ࡱ> ~}{ (bjbjzz .PEM        8X $$$$$$$$$&l)V5$] 5$  H$ZZZv  $Z$ZZV @!苺E\! #$0$!x)&4)!) !tZ5$5$Z$) : PROCEDURES FOR TENURE COMMITTEE MEMBERS AND TENURE-TRACK FACULTY 1. During the beginning of the first semester of hire, a three-person tenure committee is formed for each tenure-track faculty member. The composition of the committee is: A. One tenured faculty member selected by the VPAA; B. One tenured faculty member selected by the department; and C. One tenured faculty member (from any department) selected by the tenure-track faculty member. Once faculty members are placed onto a committee, they may continue through sabbaticals or into retirement should they wish and they can maintain the commitment. If it is necessary to replace a committee member, the VPAAs office will coordinate the process. In this case, the vacated member from the list above will be replaced with a member in the same category vacated. The faculty member and the members Department Chair report their respective committee member choices to the VPAA. The committee should be consolidated by mid-semester of the first semester of employment. In the event a nontenure-track faculty member is placed in a tenure-track position after initial employment, the mentor committee will normally continue and serve as the tenure committee. 2. During the first semester, and every semester thereafter, the tenure-track faculty member will arrange for a full committee meeting as described below: % At the first meeting of the first semester the committee selects a Chair who is responsible for preparing reports and forwarding those to the VPAA along with any other business that needs to be completed. If a change in Chair is required, this is approved by the VPAA. % At the first meeting the committee shall establish the time frame for applying for tenure, which is generally the fall of the fourth year after hire. In the case where a faculty member was hired to begin teaching full-time starting in January, that spring semester counts as the first year towards tenure. In that case the faculty member is likewise eligible to apply for tenure in fall of the fourth year. %If there should be cause to grant a new employee a number of years toward tenure, the committee may make that request with substantiation to the VPAA in writing during the first semester of the employee s probationary period. % In the fall meeting the committee works with the faculty member to establish percentages for the faculty evaluation system. The supervising VPAA/Dean approves percentage settings. 3. Before the end of February of the Spring semester the first year employment, the committee alone will meet with the VPAA and/or supervising Dean to discuss the faculty member in terms of overall performance exhibited by the employee. This is an important initial screening for the new faculty member. 4. Each semester the tenure committee prepares a written report that is submitted to the VPAA. The combination of the years reports will demonstrate how a faculty member is progressing in regard to NSHE and 鶹ӰԺ requirements for tenure. NSHE Standards for Tenure: Standard One: Teaching (this is a required standard). Tenure-track faculty are required to achieve a rating of excellent, in general, by the third year of service. Standard Two: Service. The measures of service shall be within the areas of students advisement, collegiality, and service to the college. Tenure-track faculty must achieve a satisfactory rating in student advisement and service to the college and a commendable rating for collegiality. See the NSHE code at the end of this document for more details. Fall semester report: This is due to the VPAA by finals week. This is progress report giving a general overview of performance. At least one teaching observation is required for this report. In general, a page long report will suffice. Spring semester report: This is due to the VPAA by finals week. Based on IDEA ratings for fall courses of the academic year (spring IDEA ratings will not be available), teaching observations for each semester, and Faculty Evaluation scores for the academic year, the spring report is more detailed and should, in general, be about 2-3 pages long. Using the 鶹ӰԺ/NSHE evaluation form attached, evaluate the candidate for the following areas: Please make a header for each of the following categories: A. NSHE Standard 1: Teaching; B. NSHE Standard 2A: Student advising; C. NSHE Standard 2C: Interactions with colleagues and students (collegiality); and D. NSHE Standard 2D: Service to the college. For NSHE Standard 1 the committee will use Faculty Evaluation ratings for Teaching Design, Assessment, and Management along with the Teaching Delivery scores from the IDEA reports. (The attached form explains in more detail.) In addition, the committee will examine fall student rating forms for each course taught. The committee can review original IDEA forms and report summaries, but are reminded that this information is confidential. USE THE 鶹ӰԺ/NSHE FORM TO CALCULATE THE EVALUATION. For NSHE Standard 2 A and D use the Faculty Evaluation sections that directly apply to these parts of service. USE THE 鶹ӰԺ/NSHE FORM TO CALCULATE THE EVALUATION. NSHE Standard 2C is evaluated using the rating rubric found in the attached 鶹ӰԺ/NSHE form. This evaluation is based on discussions with department chairs, program supervisors, other department members, the Dean/VPAA and any other persons with direct knowledge of a faculty members interactions with colleagues and students. USE THE 鶹ӰԺ/NSHE FORM TO CALCULATE THE EVALUATION. For each category provide details that support the evaluation along with suggestions for improvements as needed. Reports are reviewed and signed by all committee members and the tenure-track faculty member. By signing the report the tenure-track faculty member acknowledges receipt and review of the report but the signature does not indicate agreement with the report. 