Ohio Administrative Code
Title 3349 - Northeast Ohio Medical University
Chapter 3349-3 - Faculty Rules
Section 3349-3-21 - Appendix b: college of pharmacy procedures for the appointment, promotion, tenure, and evaluation of tenure-track faculty
Universal Citation: OH Admin Code 3349-3-21
Current through all regulations passed and filed through September 16, 2024
(A) Definitions
(1)
"Board
Certification". Certification received by a pharmacist who has passed the
certification and applicable mandatory recertification examinations of the
board of pharmaceutical specialties.
(2)
"University
Tenure and Promotions Committee". The university tenure and promotions
committee is appointed by the dean to consider tenure and/or promotion and make
recommendations to the dean.
(3)
"Core Faculty".
All full-time faculty whether tenured, tenure track or non-tenure track and
those other faculty who make a substantive contribution to the university. The
dean of a university has the discretion to designate other faculty as core
faculty to promote the purposes of the university.
(4)
"Curriculum Vitae
(CV)". The curriculum vitae is one of the documents submitted by the candidate
for consideration by external evaluators. Suggested items include information
on teaching, research and scholarly pursuits, academic and public service, and
pharmacy/practice patient care.
(5)
"Days". Days as
used in this document are working days.
(6)
"Department
Tenure and Promotions Committee". The department tenure and promotions
committee is appointed by the department chair to consider tenure and/or
promotion and make recommendations to the department chair.
(7)
"Dossier". The
dossier is a file containing the documents submitted for consideration for
promotion and/or for tenure. The dossier must include a current and complete
curriculum vitae, a self-reflective narrative evaluation of performance and
accomplishments during the probationary period for tenure or since achieving
current rank, and any other materials deemed appropriate as evidence that the
criteria for tenure or promotion have been met. A dossier must be submitted in
one complete hard copy and in electronic format (secure and sequential pdf
files).
(8)
"Evaluation Year". The evaluation year is the final
year of the probationary period.
(9)
"External
Evaluator". An external evaluator is an individual who is external to the
university and is qualified to assess the candidate's scholarly achievements
and reputation.
(10)
"Letter of Appointment". The letter of appointment is a
document initiated by the university that sets forth the conditions of
employment. Any previous experience to be counted toward a faculty member's
probationary time period may be negotiated prior to appointment and will be
documented in the letter of appointment. Any modifications to the letter must
be in writing and agreed to by the university and the faculty
member.
(11)
"Notice of Non-Reappointment". A notice of
non-reappointment is a written notification by the dean that the university
intends to terminate a faculty member's appointment at a specified time. Notice
of non-reappointment will be given by March fifteenth. During the first year of
service, the last day of service will be June thirtieth of the calendar year in
which the notice is given. After one or more years of service, the last day of
service will be June thirtieth of the next calendar year.
(12)
"Probationary
Period". The probationary period is the initial period of tenure-track
employment during which a faculty member must demonstrate that he/she is
capable of performing the required duties of the position. The probationary
period lasts from the date of the initial tenure-track appointment to the date
of the award of tenure or notice of non-reappointment.
(13)
"Tenure". Tenure
is the commitment of a university to a faculty member for continuous and
ongoing faculty appointment that provides protection against involuntary
suspension, discharge or termination except for financial exigency or cause as
subject to applicable definitions and procedures contained within the faculty
rules and appendices. Tenure ceases upon the faculty member's voluntary
termination, retirement or death.
(14)
"Tenure-Track
Position". A tenure-track position is a full-time faculty appointment that
includes the eligibility to apply for tenure.
(B) Academic ranks
(1)
Appointment to the faculty is a privilege, not a right. The
following academic ranks have been established for tenure-track faculty:
(a)
Professor
(b)
Associate
professor
(c)
Assistant professor
(2)
"Research
Faculty". Tenure track research appointments are for persons whose
contributions to the university are primarily investigational. They will be
evaluated and promoted primarily on that basis. The prefix "research" may be
added to the rank.
(C) Titles of distinction1
(1)
Retired
(a)
A faculty member
may be eligible for "retired
status" if they:
(i)
formally retire after
continuous and dedicated service to the university of pharmacy:
(ii)
will not continue to be involved in the university's
educational, scholarship, or service programs: and three) will no longer be
engaged in the active practice of pharmacy.
(b)
A faculty member
may request, in writing, through the appropriate department chair the addition
of a retired designation to the faculty rank held at the time of retirement.
Recommendations will be forwarded to the dean.
(c)
The dean, through
the support of the office of faculty affairs, will act on the recommendation
and, if positive, will notify the faculty member that the designation (retired)
may be added following the faculty title at the time of retirement, example,
professor of pharmacy practice (retired). Faculty who are awarded retired
status are not subject to the formal reappointment review
process.
