chair

(a) The committee consists of five qualified tenured faculty members appointed by the department chair.

It may include faculty from outside the probationary faculty member's department but may not include the faculty member's department chair. While it is preferable to draw all committee members from the university's faculty, the department chair may, in his/her discretion appoint qualified tenured faculty from outside the university. The chair shall be designated by the department chair.

(2) Responsibilities - the department tenure and promotions committee will evaluate the materials in light of the criteria for appointment and promotion and will take into account any special consideration regarding the role, responsibilities and assignments of the faculty member as outlined in the faculty member's letter of appointment and make recommendations to the department chair.

(a) Evaluation - the committee, during its evaluation, may:

(i) Interview the candidate;

(ii) Interview the department chair or other appropriate faculty members, after notifying the candidate;

(iii) Request any additional information pertinent to the evaluation; and/or

(iv) Seek confidential external advice as it deems necessary.

(b) Recommendations

(i) The dean will be notified of the recommendation and the number of votes for, against, and abstaining from the recommendation. The votes of individual members will not be reported.

(ii) The committee will transmit the recommendation and the reasons therefore to the dean and the department chair. The department chair shall promptly inform the candidate of the recommendation. In the case of denial of promotion, the candidate shall also be informed by the department chair of the right to appeal.

(H) Structure and function of the university tenure and promotions committee

(1) Composition and chair

(a) The committee is comprised of no fewer than seven faculty members appointed by the dean. It may include faculty from outside the probationary faculty member's department, but may not include the faculty member's department chair. While it is preferable to draw all committee members from the university's faculty, the dean may, in his/her discretion appoint qualified tenured faculty from outside the university.

(b) A duly constituted university search committee shall function as the department tenure and promotions committee for a candidate who is recruited through an appropriate search process.

(2) Responsibilities - the university tenure and promotions committee will evaluate the materials in light of the criteria for appointment and promotion and will take into account any special consideration regarding the role, responsibilities and assignments of the faculty member as outlined in the faculty member's letter of appointment and makes recommendations to the dean.

(a) Evaluation - the committee, during its evaluation, may:

(i) Interview the candidate;

(ii) Interview the department chair or other appropriate faculty members, after notifying the candidate;

(iii) Request any additional information pertinent to the evaluation; and

(iv) Seek confidential external advice as it deems necessary.

(b) Recommendations

(i) The dean will be notified of their commendation and the number of votes for, against and abstaining from the recommendation. The vote of individual members will not be reported.

(ii) The committee will transmit the recommendation and the reasons therefore to the dean. The dean shall promptly inform the candidate of the recommendation. In the case of denial of promotion, the candidate shall also be informed by the dean of the right to appeal.

(I) Eligibility for tenure or promotion

(1) Terminal degree

The candidate must hold an appropriate terminal degree. Exceptions can be made in particular cases, provided that such exceptions are justified by the candidate's department chair and approved by the dean and president.

(2) Requirements for ranks

(a) Assistant professor

Faculty members appointed at this entry level rank show promise of demonstrating creativity and excellence in teaching, research, scholarship, and academic/public professional/clinical service.

(b) Associate professor

Faculty members appointed at or promoted to this rank must have a sustained and peer-recognized record of accomplishment and creativity in all three areas of faculty responsibility: teaching, research/scholarship, and academic/public professional/clinical service.

A record of active participation in university and/or university service is also required. Individuals at this rank must have a documented record of stature as an emerging national authority in their field of expertise, with the likelihood of continued advancement. Successful promotion from assistant to associate professor in the tenure track is always accompanied by granting of tenure. Collegiality with other faculty and faculty at large is an essential aspect of tenure.

(c) Professor

In addition to having met the standard established for associate professor, faculty members appointed at or promoted to this rank must have a sustained and peer-recognized record of excellence in teaching, as well as, a peer-recognized record of excellence in research/scholarship and in academic/public professional/clinical service. Faculty at this rank should have attained national and/or international recognition in their field, with a strong likelihood of maintaining such recognition. They should exhibit significant leadership, vision, creativity and collegiality within their department, the university, and the community at large.

(3) Tenure

(a) Award must result from positive action

The conferring of tenure is a positive act taken by the university upon a recommendation from the university. A faculty member shall not be awarded tenure by default. Any failure in procedural matters shall not be sufficient cause for the conferring of tenure. If the university or the university of pharmacy makes a procedural error, the error will be corrected, and the procedure will continue without prejudice to the candidate.

