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Department of Management Bylaws
Approved:9-20-01
Amended:6-22-04
I.INTRODUCTION
- These
Bylaws:
- Provide for faculty
participation in the operations of the Department of Management, in accordance
with the Collective Bargaining Agreement between the American association
of University Professors – Wright State University Chapter (AAUP/WSU),
and the Board of Trustees of Wright State University;
-
are
subject to and consistent with the Bylaws of the Raj Soin College of
Business (here after referred to as the College or College of Business);
-
may
be amended in accordance with the current Collective Bargaining Agreement;
-
and
include operational procedures for each departmental committee.
The purpose of these bylaws
is as follows:The
Department Faculty seek to promote and sustain effective teaching (undergraduate
and graduate), scholarship, and service, and to participate fully in
the governance of the College of Business and the University, as allowed
by the Collective Bargaining Agreement, the Wright State University
Board of Trustees, and the State of Ohio.The Department addresses
standards, recognizes merit, and recommends individuals to the administration
to be rewarded for successful performance in teaching, scholarship,
and service, as described in these Bylaws
Faculty
rights and responsibilities:
- for
Bargaining Unit Faculty are set forth within the Collective Bargaining
Agreement;
- for
Non-Bargaining Unit Faculty are determined by the College Dean and
Administration,>with
input from Departmental Faculty and relevant College of Business
committees.
II. DEPARTMENT
STRUCTURE AND PROCEDURES FOR ADVICE AND
RECOMMENDATIONS:
- Department:The Department of Management is made up of Bargaining
Unit Faculty, Non-Bargaining Unit Faculty and Staff.This includes
Bargaining Unit Faculty who may be on professional development leave, sick
leave, or other temporary leave.Non-Bargaining Unit Faculty include
faculty holding full-time, non-tenure track appointments in the Department
(e.g., Instructors; Visiting Professors), including those on sick leave
or temporary leave, and those faculty who are tenured and hold administrative
appointments (e.g., Chair; Associate Dean).The Staff consists of
the full-time and part-time secretarial positions.All members of
the Department fulfill critical roles necessary to carrying out the mission
of the Department, College, and University.As such, the Department
of Management faculty are in agreement that all members of the Department,
regardless of classification are to be treated with respect, dignity, and
professionalism.
It is also agreed that all faculty (except the Chair)
holding a faculty appointment in the Department of Management are allowed
to participate fully in making recommendations about the operation of the
Department and have all such authority, rights, and responsibilities, as
allowed by the Wright State University Board of Trustees and the State
of Ohio, except in those cases specified in the Collective Bargaining Agreement
that are reserved solely for Bargaining Unit Faculty members.
It is also agreed that Staff members will participate,
as non-voting members of the Department on issues directly affecting their
jobs (e.g., office procedures).
It is also agreed the Department may invite individuals
who are outside the Department to participate in the Department for the
purpose of providing expertise and input on issues facing the Department
(e.g., curriculum issues, recruitment and selection of new faculty).These
individuals will be non-voting members and will serve only within the constraints
defined at the time by the Department unless otherwise noted in the Bylaws.
- Meetings
and other Procedural Aspects of the Department:
- Regular
Department Meetings:The
Department will meet at least once a month during Fall, Winter, and Spring
Quarters on such days and at such times as the majority of the Department
faculty members shall determine.All reasonable efforts will be made
to schedule these meetings at times that do not conflict with teaching
schedules or other regularly scheduled meetings.
- Special
Department Meetings:Special
meetings will be called by the Department Chair when necessary to deal
with administrative issues affecting the Department in a timely fashion.A
minimum of two Bargaining Unit Faculty members may call a special Bargaining
Unit Faculty meeting to address issues reserved solely for Bargaining Unit
Faculty under the Collective Bargaining Agreement.Special meetings
will be scheduled at times when the majority are available.
- Quorum:A simple majority of the Department Faculty members constitutes
a quorum for those meetings that are intended to include all Department members.A
simple majority of Bargaining Unit Faculty members constitutes a quorum for
those meetings that are intended to include only Bargaining Unit Faculty.
- Facilitation
of Meetings:The
Department Chair will facilitate regular Departmentmeetings and
any special Department meetings called by the Chair.Special meetings
called by the Bargaining Unit Faculty will be facilitated by one of the
two members calling the meeting.
- Meeting
Agendas:The
Department Chair will make every reasonable effort to distribute a complete
agenda for all regular Department meetings at least one week in advance.Department
members are to submit items to the Chair in advance of the one week cutoff.Exceptions
will be allowed in cases where issues come up during the week prior to
the Department meeting requiring input or a Department decision in order
to adequately respond to a College or University committee or the administration.The
Department Chair will distribute an agenda for special meetings called
by the Chair at the time the meeting announcement is circulated to the
Department members.Agendas for special meetings called by the Bargaining
Unit Faculty will be distributed by the Bargaining Unit Faculty calling
the meeting, at the time the meeting announcement is circulated.Whenever
reasonably possible, new agenda items shall be accompanied by copies of
any supporting documents or any other written information that will be
presented at the meeting, so Departmentmembers have an opportunity
to review the materials prior to the meeting.In such cases as when
a meeting is called to amend the Department Bylaws, the notice of the meeting
must include a copy of the draft of the change(s) being proposed by the
Bylaws Committee.
- Meeting
Minutes:Minutes
of all regular Department meetings and all Special Department meetings
called by the Chair will be taken by the Department Secretary.These
minutes will be recorded and distributed to all Department members and
to the Dean of the College.Any changes in these minutes are to be
brought to the next Department meeting, where the Department will approve
the minutes as written or amended.Minutes for special meetings called
by Bargaining Unit Faculty will be taken by one of the Bargaining Unit
Faculty members calling the meeting.These minutes will be distributed
to all Bargaining Unit Faculty members, and other appropriate entities
(e.g., AAUP/WSU leadership; Department Chair; Dean; appropriate committees,
etc.).Bargaining Unit Faculty members must approve the minutes before
they are distributed outside the Bargaining Unit Faculty of the Department
of Management.
- Rights
and Responsibilities of the Department:
- Faculty
Search:Members
of the Department are to be involved in the recruitment and selection process
for new faculty.Members of the Department will be chosen by the
Chair to serve on the Search Committee (described in C.7.e).All
members of the Department will be provided the opportunity to: (1) interview,
individually and/or small groups, those candidates who are brought to campus;
(2) participate in presentations made by the candidates; (3) provide written
feedback, on criteria defined by the Search Committee, for each faculty
candidate to the Search Committee.
