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ACADEMIC POLICIES & PROCEDURES

Faculty Personnel Policy

Academic Rank and Promotion of Faculty

Rank or Promotion Granted By Board of Regents

Academic rank or promotion in academic rank is granted by the Board of Regents of the University of Oklahoma upon recommendation of the university president. Determination of merit and recommendation for granting promotion in rank shall be in accordance with the promotion policies and procedures of the university as well as the minimum criteria, policies, and procedures contained in this policy.

Principal Academic Ranks of the University

The principal academic ranks of the university shall be Professor, Associate Professor, Assistant Professor, and Instructor., Minimum qualifications for these ranks shall be as follows:

  1. Professor
    • An earned doctorate or terminal degree relevant to the teaching field awarded by a regionally accredited or internationally recognized institution.
    • Ten (10) years of higher education teaching experience in full-time appointment(s) at Rogers State University or other accredited institutions.
    • Four (4) years of experience at the associate professor rank.
    • Demonstrated record of effective classroom teaching, extensive scholarship/research, extensive contributions to the institution and profession, and, in appropriate instances, exemplary performance of non-teaching or administrative duties.
    • Commendable or outstanding achievement of all of the categories: effective classroom teaching, research/scholarship, contributions to the institution and profession, and in selected instances, performance of non-teaching or administrative duties.
  2. Associate Professor
    • An earned doctorate or terminal degree relevant to the teaching field awarded by a regionally accredited or internationally recognized institution.
    • Five (5) years of higher education teaching experience in full-time appointment(s) at Rogers State University or other accredited institutions.
    • Four (4) years of experience at the assistant professor rank.
    • Demonstrated record of effective classroom teaching, scholarship/research, contributions to the institution and profession, and, in appropriate instances, successful performance of non-teaching or administrative duties.
    • Noteworthy achievement in classroom teaching and on at least one other criterion: research/scholarship, contributions to the institution and profession, or in appropriate instances, performance of non-teaching or administrative duties.
  3. Assistant Professor: One of the following
    1. Option A
      • An earned doctorate or terminal degree relevant to the teaching field awarded by a nationally accredited or internationally recognized institution.
      • Academic credentials which indicate the potential for effective classroom teaching, scholarship/research, contributions to the institution and profession and in appropriate instances successful performance of non-teaching or administrative duties.
    2. Option B
      • An earned master’s degree relevant to the teaching field awarded by a nationally accredited or internationally recognized institution.
      • Four (4) years of successful higher education teaching experience in full-time appointment(s) at Rogers State University or other accredited institutions.
      • Academic credentials which document effective classroom teaching and indicate the potential for scholarship/research, contributions to the institution and profession and in appropriate instances successful performance of non-teaching or administrative duties.
    3. Option C
      • Sixty (60) graduate hours relevant to the teaching field awarded by a nationally accredited or internationally recognized institution.
      • Four (4) years of successful higher education teaching experience in full-time appointment(s) at Rogers State University or other accredited institutions.
      • Academic credentials which document effective classroom teaching, and indicate the potential for scholarship/research, contributions to the institution and profession and in appropriate instances successful performance of non-teaching or administrative duties.
  4. Instructor
    • An earned master’s degree relevant to the teaching field awarded by a regionally accredited or internationally recognized institution. A baccalaureate degree is required for faculty teaching only in selected fields in associate in applied science degree programs.
  5. Others
    • The institution may classify instructional personnel who are not subject to assignment of rank by such titles as special instructors, lecturers, graduate assistants, adjunct instructors, part-time instructors, or by other title.

Experience Requirements

Faculty members generally remain at the same rank for a minimum of four (4) years.

Education and Experience Requirements

The educational and experience requirements delineated above do not imply that attainment of given educational qualifications and/or experience requirements shall be the sole criteria for granting rank or promotion in rank.

Criteria for Promotion in Rank

Providing that candidates possess the required educational and experience requirements, promotion in rank is based upon the following criteria: 1) effective classroom teaching, 2) scholarly activities, 3) contributions to the institution and profession, and 4) performance of non-teaching or administrative duties.

Effective Classroom Teaching

Effective classroom teaching is demonstrated through mastery of a current knowledge base in subject matter taught at an appropriate student level. Such teaching stimulates achievement and practical personal applications by students. A continual review of current literature, research, and strategies for classroom application is necessary to effective teaching. An effective teacher evidences mastery in the classroom by thoroughly integrating skills and knowledge, sensitivity, and perception with the presentation of subject matter.

