2.6       TENURE

2.6.1    QUALIFICATION FOR TENURE

Exceptions to the following policies will have the concurrence of the Faculty Personnel Committee, the Dean of the College, and the President.

To be considered qualified for tenure an individual must:

a.         demonstrate effectiveness in teaching and advising, and demonstrate active involvement in professional development and service at the workload balance agreed upon by the faculty member and evaluator;
b.         demonstrate promise for growth in one or more of these areas;

c.         demonstrate a good fit for faculty membership in light of the purpose of the College and his or her ability to work effectively with colleagues.

2.6.2    TENURE REVIEW

2.6.2.1             Tenure review by the Faculty Personnel Committee and the Dean of the College occurs when the faculty member is in his or her sixth year of service at the College and has attained the rank of at least Assistant Professor.  In exceptional cases, the Dean may recommend a candidate for early consideration for tenure based upon previous service elsewhere, but in every case, an individual must have served at least two years at Roanoke.  In the spring prior to the time when the first tenure review is to occur, eligible faculty members will be reminded by the Vice President and Dean of the College of the review so that they will have time during the summer to bring their dossiers into final form.

2.6.2.2             The department chair and/or the Dean of the College should provide clear annual assessments of the individual's progress toward the award of tenure.

2.6.2.3             Pre-Tenure Review 
The Faculty Personnel Committee will perform, normally in the third year, a pre-tenure review of the individual and advise as to progress toward tenure.  Procedures for the pre-tenure review are identical to those procedures applicable to tenure review (see Section 2.6.4).  Faculty members should submit their pre-tenure dossiers to their chairs by January 15.  Chairs should submit those dossiers to FPC by January 25.   Faculty members who are granted academic credit for service at other institutions will be notified in the initial appointment letter of the academic year in which the pre-tenure review will occur.

2.6.2.4             As a result of the sixth-year review, the Faculty Personnel
Committee recommends one of two options: (a) the awarding of tenure or (b) the denial of tenure and the awarding of a terminal one-year contract.  The procedures defined in 2.6.4 shall be followed in the sixth year of review.
                                   
2.6.2.5             Every candidate for tenure and/or promotion submits to the department chair by September 15, a dossier containing all the materials required for evaluation.  The dossier should contain the items listed under Evaluation Areas and Materials in Section 2.6.3 and an updated curriculum vita.  The candidate is also free to include any additional information which he/she feels is appropriate.  All materials to be submitted to the Faculty Personnel Committee except confidential letters requested by the candidate must be reviewed by the department chair.

2.6.3    EVALUATION AREAS AND MATERIALS FOR PROMOTION
AND TENURE

2.6.3.1             TEACHING AND ADVISING

2.6.3.1.1          Evaluation Areas for Teaching

All of the following are applicable to all candidates

1.         Student assignments/intellectual activities;
2.         Course organization;
3.         Course preparation;
4.         Rapport with students;                                                                                               
5.         Curricular contributions/innovations;             
6.         Academic standards.

2.6.3.1.1.1       Evidence

1.         (1) A statement of the candidate’s teaching goals and philosophy (e.g., reasons for teaching as one does, expectations of self and students); (2) a review of what the candidate has learned about teaching during recent years, what changes the candidate has made in his/her teaching, and what problems the candidate has encountered – solved and unsolved; (3) a statement of the candidate’s teaching goals for the next several years and a plan for achieving those goals.
                                               
2.        Student evaluation summary sheets for at least the previous three years;
                                               
3.         Chair's annual evaluation of teaching effectiveness for at least the previous three years (Dean's annual evaluation of chair may be used where appropriate);
4.         Grade distribution data for all courses taught in the previous three years;

5.         Course syllabus/policy statement for each different course taught during the previous two years;

6.         Final exams and selected tests/quizzes for each different course taught during the previous two years;
                                                             
7.         Selected assignments from each different course taught during the previous two years;
                                                           
8.         Internships supervised;
                                                           
9.         Annotated list of curricular innovations/ contributions, emphasizing inclusion of recent developments in the field;
                                                                       