(b) Probationary period

Typically, the period of initial appointment begins on July first and ends on June thirtieth. In determining eligibility for tenure, initial appointments commencing on or before October first will be counted as a full year. Partial years of appointment will not be used unless so requested in writing by the faculty member. Approved leaves of absence will not be counted as part of the probationary period. In extenuating circumstances, at the request of the faculty member and with the concurrence of the department chair and the dean, the president may grant an extension to the faculty member's probationary period.

(c) Assistant professors

The probationary period is generally no more than seven years. A faculty member must give notification of intent to stand for tenure by June first of the year specified in the letter of appointment unless otherwise requested and approved in writing. If notification is not given, a terminal tenure-track appointment letter will be issued for an eighth and final year. If tenure is awarded then promotion to associate professor is also granted.

(d) Associate professors and professors

The probationary period is generally no more than five years. A faculty member must give notification of intent to stand for tenure by June first of the year specified in the letter of appointment unless otherwise requested and approved in writing. If notification is not given, a terminal tenure-track contract will be issued for a sixth and final year.

(4) Promotion

(a) Following the award of tenure, there is no requirement that a faculty member be promoted to a higher rank.

(b) Tenure-track faculty must be tenured prior to seeking promotion to professor.

(c) Five years in rank is the minimum time in rank before which a faculty member may be considered for promotion to professor. The dean may waive this requirement in the initial letter of appointment or an amendment thereto.

(J) Faculty appointment, promotion, tenure

(1) Appointment

(a) Initial appointment is primarily based upon past performance with an expectation of continued contribution at a level commensurate with the appointment description and rank as described below.

(b) Considerations include, but are not limited to:

(i) Possession of an appropriate terminal academic or professional degree;

(ii) Expertise in an appropriate academic field and evidence of dedication to continuing advancement of this field of knowledge;

(iii) Ability and dedication as an effective teacher;

(iv) Creativity and competence in an appropriate field of research and scholarship; and

(v) Ability to assume appropriate responsibility for professional and academic services.

(2) Promotion and tenure

(a) In evaluating the candidate's performance, the weighting of the evaluation areas may vary and will be based on holistic review. Consideration will be given to the mission of the department and the demands of the appropriate discipline. Both quality and quantity of the individual's contribution will be taken into consideration.

(b) Promotions are made after contributions commensurate with the higher rank have been achieved. The committee will consider any specific exceptions or requirements set forth in the faculty member's letter of appointment or any amendments thereto.

(c) Standards and documentation for promotion and tenure include, but are not limited to:

(i) Teaching

(a) The standard

Teaching is a central mission of the college of pharmacy. A faculty member's teaching is reflected by students' achievements in the classroom, laboratory, and practice arenas. Furthermore, teaching quality is documented by recognition and feedback from students, alumni and peers. Positive contributions to the learning environment and curriculum may support a faculty member's record of teaching.

(b) Documentation

Evidence of teaching proficiency or recognition of teaching excellence may include, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the extent of each individual's contributions.

(i) Honors or special recognitions for teaching accomplishments;

(ii) Courses, curriculum, and instructional methods;

(iii) Effectiveness shown by a representative sample of student evaluations and accomplishments across multiple years;

(iv) Peer evaluation of expertise in instruction;

(v) Publication activities related to teaching;

(vi) Grants related to instruction; and

(vii) Election to offices, committee activities and other important service to professional pedagogical associations and learned societies including editorial work and peer review as related to teaching.

(ii) Scholarly pursuits

(a) The standard

(i) Given the complexity of the university and the great diversity of talent within it, it is imperative that various kinds of academic work be recognized through a broad vision of scholarship. Scholarship includes, but is not limited to, the scholarship of discovery, integration, application and teaching. Scholarship is understood to include the traditional science of inquiry, investigation and experimentation known as research. Scholarship and research may also include participation in clinical trials and commercialization, patent and technology transfer activities. Such work may be primarily supportive for promotion decisions and weigh importantly in tenure decisions. While clinical care is insufficient alone to merit promotion or tenure, clinical innovation and improvement activities done in a scholarly manner and acknowledged to be of regional or national importance are important indicators of distinction and merit consideration. Regardless of the type of scholarship, it should possess the quality of excellence, be peer-reviewed and disseminated in the public domain.

