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Tenure, Reappointment and Promotion

Faculty Evaluation During COVID

 The College recognizes that the COVID-19 pandemic has impacted faculty productivity in the areas of teaching, scholarly/professional activity, and service.  While we must continue to uphold our standards throughout this challenging period, it is imperative that faculty are evaluated for tenure, promotion, and reappointment with understanding, compassion, creativity, and flexibility. 

Teaching

The College recognizes that transferring tried and true pedagogies from in-person to remote modalities has required faculty to invest a great deal of additional time and effort to learn how to deliver their content and reach their students.  Faculty are asked to document efforts they made in this transition, and those efforts should be considered by evaluators.  The time invested in making this pedagogical shift has the potential to impact other areas of faculty productivity, including scholarship and service.

In some cases, student statements may provide evidence of faculty struggling to make the transition to remote instruction.  All faculty had to make this transition from in-person to remote instruction and the College asks that those tasked with evaluating faculty members for tenure, promotion, and/or reappointment extend empathy when reading these statements, and to consider student statements in conjunction with other forms of faculty evaluation, including peer- and self-evaluation.  Those faculty responsible for providing peer evaluation within departments are asked to think creatively when coming up with strategies in order to provide supportive evaluative structures for our more vulnerable colleagues.  Faculty being evaluated should have the opportunity to discuss how they made the shift and what they learned while doing so, and this discussion should be included as part of the documented peer evaluation.  Faculty are encouraged to include syllabi, sample assignments, and other course materials from before and after the shift to remote instruction to further illuminate their efforts. 

Scholarly/Professional Activity

The College also recognizes the cascading impact COVID-19 has had on the scholarly and professional pursuits of all our faculty.  Conferences were canceled, publications halted, matters of health and childcare absorbed precious hours that faculty members might have otherwise dedicated to scholarly work.  Grace, flexibility, and creativity are asked when considering the body of scholarly and professional activity produced by individual faculty members.  It stands to reason that the outcome of scholarly efforts might look different than they did before the pandemic.  We may find an opportunity within our current situation to think more inclusively about what forms of scholarly productivity we value.

Letters from Deans soliciting external evaluation of scholarship/professional activity will include language to remind them of the impact that scholar-teachers in higher education are facing universally due to the pandemic, and to ask for sensitivity when considering candidate’s files.

When Ithaca College committees and individuals are evaluating candidates for tenure, promotion, or reappointment, scholarly output that has been fully vetted through the peer-evaluation process, but has been delayed or cancelled for final presentation, due to COVID-19, should be considered “complete.” Faculty are asked to provide evidence that shows the scholarship has been fully vetted and delayed or cancelled. The evidence should derive from the organization that has vetted the scholarship (e.g. journal, publisher, concert producer, theater company, etc.).

Service

The College will recognize that some forms of service may have been curtailed by the COVID-19 pandemic, while others may have been amplified. Faculty are encouraged to explain how their service contributions at various levels have been affected by the pandemic. 

File Preparation

Those candidates for tenure, promotion and/or reappointment whose teaching, scholarship/professional activity, and service have been impacted by the COVID-19 pandemic may expand their ten-page statement to twelve double-spaced pages, in order to have additional space to contextualize the impact.

Information regarding tenure is set forth in section 4.9.3 of Volume IV of the Ithaca College Policy Manual: 

Continuous appointments at the College are given to faculty members who have attained tenured status (see section 4.13). Faculty members employed under a continuous appointment are entitled to annual contract renewal and shall be subject to the terms and conditions of employment specified in Volume IV of the Ithaca College Policy Manual in effect at the time of each annual renewal by the College, unless separated pursuant to any subsections of section 4.15.

Relevant Policy Manual Links: 

1. Policy Manual Volume IV section 4.13.02 All-College Faculty Tenure and Promotion Committee

2. Policy Manual Volume IV section 4.12.1 Evaluation of Faculty

Criteria for Promotion and Tenure

At the College, the only criteria for tenure and promotion are those stated in the Ithaca College Policy Manual. Primary among these is teaching excellence. Another important criterion is a record of scholarly/professional attainment. A third criterion is service to the institution.