(2)
Emeritus
(a)
Policy statement (board of trustees rule)
(i)
"Emeritus" status
recognizes university faculty and professional senior administrative staff who
have provided meritorious service to the university and have retired. The
university recognizes the potential of emeritus faculty and senior
administrators as a continuing valuable resource and is committed to fostering
an active ongoing relationship with them through an extended academic
appointment.
(ii)
A candidate for emeritus status will have demonstrated
leadership and wisdom, will have given dedicated and distinguished service to
the university for a minimum of ten years and, for faculty, have attained the
rank of associate professor. Exceptions to the ten years and associate
professor requirements can be made by the dean, president, or chair of the
board of trustees for an individual who has made an outstanding contribution to
the university during a briefer period of service or holds a rank below
associate professor.
(iii)
Where possible, an emeritus faculty member would
continue to contribute to the university community as
appropriate.
(b)
Procedures for nomination and selection
(i)
The award of
emeritus status is meritorious and thus expected to be limited in
number.
(ii)
A candidate may be nominated by his/her department
chair, dean, president or chair of the board of trustees (as noted
below).
(a)
Faculty are nominated by the department chair after
discussion with the dean. The dean must approve faculty
nominations.
(b)
A department chair or associate dean will be nominated
by the dean.
(c)
A dean or professional senior administrative staff will
be nominated by the president.
(d)
The president
will be nominated by the board of trustees chair.
(iii)
Except in the
case of a board of trustees' nomination, the nominator must submit a current
curriculum vitae for the nominee and a letter of recommendation
supporting:
(a)
The nominees qualifications in meeting the minimum criteria;
and
(b)
Three supporting letters of reference from other
constituents, obtained by the nominator.
(iv)
The completed
nomination packet (including any and all letters) should be forwarded
(electronically) to the office of faculty affairs.
(v)
Faculty affairs
will confirm that the materials are complete and will present the materials to
the president.
(vi)
The dean may choose to interview the faculty candidates
and must approve faculty candidates before submission.
(vii)
The designation
of emeritus status is recommended by the president or board of trustees' chair
and awarded by formal resolution of the board of trustees.
(viii)
The candidate
will be notified of the board of trustees' approval and will be provided a copy
of the board of trustees' resolution.
(c)
Benefits and
privileges
(i)
Individuals with emeritus status are expected to comply with
all the policies, regulations and rules as stated in the appropriate university
handbooks.
(ii)
Contact the office of faculty affairs for a complete
listing.
(3)
Honorary
(a)
The title
"Honorary" is a non-salaried designation of distinction conferred by the board
of trustees upon an individual who has contributed significantly to the mission
of the university. Honorary titles may also be conferred upon individuals known
nationally or internationally who have made significant contributions to
his/her discipline.
(b)
The rank conferred would be preceded by the title
"Honorary".
(c)
Recommendations for the award of honorary status may
originate with the departmental chair, dean, or the president.
(d)
If the president
concurs with the recommendation, it will be forwarded to the board of trustees
for consideration.
(4)
Utilization of
university resources by a faculty member holding a title of distinction will be
individually determined by the department chair with the concurrence of the
dean.
(D) Appointment and promotion
(1)
Appointment
(a)
Appointment may
be with or without tenure. Appointments with tenure are appointments for which
the probationary period has been waived and tenure commences at the time of
initial appointment. Prior tenure status does not dictate or predicate the
decision of the university tenure and promotion committee to award tenure in
the college of pharmacy.
(b)
An appointment is made with the expectation that it
will continue until notice is given that it will terminate by either the
faculty member or the college of pharmacy in accordance with the university
faculty rules, college of pharmacy appendices, and other applicable policies
and procedures.
(2)
"Promotion".
Promotion is a decision that is independent of the awarding of tenure except in
the case of an assistant professor who, when reviewed for and awarded tenure,
is simultaneously promoted to associate professor. The rank of professor is
awarded in recognition of the faculty member's outstanding contributions to
his/her profession and the college of pharmacy.
(E) Basic principles of tenure
(1)
The conferral of tenure is a commitment of the resources of
a given university. Tenure assists a respective university in attracting and
retaining faculty of high quality. Documented evidence is needed of a faculty
member's professional excellence in teaching, research and scholarly
activities, and academic/public professional/clinical service; and demonstrated
professional dedication and outstanding ability to substantiate the potential
for future contributions justifying the degree of permanence afforded by the
award of tenure.
(2)
The tenure policy and review procedures are based on
the following:
(a)
Tenure may be awarded only to a full-time, salaried
faculty member with a tenure-track appointment. Any time accrued under
non-tenure-track appointments will not count toward tenure or any probationary
period. Tenure may be awarded at the time of initial appointment or after the
successful completion of the probationary period.
(b)
Tenure is a
privilege not a right.
(c)
Tenure shall not be awarded unless, after rigorous
review, the faculty member has been found to meet the standards described
herein.
