Policies and Procedures for Promotion and Tenure
Promotion is an essential aspect of an academic career in the College of Education at the University of Iowa. It signifies and recognizes academic vitality and excellence, as well as encourages the continued growth and maintenance of standards of academic excellence. The following information is intended to provide procedures specific to the promotion process for tenured and tenured-track faculty in the College of Education. It updates earlier policies and procedures in the College and incorporates the adopted campus “Procedures for Tenure and Promotion Decision-Making” effective for the 2005-2006 academic year.
The Procedures for Tenure and Promotion Decision-Making establish a uniform system of procedures to be used in the College of Education. These Procedures rely upon several principles: (1) Decisions granting or denying tenure or promotion should be based on a written record of achievement. (2) The content of the record that will be relied upon should be known by the candidate and the decision-makers, except as otherwise provided for in these procedures. (3) Except for variation related to the nature of the candidate’s academic activity, the content of the record should be the same for all candidates in the same academic unit. (4) The governing procedures should be the same for all candidates in the College. (5) Collegiate procedures should be applied consistently to all candidates. (6) Each faculty member participating in the promotion decision-making process may do so at only one level of the process: departmental, collegiate, or provostial. Faculty with collegiate or provostial administrative appointments of 50% or greater shall participate in their administrative office, except in rare and special circumstances at the discretion of the Provost.
Definitions. The term “promotion” refers to both promotion and tenure, except where the Procedures clearly distinguish between them.
The term “scholarship” refers to creative work as well as traditional research and publication.
A “candidate” is any faculty member for whom it is the year of required review or any faculty member who is indicated his or her interest in being reviewed for tenure and/or promotion.
The “dossier” is the primary materials assembled by the candidate as described in Section I.B. The dossier contains appendices all or part of which may be transmitted with the dossier to successive participants in the process as described in Section II.
The “Promotion Record” is the dossier plus all of the materials that are added to it and transmitted to successive participants in the evaluation process.
The Department Review Committee consists of at least three faculty appointed by the DEO who will name one faculty member as chair. The Department Review Committee will evaluate the teaching, scholarship and service of candidates who are being considered for promotion and tenure in their department. The Department Consulting Group consists of all tenured members of the candidate’s department at higher academic ranks (and, for tenure decisions, tenured faculty members of the same rank), excluding the Collegiate Dean and Provost, faculty with collegiate or provostial administrative appointments of 50% or greater, and any faculty member with a disqualifying conflict of interest. If there are fewer than four faculty members in a department who are qualified to serve on the Department Consulting Group, the department must identify qualified University of Iowa faculty members from outside the department to serve on the Department Consulting Group (for a minimum of four faculty members in total). The “Collegiate Consulting Group” consists of five faculty appointed by the Dean in consultation with the Departmental Executive Officers (DEOs). The duties of the Collegiate Consulting Group are described in Section IV.A.
The term “Departmental Executive Officer” or “DEO” throughout the Procedural Guidelines refers to the person or entity who has been expressly designated by the College to perform one or more of the functions assigned by these procedures to the DEO. The duties of the DEO are described in Section V.
“Participate” means to have input into a promotion decision, including but not limited to such activities as preparing a written report or review of the candidate’s work, participating in a formal discussion of the candidate’s qualifications, voting on a recommendation for or against promotion, or providing consultation except as provided for elsewhere in these procedures.
(a) Sample Letter from DEO to External Evaluator
A Departmental Executive Officer's letter to solicit an external evaluation must:
- Be neutral in tone;
- Indicate the rank for which the candidate is being considered and whether the promotion includes the awarding of tenure;
- Explicitly state what portion of the candidate's work the reviewer is to assess;
- Request that the reviewer not communicate with the candidate or with faculty other than the DEO;
- State that the reviewer's response will be protected as confidential; and
- Request a brief biographical sketch if one has not been obtained by other means.
The following is a sample letter from the DEO:
As I mentioned to you on the telephone (or by e-mail) on (date), (name) will be considered for tenure and promotion to (proposed rank) in the Department of (name) during this academic year. I am grateful to you for agreeing to serve as an external evaluator.
Enclosed with this letter are Professor _______________'s curriculum vitae, his/her personal statement on scholarship (or artistic work), and copies of the publications (or creative works) you have agreed to review: (list works):
We would like you to critique the quality of this work and, if possible, to assess its quantity and quality in comparison to the work of others in this discipline at comparable stages in their careers. We would particularly appreciate your evaluation of the contribution that the candidate's work has made to the field, viewing each published (or creative) work separately or in combination as seems appropriate. We would be interested in your judgment of the quality of the journals (or exhibits) and the importance of the conferences through which Professor (name) has communicated this work. We would also be interested, of course, in any other insights you may have about Professor (name)'s scholarly (or artistic) accomplishments. Please also include a statement of how you know the candidate and his or her work. In this context, please address any circumstances that might raise issues of impartiality as they relate to your assessment of the candidate.
If you have any questions about Professor (name)'s materials or experience, please contact me directly. In accordance with our governing procedures, we must ask you not to communicate with either the candidate whose work you are reviewing or other members of the department or college concerning your evaluation or the review process.
Your letter will be available to the tenured faculty in this department as well as to the Dean, the Collegiate Committee on Faculty Promotion and Tenure, and the Provost's Office. Beyond that we will regard your letter as a confidential document. Your evaluation would be made available to the candidate only upon his/her explicit request following a negative recommendation at various stages of the review process, and then only after your name and other identifying information have been removed.
[If it is not possible otherwise to obtain a short statement of the reviewer's qualifications, add the following paragraph:] Would you please send me a brief biographical statement when you send your letter? Although our departmental faculty know you and your work well, the Dean, the Collegiate Committee on Faculty Promotion and Tenure, and the Provost would find your biographical sketch helpful when reviewing your letter.
Again, thank you for your willingness to help us with this important review process.
POLICY AND PROCEDURE QUESTIONS: Contact Judy Brewer.