Current through all regulations passed and filed through September 16, 2024
(A)
Definitions
(1)
"Affiliated
faculty." A non-tenure track faculty member who is non-salaried or whose
primary role is not as a faculty member. These faculty have roles that are
generally limited to formal and informal teaching on a periodic
basis.
(2)
"Board certification." Certification received by a
pharmacist who has passed the certification and applicable mandatory
recertification examinations of the board of pharmaceutical
specialties.
(3)
"Candidate." An individual who is requesting review of
their credentials for appointment and promotion.
(4)
"College." The
college of pharmacy will be referred to as the "college" for purposes of this
appendix.
(5)
"College appointment and promotion committee."
Committee appointed by the dean to consider appointment and/or promotion and
make recommendations to the dean.
(6)
"Curriculum vitae
(cv)." The curriculum vita 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 professional/public
service, and the practice of pharmacy.
(7)
"Days." Days as
used in this document are working days.
(8)
"Development
plan." A document describing the proposed activities in teaching, service, and
scholarly activity in which a faculty member is currently engaged or planning
to engage over the next academic year(s).
(9)
"External
evaluator." An external evaluator is an individual who is external to the
university and is qualified to assess the candidate's achievements and
reputation.
(10)
"Full-time faculty appointment" or "full-time
appointment." Full-time faculty are faculty who receive a full-time salary
from:
(a)
The
university;
(b)
An associated or affiliated teaching hospital,
healthcare provider, or health agency;
(c)
A combination of
the sources listed in paragraph (A)(10)(a) and paragraph (A)(10)(b) of this
rule.
(11)
"Joint appointment." Non-tenure track appointment that
is awarded to faculty who already hold an academic appointment within the
university.
(12)
"Letter of offer." The letter of offer is a document
initiated by the college and sets forth certain conditions of the offer of
employment but does not constitute a contract. Any previous experience to be
counted toward a faculty member's time in rank may be negotiated prior to the
offer and will be documented in the letter of offer. Any modifications to the
letter must be in writing and agreed to by both parties.
(13)
"Limited faculty
appointment." Appointments for faculty whose academic contributions to the
college are limited in time or scope and carry the prefix "adjunct,"
"research," or "visiting."
(14)
"Mentor." A
faculty member who has formally agreed to serve as an advisor and who helps
another faculty member reach his/her personal and/or professional
goals.
(15)
"Midpoint review." A formal evaluation of a candidate's
midpoint review dossier that occurs approximately halfway through the
candidate's promotion cycle. The formal evaluation may include interviews with
the candidate, mentor or equivalent representative and provides written
guidance on progression toward promotion and recommendations for future
activities.
(16)
"Midpoint review dossier." A file containing the
candidate's documents submitted for midpoint review. The file must include a
current and complete curriculum vitae, a letter of offer, documented activities
in teaching, service, and scholarly activity, a self-reflective narrative
evaluation of performance and accomplishments, and a development
plan.
(17)
"Notice of non-reappointment." A notice of
non-reappointment is a written notification by the dean that the college
intends to terminate a faculty member's appointment at a specified
time.
(18)
"Non-tenure track position." A faculty appointment that
does not include the eligibility to apply for tenure.
(19)
"Part-time
appointment." Faculty with part-time appointments are those who receive regular
supplemental payment from the university, an associated or affiliated teaching
hospital, healthcare provider and/or health agency for part-time activity
carried out under the auspices of the university.
(20)
"Pharmacy
education appointment." One of two types of affiliated appointments referring
to university employees outside of the college of pharmacy who contribute to
the development, implementation, administration, assessment, and/or evaluation
of curricular offerings within the college.
(21)
"Preceptor
appointment." One of two types of affiliated appointments referring to
individuals who are not university employees and are either residents (clinical
instructor) or individuals involved in experiential teaching at their sites of
employment (clinical assistant professor, clinical associate professor, or
clinical professor).
(22)
"Promotion dossier." A file containing the candidate's
documents submitted for consideration for promotion. The file must include a
current and complete curriculum vitae, documented activities in teaching,
service, and scholarly activity, a self-reflective narrative evaluation of
performance and accomplishments.
(23)
"Salaried
faculty." A tenured, tenure track, or non-tenure track faculty member that is
full-time, part-time, or co-funded and whose primary role is as
faculty.
(24)
"Unit." A standard measurement used to calculate
credits toward faculty rank.
(25)
"Vice president
for academic affairs." The chief academic officer of the university
(hereinafter may be referred to as VPAA).
(B)
Academic ranks
and appointment types
(1)
The following academic ranks have been established for
non-tenure-track faculty:
(a)
Professor,
(b)
Associate
professor,
(c)
Assistant professor, and
(d)
Instructor,
(2)
Faculty
appointments are subject to periodic review for reappointment and
non-reappointment with all the rights and responsibilities as set forth in rule
3349-3-01 of the Administrative
Code. They may or may not have a limiting prefix.
(3)
Limited
appointments.
The following appointments may be
awarded to persons whose academic contributions to the college are limited in
time or scope. For persons holding rank at another accredited institution of
higher education, the rank awarded will usually be consistent with the rank
held at the primary institution.
(a)
"Adjunct
appointments" are for persons whose academic contributions to the college are
primarily teaching and for whom another category of appointment is not
appropriate. The prefix "adjunct" is added to the rank.
(b)
"Research
appointments" are for persons whose contributions to the college are primarily
investigational. The prefix "research" is added to the rank.
(c)
"Visiting
appointments" are for persons from other institutions who are temporarily
involved in programs of the college of pharmacy or for college supported
residents or fellows (instructor rank). The prefix "visiting" is added to the
rank.
(4)
Joint appointments
(a)
These
non-tenure-track appointments may be awarded to faculty who already hold an
academic appointment within the university.
(b)
Joint
appointments may be made only when a faculty member participates in teaching,
service, or scholarship in a department, other than the faculty member's
primary department, to a significant degree and when such teaching or
scholarship is expected to be of long duration.
