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A commitment to professional growth is an essential quality of faculty at ADU. As in any profession, faculty are expected to not only remain current in their field, but also to strive to become more effective and accomplished in their educational responsibilities.
The assignment of academic rank and level at ADU is a means of recognizing the professional achievement of its faculty. The four academic ranks, from Instructor to Professor, represent the University’s acknowledgment of various landmarks possible within the span of a professional career. Those landmarks involve two separate, but related, areas of achievement. First, there is the formal, well-established track of successively higher academic degrees (e.g. B.S., M.S., Ph.D.). Receiving a higher degree represents a deeper understanding of a particular discipline, as well as an increased capacity to contribute to the growth of that discipline. The second area of achievement is in the more nebulous, but equally important, arena of professional activity. This includes education, scholarship, and professional service. These three dimensions of professional activity do not have accreditation standards or long-established traditions to prescribe and proscribe what they constitute. It is up to each institution of higher learning to make that determination. The criteria found in the Ranks section identify the role these standards play in academic rank promotion at ADU.
6.1 Levels
As part of its academic promotion system, ADU includes four levels within each academic rank. These levels represent two related areas of achievement: seniority and professional growth. The initial assignment of level shall include consideration of previous educational employment. Advancement from one level to the next is one way the University acknowledges a faculty member’s sustained contribution to the institution over a period of years. It also allows the University to recognize that its faculty have continued to improve their scholarship, have broadened their knowledge, and have contributed to their profession. Growth within the current rank and toward the next is not only expected, but is necessary for promotion to the next academic rank.
6.2 Ranks
Professor
The rank of Professor is the highest academic appointment. Appointment as a Professor signifies demonstrated and sustained excellence as an educator, scholar, and mentor, as well as exemplary professional service.
The candidate for Professor must have an earned doctoral degree from a regionally-accredited academic institution. This degree must be either in the assigned area of education or in an area that directly contributes to the professional assignment. The candidate must have at least four years of effective university-level work in the area of academic or professional expertise.
Associate Professor
An Associate Professor is considered a senior member of the University faculty and serves as a respected mentor to colleagues and students. Appointment as an Associate Professor signifies demonstrated excellence as an educator, competence as a scholar, and recognition in professional service.
The candidate for Associate Professor must have an earned Doctoral or Master’s degree from a regionally-accredited academic institution. The degree must be either in the assigned area of education or in an area that directly contributes to the professional assignment. The candidate must have at least three years of effective University-level work in the area of academic or professional expertise.
Assistant Professor
The Assistant Professor is a respected member of the University faculty and has begun to serve as a mentor to colleagues and students. Appointment as an Assistant Professor signifies demonstrated competence as an educator with potential for excellence, competence in professional service, and engagement in scholarly activity.
The candidate for Assistant Professor must have a Master’s degree from a regionally-accredited academic institution or have made significant progress toward such a degree. The Master’s degree or the graduate coursework must be either in the assigned area of education or in an area that directly contributes to the professional assignment. The candidate should have at least two years of effective University-level work in the area of academic or professional expertise.
Instructor
The Instructor is a member of the University faculty and is committed to the satisfactory performance of all assigned duties. Appointment as Instructor is based on the expectation that faculty at this rank will develop competencies in education, scholarship, and professional service.
The candidate for Instructor should have a Baccalaureate degree from a regionally-accredited academic institution. The degree must be in the assigned area of education or in an area that directly contributes to the work assignment.
6.3 Evaluation
Ongoing evaluation of faculty development is a critical element in the effort to achieve excellence in education. Useful feedback informs and validates the work of the educator.
The annual faculty evaluation is divided into a formative and a summative evaluation process. Formative evaluation assesses the faculty member’s current performance and provides direction for future improvements. Summative evaluation takes place after the formative evaluation process and is used by University Administration to make personnel decisions.
Formative Evaluation
The major areas included in the formative evaluation of faculty are education, scholarship, and professional service. The faculty member gathers data from students, peers, and the Program Director/Department Chair or Supervisor. The faculty member then presents this self-evaluation to the Department Chair or Supervisor in an annual portfolio.
Summative Evaluation
The summative evaluation is formulated by the Department Chair or Supervisor and submitted to University Administration on an annual basis. It provides an overview of the evaluations from students, peers, self, and Program Director/Department Chair or Supervisor, and an indication of the progress the faculty member has made toward professional goals. The summative evaluation includes the recommendation of the Department Chair or Supervisor relative to contract renewal and, when appropriate, recommendation for level promotion.
