Policy Number: E6.0

Policy Name: POLICY ON FACULTY RANK

1.   Definitions of Faculty Rank

   a.   Faculty rank shall include:

(1) All tenure-track faculty employed as full-time teachers or as a chair of full-time teaching faculty or researchers.
(2) Non-tenure-track teaching faculty.
(3) Non-tenure-track research faculty.

2.   Faculty Classifications

a.   The classifications of faculty rank are professor, associate professor, assistant professor and instructor. The classifications under non tenure-track teaching faculty are: lecturer, adjunct (instructor, assistant professor, associate professor, or professor), and visiting (instructor, assistant professor, associate professor, or professor). The classifications under non tenure-track research faculty are: assistant professor, associate professor, or professor.

b.  Reassignment to full-time teaching of administrators with faculty rank should be based on an analysis of the individual's previous contribution to the educational activity of the college as an administrator and teacher in relation to the current teaching needs of the college. Colleges with rotating chairs (department chair or immediate administrator) should have written guidelines for this process.

c.  The president may confer the equivalent of faculty rank on administrative personnel if and when this appears desirable and with the recommendation of the college dean (or equivalent).

d.   The title of emeritus may be granted upon a regular or early retirement provided the faculty member has been a full-time member of the faculty for at least ten school years (not necessarily consecutive). This title recognizes meritorious service to the university by an individual professor in terms of teaching, research, and service to the u niversity. Recommendation as to the award of the emeritus title is initiated by the dean (or equivalent) and directed to the provost and to the president for final action. Transfer to faculty status at another university does not qualify for emeritus rank.

3.   The Nature and Opportunities of Faculty Work

The view that teaching is the foremost activity of the RIT faculty is deeply rooted in the traditions of the university, and the primacy of teaching continues to be a hallmark of RIT. Consequently, the basic consideration, both in initial appointments and matters pertaining to salary adjustments, promotion, and tenure is the extent to which high standards of teaching can be achieved and maintained.

Effective teaching, among other things, consists of clearly and enthusiastically communicating special knowledge and expertise based on an understanding of curricular objectives and the learner's needs and abilities. Further, it entails selecting and using appropriate instructional methods and materials, which lead to learning and providing fair and useful evaluations of the quality of the learner's work. Effective teaching requires a sensitivity to and rapport with the learner.

Evaluation of teaching cannot be totally objective, but such evaluation must include a conscientious effort to obtain and consider information that bears upon the work of the classroom and effective classroom performance.

The University endorses the view that good teaching is undergirded and indeed made possible by selective attainments in the areas outlined below which are appropriate to individuals in the circumstances of their academic units.

 a.   Academic and Professional Qualifications

These achievements 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 updates.

b.   Scholarship (see E4.0)

These include research and creative activities, previously outlined and described in E4.0 as one of four types of scholarship. Also included are publication and consultation in a specialized area or development and investigation of curricular and learning strategies. All scholarship to be considered for both tenure and promotion must be peer reviewed and disseminated. 

c. Service (see E4.0.)

These include working with students and colleagues outside the classroom such as might be found in college and university committee work, student advising and student activities as well as linking the professional skills of members of the faculty to the world beyond the campus.

No faculty member has to be deeply engaged in all of the foregoing activities at any one time. Rather, specific forms of endeavor should be planned and agreed upon with the appropriate college authorities to the end that full opportunity is provided for individual development and enhancement of the teaching function.

4.   Procedures for Faculty Promotion

a. The procedures described in this section shall only apply to those individuals who seek promotion from associate to full professor. Assistant professors being considered for tenure are subject to policy E.5.3.

b. The chair (or equivalent) should evaluate the rank status of each faculty member at least every two years and may initiate consideration for promotion. A senior faculty member may also initiate a colleague's promotion consideration. Tenured faculty may request consideration for promotion, but at least a full calendar year must elapse between each such request.

c.  When a faculty member is considered for promotion, the chair will inform all faculty members superior in rank to the individual under consideration. Within two weeks, those senior faculty will write the chair (or equivalent) with a recommendation on the promotion. The chair will record the numbers in favor, opposed, and in abstention.

d. The chair (or equivalent) shall forward to the dean (or equivalent) a recommendation on the promotion that includes the faculty vote. 

e. The dean (or equivalent) will forward to the provost a recommendation for or against promotion that includes the faculty vote.

f.  The provost forwards to the president a recommendation for or against promotion. The faculty's vote will also be forwarded.

g.  All promotions are made official by the president.

