Social Work, Department of - Northern Michigan University

Bylaws of the NMU Department of Social Work

1.           Department Membership, Meetings, and Voting

1.1        Department Meetings. The Department of Social Work shall convene a departmental meeting during the first four weeks of each semester, and regularly thereafter at the discretion of the Department Head. The Department Head shall set the agenda and call the meeting. The Department Head shall assign a person to keep and publish minutes.

1.2        Department Membership and Voting

1.2.1     Voting Members. All American Association of University Professors (AAUP) Bargaining Unit members are entitled to vote on departmental affairs. Voting may take place by e-mail as the need arises. A faculty member on leave or reduced appointment retains membership voting rights during their absence.

1.2.2    The Department Head will serve as the ex-officio, non-voting member of the department except in the event of a tie, when the Department Head can vote to break the tie.

1.2.3     Quorum. A quorum of the department will consist of a two-thirds (2/3) majority of the voting membership. Except as noted, a simple majority vote of the quorum is required to pass a motion.

2.           Committees

2.1        Committee Membership. Every voting departmental faculty member shall be eligible to serve on any departmental committee, except as noted below. Committee membership shall be established during the first thirty days of the academic year for all committees, except the Executive Committee, as noted below.

2.2        Terms of Service. Appointed or elected members shall assume responsibility at the beginning of the Fall semester. Unless otherwise noted in these bylaws, terms of service will be for the academic year. Faculty members whose teaching schedules only cover a portion of the regular academic year are expected to participate in committee service during the portion of the year when they have assigned professional responsibilities.

2.3        Standing Committees. Standing committees for the Department of Social Work will be the Committee of the Whole, the Executive Committee, the Bachelor of Social Work (BSW) Program Committee, the Master of Social Work (MSW) Program Committee, and the Annual Evaluation Committee.

2.3.1     Committee of the Whole

2.3.1.1 Membership and Structure. This Committee shall be made up of all approved voting members of the department. The Department Head will serve on the Committee of the Whole in an ex-officio capacity and will serve as the Chair of the Committee of the Whole except when the Committee meets to evaluate faculty performance.

2.3.1.2 Charge. The Committee of the Whole is responsible for programmatic discussion, debate, and decisions affecting the entire department. The committee will review and approve all major decisions made in all sub-committees, including ad-hoc committees and task groups.

2.3.1.3 Duties. The Committee of the Whole will receive, review, and vote on recommendations from departmental sub-committees and make recommendations to the appropriate authority (e.g., Department Head, Dean, Provost) on departmental matters such as:

a.           Recommendations dealing with matters of curriculum and academic advisement.
b.           Recommendations in the hiring of all faculty, the reappointment or non-reappointment of term faculty, evaluation of faculty and recommendations regarding tenure and promotion.
c.           Recommendations regarding class assignments and schedules.
d.           Recommendations dealing with working conditions such as special assignments, released time, and grant applications.
e.           Recommendations dealing with allocation of professional development funds.

2.3.2     Executive Committee

2.3.2.1 Membership and Structure. The membership of the Executive Committee will consist of the Social Work Department Head, BSW and MSW Program Directors, and BSW and MSW Director of Field Educations. Other members may be appointed to the Executive Committee by the Department Head.

2.3.2.2 Charge. The Executive Committee will serve as an advisory committee to the Department Head. It will serve as representative of the department as a whole, concerning itself with all matters referred to it by the Department Head or any department member.

2.3.2.3 Duties. Any Executive Committee decision is subject to review by the department at the request of any department member. The Executive Committee shall meet at least once per semester communicate their decisions in writing to the Committee of the Whole. Subject to provisions in the AAUP Master Agreement (MA), the Executive Committee, in consultation with department faculty, shall make recommendations to the Department Head concerning:

a.           Questions relating to position descriptions for faculty searches, except in those matters that fall within the domain of a Departmental Search Committee as provided in these Bylaws.
b.           Summer courses and course overload teaching assignments (including both on campus and extension courses).
c.           All matters of Professional Responsibility as stipulated in the MA.
d.           Creation of ad hoc committees for the conduct of departmental business.

