Lawriter - OAC - 3349-3-25 Appendix A, college of pharmacy procedure for appointment promotion, reappointment, and evaluation of non-tenure track faculty.

3349-3-25 Appendix A, college of pharmacy procedure for appointment promotion, reappointment, and evaluation of non-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) "College". For purposes of this appendix means the college of pharmacy.

(3) "College Appointment and Promotion Committee". Committee appointed by the dean to consider appointment and/or promotion and make recommendations to the dean.

(4) "Core Faculty". Core faculty are tenured, tenure track or nontenure track and those other faculty who make a substantive contribution to the college. The dean of a college has the discretion to designate other faculty as core faculty to promote the purposes of the college.

(5) "Curriculum Vitae (CVV)". The curriculum vita 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.

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

(7) "Department Appointment and Promotion Committee". Committee appointed by the department chair to consider appointment and/or promotion and make recommendations to the department chair.;

(8) "Dossier". A file containing the faculty member's documents submitted for consideration for promotion. The dossier must include a current and complete curriculum vitae, a self-reflective narrative evaluation of performance and accomplishments.

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

(10) "Full-Time Faculty Appointment" or "Full-Time Appointment". Full-time faculty are faculty who receive a full-time salary from:

a the university: or

b an associated or affiliated teaching hospital, healthcare provider, or health agency: or

c a combination of the sources listed in paragraph (A)(10)(a) and (A)(10)(b)

(11) "Joint Appointment". Non-tenure track appointment that is awarded to faculty who already hold an academic appointment within the university.

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

(13) "Limited Faculty Appointment". Appointments for faculty whose academic contributions to the college are limited in time or scope and carry the prefix "adjunct," "research," or "visiting."

(14) "Notice of Non-Reappointment". A notice of non-reappointment is a written notification by the dean that the college 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.

(15) "Non-tenure-Track Position". faculty appointment that does not include the eligibility to apply for tenure.

(16) "Part-Time Appointment". Faculty with part-time appointments are those who receive regular supplemental payment from the university, an associated or affiliated teaching hospital, healthcare provider and/or health agency for part-time activity carried out under the auspices of the university.

(17) "Pharmacy Education Appointment". One of two types of voluntary appointments referring to university employees outside of the college of pharmacy who contribute to the development, implementation, administration, assessment, and/or evaluation of curricular offerings within the college.

(18) "Preceptor Appointment". One of two types of voluntary appointments referring to individuals who are not university employees and are either residents (clinical instructor) or individuals involved in experiential teaching at their sites of employment (clinical assistant professor, clinical associate professor, or clinical professor).

(19) "Unit". A standard measurement used to calculate credits toward faculty rank.

(20) "Voluntary Appointment". Faculty who do not meet the criteria established for core faculty. These faculty have roles that are generally limited to formal and informal teaching on a periodic basis.

(B) Academic ranks and appointment types

(1) The following academic ranks have been established for non-tenure-track faculty:

(a) Professor,

(b) Associate professor,

(c) Assistant professor, and

(d) Instructor,

(2) Faculty appointments are subject to periodic review for reappointment and non-reappointment with all the rights and responsibilities as set forth in the university faculty rules. They may or may not have a limiting prefix.

(3) Limited appointments

The following appointments may be awarded to persons whose academic contributions to the college are limited in time or scope. For persons holding rank at another accredited institution of higher education, the rank awarded will usually be consistent with the rank held at the primary institution.

(a) "Adjunct Appointments" are for persons whose academic contributions to the college are primarily teaching and for whom another category of appointment is not appropriate. The prefix "adjunct" is added to the rank.

(b) "Research Appointments" are for persons whose contributions to the college are primarily investigational. The prefix "research" is added to the rank.

(c) "Visiting Appointments" are for persons from other institutions who are temporarily involved in programs of the college of pharmacy or for college supported residents or fellows (instructor rank). The prefix "visiting" is added to the rank.

(4) Joint appointments

(a) These non-tenure-track appointments may be awarded to faculty who already hold an academic appointment within the university.

