The accelerated tenure track will consist of a two- year probationary period and a two- year tenure track period. At the end of the appropriate successful probationary period, the faculty member will submit a letter requesting tenure to the Division Director who will forward it to the Vice President of Academic Affairs and Student Services. The VP will provide a recommendation to the College President. In all cases of contract renewal or denial, granting of tenure, or promotion in rank, final actions rest with the Board, acting to approve or not approve a recommendation from the president. Administrators are not eligible for tenure. Part-time or adjunct faculty members are hired on a semester basis as needed and are not eligible for tenure or promotion. TENURE AND PROMOTION CRITERIA In order for a faculty member to become eligible for tenure consideration, they must complete a probationary period and must serve a minimum number of years at the college. If a person is hired as instructor, the person is placed on a two-year probationary period. The person will work a minimum of one additional year in the Instructor rank (after the probationary period), three years minimum at Assistant rank, five years minimum at the Associate rank to reach the Professor rank. System: 3-3-5, a total of eleven years as the minimum to go from instructor to full professor. Most faculty will need more than eleven years (the minimum) to move through the ranks of instructor to full professor. Minimum length of the probationary period: • Faculty at the rank of Instructor, Assistant, or Associate must successfully complete a two-year probationary period. • Faculty at the rank of Professor must successfully complete a one-year probationary period FACULTY EVALUATION Evaluation is the primary tool for assessing teaching effectiveness. The student evaluations of faculty are especially valuable. That process is to be structured to provide useful information for faculty, not only including their own evaluations, but also grouped and anonymous comparative data on evaluation results for other faculty within a department, a division, and college-wide. Faculty evaluations by students must in a clear and detailed manner be connected to promotion and tenure decisions Through the use of high-quality evaluation instruments faculty members will obtain a better sense of their effectiveness and quality instruction will remain the central focus of what faculty are expected to do.
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