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.
A.
Licensure Verification
Current licensure in South Carolina is required of all
faculty who are nurses. The licensure status of nurse faculty is verified
by the College bi-annually and reported to the State Board of Nursing for
South Carolina. Faculty must submit a photocopy of the renewal of license
to the Office of the Dean by April 30 every other year.
Revision 2005
B.
Appointment
Faculty appointment is offered to qualified individuals
with relevant education and experience. Appointment to the College is consistent
with the academic rank policies of the University described in the 2000
Faculty Manual and in the procedures on Tenure and Promotions of the College
of Nursing.
1.
Affirmative Action Policy
The University of South Carolina System provides equal
opportunity and affirmative action in education and employment for all
qualified persons regardless of race, color, religion, sex, national origin,
age, disability, or veteran status (2000 Faculty Manual).
2. Search Procedure for Faculty
Recruitment of faculty is based on College and University
needs. Advertisements may be placed in national higher education, nursing
journals, other publications, and through the use of the internet. The
search process is outlined briefly below:
a. A vacant position must be available and an A-1 form
approved by the Provost must be on file.
b. The search committee (appointed by the Dean in consultation
with the chair of the College of Nursing Tenure and Promotions Committee)
consists of three (3) tenured faculty members. One of the three members
will serve as chair of the committee. One member of the committee is designated
as the affirmative action advocate who will contact the Human Resources
Coordinator and the affirmative action officer for orientation to the task.
c. Search Committee Initial Processes are as follows:
(1) The search committee chair schedules an annual meeting
with the Dean prior to the organizational meeting of the search committee
to discuss time schedules, vacancies, financial resources, administrative
concerns, affirmative action, and confidentiality issues.
(2) The committee decides on a reasonable time table for
the search process to meet desired hiring dates.
(3) The committee prepares position descriptions, advertisements,
and suggestions for advertisement placements (in addition to Job Service
and USC Equal Opportunity/Affirmative Action Office) for approval by the
Dean.
(4) The Human Resource Coordinator in the Office
of the Dean is responsible for:
-
maintaining a current file for committee orientation which
includes information on protocol and costs, and samples of previous ads;
-
receiving applications and maintaining applicant files;
-
notifying each applicant of receipt of application and sending
an EEO form to be returned to the USC Affirmative Action Office;
-
creating and forwarding applicant vitas to search committee
chair. Files are maintained by the Human Resource Coordinator.
d. After a review of the candidate's curriculum vitae to
assess teaching and research background, the search committee informs the
Dean the type of letter to be sent from the Dean which include:
(1) Interested (further information is sent to applicant,
including information about USC and College, and interview date is scheduled. References are requested at this point. A preliminary telephone interview
may be conducted to get additional information.)
(2) Applicant is being considered for the position.
(3) There is not a good match between applicant's abilities
and College needs.
Letters are sent within 72 hours of receipt of application
by the Search Committee.
e. Search committee review of applicants continues on
a regular schedule until final candidates are selected for interview.
f. Interview and Selection Process:
(1) Search committee works with Human Resources Coordinator
to develop an interview agenda which includes meetings with the search
committee, college faculty and administrators, and a formal presentation.
The Human Resources Coordinator makes travel and accommodation reservations
and finalizes and distributes interview agenda.
(2) Search committee tabulates faculty and administrator
evaluations and makes a recommendation to the Dean. When the committee
recommends offering an appointment to a candidate, they also recommend
the rank of that appointment.
(3) Dean initially makes a verbal job offer to the candidate.
If the candidate accepts, Dean sends a formal letter of offer. At
this point, the Human Resources Coordinator requests EEO forms returned
by candidates from Affirmative Action Office to place in package along
with copies of pertinent documents from the candidate's file.
(4) Letters are sent from the Dean to other candidates
indicating position has been filled.
5/99
3. Orientation
Orientation for new and continuing faculty is planned
by the Office of the Dean to begin prior to the beginning of classes and
continues throughout the Fall and Spring semesters. The initial period
will be devoted to information and activities essential to begin the academic
year. Other scheduled activities such as Graduate Student Orientation and
orientations for new BSN and RN students will be included in the orientation
calendar to provide new faculty with an overview of the college and its
programs. The orientation calendar will include the date of the day long
meeting during the fall semester that introduces new faculty members to
the University.
C.
Faculty Workload
The mission of the University, the goals of the College
of Nursing, the T&P guidelines, and the clinical faculty guidelines
provide the basis for faculty responsibilities. Faculty are expected to
teach courses, mentor students, engage in scholarship, participate in committee/departmental
work, and be involved in community service. Components of faculty workload
are negotiated on a per annum basis. "The work schedules of full-time faculty
are necessarily flexible but, as a guide, the normal teaching assignment
will be twelve hours or its equivalent."
2000 USC Faculty Manual
1. Teaching and Instruction (25-90%)
a. Tenure Track Faculty. The usual teaching assignment is 5 courses
or their equivalent per academic year. Provide graduate student research
supervision as appropriate.
b. Clinical Track Teaching Faculty. The usual teaching assignment
is 6-8 courses or their equivalent per academic year.
c. Clinical Track Practice Faculty. The usual teaching assignment is
clinical precepting/mentoring of students in practice sites.
d. Office hours: Tenure track and clinical teaching faculty will
post and hold a minimum of 2 open hours per week; other office hours by
appointment. Faculty are encouraged to hold at least 4 office hours
per week.
e. Mentor responsibilities: Each tenure track and clinical teaching
faculty member will be assigned 10-15 students to mentor per year.
2. Scholarship Research
a. (10-75%) Tenure track faculty should demonstrate research
and scholarship as described by the T&P criteria appropriate to rank.
b. (5-15%) Clinical track (teaching or practice) faculty should
demonstrate scholarship as described by the Clinical Track Faculty criteria
appropriate to rank.
3. Service (5-25%) College, University, Professional, and Community
a. Tenure track and clinical track (teaching or practice) faculty should
demonstrate internal and external service. Internal service consists
of committees, practice plan activities, and other duties with the College
and University; external service consists of professional and community
work outside the University.
b. Faculty should refer to the faculty practice guidelines for
"fee for service" policies.
