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E06.0 Policies on Faculty Rank

Scope: All RIT Faculty

I. Faculty Responsibilities, Classifications and Ranks

Faculty responsibilities are divided into the following three categories: (a) teaching; (b) scholarship; and (c) service, as defined in E4.0 Faculty Employment Policies. The balance among these responsibilities varies by classification and rank. The table below lists all faculty classifications and ranks that may exist at the university.  In certain, very unusual circumstances, the provost may approve a faculty rank preceded by “distinguished” for a person widely recognized for his/her knowledge and expertise.

Classification

Ranks

Tenure-track faculty

Instructor*, Assistant Professor, Associate Professor, and Professor**

Non-tenure track: Lecturers

Lecturer, Senior Lecturer, and Principal Lecturer

Non-tenure track: Research faculty

Assistant Research Professor, Associate Research Professor, and Research Professor

Non-tenure track: Visiting faculty

Visiting Lecturer, Visiting Assistant Professor, Visiting Associate Professor, and Visiting Professor

Non-tenure track: Clinical faculty

Clinical Instructor, Assistant Clinical Professor, Associate Clinical Professor, and Clinical Professor

Non-tenure track (temporary): Adjunct faculty

Adjunct Professor

Non-tenure track: Emeritus/emerita faculty

Title granted to permanent faculty at time of retirement if awarded emeritus status

*No new tenure-track faculty will be hired into the rank of instructor.

**In this policy, "Professor" means a faculty member with the rank of professor.

II. Promotion of Tenure-track Faculty

  1. General Guidelines

    Promotion to the next higher rank in a tenure-track faculty classification is based on a faculty member’s academic and professional qualifications, and achievements in the categories of teaching, scholarship, and service as defined in E4.0 Faculty Employment Policies. Academic and professional qualifications refer to past and present professional and career experiences, professional recognition in the form of licenses, honors, degree attainments, and sustained effort directed toward professional and career development.  Although engagement in teaching, scholarship and service is expected of all tenure-track faculty, no faculty member has to be deeply engaged in all of the activities identified in E4.0 at any one time.

    Each college faculty shall develop, approve, and publish its own promotion policy and criteria, including qualities and achievements as well as acceptable forms of evidence and documentation based on the general criteria in E4.0 and this policy. College-level policies and criteria may be more but not less stringent than, and must be consistent with this policy and E4.0. In addition, the college's schedule for promotion must be consistent with the schedule in E6.0.D.5, and the “Dates for Faculty Actions and Academic Ceremonies” as distributed by the Provost’s Office.

  2. Instructor to Assistant Professor

    Tenure-track faculty are no longer hired at the rank of instructor. For existing tenure-track faculty at the rank of instructor, promotion typically occurs when the instructor has successfully met the promotion criteria set forth in the contract at the time of hire.

  3. Assistant Professor to Associate Professor

    The promotion from the rank of assistant professor to associate professor typically occurs at the same time as tenure evaluation and is covered in policy E5.0 Policies on Tenure.

  4. Associate Professor to Professor

    1. Criteria for Promotion to Professor

      The basis for the promotion of an Associate Professor to Professor is effectiveness of teaching, the quality and scope of scholarship, and service including the leadership in or contributions to professional activities on and off campus.

      Since receiving tenure and promotion from Assistant Professor to Associate Professor, candidates shall be judged in terms of whether they have an established record that indicates continued growth, development and accomplishment in teaching; research, scholarship or creative work; and service including leadership, as described in E4.0 Faculty Employment Policies. Candidates for promotion shall be judged in terms of whether they have a record that is deemed excellent overall.

      Each college will have a procedure to ensure that it recommends to the provost either approval or denial of promotion to professor.

    2. Nomination of a Candidate for Promotion to Professor

      A candidate may be nominated for promotion in any one of the following ways:

      The department chair shall notify the faculty member in writing of his or her nomination for promotion or of the receipt of the self-nomination.

      • The department chair shall evaluate the rank status of each faculty member at least every two years at the time of annual review and may nominate a candidate for promotion.

      • A Professor eligible to serve on the promotion committee (see E6.0.II.D.3) may nominate a candidate for promotion.