(b) Joint appointments may be made only when a faculty member participates in teaching or scholarship in a department, other than the faculty member's primary department, to a significant degree and when such teaching or scholarship is expected to be of long duration.

(c) Such appointments require the recommendation of the chair of the department in which the secondary appointment is sought. The chair of the faculty member's primary department must concur.

(5) Resident/fellow appointments

A resident or fellow who teaches pharmacy students may be eligible for rank as instructor. This appointment is considered temporary and will automatically terminate upon the completion of the training program. Residents or fellows who are employed by the university will have "visiting instructor" appointments while those who are employed elsewhere will have "clinical instructor" appointments.

(6) Appointments solely within the purview of the dean

The dean, working with the support of the office of faculty affairs, shall solely review and approve recommendations for appointment in the following categories upon recommendation by the department chair in whose department the appointment is sought. The dean may, at his/her discretion, forward an application to the college appointment, promotion and tenure committee.

(a) All appointments at the rank of instructor;

(b) Preceptor track appointments at the rank of clinical assistant professor;

(c) Adjunct or research appointments, if the recommended rank is consistent with the appointment the faculty member holds at another accredited institution of higher education;

(d) Visiting or adjunct appointments, if the recommended rank is consistent with the faculty member's qualifications or appointment at another accredited institution of higher education or commensurate with experience and seniority if the faculty member holds an appointment in industry, a federal agency or a similar environment.

(e) Retired appointments.

(C) Titles of distinction

(1) Distinguished

(a) The title "distinguished" is a non-salaried designation of distinction conferred by the board of trustees upon a individual who has contributed significantly to the mission of the college. Distinguished 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 "distinguished".

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

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

(2) Emeritus

(a) Policy statement (board of trustees policy)

(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 may be made by the dean, president, or chair of the board of trustees for a faculty member 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 will 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) A 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 nominee's 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 candidate and must approve the candidate 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 a individual who has contributed significantly to the mission of the college. 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 department chair, dean, or the president.

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

(e) Utilization of college resources by a faculty member holding a title of distinction will be individually determined by the department chair with the concurrence of the dean and president.

(4) Retired

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

i formally retire after continuous and dedicated service to the college of pharmacy;

ii will not continue to be involved in the college's educational, scholarship, or service programs; and

iii 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 time of retirement, e.g., professor of pharmacy practice (retired). Faculty who are awarded retired status are not subject to the formal reappointment review process.

(D) Basic principles for appointment, promotion and reappointment

(1) Appointment

(a) Appointment to the faculty is a privilege, not a right. 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 in paragraph (I) to this rule.

(b) The candidate has the right to a full, impartial and confidential review of the credentials submitted.

(c) Faculty with non-tenure-track appointments are expected to contribute to the teaching, scholarship, and/or service programs of the college in a manner consistent with the mission of the respective department and in accordance with the faculty member's letter of appointment.

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

(i) Possession of an appropriate terminal degree or exceptions as justified by the candidate's department chair and approved by the dean and president;

(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 responsibility for professional services and administration of health and/or academic services.

(e) A non-tenure-track appointment is made with the expectation that it will continue until a termination notice is given by either the faculty member or the college of pharmacy in accordance with the university faculty bylaws, policies and procedures. Any time accrued under non-tenure-track appointments will not count toward appointment or any probationary period.

(2) Promotion

(a) There is no requirement that a faculty member be promoted after a given period of service in order to hold or maintain a given rank.

(b) Promotion may be made after the minimum time in rank and contributions commensurate with the higher rank have been achieved. The department and college appointment, promotion and tenure committees will consider any specific exceptions or requirements set forth in the faculty member's letter of appointment or amendments thereto.

(c) In evaluating the candidate's performance, the weighting of the evaluation areas may vary. 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.

(3) Reappointment

(a) Reappointment to the faculty is not automatic.

(b) The decision to renew a faculty appointment will be based upon the activities of the faculty member since the last review and the needs and resources of the college.

(c) Once a faculty member has achieved a rank level, the faculty member will not be reduced in rank.