Fac. Oct. 22, 1999
D. Tenure and Promotion Criteria and Procedures
I. CRITERIA
The criteria are presented in two parts. Specific
criteria for rank are presented in Section A, and tenure
criteria are addressed in Section B. Ability to work
constructively with colleagues to achieve common goals is
inherent in each criterion.
A. Promotion Criteria
1. Specific Criteria for Promotion to
Associate Professor
a. Scholarly work. The candidate
demonstrates a commitment to continued scholarship as
evidenced by a research program that is based on his/her
own initiative and that has advanced significantly beyond,
or is independent of, dissertation and postdoctoral
training research accomplishments. The candidate is
expected to have obtained extramural funding to support
his/her research program. Collaborative research efforts
are encouraged; however, it must be possible to identify
the candidate’s substantive and independent
contributions to the research accomplishments.
The candidate’s scholarly work should be strong and
recognized in the field of specialty, published in
refereed scientific journals, and presented at
regional and national meetings. The minimum number
of publications is typically two refereed publications per
year spent at USC. Publications as a whole are
expected to make a significant contribution to the
discipline and to be of high quality. Quality is
assessed in part by the reputation of the journals in
which works are published; by the perception of the
members of the Tenure and Promotions Committee; and by
outside referees.
Evidence of extramural funding and evaluations of
outside referees are two measures by which the overall
quality of the candidate’s research and publications are
assessed.
b. Teaching. The candidate must consistently
receive very good teacher ratings. This determination will
be based on both peer and student evaluations made using
the college's classroom teaching forms.
Service on dissertation, thesis, research projects,
independent studies and examination committees is expected
of the candidate. The extent to which the candidate
assists students in publishing and presenting their work
is also used to assess teaching effectiveness. The
candidate is expected to demonstrate internal leadership
in planning, implementing and evaluating/revising courses
and/or curricula.
c. Service. The candidate must make a
strong contribution to the operation and governance of the
College
of
Nursing
and to the nursing profession through leadership on
committees, task forces, consultation services and other
leadership activities. Service to the University is
demonstrated through faculty practice, special projects
and committee work.
2. Specific Criteria for Promotion to
Professor
The candidate exceeds the requirements for associate
professor.
a. Scholarly work. Establishment of a significant
and independent research program is expected as evidenced
by a sustained and substantial level of extramural funding
in support of his/her program of research. Demonstrates a substantial record of scholarly
publications in highly regarded refereed scientific
journals and has favorable evaluations from the majority
of outside referees. Publications as a whole are expected
to make a significant contribution to the discipline.
National and/or international recognition of the
candidate’s research accomplishments are evidenced by
request for research consultation, citations of research
by others, and presentations at national and/or
international meetings.
b. Teaching. The candidate is recognized for
leadership in educational environments. Demonstrates
a consistent record of excellence in teaching determined
by peer evaluations and student evaluations. Mentors students and faculty in scholarly activities as
evidenced by supervision of graduate student research and
mentoring publication efforts of students and faculty. The
candidate provides leadership in planning, evaluating and
revising courses and/or curricula.
c. Service. Holds appointments on boards of
organizations and agencies and serves on national review
panels. The candidate presents a consistent record
of leadership within the College and University and
provides regional and/or national leadership in the
profession. Provides consultation to individuals,
agencies and/or institutions in area of expertise.
B. Tenure
1. Criteria for Tenure
Recommendations for tenure are made on the basis of
demonstrated performance in scholarship, teaching, and
service since appointment at USC. Achievements in
these areas at other institutions are taken into
consideration. A candidate must satisfy all of the
criteria for rank of associate professor or higher.
A candidate’s record must provide evidence of
consistency and durability of performance in scholarship,
teaching, and service. Early tenure should be
recommended only in cases of extraordinary merit.
Extraordinary merit refers to a record of performance,
which far exceeds criteria for tenure.
2. Appointments with Tenure
Under certain circumstances, it may be in the
College’s best long-range interest to make an
appointment with tenure. Such a decision is based on
an assessment of institutional needs and resources and
evidence of a candidate’s potential for contributing to
the
College
of
Nursing
based on prior achievement. Appointments with tenure
are made only at the rank of associate or full professor.
Revisions Approved by UCTP
February 5, 2003
Approved by UCTP
June 10, 1997
Approved by
College
of
Nursing
T& P Committee
May 13, 1997
(Presented to the College Faculty first faculty meeting
Fall 1997)
II. T & P Procedures
1. The Tenure and Promotion Committee of
the
College
of
Nursing
operates as a committee of the whole. All tenured
faculty of the College
of
Nursing
are members. The chair is elected annually at the
April meeting of the committee. Chair of the Faculty is
not eligible to serve as T&P chair. If not
tenured, the Dean serves as an ex‑officio member
without a vote.
2. A quorum consists of two-thirds
of the total membership. A quorum must be present
for all tenure and promotion issues.
a. In the matter of promotion, only those
with higher rank are eligible voting members. Of all
members eligible to vote, two-thirds must vote “yes”
to approve recommendations.
b. In the matter of tenure, only those with
equal or higher rank are eligible voting members. Of
all the members eligible to vote, two-thirds must vote
“yes” to approve recommendations.
c. In the matter of other issues, a simple
majority of the members eligible to vote and voting
"yes" or "no" is necessary to approve
recommendations.
3. Discussion by the committee as a whole
takes place relative to each candidate under
consideration. All such discussion is highly
confidential, as is the report of the vote. Violation of confidentiality is grounds for removal from
the committee. Concerns of the committee (other than
those that relate to specific candidates for appointment,
promotion, and/or tenure and general information about
policy and procedures) may be freely discussed with
non‑tenured faculty.
4. New and continuing faculty
are reviewed by the T&P Committee each spring in
relationship to the most recently approved tenure and
promotion criteria.
5. In the spring semester all
faculty below the rank of professor and all non-tenured
faculty are asked by the Dean if they wish to be
considered for promotion and/or tenure in the upcoming
academic year. The Dean informs the T&P Chair of
the faculty who wish to be considered for promotion and/or
tenure.
6. Upon receiving faculty statements of
intent to apply for promotion and/or tenure, the T&P
chair compiles a list of candidates.
a. The T&P chair notifies candidates of an
orientation for faculty who plan to prepare a file for
promotion and/or tenure in the upcoming year.
b. The T&P chair notifies the members of the
T&P Committee of the candidates under consideration.