      • A tenured faculty member may nominate him/her-self for promotion.

    3. Promotion Committee

      1. Composition: Each college shall have a Promotion Committee, which shall be a college-wide committee composed of five or seven college faculty members, all of whom are tenured Professors in the college. Each college will have a procedure for establishing one or more promotion committees as needed. A minimum of one member must return from the previous year in order to provide continuity over time. This will provide for continuity over time. The dean of the college will ensure that a promotion committee is formed according to the college policy.  If a college has fewer than five tenured Professors then the provost will ask the Academic Senate to establish an appropriate promotion committee that includes all the tenured Professors in the college. The committee will select its chair from its membership.

      2. Responsibility: The Promotion Committee shall review the candidate based on the promotion criteria of the university as outlined in this policy and that of the college, the candidate’s documentation, and all internal and external letters of review or evaluation.

      3. Voting: There shall be no abstentions or avoidances of voting by absence by members of the Promotion Committee. The Promotion Committee’s recommendation for approval or denial of promotion shall be in writing and include a statement of reasons that support the recommendation for or against promotion as well as the committee vote. The recommendation and all supporting documentation, including letters, shall be forwarded by the chair of the Promotion Committee to the dean of the college.

      4. Joint Academic Appointment: In the case of a joint academic appointment that spans two colleges or two departments, a joint promotion committee shall be formed according to the college policies where the candidate’s primary appointment and tenure resides. The committee will be comprised of three tenured Professors of the college or department in which the candidate’s primary appointment and tenure resides and two tenured Professors from the college or department in which the candidate’s secondary appointment resides. The committee will select its chair from its membership. The committee shall review the candidate based on the promotion criteria of the university as outlined in this policy and that of the colleges, the candidate’s documentation, and all internal and external letters of review or evaluation.

    4. Documentation

      1. Documentation shall include the following: all agreements relating to the faculty member's conditions of employment; annual reviews and evaluations since the faculty member’s last promotion; documentation related to the faculty member's teaching performance, academic and professional qualifications, scholarship, and service; and such other information as the faculty and administration of a given college shall deem appropriate. The candidate may also include letters of support.

      2. Letters of recommendation internal and external to the university:

        1. Internal Letters: The Promotion Committee chair shall seek letters from all tenured Professors in the candidate’s department and require a letter from the candidate’s department head. Each letter must have a clear statement recommending for or against the promotion of the candidate.

        2. External Letters: The Promotion Committee chair shall seek letters from a minimum of four external reviewers. The chair should strive to seek two reviews from individuals recommended by the candidate and two reviews from individuals recommended by the candidate’s department chair (or the dean in cases where the department chair is nominated for promotion). In all cases, the reviewers should have fields of study within the candidate’s expertise and shall have no conflicts of interest with the candidate.  Reviewers should be asked to comment on the overall quality of the candidate’s work.

        3. Handling of Letters: In order to assure that recommendations are completely candid and accurate, all letters of recommendations for or against the awarding of promotion shall remain confidential and will not be made available to the candidate.

      3. A promotion candidate will provide materials and other documentation to an office as specified in the college’s promotion policy. Each college will establish its own dates for receiving materials from a promotion candidate that are consistent with the university’s dates noted on the “Dates of Faculty Actions and Academic Ceremonies” which is distributed by the Provost’s Office.

      4. The documentation for each promotion candidate with a tenure-track appointment shall be maintained by the Office of the Dean of that faculty member's college and access to it shall be governed by the university's policy on "Access to Official Professional Staff Files" (E31.0).

    5. Process and Schedule

      1. Nomination: By May 1 of the academic year immediately prior to the academic year in which the faculty member will undergo consideration for promotion, nominations for promotion will be received by the department chair.

      2. Acknowledgement: By May 15 of the academic year immediately prior to the academic year in which the faculty member will undergo consideration for promotion, the candidate for promotion will receive a written acknowledgement of the initiation of the promotion process and a request of materials by the department chair. The department chair will also inform the dean of the college about the nomination. The dean will ensure that a promotion committee with an elected chair is in place by September 15 to receive the promotion documentation from the candidate.

