/Institutions/Cumberland-University/json/2020-2021/University-Policy-local.json

/Institutions/Cumberland-University/json/2020-2021/University-Policy.json

Policy > Human Resources > Faculty Policies > Faculty Rank of Positions and Promotion

Faculty Rank of Positions and Promotion

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Document Number: FacHR--102

Date Originally Created: 01/18/2012
Revised: 06/18/2018
Revised: 08/31/2019

Revised: 01/07/2021
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General Description

Description:
Information about appointment to the faculty relative to HR policy.

Scope:
All faculty, staff, and administrators

Responsibility:
Provost and VP for Academic Affairs
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I. Policy Statement

1. Faculty Rank of Positions
Cumberland University is dedicated to the improvement of academic scholarship at the institution and to enhancing the impact of this scholarship in the communities it serves. Promotion of faculty at the university is based on recognition of exemplary, innovative, and original work in the areas of teaching, scholarship, service to the university and the community (regional or academic). Cumberland recognizes an inclusive view of scholarship that sees knowledge as the product of original work in discovery, integration, application, and teaching.

The university will follow the tradition of identifying employed academic faculty with specific ranks. Faculty rank will communicate a status earned by faculty according to the requirements of each rank as specified below. 

2. Promotion in Rank
Promotion in rank is recognition of significant accomplishment in one’s professional career and confidence in continuing excellence. Promotion of faculty members is to be made objectively, impartially, and equitably and be based on merit that is consistent with the University mission. Recommendation of faculty for promotion shall be a multi-step process, guided by faculty peers, that will include external review as described in the Section III below. 

At a relatively small institution the objective but supportive review of colleagues’ promotion portfolios is a serious task. Committee members are expected to engage in considerate, intentional, and objective reviews of an applicant’s portfolio. The committee is tasked in this case to consider the interests of the institution first and the applicant second. If personal relationships might interfere with an objective review of a portfolio, and member of the committee should declare this as a conflict of interest and recuse themselves from review.

II. Description and duties of Ranks
Unless specified differently below faculty at all ranks are expected to demonstrate the following to maintain rank or to be qualified for promotion: 

1. uphold the mission of the university and to contribute to their particular area(s) of specialty within the context of promoting the values of a liberal arts education;
2. cultivate professionalism in the areas of pedagogy, scholarly activity, and community service that are consistent with the faculty evaluation criteria; 
3. demonstrate evidence of character and ability to work well with and complement the faculty of the university, the school, and the discipline;
4. participate in positive interactions with students, Cumberland staff and faculty, and the broader community;
5. consider themselves as ambassadors of the university with all on- and off-campus constituencies and to represent the university in a positive manner. 

Faculty employed in a continuing full-time capacity at the University may be appointed to a rank depending on training or experience which is of special value to the University, or meets a special teaching need of the institution. 

1. Lecturer
1.1 Position Requirements
A lecturer should possess an earned master’s degree and a minimum of 18 graduate semester hours in the instructional discipline from an accredited college or university. 

1.2 Position Duties and Responsibilities
It is the responsibility of the Lecturer to prepare and present course information which demonstrates sound and current scholarship and practice in the discipline and to utilize teaching strategies that will enhance student learning.

Committee assignments and academic advising are not an expectation for the Lecturer position.

2. Instructor
2.1. Position Requirements
An instructor must possess at least a master’s degree in the instructional discipline or related area from an accredited college or university and/or have an earned master’s degree in another field and significant experience that makes them appropriately credentialed to teach within the given area. 

The individual must demonstrate the ability to respectfully work on tasks related to the faculty role in university governance and to work collaboratively on projects and tasks related to the program or discipline of appointment.

2.2. Position Duties and Responsibilities
Pedagogy: 
The individual’s teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising may be required. 

Scholarly Activities: 
Research or creative activities within one’s discipline are strongly encouraged. Individuals are expected to participate in professional development activities to increase their expertise and effectiveness in teaching and their disciplinary area. 

Community Service: 
Engagement with students outside the classroom through focused activities, student organizations or clubs is strongly encouraged. Instructors are expected to serve on university committees as a positive force for academic excellence as opportunities permit. 

2.3 Completion of a Terminal Degree:

When an individual faculty member holding the rank of instructor completes a terminal degree, the faculty member will be automatically promoted to the rank of Assistant Professor, effective the next academic year.

