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A faculty member’s initial appointment letter will indicate whether the position is “tenure track” or “non-tenure track.” Faculty will receive promotion and/or tenure criteria with the annual appointment letter. New employees should discuss promotion and tenure requirements with their department heads to ensure that they understand all requirements.

Annual evaluations are integral to the promotion and tenure process and must be consistent with promotion and tenure criteria. Promotion and tenure awards are based on performance in scholarship/research, service/extension, and/or teaching. Percentage of the work effort (in scholarship/research, service/extension, and/or teaching) for the promotion and tenure application shall be agreed upon by the candidate and the department head. This agreement shall reflect average annual percentage effort estimates for each year included in the promotion and/or tenure decision.

Annual evaluations shall serve as a gauge as to whether the candidate is progressing adequately toward the promotion and/or tenure award. If annual evaluations reveal concerns with meeting promotion and/or tenure criteria, the candidate will be advised (by the department head) to work to remedy these concerns prior to the candidate’s applying for promotion and/or tenure. A negative promotion and/or tenure decision should not be the first criticism the candidate receives.