(c)
Such appointments
require the recommendation of the chair of the department in which the
secondary appointment is sought. The chair of the faculty member's primary
department must concur.
(5)
Resident/fellow
appointments
A resident or fellow who teaches
pharmacy students may be eligible for rank as instructor. This appointment is
considered temporary and will automatically terminate upon the completion of
the training program. Residents or fellows who are employed by the university
will have "visiting instructor" appointments while those who are employed
elsewhere will have "clinical instructor" appointments.
(6)
Appointments
solely within the purview of the dean
The dean, working with the support of
the office of faculty affairs, shall solely review and approve recommendations
for appointment in the following categories upon recommendation by the
department chair in whose department the appointment is sought. The dean may,
at his/her discretion, forward an application to the college appointment,
promotion and tenure committee.
(a)
All appointments
at the rank of instructor;
(b)
Preceptor track
appointments at the rank of clinical assistant professor;
(c)
Adjunct or
research appointments, if the recommended rank is consistent with the
appointment the faculty member holds at another accredited institution of
higher education;
(d)
Visiting or adjunct appointments, if the recommended
rank is consistent with the faculty member's qualifications or appointment at
another accredited institution of higher education or commensurate with
experience and seniority if the faculty member holds an appointment in
industry, a federal agency or a similar environment.
(e)
Retired
appointments.
(C)
Titles of
distinction
(1)
Distinguished
The title "distinguished" 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 college.
Distinguished titles may also be conferred upon individuals known nationally or
internationally who have made significant contributions to his/her discipline.
This title will be awarded in accordance with paragraph (N) of rule
3349-3-01 of the Administrative
Code.
(2)
Emeritus
(a)
Rule statement (board of trustees rule reproduced here
for informational purposes; this rule may only be amended by an action of the
board of trustees.)
(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 may be made by
the dean, president, or chair of the board of trustees for a faculty member 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 will 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.
(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)
A 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 CV
for the nominee and a letter of recommendation supporting:
(a)
The nominee's
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, even of the advisory committee should one be established) should be
forwarded (electronically) to the office of the VPAA.
(v)
The VPAA will
confirm that the materials are complete and will present the materials to the
president.
(vi)
The dean may choose to interview the faculty candidate
and must approve the candidate 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)
Rights,
responsibilities 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 the VPAA for a complete listing
of all rights, responsibilities and privileges.
(3)
Utilization of college resources by a faculty member holding
a title of distinction will be individually determined by the department chair
with the concurrence of the dean and president.
(D)
Basic principles
for appointment, promotion and reappointment
(1)
Appointment
(a)
Appointment to
the faculty is a privilege, not a right. 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 in
paragraph (G) of this rule.
(b)
The candidate has
the right to a full, impartial and confidential review of the credentials
submitted.
(c)
Faculty with non-tenure-track appointments are expected
to contribute to the teaching, scholarship, and/or service programs of the
college in a manner consistent with the mission of the respective department
and in accordance with the candidate's letter of offer.
(d)
Considerations
include, but are not limited to:
(i)
Possession of an appropriate terminal degree or
exceptions as justified by the candidate's department chair and approved by the
dean and president;
(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;
(v)
Ability to assume responsibility for professional
services and administration of health and/or academic services;
and,
(vi)
Ethical, professional performance.
(e)
A
non-tenure-track appointment is made with the expectation that it will continue
until a termination notice is given by either the candidate or the college of
pharmacy in accordance with rule
3349-3-01 of the Administrative
Code. Any time accrued under nontenure-track appointments will not count toward
appointment or any probationary period on the tenure track.
(2)
Promotion
(a)
A candidate is encouraged to apply for promotion after
a minimum time in rank. A candidate is required to submit a midpoint review for
promotion to the college appointment and promotion committee. The midpoint
review process will enable the committee to review the candidate's development
plan, midpoint review dossier, and supporting materials in order to provide
written recommendations for continued performance improvement in regards to
promotion.
(b)
Promotion may be made after the minimum time in rank
and contributions commensurate with the higher rank have been achieved. The
college appointment and promotion committee will consider any specific
exceptions or requirements set forth in the candidate's letter of offer or
amendments thereto.
(c)
In evaluating the candidate's performance, the
weighting of the evaluation areas may vary. 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.
(3)
Reappointment
(a)
Reappointment to
the faculty is not automatic.
(b)
The decision to
renew a faculty appointment will be based upon the activities of the faculty
member since the last review and the needs and resources of the
college.
(c)
Once a candidate has achieved a rank level, the
candidate will not be reduced in rank.
(d)
A recommendation
for non-reappointment is not considered a dismissal for cause, and as such
cannot be appealed.
(E)
Structure and
function of the college appointment and promotion committee ("committee")
(1)
Composition
The committee consists of six faculty
members appointed as described in rule
3349-3-71 of the Administrative
Code. While it is preferable to draw all committee members from the college
faculty, the dean may in his/her discretion appoint qualified faculty from
outside the college.
(2)
Responsibilities
(a)
Midpoint review
(i)
The committee
will evaluate the candidate's development plan, midpoint review dossier, and
any supporting material in light of the criteria for appointment and promotion,
taking into account any special considerations regarding the role,
responsibilities, and assignments of the candidate as outlined in the
candidate's letter of offer, and provide written recommendations regarding
areas for continued growth and improvement in order to prepare for
consideration for promotion.
(ii)
Evaluation - the
committee, during its evaluation, may:
(a)
Interview the
candidate;
(b)
Interview the candidate's mentor, and/or equivalent
representative;
(c)
Request any additional information pertinent to the
evaluation; and,
(d)
Seek confidential external advice, if the candidate
signs a waiver, as it deems necessary.