      3. Submission: By September 15, the promotion candidate submits his or her documentation to the Promotion Committee chair for review.  The names of the suggested external reviewers should also be submitted at this time.

      4. Request for Reviews and Letters for Support: By September 30, the Promotion Committee chair requests external reviews of the candidate and letters of recommendation for or against promotion from all the tenured Professors in the candidate’s department and the candidate’s department head.

      5. Review Begins: By January 1, all materials, including all letters, should be made available for review by the Promotion Committee.

      6. Review Completion: By February 1, members of the Promotion Committee will complete the review of all promotion materials and the Promotion Committee chair will submit a letter of recommendation for or against promotion to the college dean, including the tally of votes from members of the committee and a summary of the internal letters from the candidate’s department. This letter will be accompanied by all other letters and documentation.

      7. College Dean: By March 1, the college dean will submit his or her letter of recommendation for or against promotion to the provost. This letter will be accompanied by all other letters and documentation, including the letter and vote from the Promotion Committee.

      8. Provost/President: Between March 1 and April 15, the provost and the president will work together to formulate recommendations for or against promotion. These recommendations will beinformed by all other letters and documentation, including the promotion committee’s vote.

        To form a promotion recommendation, the provost may call upon the department chair, the college promotion committee, or the dean for clarification or additional information and may meet with any of them to reconcile opposing views. The provost may convene the chairs of each of the college promotion committees when:

        • A college’s promotion committee and dean are in dispute over a candidate’s ability to be promoted;

        • There is a disagreement between the provost and the dean as representative of the college regarding the candidate’s ability to be promoted;

        • In special circumstances, to evaluate a proposal the title of "distinguished" to a faculty member who is a person widely recognized for his/her knowledge and expertise.

        The group will relate its findings in writing to the provost. When satisfied on all points, the provost shall make the final recommendation to the president that considers all prior recommendations receive

      9. Final Decision: All promotion decisions are made by the president. Notification regarding the promotion decision will be sent by the provost to the candidate by April 15.

    6. Granting or Denial of Promotion

      1. Notification: The granting or denial of promotion shall be in the form of a written communication from the provost to the candidate no later than April 15. The letter from the provost will express the reasons for the decision on promotion.  In the case of denial, the letter shall set forth the specific reasons and the promotion committee vote.  All letters of recommendation for or against the awarding of promotion shall remain confidential and will not be made available to the candidate.

      2. Effective date: If awarded, the promotion becomes effective on the first day of the following academic year.

      3. Appeal: If a candidate wishes to appeal a promotion denial, the university faculty grievance procedures are available to the extent provided in E24.0 Faculty Grievance. The appeal is not to address the substance of the committee's recommendation but shall be limited to the question of whether the policies and procedures set forth in the promotion policy have been followed in the candidate's case.

III. Rank and Responsibilities of Non-Tenure-Track Faculty

  1. Definition of Non-Tenure Track

    A non-tenure-track faculty member is an employee of the university engaged in research or in teaching credit courses, non-credit courses, or special courses typically under the auspices of one of the colleges, whether full-time or less than full-time. A non-tenure-track faculty member is employed for a specific period of time and the university is not committed to provide employment beyond the time specified. Appointment to any of the non-tenure-track classifications presented in this policy does not qualify a person for consideration for tenure or other privileges accorded to tenure-track faculty.

  2. Non-Tenure-track Teaching - Lecturer Ranks

    1. Definition

      The non-tenure-track teaching faculty category of lecturer is generally used in situations carefully tailored to university programmatic needs.  Lecturer positions normally should not be created out of previously tenure-track positions.  Lecturer ranks may be assigned to those whose talents and experience would give reasonable assurance of qualifying for consideration for a position as a teacher.

      1. Individuals appointed in the category of lecturer have teaching as their primary responsibility.

      2. Ranks of lecturer include: Lecturer, Senior Lecturer, and Principal Lecturer.

    2. Responsibilities and  Contracts for Each Rank

      1. Lecturer

        1. Description and Responsibilities: The primary responsibility of a lecturer is teaching. In addition, a lecturer may be assigned student advisees, and/or asked to participate in department-level service activities. A lecturer is not expected to participate in scholarship or college or university-level service.