(d)
If tenure is not awarded in the evaluation year, a
faculty member shall be given a terminal notice of
non-reappointment.
(F) Structure and function of the department of tenure and promotions development committee
(1)
Purpose
The purpose is to establish an individual mentoring program for a probationary faculty member and to evaluate and provide ongoing recommendations concerning academic and professional development during the probationary period.
(2)
Composition
(a)
This ad hoc
committee will be composed of at least three qualified tenured faculty
appointed by the probationary faculty member's department chair. It may include
faculty from outside the probationary faculty member's department but may not
include the faculty member's department chair.
(b)
A separate tenure
and promotions development committee will be appointed for each probationary
faculty member.
(3)
Meetings
(a)
The committee
will meet at least annually with the probationary faculty member. To the extent
that it is feasible, this meeting should occur at a time to allow input for the
annual review.
(b)
The committee will be chaired by a member selected by
the department chair.
(4)
Reports
(a)
The committee
chair will provide an annual written report on the academic and professional
development of the probationary faculty member to the department chair who will
review it with the faculty member.
(b)
The department
chair will meet with the faculty member and provide a copy of the annual
written report to the faculty member along with his/her evaluation of the
faculty member.
(c)
A summary of these reports will be forwarded by the
department chair to the chair of the tenure and promotions committee at the
time the faculty member makes application for tenure.
(G) Structure and function of the department tenure and promotions committee
(1)
Composition and chair
(a)
The committee
consists of five qualified tenured faculty members appointed by the department
chair.
It may include faculty from outside the probationary faculty member's department but may not include the faculty member's department chair. While it is preferable to draw all committee members from the university's faculty, the department chair may, in his/her discretion appoint qualified tenured faculty from outside the university. The chair shall be designated by the department chair.
(2)
Responsibilities
- the department tenure and promotions committee will evaluate the materials in
light of the criteria for appointment and promotion and will take into account
any special consideration regarding the role, responsibilities and assignments
of the faculty member as outlined in the faculty member's letter of appointment
and make recommendations to the department chair.
(a)
Evaluation - the
committee, during its evaluation, may:
(i)
Interview the
candidate;
(ii)
Interview the department chair or other appropriate
faculty members, after notifying the candidate;
(iii)
Request any
additional information pertinent to the evaluation; and/or
(iv)
Seek
confidential external advice as it deems necessary.
(b)
Recommendations
(i)
The dean will be notified of the recommendation and the
number of votes for, against, and abstaining from the recommendation. The votes
of individual members will not be reported.
(ii)
The committee
will transmit the recommendation and the reasons therefore to the dean and the
department chair. The department chair shall promptly inform the candidate of
the recommendation. In the case of denial of promotion, the candidate shall
also be informed by the department chair of the right to
appeal.
(H) Structure and function of the university tenure and promotions committee
(1)
Composition and
chair
(a)
The
committee is comprised of no fewer than seven faculty members appointed by the
dean. It may include faculty from outside the probationary faculty member's
department, but may not include the faculty member's department chair. While it
is preferable to draw all committee members from the university's faculty, the
dean may, in his/her discretion appoint qualified tenured faculty from outside
the university.
(b)
A duly constituted university search committee shall
function as the department tenure and promotions committee for a candidate who
is recruited through an appropriate search process.
(2)
Responsibilities
- the university tenure and promotions committee will evaluate the materials in
light of the criteria for appointment and promotion and will take into account
any special consideration regarding the role, responsibilities and assignments
of the faculty member as outlined in the faculty member's letter of appointment
and makes recommendations to the dean.
(a)
Evaluation - the
committee, during its evaluation, may:
(i)
Interview the
candidate;
(ii)
Interview the department chair or other appropriate
faculty members, after notifying the candidate;
(iii)
Request any
additional information pertinent to the evaluation; and
(iv)
Seek
confidential external advice as it deems necessary.
(b)
Recommendations
(i)
The dean will be notified of their commendation and the
number of votes for, against and abstaining from the recommendation. The vote
of individual members will not be reported.
(ii)
The committee
will transmit the recommendation and the reasons therefore to the dean. The
dean shall promptly inform the candidate of the recommendation. In the case of
denial of promotion, the candidate shall also be informed by the dean of the
right to appeal.
(I) Eligibility for tenure or promotion
(1)
Terminal degree
The candidate must hold an appropriate terminal degree. Exceptions can be made in particular cases, provided that such exceptions are justified by the candidate's department chair and approved by the dean and president.
(2)
Requirements for
ranks
(a)
Assistant professor
Faculty members appointed at this entry level rank show promise of demonstrating creativity and excellence in teaching, research, scholarship, and academic/public professional/clinical service.
(b)
Associate professor
Faculty members appointed at or promoted to this rank must have a sustained and peer-recognized record of accomplishment and creativity in all three areas of faculty responsibility: teaching, research/scholarship, and academic/public professional/clinical service.