- Course
and Class Schedules:Faculty
members will have the opportunity to provide the Chair with a list of their
preferences for courses and times for each quarter.Faculty may request
from the Chair information regarding what courses have been taught each
quarter, at what times they have been taught each quarter, and enrollments
in each section over the past year.Faculty may also ask the Chair
to provide information from the Directors of Graduate and Undergraduate
Programs regarding scheduling of courses and class times. Faculty will
work with the Chair to resolve course and scheduling conflicts.
- Summer
Teaching Schedules:Faculty
may request from the Chair information regarding what courses have been
taught, at what times they have been taught, and the enrollments in each
section for Summer A and B of the previous summer.Faculty may also
ask the Chair to provide information from the Directors of Graduate and
Undergraduate Programs regarding scheduling of courses and class times.Faculty
members with academic year appointments will have the opportunity to provide
the Chair with a list of their preferences for courses and times for each
summer session. Faculty will work with the Chair to resolve course and
scheduling conflicts.The Chair will make the final determinations
regarding course and class assignments, subject to College approval.When
necessary, the Chair will use the following rotation schedules:
- Election
of Department Representatives to College Committees:The
Department shall elect Department Representatives to fill College Committee
positions, as established in the College Bylaws.
- Review
of the Department Chair:Members
of the Department may be asked by the Dean of the College to serve on a
performance evaluation committee of the Chair.These individuals
will serve on this committee unless they can show a conflict of interest
or some other circumstance that would prevent them from fully participating.These
individuals will follow the instructions provided by the Dean in developing
and administering these evaluations.Members of the Department are
encouraged to complete the evaluation, providing honest and objective feedback.The
Chair may also request the Department Development Committee to conduct
a developmental review (described in C.7.a).Again, members of the
Department are encouraged to give honest and objective feedback.The
Departmentmay also request the Dean of the College to call for a
review of the Chair when serious concerns regarding performance exist among
a majority of the Department.All reasonable efforts will be made
to resolve any problems with the Chair before taking the concerns to the
Dean.
- Review
of the College Dean: Members
of the Department may be asked by the University Administration to serve
on a performance evaluation committee of the Dean of the College.These
individuals will serve on this committee unless they can show a conflict
of interest or some other circumstance that would prevent them from fully
participating.These individuals will follow the instructions provided
by the Administration in developing and administering these evaluations.Members
of the Department are encouraged to complete the evaluation forms, providing
honest and objective feedback.
- Committees
of the Department:Unless
otherwise indicated, all voting members of the Department are eligible
to serve on the following committees.Unless otherwise noted, all
committees shall have at least three members.Members of each committee
will be elected by secret ballot (unless otherwise noted) in the Spring
Quarter of each year for the following year.Those three individuals
receiving the most votes will serve on the respective committee the following
year.If there is a tie, a runoff election will be conducted by secret
ballot.
- Department
Development Committee (hereafter referred to as Development Committee):The
Development Committee will be responsible for promoting the overall development
of the Department.This will include recommending mentors to junior
faculty members, specifically in the areas of teaching and scholarship,
as they work toward promotion and tenure.It will also include identifying
developmental needs of all faculty and staff members and identifying individuals
or centers on campus that can help in meeting those needs.These
may include, but are not limited to, computer training, evaluations of
teaching portfolios, developing new research techniques, and use of distance
learning technology.The Development Committee will match individuals
needing developmental assistance with individuals and/or services able
to address those needs and encourage individuals to take advantage of those
services.In cases where two or more people need the same or very
similar assistance, the Development Committee will work with individuals
and centers providing such assistance to set up training/mentoring sessions
that several people can attend at once.The Department Development
Committee will also coordinate a minimum of one session each quarter in
which one or more faculty members present and discuss research projects
and/or teaching techniques.Finally, the Development Committee will
recommend priority guidelines that can be used to allocate financial resources
available to the Department for development purposes.These guidelines
are subject to the approval of the Department Chair.
If requested by the Department Chair, the Development
Committee will provide feedback to the Chair in areas he/she would like feedback.
- Major
Curriculum Committees:The
Major Curriculum Committees for Departmental major fields of study are
responsible for determining the overall structure, outcomes, requirements,
and competencies for each major program of study.Each Major Curriculum
Committee is to have primary responsibility for:the extent of curriculum
alignment with current professional, practitioner certification and/or
benchmarked standards; the degree of programmatic integration; and, the
degree of measured accomplishment of expected curriculum outcomes.The
Major Curriculum Committees are also responsible for preparing and presenting
curriculum changes, such as proposed addition/deletion of classes from
the major and/or substantive changes in course structures, to the Department
and the College Undergraduate or Graduate Program Committee.The
Major Curriculum Committees shall include all Departmentmembers
who regularly teach courses in each major field.Each Major Curriculum
Committee may invite individuals from the respective professions, past
graduates, and current students majoring in the area to serve on the Major
Curriculum Committee as advisors and nonvoting members.
- Course
Curriculum Committees:Course
Curriculum Committees
include:Business Integrity; Business Law; Public
Policy; Organizational Behavior; Human Resources; and, Strategy. Those faculty
members teaching courses in each of these areas shall be members of the respective
Course Curriculum Committee.Each Course Curriculum Committee shall
be responsible for monitoring course book/materials selections and course
topics to be covered.
In addition, each Course Curriculum Committee shall
advise the Department Chair in managing and selecting Adjunct Faculty, including:
course assignments to adjunct faculty; reviewing the qualifications of proposed
new adjunct faculty; reviewing adjunct teaching evaluations; reviewing continuation
of an adjunct; and, ensuring adjuncts are following course topic requirements
and are conducting their courses with substantially the same rigor as full-time
faculty.Course Curriculum Committee members will also mentor new adjuncts
in proper classroom decorum, class preparation, syllabus preparation, dealing
with students, obtaining resources needed for teaching, and reviewing the
Student Code of Conduct.
- Scholarship,
Honors & Awards Committee (hereafter called the Awards Committee):The
Awards Committee is primarily responsible for making recommendations on:
the PHR Scholarships; awarding Department Scholarships (undergraduate
and graduate); selection of outstanding students; and planning the annual
Department awards event.The elected Department representative to
the College Scholarship, Honors & Awards Committee shall chair this
committee and choose two committee members from the Department Faculty.
