Overview of faculty rank, promotion and tenure policy
In presenting this policy on faculty rank, promotion and tenure at Xavier University School of Medicine, it is important to consider current faculty rank at the time of this policy; as such in making this recommendation the following considerations must be taken into account:
1. No faculty member who currently holds an academic rank should be reduced in rank by the adoption of this policy
2. Any faculty member who has currently been employed by the University for a period of time prior to the adoption of this policy, should have all time subsequent to 01 May 2008 credited towards advancement in terms of tenure and promotion
It is the overriding goal of this policy to enhance the recruitment and retention of qualified faculty into the University community, and not to penalize any currently serving faculty member by adoption of such.
Academic freedom and responsibility
In all educational activities, each faculty member has the freedom and the responsibility to choose the material and the format that will, in his or her judgment, best serve the objectives of the specific course syllabus, as well as of the educational program of Xavier University School of Medicine. The faculty member has the right to express opinions on matters pertinent to the subject to the appropriate Dean; he or she has the responsibility to make clear the distinction between information and opinion.
Each faculty member has the freedom to determine how to make contributions to his or her field, in education, research, or scholarship, and the responsibility to adhere to the ethical standards and the evidentiary criteria generally accepted by professionals in that field.
It is the duty of the administrative officers and of the trustees of XUSOM to assist and protect the faculty in the exercise of these responsibilities.
Standards of faculty conduct
By accepting membership in the university, an individual joins a community committed to free inquiry, intellectual honesty and respect for the dignity of others, and which is open to constructive change. The welfare, indeed the survival, of the academic community rests on the willing consent given by its members to the principles that guide their conduct. They all, faculty, students, administrators and staff, have the responsibility to take care that the highest standards of integrity be adhered to in the conduct of all academic affairs.
The university affirms the right of its members to organize and join associations, to convene and conduct public meetings, and to advocate and publicize their views by verbal means. It is entitled to expect from them that they maintain and affirm a continuing concern for the interests of the university as a whole.
Violations of standards of faculty conduct which can result in sanction include, but are not limited to: engaging in fraudulent or otherwise unethical conduct in academic affairs, or encouraging or tolerating such conduct in other members of the university; misuse of authority to harass, intimidate, or defame others; interference with the normal performance of duties and functions of members and invited guests of the university; theft or willful destruction of property of the university or of its members.
Application for tenure
Regular faculty members other than instructors and assistant professors are appointed as either tenure-track or non-tenure track, according to the provisions of this Policy. It is understood that most regular appointments of new faculty, unless specifically stated, are to be tenure-track appointments. The period of tenure-track before the award of tenure shall be based on the continued performance of the faculty member at a level which is consistent with the highest standards of the profession, and which are the same as those listed for consideration of promotion from assistant to associate professor.
An appointment with tenure extends without limit in time and assures the appointee of continued service without the need of recurring appointments. Tenure is instituted to recognize that the appointee has established himself or herself permanently in the regular activity of XUSOM and of the general academic community. Tenure is institution-wide in scope: once it is granted to a faculty member, subsequent faculty appointments at XUSOM, whether by promotion or by transfer to another academic unit or otherwise, shall also be made with tenure.
The period of tenure-track performance shall be not later than 72 months, beginning 01 May 2008 and thereafter. At the completion of 36 months of service at the grade of assistant, associate or full professorship, those wishing to apply for tenure shall make such application in writing to the respective Dean, with copies being sent to the Chief Academic Officer. For faculty who serve in both the medical and premedical programs, application should be made to both Deans. The respective Dean(s) shall then within fifteen days of application, appoint a committee consisting of themselves and at least two other teaching faculty who will make a recommendation to the Chief Academic Officer on whether to recommend tenure of the faculty member based upon their past performance and potential for future contribution to XUSOM as well as the profession. The recommendation of this committee shall be made within an additional fifteen days of the tenure request.
