CON Promotion and Tenure for Academic Rank: Difference between revisions

         <td valign="top" width="40%"><big>Subsection: '''4.4.6 (1)'''</big></td>

         <td width="60%">Section 4.0 - Faculty Policies</td>

         <td valign="top" width="60%">Responsible Reviewing Agency:<br /><div style="margin-left:3em; line-height:1.2;">Promotion and Tenure Committee<br />Faculty Coordinating Council<br /> General Faculty Organization</div><br />Related Documents:<br /><div style="margin-left:3em; line-height:1.2;">Board of Regents Bylaws RP 4.4.3<br />Appendix A1 Standards for Promotion and Tenure for Academic Rank<br />UNMC Guidelines for Submitting Academic Promotion and Tenure Recommendations</div></td>

                 <td>Revised: November 1998<br />Revised: August 1999<br />Revised: March 2000<br />Revised: February 2006<br />Revised: February 2007<br />Revised: March 2011<br />Revised: [[Special:PermanentLink/6220|February 2013]]<br />Revised: [[Special:PermanentLink/10399|May 2015]] ([[Special:Diff/6220/10399|changes]])<br />Revised: [[Special:PermanentLink/14762|November 2018]] ([[Special:Diff/10399/14762|changes]])<br />Revised: November 2023 ([[Special:Diff/14762/{{REVISIONID}}|changes]])</td>

===Purpose===

===Scope===

===Policy===

<p style="max-width:70em !important;margin-left:3em; margin-bottom:15px;"><strong>Substantial</strong> - The faculty member’s evaluation in two academic areas (teaching, scholarship, and professional service) on the annual evaluation form has been evaluated. An unsatisfactory evaluation is determined when an individual does not demonstrate behaviors showing competence and accomplishments in a given academic area. (See Appendix A1)</p>

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 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 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 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, 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>