(ii) Creative scholarly activity includes both original research resulting from investigative work or other peer reviewed contributions to the professional and scientific literature. Faculty shall conduct original research and other scholarly activity. The hallmark of creative scholarly activity lies in the peer reviewed "written" word. By having their contributions published, faculty can make a lasting contribution to the body of professional and scientific literature. Written work which is not peer reviewed may support a faculty member's dossier, but by itself is insufficient evidence of excellence in scholarly activity. Similarly, oral presentations may support a faculty member's dossier but are insufficient evidence of proficiency or excellence in scholarly activity.

(iii) Original research is studious inquiry or examination, especially critical and exhaustive investigation or experimentation that has as its aim revision of accepted conclusions, interpretations, theories, or laws in the light of newly discovered facts, or the practical applications of such new or revised conclusions, interpretations, theories or laws. Original research is often of an applied nature; therefore, it has potentially immediate usefulness to the profession and health sciences. Research may also be theoretical in nature; both applied and theoretical (basic) research are encouraged. The nature of research disciplines may range widely reflecting the diverse nature of pharmacy.

(iv) Faculty shall conduct research and other scholarly activity that clearly demonstrates high quality and conforms to the highest ethical and legal standards. Quality is stressed over quantity.

(b) Documentation

(i) Evidence of original research or other creative scholarly activities includes, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the extent of each individual's contribution.

(ii) Publication of peer reviewed original research results and other scholarly products, includes but is not limited to:

(A) Articles, abstracts, and other scholarly works published by reputable journals, scholarly presses, or publishing houses that accept works only after rigorous review and approval by peers in the disciplines.

(B) Scholarly reviews, books, book chapters and case reports which are peer reviewed.

(C) Presentation of research papers before professional and scientific societies.

(D) Development of, or obtaining patents for, processes or instruments useful in solving important problems.

(iii) Grants and contracts related to research and other scholarly activities.

(A) Competitive extramural funding from the federal/state government and national/state foundations.

(B) Extramurally funded investigator initiated research, example, industry sources.

(C) Extramurally funded research without peer review.

(D) Industry sponsored research with protocol developed by funding source.

(E) Competitive intramural funding.

(iv) Acknowledgement of research and scholarly activities.

(A) Membership on editorial boards, study section review panels, or grant selection committees.

(B) Election to offices, committee activities, and important service to professional associations and learned societies, including editorial work and peer reviewing as related to research and other creative scholarly activities, serving as editor-in-chief

(C) Honors and awards for research or other creative activities.

(D) Honorary degrees

(E) Honorary title at another academic institution

(F) Consultant activities in state, national, and international groups engaged in scholarly activity endeavors; evidence of competitive selection is advantageous.

(G) Invitations to testify before government groups concerned with research or creative scholarly activities; evidence of impact is advantageous.

(H) Award of patent and licensing of technology.

(I) Publication or dissemination of peer reviewed software for patient care, practice or basic research.

(J) Dissemination of new practice methods (patient care and managerial) into other healthcare systems; evidence of peer review is essential.

(K) Selection for membership on the graduate faculty or service as a graduate student instructor/mentor/coach/ collaborator.

(L) Peer acceptance of innovative new patient care techniques as evidenced by acceptance in other healthcare systems, if appropriate; evidence of peer review is essential.

(M) Membership on important professional expeditions or membership on healthcare teams through involvement in development projects; evidence of competitive selection processes is advantageous.

(N) Special fellowships for research or healthcare scholarly activities or selection for tours of duty at special institutes for advanced learning; evidence of a competitive selection process is advantageous.

(iii) Academic service

(a) The standard

Academic service is oriented to the needs of the department, the university, and the university. All faculty, regardless of rank and academic appointment, have general academic service responsibilities. At the dean's discretion, selected faculty carry formal administrative responsibilities as university administrators. Definition of these formal administrative responsibilities and evaluation of administrative performance is guided by specific position descriptions. While central to the university's mission and operation, excellence in formal administrative service alone is insufficient for promotion and/or tenure.

(b) Documentation

Evidence of academic service effectiveness may include, but is not limited to, records, attestations, or evaluations in the following areas:

(i) Effective and diligent advisement of students;

(ii) Effective, consistent, and reliable participation in departmental committees and ad hoc advisory groups.

(iii) Voluntary leadership in department committee activity.

