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APPENDIX F: College Documents for Fixed-Term Faculty

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Non-Tenure Clinical Educator Track

Faculty Appointment, Promotion and Tenure

[College of Nursing and Health Sciences]

 

Title:

All full-time faculty on non-tenure-track status within the Texas A&M International University Canseco School of Nursing will carry the title of Clinical Educator Faculty.

 

Criteria:

All appointment criteria will adhere to general regulations specified by the TAMUS and by Texas A&M International University and Canseco School of Nursing.

 

Definition:

1. Non-tenure Clinical Educator Faculty perform professional service whose primary responsibilities are classroom teaching and providing clinical education and supervision of student instruction in a clinical setting. Non-tenure track faculty members are expected to provide appropriate institutional service to meet the program development and other faculty responsibilities associated with the faculty teaching role at the Canseco School of Nursing and to the mission of Texas A&M International University.
2. Non-tenure Clinical Educator Faculty members make substantial contributions in areas of teaching, service, and clinical practice.
3. Non-tenure Clinical Educator Faculty may vote in all Canseco School of Nursing matters based on the Faculty Bylaws with the exception of matters related to tenure and promotion of tenured faculty members.

 

Appointment:

1. Initial and subsequent contracts will be determined by the Dean of the Canseco School of Nursing in collaboration with the Texas A&M University Provost and President.
2. Appointments may be made at the ranks of Clinical Assistant Professor, Clinical Associate Professor, and Clinical Professor.
3. Clinical non-tenure appointments shall be for a period of one year for the first two years. Subsequent appointments may be for a period of time up to three academic years. Clinical appointments may be renewed within 12 months prior to expiration of the stated period of time of the contract. Contract renewals and promotions will be based on the quality of the clinical educator faculty contributions within their primary responsibilities.
4. Non-tenure Clinical Educator Faculty may request to move to the tenure track. Approval of the change to the tenure track will be recommended by the Dean of the Canseco School of Nursing and determined by the Provost and President. Time spent in the Non-tenure Clinical Educator Track shall not apply to the tenure probationary period. Clinical educator faculty who move to the tenure track may subsequently request to return to the clinical track, but they may not subsequently request to return to the tenure track.
5. If the request to move from clinical track to the tenure track is approved, the rank held in the clinical educator track shall not be determinative of the tenure track rank.
6. Canseco School of Nursing faculty hired in a tenure-track position may request a move to the clinical educator track. If the request is approved, the faculty member may request to return to a tenure-track position after a period of three years.
7. All time spent in the tenure track is cumulative.
8. If a tenure track faculty member is denied tenure, the faculty member may be appointed to the nontenure clinical educator track upon request and with the approval of the Dean of the Canseco School of Nursing.

 

Ranks:

Three non-tenure ranks are defined to accommodate the diverse contributions of the Canseco School of Nursing faculty. Clinical educator faculty are expected to aid in the communication of new knowledge in an effective and scholarly way to students, colleagues, and other professional groups, and to facilitate or assist in the generation of new knowledge by their collegial relationship with other TAMIU faculty.

1. Clinical Assistant Professor of Nursing: This rank is for those individuals who have completed a Master of Science in Nursing (MSN) degree and hold an unrestricted license to practice nursing in the state of Texas. Individuals holding this rank are qualified as independent educators and are responsible for teaching and supervising students in the classroom and clinical setting. They must be recognized by students, colleagues, and/or peers for clinical expertise and teaching abilities. These faculty also carry significant service responsibilities on behalf of the Canseco School of Nursing within the School, University, community and profession.

2. Clinical Associate Professor of Nursing: This rank is for those individuals who have completed a Master of Science in Nursing (MSN), Ph.D. or other appropriate terminal degree with advanced practice certification and who hold an unrestricted license to practice as an Advanced Practice Nurse in the state of Texas. Promotion to this rank requires excellence and creativity as an independent educator and teaching and supervising students in the classroom and clinical setting as demonstrated by local and/or regional reputation. These faculty also carry significant service responsibilities on behalf of the Canseco School of Nursing, within the School, University, community and profession. These faculty must demonstrate active scholarship of application in the form of grantsmanship and/or research to address issues in the School, community or clinical setting.

3. Clinical Professor of Nursing: This rank is for those individuals who have completed a Ph.D. or other appropriate terminal degree with advanced practice certification and who hold an unrestricted license to practice as an Advanced Practical Nurse in the state of Texas. Promotion to Clinical Professor requires a regional reputation for clinical and teaching excellence and innovation, as well as a record of nationally recognized scholarship of application in the form of grantsmanship, research, and publication to address issues in the School, community, or clinical setting. These faculty also carry significant service responsibilities on behalf of the Canseco School of Nursing within the School, University, community and profession.

 

Annual Review:

1. All clinical educator faculty shall be reviewed annually following the same process as tenured and tenure-track faculty, including student, peer, self, and Dean evaluation in the four areas of teaching, scholarship, service, and clinical practice.
2. Copies of all evaluations shall be placed in the faculty member's personnel file and given to the clinical faculty member.