(iii)
Recommendations
- the committee will provide, in writing, guidance regarding the candidate's
midpoint review dossier and recommended areas for continued growth and
improvement in order to prepare for consideration for promotion in accordance
with time in rank requirements. The written guidance will be provided to the
candidate and the department chair. This written recommendation will include
the following:
(a)
Feedback on the contents of the midpoint review dossier
(e.g., items missing or extraneous; items needing further
clarification);
(b)
Areas in which the candidate currently meets criteria
for promotion;
(c)
Areas in which the candidate currently is deficient in
regards to the criteria for promotion. This should include recommendations
and/or examples for which the criteria for promotion is not currently met and
how criteria can be achieved;
(d)
Consideration for
resubmission of the midpoint review. If the committee determines that
significant deficiencies exist in the candidate's midpoint review dossier, the
committee may recommend resubmission in order to assess continued progress
towards the requirements for promotion. This should include a specific timeline
in which the midpoint review should be resubmitted to the
committee.
(iv)
Timeline
(a)
The candidate is required to undergo a midpoint review
process approximately halfway through their promotion cycle. This would be at
the completion of either year two or three for candidates at the assistant
professor rank applying for promotion to associate professor and at the
completion of either year three or four for candidates at the associate
professor rank applying for promotion to professor.
(b)
There will be two
midpoint review cycles; summer cycle and winter cycle. The candidate will
submit a letter of intent for midpoint review by June first for the summer
cycle or by December first of the winter cycle during academic year in which
he/she will undergo the midpoint review.
(c)
The candidate
will submit his/her development plan, midpoint review dossier, and supporting
materials by July first for the summer cycle or January first for the winter
cycle during the academic year in which he/she will undergo the midpoint
review.
(d)
The committee will provide written recommendations for
further growth based on the candidate's midpoint review by no later than
December thirty-first for the summer cycle and by no later than June thirtieth
for the winter cycle. The recommendations should include feedback completed
prior to the candidate's annual evaluation review and workload development for
the next academic year.
(b)
Promotion
(i)
The committee
will evaluate the promotion dossier in light of the criteria for appointment
and promotion, taking into account any special considerations regarding the
role, responsibilities and assignments of the candidate as outlined in the
candidate's letter of offer, and make recommendations to the dean of the
college of pharmacy.
(ii)
Evaluation - the committee, during its evaluation,
may:
(a)
Interview the candidate;
(b)
Interview the
department chair or other appropriate faculty members, after notifying the
candidate;
(c)
Request any additional information pertinent to the
evaluation; and,
(d)
Seek confidential external advice, if the candidate
signs a waiver of access to the advice, as deemed necessary.
(iii)
Recommendations - the committee, by majority vote, will
recommend one of the following and forward to the dean:
(a)
Approval of the
request for appointment or promotion as submitted;
(b)
Approval of the
request for appointment or promotion with a revised rank or
title;
(c)
Disapproval of the request for appointment or promotion
as submitted. The committee will transmit the recommendation and the reasons
therefore to the dean and the department chair.
(iv)
Recommendations
Committee recommendations are forwarded
to the dean to review when evaluating the materials to develop his/her
recommendation regarding promotion. The dean may accept or reject the
recommendation of the committee and the timeline shall proceed as described in
paragraph (J) of this rule.
(F)
Salaried faculty - requirements and time in rank
(1)
Requirements
The required levels of development for
candidates are classified as follows:
(a)
Intent
level
The level of intent describes a
candidate who is in the planning stages of developing a teaching portfolio,
service record, and scholarly activity documentation.
(b)
Pursuit
level
The level of pursuit describes a
candidate who is actively developing or engaging in their teaching activities,
service requirements, and scholarly activity. Quality of the activities will be
weighted more than the quantity of activities. It is recognized that faculty
roles and responsibilities change over time. Pursuit level provides credit for
services or activities that were developed or engaged in, but are no longer
active, and new activities. Pursuit in teaching should demonstrate a
progression of teaching with a clearly developed teaching philosophy.
Candidates should engage in service as an active participant and consider
stepping into leadership roles. Scholarly activities must include at least one
peer-reviewed publication outlined in paragraph
(G)(2)(b)(i)(a) and/or paragraph
(G)(2)(b)(i)(b) of this rule.
(c)
Acquisition
level
The level of acquisition describes a
candidate who is engaged in sustained activity with national or international
recognition by their colleagues ; with a teaching portfolio that includes a
clear teaching philosophy and evidence of consistent, quality performance in
all teaching activities; service activities reflect consistent quality
contributions and should include leadership roles; and a scholarly activity
portfolio that is well established and reflects consistent, quality
contributions, and must include contributions outlined in paragraph
(G)(2)(b)(i)(a) and/or paragraph
(G)(2)(b)(i)(b) of this rule.
(2)
Ranks
(a)
Assistant
professor
Candidates qualified for this rank are
competent to; demonstrate intent by developing a practice, if appropriate for
their position and institution, fulfilling teaching and service
responsibilities, and beginning to build professional/public service and
scholarly activity experience.
(b)
Associate
professor
Candidates appointed to or promoted to
this rank demonstrate evidence of pursuit in all three areas (e.g., teaching,
service, and scholarly activity). These candidates fulfill their faculty
responsibilities and are recognized as active participants at the college and
their practice sites, if applicable.
(c)
Professor
Candidates appointed to or promoted to
this rank demonstrate a level of acquisition in all three areas (e.g.,
teaching, service, and scholarly activity). These candidates should be
recognized as leaders at their practice site (if applicable), college and/or
university, region, state, and on the national or international
level.
(3)
Time in rank
(a)
Assistant
professor to associate professor
(i)
The minimum time in rank prior to promotion to
associate professor is five years. In exceptional circumstances, if recommended
by the department chair and approved by the dean, a candidate may be considered
prior to that time.
(ii)
Prior service may be counted toward the time in rank
requirement if specified in the letter of offer or an amendment
thereto.
(b)
Associate professor to professor
(i)
The minimum time
in rank prior to promotion to professor is seven years. In exceptional
circumstances, if recommended by the department chair and approved by the dean,
a candidate may be considered prior to that time.
(ii)
Prior service
may be counted toward this requirement if specified in the letter of offer or
an amendment thereto.
