The Citadel
Department of Mathematics and Computer Science

Standards and Procedures for Tenure and Academic Promotion

I. Introduction and Overview

The purpose of this document is to identify departmental procedures and standards for probationary reappointment, tenure, and promotion decisions. Judgements regarding these decisions are based on a candidate's accomplishments in three areas: teaching, scholarly and professional activities, and service. The availability of an individual to participate in activities for the benefit of the department will also be considered.

II. Purpose of Standards and Procedures

The standards and evaluative criteria presented below for probationary reappointment, tenure, and academic promotion decisions are not intended to be inclusive or inflexible absolutes. Nor are they intended to form a checklist. It is realized that individual strengths vary, and hence, the entire picture must be examined rather than each area in isolation. A superior performance in one area can compensate for another area in which the candidate may not be as strong. However, it is expected that a candidate neglect no area of responsibility.

III. Probationary Reappointment

A. General

The tenured members of the department will meet as specified by college policy to evaluate tenure-track candidates and to make recommendations for probationary re-appointments. The probationary reappointment decision in the third year will be a preliminary summative review. Recommendations for probationary reappointment are the responsibility of all tenured faculty members of the department. A mentor will be assigned for each new tenure-track faculty member to help the individual adjust to the unique teaching environment of this college during the first year. The role of the mentor will be to provide guidance concerning the policies and procedures of the department and college and to provide counsel to the new faculty member regarding teaching responsibilities and faculty-student interactions at The Citadel. (It is not expected that the mentor will become an advocate for the candidate.) The candidate is responsible for preparing his or her dossier which documents activities during the probationary period. When preparing documentation, the candidate should substantiate the quality of performance in each area.

B. Assistant Professor

Standards

By the time of the third year review it is expected that the probationer can document that he or she has made solid progress toward meeting the goals of tenure. In the evaluation for probationary reappointment, the cumulative annual department evaluations and responses, and documentation of teaching effectiveness will play a strong role. It is expected that evidence of scholarly activity will have resulted during the probationary period.

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

C. Associate Professor

Standards

By the time of the third year review it is expected that the probationer will have demonstrated solid progress toward meeting the goals of tenure. In the evaluation for probationary reappointment, the cumulative annual evaluations including documentation of teaching effectiveness will play a strong role. It is expected that evidence of scholarly activity during the probationary periodwill be demonstrated.

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

IV. Tenure

A. General

Recommendations for tenure are the responsibility of all tenured faculty members of the department. The candidate is responsible for preparing his or her dossier which documents activities during the probationary period. When preparing documentation, the candidate should substantiate the quality of performance in each area. The timing of tenure decisions is determined by college policy.

Information considered by the tenured members of the department in reaching its recommendations will be shared with all parties, including the candidate.

B. Assistant Professor

Standards

A candidate for tenure as an Assistant Professor should have attained a Ph.D. or equivalent terminal degree. The terminal degree requirement may be waived if the candidate offers evidence of outstanding scholarly productivity and/or professional work experience. A candidate for tenure should demonstrate that the following standards have been met:

1. Effectiveness in teaching. The candidate must have demonstrated effective teaching skills to include careful classroom preparation, appropriate grading standards, and availability to students. The candidate should have also demonstrated a proficiency in teaching which is commensurate with promotion to the rank of Associate Professor, and a willingness to teach a wide range of service level courses as well as courses in his\her field. The Citadel provides a unique educational environment for cadets, and the candidate should have shown the ability to adapt to this special environment.
    
2. The capacity to grow professionally. The candidate must demonstrate clear progress towards meeting the standards of scholarship and professional development for promotion to the rank of Associate Professor.
    
3. Service. The candidate should possess a willingness to cooperate with colleagues and to work conscientiously towards departmental and institutional goals. The candidate should have become knowledgeable concerning issues that affect the department and the college and must have demonstrated progress towards meeting the standards of collegiate responsibility for promotion to the rank of Associate Professor.

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

C. Associate Professor

Standards

A candidate for tenure as an Associate Professor should have attained a Ph.D. or equivalent terminal degree. The terminal degree requirement may be waived if the candidate offers evidence of outstanding scholarly productivity and/or professional work experience. A candidate for tenure should demonstrate that the following standards have been met:

1. Effectiveness in teaching. The candidate must have demonstrated effective teaching skills to include careful classroom preparation, appropriate grading standards, and availability to students. The candidate should have also demonstrated a willingness to teach a wide range and level of courses as well as courses in his\her field. The Citadel provides a unique educational environment for cadets, and the candidate should have shown the ability to adapt to this special environment.
    
2. The capacity to grow professionally. The candidate must demonstrate continuing scholarship and professional growth during the probationary period.
    
3. Service. The candidate should possess a willingness to cooperate with colleagues and to work conscientiously towards departmental and institutional goals. The candidate should have become knowledgeable concerning issues that affect the department and the college and must have demonstrated progress towards meeting the standards of collegiate responsibility for promotion to the rank of Professor.
    

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

D. Professor

Standards

A candidate for tenure as a Professor should have attained a Ph.D. or equivalent terminal degree. The terminal degree requirement may be waived if the candidate offers evidence of outstanding scholarly productivity and/or work experience. A candidate for tenure should demonstrate that the following standards have been met:

1. Effectiveness in teaching. The candidate must demonstrate effective teaching skills above what would be expected of an Associate Professor (i.e., IV.C.1.a), including a consistent record of good teaching and a concern for students. The Citadel provides a unique educational environment for cadets, and the candidate should have shown the ability to adapt to this special environment.
    
