I. University Standards on Appointments, Tenure and Promotions
II. University Policy on Faculty Tenure
III. Promotion and Tenure
III.A.The College of Arts and Sciences
III.B. The School of Business
III.C. The School of Law
III.D. The School of Nursing
III.E. The School of Applied Studies
IV. Procedure for Notice of Non-Reappointment
V. Procedures for Termination
VI. Criteria and Procedures for Evaluating Faculty for Salary Increments
VII. Grievance Policy and Procedure
VIII. Policy Concerning Scholarly Misconduct
IX. Emeritus Status
X. Eminentes Universitatis Policy and Procedure
History of Changes to Section Three
A. Faculty status and related matters are a shared faculty and administration responsibility, including appointments, reappointments, decisions not to reappoint, promotion, the granting of tenure, and dismissals. Such recommendations originate at the department and/or Major Academic Unit.
B. Faculty members seeking promotion or tenure will be notified of their eligibility to petition for same. The eligibility requirements, the process for petitioning for promotion and tenure, and the criteria for awarding of promotion or tenure are described in the various portions of part III of this section.
C. Procedures describing the establishment of and responsibilities for a Committee on Promotion and Tenure within each academic unit are described for each academic unit in part III of this section. In the College of Arts and Sciences, departmental committees on promotion and tenure are also formed, and these are described in the part III,A of this section.
D. The University Promotion and Tenure Standards (UPTS) Committee is an elected committee with two full-time faculty representatives from the College of Arts and Sciences and a full-time faculty representative from each of the other four major academic units. To be eligible to be elected to the UPTS Committee, a faculty member will hold the rank of Associate Professor or Professor and be a tenured member of the faculty. The representatives will have staggered terms of membership in the committee from one to three years in order to provide diversity and continuity.
The purpose of the Committee is to examine the criteria for promotion and tenure in each school and college and to ascertain that the criteria are applied in a uniform and consistent manner for each of the four schools and the college. The UPTS Committee, on behalf of the Vice President for Academic Affairs, will receive the recommendations of the department committee (where appropriate), department chairperson (where appropriate), school committee, and dean's recommendation, as well as all faculty petitions for promotion and tenure. The purpose of the committee is not to concern itself with the matter of whether promotion is to be granted or whether tenure is to be awarded; rather it concerns itself with the consistent and uniform application of promotion and tenure criteria within each of the major academic units.
E. The Vice President for Academic Affairs, after consideration of all recommendations, shall make recommendations to the President. The President shall thereafter make recommendations to the Board of Regents. In event of any difference in the recommendations of the President, Vice President for Academic Affairs, Academic Dean, CPT, Departmental Chairperson, and the Departmental Committee all recommendations shall be submitted to the Board of Regents.
F. Final decisions as to tenure or promotion of such faculty members shall be made by the Board of Regents after consideration of the recommendations as provided in this section.
A. The awarding of tenure to a faculty member is a critical point in the member's relationship with Washburn University. Tenure is a means to certain ends; specifically: (1) freedom of teaching and research and of extramural activities and (2) a sufficient degree of economic security to make the profession attractive to men and women of ability. Freedom, economic security, and tenure are indispensable to the success of Washburn in fulfilling its obligations to its students and to society. Not only does tenure recognize the worth of the individual and that person's contribution to the University community, but tenure and the promotion process are the means by which the quality of the faculty is maintained and improved. The added prestige and recognition that promotion and tenured status, based on the standards below, confer on an individual are essential to the morale and lustre of Washburn's faculty and the University.
B. The review of candidates for tenured appointments, beginning at the departmental level and moving through the channels of the University levels, must at all stages be careful, deliberate, and searching if the standards of excellence to which Washburn aspires are to be attained. The same considerations apply to recommendations for promotion in rank.
C. Criteria for tenure and promotion traditionally have been and continue to be teaching, research and community and professional service. The award of tenure must take into account any prior service credited but will be based largely on evidence of achievement since joining the Washburn faculty. Promotion and tenure are never automatic. They must be earned.
D. After an appropriate length of employment in academic duties by the University, full-time members of the faculty shall be eligible for tenure in an academic discipline offered at Washburn, signifying that their services are of such quality as to merit continuing appointment; and, if granted tenure, their employment thereafter shall be terminated involuntarily only for cause as provided in section Three, V of the University Faculty Handbook or in Article V, sections 8 and 9 of the University Bylaws. The President and the Board shall determine if a leave of absence or a faculty exchange is to be used as part of the required length of service.
E. Beginning with appointment to the rank of full-time instructor or a higher rank, the probationary period at Washburn University shall not exceed six years. At least three of these six years must be at Washburn as a full-time instructor or higher rank. Up to three years credit may be granted, by written agreement, for full-time service at other institutions of higher education. The initial employment contract of every full-time faculty member will indicate that member's maximum probationary period at Washburn University.
F. Faculty tenure in an academic discipline may be granted at any time by action of the Board of Regents upon recommendation by the President. The recommendation by the President shall be made after review of the recommendation by the Dean, who shall have consulted with his/her Major Academic Unit's CPT.
G. Administrators and faculty members not previously holding tenure shall not be granted tenure in any administrative capacity, tenure being confined to specific academic disciplines offered by Washburn University. Serving in an administrative capacity shall not deprive a faculty member of retaining or acquiring tenure in an academic discipline, such as Professor of Education, Associate Professor Business Administration, etc.
H. Except for persons sharing a tenure-track joint faculty appointment described in subsection I. below, faculty members employed part-time, or as teaching assistants, visiting faculty or lecturers are not eligible for tenure.
I. When deemed appropriate by the Vice President for Academic Affairs a full-time faculty position may be split into two half-time positions and faculty individuals otherwise qualified to fill such a position may be appointed to share it as a joint faculty appointment. The two faculty members will share the teaching, research, and service components of the appointment. On an individual basis, the quantity of teaching, research, and service will be less than what is expected of a full-time faculty member; however, the quality of the work performed by each faculty member must be comparable to that expected of a full-time faculty member. Responsibilities for teaching, research, and service should be balanced on an annual basis except by special agreement between the two faculty members and the department.
Beginning with the appointment to instructor, or a higher rank in a joint faculty position, the probationary period at Washburn University shall not exceed six years. Such probationary period for each of the two faculty members serving in a joint position shall be identical and stated in their respective initial employment contracts with Washburn University. At least three of the six years of probationary service must be at Washburn University at the rank of instructor or higher. Up to three years credit may be granted to both faculty members by written agreement, for full-time service by each as teaching faculty at other institutions of higher learning. Faculty members appointed to joint tenure track positions may be eligible for tenure and promotion in accord with the procedures for full-time faculty members outlined in Article V sections 6-7 of the Washburn University Bylaws, and in section III below. A joint petition may be presented by the two faculty members appointed to a joint position, but it should clearly state the accomplishments of each faculty member in teaching, scholarship, and service; however, each may choose to present his or her own petition. The evaluation and recommendation will be applied to each faculty member individually, and both must be deemed deserving in order to be promoted or receive merit. In the evaluation for tenure, the same consideration should occur, so that each of the two faculty members will be considered separately. Separate tenure decisions will be reached, but in the context of the joint appointment. Tenure or promotion will only be awarded to the faculty member sharing a joint faculty appointment in the event that both: (a) petition for tenure and/or promotion in the same year of review; and, (b) are deemed to fulfill all of the requirements for tenure and/or promotion in rank. In the event one of the faculty members does not petition for tenure, or one of the two is deemed not to fulfill all of the requirements for tenure, both will be given notice of non-reappointment and their employment will terminate upon the expiration of their probationary period.
The property right granted by the award of tenure is the continuation of employment as a half-time faculty member which may be terminated for cause under Article V, section 8 of the University By-Laws, or as provided in subsection K. below. Each faculty member serving in a joint appointment position will receive an individual contract. Each faculty member will receive half of the full-time compensation for the position.
The faculty members sharing the full-time jointly held appointment shall be entitled to benefits otherwise accruing to full-time faculty members. Among these are:
*Academic and Sweet Summer Sabbaticals (to be shared)
*Retirement (each receiving benefits based on their individual salary)
*Life insurance (each insured based on that individual's salary)
*Group health insurance (each receive full benefits; premium payments will be based upon the individual's salary, plan selected, and type of coverage elected)
*Tuition waiver for children of either participant
Note: The faculty benefit of short-term and long-term disability insurance will not be available to faculty members sharing joint appointments due to insurance company regulations.
J. In the event one of the persons appointed to a joint faculty appointment is non-renewed, terminated for cause or voluntarily terminates employment, such event shall be deemed cause for the termination of the remaining individual's employment at the end of the then current academic year. However, such individual shall be eligible to apply for any vacant faculty position at the University for which she/he is qualified. Except as provided in the preceding sentence, persons in a joint faculty appointment shall have the same rights of non-reappointment of non-tenured full-time faculty stated in Section 6.f of Article V.
K. In the event tenure has been awarded to both individuals in a joint faculty appointment and one is terminated for cause or otherwise is unwilling or unable for any reason, except for a reason which may be provided such individual by operation of law, to fulfill the obligations of his/her half-time position in such appointment, the remaining half-time appointee shall be offered the duties and functions of the full-time faculty position. If the remaining individual is unwilling or unable, except for a reason which may be provided by operation of law, to accept the full-time faculty duties of the position, then his/her unwillingness or inability to serve shall serve as the occurrence of the condition subsequent and cause for the termination of such individual's employment at the end of the then current academic year.