(c)
Upon the
recommendation of the department chair and with the concurrence of the dean,
exceptions to the considerations outlined herein may be granted.
(G)
Salaried faculty - appointment and promotion standards
and documentation
Standards and documentation for initial
appointment and promotion include but are not limited to:
(1)
Contributions to
the educational program of the college
(a)
The
standard
Teaching is a central mission of the
university and its component colleges. A candidate's teaching quality is
documented by evidence of clear teaching philosophy, review of teaching
materials, recognition and feedback from students, alumni and peers. Positive
contributions to the learning environment and curriculum may also support a
candidate's record of teaching.
(i)
Faculty are
expected to carry out teaching assignments made by the department chair.
Teaching of pharmacy students, medical students, graduate students and post
graduate students, and fostering interprofessional education in
university-sponsored programs will be of primary importance.
(ii)
Teaching of
one's colleagues and other health professionals in university-sponsored
programs is recognized as a contribution to the educational program of the
university and/or college. These activities include, but are not limited to,
formal continuing education programs, faculty development programs, scientific
seminars, workshops, and conferences. Teaching in other areas may be considered
but will be given less weight.
(iii)
The faculty
member should demonstrate substantial ability in presenting concepts and
information, teaching problem solving, research and laboratory techniques,
developing professional attitudes, evaluating students and conducting
remediation, innovative curriculum and teaching initiatives, and nationally or
internationally prominent educational activities.
(b)
Documentation
(i)
Evidence of teaching at either the level of pursuit or
acquisition may include, but is not limited to, the sources listed in this
paragraph. In joint endeavors, the evidence should specify the extent of the
individual's contributions. Such contributions include, but are not limited
to:
(a)
Honors
or special recognitions for teaching accomplishments (e.g., master teacher
guild, faculty of the year award);
(b)
Peer evaluations
of expertise in instruction;
(c)
Effectiveness
shown by a representative sample of student evaluations and accomplishments
across multiple years;
(d)
Evidence of innovation in course or curriculum
development, pedagogical strategies and/or assessment methods;
(e)
Evidence of
diverse student performance opportunities;
(f)
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;
(g)
Demonstration of
scholarly and/or theoretical underpinnings related to teaching.
(ii)
There
must be evidence that the candidate is engaged in educational activities that
are appropriate to their appointment. Such activities include, but are not
limited to:
(a)
Role as a course director, co-director or
preceptor;
(b)
Presentation of seminars, tutorials, or use of active
learning or innovative teaching models;
(c)
Preparation of
syllabi, course and examination materials, and remediation;
(d)
Academic advising
and career guidance;
(e)
Obtaining external funding for educational
activities.
(f)
Service on and recognition by national educational
bodies are also important aspects of teaching excellence.
(2)
Scholarly activity
(a)
The
standard
Scholarly activities are central to the
mission of the university and is an expectation of all faculty. Given the
complexity of the university and its component colleges and the great diversity
of talent within, it is imperative that various kinds of work be recognized
through a broad vision of scholarship. Scholarly activity includes, but is not
limited to, the scholarship of discovery, integration, application and
teaching/learning. Scholarship is understood to include the traditional science
of inquiry, investigation and experimentation known as research. Scholarly
activity may also include participation in clinical trials and
commercialization, patent and technology transfer activities. While clinical
care alone is insufficient to merit promotion, clinical innovation and
improvement activities done in a scholarly manner and acknowledged to be of
regional or national importance are important indicators of
distinction.
(i)
The scholarly activity of non-tenure track faculty in
the college of pharmacy is more likely to focus in the categories of
integration, application, and teaching and learning as compared to the
scholarship of discovery. Scholarship of integration involves the synthesis and
interpretation of information across disciplines in a way that brings new
meaning to those facts, presentations and/or publications, among others.
Scholarship of application seeks to address social problems or make information
or ideas accessible to the public. Finally, scholarship of teaching and
learning involves discovery, evaluation and transmission of information about
the learning process.
(ii)
For scholarly activity to have value, it must be
distinguished from other aspects of the candidate's service roles and other
day-to-day activities. Key aspects that distinguish activities as scholarly
activity are that they must reflect one's professional and/or academic
expertise, be disseminated outside of one's institution, and engage or be
reacted to by peers external to one's institution.
(iii)
Clinical
innovation and improvement performed in a scholarly fashion and acknowledged to
be of regional, national and international importance are additional evidence
of readiness for promotion.
(iv)
Activity that
clearly demonstrates high quality and conforms to the highest ethical and legal
standards. Quality is stressed over quantity.
(v)
Standards and
expectations for scholarly activity may differ from one field to
another.
(vii)
Research collaborations. These include, but are not
limited to collaborations between departments, colleges and universities
regionally, nationally or internationally.
(viii)
Research
consultations. These include, but are not limited to, providing consultation in
study design, data analysis, measurement and evaluation.
(ix)
Intellectual
property development and activities in support of technology transfer and
commercialization.
(b)
Documentation
Evidence of scholarly activities
includes, but is not limited to, the sources listed below. In joint endeavors,
the evidence should specify the extent of the individual's
contribution.
(i)
Dissemination of scholarly activities includes, but is
not limited to:
(a)
Articles, abstracts, and other scholarly works
published by reputable journals, scholarly presses, publishing houses, or other
similar media that accept works 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
scholarly activities before professional, scientific, and educational
societies;
(d)
Published correspondence in scientific and/or
professional publications;
(e)
Monographs and/or
technical reports which are peer reviewed;
(f)
Publications
which do not undergo a peer review process may be considered as scholarship but
must be accompanied by other scholarly activities listed in paragraphs
(G)(2)(b)(i)(a) to (G)(2)(b)(i)(e) of this
rule.
(ii)
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, (e.g., industry
sources).
(c)
Extramurally funded research without peer
review.
(d)
Industry sponsored research with protocol developed by
funding source.
(e)
Competitive intramural funding.
(iii)
Acknowledgement of research and scholarly activities.