        2. Contracts: A lecturer may be reappointed annually to non-tenure-track employment. A lecturer’s contract may be renewed at the sole discretion of the university.

          (aa) A lecturer in his/her initial year of appointment will be notified whether the appointment is being renewed by June 30.

          (bb) After the initial year of hire, any lecturer on a one-year contract must be notified whether the appointment is to be renewed by June 30.

          (cc) After three consecutive years of annual appointments, a lecturer may receive a two-year contract, which may be renewed at the sole discretion of the university. If no notice of renewal is given, the contract ends at the end of the two-year period. If the two-year contract will be renewed, notice of the renewal shall be given by June 30 of the first year. The offer of a two-year contract does not guarantee subsequent two-year contracts. Continued employment and subsequent two-year contracts shall be conditional upon satisfactory annual performance, projected departmental needs and/or college resources, and compliance with RIT policies and procedures.  Any notice of non-renewal or offer of a subsequent contract of less than two years shall be given by June 30.

      2. Senior Lecturer

        1. Description and Responsibilities: After five years of full-time teaching at RIT, a lecturer is eligible for promotion to senior lecturer. At the time of hire, a lecturer may receive up to two years of credit for teaching at RIT or another institution of higher education. Credit will be assessed based upon an equivalent full-time lecturer load.

          In addition to teaching students, a senior lecturer will engage in department or college level service activities.  A senior lecturer may be asked to participate in service activities at the university level.  A senior lecturer is not expected to conduct scholarship.

        2. Contracts: A senior lecturer will receive a three-year contract, which may be renewed at the sole discretion of the university. If no notice of renewal is given, the contract ends at the end of the three-year period. If the three-year contract will be renewed, notice of the renewal shall be given by June 30 of the second year of the three-year contract. The offer of a three-year contract does not guarantee subsequent three-year contracts. Continued employment and subsequent three-year contracts shall be conditional upon satisfactory annual performance, projected departmental needs and/or college resources, and compliance with RIT policies and procedures.  If a subsequent three-year contract cannot be supported, a senior lecturer may be offered a contract of less than three-year duration, but would nevertheless retain the rank of senior lecturer.  Any notice of non-renewal or offer of a subsequent contract of less than three years shall be given by June 30 of the second year of the three-year contract.

      3. Principal Lecturer

        1. Description and Responsibilities: After five years as a senior lecturer at RIT, a candidate is eligible for promotion to principal lecturer.  In addition to teaching, a principal lecturer is expected to engage in service activities to the department, college, or the university.  A principal lecturer is not expected to conduct scholarship.

        2. Contracts: A principal lecturer will receive a five-year contract, which may be renewed at the sole discretion of the university. If no notice of renewal is given, th contract ends at the end of the five-year period. If the five-year contract will be renewed, notice of the renewal shall be given by June 30 of the third year. The offer of a five-year contract does not guarantee subsequent five-year contracts. Continued employment and subsequent five-year contracts shall be conditional upon satisfactory annual performance, projected departmental needs and/or college resources, and compliance with RIT policies and procedures. If a subsequent five-year contract cannot be supported, a principal lecturer can be offered a contract of less than five-year duration, but would nevertheless retain the rank of principal lecturer.  Any notice of non-renewal or offer of a subsequent contract of less than five years must occur by June 30 of the third year of any five-year contract.

IV. Promotion Process for Non-Tenure-Track Lecturers and Senior Lecturers

  1. Nominations

    Nominations for promotion of a candidate to senior or principal lecturer may be initiated by the department chair, tenured faculty, non-tenure-track faculty senior to the candidate’s present rank, or by the candidate.  Moving the nomination forward is based upon departmental needs and available resources.

  2. Promotion Committee 

    The Promotion Committee will be established and have the responsibilities as described in E6.0.II and the college procedures shall ensure the committee membership will include a non-tenure-track lecturer senior to the candidate's present rank for evaluation of the non-tenure-track lecturer if one exists within the college. The Promotion Committee will review the candidate based on the promotion criteria of the university as outlined in this policy and those of the college; the candidate’s documentation; and all written letters of review or evaluation.  The Promotion Committee shall follow the voting guidelines set forth in E6.0.II.c and shall forward its recommendation to the dean of the college.