In the event that there are ten or more candidates to be
considered, the T&P chair may designate panels for a
primary review and recommendation on selected candidates.
c. The T&P chair notifies the Chair of the
Faculty of persons applying for promotion and/or tenure
and requests a criterion-based evaluative statement from
the Chair to the committee about each candidate.
d. The T&P chair requests from the candidate
a curriculum vitae and a sample of scholarly work to send
to outside referees.
e. The T&P chair identifies (in conjunction
with the committee) at least five individuals external to
the academic unit qualified to evaluate the candidate’s
scholarship. The identity of these outside reviewers
is not reported to the candidate. Referees should
not be the candidate’s dissertation chair, supervisor,
research collaborator, or any other person with possible
conflict of interest.
f. Following informal agreement from those
selected, the T&P chair sends copies of the
candidate's scholarly work, curriculum vitae, and College
tenure and promotion criteria to outside referees. A
cover letter specifies the parameters to be evaluated.
7. Prior to the deadline for the vote, the
T&P chair schedules meetings for the purpose of
discussing the candidate’s qualifications for promotion
and/or tenure. Committee members may take up to two
working days following the discussion for the purpose of
casting their vote and preparing letters in support of
their vote. Each vote must have a written
justification.
8. The Human Resources Coordinator in the
Office of the Dean is responsible for safeguarding the
files prepared by the candidates. Candidates are
notified by the T&P chair of the deadline for closing
the files. The files are normally closed on the date
designated for submission of complete files to the unit
T&P chair. Candidates may add materials such as
letters of reference, publications, or funded grants to
the file after the file is closed, if prior reference is
made to the material. The Human Resources
Coordinator assigned to file maintenance is responsible
for adding approved materials to the tenure and promotion
files.
9. Two tellers are elected by the voting T
& P members. The T&P Chair is informed by
the tellers of the voting outcome(s). The tellers
record the committee vote and compile the votes and
written justifications of votes by the tenured faculty and
forward these to the Human Resources Coordinator in the
Office of the Dean.
10. The T&P chair notifies the candidate of
the committee's decision. The Dean may choose to
support the committee decision or not. The Dean
forwards all materials related to candidates who are
recommended for tenure and/or promotion as well as a list
of those candidates who were considered but not
recommended by the unit to the Office of the Provost.
11. Faculty receiving an unfavorable vote on
either promotion or tenure by the unit have the right to
appeal the unit’s T & P committee decision. A
faculty member appealing an unfavorable unit decision
notifies the unit T&P chair, who immediately announces
to the unit faculty all such appeals and invites letters
from the unit faculty regarding these cases (vide supra).
12. The section of the Faculty Manual entitled
"Tenure Regulations and (Non) Reappointment
Procedures" (page 19) describes the process of
consideration for tenure and promotion at the University
level.
13. Faculty dissatisfied with the
University-level decision on tenure and/or promotion have
access to a grievance procedure, which is described in the
Faculty Manual entitled, "Academic Grievance
Procedure."
14. The College of Nursing criteria for Tenure,
and Promotion are reviewed and revised every five years.
15. Faculty members appointed into the tenure
track AFTER
January 1, 1995
will be responsible within their probationary period to
meet the unit tenure and promotion criteria and University
standards in effect at the time of their appointment.
For all subsequent promotions the faculty member will be
responsible for meeting unit criteria and University
standards in effect at the time of their application for
that promotion.
Faculty members appointed into tenure track PRIOR to
January 1, 1995
are strongly encouraged to use current criteria when
applying for promotion; however, they may use the
promotion criteria in effect at the time they were hired.
(See p.28 of the University Faculty Manual). In no
event shall any change in tenure and promotion regulations
be made retroactively for faculty hired before
January 1, 1995
, unless the faculty member chooses otherwise. It is
the responsibility of the candidate to inform the T&P
Committee that he/she wishes to be considered under an
earlier version of the criteria for promotion and/or
tenure.
16. Post-Tenure review criteria and procedures may be
obtained from the Human Resources Coordinator in Room 202C
or Faculty Manual.
Revisions Approved by UCTP, May 2001
Revisions Approved by College
of
Nursing
T& P Committee
December 1, 2000
Approved by UCTP
June 10, 1997
Approved by
College
of
Nursing
T&P Committee
May 13, 1997
(Presented to the College Faculty Fall 1997)
Criteria for Appointment
Assistant Professor
Master's Degree in Nursinga
Doctorate in Nursing or in a Related Field
Evidence of ongoing involvement in nursing practice. May include such activities
as direct practice, clinical
teaching, administration of nursing practice, clinical research, and clinically-oriented
consultation.
Associate Professor
At least five years of University teaching experience,
with evidence of major responsibility for course development,
a history of academic leadership roles, and
a history of consistent publication.
Meets criteria for rank of associate professor.
Professor
A national or international reputation based upon substantial
academic experience and research. Qualifications externally and internally
evaluated as equivalent to criteria for professor.b
a
The master's degree in nursing is expected for appointment at all ranks
for teachers of nursing. Exceptions may be made in cases of persons who
are appointed for responsibilities other than full-time teaching of nursing,
in which case the master's degree and/or the doctorate may be in disciplines
appropriate to the assigned responsibilities.
b
In the matter of tenure at the point of appointment, guidelines in the
U.S.C Policies and Procedures Manual will be followed.
Criteria for Rank and or Promotion to Rank
Teaching
Teaching is the basic mission of a university and, therefore,
all faculty are expected to demonstrate and maintain competence as a teacher.a
Overall evaluation of teaching should take into consideration the teaching
history, i.e., the number of courses taught, the type of course, the number
of times the faculty member has taught the course, etc. The usual progression
might be as designated; however, considerable variability is possible based
upon particular interests and talents of faculty. The usual expectation
is that the nature of the teaching role changes with increasing rank.
Assistant Professor
Assumes primary responsibility for course managementb
in classroom and/or clinical courses.
Develops courses in consultation with departmental faculty.
Serves as committee member for graduate research projects.c
Associate Professor
Professor
Provides leadership in course and curriculum development.d
Supervises graduate research.c
Generates student research in area of scholarship.
