Guidelines for Promotion,Tenure, and Minimum Rank Criteria

Faculty Promotion Policy

Introduction

Promotion in rank is recognition of past achievement of the individual being considered for promotion. In addition, the advancement in rank is recognition of future potential and a sign of confidence that the individual is capable of even greater accomplishments and of assuming greater responsibilities. The policy of Jackson State Community College (JSCC) is to make promotions strictly on consideration of merit tempered by college and fiscal considerations. The purpose of this policy is to help ensure that promotions are made objectively, equitably, impartially, and as recognition of merit consistent with the following policy guidelines.

The president of the college is responsible for the master-staffing plan of the college. In developing such a plan, the president will consider the fiscal impact of each promotion recommended to the board.

Definitions

For the purposes of this policy, teaching, service/outreach, and scholarship/creative activities/research will be defined as follows.

Teaching
Teaching applies to any manner in which information is imparted so that others may learn and may include but is not limited to a variety of techniques including instruction, development of course materials and courseware, and development of innovative approaches to teaching.
Service/Outreach
Service applies to service within the community as defined by the college’s role and mission; service to the college, as in student advising and/or mentoring; and service within the bounds of the applicant’s academic discipline and budgeted assignment.
Scholarship/Creative Activities/Research
Research applies to the studious inquiry, examination, or discovery that contributes to disciplinary and interdisciplinary bodies of knowledge. Scholarship/creative activities/research may include but are not limited to typical professional growth and development activities, disciplinary and interdisciplinary activities that focus on the boundaries of knowledge, community-based scholarship, creative activities (e.g., performances or other artistic creations), and the development of cutting-edge teaching approaches.

A more detailed description of these activities and the criteria to be applied in assessing performance in these three areas may be found in Section IV of TBR Policy No. 5:02:03:70 Academic Tenure at Tennessee Board of Regents Community Colleges and Section IV of JSCC Academic Tenure Policy.

Minimum Rank Criteria

The following define minimum criteria that distinguish between academic ranks. Faculty must demonstrate minimum criteria to be eligible for promotion in rank. Promotion must be sequential in each rank.

Instructor
1. Potential ability in teaching, service/outreach, and scholarship/creative activities/research.
2. As determined to be appropriate for the instructional discipline, either an Associate or Baccalaureate degree (i. e., Career Studies) or an earned Master’s degree or higher from an accredited institution in the discipline or related area.
3. Evidence of good character, mature attitude, and professional integrity.
Assistant Professor
1. Documented evidence of ability in teaching, service/outreach, and scholarship/creative activities/research.
2. As determined to be appropriate for the discipline, either a Baccalaureate (i. e. Career Studies) or an earned Master’s degree or higher from an accredited institution in the discipline or area.
3. At least two years in the rank of instructor.
4. Evidence of good character, mature attitude, and professional integrity.
Associate Professor
1. Documented evidence of high-quality professional productivity in teaching, service/outreach, and scholarship/creative activities/research.
2. As determined to be appropriate for the instructional discipline, a Baccalaureate (i. e. Career Studies) or an earned Master’s degree or higher from an accredited institution in the discipline or related area.
3. At least three years in the rank of Assistant Professor.
4. Evidence of good character, mature attitude, and professional integrity.
Professor
1. Documented evidence of sustained high-quality professional productivity in teaching, service/outreach, and scholarship/creative activities/research.
2. Earned doctorate or TBR-recognized terminal degree from an accredited institution in the instructional discipline or related area plus five years in the rank of Associate Professor.
3. Documented evidence of teaching excellence and superior contribution to student development or superior scholarly or creative activity. The absence of such evidence may prevent advancement to the rank of professor. Since there is no higher rank, promotion to professor is taken with great care and requires a substantial level of achievement. This rank is not a reward for long service; rather, it is recognition of superior achievement within the discipline with every expectation of continuing contribution to the college and the larger academic community.
4. Evidence of good character, mature attitude, professional integrity, and a high degree of academic excellence and responsibility.

Note: Minimum criteria may be waived if approved by the president when a candidate offers extraordinary qualifications in lieu of the stated minimum rank criteria. Such approval must be supported by evidence of the extraordinary nature of the qualifications. For example, a candidate with recognized, national prominence and expertise might qualify for such a waiver.