(a)
Membership on
editorial boards, study section review panels, or grant selection committees;
documentation of activities performed while holding these positions must be
provided for consideration.
(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.
(c)
Honors and awards
for research or other creative activities.
(d)
Consultant
activities in state, national, and international groups engaged in scholarly
activity endeavors; evidence of competitive selection is
advantageous.
(e)
Dissemination of new practice methods (patient care and
managerial) outside of one's institution; evidence of peer review and/or
measurable impact on patient care is essential.
(f)
Publication or
dissemination of peer reviewed software for patient care, practice or basic
research.
(g)
Invitations to testify before government groups
concerned with research or creative scholarly activities; evidence of impact is
advantageous.
(h)
Membership on important professional expeditions or
membership on healthcare teams that are involved in development projects;
evidence of competitive selection processes is advantageous.
(i)
Fellowships for
research or practice related scholarly activities or selection for tours of
duty at special institutes for advanced learning; evidence of a competitive
selection process is advantageous.
(j)
Documented
development of public policy and/or community health programs.
(3)
Service
Both the university and the college of
pharmacy are charged with the responsibility of developing and carrying out a
high-quality educational 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.
Service is a central mission of the
university and its component colleges. A candidate's service may exist in three
domains: academic, practice of pharmacy, professional/public. As a candidate
achieves higher rank, his/her service should be impacting a broader network of
students, trainees, colleagues, and disciplines. Faculty seeking promotion to
the rank of associate professor should have a minimum of academic service at
the pursuit level and one other service domain at the pursuit level. Faculty
seeking promotion to the rank of professor should have a minimum of academic
service at the acquisition level and one other service domain at the
acquisition level.
(a)
Academic service
(i)
The
standard
Academic service is oriented to the
needs of the department, the college, and/or the university. All faculty,
regardless of rank and academic appointment, have general academic service
responsibilities which contribute to the success of the university's students
and the profession of pharmacy throughout the university. At the dean's
discretion, selected faculty carry formal administrative responsibilities as
college administrators. Definition of these formal administrative
responsibilities should be included in the promotion dossier, but evaluation of
administrative performance is not included in the evaluation of service for
promotion.
(ii)
Documentation
Documentation of academic service
effectiveness may include, but is not limited to, records, attestations, or
evaluations in the following areas:
(a)
Active,
consistent, and reliable participation and leadership in department, college,
and university committees, task forces or ad hoc advisory
groups;
(b)
Reliable representation of the department, college
and/or university at local, state, national and international professional
association meetings;
(c)
Timely, consistent, and thoughtful input into
department planning retreats and activities;
(d)
Willingness to
volunteer for unexpected teaching, practice, or service
activities;
(e)
Proactive problem identification and problem solving on
behalf of the department, college, and/or university;
(f)
Organization of
department or college-wide professional service initiatives;
(g)
Effective and
diligent advising of students, student organizations, and/or
fraternities;
(h)
Effective peer teaching evaluation and
mentoring;
(i)
Active, consistent, and reliable attendance at faculty
applicant interview seminars and participation in the professional activities
of faculty and resident recruitment; and,
(j)
Active
participation in department, college, and/or university sponsored receptions
and outings.
(b)
Practice of
pharmacy service
(i)
The standard
The practice of pharmacy is service
oriented to the needs of the profession and/or community. The practice of
pharmacy includes pharmaceutical care provided to a candidate's patients, to
larger patient populations, and contributions to the profession. This may
include direct patient-centered interactions (e.g., primary care, patient
counseling, etc.), practice management and/or administration. Pharmacy practice
faculty may have pharmacy practice responsibilities as a routine workload
assignment.
Faculty furnish leaders and groups with
objective research results, as well as 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.
(ii)
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 candidate's
contributions.
(a)
Certification and recertification by specialty
boards;
(b)
Completion of certificate programs (e.g., certified
diabetes educator);
(c)
Designation as fellow or other similar practice
achievement recognition;
(d)
Honors, awards, and special recognition for practice
service activities;
(e)
Objective evaluation of practice effectiveness and
quality through outcomes documentation and analysis;
(f)
Election to
offices, committee activities, and important service to professional
associations and learned societies, including editorial work and peer reviewing
as related to pharmacy practice;
(g)
Service on local
and/or regional health-related board or committee;
(h)
Evaluation of
practice site responsibilities related to patient care, practice management
and/or administration, and implementation and/or management of technology.
Contributions in these areas must be associated with documented and measurable
impact on patient care, site operations or workflow, and/or services provided
at the site.
(c)
Professional/public service
(i)
The
standard
Faculty have, as a basic job
responsibility, the provision of professional/public service. Professional
service activities are oriented to the professional policy needs of society;
public service activities are oriented to public and professional needs of
society. Faculty who provide professional/public service may have ongoing,
direct contact with citizens and/or organizations in their practice and
research areas, provide educational needs assessment, program development,
training, consultation, and/or technical assistance in collaboration with
local, state, national, and international leaders. Activities may also be
involved with community service, volunteer opportunities or rule
development.
(ii)
Documentation
Evidence of the effectiveness of
professional/public service contributions includes, but is not limited to, the
following sources:
(a)
Election to offices, committee activities and important
service to professional associations and learned societies;
(b)
Selection for
special activities outside of the state or nation;
(c)
Honors, awards,
and special recognition for professional/public service
activities;
(d)
Participation as an active reviewer for professional
journals, textbooks, book chapters, poster abstracts, or other professional
publications;
(e)
Consultations, technical assistance and/or coordination
activities on projects within professional associations and clinical
sites;
(f)
Service on a community board or
committee;
(g)
Involvement in community outreach programs aimed at
improving health education/science;
(h)
Volunteering at a
community free or underserved medical clinic;
(i)
Volunteering in
the community, region, state, nation, or internationally
(j)
Participation in
university, college, or student community service projects (i.e. health fairs,
fund raisers, etc.);
(k)
Participation in humanitarian
trips.