Following receipt of the recommendation by the committee for or against tenure, the Chief Academic Officer shall either endorse the decision of the Committee, or reject such. If the recommendation is to award tenure, and the Chief Academic Officer concurs, the Chief Academic Officer shall then recommend that the President of the University confer tenure on the said faculty member. If the recommendation is to not award tenure then the Chief Academic Officer may accept or reject the decision. If accepting such, the Chief Academic Officer will make recommendations to the applying faculty member on how they can strengthen their application for tenure, and state a period of no less than 12 months before the faculty member may again apply for tenure. If rejecting the proposal by the Committee that tenure not be awarded the faculty member, then the Chief Academic Officer makes recommendation to the Committee on appropriate changes to the Committee’s decision.
The Committee may in turn accept these changes, or reject such by appealing directly to the President of the University, whose decision is final.
Faculty members applying for tenure are allowed the right of appeal of any negative decisions by either the Committee or the Chief Academic Officer by appealing directly to the President of the University for reversal of previous decisions. The decision of the President is final.
A faculty appointment with tenure will terminate only if and when one of the following circumstances occurs: (1) retirement; (2) resignation; (3) death; (4) dismissal for cause, upon one or more of the grounds stated below (5) termination due to bona fide financial stringency of the entire institution so severe as not to be capable of relief by less extreme measures.
Dismissal for Cause
A person holding a faculty appointment with or without tenure may be dismissed for cause from employment by the university on one or more of the following grounds:
1. Demonstrable incompetence – such as consistently poor performance of students on internal and NBME Shelf exams, consistently poor student and/or peer evaluations, and so forth
2. Moral turpitude – such as inappropriate romantic or sexual relationships with students
3. Violation of the criminal law – such as it places the institution or members of the university community in jeopardy
4. Persistent and willful violation of standards of faculty conduct – such as excessive tardiness to class and other university activities, disrespectful attitude towards other members of the university community, and so forth
To dismiss a faculty member for cause, there must be concurrent findings by the Chief Academic Officer and the duly constituted ad hoc Faculty Review Committee that this action is justified, and these findings must have been arrived at by following in good faith university procedures. For the dismissal to become effective, these findings must be concurred in and approved by the President of the University and the Board of Trustees.
Should the charges aimed at the dismissal for cause of a faculty member appear to the President of the University to involve gross misconduct, meaning that they are of such gravity and of such a nature as to render the person unfit for continuing association with students, or to constitute an immediate and substantial danger to life or to property of the university or of members of the university community, the President of the University may, at the time he or she initiates the process aiming at dismissal by formulating those charges or at any later time during the process, suspend the faculty member with pay.
A dismissal becomes effective when notice of the final decision of the Board of Trustees is given to the dismissed faculty member by the President of the University in writing by first-class mail to his or her last known home address. The dismissed faculty member shall have pay revoked from the date the decision is made by the Board of Trustees and the first-class mail notice is sent.
Sanctions
Sanctions other than dismissal may be imposed on a faculty member on the same grounds listed in the Dismissal for Cause section, or for knowingly committed violations of standards of faculty conduct that are not of such gravity or of such a nature as to merit dismissal. Such sanctions shall be imposed by the Chief Academic Officer following the procedures prescribed in the subsection on Procedure of the present section of this Policy.
Sanctions that may be imposed in this manner include, but are not limited to: reduction in salary; embargo on the consideration of salary increases for a specified period of time; prohibition of proposing, through the university, some or all sponsored research or other grants for a specified period of time; censure; public apology to the university community; or probation. Sanctions imposed shall not exceed 180 days. In order for sanctions to be lifted, input must be provided to the Chief Academic Officer on performance by the faculty member during the period of sanction by the Faculty Development Committee. The imposition of a sanction is not a subject of public announcement. When the very nature of the sanction requires disclosure (e.g. public apology), the disclosure shall be made only to the extent strictly required.
Procedures for dismissal
Initiation
A procedure aimed at dismissing a faculty member for cause shall be initiated by the President of the University, or his appointee, after consultation with the appropriate Department Head, Dean(s), and the Chief Academic Officer.
The decision to initiate the procedure may be preceded in some cases, when permitted or required under policies established by the university, by a formal process of inquiry, or of inquiry and investigation. The President of the University, or his appointee, shall initiate the procedure by communicating to the faculty member in writing a summary statement of the grounds on which a dismissal for cause or the imposition of another sanction is sought, as well as the specific nature of the proposed sanction, and advising the faculty member of the procedure to be followed and of the options available to him or her.