Terminal Degree Designation

The Board of Regents will use national discipline standards to determine which degrees are considered to be “terminal” within each discipline and will provide each community college with a list that delineates these degrees. Blanket exceptions to these standards may be requested by the college by classification based upon the college’s mission and hiring practice. The college may also petition the board for “equivalent work experience credit” when a candidate has not obtained a terminal degree but has a record of extraordinary achievement in a given field. The equivalent work experience credit may include relevant teaching experience or other experiences such as experience gained as an administrator, counselor, librarian, journeyman, etc.

Promotion Criteria

Candidates for promotion in rank must meet the criteria outlined previously as minimum rank criteria. Eligibility for promotion in rank under these minimum criteria does not automatically result in promotion. It is the responsibility of the faculty member to initiate consideration for any change in rank. Extended leave taken by candidates may affect the time in rank required for eligibility for promotion. Once minimum criteria have been met, the decision on promotion will be based on criteria outlined below:

Time in Rank

Instructor: after two years may apply for Assistant Professor after the second year to be effective the fourth year

Assistant Professor: after three years may apply for Associate Professor after the third year to be effective the fifth year

Associate Professor: five years may apply for Professor after the fifth year to be effective the seventh year

Teaching (60%)

Evaluation of teaching shall be conducted by the program director/division dean, peers, and students. The evaluation shall be based on the following criteria (evidence of each should be submitted):

Curriculum and/or program development.
Development and application of current instructional techniques (including development of online and computer-assisted course development), etc.
Documentation of teaching methodologies.
Documentation of staying current in his/her field of discipline/specialization.
Student evaluations of the teaching performance.

Service/Outreach (30%)

Evaluation of the service component should be based on performance in three areas: service to the college, public service to the community as defined by the college’s role and mission, and service within the bounds of the applicant’s academic discipline and budgeted assignment. Evaluation should be based on all three areas although it is realized that differences in emphases may exist. The college shall determine the emphasis as well as the specific criteria based on the individual’s aspect of work. These criteria should include: college committee and administrative responsibilities, community service programs, public service consultation, and active contributions to professional associations. Specific evaluative criteria may be developed using the following guidelines:

Performance in relation to assigned and budgeted duties (as described in the candidate’s position description, which includes a statement of the mission or purpose of the position and of the objective(s) of the nominee’s service unit, as well as the specific assigned tasks and responsibilities of the nominee).
The candidate’s effectiveness, as judged by his or her impact on the institution, individuals, groups, or organizations served. This should include documentation of the success of his or her internal and external service, in terms of improvement of communities, programs, operating agencies, production processes, or management practices. It should also include indications of satisfaction with the service provided by the nominee, and the magnitude and complexity of his or her work (as opposed to perfunctory activity that does not lead to useful results).
Service/outreach work is sometimes not publishable. The results may be in the form of direct consultations, planning reports, or instructional time directed largely to the recipients of college service programs. But certain aspects of service work are suitable for publication in professional journals. For example, unique techniques developed to motivate students or others or new approaches to the transfer and application of knowledge would be of interest to peers in other public service programs.
Performance in the advisement and mentoring of students.

Scholarship/Creative Activities/Research (10%)

The following are examples of appropriate activities for this criterion:

Scholarly pursuits in support of the discipline or the teaching profession, which should include typical professional development activities such as taking classes, etc.
Implementation and use of cutting-edge teaching approaches, such as instructional technologies and learning theories, etc.
Performances, compositions, and other artistic creations that are evaluated by written reviews and by qualified peers, either in person or aided by other forms of reports, or both.
Professional or scholarly papers presented at international, national, or regional/state meetings.
Publication of research or scholarly works such as books, journal articles, and other scholarly papers.

General Process Guidelines

The Vice President of Academic Affairs will notify faculty members of their eligibility to apply for promotion according to the published schedule. Eligible candidates will prepare their promotion portfolios addressing promotion criteria as outlined in college policy. Each portfolio must contain documentation of the candidate’s teaching performance, service/outreach contributions, and scholarship/creative activities/research. While all three areas are important, certain exceptions may exist in which evaluation may occur in one or the other area exclusively. In these cases, as well as in the general case, appropriate supervisory personnel shall clearly and adequately document the facts that justify the individual’s promotion.