2.3.3     BSW and MSW Program Committees

2.3.3.1 Membership and Structure. The BSW and MSW Program Directors shall serve as Chair for the Social Work Program Committees. Membership on these committees shall include Social Work faculty teaching in those programs, and at least one student selected through a process established by respective committees. Other faculty may serve by approval of committee members. Any major changes to curriculum will be approved by the Committee of the Whole and the Department Head, respectively.

2.3.3.2 Charge. The BSW and MSW Program Committees shall have primary responsibility for curriculum development, admission and retention in their respective programs, and advising the department on concerns regarding their respective programs.

2.3.3.3 Duties. The BSW and MSW Program Committees shall communicate their decisions in writing to the Committee of the Whole and the Department Head, respectively. Program Committees shall submit proposed changes, in writing, to the Committee of the Whole and the Department Head, respectively, for approval prior to submission to the Committee on Undergraduate Programs (CUP) or the Graduate Programs Committee (GPC). Subject to provisions in the MA, the BSW and MSW Program Committees shall make recommendations concerning:

a.           Oversight and compliance with the Council on Social Work Education (CSWE), and related program changes.
b.          All matters of Professional Responsibility related to teaching of BSW and MSW courses as stipulated in the MA.
c.           Annual review and analysis of student learning outcome data.
d.           Student recruitment and retention activities.
e.           Program changes and program development.
f.            Course additions, changes and structure.

2.3.4     Annual Evaluation Committee

2.3.4.1 Membership and Structure. The Annual Evaluation Committee shall be composed of no less than three tenured Social Work Department faculty members. Non-tenured faculty members are eligible to serve on this committee provided that they have completed a minimum of two years of service in a tenure-earning position at Northern Michigan University. For the purpose of annual evaluations, a member of the faculty who has been a department member for at least three years will be elected by the committee to serve as chair. The Department Head is neither present nor ex-officio during faculty evaluations.

2.3.4.2 Charge. The Annual Evaluation Committee will have the responsibility for the routine evaluation of department members who are scheduled to be evaluated in accordance with the MA.

2.3.4.3 Duties. The Annual Evaluation Committee shall provide written feedback in accordance with section the MA regarding how effectively a faculty member is meeting performance expectations as outlined in the sections on assigned professional responsibilities, scholarship and/or professional development and service.

2.3.5    Tenure and Promotion Committee

2.3.5.1 Membership and Structure. A positive recommendation for tenure or promotion requires a majority vote (more than 50%) of the entire Tenure and Promotion Committee. Membership on Tenure and Promotion Committees will be assigned as outlined below:

2.3.5.1.1 Tenure and/or Promotion to Associate Professor. Normally, all tenured faculty of the department shall participate on the Tenure and Promotion Committee, which shall consist of a minimum of five members. In the event that five tenured faculty members are not available within the department, a tenured faculty member from another department will be selected for service on the Tenure and Promotion Committee. Once a chair has been selected, the chair will request that the AAUP Contract Officer select a tenured faculty member from another department.

2.3.5.1.2 Promotion to Professor. When a faculty member is being considered for promotion to the rank of Professor, all Professors of the department shall participate on the Tenure and Promotion Committee, which shall consist of a minimum of five members. However, in the event that five Professors are not available within the department, members may be tenured Associate Professors in the Department, or Professors from another department.

2.3.5.2 Charge. As stipulated in the MA, the Tenure and Promotion Committee shall conduct a review of the qualifications and performance of the faculty member and shall make recommendations as to whether the faculty member has met criteria for Tenure and/or Promotion.

2.3.5.2 Duties. Responsibilities of faculty conducting a Tenure and/or Promotion Review are further outlined in Section 5 of these Bylaws and in the MA.

2.3.6    Ad Hoc Committees.  Ad hoc committees will be appointed at the request of the Department Head and/or the Committee of the Whole whenever matters arise that require special expertise and/or investigation. Ad hoc committees will submit their recommendations to the Committee of the Whole. The ad hoc committee will be dissolved when the issue for which the Committee was formed has been resolved.

 2.3.6.1 Community Advisory Committee. The Department Head has the authority to designate and charge an ad hoc Advisory Committee of faculty, students, and community representatives of social service agencies to write formal recommendations for curriculum enhancement to the Committee of the Whole. Any decisions to pursue changes to the curriculum rests with the Department Head and the Committee of the Whole.

