APPOINTMENT, PROMOTION, AND TENURE PROCESS

The CON’s process and criteria for appointment and promotion are under revision. Criteria have been reviewed by faculty and the Appointment, Promotion, and Tenure Committee in the CON are revising directions related to the process. Following this revision and approval at the university level, these revisions to the CON’s appointment and promotion criteria and process will be submitted to the Board of Trustees of the University of Arkansas System for review and approval. Following Board of Trustee approval, edits to the Faculty Handbook will be made, faculty will be notified, and faculty will have the option of using the current criteria or new criteria for a two-year period.

Current CON policies and procedures are based on the U of A Board of Trustees Policy 405.1: Appointments, Promotion, Tenure, Non-Reappointment, and Dismissal of Faculty and UAMS campus general guidelines on promotion and tenure. This revised policy supersedes all existing policies concerning appointment, promotion, tenure, non-reappointment, and dismissal of faculty.

1.            Promotion

• Promotion in the CON is advancement to a higher rank and title and is based on merit. All promotions must be approved by the Board of Trustees and become effective with the next year’s appointment following action of the Board of Trustees, unless a different effective date is approved by them for a specific case.
  • Promotion in academic rank shall be based primarily on the accomplishments of the individual while in the most recent rank. No minimum time in rank is required before a faculty member is eligible for promotion, nor is there a maximum time an individual may remain in a given rank except as limited by U of A Board of Trustees Policy 405.1: Appointments, Promotion, Tenure, Non-Reappointment, and Dismissal of Faculty. However, individual accomplishments and potential for continued value to the university are required for promotion.
  • Criteria and evaluative procedures for promotion to each rank, as included in this document, have been recommended by the faculty of the CON in accord with criteria and standards recommended by the campus faculty through its governance structure with the concurrence of the dean and the Chancellor of the University of Arkansas for Medical Sciences campus, and have been approved by the U of A president.
  • Review for promotion is initiated by the faculty member seeking promotion. The faculty member will forward his/her portfolio to the appropriate associate dean for review. The associate dean’s letter of recommendation will be sent to the faculty member to be included in the tenure/promotion portfolio. A faculty member who receives a negative recommendation from the associate dean may elect to forward all materials to the Chair of the APT Committee for consideration. Copies should be sent to the appropriate associate dean and the dean.
  • Both full-time and part-time faculty may seek promotion.

2.            Tenure

Tenure, the right to a continuous appointment, is granted to eligible faculty upon successful completion of a probationary period. Normally, the probationary period is for six years of satisfactory performance.

• The probationary period may not extend beyond seven years. For each academic year in which a full-time appointment is held, the faculty member accrues a year of service which applies toward the probationary period. An initial appointment of less than one year will be considered as a full year of service in determining maximum number of years in probationary status, except that appointment for summer sessions will not be considered in determining the number of years in probationary status. Time spent on an off-campus duty assignment or leave-of-absence without pay does not apply toward the probationary period.
  • Only full-time faculty with ranks of assistant professor, associate professor, and professor are eligible to be awarded tenure. Faculty and other employees with the following titles are ineligible to be awarded tenure: adjunct or visiting faculty, lecturers, research associates or research assistants, and all clinical ranks.
  • Other administrators and staff whose primary duties do not involve teaching regularly scheduled credit-hour courses, but who occasionally teach courses, are not eligible for tenure and do not acquire credit for service toward tenure for such teaching activities.
  • Tenure rights apply to the area(s) of the faculty member’s expertise and in the academic unit(s) in which his/her position is budgeted. In this document the academic unit is considered to be the CON. Should a faculty member hold less than a full-time appointment, tenure (the right to a continuous appointment) applies only to that portion of time specified at the time of appointment. Tenure rights are confined to a particular campus and not applicable on another campus of the University of Arkansas.
  • Faculty members in tenure-track positions shall be advised by the Dean of the College of Nursing of the time when decisions affecting tenure are to be made. Review for tenure is initiated by the faculty seeking tenure.
  • Faculty members, on acquiring tenure rights, shall receive a notice from the president affirming the acquisition of such rights. No person shall lose tenure rights by acceptance of leave-of-absence or by appointment to a University of Arkansas administrative position.
  • Tenure becomes effective at the beginning of the 9-, 10-, 11-, or 12-month appointment period following the president’s action granting tenure (July 1 for 11- or 12-month appointments and the beginning of the fall semester for 9- and 10- month appointments).
  • An individual in a tenure-track position who was not awarded tenure with any of the first six full-time academic year or fiscal year appointments must be evaluated as specified in U of A Board of Trustees Policy 405.1: Appointments, Promotion, Tenure, Non-Reappointment, and Dismissal of Faculty during the sixth appointment. If he/she is not approved for tenure, the seventh appointment shall be a terminal appointment.
  • Faculty members holding tenure rights may be dismissed for cause only after the procedures prescribed in U of A Board of Trustees Policy 405.1: Appointments, Promotion, Tenure, Non-Reappointment, and Dismissal of Faculty have been followed. A tenured person notified that he/she will be so dismissed will, except in cases of moral turpitude, be given notice of dismissal 12 months prior to termination of employment. This provision does not create an award of severance pay but assumes the full performance of university responsibilities and duties assigned for the period between dismissal notice and final termination.