Suspension
If the evidence leading the President of the University, or his appointee, to initiate a procedure for the dismissal for cause of a faculty member appears to the President of the University to involve gross misconduct, as defined in the section on Dismissal for Cause of this Policy, the President of the University may, when initiating the procedure or at any later time during the procedure, suspend the faculty member with pay. The suspension shall become effective upon notification in writing to the faculty member. The Faculty Review Committee shall be informed of the suspension. A suspension may be revoked by the President of the University at any time. If not revoked earlier, a suspension shall remain in effect until the final disposition of the initiated procedure.
Statement of charges
Within fifteen days of the completion of the proceedings of the Faculty Review Committee, or if the communication to the President of the University of the faculty member's waiver of the appointment of an Faculty Review Committee, the President of the University, or his appointee, if he or she has decided to continue the initiated procedure, shall communicate to the faculty member in writing a statement of charges, which is a formal statement specifying the grounds upon which dismissal for cause or the imposition of sanctions is sought, the particular charges made on those grounds, the proposed disposition (dismissal for cause or another specific sanction), the detailed procedure to be followed and the procedural rights accorded to the faculty member.
If the charges in a procedure for dismissal for cause involve gross misconduct, as defined in the subsection on Dismissal for cause of the present section of this Policy, the statement of charges shall include a declaration to this effect, whether the President of the University has, in consequence of these charges, suspended the faculty member or not. The statement of charges shall in particular inform the faculty member that a hearing on the charges will be conducted by the Faculty Review Committee at a specified time and place. The time of the hearing shall be set not later than forty-five days after the communication of the statement of charges.
No later than ten days before the date set for Faculty Review Committee hearing, the faculty member should respond in writing to the statement of charges, in order to answer the charges made there; at that time, the faculty member may also indicate whether he or she waives the holding of the hearing before the Faculty Review Committee
Faculty Review Committee policies
The President of the University, or his appointee, shall promptly provide the Faculty Review Committee with the statement of charges and with the faculty member's response, and the Committee shall begin its examination of the case by considering these documents. Whether a hearing is to be held or the holding of a hearing is waived by the faculty member, the Faculty Review Committee may request relevant information from any person it considers appropriate, and it shall have access to all the relevant documentation under the control of the university.
If a hearing is to be held, it is the faculty member's privilege to decide whether the hearing shall be private or open to the university community. If any facts are in dispute, the testimony of witnesses and other evidence concerning the charges in the President of the University's statement of charges shall be presented at the hearing. The President of the University or a university officer of the President of the University's choice may attend the hearing in person, and the President of the University may designate a representative to assist in developing the case. The Ad Hoc Committee determines the order of proof, conducts the questioning of witnesses, secures, if necessary, the presentation of relevant evidence and controls the course of the hearing.
The faculty member shall have the option of assistance by counsel. The Faculty Review Committee may assist the faculty member, if necessary, in securing the attendance of witnesses at the hearing. The faculty member and his or her counsel, as well as the President of the University's representative, shall have the right to question all the witnesses who testify in person at the hearing. The faculty member has the right to be confronted by all witnesses testifying in support of the charges. When a witness is unable to appear at the hearing, a sworn deposition, made in the presence of the faculty member and his or her counsel, who shall have the right to question the witness, may be admitted as evidence. All the evidence admitted shall be duly recorded, and a transcript of the hearing shall be prepared.
Decision of the Faculty Review Committee
The Faculty Review Committee shall make its decisions in conference on the basis of the evidence collected and the arguments of the President of the University's representative and of the faculty member and his or her counsel.
On each of the charges contained in the President of the University's statement of charges, the Faculty Review Committee shall decide (a) whether it finds that the charge is contained within the grounds listed in the subsections on Dismissal for cause and Sanctions of the present section of this Policy, and, if so, (b) whether it concurs in the President of the University's finding that the charge has been established. Unless the Committee's decision is affirmative on both points with respect to at least one charge, it shall find that the charges are not substantiated against the faculty member.
