Faculty Affairs

Faculty Affairs

Arlene CarneyVice Provost for Faculty and

Academic Affairs

Academic Faculty Benefits

• Faculty single semester leaves- one semester at full pay

• Faculty sabbaticals- up to one year at half pay

• Policies

Faculty Single-Semester Leaves

• Probationary (tenure-track) faculty are eligible after two years of service.

• Tenured faculty are eligible after four years of service.

• Each college has a competitive process.• Up to 4% of faculty are entitled to

leaves per year.

Faculty Sabbaticals

• Faculty are eligible after six years of service.

• May bring three years of eligibility from another institution.

• May be supplemented by additional funds from the college and central administration.

Faculty Responsibilities

• Outside Consulting Policy• Should not exceed on average 1 day per

7-day week during the term of appointment

• Must be reported and approved• Cannot interfere with University duties

Faculty Responsibilities

• Fill out REPA (Report of External Professional Activities) form each year.

• http://egms.umn.edu/REPA/

Code of Conduct

• Regents Policy that governs conduct for the University community

• http://www1.umn.edu/regents/policies/academic/Code_of_Conduct.html

Faculty Development: External Programs

• CIC Academic Leadership Program- 5 fellows per year- associate professor and above- travel to other CIC institutions three weekends per year

• CIC Department Executive Officers Program- 5 chairs/heads per year- one weekend per year

Faculty Development: Leadership

• New Chairs’ & Heads’ Program• Faculty Women’s Cabinet• Faculty Leadership Workshops• Faculty Governance Opportunities

Faculty Development: Center for Teaching and Learning

• Early Career Series– Faculty Learning Communities– Classroom Observation Program– Consultation Service

• Mid Career Faculty Learning Community• Multi-Cultural Teaching & Learning

Fellowship

Faculty Development: Center for Teaching and Learning

• Teaching Enrichment Series• Making Meaning of a Life of Teaching

Faculty Development: Center for Writing

• Workshops on using writing effectively in teaching

• Individual faculty consultations

Internal Faculty Awards: Research

• McKnight Land Grant Professorship- untenured assistant professors

• McKnight Distinguished Professorship- mid career tenured faculty

• McKnight Presidential Fellows– Newly tenured associate professors

• All three are competitive processes.

Internal Faculty Awards

• Regents Professorships• Outstanding Service Awards

Faculty Awards: Teaching

• Morse-Alumni Award for Outstanding Contributions to Undergraduate Teaching

• Award for Outstanding Contributions to Graduate and Professional Teaching

Promotion & Tenure at the University of Minnesota

Arlene CarneyVice Provost for Faculty and

Academic Affairs

P & T Life Cycle

• Assistant professor without tenure (typical)

• Associate professor without tenure (less typical)

• Associate professor with tenure• Full professor with tenure

Guiding Documents

• Regents Policy on Faculty Tenure• Procedures for Reviewing Candidates

for Tenure and/or Promotion: Tenure-Track and Tenured Faculty

Faculty Tenure

• Describes criteria for tenure at the university level

• Describes mandatory annual review of probationary faculty

• Describes the overall process for tenure and promotion to associate professor

• Describes the criteria for promotion to full professor

Faculty Tenure

• Describes the procedures for due process for denial of tenure and/or promotion

• Describes post-tenure review process

Procedures Document

• Provides specific guidelines for carrying out the provisions of Faculty Tenure, such as:– voting procedures– department & collegiate review– promotion to associate and full

professor

What is tenure?

• Indefinite employment at the University• Job security• Key personnel decision with long-term

financial consequences• Merit award• Protection of academic freedom

Where is tenure held?

• At the university level• Not in departments or colleges

P & T Involves Everyone

• Assistant professors (called probationary faculty) are evaluated.

• Associate and full professors evaluate assistant professors.

• Full professors evaluate associate professors.

• Tenured faculty evaluate each other.

P & T Process is Open

• Candidates being reviewed can and do see everything in their files.

• Annual reviews• Actual promotion and tenure process in

a decision or promotion year

Faculty Tenure

• Revised in 2006-2007• Approved by the Board of Regents in

June, 2007.• Applies to all faculty hired after June 7,

2007.

Timeline of the Tenure Process: Probationary Faculty

• Annual reviews for 6 years- internal reviews

• Decision year – typically 6th year- internal review- external review

• Several colleges have extended the probationary period longer than 6 years.

Timeline of the Tenure Process: Probationary Faculty

• Tenure decision may be made at any time.

• A decision to terminate the appointment can be made at anytime.

Annual Review

• Tenured faculty review curriculum vitae, teaching, and scholarship of untenured faculty.

• Annual conference with chair or head• Completion of Form 12 Appraisals of

Probationary Faculty• Sent to Dean and the Provost

Section 5.5 of Faculty Tenure:Stop the Tenure Clock

• Extension of probationary service is allowed for one year at the request of the probationary faculty:

- on the occasion of the birth of that faculty member’s child or adoptive/foster placement of a child with that faculty member

Section 5.5 of Faculty Tenure


- when the faculty member is a major caregiver for a family member who has an extended serious illness, injury, or debilitating condition (can use this no more than 2 times)



- When the faculty member has an extended serious illness, injury, or debilitating condition.

