GENERAL POLICIES FOR FACULTY MEMBERS
IN THE COLLEGE OF MEDICINE
TENURE AND NONTENURE-ELIGIBLE FACULTY
The purpose of these general policies is to serve as a guide to all persons taking part in the evaluation of candidates for appointment, or promotion and tenure within the College of Medicine.
If significant differences between the policies of the College faculty and those of any of the bodies engaged in evaluation should arise, the Committee on Faculty Promotion and Tenure of the College shall be responsible for presenting the viewpoint of the faculty to those bodies.
The University Handbook for Appointed Personnel,
Second Edition, contains statements on policies and procedures regarding promotion and
tenure of academic personnel. It is expected that all persons involved in the evaluation
process shall be guided by these policies and procedures in letter and spirit.
"These policies and procedures are established pursuant to paragraph L, section 6-201 of the Arizona Board of Regents Policy Manual. They are intended for use in conjunction with the ABOR Conditions of Faculty Service and supersede all previous faculty personnel policies and procedures."
I. GENERAL POLICIES FOR TENURE-ELIGIBLE FACULTY
Faculty members of the College of Medicine are engaged to varying relative extents in teaching, research, and service. The following guidelines emphasize a flexible approach to promotion and tenure as is in keeping with the multifaceted operation of a medical college. Each step of the process will be evaluated in compliance with Chapter 3 of the University Handbook for Appointed Personnel.
3.12.01 Limitation on Tenure-eligible Service
Rev. 5/1/98; 4/2003
“A tenure-eligible appointment is for one year and, except for leave of absence without pay or parental delay, shall not be renewed as a tenure-eligible appointment more than six successive times, i.e., for a maximum of seven (or eight, in the case of a parental delay) academic or fiscal years of service, regardless of faculty rank or ranks held during the years of tenure-eligible service.
“While holding a tenure-eligible appointment at The University of Arizona, an individual may request a one-year "parental delay" of the tenure clock such that the third-year and tenure-status reviews will take place one year later than would have occurred without such a delay. Such a delay or connected set of delays will be granted up to twice during the individual's tenure-eligible appointment period, if the appointee becomes a parent by the birth or adoption of a child while holding such a tenure-eligible appointment, and if certain eligibility requirements are met, as described in the paragraph which follows. An individual granted a parental delay shall not be subject to additional scholarship or service requirements, above and beyond those normally required, in order to qualify for retention or tenure. If both spouses hold tenure-eligible appointments at the University, and are otherwise eligible, then both shall be granted a parental delay upon request.
“Eligibility requirements for receiving a parental delay include providing a written notice to the department head as early as possible and in no case later than one year subsequent to the date of birth or adoption of the new child. In order to be eligible for a delay of the third-year or tenure-status review, the birth or adoption date must have occurred no later than the summer (or semester) immediately prior to the semester in which the scheduled department-level review is to take place. The request for a delay of a given review must be submitted prior to departmental consideration of the candidate under review. The request for parental delay must be approved by the appropriate department head or director, dean, and the Provost.
3.12.02 "Appointments as "lecturer" or "senior lecturer" are nontenure, nontenure-eligible appointments governed by subsection 3.13.01. However, individuals holding appointments as "lecturer" with tenure on June 30, 1987, have the assurance of continued tenure under the terms of subsection 3.11.04."
Appointment to the rank of Instructor is based on promise. Satisfactory completion of the requirements for an M.D. or Ph.D. and advanced clinical specialty training as a resident or postdoctoral fellowship is required. The appointment as Instructor may not be renewed more than three times and is intended to allow for a period of concentrated effort in the development of teaching, research, or clinical skills where applicable.
3.12.03 "The instructor rank is not tenurable but service as a tenure-eligible instructor at The University of Arizona is counted in computing accrued service towards tenure at other ranks. A person is not eligible for appointment as a tenure-eligible instructor before receiving a terminal degree in the field in which the appointment will be held. Instructors who are candidates for terminal degrees in the fields of their appointments are governed by subsection 3.13.02.