(H)
Affiliated
faculty - requirements and time in rank
(1)
General
(a)
Preceptor
track
Individuals who are not university
employees and contribute primarily to the experiential teaching program of the
college. Pharmacists appointed at or promoted to this track have met all
requirements to practice pharmacy. Exceptions may be made if recommended by the
department chair and approved by the dean.
(b)
Pharmacy
education track
University employees outside of the
college of pharmacy who contribute significantly to the teaching, scholarship
and service missions of the college. Activities, in addition to teaching, may
include development, implementation, administration, assessment and/or
evaluation of core competencies, pedagogy, and curricular offerings.
Substantial contributions in the area of research and scholarly activity are
required at the rank of professor.
(c)
Specific
activities and weightings by track and rank level are described in paragraphs
(H)(2) and (H)(3) of this rule, and are listed in the activities table,
paragraph (H)(4) of this rule.
(d)
Time in rank for
affiliated faculty is the same as for salaried faculty, as described in
paragraph (F)(3) of this rule.
(2)
Preceptor track
criteria by rank level (a) Pharmacists
(a)Pharmacists
(i)
Clinical
instructor
(a)
In training as resident or fellow and has met all requirements for and is
appropriately licensed to practice pharmacy.
(b)
Involved in
educational activities that involve pharmacy students.
(ii)
Clinical assistant professor
(a)
Involved in
educational activities that involve pharmacy students and/or
residents.
(b)
Experience in a mentoring and/or supervisory role is
desired.
(iii)
Clinical associate professor
(a)
At least three
hundred educational activity units in the college over the three most recent
calendar years (two hundred seventy of the three hundred total units may be
attained through experiential teaching).
(b)
Experience in a
mentoring and/or supervisory role is required.
(iv)
Clinical
professor
(a)
At least four hundred fifty educational activity units in
the college over the three most recent calendar years (three hundred sixty of
the four hundred fifty total units may be attained through experiential
teaching.)
(b)
Demonstration of professional standing in organizations
appropriate to the discipline.
(c)
Experience in a
mentoring and supervisory role is required.
(d)
Written
attestation by department chair documenting teaching excellence.
(b)
Non-pharmacist healthcare professionals
(i)
Clinical
instructor
(a)
Involved in educational activities that involve pharmacy
students and/or residents.
(b)
Experience in a
mentoring and/or supervisory role is preferred.
(ii)
Beyond the level
of clinical instructor
The chair of the department in which
appointment or promotion is sought must write a letter certifying that the
professional's credentials and qualifications are appropriate for the academic
rank.
(3)
Pharmacy
education track criteria by rank level
(a)
Assistant
professor
(i)
Promise of intent in teaching, as well as service and scholarly
activity.
(ii)
Experience in a mentoring and/or supervisory role is
desired.
(b)
Associate professor
(i)
At least three
hundred teaching, service and scholarly activity units in the college over the
three most recent calendar years. A minimum of sixty of the three hundred total
units must be in the scholarly activity category.
(ii)
Significant
involvement in the education of pharmacy students and/or residents is
required.
(iii)
Experience in a mentoring and/or supervisory role is
required.
(c)
Professor
(i)
At least four hundred fifty teaching, service and
scholarly activity units in the college over the three most recent calendar
years. A minimum of one hundred fifty of the four hundred fifty total units
must be in the scholarly activity category.
(ii)
Significant
involvement in the education of pharmacy students and/or residents is
required.
(iii)
Significant involvement and leadership in department
and/or college committees.
(iv)
National
recognition in field of expertise, with a strong likelihood of maintaining such
recognition.
(v)
Experience in a mentoring and supervisory role is
required.
(vi)
Written attestation by department chair documenting
teaching and scholarly excellence.
(4)
Activities table
- specific weightings for preceptor and pharmacy education track affiliated
faculty
|
Activity
|
Units
|
3-year unit
maximum
|
|
Educational
activities
|
|
Experiential pharmacy student
and/or resident teaching
|
P1 preceptor - 5
units/student
P2 preceptor - 10
units/student
P3 preceptor - 10
units/student
P4 preceptor - 25 units/student
month
Resident preceptor 25
units/student month
|
150
1
|
|
Unstructured activities in
pharmacy education (e.g. Curriculum planning or meetings; tutoring; review
sessions; examination writing and review; collaborative work with other faculty
on curriculum, assessment, instruction; assessment or observation of faculty
teaching or precepting)
|
1 per session
2
|
150
|
|
Structured teaching on clinical
campus (e.g., lecture, grand rounds, ce presentation)
|
5 per session
|
150
|
|
Structured teaching at
rootstown campus
|
10 per session
|
150
|
|
Recipient of teaching
excellence award at the clinical campus and/or rootstown setting
|
10 per award
|
60
|
|
Professional development
advising team
|
10 per year
|
30
|
|
Course leadership (e.g. Course
director, clerkship director, course committees, module director)
|
15 per year
|
45
|
|
Co-investigator of a funded
educational grant
|
15 per grant
|
90
|
|
Recipient or co-recipient of a
funded educational grant
|
50 per grant
|
150
|
|
Other teaching activities as
approved by the department chair so long as they are not in conflict with the
specific activities and weightings set forth herein
|
30
|
|
Service
|
|
Membership on hospital health
care provider, or health agency committees
|
5 per committee per
year
|
30
|
|
Member of university or college
committee
|
10 per committee per
year
|
90
|
|
Service to or membership on
boards of regional or national pharmacy, medical, scientific, or public health
organizations
|
10 per board per
year
|
60
|
|
Chair of university or college
committee
|
15 per committee per
year
|
90
|
|
Activities that promote the
health of the community or profession of pharmacy
|
5 per activity per
year
|
15
|
|
Other service activities as
approved by the department chair so long as they are not in conflict with the
specific activities and weightings set forth herein
|
30
|
|
Research and scholarly
activity
|
|
Contributing investigator in a
clinical trial or study
|
5 per study
|
30
|
|
Co-investigator of a funded
research grant
|
15 per grant
|
90
|
|
Principal investigator or
co-principal investigator of a funded research grant
|
50 per grant
|
150
|
|
Grants reviewer at a national
level
|
25 per
organization
|
150
|
|
Journal reviewer for a refereed
journal
|
5 per article
reviewed
|
60
|
|
Case report in a refereed
journal
|
10 per publication
|
30
|
|
Published letter to the editor
in a refereed journal
|
5 per letter
|
30
|
|
Member of editorial board-peer
reviewed journal
|
10 per board per
year
|
60
|
|
Writing an invited editorial in
refereed journal
|
15 per editorial
|
90
|
|
Original publication in
refereed journal
|
25 per publication
|
150
|
|
Publication of a review
article
|
25 per publication
|
150
|
|
Publication of a book
chapter
|
50 per publication
|
150
|
|
Publication of a
book
|
75 per publication
|
225
|
|
Invited visiting professor
and/or guest lecturer outside own university
|
10 per
presentation
|
60
|
|
Editor refereed
journal
|
20 per journal
|
120
|
|
Assistant editor refereed
journal
|
15 per journal
|
90
|
|
Presentation at regional
meeting
|
15 per
presentation
|
60
|
|
Presentation at national
meeting
|
30 per
presentation
|
120
|
|
Consultant to externally funded
grant, medical or scientific organization or site or department
review
|
5 per consultation
|
30
|
|
Member of national consensus
panel 3
|
20 per panel
|
120
|
|
Scholarly
consultation
|
10 per project
|
90
|
|
Other research and scholarly
activities as approved by the department chair so long as they are not in
conflict with the specific activities and weightings set forth
herein
|
30
|
1 Clinical Associate Professor = 270
units may be claimed; Clinical Professor = 360 units may be claimed.