 

Promotion in Rank:

1. Review of clinical educator faculty for promotion will be independent from the process used for tenure and/or promotion of tenure-track faculty.
2. The Clinical Educator Promotion Committee (CEPC) will be composed of three members elected from the ranks of Clinical Assistant Professor, Clinical Associate Professor, and Clinical Professor. If there are less than three faculty members in these ranks, tenured nursing faculty may be elected.
3. The Canseco School of Nursing shall maintain written standards which detail expectations for promotion to each rank. The standards must be approved by the Dean and voting members of the Canseco School of Nursing faculty. A copy of these standards shall be made available to all faculty.
4. Clinical educator faculty may request promotion in rank by submitting a letter to the Dean of the School of Nursing. A copy of the letter will go to the CEPC. A minimum of three years in rank is required to request promotion to the next rank. Faculty members who are denied promotion remain in their current rank and may request promotion in subsequent year(s).
5. Candidates for promotion will meet with the Dean of the Canseco School of Nursing to discuss requests for promotion, promotion criteria and process, and both tenure and non-tenure-track options.

 

Promotion Review Process:

A. Each candidate for promotion will submit a dossier to the CEPC by February 1 of the year requesting promotion. The dossier for promotion in clinical educator rank must include the following:
1. A copy of the letter to the Dean of the Canseco School of Nursing requesting promotion in rank.
2. Current curriculum vita.
3. Copies of the last three Professional Performance Profiles.
4. Copies of the Dean of the Canseco School of Nursing, self, student, and peer teaching and clinical evaluations.
5. Documentation of Nursing Continuing Education Units (CEUs).
6. Letters of documentation from three individuals speaking to the quality of contributions and accomplishments of the faculty member. Letters may address one or more areas. Candidates are responsible for assuring that the areas of teaching, clinical teaching and supervision of students in the clinical area, scholarship of application, service to the Canseco School of Nursing, University, community, and profession, and clinical expertise are documented as outlined by the criteria for promotion. At least one of the letters shall be from outside the Canseco School of Nursing and at least one from outside the University.
B. The CEPC will meet, review the dossier, and forward its recommendation to the Dean of the School of Nursing by March 1.
C. The Dean will review the recommendation and forward the Dean's recommendation to the Office of the Provost by April 1.
D. The candidate will be notified of recommendations at each step of the process.
E. The Provost will advise the candidate of the final decision on promotion.

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Fixed-Term Professional Track

[Librarians Sue & Radcliffe Killam Library]

 

Title:

All librarians not appointed as tenured or tenure-track faculty (as per the TAMIU Faculty Handbook) will carry the title of Professional Track Faculty. These faculty are appointed under TAMUS Policy 12.07.

 

Criteria:

All appointment criteria will adhere to general regulations specified by the TAMUS and by Texas A&M International University and Killam Library.

 

Definition:

Library faculty have three areas of responsibility, as defined in the TAMIU Faculty Handbook: professional assignment, professional enrichment, and service. The responsibilities of professional track librarians will be detailed in their individual position descriptions, under the following guidelines:

1. Professional assignment incorporates the regular professional duties of librarians, including but not limited to providing library services, acquiring and organizing library collections, managing and updating databases and other electronic applications, supervising staff, and library assessment. Professional assignment duties are position-specific and must be described in detail in the position description.
2. Professional enrichment incorporates professional development, applied research, and scholarly and creative activities. Professional track librarians must remain current in the profession and develop new expertise as needed to be successful in performing professional assignment responsibilities. Any additional professional enrichment requirements would be position-specific and described in detail in the position description.
3. Service includes participation in library governance and on library committees and task forces to accomplish collaborative projects in the library. Service on campus committees and participation as faculty in shared institutional governance is optional (professional track librarians have the same voting rights and the same right to serve on committees as other non-tenured faculty).
4. In general, the responsibilities of and expectations for professional track faculty will not exceed those of tenure-track or tenured faculty. Exceptions can be made for faculty whose responsibilities are almost entirely in one area (professional assignment, professional enrichment, or service) to the near-exclusion of the others.

 

Appointment:

1. Initial and subsequent contracts will be determined by the Director of the Killam Library in collaboration with the Texas A&M International University Provost and President.
2. Appointments may be made at the ranks of Assistant Professional Track Librarian, Associate Professional Track Librarian, and Senior Professional Track Librarian.
3. Initial professional track appointments shall be for a period of three years. Professional track appointments may be renewed at any time prior to the final year of appointment. Renewals will be for a period of five years, beginning in the year after the renewal decision was made. The Library Director will solicit the input of a librarian's peers in making any decision regarding renewal, and renewals must be approved by the Provost.
4. Professional track librarians may request to move to the tenure track. Approval of the change to the tenure track will be recommended by the Director of the Killam Library and determined by the Provost and President. Time spent in the professional track shall not apply to the tenure probationary period. Professional track librarians who move to the tenure track may subsequently request to return to the professional track, but they may not subsequently request to return to the tenure track.
5. If the request to move from professional track to the tenure track is approved, the rank held in the professional track shall not be determinative of the tenure track rank.
6. Librarians hired in tenure-track positions may request a move to the professional track, to be approved by the Library Director and the majority of the library faculty. If the request is approved, the librarian may request to return to a tenure-track position after a period of three years.
7. All time spent in the tenure track is cumulative.
8. If a tenure track librarian is denied tenure, the librarian may be appointed to the professional track upon request and with the approval of the Director of the Killam Library and the majority of the library faculty.

