SCHOOL OF ARTS AND HUMANITIES

School of Arts and Humanities
Faculty Promotion and Tenure Processes
October 3, 2007

The departments and administration of the School of Arts and Humanities (SAH) are fully committed to helping faculty achieve ongoing success in teaching, research/creative endeavor and service.  This document serves to clarify the SAH promotion and tenure process and assist candidates with the preparation of their promotion and tenure documentation.

Letters of Expectations

  • A draft letter of expectations is provided to each new faculty member during the first semester of employment.  The letter should be completed by the conclusion of the eighth week of the contract.  The letter specifies the performance expectations to be met by the time the faculty member reaches the next review, and to provide the criteria that must be met for continuing appointment (tenure) and promotion.  
  • The letter of expectations is designed to bring agreement and clarification among the candidate, department chairperson, department personnel committee chairperson (where applicable), and the dean.
  • The letter of expectations may evolve over time according to departmental process.  A letter of expectations is altered only when a candidate wants to modify the direction of teaching, research/creative activity and/or service. Any changes must be approved in writing by the candidate, department chairperson, department personnel committee chairperson (where applicable), and the dean.
  • Letters vary by department and by individual faculty member.

Departmental Documents

  • Every department has developed a statement defining scholarship and creativity to be provided to their candidates and be accessible on the SAH Web site. 
  • Candidates are responsible for becoming familiar with departmental by-laws and how they affect personnel actions.
  • Departments and candidates are responsible for adhering to the academic calendar for deadlines for renewals, promotions, etc.  Address any questions about the calendar directly to the dean.

Dean's Role

The dean's role is to ensure adherence to the process and to raise questions when  recommendations do not seem to be congruent with documentation.  Address any questions about process or calendar directly to the dean.

Documentation

Documentation for each evaluation leading to promotion and continuing appointment is to consist of two files:

  • File A containing the required personnel documents, and
  • File B containing the supporting documentation.

File A

File A is to contain only six items, paginated for easy cross-reference, and organized in a three-ring binder with dividers separating the six sections.  If you use plastic sleeves, include only two pages placed back-to-back per sleeve so that the reader can review all materials without removing them from the sleeves.

  1. The Request for Faculty Personnel Action form (gray form)
  2. The candidate’s personal statement.  In his/her personal statement, the candidate should focus on the renewal review period (the most recent two-year term, for example). For promotions, the candidate should take a career perspective, concise nonetheless.  All previous personal statements are to be provided in File B.

    The personal statement should be cohesive, within one document, and should rarely be longer than five pages.  The statement may be slightly longer in cases for promotion and tenure.  It is to reflect on teaching effectiveness, scholarship/creative activity and service; summarize and interpret peer evaluations and student evaluations; comment on any additional qualifications, including commitment to the BSC mission vision and core values; and provide documentation through reference to specific page numbers in File B.
  3. Current (updated) curriculum vita
  4. The Personnel Committee statement.  This is to be evaluative and must adhere to the same three areas of teaching effectiveness, scholarship/creative activity and service, as well as summarize and interpret peer evaluations and student evaluations and comment on any additional qualifications, including commitment to the BSC mission vision and core values.  All previous personnel committee statements are to be provided in File B.
  5. The department chairperson’s recommendation.  This is to be autonomous and separate from the Personnel Committee’s recommendation.  The chairperson’s recommendation is to be evaluative and must adhere to the same three areas of teaching effectiveness, scholarship/creative activity and service, as well as summarize and interpret peer evaluations and student evaluations, and comment on any additional qualifications, including commitment to the BSC mission vision and core values.  All previous department chairperson’s recommendations are to be provided in File B.
  6. A copy of the candidate’s Letter of Expectations.  Any previous letters of expectations are to be provided in File B.

The candidate is to provide two complete copies of File A, as one copy is retained in the Provost’s Office and the other in the Dean’s Office.  File B is returned to the candidate after completion of the process.  

File B

File B provides supporting evidence documenting statements in File A.  The first five sections of File B are to parallel the order of File A (omit the section for the curriculum vita).

Include only items referenced in File A. The file should be organized in sections, paginated for easy cross-reference, and be no more than 6 in. thick (two three-inch three-ring binders).   Multiple page documents may be placed in a single plastic sleeve in File B only.

  • The documentation in File B should be cumulative, but concise, as the faculty member progresses through the tenure and promotion process. 
  • Accomplishments cited in File A must be documented in File B.
  • Documentation or examples of books, articles, CDs and other scholarship and/or creative work should be included.  Selectively include other items.
  • Less significant material from previous evaluations should be removed.
  • OPSCAN summary sheets of all student evaluations and all written student comments (typed by the department) shall be included.  Do not provide the raw data. Each summary sheet should be followed by the respective student comments page, organized in chronological order with the most current first.  Place this material in a separate notebook section labeled “Student Evaluations” in File B.

Other Guidelines

  • Use statistics carefully. For example, averaging the ratings for all of the questions on the form does not provide valuable information.  Averaging the answers for each individual question, however, could provide valuable input to the personnel committee and department chairperson.  It is the responsibility of the personnel committee and the department chairperson to provide a summary and interpretation of peer and student evaluations. 
  • Candidates and departments should be familiar with all relevant policies specified in the SAH Faculty Handbook on the SAH Web site, including the Buffalo State College Directory of Policy Statements (DOPS) and the Policies of the Board of Trustees.

Scholarship and Creative Activity

It is expected that faculty will have a vigorous scholarly and creative life throughout their teaching career.  Decisions regarding what constitutes reasonable expectations are to be made by departments.  Scholarship varies greatly by department and is defined by the department and included in the letter of expectations.

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