An affirmative decision on any of the points referred to in the preceding paragraph shall be reached if and when agreed on by members equaling or exceeding in number two-thirds of the total number of members participating in the consideration of the case.
If the Faculty Review Committee does not find that the charges against the faculty member are not substantiated, it shall then decide whether it concurs in the disposition proposed by the President of the University, such as dismissal for cause or some other specific sanction. The Committee may, instead, decide to recommend a reasoned proposal of a sanction less severe than that proposed by the President of the University, or for a sanction equally severe but, in the Committee's judgment, more appropriate to the case.
If in the statement of charge the President of the University makes a charge of gross misconduct by the faculty member, as defined in the subsection on Dismissal for cause, the Faculty Review Committee, if and when concurring in the finding that one or more of the charges have been established and are properly grounded, shall also decide on whether it agrees that gross misconduct has been established. An affirmative Committee decision on this point necessarily implies concurrence in the President of the University's finding that dismissal for cause is justified.
A decision by the Faculty Review Committee must be agreed on by a majority of the members participating in the consideration of the case.
Appeal for reconsideration
If the Faculty Review Committee finds that the charges against the faculty member are substantiated, the faculty member may lodge an appeal for reconsideration. For an appeal for reconsideration to be heard, written notice of the intention to appeal must be given to the Office of the President of the University and the chairman of the Faculty Review Committee within ten days of the communication of the Faculty Review Committee report. When notice of the intention to appeal for reconsideration is received, the President of the University shall constitute an Appeal Committee to hear the appeal. The Appeal Committee shall consist of two deans, two members appointed by the Executive Body of the Faculty Senate, chosen among those current or retired faculty members of XUSOM who do not hold administrative positions; and, to be chairman of the Appeal Committee, the President of the Faculty Senate.
When hearing an appeal for reconsideration, the Appeal Committee shall review all the proceedings in the case and shall provide an opportunity for oral or written argument by the President of the University or his or her representative and by the faculty member and his or her counsel. The Appeal Committee has the power to require the Faculty Review Committee to reconsider its decisions on those points and in response to those objections specified by the Appeal Committee. A decision to require reconsideration shall be made only if supported by the votes of at least three members of the Appeal Committee.
The decision of the Appeal Committee, whether to require or not to require reconsideration, shall be communicated to the President of the University, the Chief Academic Officer and the faculty member.
When required to reconsider its decisions, the Faculty Review Committee shall proceed to do so by taking into account the stated objections, and receiving new evidence and hearing new argument if necessary. It shall then make its decisions on the reconsidered points by the same procedure as before, and shall record them in an appropriately confirmed or amended report. The report shall be communicated to the President of the University, the faculty member and the members of the Appeal Committee.
Disposition
If the final Faculty Review Committee report recommends exoneration of the faculty member, the procedure shall terminate without further action, except as regards the disposition of the records, as provided below. If the final Faculty Review Committee records approval for dismissal for cause is justified, the President of the University shall submit these concurrent findings to the Board of Trustees for the Board's concurrence and approval.
Records
When the procedure ends with the exoneration of the faculty member, or with an informal agreement before a decision by the Faculty Review Committee, all records of the case under the control of the university shall be destroyed within thirty days after the outcome is communicated to the faculty member. If the final Faculty Review Committee report does not exonerate the faculty member, all records pertaining to the case, that are under the control of the university shall be kept for whatever length of time is necessary to satisfy legal. At the expiration of that length of time, the records shall be destroyed. If the final disposition of the case is the imposition of a sanction other than dismissal for cause, the Statement of Charges, final Faculty Review Committee report, and the final decision shall be made part of the faculty member's personnel record, and kept there so long as he or she is employed by the university, and destroyed upon the termination of employment.
Faculty Rank Structure & Recommended Salary Ranges
Terminal Degree
In discussing the degree requirements for each academic rank the term terminal degree is used. Terminal degree refers to the highest academic degree available for a field of study. For the purpose of this policy, this degree is a doctorate in subject related to the professor’s field of instruction and/or research.