3.            Appointment, Promotion, and Tenure (APT) Committee

• The APT Committee shall be a standing committee of the CON. This committee shall evaluate those faculty members who wish peer review of their eligibility for promotion and/or tenure.
  • The APT Committee shall review all materials from such faculty member according to the written college and university criteria and make recommendations for promotion and/or tenure to the dean.
  • All applicants being considered for initial appointment at a rank higher than the entry rank (assistant professor rank for tenure track and clinical instructor rank for the clinical track) shall be evaluated by the APT Committee according to the written College and University criteria (UAMS Policy: Procedure for Approval of Initial Faculty Appointments and Changes in Faculty).

Track	Rank	AP & T Review
Tenure	Assistant professor	No
Tenure	Associate professor	Yes
Tenure	Full Professor	Yes
Clinical	Instructor	No
Clinical	Assistant professor	Yes
Clinical	Associate professor	Yes
Clinical	Full Professor	Yes

• For applicants requiring an APT review (see above table), or if a review is specifically requested by the dean or applicant, the dean will provide the APT chair with the rank, track, and position for which the applicant has applied and the applicant’s CV.
  • To evaluate qualifications for the initial appointment, members of the APT committee will interview any applicant requiring or requesting an APT review (see above table).
    • The APT chair will forward the recommendation for initial appointment to the dean within 10 business days of the applicant’s APT interview.

Membership

• The APT Committee shall be constituted as described in the CON bylaws.
• A member of the APT Committee who seeks promotion shall resign from the committee; the faculty shall then elect a new member to fill the vacancy.
• In the event a committee member resigns or is unable to complete the term of membership, the faculty shall elect a new member to fill the vacancy.

Responsibilities

Faculty responsibilities are described in the College of Nursing Bylaws located in Section VII of the Faculty Handbook.