(d) A recommendation for non-reappointment is not considered a dismissal for cause, and as such cannot be appealed.

(E) Structure and function of the department appointment and promotion committee

(1) Composition and chair

(a) The committee consists of five faculty members appointed by the department chair. The chair shall be designated by the department chair. While it is preferable to draw all committee members from the college faculty, the department chair may, at his/her discretion, appoint qualified faculty from outside the college. The committee may not include the department chair.

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

(2) Responsibilities

(a) The department appointment and promotion committee will evaluate the materials in light of the criteria for appointment and promotion, take into account any special considerations 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.

(b) 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.

(F) Structure and function of the college appointment and promotion committee

(1) Composition and chair

The committee consists of six faculty members appointed by the dean. While it is preferable to draw all committee members from the college faculty, the dean may in his/her discretion appoint qualified faculty from outside the college.

(2) Responsibilities

(a) The college appointment and promotion committee will evaluate the materials in light of the criteria for appointment and promotion, take into account any special considerations 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 dean.

(b) 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.

(c) Recommendations - the committee, by majority vote, will recommend one of the following and forward to the dean:

(i) Approval of the request for appointment or promotion as submitted;

(ii) Approval of the request for appointment or promotion with a revised rank or title;

(iii) Disapproval of the request for appointment or promotion as submitted. 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 promotion, the candidate shall also be informed by the department chair of the right to appeal.

(G) Core faculty - requirements and time in rank

(1) Requirements for ranks

(a) Assistant professor

Faculty members appropriately qualified and show promise of achieving excellence in teaching, as well as in other areas appropriate to their work assignments (example clinical/professional service, scholarly activity).

(b) Associate professor

Faculty members appointed at or promoted to this rank must have a documented record of excellence in one of the three areas of teaching, clinical/professional service, and scholarly activity, a documented record of accomplishment in one of the other two areas, and promise of excellence in the third area. Active and collegial participation in university service is expected.

(c) Professor

Faculty members appointed at this rank must have a sustained record of excellence in teaching, as well as a record of excellence in clinical/professional service and scholarly activity. Faculty at this rank should have attained national recognition in their field, with a strong likelihood of maintaining such recognition. They should exhibit significant leadership and collegiality within their department, the college, and the community at large.

(2) Time in rank

(a) Assistant professor to associate professor

(i) The minimum time in rank prior to promotion to associate professor is five years. In exceptional circumstances, if recommended by the department chair and approved by the dean, a candidate may be considered prior to that time.

(ii) Prior service may be counted toward the time in rank requirement if specified in the letter of appointment or an amendment thereto.

(b) Associate professor to professor

(i) The minimum time in rank prior to promotion to professor is seven years. In exceptional circumstances, if recommended by the department chair and approved by the dean, a candidate may be considered prior to that time.

(ii) Prior service may be counted toward this requirement if specified in the letter of appointment or an amendment thereto.

(c) Upon the recommendation of the department chair and with the concurrence of the dean, exceptions to the considerations outlined herein may be granted.

(I) Core faculty - appointment and promotion standards and documentation

Standards and documentation for initial appointment and promotion include but are not limited to:

(1) 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 clinical 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 the individual's contributions.

(i) Honors or special recognitions for teaching accomplishments;

(ii) Peer evaluations of expertise in instruction;

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

(iv) Evidence of innovation in course or curriculum development, pedagogical strategies and/or assessment methods;

(v) Evidence of diverse student performance opportunities;

(vi) 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;

(vii) Demonstration of scholarly and/or theoretical underpinnings related to teaching.

(2) Scholarly pursuits

(a) The standard

(i) In accordance with the university faculty bylaws, scholarship includes, but is not limited to, the scholarship of discovery, integration, application and teaching. Scholarship of discovery is understood to include the traditional science of inquiry, investigation and experimentation, commonly 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 be disseminated in the public domain.