2.4        University Committee Appointments. Representatives assigned to university committees will be determined by, and act in the interest of, the Committee of the Whole. University committees include those outlined by the Academic Senate, as well as other committees important to the functioning of the University. As shared governance is an important part of the administrative functioning of the University, department members are encouraged to engage in committee activity.

3.           Department Administration and Other Assigned Roles

3.1        Department Head. The Department Head serves as the chief administrative officer of the department and officially represents the faculty in the department's relationship with others. In addition to those functions that are specified by the Board of Trustees and the MA, the departmental faculty may request the Department Head to speak for them on matters of departmental concern.

3.2        Assistant Department Head. The Assistant Department head serves as an administrative officer of the department and completes duties as appointed by the Department Head. The Assistant department head is selected and appointed as outlined in the MA.

3.3        Faculty Chair. As outlined in the MA, department faculty shall elect annually a person to serve as chair of the department faculty. The Faculty Chair will manage all extra-departmental communications between the department faculty and the administration. The chair of the department faculty shall serve as coordinator of department affairs if the department head becomes unavailable during an administrative year. Any duties considered supervisory by Michigan Labor Law will be carried out by the individual's immediate supervisor.

3.4        Bachelor of Social Work (BSW) and Master of Social Work (MSW) Program Directors

3.2.1     There shall be Directors of the BSW and MSW Social Work Programs who shall be a member of the Department of Social Work, responsible directly to the Head of the Department of Social Work. The BSW and MSW Program Director positions shall be filled by a CSWE qualified individual who holds a full-time department position. The Program Directors are subject to the same evaluation criteria and processes as other faculty members of the same rank and years of service.

3.2.2    It shall be the function of the Program Directors to coordinate, manage, and generally facilitate the work of their respective Social Work Programs according to the CSWE standards. Program Directors shall have appropriate reassigned time to attend to administrative responsibilities of the position.

3.5        Bachelor of Social Work (BSW) and Master of Social Work (MSW) Director of Field Education.
              A designated Director of Field Education shall be appointed through the search process as outlined in section 4, with sufficient reassigned time to carry out the duties of that role. Reassigned time for serving in this role will meet or exceed the minimum requirements established by CSWE. Director of Field Educations are responsible for coordination, oversight, and evaluation of student field placements.

4.           Search and Appointment of Faculty Members

4.1        All appointments for academic rank, except as specified in the MA, shall originate within the department. In general, recruitment procedures shall emphasize maximum faculty involvement in the hiring process.

4.2        Position recommendations may be initiated by the Department Head, representatives of standing program committees, or individual faculty.

4.2.1     Each position recommendation should include a description of envisioned duties and a rationale for that position in terms of the department mission, curriculum goals, enrollment trends, and other relevant considerations. In addition, each position description shall include a statement regarding the skills and personal characteristics in the areas of teaching, research, and service essential for successful job performance (e.g., oral and written communication skills, time management skills, and positive interpersonal skills are essential for success in this position).

4.2.2     The Committee of the Whole will rank these recommendations for the purpose of prioritizing staffing needs. This ranking will be in the form of a recommendation to the Department Head. Normally, the committee's recommendation will be made by September 15, or earlier, for appointments for the next academic year.

4.3        Search Process

4.3.1     Search Committee Selection. After the Dean and Provost have authorized recruitment for a position, the Committee of the Whole will establish a Search Committee of at least three faculty to work with the Department Head. A Search Committee Chair will be elected from among the Search Committee. The Search Committee Chair will be responsible for coordinating search activities. Whenever possible, the majority of the recruitment committee shall reflect the program (BSW or MSW) and discipline of the position being recruited; however, up to two other faculty members may serve.

4.3.2     Search Committee Duties. The search committee will assist with preparing position announcements, publicizing the position, and the initial screening of applicants. During interviews, the committee will assist in planning the schedule and serving as hosts. Following the initial screening of applicants, the Search Committee will work with the Department Head on the selection of candidates to be interviewed.

4.3.3     When the search has been closed, the Search Committee will initiate a candidate selection process to identify and rank those candidates who are acceptable to participate in on-campus interviews.

4.3.4     During on-campus interviews, opportunity should be provided for all faculty to participate in the interview process.

4.3.5     Upon completion of the interviewing phase of recruitment, the Search Committee is responsible for communicating the faculty's assessment of the candidate(s) and recommendations to the Department Head.

