PROMOTION AND CONTINUING CONTRACT - Nova Southeastern University

NOVA SOUTHEASTERN UNIVERSITY HEALTH PROFESSIONS DIVISION COLLEGE OF PHARMACY

PROMOTION AND

CONTINUING CONTRACT

COMMITTEE BYLAWS STANDARDS FOR PROMOTION STANDARDS FOR CONTINUING CONTRACT

Revised by the Promotion and Continuing Contract Committee and Approved by the Faculty March 2007

NOVA SOUTHEASTERN UNIVERSITY COLLEGE OF PHARMACY

PROMOTION AND CONTINUING CONTRACT COMMITTEE BYLAWS

I. Composition of the Committee

A. Chairperson

1. The chairperson shall be a regularly appointed NSU COP faculty member, with the rank of professor or associate professor, selected by the Dean.

2. The chairperson shall report to the Dean.

B. Department Faculty Representatives

1. Every year each of the COP departments shall elect a representative from the regularly appointed faculty with the rank of associate or full professor.

2. Representative members shall have attained continuing contract status.

3. Faculty members with primarily administrative responsibilities who submit separate promotion and continuing contract recommendations to the Dean shall be ineligible as department representatives.

C. At-Large Member: One NSU HPD faculty representative shall be appointed by the Dean from outside the College of Pharmacy.

D. Terms of Service

1. The chairperson shall serve for a two-year term.

2. No individual may serve as chairperson for more than two consecutive terms.

3. The department representatives and the at-large member shall serve for no more than three consecutive years.

4. Any Committee member seeking promotion or continuing contract shall step down during the time of his/her review. A replacement representative shall be appointed by the corresponding department chairperson to serve during this review period. The original member may return to serve any remaining time on his/her term once the entire review process is completed.

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E. Absences and Resignations

1. Members are expected to attend all meetings and arrange their calendars to accommodate the demands of Committee service.

2. In order to conduct business, a quorum must be established with greater than half of the members in attendance.

3. If illness, academic responsibilities, or other matters cause a member to be absent for an extended period not exceeding one semester,

a. if this member is the chairperson, the Dean shall appoint a temporary substitute chairperson

b. if this member is a department representative, the corresponding department chairperson may appoint a temporary substitute representative

c. if this member is at large, the Dean may appoint a temporary substitute at-large member

until the original faculty member be able to resume his/her duties as a Committee member.

4. If any member is unable to serve for a period exceeding one semester,

a. if this member is the chairperson, the Dean shall appoint a permanent substitute chairperson to complete the original term.

b. if this member is a department representative, a new election shall be held within the department to fill the position for the remainder of the year.

c. if this member is at large, the Dean shall appoint a permanent substitute at-large member to complete the remainder of the year.

II. Committee Operations

A. Meetings

1. Meetings shall be called by the chairperson with at least five work days of advanced notice.

2. The chairperson shall be responsible for the agenda, time, and place arrangements.

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3. The meeting schedule shall conform to the Committee timeline for the review process.

4. The chairperson shall distribute the Committee timeline to the faculty.

5. The College of Pharmacy shall make available online a complete set of promotion and continuing contract guidelines.

B. Requests for Review

1. The COP Dean shall notify faculty members in writing when they are due for continuing contract review.

2. Faculty members should make every effort to be aware of their continuing contract status and related deadlines.

3. The distribution of the Committee timeline shall be accompanied by a memorandum from the chairperson inviting faculty members eligible for, and interested in, applying for promotion and/or continuing contract to submit their portfolios for review by the Committee.

4. Interested and eligible faculty members shall have at least six weeks to prepare their portfolios from the time the Committee announces the timeline to the faculty.

C. Voting Procedure

1. After pertinent deliberation by the Committee, each member shall vote on the recommendation for promotion or continuing contract by anonymous ballot unless unanimously determined otherwise.

2. The recommendation decision shall be made on the basis of the vote.

3. The chairperson shall have the vote counted and shall announce the result to the Committee members.

4. The chairperson shall convey to the Dean the Committee=s recommendation for promotion and/or continuing contract for each candidate and shall specify, in detail, the Committee=s concerns, deliberations, and advice for improvement, if applicable.

D. Actions

1. The Committee may request additional information from the candidates and other sources, including letters of reference, when deemed necessary.

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2. The Committee=s recommendations are confidential and shall be reported only to the Dean.

III. Committee Confidentiality A. Requirements 1. Candidates= portfolios and related materials shall be stored in the Dean=s office during the evaluation process. 2. This material shall be accessible to the Dean and all Committee members. 3. Letters of reference solicited by the Committee shall be made available to the candidate unless a waiver has been signed. 4. At the conclusion of the evaluation process, all materials provided by the candidate shall be returned. 5. Members of the Committee shall not be at liberty to discuss deliberations and recommendations made by the Committee. 6. The Committee=s recommendations shall be communicated to the Dean, in writing, by the chairperson. B. Records: Records of the Committee=s agendas shall be made available for review. Due to the confidential nature of the meetings, however, minutes shall not be recorded. C. Access to Information by Candidates: Following the conclusion of the evaluation process, access to outcome information shall be available only through the Dean or his/her designee.

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NOVA SOUTHEASTERN UNIVERSITY COLLEGE OF PHARMACY

PROMOTION AND CONTINUING CONTRACT STANDARDS FOR PROMOTION

1. INTRODUCTION

The tasks of COP faculty members are to acquire, appraise, discover, and disseminate knowledge. They should communicate this knowledge and the manner of its acquisition or discovery to their immediate community of scholars and students, to their institution, to their professions, and to society at large. Service to the institution, the community, the state, and the nation constitutes an important mission of COP faculty members. As a school of higher education with a commitment to excellence, the College of Pharmacy values teaching, scholarship, and service in their many forms. To be considered for promotion, individuals should have met expected levels of performance in these areas, in addition to fulfilling other requirements expected of a COP faculty member.