(ii) The scholarship of non-tenure track faculty in the college of pharmacy is more likely to focus in the categories of integration, application, and teaching and learning as compared to the scholarship of discovery. Scholarship of integration involves the synthesis and interpretation of information across disciplines in a way that brings new meaning to those facts, as exemplified by monographs, review articles or continuing education presentations/publications. Scholarship of application seeks to address social problems or make information or ideas accessible to the public. Publications describing improvements in patient care services would be an example. Finally, scholarship of teaching and learning involves discovery, evaluation and transmission of information about the learning process. Examples could include publications related to teaching methods or learning outcomes.

(iii) The hallmark of 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.

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

(b) Documentation

Evidence of creative scholarly activities includes, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the extent of the individual's contribution.

(i) Publication of peer reviewed 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, scientific, and educational societies.

(ii) 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, e.g., industry sources.

(c) Extramurally funded research without peer review.

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

(e) Competitive intramural funding.

(iii) 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.

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

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

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

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

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

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

(i) Membership on important professional expeditions or membership on healthcare teams that are involved in development projects; evidence of competitive selection processes is advantageous.

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

(3) Academic service

(a) The standard

Academic service is oriented to the needs of the department, the college, 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 college administrators. Definition of these formal administrative responsibilities and evaluation of administrative performance is guided by specific position descriptions. While central to the college's mission and operation, excellence in formal administrative service alone is insufficient for promotion.

(b) Documentation

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

(i) Active, consistent, and reliable participation and leadership in department, college, and university committees and ad hoc advisory groups.

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

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

(iv) Willingness to volunteer for unexpected teaching, practice, or service activities.

(v) Proactive problem identification and problem solving on behalf of the department and college.

(vi) Organization of department or college-wide professional service initiatives.

(vii) Effective and diligent advising of students, student organizations, and/or fraternities.

(viii) Effective peer teaching evaluation and mentoring.

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

(x) Active participation in department and college sponsored receptions and outings.

(4) 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/or technical assistance in collaboration with local, state, national and international leaders.

(ii) Faculty furnish leaders and groups with objective research results, as well as 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) Effective public service requires the ability to develop creative and focused methodologies, strong organizational skills, effective use of media, and clarity, candor and diplomacy in written and oral communications.

(iv) Both the university and the college of pharmacy are charged with the responsibility of developing and carrying out a high quality educational 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) Selection for special activities outside of the state or nation.

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

(iv) Records, attestations, or evaluations of the following activities:

(a) Consultations or technical assistance, without monetary compensation, on projects without monetary compensation.

(b) Program and project coordination activities.

(4) Contributions to pharmacy practice/patient care

(a) The standard

(i) Patient care, where applicable, is a consideration for promotion.

(ii) The chief purpose of the discipline of pharmacy practice (patient care) is the provision of pharmaceutical care to faculty members' patients and larger patient populations. Pharmacy practice by definition includes both direct patient-centered interactions (example, primary care, patient counseling, etc.) 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) Certification and recertification by specialty boards.

(ii) Completion of certificate programs (example, certified diabetes educator).

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

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

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

(J) Voluntary faculty - requirements and time in rank

(1) General

(a) Preceptor track

Individuals who are not university employees and contribute primarily to the experiential teaching program of the college. Pharmacists appointed at or promoted to this track have met all requirements to practice pharmacy. Exceptions may be made if recommended by the department chair and approved by the dean.

(b) Pharmacy education track

University employees outside of the college of pharmacy who contribute significantly to the teaching, scholarship and service missions of the college. Activities, in addition to teaching, may include development, implementation, administration, assessment and/or evaluation of core competencies, pedagogy, and curricular offerings. Substantial contributions in the area of research and scholarly activity are required at the rank of professor.

(c) Specific activities and weightings by track and rank level are described in paragraphs (J)(2) to (J)(3) of this rule and are listed in the activities table, paragraph (J)(4) of this rule.

(d) Time in rank for voluntary faculty is the same as for core faculty, as described in paragraph (G)(2) of this rule.

(2) Preceptor track criteria by rank level

(a) Pharmacists

(i) Clinical instructor

(a) In training as resident or fellow and has met all requirements for and is appropriately licensed to practice pharmacy.