Promotion and/or tenure procedure

• New faculty should attend a meeting hosted by the APT Committee during their first semester of employment.
• After no more than three years of service, tenure track faculty are required to submit a preliminary portfolio. Non-tenure track faculty are encouraged to submit a preliminary portfolio for review at least one year prior to requesting promotion. The portfolio is due to the APT chair by the fourth Monday of January. Reviews will occur only in the spring semester. The APT Committee will provide individuals a written, confidential, non-binding critique of the portfolio. A faculty member may request a meeting with the chair of the committee to discuss the assessment. Faculty are encouraged to share the critique with their administrators.
• Tenure track faculty shall be notified by the dean of their tenure clock status on an annual basis. A table will be sent to all faculty consisting of items designating appointment date, tenure track, non-tenure track, date of last promotion, rank, worksite, year to submit tenure packet, academic year of tenure decision, and tenure.
• At the time of annual review, the appropriate administrator shall review each faculty member’s status in regard to promotion and tenure. The annual review conference for each faculty member shall include a discussion of the faculty member’s goals as they relate to promotion and tenure. The annual review report shall reflect the faculty member’s progress toward promotion and/or tenure with suggestions for meeting the criteria.
• By the fourth Monday of April, a faculty member planning to submit his/her portfolio for the upcoming APT portfolio submission deadline shall submit a letter of intent for portfolio submission to the appropriate associate dean and send a copy of the letter to the chair of APT. The faculty member is encouraged to seek guidance from the associate dean to determine his/her readiness for portfolio submission.
• The appropriate administrator’s recommendation to promote and/or award tenure, with rationale and supporting evidence, shall be communicated in writing to the faculty member, the dean, and the Chair of the APT Committee. This recommendation letter is part of the portfolio package due on the first Monday of August.
• A faculty member who receives an unfavorable recommendation from their appropriate administrator may elect to request portfolio review by the APT Committee. To do so, the faculty member should send a written request for committee review to the Chair of the APT Committee with copies to the appropriate administrator and the dean, no later than the first Monday of August. A faculty member who has not received a favorable recommendation from their appropriate administrator and who DOES NOT request committee review in writing will not be reviewed by the committee.
• It is the responsibility of the faculty members seeking peer review for promotion and/or tenure to prepare and submit their portfolio of accomplishments. The portfolio should be prepared according to the guidelines for the preparation of an appointment, promotion, and/or tenure portfolio.
  • The portfolio shall be submitted to the Chair of the APT Committee no later than 5:00 pm, CST, on the first Monday of August.
  • Confirmation of receipt of portfolio will be sent to applicant by the chair.
  • Within two weeks of receipt, chair/designee reviews the portfolio for completeness and adherence to guidelines as specified in the Faculty Handbook. Portfolios that are incomplete or not following specified guidelines will not be reviewed.
  • Chair requests confidential letters of reference from three to five designated individuals identified in portfolio with a request for a completed review within four weeks.
• A list of references shall be included as part of the portfolio due on the first Monday of August. The chair of the committee will request confidential letters of reference from among those provided by the faculty member. If the faculty member is being considered for both promotion and tenure, individuals providing references will be asked to speak to each. The college’s criteria for promotion and tenure will accompany the request.
• References should be selective and include persons who can speak directly to the faculty member’s contributions as they relate to the criteria for promotion and/or tenure. These individuals usually hold a rank that is equal to or higher than that sought by the applicant. Please use appendix E to organize this section. For each person listed, indicate
  • Name and credential
  • Title and institution
  • Detailed mailing address including zip code
  • Email address
  • Phone number including area code; indicate office, home or mobile number.
  • The nature of your relationship with the individual or the role in which you are known to the individual.
  • The set of criteria (teaching, research, or service) that the individual can best address.
• For faculty seeking the rank of associate or full professor, a minimum of three references who can speak to the faculty member’s contribution at a national or international level are required.
• The APT Committee may seek such additional supporting materials as deemed necessary for an accurate review. Unsolicited information, written and/or oral, should not be submitted to the committee.
• If seeking promotion to Associate or Professor Rank, Chair will request one or two external reviewers to review portfolio to provide anonymous recommendations (also with a four-week return timeline). External review request letters will be sent with the portfolio and UAMS/CON criterion for rank/tenure as desired. External reviewers will be at or above the rank that applicant is seeking and will remain anonymous to the applicant and others external to the review process.
  • APT committee will assign portfolios to appropriate track (clinical or tenure) and develop a timeline for review by the committee during the September meeting.
  • Committee members will review portfolios against criteria and each member will complete a written review and recommendation using the APT review template before the October meeting.
  • APT committee will meet to discuss recommendations until a majority vote is reached in the October meeting(s).
  • The APT Committee shall forward its written recommendations, with reasons, to the dean no later than the first Monday of November and to the faculty member no later than the second Monday of November.
• The dean shall send his/her recommendations to the faculty member, the appropriate associate dean, and the chancellor. The dean’s and the APT Committee’s recommendation will be sent to the chancellor.
• If the faculty member is not recommended for promotion and/or tenure by the dean, the candidate may choose to withdraw from further consideration. If desired, the faculty member may initiate the appeals procedure within five working days after the receipt of the dean’s recommendation.
• Appeals are handled through the UAMS appeals procedures outlined in U of A Board of Trustees Policy 405.1: Appointments, Promotion, Tenure, Non-Reappointment, and Dismissal of Faculty. Appeals Policy: https://www.uasys.edu/wp-content/uploads/sites/16/2018/04/405.1-Appts-Promotion-Tenure-etc.pdf

4.            Criteria for Promotion

• Reappointment to a given rank requires that the individual meets the requirements of that rank and shows good year-to-year progress. An individual’s work will be evaluated not only for the merit of particular accomplishments but also for commitment to and participation in total program goals.
  • Promotion requires that the individual has shown substantial progress and has demonstrated the ability to meet the criteria of the next rank. It is not based on time in rank only. An individual might be considered a valuable faculty member at a certain rank for many years, yet not show sufficient progress to merit promotion.
  • The decision concerning the reappointment, promotion, and/or tenure of an individual will be based on an evaluation of work in three broad categories:
    • Teaching
    • Scholarly activity
    • Service

5.            Criteria for Tenure

Tenure denotes the right to continuous appointment as a member of the faculty. Tenure also denotes recognition by the institution that the individual has demonstrated professional and personal integrity, as well as intellectual qualities which are important for the growth and quality of the program, the institution, and the larger nursing community.

