6. Professional Development

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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 arena of professional activity.  This includes education, scholarship, and professional service. 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 (one level per year) within each academic rank.  Level advancement occurs on an annual basis pending satisfactory achievement of professional growth goals as evidenced by the Annual Faculty Development Plan.  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.  Faculty seeking promotion to a higher rank will demonstrate the minimum expectations of the rank sought.

6.2 Ranks

Professor

The rank of Professor is the highest academic appointment.  An appointment as Professor signifies demonstrated and sustained excellence as an educator, scholar^[1] , and mentor, as well as exemplary professional service.

The candidate for Professor must have an earned doctoral degree^[2] 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 is expected to have at least four years of effective university-level work as an Associate Professor.

Associate Professor

An Associate Professor is considered a senior member of the University faculty and serves as a respected mentor to colleagues and students. An appointment as Associate Professor signifies sustained excellence as an educator, demonstrated competence as a
scholar ^[1] , and recognition in professional service.

The candidate for Associate Professor shall have an earned doctoral degree from a regionally-accredited academic institution and/or one of the following qualifications:

• Significant progress towards a Doctoral degree ^[2] from a regionally accredited academic institution; and/or
• A Master’s degree from a regionally accredited academic institution with significant professional contribution in their field of specialty.

The degree must be either in the assigned area of education or in an area that directly contributes to the professional assignment. The candidate is expected to have at least four years of effective University-level work as an Assistant Professor.

Starting with the academic year of 2019-20, faculty seeking rank promotion to Associate Professor are expected to publish as the principal author at least one peer reviewed publication while at the rank of Assistant Professor.

Starting with the academic year of 2023-24, faculty seeking rank promotion to Associate Professor are expected to publish a minimum of two peer reviewed publications while at the rank of Assistant Professor. The applicant shall be the principal author of at least one of the publications.

Acceptable publications, such as journal articles, books, and book chapters, shall be published in periodicals or venues recognized by the appropriate academic or professional organizations at the national level and/or professional accrediting associations. The intent is to allow long-term access by other scholars and practitioners. 

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. An appointment as Assistant Professor signifies demonstrated competence as an educator with potential for excellence, competence in professional service, and engagement in scholarly activity ^[1].

The candidate for Assistant Professor must have a master’s degree from a regionally-accredited academic institution.

The master’s degree or the graduate coursework should be either in the assigned area of education or in an area that contributes to the professional assignment. The candidate is expected to have at least four years of effective University-level work at the rank of Instructor and/or an earned doctorate in an area that contributes to the professional assignment.

Starting with the academic year of 2023-24, faculty seeking rank promotion to Assistant Professor are expected to publish at least one peer reviewed publication while at the rank of Instructor.

Acceptable publications, such as journal articles, books, and book chapters, shall be published in periodicals or venues recognized by the appropriate academic or professional organizations at the national level and/or professional accrediting associations. The intent is to allow long-term access for other scholars and practitioners. 

^[1] For a description of the essential characteristics of all forms of scholarship, including publications, see Scholarship Criteria, Appendix F, Scholarship at ADU.

^[2] For this purpose, either a clinical or academic doctorate fulfills the requirement of an earned doctoral degree.

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 at least 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 faculty evaluation process is about setting goals and achieving them. It is about embracing a growth mindset in the core areas that define the world of learning and intellectual pursuits at the university as defined in ADU’s faculty handbook (see Appendix F ).

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. 

The focus of the Faculty Development Plan is on professional growth. Goals should be set in the primary performance domains: educating, scholarship, and professional service. In addition, faculty should reflect on ADU’s mission and the role of mentoring. Faculty are also expected to demonstrate exemplary citizenship and carry out administrative responsibilities.

Part of the evaluation process is completion of the Annual Faculty Development Plan (see Appendix E1 -Annual Department Chair Assessment, Appendix E2 -Annual Faculty Development Plan, & Appendix E3 -Annual Faculty Development Plan-Non Teaching Faculty). 

The form explains the process of goal setting and additional requirements for annual evaluation including providing an updated curriculum vita, review of course evaluations, and maintenance of licensure and/or credentials (where applicable).

The completed Faculty Development Plan is sent to the department Chair or Program Director by the specified deadline for review and discussion.  The Chair or Program Director recommends level changes and contract renewals based on demonstrated progress and achievement of the goals from the previous year and evidence of consistent contributions to Citizenship and Administrative Responsibilities.