(b) Involved in educational activities that involve pharmacy students.

(ii) Clinical assistant professor

(a) Involved in educational activities that involve pharmacy students and/or residents.

(b) Experience in a mentoring and/or supervisory role is desired.

(iii) Clinical associate professor

(a) At least three hundred educational activity units in the college over the three most recent calendar years (two hundred seventy of the three hundred total units may be attained through experiential teaching).

(b) Experience in a mentoring and/or supervisory role is required.

(iv) clinical professor

(a) At least four hundred fifty educational activity units in the college over the three most recent calendar years (three hundred sixty of the four hundred fifty total units may be attained through experiential teaching.)

(b) Demonstration of professional standing in organizations appropriate to the discipline.

(c) Experience in a mentoring and supervisory role is required.

(d) Written attestation by department chair documenting teaching excellence.

(b) Non-pharmacist healthcare professionals

(i) Clinical instructor

(a) Involved in educational activities that involve pharmacy students and/or residents.

(b) Experience in a mentoring and/or supervisory role is preferred.

(ii) Beyond the level of clinical instructor

The chair of the department in which appointment or promotion is sought must write a letter certifying that the professional's credentials and qualifications are appropriate for the academic rank.

(3) Pharmacy education track criteria by rank level

(a) Assistant professor

(i) Promise of achieving excellence in teaching, as well as service and scholarly activity.

(ii) Experience in a mentoring and/or supervisory role is desired.

(b) Associate professor

(i) At least three hundred teaching, service and scholarly activity units in the college over the three most recent calendar years. A minimum of sixty of the three hundred total units must be in the scholarly activity category.

(ii) Significant involvement in the education of pharmacy students and/or residents is required.

(iii) Experience in a mentoring and/or supervisory role is required.

(c) Professor

(i) At least four hundred fifty teaching, service and scholarly activity units in the college over the three most recent calendar years. A minimum of one hundred fifty of the four hundred fifty total units must be in the scholarly activity category.

(ii) Significant involvement in the education of pharmacy students and/or residents is required.

(iii) Significant involvement and leadership in department and/or college committees.

(iv) National recognition in field of expertise, with a strong likelihood of maintaining such recognition.

(v) Experience in a mentoring and supervisory role is required.

(vi) Written attestation by department chair documenting teaching and scholarly excellence.

(4) Activities table - specific weightings for preceptor and pharmacy education track voluntary faculty

Activity

Units

3-year unit maximum

Educational activities

Experiential pharmacy student and/or resident teaching

P1 preceptor - 5 units/student

P2 preceptor - 10 units/student

P3 preceptor - 10 units/student

P4 preceptor - 25 units / Student month

Resident preceptor 25 units / Student month

1501

Unstructured activities in pharmacy education (e.g. Curriculum planning or meetings; tutoring; review sessions; examination writing and review; collaborative work with other faculty on curriculum, assessment, instruction; assessment or observation of faculty teaching or precepting)

1 per session2

150

Structured teaching on clinical campus (e.g., lecture, grand rounds, CE presentation)

5 per session

150

Structured teaching at Rootstown campus

10 per session

150

Recipient of teaching excellence award at the clinical campus and/or Rootstown setting

10 per award

60

Professional development advising team

10 per year

30

Course leadership (e.g. Course director, clerkship director, course committees, module director)

15 per year

45

Co-investigator of a funded educational grant

15 per grant

90

Recipient or co-recipient of a funded educational grant

50 per grant

150

Other teaching activities as approved by the department chair so long as they are not in conflict with the specific activities and weightings set forth herein

  

30

Service

Membership on hospital health care provider, or health agency committees

5 per committee per year

30

Member of university or college committee

10 per committee per year

90

Service to or membership on boards of regional or national pharmacy, medical, scientific, or public health organizations

10 per board per year

60

Chair of university of college committee

15 per committee per year

90

Activities that promote the health of the community or profession of pharmacy

5 per activity per year

15

Other service activities as approved by the department chair so long as they are not in conflict with the specific activities and weightings set forth herein

  