The following criteria will be used to evaluate faculty for tenure. Evidence of:

1. Consistent contributions to the development and achievement of college goals.
2. Continuous professional growth and potential for continued growth in productivity.
3. Expertise in teaching and in area of specialization. 
4. Recognition of expertise with reputation beyond this college.
5. Evidence of a consistent trajectory of scholarly inquiry.
6. Continuous and effective leadership within the college and larger community.
7. Implementation of these criteria will apply to tenure track faculty as of fall 1996.

APPOINTMENT, PROMOTION, AND TENURE CRITERIA: TENURE TRACK

General Guidelines

A doctoral degree is required to enter the tenure track.

Experience in teaching at previous ranks or teaching experience in an area that requires equivalent knowledge and skills is required for appointment or promotion to a specific rank.

An individual seeking appointment or promotion to any rank is expected to have met all criteria for the previous rank as well as the criteria listed for the rank sought.

An individual seeking tenure is expected to meet all criteria for assistant and associate professor. At the end of five years in rank, an assistant professor must apply for promotion to associate professor and tenure.

Initial appointment to the rank of associate professor or professor will be independent of tenure. After two years in rank, a person appointed at either rank may apply for tenure.

The is no tenure-track and tenure position at the rank of instructor. The following table shows current criteria (as of 9/29/2023) by mission and rank for faculty who are tenured or tenure-track. This table will be replaced with the proposed changes once approved by the Board of Trustees.

TABLE (BELOW): Tenured / Tenure-Track Criteria by Teaching Mission and Rank

	Assistant Professor	Associate Professor	Full Professor
CORE	1. Demonstrates mastery of skills and knowledge of content and research in own clinical specialty area. 2. Demonstrates skills and knowledge in course development, teaching, and evaluation. 3. Designs and implements instruction, including classes, clinical assignments, and student assignments, to reflect clarity, creativity, appropriate educational level of student, reasonable teaching methods, and appropriate evaluation procedures. 4. Demonstrates organized classroom presentations appropriate to course objectives and learning needs of the students. 5. Demonstrates effective communication and interpersonal skills to develop collaborative relationships within the college and other settings. Applies current research and theory in classroom and clinical teaching.	1. Demonstrates mastery of current content in related support/core courses. 2. Uses innovative teaching strategies. 3. Participates in course and curriculum development, implementation, and evaluation.	1.   Participates in program planning, implementation, and evaluation. 2.   Maintains participation in course and curriculum development, implementation, and/or evaluation in area of expertise. 3.   Is recognized as a master teacher by faculty, students, and/or professional colleagues.
PRIMARY	Academic preparation and/or previous activities show ability to progress in the teaching arena. Examples: 1. Course and/or curriculum development 2. Development of educational programs 3. Use of innovative teaching strategies 4. Presentations 5. Publications	1. Demonstrates leadership in course and curriculum development, implementation, and evaluation. 2. Integrates educational theories into curriculum and course related activities. 3. Guides less experienced faculty in use of teaching strategies, course development, implementation, and evaluation. 4. Designs, tests, and evaluates innovative teaching strategies. 5. Recognized as a master teacher by faculty, students, and/or professional colleagues. 6. Demonstrates beginning success at securing extramural funding for educational programs.	1. Provides leadership in program planning, implementation, and evaluation. 2. Presents synthesis of educational research and theories and tests and evaluates innovative teaching strategies for integration into the curriculum and/or professional continuing education opportunities. 3. Demonstrates consistent success in obtaining funding for scholarly teaching activities. 4. Participates in mentoring of faculty in area of teaching. Is recognized beyond the state for expertise in the educational arena.

TABLE (BELOW): Tenured / Tenure-Track Criteria by Research Mission and Rank

	Assistant Professor	Associate Professor	Full Professor
CORE	1. Participates in research projects as an individual or with a team. 2. Integrates research methods and findings into curriculum and course-related activities.	1.   Consistent involvement in research projects as an individual or with a team. 2.   Uses research as a foundation for scholarly work. 3.   Continues to present scholarly papers at local or state and regional, national, or international meetings. Continues to publish scholarly papers in peer-reviewed journals.	1. Serves as principal or co-investigator for extramurally funded research and/or program grants. 2. Collaborates in design, implementation, and evaluation of research/program projects with intradisciplinary or interdisciplinary colleagues. 3. Consistently presents scholarly papers at regional, national, or international meetings. Consistently publishes scholarly papers, including data-based manuscripts, in refereed journals.
PRIMARY	Academic preparation and/or previous activities show ability to progress in the research arena. Examples: 1. Principal or co-investigator on research projects 2. Small grant funding 3. Presentations 4. Publications	1.   Demonstrates leadership as principal investigator, co-principal investigator or co- investigator on research projects. 2.   Guides less experienced faculty in designing and utilizing research and/or writing research proposals, grants, and manuscripts. 3.   Collaborates in design, implementation, and evaluation of research projects with interdisciplinary colleagues. 4.   Recognized as a master researcher by faculty, students, and/or professional colleagues. Demonstrates beginning success at securing extramural funding for research/evaluation projects.	1. Provides leadership as principal investigator on peer reviewed and competitive projects. 2. Collaborates in the design, implementation, and evaluation of research projects with interdisciplinary colleagues. 3. Demonstrates consistent success in obtaining funding for an established line of inquiry. 4. Participates in mentoring of faculty in area of research. 5. Is recognized beyond the state for expertise in the research arena.