The Promotion Portfolio will consist of one three-ring notebook with labeled dividers as described below or a digital portfolio with corresponding sections as described below. Candidates may submit clear photocopies or digital copies of documents rather than originals. If any of the items required by the procedure cannot be provided, a detailed letter of explanation must be included.

The Promotion Portfolio will be formatted as described below and submitted to the division’s tenure and promotion committee according to the published calendar.

Section I: Introduction

This section will contain a position paper prepared by the eligible faculty member supporting his or her qualifications for promotion. This document will be limited to two single-spaced typed pages. (Times New Roman 12-point font)

Section II: Teaching Performance

This section begins with a document (not to exceed two single-spaced typed pages) that includes a “statement of teaching philosophy” and briefly explains the other documents in this section that provide evidence of:

Curriculum and/or program development.
Development and application of current instructional techniques (including development of online and computer-assisted course development), etc.
Documentation of teaching methodologies.
Documentation of staying current in the field of discipline/specialization.
Results of student evaluations for every course evaluated since last promotion. (Note: written student comments may be representative of overall comments and condensed onto one page.).

Each category of evidence should be clearly marked. Other documents that provide evidence of teaching excellence may be added.

Section III: Service/Outreach Contributions

This section begins with a document (not to exceed two single-spaced typed pages) that briefly explains the other documents in this section that provide evidence of:

College committee and administrative responsibilities.
Community service programs and public service consultation.
Active contributions to professional associations.

Each category of evidence should be clearly marked. Other documents that provide evidence of service/outreach may be added.

Section IV: Scholarship/Creative Activities/Research

This section begins with a document (not to exceed two single-spaced typed pages) that briefly explains the other documents in this section that provide evidence of scholarship, creative activities, or research. Each category of evidence should be clearly marked.

Section V: Evaluations

This section will contain all the supervisor and peer evaluations completed since the candidate’s last promotion (or date of hire for first-time promotions).

Supervisor’s evaluations
Peer evaluations

Procedural Steps for Promotion Recommendations

The dean of each division shall oversee the selection of a promotion and tenure committee from among the faculty of the division. This committee shall consist of five tenured faculty members nominated by the program director and/or dean. Faculty applying for promotion or tenure cannot serve on the committee. A promotion candidate’s immediate supervisor is not eligible to serve on the committee. The dean cannot be a member of the committee but will convene the committee for its initial meeting. A chair shall be elected by the membership of the committee. The chair will call future meetings of the committee, oversee committee sessions, correspond with eligible faculty members of the division, and provide the recommendations of the committee to the dean.
Recommendations for or against promotion of eligible faculty by the division promotion and tenure committee shall be consistent with the criteria to be considered in promotion recommendations outlined in this policy.
The promotion candidate’s immediate supervisor, acting independently of the division promotion and tenure committee, shall make a recommendation for or against promotion to the dean.
The dean, acting independently of the division promotion and tenure committee and the immediate supervisor, shall make a recommendation for or against promotion to the Vice President of Academic Affairs. The Vice President of Academic Affairs, acting independently of the division promotion and tenure committee and the dean, shall make a recommendation for or against promotion to the president. Recommendations by the immediate supervisor, the dean, and the Vice President of Academic Affairs shall be governed by the same criteria and shall be based on the same materials as those used by the division promotion and tenure committee. The recommendation for or against promotion by each level of review and supporting materials shall be made available to the president.
A list of promotion recommendations will be forwarded by the president to the chancellor for review. The chancellor’s recommendation will be forwarded to the Committee on Personnel and their recommendation forwarded to the board.
1. In the event that promotion is awarded by the board, the president shall furnish to the faculty member written confirmation of the award.
2. In the event that the president declines to recommend promotion, the applicant will be notified by the president of the decision and the appeal process will be described in writing at that time.
A calendar that delineates the schedule of the review process is included at the end of this policy. The calendar is subject to change by the chancellor or the president.
The promotion process shall be reviewed by the Vice President of Academic Affairs annually. The purpose of this review will be to recommend to the president any needed changes in the process.