In academic fields, the typical terminal degree is the doctor of philosophy (PhD or DPhil); other academic degrees which are considered terminal, include the doctor of public health (DrPH or DPH); doctor of science (DSc); doctor of health sciences (DHS DHSc, or DrHS); doctor of professional studies (DPS); doctor of management (DM); doctor of education (EdD); doctor of business administration (DBA); and doctor of arts (DA).
Medical professional degrees for non-physicians which are considered terminal include the advanced practice nurse doctorate (DNP, DNAP, DNS, DNSc); audiologist (AuD); dentist (DMD or DDS); clinical laboratory science/medical technology (DCLS); pharmacist (PharmD); physical therapy (DPT, DPhysio); podiatrist (DPM, DP, PodD); psychologist/counselor (PhD, PsyD, ClinPsyD, or EdD); and veterinarian (DVM, VMD).
Medical professional degrees for non-physicians which are not considered terminal include the bachelor of dentistry degree (BDent, BDS, BDSc, or BChD); dental masters degrees related to advanced practice such as endodontics or orthodontics; bachelor/master of pharmacy (BPharm, BScPhm, PharmB, or MPharm); physician assistant master’s degree (MPAS, MPS, or MS); bachelor of podiatric medicine (BPod or PodB); bachelor/master of physical therapy (BSPT or MSPT); and bachelor of veterinary medicine (BVS, BVSc, or BVMS).
Medical professional degrees for physicians which are considered terminal include the doctor of medicine (MD or DM) or the doctor of osteopathic medicine (DO) as awarded primarily in the United States. Medical professional degrees for physicians which are not considered terminal include the bachelor of medicine bachelor of surgery degree (MBBS, BMBS, MB BChir, BM BCh, MB ChB, BM, or BMed). Physicians holding these non-terminal medical degrees may satisfy the requirement for a terminal degree by earning an MD, DO, PhD, or one of the other accepted terminal degrees.
Professors who do not hold a terminal degree may be awarded tenure and be promoted; however, they may not be promoted to full professor without the terminal degree. Adjustments to this policy must be made jointly by the President of the University and the CAO at the recommendation of the appropriate dean of either the medical or premedical program.
Instructor / Lecturer
The rank of Instructor / Lecturer is an entry-level position for the University. The rank of Instructor / Lecturer may be given to those with specialized assignments, adjunct faculty, or visiting faculty. Requirements include the following:
1. Degree: Candidates may or may not have the terminal degrees appropriate for their disciplines
2. Years in Rank: Candidates do not need a minimum number of years in a lower rank
3. Criteria: Candidates should show promise of moving toward excellence in the criteria appropriate to their work assignments
Assistant Professor
The rank of assistant professor is the primary entry-level position for employment as a faculty member at the university. Requirements include the following:
1. Degree: Candidates may or may not have the terminal degrees appropriate for their disciplines; however, in the absence of an appropriate terminal degree, evidence must be presented that the candidate fulfills either academic, professional or industry related experience which makes them appropriate for the academic appointment, including working towards a terminal degree
2. Years in Rank: Candidates do not need a minimum number of years in a lower rank unless the initial appointment was at the instructor level, in which case they must have a minimum of 1 year in rank
3. Criteria: Candidates should show promise of moving toward excellence in the criteria appropriate to their work assignments
Associate Professor
The rank of associate professor is the mid-career faculty rank at the University. Requirements include the following:
1. Degree: Candidates should have the terminal degrees appropriate for their disciplines; however, in the absence of an appropriate terminal degree, evidence must be presented that the candidate fulfills either academic, professional or industry related experience which makes them appropriate for the academic appointment, including working towards a terminal degree
2. Years in Rank: Under usual circumstances, candidates must serve at least three years as assistant professor, including the year when the promotion will be considered at the University level, before they are eligible for promotion to associate professor
3. Criteria: Candidates must show clear and convincing evidence of emerging stature as a significant contributor to the educational and other missions of the university, society and profession
Professor
The rank of professor is the highest rank at the University. Requirements include the following:
1. Degree: Candidates must have an appropriate terminal degree for their disciplines
2. Years in Rank: Under usual circumstances, candidates must serve at least seven years associate professor, including the year when the promotion will be considered at the University level, before they are eligible for promotion to professor
3. Criteria: Candidates must show clear and convincing evidence of high levels of attainment in the criteria appropriate to their work assignments and the missions of the university, society and the profession
Adjunct / Part time Faculty:
Individuals who are employed to provide curricular / expert consultation, serve on committees, guest lecture, and/or collaborate on research projects.