TABLE (BELOW): Tenured / Tenure-Track Criteria by Service Mission and Rank

	Assistant Professor	Associate Professor	Professor
CORE	1.   Participates in health care organizations and/or college committees and special assignments. 2.   Participates in professional organizations at local or state level(s). 3.  Uses research findings in area of specialization.	1.  Demonstrates leadership on college committees related to area of expertise. 2.  Serves on campus committees or completes special assignments. 3.  Exemplifies leadership and professional involvement in advanced practice by either: a. Activities in professional organizations at local, state, or national level or in organizations that may effect change in health care nursing or education. b. Participation in community service activities; e.g. 1.     Membership on community boards 2.     In-service or continuing education offerings to other agencies or community groups 3.     Special health-related projects sponsored by organizations 4.      Consultation in own specialty area at individual or organizational level Direct care delivery	1.  Demonstrates leadership on committees at college, campus, or university levels. 2.  Expands scope and/or depth of leadership/professional involvement in advanced practice by: a.  Activities in professional organizations at local, state, or national or international level or in organizations that may effect change in health care nursing or education. b.  Participation in community service activities: 1.  Membership on boards 2.  In-service or continuing education offerings to other agencies or community groups 3.  Special health-related projects sponsored by organizations 4.  Consultation in own specialty area at individual or organizational level 5.         Direct care delivery
PRIMARY	Academic preparation and/or previous activities show ability to progress in the service arena. Examples: 1. Health policy 2. Advance practice with individual or organizations 3. Community service 4. Presentations 5. Publications	1.  Demonstrates leadership in the service arena by a.   Engaging in faculty advanced practice at the individual or organizational level. b.   Providing leadership in activities that provide community service: 1. Community board responsibilities 2. In-service/CE programs 3. Special health-related projects 4. Improvement in health care delivery 2. Integrates service activities into curriculum and course related activities. 3. Guides less experienced faculty in service related activities. 4. Contributes to policy design/ reformulation; e.g., development of protocols, standards of care, critical pathways, practice guidelines, organizational policies and procedures. 5. Is recognized as a master advanced practitioner by faculty, students, and/or professional colleagues. 6. Demonstrates beginning success at securing funding or received reimbursement for patient services provided or health care delivery systems programs.	1.  Provides leadership in research-based policy design/formation, e.g., development of protocols, standards of care, critical pathways, practice guidelines, organizational policies, and procedures. 2.  Expands scope/depth of leadership in the service arena at the state, national, or international level by a.  Engaging in faculty advanced practice at the individual or organizational level. b.  Providing leadership in activities that provide health related service; e.g. 1. Board responsibilities 2. In-service/continuing education programs 3. Special health-related projects 4. Improvement in health care delivery 3. Demonstrates consistent success in obtaining funding for service activities 4. Participates in mentoring of faculty in area of service Is recognized beyond the state for expertise in the service arena

APPOINTMENT AND PROMOTION CRITERIA: CLINICAL NON-TENURE TRACK

The term “clinical” designates a clinical specialty emphasis. Teaching at these ranks encompasses both didactic and practicum courses.

General Guidelines

• A master’s degree in a discipline relevant to health care is required for entry to the clinical track.
• An individual holding a doctoral degree in nursing or a doctoral degree in another discipline with a master’s degree in nursing may, on appointment, request a clinical track appointment.
• A doctoral degree, with either the master’s or doctoral degree in nursing, is required for appointment or promotion to the rank of clinical professor.
• Experience in teaching at previous rank or teaching experience in an area that requires equivalent knowledge and skill is required for appointment to the rank of clinical assistant professor or above.
• An individual seeking appointment or promotion to any rank is expected to have met criteria for the previous rank as well as the criteria listed for the rank sought.
• An individual holding a clinical track appointment who meets the general requirements for a tenure track appointment may petition for a change to the tenure track. Such a change will be processed and reviewed in the same way as are initial appointments.
• Performance and progression in the clinical track influences reappointment decisions.