(iv) Participation in the department mentoring program.

(v) Demonstrated willingness to volunteer for unexpected teaching, practice, or service activities.

(vi) Timely, consistent, and thoughtful input into department planning retreats and activities.

(vii) Proactive problem identification and problem solving on behalf of the department and university.

(viii) Active and visible participation and leadership in university-wide committees.

(ix) Voluntary advising to candidate organizations or residency groups.

(x) Organization of department or university-wide professional service initiatives.

(xi) Active, consistent, and reliable attendance at departmental and university seminar series.

(xii) Active, consistent, and reliable attendance at faculty applicant interview seminars and participation in the professional activities of faculty and resident recruitment.

(xiii) Reliable representation of the university and department at local, state, national and international professional association meetings.

(xiv) Working toward the betterment of the university and department.

(xv) The university faculty peer evaluation program.

(iv) Public service

(a) The standard

(i) Faculty have, as a basic job responsibility, the provision of public service. Public service activities are oriented to the public and professional policy needs of society. Faculty who provide public service have ongoing, direct contact with citizens and organizations in their practice and research areas and provide educational needs assessment, program development, training, consultation, and technical assistance in collaboration with local, state, national and international leaders.

(ii) Through instruction, faculty furnish leaders and groups with objective research results, clinical and other resource information for decision making. They design and conduct feasibility studies, field test basic and applied knowledge, develop procedural and technical manuals, and provide group instruction on and off campus.

(iii) All of this activity requires a high level of scholarship, development of creative and focused methodologies, strong information organization and media use, and written and oral presentations exhibiting clarity and directness of expression. Many public service activities have only an indirect relation to research and the health professions in the pure sense but may lend themselves to publication in applied journals or other suitable research/creative publications.

(iv) Both the university and the college of pharmacy are charged with the responsibility of developing and carrying out a high quality education program. A crucial element of that responsibility is a service program responsive to the larger society that sustains the university and the college. The university and the college of pharmacy distinguish between routine performance and service that draws upon the breadth and depth of a faculty member's professional expertise and scholarship. Faculty with responsibility in service must deliver it at a quality reflecting that scholarship.

(b) Documentation

Evidence of the effectiveness of public service contributions include, but is not limited to, the sources listed below.

(i) Election to offices, committee activities and important service to professional associations and learned societies.

(ii) Program and project coordination activities.

(iii) Selection for special activities outside of the state or nation.

(iv) Honors, awards, and special recognition for service activities.

(v) Consultation and technical assistance provided without monetary compensation.

(v) Contributions to pharmacy practice/patient care

(a) The standard

(i) Patient care, where applicable.

(ii) The chief purpose of the discipline of pharmacy practice (patient care) is the provision of pharmaceutical care to faculty member's patients and larger patient populations. Pharmacy practice by definition includes both direct patient-centered interactions (example primary care, patient counseling, etcetera) and practice management/ administration.

(iii) Pharmacy practice faculty may have pharmacy practice responsibilities as a routine workload assignment.

(b) Documentation

Evidence of pharmacy practice proficiency may include, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the individual's contributions.

(i) Scholarship derived from practice.

(ii) Certification and recertification by specialty boards.

(iii) Completion of certificate programs (e.g. certified diabetes educator).

(iv) Designation as a fellow or other similar practice achievement recognition.

(v) Objective evaluation of practice effectiveness and quality through outcomes documentation and analysis.

(vi) Election to offices, committee activities, and important service to professional associations and learned societies including editorial work and peer reviewing as related pharmacy practice.

(d) When evaluating recommendations for initial appointment with tenure, the university tenure and promotions committee should be provided with evidence of accomplishment comparable to the documentation required of faculty members seeking tenure at the conclusion of their probationary period. Such documents will include, at a minimum, the following:

(i) A current, comprehensive and complete curriculum vitae

(ii) Support letters from the search committee and from the chair of the department in which the appointment will be made if approved

(iii) Any other documents provided to the search committee in support of the proposed appointment

The university tenure and promotions committee may, with the consent of the dean, request that letters of recommendation from external reviewers be solicited by the recommending authority (dean or search committee). Such letters will be requested only when the documentation supporting the proposed appointment is insufficient to determine if one or more criteria for awarding tenure have been met.

(K) Annual evaluation

The performance of all tenure-track faculty will be evaluated annually by the department chair. The evaluation will provide for constructive feedback to the faculty member.