Reputation in area of specialty attracts graduate students
and leads to invitations from other universities to serve as consultant
or visiting professor.
aCompetence
as a Teacher: Effective functioning in the classroom and clinical setting
and in the various aspects of course development and management, clinical
supervision, student advisement, coordination of courses with the curriculum,
and collaboration with other faculty and agency representatives. Competence
is evaluated by students, peers, and the Chair of the Faculty.
bCourse Management:
Plans and organizes the learning experience for an existing theoretical
and/or clinical course and/or coordinates a course in collaboration with
other faculty and with an awareness of the total curriculum.
cResearch Supervision:
Chairman of graduate student research committee. Quality of supervision
is evaluated by internal or external review of selected completed projects
and by randomly selected evaluations by former graduate research supervisees
solicited by the T&P committee. Committee chairs will be asked to evaluate
the contributions of committee members.
dCourse Development:
The planning and organization of a new course or major revision in an existing
course.
Criteria for Rank and/or Promotion to Rank
Scholarship
All faculty are expected to participate in scholarly
activities appropriate to their academic preparation and rank. Faculty
at all ranks are expected to submit a minimum of one paper per year for
publication. Individual faculty interests may dictate which additional
scholarly activities they choose to pursue; therefore, some variability
is possible in the application of the criteria.
Assistant Professor
Engages in post-doctoral research.
Publishesa
on the average at least two articles or the equivalent every three years.
Developing area(s) of acknowledged expertiseb
appropriate to specialty.
Presents at least one scholarly paper a year at the local,
state, or regional level.
Associate Professor
Has obtained funds or has approved grant(s) to support
scholarly activity.
Publishesa
on the average 3 articles or the equivalent every 3 years.
Recognized beyond College and State in an area of expertise.b
Presents two papers a year at state/regional/national/international
meetings (or otherwise is in demand for scholarly activity, e.g., research
reviewer, editorial board).
Professor
Has obtained funding of research since last promotion.
Publishesa
regularly and work is acknowledged as contributing significantly to the
scholarship of the profession.c
Recognized nationally and/or internationally in an area
of expertise.b
Actively engaged in a well-established area of scholarly
activity.
Scholarship
a
Publishes: Papers published or accepted for publication in a refereed journal.
If the scholarly activity was not refereed, expert reviewers support the
equivalency. Normally assistant professors are expected to include publication
of the dissertation among their publications and associate professors to
include post-dissertation research among the publications.
b Area
of expertise: An area of content in which the faculty member's consultation
is repeatedly sought by other scholars, governmental or professional agencies,
etc., or an area in which the faculty member is cited as a reference.
c
Contributes to the scholarship of the profession: Assessed by external
referees who are experts in the area of scholarship presented by the faculty
member and who comment on the quality of the scholarship and the national
reputation of the faculty member.
Service
It is an expectation that all faculty are productively involved in
College and University activities and leadership roles within the College
and the Community. The usual progression might be as designated; however,
considerable variability is possible based upon particular interests and
talents of faculty. The usual expectation is that the nature of the leadership
roles changes with increasing rank.
Role Description
Assistant Professor
Serves as member of Department/College committees.
Associate Professor
Chairs College committees. Elected or appointed member
of University committees.
Contributes expertise to the development of the College
and University.
Contributes expertise through leadership roles in the
community, state, and region.
Contributes leadership in one or more professional organizations
at the state level or beyond.
Professor
Provides leadership in state, regional, national, and
international arenas relevant to nursing.
1999
Tenure Track Faculty Performance Review
Consistent with South Carolina guidelines for performance
reviews for state employees, all College faculty are reviewed annually.
Performance of all tenure and tenure track faculty are reviewed annually
by both the Tenure and Promotions Committee, a committee of all tenured
faculty in the College, and by the Chair of the Faculty. Faculty are reviewed
for performance and reappointment, as specified in the Tenure and Promotions
Guidelines for Tenure Track Faculty Review in accordance with the University
calendar for notification of non-appointment. The College of Nursing Tenure,
and Promotion Committee has developed criteria for each level of academic
rank in the areas of teaching, scholarship, and service. These criteria
serve as a basis for the annual evaluation, third year review, tenure and
promotion review, and post tenure review (Appendix C).
See Guidelines
for Tenure Track Faculty Performance Review
(.pdf)
Annual Performance Review
In the spring of each school year, faculty are asked to develop specific
goals for the next academic year designed to foster their own professional
growth and development. Prior to their annual evaluation, these individual
goals are self-evaluated, written in terms of achievement, and submitted
to the Tenure and Promotions Committee for a response with recommendations
relevant to tenure and/or promotion.
Copies of each person's Tenure and Promotions response and the Chair
of the Faculty’s annual evaluation go to the Dean of the College of Nursing
for inclusion in the permanent personnel file. Each faculty member must
elicit student and peer evaluations on their teaching effectiveness. This
evaluation is primarily for the faculty member's use; however, faculty
are required to share data with the respective Chair of the Faculty, the
Dean, and place it in their tenure and promotion file.
Third Year Review Procedures
College
of
Nursing
The
University policy states that tenured-track faculty of all ranks who are in
their probationary period must undergo a formal comprehensive review in the
third year of their appointment. The review for Assistant Professors is
conducted by the Tenure and Promotion Committee, whereas the reviews for
Associate Professors or Professors are conducted by members of that Committee
having at least equal rank with the member under review.
The
Third Year Review is to be comprehensive of the three year period, but will
not be limited to that period in the event that faculty member has a record of
performance in the three areas that was initiated prior to appointment at the University
of
South Carolina. The review will based on the criteria for performance described in the
College of Nursing Faculty Manual under Promotion
and Tenure Criteria Procedures related to General Criteria for Scholarly Work,
Teaching Performance, and Service and Promotion Criteria for the appropriate
rank.
This
review ensures that both the faculty member and the institution are aware of
the progress of the faculty member relative to the College’s criteria for
awarding tenure. The purposes of
the Third Year Review are: 1) to provide feedback midway through the process
of tenure and promotion regarding progress toward meeting the criteria, 2) to
provide specific recommendations for guiding the faculty member in meeting the
criteria of the College of Nursing for tenure and promotion, and 3) to provide
support, where appropriate, in fulfilling those recommendations. This
review allows the faculty member to take corrective action before the tenure
decision year, and ensures that he/she gains familiarity with the process of
application for tenure. It also provides the Dean with input on whether the
faculty member is making adequate progress towards tenure.