 

Ranks:

Three non-tenure ranks are defined to accommodate the diverse contributions of the Killam Library faculty.

1. Assistant Professional Track Librarian: This is the entry level rank for fixed term librarian positions. Assistant Professional Track Librarians must have an earned MLS or equivalent degree from an ALA-accredited program; must demonstrate a basic knowledge of librarianship, professional responsibilities, and a willingness to assist library patrons; must maintain and update professional knowledge and expertise required for assigned responsibilities, and must participate in library governance and collaborative activities.
2. Associate Professional Track Librarian: Librarians in this rank must meet all the criteria for Assistant Professional Track Librarians, and must demonstrate a broad knowledge of librarianship in general and an in-depth knowledge of the parts of the field that apply to his or her professional assignment responsibilities; must assist in the training of new librarians and/or other employees, and demonstrate consistently meritorious professional performance; must pursue opportunities for professional development and contribute innovative programs and procedures to the library; and must be active in library governance. Scholarly and creative activities and service to the university, profession, and community may also be considered toward promotion to the Associate rank.
3. Senior Professional Track Librarian: This is the summit rank conferred on fixed term librarians, ordinarily after their performance has been considered exemplary over a period of many years. Senior Professional Track Librarians must consistently provide leadership in improving library collections and services, in professional development for themselves and for other librarians, in library governance, in university affairs, and in the library profession (at least at the local / regional level).

 

Annual Review:

1. All professional track librarians shall be reviewed annually following the same process as tenured and tenure-track librarians.
2. Copies of all evaluations shall be placed in the librarian's personnel file and given to the librarian.

 

Promotion in Rank:

1. Review of professional track librarians for promotion will be independent from the process used for tenure and/or promotion of tenure-track faculty.
2. The Professional Track Librarian Promotion Committee (PTLPC) will be composed of three members elected from the ranks of Associate Professional Track Librarian and Senior Professional Track Librarian. If there are less than three faculty members in these ranks, tenured library faculty may be elected.
3. Killam Library shall maintain written standards which detail expectations for promotion to each rank. The standards must be approved by the Library Director and voting members of the library faculty. A copy of these standards shall be made available to all faculty.
4. Professional track library faculty may request promotion in rank by submitting a letter to the Library Director. A copy of the letter will go to the PTLPC. A minimum of five years in rank is required to request promotion to the next rank. Faculty members who are denied promotion remain in their current rank and may request promotion in subsequent year(s).
5. Candidates for promotion will meet with the Library Director to discuss requests for promotion, promotion criteria and process, and both tenure and non-tenure-track options.

 

Promotion Review Process:

A. Each candidate for promotion will submit a dossier to the PTLPC by February 1 of the year requesting promotion. The dossier for promotion in professional track librarian rank must include the following:
1. A copy of the letter to the Library Director requesting promotion in rank.
2. Current curriculum vita.
3. Copies of the last five annual evaluations.
4. A summary of the librarian's contributions and accomplishments during the time in rank, including supporting documentation as needed.
B. The PTLPC will meet, review the dossier, and forward its recommendation to the Library Director by March 1.
C. The Director will review the recommendation and forward the Director's recommendation to the Office of the Provost by April 1.
D. The candidate will be notified of recommendations at each step of the process.
E. The Provost will advise the candidate of the final decision on promotion.

 

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Instructors and Professional (Fixed-Term) Faculty 1

Appointment, Retention, and Promotion

College of Education

 

The College of Education (College) recognizes the unique contribution that fixed-term non-tenure track Instructors and Professionals make to the success of students and the enhancement of quality programs. Further, the Texas A&M System “recognizes the merit individuals whose interest, excellence, or discipline does not include research” (Standard Administrative Policy (SAP) 12.07) bring to the institution. The policy “is designed to provide a means to recruit and retain faculty whose excellence in teaching, research or service make them beneficial members of the system academic institution, while providing them with stable, long-term employment” (SAP 12.07).

The guidelines that follow are designed to provide guidance for the recruitment, retention, and promotion of qualified professional faculty within Instructor and Professional ranks. As such, the College recognizes that these individuals possess distinct knowledge, credentials, and proficiencies that augment the expertise of the faculty, as well as the mission of the College and University. The aforementioned faculty make it possible for the College to achieve its mission by contributing in many ways, generally in the areas of teaching and service.