30

Research and scholarly activity

Contributing investigator in a clinical trial or study

5 per study

30

Co-investigator of a funded research grant

15 per grant

90

Principal investigator or co-principal investigator of a funded research grant

50 per grant

150

Grants reviewer at a national level

25 per organization

150

Journal reviewer for a refereed journal

5 per article reviewed

60

Case report in a refereed journal

10 per publication

30

Published letter to the editor in a refereed journal

5 per letter

30

Member of editorial board-peer reviewed journal

10 per board per year

60

Writing an invited editorial in refereed journal

15 per editorial

90

Original publication in refereed journal

25 per publication

150

Publication of a review article

25 per publication

150

Publication of a book chapter

50 per publication

150

Publication of a book

75 per publication

225

Invited visiting professor and/or guest lecturer outside own university

10 per presentation

60

Editor refereed journal

20 per journal

120

Assistant editor refereed journal

15 per journal

90

Presentation at regional meeting

15 per presentation

60

Presentation at national meeting

30 per presentation

120

Consultant to externally funded grant, medical or scientific organization or site or department review

5 per consultation

30

Member of national consensus panel3

20 per panel

120

Scholarly consultation

10 per project

90

Other research and scholarly activities as approved by the department chair so long as they are not in conflict with the specific activities and weightings set forth herein

  

30

(K) Procedures for processing appointments

(1) Search committee

(a) The department chair will recommend members of a search committee for an authorized open non-tenure-track position to the dean. The dean will appoint the committee which will be advisory to the chair.

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

(c) The search committee shall forward its recommendation to the following, in sequence, for review and recommendation: department chair, dean, and president. The president will transmit the recommendation to the board of trustees for final action.

(d) The dean, with the support of the office of faculty affairs, will notify the candidate and the department chair of the action of the board of trustees.

1 Clinical Associate Professor = 270 units may be claimed; Clinical Professor = 360 units may be claimed.

2 "Session". A period during which a faculty member is engaged in teaching activities usually an hour in length unless otherwise specified by department policy. Multiple units are not awarded when more than one learner is present.

3 National Consensus Panel. A group of professionals sponsored by a national organization who are charged with examining issues and arriving at general agreement on policy, methodology, or other important courses of action.

(2) No search committee

(a) In the case where no search committee is involved, positive recommendation by the department appointment and promotion committee will be forwarded to the department chair or positive recommendation from the department chair will be forwarded to the dean, except those appointments which are solely within the purview of the dean.

(b) The office of faculty affairs shall forward the recommendation to the college appointment and promotion committee who shall review the material and provide their recommendation to the dean.

(c) The dean will make his/her own recommendation and forward it and the recommendation of the college appointment and promotion committee to the president for transmittal to the board of trustees for final action.

(d) The dean will notify the candidate and the department chair of the action of the board of trustees, through the support of the office of faculty affairs.

(3) Voluntary faculty

(a) The faculty candidate must submit a completed "appointment or promotion application for non-tenure-track faculty". to the department chair.

(b) The department chair shall forward applications to the dean for candidates requesting appointments that are solely within purview of the dean.

(c) The department chair shall forward all other appointment requests to the department appointment and promotion committee who shall review the application forms and provide their recommendations to the department chair.

(d) The department chair shall review the department appointment and promotion committee recommendation and submit his/her own recommendation, along with other application materials, to the college appointment and promotion committee by way of the office of the faculty affairs.

(e) The college appointment and promotion committee shall review the materials and provide their written recommendation to the dean that includes the record of the vote.

(f) The dean shall review the recommendation and materials forwarded by the college appointment and promotion committee and forward his/her own positive written recommendation along with the recommendation from the college appointment and promotion committee to the president for transmittal to the board of trustees for final action.

(g) The dean shall notify the candidate and the department chair of the action of the board of trustees, through the office of faculty affairs.

(L) Procedures for processing promotion

(1) Core faculty

(a) By June first:

(i) The faculty member must notify the department chair of intent to apply for promotion. In the case of a department chair seeking promotion, notification will go to the dean.