Procedure
for the Third Year Review Process
1. During
the second semester of the faculty member’s second academic year at the
University, the dean will inform the faculty member that in the following
year, the candidate must submit a tenure progress file to the College
Committee on Tenure and Promotion. The faculty member’s cumulative
file is submitted according to dates identified in the T & P Guidelines
for Tenure Track Faculty Review (
September 6, 2001
). The faculty member must also be explicitly informed that the review process
does not positively or negatively affect the institution’s ultimate decision
in connection with the faculty member’s future application for tenure.
2. The
faculty member must follow the usual tenure and promotion file format,
process, and the College calendar (
September 6, 2001
) for submission of the tenure progress file. The primary exceptions to this
process are that:
a.
Neither the College of Nursing T & P Committee nor the faculty
member should solicit outside reviewers’ statements or letters of support;
b.
No individual ballots are collected during the College’s
committee’s deliberations;
c.
The file and supporting materials are not forwarded past the dean.
3.
T & P Committee chair and the candidate’s mentor meet with
the faculty member and explain the procedures and provide guidance in
preparing the file.
4.
Members of the T & P Committee are notified when the files
are complete and available for review.
5.
Review panel members assigned as primary file reviewers present
individual files for discussion by the full committee.
6.
At a date set by its members, the entire T &P Committee
meets to review each Third Year Review candidate’s file.
7.
For regular appointments, Third Year Review occurs during the same time
period as annual review. In such
cases, Third Year Review candidates will be reviewed following those of
assistant professors, associate professors and non-tenured full professors.
For mid year appointments, Third Year Review occurs in the Fall of the third
year of appointment.
8. The
presenters of the files provide a written summary evaluation of the file to
the Chair of the T & P Committee using the annual review form.
This evaluation should include points of consideration, commendation,
and recommendations based on overall performance according to the criteria
described in the College
of
Nursing Faculty Manual
under Promotion and Tenure Criteria Procedures.
9.
The T & P Committee chair must draft an evaluation letter of
the faculty member’s progress toward meeting the criteria for tenure.
The letter must specifically address the candidate’s progress in each of the
tenure criteria. The entire committee approves letter.
10.
A copy of the approved Third Year Review letter and the file is
forwarded to the Dean with a recommendation from the committee as to whether
or not the untenured faculty member should be retained.
11.
When the Dean completes the review of the faculty member file
and materials, the Dean has a conference with the faculty member to discuss
the results of the evaluation. The faculty member receives a copy of the
Dean’s written evaluation prior to the meeting.
12.
The Third Year file is returned to the faculty member within two
weeks of the conference with the Dean. Copies of all evaluation letters are
retained in the faculty member’s personnel file in the Dean’s office.
13.
The Dean makes the final decision.
JWA
11/19/03
Approved
by College T&P Committee
02/20/2004
Post Tenure Review
I. General Procedures and Calendar
The procedures given below are in compliance with the regulations on
post-tenure review established in the University Faculty Manual. If any
question should rise between the procedures given in this document and the
regulations given in the University Faculty Manual, the University Faculty
Manual will take precedence.
The College post-tenure review calendar will follow the calendar
established for this purpose by the Office of the Provost.
II. Faculty Eligibility for Post-Tenure Review
Each tenured faculty member, regardless of rank and including those in
administrative positions (other than the Dean), will be reviewed every six
years unless, during the previous six year period, the faculty member is
reviewed and advanced or retained in a higher position (e.g., Dean or a
chaired professorship). However, College-level post-tenure review will
be waived for: any faculty member who notifies the unit chair in writing of
retirement within three years of the next scheduled review; and any faculty
member who has been successfully promoted to the rank of professor or
associate professor during the past five years.
III. The Post-Tenure Review
Committee
The membership of the College Post-Tenure Review Committee (hereafter
referred to as the Committee) will consist of all tenured full professors on
the College Tenure and Promotion Committee, acting as a sub-committee of the
College Tenure and Promotion Committee. Tenured full professors who are
having a post-tenure review conducted will be excluded from Committee
membership that year. The Chair of the Post-Tenure Review Committee will
be elected by that committee. The dean is not eligible to vote or to
serve on the Committee.
In the event that there are fewer than five College faculty members
eligible to serve on the Committee, the Dean of the College will appoint a
sufficient number of faculty members from other units within the University
that do meet the eligibility requirements to make up a committee of five
voting members.
IV. File Documentation
The Faculty member who is being reviewed will submit a post-tenure review
file to the Committee. While the faculty member being reviewed may
include any documentation he/she believes to be pertinent, the faculty member
must include at least the following material in the file:
1. Current, USC formatted curriculum vitae, which includes
scholarship, teaching, and service activities.
2. Tenure and Promotion Annual Performance Review for past five
years.
3. Teacher Evaluation Questionnaire Summary Sheets, Student
Evaluations and Peer Teaching Evaluations for past five years.
4. A copy of the official report of Sabbatical activities
(if one was taken during the review period).
5. OPTIONAL: A one to three page personal statement
addressing the Tenure and Promotion Criteria for teaching, scholarship, and
service for rank.
V. Committee Procedures
A. The chair of the Committee will ensure that peer reviews (from
within the College) of the faculty member’s teaching, and peer reviews (from
outside the College) of scholarly activities are included. It should be
noted that the publication of refereed articles, presentation of refereed
abstracts, and funded peer-reviewed extramural research grants are considered
as having fulfilled the peer review of scholarly activities requirement.
B. After review of the faculty member’s file, each member of
the Committee will complete a written evaluation form of the faculty
member’s record. The reviewers will rate the faculty member’s
performance in four areas: teaching, scholarship, service, and overall
performance. In each of the four areas, the committee member will rate
the faculty member’s performance as either: superior, satisfactory, or
unsatisfactory.
C. For purposes of post-tenure review, the following performance
rating terms will be defined as:
1. ‘Superior performance’ means performance at the very
highest level within the College.
2. ‘Satisfactory performance’ means performance that meets
the expectations of the College.
3. ‘Unsatisfactory performance’ means performance,
taken as a whole, which fails to meet relevant College standards.
D. In a meeting of the Committee, the Chair will collect the
performance evaluation forms from the Committee members and tally the ratings
in each evaluation areas defined in V. B. A majority evaluative rating
is achieved when fifty-one percent of all eligible Committee members have cast
a ballot with the same rating. In the event that a majority of Committee
members do not rate the performance of a faculty member the same in a given
performance evaluation area, the committee report will give a performance
rating of “satisfactory, lacking majority opinion.