Stopping the Tenure Clock

• Form provided and available on line• Goes from the department to the

collegiate dean to the Provost’s office• Available for both female and male

faculty

Criteria for Tenure

• Section 7.11 of Faculty Tenure - general statement of criteria for the entire university

• Section 7.12 of Faculty Tenure - refers to the departmental criteria for tenure and promotion in a department of unit


What the University of Minnesota seeks above all in its faculty members is intellectual distinction and academic integrity. The basis for awarding indefinite tenure to the candidates possessing these qualities is the determination that each has established and is likely to continue to develop a distinguished record of academic achievement that is the foundation for a national or international reputation or both.


This determination is reached through a qualitative evaluation of the candidate’s record of scholarly research or other creative work, teaching, and service. The relative importance of these criteria may vary in different academic units, but each of the criteria must be considered in every decision. Demonstrated scholarly or other creative achievement and teaching effectiveness must be given primary emphasis; service alone cannot qualify the candidate for tenure.


Interdisciplinary work, public engagement, international activities and initiatives, attention to questions of diversity, technology transfer, and other special kinds of professional activity by the candidate should be considered when applicable. The awarding of indefinite tenure presupposes that the candidate’s record shows strong promise of his or her achieving promotion to professor.

7.12 Statements

• Department statement of criteria for promotion and tenure

• Must be shown to new faculty according to the tenure policy

• Should reflect the values of the faculty for promotions and conferral of indefinite tenure

7.12 Statements

• All 7.12 statements are currently under review by the University.

• May have the choice to be evaluated with new 7.12 statements or the old 7.12 statements if the new one is still pending.

• If a new 7.12 has been approved, that is the document for evaluation.

Specific Criteria for Tenure

• Teaching• Research• Service• Greatest emphasis on first two

Teaching Effectiveness

• Evaluated in a variety of ways- student ratings of teaching- peer observation and evaluation- letters from students- teaching awards- curricular development- syllabi

Professional Distinction in Research and Scholarship

• Peer-reviewed publications• Books or book chapters• Scholarly presentations• Evidence of impact (citation index)• External funding from grants• National and international venues for

artistic work

Outstanding Discipline-Related Service

• Professional association/offices and committees

• Editorial boards of journals

Other Service

• University committees• Departmental committees• External community service• Faculty advisor• Public Engagement

Record Keeping

• Keep track of all scholarly, teaching and service activities, including independent study experiences.

• Prepare any materials clearly for a wide audience of readers.

Decision Year for Promotion and/or Tenure

• Prepare a formal and extensive dossier.• Both for promotion to associate

professor and promotion to full professor.

Components of the Dossier

• Curriculum Vitae• Teaching narrative• Research narrative• Service summary• External letters• Teaching evaluations

Components of the Dossier

• Copies of all Form 12’s (Annual Reviews)

• Departmental evaluation• Chair’s/Head’s evaluation• Collegiate P & T Committee• Letter from dean

Promotion and/or Tenure Dossier

• Evaluated in your home department• Evaluated at the level of your college• Evaluated in the Provost’s office• Many readers, not all in your discipline,

but experienced scholars

Promotion from Associate to Full Professor

• No annual or regular review process mandated

• For faculty who are full professors at UM, average length of time as an associate professor is 8 years.

• New change in the Faculty Tenure policy (Section 9.2) describes the Criteria for Promotion to Professor.

Section 9.2

The basis for promotion to the rank of professor is the determination that each candidate has (1) demonstrated the intellectual distinction and academic integrity expected of all faculty members, (2) added substantially to an already distinguished record of academic achievement, and (3) established the national or international reputation (or both) ordinarily resulting from such distinction and achievement.

Section 9.2

This determination is reached through a qualitative evaluation of the candidate’s record of scholarly research or other creative work, teaching, and service. The relative importance of these criteria may vary in different academic units, but each of the criteria must be considered in every decision.

Section 9.2Interdisciplinary work, public engagement, international activities and initiatives, attention to questions of diversity, technology transfer, and other special kinds of professional activity by the candidate should be considered when applicable. But the primary emphasis must be on demonstrated scholarly or other creative achievement and on teaching effectiveness, and service alone cannot qualify the candidate for promotion.

P & T Process and Timeline

• Sept.-Oct. Dossier Preparation• Oct.-Nov. Departmental Review• Dec. College P & T

Committee• Jan.-Feb. Deans forward to

Provost• Feb.-March Central

April administration review

P & T Process and Timeline

• May Recommendation tothe Board of

Regents

Best Advice for Success

• Understand your department’s criteria for promotion and tenure

• Know what is important• Time management in the global sense• Seek help from a variety of sources

Sources for Help

• Teaching effectiveness– Center for Teaching and Learning– Center for Writing– University library– Senior faculty in your unit

Sources for Help

• Research and scholarly activity– Office of the Vice President for

Research– Graduate School for Grant-in-Aid – Grant writing seminar offered twice a

year at the University level– University library– Senior faculty in your unit

Contact for Questions:

• Arlene CarneyVice Provost for Faculty and AcademicAffairs160C Morrill [email protected]