5.   Non Tenure-Track Teaching Faculty - All ranks of lecturer

a.   Description: 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)  Those appointed in the category of lecturer have teaching as their primary responsibility.
(2)  Ranks of lecturer include: lecturer, senior lecturer, and principal lecturer.

b. Ranks of Lecturer

(1)  Lecturer Responsibilities: The primary responsibility of lecturers is teaching. In addition lecturers may be assigned students advisees, and/or asked to participate in department (or equivalent) level service activities. Lecturers are not expected to participate in scholarship or university-level service.

Contracts: Those appointed to the position of lecturer may be reappointed annually to non tenure-track employment. Lecturer contracts may be renewed at the sole discretion of the university.

(a) Lecturers in their initial year of appointment will be notified whether the appointment is being renewed during the week following grade submission for spring quarter.

(b) After the initial year of hire, any lecturer on a one-year contract must be notified whether the appointment is to be renewed during the week following grade submission for spring quarter.

(c) After three consecutive years of annual appointments, lecturers may be issued two-year renewable contracts, which may be renewed at the sole discretion of the university. The two-year contract may be renewed by June 30 of the first year, yielding a “rolling two-year contract.” Note that the offer of a two-year contract does not guarantee subsequent two-year terms. In the event that projected departmental needs and/or college resources do not support subsequent two-year contracts, a lecturer can be offered a one-year contract. The lecturer then must be notified whether the appointment is to be renewed during the week following grade submission for spring quarter.

(2) Senior Lecturer: After five years of teaching, lecturers are eligible for promotion to senior lecturer at the discretion of the dean (or equivalent) and the provost. At the time of hire, candidates may receive up to two years of credit for teaching at another institution of higher education.

Responsibilities: In addition to teaching and advising students, senior lecturers are expected to engage in service at the department (or equivalent) and college (or equivalent) level; they are not expected to participate in scholarship.

Contracts: Senior lecturers will receive an initial three-year contract, which may be renewed at the sole discretion of the university. If the three-year contract is not to be renewed, notice must be given by June 30 of the second year, yielding a “rolling three-year contract.” Note that the offer of a three-year contract does not guarantee subsequent three-year terms. In the event that projected departmental needs and/or college resources do not support subsequent three-year contracts, a senior lecturer can 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 must occur by June 30 of the second year of any three-year contract.

(3) Principal Lecturer: After five years as a senior lecturer at RIT, senior lecturers are eligible for promotion to principal lecturer at the discretion of the dean (or equivalent) and the provost.

Responsibilities: In addition to teaching and advising students, principal lecturers are expected to engage in service to the department (or equivalent), college (or equivalent), the university, and their professional community; they are not expected to participate in scholarship.

Contracts: Principal lecturers will receive an initial five-year contract, which may be renewed at the sole discretion of the university. If the five-year contract is not to be renewed, notice must be given by June 30 of the third year, yielding a “rolling five-year contract.” Note that the offer of a five-year contract does not guarantee subsequent five-year terms. In the event that projected departmental needs and/or college resources do not support subsequent five-year contracts, 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.

c. Promotion Process

(1) The promotion process to senior and principal lecturer will follow the university promotion calendar.

(2) Nominations for promotion may be initiated by the department chair (or equivalent), by a senior faculty member, or by the individual.

(3) Promotion committee:  Each college (or equivalent) will determine its procedure for establishing a promotion committee. When there are candidates for promotion, the appropriate academic administrator as designated by college policy will assemble a promotion committee according to college policy. The group shall have its initial meeting by 30 September and elect a chair.  Although each college shall determine its procedure for establishing a committee, the procedures shall ensure:

(a) that the committee membership includes five faculty elected from the tenured faculty and non tenure-track-faculty senior in rank to the rank for which the candidate is applying, and

(b) that no fewer than one member was a member of the promotion committee during the immediately preceding year. This will provide for continuity over time.

Colleges are encouraged to establish a college-wide promotion committee. If a college promotion committee does not exist, departments will carry out the functions of a promotion committee as noted in the process above. If there are not five faculty that fit the criteria to sit on the promotion committee, five faculty meeting the criteria above will be selected by the executive committee of the Academic Senate and approved by vote of the Academic Senate.

(a) Responsibility

The committee shall review the candidate based on: the promotion criteria of the university as outlined in this policy and those of the college (or equivalent); the candidate’s documentation; and all written internal letters of review or evaluation.

(b) Committee voting

There shall be no abstentions or avoidances of voting by absence. The committee’s recommendation for approval or denial of promotion shall be in writing and include a statement of reasons that support the recommendation (of approval or denial of promotion), and the votes. The recommendation shall be forwarded by the chair of the promotion committee to the dean (or equivalent) of the college by 30 January.