- Degree: Candidates must have an appropriate terminal degree for their disciplines
- Appointment and Term: All Adjunct / Part time Faculty appointments will be made as needed. The arrangement is for a year and may be renewed. However, dismissal of appointment may occur at any point in the term. They are not eligible for promotions, and / or benefits.
- Criteria: The Adjunct / Part time Faculty may be individuals who hold appointment / position outside of the Xavier University School of Medicine or they may be external to the university and hold appointment with local industry, at other academic institutions, or work for local and state government agencies. Salary will be based on experiences and qualifications. If the appointee does not hold a current academic rank, the committee shall use academic accomplishment to determine rank.
Visiting faculty:
The visiting faculty may be individuals who are faculty, identified or recommended by the Deans or the system chairs, who can make significant contributions to teaching and learning by virtue of their training and academic qualifications.
- Degree: Candidates must have an appropriate terminal degree for their disciplines
- Appointment and Term: They are invited by the CAO to participate in teaching and paid an honorarium apart from their hotel and airline tickets. The arrangement is for a year and may be renewed.
- Criteria: The visiting faculty may hold appointment / position outside of the Xavier University School of Medicine or they may be external to the university and hold appointment with local industry, at other academic institutions, or work for local and state government agencies. Salary will be based on experiences and qualifications. The terminal degree of the visiting faculty must be in the discipline area that they would be teaching or in the area requested by the dean.
Criteria for promotion and tenure
Appointments, promotion and tenure shall be based on teaching, research and other scholarly activities, and contribution to society as discussed in the following sections.
Teaching
Teaching communicates knowledge to students and develops in them the desire and skills necessary to continue learning. The University distinguishes between routine classroom performance and contributions to teaching that draw upon the teacher’s depth and breadth of scholarship. Teaching includes not only formal classroom instruction, but also advising and mentoring of students. Effectiveness in teaching is reflected by student learning and improvements in the learning environment and curriculum. Evidence of teaching effectiveness may include, but is not limited to, any combination of the sources listed below, including:
1. Preparation of innovative teaching materials, instructional techniques, curricula or programs of study
2. Collaborative work on interdisciplinary courses, programs and curricula within the university
3. Effectiveness shown by student evaluations and accomplishments
4. Performance of students on uniform examinations or in standardized courses
5. Successful direction of individual student work such as independent studies, special student projects and student seminars
6. Evidence of effective advisement of students
7. Peer evaluations by colleagues/supervisors who are familiar with the candidate's teaching, have team-taught with the candidate, used instructional materials designed by the candidate, or have taught the candidate's students in subsequent courses
8. Selection for teaching/supervising special courses or programs
9. Other activities as deemed appropriate by the Faculty Development Committee in consultation with the Chief Academic Officer
Research and other scholarly activities
Research, scholarship and creative accomplishments are the studious inquiry or examination, especially critical investigation or experimentation that have as their purpose to improve the development, refinement and application of knowledge. These examinations may include revisions of accepted conclusions, interpretations, theories or laws in light of newly discovered facts, or the practical applications of such new or revised conclusions, interpretations, theories or laws. Inquiry and originality are central functions of the University. Faculties are to discover new ideas, to fashion new interpretations of enduring ideas, and to participate in the application of these ideas. Consequently, faculty should conduct research or engage in other creative activities appropriate to their disciplines and to disseminate the results of their work through media appropriate to their disciplines. Interdisciplinary and collaborative works are valid forms of scholarly activity, and will be judged as such, as long as each candidate gives clear evidence of his/her participation in each instance.