- Faculty
Search Committee:The
Faculty Search Committee will be appointed by the Department Chair.The
responsibilities of this committee include: reviewing vitas of all applicants
for a faculty position; rating applicants based on the criteria set by
the Department Chair, as well as any additional criteria the faculty wish
to use; recommending to the Department Chair the top three to five candidates
to be considered for interviews; assisting the Department Chair in scheduling
interviews (dates, time of presentation, individual faculty interviews,
meals, etc.); compiling feedback from Department members; and making recommendations
to the Department Chair for the hiring decision.The Search Committee
will also work with the Department Chair and the Office of Affirmative
Action to ensure allsteps of the applicant review and interviewing
process are carried out in a manner consistent with the University’s policies
and procedures.The Search Committee will also work to ensure that
all affirmative action policies and procedures defined by the University
are abided by.
- Bylaws
Committee:The
Bylaws Committee is formed by the election of three or more members of
the Bargaining Unit by Bargaining Unit members.The primary responsibility
of the Bylaws Committee is the ongoing review of existing bylaws for: consistency
with College Bylaws; consistency with the Collective Bargaining Agreement;
and, changes within the Department.When inconsistencies are found,
the Bylaws Committee is responsible for drafting changes to the Department
Bylaws to rectify the inconsistencies.Proposed changes must be approved
by a majority of the Department Bargaining Unit members.Once approved
at this level, they must be approved at the College Dean and by the Faculty
Governance Committee before they can go into effect.The Bylaws Committee
is also responsible for reviewing suggested changes in the bylaws provided
by members of the Department.In response to these suggestions, the
committee is to explain why a suggested change may not be allowed under
existing rules, contracts, etc. or draft the change and present it to the
Bargaining Unit Faculty for consideration.
- Promotion
and Tenure Committee (hereafter referred to as the P&T Committee:
- Committee
Make-up: The
P&T Committee is composed of tenured Bargaining Unit Faculty and must
have five voting members and one alternate.Any individual who is
a candidate for promotion and/or tenure will not be eligible for P&T
Committee membership during the year of candidacy.The membership
of the P&T Committee will be formed as follows:
Considering
Assistant to Associate Professor: The
P&T Committee will consist of all Bargaining Unit Full Professors and
at least two Associate Professors and the Department Chair (who is nonvoting).The
Associate Professors will be elected based on a secret ballot of Department
Bargaining Unit Faculty held each Spring Quarter. If the number of Bargaining
Unit Faculty holding the rank of Full exceeds three, the full Professors
will be elected based on a secret ballot of Department Bargaining Unit
Faculty held each Spring quarter.
Considering
Associate to Full Professor: The
P&T Committee will consist of no more than four Bargaining Unit Full
Professors and one Associate Professor and the Department Chair (who is
nonvoting).The Associate Professor will be elected based on a secret
ballot of Department Bargaining Unit Faculty held each Spring Quarter.
If the number of Bargaining Unit Faculty holding the rank of Full exceeds
four, the full Professors will be elected based on a secret ballot of Department
Bargaining Unit Faculty held each Spring quarter. In the event there are
not four Bargaining Unit Faculty holding the rank of Full Professor and
eligible to vote within the Department, Bargaining Unit Faculty holding
the rank of Full Professor within the College will be elected based on
secret ballot of the Department Bargaining Unit Faculty each Spring Quarter
to fill the remaining slots.
No voting member of the Department P&T Committee
can serve on both the College and University P&T Committees at the same
time. An individual who is to be considered for promotion to Full Professor
will not be allowed to serve on the P&Tcommittee during the year in which
his/her case is being decided.Assistant and Associate Professors coming
before the P&T Committee for promotion (and tenure in the case of Assistants)
may choose (but are not required to) a Representative to the P&T Committee.The
Representative shall be chosen from another department in the College, must
be a tenured Bargaining Unit Member, and must hold the rank the individual
is being considered for or higher.If approved by the P&T Committee,
the Representative shall be a fully participating and voting member of the
P&T Committee; otherwise, the Representative shall serve as a non-voting
member of the Committee.This Representative is in addition to the
five members chosen by the Department Bargaining Unit Faculty. The Department’s
representative to the College P&T Committee shall chair the Department
P&T Committee.
- Committee
Deliberations: The
discussion/deliberation phase may include one or more secret “straw votes”.However,
a final, official decision shall be made by secret ballot, only after identical
results are obtained in two successive secret ballots.The letter
of recommendation must include the final results of the two successive
secret ballots.The P&T Committee must review the letter before
a final draft is sent forward.
Discussion/deliberation may occur at any stage of the
process, including between secret ballots.However, by a vote of a
majority of the voting P&T Committee members, discussion/deliberations
may be ended after two successive secret ballots with identical results.
- Professional
Development: The
P&T Committee shall also perform the following development activities:
(1) ensure that peer evaluations of teaching are conducted yearly for Assistant
Professors and every three years for Associate Professors; (2) provide
all Assistant Professors with an annual letter regarding progress toward
tenure; (3) provide all Associate Professors an annual letter regarding
progress toward promotion to Full; (4) review and make recommendations
on all professional development leave proposals; and (5) make recommendations
to individual faculty on areas that may need improvement.
- Dismissal
of Probationary Faculty:The
P&T Committee shall consider any proposed dismissal of probationary
faculty.At a meeting called for this purpose, the Department Chair
will present reasoning and recommendations for or against dismissal of
a Probationary Faculty member to the P&T Committee.The P&T
Committee will also consider all written evaluations of the individual.After
a full discussion of the matter the committee will vote for or against
dismissal and provide a summary of the reasons for and against dismissal,
as expressed during the discussion, to the Department Chair and the Dean
of the College.The final decision to dismiss a Probationary Faculty
member lies with the Dean.
- Representative
to the College P&T Committee:The Bargaining Unit Faculty shall
elect, by secret ballot a representative to the College P&T Committee.This
individual must be a tenured Bargaining Unit member.
III.ANNUAL
EVALUATION OF FACULTY
- Procedures
for Annual Evaluation:
- Submission
of Materials for Annual Evaluation:All faculty members holding a full-time
teaching appointment in the Department of Management will submit a summary
of accomplishments
(Activity Report using the accepted College format) in Teaching, Scholarship,
and Service for the preceding calendar year to the Department Chair and
the P&T Committee no later than February 7 of each year.
