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CON Promotion and Tenure for Academic Rank: Difference between revisions
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CON Promotion and Tenure for Academic Rank (view source)
Revision as of 15:53, August 17, 2013
, August 17, 2013→Procedures:
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<li style="margin-bottom:15px;"><span style="text-decoration:underline;">The Dean’s Decision</span><br /> | <li style="margin-bottom:15px;"><span style="text-decoration:underline;">The Dean’s Decision</span><br /> | ||
Decisions by the Dean to deny promotion and tenure will normally be considered final. A candidate who alleges that the Dean’s decision to deny promotion or tenure was arbitrary, capricious, or prejudiced may submit a written appeal to the Chancellor within 15 working days after receiving written notification of the Dean’s decision.</li> | Decisions by the Dean to deny promotion and tenure will normally be considered final. A candidate who alleges that the Dean’s decision to deny promotion or tenure was arbitrary, capricious, or prejudiced may submit a written appeal to the Chancellor within 15 working days after receiving written notification of the Dean’s decision.</li> | ||
<li style="margin-bottom:15px;">Post-Tenure Review</li> | <li style="margin-bottom:15px;">Post-Tenure Review | ||
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<li style="margin-bottom:15px; margin-top:15px;"><span style="text-decoration:underline;">a. Post-Tenure Review Process</span><br /><br /> | |||
The Post-Tenure Review of a College of Nursing faculty member may be held in the fourth and subsequent years after receiving continuous appointment. The Department Chairperson or Division Assistant Dean and faculty member will discuss during the faculty member’s annual review whether the faculty member continues to demonstrate achievement of his/her professional goals and is maximizing contributions to the University or if there is a substantial deficiency (Appendix A1: Standards for Promotion and Tenure may be used as guidelines).<br /><br />If substantial deficiency is identified during the faculty member’s annual evaluation, the Department Chairperson or Division Assistant Dean and faculty member will develop a plan to remedy the substantial deficiency within the next year. This plan will be shared with the Dean of the College of Nursing. At the next annual review, evaluation of progress to remedy the substantial deficiency will be made.<br /><br />If the next annual review finds the substantial deficiency is not remedied, the Department Chairperson or Division Assistant Dean will notify the Dean of the College of Nursing that a Peer Post-Tenure Review is required. The faculty member is informed in writing that a Peer Post-Tenure Review is needed to review the chronic deficiency demonstrated by the faculty member. The Peer Post-Tenure Review process as outlined in the annual UNMC Guidelines for Submitting Academic Promotion and Tenure Recommendations will be initiated (IV. Post-Tenure Review).<br /><br />If the Peer Post-Tenure Review Committee determines that the faculty member does not have a chronic deficiency, the faculty member, Department Chairperson or Division Assistant Dean, and Dean will be informed of the decision.<br /><br />If the Peer Post-Tenure Review Committee determines that a faculty member has chronic deficiency, the process outlined in the UNMC Guidelines for Submitting Academic Promotion and Tenure Recommendations (IV. Post-Tenure Review, 6-7) will be followed.</li> | |||
<li style="margin-bottom:15px;"><span style="text-decoration:underline;">Peer Post-Tenure Review Committee</span></li> | |||
<li style="margin-bottom:15px;"><span style="text-decoration:underline;">Peer Post-Tenure Review Appeal</span></li> | |||
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