 

Definition of Faculty Status:

 

Instructors

For appointment, an Instructor I must hold at least a master's degree, with a minimum of 18 hours in the area that they will offer instruction. They will typically supplement their degree by professional or work experience in the field, and may hold special certification, license or other certification of proficiency in the field. Instructors must demonstrate a basic knowledge of the teaching area, careful classroom preparation, and a willingness to assist students. They must show continuing progress in teaching by expanding knowledge in the teaching specialty and developing effective instructional strategies and techniques. In their initial appointments, Instructors must participate at an introductory level of responsibility in service to the College and/or University through committees and special projects. They must show clear evidence of understanding advancements in scholarship that are related to the teaching specialty.

Following successful completion of their first five years, or any time thereafter, a candidate may apply for advancement to Instructor II. At this point, an Instructor will have confirmed advanced knowledge of the pedagogy in their teaching area through demonstration of careful classroom preparation, and a willingness to assist students. They will have expanded their knowledge in the teaching specialty and developed effective instructional strategies and techniques through the engagement of professional and/or scholarly activities. They will have contributed to the mission of the College and University through committee service and special projects. They must show clear evidence of understanding advancements in scholarship related to their teaching specialty.

At such appropriate time, but no sooner than after five successful years as an Instructor II, a candidate may apply for promotion to Instructor III. A successful candidate will have progressed in their knowledge of their teaching specialty and be able to demonstrate that progress through products from professional activities together with recognition from their peers and their students. They will have demonstrated willingness and a capacity for service to the College and the University. Their teaching, service, and scholarly (if applicable) activities will demonstrate a maturity that comes from extended experience.

 

Professionals

The Assistant Professional rank is a non-tenure track faculty rank (usually reserved for faculty with a terminal degree in their field) whose primary focus is typically on teaching and service but may also include scholarly pursuits in his or her discipline or in pedagogy. Faculty at this rank have a commitment to teaching, exemplified by a substantial record of teaching and service effectiveness, as well as continuously developing currency in the discipline/pedagogy through identification of advancements in scholarship that are related to their teaching and/or service specialty. The faculty workload typically includes teaching and service, as well as engagement in professional development activities. Scholarly work is not expected unless specifically noted in the letter of appointment 2. Assistant Professional faculty demonstrate professional growth across teaching, service, and/or scholarship, consistent with their current letter of appointment.

The Associate Professional rank is a non-tenure track faculty rank whose primary focus is typically on teaching evidenced by expertise in discipline-specific teaching, and noteworthy service responsibilities to the College, University, local communities, and the profession. Evidence of leadership may also be prominent. Associate Professionals are effective professional educators, whose pedagogy and service are recognized by students, peers and others as noteworthy. Associate Professional faculty demonstrate expertise and sustained professional growth across teaching, service, and/or scholarship, consistent with their current letter of appointment. Generally, at least five years of service at the Assistant Professional rank is required for promotion to Associate Professional.

The Senior Professional rank is a non-tenure track faculty rank whose primary focus is on exemplary teaching, service, and/or scholarship, with evidence of leadership, discipline-specific expertise, and/or professional productivity. Senior Professional faculty demonstrate expertise and continued professional growth across teaching, service, and/or scholarship, consistent with their current letter of appointment. Normally, least five years of service at the Associate Professional rank is required for promotion to Senior Professional.

  

Appointments:

Faculty currently employed at the time of the adoption of these new definitions, even if such adoption falls within an academic year rather than prior to, may petition to be placed into the rank they think is most appropriate to their education and experience, to take effect immediately. If such application is approved, they will receive all benefits, including any financial or professional rewards, commensurate with that rank. However, any advancements in rank or salary will be prospective only as of the date of the new appointment. No Instructor or Professional faculty is required to apply for promotion, and may serve indefinitely at the highest rank they achieve; dismissal from a Professional faculty position shall comport with university and system rules (TAMUS Rule 12.07.5). The rank of new Instructor or Professional faculty hired after the implementation of this policy shall be determined with the application of this policy and by the dean of the College in collaboration with the university provost and president.

Initial appointments are made by the dean of the College with the approval of the provost, and president of the University; rank placement is made considering the candidate’s education, experience and expertise together with the needs of the College. Initial appointments for the first three years are for one year each. Subsequent appointments are generally three to five years, but may not exceed five years. Renewal of appointments are made with the consideration of said faculty member’s fulfillment of the expectations and requirements of their rank and provisions of their appointment contract.

Additionally, the placement, definition and employment expectations or requirements for an individual Instructor or Professional faculty member are subject to and may be defined by contract with the dean of the College and University administration and may provide for additional or different terms and requirements. Following initial appointments, an Instructor or Professional faculty member will negotiate a contract from three to five years with the University outlining their rank, expectations, as well as financial remuneration. It is anticipated that a promotion will carry with it an increase in salary beyond standard merit increase awarded all faculty.

