Tenure and Promotion Policies
1. The purpose of this PPS is to establish the criteria of the College for tenure and promotion together with the policies and procedures for their application. The following is an updated list of sources relevant to these criteria.
a. AA/PPS 04.02.01, Development/Evaluation of Tenure-Tenure Track Faculty
b. AA/PPS 02.03.20. Maintenance and Improvement of Quality in Teaching
c. AA/PPS 04.02.20, Tenure and Promotion Review
d. Faculty Handbook, Texas State University, 13th edition
e. The Core of Academe, AASCU, 1993
f. The Texas State University System (TSUS) Rules and Regulations
g. Tenure and Promotion Policy of the Applicant's Academic Department
PREPARING THE PORTFOLIO
2. In addition to the forms required by the University (see PPS 8.10 [Forms 2P and 2T—go to http://www.txstate.edu/academicaffairs/pps/pps_toc.htm and scroll to PPS 8.10 Forms 2P and 2T]), candidates for tenure and/or promotion will submit an up-to-date Texas State Vita (Form A). For other items to include in the portfolio, see below: Teaching, paragraph 4; Scholarly/Creative Activity, paragraph 11; and Leadership/Service, paragraph 13.
3. The teaching of each faculty member in the College of Liberal Arts is evaluated by the Personnel Committee and Department Chair on the basis of scholarly preparation, dedication, peer evaluation through classroom visits and review of a teaching portfolio. Teaching is understood to include not only classroom performance, but other factors such as preparation, syllabi and other course materials, graded assignments, effective testing, staying current in the discipline, student academic and career counseling, and curriculum improvement.
4. In preparing the portfolio, candidates will include the items listed below to document Teaching. Candidates for tenure and for promotion to associate professor should include teaching material collected since initial date of employment. Candidates for promotion to full professor should include teaching material collected since the latest promotion.
a. A summary of student evaluations from all classes that evaluated the candidate using departmental forms
b. Sample course syllabi, assignments, and examinations
c. Examples of students’ work
d. Documentation of any other achievements relevant to teaching, such as awards, funded grants and/or curriculum development
e. For candidates for tenure, written statements and/or letters from colleagues who have observed candidate’s classes
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5. For tenure and/or and promotion to Associate Professor, the College of Liberal Arts requires five refereed, scholarly works—which may include articles, book chapters, and comparable electronic projects—or a book. In addition, candidates may include achievements such as externally funded grants and/or refereed papers presented at regional ornational meetings. With the approval of the Dean, departments may establish alternatives to refereed, scholarly books or articles that are appropriate to their disciplines (e.g., novels, law review articles). Upon the recommendation of the department, the College may recognize other exceptional achievements. For example, a funded, refereed grant of substantial size and/or prestige may substitute for one article if the candidate is the principal investigator.
6. Promotion to Professor requires five refereed, scholarly works—which may include articles, book chapters, and comparable electronic projects—or a book, since promotion to Associate Professor. The candidate will identify these publications on the Texas State Vita (Form A) by an asterisk beside each entry and by a footnote at the bottom of each page: *Since promotion to Associate Professor. The College Review Group will emphasize Scholarly/Creative Activity published subsequent to promotion to Associate Professor but will also consider the candidate’s entire academic career. In addition, candidates may include achievements such as externally funded grants and/or refereed papers presented at regional or national meetings. A funded, refereed grant of substantial size and/or prestige may substitute for one article if the candidate is the principal investigator. As with promotion to Associate Professor, each department establishes criteria appropriate to its discipline, approved by the Dean, and submits those criteria with their candidates’ portfolios.
7. In addition to the quantitative requirement (which is intended as a standard of eligibility and not an approval of tenure and/or promotion), there is an important qualitative component. The Chair and Personnel Committee of each candidate’s department will provide a qualitative assessment of the candidate’s scholarship and/or creative activity based on such factors as acceptance rates of journals in which works have appeared, citation record, prestige of publishers, prestige of organizations to which papers were presented, prestige of granting agencies, and opinions of experts outside the University. For promotion to Associate Professor and Professor, the Chair and the Personnel Committee "should describe the total scholarly/creative work of each candidate and assess its impact on the expansion of knowledge in the discipline"; the description and assessment are "particularly critical for promotion to full professor" (see #24, PPS 8.10). It is the candidate's responsibility to provide the Chair and the Personnel Committee with a two-page assessment of the impact of his or her scholarly/creative activity. In addition, the Chair and Personnel Committee "should fully develop a rationale for recommending the candidate, leaving no doubt about the candidate's suitability and importance to the future development of the department" (see #26, PPS 8.10). The qualitative assessment will appear as part of the tenure/promotion forms completed by a representative from the Personnel Committee and the Chair, respectively (PPS 8.10, Forms 3 and 4—go to http://www.txstate.edu/academicaffairs/pps/pps_toc.htm and scroll to PPS 8.10, Forms 3 and 4).