Effective classroom teaching is characterized by (1) subject matter mastery, (2) curriculum development, (3) course design, (4) delivery of instruction, (5) assessment of instruction and revision as necessary, (6) availability to students, and (7) fulfillment of instructional administrative responsibilities.

Effectiveness will be documented by student evaluation of instruction; peer, department head and/or dean evaluations; and program assessment of majors.

Scholarship/Research

Scholarship/research is a state of mind that is demonstrated by the active involvement of a faculty member in the pursuit of new knowledge in his/her academic filed or discipline. While the scope and nature of faculty scholarship/research will vary among departments, university faculty shall be involved in scholarly activities, individually and collaboratively, which advance the knowledge base and performance levels of their respective fields. Both the pursuit of new knowledge or techniques and the application of knowledge or techniques in creative ways are valued. Both the quality and quantity of productivity are considered in assessing the contributions and performances.

Examples of scholarship/research are adaptations of knowledge to the learning environment, development of marketable instructional materials, creative artistic works evaluated by juries or panels; invitation for professional presentations or performances, articles in refereed or editor-evaluated publications, successful grantsmanship, selected unpublished research, books, monographs, inventions, patented or copyrighted products, etc.

Contributions to the Institution and the Profession

Contributions occur when a faculty member applies his/her professional expertise beyond the classroom and research/scholarship responsibilities to advance the institution and profession. These contributions should be correlated with the educational needs of the student body and the objectives of the university.

Institutional contributions may consist of, but are not limited to, academic advisement of students, sponsorship of student organizations, membership on ad hoc and standing committees, consultation to other areas of the university, participation in institutional or program self-study activities, and special assignments or responsible participation in activities which advance the academic programs of the university.

Professional contributions include involvement in various professional organizations in a manner that accrues favorable notice to the individual and the university. Evidence of such contributions may consist of, but are not limited to, memberships in professional organizations appropriate to a faculty member’s teaching field or area of responsibility, attendance at meetings, holding of offices, and serving on committees at local, state, regional, and national levels of said professional organizations.

Performance of Non-Teaching or Administrative Duties

These duties include, but are not limited to student advisement; departmental management; public relations; classroom, studio, office or other physical facility management; personnel management; equipment and supplies management; fiscal management; and time management.

Exceptions

Exceptions to criteria for promotion in rank may be recommended by the President.

Promotion Process

It is the responsibility of the individual faculty member to initiate the request for a promotion in rank and to prepare the portfolio of materials. The portfolio must include the annual faculty development and evaluation documents. The department head will advise the faculty member in preparation of this request. The following steps outline the procedures in the promotion process. A Portfolio Transmittal Form to certify the receipt dates and transmittal dates at each step of the promotion process must accompany the request and is available from the department head.