Evidence of research, scholarship or other creative activities includes, but is not limited to, the sources listed below, including:
1. Research and/or scholarly publications (indicate if peer-reviewed), including books, parts of books, reviews, book reviews, monographs, bulletins, articles, and other scholarly works published in refereed journals, discipline-specific publications, articles published in professional publications, research reports to sponsors, accepted manuscripts, research notes and bulletins
2. Funded projects, grants, commissions and contracts
3. Presentation of research papers before professional meetings
4. Other evidence of research or creative accomplishments as appropriate
5. Record of participation in and description of seminars and workshops, including continuing education, as well as presentations at such
6. Description of outreach or other activities in which there was significant use of candidate’s expertise (e.g. consultant, reviewer for refereed journal, peer reviewer of grants, speaker, service to government agencies, professional and industrial associations, educational institutions
7. Description of new courses and/or programs developed
8. Description of new computer software, video or multimedia programs, or substantial assistance with university information technology (IT) operations
9. Application of research scholarship in the field, including the development of new community outreach programs, technology adopted in the field, technical assistance provided to outside agencies
10. Other evidence of impact on society of research scholarship and creative accomplishment
11. Election to offices, chairmanships, committee membership and other activities and important service to the University of Professional Associations
12. Evidence of continuing education on the part of the faculty member, including, but not limited to the taking of courses, attending conferences, self-directed study, attainment of additional degrees, certificates or diplomas, and so forth
13. Other activities as deemed appropriate by the Faculty Development Committee in consultation with the Chief Academic Officer
Research Incentives for Promotion
A) Instructor to Assistant Professor
At least 2 research papers publication in indexed journals
B) Assistant Professor to Associate Professor
At least 4 research paper publications in indexed journals on cumulative basis with minimum of 2 research publications during the tenure as Assistant Professor
C) Associate Professor to Professor
At least 6 research papers publications in indexed journals on cumulative basis with minimum of 2 research publications during the tenure as Assistant Professor and 2 research publications during the tenure as Associate Professor
Contributions in service to Society, the University and the profession
Service to society refers to the function of applying academic expertise to the direct benefit of external audiences in support of the university mission. It can include applied research, program and project management and technical assistance, or other endeavors. A faculty endeavor may be regarded as service to society, the university and the profession for purposes of promotion and tenure if the one or more of the following conditions are met:
1. Service to society includes, but is not limited to work which can be demonstrated to show the following:
a. There is utilization of the faculty member’s academic and professional expertise
b. There is a direct application of knowledge to, and a substantive link with, significant human needs and societal problems, issues or concerns
c. The ultimate purpose is for the public or common good
d. New knowledge is generated for the discipline and/or the audience or clientele
2. Service to the University includes, but is not limited to:
a. Participating in university committee work and/or governance
b. Contributing to administrative support work
c. Developing, implementing or managing academic programs or projects
3. Service to the profession includes, but is not limited to:
a. Offices held and committee assignments performed for the university or outside organizations
b. Organization of or participation in professional conferences
c. Editorships and the review of manuscripts in professional association and learned societies publications
d. Review of grant applications
Recommended salary ranges
It is recognized that salary ranges vary widely across academic institutions in terms of foreign medical education in the Caribbean Basin. However, certain trends regarding remuneration have emerged when researching base net salaries of those highly regarded academic institutions whose standard of success XUSOM aspires to in their continued effort to offer high quality medical education.