A record of active participation in university and/or university service is also required. Individuals at this rank must have a documented record of stature as an emerging national authority in their field of expertise, with the likelihood of continued advancement. Successful promotion from assistant to associate professor in the tenure track is always accompanied by granting of tenure. Collegiality with other faculty and faculty at large is an essential aspect of tenure.
(c)
Professor
In addition to having met the standard established for associate professor, faculty members appointed at or promoted to this rank must have a sustained and peer-recognized record of excellence in teaching, as well as, a peer-recognized record of excellence in research/scholarship and in academic/public professional/clinical service. Faculty at this rank should have attained national and/or international recognition in their field, with a strong likelihood of maintaining such recognition. They should exhibit significant leadership, vision, creativity and collegiality within their department, the university, and the community at large.
(3)
Tenure
(a)
Award must result from positive action
The conferring of tenure is a positive act taken by the university upon a recommendation from the university. A faculty member shall not be awarded tenure by default. Any failure in procedural matters shall not be sufficient cause for the conferring of tenure. If the university or the university of pharmacy makes a procedural error, the error will be corrected, and the procedure will continue without prejudice to the candidate.
(b)
Probationary period
Typically, the period of initial appointment begins on July first and ends on June thirtieth. In determining eligibility for tenure, initial appointments commencing on or before October first will be counted as a full year. Partial years of appointment will not be used unless so requested in writing by the faculty member. Approved leaves of absence will not be counted as part of the probationary period. In extenuating circumstances, at the request of the faculty member and with the concurrence of the department chair and the dean, the president may grant an extension to the faculty member's probationary period.
(c)
Assistant
professors
The probationary period is generally no more than seven years. A faculty member must give notification of intent to stand for tenure by June first of the year specified in the letter of appointment unless otherwise requested and approved in writing. If notification is not given, a terminal tenure-track appointment letter will be issued for an eighth and final year. If tenure is awarded then promotion to associate professor is also granted.
(d)
Associate
professors and professors
The probationary period is generally no more than five years. A faculty member must give notification of intent to stand for tenure by June first of the year specified in the letter of appointment unless otherwise requested and approved in writing. If notification is not given, a terminal tenure-track contract will be issued for a sixth and final year.
(4)
Promotion
(a)
Following the
award of tenure, there is no requirement that a faculty member be promoted to a
higher rank.
(b)
Tenure-track faculty must be tenured prior to seeking
promotion to professor.
(c)
Five years in rank is the minimum time in rank before
which a faculty member may be considered for promotion to professor. The dean
may waive this requirement in the initial letter of appointment or an amendment
thereto.
(J) Faculty appointment, promotion, tenure
(1)
Appointment
(a)
Initial appointment is primarily based upon past
performance with an expectation of continued contribution at a level
commensurate with the appointment description and rank as described
below.
(b)
Considerations include, but are not limited to:
(i)
Possession of an
appropriate terminal academic or professional degree;
(ii)
Expertise in an
appropriate academic field and evidence of dedication to continuing advancement
of this field of knowledge;
(iii)
Ability and
dedication as an effective teacher;
(iv)
Creativity and
competence in an appropriate field of research and scholarship;
and
(v)
Ability to assume appropriate responsibility for
professional and academic services.
(2)
Promotion and
tenure
(a)
In
evaluating the candidate's performance, the weighting of the evaluation areas
may vary and will be based on holistic review. Consideration will be given to
the mission of the department and the demands of the appropriate discipline.
Both quality and quantity of the individual's contribution will be taken into
consideration.
(b)
Promotions are made after contributions commensurate
with the higher rank have been achieved. The committee will consider any
specific exceptions or requirements set forth in the faculty member's letter of
appointment or any amendments thereto.
(c)
Standards and
documentation for promotion and tenure include, but are not limited to:
(i)
Teaching
(a)
The
standard
Teaching is a central mission of the college of pharmacy. A faculty member's teaching is reflected by students' achievements in the classroom, laboratory, and practice arenas. Furthermore, teaching quality is documented by recognition and feedback from students, alumni and peers. Positive contributions to the learning environment and curriculum may support a faculty member's record of teaching.
(b)
Documentation
Evidence of teaching proficiency or recognition of teaching excellence may include, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the extent of each individual's contributions.
(i)
Honors or special
recognitions for teaching accomplishments;
(ii)
Courses,
curriculum, and instructional methods;
(iii)
Effectiveness
shown by a representative sample of student evaluations and accomplishments
across multiple years;
(iv)
Peer evaluation of expertise in
instruction;
(v)
Publication activities related to
teaching;
(vi)
Grants related to instruction; and
(vii)
Election to
offices, committee activities and other important service to professional
pedagogical associations and learned societies including editorial work and
peer review as related to teaching.