(ii) The faculty member must submit a list of at least five suggested external evaluators to the department chair. In the case of a department chair or associate dean seeking promotion, the list of evaluators will go to the dean.

(a) External evaluators should be members of academia at or above the rank the candidate is seeking. Ideally they are individuals in similar practice and/or research areas, and in similar administrative positions in the case of faculty administrators who seek promotion in rank.

(b) At least three of suggested evaluators must be completely independent: individuals with whom the candidate has not had a working relationship as a colleague or collaborator over the past five years, or as a trainee or student over the past ten years.

(b) By June fifteenth:

A list of five or more external evaluators will be identified by the candidate's department chair and shared with the candidate. This list may or may not include evaluators from the candidate's list.

(c) By June thirtieth, the list of evaluators will be finalized as follows:

(i) Candidate will review the list of evaluators and provide reasons in writing within five working days why any of the proposed evaluators should not be contacted.

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

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

(d) By July first:

(i) The candidate shall submit one complete and verified copy of his/her dossier along with an electronic version to his/her department chair.

(ii) The candidate may personally solicit and submit with his/her dossier additional letters of support (in addition to external evaluations solicited by the chair) but such letters will generally have less impact.

(iii) The department chair may choose to use electronic means for distribution of materials associated with this process.

(e) By July fifteenth, the department chair will:

(i) Determine the interest and willingness of the external evaluators to serve in this capacity and seek other evaluators if one or more decline.

(ii) Prepare packages containing:

(a) The candidate's dossier;

(b) The university and college criteria for promotion; and

(c) A cover letter requesting an evaluation of the candidate's achievements, as compared to the aforementioned criteria, to be received by August fifteenth.

(iii) Request the candidate to: one) verify that the package is accurate and complete and two) sign a document waiving access to the external evaluators' evaluations.

(iv) Transmit all materials to the external evaluator, using electronic means if preferred.

(f) By September first:

(i) A faculty member may withdraw their application for any reason on or before this date. Voluntary withdrawal cannot occur thereafter.

(ii) The department chair will submit an electronic copy of the candidate's dossier and the letters received from external evaluators to the department appointment and promotion committee.

(g) By October first:

The department appointment and promotion committee shall forward a written document to the department chair that includes the committee's recommendation, reasons therefore, and record of the vote. All other materials (dossier, letters from external evaluators) will also be forwarded to the department chair.

(h) By November first, the department chair shall:

(i) Review the recommendation from the department appointment and promotion committee, the dossier and the external evaluator evaluations.

(ii) Submit to the college appointment and promotion committee chair by way of the office of faculty affairs: a written letter of recommendation, the department appointment and promotion committee recommendation, the dossier, and all letters received from external evaluators.

(i) By December first:

The college appointment and promotion committee chair will forward a written document to the dean that includes the committee's recommendation, reasons therefore, and record of the vote by way of the office of faculty affairs. All other materials (dossier, letter from the department committee, letter from the chair, letters from external evaluators) will also be forwarded to the dean.

(j) By December fifteenth, the dean will:

(i) Review the materials forwarded by the college appointment and promotion committee; and

(ii) Notify the candidate in writing of the following, through the assistance of the office of faculty affairs:

(a) His/her own recommendation and reasons therefore;

(b) The college appointment and promotion Committee's recommendation; and

(c) An explanation of the appeal process in the case of a negative recommendation.

(k) Appeal by the candidate

(i) 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.

(ii) By February first:

(a) The dean may hear the appeal him/herself or may appoint a three member appeal committee of core faculty to consider the matter.

(b) If appointed, the appeal committee will elect its own chair and will decide by a majority vote whether or not to recommend upholding the recommendation of the college appointment, promotion and tenure committee. A written report of the committee's deliberations and recommendation will be provided to the dean.

(c) The dean will review the appeal committee's recommendation along with all other materials forwarded previously.

(d) The dean will notify the candidate and the department chair in writing of his/her recommendation related to the appeal.

(l) By February first:

The dean will transmit all reports with his/her positive recommendations to the president.

