Education Department Promotion and Tenure Guidelines
Faculty members in the Education Department demonstrate their commitment to successful teaching. It is the role of the faculty member seeking promotion and/or tenure to provide evidence that his or her teaching:
· Demonstrates planning, preparation and organization.
· Uses a variety of methods that focus on and accommodate to student learning thereby helping students acquire and apply desired knowledge, skills and dispositions.
· Reveals a faculty member’s dedication to staying current in content knowledge related to the courses he or she teaches.
· Helps students apply research and theory to contemporary educational settings.
· Is complemented by sound assessment processes that take into account the varied ways that students learn.
· Assists students through advice and guidance as they seek to achieve academic and professional goals.
· Illustrates that the instructor understands his/her role in contributing to the effectiveness of the overall program of study for which he/she and colleagues are responsible.
· Promotes a climate of respect among students.
· Relies and builds upon personal reflection and the constructive feedback of others.
Faculty members in the Education Department demonstrate productive scholarship. It is the role of the faculty member seeking promotion and/or tenure to provide evidence that his or her scholarship:
· While taking a singular or varied approach, maintains a recognizable thread that exhibits connectedness of purpose relevant to the faculty member’s established or emerging role in the department and university.
· Is characterized by creativity (the freedom to present information in a variety of ways) and openness to new information.
· Chooses depth over breadth and quality over quantity in research and study.
· Demonstrates consistent and sustained growth and development around a body of scholarly work.
· Informs teaching.
· Is disseminated in multiple and various ways.
Faculty members in the Education Department demonstrate their commitment to service. It is the role of the faculty member seeking promotion and/or tenure to provide evidence that he or she:
· Actively engages in activities associated with the evolution and governance of the department and the university.
· Supports and contributes to the efforts of individual students and student groups.
· Contributes to peer growth and development in collegial and collaborative ways both at the department and university levels.
· Enhances the well being of communities internal and external to the university through the sharing of one’s time, professional expertise and leadership abilities.
Mentoring, Promotion and Tenure Committee
Composition and Duties
P & T Application Format and Guidelines
To Supplement the Faculty Handbook
Committee Composition: The Mentoring, Promotion, and Tenure Committee is composed of five tenured members of the Education Department, elected by the department to staggered three-year terms.
Committee Duties: The Mentoring, Promotion, and Tenure Committee will fulfill the usual functions and responsibilities of a departmental promotion and tenure committee as described in the Faculty Handbook. That is, the committee will receive and evaluate applications for promotion and tenure and pass its recommendations to the department chair. In addition the committee will assume mentoring functions including, but not necessarily limited to, those described below.
Mentoring of Untenured Faculty. The Mentoring, Promotion, and Tenure Committee will meet at least once a year (probably in the spring) with each untenured faculty member. The purpose of this meeting will be to keep the junior colleague aware of the department’s promotion and tenure procedures and criteria, to review the junior colleague’s role in the department and the College, and to discuss how within that role, the individual is progressing toward tenure. The Mentoring, Promotion, and Tenure Committee has a special responsibility to convey to junior colleagues the department’s expectation of teaching excellence and to play a supportive role in the individual’s progress toward that goal. That supportive role might include encouraging the junior colleague to participate in a reflective practice group or take advantage of other on-campus opportunities for faculty development. The role might also include assigning a member of the committee to serve as a teaching mentor for the junior colleague. The mentor or other members of the committee might attend classes taught by the junior colleague in order to provide supportive feedback, guidance, or written evaluations which the colleague might choose eventually to submit as part of a Promotion & Tenure application. The committee may also advise the candidate on activities that will contribute to establishing reputation as a scholar, on ways of demonstrating service to the department and college, and on ways of developing, defining, or expanding upon his or her role in the department.
Mentoring of Candidates for Promotion or Tenure. The Mentoring, Promotion, and Tenure Committee will meet with any member of the department contemplating applying for promotion or tenure one year prior to that application. The department chair will also attend this meeting. An important purpose of this meeting will be for the committee, candidate, and chair to discuss the candidate’s role in the department and the college, and to discuss how the department’s criteria for the promotion or for tenure can be fulfilled within that role. Because it is important that all parties agree as to the candidate’s role, following this meeting, the candidate will be asked to submit to the committee and the department chair, a written summary of what has been agreed is that role. Should either the committee or the chair disagree with this statement, additional discussion will be held until the issue is resolved. This meeting will also be an opportunity for the committee to advise the candidate about what needs to be accomplished in the final year prior to application and about how to prepare the application. Should the committee be of the opinion that the candidate will not be ready to apply in a year’s time, the committee will so advise the candidate and offer its guidance as to what the candidate can do to overcome deficiencies.