  3. Promotion from Lecturer to Senior Lecturer

    1. Criteria

      Promotion to the rank of senior lecturer is based on meeting promotion criteria and on demonstrated evidence of outstanding teaching and successful performance of other duties as assigned and appropriate to the faculty member’s rank.

    2. Process and Schedule

      1. Nomination: By May 1 of the academic year immediately prior to the academic year in which the faculty member will undergo consideration for promotion, nominations for promotion will be received by the department chair.

      2. Acknowledgement: By May 15 of the academic year immediately prior to the academic year in which the faculty member will undergo consideration for promotion, the candidate for promotion will receive a written acknowledgement of the initiation of the promotion process and a request of materials by the department chair. The department chair will also inform the dean of the college about the nomination. The dean will ensure that a Promotion Committee with an elected chair is in place by September 15 to receive the promotion documentation from the candidate.

      3. Submission: By September 15, the promotion candidate submits his or her documentation to the Promotion Committee chair for review.  The candidate for promotion to senior lecturer shall assemble a portfolio that documents his/her accomplishments for the most recent five-year period of full-time employment as a lecturer. The portfolio shall focus primarily on the candidate’s teaching expertise with examples of pedagogical approach and student and peer evaluations. The portfolio will also include documentation of the candidate’s efforts to develop professionally as well as evidence of other areas of activity, such as advising and service, where these have been included in the candidate’s plan of work. The portfolio shall include all administrative reviews for the specified time period.

      4. Request for Reviews and Letters for Support: By September 30, the Promotion Committee chair will solicit letters of recommendation for or against promotion from the candidate’s department chair, and from the tenured faculty members and non-tenure-track teaching faculty senior in rank from within the candidate’s department.

      5. Review Begins: By January 1, all materials, including all letters, should be made available for review by the Promotion Committee.

      6. Review Completion: By February 1, members of the Promotion Committee will complete the review of all promotion materials and the Promotion Committee chair will submit a letter of recommendation for or against promotion to the college dean, including the tally of votes from members of the promotion committee. This letter will be accompanied by all other letters and documentation.

      7. College Dean: By March 1, the college dean will submit his or her letter of recommendation for or against promotion to the provost. This letter will be accompanied by all other letters and documentation.

      8. Provost/President: Between March 1 and April 15, the provost and the president will work together to formulate recommendations for or against promotion. These recommendations will be informed by all other letters and documentation, including the promotion committee’s vote.

        To form a promotion recommendation, the provost may call upon the department chair, the college promotion committee, or the dean for clarification or additional information and may meet with any of them to reconcile opposing views. The provost may convene the chairs of each of the college promotion committees when:

        • A college’s promotion committee and dean are in dispute over a candidate’s ability to be promoted;

        • There is a disagreement between the provost and the dean as representative of the college regarding the candidate’s ability to be promoted;

        • In special circumstances, to evaluate a proposal the title of "distinguished" to a faculty member who is a person widely recognized for his/her knowledge and expertise.

        The group will relate its findings in writing to the provost. When satisfied on all points, the provost shall make the final recommendation to the president that considers all prior recommendations received.

      9. Final Decision: Notification regarding the promotion decision will be sent by the provost to the candidate by April 15.

  4. Promotion from Senior Lecturer to Principal Lecturer

    1. Criteria

      Promotion to principal lecturer is based on meeting promotion criteria and on demonstrated evidence of outstanding teaching, service, and successful performance of other duties as assigned and where appropriate. Department- and college-level service is expected.  Additional service to the candidate’s professional community and the community at large is also considered.

    2. Process and Schedule

      1. Nomination: By May 1 of the academic year immediately prior to the academic year in which the faculty member will undergo consideration for promotion, nominations for promotion will be received by the department chair.

      2. Acknowledgement: By May 15 of the academic year immediately prior to academic year in which the faculty member will undergo consideration for promotion, the candidate for promotion will receive a written acknowledgement of the initiation of the promotion process and a request of materials by the department chair. The department chair will also inform the dean of the college about the nomination. The dean will ensure that a Promotion Committee with an elected chair is in place by September 15 to receive the promotion documentation from the candidate.