4.5        Terminal Qualifications and Requirements for Academic Appointments

4.5.1     Terminal Qualifications for BSW Program Faculty. For all full-time tenure-earning or term positions in the BSW program, terminal qualifications are the Master in Social Work (MSW) degree from a CSWE accredited program plus five years post-MSW practice experience, or a doctoral degree in a closely related discipline plus two years post-MSW practice experience.

4.5.2    Terminal Qualifications for MSW Program Faculty. For the majority of tenure-earning or term positions in the MSW program, terminal qualification requirements are the MSW degree from a CSWE accredited program plus an earned doctorate in Social Work or Social Welfare or a closely related discipline. Two years post-MSW experience is preferred. For all other MSW faculty, the terminal qualifications are an MSW degree from a CSWE-accredited program and five or more years of post-MSW Social Work practice experience.

4.5.3    Directors of Field Education. For Directors of Field Education, terminal qualifications are the Master in Social Work (MSW) degree from a CSWE accredited program plus five years post-MSW practice experience, or a doctoral degree in a closely related discipline plus two years post-MSW practice experience.

4.5.4     Practice Teaching Faculty. Faculty who teach social work practice courses must meet CSWE requirements of a master’s degree in social work from a CSWE-accredited program and at least 2 years of post-master’s social work degree practice experience.

4.5.5     Continuing Contract Status. As outlined in the MA, faculty members who have completed five (5) years of full-time service in term contracts for the same department at the University and are reappointed in that department full-time shall be eligible for Continuing Contract Status (CCS) appointment. Terminal qualifications are the Master in Social Work (MSW) degree from a CSWE accredited program plus five years post-MSW practice experience, or a doctoral degree in a closely related discipline plus two years post-MSW practice experience. Additionally, faculty members should have demonstrated effectiveness in their term position as evidenced by annual evaluations.

4.6        Assigned Responsibilities. Consistent with the MA and as indicated in each faculty member’s letter of appointment, assigned professional responsibilities include teaching, reassigned time for professional development or other purposes deemed necessary to sustain academic programs or services, and advising students.

5.           Evaluation, Promotion & Tenure

5.1        Department Head Evaluation. The Department Head will be evaluated every five years, or within the time frames established by the Provost. The Chair of the Annual Evaluation Committee (or appointee) shall convene the Committee of the Whole, without the Head, to discuss evaluation of the Department Head, and shall be responsible for preparing the Part II evaluation statement according to specifications in the MA.

5.2        Annual Evaluations of Faculty Members. Annual evaluations shall be conducted in accordance with the schedule and requirements of the MA.

5.2.1     Term and Continuing Contract Faculty Evaluation. Full time faculty who are on Term or Continuing Contract appointments are expected to fulfill the responsibilities of tenure-track faculty, with the exception of scholarship and/or professional development. Term and Continuing Contract Status faculty will submit annual evaluations documenting their accomplishments only in the areas of assigned responsibilities (usually teaching) and departmental service according to the criteria outlined below.

5.2.2    In cases where a faculty member does not submit the required material by the due date, the Evaluation Committee, in consultation with the Department Head, will determine whether late submission is justified. In the absence of acceptable reasons for late submission, the failure to submit the required documentation by the established date will constitute cause for a summary unsatisfactory annual evaluation and absolve the committee of the responsibility of reviewing material that is submitted.

5.3        Tenure and Promotion Review

5.3.1     A tenure review for applicants who meet the eligibility requirements specified in the MA shall be made by the Tenure and Promotion Committee according to the specifications identified in the MA.

5.3.2     Following a majority vote on tenure and/or promotion, the chair of the Tenure and Promotion Committee shall be solely responsible for communicating, in writing, the findings of the committee to the faculty member. Copies of a form acknowledging receipt shall be supplied to the faculty member, the Department Head and the committee chair.

5.4        Meetings for Annual Evaluation, or Tenure and Promotion. A meeting between the faculty member and an Evaluation Committee (Annual, or Tenure and Promotion) will be held if any of the following occurs:

a.  The committee wishes to meet with the faculty member
b.  The faculty member is under review for tenure, promotion, or retention
c.  The faculty member requests a meeting

5.5        Judgmental Criteria for Annual Evaluation, Promotion and Tenure. The criteria outlined below and in the rubric. A faculty member would not necessarily be expected to meet every standard listed. Rather, performance will be assessed on an accumulation of accomplishment, creativity, and overall contributions in those areas identified in the MA. For Annual Evaluations, the level of achievement in each of the three judgmental areas shall be at least commensurate with the faculty member’s rank.