(m) By February fifteenth:

The president will make the final decision and will forward positive recommendations for promotion to the board of trustees at its next meeting.

(n) Following board of trustees' approval:

(i) The president will notify the respective college dean those candidates who have been approved for the award of promotion.

(ii) The dean shall notify the candidate and the department chair of the outcome of the board of trustees' action, through the office of faculty affairs.

(2) Voluntary faculty

(a) By September first:

(i) The candidate will submit a completed "appointment or promotion application for nontenure-track faculty" to his/her department chair.

(ii) The department chair will submit the completed application to the department appointment and promotion committee.

(b) By October first:

The department appointment and promotion committee will return the promotion application to the department chair along with a written document that includes the committee's recommendation, reasons therefore, and record of the vote.

(c) By November first, the department chair will:

(i) Review the recommendation from the department appointment and promotion committee and the completed promotion application.

(ii) Submit his/her own written letter of recommendation to the dean.

(d) By February first:

The dean will transmit all reports with his/her positive recommendations to the president.

(e) By February fifteenth:

The president will make the final decision and will forward positive recommendations for promotion to the board of trustees at its next meeting.

(f) Following board of trustees approval:

(i) The president will notify the respective college dean those candidates who have been approved for the award of promotion.

(ii) The dean shall notify the candidate and the department chair of the outcome of the board of trustees' action, through the office of faculty affairs.

(3) Joint promotions

(a) An application for joint promotion will always be initiated through the faculty member's primary department. Request for promotion to the secondary department will be initiated by the chair of the primary department.

(b) Promotion at equivalent rank for the secondary appointment is not automatic but depends on a positive recommendation from the chair of that department.

(M) Performance evaluations and procedures for processing reappointments and non-reappointments

(1) Core faculty

The performance of core faculty (those with full and part-time appointment types, as defined in paragraph (I) to this rule) will be evaluated at least annually by the department chair or the chair's designee as appropriate using the university "faculty performance plan and evaluation" form. The evaluation will provide for constructive feedback to the faculty member.

(a) Structure and function of the non-tenure-track promotions development committee

(i) Purpose

The purpose is to establish a mentoring program for core non-tenure-track faculty members and to evaluate and provide ongoing recommendations concerning academic and professional development in preparation for promotion to the next academic rank.

(ii) Composition

(a) This ad hoc committee is appointed by the faculty member's department chair and is composed of at least three faculty of the university at or above the rank the faculty member is seeking. It may include faculty from outside the faculty member's department, but may not include the faculty member's chair. While it is preferable to draw all committee members from the college faculty, the chair may in his or her discretion appoint qualified faculty from outside the college.

(b) An individual non-tenure-track promotions development committee will be appointed for each core faculty member.

(iii) Meetings

(a) The committee will meet two to three years prior to the date the faculty member is eligible for promotion to the next rank. 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.

(iv) Reports

(a) The committee chair will provide a written report on the academic and professional development of the 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 written report to the faculty member along with his/her evaluation of the faculty member.

(2) Voluntary faculty

(a) Voluntary faculty will be evaluated at least once every three years or more often at the discretion of the department chair.

(b) Evaluations will be conducted by the department chair or the chair's designee, as appropriate by:

(i) Requesting an activity report from the faculty member concerning college related activities; and

(ii) Reviewing the activity report using the initial appointment and promotion criteria as a guideline.

(c) Faculty will be notified in writing by March first of any intention to recommend non-reappointment.

(i) A faculty member who disagrees with an intention to recommend non-reappointment may request a meeting with the department chair within five business days of delivery of notification to determine if the matter can be resolved prior to notification of the dean.

(ii) After the meeting, the department chair will notify the faculty member and the dean of the final recommendation.

(iii) The department chair will forward recommendations concerning non-reappointments to the dean by March fifteenth.

(d) The dean's positive recommendations will be forwarded to the president by April fifteenth for transmittal to the board of trustees for final action.

(e) In the event of non-reappointment, the final date of appointment will be June thirtieth of the same year.

Replaces: 3349-3-25

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