ÐÏà¡±á>þÿ =?þÿÿÿ<ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Á] ð¿O!bjbjzpzp 4. b bOÿÿÿÿÿÿ·22®®®®®ÿÿÿÿÂÂÂÂ$æÂà!0úúúúúÕÕÕ_!a!a!a!a!a!a!$#¶Æ%J…!®ÕÕÕÕÕ…!®®úúÛš!ÅÅÅÕ ®ú®ú_!ÅÕ_!ÅÅr‹T‹ úÿÿÿÿ W<¢„Óÿÿÿÿß ßK!°!0à!íž&éÜ&‹ &®‹ ÀÕÕÅÕÕÕÕÕ…!…!ÅÕÕÕà!ÕÕÕÕÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ&ÕÕÕÕÕÕÕÕÕ2Bt: Âé¶¹¾«Æ·ÊÓÆµ College of Business Third Year Review of Progress Toward Tenure Purpose: University Guidelines for Appointment, Promotion and Tenure of Faculty require that “an appointee to a tenure track position, regardless of rank, shall receive, in the third year of his or her service, a formal review at both the department/school and college levels.” The purpose of the Third Year Review is to provide information and feedback to assist the faculty member (i.e., candidate) in attaining tenure in the sixth year of service at the university. The College of Business (COB) policy builds on strong department cultures and differing traditions within each discipline. These are reflected in the belief that the department faculty and chairs will be the best judges of the progress that is appropriate at this early stage of the candidate’s academic career. As a result of this belief, the COB is oriented to giving maximum consideration to judgments made at the department level, with college level review by the dean focused on assuring fair process has occurred and providing an opportunity for further discussion and/or appeal by the candidate. Timing: In the College of Business, Third Year Reviews will normally be in the Spring term of the candidate’s third full year of employment. For candidates hired with two year’s credit toward tenure, the review will occur in the Spring term of the first year of employment at Âé¶¹¾«Æ·ÊÓÆµ(i.e., in the Spring of the third year.) If candidates are hired with more than two year’s credit toward tenure, timing of the Third Year Review will be determined by negotiation with the candidate during the hiring process. Whether or not the candidate is hired with credit toward tenure, the time for the Third Year Review will be specified in the offer letter. Department Review Structure: Each department will specify its department process within the Department Promotion & Tenure guidelines. Among the items that need to be addressed are: criteria to be used for the determination of whether or not adequate progress toward tenure is being made; who will be involved in the review process at the department level (e. g., standing personnel committee, ad hoc committee appointed for the purpose, or a committee made up of all the department tenured faculty members). If the Department procedures include a committee, they should identify whether the committee prepares a written report, who prepares it, and whether or not the candidate receives the report and has a chance to respond prior to the vote of the department faculty. Whether or not a committee is used at the department level, each department’s guidelines should provide for a discussion of the candidate by all tenured faculty members, followed by a vote, advisory to the chair, on whether or not the candidate is making progress toward tenure. Copies of the Department Promotion & Tenure documents outlining these procedures should be submitted to the Dean’s Office once adopted and again whenever the procedures are revised. Process: A. The Dean will initiate the process, identifying the candidates to be reviewed in a given year and establishing a time line for completion of faculty portfolios, completion of the department review and submission of department reviews and faculty portfolios to the Dean’s Office. B. Faculty being reviewed will prepare a portfolio. At a minimum it will include: an up-to date vita; copy of annual assignments; documentation of instructional activites, including SPOTs, grade distributions and peer reviews of teaching; documentation of scholarship; documentation on assigned service and/or administrative activity; the department criteria along with a brief statement of how they believe their activities meet the criteria; and copies of their annual performance evaluations. Candidates will also include any additional items specified in their Department Promotion and Tenure guidelines. Two copies of the portfolio should be given to the department chair by the time set in the Dean’s timeline. C. Chairs should supplement the time line with a deadline for department committee review, if applicable, and will set a date for a discussion and vote of the full tenured faculty. D. Department chair will be responsible for preparing a summary of the findings of the department review committee, if applicable, and the discussion from the meeting of the tenured faculty. This summary along with a report of the vote of the full tenured faculty should be included as part of the chair’s review of the candidates progress toward tenure. The report should conclude with a statement that the faculty member is or is not making progress toward tenure and with specific recommendations regarding future action by the candidate. E. The chair should hold a meeting to discuss the report and its conclusions, including recommendations for future action, with the candidate. After discussion of the report with the candidate, both the chair and candidate will sign the report. (The candidate’s signature will acknowledge the discussion and receipt of the report, but does not necessarily signify agreement with the conclusions.) College Level Review: College level review will be conducted by the Dean. The Dean’s responsibilities will be to determine that there has been a thorough review at the department level, that the review is consistent with process and criteria reflected in the Department Promotion & Tenure guidelines, and that the candidate has been appraised of the conclusions of the department (through its chair) and provided with guidance for future action. After receiving a copy of the portfolio and the report from the department chair, the dean will inform the candidate that the College level review has started and give the candidate the option of a meeting to discuss the process and/or conclusions from the Department level review. If the candidate requests a meeting, the dean will prepare a summary of the discussion at this meeting, and the summary, signed by both the dean and candidate, will be added as a supplement to the chair’s report. The chair’s report and supplement, if any, will become part of the candidate’s personnel file. Candidate portfolios and copies of the third year review report will be retained in the Dean’s Office until the candidate has been awarded tenure or has left the university. 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