Assistant Professors must also include a teaching portfolio
each year which will include: (1) syllabi for each course taught; (2) sample
exams from each course taught; (3) examples of student papers/projects completed
for each course taught; (4) the narrative portion of the student teaching
evaluations for each class taught; (5) the numerical summary of student teaching
evaluations for each class taught; and, (6) any other materials the individual
chooses to include to demonstrate teaching effectiveness and accomplishments.
Associate Professors must include a teaching portfolio
every three years which includes: (1) syllabi for each course taught; (2)
sample exams from each course taught; (3) examples of student papers/projects
completed for each course taught; (4) the narrative portion of the student
teaching evaluations for each class taught; and, (5) any other materials
the individual chooses to include to demonstrate teaching effectiveness and
accomplishments.
In all cases, faculty members teaching
multiple sections of a course each year need only submit one set of examples
per year.Items to be included are:sample syllabus; a sample
of one set of exams; and one to three student papers/projects completed.If
teaching evaluations are conducted in multiple sections of a course, all
evaluations for all sections completing evaluations must be reported.
The standard weights for Bargaining Unit faculty are:
Teaching40%
Scholarship40%
Service20% Teaching30%
to 50%
Scholarship30%
to 50%
Service10%
to 30%
- Peer
Evaluation of Teaching:Assistant
Professors shall submit their teaching portfolios to the P&T Committee
by an announced deadline (usually the first Friday in February) of each
year.Associate Professors shall submit their teaching portfolios
to the P&T Committee at least every three years, with the first one
due by the deadline specified in the previous sentence.The portfolios
will include:(1) syllabi for each course taught; (2) sample exams
from each course taught; (3) examples of student papers/projects completed
for each course taught; (4) the narrative portion of the student teaching
evaluations for each class taught; (5) the numerical summary of the student
teaching evaluations for each course taught (optional for Associate Professors
- choosing not to submit numerical information will not be held against
him or her); and (6) any other materials the individual chooses to include
to demonstrate teaching effectiveness and accomplishments (e.g., number
of new preps; new techniques used).
The P&T Committee will evaluate the teaching portfolios
for the following:
- Consistency
of syllabi with topics to be covered in the course.
- Whether
exams reflect the topics listed in the syllabi.
- Whether
projects/papers focus on applying topics covered in the course.
- Identify
areas from student teaching evaluations that consistently suggest positive
teaching practices.
- Identify
areas from student teaching evaluations that consistently suggest weaknesses
in teaching practices.
- Identify
any innovations, specific to the individual, that have been applied to teaching.
- Identify
any accomplishments, specific to the individual, related to teaching.
In the event an individual appears to be having difficulty
in the classroom, members of the P&T Committee may observe that individual
in one or more classroom situations. Indications of serious problems may
be reflected in the student teaching evaluations or numerous complaints made
to the Chair or other faculty regarding classroom behavior.
The P&T Committee will provide each individual
evaluated and the Department Chair with written feedback regarding teaching.This
feedback should identify specific accomplishments and positive progress in
teaching.It should also identify specific areas in which improvement
is needed, if any.In cases where improvement is recommended, specific
recommendations need to be made as to how the individual may make those improvements.Referrals
should also be made to the Development Committee to provide assistance to
those individuals needing to improve in teaching.
- Annual
Evaluation Report:Each
faculty member will receive a written report from the Chair indicating
the individual’s evaluation in each of the areas, Teaching, Scholarship,
and Service, and an overall performance rating.Possible ratings
are: 0 = unsatisfactory; 1 = adequate; 2 =meritorious; 3 = outstanding;
and 4 = extraordinary.If the faculty member agrees with the evaluation,
he/she will sign a copy of the evaluation and return it to the Chair.If
the faculty member disagrees with the evaluation, he/she may write a rebuttal.The
rebuttal must be attached to the evaluation and returned to the Chair.The
Chair will ensure that the rebuttal is forwarded to all entities who will
see the evaluation.
- Annual
Evaluation Criteria:
- Teaching:
Unsatisfactory
A faculty member whose teaching is not acceptable and needs improvement and
observation. A faculty member may be evaluated as performing unsatisfactorily
based on student evaluations and a review of the relevant teaching materials.This
level of performance often leads to a significant number of student complaints.The
following are examples of performance problems:
- The faculty member does not seem prepared
for classroom activities
- The faculty member does not seem current
on the subject matter
- The faculty member shows little enthusiasm
for the subject matter or classroom interaction
- The faculty member does not return examinations
and assignments in a timely manner, does not manage the classroom well,
is not available to students, etc.
- On a regular basis, the faculty member shows
up late for class, dismisses class early, or does not show up for class
at all
- On a regular basis, the faculty member is
not available during his or her office hours
Adequate
A faculty member in
this category performs satisfactorily based on student evaluations and
a review of the relevant teaching materials. The faculty member is recognized
as providing a positive learning environment that is conducive to student
learning. This faculty member would benefit from developing behaviors such
as those described in the Meritorious and Outstanding categories.Performance
at the Adequate level of performance is typically demonstrated through:
- Having
an appropriate (as defined by the department, college and university)
syllabus which is distributed at the first meeting of the class
- Meeting with the
class at the scheduled times unless there are extenuating circumstances
- Keeping
course content current with developments in the field
- Incorporating
current AACSB business context and functional area requirements into
appropriate courses as defined by the college and departmental curricular
missions
- Incorporating
library and/or computer resources into appropriate courses as defined
by the college and departmental curricular missions
- Adhering
to policies regarding student evaluations and obtaining adequate student
evaluations in all courses taught without consistent serious problems
- Being
available in his/her office during posted office hours unless there
is an unavoidable conflict
- Returning
examinations and assignments with comments in a timely manner
- Submitting
course grades in a timely manner
- Being
prepared for the classroom (speaking to the topic area, demonstrating
preparation through logical and informative lectures, class exercises
or other related pedagogical tools)
Meritorious
A faculty member in
this category demonstrates many of the following:enthusiasm for
the subject matter; prepares thorough and challenging course syllabi, course
materials, and examinations; integrates current thinking on the course
topic into classroom instruction; and is readily available to students
outside class time for discussion and counseling.Assuming the faculty
member has met the requirements for Adequate, a significant number of activities
such as those listed below can be used as evidence of meritorious teaching.The
following list of "bulleted" items represents a non-exhaustive
list of examples only, and equivalent activities may be used as evidence.