(ii)
Scholarly
pursuits
(a)
The
standard
(i)
Given the complexity of the university and the great
diversity of talent within it, it is imperative that various kinds of academic
work be recognized through a broad vision of scholarship. Scholarship includes,
but is not limited to, the scholarship of discovery, integration, application
and teaching. Scholarship is understood to include the traditional science of
inquiry, investigation and experimentation known as research. Scholarship and
research may also include participation in clinical trials and
commercialization, patent and technology transfer activities. Such work may be
primarily supportive for promotion decisions and weigh importantly in tenure
decisions. While clinical care is insufficient alone to merit promotion or
tenure, clinical innovation and improvement activities done in a scholarly
manner and acknowledged to be of regional or national importance are important
indicators of distinction and merit consideration. Regardless of the type of
scholarship, it should possess the quality of excellence, be peer-reviewed and
disseminated in the public domain.
(ii)
Creative
scholarly activity includes both original research resulting from investigative
work or other peer reviewed contributions to the professional and scientific
literature. Faculty shall conduct original research and other scholarly
activity. The hallmark of creative scholarly activity lies in the peer reviewed
"written" word. By having their contributions published, faculty can make a
lasting contribution to the body of professional and scientific literature.
Written work which is not peer reviewed may support a faculty member's dossier,
but by itself is insufficient evidence of excellence in scholarly activity.
Similarly, oral presentations may support a faculty member's dossier but are
insufficient evidence of proficiency or excellence in scholarly
activity.
(iii)
Original research is studious inquiry or examination,
especially critical and exhaustive investigation or experimentation that has as
its aim revision of accepted conclusions, interpretations, theories, or laws in
the light of newly discovered facts, or the practical applications of such new
or revised conclusions, interpretations, theories or laws. Original research is
often of an applied nature; therefore, it has potentially immediate usefulness
to the profession and health sciences. Research may also be theoretical in
nature; both applied and theoretical (basic) research are encouraged. The
nature of research disciplines may range widely reflecting the diverse nature
of pharmacy.
(iv)
Faculty shall conduct research and other scholarly
activity that clearly demonstrates high quality and conforms to the highest
ethical and legal standards. Quality is stressed over quantity.
(b)
Documentation
(i)
Evidence of original research or other creative
scholarly activities includes, but is not limited to, the sources listed below.
In joint endeavors, the evidence should specify the extent of each individual's
contribution.
(ii)
Publication of peer reviewed original research results
and other scholarly products, includes but is not limited to:
(A)
Articles,
abstracts, and other scholarly works published by reputable journals, scholarly
presses, or publishing houses that accept works only after rigorous review and
approval by peers in the disciplines.
(B)
Scholarly
reviews, books, book chapters and case reports which are peer
reviewed.
(C)
Presentation of research papers before professional and
scientific societies.
(D)
Development of, or obtaining patents for, processes or
instruments useful in solving important problems.
(iii)
Grants and
contracts related to research and other scholarly activities.
(A)
Competitive
extramural funding from the federal/state government and national/state
foundations.
(B)
Extramurally funded investigator initiated research,
example, industry sources.
(C)
Extramurally
funded research without peer review.
(D)
Industry
sponsored research with protocol developed by funding source.
(E)
Competitive
intramural funding.
(iv)
Acknowledgement
of research and scholarly activities.
(A)
Membership on
editorial boards, study section review panels, or grant selection
committees.
(B)
Election to offices, committee activities, and
important service to professional associations and learned societies, including
editorial work and peer reviewing as related to research and other creative
scholarly activities, serving as editor-in-chief
(C)
Honors and awards
for research or other creative activities.
(D)
Honorary
degrees
(E)
Honorary title at another academic
institution
(F)
Consultant activities in state, national, and
international groups engaged in scholarly activity endeavors; evidence of
competitive selection is advantageous.
(G)
Invitations to
testify before government groups concerned with research or creative scholarly
activities; evidence of impact is advantageous.
(H)
Award of patent
and licensing of technology.
(I)
Publication or
dissemination of peer reviewed software for patient care, practice or basic
research.
(J)
Dissemination of new practice methods (patient care and
managerial) into other healthcare systems; evidence of peer review is
essential.
(K)
Selection for membership on the graduate faculty or
service as a graduate student instructor/mentor/coach/
collaborator.
(L)
Peer acceptance of innovative new patient care
techniques as evidenced by acceptance in other healthcare systems, if
appropriate; evidence of peer review is essential.
(M)
Membership on
important professional expeditions or membership on healthcare teams through
involvement in development projects; evidence of competitive selection
processes is advantageous.
(N)
Special
fellowships for research or healthcare scholarly activities or selection for
tours of duty at special institutes for advanced learning; evidence of a
competitive selection process is advantageous.