1. General Policy
The College of Arts and Sciences of Washburn University wishes to maintain the highest possible standards of teaching, scholarship and research; to ensure every faculty member full academic freedom; to render every qualified faculty member secure in his or her profession; and to enable the College of Arts and Sciences to rely on the continuous service of an able faculty. It is, therefore, the policy of the College of Arts and Sciences to provide stability and continuity of employment for the faculty in an atmosphere of academic integrity and mutual confidence.
The basic responsibilities of the College of Arts and Sciences are to preserve, augment, criticize, and transmit knowledge and to encourage creativity. Thus the College of Arts and Sciences should appoint, develop and retain distinguished faculty members with outstanding qualification. Tenure and promotion within the College of Arts and Sciences are consistent with general University policy in emphasizing the importance of teaching, scholarship, and service by its faculty.
Appointment or promotion to the rank of Associate Professor normally requires a record of success in teaching, scholarship, and service. Appointment or promotion to the rank of Professor normally requires outstanding teaching, scholarship, and service.
Promotion and tenure in the College of Arts and Sciences at Washburn University are never automatic. They must be earned.
2. Minimum Requirements for Consideration for Promotion and Tenure
Granting of tenure and appointment to the rank of Assistant Professor or higher normally requires completion of professional education in most fields marked by the Ph.D. or other recognized terminal degree.
To be considered for tenure, the candidate must complete a probationary period not to exceed six years. Up to three years at another institution of higher learning may count toward the probationary period if agreed on at the time of the initial contract.
For promotion to Associate Professor, the candidate must have completed six years of full-time college level academic experience, the last three of which must have been at the Assistant Professor rank. If the candidate is eligible for promotion during the year of the tenure decision, then one petition and one departmental committee may be used for both. Where a department employs different standards for tenure and for promotion, the relevant set of standards must be met for each. A candidate for Associate Professor whose petition for tenure is denied may not be promoted.
For promotion to Professor, the candidate must have completed ten years of full-time college level academic experience, four of which must have been at the Associate Professor rank.
Effective teachers are essential to the College of Arts and Sciences. The quality of instruction must be judged by its intrinsic purposes: to transmit and preserve knowledge, to encourage critical and creative thought, to foster a lively interest in learning, and to stimulate a continuing commitment to inquiry.
Among the criteria of teaching effectiveness are qualified student opinions, the performance of students, and the informed judgment of colleagues.
d. Research and Scholarship
Scholarly activity is the obligation of all members of the faculty of the College of Arts and Sciences. A faculty member's scholarship must be judged by his or her contributions to knowledge through research and publication. It is reflected both in his or her reputation among other scholars and in the performance of his or her students.
Among the criteria for evaluating scholarly activities are publication of books, articles and reviews of a scholarly nature and the presentation of professional papers, the directing of productive work by advanced students, the conducting of professional workshops; the receipt of awards and fellowships, memberships on boards and commissions devoted to inquiry, and the judgment of professional colleagues. Scholarship may also be judged by significant achievement in an art related to a faculty member's work, such as musical performance or composition, creative writing, or juried art exhibits.
Service to his or her department, to the College of Arts and Sciences, and to the University and the community is the responsibility of each faculty member. Among the criteria for evaluating service are active participation in University committees, administrative leadership, sponsorship of student organizations, and serving as a representative of the University where professionally appropriate.
3. Procedures for Recommendation for Promotion
a. In the fall of the initial year of eligibility, the Dean of the College of Arts and Sciences will forward to the chairperson of each department the names of all tenured and non-tenured members of its faculty below the rank of Professor who will have met the minimum educational and experiential requirements for promotion in academic rank by the end of that academic year.
b. The department chairperson will inform the candidates, invite them to submit the appropriate form and to supply whatever other materials they desire to substantiate their qualifications, and oversee the election of a departmental committee of at least five (5) tenured members of higher academic rank than the candidate. The department chairperson will not be a member of this committee, nor will any other candidate for promotion, nor will members of the College Committee on Promotion and Tenure. The department chairperson will not serve on the College Committee for Promotion and Tenure during the time in which the department has a candidate for promotion.
c. If the department lacks the necessary five members, the candidate will submit to the Dean of the College of Arts and Sciences a list of higher ranking members of other college departments. The list shall be at least twice that number lacking in the candidate's department. The Dean, in consultation with the College Promotion and Tenure Committee, then will select the final members of the committee.
d. The candidate may choose which of the committee members he or she wants to chair the committee.
e. All department members are encouraged to submit recommendations on promotion to the department promotion committee. These recommendations become part of the candidate's file and are submitted with the file to the Dean.
f. If there is a negative decision by the department committee, its chairperson will promptly inform the candidate, and the file will be forwarded to the Dean only at the candidate's request.
g. If the department committee determines that a recommendation for promotion is in order, that recommendation together with supporting materials will be forwarded to the Dean of the College of Arts and Sciences through the department chairperson.
h. The department chairperson will submit his/her recommendation to the Dean.
i. The Dean will distribute the materials to the College Committee on Promotion and Tenure for its consideration. The College Committee on Promotion and Tenure will provide copies of its recommendations to the candidate at the time it submits the recommendations to the Dean of the College. Upon receipt of the College Promotion and Tenure recommendations, the Dean will also submit to the Vice President for Academic Affairs his/her recommendations together with the recommendations of the College Promotion and Tenure Committee, the department chairperson, and the departmental committee.
4. Procedures for Recommendation for Tenure
a. In the fall of each year, the Vice President for Academic Affairs of the University distributes to the dean of each major academic unit a list of faculty members whose tenure status must be reviewed before the end of the current academic year. In academic units with departments, the deans then will inform the appropriate department chairs.
b. The department chairperson will inform the candidates, invite them to submit the appropriate form and to supply whatever other materials they desire to substantiate their qualifications, and oversee the election of a departmental committee of at least five (5) tenured members of the department. The department chairperson will not be a member of this committee, nor will members of the College Committee on Promotion and Tenure. The department chairperson will not serve on the College Committee on Promotion and Tenure during the time in which the department has a candidate for tenure.
c. The department chairperson will submit the names of the committee members to the Dean.
d. If the department does not have five tenured members, the candidate will submit to the Dean of the College of Arts and Sciences a list of tenured members of other University departments. The list shall be at least twice that number lacking in the candidate's department. From it, the Dean, together with the CCPT, will make the final selection.
e. All department members are encouraged to submit recommendations on tenure to the departmental tenure committee. These recommendations become part of the candidate's file and are submitted with the file to the Dean.
f. The decision of the departmental committee will be forwarded to the Dean of the college through the department chairperson, who will also transmit his/her recommendation.
g. The Dean of the College of Arts and Sciences will make available all submitted material to the College Committee on Promotion and Tenure for its consideration. The College Committee on Promotion and Tenure will provide copies of its recommendations to the candidate at the time it submits its recommendations to the Dean of the College. Upon receipt of the College Promotion and Tenure Committee recommendations, the Dean will submit to the Vice President for Academic Affairs his/her recommendations together with the recommendations of the College Promotion and Tenure Committee, the department chairperson, and the departmental committee.
h. In cases where candidates are awarded tenure but do not earn the rank of Associate Professor, the faculty member, in collaboration with the department chair, dean, and/or Vice President for Academic Affairs will work in a consensual process to help the faculty member reach the professional level where promotion may be obtained.
1. General Policy
The guidelines for appointment tenure and promotion for the School of Business are consistent with the appointment tenure and promotion policies of Washburn University and reflect the criteria for accreditation by the American Assembly of Collegiate Schools of Business and the North Central Association. Performance review criteria for evaluation faculty for appointment, tenure, and promotion are to be utilized in conjunction with portfolios for teaching , research and service compiled by the individual faculty member.
The first commitment of a faculty member should be to a high standards of teaching effectiveness. Each faculty member is also expected to maintain a pattern of professional and intellectual development consistent with the mission of the School.
Faculty members are encouraged to continually evaluate themselves, utilizing the guidelines as development tools.
2. Minimum requirements for appointment, tenure and promotion
The doctoral degree in the area which the individual teaches is the normal prerequisite to appointment at the rank of (tenure-track) Assistant Professor and above. This qualification includes individuals holding the JD degree who teach business law or legal environment of business and individual who teach taxation holding (1) LLM (in Taxation) / CPA, or (2) JD with an accounting master's degree. Candidates who have completed all of the work for the doctorate except the dissertation and have made substantial progress on the dissertation may be considered for appointment as assistant professors.
i. For consideration for tenure, normally five years of full-time experience at the rank of Assistant Professor or higher, three of which will have been at Washburn, are required. Consideration of a petition for tenure will occur no later than in the sixth year of full-time service at Washburn University.
ii. For promotion to the rank of Associate Professor, five years of full-time teaching experience, including three years of full-time service after the attainment of the appropriate doctoral (or equivalent) degree, are normally required.
iii. For promotion to the rank of Full Professor, ten years of full-time service , including at least three years of service as an Associate Professor, are normally required.
A faculty member may petition for early consideration for tenure and/or promotion. Deferral or denial of a petition at any time is not prejudicial toward consideration in subsequent years.
