G-34-3.1.4 Rank with Associated Criteria
Assistant Professor I: This is the rank at which many faculty are hired. Faculty members at this rank are expected to focus on establishing their expertise in their primary assignment. In addition to this, faculty should regularly attend department meetings, mandatory College wide meetings, and a selection of campus workshops that will help them understand the workings and culture of the College. Beyond the first year, faculty members should be expanding their engagement with the larger College community. This may include serving on peer teams or other College committees and exploring options for further professional, and College service.
Assistant Professor II: In most circumstances a faculty member should be in his/her third year of service at the rank of Assistant Professor I at the time he/she is first considered for promotion to Assistant Professor II. In order to achieve the rank of Assistant Professor II, a faculty member must demonstrate that he/she is regularly seeking out ways to contribute to the success of his or her department and also begins to reach beyond the department by serving on larger College committees, task forces, peer teams or other meaningful ways to contribute to the work of the College. This person is now reaching out to the community to extend the service of his/her expertise to various activities throughout the year.
The following provides a guideline for promotion to Assistant II with respect to each criterion :
- Primary Assignment: Evidence of improvement and refinement of teaching ability or, in the case of non- teaching faculty, evidence of improvement of performance in one's assignment. The individual shows regular, significant improvement in the quality of teaching or performance in non-teaching assignment. The individual contributes to maintenance and development in his/her curricular or program area.
- Professional Improvement: The faculty member should have an approved Professional Improvement Plan (PIP) on file and have demonstrated progress toward completing PIP goals as noted in the Annual Report of Activities (ARA).
- Service to the College: The faculty member demonstrates that she/he is finding meaningful ways to contribute to the work of the College. Prior to achieving the rank of Assistant II, faculty are not discouraged from taking on leadership roles or positions depending on experience; however, this is not an expectation. Once faculty have achieved this rank, they should begin exploring more meaningful engagement with leadership roles at the College.
- Service to the Community: The faculty member expresses to the community the willingness to serve as a resource in her/his discipline, and strives to establish/build meaningful relationships with the community.
Associate Professor: A faculty member should be in his/her fourth year of service at the rank of Assistant Professor II at the time he/she is first considered for promotion to Associate Professor. In order to achieve the rank of Associate Professor, a faculty member should demonstrate significant competence while striving for excellence in the primary assignment, and contribute in meaningful ways to the success of his/her department. Faculty should also demonstrate reaching beyond the department level to take on significantly meaningful or leadership roles within the College. This person now has established his/her expertise in the community or within his/her discipline beyond the College boundaries.
The following provides a guideline for promotion to Associate Professor with respect to each criterion.
- Primary Assignment: The individual demonstrates significant competence while striving for excellence in teaching ability or performance in the primary assignment. The individual has contributed significantly to maintaining and developing the existing curriculum or program area.
- Professional Improvement: In most circumstances, the individual applying for the rank of Associate Professor should have a final PIP report on file for the first PIP cycle and documented progress toward completion of the second PIP cycle.
- Service to the College: In achieving this rank faculty demonstrate significant and meaningful engagement with the College beyond the department level, and active pursuit of leadership roles.
- Service to the Community: Building on community relationships developed while an Assistant Professor II, the faculty member serves the community as a resource within her/his discipline by accepting meaningful local, statewide, or national roles.
Professor: A faculty member should be in his/her sixth year of service at the rank of associate professor at the time he/she is first eligible for consideration to be promoted to Professor. In order to achieve the rank of Professor, a faculty member should demonstrate consistent excellence in the performance of his/her primary assignment. The individual demonstrates an ongoing commitment to sharing his/her expertise and knowledge by regularly accepting leadership roles on campus committees or task forces that help to create meaningful change for the College. Faculty achieving this rank are firmly established in consistent and meaningful contributions of their professional expertise at the local, regional, or national level.
The following provides a guideline for promotion to Professor with respect to each criterion
- Primary Assignment: The individual continues to demonstrate regular and significant improvement and refinement in maintaining excellence in teaching ability or performance in the primary assignment. The individual has demonstrated leadership in curricular or program development.
- Professional Improvement: The individual has a long-term documented record of broad commitment to professional growth.
- Service to the College: To achieve this rank, faculty demonstrate significant and meaningful leadership roles within and beyond the department level that help the institution move forward.
- Service to the Community: Further building on local and/or more widespread community relationships, the faculty member regularly serves the community as an expert resource by accepting meaningful local, statewide, or national roles.