2 "Session". A period during which a
faculty member is engaged in teaching activities usually an hour in length
unless otherwise specified by department policy. Multiple units are not awarded
when more than one learner is present.
3National
Consensus Panel. A group of professionals sponsored by a national
organization who are charged with examining issues and arriving at general
agreement on policy, methodology, or other important courses of
action
(I)
Procedures for processing appointments
(1)
Search
committee
(a)
The department chair will recommend members of a search
committee for an authorized open non-tenure-track position to the dean. The
dean will appoint the committee which will be advisory to the
chair.
(b)
A duly constituted department search committee shall
function as the evaluating body for a candidate who is recruited through an
appropriate search process.
(c)
The search
committee shall forward its recommendation to the following, in sequence, for
review and recommendation: department chair, dean, and president. The president
will transmit the recommendation to the board of trustees for final
action.
(d)
The dean, with the support of the office of faculty
affairs, will notify the candidate and the department chair of the action of
the board of trustees.
(2)
No search
committee
(a)
In
the case where no search committee is involved, positive recommendation from
the department chair will be forwarded to the college appointment and promotion
committee and the dean, except those appointments which are solely within the
purview of the dean.
(b)
The office of faculty affairs shall forward the
recommendation to the college appointment and promotion committee who shall
review the material and provide their recommendation to the
dean.
(c)
The dean will make his/her own recommendation and
forward it and the recommendation of the college appointment and promotion
committee to the president for transmittal to the board of trustees for final
action.
(d)
The dean will notify the candidate and the department
chair of the action of the board of trustees, through the support of the office
of faculty affairs.
(3)
Affiliated
faculty
(a)
The
faculty candidate must submit a completed "appointment or promotion application
for non-tenure-track faculty", to the department chair.
(b)
The department
chair shall forward applications to the dean for candidates requesting
appointments that are solely within purview of the dean.
(c)
The department
chair shall review the applications and submit his/her own recommendation,
along with other application materials, to the college appointment and
promotion committee by way of the office of the faculty
affairs.
(d)
The college appointment and promotion committee shall
review the materials and provide their written recommendation to the dean that
includes the record of the vote.
(e)
The dean shall
review the recommendation and materials forwarded by the college appointment
and promotion committee and forward his/her own written recommendation along
with the recommendation from the college appointment and promotion committee to
the president for transmittal to the board of trustees for final
action.
(f)
The dean shall notify the candidate and the department
chair of the action of the board of trustees, through the office of faculty
affairs.
(J)
Procedures for
processing promotion
(1)
Salaried faculty
(a)
By June
first:
(i)
The
candidate must notify the department chair of intent to apply for promotion. In
the case of a department chair seeking promotion, notification will go to the
dean.
(ii)
The candidate must submit a list of suggested external
evaluators to the department chair, for promotion to full professor only. In
the case of a department chair or associate dean seeking promotion, the list of
evaluators will go to the dean.
(a)
External evaluators should be members of academia at or
above the rank the candidate is seeking. Ideally, they are individuals in
similar practice and/or research areas, and in similar administrative positions
in the case of faculty administrators who seek promotion in
rank.
(b)
At least one of the suggested evaluators should be
completely independent: individuals with whom the candidate has not had a
working relationship as a colleague or collaborator over the past five years,
or as a trainee or student over the past ten years.
(b)
By
June fifteenth:
A list of external evaluators will be
identified by the candidate's department chair and shared with the candidate.
This list may or may not include evaluators from the candidate's
list.
(c)
By June thirtieth, the list of evaluators will be
finalized as follows:
(i)
Candidate will review the list of evaluators and
provide reasons in writing within five working days why any of the proposed
evaluators should not be contacted.
(ii)
The department
chair, in consultation with the dean, will determine whether the challenge will
be up-held and the evaluator removed from the list.
(iii)
If an outside
evaluator is removed from the list, another may be added and the same right to
challenge will apply.
(d)
By July
first:
(i)
The
candidate shall submit one complete and verified copy of his/her promotion
dossier to his/her department chair.
(ii)
The candidate
may personally solicit and submit with his/her promotion dossier additional
letters of support (in addition to external evaluations solicited by the chair)
but such letters will generally have less impact.