Calendar for Promotion Recommendations

No later than: (approximate date)

November 1: The Vice President of Academic Affairs will distribute to all faculty the verified list of those individuals eligible to apply for promotion and/or tenure for that year.

November 15: The dean of each division shall oversee the selection of a promotion and tenure committee from among the faculty of the division.

November 30: The chair of the division promotion and tenure committee shall notify each eligible faculty member of the division to submit appropriate materials no later than January 15 for committee review for promotion considerations.

January 15: Each eligible faculty member shall submit appropriate materials in support of his or her candidacy for promotion to the chair of the division promotion and tenure committee.

January 20: The Vice President of Academic Affairs shall convene, if necessary, the deans and the chairs of the division promotion and tenure committees for discussion of the questions of a policy or procedural nature related to promotion that may arise.

February 10: Recommendation of the division promotion and tenure committee and immediate supervisor to the dean.

February 24: Recommendation of the dean to the Vice President of Academic Affairs.

March 9: Recommendation of the Vice President of Academic Affairs to the president.

April 15: Completion of all promotion appellate actions within the institution.

April 20: The president informs each eligible faculty member of his or her promotion status. Notification is also provided to the Vice President of Academic Affairs, the dean, the immediate supervisor, and the chair of the division promotion and tenure committee.

May 1: The president sends to the chancellor all faculty promotion recommendations along with reports on decisions regarding appeals.

Faculty Tenure Policy

Introduction

Tenure is awarded only by positive action by the Tennessee Board of Regents (TBR), pursuant to the requirements and procedures of this policy at Jackson State Community College (JSCC). The award of tenure is recognition of the merit of a faculty member and of the assumption that he or she would meet the long-term staffing needs of the department or academic program unit and the college. The continued professional growth and development of faculty is necessary for JSCC to continue to provide educational programs in accordance with the college’s mission, goals, and changing needs of the institution. Tenure is awarded only to those members of the faculty who have exhibited professional excellence and outstanding abilities sufficient to demonstrate that their future services and performances justify the degree of permanence afforded by academic tenure.

The quality of the faculty of JSCC is maintained primarily through the appraisal by faculty and administrative officers of each candidate for tenure. Tenure at JSCC provides eligible full-time faculty with the assurance of continued employment during the academic year until retirement or dismissal for adequate cause, financial exigency, or curricular reasons, as further discussed herein. TBR does not award tenure in non-faculty positions.

The following JSCC policy on academic tenure specifically acknowledges compliance with TBR Policy 5:02:03:70 on Academic Tenure.

Definitions

The following are general definitions of terms used in this policy. They are further defined in the subsequent sections of this policy.

Academic Tenure: a personnel status in an academic department or academic program unit pursuant to which the academic or fiscal year appointments of fulltime faculty who have been awarded tenure are continued at JSCC until the expiration or relinquishment of that status, subject to termination for adequate cause, for financial exigency, or for curricular reasons.
Adequate Cause: a basis upon which a faculty member, either with academic tenure or on a tenure-track, term, or temporary appointment, prior to the end of the specified term of the appointment, may be dismissed or terminated. The specific grounds that constitute adequate cause are set forth herein.
Financial Exigency: the formal declaration by TBR that JSCC faces an imminent financial crisis, that there is a current or projected lack of sufficient funds (appropriated or non- appropriated) for the campus as a whole to maintain current programs and activities at a level sufficient to fulfill its educational goals and priorities, and that the budget can only be balanced by extraordinary means that include termination of existing and continuing academic and non-academic appointments.
Faculty Member: a full-time employee who holds academic rank as instructor, assistant professor, associate professor, or professor. Further definition can be found in TBR Policy 5:02:01:00.
Probationary Employment: a period of full-time professional service by a faculty member for whom an appointment letter denotes a tenure-track appointment in which he or she does not have tenure and in which he or she is evaluated by the college for the purpose of determining his or her satisfaction of the criteria for recommendation for tenure. Probationary employment provides an opportunity for the individual to assess his or her own commitment to the college and for the college to determine whether the individual meets its perception of quality and projected need.

Note: Faculty appointments are defined in TBR Policy.