Professional track faculty members may request to move to tenure-track. Approval of the request will be at the recommendation of the dean in collaboration with the provost and determined by the provost and the president. When such a request is determined, time spent in a fixed-term non-tenure track position will not apply toward the tenure probationary year. Fixed-term faculty who are moved to tenure-track may request to return to a fixed-term, non-tenure track position, but if approved, they may not return to a tenure-track position. Faculty in tenure-track positions will follow the College’s and University’s promotion and tenure guidelines and policies.

 

Annual Review:

According to SAP 12.07, “promotion criteria include excellence in teaching for faculty with teaching responsibilities, or excellence in research or service, as appropriate for other appointments. Overall superior performance and potential for development are also expected as criteria for promotion.”

  1. Initial appointments are typically for a one-year term for the first three years with renewable contracts, contingent on satisfactory annual evaluations.
  2. All Professional faculty shall be reviewed annually in accordance with the College and University policies for annual faculty evaluations (AFEs). Please see the Faculty Handbook for responsibilities regarding teaching, service, and/or scholarship 3. Annual evaluations will include student, self, department chair, and dean’s evaluations in teaching and service, and/or scholarship, consistent with the current letter of appointment.
  3. Copies of all evaluations shall be placed in the faculty member’s personnel file. Copies will be provided to the faculty member.
  4. Any faculty receiving less than satisfactory evaluations for two consecutive years in teaching, service, and/or scholarly work will be placed on a professional development plan, similar to the plan noted in the Faculty Handbook 4.

 

Promotion in Rank:

The College will maintain written standards of promotion which delineate expectations for promotion to each Instructor or Professional rank. The written standards will be approved by the College faculty and the Faculty Senate, after which copies will be provided to and available for all faculty.

Instructor or Professional faculty members wishing to apply for promotion shall review the criteria to ensure they meet the qualifications for advancement in rank. Faculty are eligible for promotion at the end of their fifth year, or equivalent, as an Instructor I or II, or Assistant or Associate Professional, with at least two years of experience at TAMIU.

Instructor or Professional faculty interested in promotion will submit a dossier (up to 25 pages) aligned to the promotion process, as applicable to the College and University. The dossier will include the following:

 

  1. A written request to be considered for promotion to the dean by February 1, of the year requesting promotion;
  2. A statement delineating the faculty member’s philosophy of teaching, service and scholarly accomplishments, which includes a discussion of the relationship to TAMIU’s and the College’s mission (3 pages maximum) 5;
  3. A synopsis (3 pages maximum) of sustained quality attainment in the areas of assigned responsibility as applicable within the general headings of:

(i)    Teaching 6,

(ii)   Service/engagement/professional activities, and/or

(iii) Scholarship;

  1. A current curriculum vitae (10 pages maximum);
  2. AFEs from the last five (5) years;
  3. A chart delineating the faculty member’s summative course evaluations;
  4. At least two different peer teaching observation assessments and accompanying reflections;
  5. Letters from individuals speaking to the quality, contributions, and accomplishments of the faculty member 7 as extracted from the dossier; and
  6. Supportive sample documentation of exceptional teaching 8, excellence in service 9, and engagement in professional development activities.

 

Supportive materials (e.g., copies of articles, conference presentations, letters of reference, letters of recognition, course syllabi, final examinations, grant proposals, and samples of student course evaluations) are to be excluded from the 25-page limit. Supplemental materials should be placed in a second dossier labeled as such.

 

Promotion Review Process:

Fixed-term faculty considering application for promotion will meet with the department chair and College dean to review and discuss the request for promotion, promotion criteria and process, as well as readiness for promotion in the fall of the academic year they wish to apply for promotion.

A peer-review committee of three faculty at the Instructor or Professional rank that is advanced from the applicant will review the faculty member’s dossier. Should the College have less than three faculty at the Instructor or Professional rank, fixed term faculty from outside the College will be asked to serve in collaboration with the faculty member’s chair and/or dean. The peer-reviewers should be selected based on the similarity of the faculty member’s assignment and responsibilities (i.e., teaching, service, professional development, and scholarly work).

Review of the faculty member’s dossier is to be completed by March 1. The peer-review committee will make a recommendation, along with a rationale for the recommendation, to the dean noting that the faculty member either:

 

  1. meets the qualifications for promotion, or
  2. does not meet the qualification for promotion.

 

The dean will forward the committee’s recommendation, along with the dean’s recommendation, which may differ from the committee’s recommendation, to the provost by April 1.

The faculty member will be notified by the provost regarding the recommendation of promotion.

Faculty denied promotion remain in their current rank and may request promotion in subsequent year(s).

 

Approved by the TAMIU Faculty Senate on April 5, 2019

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1 Texas A&M International University’s (TAMIU) Faculty Handbook (2018), pp. 24-25, 31-32 describe the fixed-term faculty status.