Application Format and Guidelines
In addition to application procedure that is described in the Faculty Handbook, the Education Department has set guidelines for the format of the application.
I. The candidate should submit to the Chair of the M,P&T Committee by October 15th the following materials:
One (1) complete, original copy of the Personnel Action Folder
Five (5) copies of the Personnel Action Folder
One (1) set of supporting documentation
II. The Personnel Action Folder and its copies should be in 3-ring binders and should include the following:
· Initial Request
· Candidate’s Employment and Education Summary
· Statement on Teaching
· Statement on Scholarly/Professional Activity
· Statement on Service
· Copies of letters of support (indexed):
o Addressed to the chair of the M,P&T Committee,
o From individuals qualified to speak to promotion and tenure,
o Typically not from subordinates or current students
· Copies of evaluation and reappointment letters from the Department Chair and Vice President
· Curriculum Vitae
III. Supporting Documentation is presented preferably in boxed, hanging folders, and not in binders or plastic envelopes. It should be organized by teaching, scholarship, and service. Materials typically include:
· Student course evaluations
· Illustrative course syllabi, assignments, etc.
· Documentation of scholarly presentations/publications
· Documentation of service activities
· Letters written about the candidate’s contributions, thank you letters, etc.
IV. Because the Personnel Action Folder is reviewed not only by the MP&T Committee, but also by individuals who may not be personally familiar with the candidate’s background and qualifications, the Committee recommends the following:
A. It is the responsibility of the candidate to clearly indicate how he/she has met the guidelines for promotion or tenure as stated in the Faculty Handbook. To that end, the candidate must indicate how each piece of evidence relates to specific promotion and tenure guidelines.
B. The candidate must understand that no documentation presented to the committee is considered “self evident.” The degree and nature of involvement in any activity presented must be clearly expressed.
V. In response to the charge that each department make clear what it regards as objective outside evaluation of scholarly/professional activity, the Committee states:
A. Objective outside evaluation is defined as evaluation from individuals external to Plymouth State College who have been direct observers or consumers of scholarly/professional activities conducted by the candidate.
B. Value shall be given to outside evaluators without regard to geographic perspective (local, state, regional, national, etc.).
C. What shall be considered in determining the value of outside evaluation are the following:
1. The individual’s opportunity to observe or consume the scholarly/professional activity in a direct, personal, and in depth fashion. The evaluation must be one which specifically addresses the work of the individual faculty member and is not merely “standardized” feedback given to members of a given group (for example, a letter sent by the President of an Association to all individuals who presented papers at a conference.)
2. The individual’s qualifications to evaluate scholarly/professional activities. Qualifications are not limited to academic degrees. However, it is the responsibility of the candidate to establish the qualifications of an individual who is not certified or otherwise academically qualified in the area of expertise.
VI. In response to the charge that each department develop examples of acceptable activities and criteria which may be used in the evaluation of scholarly/professional activity, the Committee states:
A. Examples of acceptable activities and criteria are listed in the Faculty Handbook. This list is adequate. Although members of the Education Department more commonly perform some of these activities (e.g., classroom research, scholarly activity with local visibility, professional consultations, publications) than others, all activities listed are viewed as equally valuable and thus given equal consideration.
B. Within a given category of activity, it is the mutual responsibility of the Committee and the candidate to differentiate among activities and to assign relative value accordingly. (For example, within the category of publication, requested material funded by the publisher, would be valued higher than self-promoted material funded by the candidate.)
Application Review Procedure
It is the practice of the MP&T Committee to read the application within two weeks of the October 15 deadline, and then meet with the candidate. This meeting is an opportunity for the Committee to seek clarification of details. The Committee may invite or recommend minor revisions of the application at this meeting, these to be made before the Committee makes its final decision and passes the application to the Department Chair.