(iii)
Academic service
(a)
The
standard
Academic service is oriented to the needs of the department, the university, and the university. All faculty, regardless of rank and academic appointment, have general academic service responsibilities. At the dean's discretion, selected faculty carry formal administrative responsibilities as university administrators. Definition of these formal administrative responsibilities and evaluation of administrative performance is guided by specific position descriptions. While central to the university's mission and operation, excellence in formal administrative service alone is insufficient for promotion and/or tenure.
(b)
Documentation
Evidence of academic service effectiveness may include, but is not limited to, records, attestations, or evaluations in the following areas:
(i)
Effective and
diligent advisement of students;
(ii)
Effective,
consistent, and reliable participation in departmental committees and ad hoc
advisory groups.
(iii)
Voluntary leadership in department committee
activity.
(iv)
Participation in the department mentoring
program.
(v)
Demonstrated willingness to volunteer for unexpected
teaching, practice, or service activities.
(vi)
Timely,
consistent, and thoughtful input into department planning retreats and
activities.
(vii)
Proactive problem identification and problem solving on
behalf of the department and university.
(viii)
Active and
visible participation and leadership in university-wide
committees.
(ix)
Voluntary advising to candidate organizations or
residency groups.
(x)
Organization of department or university-wide
professional service initiatives.
(xi)
Active,
consistent, and reliable attendance at departmental and university seminar
series.
(xii)
Active, consistent, and reliable attendance at faculty
applicant interview seminars and participation in the professional activities
of faculty and resident recruitment.
(xiii)
Reliable
representation of the university and department at local, state, national and
international professional association meetings.
(xiv)
Working toward
the betterment of the university and department.
(xv)
The university
faculty peer evaluation program.
(iv)
Public
service
(a)
The
standard
(i)
Faculty have, as a basic job responsibility, the provision
of public service. Public service activities are oriented to the public and
professional policy needs of society. Faculty who provide public service have
ongoing, direct contact with citizens and organizations in their practice and
research areas and provide educational needs assessment, program development,
training, consultation, and technical assistance in collaboration with local,
state, national and international leaders.
(ii)
Through
instruction, faculty furnish leaders and groups with objective research
results, clinical and other resource information for decision making. They
design and conduct feasibility studies, field test basic and applied knowledge,
develop procedural and technical manuals, and provide group instruction on and
off campus.
(iii)
All of this activity requires a high level of
scholarship, development of creative and focused methodologies, strong
information organization and media use, and written and oral presentations
exhibiting clarity and directness of expression. Many public service activities
have only an indirect relation to research and the health professions in the
pure sense but may lend themselves to publication in applied journals or other
suitable research/creative publications.
(iv)
Both the
university and the college of pharmacy are charged with the responsibility of
developing and carrying out a high quality education program. A crucial element
of that responsibility is a service program responsive to the larger society
that sustains the university and the college. The university and the college of
pharmacy distinguish between routine performance and service that draws upon
the breadth and depth of a faculty member's professional expertise and
scholarship. Faculty with responsibility in service must deliver it at a
quality reflecting that scholarship.
(b)
Documentation
Evidence of the effectiveness of public service contributions include, but is not limited to, the sources listed below.
(i)
Election to offices, committee activities and important
service to professional associations and learned societies.
(ii)
Program and
project coordination activities.
(iii)
Selection for
special activities outside of the state or nation.
(iv)
Honors, awards,
and special recognition for service activities.
(v)
Consultation and
technical assistance provided without monetary compensation.
(v)
Contributions to pharmacy practice/patient care
(a)
The
standard
(i)
Patient care, where applicable.
(ii)
The chief
purpose of the discipline of pharmacy practice (patient care) is the provision
of pharmaceutical care to faculty member's patients and larger patient
populations. Pharmacy practice by definition includes both direct
patient-centered interactions (example primary care, patient counseling,
etcetera) and practice management/ administration.
(iii)
Pharmacy
practice faculty may have pharmacy practice responsibilities as a routine
workload assignment.
(b)
Documentation
Evidence of pharmacy practice proficiency may include, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the individual's contributions.
(i)
Scholarship derived from practice.
(ii)
Certification
and recertification by specialty boards.
(iii)
Completion of
certificate programs (e.g. certified diabetes educator).
(iv)
Designation as a
fellow or other similar practice achievement recognition.
(v)
Objective
evaluation of practice effectiveness and quality through outcomes documentation
and analysis.
(vi)
Election to offices, committee activities, and
important service to professional associations and learned societies including
editorial work and peer reviewing as related pharmacy practice.
(d)
When evaluating recommendations for initial appointment
with tenure, the university tenure and promotions committee should be provided
with evidence of accomplishment comparable to the documentation required of
faculty members seeking tenure at the conclusion of their probationary period.