 

2 See the TAMIU Faculty Handbook (2018), pp. 23-24 for an applicable definition of scholarship.

 

3 See the TAMIU Faculty Handbook, (2018), pp. 21-24.

 

4 See the TAMIU Faculty Handbook, (2018), pp.  43-46.

 

5 The purpose of this statement is to provide a context for reviewers of the dossier in regards to the faculty member.

 

6  Examples of student course evaluations should be included with supplemental materials.

 

7 For promotion to Instructor II or Associate Professional, two (2) letters from peers are to be included.  For promotion to Instructor III or Senior Professional, three (3) letters are to be included, whereas one letter (1) is from outside the College; one letter (1) from outside TAMIU; and one letter (1) from an individual familiar with your qualifications and abilities. 

 

8 Examples of supportive documents for teaching may include a statement of teaching goals; teaching load information, including level and class size; evaluation of curriculum development, including sample syllabi and course materials; evidence of use of technology and innovative pedagogy to complement instruction; and/or professional development in teaching, including workshops and seminars presented and attended. Examples from students regarding teaching may include student evaluations, articles co-authored with students, Honors and awards to supervise students, and/or community and school based projects guided and produced in connection with courses.  Examples from peers regarding teaching may include letters from peers who have observed classes or reviewed course materials, Honors or awards for teaching excellence, extramural funds awarded for instructional innovation, facilities, and/or student support.

 

9 Examples of supportive documents for service to the University may include service on departmental, College, or University committees; student advising; and/or faculty or staff mentoring.  Examples of service to community, regional, national, or international organizations and/or schools may include service on boards, consulting work, letters from professionals, work with EC-12 faculty, organizational leadership on project development, Honors, and/or awards for mentorship.

 

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Professional (Fixed Term) Faculty1

Appointment and Promotion

University College

 

University College recognizes the unique contribution that fixed-term non-tenure track professionals make to the success of students and the enhancement of quality programs. Further, the Texas A&M System "recognizes the merit individuals whose interest, excellence, or discipline does not include research" (Standard Administrative Policy (SAP) 12.07) bring to the institution. As noted, "These individuals provide a specific, professional skill to the system academic institution, faculty, staff and students" (SAP 12.07).

The guidelines that follow are intended to support the development of qualified professional faculty within the Professional fixed-term non-tenure rank. As such, the College recognizes that these individuals possess distinct knowledge, credentials, and proficiencies that augment the expertise of the faculty, as well as the mission of the College. Professional faculty make it possible for the College to achieve its mission by contributing in many ways, most significantly in the areas of teaching and service.

 

Definition of Faculty Status (p. 19):

1. Assistant Professional is a non-tenure track faculty rank whose main focus is on teaching and service, as well as continuing to develop currency in the discipline/pedagogy. Faculty at this rank have a commitment to teaching, exemplified by a substantial record of teaching and service effectiveness, as well as continuously developing currency in the discipline/pedagogy through identification of advancements in scholarship that are related to their teaching specialty. The faculty workload includes teaching and service, as well as engagement in professional development activities, which may include scholarly work.2 Assistant Professional faculty demonstrate professional growth across teaching, service, and scholarship.3
2. Associate Professional is a non-tenure track faculty rank whose main focus is on advancing their pedagogy, evidenced by significant teaching, and noteworthy service responsibilities through substantial contributions to the University, local communities, and professional organizations. The scholarship of teaching and learning is more explicit and disseminated. Leadership materializes on many fronts. Associate Professionals are effective teachers, whose work in design of or professional practice, or a combination thereof, is recognized by peers as a significant contribution to teaching, service and/or the department/College.
3. Senior Professional is a non-tenure track faculty rank whose main focus is on leading other faculty in advancing their pedagogy, teaching, and service, while continuing to establish a record of successful recognition and professional productivity.

 

Professional development is an ongoing activity that cuts across teaching, service, and scholarship activities. Professional faculty demonstrate leadership activities.

 

Appointments:

Initial full-time appointments will be at the recommendation of the dean of the College in collaboration with the Texas A&M International University (TAMIU) provost and president. Appointments may be made at the rank of Assistant Professional, Associate Professional, and/or Senior Professional.

Initial appointments are for one year each for the first three years. Subsequent appointments will made for a period of time up to three academic years. Renewals and/or promotions will be based on the quality of the faculty's contributions within their primary responsibilities.

Fixed-term non-tenure track faculty members may request to move to tenure-track. Approval of the request will be at the recommendation of the dean in collaboration with the provost and determined by the provost and the president. When such a request is determined, time spent in a fixed-term non-tenure track position will not apply toward the tenure probationary year. Faculty who move to tenure-track may request to return to a fixed-term non-tenure track; however, this decision is not reversible. All time spent in tenure track is cumulative. Faculty in tenure-track positions will follow the College's and University's promotion and tenure guidelines and policies.

Appointment letters are renewable up to five years in length.