A Committee member on leave may vote only upon written notification to dean
of a desire to do so before the beginning of the leave.
E. After the performance evaluation forms have been
tallied and the results announced to the Committee, the chair of the Committee
will draft a report of the post-tenure review which will include at minimum
the Committee’s rating of the performance for each of the four evaluation
areas defined in V. B, and sufficient comments to aid the faculty member in
his/her professional growth and development. Individual vote counts in
each evaluation area will not be revealed, and individual written evaluations
will be destroyed by the Committee chair after the report is approved by the
Committee.
F. A copy of the Committee report must be sent to the
Tenure and Promotion Committee Chair, faculty member, and the Dean of the
College for inclusion in the faculty member’s personnel file. In the
event of an unsatisfactory review, a copy of the Committee report and
development plan must also be sent to the Provost.
G. If the performance rating for each evaluation area
defined in V. B. of the faculty member is either “superior” or
“satisfactory,” the evaluation of the faculty member is concluded with the
distribution of the report. If the Committee determines that the faculty
member's overall performance is satisfactory, but that his/her performance in
either teaching, scholarship, or service areas is unsatisfactory, the
Committee must include recommendations in its report that could assist in
restoring the faculty member’s performance to a satisfactory level in that
area. A review that results in an overall performance rate of
satisfactory, but includes an unsatisfactory rating in one of the other areas
does not require a development plan.
H. An Unsatisfactory Review
1. If the Committee determines that the overall
performance evaluation rating of the faculty member is “unsatisfactory,”
the Committee must include recommendations in its report that could assist in
restoring the faculty member’s performance to a satisfactory level.
The Committee will serve as the Development Committee. The Committee may
recommend the inclusion of additional members from outside the unit with a
particular expertise that would assist the faculty member in reaching his/her
development goals.
2. The Dean of the College, in consultation with the Committee
and the faculty member, will produce a development plan including an
improvement timetable for the faculty member. The timetable is at the
discretion of the Committee depending on the nature of the development plan,
but in no case will the development plan timetable be less than one year nor
more than three years in duration.
3. In accordance with the timetable established in the
development plan, the Development committee will review the faculty member’s
updated file and will submit an evaluation of progress to the College Tenure
and Promotion Committee and Dean of the
College
of
Nursing
. This evaluation will include in writing whether or not the Development
Committee believes the goals of the development plan have been met.
4. The Dean of the College will make the final determination on
the progress, or lack thereof, of the faculty member in meeting the goals of
the development plan, and whether or not further measures may be necessary.
The Dean will conform to the timetable established in the development plan,
and will file periodic progress reports with the Provost.
5. Failure to make substantial progress toward meeting the
performance goals of a development plan established through the post-tenure
review process may expose a faculty member to proceedings for termination.
VI. Appeal Procedures
A. A faculty member who receives an unsatisfactory review and
disagrees with the evaluation or any aspect of the recommendations may appeal
to the College Tenure and Promotion Committee. The finding of the
College Tenure and Promotion Committee, together with its recommendations for
action and a statement by the faculty member will be forwarded to the dean for
final determination of the evaluation.
B. If the faculty member disagrees with the development plan produced
by the Dean of the College, he/she may appeal specific aspects of the
development plan to the Provost. The Provost will make the final
determination of adequacy of an appealed development plan.
VII. Disposition of File
The post-tenure review file is returned to the faculty member within two
weeks of final action taken by the Committee. However, when a faculty
member receives an unsatisfactory review their file will be retained until the
Development Committee determines that goals specified in the development plan
have been met. .
added October 2001
February 16, 1999
Provost Approval
2/19/99
E.
Research Faculty Protocols
Organization Relationship:
Research Faculty are responsible to the Associate
Dean for Research.
5/2002
It is
recognized that Research Faculty play a central role in
the development and operation of the
College of
Nursing. In particular, Research Faculty are critical to the
successful pursuit of the College’s research goals. This
document describes procedures for appointment, evaluation,
retention, reappointment, promotion, and management of
Research Faculty.
I. Research Faculty Ranks
Persons
with doctoral level training (i.e., PhD or equivalent) may
be appointed to the faculty of the
College of
Nursing
in Research Faculty positions. Such appointments are made
when the primary role of the faculty member is to
contribute to the discovery of new knowledge through
research. These faculty also provide professional service
to the College of Nursing, and the University. They may
serve as advisors to graduate students, and they may have
formal instructional responsibilities as well. However,
it is expected that Research Faculty will invest most of
their professional effort in the conduct of research.
As
specified in the University’s policy on Unclassified
Academic Titles (ACAF I.06), Research Faculty positions
are described as: Research Professor – a full-time
appointment of a faculty member engaged primarily in
research. The research professor usually possesses the
earned doctorate and considerable experience in the
research field. Appointment is on a temporary basis and
service under such an appointment is not considered part
of a probationary period for tenure consideration. This
title can be expanded to Research Assistant Professor or
Research Associate Professor as appropriate to the status
of the individual.
In the
College of Nursing, Research Faculty ranks are as follows:
-
Research Assistant Professor – typically a research
scientist serving in his/her initial academic
appointment following completion of formal research
training; may begin service at this rank by working
within the research program of a senior colleague but is
expected to build an independent research program while
at this rank.
-
Research Associate Professor – typically an established
research scientist whose research products are
nationally recognized and whose research activities are
consistently supported by extramural funding; must have
demonstrated independence in leadership of a research
program for example, by serving as principal
investigator on funded extramural research grant
applications.
-
Research Professor – typically a senior research
scientist whose research program is nationally and
internationally recognized as making an important
contribution to the body of knowledge in his/her
discipline; must have demonstrated a high level of
achievement in leading a research program, for example,
by consistently serving as principal investigator on
research grant applications funded by federal agencies
such as the National Institutes of Health, the Centers
for Disease Control and Prevention, or the National
Science Foundation.
II. Appointment Procedures
A. Creation of Research Faculty Positions
Requests
to create Research Faculty positions are submitted by the
Dean to the Vice President for Health Sciences and the USC
Division of Human Resources.