"Instructors are appointed initially for a period of one year. Such appointments are temporary. No instructor may be reappointed more than three times, (i.e., may hold the rank of instructor for more than four academic years, whether successive or not).
"An instructor may be recommended for promotion, for nonrenewal, or for other change in status during the first, second, or third year of service in rank. However, the department head shall inform the instructor in writing no later than the end of the third year that he or she is being recommended for: (a) promotion to assistant professor; or (b) reappointment as instructor for a fourth year and that the appointment is terminal."
An Assistant Professor is appointed chiefly on the basis of promise and demonstrated accomplishment beyond the level required for Instructor. To be appointed or promoted to this level, an individual should have a doctoral degree (M.D., Ph.D., or equivalent) and two or more years of postdoctoral experience. For the clinical faculty, this period should be sufficiently long to allow completion, or near completion, of specialty resident training. For the basic science faculty, this experience would usually be research. The quality of the training and the candidate's record should be weighed in the evaluation of her or his potential. The individual should show potential for creative efforts in teaching, research/scholarly activity and service. At this time the significance and originality of the creative efforts, rather than their quantity, will be more important.
3.12.04 Assistant Professors
Rev. 4/2003
“An initial appointment as an assistant professor is for a period of one academic year. The appointment may be renewed at that rank no more than six times, i.e., no faculty member may hold the title of assistant professor for more than seven academic years. The rank of Assistant Professor is not tenurable. “Assistant professors without prior service are permitted six years to tenure unless the Provost approves of a shorter period and the candidate agrees in writing at the time of appointment.
“A person promoted to assistant professor from the rank of instructor may not be reappointed in a tenure-eligible position more than six successive times including any appointments as a tenure-eligible instructor.
“An assistant professor may be recommended for promotion, for nonrenewal or for other change in status at any time through the sixth year of tenure-eligible service. “Exceptions to the time table for tenure and retention review are described in Section 3.06.
“Before the end of the third year in rank assistant professors shall be informed in writing by their department head that they are being recommended for: (a) reappointment for a fourth, fifth and sixth year as assistant professor (this does not necessarily preclude consideration for promotion effective the sixth year, nor does it preclude possible nonretention at the end of the sixth year); (b) promotion for the fourth year; or (c) nonrenewal at the expiration of the fourth year of service in rank. During a third-year review, departments may seek additional assessments from outside the department and the University regarding a candidate's professional accomplishments, stature as viewed by peers, and scholarly potential.
“Reappointment in rank at the end of three years may be made without college or University review, but assistant professors must be formally evaluated at this stage by the department head and departmental standing committee on faculty status. This evaluation shall be expressed in writing, identifying any problem areas which may preclude the granting of tenure, and given to the nontenured faculty member. Decisions not to reappoint, however, must follow from the full review process described in Subsection 3.12.07. The college may require college review of all retention cases.
“Before the end of the sixth year in rank, assistant professors shall be informed in writing by the department head and dean that they are being recommended for: (a) promotion to the rank of associate professor with tenure; or (b) appointment as assistant professor for a seventh and terminal year. See Section 3.15. A faculty member/academic professional cannot waive the right to tenure or renewal review. There must be a review, even in the absence of a Promotion and Tenure packet, unless the faculty member/academic professional submits a letter of resignation in which he/she (a) waives his/her right to a review and (b) resigns as of the end of what would be the terminal year.”
An Associate Professor is appointed chiefly on the basis of accomplishment significantly beyond that required for an Assistant Professor. A record of sustained creative activities since appointment or promotion to the previous rank must be documented. He or she must be an accomplished academician with a mastery of the fundamentals of her or his own subject and the ability to relate her or his knowledge as well. Teaching should be of the highest quality and clearly documented. For faculty whose primary role is research whether basic or clinical, a reputation for excellence in research among peers at this and other institutions is required. For those faculty whose basic function has been as an educator or as clinician/teacher, there must be demonstrated excellence of scholarly activities. For all faculty, significant service to the Department, College and/or University should be documented.