Each "bulleted" item
is separate and discrete, so that, for example, serving as a mentor for
a faculty member counts the same as preparing a course for the first time.Serving
as a mentor for a faculty member and preparing a course for the first time
counts as two activities.Likewise, serving as a mentor for two faculty
members and preparing two courses for the first time count as four activities.
- Serving as a teaching mentor
to other faculty
- Preparing a course that they are teaching for the first
time
- Having a teaching portfolio demonstrating effective
teaching
- Participating effectively as the subject in a teaching
improvement effort involving classroom visitations with feedback (e.g.,
Center for Teaching and Learning)
- Effectively teaching extremely large sections (Evidence
from the materials submitted for the faculty member's annual performance
evaluation will be used in making this determination. It is up to the
individual faculty member to make the case that a course should be
considered a large section.)
- Effectively supervising Independent Study/Internship
- Having consistently positive teaching evaluations from
students.
- Having consistently positive teaching evaluations from
peers.
- Having a larger than normal number of assigned preparations
per year on the main campus (for faculty with teaching reductions for
intellectual activities, the normal number of preparations will be
less than that for faculty without such reductions) or teaching in
one of WSU's off-campus programs
- Receiving teaching honors from the Department within
the past two years
- Received teaching honors from the College within the
past three years
- Received teaching honors from the University within
the past four years
- Being readily available to students at times other
than posted office hours for discussion and counseling
- Effectively teaching writing-intensive courses
- Showing evidence of continuous improvement in delivery
of courses taught
- Integrating external
service, consulting, research activities into the classroom experience
Outstanding
A faculty member in this category exhibits many of the following:
demonstrates enthusiasm for the subject matter; stimulates students of
varying abilities; attends seminars or colloquia for improvement; tries
new pedagogical methods and technologies in the classroom; shares successful
techniques with colleagues; prepares thorough and challenging course syllabi,
course materials, and examinations; integrates current thinking on the
course topic into classroom instruction; and is readily available to students
outside class time for discussion and counseling.Assuming the faculty
member has met the requirements for Meritorious, any three bulleted items
from the following list (or equivalent activities that may be identified
by the individual), one of which must be an updated teaching portfolio
(as described in III.A.2), can be used as evidence of outstanding teaching.The
following list of "bulleted" items represents a non-exhaustive
list of examples only, and equivalent activities may be used as evidence.
Each "bulleted" item
is separate and discrete, so that, for example, receiving the Department
Teaching award within the past two years counts the same as developing
and successfully delivering a new course.Receiving the Department
Teaching award within the past two years and developing and successfully
delivering a new course counts as two activities.Likewise, receiving
the Department Teaching award within the past two years and developing
and successfully delivering two new courses counts as three activities.
- Receiving teaching honors from the Department
within the current or prior year
- Received teaching honors from the College
within the current or prior year
- Received teaching honors from the University
within the current or prior year
- Developing and successfully delivering a
new course
- Developing a new course that makes a significant
contribution to the curriculum at Wright State University
- Significant new contributions to interdisciplinary/interdepartmental
curriculum integration
- Having consistently excellent teaching evaluations
from students and/or peers.
- Maintaining an updated teaching portfolio
demonstrating excellence in teaching. Such a portfolio should contain
documented evaluations of classroom performance, evidence of the demonstration
of enthusiasm for the subject matter; attendance at seminars or colloquia
for improvement of teaching; a thorough and challenging course syllabi,
course materials and examinations.
Extraordinary
A faculty member in
this category exhibits four of the following: demonstrates enthusiasm
for the subject matter; stimulates students of varying abilities; attends
seminars or colloquia for improvement; tries new pedagogical methods
and technologies in the classroom; shares successful techniques with
colleagues; prepares thorough and challenging course syllabi, course
materials, and examinations; integrates current thinking on the course
topic into classroom instruction; and is readily available to students
outside class time for discussion and counseling.Other equivalent
items may be counted.The faculty member must demonstrate teaching
activities that clearly exceed expectations for Outstanding.
- Scholarship
Unsatisfactory
No activity that would qualify the faculty member for Adequate.
Adequate
Research progress may be indicated by documenting at least
one of the following during a two-year period which includes the
current evaluation period.
- Submission of a manuscript to peer-reviewed or refereed
journal.
- Submission of an article in a trade or practitioner
publication.
- Submission of an arbitration decision for publication.
- Submission of cases, chapters, comments or invited
articles.
- Submission of a research monograph.
- Submission of subsequent editions of a previously
published book or textbook.
- Submission of instructional software.
- Submission of book review.
- Submission of an external research grant.
- Submission of an internal grant request.
- Completion of a working paper
- Other intellectual contributions appropriate to the
College's and Department's mission.
Meritorious
There are three separate pathways to achieve meritorious.
- The Department faculty recognize
that peer-reviewed or refereed journal articles are the traditional
method for demonstrating scholarship, and are within the College's
and Department's missions.Publication of one article in
a peer-reviewed or refereed journal during a two-year period which
includes the current evaluation period, demonstrates scholarship
at the meritorious level.
- The Department faculty recognize that peer-reviewed
or refereed journal articles are the traditional method for demonstrating
scholarship, and are within the College's and Department's missions.Publication
of two articles in peer-reviewed or refereed journals during a five-year
period which includes the current evaluation period, demonstrates
scholarship at the meritorious level.
- The Department faculty recognize that there
are a variety of other activities that also demonstrate scholarship
(examples are listed), and that are within the College's and Department's
missions.Publication of one article in a peer-reviewed or
refereed journal during a three-year period, which includes the current
evaluation period, with one or more of the following activities during
the same period, demonstrates scholarship at the meritorious level.The
following list of "bulleted" items represents a non-exhaustive
list of examples only, and equivalent works may be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, publication of a peer reviewed paper presented
at an academic, professional, or pedagogical regional or national
meeting counts the same as publication of a book review or funding
of an external grant.Publication of one peer reviewed paper
presented at an academic, professional, or pedagogical regional or
national meeting and one book review count as two activities.Likewise,
publication of one peer reviewed paper presented at an academic,
professional, or pedagogical regional or national meeting and two
book reviews count as three activities.
- Publication of peer-reviewed
paper, workshop, symposia, poster-session, etc., at academic, professional,
or pedagogical regional or national meetings.
- Publication of an article in a trade or
practitioner publication.
- Publication of an arbitration decision.