(L) Procedures for processing appointments, promotion and tenure

(1) Appointment

(a) The authority for the creation or filling of a tenure-track position resides with the board of trustees or its designee.

(b) Where appropriate, when a tenure-track position has been authorized, the department chair will propose a search committee to the dean who will appoint the committee.

(c) The/search committee shall forward its recommendation to the department chair. The department chair will forward it to the dean.

(d) When evaluating recommendations for initial appointment with tenure, the university tenure and promotions committee should be provided with evidence of accomplishment comparable to the documentation required of faculty members seeking tenure at the conclusion of their probationary period. Such documents will include, at a minimum, the following:

(i) A current, comprehensive and complete curriculum vitae

(ii) Support letters from the search committee and from the chair of the department in which the appointment will be made if approved

(iii) Any other documents provided to the search committee in support of the proposed appointment

(iv) The university tenure and promotions committee may, with the consent of the dean, request that letters of recommendation from external reviewers be solicited by the recommending authority (chair or search committee chair). Such letters will be requested only when the documentation supporting the proposed appointment is insufficient to determine if one or more criteria for awarding tenure have been met.

(e) The university tenure and promotions committee will forward its recommendation to the dean no later than thirty days after receipt of the request.

(f) Appointments which have been approved by the dean shall be forwarded to the president for transmittal to the board of trustees.

(2) Promotion or tenure

(a) The candidate's rights include the right to:

(i) A full, impartial and confidential review of his/her credentials;

(ii) Be informed by the dean of the university tenure and promotions committee's recommendation, the department committee and department chairs recommend the recommendations.

(iii) To receive a copy of the university tenure and promotions committees' report.

(iv) Appeal to the dean a recommendation to deny promotion or tenure.

(b) Notification for eligibility to stand for tenure

(i) Notification

The department chair will confer in May with faculty who may or must stand for tenure consideration in the calendar year.

(ii) Intent to stand for tenure or promotion

(a) The process of review for tenure will begin on June first of the year specified in the faculty member's appointment letter. Modification of this date requires the written approval of the dean.

(b) By June first, a candidate for tenure or promotion shall notify the department chair of the intent to stand for tenure or promotion.

(c) Process of evaluation for tenure or promotion

(i) Independent external evaluators

(a) By June first, the candidate must submit a list of suggested external evaluators to the department chair.

(b) By June fifteenth, a list of five or more independent external evaluators will be identified by the candidate's department chair and transmitted by the chair to the candidate. This list may or may not include evaluators from the candidate's list.

(c) Candidates have the right to review the list of evaluators and provide reasons in writing within five working days why any of the proposed individuals should not be contacted.

(d) The department chair, in consultation with the dean, will determine whether the challenge will be upheld and the evaluator removed from the list.

(e) If an outside evaluator is removed from the list, another may be added and the same right to challenge will apply.

(f) By June thirtieth, this process shall be completed.

(ii) Preparation of materials for independent external evaluators

(a) By June first, the candidate will submit to the department chair one complete hard copy along with an electronic copy of his/her dossier for external review. The department chair may elect to provide materials electronically. External evaluators should be members of academia at or above the rank the candidate is seeking and individuals with similar research as well as a comparable administrative position (if the candidate holds an administrative position).

(b) By July fifteenth, the chair will determine the interest and willingness of the external evaluator to serve in this capacity and seek other evaluators if one or more decline.

(c) The department chair will prepare the packages containing the candidate's dossier, and a cover letter requesting an evaluation of the candidate's scholarly achievements.

(d) Each candidate will be asked to verify that the packages are accurate and complete before they are sent for review. Each candidate will be asked to sign a document waiving access to these evaluations.

(e) By July thirtieth, the department chair will mail all materials to the independent external evaluators. The chair will inform the external evaluators in writing or electronically the university and college criteria for promotion and/or tenure as well as that the deadline for receipt of external evaluation is August thirtieth for consideration.

(iii) Submission of completed dossier

(a) By August thirtieth, the candidate may supplement his/her dossier department chair with other letters of support (in addition to external evaluations obtained by the chair) as they deem appropriate but such letters will be met with greater scrutiny during the review process.

(b) By September fifteenth, the department chair will submit (electronically) to the department tenure and promotions committee chair the candidate's dossier letters of support from external evaluators and other solicited letters of support. A candidate may withdraw their application for any reason on or before September fifteenth. After September fifteenth, voluntary withdrawal cannot occur.