      3. Submission: By September 15, the promotion candidate submits his or her documentation to the Promotion Committee chair for review.  The candidate for promotion to Principal Lecturer shall assemble a portfolio that documents his/her accomplishments for the most recent five-year period of full-time employment following promotion to senior lecturer. The portfolio shall focus primarily on the candidate’s teaching expertise with examples of pedagogical approach and student and peer evaluations. The portfolio will also include documentation of the candidate’s efforts to develop professionally as well as evidence of other areas of activity, such as advising and service, where these have been included in the candidate’s plan of work and as required for eligibility for promotion. The portfolio shall include all administrative reviews for the specified time period.

      4. Request for Reviews and Letters for Support: By September 30, the Promotion Committee chair will solicit letters of recommendation for or against promotion from the candidate’s department chair, and from the tenured faculty members and principal lecturers from within the candidate’s department.

      5. Review Begins: By January 1, all materials, including all letters, should be made available for review by the Promotion Committee.

      6. Review Completion: By February 1, members of the Promotion Committee will complete the review of all promotion materials and the Promotion Committee chair will submit a letter of recommendation for or against promotion to the college dean, including the tally of votes from members of the committee. This letter will be accompanied by all other letters and documentation.

      7. College Dean: By March 1, the college dean will submit his or her letter of recommendation for or against promotion to the provost. This letter will be accompanied by all other letters and documentation.

      8. Provost/President: Between March 1 and April 15, the provost and the president will work together to formulate recommendations for or against promotion. These recommendations will be informed by all other letters and documentation, including the promotion committee’s vote.

        To form a promotion recommendation, the provost may call upon the department chair, the college promotion committee, or the dean for clarification or additional information and may meet with any of them to reconcile opposing views. The provost may convene the chairs of each of the college promotion committees when:

        • A college’s promotion committee and dean are in dispute over a candidate’s ability to be promoted;

        • There is a disagreement between the provost and the dean as representative of the college regarding the candidate’s ability to be promoted;

        • In special circumstances, to evaluate a proposal the title of "distinguished" to a faculty member who is a person widely recognized for his/her knowledge and expertise.

        The group will relate its findings in writing to the provost. When satisfied on all points, the provost shall make the final recommendation to the president that considers all prior recommendations received

      9. Final Decision: Notification regarding the promotion decision will be sent by the provost to the candidate by April 15.

  5. Granting or Denial of Promotion

    The granting or denial of promotion shall follow the same process outlined for promotion to Professor found in E6.2.c(6).

V. Rank and Responsibilities for Non-Tenure-Track Research Faculty

  1. Definition of Non-Tenure-Track Research Faculty

    The rank of Assistant Research Professor, Associate Research Professor, and Research Professor may be assigned to individuals who secure the funding necessary to establish, support, and lead research programs that will enhance the education of RIT students.

    Those faculty with non-tenure-track research faculty classification will hold an appointment with an RIT academic department. Qualifications for the position include research expertise, a peer-reviewed publication record, achievement of externally funded grants and contracts, demonstrated collaborative research, and the ability to mentor students. Assignment of research faculty rank will be determined through consideration of the individual's qualifications listed above and credentials such as degrees earned, current rank, and professional expertise. Continuation of the appointment is subject to the university's commitment to the appointee's research and the availability of external funding.

    Because the research faculty ranks are assigned to individuals who secure the funding necessary to support research programs, external funds sufficient to cover the faculty member's salary and benefits must be available in a budget dedicated to the research faculty position.

    Appointment to this classification does not qualify one for consideration for tenure or other privileges accorded to tenured and tenure-track faculty (see E5.0). Policies regarding tenure-track faculty who are appointed to research faculty positions prior to earning tenure are located in E5.0-Policies on Tenure.

    Research faculty usually do not do service, nor are they required to teach; however, they must take a major role in the enhancement of students’ education in one or more of the following ways: (1) supervise undergraduate research and/or thesis projects; (2) serve as principal advisor to doctoral and/or masters students; (3) serve on committees for doctoral and/or masters students or, (4) engage as non-voting participants in curricular decisions. 