- Publication of cases, chapters, comments
or invited articles.
- Publication of a research monograph.
- Publication of instructional software.
- Publication of book review.
- Funding of an external research grant.
- Funding of an internal grant request.
- Other intellectual contributions on a
continuing basis appropriate to the College's and Department's mission.
Outstanding
There are four separate pathways to achieve outstanding.
- The Department faculty recognize that peer-reviewed
or refereed journal articles are the traditional method for demonstrating
scholarship, and are within the College's and Department's missions.
Publication of two articles in peer-reviewed or refereed journals
during a two-year period which includes the current evaluation period,
demonstrates scholarship at the outstanding level
- The Department faculty recognize that peer-reviewed
or refereed journal articles are the traditional method for demonstrating
scholarship, and are within the College's and Department's missions.Publication
of three articles in peer-reviewed or refereed journals during a
five-year period, which includes the current evaluation period, demonstrates
scholarship at the outstanding level.
- Publication of (a). a revised edition of
a previously published book in the discipline of the author's teaching
or professional training, either sole-authored by the individual
or in the case of co-authorship where the individual demonstrates
having made a substantial contribution; or (b). publication of a
first edition book for which the individual has made a substantial
contribution.These exclude vanity press publications.It
is up to the individual to present evidence of his/her contribution.This
may be done through letters from the co-author(s) and/or publisher.
- The Department faculty recognize that there
are a variety of other activities that also demonstrate scholarship
(examples are listed), and that are within the College's and Department's
missions.Publication of two articles in peer-reviewed or refereed
journals during a three-year period which includes the current evaluation
period, with two or more of the following activities during the same
period, demonstrates scholarship at the outstanding level.The
following list of "bulleted" items represents a non-exhaustive
list of examples only, and equivalent works may be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, publication of a peer reviewed paper presented
at an academic, professional, or pedagogical regional or national
meeting counts the same as publication of a book review or funding
of an external grant.Publication of one peer reviewed paper
presented at an academic, professional, or pedagogical regional or
national meeting and one book review count as two activities.Likewise,
publication of one peer reviewed paper presented at an academic,
professional, or pedagogical regional or national meeting and two
book reviews count as three activities.
- Publication of peer-reviewed paper, workshop,
symposia, poster-session, etc., at academic, professional, or pedagogical
regional or national meetings.
- Publication of an article in a trade or
practitioner publication.
- Publication of an arbitration decision.
- Publication of cases, chapters, comments
or invited articles.
- Publication of a research monograph.
- Publication of instructional software.
- Publication of book review.
- Funding of an external research grant.
- Funding of an internal grant request.
- Other intellectual contributions on a continuing basis
appropriate to the College's and Department's mission.
Extraordinary
There are four separate pathways
to achieve extraordinary.
- The Department faculty recognize that peer-reviewed
or refereed journal articles are the traditional method for demonstrating
scholarship, and are within the College's and Department's missions.
Publication of three articles in peer-reviewed or refereed journals
during a two-year period, which includes the current evaluation period,
demonstrates scholarship at the extraordinary level.
- The Department faculty recognize that peer-reviewed
or refereed journal articles are the traditional method for demonstrating
scholarship, and are within the College's and Department's missions.
Publication of four articles in peer-reviewed or refereed journals
during a five-year period, which includes the current evaluation
period, demonstrates scholarship at the extraordinary level.
- Publication
of a first edition book in the discipline of the author's teaching
or professional training, either sole-authored or first-authored
by the individual (excluding vanity press publications).It
is up to the individual to present evidence of his/her contribution.This
may be done through letters from the co-author(s) and/or publisher.
- The Department faculty recognize that there
are a variety of other activities that also demonstrate scholarship
(examples are listed), and that are within the College's and Department's
missions.Publication of three articles in peer-reviewed or
refereed journals during a three-year period, which includes the
current evaluation period, with three or more of the following activities
during the same period, demonstrates scholarship at the extraordinary
level.The following list of "bulleted" items represents
a non-exhaustive list of examples only, and equivalent works may
be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, publication of a peer reviewed paper presented
at an academic, professional, or pedagogical regional or national
meeting counts the same as publication of a book review or funding
of an external grant.Publication of one peer reviewed paper
presented at an academic, professional, or pedagogical regional or
national meeting and one book review count as two activities.Likewise,
publication of one peer reviewed paper presented at an academic,
professional, or pedagogical regional or national meeting and two
book reviews count as three activities.
- Publication
of peer-reviewed paper, workshop, symposia, poster-session, etc.,
at academic, professional, or pedagogical regional or national
meetings.
- Publication of an article in a trade or
practitioner publication.
- Publication of an arbitration decision.
- Publication of cases, chapters, comments
or invited articles.
- Publication of a research monograph.
- Publication of instructional software.
- Publication of book review.
- Funding of an external research grant.
- Funding of an internal grant request.
- Other intellectual contributions on a
continuing basis appropriate to the College's and Department's mission.
Activity
Reporting Times
Unless
noted otherwise, Scholarship should be counted as follows:
- Books and monographs in the year of
acceptance date or publication/ copyright date. The faculty member
must clearly state which date is to be considered.
- Publications of book chapters in the
year of acceptance date or publication/ copyright date. The faculty
member must clearly state which date is to be considered.
- Journal publications in the year of
acceptance or publication/copyright date. The faculty member
must clearly state which date is to be considered.
- Publications of instructional software/instructional
media in the year of copyright.
- Papers presented in the year the meeting
is held.
- Service
The third component of a faculty
member's responsibilities is service to the institution, the profession,
and to local, national, and global communities.It will be
up to the individual faculty member to provide evidence as to the
significance of the activity and its relationship to the profession.This
may be done by providing evidence of outcomes for each activity.
Unsatisfactory
There is little
or no evidence of service activity at this level. The faculty member
does not meet the requirements of an Adequate level
of performance.
Adequate
- The faculty member demonstrates all of the following
in the area of service:
- Regular attendance at college and department meetings
- Fulfilling individual responsibilities to the department,
including effective service on departmental committees.
Meritorious
Assuming the faculty member has met the requirements
for Adequate, a significant level or number of professional
or service activities can be used as evidence of meritorious performance.The
following list of "bulleted" items represents a non-exhaustive
list of examples only, and equivalent work may be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, effectively leading a special department project
counts the same as serving as a session chair at a significant national
or regional conference.Effectively leading a special department
project and serving as a session chair at a significant national or
regional conference count as two activities.Likewise, effectively
leading two special department projects and serving as a session chair
at a significant national or regional conference count as three activities.
