Department of Curriculum & Instruction Personnel Procedures

• Bylaws
• Policy Document
• Procedures
• Guidelines
• Form

All faculty hired for the 2013-14 academic year and thereafter, along with tenured faculty seeking promotion to full professor in the 2013-14 academic year, shall follow the guidelines and timelines outlined in this Handbook. Faculty who are already on the tenure-track are grandfathered and shall indicate in their dossiers whether they want to be evaluated using the previous guidelines and timelines or those outlined in this Handbook. In such cases, faculty shall notify their chair by September 1. (HARP)

TABLE OF CONTENTS

• SUNY - Policies of the Board of Trustees
  
• Proactive Personnel Policies
• Review Terms
• Annual Timelines for Faculty Review
• C&I Personnel Committee Membership
• CPRS Decision-Making Guidelines
• C&I Personnel Committee Procedures
• C&I Department Chair Personnel Guidelines
• Review of Adjuncts

APPENDICES

• Candidate Performance Review Scoring
• CPRS Decision Making Guidelines
• Guidelines for Promotion to Associate Professor
  
• Guidelines for Promotion to Full Professor Teaching Scale
• Research/Scholarship Scale
• Service Scale

Policies of the Board of Trustees

The SUNY Board of Trustees has provided general guidelines for the "Appointment of Employees" and the "Evaluation and Promotion of Academic and Professional Employees."

Article XI – Appointment of Employees

Title A. Procedure1. Procedure states, "The chief administrative officer of a college, after seeking consultation, may appoint, reappoint, or recommend to the Chancellor for appointment or reappointment, as may be appropriate to the nature of appointment provided for herein, such persons as are, in his judgment, best qualified. ... For purposes of this Article, the term "consultation" shall mean consideration by the chief administrative officer of a college of recommendations of academic or professional employees, including the committees, if any, of the appropriate department or professional area, and other appropriate sources in connection with appointment or reappointment of a specified employee; ..."

Title B. Continuing Appointment 1. Definition, "A continuing appointment shall be an appointment to a position of academic rank which shall not be affected by changes in such rank and shall continue until resignation, retirement, or termination." 2. Method of Appointment. "The Chancellor, after considering the recommendation of the chief administrative officer of the college concerned, and except as hereinafter permitted with respect to appointment of Distinguished, Distinguished Service, Distinguished Teaching and University Professors, may grant continuing appointments to such persons who, in his judgment, are best qualified."

Article XII – Evaluation and Promotion of Academic and Professional Employees

Title A. Evaluation of Academic Employees 1. Policy. "It is the policy of the University to evaluate employees." 2. Purpose, "The purpose of evaluation pursuant to this Title shall be the appraisal of the extent to which each academic employee has met his or her professional obligation." 3. Criteria, "In conducting evaluations, the chief administrative officer of the college concerned, or designee, may consider, but shall not be limited to consideration of the following:

1. Mastery of subject matter – as demonstrated by such things as advanced degrees, licenses, honors, awards and reputation in the subject matter field.

2. Effectiveness in teaching – as demonstrated by such things as judgment of colleagues, development of teaching materials or new courses and student reaction, as determined from surveys, interviews and classroom observation.

3. Scholarly ability – as demonstrated by such things as success in developing and carrying out significant research work in the subject matter field, contribution to the arts, publications and reputation among colleagues.

4. Effectiveness of University service – as demonstrated by such things as college and University public service, committee work, administrative work and work with students or community in addition to formal teacher-student relationships.

5. Continuing growth – as demonstrated by such things as reading, research or other activities to keep abreast of current developments in the academic employee’s fields and being able to handle successfully increased responsibility."

Title B. Promotion of Academic Employees 1. Procedure. "The chief administrative officer of a college, after giving consideration to recommendations of academic employees, including committees, if any, of the appropriate department or professional area and other appropriate sources in connection with promotion of a specific academic employee, may promote, or recommend to the Chancellor for promotion, such persons as are, in the chief administrative officer’s judgment, best qualified. Nothing contained herein shall prevent the chief administrative officer of the college from taking such promotion action as the chief administrative officer may deem appropriate to the operating requirements of the college. 2. Criteria. Recommendations of academic employees, or their appropriate committees, or other appropriate sources may consider, but shall not be limited to consideration of, the following:

1. Mastery of subject matter – as demonstrated by such things as advanced degrees, licenses, honors, awards and reputation in the subject matter field.

2. Effectiveness in teaching – as demonstrated by such things as judgment of colleagues, development of teaching materials or new courses and student reaction, as determined from surveys, interviews and classroom observation.

3. Scholarly ability – as demonstrated by such things as success in developing and carrying out significant research work in the subject matter field, contribution to the arts, publications and reputation among colleagues.

4. Effectiveness of University service – as demonstrated by such things as college and University public service, committee work, administrative work and work with students or community in addition to formal teacher-student relationships.

5. Continuing growth – as demonstrated by such things as reading, research or other activities to keep abreast of current developments in the academic employee’s fields and being able to handle successfully increased responsibility.