Individual members of the faculty are responsible for
i. currency in their instructional field(s),
ii. delivery of effective instruction,
iii. accessibility to students consistent with the School's expectations.
Teaching includes academic program planning, curriculum and course-work development, classroom instruction, and student advisement.
Quality of instruction is assessed by peer, student and dean evaluations of classroom teaching and by dean and peer review of other activities relevant to teaching objectives.
d. Research and Scholarly Activity
All faculty are expected to engage in research and scholarly activity, resulting in published intellectual contributions in any of three major areas:
i. Instructional Development: The enhancement of the education value of instructional efforts of the institution or discipline.
Outputs from instruction development activities include textbooks, publication in pedagogical journals, written cases with instructional material, instructional software, and publicly available material describing the design and implementation of new courses.
ii. Applied Scholarship (Professional): The application, transfer and interpretation of knowledge to improve management practice and teaching.
Outputs from applied scholarship activities include publication in professional journals, professional presentations, public/trade journals, in-house journals, book reviews, and papers presented at faculty workshops.
iii. Basic Scholarship: The creation of new knowledge.
Outputs from basic scholarship activities include publication in refereed journals, research monograph, scholarly books, chapters in scholarly books, proceedings from scholarly meetings, papers presented at academic meetings, publicly available research working papers, and papers presented at faculty research seminars.
Equal value is given to basic, applied and instructional development research and publication. The quality of intellectual output, not merely the number of publications, is the primary determinant in measuring the level of intellectual contribution..
Each faculty member is expected to provide service to the university, to the academic unit, to the profession and to the external communities served by the School. Examples of service include, but are not limited to:
serving on school and university committees and task forces; active participation in university and school governance; providing leadership in the development of special projects or grants; active participation in professional and business organizations; conducting research studies for business or government agencies; providing leadership for student organizations; serving on committees of professional associations and organizations; appointments to professional or civic boards; providing services to community groups; and teaching in non-degree, executive education programs.
Performance is gauged in terms of the quality of the service, not just the number of committees or organizations involved.
3. Performance criteria for tenure and promotion
Faculty performance in teaching, research and service is assessed in terms of three ratings: exceptional, high, and unacceptable..
For tenure and/or promotion to Associate Professor, high ratings in teaching, research, and service represent minimal standards of performance.
For promotion to Full Professor, exceptional ratings in teaching and high ratings in both research and service are required.
4. Procedures for Tenure
a. The Dean shall provide written notice to each faculty member to be evaluated prior to the beginning of the formal review process. Such notice shall contain an invitation for the faculty member to submit such materials as s/he chooses to be considered in the evaluation.
b. The candidate’s tenure committee will consist of all tenured faculty members in the candidate’s discipline area. If the discipline area does not have five tenured members, the candidate will submit to the Dean a list of tenured members in cognate disciplines. The list shall include twice the number of names as the number lacking in the candidate's discipline. From the list, the Dean, together with the committee, will make the final selection. The committee will select a chairperson.
c. The committee will evaluate the materials submitted by the petitioner and determine if the candidate has achieved the necessary level of performance to justify the granting of tenure. After careful and deliberate consideration, the committee will provide its recommendation to the Dean in the form of a written report consisting of individual committee member reports.
d. All tenured school faculty members are encouraged to submit written recommendations on tenure to the discipline tenure committee. These recommendations become part of the candidate's file and will be submitted with the file to the Dean.
e. Upon receipt of the committee recommendations, the Dean will submit to the Vice President for Academic Affairs his/her recommendations together with the recommendations of the discipline committee. In addition, these recommendations will be shared with the candidate in a way that retains the anonymity of the evaluators.
f. All written correspondence from individual faculty members and from members of the committee will remain confidential.
5. Procedures for Promotion
The procedure for promotion shall follow the procedure for tenure with the following exceptions:
a. The candidate’s promotion committee will consist of a minimum of three and no more than five faculty members in the candidates discipline area holding a higher rank. If the discipline area does not have three members holding the higher rank, the candidate will submit to the Dean a list of higher-ranked faculty members in cognate disciplines. The list shall be at least twice that number lacking in the candidate's discipline. A petitioner may also request that an outside member be added to the committee. From it, the Dean, together with the committee, will make the final selection.
b. All school faculty members holding higher rank are encouraged to submit written recommendations on promotion to the discipline promotion committee. These recommendations become part of the candidate's file and are submitted with the file to the Dean
1. Standards for Faculty Reappointment, Tenure, and Promotion
In determining whether a faculty member's appointment shall be renewed or whether such member be tenured or promoted, the Committee shall consider the following:
a. For renewal of appointment -- Demonstrated competence in teaching and satisfactory performance of service obligations.
b. For promotion to or renewal of appointment as Associate Professor -- Above average teaching ability, evidence of scholarly potential sufficient to indicate the likelihood of a career as a productive scholar, and significant performance of service obligations. Research in progress is sufficient to demonstrate scholarly potential.
c. For tenure or promotion to Professor -- Substantially above-average teaching ability, a substantial contribution to scholarship, and significant performance of service obligations.
i. Teaching: Quality of teaching will be evaluated by students, the Promotion and Tenure Committee, the Dean, and when feasible by a law teacher from another school. Student evaluation of whether the faculty member meets the above average standard will be based upon the terminology of regularly administered evaluation forms. The standards used by faculty peers or the Dean to evaluate quality of teaching will be based upon their knowledge of and experience with legal education both at Washburn and elsewhere. The evaluation by each of the evaluating entities will receive substantial weight in judging quality of teaching.
ii. Scholarship: A substantial contribution to scholarship normally consists of at least two significant law review articles or a book of similar or greater magnitude, accompanied by other less significant contributions. Those other contributions may include but are not limited to publications of notes and reviews, the preparation of unique teaching materials, and drafting of legislation. A judgment of the quality of scholarly activities will be made by the Promotion and Tenure Committee, the Dean, and, when appropriate, by professionals from outside of the Law School with relevant special expertise. The evaluation by each of the evaluating entities will receive substantial weight in judging quality of scholarly activity.
iii. Service: Significant performance of service obligations includes fulfilling customary administrative and committee responsibilities, and may include responsible activities in local, state, or national bar associations, service for local, state, or federal government agencies, community service, or legal pro bono service.
e. Scholarly contributions by faculty on twelve-month contracts who have substantially greater than normal administrative duties: Eligibility for promotion to Associate Professor will depend primarily upon quality performance of their duties other than scholarship. For tenure and promotion to Professor there is an expectation of significant contribution to scholarship. However, the sufficiency of the scholarly contribution will be measured in light of the demands of the additional administrative responsibilities.
2. Minimum Degree and Years of Service Requirement
a. Tenure requires a probationary period not to exceed six years. Three years at another institution of higher learning may count toward the six years if agreed upon at the time of the initial contract.
b. The following are minimum requirements for the School of Law, and achievement of them will not automatically result in promotion.
1) Assistant Professor. Appointments to the faculty of the School of Law are normally made in the rank of Assistant Professor where the appointee has no prior Law School teaching experience and less than three years of law practice. Minimum qualifications include the J.D. or equivalent, and appointments without post-degree professional experience would be rare. Appointment in appropriate cases may be made where the appointee's degree is in a discipline other than law.
2) Associate Professor. Promotion to the rank of Associate Professor may be earned upon three years service in the rank of Assistant Professor. Factors considered in the promotion decision include demonstrated teaching effectiveness, performance of faculty duties other than teaching, and scholarly publications or other contributions to the profession.
3) Professor. Promotion to the rank of Professor may be earned upon three (3) years service in the rank of Associate Professor, if the initial appointment was as Assistant Professor, or upon six (6) years of service, including years of service at another institution that count toward the probationary period, if the initial appointment was as Associate Professor.
a. The Committee on Reappointment, Promotion and Tenure (hereinafter called the Committee) for the School of Law shall consist of all tenured members of the Law School faculty except ex officio members. In any year in which he or she will personally be considered by the Committee for promotion, a tenured member of the faculty shall not consider promotion of any other member of the Committee.
b. The Dean of the School of Law shall be the convening authority and serve as chairperson of the Committee, but shall in no case vote as a member of the Committee. In the event of the inability of the Dean to serve, the senior serving member of the Law School faculty shall act in this capacity and shall be entitled to vote as a Committee member.
c. In any year in which any member of the faculty is eligible to be considered for reappointment, promotion, or tenure under the University Bylaws or Personnel Policies, the Dean shall convene the Committee for consideration of such matters at a date sufficiently early that the Committee's work may ordinarily be concluded by October 15. Where appropriate, the Committee may defer reappointment decisions until any later date consistent with University policy on notice of non reappointment, and shall notify the faculty member concerned of the date upon which the matter will be considered.
d. At the time of convening the Committee, the Dean will notify each faculty member eligible to be considered, and will request each such faculty member to submit to the Committee such information or materials as he or she may wish the Committee to consider in reaching a decision on the standard forms determined by the CPT. Notice shall also be given to all faculty of those faculty members under consideration for reappointment, promotion, or award of tenure.
e. The Committee shall have available to it the faculty member's file, which shall include at least the faculty information form and summaries of student evaluations of the faculty member under consideration.
f. Upon call by the convening authority, the Committee shall meet and, having due regard for the standards established hereunder and by University policy, shall determine whether to recommend the faculty member under consideration for reappointment, promotion, or tenure. The affirmative vote by secret ballot of a majority the full Committee shall be required for favorable recommendation. Anything less, including a tie vote, shall be deemed a determination that the faculty member under consideration should not be recommended for reappointment, promotion, or tenure. Two-thirds (67%) of the Committee members shall constitute a quorum, and no absentee voting shall be permitted.
g. Upon reaching a determination in any case, the Committee shall make its recommendation to the Dean who shall immediately advise the faculty member concerned of the recommendation of the Committee and proceed thereafter in accordance with University policy.