  1. Step 1 - By November 1
    • The faculty member files a written request with the department head which must be accompanied by a portfolio exhibiting documentation of effective teaching; research/scholarship; contributions to the institution and profession, and performance of non-teaching or administrative duties.
  2. Step 2 - By December 1
    • The department head reviews the portfolio, evaluates each performance criterion, and decides either to recommend approval or disapproval of the request. In either instance, the department head notifies the faculty member of the action, providing reasons in writing for the decision, and forwards the request with an evaluation and a statement recommending approval or disapproval to the dean of the school.
    • If the faculty member chooses, he/she may request an external (outside the institution) review. The external review committee is an advisory body to the dean. The external review supplements the internal review and is not intended to replace the internal review. The department head and the faculty member each nominate two external committee members. The dean receives the nominations and selects the actual external review committee consisting of two persons. The membership of this body must be mutually agreed upon by the faculty member and by the dean. In the event that the faculty member and the dean cannot agree upon the membership, the department head and the faculty member will submit additional nominations. The external review committee will evaluate documents submitted by the faculty member that demonstrate scholarly activity and forward their evaluations to the faculty member and the dean.
  3. Step 3 - By January 15
    • The dean of the school reviews the portfolio, evaluates each performance criterion, and decides either to recommend approval or disapproval of the request. In either instance, the dean of the school notifies the department head and the faculty member of the action, providing reasons in writing for the decision, and forwards the request with an evaluation and a statement recommending approval or disapproval to the Associate Vice President for Academic Affairs.
  4. Step 4 - By February 1
    • The Associate Vice President for Academic Affairs reviews the portfolio, evaluates each performance criterion, and decides either to recommend approval or disapproval of the request. In either instance, the Associate Vice President for Academic Affairs notifies the dean of the school, the department head, and the faculty member of the action. The Associate Vice President provides reasons in writing for the decision and forwards the request with an evaluation and a statement recommending approval or disapproval to the Vice President for Academic Affairs.
  5. Step 5 - By February 15
    • The Vice President for Academic Affairs reviews the portfolio, evaluates each performance criterion, and decides either to recommend approval or disapproval of the request. In either instance, the Vice President for Academic Affairs notifies the Associate Vice President for Academic Affairs, the dean of the school, the department head, and the faculty member of the action, providing reasons in writing for the decision. If the Vice President for Academic Affairs recommends approval of the request, the evaluation and a statement of approval are forwarded to the President.
    • If the Vice President for Academic Affairs recommends disapproval of the request, the faculty member may appeal the action to the Faculty Promotion Appeals Committee. The faculty member must notify the Vice President for Academic Affairs and the President in writing by March 1 that the right of appeal is being exercised. The faculty member must request in writing the appeal within 10 calendar days of being notified of the disapproval and specify the grounds for the appeal. The President will then convene a meeting of the Faculty Promotion Appeals Committee. Prior to the meeting, each committee member will be furnished all documentation relevant to the proceedings including but not limited to the faculty member’s original application material; evaluations of the application by the department head, dean, and vice president; annual faculty evaluations; and the external review of scholarly activity (if requested). Strictest confidence pertaining to the information and proceedings will be maintained. The faculty member and the institution authorities shall be permitted to provide additional testimony supporting their respective positions. Since the faculty member has sole responsibility for compiling and submitting documentation which supports the application, the faculty member may not add new documentation which was not considered by the department head, dean, associate vice president, and vice president for academic affairs. The faculty member may, however, add his/her own testimony that clarifies or assists the committee with the evaluation of the application.
  6. Step 6 - By March 20
    • The Faculty Promotion Appeals Committee will consider all documentation, vote by secret ballot, and forward its recommendation to the Vice President for Academic Affairs. The Committee notifies the dean of the school, the department head, and the faculty of its recommendation and provides all parties concerned with a written explanation of the finding. If the Committee recommends approval of the application, the Vice President will review his/her original recommendation and the recommendations of the Promotion Appeals Committee. The Vice President will then submit a final recommendation as well as the recommendations from the Promotion Appeals Committee to the President. If the Committee recommends against the promotion, the appeal is upheld and the application for promotion is denied. The Vice President then notifies the faculty member in writing that the application process has concluded with the denial of the promotion. The Faculty Promotion Appeals Committee must complete action by March 20.
  7. Step 7 - By May 1
    • Upon receiving a recommendation for approval from the Vice President for Academic Affairs or from the Faculty Promotion Appeals Committee, the President decides either to approve or disapprove the request. If approved, the recommendation is forwarded to the Board of Regents of the University of Oklahoma, normally at the May meeting. Whether approved or disapproved, the President informs the Faculty Promotion Appeals Committee, if appropriate, and the Vice President for Academic Affairs who notifies in writing the dean of the school, the department head, and the faculty member. A decision by the President to disapprove a request for promotion should be accompanied by reasons in writing.
    • It is the responsibility of the individual faculty member to monitor the flow of materials through the process. At any step in the process, the faculty member may withdraw a request for promotion in rank.

Concepts and Understandings Regarding Rank and Promotion Policies

  1. The highest interests of the University will best be served through a spirit of cooperation and a sense of mutual confidence among the faculty, the department heads, the academic deans, the chief academic officers, and the President of the university. The procedure for recommending promotion in rank is designed to systematize as well as to encourage such cooperation and mutual confidence.
  2. The determination of professional training and/or experience to meet the criteria for assignment of rank will be the responsibility of the appropriate academic officer (or officers) on campus. They will consult with peers or supervisors of those who are being considered for changes in rank.
  3. Instructional personnel who are not subject to assignment of rank may be classified by titles such as special instructors, lecturers, graduate assistants, adjunct teachers, and part-time teachers.
  4. An instructor, upon completion of all degree requirements for the doctoral degree and presentation of official documentation from the granting institution to the Vice President for Academic Affairs and having met the criteria of assistant professor, may receive immediate promotion to the rank of Assistant Professor with approval of the Board of Regents of the University of Oklahoma.
  5. For the ranks of Associate Professor and Professor, the number of years specified for higher education teaching experience and the number of years of experience at a given rank must be completed before applying for promotion in rank.
  6. A faculty member must complete at least two years of employment at Rogers State University before applying for promotion to the rank of Associate Professor or Professor.
  7. Any exception to the policy on promotion in rank is the domain of the president of the university in conjunction with the Board of Regents of the University of Oklahoma.