8. The following guidelines govern the collection of external reviews of the candidate’s scholarship or creative activities for all faculty hired 8/15/02 or later . The reviews are required for promotion to Professor. The Chair, the Personnel Committee, and the candidate will generate a list from which external reviewers are selected. The candidate, theChair, and the Personnel Committee will each select one expert in thecandidate’s area of specialization. The Chair will contact the three external reviewers and send them copies of the candidate’s Scholarly/Creative Activity. As reviews are received, the Chair will add them to the candidate’s promotion file. External reviewers will be informed that their remarks will be confidential to the extent allowed under law. External reviewers should hold the terminal degree appropriate to the discipline and be a professor in rank. To minimize biases for or against the candidate, external reviews should not be solicited from thesis advisors, co-authors, former students, or former professors. To assist referees in writing their evaluations, the invitation to submit an external review should include a copy of the mission statements of the University and the College, a brief description of the candidate’s department and its mission, and the following form:
External Reviewer’s Evaluation
Please respond to the requests below.
a. Indicate the nature of your professional contact with and knowledge of the candidate.
b. Provide an assessment of the significance and quality of the candidate’s scholarly and/or creative contributions to the discipline.
c. Compare the candidate’s contributions to generally accepted norms in the field according to your understanding of these norms.
9. If the size of the candidate's Department precludes internal evaluation, the candidate and the Chair will agree on the selection of at least two qualified external reviewers (see #25, PPS 8.10). For the logistics of the review, see # 8 above, beginning with the fourth sentence.
10. Only scholarship or creative work that is in print, or documented as forthcoming will be counted as part of the Scholarly/Creative record. In a separate folder titled “Forthcoming Scholarly/Creative Work,” the candidate must provide documentation, i.e., letters of acceptance from publishers or journal editors listing date of publication. All documentation in this folder must be received by the date of the College Review Group’s meeting to vote on tenure and promotion. Written work that is under review, under contract, or being revised or resubmitted will not count and should not be listed under Publications on the Texas State Vita ( Form A).
11. In preparing the portfolio, candidates should use the checklist below to document Scholarly/Creative Activity. To indicate whether or not a publication is Refereed, candidates should write R for Refereed or I for Invited (the latter designation accompanied by an explanation) beside the entry of each book, monograph, article, or book chapter listed on the Texas State Vita (Form A). In each entry under Publications or Presentations, candidates should include beginning and ending page numbers of a work. Candidates should also list co-author(s), if any, exactly as they are listed on the publication or in a conference program. The portfolio for Scholarly/Creative Activity should be organized in the following order.
a. Refereed and non-refereed published books, i.e., scholarly monographs, textbooks, edited books, chapters in books, creative books
b. Refereed and non-refereed journal articles
c. Refereed and non-refereed abstracts, reports, book reviews, other
d. Folder, titled “Forthcoming Scholarly/Creative Work” with the forthcoming refereed and non-refereed publications and their respective letters of acceptance
e. Externally funded grant proposals
f. Copies of papers or materials presented at regional and national meetings and items under Works Not in Print on the Texas State Vita (Form A).
g. Qualitative assessment prepared by Chair and Personnel Committee
h. Letters from external reviewers (required for promotion to full professor)
i. On Texas State Vita (Form A), publications since promotion to Associate Professor identified by an asterisk beside each entry and by a footnote at the bottom of the page: *Since promotion to associate professor
j. Letters from Texas State colleagues
k. List of department’s criteria for tenure and promotion, appropriate to discipline and approved by the Dean
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12. The College of Liberal Arts defines Leadership/Service as any professionally related activity, other than teaching or scholarship, which contributes to the well being of the university both in its internal and external aspects. It is expected that a faculty member will be able to demonstrate contributions—related to the faculty member’s area of expertise—in one or more of the following areas: department, college, university, profession, or community. Examples of Leadership/Service are holding office in professional organizations; chairing sessions at professional meetings; serving on departmental, college and university committees; and in general, any other activity that advances the best interests of the university. Leadership/Service activities are subject to qualitative judgments, and the quality of Leadership/ Service takes precedence over simply a long list of committee memberships. Leadership/Service includes Collegiality, i.e., expected "collegial contributions to the university community" and "to the positive functioning of the department and the university" (see #3, PPS 8.10). In its "Statement of Professional Ethics," AAUP addresses collegiality as follows:
As colleagues, professors have obligations that derive from common membership in the community of scholars. Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of associates. In the exchange of criticism and ideas professors show due respect for the opinions of others. Professors acknowledge academic debt and strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty responsibilities for the governance of their institution.
13. On the Texas State Vita (Form A), candidates should list Leadership/Service to the department, College and University, and to the profession and the community. Candidates may include copies of correspondence, descriptions of projects, or other evidence of effective Leadership/Service.
14. Candidates for Professor should carefully describe and document Leadership/Service because an "outstanding record of leadership and service is normally expected" for promotion to this rank, but "less critical" for promotion to Associate Professor (see #21, PPS 8.10).
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EARLY TENURE AND/OR PROMOTION
15. On the recommendation of the department and in exceptional cases, the College of Liberal Arts will consider candidates for early tenure and/or promotion.
FACULTY AFFECTED BY THIS PPS