1. General statement
The guidelines for tenure and promotion for the School of Nursing are consistent with the tenure and promotion policies of Washburn University and reflect the criteria for accreditation of baccalaureate and higher degree programs in nursing. The guidelines for awarding of tenure and promotion represent minimal criteria, the achievement of which will not automatically result in tenure or promotion. The process of tenure and promotion is designed to provide for stable and continuous employment of faculty who demonstrate educational qualifications and a pattern of excellence in teaching, scholarship and service to the University, School, profession and community.
Nursing is a profession with both theory and practice components, and as such, requires of faculty not only the academic credentials for teaching, scholarship and service, but also expertise in a clinical nursing specialty. The minimum of a graduate degree in nursing is required for teaching in both didactic and clinical nursing courses. The doctoral degree is required for promotion to associate professor and professor ranks. Faculty members are expected to hold membership in professional nursing organizations and are required to maintain registered nurse (RN) licensure in the state of Kansas.
2. Procedure for third-year review of tenure track faculty
During the third year of a tenure-track appointment, non-tenured faculty in the School of Nursing will undergo a preliminary evaluation designed to evaluate progress toward the award of tenure. This review can serve as validation for re-appointment or non re-appointment. The faculty member being reviewed is expected to submit materials patterned after those in a petition for tenure. Guidelines for the preparation of the materials to be submitted are attached. For those faculty who have received one year of prior service credit, the review will be done during the fourth year of their credited service, which will be their third year at Washburn. For those who receive two years of prior service credit, the review will also be done during the fourth year of the credited service, which will during their second year at Washburn. Faculty who have received three years of prior service credit will not have a third-review.
The materials for review are to be submitted by the faculty member to the chairperson of the School of Nursing Committee on Promotion and Tenure at the time designated in a timeline provided by the Dean by August 31 of the respective year.
The Dean will make available to tenured faculty in the School of Nursing all submitted materials.
The chairperson of Committee on Promotion and Tenure (CPT), in consultation with the CPT faculty will evaluate all faculty members under Third-Year-Review.
The chairperson will fill out the form entitled "Third-Year Review of Tenure-Track Faculty" for each faculty member being reviewed. Under the three major headings of "Teaching", "Scholarship" and "Service" the chairperson will summarize and evaluate the contribution of the faculty member. Supporting materials assembled by the faculty member being evaluated will be attached.
In the event of a minority opinion among the committee members, the chairperson will inform the faculty member(s) voicing this opinion of their right to submit their opinion in a signed, written statement to the chairperson. Any such statement will be forwarded by the chairperson, along with the evaluation form.
The chairperson will recommend each faculty member being evaluated either for retention or non-retention.
i. If the recommendation is for retention, the chairperson will indicate either that the person is making satisfactory progress toward tenure, or that the person needs to accelerate his/her progress toward tenure.
ii. If the recommendation is for non-retention, the chairperson will indicate that the faculty member is not making satisfactory progress toward tenure and that non-retention is recommended.
The chairperson will discuss the completed evaluation, as well as any minority report(s) if any, with the faculty member. The faculty member will then sign the Third-Year Review of Tenure-Track Faculty form in the chairperson's presence, indicating that he or she has seen the evaluation and has had an opportunity to discuss it with the chairperson.
The chairperson will forward the evaluation form, along with any additional documentation and/or minority report(s), to the Dean for consideration, action and signature.
The School of Nursing will adhere to the procedure for notice of non-Reappointment.
The original copy of the evaluation form will be kept in the faculty member's file.
3. Procedures for recommendation of promotion and tenure candidates
a. Candidates shall submit to the CPT written petitions and supporting documentation illustrating achievement of the School of Nursing criteria for tenure or promotion. Late petitions will be considered at the discretion of the committee. No changes may be made to the petition once it has been submitted.
b. The chairperson of the CPT is responsible for receiving the petitions and calling meetings of the CPT to review petitions of candidates for tenure or promotion.
c. After careful deliberation and consideration of all available information, a vote shall be taken by the CPT. A three-fifths majority vote is required for recommendation of candidate by the CPT. Any dissenting vote must be documented in writing.
d. The determination of the committee which results from the review shall be communicated in writing to the Dean, and the original petition and all supporting documentation shall be forwarded to the Dean.
e. The chairperson of the CPT shall notify the candidate in writing of the decision of the committee.
f. A candidate whose petition is not supported by the committee has the option to decide whether to submit the petition to the Dean and the University.
g. The Dean shall prepare a separate recommendation relative to each candidate's promotion and tenure.
h. The Dean shall submit his/her recommendation and that of the CPT, together with the supporting documentation, to the Vice President for Academic Affairs for review and recommendation.
4. Minimum requirements for consideration for tenure and promotion
Granting of tenure requires the candidate to have completed a minimum of a graduate degree in Nursing and to have successfully completed 12 hours of doctoral study related to one's area of teaching or clinical practice.
Appointment or promotion to the rank of Assistant Professor requires the minimum of a graduate degree in Nursing. Faculty candidates with the appropriate doctoral degree are eligible for appointment to the rank of Assistant Professor without meeting any length of service requirement.
Appointment or promotion to the rank of Associate Professor or Professor requires the candidate to have completed a doctoral degree in nursing or a related field.
To be considered for tenure, the candidate must have completed a probationary period of not less than five years as a full time college level faculty member, and usually not less than three years as a full time faculty member at Washburn. Up to three years as a full time college level faculty member, other than as a graduate or teaching assistant, at another accredited institution of higher learning, may be counted toward the minimum probationary period if agreed upon at the time of the initial contract. In no case shall one's probationary period exceed six years as a full time faculty member at Washburn University.
To be considered for promotion to Assistant Professor the candidate must have completed an appropriate length of time as a full time college level faculty member, usually a minimum of three years.
To be considered for promotion to Associate Professor the candidate must have completed at least six years as a full time college level faculty member, four years of which must have been at the Assistant Professor rank.
To be considered for promotion to the rank of Professor the candidate must have completed ten years as a full time college level faculty member, four years of which must have been at the Associate Professor rank.
The School of Nursing faculty are expected to be committed to excellence in teaching. Teaching encompasses advising, academic program planning, curriculum development, classroom instruction, clinical instruction, and evaluation. Faculty strive to make application of the content and skills of the discipline to the health care needs of society.
Academic program planning and curriculum development are evaluated by the completeness and relevance of the course syllabus to the subject area and to the overall program plan and organizing framework; the relationship of the course objectives to the total curriculum; and the achievement of educational outcomes through assigned student learning activities.
Student academic advisement is assessed by self and dean evaluations of faculty member's availability for meetings with students outside the classroom and by the knowledge of program requirements and accuracy of information the faculty member bring to the advising situation. The quality of advising is evaluated by the development of an appropriate educational plan for achievement of educational goals, monitoring of student progress toward attainment of goals and the frequency of personal interactions with students to permit attainment of educational goals.
Self reflection and analysis of evaluation data trends in teaching must be included.
The quality of instruction is assessed by students, self, peer and dean evaluations of classroom teaching, including resources, methods and strategies used and, by students, self, and peer evaluations of clinical instruction. The quality of clinical instruction may also be assessed by agency staff.
Scholarly activity is the obligation of all faculty members in the School of Nursing. The nature of the discipline of nursing requires that faculty members be knowledgeable in both the theoretical and practice aspects of the profession . It is an expectation that nursing faculty be clinically competent in the specialty area they are teaching. Excellence in faculty practice is demonstrated through professional certification.
It is expected that all faculty will be engaged in scholarly activity. Examples of scholarly activity include: professional writing and publishing; conducting research; presenting scholarly papers; presenting professional workshops, seminars or conferences; appointments to editorial boards of refereed journals; offering continuing education programs for professional peers; or educational endeavors .
Faculty practice is a valuable contribution and is considered scholarship when completed in the area of expertise. The emphasis given to research, publication, professional presentations and other expressions of scholarly activity may vary from year-to-year for individual faculty members according to their role in the School of Nursing, their educational experience and their annually identified goals.
Substantial activity in Scholarship shall require the faculty member to have published or have accepted for publication a minimum of two manuscripts in peer-reviewed professional journals or a chapter in a nursing text and to have several other contributions as listed previously. The mere number of scholarly and creative products is not a sufficient condition for granting tenure or promotion. The quality of the candidate's products and an established pattern of scholarship over time are essential factors in determining whether tenure and promotion should be granted.
