A. Bases for Promotion

Promotion is based on excellence in teaching, in scholarship and creative work, and in various administrative, professional or academic services. A candidate for promotion should excel in at least one of these bases and be satisfactory in others. Personal and professional integrity are, of course, presumed. Promotion to any rank is a recognition of past achievement and a sign of confidence that the man or woman is capable of greater responsibilities and accomplishments. The ultimate purpose of all promotions is to build the best possible faculty for the University.

1. Teaching

a. Effective teaching has many manifestations. It comprehends classroom instruction and a broad range of faculty-student relationships. The following are among the traits valued in the teacher: command of subject, familiarity with advances in the field, ability to organize material and to present it with force and logic, capacity to awaken in students an awareness of the relation of the subject to other fields of knowledge, grasp of general objectives, ability to vitalize learning, ability to arouse curiosity toward further and more independent learning, ability to stimulate advanced students to highly creative work, maintaining a sufficiently high standard of achievement, and fairness and judgment in grading. The teacher's personal attributes such as social graciousness and sense of humor are also important.

The extent and skill of the faculty member's participation in the general guidance and advising of students and his or her contribution to student welfare are of importance in the appraisal of the teacher's value to the University.

2. Scholarship and Creative Work

a. Research and Publication. In most of the fields represented in the program of the University, publications in media of quality are expected as evidence of scholarly interest. Quality of production is more important than quantity. Each of the following is valued according to its quality and significance: scholarly books, textbooks, reviews, reports, articles in scholarly and professional journals, and participation in projects of scholarly interest.

b. Works of Art. In certain fields such as art, music, and literature, distinguished creation receives consideration equivalent to distinction attained in research. Public recognition as reflected in professional awards; the assignment of unusual tasks and commissions; the acceptance of the faculty member's work in permanent collections or its publication in leading professional journals; invitations to participate in significant exhibits; and any other public honor on the local, national, or international scene are valued.

c. Professional Recognition. Demonstrated professional distinction is recognized as a criterion for promotion. In certain areas as music, drama, and speech, distinguished performance is considered. The faculty member's record is scrutinized for evidence of achievement, leadership, and the development of new ideas.

3. Services Within and Outside the University.

Since the faculty plays an important role in the formulation of University policies and in the administration of the University, recognition is given to faculty members who prove themselves to be able administrators and who participate effectively and imaginatively in faculty government and the formulation of departmental, college, and University policies. Services by members of the faculty to the community, the state, and the nation are likewise valued. Services leading to the advancement of a profession, as for example, participation in professional organizations and editorial work on professional publications, are also considered worthy of recognition.

B. Criteria for Promotion to the Various Ranks

Promotion to assistant professor usually is based on the faculty member's having attained his doctor's degree or having done equivalent advanced or creative work, having had successful experience as a teacher, and having shown intellectual and scholarly promise.

Promotion to associate professor is based on the candidate's (a) possession of the doctor's degree or equivalent professional experience in areas where the doctor's degree is not normally expected, (b) continued growth as a teacher and scholar and 8 successful assumption of departmental and University responsibilities. Frequently, a major consideration is the faculty member's capacity for advanced and graduate teaching that has developed from his or her own significant contributions to knowledge and promise of continuing independent research. Promotion to this rank for other reasons rests upon proven abilities and exceptional accomplishments.

Promotion to professor is based on scholarly and professional achievement beyond that required for the associate professorship. In scholarship the candidate should have achieved professional recognition in the field. In academic, administrative, and professional services, the candidate should have contributed markedly to the advancement of the University.

C. Procedure for Promotions

Recommendations for promotion in rank normally originate with the chair (or director) after consultation with those of the highest rank in the department or with the appropriate faculty vehicle of the department. The chair will request those believed to be worthy of consideration to submit a full and complete record of accomplishment to date, together with such evaluation of the significance of these accomplishments as the candidate may wish to make. This, along with the judgment of those of the highest rank, will guide, but not determine, the chair's recommendation to the Dean. In making such recommendations, the chair shall indicate the degree of concurrence on the part of those consulted and list their names. In turn, the Dean will in each case request those who have been consulted to file a confidential evaluation form on the nominee. After receiving and reviewing these evaluations, the Dean will submit them, accompanied by his or her recommendations, to the Council of Deans, which serves as the coordinating body for the University. The Council of Deans makes final recommendations to the President.

A Dean may originate motions for advancement. An individual faculty member may, if he or she feels that his or her case is being overlooked, submit his or her credentials directly to the Dean, and any member of the highest rank in the department may also make nominations directly to the Dean. In all such cases, Deans will request the usual departmental evaluations as well as judgments from other suitable persons, before making their recommendations to the Council of Deans.

Any faculty member who believes that his or her procedural rights under this system have been denied may present a complaint to the Personnel Committee of the Faculty Senate. All those who have been formally considered will be informed by the President whether they have been promoted or not.

1 Temple University Faculty Guide

(January 1988), pp.9-12.