2. RECOGNITION OF VARIETY IN ACHIEVEMENT

Faculty members are expected to work toward maintaining an atmosphere of collegiality within the College and the University. Diversity among faculty members is expected and encouraged. Diversity in academic activities will be taken into account when promotion and/or continuing- contract status are considered. Teaching, research, clinical activities, committee service, administrative functions, special program management, contribution to staff development, leadership in community affairs, participation in scholarly and professional societies, membership on review panels, and consultation to government agencies and private entities are some of the professional roles worthy of recognition. Faculty members also may contribute assisting in the production of academic publications, devising curricula, developing courseware, counseling students, organizing laboratories and libraries, and officiating in professional societies. Many other equivalents exist and should be recognized for promotion. Great latitude is allowed for individual differences. Independent thinking is encouraged, although neither promotion nor continuing contract status should be granted in the absence of academic achievements.

3. FACULTY REVIEW SYSTEM

The standards for promotion of the COP faculty establish general guidelines for evaluation by a multidisciplinary group of peers. The standards are general and apply to all faculty in all departments and disciplines. Different departments or divisions may have additional standards, depending on their mission, and these standards should be provided to the Committee through the Dean. Evaluation by the Committee is designed to parallel administrative evaluation.

All reporting requirements suggested in the standards are subject to availability and rules of reasonableness. All departments and divisions within the College of Pharmacy and clinical sites are

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expected to provide feedback on teaching, patient care performance, and services, as appropriate. If the institutions do not provide feedback on certain activities, the candidate should provide such evidence, if possible. If one of the defined activities is not a component of a faculty member=s assignment, then it would be unreasonable to evaluate the individual=s performance in that area. The standards are guidelines adapted to each individual case.

The above requirements are intended to guide all departments of the College of Pharmacy. Throughout the entire promotion process, Committee members evaluate individual applications, interpreting, in light of the College=s criteria, achievements described in application documents. To optimize each faculty member=s growth and productivity, it is important that the department chairpersons convey annually, as accurately as possible, the expected level of performance and achievements defined by the promotion and continuing-contract documents.

It is the primary responsibility of the candidate, through written narrative and accompanying evidence, to describe clearly the significance of his/her contributions to the mission of the College of Pharmacy.

4. PROMOTION TO DIFFERENT RANKS

Promotion in academic rank is awarded to faculty members who have clearly demonstrated meritorious performance in scholarship, teaching, patient care performance, and service. The purpose of promotion in rank is to recognize faculty members= career excellence and ongoing contribution to the College and the University.

4.1. Promotion to Associate Professor

Promotion to associate professor requires a sustained record of success in teaching, scholarship, patient care performance, and service, and a clear trend of continuous professional growth and recognition. Specifically, there must be evidence of an established, defined research track. Meaningful contributions to the profession in terms of peer-reviewed publications and other forms of scholarship are essential. In addition, the academic work of the faculty member must be generally regarded as significant both within and outside the University.

4.2. Promotion to Professor

Promotion to full professor requires a sustained record of superior scholarship in terms of both quantity and quality of peer-reviewed publications. It also requires outstanding teaching performance and committed service to the University, the profession, and the community. In addition, the faculty member must be generally regarded both within and outside the University as an expert in his/her field(s) of specialization and his/her academic work must be regarded as innovative and path setting.

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5. GENERAL CRITERIA FOR PROMOTION

The information presented in this document provides guidelines for faculty members seeking promotion. As a general case, a faculty member seeking promotion to associate professor should have a minimum of four years of experience as an assistant professor, including at least two years of continuous appointment at the NSU College of Pharmacy, before being considered for promotion. In exceptional cases, an assistant professor may be nominated for promotion by his/her department chairperson after three years of superior performance or may nominate himself/herself. In such cases, the faculty member can be evaluated using the criteria identified below under the superior performance category. Assistant professors are expected to qualify for promotion to the associate professor rank within seven years of the initial appointment. An associate professor who has served at least three years in that capacity at the NSU College of Pharmacy is eligible to apply for promotion to full professor. Promotion to full professor is recommended only when a faculty member has demonstrated outstanding accomplishments.

Faculty members coming from another institution, who have had full-time experience in a tenure track or equivalent position, can be granted by the COP Dean up to three-year credit toward promotion. Only tenure track or equivalent work experience should be considered when credit toward promotion is considered. Adjunct, residency, fellowship, and post-doctoral experience obtained prior to securing a regular faculty appointment cannot be considered in the promotion process. Faculty members completing the required number of years of experience by the 31st of December can submit an application for promotion on the 1st of July of the same year; otherwise, they can apply for promotion in the next evaluation period.

Independently of promotion considerations, COP faculty members are expected to be evaluated annually by their department chairperson, research division head, and/or program director, and periodically for continuing contract by the Committee. An administrator with a faculty appointment who does not hold continuing contract status may apply for promotion and will be evaluated following the same process. Faculty members who are denied continuing contract status are not eligible for promotion.

6. PERFORMANCE

Standards of performance in each activity or function area are both quantitative and qualitative. The following performance levels are defined for purposes of evaluating COP faculty members:

Below expected: Indicates failure to meet minimum standards, as defined in the promotion and continuing contract documents.

Expected: Indicates minimum standards are met, but not exceeded, as defined in the promotion and continuing contract documents.

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