Service to the University/SON, profession and community is the responsibility of each faculty member. Examples of service to the University/SON include: serving on University and School of Nursing committees; student academic advising, mentoring, career counseling and formal recruitment activities; assuming delegated administrative responsibilities; providing leadership in development of special projects or grants that will benefit the University or the School of Nursing; making financial contributions to the University or School; conducting institutional studies for the University and/or School; and providing leadership in faculty, student, or School organizations or functions. Faculty provide exceptional service to the University/SON with supervision of independent study, Washburn transformational experience projects, and honors projects, mentoring international students, and serving as members of graduate thesis and project committees.
Service to the profession is expected. This is demonstrated through membership, leadership and/or offices held on committees of professional associations and organizations at the local, state, regional, national or international levels.
Service to the community is demonstrated through community based activities related to the professional discipline. Examples of service to the community include: appointments to professional or civic boards; providing professional consultation services to community groups, government, business or industry; providing community based professional lectures; conducting workshops or seminars; and contributing to community service publications.
The assessment of a faculty member's record of service for tenure and/or promotion considerations should include an analysis of the person's commitment in that service, the relatedness of the service to the discipline of nursing, the effectiveness of the service given and the relation of the service to the general welfare of the University.
5. Assessment of teaching, scholarly activity and service in relation to tenure and promotion considerations
Excellence in Teaching and Service, and substantial Scholarship is required.
For promotion to Assistant Professor, excellence in Teaching and Service and a beginning pattern of substantial Scholarship is required.
For promotion to Associate Professor, excellence in Teaching and Service, and a pattern of substantial Scholarship is required.
For promotion to Professor, excellence in Teaching, Scholarship and Service in required.
6. Process of review of standards and criteria
The guidelines and criteria for tenure and promotion shall be reviewed every third year or as requested by the Dean of the School of Nursing, the Academic Vice President or a member of the School CPT.
7. Nursing committee on promotion and tenure (CPT)
i. The School of Nursing CPT shall consist of five full time, tenured members of the faculty holding the rank of Associate Professor.
ii. If there is an insufficient number of eligible faculty to comprise the CPT, the Dean, in consultation with the Vice President for Academic Affairs, will select other tenured faculty to serve on the committee.
iii. The chairperson shall be elected annually from among the committee members and shall be a non-administrative faculty when possible.
iv. No member of the committee shall participate in the deliberations or voting on his/her own promotion recommendations.
i. Mentor petitioners and respond to concerns of faculty regarding promotion and tenure.
ii. Complete third year review process as outlined.
iii. Receive written petitions for promotion and tenure submitted by eligible candidates. Late petitions will be considered at the discretion of the committee.
iv. Review all data available regarding qualified candidates in accordance with the guidelines adopted by the School of Nursing and approved by the Board of Regents.
v. Vote on recommendations of candidates.
vi. Submit in writing the determination of the vote and the results of the committee action to the Dean of the School of Nursing, together with the original petition of the candidate, and all supporting documents. No changes may be made to the petition once it has been submitted.
vii. In cases where candidates are awarded tenure but do not earn the rank of Associate Professor, the CPT will recommend that the faculty member, dean, and/or Vice President for Academic Affairs will work collaboratively in a consensual process to help the faculty member reach the professional level where promotion may be obtained.
viii. Notify candidates of results of the committee action in writing by the chair of the CPT committee.
ix. Review and make recommendations for revision of promotion and tenure criteria as provided for the in the School of Nursing or University guidelines.
Revised May 2006/APC 05/12/06
Revised March 27, 2009/APC May 8, 2009
1. General Policy
The School of Applied Studies is one of the major academic units at Washburn University. The School is administratively responsible for a variety of professional Master's Degrees, Baccalaureate Degrees, Associate Degrees, and one-year certificates.
The basic responsibility of faculty in the School of Applied Studies is to preserve and transmit knowledge and skills in their fields and to be responsive to the needs and interests of the community they serve. Within these programs, the School seeks to provide qualified faculty members with the right to teach in an atmosphere of intellectual inquiry commensurate with institutional regulations and subject to the constraints of federal and state legislation.
In sections 2. "Tenure" and 3. "Requirements for Appointment and/or Promotion in Rank", the basic criteria are outlined for achieving the accomplishment of tenure or promotion. It should be noted that while quantitative criteria are specified, a qualitative factor is inherent in the evaluation process. The significance of contributions cited by candidates for tenure or promotion weighs heavily in the evaluation process.
The awarding of tenure rests on the individual faculty member's professional qualifications, as judged by students and peers, and must be special and appropriate for the applied and career orientation of the School.
Tenure within the School of Applied Studies is consistent with general University policy in emphasizing the importance of teaching, service, and scholarship by the faculty. Tenure may be earned, but it is not a right and should never be assumed to occur automatically. After an appropriate probationary period, as defined by the University Bylaws, a faculty member who has completed the appropriate professional education and holds the rank of assistant professor or higher may petition for the award of tenure pursuant to the criteria listed below.
However, it should be noted that the criteria for tenure may change and until tenure is granted, faculty are considered probationary employees. If the criteria for tenure change during the non-tenured faculty member's employment, the candidate will be expected to meet the new and current criteria at the time of tenure application.
a. Completion of professional education. The granting of tenure in the School's baccalaureate and master's degree programs ordinarily requires the completion of the doctoral degree. The minimum requirement for tenure in all School programs is a Master's degree plus at least 12 additional post Master's degree credits in a relevant field. What constitutes a relevant field can be determined through negotiation with the department chair and the approval of the Dean. In addition to educational requirements, some departments may require professional licensure, registration or certification. The official Letter of Appointment will outline for new faculty any expectations in degree, licensure, certification or registration expected of the tenure track faculty person in order for tenure to be granted. These requirements may be specific to the position and determined at the time of appointment to meet School, academic program or departmental needs.
b. Classroom teaching effectiveness. The effectiveness of teaching will be documented through student evaluations, peer evaluations (including classroom visitations), quality of syllabi, student performance on standardized entrance and exit examinations in courses, sequences, or overall curriculum, the effective use of innovative or "best practice" techniques, and any other information deemed appropriate by the faculty and approved by the Dean. A combination of all appropriate information will be used to give sufficient evidence for an overall judgement of teaching effectiveness.
c. Service. Two areas of service are recognized. These areas are service to the institution and service to the community. Service to the institution is demonstrated through active participation in University/School committees, quality of academic advising, level of cooperation with colleagues in fostering development of program and University goals, quality and quantity of curriculum development, formal recruitment efforts approved by the Dean, quality of administrative or program grant writing and grant acquisition (professional research and demonstration grants are considered under the category of Scholarly Activity), willingness to accept program work assignment, speed and efficiency of execution of work assignments, and any other data deemed appropriate by the faculty and approved by the Dean. Service to the community is demonstrated through community based activities related to the professional discipline. Such activities as memberships and/or offices held in professional organizations, community based professional lectures, consultations and/or advising, conducting workshops or seminars, community service publications, community service recognition or awards, leading and/or assisting with organizing continuing education activities and other service deemed appropriate by faculty and approved by the Dean.
d. Scholarly activity, research and creative productivity. Demonstration of scholarly activity includes publication in books, book chapters, papers, monographs, articles in refereed or select edited publications, and book reviews; delivering papers at national, regional, state or local professional meetings; participation in scholarly panels; invitational lectures or presentations; participation in editorial boards of professional publications; editing or co-editing professional publications; awards and/or recognition for scholarship, development and application of research/demonstration grants, acquisition of research/demonstration grants, development of experimental programs; and any similar scholarly productivity deemed appropriate by the faculty and the Dean. The mere number of scholarly and creative products is not a sufficient condition for granting of tenure. The quality of the candidate's products is an essential factor in determining whether tenure should be granted.
To receive the award of tenure, the petitioner must demonstrate through documentation a pattern of performance that suggests the applicant will continue to perform as a highly desired and valued member of the academic unit. In addition to meeting the degree requirements of the discipline, documentation must indicate excellence in teaching and service as well as substantial accomplishment in the area of scholarly activity, research and creative productivity.
A person in the rank of lecturer is not eligible for tenure. Only those faculty in rank of assistant professor or higher are eligible for tenure.
3. Requirements for Appointment and/or Promotion in Rank
The Dean will appoint faculty members to the ranks as indicated below provided candidates already fully meet the minimum requirements.
Appointment to the rank of Instructor typically requires a Master's degree and evidence of professional competence. The minimum requirement would be a Bachelor's degree and demonstration of professional competence. Licensure, registration or certification, if applicable, may also be required (Consult with the Dean of the School Applied Studies to determine applicability).
b. Assistant Professor
i. Appointment to the rank of Assistant Professor typically requires a completed doctorate. The minimum requirement would be a Master's degree. The determination of which tenure track positions will require a doctorate is made by the Dean in consultation with the Department Chair. In addition, and where applicable, professional licensure, registration or certification is required.
ii. Candidates with the Doctoral degree are eligible for the rank of Assistant Professor without meeting any length of service requirements.
iii. Candidates with the Master's degree must have completed at least three (3) years of full-time teaching or have the equivalent of four (4) years of part-time teaching and a minimum of five (5) years of professional experience.
iv. The candidate for promotion to Assistant Professor will be evaluated for teaching effectiveness by means of:
a'. Student evaluations.
b'. Faculty colleague (peer) evaluations
c'. Program Director's/Department Chair's evaluation.
v. The candidate for Assistant Professor must demonstrate service contributions to the department/program, School and to the University by fulfilling at least two (2) of the criteria listed under "c. Institutional Service" and at least two (2) of the criteria listed under "d. Community Service" in the section under "2. Tenure" of this document. The significance as well as the quantity of the contributions presented as argument for promotion is of vital importance in the evaluation of a candidate's merit.
vi. The candidate for Assistant Professor must demonstrate satisfactory professional growth and scholarly achievement as documented by accomplishment of at least two (2) or more of the criteria listed under "e. Scholarly activity, research and creative productivity" in the section describing "Tenure" requirements. The significance as well as the quantity of the contributions presented as argument for promotion is of vital import in the evaluation of a candidate's merit.