2. The capacity to grow professionally. The candidate must document significant contributions to his or her area of specialization consistent with promotion to the rank of Professor (i.e., V.D.1.b).
    
3. Service. The candidate should possess a willingness to cooperate with colleagues; beyond this the candidate should also be a valued member of the department in terms of contributions to the operations of the department and of the college, having served in an influential and responsible way on departmental and college committees.
    

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

Procedures for Tenure Upon Appointment

The procedures for tenure upon appointment will be determined by college policy.

V. Promotion

A. General

An individual who intends to be considered for promotion during an academic year must notify the Department early in the fall term of his or her intentions. The organization of the departmental promotion procedures is the responsibility of the Department Head who is to establish and chair a department promotion committee. In addition to the Department Head the committee will consist of faculty members who hold rank equal to or higher than the rank sought by the candidate. The candidate is responsible for preparing his or her dossier which documents the quality of activities during the review period. Information considered by the department promotion committee in reaching its recommendations will be shared with all parties, including the candidate.

B. Basic Expectations for Assistant Professor

See section IV.B.

C. Promotion to Associate Professor

Standards

A candidate for promotion to Associate Professor should have attained a Ph.D. or equivalent terminal degree. The terminal degree requirement may be waived if the candidate offers evidence of outstanding scholarly productivity and professional reputation and/or professional experience.

Moreover, the following standards shall be met:

1. Excellence in teaching. The candidate must have established a record of teaching excellence and concern for students and displayed a willingness to share ideas and insights and to keep current on matters related to teaching.
    
2. A record of scholarship and professional development beyond the terminal degree. The candidate must have established a plan of research and demonstrated, throughout the period of employment at the college, steady progress towards meeting the goals of this plan. It is expected that at least two peer-reviewed publications, based on work done beyond the doctoral dissertation while at the college, would have resulted. Professional experience may also be included as part of professional development.
    
3. Service. The candidate must not only have demonstrated willingness to cooperate with colleagues in the attainment of departmental and college goals, but also have become an active and responsible participant in departmental affairs. The candidate should have participated in college committees and have exhibited a willingness to use his or her talents to assist the college and the community professionally when asked.
    

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

D. Promotion to Professor

Standards

Promotion to the rank of Professor is intended to recognize status as a productive scholar and active professional, as an outstanding teacher, and as a significant contributor to the development of departmental and college programs. A candidate for promotion to Professor should have attained a Ph.D. or equivalent terminal degree. The terminal degree requirement may be waived if the candidate offers evidence of outstanding scholarly productivity and professional reputation. The following items are regarded as standards for promotion to this rank:

1. Excellence in teaching. The candidate must not only have maintained the level of excellence in teaching expected of a successful candidate for promotion to Associate Professor, but also have continued to grow as a teacher while holding the rank of Associate Professor. Moreover, the candidate must have developed a record of exemplary teaching and of concern for the student.
    
2. Significant contributions in his or her area of specialization. This means that a person has not only achieved the level of scholarship necessary for promotion to the rank of Associate Professor, but has also successfully completed several additional research efforts while holding the rank of Associate Professor at the college. The work should be of such quality and quantity that the candidate is recognized by professional peers in the larger professional community as an authority in his or her area of specialization.
    
3. Distinguished service to the college. A candidate must be a valued member of the department in terms of contributions to the operations of the department and of the college, having served in an influential and responsible way on departmental and college committees. In this regard, significant discipline related service to the community will be considered as a contribution.
    

Procedures

The procedures to include the roles of all parties, the development of recommendations, clarifications, and appeals will be conducted according to college policy.

VI. Required Documentation

The judgement about a candidate's accomplishments in decisions regarding tenure and promotion deals with performance over an extended period and involves a career assessment. As such it differs fundamentally from annual evaluations. Detailed documentation is needed in the evaluation for promotion. The following sections offer advice about how a candidate can document the quality of performance.

A. Teaching

Teaching is the most essential task performed by members of the department and as such deserves careful scrutiny. It should be recognized that a faculty member's teaching responsibility includes service courses. Because no one method can, with complete accuracy, measure a person's teaching effectiveness, evidence of overall teaching effectiveness should include input from as many sources as possible to include students and peers. A candidate's organization and preparation skills can be judged from course syllabi, outlines, and other documents such as assignments, projects, quizzes, and exams. To assist with documentation of classroom performance a candidate should provide Student Evaluations from the last 3 years for at least two classes per year. However, student Evaluation is not the sole measure by which classroom performance will be judged. Peer evaluations will serve as another source. All peer evaluations and responses for the review period should be included in the candidate dossier.

B. Scholarly and professional activities

Both quality and quantity will be considered equally in judging a candidate's published work. While it is at least as difficult to judge the importance of a person's scholarly contributions as it is to judge their teaching, appropriate indicators for the quality of one's work include, but are not limited to, the following: outside grant funding, forms of recognition such as invited addresses at conferences, and impact measures such as citations, evidence of the use of scholarship in the work of others, or evidence of improved effectiveness of a technique or activity as a result of the scholarship. The candidate can request the Department Head to solicit letters of recommendation from three to five members of the academic community outside the college concerning the quality of the candidate's work. The procedures for choosing the evaluators will follow the procedures as outlined in the College Tenure and Promotion Document. Further evidence of professional recognition include editorships, invitations to review and referee, and visiting positions elsewhere. It is recognized that the various scholarly and professional activities engaged in over a period of time are not of equal effort and will be recognized by the generally held opinion of their relative merit.

C. Service

While all faculty are expected to do their fair share of service, senior faculty have more opportunities, and a greater obligation, than Assistant or Associate Professors to contribute to the operation of the department and college.