E. Promotion to Professor3.12.05 Associate Professors
“An individual whose initial appointment at The University of Arizona is tenure-eligible at the rank of associate professor but who has not served at another educational institution in the rank of assistant or associate professor shall be governed by the same time schedule for notification of renewal, nonrenewal, promotion and tenure decisions as is given in Subsection 3.12.04 for assistant professors. A decision on tenure or nonrenewal in faculty rank must be made before the end of the sixth year in rank. Exceptions to this policy are described in Section3.06. Promotion is not required as a condition of continued employment.
“An individual who has had prior service at another educational institution, which is to be counted under Section 3.06, at the rank of assistant or associate professor and whose initial appointment at The University of Arizona is tenure-eligible at the rank of associate professor may be recommended for promotion, tenure, or nonrenewal at any time during the second through fourth year of service at The University of Arizona. Before the end of the fourth year of appointment in the rank of associate professor at The University of Arizona, the faculty member shall be informed in writing by the department head that he or she is being recommended for: (a) tenure effective the fifth year; or (b) appointment as an associate professor for a fifth and terminal year. Although a decision on tenure or nonrenewal in faculty rank must be made no later than the fourth year, promotion is not required as a condition of continued employment.
“A faculty member/academic professional cannot waive the right to tenure or renewal review. There must be a review, even in the absence of a Promotion and Tenure packet, unless the faculty member/academic professional submits a letter of resignation. A letter may be submitted in which he/she (a) waives the right to review and (b) resigns as of the end of what would be the terminal year. Exceptions to the time table for tenure and retention review are described in Section 3.06.
“An associate professor with tenure may be recommended for promotion to the rank of professor at any time. If not earlier recommended, before the end of the fifth year of service in the rank of associate professor at The University of Arizona the faculty member shall be notified by the department head in writing that he or she has the right to be reviewed during the sixth year for promotion and recommended for: (a) promotion to the rank of professor effective the seventh year or (b) reappointment as an associate professor for the seventh and subsequent years. A review will be conducted unless the faculty member declines in writing. If promotion to the rank of professor is not recommended or granted, the department head shall ask that the departmental standing committee on faculty status review the case for promotion at six-year intervals unless the candidate requests a review prior thereto or writes to again decline a review. “
Promotion to Professor should signify that the individual is an established figure in her or his specialty area. A sustained record of creative activities since appointment or promotion to the previous rank is required. For those faculty whose primary area is research, a national and international reputation as an established investigator is required. For those faculty who primarily function as an educator or clinician/teacher, a regional or national reputation is required. Clinical or laboratory research programs should not only be productive, but also provide training for graduate students, postdoctoral fellows, medical students, and/or other faculty. Teaching should be of the highest quality and clearly documented. He or she should be an active participant in service, both locally and nationally, thus further serving the College and the University.
3.12.06 Professors
“An individual whose initial appointment at The University of Arizona is tenure-eligible at the rank of professor may be recommended for tenure or for nonrenewal at any time during the first through third year of service in this rank. Normally such a person will not be granted tenure effective the first year, but may be granted tenure effective the second year. If tenure is not granted effective the first, second, or third year, the faculty member shall be informed in writing before the end of the third year that he or she is being recommended for: (a) tenure effective the fourth year; (b) an appointment as a professor without tenure for a fourth and terminal year; or, in the case only of individuals who are 60 years of age or more at the time of review and who agree to this third option, (c) appointment renewable on a year-to-year basis by mutual agreement with total service in rank not to exceed seven years. Cases under the third option shall also be referred to the standing advisory committees on promotion and tenure following the procedures described in Subsection 3.11.01, Subsection 3.12.04 and Subsection 3.12.07.
“Exceptions to the time table for tenure and retention review are described in Section 3.06. “