For promotion or appointment to the rank of Assistant Professor, documentation must demonstrate performance which is considered good in the area of teaching. Performance which is considered good also must be demonstrated in the area of service. In the third area, some scholarly activity must be demonstrated by the candidate.
c. Associate Professor
i. Appointment to the rank of Associate Professor typically requires the doctorate. The minimum requirement will be the Master's degree plus 12 credits beyond the Master's. The determination of which tenure track positions require a doctorate for promotion is made by the Dean in consultation with the Department Chair.
The candidate must also have (8) years of full-time college level academic experience or four (4) years of full-time college level teaching and five (5) years of professional experience directly related to the academic discipline. Four (4) years of teaching experience must have been at the rank of Assistant Professor.
ii. The candidate for promotion to Associate Professor will be evaluated for teaching effectiveness by means of:
a'. Student Evaluations
b'. Faculty colleague (peer) evaluations
c'. Program Director/Department Chair Evaluation
iii. The candidate for Associate Professor must demonstrate above average service contributions to the School, department/program and University by fulfilling a minimum of three (3) or more of the criteria listed under "c. Institutional Service" and (3) or more of the criteria listed under "d. Community Service" in the Tenure section.
iv. The candidate for Associate Professor must demonstrate substantial evidence of professional growth and scholarly achievement as documented by evidence from multiple areas listed under "e. Scholarly activity or research and creative productivity" in the Tenure section of this document. Excellence should be demonstrated in two or more areas for rank advancement at this level.
For promotion or appointment to the rank of Associate Professor, documentation of teaching effectiveness must demonstrate excellence. Above average performance also must be demonstrated in the area of service. In the area of scholarly activity substantial evidence of accomplishment must be present. However, the demonstration of excellence in scholarly activity and substantial performance in the area of service may be considered sufficient for meeting the criteria for promotion to associate professor.
i. Appointment to the rank of Professor will require the doctoral degree. This qualification includes individuals holding the Juris Doctor degree for the Legal Studies program. The determination of which other doctoral degrees that may be required for promotion to Professor in other departments is made by the Dean in consultation with the Department Chair. The candidate must have ten (10) years of full-time college level academic experience or a combination of eight (8) years of full-time academic experience and five (5) years of professional experience directly related to the subject being taught. At least four (4) years of teaching experience must be as an Associate Professor.
ii. The candidate for promotion to Professor will be evaluated for teaching effectiveness by means of:
a'. Student Evaluations
b'. Faculty Colleague (peer) evaluations
c'. Program Director/Department Chair's evaluation
For appointment to the rank of Professor evaluations of teaching should be outstanding.
iii. The candidate for Professor must demonstrate outstanding service contributions to the Department/Program, School, and University by addressing with strength most of the criteria listed under "c. Institutional Service" and "d. Community Service" in the sections under "2. Tenure".
iv. The candidate for promotion to Professor must demonstrate outstanding professional growth and scholarly achievement as documented by significant accomplishment in multiple areas of the criteria listed under "e. Scholarly activity, research and creative productivity" including areas of publication and research.
For promotion to the rank of Professor the candidate should be excellent in all areas. However, special accomplishment and excellence of the highest calibre in the area of either service or scholarly activity may allow candidates to achieve the rank of professor with substantial performance in the other.
4. Procedures: Committee on Promotion and Tenure
a. The School of Applied Studies Committee on Promotion and Tenure shall consist of five full-time tenured faculty members with a rank of Associate or Full Professor appointed from the School and/or the University at large by the Dean of the School of Applied Studies. The majority of members of the committee shall be selected from eligible faculty who have appointment within the School of Applied Studies. However, if it is not possible to appoint a majority of faculty from the the School of Applied Studies, the Dean will appoint a committee using all eligible SAS faculty and faculty from outside the School. A committee considering promotion petitions for the rank of Professor must have the majority of its membership at the rank of Professor.
b. The Chairperson of the committee shall be elected annually by the members of the Promotion and Tenure Committee. The Dean of the School of Applied Studies is responsible for calling for petitions and convening the CPT.
c. No member of the committee shall participate in the deliberations or voting on his/her own promotion recommendations.
d. Candidates eligible for consideration for promotion and/or tenure shall be notified by the Dean of the School of Applied Studies that they are eligible to petition.
e. Candidates may submit names of three qualified faculty to the Dean for consideration and the Dean will appoint at least one of these individuals to the committee.
f. The Dean will notify the candidate of the proposed committee membership. The candidate will have the right to submit a confidential memo to the Dean (within 5 days) if there is a concern about a conflict with a committee member. Replacement of a committee member remains at the discretion of the Dean.
g. Candidates shall submit to the Committee written petitions and supporting documentation illustrating achievement of School criteria for promotion or tenure. Documentation should be thorough and specifically relate to each criteria, and be as current as possible.
h. After careful deliberation and consideration of all available information, a vote shall be taken by the committee as to whether or not each candidate shall be recommended for promotion or tenure. A three-fifths majority vote is required for recommendation of candidate by the Committee.
i. The determination of the Committee which results from the review shall be communicated in writing to the Dean of the School via the School Form and the original petition and all supporting documentation shall be forwarded to the Dean. In addition, the Chair of the department in which the faculty member applying has appointment shall submit to the Dean an independent recommendation.
j. The Dean shall prepare a separate recommendation of the concurrence or non-concurrence relative to each candidate's recommendation by the committee and shall notify each candidate of the results of the review.
k. The Dean shall submit the recommendation of the Committee and the Dean's recommendation, together with the supporting documentation, to the Vice President for Academic Affairs.
l. In cases where candidates are awarded tenure but do not earn the rank of Associate Professor, the faculty member, in collaboration with the department chair, dean, and/or Vice President for Academic Affairs will work in a consensual process to help the faculty member reach the professional level where promotion may be obtained.
A. Notice of non-reappointment may be given to a non-tenured faculty member at any time in accordance with the non-reappointment schedule.
B. Non-reappointment decisions originate in the department or school. Written notice shall be sent by the departmental chairperson or the Dean to the faculty member on or before the date on which that recommendation is forwarded to the next review level. This notice shall make allowance for the stated standard for date of notice, specified in IV.C. below.
The procedure for forwarding recommendations for non-reappointment shall be from the chairperson of the department to the Dean of the Academic Unit to the Vice-President for Academic Affairs to the President. At each level the appropriate administrator shall indicate his/her concurrence or non-concurrence.
The decision to issue a notice of non-reappointment in no case will be made without consultation with the Dean and/or department chairperson. The legally effective notice of non-reappointment will be issued over the signature of the President and shall be sent to the faculty member no later than the appropriate deadline date in IV.C. below.
C. Non-reappointment Schedule of Notification
Non-reappointment notification must conform to the following schedule of dates:
1. Not later than March 1 of the first academic year of service if the appointment expires at the end of that year, or, if a one-year appointment terminates during an academic year, at least three months in advance of termination.
2. Not later than December 15 of the second academic year of service if the appointment expires at the end of that academic year, or, if an initial two-year appointment terminates during an academic year, at least six months in advance of its termination.
3. Not later than May 31 of the academic year preceding the academic year in which the appointment is to expire, when the individual is in the third or later year of appointment.
D. A non-tenured faculty member is considered to be serving a probationary period. Non-reappointment may be justified, in addition to reasons related to the faculty member's performance as a teacher, scholar, and member of the University community, by criteria based upon departmental or school plans for future faculty development, by budgetary considerations, financial exigencies, program reduction or termination, or by a departmental or school decision that its needs should be filled with a different individual.
A. General Statement
The President may terminate the services of a member of the faculty at any time, for cause. Cause for termination consists of demonstrated incompetence or dishonesty in teaching or research; substantial and manifest neglect of duty; personal conduct which substantially impairs the individual's fulfillment of his/her University responsibilities; engaging in or substantially contributing to actions materially disruptive to the effective operations of the University; substantial falsification of credentials; or violation of other faculty, staff, or student's civil rights. Written notice of termination shall be given by the President to the faculty member concerned prior to the date of termination. The Board of Regents shall determine and fix the date on which payment of salary shall cease, which date shall not be prior to the effective date of the termination of services. Such termination by the President shall only be made after consultation with the appropriate dean. The termination for cause of a tenured faculty member previous to the expiration of a term appointment, if appealed by the affected teacher, will be considered by both the Faculty Appeals Committee and the Board of Regents.
If a faculty member who has been given notice of dismissal communicates an objection to the dismissal decision to the appropriate University authorities as described in Section V of the Bylaws of the University, that member shall not be suspended from previously assigned institutional duties during the period necessary to resolve the question, unless the member's discharge of those duties clearly constitutes a threat of immediate harm to the member or others as determined by the President. In the latter case the President shall reassign the faculty member to other duties that seem appropriate, if any are available. The faculty member shall be continued on regular salary while all the proceedings are pending.