5.5.1     Teaching and Assigned Responsibilities

5.5.1.1 Teaching. It is expected that each faculty member, regardless of tenure status or rank, will continually strive toward excellence in teaching. Elements of teaching are broadly defined to include the following:

• ·Mastery of the subject matter including such facets as content areas, comprehensiveness and currency of content, and objectivity.
• ·Curriculum development, which includes design of the course to fit within the curriculum, revising the course to remain current or to respond to curriculum needs, developing new courses, and supervising directed studies.
• ·Course design, which includes developing instructional goals and objectives, determining the range and depth of content coverage, selecting appropriate teaching methods, and determining the assessment methods to be employed in the course, and developing instructional materials such as laboratory exercises.
• Delivery of instruction, which includes the methods of instruction such as lecture and discussion, instructional skills employed, and the use of instructional resources. Effective delivery should stimulate student engagement and interest in the topic. Material should be presented in a clear and well-organized manner and encourage students to think critically, to question freely, and to master course objectives.
• Assessment of student learning, which includes the preparation, selection, and use of means of determining student mastery of the course such as tests, papers, projects, and grading practices.
• Availability to students, such as provision of sufficient office hours, electronic communication such as email, on-line chat, and informal contact.
• Administrative requirements of teaching, which include attending to such tasks as book orders, course website and other instructional technology requirements, library reserves, having syllabi on file, meeting classes as scheduled and timely submission of grades.

5.5.1.1.1 Evaluation of teaching. Regardless of stylistic variation in approaches to instruction, the Evaluation Committee is responsible for rendering an overall determination of effective instruction. Faculty members will include the following sources of information:

• Student ratings. The university’s standard student course rating form is the approved tool that faculty members shall use at the conclusion of each semester.
• Colleague evaluation of teaching, including direct classroom observation and consideration of course materials, including but not limited to: syllabi, tests, assignments, grade distributions, course proposals and other artifacts of teaching activity. A colleague shall observe in-class teaching performance at least once a year. The expected outcome of this observation is a written evaluation statement regarding the faculty member’s teaching effectiveness. Those at the rank of professor shall do so once every three years.
• Self-assessments of teaching and advising. The evaluation of effectiveness in teaching should include both quantitative and qualitative measures. Self-assessment should address the elements of teaching specified above.

5.5.1.2 Assigned Responsibilities.  It is expected that all faculty members will continually strive toward excellence in student advising and other assigned responsibilities.

5.5.1.2.1 Advising Students.  Advising includes both responsibilities to formally assigned advisees and assisting students in general. Advising responsibilities will vary from one faculty member to another, including:

• Assisting assigned advisees with course scheduling, registration, curriculum planning, reviewing graduation requirements and career planning.
• Providing letters of recommendation of employment, graduate school, etc.
• Conducting campus visits for prospective students.
• Faculty should maintain regular office hours and be accessible to students outside of class, for advising and for supervision of projects or field placements.

5.5.1.2.1.1 Evaluation of Advising. The faculty member will provide evidence that supports their effectiveness in advising students.

5.5.1.2.2 Evaluation of Director of Field Education. The Director of Field Education will provide evidence that supports their effectiveness in field direction. The Director of Field Education’s assigned responsibilities include:

• Recruiting social agencies as partners in field instruction and maintaining affiliation agreements with field settings.
• Identifying, approving, and training field agency staff as social work field supervisors.
• Maintaining lists of active students, placement agencies, and field supervisors.
• Screening, assessing, and assigning students to field placement settings.
• Maintaining field placement communication materials such as a field placement manual, agency affiliation agreements, student performance evaluation materials and program records.
• Developing and implementing field policies in keeping with CSWE requirements.
• Collecting and analyzing field placement data related to demonstrating compliance with field instruction accreditation standards.
• Conducting an occasional satisfaction survey of field partners.

5.5.1.2.3 Other assigned responsibilities may be any activity for which a faculty member is assigned a course release, such as facilitation of a grant or other funded program, curriculum work, and university committee chair responsibilities.