3. Assistant Professor
3.1 Position Requirements
The rank of assistant professor requires that a person shall hold either a master’s degree in a relevant field, or an earned doctorate or other recognized terminal degree from an accredited college or university in a major appropriate to the teaching field. Exceptions may be granted according to the norms applicable to specific disciplines. If the degree is outside a faculty member’s discipline, the school dean, and Provost and Vice President for Academic Affairs shall determine whether the degree is appropriate to the teaching field, a determination that is normally made at the time of appointment. 

Assistant professor is the highest rank that may be attained by a faculty member without a terminal degree.

3.2 Position Duties and Responsibilities
Pedagogy: 
The individuals teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising is expected. 

Scholarly Activities: 
Research or Creative activities within ones discipline are strongly encouraged and expected. Individuals should maintain engagement with their academic area through participation in professional development opportunities, professional organizations, and other activities that present opportunities for expansion of one’s expertise and knowledge base. 

Community Service: 
Engagement with students outside the classroom through focused activities, student organizations or clubs is strongly encouraged. Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university is strongly encouraged.

4. Associate Professor
4.1 Position Requirements
The rank of associate professor requires that a person shall hold an earned doctorate or other recognized terminal degree from an accredited college or university in a major appropriate to the teaching field and a recommended minimum of six years of full time college teaching experience. Exceptions may be granted according to the norms applicable to specific disciplines. If the degree is outside a faculty member’s discipline, the school dean and Provost and Vice President for Academic Affairs shall determine whether the degree is appropriate to the teaching field, a determination that is normally made at the time of appointment. 

4.2 Position Duties and Responsibilities
Pedagogy: 
The individual must have documented evidence of quality professional performance in instruction. The individual’s teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising is expected. 

Scholarly Activities: 
Research or creative activities within discipline are strongly encouraged and expected. Evidence of sustained engagement within one’s academic area and evidence of initial contributions beyond graduate study in the area of expertise should be apparent. Individuals should maintain engagement with their academic area through participation in professional development opportunities, professional organizations, and other activities that present opportunities for expansion of one’s expertise and knowledge base

Community Service: 
Continued engagement with students outside the classroom through focused activities, student organizations or clubs is expected. Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university should be on going.

5. Professor
5.1 Position Requirements
The rank of professor requires that a person shall hold an earned doctorate or other recognized terminal degree from an accredited college or university in a major appropriate to the teaching field and a recommended minimum of ten years of full time college teaching experience. Exceptions may be granted according to the norms applicable to specific disciplines. If the degree is outside a faculty member’s discipline, the School dean, and Provost and Vice President for Academic Affairs shall determine whether the degree is appropriate to the teaching field, a determination that is normally made at the time of appointment. 

5.2 Position Duties and Responsibilities
Pedagogy: 
The individual must have documented evidence of quality professional performance and expertise in instruction. The individual’s teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising is expected. 

Scholarly Activities: 
Research or creative activities within ones discipline are strongly encouraged and expected. Evidence of sustained engagement and expertise within one’s academic area and evidence of initial contributions beyond graduate study in the area of expertise should be apparent. Individuals should maintain engagement with their academic area through participation in professional development opportunities, professional organizations, and other activities that present opportunities for expansion of one’s expertise and knowledge base. 

Community Service: 
Continued engagement with students outside the classroom through focused activities, student organizations or clubs is expected. Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university should be ongoing.

6. Visiting Professorships
An outstanding teacher, who may be employed on a temporary basis, usually having less than a teaching load and no advising responsibility, may carry the title of Visiting Assistant, Associate, or Professor for a specific time period detailed in the letter of appointment. Selection of such faculty may differ from that followed for regular faculty appointments. Appointment to this status is by the Provost and Vice President for Academic Affairs after consultation with the School deans.

7. Emeritus Professor
A faculty member may be appointed as Emeritus Professor after a significant period of exceptional service to Cumberland University. An emeritus professor may carry a reduced teaching load and be exempt from other of the expectations of faculty detailed above. These terms shall be determined by the Provost and Vice President for Academic Affairs. An appointment to Emeritus status will be made in consultation with the President of the University and School deans. Such appointments may be limited to a specific period of time as specified in the letter of appointment. 


III. Procedures for Promotion in Rank

Faculty interested in promotion should submit a portfolio to be considered by a peer-driven process under the aegis of the university Promotion Review Committee (PRC). The portfolio is described first below. The timeline and stages of the promotion process of review is described second. 

The candidate for promotion may withdraw from the review process at any level without prejudice.