1. If a faculty member who has been given notice of dismissal communicates an objection to the dismissal decision to the appropriate University authorities as described in Section V of the Bylaws, the President or the representative authorized in writing (Hereafter a reference to "the President" shall be understood to include as an alternative "or an authorized representative," and whenever an authorized representative acts on behalf of the President the actions shall be deemed the actions of the President.) shall discuss the matter with the faculty member in a personal conference. Prior to the conference the President shall send to the faculty member, in writing,
a. A clear statement of the facts which have given rise to the question, and
b. A statement that the faculty member is invited to attend a personal conference at a specified time, date, and place, and may bring academic advisors and legal counselors if desired, and
c. If the presence of legal counsel is desired by the tenured faculty member, the President must be informed in time to allow the presence of legal counsel for the University, and
d. A statement that any information adduced or arguments advanced in the conference may later be used as admissions at a formal hearing, and
e. A statement that a personal conference can be successful only if the facts and issues are confronted in an atmosphere of a genuine, candid attempt to find a solution to a mutual problem, and that, as a means conducive to this end, the President will welcome the views of the faculty member and will present, in turn, the President's views on the question.
2. At this point the matter may be concluded by mutual consent. If so, and unless explicitly requested by the faculty member not to do so, the President shall send a signed letter setting forth the settlement to the faculty member within fifteen days.
3. If as a result of the personal conference a settlement is not reached, the President and the faculty member shall within three days select an Advisory Committee, which shall offer its confidential advice to the parties and attempt to effect a settlement. The Advisory committee shall consist of three tenured faculty members, one selected by the President, one selected by the faculty member, and a third selected by agreement between the President and the faculty member. The Committee shall elect its own chairperson. If a settlement cannot be effected, the proceeding will move to the formal stage.
C. Formal Procedures
1. When the procedures set forth above (V.B.) have been exhausted, then, and not until then, formal procedures may be initiated by the faculty member, and in this event the procedures defined below shall apply.
2. Appeals Committee
a. The Appeals Committee composition and authority
1) The Faculty Appeals Committee shall consist of five (5) faculty appointed by the Faculty Senate. No one shall be appointed who is a member of the academic department of which the apellant is a member. The member of the Committee senior in tenure shall serve as Chairperson. The functions and authority of the Appeals Committee are outlined in the Bylaws of the University, Article V, Section 6, 8 and 9.
2) The decision of the Committee which shall include provisions for appropriate remedial action will be binding unless a party to the appeal makes a written request within ten days for final determination by the Board.
3. A formal procedure shall be initiated by the dispatch of identical copies of a formal communication from the President to the faculty member and to the chairperson of the Faculty Appeals Committee (hereinafter called the Committee), containing the following:
a. A statement of the charge or charges relied upon, set forth in plain and descriptive English, and
b. A detailed summary of the evidence upon which the charges are based, and
c. A first list of witness to be called (the names of other witnesses to be communicated when they become known), and
d. A copy of the pertinent Kansas Statutes and University regulations that govern the faculty member's procedural and substantive rights, specifically including but not being limited to relevant (1) statues, (2) Bylaws, (3) Faculty Handbook, (4) statements concerning the proper composition, procedures, and powers of the Committee, and
e. A statement that the Committee shall conduct a hearing on the charges, and
f. A statement that the time and place of the hearing shall be set by the Committee, and shall be communicated to the faculty member, and shall be such as shall allow the faculty member adequate opportunity to prepare defense, normally not less than thirty days, and
g. A formal invitation to the faculty member to attend the hearing accompanied by academic advisors and legal counselors.
Upon the request of the faculty member, separate copies of the statement of charges shall be sent to the appropriate professional organizations, together with formal invitations to send an observer to the hearing. These statements and invitations shall be sent by the President.
Not less than one week before the date set for the hearing, the faculty member shall submit to the President and to the Committee a written answer to the charges, or shall state to the President and to the Committee that he/she does not desire a hearing to be held at which point the previous action obtains.
Prior to the hearing the faculty member shall submit a copy of his/her answer to each of any professional organizations that at his/her request have been sent copies of the statement of charges.
If any evidence is tendered during the hearing to which objection is made on the ground that it is not within the issues raised by either the statement of charges or the answer, the committee may allow either the statement or the answer to be amended, and shall do so freely, especially when the presentation of substantive issues will thereby be facilitated. Whenever an amendment has been allowed at the instance of one party, and the other party so requests, the Committee shall grant the objecting party a reasonable time within which to prepare a response to the case on the new issue or issues that have been raised and to meet the evidence tendered.
4. When the faculty member submits an answer to the statement of charges as contemplated in Section V.C.3., the following procedures shall apply:
a. Any member of the Committee is disqualified if he/she is a member of the faculty member's department.
b. The faculty member may, at least one day before the hearing is scheduled to begin, indicate to the chairperson of the Committee a desire that the hearing shall be (1) public or (2) private, and the chairperson shall grant the request. However, if the faculty member fails to indicate his/her preference, the Committee in its independent judgment shall determine whether the hearing shall be public or private.
c. The President, the faculty member, and their respective academic advisors and legal counselors, all shall have the right to be present at the hearing at all times, as shall any observer sent by a professional organization in response to a formal invitation.
d. The hearing shall proceed in the following order: The submission of (1) evidence by the President in support of the statement of charges, (2) evidence by the faculty member in support of his/her answer, (3) rebuttal evidence by the President, (4) rebuttal evidence by the faculty member, and (5) closing arguments. However, in rare cases, if the Committee believes that a clearer or more expeditious way of exploring the issues can be achieved by varying this normal order of proceeding, it may so order.
e. The testimony of witnesses and other evidence shall be received by the Committee; however, any testimony on which the opposing party is not afforded a reasonable opportunity for cross-examination shall be stricken from the record of the hearing. The rules of evidence applicable in courts of law shall not be binding at the hearing, but may be consulted by the Committee in its discretion. The University shall make available to the faculty member, and to his/her advisors and lawyers, all the authority it possesses to obtain information and to require the presence of witnesses and the production of evidence relevant to the issues of the hearing.
f. Both parties, their representatives, and the Committee shall have the right to summon and to question all witnesses, and to present other evidence relevant to the issues of the hearing.
g. The Committee, in its discretion, may exclude a witness from the hearing room except while testifying.
h. If professional incompetence has been charged, there shall be admitted as evidence, in addition to individual testimony, a formal report on the work of the faculty member by colleagues in the department and in cognate departments of the University; and if the faculty member so requests, there shall be admitted as evidence a report by fellow specialists from other institutions, selected by agreement between the faculty member and his/her departmental colleagues; and if the charges include incompetence in the classroom, testimony from students who have been taught by the faculty member may be received. Any judgment by the Committee on the point of professional incompetence must be restricted to, and based upon, the evidence delimited above, and cannot properly rest upon any other considerations.
i. In its discretion, the Committee may proceed independently to secure the presentation of evidence at the hearing, and it may direct the parties, or either of them, to produce evidence on specific issues that it deems significant.
j. The principal of confrontation and full examination of the evidence shall prevail throughout the hearing.
k. The burden of proving the charges shall rest on the party bringing them, and the burden of proving a charge must be sustained by a preponderance of the relevant evidence.
l. A verbatim record of the proceedings shall be made. The record may be made by a recording device or by a stenographic reporter, in the sole discretion of the Committee. A full transcript of the proceedings shall be furnished to the Committee and the parties. In the event the record is made by a recording device, it shall be sufficient if the Committee and the parties are furnished the original recording or duplicates thereof in lieu of a written transcript. The cost of making the record and the transcriptions shall be borne by the University.
m. The Committee shall not be bound by the formal procedure of the law courts.
n. In its discretion, the Committee may adjourn the hearing from time to time in order to permit the parties to obtain further evidence.
o. The Committee may request written briefs from the parties, and shall accept them if they are offered.
The Committee shall defer its decision until the verbatim record of the hearing has become available, except in the case where the Committee believes that it can render a just decision in the absence of the verbatim record. In all cases, the Committee shall render its decision in the full light of the requirement that the burden of proof of the charges rests upon the party bringing them.
All the decisions of the Committee shall be based solely upon the record of the hearing. The Committee shall make specific findings of fact to support its conclusions on each of the alleged grounds for dismissal. A copy of the Committee's opinion, setting forth its disposition of each issue in the case together with the reasons by which it justifies its conclusions, shall be made available to each of the parties and to any observer who was sent to the hearing by a professional organization in response to a formal invitation to do so. This shall be done at the time when the Committee announces its decision in the case; and at least one copy shall be filed at that time in the President's Office as a public document.
The decision of the Committee, which shall include provisions for appropriate remedial action, will be binding upon both parties unless either party makes a written request for final determination by the Board of Regents within ten days.
5. The Board of Regents' review of the case shall be scheduled for the earliest possible date and shall be based on the record of the previous hearing accompanied by opportunity for argument, oral or written or both, by the principals at the hearing or their representatives. The decision of the Faculty Appeals Committee should either be sustained or the proceeding be returned to the committee with objections specified. In such a case the committee shall reconsider, taking account of the stated objections and receiving new evidence if necessary. It should frame its decision and communicate it in the same manner as before. Only after study of the committee's reconsideration should the Board of Regents make a final decision overruling the committee.