(iii)
The department
chair may choose to use electronic means for distribution of materials
associated with this process.
(e)
By July
fifteenth, the department chair will:
(i)
Determine the
interest and willingness of the external evaluators to serve in this capacity
and seek other evaluators if one or more decline.
(ii)
Prepare packages
containing:
(a)
The candidate's promotion dossier;
(b)
The university
and college criteria for promotion; and
(c)
A cover letter
requesting an evaluation of the candidate's achievements, as compared to the
aforementioned criteria, to be received by August fifteenth.
(iii)
Request the candidate to:
(a)
Verify that the
package is accurate and complete and
(b)
Sign a document
waiving access to the external evaluators' evaluations.
(iv)
Transmit all materials to the external evaluator, using
electronic means if preferred.
(f)
By September
first:
(i)
A
candidate may withdraw their application for any reason on or before this date.
Voluntary withdrawal cannot occur thereafter.
(ii)
The department
chair will submit an electronic copy of the candidate's promotion dossier and
the letters received from external evaluators to the college appointment and
promotion committee.
(g)
By November
first, the department chair shall:
(i)
Review the promotion dossier and the external evaluator
evaluations.
(ii)
Submit to the college appointment and promotion
committee chair by way of the office of faculty affairs: a written letter of
recommendation, the promotion dossier, and all letters received from external
evaluators.
(h)
By December first:
The college appointment and promotion
committee chair will forward a written document to the dean that includes the
committee's recommendation, reasons therefore, and record of the vote by way of
the office of faculty affairs. All other materials (promotion dossier, letter
from the chair, letters from external evaluators) will also be forwarded to the
dean.
(i)
By December fifteenth, the dean will:
(i)
Review the
materials forwarded by the college appointment and promotion committee;
and
(ii)
Notify the candidate in writing of the following,
through the assistance of the office of faculty affairs:
(a)
His/her own
recommendation and reasons therefore;
(b)
The college
appointment and promotion committee's recommendation; and,
(c)
An explanation of
the appeal process in the case of a negative recommendation.
(j)
Appeal by the candidate
(i)
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.
(ii)
By February
first:
(a)
The
dean may hear the appeal him/herself or may appoint a three-member appeal
committee of salaried faculty to consider the matter.
(b)
If appointed, the
appeal committee will elect its own chair and will decide by a majority vote
whether or not to recommend upholding the recommendation of the dean. A written
report of the committee's deliberations and recommendation will be provided to
the dean.
(c)
The dean will review the appeal committee's
recommendation along with all other materials forwarded
previously.
(d)
The dean will notify the candidate and the department
chair in writing of his/her recommendation related to the
appeal.
(k)
By February
first:
The dean will transmit all reports with
his/her positive recommendations to the president.
(l)
By February
fifteenth:
The president will make the final
decision and will forward positive recommendations for promotion to the board
of trustees at its next meeting.
(m)
Following board
of trustees' approval:
(i)
The president will notify the dean those candidates who
have been approved for the award of promotion.
(ii)
The dean shall
notify the candidate and the department chair of the outcome of the board of
trustees' action, through the office of faculty affairs.
(2)
Affiliated faculty
(a)
By September
first:
(i)
The
candidate will submit a completed "appointment or promotion application for
non-tenure track faculty" to his/her department chair.
(ii)
The department
chair will submit the completed application to the college appointment and
promotion committee.
(b)
By October
first:
The college appointment and promotion
committee will return the promotion application to the department chair along
with a written document that includes the committee's recommendation, reasons
therefore, and record of the vote.
(c)
By November
first, the department chair will:
(i)
Review the recommendation from the college appointment
and promotion committee and the completed promotion
application.
(ii)
Submit his/her own written letter of recommendation to
the dean.
(d)
By February first:
The dean will transmit all reports with
his/her positive recommendations to the president.
(e)
By February
fifteenth:
The president will make the final
decision and will forward positive recommendations for promotion to the board
of trustees at its next meeting.
(f)
Following board
of trustees approval:
(i)
The president will notify the respective college dean
those candidates who have been approved for the award of
promotion.
(ii)
The dean shall notify the candidate and the department
chair of the outcome of the board of trustees' action, through the office of
faculty affairs.
(3)
Joint
promotions
(a)
An application for joint promotion will always be initiated through the faculty
member's primary department. Request for promotion to the secondary department
will be initiated by the chair of the primary department.
(b)
Promotion at
equivalent rank for the secondary appointment is not automatic but depends on a
positive recommendation from the chair of that department.
(K)
Performance evaluations and procedures for processing
reappointments and non-reappointments
(1)
Salaried
faculty
The performance of salaried faculty
(those with full and part-time appointment types, as defined in Paragraph
(k)(1) of this rule,) will be evaluated at least annually by the department
chair or the chair's designee as appropriate using the university "faculty
performance plan and evaluation" form. The evaluation will provide for
constructive feedback to the faculty member.
(2)
Affiliated
faculty
(a)
Affiliated faculty will be evaluated at least once every three years or more
often at the discretion of the department chair.
(b)
Evaluations will
be conducted by the department chair or the chair's designee, as appropriate
by:
(i)
Requesting an activity report from the faculty member
concerning college related activities; and
(ii)
Reviewing the
activity report using the initial appointment and promotion criteria as a
guideline.
(c)
Faculty will be notified in writing by March first of
any intention to recommend non-reappointment.
(i)
A faculty member
who disagrees with an intention to recommend non-reappointment may request a
meeting with the department chair within five business days of delivery of
notification to determine if the matter can be resolved prior to notification
of the dean.
(ii)
After the meeting, the department chair will notify the
faculty member and the dean of the final recommendation.
(iii)
The department
chair will forward recommendations concerning non-reappointments to the dean by
March fifteenth.
(d)
The dean's
positive recommendations will be forwarded to the president by April fifteenth
for transmittal to the board of trustees for final action.
(e)
In the event of
non-reappointment, the final date of appointment will be June thirtieth of the
same year.
