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    Chattanooga State Technical Community College
   
 
  Sep 21, 2017
 
 
    
Policies

02:19:02 Faculty Evaluation and Promotion


 

Faculty Evaluation and Promotion
  1. Introduction- Promotion
    1. Promotion in rank is recognition of past achievement of the individual being considered for promotion.  In addition, the advancement in rank is recognition of future potential and a sign of confidence that the individual is capable of even greater accomplishments and of assuming greater responsibilities.  The policy of the Chattanooga State Community College is to make promotions strictly on consideration of merit tempered by college and fiscal considerations.  The purpose of this policy is to help ensure that promotions are made objectively, equitably, impartially, and as recognition of merit consistent with the following policy guidelines.
    2. The president of each college is responsible for the master-staffing plan of the college.  In developing such a plan, the president will consider the fiscal impact of each promotion recommended to the Board.
  2. Definitions
    1. For the purposes of this policy, teaching, service/outreach, scholarship/creative activities/research, and advising will be defined as follows:
    2. Teaching
      1. Teaching applies to any manner in which learning is facilitated through a variety of techniques including, but not limited to instruction, development of course materials and courseware, and development of innovative approaches to teaching.
  3. Service/Outreach
    1. Service applies to service within the community as defined by the college's role and mission; service to the college; and service within the bounds of the applicant's academic discipline and budgeted assignment.
    2. Scholarship/Creative Activities/Research
      1. Research applies to the studious inquiry, examination, or discovery that contributes to disciplinary and interdisciplinary bodies of knowledge.  Scholarship/creative activities/research may include, but is not limited to, typical professional growth and development activities, disciplinary and interdisciplinary activities that focus on the boundaries of knowledge, community-based scholarship, creative activities (e.g., performances or other artistic creations), and the development of cutting-edge teaching approaches. 
    3. Student Support
      1. Student support is defined as activities that enhance the college's recruitment, retention, and student placement initiatives.  Appropriate activities for student support may include, but are not limited to, conducting student success workshops, sponsorship and/or participation in student organizations, and participation in student recruitment drives, high school visits, student advising workshops, student coop programs, student mentoring programs, and retention initiatives at the department, division, or college level.
    4. Advising
      1. Advising applies to the support provided to students to assist them in evaluating, determining and attaining their educational goals through processes including but not limited to individual and group sessions, academic plans, mentoring, written communications, and club sponsorship.
      2. A more detailed description of these activities and the criteria to be applied in assessing performance in these three areas may be found in Section IV of the TBR "Policy on Academic Tenure at Tennessee Board of Regents Community Colleges" (5:02:03:70).
    5. Promotion Guidelines
      1. It is the responsibility of the faculty member to initiate consideration for any change in rank. Extended leave taken by candidates may affect the time in rank required for eligibility for promotion.
      2. To be eligible for promotion, a faculty member must provide evidence that he/she meets minimum rank criteria and must demonstrate a cycle of continuous improvement in his/her performance through implementation of improvement plan initiatives (when applicable) and approved goal development and achievement. Evidence of meeting minimum rank criteria and continuous improvement must be available for the three most recent years.
      3. Each faculty member must submit an evaluation portfolio that reflects the three most recent years of evaluative materials. Included are all summary and other evaluation/rating forms and lists of activities. This information must be compiled into a single one and a half-inch notebook.
  4. Minimum Rank Criteria
    1. The following define minimum  criteria that distinguish between academic ranks in accordance with Tennessee Board of Regents guidelines as contained in Policy No. 5:02:02:30. These minimum rank qualifications must be met in every recommendation regarding appointment to academic rank and for promotion in academic rank, or in requested exceptions as provided.  Promotion must be sequential in each rank.
      1. Instructor
      2. Potential ability in teaching, service/outreach, scholarship/creative activities/research, and advising.
      3. Evidence of good character, mature attitude, stable personality, and professional integrity.
      4. Sound educational background as specified for the applicable function in the following :
        1. Academic Subject Areas
        2. Earned Master's degree or higher from a regionally accredited institution in the instructional discipline or related area, or Master's degree with at least eighteen (18) graduate hours in the instructional discipline.
        3. Career Education Subject Areas
        4. Bachelor's degree from a regionally accredited institution in the instructional discipline or related area or an associate's degree in the instructional discipline with evidence of professional competencies such as certification, licensures, etc.
        5. Assistant Professor
        6.  Documented evidence of ability in teaching, service/outreach, scholarship/creative activities/research, and advising.
        7. bEvidence of good character, mature attitude, stable personality, and professional integrity.
        8. c. At least three (3) years in rank of instructor.
        9. d. In addition, the following specific qualifications for the applicable function:
  5. Academic Subject Area
    1. Earned Master's degree from a regionally accredited institution in the instructional discipline or related area plus thirty (30) semester hours beyond the Master's from a regionally accredited institution in the instructional discipline or related area, OR Master's degree from a regionally accredited institution in the instructional discipline or related area, or Master's degree with eighteen (18) graduate hours in the instructional discipline plus four (4) years' equivalent work-experience credit.
    2. Career Education Subject Area
      1. Bachelor's degree from a regionally accredited institution and certification where applicable, plus five (5) years' equivalent work-experience credit.
    3. Associate Professor
      1. Evidence of good character, mature attitude, stable personality, and professional integrity.
      2. Documented evidence of high quality professional productivity in teaching, service/outreach, scholarship/creative activities/research, and advising.
      3. Four (4) years in rank of Assistant Professor.
      4. In addition, the following specific qualifications for the applicable function:
        1. Academic Subject Areas
          1. Earned doctorate from a regionally accredited institution in the instructional discipline or related area AND five (5) years' college-level instruction, OR Master's degree from a regionally accredited institution in the instructional discipline or related area plus thirty (30) semester hours beyond the Master's from a regionally accredited institution in the instructional discipline or related area AND five (5) years' college-level instruction, OR Master's degree from a regionally accredited institution in the instructional discipline or related area, or Master's degree with eighteen (18) graduate hours in the instructional discipline plus four (4) years' equivalent work-experience credit AND five (5) years' college-level instruction.