10.       An evaluation from the General Education Director (if one or more GST courses have been taught during the period of time for which evidence is being submitted);
                                                           
11.       An evaluation from the Honors Program Director (if one or more HNRS courses have been taught during the period of time for which evidence is being submitted);
                                                           
12.       The letter from the Faculty Personnel Committee giving the results of the Pre-Tenure Review (for tenure candidates only), if a review was conducted in AY94 or later;

13.       The agreed upon workload balance in teaching for the years under review.

14.       Other materials deemed appropriate may be submitted but are not required.

2.6.3.1.2          Evaluation Areas for Advising
                                                                       
1.         Advising freshmen or transfer students;

2.         Advising majors;

3.         Other advising (e.g., education students, minors, informal advising).
2.6.3.1.2.1       Evidence

1.         A statement of the significance the candidate attaches to advising;

2.         Chair’s evaluation of advising (or the Dean of the College’s evaluation if appropriate);

3.         Summary sheet of number of advisees as of the November pre-registration for at least the three previous years;

4.         Either the numerical or the narrative portions of the College’s survey of advisees for at least the three previous years;

5.         The agreed upon workload balance in advising for the years under review;

6.         Other materials deemed appropriate may be submitted but are not required.  Examples include:  a syllabus or equivalent documents used in advising; the results of a supervisor’s discussion with a sample group of advisees.

2.6.3.2             PROFESSIONAL DEVELOPMENT

2.6.3.2.1          Evaluation Areas

No one specific area of activity is considered mandatory, but activities in any area of the following areas will be evaluated by FPC.

            1.         Professional education;
            2.         Scholarly activity;
            3.         Scholarly productivity;
            4.         Professional involvement and recognition.

2.6.3.2.1.1       Evidence

1.         (1) A statement of the candidate’s understanding of the relationship between teaching and professional development at Roanoke College, the significance the candidate attaches to professional development, and the problems the candidate has encountered and/or anticipates in doing research, scholarship, and other forms of professional work; (2) a statement of the candidate’s professional development goals for the next several years and his/her plan to achieve those goals.

2.         a.         List of professional meetings, short courses, workshops, and conferences
attended;
                       
            b.         List of professional memberships;

c.         Information on work towards an advanced degree;

d.         Chair's evaluation of professional training (or the Dean of the College's evaluation if appropriate);

3.         a.         List of workshops conducted;            

b.         Exhibition or performance of a work of art;

            c.         Information about student research or independent study supervised;
                                                                       
d.         Chair's evaluation of scholarly activity (or the Dean of the College's evaluation if appropriate).
                                                                       
4.         a.         Descriptions of presentations and copies of publications;
                                                                                               
            b.         Exhibition or performance of works of art;
                                                                                               
            c.         Information on scholarly projects conducted;
                                                                                   
d.         Information on grant proposals;

            e.         Chair's (or Dean's) evaluation.

5.         a.         Information about service as a discussant or chair at a professional meeting;

b.         Invitation to exhibit or perform works of art;

c.         List of invited reviews and services as referee for grants and manuscripts;

d.         Information on consultancies;

e.         Information on professional awards;

f.          Chair’s (or Dean’s) evaluation.

6.         The agreed upon workload balance in professional development for the years under review.
                                                           
7.         Other materials deemed appropriate by the candidate or chair may be submitted but are not required.

2.6.3.3             SERVICE

2.6.3.3.1          Evaluation Areas

1.         Service in the department;
2.         Service in the College;
3.         Service in the Community (Included at the faculty member’s discretion).

2.6.3.3.1.1       Evidence

1.         A statement of (1) the candidate’s understanding of the relationship between teaching, professional development, and service at Roanoke College; and the significance he/she attaches to service; (2) a statement of the candidate’s service goals for the next several years and his/her plan to achieve those goals.

2.         a.         Chair's evaluation of departmental service (or the Dean of the College's
evaluation if appropriate);

            b.         Annotated list of departmental activities;

            c.         List of departmental assignments;
                                                                       
d.         List of student organizations sponsored.
                                   