 

Ranks:

1. Assistant Professional Track (Fixed-Term, Non-tenure). This rank is for those non-tenured/non-tenure-track faculty who:
a. completed a terminal degree;
b. have an established record of significant sustained success in teaching (4.0 or higher with a challenge index of 3.5 or higher)
c. have an established record of service responsibilities to the department, college, university, and community;
d. engages in professional development activities, which may include scholarly work4; and
e. engages in professional organizations.
2. Associate Professional Track (Fixed-Term, Non-tenure). This rank is for those non-tenured/non-tenure-track faculty who:
a. completed a terminal degree;
b. held the rank of Assistant Professional for a minimum of five years, with at least two years at TAMIU;
c. have a sustained substantial record of teaching effectiveness (4.5 or higher, with a challenge index of 4.0 or higher) to include advanced teaching ability to mentor new or adjunct faculty in teaching and service, as well as mentoring and advising students with their development, including choices relating to academic programs, research projects, and career directions.
d. have a sustained substantial record of active participation in service as a member of the overall University community (e.g., to include organizational committees (e.g., Undergraduate strategic planning committee), search committees, and/or college governance activities, as well as service to the state, region, and/or national professional organizations; and in professional service in the community (e.g., outreach activities to service organizations, civic groups, and/or local educational agencies);
e. provide leadership in the discipline/pedagogy and department/college (e.g., invest in new teaching materials, course segments and/or develops new courses which keep pace with changes in the discipline/pedagogy); and
f. demonstrate scholarship through grantsmanship and/or refereed presentations at regional/national conferences that focus on the Carnegie's Scholarship of Teaching5; and engage in professional development activities, which may include scholarly work6.

 

Scholarship activities are expected to contribute to professional issues or program development. Results of research/scholarly work should be disseminated, particularly at peer reviewed regional/national conferences/symposia.

Additionally, effective teachers' work in pedagogy or professional practice, or a combination thereof, is recognized by peers as a significant contribution to the field.

3. Senior Professional Track (Fixed-Term, Non-tenure). This rank is for those non-tenured/non-tenure-track faculty who completed a terminal degree; held the rank of Associate Professional for a minimum of five years, with at least two years at TAMIU, and a minimum of ten years at an accredited institution; and have a sustained substantial record of:
a. Teaching effectiveness shall be demonstrated on course evaluations (with a 4.5 or higher and a CEI of 4.5 or higher), along with high peer observations. Senior Professional faculty demonstrate forward-thinking, leadership, and innovative teaching ability. Consistent evidence of excellence in teaching and curricular influence (e.g., program development, curriculum development, program supervision, mentoring undergraduate faculty and undergraduate students (e.g., Honors thesis, chairing/co-chairing committees, teaching with technology, study-abroad programs, etc.) is documented. Professional pedagogy/practice, is recognized by peers/colleagues (both internally and externally) as significant contributions to the field.
b. Service effectiveness shall be demonstrated through the pursuit of significant responsibility and impact within the college to influence the discipline/pedagogy, as evidenced through service and engagement in professional activities within the department, the college, the institution, and the profession (e.g., membership on departmental, college, and university committees; leadership in professional organizations, service to professional organizations, planning and delivering workshops and/or other learning opportunities, involvement in creative works, program/curriculum reviewer, membership on journal review boards, etc.).
c. Scholarship shall be demonstrated through evidence of an established record of success in professional productivity, which includes research, scholarly writings (published or not), presentations at professional peer-reviewed national/international conferences and workshops, external grant funding activities, certifications, licensing etc.

 

Annual Review:

According to SAP 12.07, "Promotion criteria include excellence in teaching for faculty with teaching responsibilities, or excellence in research or service, as appropriate for other appointments. Overall superior performance and potential for development are also expected as criteria for promotion."

1. Initial appointments are for a one-year term for the first three years with renewable contracts, contingent on satisfactory annual evaluations.
2. All Professional faculty shall be reviewed annually in accordance with the College and University policies for annual faculty evaluations (AFEs). Please see the Faculty Handbook for responsibilities regarding teaching, service, and scholarship7. Annual evaluations will include student, peer, self, and dean's evaluations in teaching, service, and influences of advancements in scholarship that pertain to the teaching specialty.
3. Copies of all evaluations shall be placed in the faculty member's personnel file. Copies will be provided to the faculty member.
4. Any faculty receiving less than satisfactory evaluations for two consecutive years in teaching, service, and/or scholarly work will be placed on a professional development plan, similar to the plan noted in the Faculty Handbook8.

 

Promotion in Rank:

The College will maintain written standards of promotion which delineate expectations for promotion to each rank. The written standards will be approved by the College faculty and the Faculty Senate, after which copies will be provided to and available for all faculty.

Faculty members wishing to apply for promotion shall review the criteria to ensure they meet the qualifications for advancement in rank. Faculty are eligible for promotion at the end of their fifth year as an Assistant or Associate Professional, with at least two years of experience at TAMIU.