(iv) Department tenure and promotions committee recommendation.

(a) By October fifteenth, the department tenure and promotions committee chair will forward in writing the committee's recommendation and reasons therefore, along with a record of the vote, to the department chair.

(v) Recommendation by the department chair

(a) The department chair shall review the recommendation from the department tenure and promotions committee and the dossier along with the external evaluations.

(b) By November first, the department chair will submit to the university tenure and promotions committee chair in writing a letter of evaluation of his/her recommendation and one copy of the dossier, via the office of faculty affairs .

(vi) University tenure and promotions committee recommendation

(a) By December first, the university tenure and promotions committee chair will forward in writing the committee's recommendation and reasons therefore, along with a record of the vote, and a copy of the dossier and the letters of evaluation by the department chair to the dean, via the office of faculty affairs.

(b) By December fifteenth, the dean with assistance from the office of faculty affairs will notify the candidate of the university tenure and promotions committee in writing of the following and will provide a copy of the report to each:

(i) The university tenure and promotions committee's recommendation;

(ii) His/her own recommendation and the reasons therefore; and

(iii) The right to appeal a negative recommendation to the dean.

(vii) Appeal by the candidate

(a) By January first, the candidate must notify the dean in writing of the intent to appeal or the right is waived. The appeal will be scheduled in January.

(b) The dean may hear the appeal him/herself or may appoint a three member appeal committee of tenured faculty to consider the matter. If appointed, the committee will elect its own chair and will decide by a majority vote to recommend upholding the recommendation of the tenure and promotions committee.

(c) The review should be concluded within thirty days from the date of assignment.

(viii) Recommendation by the dean

(a) The dean shall review the recommendation from the department tenure and promotions committee, the department chair, the university tenure and promotions committee and the appeal committee, if appropriate.

(b) By February first, the dean will notify the candidate and the department chair in writing of his/her recommendation.

(c) By February first, the dean will transmit all reports with his/her recommendation to the president.

(ix) Recommendation by the president

(a) By February fifteenth, the president will make the final decision and will forward positive recommendations for tenure or promotion to the board of trustees at its next meeting.

(b) Following the board of trustees approval, the president will announce to the respective university dean those candidates who have been approved for the award of tenure or promotion. The dean shall then notify the candidate, through the office of faculty affairs.

(M) Procedures for comprehensive post-tenure review

A comprehensive post-tenure review will be undertaken when a faculty member receives three unsatisfactory evaluations in a six year period.

(1) Review materials

The tenured faculty member under review shall submit current curriculum vitae, a listing of all courses taught over the previous six years, a summary statement of professional and scholarly activities and accomplishments, annual and teaching evaluations, faculty improvement leave reports, a summary of significant administrative accomplishments, and other materials deemed appropriate by the faculty member.

(2) Review procedure

(a) The review shall be conducted by an ad hoc committee of five tenured faculty appointed by the dean of the university in which the faculty member holds his or her primary academic appointment.

(b) The faculty member under review has the right but is not obligated to meet with the committee conducting the review.

(c) The committee conducting the review shall review and consider the faculty member's current responsibilities and duties and all materials submitted by the faculty member. The review committee may solicit materials from the faculty member's department chair.

(3) Evaluation report

The final report of the committee and its recommendations shall be provided in writing to the faculty member, department chair, dean or dean's designee for review and action as necessary.

(4) Consequences for unsatisfactory comprehensive post-tenure review

(a) Consequences of an unsatisfactory evaluation

The consequences of an unsatisfactory evaluation may include the faculty member's loss of university office or laboratory space, denial of salary increases, or sanctions as set forth in the rules. The loss of office or laboratory space and the denial of salary increases do not constitute sanctions as set forth in the rules and do not require the university to provide the due process protections set forth therein.

(b) If a sanction as set forth in the rules is recommended, the procedures set forth in rule 3349- 3-40 of the Administrative Code will be employed.

1The following designations, if awarded, would occur at a time when the faculty member would be transferred to a nontenure-track position through retirement.

Replaces: 3349-3-21


Effective: 8/12/2013
Promulgated Under: 111.15
Statutory Authority: 111.15
Rule Amplifies: 111.15
Prior Effective Dates: 8/12/2013