6.4 The Evaluation Process

The annual evaluation process begins with the faculty member filling out the Annual Faculty Evaluation Form. Each faculty member should collect/compile relevant documents throughout the school year, which provide evidence of professional development in each of the   performance domains: educating, scholarship, and professional service.  Evidence for educating can include, but are not limited to, all instructor/course evaluations, formative dialogue process (see Appendix D ), and course syllabi.  Documentation should also be gathered on workshops attended, continuing education, evidence of current licensure/certification, and any educational attainments.  Evidence of professional service and mission 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. The Annual Faculty Evaluation form 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 fill out the Annual Faculty Evaluation Form.  This form is 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 and the goals achieved 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. 

6.5 Promotion

Level Advancement

Level Advancement can be awarded every year in recognition of consistency of performance within the current rank as determined and documented by the Annual Faculty Evaluation. (see 6.2 Ranks).

A level advancement/rank promotion is accompanied by a salary increase. The salary schedule set by the Board of Trustees (see 19. 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 6.2 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 evaluations.  While the rank promotion portfolio will include relevant information and analysis from the annual evaluation, it will differ from the annual evaluation 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 evaluation. 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. 

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

Responsibilities

1. 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.
2. 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 - Intent to Apply for Rank and Promotion , on the R drive).
3. 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.
4. 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.
5. 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.
6. The appropriate Department Chair/Supervisor is responsible for providing relevant information regarding the faculty member’s professional development since his or her 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.
7. The members of the Faculty Rank and Promotion Committee will review the Promotion Portfolio and make a fair decision in a professional and confidential manner regarding the request.
8. The Faculty Rank and Promotion Committee is responsible for conveying its recommendation to the University President regarding the faculty member’s request.
9. The appropriate Department Chair/Supervisor is responsible for conveying his or her recommendation to the Provost regarding the faculty member’s request.
10. 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 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:

• Curriculum Vitae (See Appendix C )
• 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 evaluations
• A complete summary of the evaluations by peers since the last rank assignment
• A summary of the student evaluations since the last rank assignment
• 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 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:

• Curriculum Vitae (See Appendix C )
• 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 evaluations
• A complete summary of the evaluations by peers since the last rank assignment
• A summary of the student evaluations since the last rank assignment
• 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 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

6.6 Advanced Academic Study

The Advanced Academic Study Loan for full-time faculty is designed to provide educational assistance towards professional development in their role at Adventist University.

The Advanced Academic Study Loan Policy grants assistance for advance degrees to full-time faculty. The assistance is not guaranteed and is based on the needs of the institution and available funds

Faculty requesting a loan from the University to pursue further study must meet the following criteria:

• Faculty be under full-time contract with ADU.
• Complete the Academic Study Application (see Appendix I  for sample) and submit for approval to Administration.
• Receive approval of the Academic Study Application.

Upon approval, the faculty member must complete the Advanced Academic Study Loan Agreement (see Appendix J  for sample) and receive approval from the University President.

The typical loan will be granted as follows:

• Bachelor’s Degree - $10,000
• Master’s Degree - $15,000
• Doctoral Degree - $25,000

• Under special circumstances, the University may agree to lend additional amounts.

Reimbursement

Reimbursement for tuition must be submitted with a grade report and receipts reflecting expenses on an expense report. If the educational institution is being paid directly, submit the grade report and invoice from the educational institution on a payment authorization voucher (PAV).

Reimbursement for expenses paid directly to the employee or the educational institution will not exceed 1/3 of the total granted for Doctoral degree or 1/2 for Master’s and Bachelor degrees for any given academic year.

Grades

To receive reimbursement undergraduate students must have a grade of “C” or higher and graduate students must have a grade of “B” or higher.

Amortization

Repayment of the loan is the responsibility of the employee. He or she agrees to immediately repay ADU if:

• The degree is not completed in the agreed upon time frame.
• The employee ceases full-time employment at ADU.
• The employee 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

Arrangements regarding amortization, which vary from the amounts identified above, must be negotiated between the employee and administration.

Employees that matriculate into the MHA/EMHA program at ADU will be exempt from paying tuition and fees during their enrollment and loan forgiveness will be based on the amortization schedule above.

If ADU should terminate an employee because of financial constraints or program phase-outs due to no fault of the employee, and if undue financial hardship, such as prolonged, forced unemployment, is thus placed upon the employee, ADU agrees to consider the specific situation and negotiate a reasonable settlement with the employee.  However, should ADU terminate the employment of the employee for cause, he or she agrees to reimburse ADU the unamortized balance of the loan upon termination.