Institutional
Service
- Effectively serving on one or more active university
committees and/or college committees
- Student placement or recruitment activity
- Teaching an overload course, or teaching at a regional
campus
- Effectively chairing an active departmental committee
or task force
- Effectively leading a special departmental project
- Effectively serving as advisor to an active club or
student organization
- Alumni relations/fund raising activity
- Student advising efforts
Professional Activity
- Participation in a professional activity, either paid
or unpaid, that enhances the teaching and/or research capabilities
of the faculty member
- Serving as a session chair/track or serving in a voluntary
capacity at a significant national or regional conference
- Organizing a conference workshop, session, or panel
for a regional conference
- Participating in a project judged as significant by
departmental peers
- Reviewing a book, journal, or other manuscript
- Holding an office in an active professional organization
- Obtaining and maintaining significant professional
licenses and/or certifications
- Serving as guest speaker for area business, government,
or community organization
- Other
Community
Service
- Maintaining membership in community organizations
- Involvement in community outreach/community programs
- Other
Outstanding
Institutional
Service
- Effectively serving as advisor to a significant active
club or student organization where a significant time commitment
is required
- Serving effectively as a program director
- Effectively chairing an active university committee
or task force
- Special projects at the Department, College, or University
level
Professional
Activity
- Effectively serving on the editorial board
of a journal
- Effectively serving as an officer in or
chairing a significant state or national committee (e.g., academic,
professional, government advisory groups)
- Effectively serving as a track chair at
a national conference
- Organizing a conference workshop, session,
or panel for a national conference
- Significant external service to community
programs and/or companies, either paid or unpaid, including consulting,
training, dispute resolution, etc.
Community
Service
- Holding positions of leadership in community
organizations
- Involvement in community outreach/community
programs
Extraordinary
Assuming the faculty member meets the requirements for
Outstanding, the rating of Extraordinary will be given based on the
number of activities reported by the faculty member, demonstration
of taking leadership roles in several service activities, and the outcomes
of these activities.
IV Promotion and Tenure
- Promotion
from Assistant to Associate and Granting of Tenure:When
applying for promotion and tenure, Assistant Professors must submit to
the Department P&T Committee all materials and documentation outlined
in the Collective Bargaining Agreement along with a letter of intent
to obtain promotion and tenure by the date specified by the College in
the fall of the year the individual is to be considered (usually October
1).
Criteria for Promotion and Tenure.Candidates for promotion/or tenure will be "academically
qualified" according to AACSB criteria. Teaching and scholarship are
considered as equally important, with service considered as significantly
less important when evaluating the candidate's record.The following
minimum requirements must be met by the candidate seeking promotion and
tenure:
- Teaching:The
candidate must demonstrate that he/she has established him/herself as
an effective instructor in at least one of the areas within the Department,
such as Human Resource Management/Organizational Behavior, Strategic
Management, Business Law, Public Policy, Project Management, and Business
Integrity. The individual must show evidence of the following:enthusiasm
for the subject matter; prepares thorough and challenging course syllabi,
course materials, and examinations; integrates current thinking on the
course topic into classroom instruction; and is readily available to
students outside class time for discussion and counseling. A number of
activities such as those listed below can be used as evidence of teaching.The following list of "bulleted" items
represents a non-exhaustive list of examples only, and equivalent activities
may be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, serving as a mentor for a faculty member counts
the same as preparing a course one is teaching for the first time.Serving
as a mentor for a faculty member and preparing course one is teaching
for the first time counts as two activities.Likewise, serving
as a mentor for two faculty members and preparing two courses for the
first time count as four activities.
- Preparing a course that he/she is teaching for the first
time
- Having a teaching portfolio (as described in III.A.1,
paragraph 2) demonstrating effective teaching
- Participating effectively as the subject in a teaching
improvement effort involving classroom visitations with feedback (e.g.,
Center for Teaching and Learning)
- Effectively teaching extremely large sections (Evidence
from the materials submitted by the faculty member for annual performance
evaluation will be used in making this determination. It is up to the
individual faculty member to make the case that a course should be considered
a large section.
- Effectively supervising Independent Study/Internship
- Having consistently positive teaching evaluations from
students
- Having consistently positive teaching evaluations from
peers.
- Having a larger than normal number of assigned preparations
per year on the main campus (for faculty with teaching reductions for
intellectual activities, the normal number of preparations will be less
than that for faculty without such reductions) or teaching in one of
WSU's off-campus programs
- Receiving teaching honors
- Being readily available to students at times other than
posted office hours for discussion and counseling
- Effectively teaching writing-intensive courses
- Emphasis will be placed on evidence demonstrating steady
improvement in delivery of courses taught over the entire period at Wright
State University.
- Scholarship: The
candidate must have a minimum of five peer-reviewed/refereed journal
publications or equivalent performance.At least three of the publications
must be published while the candidate is at Wright State University.It
will be up to the candidate to make the argument for equivalent performance
(e.g., publication in what is regarded by the field as an “A” or Premier
journal; research awards acknowledging the quality of a publication).The
candidate's total scholarship record should demonstrate the development
of a body of research consistent with the mission of the Department.
The external review letters will be considered heavily in determining
the intellectual contribution of the candidate's scholarship record.
Order of authorship will be considered in determining the candidate’s
contribution to the publication in the case of multiple authors.While
we want to encourage multiple authorship, it is important that the candidate
demonstrate leadership and creativity in his/her scholarship record.Thus,
the candidate must document that he/she was first author (or sole author)
on at least two peer-reviewed/refereed journal publications.
- Service:The
candidate must demonstrate that he/she has been a contributing participant
on committees and in activities necessary for the proper functioning
of the Department and College.
Promotion
from Associate to Full Professor: When applying for promotion, Associate Professors must submit
to the Department P&T Committee all materials and documentation outlined
in the Collective Bargaining Agreement along with a latter of intent
to obtain promotion by the date specified by the College in the fall
of the year the individual is to be considered.