As such, the following salary ranges are recommended averages, after local taxes, and not including benefits packages:
1. Full Professor $72,000 to $86,000 Gross per annum
2. Associate Professor $65,000 to $71,000 Gross per annum
3. Assistant Professor $48,000 to $64,000 Gross per annum
4. Instructor $41,000 to $48,000 Gross per annum
Additional recommendations
In addition to suggested salary ranges, in an effort to enhance faculty recruitment and retention within the scope of tenure, the following recommendations are made:
1. Travel Allowance – After the appointment of tenure, and an additional five years of service with the University, faculty shall be eligible for a round-trip airline ticket from Aruba to their home of record on an annual basis
2. Academic Sabbatical – Workload and availability of faculty permitting, after the appointment of tenure, and an additional five years of service with the University, faculty shall be eligible for a one semester academic sabbatical with pay; this benefit is based upon the availability of additional faculty to handle the workload of the professor on academic sabbatical; additionally, faculty may not take an academic sabbatical as their last semester of employment with the University, and a return to normal teaching and other duties is anticipated at the end of such; faculty shall be eligible for subsequent academic sabbaticals with every subsequent five years of service under the same conditions
3. Cost-of-Living Allowance – An annual COLA increase shall be given to faculty members in order to offset year inflation increases in accordance with the yearly Consumer Price Index (CPI) as set by the US Department of Labor’s Bureau of Labor Statistics, but not to exceed five percent; this benefit shall be reserved for faculty holding the rank of assistant professor and above
4. Other Benefits – Other financial or additional benefits as deemed appropriate by the University administration in recognition of continued service to the University following tenure
Qualifications for Rank
This table lists examples of activities that may satisfy those guidelines. Guidelines should be treated as optional steps that may be met to qualify for promotion to the applicable rank. Candidates for more advanced ranks should be expected to satisfy more guidelines than candidates for less advanced ranks. The relative value of selected activities and accomplishments to the various ranks is depicted with "**" symbols. Additional guidelines activities and accomplishments should be established and accepted at the discretion of the Faculty Promotion Committee.
|
Criteria |
Examples of Activities and Accomplishments |
Instructor |
Asst. Professor |
Assoc. Professor |
Full Professor |
|
FTE |
|
Part or Full-Time |
Full-Time |
Full-Time |
Full-Time |
|
Qualifications |
|
Masters or Doctoral Degree |
Masters or Doctoral Degree |
Doctoral Degree |
Doctoral Degree |
|
Work experience |
|
0 years |
0 - 3 years |
3 - 7 years |
5 or more years |
|
Teaching |
Positive teaching evaluations by Dean or representative |
** |
** |
*** |
**** |
|
Positive teaching evaluations by colleagues |
** |
** |
*** |
**** |
|
|
Positive teaching evaluations by students |
* |
* |
** |
*** |
|
|
Delivers or exceeds required teaching load |
* |
* |
* |
* |
|
|
Students perform well on USMLE |
* |
* |
** |
*** |
|
|
Student Evaluations |
Prepares fair and diagnostic examinations |
* |
** |
*** |
**** |
|
Maintains good records of student performance |
** |
** |
*** |
**** |
|
|
Uses student performance to improve course |
** |
** |
*** |
**** |
|
|
Submits timely grades |
** |
** |
** |
** |
|
|
Student Advising |
Advisor to student organizations |
* |
** |
*** |
**** |
|
Academic advisor to individual students |
* |
** |
*** |
*** |
|
|
Committee Service |
Serve on XUSOM Committees |
* |
** |
*** |
*** |
Procedures of application for Promotion
The faculty wishing to apply for promotion shall make such application in writing to the respective Dean, with copies being sent to the Chief Academic Officer. For faculty who serve in both the medical and premedical programs, application should be made to both Deans. The respective Dean(s) shall then within fifteen days of application, appoint a committee consisting of themselves and at least two other teaching faculty who will make a recommendation to the Chief Academic Officer on whether to recommend promotion of the faculty member based upon their past performance and potential for future contribution to XUSOM as well as the profession. The recommendation of this committee shall be made within an additional fifteen days of the promotion request.
Following receipt of the recommendation by the committee for or against promotion, the Chief Academic Officer shall either endorse the decision of the Committee, or reject such. If the recommendation is to award promotion, and the Chief Academic Officer concurs, the Chief Academic Officer shall then recommend that the President of the University confer promotion on the said faculty member. If the recommendation is to not award promotion then the Chief Academic Officer may accept or reject the decision. If accepting such, the Chief Academic Officer will make recommendations to the applying faculty member on how they can strengthen their application for promotion, and state a period of no less than 12 months before the faculty member may again apply for promotion. If rejecting the proposal by the Committee that promotion not be awarded the faculty member, then the Chief Academic Officer makes recommendation to the Committee on appropriate changes to the Committee’s decision.
The Committee may in turn accept these changes, or reject such by appealing directly to the President of the University, whose decision is final.
Faculty members applying for promotion are allowed the right of appeal of any negative decisions by either the Committee or the Chief Academic Officer by appealing directly to the President of the University for reversal of previous decisions. The decision of the President is final.