Faculty interested in promotion will submit a dossier (up to 25 pages) aligned to the promotion process, as applicable to the College and University. The dossier will include the following:

The faculty member's dossier consists of:

A. a written request to be considered for promotion to the dean by February 1, of the year requesting promotion;
B. a statement delineating the faculty member's philosophy of teaching, service and scholarly accomplishments, which includes a discussion of the relationship to TAMIU's and College's mission (3 pages maximum)9;
C. a synopsis (3 pages maximum) of sustained quality attainment in the areas of assigned responsibility as applicable within the general headings of:
(i) teaching10,
(ii) service/engagement/professional activities, and/or
(iii) scholarship;
E. a current curriculum vitae (10 pages maximum);
previous AFEs from the last five (5) years;
F. A chart delineating the faculty member's summative course evaluations (attached);
G. At least two different peer teaching observation assessments and accompanying reflections;
H. Letters from individuals speaking to the quality, contributions, and accomplishments of the faculty member11 as extracted from the dossier; and
I. Supportive sample documentation of exceptional teaching12, excellence in service13, and engagement in professional development activities.

 

Supportive materials (e.g., copies of articles, conference presentations, letters of reference, letters of recognitions, course syllabi, final examinations, grant proposals, and samples of student course evaluations) are to be excluded from the 25-page limit. Supplemental materials should be placed in a second dossier labeled as such.

 

Promotion Review Process:

Faculty considering promotion will meet with the College dean to review and discuss the request for promotion, promotion criteria and process, and well as readiness for promotion in the fall of the academic year they wish to apply for promotion.

A peer-review committee of three faculty at the Professional rank (i.e., Assistant, Associate, or Senior levels) will review the faculty member's dossier. Should the College have less than three faculty at the Professional rank, Professional faculty from outside the College will be asked to serve in collaboration with the faculty member's chair and/or dean. The peer-reviewers should be selected based on the similarity of the faculty member's assignment and responsibilities (i.e., teaching, service, professional development, and scholarly work).

Review of the faculty member's dossier is to be completed by March 1. The peer-review committee will make a recommendation, along with a rationale for the recommendation, to the dean noting that the faculty member either:

a. meets the qualifications for promotion, or
b. does not meet the qualification for promotion.

 

The dean will forward the committee's recommendation, along with the dean's recommendation, which may differ from the committee's recommendation, to the provost by April 1.

The faculty member will be notified by the provost regarding the recommendation of promotion.

Faculty denied promotion remain in their current rank and may request promotion in subsequent year(s).

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1 The Texas A&M International University's (TAMIU) Faculty Handbook (2017, June), pp. 24-25 describe the Fixed-term faculty status.


2 See the TAMIU Faculty Handbook (2017, June), p. 19 for an applicable definition of scholarship.


3 Scholarship for professional faculty should focus on Carnegie Institute's areas of the Scholarship of Teaching and the Scholarship of Integration from Scholarship Reassessed.


4 See the TAMIU Faculty Handbook (2017, June), p. 18 for an applicable definition of scholarship.


5 See Glassic, C., Huber, M. T., & Maeroff, G. I. (1997). Scholarship assessed: Evaluation of the Professoriate. San Francisco: Joessy-Bass; and The Carnegie Foundation for the Advancement of Teaching (2106). Scholarship reconsidered: Priorities of the professoriate (expanded version). San Francisco: Joessy-Bass.


6 See the TAMIU Faculty Handbook (2017, June), p. 18 for an applicable definition of scholarship.


7 See the TAMIU Faculty Handbook, (2017, June), pp. 17-18.


8 See the TAMIU Faculty Handbook, (2017, June), pp. 33-35.


9 The purpose of this statement is to provide a context for reviewers of the dossier in regards to the faculty member.


10 Examples of student course evaluations should be included with supplemental materials.


11 For promotion to Associate Professional, two (2) letters from peers are to be included. For promotion to Senior Professional, three (3) letters are to be included, whereas one letter (1) is from outside University College; one letter (1) from outside TAMIU; and one letter (1) from an individual familiar with your qualifications and abilities.


12 Examples of supportive documents for teaching may include a statement of teaching goals; teaching load information, including level and class size; evaluation of curriculum development, including sample syllabi and course materials; evidence of use of technology and innovative pedagogy to complement instruction; and/or professional development in teaching, including workshops and seminars presented and attended. Examples from students regarding teaching may include student evaluations, articles co-authored with students, Honors and awards to supervise students, and/or community and school based projects guided and produced in connection with courses. Examples from peers regarding teaching may include letters from peers who have observed classes or reviewed course materials, Honors or awards for teaching excellence, extramural funds awarded for instructional innovation, facilities, and/or student support.


13 Examples of supportive documents for service to the University may include service on departmental, College, or University committees; student advising; and/or faculty or staff mentoring. Examples of service to community, regional, national, or international organizations and/or schools may include service on boards, consulting work, letters from professionals, work with K-12 faculty, organizational leadership on project development, Honors, and/or awards for mentorship.


University College Evaluation

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