Criteria for Promotion from Associate to Full. Teaching
and scholarship are considered as equally important, with service considered
as less important when evaluating the candidate's record.The following
minimum requirements must be met by the candidate seeking promotion to
Full Professor:
- Teaching: The
candidate must demonstrate that he/she has established him/herself as
an effective instructor in at least one of the areas within the Department,
such as Human Resource Management/Organizational Behavior, Strategic
Management, Business Law, Public Policy, Project Management, and Business
Integrity.The candidate must demonstrate teaching performance
generally consistent with the following since receiving tenure at Wright
State University: enthusiasm for the subject matter; prepares thorough
and challenging course syllabi, course materials, and examinations; integrates
current thinking on the course topic into classroom instruction; and
is readily available to students outside class time for discussion and
counseling. A significant number of activities such as those listed below
can be used as evidence of teaching performance.The following list of "bulleted" items
represents a non-exhaustive list of examples only, and equivalent may
be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, serving as a mentor for a faculty member counts
the same as preparing a course one is teaching for the first time.Serving
as a mentor for a faculty member and preparing a course one is teaching
for the first time counts as two activities.Likewise, serving
as a mentor for two faculty members and preparing two courses for the
first time count as four activities.
- Serving as a teaching mentor to other faculty
- Preparing a courses that he/she taught for the first time
- Having a teaching portfolio (as described in III.A.1,
paragraph 3) demonstrating effective teaching
- Participating effectively as the subject in a teaching
improvement effort involving classroom visitations with feedback (e.g.,
Center for Teaching and Learning)
- Effectively teaching extremely large sections (Evidence
from the Faculty Annual Evaluation Form will be used in making this determination.
It is up to the individual faculty member to make the case that a course
should be considered a large section.)
- Effectively supervising Independent Studies/Internships
- Having consistently positive teaching evaluations
- Having a larger than normal number of assigned preparations
per year on the main campus (for faculty with teaching reductions for
intellectual activities, the normal number of preparations will be less
than that for faculty without such reductions) or teaching in one of
WSU's off-campus programs
- Receiving teaching honors
- Being readily available to students at times other than
posted office hours for discussion and counseling
- Effectively teaching writing-intensive courses
- Showing evidence of continuous improvement in delivery
of courses taught
- Scholarship: The
candidate must have a minimum of twelve peer-reviewed refereed journal
publications or equivalent performance over his/her career at Wright
State University.It will be up to the candidate to make the argument
for equivalent performance (e.g., publication in what is regarded by
the field as an “A” or Premier journal; research awards acknowledging
the quality of a publication).The candidate's total scholarship
record should demonstrate that the candidate has significant expertise
in one or more areas of study consistent with the mission of the Department
and as having made significant contributions to advancing the knowledge
base of that/those areas of study.The external review letters
will be considered heavily in determining intellectual contribution of
the candidate's total scholarship record.Order of authorship will
be considered in determining the individual’s contribution to the publication
in the case of multiple authors.While we encourage multiple authorship,
it is important that the individual demonstrate leadership and creativity
in his/her scholarship record.Thus, the individual must document
that he/she was first author (or soleauthor) on at least six peer
reviewed/refereed publications.
- Service: The
individual must demonstrate that he/she has actively participated in
activities supporting the Department, College, and University, the Profession,
and the Community.The individual must show evidence of taking
leadership roles in several service activities, and the outcomes of these
activities.The following may be used as evidence of service.The
following list of "bulleted" items represents a non-exhaustive
list of examples only, and equivalent may be used as evidence.
Each "bulleted" item is separate and discrete,
so that, for example, effectively leading a special department project
counts the same as serving as a session chair at a significant national
or regional conference.Effectively leading a special department
project and serving as a session chair at a significant national or regional
conference count as two activities.Likewise, effectively leading
two special department projects and serving as a session chair at a significant
national or regional conference count as three activities.
Institutional
Service
- Effectively serving as advisor to a significant
active club or student organization where a significant time commitment
is required
- Serving effectively as a program director
- Effectively chairing an active university
- Special projects at the Department, College,
or University level
- Effectively serving on one or more active
university committees and/or college committees
- Student placement or recruitment activity
- Teaching overload courses, or teaching at
a regional campus
- Effectively chairing an active departmental
committee or task force
- Effectively leading a special departmental
project
- Alumni relations/fund raising activity
- Student advising efforts
Professional
Activity
- Effectively serving on the editorial board of a journal
- Effectively serving as an officer in or chairing a significant
state or national committee (e.g., academic, professional, government
advisory groups)
- Effectively serving as a track chair at a national conference
- Organizing a conference workshop, session, or panel
for a national conference
- Participation in professional activities, either paid
or unpaid, that enhances the teaching and/or research capabilities
of the faculty member
- Serving as a session chair/track or serving in a voluntary
capacity atsignificant national or regional conferences
- Organizing a conference workshop, session, or panel
for a regional conference
- Participating in a project judged as significant by
departmental peers
Reviewing a books, journals,
or other manuscripts
- Holding an office in an active professional organization
- Obtaining and maintaining significant professional licenses
and/or certifications
- Serving as guest speaker for area business, government,
or community organization
- Significant external service to community programs and/or
companies, either paid or unpaid, including consulting, training, dispute
resolution, etc.
Community Service
- Holding positions of leadership in community organizations
- Involvement in community outreach/community programs
- Maintaining membership in community organizations
- Candidacy
for Tenure when hired as an Associate or Full Professor without Tenure:
- Teaching
In the case of an individual hired at the rank of Associate
or Full Professor without tenure, the criteria specified in the previous
section (A, 1) will be applied since being hired at Wright State University.
- Scholarship
- For candidates hired at the rank of Associate
Professor without tenure, the criteria specified in the previous section
(A, 2) will apply with one addition: at least three publications must
be published while the candidate is at Wright State University in accordance
with the time frame established by the contract (currently 2 years).It
will be up to the candidate to make the argument for equivalent performance
on the area of scholarship (e.g., publication in what is regarded by
the field as an “A” or Premier journal; research awards acknowledging
the quality of a publication).
- For candidates hired with the rank of Full
Professor without tenure: at least three publications must be published
while the candidate is at Wright State University in accordance with
the time frame established by the contract (currently 1 year).It
will be up to the candidate to make the argument for equivalent performance
in the area of scholarship (e.g., publication in what is regarded by
the field as an “A” or Premier journal; research awards acknowledging
the quality of a publication).
- Service
In the case of an individual
hired at the rank of Associate or Full Professor without tenure, the
criteria specified in the previous section (B, 3) will be applied over
the individual's academic career.Emphasis will be placed on the
continuation of and/or the development of a strong service record while
at Wright State University.
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