              b. Career Education Subject Areas 

  1. Bachelor's degree from a regionally accredited institution and certification, where applicable, with five (5) years' equivalent work-experience credit AND five (5) years' college-level instruction.
  1. Professor
    1. Evidence of good character, mature attitude, stable personality
    2. Professional integrity and a high degree of academic excellence, maturity, and responsibility.
    3. Documented evidence of sustained high quality professional productivity in teaching, service/outreach, scholarship/creative activities/research, and advising.
    4. Documented evidence of teaching excellence and student success and superior contribution to student development or superior scholarly or creative activity.  The absence of such evidence may prevent advancement to the rank of professor.  Since there is no higher rank, promotion to professor is taken with great care and requires a substantial level of achievement.  This rank is not a reward for long service; rather it is recognition of superior achievement within the discipline with every expectation of continuing contribution to the college and the larger academic community.
    5. Five (5) years in rank of Associate Professor
    6. In addition, the following specific qualifications:
      1. Instruction-Both Academic and Career Education Subject Area
      2. Earned doctorate or a TBR recognized terminal degree from a regionally accredited institution in the instructional discipline or related area plus ten (10) years' college-level instruction. 
      3. Exceptions to the minimum rank qualifications may be made by recommendations of the President as an exception and by approval by the Tennessee Board of Regents. Upon approval of such an exception by the Chancellor, the faculty member's recommendation for promotion will go forward to the Board as meeting the minimum rank criteria.
      4. Note:  Minimum criteria may be waived if approved by the college president when a candidate offers extraordinary qualifications in lieu of the stated minimum rank criteria.  Such approval must be supported by evidence of the extraordinary nature of the qualifications.  For example, a candidate with recognized, national prominence and expertise might qualify for such a waiver.
  2. Terminal Degree Designation
    1. The Tennessee Board of Regents will use national discipline standards to determine which degrees are considered to be "terminal" within each discipline and will provide the college with a list that delineates these degrees.  The college may request blanket exceptions to these standards by classification based upon its mission and hiring practice.  The college may also petition the Board for "equivalent work experience credit" when a candidate has not obtained a terminal degree but has a record of extraordinary achievement in a given field.  The equivalent work experience credit may include relevant teaching experience or other experiences such as experience gained as an administrator, counselor, librarian, journeyman, or the like. 
  3. Promotion Criteria
    1. Faculty will be evaluated in teaching, service/outreach, scholarship/creative activities/research, advising, and public service/administration.  Teaching will comprise a minimum of 51% of the weight for the following criteria:
    2. All teaching faculty are expected to demonstrate exemplary teaching skills. In addition, they will be evaluated annually on the basis of contributions to the college, to the community and to their profession. These evaluations shall be conducted by the department head/program director, dean, peers, and students. The criteria listed below are indicative of those the College deems most appropriate for judging the faculty member's contributions:
      1. Evaluation of curriculum and/or program development AND development of instructional activities.
      2. Honors and recognition for contributions to teaching.
      3. Continued professional development within the individual's field of specialization.
      4. Evaluation by peers, especially those in the same academic area.
      5. Curriculum and/or program development.
      6. Development and application of current instructional techniques such as development of online and computer-assisted course development.
      7. Documentation of teaching methodologies.
      8. Student evaluations of the teaching performance.
  4. Service Outreach
    1. Evaluation of the service component should be based on performance in three areas:  service to the college; public service to the community as defined by the college's role and mission; and service within the bounds of the applicant's academic discipline and budgeted assignment.  Evaluation will be based on all three areas although it is realized that differences in emphases may exist.  Supervisors will determine the emphasis and the specific criteria for all the areas based on the individual's aspect of work.  These criteria should include:  college committee and administrative responsibilities, community service programs, public service consultation, and active contributions to professional associations.  Specific evaluative criteria will be determined using the following guidelines:
      1. Performance in relation to assigned and budgeted duties as described in the candidate's position description.
      2. The candidate's effectiveness, as judged by his/her impact on the institution, individuals, groups, or organizations served.  This should include documentation of the success of his/her internal and external service, in terms of improvement of communities, programs, operating agencies, production processes, or management practices.  It should also include indications of satisfaction with the service provided by the nominee, and of the magnitude and complexity of his/her work (as opposed to perfunctory activity that does not lead to useful results).
      3. Service/outreach work is sometimes not publishable.  The results may be in the form of direct consultations, planning reports, or instructional time directed largely to the recipients of college service programs.  But certain aspects of service work are suitable for publication in professional journals.  For example, unique techniques developed to motivate students or others or new approaches to the transfer and application of knowledge, would be of interest to peers in other public service programs.  
      4. Community service.
      5. Public service consultation.
      6. College service (committee and/or administrative responsibilities).
      7.  Special Assignments.
  5. Scholarship/Creative Activities/Research
    1. The following are examples of, but not limited to, appropriate activities for this criterion:
      1. Scholarly pursuits in support of the discipline or the teaching profession, which should include typical professional development activities such as taking classes, active participation in professional organizations, workshops, seminars, conferences relating to discipline or improvement of teaching, additional certification, awards, or achievement.
      2. Implementation and use of cutting-edge teaching approaches, such as instructional technologies and learning theories, etc.
      3. Performances, compositions, and other artistic creations that are evaluated by written reviews and by qualified peers, either in person or aided by other forms of reports, or both.
      4. Professional or scholarly papers presented at international, national, or regional/state meetings.
      5. Publication of research or scholarly works such as books, journal articles,and other scholarly papers.
  6. Advising
    1. The following are examples of, but not limited to, appropriate activities for this criterion:
      1. Academic/Educational Plans
      2. Graduation Applications
      3. Program Information Sessions
      4. Serving as a Master Advisor
      5. Communication to Advisees
      6. Career Fairs
      7. Orientations
      8. Club Sponsorship
      9. Student Mentoring
  7. Public Service/Administration 
    1. If the faculty member recommended for promotion is assigned temporarily, not to exceed one (1) year, in the institutional budget to the public service area (continuing education, extension or administration) rather than to the instructional area, the evaluation will be done by the current supervisor, will be based on the job assignment of the individual and will follow the general guidelines listed below:
      1. Description of the nominee's position that permits evaluation of performance of assigned and budgeted duties, including the purpose of the position, the objective(s) of the nominee's service unit, and the specific assigned tasks and responsibilities of the nominee.
      2. Evaluation of the nominee's performance. Appraisal of the nominee's ability, resourcefulness, and creativity assessed in terms of benefits or savings to clientele, work output, success, and tasks completed. (The origination and completion of new public service programs is an excellent example of creativity.)
      3. Evaluation of the nominee's effectiveness, judged by impact on individuals, groups, or organizations served. Client satisfaction and success of service will be assessed in terms of improvement of communities, programs, operating agencies, production processes, or management practices. The magnitude and complexity of work will also be considered.
  8.  General Process Guidelines at the College Level 
    1. The nature and relative importance of the criteria for recommendation for promotion are related to the nature, mission, and goals of Chattanooga State Community College and of the division/department in which the faculty member is employed. Additional criteria to be considered include demonstrated potential for continuous professional growth and the ability to achieve the objectives of the faculty member, the division/department, and Chattanooga State Community College.