The following table shows current criteria (as of 9/29/2023) by rank and mission for faculty who are non-tenure track. This table will be replaced with the proposed changes once approved by the Board of Trustees.

TABLE (BELOW): Non-Tenure Track Criteria by Teaching Mission and Rank

Clinical Instructor	Clinical Assistant Professor	Clinical Associate Professor	Clinical Professor
1.  Provides evidence of mastery of skills and knowledge of content in own specialty area. 2.  Demonstrates knowledge and skills necessary for classroom and clinical teaching: a.  Organizes classroom presentations and develops requirements according to course objectives. b.  Plans and develops lectures and discussion that demonstrate mastery of content and current research in subject area. c.  Implements teaching strategies appropriate to course objectives and student learning needs. d.  Writes test items based on course objectives and psychometric principles. e.  Makes clinical assignments congruent with course objectives and individual student learning needs. f.  Provides adequate practicum guidance to meet individual student needs. g.  Systematically evaluates contribution of course to student learning needs and development. Identifies problems, determines priorities and recommends specific measures for improvement. 3.  Provides effective liaison between the college and collaborating agencies and organizations.	1.   Demonstrates mastery of skills and knowledge of content and research in own clinical specialty area. 2.   Demonstrates knowledge and skills in course development, teaching, and evaluation: a.  Designs and implements instruction, including classes, clinical assignments and student assignments, to reflect clarity, creativity, appropriate educational level of student, teaching methods, and evaluation procedures. b.  Demonstrates organized classroom presentations appropriate to course objectives and learning needs of students. 3.   Demonstrates effective communication interpersonal skills to develop collaborative relationships within the college and other settings. 4.   Applies current research and theory in classroom and clinical teaching.	1.   Demonstrates mastery of current content in related support/core courses. 2.   Uses innovative teaching strategies. 3.   Demonstrates leadership in course and curriculum development, implementation, and/or evaluation. 4.   Integrates educational theories into curriculum and course related activities. 5.   Guides less experienced faculty in use of teaching strategies, course development, implementation, and evaluation. 6.   Is recognized as a master teacher by faculty, students, and/or professional colleagues.	1.   Demonstrates leadership in program planning, implementation, and/or evaluation. 2.   Continues leadership in course and curriculum development, implementation and/or evaluation. 3.   Is recognized as a master teacher by faculty, students, and/or professional colleagues. 4.   Participates in mentoring of faculty in area of teaching.

TABLE (BELOW): Non-Tenure Track Criteria by Research Mission and Rank

Clinical Instructor	Clinical Assistant Professor	Clinical Associate Professor	Clinical Professor
None for appointment	1.   Utilizes research in area of specialization. 2.   Shares expertise with the professional community by either a.    Presenting scholarly products at local and state professional meetings. Developing evidenced-based materials such as patient teaching booklets, media productions, pamphlets, and/or clinical protocols.	Clinical Associate Professor 1.   Collaborates in the initiating and conducting of research/program projects. 2.   Uses research literature as a foundation for scholarly work. 3.   Presents scholarly products at local or state and regional levels. 4.   Publishes scholarly papers in peer-reviewed journals.	1.   Collaborates in the initiation and conduct of research/program projects with intradisciplinary or interdisciplinary colleagues. 2.   Continues to use research as a foundation for scholarly work. 3.   Consistently presents scholarly papers at state, national, or international meetings. Consistently publishes scholarly papers in peer-reviewed journals.