3.         a.         Chair's evaluation of College service (or Dean's evaluation if appropriate).
           
            b.         List of participation and leadership on College committees;

            c.         Participation in College professional activities;

            d.         List of student organizations sponsored.

4.         The agreed upon workload balance in service for the years under review.

5.         At the discretion of the faculty member:
                                                           
            a.         Annotated list of community service activities;
                                                           
            b.         External documentation.
                                                           
6.         Other materials deemed appropriate by the candidate or chair may be submitted but are not required.

2.6.4    REVIEW PROCEDURE FOLLOWING SUBMISSION OF
DOSSIER TO CHAIR

2.6.4.1            
The department chair reviews this dossier with the faculty member.

2.6.4.2
The department chair also indicates whether or not he or she supports the candidate for tenure and/or promotion.  A written copy of the chair’s recommendation is given to the candidate.  Another copy is entered in the candidate's personnel file, to be available to the Dean of the College and the Faculty Personnel Committee.  This must be done no later than October 1.

2.6.4.3
The faculty member submits one copy of the dossier, in its final form, to the Dean of the College.  This must be done no later than October 1.
           
2.6.4.4
If a candidate wishes to meet with the FPC, that shall be stated in writing and attached to the dossier that goes to the chair by October 1.  The chair's request for an appearance shall be attached to the dossier and chair's evaluation that goes to the FPC by September 30.  At its discretion, the FPC:  (a) may request appearances by candidates and/or chairs; and (b) may interview a candidate's colleagues with the knowledge of the candidate, with or without the presence of the Dean of the College.  All candidates and their chairs have the right to appear before the FPC at separate times.  The FPC shall schedule appearances so that all can occur before final voting on the candidate.

2.6.4.5
Notwithstanding the above deadlines, a person who completes the doctorate during the academic year may be considered immediately for promotion.

2.6.4.6
In the case of a faculty member who receives released time for administrative duties, FPC will request an evaluation of that person's administrative performance from the Dean of the College or the person's supervisor. 

2.6.4.7
The Dean of the College meets with the Committee during its deliberations but does not participate in the ratings of the individual candidates. 

2.6.4.8
The Faculty Personnel Committee reports its recommendations to the Dean of the College.

2.6.4.9
The Dean will make an independent recommendation on each candidate to the President of the College.

2.6.4.10
The Dean of the College meets with the Faculty Personnel Committee to review its recommendations.  If the Dean's recommendations differ from those of the Committee, this must be indicated and reasons given. This is followed by a discussion, in which both the Dean and the committee may choose to reconsider their original recommendations.
                                   
2.6.4.11          
The Dean of the College and the chair of the Faculty Personnel Committee will submit final recommendations to the President of the College and to the candidate, with information about the evaluation.  This is normally done no later than December 15.  Other comments may be included.

2.6.4.12          
The faculty member may initiate an appeal to the chair of the Faculty Grievance Committee (FGC) within 30 days of the date of receiving the letters from the Dean of the College and the chair of FPC.

2.6.4.13          
Upon receipt of the faculty member's grievance, the FGC forms a Mediation Panel (see 2.16.3.2-3) which attempts to resolve the situation informally.  If the Mediation Panel comes to an impasse, it will recommend that either (a) FGC hear the case on procedural grounds, or (b) the President consider it on substantive grounds.  In cases containing both substantive and procedural grounds, the case will be sent to the President to review both claims.  In the case of procedural grounds, the FGC will schedule a formal hearing and proceed with an FGC Review as outlined in section 2.16.3.4.1.

2.6.4.14          
The President reviews the recommendations of the Dean of the College, the Faculty Personnel Committee, and, if applicable, the Faculty Grievance Committee, and may consult with them.  The President sends notice of his/her recommendation to the candidate and to the Faculty Personnel Committee.  The President shall notify the Faculty Personnel Committee of reasons for disagreement with the recommendations of the committee.

2.6.4.15