Faculty members who have been denied promotion may appeal the promotion decision by following the Grievance Procedure set forth in Cumberland University policy.

Faculty members who have been denied promotion may reapply.

1. The Portfolio
The promotion portfolio consists of five sections which will highlight the professional academic and service achievements of the applicant. Materials submitted for consideration are not to exceed one 3-inch three-ring binder. Applicants submit three copies of materials (in separate binders) to the Provost and Vice President for Academic Affairs. The following is a list of materials that should be included in the portfolio when applying for promotion:

Section I: Eligibility and Overview
In this section, the applicant will include:
1. A cover letter by the applicant;
2. A list of three possible external reviewers who must be full-time faculty members at an accredited university with rank at or above the rank to which faculty member is applying;
3. A current curriculum vitae (a resume will not suffice); a letter of recommendation from the Dean or direct supervisor; and
4. A two- to three-page narrative that summarizes all three areas of evaluation, which are: (1) Excellence in Teaching, (2) Scholarship, and (3) Service. 

Section II: Broad Supporting Documents
In this section, the applicant will include: 
1. a minimum of three letters of support (at least one of which must be from peers in the professional community, e.g., faculty member or members at other institutions of higher education);
2. Copies of the Dean's most recent annual evaluations as well as most recent Annual Activity Reports (current and previous); and
3. Other assessments of the applicant’s choosing (current and previous).

Section III: Excellence in Teaching
In this section, the applicant will include:
1. Selected course syllabi (current and previous);
2. Summary of available course evaluations (current and previous);
3. Sample course evaluations (current and previous);
4. Sample Course Assessment Documentation Sheets (CADS - current and previous); and
5. Evidence and documentation of competence and growth.

At the option of the Provost and Vice President for Academic Affairs, appropriate administrative or professional work experience may be substituted for part of the teaching experience and/or formal education requirements following accreditation guidelines.

Section IV: Professional Development/Scholarship
In this section, the applicant will include:
Evidence and documentation of engagement in professional development activities designed to enhance professional competence and growth.

Section V: Service to the University and Community
In this section, the applicant will include:
Evidence and documentation of participation in university and or public community service, with examples of competence and growth through the activities.

2. Timeline and stages of promotion process
Specific deadlines and other dates will be communicated each year by the Provost and Vice President for Academic Affairs. The following are provided to communicate the rough timing of and description of each stage of the process.
• Mid-October: applicants notify the school dean of their intent to apply for promotion. The school dean will notify the Provost and Vice President for Academic Affairs of his or her support of the application.
• End of November: applicants submit their promotion portfolio to the Provost and Vice President for Academic Affairs.
• Early to mid-December: the Provost and Vice President for Academic Affairs chooses external reviewer(s), and the chair sends copies of the portfolio to external reviewer(s) and school dean for evaluation.
o It is the role of the external reviewer(s) to prepare an unbiased evaluation of the candidate’s accomplishments and to make note of the candidate’s significant achievements. External reviewers will prepare a letter of review for the PRC that will be additionally submitted to the Provost and Vice President for Academic Affairs.
• Early January: the chair of the Promotion Review Committee makes copies of the applicants’ portfolios available for secure access and review by the committee’s members. 
• End of January: External reviewers return letter of evaluation due to the Provost and Vice President for Academic Affairs.
• Early February: the school dean prepares his or her letter of recommendation.
• Mid-March: Committee submits recommendations to the Provost and Vice President for Academic Affairs.
• End of March: the Provost and Vice President for Academic Affairs makes recommendations to the University President. 
• Early April: Applicants are notified of the final outcome

3. Composition and Authority of Promotion Review Committee
The Promotion Review Committee (PRC) shall consist of Cumberland University faculty. The PRC shall be composed of one faculty member from each School in the university; where it is the case that a School contains broad and diverse fields of study, it may be deemed necessary to choose faculty to represent each broad area. 

Neither the applicant for promotion, their program director, nor their dean may serve in their promotion review. In this case of other conflict of interest, the Vice President for Academic Affairs will appoint appropriate designees. 

After extensive assessment of a candidate’s portfolio and examining letters of review, a report will be prepared and a letter of recommendation for or against promotion will be submitted to the School dean, Provost and Vice President for Academic Affairs, and the applicant. Whether the letter supports or rejects the application for promotion, the PRC must supply sufficient justification for the decision, citing the applicant’s materials.

The Provost shall have the final decision, taking the opinion of the applicant’s peers on the PRC in serious consideration.