(4) For departments in a division other than Academic Affairs, that division will determine the appropriate structure for compliance with this policy.

d. Promotion from the rank of Lecturer to the rank of Senior Lecturer

(1) Promotion to the rank of senior lecturer is based on meeting promotion criteria and demonstrated evidence of outstanding teaching and successful performance of other duties as assigned and where appropriate. Service at the level of department (or equivalent) and college (or equivalent) is expected.

 (2) The promotion process includes faculty and administrative review as follows:

(a)  The candidate for promotion to senior lecturer shall assemble a portfolio that documents his or 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 and as required for eligibility for promotion. The portfolio shall include all administrative reviews for the specified time period.

(b) The candidate shall submit the portfolio to the college (or equivalent) promotion committee for review. The committee chair will solicit letters of recommendation for or against promotion from the department chair (or equivalent), and from the tenured faculty members and non tenure-track teaching faculty senior in rank from within the candidate’s department (or equivalent).

(c) The committee will send a letter of recommendation for or against promotion to the dean (or equivalent) accompanied by copies of the letters received from the department chair (or equivalent), tenured department faculty, department non-tenure track teaching faculty senior in rank, and the candidate’s portfolio.

(d) Based on the statement of accomplishments and the letters solicited from the department chair (or equivalent) the other tenured faculty members and non tenure- track teaching faculty senior in rank within the department, and the promotion committee, the dean (or equivalent) will send his or her recommendation for or against promotion accompanied by all other letters and documentation to the provost.

(e) The provost will inform the candidate of the final decision.

e. Promotion Process from the rank of Senior Lecturer to the rank of Principal Lecturer

(1) 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. Service at the levels of department (or equivalent), college (or equivalent) and the university is expected. Additional service to the candidate’s professional community and the community at large is also considered.

(2) The promotion process includes faculty and administrative review as follows:

(a)   The candidate for promotion to principal lecturer will assemble a portfolio that documents his or 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 shall 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.

(b) The candidate shall submit the portfolio to a college (or equivalent) promotion committee for review.  The committee chair will solicit letters of recommendation for or against promotion from the department chair (or equivalent), and from the tenured faculty members and principal lecturers from within the candidate’s department (or equivalent).

(c) The committee will send a letter of recommendation for or against promotion to the dean (or equivalent) accompanied by copies of the letters received from the department chair (or equivalent), tenured departmental faculty, department principal lecturers, and the candidate’s portfolio.

(d) Based on the statement of accomplishments and the letters solicited from the department chair (or equivalent), the tenured and tenure-track faculty members and non tenure-track teaching faculty senior in rank from within the department, and the promotion committee, the dean (or equivalent) will send his or her recommendation for or against promotion accompanied by all other letters and documentation to the provost.

(e) The provost will inform the candidate of the final decision.

f. 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 15 April. In the case of denial, the letter shall set forth the specific reasons and the committee vote. Denial of promotion does not preclude such lecturers from continuing in a lecturer position or from applying for promotion in any subsequent year if they are eligible and meet the conditions for promotion. At least one full calendar year must elapse between applications for promotion.

(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. Such appeal 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.

6. Non Tenure-Track Faculty

a. Adjunct (instructor, assistant professor, associate professor or professor)

This title may be assigned to those with significant experience in a field that qualifies them to teach specific course(s).  

b.   Visiting (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.

c.   Clinical (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.

7.   Non tenure-track Research faculty

The rank of research faculty 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. After appropriate consultation with and endorsement of the faculty of the relevant department or program, the department chair or program director will recommend an applicant. The appointment is then made with approval from the dean(s) and provost. Persons having this classification will hold an appointment with an RIT academic department. Qualifications for the position include research expertise, research results, publication record, achievement of externally funded grants and contracts, demonstrated collaborative research, and 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 rank of research faculty is 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 category does not qualify one for consideration for tenure or other privileges accorded to tenured and tenure-track faculty (see E5.0). Tenure-track faculty who are accepted to research faculty positions will be given a leave of absence from their tenure-eligible faculty positions. They may request a tenure-clock suspension during that period. Any scholarship completed while in this position may be considered towards tenure and promotion should the faculty member return to their tenured or tenure-track position.

Research faculty usually do not do service, nor are they required to teach, however, they must take a major role in the enhancement of student’s education in one or more of the following ways:

• Supervise undergraduate research and thesis projects.
• Serve as principal advisor of doctoral and masters students.
• Serve on committees for theses defense.
• Serve on dissertation committees.
• Act as members only on final examination committees for doctorates. 
• Engage as non-voting participants in curricular decisions.
 
Research faculty’s plans of work are to be assessed annually to ensure the education of students is reflected as a top priority. If the need arises, a department head (or equivalent) or program chair (or equivalent) 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.

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

Policy History:

Revised May 2008
Revised May 2009
Last revised May 2010