TABLE (BELOW): Non-Tenure Track Criteria by Service Mission and Rank

Clinical Instructor	Clinical Assistant Professor	Clinical Associate Professor	Clinical Professor
1.    Participates on committees in college or health service organizations. 2.    Develops beginning leadership skills through participation in professional organizations.	1.  Participates in health care organization and/or college committees and special assignments. 2.  Continues to develop leadership and professional involvement in advanced practice by: a.  Serving as committee member or officer in local and state professional organizations or other organizations that may affect change in health care, nursing, or education. b.  Participating in community service activities: 1.     Membership on community boards 2.     In-service or continuing education offerings to other agencies or community groups 3.     Special health-related projects sponsored by organizations 4.     Consultation in own specialty area at individual or organizational level 5.     Direct care delivery 6.     Dissemination of health care information to consumers through the popular media Acts as liaison between academia and service to improve student experiences and quality of care in agencies.	1.  Demonstrates leadership on college committees, especially related to area of expertise. 2.  Serves on campus committees or completes special assignments. 3.  Exemplifies leadership and professional involvement in advanced practice by a.    Continued involvement in local, state, regional, or national level professional organizations or other organizations that may affect change in health care, nursing, or education. b.    Participation in community service activities; e.g. 1.     Membership on community boards 2.     In-service or continuing education offerings to other agencies or community groups 3.     Special health-related projects sponsored by organizations 4.     Consultation in own specialty area at individual or organizational level 5.     Direct care delivery 6.     Dissemination of health care information to consumers through the popular media 4.  Integrates service activities into curriculum and course related activities. 5.  Guides less experienced faculty in service related activities. Is recognized as an expert advanced practitioner by faculty, students, and/or professional colleagues.	1.    Demonstrates leadership on committees at college, campus, or university level. 2.    Expands scope and/or depth of leadership/professional involvement in advanced practice by a.    Continued involvement in local, state, regional, or national level professional organizations or other organizations that may effect change in health care, nursing, or education. b.    Participation in community service activities; e.g.   1.  Activities on boards 2.  In-service or continuing education offerings to other agencies or community groups 3.  Special health-related projects sponsored by organizations 4.  Consultation in own specialty area at individual or organizational level 5.  Direct care delivery 6.  Dissemination of health care information to consumers through the popular media 3.         Participates in mentoring of faculty in area of service.

GUIDELINES FOR PREPARATION OF MATERIALS FOR REVIEW

Portfolio must indicate the primary mission (tenure track only) and be organized by each criterion of the requesting rank for promotion and/or tenure. Portfolio must be submitted electronically (within 500-page limit in PDF format). Incomplete portfolios will not be reviewed by the APT committee and will be returned to the faculty member. The portfolio must include a table of contents with correct page numbers. Every page on the portfolio should be numbered except for the cover page and the routing form. Please use the following form/table to prepare the portfolio:

• Appendix A—Important Due Date for Promotion and/or Tenure Application
• Appendix B—Required components of the portfolio
• Appendix C—Cover page
• Appendix D—Routing Form
• Appendix E—List of references (Pending for approval)
• Appendix F—Table of the average scores of students’ course/faculty evaluations
• Appendix G—Definitions of Publications
• Appendix H—Table of Publications
• Appendix I—Definitions of Presentations Appendix J-Table of Presentations

These appendices can be found at the end of this section. The individual documents can also be found on SharePoint.

Education

Guidelines for Self-Evaluation Summary (speak to relevant criteria for track and rank)

• For clarity, the narrative may be organized by criteria for relevant track and rank. Remember, be concise; this is a summary, and should not need to exceed two or three pages for each mission. Where possible, in the narrative, simply refer the reader to specific sections of your CV or annual reports for detailed information. In this narrative, analyze your overall contributions to the CON’s teaching programs. Specifically, describe the nature, type, and extent of your teaching involvement in the areas of course delivery, curriculum design, implementation, and evaluation and innovations. If applicable, identify your role and responsibilities in the acquisition of education grants which have been applied for or secured. For new programs, summarize your specific role and responsibilities in the development and implementation of the program and how each demonstrates growth and meets the criteria for promotion and/or tenure.
  • Discuss evaluations for the past five years from peers, administrators, and students.
  • Examples of Support Materials (as relevant to criteria for rank and each mission). Choose your best example to support comments in narrative and place in Appendix. Examples of appropriate materials may include:
    • Excerpts from student products with faculty critique
    • List of course-generated and faculty-guided publications/presentations by students, and one example
    • Course materials developed for students (List one best example.)
    • Example of innovative/creative teaching methods developed, adapted, used, or disseminated
    • Example of work with student experiencing academic difficulty
    • Evidence of guidance given to students or advisees regarding career planning, further education, or employment
    • Unsolicited written comments from students or their families; e.g. letters
    • Honors/awards received from students and/or peers
    • Copies of annual reports from the last five years
    • Letter from peers or administrators related to teaching
    • Evidence of help given to colleagues on teaching improvement
    • References to CV as appropriate

Research/Scholarship

Expectations for involvement in research activities vary according to rank. Do not repeat details listed in other documents, but indicate the page(s) in the vitae or annual report where the list may be found. Provide an overview of the nature of your research activities appropriate to the criteria of the rank you are seeking, including a critical analysis of your contributions and their value. This overview should reflect not only what you have done or been involved with but also show how your activities show growth.

Your summary should not enumerate activities but rather should show the kinds of experiences you have had, how your contributions have become more extensive or complex, how your contributions are preparing you to take on more independent activities, and how your activities are helping you to develop skills for leadership roles.

Funded research/grant activities: (If applicable)

List all funded research grant activities. For each entry give the title, the name of the principle investigator, the name of the funding agency, the amount of funding obtained, the grant period, the status of the work, and your contributions to the grant: Extramural grants; Intramural grants.