Consideration for Tenure

No faculty member shall be entitled to or acquire any interest in a tenure appointment at JSCC without a recommendation for tenure by the president of the college and an affirmative award of tenure by the Board of Regents. No other person shall have any authority to make any representation concerning tenure to any faculty member, and failure to give timely notice of non-renewal of a contract shall not result in the acquisition of a tenure appointment but shall result in the right of the faculty member to another year of service at JSCC provided that no tenure appeals remain outstanding due to lack of cooperation and/or appropriate action on the part of the candidate in completing the appeal process.

Recommendations for or against tenure shall originate from the division in which the faculty member is assigned and shall include appropriate participation in the recommendation by tenured faculty members in the division. Recommendations for tenure shall be made by a division promotion and tenure committee composed of elected tenured faculty members. The committee shall exercise qualified privilege of academic confidentiality against disclosure of individual tenure votes unless there is evidence that casts doubt upon the integrity of the faculty tenure committee. This policy shall be interpreted in a manner consistent with the Tennessee Public Records Act, as codified in TCA 10-7-503 and 504. The division promotion and tenure committee and the appropriate division leadership shall recommend to the chief academic officer only those faculty members who meet all of the criteria contained in this policy and only those who merit this recommendation. The chief academic officer shall review the recommendation of the faculty who

meet the criteria listed in this policy and who merit this recommendation. Recommendations for tenure shall be made by the president to the chancellor and by the chancellor to the Board of Regents. In the event tenure is awarded by TBR, the president shall furnish to the faculty member written confirmation of the award.

The president may request tenure upon appointment for candidates with extraordinary credentials. The exception shall be requested to the chancellor when the faculty member is employed.

Each year the chief academic officer will establish a Promotion/Tenure Calendar that outlines all activities and response/due dates of specific activities relating to the promotion/tenure process. An example of this calendar is at the end of this appendix.

Minimum Eligibility Requirements

Academic tenure may be awarded only to the following:

Regular full-time faculty members who

Hold academic rank as instructor, assistant professor, associate professor, or professor and meet the minimum criteria as specified in TBR policy, and
Have been employed in a tenure-track appointment and have completed not less than the minimum probationary period of service as stated in this policy and/or as agreed upon in writing and signed by the president or the president’s designee, and
Have been determined by the college to meet the criteria for recommendation for tenure and have been so recommended pursuant to this policy.

Special Contract Faculty:

Faculty members supported in whole or in part by funds available to the college on a short-term basis, such as grants, contracts, or foundation-sponsored projects may be eligible for tenure if continuing support for such members can be clearly identified in the regular budget of the college.

Note: JSCC may establish additional reasonable requirements for the eligibility of faculty for consideration of tenure.

Length of Probationary Employment

Probationary faculty may be employed on annual tenure-track appointments for a maximum probationary period that may not exceed six (6) years.

Calculating the Probationary Period

Only full-time continuous service at a college will be included in determining completion of the probationary period, unless a break in service is approved. Employment during summer terms and in part-time positions shall not be credited toward satisfying the probationary period.

Credit for Prior Service

The minimum probationary period of five years may include credit for prior service when agreed to by the president and subject to the maximum permissible credit for prior service as noted below:

Credit toward completion of the probationary period may at the discretion of the president be given for a maximum of three years of previous full-time service at other colleges, universities, or institutes provided that the prior service is relevant to JSCC’s own needs and criteria. Any credit for prior service that is recognized and agreed to must be confirmed in writing at the time of the initial appointment.

Credit toward completion of the probationary period may at the discretion of the president be given for a maximum of three years of previous full-time service in a temporary faculty appointment or term appointment at JSCC or in an earlier tenure-track appointment at JSCC that has been followed by a break in service. Any credit for prior service in a temporary full-time faculty appointment at JSCC or in an earlier tenure-track appointment at JSCC that has been followed by a break in service must be recognized and confirmed in writing in the appointment letter to a tenure-track position.

Leave of Absence: The period of approved leave of absence shall be excluded from the required probationary period. A faculty member may apply for a maximum of two, non-consecutive one-year leave increments. Exceptions may be granted by the president in writing prior to the leave of absence. Exceptions may include: (a) crediting the leave periods to the probationary period and/or (b) granting more than two, non-consecutive one-year increments. Exception (b), per TBR policy, requires approval of the chancellor of TBR.