5.5.1.2.4 Evaluation of Assigned Responsibilities. Faculty will provide evidence that supports their effectiveness in other assigned responsibilities.

5.5.2   Service. Service is the application of a faculty members knowledge, skills, and expertise as an educator, a member of a discipline or profession, or a participant in an institution. Service is intended to benefit students, the institution, the discipline or profession, and the community in a manner consistent with the mission of NMU and the values of social work practice. Service activities will be evaluated according to the rubric below.

5.5.2.1 Departmental Service. Departmental service involves activities that further the mission of the Social Work Department.

5.5.2.2 Institutional Service. Service to the institution involves activities that help sustain or lead academic community endeavors.

5.5.2.3 Service to the Community. Community service involves activities in which faculty members contribute to the advancement of social work values beyond the university community and calls upon the faculty member’s expertise as a scholar, teacher, or administrator. Documentation of impact, significance of the faculty member’s role and other quality indicators should be the deciding factors in measuring the quality of service. It is the faculty member’s responsibility to provide evidence of achievement.

5.5.3    Scholarship and Professional Development

5.5.3.1 Scholarship. Faculty will engage in scholarly activity consistent with and outlined in the MA. All forms of scholarship must involve the production of tangible artifacts or outcomes. Scholarship will be evaluated using the rubric in Appendix A as a guideline.

5.5.3.2 Professional development. Professional development includes activities intended to maintain current standards of one's discipline, developing new professionally related expertise, or participation in other professionally related activities.

5.5.3.2.1 Evaluation of professional development. The faculty member will provide a description and evidence of professional development activities such as conference programs, certificates of completion or other program documents, and grant activity.

5.6        Required Levels of Achievement for Promotion

5.6.1     Required Level of Achievement for Promotion to Assistant Professor. Faculty members will demonstrate emergent professional competence in all evaluative areas, as outlined in these bylaws.

5.6.2     Required Level of Achievement for Promotion to Associate Professor. Faculty members will have established proficiency in all evaluative areas, as outlined in these bylaws.

5.6.3     Required Level of Achievement for Promotion to Professor. Faculty members will demonstrate expertise and leadership in their respective fields, as outlined in these bylaws.

6.           Sabbatical Leave and Reassigned Time

6.1        Faculty members applying for sabbatical leave or negotiating reassigned time credits shall notify the Department Head, in writing, prior to applying. Faculty members will inform the Department Head and Committee of the Whole of their intent at least one full semester (or as early as possible) prior to the semester in which the time is to be taken.

6.2        In the event that there is more than one application for sabbatical leave, the Executive Committee shall review and rank requests in accordance with evaluation criteria as specified in the MA. The Department Head will be an eligible voting member.

7.           Travel and Professional Development Funding

7.1        Qualifying Expenses. Funding for faculty travel and professional development is outlined in the MA. Off-campus, instructional travel, is approved by the Department Head. Allocation unused or previously awarded AAUP funds (pooled monies) is outlined below.

7.2        Allocation of Pooled Monies. Decisions about allocation of pooled monies will be made by the Executive Committee using a system of priority levels, while also considering balance in allocation of funds among faculty.

a.   Level 1. Major participation (e.g., presenting a paper, organizing and chairing a session) at an internationally, nationally or regionally professionally recognized program; or demonstration that conference travel, or professional development activity that is influential in terms of performance in their primary professional role.

b.   Level 2. Participation as a contributor in a program or in another role (e.g., acting as a discussant) or demonstration that the travel or professional development is influential in terms of performance in their primary professional roles (e.g., in conference attendance, additional training, enhancement of teaching, the conduct of research).

c.   Level 3. General attendance at international, national, regional, or local professional meetings or other professional development.

8.           Amendments.   Amendments, in addition to these Bylaws, shall require approval of a two-thirds majority of the voting department members. The Bylaws and amendments must be approved in accordance with the current MA.

Appendix A: Rubric for Assessing Scholarship and/or Professional Development

The following rubric is intended to serve as a guide to the Annual Evaluation Committee and to the Promotion and Tenure Committee in assessing the accomplishments of a faculty member in the area of Scholarship and/or Professional Development. There are many ways by which one may demonstrate accomplishments. The application of rubric is intended to communicate relative significance of various activities and to provide consistency and fairness across committees over time and between faculty members in our multidisciplinary department. In addition to determining a numerical point score, it is essential for the respective committees to provide a coherent rationale for the ratings obtained with the rubric.