    Research faculty plans of work are to be assessed annually to ensure the education of students is reflected as a top priority. If the need arises, the department head can ask a research faculty member to teach or do service. In that case, the faculty member’s contract must specify the term of service and duties.

  2. Promotion Process for Non-tenure-Track Research Faculty

    1. Nominations: Nominations for promotion may be initiated as identified in E6.0.II.D.2 or a non-tenure track research faculty senior to the candidate’s present rank. After appropriate consultation with and endorsement of the faculty of the relevant department or program, the department chair will recommend the applicant to the college dean. The dean forwards the department’s recommendation to the provost for approval.

    2. Promotion Committee: The promotion committee will be established and have the responsibilities as described in E6.0.II, the college procedures shall ensure the committee membership will  include a  non-tenure-track research faculty senior to the candidate’s present rank for the evaluation of a research faculty member.

    3. Process

      1. Promotion to the rank of associate research professor or research professor is based on meeting promotion criteria and demonstrated evidence of outstanding research, mentorship and successful performance of other duties as assigned and where appropriate.

      2. Process and time-line set forth in E6.0.II will be used for the promotion of research professors.

      3. Criteria: The candidate for promotion to associate research professor shall assemble a portfolio that documents his/her accomplishments for the most recent five-year period of full-time employment as an assistant research professor. For promotion to research professor, the candidate shall assemble a portfolio that documents his/her accomplishments for the most recent five-year period of full-time employment as an associate research professor.

        The portfolio for promotion shall focus primarily on the candidate’s research expertise with examples of how s/he has enhanced the education of RIT students and advanced the field in which s/he is engaged through peer-reviewed publications. The portfolio will also include documentation of the candidate’s efforts to develop professionally as well as evidence of other areas of activity that have been included in the candidate’s plan of work and as required for eligibility for promotion. The portfolio shall include all administrative reviews for the specified time period.

VI. Definitions for Other Non-Tenure-Track Faculty Ranks

  1. Visiting Faculty (instructor, assistant professor, associate professor or professor)

    This title may be assigned to those who possess the usual requirements for employment in that faculty rank but have been employed in a non-tenure-track position. Once assigned a visiting rank, there is no provision for advancing that rank except if their primary teaching and/or research responsibilities are at another post-secondary institution and they achieve advancement at that institution. The total time anyone may serve full-time in a visiting position is usually no more than three years. For positions approved as difficult to fill by the provost, this period may be extended to an absolute maximum of five years.

  2. Clinical Faculty (instructor, assistant professor, associate professor, or professor)

    This title is usually limited to practitioners who are assigned regular and continuing responsibilities in a clinical setting in institutions with a formal affiliate relationship with the university.

  3. Adjunct Faculty (adjunct professor)

    This is a category of temporary, part-time employment as defined in E1.0 Employee Classification and Status.  This title may be assigned to those with significant experience in a field that qualifies them to teach specific course(s).

  4. Emeritus/Emerita Faculty

    This title recognizes meritorious service to the university by an individual professor in terms of teaching, scholarship, and service to the university.  A tenured Professor or associate professor who retires in good standing or who retires in good standing but continues to teach may be granted the title of professor emeritus/emerita. The title may also be given to Professors who have left for another institution but are still working full time. Recommendation as to the award of the emeritus/emerita title are initiated by the dean and directed to the provost and to the president for final action. In special circumstances, the provost may ask the college (of the candidate) promotion committee to evaluate the request to award the title of “emeritus/emerita” to the faculty member.  Professors emeriti/emerita may retain privileges as agreed upon by the college and the university.

Responsible Office:
Academic Senate and Office of the Provost and Senior Vice President for Academic Affairs.

Inquires may be directed to:
Academic Senate – asenate@rit.edu
Office of the Provost – academicaffairs@rit.edu

Effective Date:
Approved June 22, 1959

Policy History: 
Revised May 2008
Revised May 2009
Revised May 2010
Revised April 5, 2012
Revised April 18, 2013

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