“Stopping the Tenure Clock:” A faculty member may request to “stop the tenure clock” during the probationary period when circumstances exist that interrupt the faculty member’s normal progress toward qualifying for tenure. In such cases, the faculty member may request to “stop the tenure clock” for one year if he or she demonstrates that circumstances reasonably warrant the interruption. Reasons will typically be related to a personal or family situation requiring attention and commitment that consumes the time and energy normally addressed to faculty duties and professional development. Examples may include childbirth or adoption, care of dependents, medical conditions or obligations, physical disasters or disruptions, military deployment, or similar circumstances.

Administrative Appointment: A faculty member appointed to an administrative position may remain eligible for tenure consideration. The faculty member must: (a) qualify for tenure under the college’s guidelines, and (b) maintain a significant involvement in academic pursuits including teaching, service/outreach, and scholarship/creative activities/research. The time (or prorated portion of time) spent in the administrative position may be credited toward completion of the probationary period.

Transfer to Another Department or Unit: When a faculty member is serving a probationary period in a department or academic program unit and is subsequently transferred to another academic unit or program, the faculty member may with the approval of the president elect to begin a new probationary period on the date the transfer occurs. If he or she does not so elect (and confirm this in writing to the president), time spent in the first appointment shall count toward establishing the minimum and maximum probationary period.

Criteria to be Considered in Tenure Recommendations

The criteria for the recommendation for tenure depend upon the nature, mission, and goals of

JSCC in which tenure may be awarded and of the department or academic program unit in which a faculty member is employed. The faculty member must demonstrate willingness and ability to work effectively with colleagues and in a professional manner to support the mission of JSCC and the common goals of both the college and the academic organizational unit. Criteria for tenure relate to the college’s three traditional and often inter-related missions: teaching, service/outreach, and scholarship/creative activities/research. In the community college setting, effective teaching is of paramount importance. Additional criteria that must be used in consideration of the recommendation for tenure at JSCC, even though a faculty member may satisfactorily meet all of the previously stated criteria, include the following:

Teaching effectiveness as measured by the evaluation process of the college;
Scholarship, research, and public service activity evaluation;
Professional degrees, awards, and achievements;
Participation in organizations and activities of the college;
Service to the college, the community, and the state;
Professional activities and membership and leadership in professional organizations;
Staffing needs of the department, division, and the college;
Demonstrated potential for continuous professional growth; and
The demonstrated ability to achieve the objectives of the faculty member, the department, the division, and the college.

Evaluation is an important part of measuring criteria relevant to assessing the merit of the candidate; therefore, faculty members must undergo evaluation of performance. The candidate shall be evaluated by students, by peers, and by supervisors in accordance with the evaluation procedures of the college. The evaluation of the faculty member by students shall be conducted a minimum of five years prior to a tenure consideration and shall be a part of the basis for a tenure recommendation.

The faculty member will develop a packet that includes the above stated evaluations along with supporting documentation. This packet will comprise the major input and documentation for tenure consideration. It will be reviewed and assessed by all levels involved in the decision-making process as outlined in policy.

Teaching (60%)

Effective teaching is an essential qualification for tenure, and tenure will be granted only with clear and documented evidence of a candidate’s teaching ability and potential for continued development.

Each of the items listed below must be submitted as evidence of effective teaching and be included in the candidate’s packet.

Evidence of ability to organize and present subject matter in a logical and meaningful way.
Evidence of ability to motivate and stimulate creativity in students.
Statement of teaching philosophy.
Course materials (i.e., course syllabi, handouts, exams/evaluation instruments, instructional materials).
Results of student evaluations for every course evaluated during the probationary period.

Additional types of documentation may also include:

Open-ended or other student input.
Student products.
Teaching recognitions/awards.
Evidence of professional development in teaching.
Peer evaluations.
Evidence of disciplinary or interdisciplinary program or curricular development.
Alumni surveys.
Student exit interviews.
Evidence of supervision of student projects and other forms of student mentorship.
Other evidence of excellence in teaching or mentoring, or both.