Non-funded research activities:

List only non-funded research activities. Include the title of the project, the name of the principle investigator, the status of the project, your contributions to the project, and major products stemming from the project.

• Publications. Do not repeat information in the vitae but indicate the page(s) in the vitae where the list of publications may be found. (See definition in Attachment B.) The following information should be presented in a table. (See Attachment C.)
• Refereed publications. Number of data-based and non-data-based publications each calendar year since last review within the college or for each of the last five years. If tenure is being requested, give the information for each year of the last five years. If career exceeds five years in length, summarize all years previous to last five years.
• Non-refereed publications. Number each year since last review within the college or for each of the last five years. If tenure is being requested, give information for each year of the last five five. If career exceeds five years in length, summarize all years previous to last five years.  For example, the format for a faculty member requesting review for promotion to Associate Professor with tenure might look like Attachment F.
• Presentations: Do not repeat information in the vitae but indicate the page(s) in the vitae where the list of presentations may be found. (See definitions in Attachment D below.) Prepare a summary of activities for inclusion following the general format as described for publications.
• Examples of Support Materials (as relevant to criteria for rank and each mission)
  • Letters, other related correspondence, abstracts
  • A copy of one refereed data-based article and one refereed non-data based publication that best reflects your scholarly abilities
  • Selected correspondence regarding publication
  • Example of protocol or other scholarly, research utilization project
  • Programs, abstracts, letters of acceptance or appreciation
  • Letters from board/committee chairs that evaluate your fulfillment of commitments

Service

• Provide an overview of the nature, type, and extent of your service activity involvement, including an analysis of contributions made, and how they meet the requirements for promotion/tenure. If relevant, describe your involvement and your contribution to student recruitment/advisement activities, such as information sessions, career-day involvement, and assigned advisees.
• Major contributions: Include a list arranged in chronological order of service in each of the following areas (arranged in the order given). Your role and the major contribution of the service should be briefly indicated for each item on the list.
  • University of Arkansas for Medical Sciences
    • Department
    • College
    • Campus
    • University
  • Professional Organizations
    • International
    • National
    • Regional
    • State
    • Local
  • Community Service (include activities reflecting expertise in the field of nursing)
    • Regional
    • State
    • Local
  • Consultation (includes activities reflecting expertise)
    • International
    • National
    • Regional
    • State
    • Local
  • Clinical Practice
    • Description of practice setting, population served, and amount of time.
  • Other health related service activities
    • Description of participation in projects or activities of professional or service groups.

DISTINGUISHED PROFESSORSHIPS

UA Board Policy 470.1: Distinguished Professorships can be found under Board of Trustees Policies. Search by title under 400 Faculty/Staff.

Distinguished Professorships—College of Nursing

• An associate dean, chair, or, in the case of an individual directly reporting to the dean, the dean sends a letter of nomination for Distinguished Professorship documenting the applicant’s scholarly achievements and leadership along with the candidate’s CV to the Chair of the Appointment, Promotion and Tenure (AP&T) Committee.
  • The AP&T committee reviews the letter and applicant’s CV and makes a recommendation to the Dean of the CON.
  • The dean reviews the recommendation and faculty documents. If supportive of the recommendation, the dean submits a letter of recommendation along with the letter from the CON’s AP&T committee to the Provost and Chancellor of UAMS.
  • The decision to recommend/not recommend the rank of Distinguished Professorship to the University Board of Trustees by the President is made with the approval of the Dean of the CON and the UAMS Chancellor.

EMERITUS STATUS

U of A Board Policy 475.1: Emeritus Status can be found under Board of Trustees Policies. Search by title under 400 Faculty/Staff.

Emeritus Status—College of Nursing

• Faculty applicants submit a letter of self-nomination documenting their contributions to the CON and a CV to a CON associate dean deemed appropriate by the applicant.
  • The associate dean provides a letter of support, and submits it with the applicant’s letter and CV to the Chair of the Appointment, Promotion and Tenure (AP&T) Committee.
  • The AP&T committee reviews the associate dean’s support letter, applicant’s letter, and CV and makes a recommendation to the Dean of the CON.
  • Approval by the dean involves submitting the following to the Provost and Chancellor: (a) dean’s letter of recommendation; (b) resolution highlight faculty achievements deserving of emeritus status; (c) recommendation letters from supervisor of the faculty, if applicable; and (d) recommendation letter from chair of the CON’s AP&T committee
  • The decision to recommend/not recommend Emeritus status to the University Board of Trustees by the President is made with the approval of the Dean of the CON and the UAMS Chancellor.