6. Except for such simple announcements as may be required, covering the time of hearing and similar matters, public statements about matters before the Faculty Appeals Committee by either the faculty member or administrative officers shall be avoided as far as possible until the proceedings have been completed. Announcement of the final decision shall include a statement of the Faculty Appeals Committee's original action if this decision has not previously been made known. University Bylaws, Article V, Section 9.
A. It is the continuing policy of Washburn University to provide opportunities and incentives for professional advancement of faculty and staff commensurate with the abilities and effectiveness in the institution. Among the incentives to superior performance is recognition through merit increments in salary. Salary at the time of employment shall be established by negotiation between the individual faculty member and the University. Such factors as educational achievement, prior experience, the level and rank in which the individual is employed, prevailing salaries in the discipline or specialty, resources available, and affirmative action requirements shall be considered in determining the appropriate salary level. To make certain that salaries are based on an equitable and impartial allotment and that there is a recognition of merit, the status, qualifications and performance of all faculty and staff will be reviewed annually by the appropriate administrative officers for possible salary increments. Merit, and not years of service, will be the guide in such matters. The same criteria will be used in evaluating the qualifications of faculty members for possible salary increments as for advancement in rank. Salary and promotion should depend upon the faculty member's total contribution to the University and not upon any single category.
B. The department chairperson through the Dean of the College, and the Deans of the Schools are responsible for making annual salary recommendations. Usually a specific amount of money for salary increments is allotted to each major academic area to be distributed among the faculty and staff. The Affirmative Action Director will review all annual salary recommendations and may recommend adjustments when appropriate for compliance or equity. Final recommendation to the Board of Regents is made by the President.
C. In the College of Arts and Sciences, department chairs working together with department members shall construct a document describing the criteria for annual faculty evaluation. The departmental criteria shall be consistent with, but may exceed or be more detailed than, the criteria for promotion and tenure described in the University Faculty Handbook. To initiate the process of annual faculty evaluation, the department chair shall provide each faculty member with the departmentally approved document. The department chair shall ask faculty to submit a written annual report explaining how their professional activities relate to the department's criteria for evaluation. The department chair shall then schedule an annual conference with each faculty member to review the faculty member's annual report. The department chair shall use both the written report and the conference for making annual recommendations pertaining to faculty salary, retention or non-retention. The department chair shall indicate to the dean of the College that the process of annual faculty evaluation has been completed by sending to the dean the appropriate forms, which shall be signed by both the chair and faculty members to signify they have seen the completed forms. The department chair shall give a copy of the evaluation form to the faculty member. The department chair shall not forward to the dean any information beyond that required by the form. The faculty member shall have the opportunity to append comments to the form submitted to the dean.
D. In the College and Schools of Law, Nursing, Business and Applied Studies, faculty shall be evaluated yearly for the purpose of salary increments using unit faculty-approved evaluation criteris and procedures, which have been accepted by the appropriate dean. Before completion of this process, each faculty member shall be given a written narrative with a rationale for the recommended evaluation by the appropriate dean or chair.
It is the policy of Washburn University of Topeka that disputes concerning the terms and conditions of employment of faculty members be resolved, if possible, within the University community and in the best interests of the grievant and the University. A procedure providing a mechanism for the resolution of complaints concerning the terms and conditions of a faculty member's employment is hereby adopted. It shall be the responsibility of all concerned in the grievance process to exercise good faith efforts to resolve grievances in the best interests of the grievant and the University. The full text of the Grievance Policy and Procedure is found in Appendix 9.
To ensure compliance with federal law and regulations and to preserve the integrity of research undertaken at or under the auspices of Washburn University of Topeka, it is the policy of the University that scholarly misconduct by persons employed by it or students assisting such persons, is prohibited. Sanctions for violation of this policy which may be imposed include reprimand, formal warning, censure, and termination of employment. The full text of this policy is found in Appendix 10.
The emeritus title is intended to honor faculty members who have made a significant contribution to Washburn University through teaching, research or service. Individuals retiring after ten years of full-time service as members of the General Faculty immediately preceding their retirement are eligible for the designation. Exception: Faculty whose appointment at the University commenced before July 1, 2005, may be nominated with only five years of full-time service immediately preceding their retirement.
During the first semester of each year, the Dean of each School or College shall recommend those who are eligible for emeritus status to the Vice President for Academic Affairs who will recommend to the President for Board of Regents approval.
Persons appointed to emeritus status shall:
A. Be listed with the faculty in the University catalog.
B. Be presented with an appropriate certificate.
C. Be presented with a parking permit if requested.
D. Be accorded faculty privileges in the purchase of athletic, theatre and other tickets.
E. Be invited to academic and University functions in the area of his/her interests.
F. Have access to library and other research facilities when available.
G. Maintain e-mail and MyWashburn access.
Washburn University realizes the importance of a loyal, dedicated and professional faculty by honoring itself in recognizing the out-standing service of faculty members with the designation of Faculty Emeriti. The University also realizes the importance of its non-faculty professional and classified staff and honors itself by awarding certain individuals the title of Eminentes Universitatis.
The basic criteria for being nominated and designated "Eminentes Universitatis" are:
1. The individual must have been an administrative or classified employee of Washburn University for a period of ten years or more, and effective July 1, 1991, and after, employees must have employment contracts of 1000 hours or more per year of service to the University to be eligible for the Eminentes Universitatis designation.
2. Individuals who retire from the University in good standing after ten years of employment service at Washburn may be eligible for nomination.
3. The service performed by the employee must be judged to have been meritorious by the employee's department head, area head and the President of the University.
1. After the requirements are met in A (1-3) above, the Department Head recommends the individual to receive the Eminentes Universitatis designation to the Area Head. After review and approval, the Area Head makes the recommendation to the President. All recommendations must be received by the President not later than April 1 of each year.
2. If the President and Board of Regents approve of the recommendation, the individual will be granted the Eminentes Universitatis designation at the time and place designated by the President.
C. Persons appointed Eminentes Universitatis shall:
31 August 1999
Minor changes and corrections to part III.C, referring to promotion and tenure policies in the School of Law. In particular:
1. a typographical error part III.C.1.c was corrected, so that the words "and significant performance of service obligations" appear at the end of the paragraph.
2. Part III.C.2.d.ii. was changed per vote of the Law faculty to strengthen the publication requirement.
3. An omission in the language of part III.C.2.b.(3) regarding length of term for promotion to professor was corrected.
2 October 2004
1. Procedures for Tenure and Promotion in the School of Business were changed.
16 June 2004
1. Minimum experience requirement for consideration for Tenure and Promotion in Arts and Sciences (Part III.B.2.b) was changed allowing candidate to petition for both tenure and promotion (if eligible) during the sixth year.
13 June 2005
1. Section II. H-K revised to add description of joint faculty appointments (approved by the Board of Regents 13 Sept 2002)
2. Section V.C.2.a.1 Faculty Appeals Committee composition changed with change from University Council to Faculty Senate governance.
29 August 2005
Minor changes and corrections to Part III.E., referring to promotion and tenure policies in the School of Applied Studies. In particular:
1. A reference to "career-oriented" degrees was changed to "professional" degrees in Part III.E.1.
2. References to professional "training" was changed to professional "education" in Part III.E.2.
3. Because the rank of "Instructional Assistant" no longer exists in Allied Health, the note regarding their tenure ineligibility was eliminated in Part III.E.3.
25 May 2006
Section IX and X Emeritus and Eminentes Eligibility
Change approved by the Board of Regents that ten years of full-time service is required to be eligible to receive the title of Emeritus or Eminentes (previously 5 years and 20 years respectively)
8 June 2006
Section III.D. School of Nursing Promotion and Tenure Guidelines Updated - Approved May, 2006
5 April 2007
Section III.E.3.d.i. and Section III. E. 4. School of Applied Studies Promotion and Tenure Guidelines Updated - Eligibility for Promotion to Professor, Promotion and Tenure Committee Membership, and Procedures for Appointment of College Promotion and Tenure Committee Members - Approved March, 2007
7 July 2008
Section X.B.C. Persons awarded the status of Eminentes Universitatis no longer appear in the university directory. This became effective in Fall 2004 with the implementation of the integrated software system.
22 April 2009
Section IX. Added additional perquisite for Faculty Emeriti recipients to maintain e-mail and MyWashburn access.
Section X.C. Added additional perquisite for Eminentes Universitatis recipients to maintain e-mail and MyWashburn access.
9 February 2010
Section II.I. Revision of joint faculty appointments as requested by the Faculty Senate. Approved by the Washburn Board of Regents 29 January 2010.
29 May 2014
Sections II.E., II.I., III.A.2.b, III.C.2.a. changed to define the maximum probationary period a faculty member must serve before being considered for tenure as 6 year (instead of seven) and the number of years served at Washburn as 3 years (instead of 4). Approved by the Washburn Board of Regents 1 May 2014.
Sections III.A.4., III.D.5., III.E.4 added language to establish policy that creates pathways for faculty members, unit heads, chairs, and deans to collaboratively establish development opportunities for faculty who are granted tenure but are not promoted to Associate Professor. Approved by the General Faculty 30 January 2014.