Such documents will include, at a minimum, the following:
(i)
A current,
comprehensive and complete curriculum vitae
(ii)
Support letters
from the search committee and from the chair of the department in which the
appointment will be made if approved
(iii)
Any other
documents provided to the search committee in support of the proposed
appointment
The university tenure and promotions committee may, with the consent of the dean, request that letters of recommendation from external reviewers be solicited by the recommending authority (dean or search committee). Such letters will be requested only when the documentation supporting the proposed appointment is insufficient to determine if one or more criteria for awarding tenure have been met.
(K) Annual evaluation
The performance of all tenure-track faculty will be evaluated annually by the department chair. The evaluation will provide for constructive feedback to the faculty member.
(L) Procedures for processing appointments, promotion and tenure
(1)
Appointment
(a)
The authority for the creation or filling of a
tenure-track position resides with the board of trustees or its
designee.
(b)
Where appropriate, when a tenure-track position has
been authorized, the department chair will propose a search committee to the
dean who will appoint the committee.
(c)
The/search
committee shall forward its recommendation to the department chair. The
department chair will forward it to the dean.
(d)
When evaluating
recommendations for initial appointment with tenure, the university tenure and
promotions committee should be provided with evidence of accomplishment
comparable to the documentation required of faculty members seeking tenure at
the conclusion of their probationary period. Such documents will include, at a
minimum, the following:
(i)
A current, comprehensive and complete curriculum
vitae
(ii)
Support letters from the search committee and from the
chair of the department in which the appointment will be made if
approved
(iii)
Any other documents provided to the search committee in
support of the proposed appointment
(iv)
The university
tenure and promotions committee may, with the consent of the dean, request that
letters of recommendation from external reviewers be solicited by the
recommending authority (chair or search committee chair). Such letters will be
requested only when the documentation supporting the proposed appointment is
insufficient to determine if one or more criteria for awarding tenure have been
met.
(e)
The university tenure and promotions committee will
forward its recommendation to the dean no later than thirty days after receipt
of the request.
(f)
Appointments which have been approved by the dean shall
be forwarded to the president for transmittal to the board of
trustees.
(2)
Promotion or tenure
(a)
The candidate's
rights include the right to:
(i)
A full, impartial and confidential review of his/her
credentials;
(ii)
Be informed by the dean of the university tenure and
promotions committee's recommendation, the department committee and department
chairs recommend the recommendations.
(iii)
To receive a
copy of the university tenure and promotions committees'
report.
(iv)
Appeal to the dean a recommendation to deny promotion
or tenure.
(b)
Notification for eligibility to stand for tenure
(i)
Notification
The department chair will confer in May with faculty who may or must stand for tenure consideration in the calendar year.
(ii)
Intent to stand for tenure or promotion
(a)
The process of
review for tenure will begin on June first of the year specified in the faculty
member's appointment letter. Modification of this date requires the written
approval of the dean.
(b)
By June first, a candidate for tenure or promotion
shall notify the department chair of the intent to stand for tenure or
promotion.
(c)
Process of
evaluation for tenure or promotion
(i)
Independent external evaluators
(a)
By June first,
the candidate must submit a list of suggested external evaluators to the
department chair.
(b)
By June fifteenth, a list of five or more independent
external evaluators will be identified by the candidate's department chair and
transmitted by the chair to the candidate. This list may or may not include
evaluators from the candidate's list.
(c)
Candidates have
the right to review the list of evaluators and provide reasons in writing
within five working days why any of the proposed individuals should not be
contacted.
(d)
The department chair, in consultation with the dean,
will determine whether the challenge will be upheld and the evaluator removed
from the list.
(e)
If an outside evaluator is removed from the list,
another may be added and the same right to challenge will
apply.
(f)
By June thirtieth, this process shall be
completed.
(ii)
Preparation of materials for independent external
evaluators
(a)
By June first, the candidate will submit to the department
chair one complete hard copy along with an electronic copy of his/her dossier
for external review. The department chair may elect to provide materials
electronically. External evaluators should be members of academia at or above
the rank the candidate is seeking and individuals with similar research as well
as a comparable administrative position (if the candidate holds an
administrative position).
(b)
By July fifteenth, the chair will determine the
interest and willingness of the external evaluator to serve in this capacity
and seek other evaluators if one or more decline.
(c)
The department
chair will prepare the packages containing the candidate's dossier, and a cover
letter requesting an evaluation of the candidate's scholarly
achievements.
(d)
Each candidate will be asked to verify that the
packages are accurate and complete before they are sent for review. Each
candidate will be asked to sign a document waiving access to these
evaluations.
(e)
By July thirtieth, the department chair will mail all
materials to the independent external evaluators. The chair will inform the
external evaluators in writing or electronically the university and college
criteria for promotion and/or tenure as well as that the deadline for receipt
of external evaluation is August thirtieth for consideration.
(iii)
Submission of completed dossier
(a)
By August
thirtieth, the candidate may supplement his/her dossier department chair with
other letters of support (in addition to external evaluations obtained by the
chair) as they deem appropriate but such letters will be met with greater
scrutiny during the review process.