B. Search Process
Appointment of persons to Research Faculty positions must
result from an open and competitive search process that
involves the participation of a search committee. A
national search is strongly encouraged.
C. Hiring
Appointments to Research Faculty positions are made by the
Dean upon recommendation of the Associate Dean for
Research. The faculty rank of an appointee is determined
by the Dean with consideration of the rank-specific
performance standards described in Section IV of this
document.
Typically, the duration of an initial term of appointment
to a Research Faculty position is one year. Reappointment
will be made, assuming satisfactory performance (see
Section III) and continued availability of funds.
III. Evaluation, Retention, Reappointment, Termination,
and Promotion Guidelines
A.
Annual Review
Each
Research Faculty member is required to submit an annual
report summarizing his/her research accomplishments,
professional service contributions, and, if applicable,
instructional activities during the previous calendar
year. Typically this report is to be submitted to the
Associate Dean for Research by February 1. In addition, a
copy of the report is submitted to the Dean. The faculty
member’s updated curriculum vitae will be attached to the
report.
The
annual report will be reviewed by the Associate Dean for
Research. The results of this review will be provided to
and reviewed by the Dean. Final evaluation of the annual
report will be made by the Dean who will make decisions
regarding merit salary adjustment, retention, and
reappointment.
The
Associate Dean for Research will meet with the faculty
member to communicate the administrative evaluation.
During this meeting strong and weak points in a faculty
member’s performance will be noted, and goals for the next
year will be discussed.
B. Retention and Reappointment
As noted
above, Research Faculty are typically appointed for
one-year periods. While Research Faculty members must be
reappointed on an annual basis (as mandated by current
university policies), it is expected that a Research
Faculty member will be retained in his/her position as
long as his/her annual reports are rated by the Dean as
satisfactory, he/she reaches an adequate level of external
funding, and funds are available to support the faculty
member’s salary.
C. Termination
A
decision to terminate the appointment of a Research
Faculty member is made by the Dean. Such a decision would
typically be based on an annual report that is rated by
the Dean as unsatisfactory. Such a conclusion would be
made after thorough review of the evaluation of the
Research Professor by the Associate Dean for Research. Also, an appointment may be terminated due to lack of
funds to support the faculty member’s salary. The process
of terminating the employment of a Research Faculty member
will follow the relevant, current university policies.
D.
Promotion
Procedures for consideration for promotion applications
are similar to those described above for annual review
with the exception that outside review letters will be
sought. Briefly, the applicant prepares summary
activities, and appends CV; outside review letters are
collected by the Associate Dean for Research. All
recommendations are reviewed by the Dean who makes the
final decision regarding promotion.
IV.
Evidence of Research Productivity and Performance
Standards
A. Evidence
Research
faculty are evaluated primarily on the basis of research
productivity. Evidence and standards for research
productivity, as presented in this document, provide the
platform for evaluation of research faculty as required in
several processes. These include appointment, annual
review, reappointment, and promotion. Because research
faculty are expected to provide professional service and
may be assigned to instructional activity on a limited
basis, performance in these areas will be considered in a
research faculty member’s overall evaluation. However,
satisfactory performance in research is required to
support a decision to appoint, retain, reappoint, and/or
promote research faculty.
In
documenting research productivity, research faculty should
provide evidence as follows:
Primary
evidence of research productivity:
-
Receipt
of extramural research grants or contracts as principal
investigator or investigator
-
Publication of primary research articles in peer
reviewed research publications
Secondary
evidence of research productivity:
-
Publications in monographs, conference proceedings,
edited books, and non-refereed journals
-
Submission of extramural research grant or contract
applications as principal investigator or investigator
-
Presentation of research at scholarly meetings and
publication of associated abstracts
-
Publication of books as author or editor
-
Receipt
of honors or awards for research accomplishments
-
Invitations from funding agencies to serve as a reviewer
of research grant applications
-
Receipt
of intramural research grants
-
Service
as a reviewer of research articles for peer reviewed
research journals
V. Roles, Rights, and Responsibilities
In
accepting an appointment to the research faculty of the
College of Nursing an individual commits to continuing
professional development and assumes a responsibility for
active involvement in the governance, management, and
development of the College of Nursing. Research faculty
members also accept responsibility for respecting the
rights of students, other faculty, and staff. Research
faculty are expected to maintain honesty and integrity in
all professional activities and to adhere to all stated
policies and procedures of the College. In addition, the
following polices apply to research faculty:
-
Research faculty are eligible to act as principal
investigators on extramural research grant applications.
-
Research faculty are eligible (but not required) to
serve on College committees and eligible (but not
required) to serve as research committee chair.
-
Research faculty are eligible for awards.
-
Research faculty are not eligible for sabbatical leave,
but they may be considered for professional leave with
or without pay.
-
Research faculty are eligible for salary supplements in
accordance with University Guidelines.
-
Research faculty are eligible to serve as members of and
chair honors college theses, masters theses, research
utilization, and dissertation committees.
Bylaws changes passed in March 2005 Faculty Meeting
March 2005
F.
Clinical Faculty Appointment
Definition of Clinical Faculty
Clinical Faculty are members of the College of Nursing Faculty whose
major emphasis is on provision of clinical instruction, clinical scholarship,
and direct nursing care. Clinical Faculty are University employees on annual
appointments and are not tenure track faculty. Annual appointments
are made based on the needs of the College and reappointment is at the
discretion of the Dean.
Objectives for Clinical Faculty Appointment:
1. Provide exemplary clinical education for students.
2. Emphasize commitment to nursing as a science-based
practice discipline.
3. Strengthen relationships in practice settings with
care givers and care recipients through concentrated and consistent clinical
involvement.
4. Integrate nursing science and theory into nursing practice
through emphasis on theoretical thinking and research participation in
clinical practice.
Criteria for Appointment of Clinical Faculty:
1. All Ranks (Instructor and above):
Master's degree in a clinical nursing specialty.
At least one year post-master's
Demonstrated competence as a nursing clinician and
potential as a clinical educator.
Membership in a major professional organization.
2. Clinical Assistant Professor:
Doctorate in Nursing or a related field or a minimum
of three years related clinical or teaching experience post-master's.
Evidence of competence in clinical practice as evaluated
by students, peers and superiors.
Certification or progression toward certification in
a designated clinical specialty.
Evidence of beginning publication in journals that
transmit knowledge to nursing practice.