    2. In order to assure objectivity, each recommendation will be accompanied by complete and careful documentation of the candidate's teaching performance and advising, service/outreach contributions and/or scholarship/creative activities/research as delineated in the annual evaluation document. Although these areas are all considered important, certain exceptions may exist when evaluation occurs in one or the other areas exclusively. The candidate will clearly and adequately document facts which justify promotion. The initiating unit may include information relative to the candidate's other contributions.
      1. During the first week of classes of Fall semester, candidates notify their immediate supervisor in writing of their intent to apply for promotion.
      2. The immediate supervisor will notify the dean in writing of eligible candidates.
      3. The Academic Deans notify the Provost/Vice-President for Academic Affairs in writing of eligible faculty intending to apply for promotion.
      4. The Assistant to the Provost/Vice-President for Academic Affairs confirms the eligibility of the candidates in consultation with Human Resources.
      5. The Provost/Vice-President for Academic Affairs meets with the Promotion Committee to review college policies, guidelines and procedures and to discuss committee responsibility, and the promotion calendar. The calendar is published by the office of the Provost/Vice-President for Academic Affairs and distributed to the Dean's Council for distribution to the appropriate faculty. Peer mentoring Committees will be established for all faculty who have not attained tenure and/or their maximum rank. Peer mentoring committees' structure, functions and responsibilities are outlined in the Policy on Academic Tenure (Chattanooga State Policy 03:19:01).
      6. Under the mentorship of the peer committee, candidates compile promotion portfolios that address criteria as outlined in the Policy on Academic Tenure (Chattanooga State Policy 03:19:01 Section 5.2.2.) according to guidelines provided by the Provost/Vice-President for Academic Affairs and the peer committee. Candidates submit portfolios to their peer committee which reviews and verifies that guidelines for content and format have been met and can be documented as specified in the faculty portfolio document. After reviewing and providing summative comments, the peer committee chair will forward the portfolio to the supervisor.  The peer committee does not make recommendations for or against promotion. The supervisor, with input from the candidate, completes the Supervisor Evaluation Form with recommendations and inserts it into the portfolio. The supervisor delivers the portfolio to the Dean of the Division for a recommendation. The Dean notifies the candidate of her/his recommendation. The Dean then delivers the portfolio to the Provost/Vice-President for Academic Affairs.
      7. The Promotion Committee Chairperson picks up portfolios from the office of Academic Affairs for review and a recommendation is made. If a negative recommendation is received from the Promotion Committee, Dean, and/or Supervisor, the candidate has the right to an appeal to the Faculty Appeals Committee. All appeals are made through the Office of the Provost/Vice-President for Academic Affairs.  The Provost/Vice-President for Academic Affairs in collaboration with the President of the Faculty Senate will appoint a Faculty Appeals Subcommittee to review the request.  The Faculty Appeals Subcommittee will submit a written recommendation to the Provost/Vice-President of Academic Affairs.
      8. The Provost/Vice-President for Academic Affairs submits written comments and recommendation to the President and candidate.
      9. The President recommends candidates for promotion to the Chancellor and informs the candidates of the recommendation.
  9. General Process Guidelines at Board Level
    1. A list of promotional recommendations should be forwarded by the president of the college to the Chancellor for his/her review.  The Chancellor's recommendation will be forwarded to the Committee on Personnel and their recommendation forwarded to the Board.
  10. Note:  Upon adoption of this policy at the December 13, 1974 meeting, implementation of the Board-approved college criteria began on September 1, 1975, and no faculty experienced demotion in rank due to the new policies.  Upon extending the policy to the technical institutes at the September 30, 1983 meeting, no technical institute faculty shall be demoted in rank as a result of the new provisions.
Source:  April 2, 2004
This policy is a result of a comprehensive revision of former TBR Policy 5:02:02:00, Faculty Promotion.  The former policy contained provisions related to faculty promotion for both universities and community colleges.  The revision, approved by the Tennessee Board of Regents on April 2, 2004, created separate policies relative to faculty promotion for universities and community colleges.  Faculty members appointed prior to July 1, 2004, may elect to be considered for promotion under the provisions of Policy 5:02:02:00 or under the revised policy for a four-year phase-in period.  The revised policy will be applicable to all promotion actions taken on or subsequent to July 1, 2008, for faculty whose employment began prior to July 1, 2004.
Reviewed and Revised by: Academic Affairs, 07/15/11