Service/Outreach (30%)

Service and/or outreach encompasses a faculty member’s activities in college service, outreach or public service, and professional service. Evidence of performance in one or more of the following activities should be submitted.

College service refers to activities other than teaching and scholarship performed at the department or college level. College service is expected of every faculty member; indeed, colleges could hardly function without conscientious faculty who perform committee work and other administrative responsibilities. College service includes but is not limited to serving on departmental committees, advising students, and participating in college activities and on college committees. More extensive citizenship functions such as membership on a specially appointed task force, serving as advisor to a college-wide student organization, and membership on a college search committee should be taken into account in consideration for tenure.
The outreach or public service function is the college’s outreach to the community and society at large, with major emphasis on the application of knowledge for the solution of problems with which society is confronted. Outreach primarily involves sharing professional expertise and should directly support the goals and mission of the college. A vital component of the college’s mission, public service must be performed at the same high levels of quality that characterize the teaching and research programs.
Professional service refers to the work done for organizations related to the faculty member’s discipline or to the teaching profession in general. Service to the profession includes activities such as service on statewide or TBR committees, guest lecturing on other campuses, and other appropriate activities.

Scholarship/Creative Activities/Research (10%)

Candidates for tenure must present documented evidence of their scholarship, creative activities, and/or research.

Such evidence should cite typical professional development activities such as presentations at a professional meeting, journal editorship, article and grant proposal review, performances, exhibitions, creative activities, as well as completing books, journal articles or monographs, and other appropriate activities.

The scholarship of teaching is a valid measure of research capability. It goes beyond doing a good job in the classroom; creative teachers should organize, record, and document their efforts in such a way that their colleagues may share their contributions to the art of teaching. Authoring appropriate textbooks or chapters within a book, writing educational articles, making presentations, and using innovative contributions to teaching constitute scholarship of teaching.

Performances, compositions, and other artistic creations are examples of appropriate creative activities. Documentation of such activities might include written reviews and evaluations by qualified peers.
Publications in journals or media of similar quality are considered indicators of professional and/or scholarly activity.
Publications that are reviewed by peers are more significant than those that are not subjected to such rigorous examination. Quality is more important than quantity.

The Vice President of Academic Affairs will schedule annual workshops to review tenure and promotion criteria and the application process. Faculty annual review will include an assessment of the minimum criteria for tenure application and will provide guidance in the strengthening of the candidate’s application.

Exceptions to Minimum Rank Qualifications

The minimum rank qualifications should be met in every recommendation regarding appointment to academic rank and for promotion in academic rank.

General Process Guidelines

The Vice President of Academic Affairs will notify faculty members of their eligibility to apply for tenure according to the published schedule. Eligible candidates will prepare their tenure portfolios addressing tenure criteria as outlined in college policy. Each portfolio must contain documentation of the candidate’s teaching performance, service/outreach contributions, and scholarship/creative activities/research.

The Tenure Portfolio will consist of one three-ring notebook with labeled dividers as described below or a digital portfolio with corresponding sections as described below. Candidates may submit clear photocopies or digital copies of documents rather than originals. If any of the items required by the procedure cannot be provided, a detailed letter of explanation must be included.

The Tenure Portfolio will be formatted as described below and submitted to the division’s tenure and promotion committee according to the published calendar.

Section I: Introduction

This section will contain a position paper prepared by the eligible candidate supporting his or her qualifications for tenure. In this paper, the candidate must clearly and succinctly demonstrate his or her willingness and ability to work effectively with colleagues and in a professional manner to support the mission of JSCC and the common goals of both the college and the academic organizational unit. This document will be limited to three single-spaced typed pages (Times New Roman 12-point font) and must also include the following biographical information:

Education History: include degrees, dates awarded, and names of institutions granting the degrees.
JSCC Employment History: include date/type of appointment (s), date of promotions, and date placed on tenure track.

Section II: Teaching Performance

Evidence of ability to organize and present subject matter in a logical and meaningful way.
Evidence of ability to motivate and stimulate creativity in students.
Course materials (i.e., examples of course syllabi, handouts, exams/evaluation instruments, instructional materials).
Results of student evaluations for every course evaluated during the probationary period. (Note: written student comments may be representative of overall comments and condensed onto one page.).