3. Clinical Associate Professor:
Meets criteria for appointment to rank of Clinical
Assistant Professor. At least five years of related professional clinical
nursing practice post-master's.
Consistent history of clinical or research publications.
Evidence of participation in clinically-based research.
4. Clinical Professor:
Meets criteria for appointment to rank of Clinical
Associate Professor.
A national or international reputation based upon substantial
clinical experience and research as determined by internal
and external review.
Evidence of publications that integrate theory, science
and practice.
Role Expectations Related to Retention:
1. All Ranks (Instructor and above):
Maintains current certification status or achieves
certification within two years of appointment.
Demonstrates competence as a clinician/clinical instructor.
Participates actively in professional organizations.
Demonstrates commitment to clinical scholarship.
Continues professional education.
2. Clinical Assistant Professor:
Demonstrates competence in developing and maintaining
linkages between the College and the clinical agency/community.
Develops elective clinical courses in consultation
with departmental faculty, as appropriate.
Demonstrates expertise appropriate to clinical specialty.
Facilitates clinical research activities of College
faculty and graduate students.
Contributes to College and agency departments and committees
as appropriate.
Participates in College, University, and agency functions.
Assumes advisory/consultative role in community groups.
Provides leadership in professional organizations at
the local and state level.
Participates in offering continuing education programs
as appropriate.
Presents at least one clinical paper annually.
3. Clinical Associate Professor:
Demonstrates continuation and strengthening of clinical
assistant professor role.
Consults in selected areas of clinical specialization.
Conducts clinical research in collaboration with professional
colleagues.
Presents clinical papers regularly.
4. Clinical Professors:
Continues previous professional activities with emphasis
in national and international arenas.
Serves other institutions as a consultant or visiting
professor.
Conducts substantive clinical research or research
utilization projects.
Publishes clinical papers regularly.
Contributes significantly to knowledge in the profession.
Privileges:
1. Vote on College of Nursing matters decided at the College
level.
2. Faculty benefits parallel to those of tenure track
appointments.
Guidelines for Faculty Performance Review
The performance of clinical faculty is reviewed annually
in the spring by both the Clinical Faculty Evaluation and Promotion Committee
and by the Chair of the Faculty, using the procedures specified below. The Chair of the Faculty forwards a recommendation to the Dean who makes
the final decision regarding reappointment.
Materials to Submit for Annual and Reappointment Review
The faculty should retain copies for their personal files
of all materials submitted.
1. Curriculum vitae. Submit a complete C.V., using
the college format for faculty vitae. Highlight all activity for
the current year. Do not append documentary materials.
2. Faculty Self-Review. Using the current Clinical
Evaluation and Promotion Criteria, state as concisely as possible achievements
for the current academic year and goals for the next academic year. Depending
upon the length of time at the present rank, faculty goals should reflect
progression toward the criteria for the next rank. Indicate plans to attain
the next year’s goals. If proposed goals or plans require administrative
support, the faculty member may want o confer with the Chair of the Faculty.
(FORM A - Clinical Track Faculty)
3. Teaching History Chart. Complete the teaching
history for courses taught during the summer and fall of the previous year
and during the current semester. Courses should be those for which you
have primary responsibility, not guest lectures. If you are co-teaching,
indicate this; if you are teaching a portion of the class (as a clinical
section), number of students, courses, credits, etc. should reflect this.
(FORM B – Clinical Track Faculty)
4. Student Evaluations. All faculty are expected
to use the TEQ for student evaluations. TEQ data should be obtained for
all courses each time the faculty member teaches the course. Guidelines
and procedures for administration of the computerized Teacher Evaluation
Questionnaire (TEQ) are located in the Office of Research. The Office
of Research administers the TEQs on line during the last four weeks of
regularly scheduled classes. Approximately six to eight weeks after
the last day of classes, the faculty member will receive a computer printout
reporting summary results of the TEQ administration. In addition, faculty
should retain computer printouts of course TEQ responses and comments received
from the Office of Research for future use.
Summary of Student Evaluations. For each course
with TEQ data, attach a complete Summary of the Student Evaluations form.
Do not attach computer printout, however, your comments may be added at
your discretion. (FORM C – Clinical Track Faculty)
5. Teaching Observation Report. Peer evaluation
of classroom teaching is expected of all clinical faculty. All clinical
faculty obtain a minimum of one peer evaluation of classroom teaching per
academic year. A peer of higher rank must be selected to evaluate a clinical
faculty. (FORM D – Clinical Track Faculty)
6. One copy of the entire review packet/file is
submitted to the Chair of the Clinical Faculty Evaluation and Promotion
Committee and one packet is submitted to the Human Resources Coordinator
in the Dean’s office. Faculty retains one copy of the annual review packet
for their personal file.
7. Clinical Faculty Evaluation and Promotion Review
Panel Response to Faculty Self-Review. Faculty self-review materials
will be evaluated by a panel of three or more members of the Clinical Faculty
Evaluation and Promotion Committee. Reviewers will present their
assessments of assigned faculty self-review materials for discussion, interpretations,
and recommendations. The reviewers will have access to previous self-reviews
and Clinical Faculty Evaluation and Promotion Committee responses for their
assigned faculty. The reviewers will complete a draft of the current
Clinical Faculty Evaluation and Promotion Committee Response Form, which
is revised as needed and signed by the panel members. The original will
be attached to the faculty member’s self-review materials and filed in
the Clinical Faculty Evaluation and Promotion Committee file. Copies of
the response form will be forwarded to the faculty member and to the Chair
of the Faculty. Faculty needing clarification of any comments on their
Clinical Faculty Evaluation and Promotion Committee Response should contact
the Clinical Faculty Evaluation and Promotion Committee Chair. Clinical
Faculty Evaluation and Promotion Committee Chair responds to individual
faculty concerns in writing. The Clinical Faculty Evaluation and
Promotion Committee Chair summarizes these in a report of the annual review
process to be reported to the Clinical Faculty Evaluation and Promotion
Committee in the first fall semester meeting. Faculty responses and the
Clinical Faculty Evaluation and Promotion Committee Chair response to the
faculty member, if any, will be attached to the Clinical Faculty Evaluation
and Promotion Committee Response Form and forwarded as indicated to the
Chair of the Faculty and Dean. (FORM E – Clinical Track Faculty)
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