Promotion to Assistant Professor

Terminal qualifications appropriate to the position as stipulated in the departmental bylaws, subject to the review and approval of the appropriate dean and the PVPAA. Exceptions may be made because of unusual scholarly achievements or unusual professional service achievements.

When service is specified as the area of emphasis for promotion from Instructor to Assistant Professor, faculty must earn a minimum of 12 points which includes at least one peer-reviewed creative work. Exceptions may be made because of unusual scholarly achievements or unusual professional service achievements.

 When scholarship and/or professional development is specified as the area of emphasis for promotion to Associate Professor, the applicant must:

• Earn at least 12 points which includes at least two peer-reviewed creative works as described in these bylaws.
   
• Earn at least 15 points which includes at least one peer-reviewed creative work as described in these bylaws.

Promotion to Associate Professor

When service is specified as the area of emphasis for promotion from Assistant to Associate Professor, faculty must earn a minimum of 20 points which includes at least one peer-reviewed creative work. Exceptions may be made because of unusual scholarly achievements or unusual professional service achievements.

 When scholarship and/or professional development is specified as the area of emphasis for promotion to Associate Professor, the applicant must:

• Earn at least 16 points which includes at least two peer-reviewed creative works as described in these bylaws.
   
• Earn at least 20 points which includes at least one peer-reviewed creative work as described in these bylaws.

Promotion to Professor

 All points must be earned since promotion to Associate Professor.

Recommendation for promotion to Professor requires that the applicant earn a minimum of 20 points which includes at least one peer-reviewed creative work as described in these bylaws. Exceptions may be made because of unusual scholarly achievements or unusual professional service achievements.

 When scholarship and/or professional development is the area of emphasis the applicant must:

• Earn at least 18 points which includes at least two peer-reviewed creative works as described in these bylaws or
   
• Earn at least 24 points which includes at least one peer-reviewed creative work as described in these bylaws
   

Rubric

Category 1: Scholarship Category 1a: Peer Reviewed Scholarly Works (At least one of these is mandatory for promotion to Associate Professor and Professor levels)	Minimum: 6
	Maximum: Unlimited
Artifact-Generating Activity	Points
Publication of a peer-reviewed article or peer-reviewed report in a professional/scholarly journal	6-8
Publication of a chapter in an edited book, (peer-reviewed, as in an edited collection) by a scholarly press	6-8
Publication of a book by a scholarly press	8-16
Category 1b: Other Scholarly Works	Minimum: None
	Maximum: Unlimited
Artifact-Generating Activity	Points
Other peer-reviewed publications (e.g., a paper in a publication of conference proceedings)	1
Peer-reviewed publication submitted (under review, in revision, or not accepted)	1
Original publication of a textbook	6-8
Publication of textbook revised edition	4-6
Creation/design/production of scholarly, discipline-related product such as a documentary or ethnographic video, web site, or book	2-8
Report of Investigations/Fieldwork/Progress Report (State or Federal requirement for permits on public land, minor and major submissions)	2-6
Non-peer-reviewed publication (e.g., a book review or article)	1
Internal grant award	2
External grant award	2-8
External grant application submitted but not awarded	1
Academic/professional peer reviewed paper presentation	3
Academic/professional poster presentation	2
An invitation to present scholarly work
Professional presentation (e.g., a presentation to a non-academic association or audience)	1
Internal paper presentation (e.g. Psychology Colloquium)	1
Article in non-academic publication (e.g., historical society bulletin)	1
Publication of conference proceedings or collections of articles
A documentary film representing an original contribution to the understanding of a topic relevant to the discipline
Organizing, planning, or designing content for a conference, symposium, or journal	1-4
Other unspecified accomplishment/activity approved by the Evaluation Committee	1-6
Category 1c:  Applied Scholarship: Involves addressing a significant issue or problem by using existing research or creative activities to influence current or future conditions	Minimum: None
	Maximum: Unlimited
Artifact or Outcome	Points
Providing expert testimony	1-2
Production of a technical report and/or public policy analysis	1-3
Authoring a white paper associated with consultancies or grants	1
A cultural resource management study and an accompanying appropriate peer reviewed plan to protect or preserve those resources	1-4
Professional consultation, such as developing an evaluation or survey instrument or conducting outcome assessment/evaluation	1-4
A community needs assessment	1
Developing a new social work process or program within the department or community	2-6
Improving processes or programs within the department or community	1-4
Development of policy brief and/or legislation consistent with social work values	1-4
Practice of clinical expertise through professional services in the community, in health care agencies, community centers, churches, and with special populations.	1-4
Other unspecified accomplishment/activity approved by the Evaluation Committee	1-6