 

Faculty Evaluation Calendar

Due Date

Faculty Applying for promotion this year

Faculty applying for tenure this year

Faculty not applying for tenure and/or promotion and fully-promoted faculty

By the end of August

Candidates notify their immediate supervisor in writing of their intent to apply for promotion

Candidates notify their immediate supervisor in writing of their intent to apply for tenure.

Peer Committees formed to meet with new tenure-track faculty to begin continuous mentoring toward tenure and/or promotion.

Throughout September

Immediate supervisors and Peer Committees (where applicable) confer with returning faculty concerning goals and expectations that were determined the previous spring semester.

Immediate supervisors and Peer Committees (where applicable) confer with returning faculty concerning goals and expectations that were determined the previous spring semester.

 

·         Returning faculty not applying for tenure and/or promotion continue working with established Peer Committees.

·         Immediate supervisors and Peer Committees (where applicable) confer with returning faculty concerning goals and expectations that were determined the previous spring semester.

 

First two weeks of October

 

·         Immediate supervisor notifies academic Dean in writing of eligible faculty intending to apply for promotion.

·         Academic Dean notifies Provost/Vice President for Academic Affairs in writing of eligible faculty intending to apply for promotion.

·         Immediate supervisor notifies academic Dean in writing of eligible faculty intending to apply for tenure

·         Academic Dean notifies Provost/Vice President for Academic Affairs in writing of eligible faculty intending to apply for tenure.

 

 

Wednesday before Spring Semester classes begin

All faculty who have Peer Committees submit preliminary portfolio to Peer Committee for review and suggestions.

All faculty who have Peer Committees submit preliminary portfolio to Peer Committee for review and suggestions.

 

All faculty who have Peer Committees submit preliminary portfolio to Peer Committee for review and suggestions.

Last Friday in January

Peer Committee returns preliminary portfolios to faculty members who are applying for promotion during the current year.

Peer Committee returns preliminary portfolios to faculty members who are applying for tenure during the current year.