5. By mid-September of the tenure-track faculty members fourth year, the committee shall meet to discuss advancing the faculty member to tenured status. The committee could recommend tenure, to extend the probationary period, or to deny tenure. In the case of the latter two options, a letter explaining the decision will be submitted to the VPAA and faculty member by the last business day in October by 5 pm. The VPAA will arrange a meeting with the faculty member to discuss the situation. Recommending advancement to tenure status: The application packet is due to the chair of the Personnel Committee on the last business day of October by 5pm. Faculty Member: fills out the tenure application personal data section of the NSHE tenure application, compiles all semester reports for the application packet, and prepares a BRIEF file that highlights accomplishments (i.e., samples of syllabi, lectures, letters of appreciation, etc.) and progress. Submit these materials in a well-organized notebook to the Tenure Committee chair. The packet is submitted in a notebook (no thicker than approximately 1 to 1.5) and including tabs for the following components: A. Official NSHE application form; B. From the applicant, a letter of application and a complete and detailed current professional Curriculum vitae (reflecting all professional experience and activities at 鶹ӰԺ and elsewhere); C. Letter of recommendation from committee; D. Committee reports for each semester; E. Faculty evaluation forms for each year, including the VPAAs summary; F. IDEA Reports for each course taught; and G. Other materials as needed. Tenure Committee: fills out the tenure application recommendation for tenure section of NSHE application, composes a letter of recommendation summarizing each NSHE Standard and other aspects of performance as outlined in semester reports along with other relevant information. The chair of the committee will submit the entire packet to the Personnel Committee chair by the last business day in October by 5 pm. 6. The Personnel Committee meets in November to review applications for completeness and passes the application packet onto the VPAA by the last business day in November. The Personnel Committee serves to assess adherence to the tenure process, completeness of the application, not quality or qualifications. 7. The VPAA then reviews the application packet and can make a recommendation to grant tenure, to extend the probationary period, or deny tenure. The VPAAs recommendation and the application packet are then sent to the President. If a recommendation is made for extending the probationary period or denying tenure, the applicant will be informed in writing by the VPAA and/or President. The VPAA and/or President will meet with the applicant to discuss the recommendation and concerns. If a means of resolution is possible, this must be provided to the applicant in the written response. 8. The President reviews the application packet and approves or rejects the application for tenure. If a recommendation is made for extending the probationary period or denying tenure, the applicant will be informed in writing by the VPAA and/or President. The VPAA and/or President will meet with the applicant to discuss the recommendation and concerns. 9. Upon approval by the President, the application is submitted to the Board of Regents for approval, generally at the March meeting. While the Board of Regents approves tenure, it does not have the authority to change recommendations from the college. 10. Upon completion of the tenure process, the faculty member may order new business cards that indicate the new status of Professor and retrieves the application notebook from administration. Tenure takes effect in the contract year following approval. 鶹ӰԺ/NSHE RATING FOR TENURE-TRACK FACULTY The ratings below will be made during the spring semester when faculty evaluations are being prepared. Fall IDEA scores will be available in the spring and will be provided by the tenure-track committee member. Attach this form to the spring report. The ratings made here will be discussed in detail in the spring report submitted to the VPAA. NSHE Standard 1 Teaching Tenure-track faculty are required to earn an excellent rating in teaching by at least the third year of employment. Use the Faculty Evaluation Form (FEF) and IDEA rating scores for this section. 鶹ӰԺ Teaching Role Design, Assessment, Management average score A. 鶹ӰԺ Excellent = NSHE Excellent B. 鶹ӰԺ Commendable = NSHE Commendable C. 鶹ӰԺ Satisfactory = NSHE Satisfactory D. 鶹ӰԺ Below Satisfactory = NSHE Unsatisfactory Rating:鶹ӰԺ Teaching Role Delivery Average of all RAW scores on IDEA summary reports per class ( only fall scores will be available)IDEA Adjusted Score 4.0 to 5.0 = NSHE Excellent IDEA Adjusted Score 3.5 to 3.9 = NSHE Commendable IDEA Adjusted Score 3.0 to 3.4 = NSHE Satisfactory IDEA Adjusted Score 0 to 2.9 = NSHE Unsatisfactory Rating:Overall Teaching RatingThe overall score is an average of the two ratings above.Evaluation: NSHE Standard 2 Service 鶹ӰԺ assesses performance in three areas of Standard 2. See attached NSHE Code for further information. Using information from the FEF forms for guidance, along with discussions of activities with faculty member, the committee rates the following NSHE categories. A satisfactory evaluation is required for this section for NSHE, but 鶹ӰԺ requires a commendable rating for NSHE Service C. NSHE Service Astudent advisement. Use the FEF Service to Students category section as a guideA. 