Attainment of the appropriate terminal degree or its professional equivalent is necessary but not sufficient for either tenure or promotion. For appointments to certain professional, technical, and artistic fields, commensurate preparation for appointment to a given rank may be recognized. Any additional exceptions to these criteria must be set forth in the letter of appointment and agreed to by the faculty member, planning unit, dean, provost/VPAA, and president. In addition to the qualifications of the individual faculty member, reappointment and tenure are subject to the long-range curricular and staffing needs of the College as specified in the previously approved staffing plans.

A candidate for tenure is expected to fulfill the criteria specified for promotion to associate professor. A candidate for tenure who was appointed at the rank of professor is expected to fulfill the criteria for promotion to professor. A tenure-eligible notice faculty member holding the rank of assistant or associate professor normally is not promoted prior to the tenure review. However, faculty who have held non-tenure-eligible notice appointments in a school at Ithaca College, and who currently hold a tenure-eligible notice appointment (without interruption) are eligible for promotion under the same rules which would have applied had they continued in non-tenure-eligible notice appointments.

Procedures for Tenure and/or Promotion

In order to bring consistency to the policy outlined in 4.13.1.4 of the Ithaca College Policy Manual, eligible faculty members, campus-wide, are asked to make a formal request to their dean to be considered for tenure and/or promotion evaluation during the 2021-2022 academic year by March 1, 2021. An initial review will be conducted by the planning unit unless the approved school procedures call for an initial review by a school committee. If the initial review is conducted by the planning unit, a supplementary review will be conducted by a school committee provided that such is established in the approved procedures. Each candidate's application for tenure and/or promotion will be reviewed by a committee or committees in accordance with approved procedures.

Tenure and/or promotion shall be granted only to faculty who have fulfilled all the prescribed requirements and whose credentials have been duly reviewed by the faculty of the planning unit (where appropriate), the chair (where appropriate), as well as the dean, the All-College Faculty Tenure and Promotion Committee, the provost/VPAA, and the president. The president presents all recommendations, including the president's own, to the Ithaca College Board of Trustees.

Faculty Review Dates for 2020-2021:

Please note the following timelines for submitting faculty review files to the Office of the Provost.

CANDIDATE FOR:

FILES DUE TO THE OFFICE OF THE PROVOST:

Tenure and Tenure/Promotion  October 29, 2021
Promotion Only December 17, 2021
Recommendation for Emeritus/Emerita, SAB/LOA January 14, 2022
2nd/4th/Mid-Year Reviews  March 4, 2022
NTEN in Penultimate Year of Current Appointment April 1, 2022

Extension of Probationary Period Policy

Because of the many challenges the COVID-19 Pandemic has created for tenure-eligible faculty members, the Provost is offering a one-year extension of the probationary period. 

Those wishing to take advantage of this policy are asked to make a formal request to the applicable department chair and dean by the May 1 before the review process has begun, citing "unprecedented challenges affecting my faculty position, caused by the global COVID-19 outbreak of 2020" as the rationale for requesting the extension.  The Dean’s office will forward all requests for extending the probationary period to the Provost’s office who will, in turn, provide a memo of approval, including an updated timeline for any remaining major reviews and the tenure and promotion evaluation.  Copies of the memo will be provided to the faculty member, the department chair, and the dean, and a copy will be included in the personnel file. 

This one-time extension may be requested by any tenure-eligible faculty member, who has not, as of October 1, 2020, submitted their tenure and promotion file for review, including those for whom Fall 2020 is the first semester of the probationary period. 

The “extra year” may be applied at any point along the tenure track, giving probationary faculty the option to postpone the 2nd-year, 4th-year, midpoint or tenure/promotion review by one year (which then automatically delays any subsequent reviews up to and including the tenure/promotion evaluation), if so desired.