(b)
By September
fifteenth, the department chair will submit (electronically) to the department
tenure and promotions committee chair the candidate's dossier letters of
support from external evaluators and other solicited letters of support. A
candidate may withdraw their application for any reason on or before September
fifteenth. After September fifteenth, voluntary withdrawal cannot
occur.
(iv)
Department tenure and promotions committee
recommendation.
(a)
By October fifteenth, the department tenure and
promotions committee chair will forward in writing the committee's
recommendation and reasons therefore, along with a record of the vote, to the
department chair.
(v)
Recommendation by
the department chair
(a)
The department chair shall review the recommendation
from the department tenure and promotions committee and the dossier along with
the external evaluations.
(b)
By November first, the department chair will submit to
the university tenure and promotions committee chair in writing a letter of
evaluation of his/her recommendation and one copy of the dossier, via the
office of faculty affairs .
(vi)
University
tenure and promotions committee recommendation
(a)
By December
first, the university tenure and promotions committee chair will forward in
writing the committee's recommendation and reasons therefore, along with a
record of the vote, and a copy of the dossier and the letters of evaluation by
the department chair to the dean, via the office of faculty
affairs.
(b)
By December fifteenth, the dean with assistance from
the office of faculty affairs will notify the candidate of the university
tenure and promotions committee in writing of the following and will provide a
copy of the report to each:
(i)
The university tenure and promotions committee's
recommendation;
(ii)
His/her own recommendation and the reasons therefore;
and
(iii)
The right to appeal a negative recommendation to the
dean.
(vii)
Appeal by the
candidate
(a)
By
January first, the candidate must notify the dean in writing of the intent to
appeal or the right is waived. The appeal will be scheduled in
January.
(b)
The dean may hear the appeal him/herself or may appoint
a three member appeal committee of tenured faculty to consider the matter. If
appointed, the committee will elect its own chair and will decide by a majority
vote to recommend upholding the recommendation of the tenure and promotions
committee.
(c)
The review should be concluded within thirty days from
the date of assignment.
(viii)
Recommendation
by the dean
(a)
The dean shall review the recommendation from the department
tenure and promotions committee, the department chair, the university tenure
and promotions committee and the appeal committee, if
appropriate.
(b)
By February first, the dean will notify the candidate
and the department chair in writing of his/her recommendation.
(c)
By February
first, the dean will transmit all reports with his/her recommendation to the
president.
(ix)
Recommendation by the president
(a)
By February
fifteenth, the president will make the final decision and will forward positive
recommendations for tenure or promotion to the board of trustees at its next
meeting.
(b)
Following the board of trustees approval, the president
will announce to the respective university dean those candidates who have been
approved for the award of tenure or promotion. The dean shall then notify the
candidate, through the office of faculty affairs.
(M) Procedures for comprehensive post-tenure review
A comprehensive post-tenure review will be undertaken when a faculty member receives three unsatisfactory evaluations in a six year period.
(1)
Review materials
The tenured faculty member under review shall submit current curriculum vitae, a listing of all courses taught over the previous six years, a summary statement of professional and scholarly activities and accomplishments, annual and teaching evaluations, faculty improvement leave reports, a summary of significant administrative accomplishments, and other materials deemed appropriate by the faculty member.
(2)
Review procedure
(a)
The review shall
be conducted by an ad hoc committee of five tenured faculty appointed by the
dean of the university in which the faculty member holds his or her primary
academic appointment.
(b)
The faculty member under review has the right but is
not obligated to meet with the committee conducting the review.
(c)
The committee
conducting the review shall review and consider the faculty member's current
responsibilities and duties and all materials submitted by the faculty member.
The review committee may solicit materials from the faculty member's department
chair.
(3)
Evaluation report
The final report of the committee and its recommendations shall be provided in writing to the faculty member, department chair, dean or dean's designee for review and action as necessary.
(4)
Consequences for unsatisfactory comprehensive
post-tenure review
(a)
Consequences of an unsatisfactory evaluation
The consequences of an unsatisfactory evaluation may include the faculty member's loss of university office or laboratory space, denial of salary increases, or sanctions as set forth in the rules. The loss of office or laboratory space and the denial of salary increases do not constitute sanctions as set forth in the rules and do not require the university to provide the due process protections set forth therein.
(b)
If a sanction as set forth in the rules is recommended,
the procedures set forth in rule 3349-3-40 of the Administrative
Code will be employed.
1 The following designations, if awarded, would occur at a time when the faculty member would be transferred to a nontenure-track position through retirement.
Replaces: 3349-3-21
Disclaimer: These regulations may not be the most recent version. Ohio may have more current or accurate information. We make no warranties or guarantees about the accuracy, completeness, or adequacy of the information contained on this site or the information linked to on the state site. Please check official sources.
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