2.9.2.4 Expectations and Prior Policies
2.9.2.5 Exceptions through Critical Shortage
For the purposes of this section the following definitions shall apply:
- “Formative” shall mean the annual review taking into consideration only those events or activities that occurred in the previous calendar year. “The Common Form“ is the annual assessment instrument used for formative evaluations.
- “Summative” shall mean the annual review that takes into consideration all previous formative reviews as well as what has occurred in the previous calendar year. The objective of the summative review is to make a major decision concerning promotion and tenure. “The Common Form“ is a primary evidential document in summative evaluations.
- “Criteria” shall mean those University–wide performance expectations upon which decisions are based and to which all departments and colleges or the library are bound.
- “Evidence” shall mean documents and/or testimony furnished for the purposes of demonstrating that criteria have been met.
- “Standards” shall mean those interpretations, qualitative and quantitative, of such terms as “meritorious,” “outstanding,” and so forth that are applied by departments, colleges, and the library when evaluating evidence for the purposes of performance assessment.
The Board of Supervisors has defined the duties of all academic staff by saying that each member is “to be devoted to the accomplishment of the purposes for which the System exists: instruction, research, and public service.”
Regarding promotion and tenure decisions, the University has interpreted the words “public service” in the above definition to mean service to the University and contributions to the community that are professionally related.
All assessments of faculty must reflect accomplishments in the three areas listed above. The University requires that faculty demonstrate accomplishments within the following ranges:
- Teaching: 50% to 80%
- Research: 10% to 40%
- Service: 10% to 40%
Departments should formulate the above weightings within University guidelines consistent with the departmental mission with approval of the Dean.
The standards of quality for each of these purposes are to be set by each of the academic departments within the criteria established by the respective college or library. Faculty should consult Department Heads for specific departmental criteria regarding promotion and tenure.
The Faculty Senate shall review the policies set forth in Sections 2.9 and 2.10 every three years. However, the Faculty Senate may review these sections at any time deemed appropriate. Department Heads shall call for a yearly faculty review of departmental assessment forms within the academic unit (See Section titled Approval and Changes to Promotion and Tenure Document in this Manual).
2.9.2.1 Teaching
Teaching is the primary duty of most Nicholls State University faculty, and it is essential that good teaching be encouraged, recognized and rewarded. The techniques used to gauge effective teaching may vary among the disciplines, but there must be a common effort to develop tools and share ideas on this topic. The University serves as a catalyst in these efforts, ready to offer technical service, facilitate communication, and provide other assistance. It is the duty of the academic departments within the criteria established by the respective college or library to develop adequate means for defining and evaluating effective teaching performance of faculty.
2.9.2.2 Research
Research is an important factor in evaluating faculty. There are a variety of activities which can be considered. The weight and significance of any particular activity must be evaluated relative to the roles and duties of the academic departments within the criteria established by the respective college or library.
The Research Council, has expanded the original definition of the institutional goal for research, which was “to conduct research as appropriate to a regional University.” The Research Council has clarified the term regional to mean “south central Louisiana, ranging from the parishes of Jefferson to St. Mary and from the Gulf Coast to Ascension Parish.” Appropriate to the region shall be interpreted as beneficial to the economic, cultural and social well being of the area, but shall not be interpreted so as to discourage research projects of national or universal significance. Research can be grant–supported, University–supported or independent inquiry that is historical, descriptive, artistic, or experimental.
2.9.2.3 Service
Service to the profession, the University and the Nicholls community is also a recognized consideration in evaluating faculty. These are listed in the appropriate sections of this handbook and include but are not limited to such activities as enriching programs for area students, conducting in–service teacher training programs, and participating in activities of professional organizations. As stated above, the weight and significance of any particular activity must be evaluated relative to the roles and duties of the academic departments within the criteria established by the respective college or library.
2.9.2.4 Expectations and Prior Policies
The University’s expectations of faculty are not static. In a rapidly changing environment, faculty must be professionally active and technically proficient. The University must provide an appropriate work–place and working conditions, and also reasonable rewards for accomplishment. As non–instructional demands increase, there must be a corresponding decrease in instructional demands. The goal is excellence, not limited performance or productivity caused by unrealistic expectations in a multitude of areas.
This promotion and tenure policy shall be effective 8/91 and shall supersede all existing policies. For a period of three (3) years, full–time faculty in the employ of this institution prior to the effective date shall be eligible for consideration for not more than one rank promotion under the provisions of the policy in effect immediately prior to 8/91.
The Board of Supervisors PPM, “Review of Faculty Ranks,” effective January 10, 2003 states that “unsatisfactory performance or non–performance by a faculty member occurring an/or arising, in whole or in part, prior to the effective date of this policy, may be considered in connection with a decision to seek removal for cause.” (ULS FS-III.X.D-1)
2.9.2.5 Exceptions through Critical Shortage
Disciplines which experience a critical shortage of terminally qualified faculty may warrant special consideration for promotion and tenure. Academic departments will be required to provide evidence of critical shortage and to appeal through channels to the University President for special consideration.
Changes to Section of Manual
| Effective Date | Origin | Change Form |
|---|---|---|
| N/A |