6.4 The Evaluation Process
The annual evaluation process begins with the faculty member’s portfolio. Each faculty member should collect/compile relevant documents throughout the school year, which provide evidence of professional development. These documents should include, but are not limited to, all instructor/course evaluations, peer observations, and course syllabi. Documentation should also be gathered on workshops attended, continuing education, evidence of current licensure/certification, and any educational attainments. Evidence of contributions to the University and the community could include committee work, presentations, and professional contributions to the community. Scholarship could include publications, professional presentations, and innovations. Portfolios should be ready for submission no later than the first Monday of April.
Responsibilities
It is the responsibility of the faculty member to collect, analyze, and produce the annual portfolio. Portfolios are submitted to the Department Chair/Supervisor who will discuss the document with the faculty member as part of the formative evaluation.
The Department Chair/Supervisor will provide feedback to the faculty member regarding professional development during the past school year. The Department Chair’s/Supervisor’s summative evaluation and recommendation to the Provost concerning contract renewal and promotion will also be discussed with the faculty member.
The Provost will discuss the summative evaluation with the Department Chair/Supervisor.
The President will make the final decision regarding annual contract renewal upon conferral with the Provost.
Annual Portfolio Guidelines
The following guidelines are to be used where applicable. Faculty should consult with the Department Chair/Supervisor regarding variations.
- Vitae (See Appendix D )
- Statement of Purpose
- Short essay explaining how the faculty member contributes to the Mission/Vision of the University
- Statement about how the faculty member helps the Department reach its strategic goals
- Educating (Faculty members whose assignment does not usually include classroom teaching will be evaluated on appropriate criteria)
- Self-Report
- Philosophy of teaching/learning
- Content expertise
- Instructional delivery skills
- Instructional design
- Inclusion of learning outcomes into course(s)
- Course management skills
- New methods attempted (including problem-based learning)
- Innovations developed
- Appendices to include examples of the above
- Instructor/Course evaluations
- Overview of trends and observations gleaned from the evaluations
- Analysis of what was learned from the evaluations
- Plan to address issues raised by the evaluations
- Appendices that include copies of all instructor/course evaluations for the previous twelve months
- Peer Evaluations (See Appendix E )
- Overview of what was learned
- Analysis and plan resulting from the evaluations
- Scholarship (See Appendix F )
- Scholarly/Research Activities
- Discovery
- Summary of research
- Samples provided in Appendices
- Integration
- Summary of activity
- Samples provided in Appendices
- Education (See Appendix F )
- Summary of scholarly activity in the classroom
- Application of research
- Innovations
- Assessment of the effectiveness of learning outcomes within courses
- Self-reflection/evaluation of this scholarly activity
- May include items mentioned in Promotion
- Samples provided in Appendices
- Application
- Scholarly activity within the faculty member’s discipline
- Presentations
- Publications
- Peer review or editor for professional publications
- Documentation provided in Appendices
- Further education
- Courses taken
- Other
- Documentation provided in Appendices
- Professional Service (See Appendix F )
- Service to the Institution
- Committees
- List of committees served
- Documentation of contributions
- Presentation at University workshops
- Documentation provided in Appendices
- Advising
- Number of advisees
- Summary of services/innovations provided
- Mentoring (See Appendix F )
- Students
- Formal: organizations, conferences
- Informal
- Colleagues
- Formal: meetings, conferences, in-services
- Informal
- e-Mentoring
- Role modeling: classroom, lab, clinical, organizations, committees
- Resources shared: literature, contacts
- Teaching supported
- Observation
- Coaching
- Advising
- Consulting
- Professional service to Florida Hospital
- Committees served
- Consulting
- Other
- Service to Profession
- Active memberships
- Committee work
- Offices held
- Accreditation site visits
- Other
- Professional Service to the Community
- Community service/service learning activities
- Consulting
- Other
- Other accomplishments or activities
- Analysis and Goals
- Analysis/reflection on the faculty member’s professional development over the past year
- Based on that analysis, identify goals for the upcoming school year with a plan about how they might be accomplished.
- Most current annual evaluation by the Department Chair/Supervisor
6.5 Promotion
Level Advancement
A faculty member wishing to advance to the next level must demonstrate consistent progress in the areas of academic performance: educating, professional service, and scholarship in order to achieve level advancements. These advancements require a similar review process as promotion in rank, including submission of a portfolio that is congruent with the current rank (see Ranks). As part of her or his annual evaluation, a faculty member may apply for advancement during the second year of service in the level. If granted, level advancement will be awarded with the next contract period.
A level advancement is accompanied by a salary increase. The salary schedule set by the Board of Trustees (see Remuneration ) shall define the salary ranges within each of the levels of the four academic ranks.
Rank Promotion
Promotion from one academic rank to another is in recognition of a faculty member’s professional development over time. It is an acknowledgement that the individual has the qualities and accomplishments commensurate with those described in the appropriate rank description (see Ranks).
