Promotion and Tenure Policies:  Academic Freedom, Promotion Policy, Eligibility

1. Academic Freedom and Tenure.

University of Central Missouri believes that academic freedom and certain economic security for its academic staff are vital to its success in fulfilling the university's obligations to its students and to society. In general, the university agrees with the 1940 AAUP/AAC Statement on Academic Freedom and Tenure. However, the University reserves the right to implement and follow its own policies and procedures in any situation where they are inconsistent with the AAUP. For additional information see Academic Freedom and Tenure Board of Governors 2.2.030.

2. Promotion Policy.

The academic units of University of Central Missouri strive for excellence in all academic matters. In light of this quest for excellence the academic personnel process is designed to facilitate the evaluation of faculty in a fair and professional manner.

To do so requires the exercise of informed professional judgments as well as respect for the rights and responsibilities of all persons involved in the process. University of Central Missouri is best served when personnel matters can be decided, and disagreements resolved, in an environment of informal cooperation and full discussion, based upon clearly stated criteria for evaluation.

Recommendations concerning promotion should reflect careful evaluation of (1) effectiveness in teaching1, (2) scholarly performance involving discipline-related inquiry and/or creative activity and (3) service to and recognitions within the university community and the professional discipline. Recommendations for promotion should, therefore, be based solely on evidence pertaining to these goals. Such evidence is to be found in each candidate's dossier. Utmost care will be exercised by all individuals and bodies making personnel recommendations to exclude possible prejudice concerning such matters as age, race, color, religion, sex, national origin, sexual orientation, marital status, Vietnam Era veterans, and persons with handicaps and disabilities.

If a faculty member holds a joint appointment in two or more departments, the President of University of Central Missouri will indicate at the time of the appointment, the department or other organizational unit in which the faculty member is eligible for promotion and which therefore will bear primary responsibility for evaluation and recommendation.

In cases of non-teaching faculty, such as librarians, professional performance is to be substituted for teaching.

In most instances a terminal degree is required for promotion. In most academic disciplines and for most faculty positions, the appropriate terminal degree is the doctorate. The university recognizes, however, that in some disciplines and for some positions other degrees and/or discipline-specific, professionally recognized certifications are equally appropriate to scholars in those areas. The university also recognizes that in exceptional cases there may be a faculty member who does not possess the appropriate terminal degree but who does possess extraordinary qualifications to merit exception from the terminal degree requirement. Such instances of exception will be based on a considerable record of illustrious achievement and will be decided on a case-by-case basis and approved in writing by a departmental committee, department chair, dean, and provost. For those disciplines or positions where the appropriate terminal degree is not the doctorate, the degree or certification requirement will be stated in established policies initiated by the department affected and agreed to in writing by the college dean and the provost.

For the purposes of this policy, the Dean of Library Services will have the procedural responsibility of a dean, and directors will serve in the capacity of the department chair.

Promotion is recognition of a faculty member's sustained and distinguished service to the department, college, university and profession and is based upon accomplishments. Promotions are awarded on the basis of merit which has been substantiated by academic credentials and by systematic evaluation of a faculty member involved.

Promotions are not automatic but must be earned. The criteria for recognition and evaluation of merit will become progressively more exacting as a faculty member moves from lower to higher academic ranks. Promotion to the rank of professor will be reserved to those faculty members who have demonstrated outstanding performance in their respective fields.

Promotion may be granted only by formal action by the President.

Eligibility for Promotion

Candidates must be full-time, tenure-track or tenured faculty, must, except in exceptional circumstances, hold a terminal degree appropriate to the discipline in which promotion is granted and must have completed at least the minimum number of years in a given rank.

a. Full-Time Faculty: Full-time faculty members are those Central employees who are under a full-time contract to teach or to serve as professional librarians. Full-time faculty are defined as those who teach or serve as professional librarians at least 50 percent of a full-time assignment during an academic year. At times, these employees may have a special assignment in order to serve in some additional capacity, such as department chair; these alterations in assignment will not alter their status as full-time faculty.

b. Years in Rank:

(1) Assistant Professor. Normally, candidates eligible to apply for promotion to assistant professor would have served in prior rank for at least one full year.

(2) Associate Professor. Normally, candidates eligible to apply for promotion to associate professor would have served as an assistant professor for at least four full years.

(3) Professor. Normally, candidates eligible to apply for promotion to professor would have served as an associate professor for at least four full years.

Criteria for Promotion

The candidate are expected to demonstrate excellence in teaching1 and achievements in both service and scholarship. Although achievements in scholarship and service need not be balanced, collectively they must demonstrate the candidate is worthy of promotion to the next rank. 

The three levels of professional rank should be thought of as continuum of performance from the potential to the actual -- potential at the assistant level to actual at the full professor level. The following are the standards for each rank.

a. Assistant Professor.

Promotion to assistant professor is based upon potential for professional development and excellence in teaching. A strong academic record should be present. There should be a clear indication that the individual has the aptitudes of a successful faculty member and will grow in stature and eventually qualify for the rank of associate professor.

b. Associate Professor.

Promotion to associate professor is based upon actual performance as well as future potential. Above all, the individual should still be demonstrating excellence in teaching while developing professionally. A candidate for associate professor should be well on the way toward becoming a recognized contributor in a specialization relevant to his/her departmental discipline. It is assumed that candidates meet all requirements of the assistant professorship prior to promotion to associate professor. 

c. Professor.

Promotion to full professor implies that the individual faculty member is recognized as an outstanding contributor in a specialization relevant to his/her departmental discipline and as a contributing member of the University of Central Missouri academic community. In addition, the individual should still be demonstrating excellence in teaching. It is assumed candidates meet all requirements of the associate professorship prior to promotion to professor.

Faculty in each department and in those colleges where accreditation agencies' standards impact promotion decisions shall indicate in writing how the above criteria are operationally defined within their specific disciplines, using appropriate departmental, college, disciplinary and/or interdisciplinary forums. These operational definitions shall be distributed to all faculty members in those areas and shall be used by departmental and college promotion committees and administrators at all levels in their deliberations.

Note: Procedures for applying for promotion are specified immediately after the Tenure Policy section.

In cases on non-teaching faculty, such as librarians, professional performance is to be substituted for teaching.

 

Revision History:

Established and archived prior to 1999

Edited per Faculty Senate Motion 2001-2002-12, President Patton approved March 6, 2002.

Edited to reflect Academic Freedom and Tenure Board of Governors Policy 2.2.030, 2005.

Edited by Academic Affairs (cover page forms) March 12, 2008.

Edited for due dates by Academic Affairs 2004.

Edited for web links, formatting and plain language. Approved December 2015.

Edited to add statement for authorized signature to individual contracts by Academic Affairs. Approved March 2016.

Edited to add statement regarding university policy and procedures to Section III.B.1 by Academic Affairs. Approved March 2016.

Edited for formatting. Approved by Vice Provost of Academic Programs and Services April 2016.

Edited for hyperlink to Board of Governors 2.2.030. January 2017

Previously annotated as III.B.1-2. Promotion and Tenure Policies:  Academic Freedom, Promotion Policy, Eligibility. Renamed Promotion and Tenure Policies:  Academic Freedom, Promotion Policy, Eligibility for alphabetical listing, grammar and spell check, and transitioned into policy library April 2017