鶹ӰԺ Excellent = NSHE Excellent B. 鶹ӰԺ Commendable = NSHE Commendable C. 鶹ӰԺ Satisfactory = NSHE Satisfactory D. 鶹ӰԺ Below Satisfactory = NSHE Unsatisfactory Evaluation:NSHE Service Cinteractions with colleagues and students This is assessed by the tenure committee in conjunction with the VPAA and department chair/members, program supervisors, etc. using the rubric provided. A commendable rating is required here.  Excellentis present in the department, works and communicates with department, programs, colleagues, and students very effectively and with integrity; responds to department, program, and colleague needs in a timely fashion; volunteers for and contributes to many departmental/program activities; and completes assigned tasks in a timely fashion. Above and beyond basic needs. Commendableis present in the department, works and communicates with others effectively and with integrity, responds to department, program, colleague, and student needs in a timely fashion; contributes to departmental/program activities; and completes assigned tasks in a timely fashion. Exceeds basic needs. Satisfactoryis present in the department on a minimal basis, works and communicates with others; minimal contributions to departmental/ program activities, completes tasks in a timely fashion. Meets the basic needs. Unsatisfactoryis not sufficiently present in the department, does not work or communicate with others; does not respond to communications/requests in a timely fashion; does not contribute to departmental/program activities; and does not complete assigned tasks in a timely fashion. Does not meet basic needs.Evaluation:NSHE Service Dservice to the college. Use the FEF Service to Institution form as a guide A. 鶹ӰԺ Excellent = NSHE Excellent B. 鶹ӰԺ Commendable = NSHE Commendable C. 鶹ӰԺ Satisfactory = NSHE Satisfactory D. 鶹ӰԺ Below Satisfactory = NSHE Unsatisfactory Evaluation: NSHE CODE CHAPTER 4,SECTION 4.4 APPOINTMENT WITH TENURE 4.4.2 Standards for Recommending Appointment with Tenure. (a) The consideration of a recommendation for appointment of an academic faculty member with tenure shall include the application of the two standards and the ratings contained in this subsection, which shall be applied in consideration of the conditions for appointment with tenure stated in Subsection 4.1.2 of the Nevada System of Higher Education Code. The burden of demonstrating that these standards have been met lies with the applicant for appointment with tenure. (B/R 1/04) Standard One: Teaching/Performance of Assigned Duties An academic faculty member being recommended for appointment with tenure must receive an excellent rating in one of the following areas, whichever is applicable. (A) If employed primarily as an instructor, a record of effectiveness as a teacher including, but not limited to, demonstrated teaching competence and efficiency in a classroom, laboratory, and/or clinical setting, the ability to communicate effectively with students and demonstrated skill in handling classroom and other duties related to teaching. (Such a record may include, for example, a showing of the ability to impart knowledge, to excite students' interest in the subject matter and to evoke response in students.) (B) If employed primarily as a member of the academic faculty whose role does not include instruction, a record of effectiveness, efficiency and ability to perform assigned duties. (B/R 1/04) Standard Two: Service In addition to standard one, an academic faculty member being recommended for appointment with tenure must receive a "satisfactory" rating or better in the area of service, which may include, but not be limited to: (A) Interest and ability in advising students; (B) Membership and participation in professional organizations; (C) Ability to work with the faculty and students of the member institution in the best interests of the academic community and the people it serves, and to the extent that the job performance of the academic faculty member's administrative unit may not be otherwise adversely affected; (D) Service on college or System committees; (E) Recognition among colleagues for possessing integrity and the capacity for further significant intellectual and professional achievement; and (F) Recognition and respect outside the System community for participation in activities that use the faculty members knowledge and expertise or further the mission of the institution, or that provide an opportunity for professional growth through interaction with industry, business, government, and other institutions of our society, within the state, the nation or the world. 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No other rating terminology shall be used in evaluating the applicant for appointment with tenure. (B/R 1/04) (c) The standards and the ratings set forth in this subsection are the standards thatmust be used by the applicable member institutions and their respective administrative units in recommending academic faculty for appointment with tenure. However, the applicable member institutions and their respective administrative units may provide in their respective bylaws for criteria within the ratings set forth in this subsectionfor recommending academic faculty for such appointment. Such criteria must be consistent with the provisions of the Nevada System of Higher Education Code and must not be less stringent than the standards provided in this subsection of the Nevada System of Higher Education Code. (B/R 1/04) Any such criteria that are not published in adopted bylaws of the applicable member institutions and their respective administrative units, are void and of no effect whatever. 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