In preparing for a rank promotion, the faculty member must provide a portfolio, which should be an outgrowth of the work done in the annual portfolios. While the rank promotion portfolio will include relevant information and analysis from the annual portfolio, it will differ from the annual portfolio in depth, breadth, and scholarship. It will be deeper because the faculty member is showing evidence of those qualities described in the rank for which application is being made. It will also provide a deeper analysis of the accomplishments, trends, and goals, which the faculty member has seen over a period of several years (typically since the last rank promotion or initial appointment, whichever is most recent). In that way as well, the rank promotion portfolio captures a broader reach than the annual portfolio. This portfolio is a work of scholarship. Therefore, it will demonstrate an appreciation of relevant scholarly work, as well as include reference citations as appropriate.
Responsibilities
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Each faculty member is responsible for being informed of the rank criteria and his or her current academic rank and level. This information can be found on the annual contract.
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Each faculty member is responsible for initiating any request for advancement in rank. The faculty member shall declare her or his intention by submitting two notices of intent, one to the Department Chair and one to the Chair of the Faculty Rank and Promotion Committee, each with original signatures (Use Appendix G - Notice of Intent to Apply for Rank Promotion , on the R drive). Submission of the Intent to Apply for Rank Promotion should accompany a faculty member’s portfolio during the annual evaluation. The deadline for submitting intent to apply for rank promotion is the third Tuesday in June.
The faculty member is responsible for submitting a comprehensive draft of the rank promotion portfolio to his or her department chair for review by the third Tuesday of September.
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The faculty member is responsible for providing relevant information to the Faculty Rank and Promotion Committee through the rank promotion portfolio which shall be submitted in electronic format. The deadline for the rank promotion portfolio is the third Tuesday in January. Access to this portfolio will be given to the appropriate University administrators and the Faculty and Rank Promotion Committee.
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The appropriate Department Chair/Supervisor is responsible for providing relevant information regarding the faculty member’s professional development since her or his last rank promotion or initial rank assignment to the Rank and Promotion Committee. This evaluation covers the period since the last rank promotion or initial rank assignment.
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The members of the Faculty Rank and Promotion Committee are responsible for seeking the necessary information to make a fair decision in a professional and confidential manner regarding the request.
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The Faculty Rank and Promotion Committee is responsible for conveying its recommendation to the University President regarding the faculty member’s request.
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The appropriate Department Chair/Supervisor is responsible for conveying his or her recommendation to the Provost regarding the faculty member’s request (See Disclosure to Department Chair on the R Drive).
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The Provost is responsible for conveying his or her, along with the Department Chair/Supervisor, recommendation to the University President regarding the faculty member’s request.
Promotion to Assistant Professor
Those applying for promotion to the rank of Assistant Professor should begin preparing their portfolio (see Advanced Academic Study) by:
- Reviewing the ADU Mission Statement and the four underlying values: Nurture, Excellence, Spirituality, and Stewardship.
- Recalling the three significant areas of faculty activity: educating, scholarship, and professional service, including mentoring.
- Considering the description of the rank presently held and of the rank sought.
The portfolio should include the following:
- Vitae (See Appendix D )
- Statement of Purpose
- The portfolio should include a short written essay explaining how the applicant’s philosophy and goals are consistent with the mission of the University and contribute to the goals of the University.
- Educating
- Scholarship
- Professional Service
The rank promotion portfolio must include:
- Copies of the Department Chair’s/Supervisor’s two most recent annual reviews
- A complete summary of the previous two years’ peer evaluations
- A summary of the two most recent years’ student evaluations
- The applicant’s reactions and responses to the above reviews, and to peer and student evaluations
This portfolio should also include any and all material which will significantly support this request for promotion in rank, even materials not routinely included in a portfolio. For example:
- Electronic media or files illustrating some aspect of professional life important to this request
- Copies of published materials
- Newspaper or journal articles regarding professional activities
- Evidence of mentoring faculty and/or students
- Analysis and Goals
- Analysis/reflection of the faculty member’s professional development since the last rank promotion
- Based on that analysis, identification of goals with a plan about how that might be accomplished
Promotion to Associate Professor
Those applying for promotion to the rank of Associate Professor should begin preparing their portfolio (see Advanced Academic Study) by:
- Reviewing the ADU Mission Statement and the four underlying values: Nurture, Excellence, Spirituality, and Stewardship.
- Recalling the three significant areas of faculty activity: educating, scholarship, and professional service, including mentoring. (See Appendix F )
- Considering the description of the rank presently held and of the rank sought.
The portfolio should include the following:
- Vitae (See Appendix D )
- Statement of Purpose
- The portfolio should include a short written essay explaining how the applicant’s philosophy and goals are consistent with the mission of the University and contribute to the goals of the University.