               

Category 2: Professional Development		Minimum: None
		Maximum: Unlimited
Category 2a: Major Professional Development		Minimum: None
		Maximum: 10
Artifact or Outcome		Points
Obtaining an additional degree or certification related to one's field beyond terminal qualifications (E.g. licensure in a clinical specialty such as EMDR)		Tenure Promotion Committee Discretion
Completing post-degree program designed to expand one's professional competence such as summer institute or research methods training session		Tenure Promotion Committee Discretion
Other major professional development activities such as completing training as accreditation site visitor training		Tenure Promotion Committee Discretion
Category 2b:  Routine Professional Development		Minimum: None
		Maximum: 10
	Activity	Points
Attending professional workshops and/or conferences		1
Participating in university training on such as educational technology workshop		1
Maintaining a current certification (e.g. social work licensure)		1
Engaging in training or other activities related to expanding one’s understanding of diversity and social justice.		1
Other appropriate professional development activities, when confirmed by the departmental Evaluation Committee and the Department Head		Tenure Promotion Committee Discretion

Categoary 3: Service	Minimum: 3
	Maximum: 10
Category 3a: Departmental Service	Minimum: 1
	Maximum: 10
Mentoring such as recommending students for awards, scholarships, or other recognitions	1
Including students in research activities or other related endeavors	1
Chairing a search committee	2
Being an active member of a search committee	1
Engaging program alumni for program development, program advisement, and community relations purposes	1
Serving on committees related to departmental matters	1
Providing mentorship to junior faculty in the areas of assigned responsibilities, professional development and service	1
Other departmental service activities	1
Category 3a: Institutional Service	Minimum: 1
	Maximum: 10
Contributing as a member or leader of a task force to address an issue facing the campus or university community	1-2
Participating as an elected or appointed member in faculty governance	1
Leading faculty governance activities	2-4
Serving as an appointed or elected chair of an academic group at the department, college, or university levels	1-4
Helping a committee to meet its goals	1
Chairing or contributing to a search committee in another department	1-2
Bringing new campus or university initiatives to fruition	1-4
Conducting program development or fundraising activities	1
Serving as a student organization adviser	1-2
Other university service activities	As determined
Category 3a: Community Service	Minimum: 1
	Maximum: 10
Serving as a member or officer of an academic or professional association	1-2
Organizing or leading workshops, panels, or meetings in areas of professional competence	2
Contributing time and expertise to further the work of a professional society or organization	1
Performing as a site visitor or other role for an accrediting organization	2
Editing a professional journal	2-4
Refereeing manuscripts or grant proposals submitted to journals, professional meeting program committees, and funding organizations	2
Participating in collaborative endeavors with schools, human service agencies, or civic groups	1-2
Consulting with private and public, profit, and not-for-profit organizations by applying expertise to enhance the efficiency or effectiveness of the organizations served	1-2
Serving as a board member of a national, state or local human service organization	2-4
Providing public policy analysis for local, state, national, or international government agencies	2-4
Communicating in popular and non-academic media including newsletters, radio, television, and magazines	1
Giving presentations or performances for the public	1
Evaluating programs, policies, or personnel for agencies	1-2
Engaging in seminars and conferences that address public interest problems, issues, and concerns and that are aimed at either general or specialized audiences such as practitioner, or occupational groups	1
Participating on governmental or social service review panels	2
Engaging in economic or community development activities	2
Civic board memberships where such membership specifically represents university participation in the organization	2
Creating education and training opportunities for area residents (non-students), including continuing education opportunities.	1

*Note: Points within ranges specified above will be assigned based on the time spent, level of involvement, quality, reach, and impact related to each activity. It is the applicant’s responsibility to propose and support point values, which are then verified and adjusted, if necessary, by the Tenure and Promotion committee.