 

 

By the end of the second week in February

 

 

Peer Committee returns preliminary portfolios to faculty members who are not applying for tenure and/or promotion during the current year.

 

Due Date

Faculty applying for promotion this year

Faculty applying for tenure this year

Faculty not applying for tenure and or promotion and fully-promoted faculty

 

Monday two weeks before Spring Break

 

Faculty applying for promotion submit finalized copy of portfolio to Peer Committee.  Mentoring is limited to minor corrections or changes in portfolio.

 

Faculty who are applying for tenure submit finalized copy of portfolio to Peer Committee.  Mentoring is limited to minor corrections or changes in portfolio.

 

 

Last business day in February

Deadline for portfolio containing comments of Peer Committee to be given to faculty and Dean/ Department Head for faculty applying for promotion.

·         Deadline for portfolio containing comments of Peer Committee to be given to Academic Unit Tenure Committee. 

·         Peer Committee comments given to faculty applying for tenure.

 

 

Friday before Spring Break

Deadline for Department Head and/or Immediate Supervisor to meet with faculty applying for promotion to review portfolio (annual evaluation)

Deadline for portfolio for faculty applying for tenure to be submitted to immediate supervisor with Academic Tenure Committee vote.

 

 

Third Wednesday of March

 

Deadline for Department Head and/or Immediate Supervisor to meet with faculty applying for tenure to review portfolio (annual evaluation).

 

Final copy of portfolio for faculty who are not applying for tenure and/or promotion to Peer Committee.

Third Friday of March

Deadlines for portfolios and the recommendations of the immediate supervisor to be given to the Dean for faculty applying for promotion.

Deadline for portfolios, including vote of Academic Unit Tenure Committee, and the recommendation of the immediate supervisor to the Dean for faculty applying for tenure.

 

 

Wednesday of the Last Full Week in March

·         Recommendation of Dean and portfolios for faculty applying for promotion due to Provost/Vice President for Academic Affairs.

·         Copy of recommendation given to faculty member.

·         Promotion Committee begins review of portfolios of faculty.

 

·         Recommendation of Dean and portfolios for faculty applying for tenure due to Provost/Vice President for Academic Affairs.

·         Copy of recommendation given to faculty member.

 

Due Date

Faculty applying for promotion this year

Faculty applying for tenure this year

Faculty not applying for tenure and or promotion and fully-promoted faculty

Last Friday in March

 

 

Evaluation materials for all other faculty due to immediate supervisor.

 

Last Monday in March

Deadline for candidates written appeal of Dean/Department Head non-recommendation for promotion due to Provost and Vice President for Academic Affairs and Faculty Appeals Committee.

 

 

 

 

 

 

 

 

First Monday in April

·         Written response to candidates appeal is issued to faculty member.

·         Promotion Committee recommendations due to Provost/Vice President for Academic Affairs and to candidates.

 

 

Mid-April

·         Faculty submits new academic year goals to immediate supervisor and Peer Committee.

·         Recommendation for faculty applying for promotion from Provost/Vice President for Academic Affairs due to the President.

·         Candidates notified in writing of Provost/Vice President for Academic Affairs recommendation.

·         Faculty submits new academic year goals to immediate supervisor and Peer Committee.

·         Recommendation for faculty applying for tenure  from Provost/Vice President for Academic Affairs due to the President.

Candidates notified in writing of Provost/Vice President for Academic Affairs recommendation.

Faculty submits new academic year goals to immediate supervisor and Peer Committee.

Last two weeks in April

 

 

Immediate supervisor meets with all other faculty to complete evaluation and discuss goals for upcoming year.

End of April

President makes promotion recommendation to the Chancellor.

President makes tenure recommendation to the Chancellor.

 

Last day of Spring semester

 

 

Evaluations for all other faculty due to Provost/Vice President of Academic Affairs.

Approved:  Executive Staff:  5/20/09
Approved President's Cabinet:  5/20/09
Approved President: 05/20/09
Reviewed and Revised by Academic Affairs: 3/20/09, 8/16/10