- Educating (See Appendix F )
- Scholarship (See Appendix F )
- Professional Service (See Appendix F )
The rank promotion portfolio must include:
- Copies of the Department Chair’s/Supervisor’s two most recent annual reviews
- A complete summary of the previous two years’ peer evaluations
- A summary of the two most recent years’ student evaluations
- The applicant’s reactions and responses to the above reviews and to peer and student evaluations
This portfolio should also include any and all material which will significantly support this request for promotion in rank, even materials not routinely included in a portfolio. For example:
- Electronic media or files illustrating some aspect of professional life important to this request
- Copies of published materials
- Newspaper or journal articles regarding professional activities
- Evidence of mentoring faculty and/or students
- Analysis and Goals
- Analysis/reflection of the faculty member’s professional development since the last rank promotion
- Based on that analysis, identification of goals with a plan about how that might be accomplished
Promotion to Professor
Those applying for promotion to the rank of Professor should begin preparing their portfolio (see Advanced Academic Study) by:
- Reviewing the ADU Mission Statement and the four underlying values: Nurture, Excellence, Spirituality, and Stewardship.
- Recalling the three significant areas of faculty activity: educating, scholarship, and professional service, including mentoring. (See Appendix F )
- Considering carefully the description of the rank presently held and of the rank sought.
When preparing the portfolio seeking promotion to the rank of Professor, a faculty member should review the descriptions of data requested for the Assistant and Associate Professor’s portfolio.
Individuals aspiring to the rank of Professor should have as much freedom as possible to format and prepare the appropriate portfolio. The data to be included in the Assistant and Associate Professors’ portfolios are for the greater part largely prescribed. While basically the same information may be relevant in this instance, its format and/or the inclusion of material not usually included in a portfolio are largely left to the professional judgment of the applicant seeking this, the highest academic rank.
It is urged that all material which will give significant support to this request for promotion in rank be included in this portfolio, even material not routinely included in a portfolio. For example:
- Electronic media or files illustrating some aspect of professional life important to this request.
- Copies of published materials.
- Newspaper or journal articles regarding professional activities.
- Evidence of mentoring faculty and/or students.
Promotion to the next higher rank is in recognition of past achievement and anticipates continued professional growth. Such promotion is not solely based on years of service.
6.6 Advanced Academic Study
The University Administration may determine that professional growth is dependent on further academic study and may approve a faculty member’s enrollment in a graduate or undergraduate program of study.
Academic Degree Loans
Faculty requesting a loan from the University to pursue further study must meet the following criteria:
- Be under full-time contract with ADU for at least one year.
- Complete the Academic Study Application (see Appendix I for example; use form on R drive) and submit for approval to the Department Chair and the Provost.
- Receive approval of the Academic Study Application.
Upon approval, the faculty member must sign the Advanced Academic Study Loan Agreement (see Appendix J for example; use form on R drive) and receive approval from the University President. The faculty member must meet with the Senior Vice President for Finance/CFO to finalize the financial arrangements.
The typical loan will be granted as follows:
- Bachelor’s Degree - $10,000
- Master’s Degree - $15,000
- Doctoral Degree - $25,000
Reimbursement for tuition may be submitted with a grade report and receipts reflecting expenses on an expense report. Reimbursement will not exceed 1/2 of the total granted for Doctoral degree or 1/2 for Masters and Bachelor degrees for any given academic year. Under special circumstances, the University may agree to lend the full cost of the degree. Repayment of the loan is the responsibility of the faculty member. He or she agrees to immediately repay ADU if:
- The degree is not completed in the agreed upon time frame.
- The faculty member ceases full-time employment at ADU.
- The faculty member is terminated from employment at ADU.
The academic degree loan can be amortized through years of full-time service following completion of the degree. Amortization will be calculated as follows:
- Bachelor’s Degree - Three years
- Master’s Degree - Five years
- Doctoral Degree - Seven years.
Loan arrangements and their amortization, which vary from the amounts identified above, will be negotiated between the faculty member and the Provost.
Post-Doctoral Study
Faculty with Doctoral degrees who wish to enrich, refresh, or broaden their specialties may receive 50% assistance toward tuition and fees for up to 30 semester hours of study approved by the Provost.
Amortization for a Faculty Member Terminated by the University
If ADU should terminate a faculty member’s contract because of financial constraints or program phase-outs due to no fault of the faculty member, and if undue financial hardship, such as prolonged, forced unemployment, is thus placed upon the faculty member, ADU agrees to consider the specific situation and negotiate a reasonable settlement with the faculty member. However, should ADU terminate the employment of the faculty member for cause, he or she agrees to reimburse ADU the unamortized balance of the loan upon termination.
Tuition Reimbursement Internal Process
- New candidates must apply by December 31 to be considered for tuition reimbursement for the following fiscal year
- Senior Administration would review all candidates and allocate approval based on available funds and impact of degree on institution
- Follow current amortization schedule
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