A new version of this site was created, following the June 24 Bylaws update. This is now the ARCHIVED site.
While this page provides a broad overview on policies regarding the post-tenure review, a description of the Merit evaluation process may be found in Appendix B; specific information about the Dean of Faculty's evaluation criteria and expectations can be found in Appendix F.
The function of the Post-Tenure Review is to ensure that tenured faculty continue to develop their professional work and role at the College. Successful reviews provide a regular opportunity for a review of the faculty member's teaching, research, and service, and in turn, for incremental raises to the base salary (a successful Three-year Post-Tenure Review results in a flat salary increase; at the Five-Year Post-Tenure Review, a salary increase is determined by a pre-established scale of merit ratings. See details in Appendix B).
Unlike other phases of evaluation, the Post-Tenure Review is submitted on October 15. Additionally, the file requires no outside letters of support, no narrative evaluations, and instead is submitted directly to the VPAA/Dean of Faculty upon completion.
The post-tenure review process is an expected part of ongoing faculty development. If a faculty member is on an unpaid leave of absence in the year they are scheduled for review, your file will be due the year you return to paid status, but you must inform Mai Savelle by August 1 prior to the review date so she can make sure your timeline is updated. If you are on a full-time paid leave (not just course releases), then you have a choice to be reviewed on schedule (so that merit can be assessed that year) or you can delay one year. If you decide to delay one year, you must inform Mai Savelle by August 1 prior to the review date so she can update your timeline.
If a faculty member fails to submit a post-tenure review file, the candidate may request a one-year postponement from the VPAA by no later than December 15th following the October due date. If the postponement is granted, the review will be conducted the following year and the post-tenure review schedule would reset from that date. However, failure to turn in an evaluation file after the one-year postponement will result in a disciplinary letter, which could in turn impact future merit adjustments. Repeatedly failing to turn in the file may result in more severe sanctions.
The Oct. 15 submission date is often remarked upon as unusual, especially considering the Provost's letter is not due to the candidate until February 1. On the candidate's side, there's no need for it to be due as early as Aug. 15 along with the pre-tenure files -- those will take primary focus in Academic Affairs to organize for evaluation by the end of fall semester. However, it's to the candidate's advantage to submit the materials relatively soon in fall semester while those impressions are still fresh. On the VPAA's side, the pre-tenure and tenure files will take precedence for review during fall and early spring, since there's the question of contract renewal at stake.
Following tenure, associate professors undertake a cycle of 3‐year post‐tenure reviews (3PTR). The materials to be included in the 3PTR evaluation file and the process to submit the file are identical to those required for the 5‐year post‐tenure review (5PTR), as outlined in the bylaws. The first 3PTR is to be submitted in the fifth semester after tenure. Upon satisfactory completion of the first 3PTR, the faculty member's base salary will increase by a flat $1500. The spring semester meeting to discuss the VPAA's letter is often a valuable opportunity to speak frankly with the VPAA about strategizing for the subsequent evaluation, and how to best prepare for a future promotion.
During the third academic year after the 3PTR, the faculty member can either a) undergo a second 3PTR during the 11th semester after tenure/promotion or b) stand for promotion to Professor during the 12th semester after tenure/promotion (it's advised that this be undertaken in consultation with the Department Chair and the VP for Academic Affiars to assure that the candidate is suitably prepared to stand for promotion). If the faculty member choses to undergo a second 3PTR or if the faculty choses to stand for promotion to Professor but is unsuccessful, the faculty member’s base salary will increase by a flat $1,500. The faculty will continue to undergo 3PTR reviews until earning promotion to Professor. Note that faculty are only eligible to earn the 3PTR $1,500 salary increase after the first and second 3PTR but are still required to undergo 3PTR every third fall semester as a means of documenting professional productivity and growth.
Subsequent to the 12th semester after tenure/promotion, the faculty member may choose to stand for promotion to Professor annually until successful. Alternatively, if the faculty member foregoes the second 3PTR, stands for promotion to Professor and is successful, the faculty member’s base salary will increase by both the flat $1,500 for post‐tenure review and the amount accorded for promotion to Professor.
Upon promotion to Professor, faculty members undergo 5PTR every 11th semester and are eligible after each successful review for the base salary adjustment accorded for 5PTR.
Those who are considering standing for full professor OR promotion to librarian should be aware that the five-year post-tenure review schedule is reset upon promotion to full professor/librarian. Should a faculty member opt to be considered for promotion to professor OR librarian in the same academic year that the five-year review would take place, that evaluation will replace the five-year review. However, the faculty member will still be eligible for the five-year review merit award in addition to the promotion merit award. **
Materials for the evaluation file, assembled in this order:
a current CV
comprehensive self- report
College‘s approved student evaluations
course material
materials documenting scholarly, professional and/or creative activities
materials documenting service to the College
From the by-laws:
"The first five-year review will take place in the 11th semester after receipt of tenure and every five years thereafter until a librarian is promoted to Librarian. The librarian will then be reviewed every five years following promotion to Librarian. The librarian under review will compile an evaluation file documenting accomplishments in the areas of librarianship, service, and scholarly, professional and/or creative activities."
Materials for the evaluation file, assembled in this order:
current CV
comprehensive self report
materials documenting librarianship
materials documenting service to the College and wider community
materials documenting scholarly, professional and/or creative activities