Each category should be clearly marked. Other documents that provide evidence of teaching excellence as described in paragraph IV.

Section III: Service/Outreach Contributions

This section begins with a document (not to exceed two single-spaced typed pages) that briefly explains the other documents in this section that provide evidence of:

College service as defined in this handbook.
Outreach or public service as defined in this handbook.
Professional service as defined in this handbook.

Each category of evidence should be clearly marked. Other documents that provide evidence of service/outreach may be added.

Section IV: Scholarship/Creative Activities/Research

Section V: Evaluations

This section will contain all the supervisor and peer evaluations completed during the candidate’s probationary period.

Supervisor’s evaluations
Peer evaluations

Section VI: Procedural Steps for Promotion Recommendations

The dean of each division shall oversee the selection of a promotion and tenure committee from among the faculty of the division. This committee shall consist of five tenured faculty members appointed by the dean and/or program director. Faculty applying for promotion or tenure cannot serve on the committee. A tenure candidate’s immediate supervisor is not eligible to serve on the committee. The dean cannot be a member of the committee but will convene the committee for its initial meeting. A chair shall be elected by the membership of the committee. The chair will call future meetings of the committee, oversee committee sessions, correspond with eligible faculty members of the division, and provide the recommendations of the committee to the dean.
Recommendations for or against tenure of eligible faculty by the division promotion and tenure committee shall be consistent with the criteria to be considered in tenure recommendations outlined in this policy.
The tenure candidate’s immediate supervisor, acting independently of the division promotion and tenure committee, shall make a recommendation for or against tenure to the dean.
The dean, acting independently of the division promotion and tenure committee and the immediate supervisor, shall make a recommendation for or against tenure to the Vice President of Academic Affairs. The Vice President of Academic Affairs, acting independently of the division promotion and tenure committee and the dean, shall make a recommendation for or against tenure to the president. Recommendations by the immediate supervisor, the dean, and the Vice President of Academic Affairs shall be governed by the same criteria and shall be based on the same materials as those used by the division promotion and tenure committee. The recommendation for or against tenure by each level of review and supporting materials shall be made available to the president.
A list of tenure recommendations will be forwarded by the president to the chancellor for review. The chancellor’s recommendation will be forwarded to the Committee on Personnel and their recommendation forwarded to the board.
1. In the event that tenure is awarded by the board, the president shall furnish to the faculty member written confirmation of the award.
2. In the event that the president declines to recommend promotion, the applicant will be notified by the president of the decision and the appeal process will be described in writing at that time.
A calendar that delineates the schedule of the review process is included at the end of this policy. The calendar is subject to change by the chancellor or the president.
The tenure process shall be reviewed by the Vice President of Academic Affairs annually. The purpose of this review will be to recommend to the president any needed changes in the process.

Calendar for Tenure Recommendations

No later than: (approximate date)

November 1: The Vice President of Academic Affairs will distribute to all faculty the verified list of those individuals eligible to apply for promotion and/or tenure for that year.

November 15:The dean of each division shall oversee the selection of a promotion and tenure committee from among the faculty of the division.

November 30:The chair of the division promotion and tenure committee shall notify each eligible faculty member of the division to submit appropriate materials no later than January 15 for committee review for tenure considerations.

January 15: Each eligible faculty member shall submit appropriate materials in support of his or her candidacy for tenure to the chair of the division promotion and tenure committee.

January 20: The Vice President of Academic Affairs shall convene if necessary, the deans and the chairs of the division promotion and tenure committees for discussion of the questions of a policy or procedural nature related to tenure that may arise.

February 10: Recommendation of the division promotion and tenure committee and immediate supervisor to the dean.

February 24: Recommendation of the dean to the Vice President of Academic Affairs.

March 9: Recommendation of the Vice President of Academic Affairs to the president.

April 15: Completion of all tenure appellate actions within the institution.

April 20: The president informs each eligible faculty member of his or her tenure status. Notification is also provided to the Vice President of Academic Affairs, the dean, the immediate supervisor, and the chair of the division promotion and tenure committee.

May 1: The president sends to the chancellor all faculty tenure recommendations along with reports on decisions regarding appeals.