Revised:
Submitted:
Approved:
October 23, 2009
October 23, 2009
Stephen F. Austin State University
Department of Human Services
Policy and Guidelines for Promotion
The Department of Human Services Policy and Guidelines for Promotion adheres to and supplements the
University Policy E-3A as well as the College of Education Policy and Guidelines for Promotion and further
clarifies the manner in which the Department of Human Services will implement the University policy. Every
faculty member in the Department is expected to meet high standards of professional competence, integrity, and
collegiality, to further the goals of the Department of Human Services and support the College of Education’s
Vision, Mission, Core Values and Goals. All criteria for promotion are based on the application of the highest
professional standards and are consistent with University Policy E-3A, Promotion
The following are the criteria that the department has deemed to be important for consideration. During the
promotion review process by the Promotion Panel of the Department of Human Services, each member will
review the promotion portfolio and evaluate the candidate’s progress using the attached methodology.
Department of Human Services Supplement to Policy E-3A
I. Pre-Associate Professor Review
The Department of Human Services provides a pre-review process for assistant professors that are not
yet tenured and are pursuing the rank of associate professor for their next academic promotion. The
procedures for pre-associate reviews at the department level are as follows:
Pre-Associate Professor Review
For candidates at the assistant professor rank who are not yet tenured, the department pre-tenure
committee and department chair annually review candidates’ pre-tenure portfolio with regards to
academic promotion using approved departmental associate professor criteria. This review coincides
with the pre-tenure review as outlined in the pre-tenure review schedule (Appendix A) of the College of
Education Policy and Guidelines for Tenure.
II. Academic Promotion Award Review
The Department Promotion Panel, composed of faculty members as outlined in University Policy E-3A
(III.C.6), will individually review the portfolios of candidates being considered for promotion. After the
review, the department promotion panel meets to discuss each candidate’s credential. After the
department promotion panel meets, each panel member makes a recommendation for or against
awarding promotion along with supporting comments using the COE Promotion Panel Review Form.
Each department panel member’s review will be submitted directly to the department chair. The
department chair tallies the individual recommendations for or against awarding promotion and records
their recommendations on the COE Promotion Review Summary form. The department chair reviews
the portfolio and records the recommendations for or against awarding promotion along with supporting
comments on the COE Promotion Review Summary Form. The candidate is notified in writing by the
department chair of the status of his/her application for promotion and the recommendations of the
department promotion panel and department chair. Candidates being reviewed for promotion may
respond to the department recommendations according to the University Academic Promotion policy.
The department chair forwards the candidate’s portfolio, the COE Promotion Review Summary Form
and any response received from the candidate to the Dean. Individual recommendations by the
department promotion panel members are retained in the department chair’s office.
A.3a Evidence of teaching effectiveness: Teaching is the single most important role of the faculty in
the College of Education and the Department of Human Services. Effective teaching performance at all
instructional levels is essential criteria in tenure and promotion decisions. This category includes
classroom and laboratory instruction assessed through student, department and unit evaluations. This
category also includes development and delivery of online courses, development and delivery of face-toface courses including laboratories and curricula, development of electronic instructional materials,
innovative instruction, academic advising, a focus on student learning outcomes, tutoring and/or
counseling students, mentoring colleagues, and supervision of undergraduate and graduate students.
A.3b Evidence of Research and/or Scholarly and Creative Activities: Candidates for promotion are
expected to engage continuously and effectively in research and/or scholarly and creative activity of
high quality and significance. Examples of productivity may include, but not limited to, publication of
research briefs, monographs, books, book chapters, grants (internal and external), papers in scholarly
and professional journals, presentations at professional meetings, editorships, membership on review
and advisory boards, participation in seminars, faculty mentored student research projects, award for
scholarly work and the faculty members continuing education. Important contributions may include, but
are not limited to, electronically published material, and development of software.
A.3c. Evidence of Rendered Service: Candidates for promotion must be able to document a
commitment to students, colleagues, department, school, University and community through
participation in service activities. Professional service includes, but not limited to, academic advising,
recruitment and retention activities, and committee membership at the program, department, school, and
university levels. Discipline related service to local, regional, state, national and international levels also
demonstrates important contributions. In addition, participation in the activities of professional societies
and organizations, especially through service in leadership roles, it a strong indication of professional
commitment.
Stephen F. Austin State University
Department of Human Services
For the Year September 1 ____ to August 31 _____
Criteria for Promotion
NAME: ________________________________________________________________________________
RANK _____________________ YEARS IN PRESENT RANK
Tenure
YEARS TEACHING AT SFA ______________________Program(s) ____________
YES
NO
__________
Other Responsibilities _____________________________________________________________________
RATING: (Rank from 0 - 3)
0
1
2
3
indicating no performance reported;
(Satisfactory) indicating minimal standards met;
(Meritorious) indicating that the individual has exceeded minimal standards and
(Excellent) indicating effect of performance significantly enhances or enriches the Department,
College and University.
TEACHING
Effective teaching performance at all instructional levels is essential criteria in promotion decisions. This
category includes classroom and laboratory instruction of high quality and significance as assessed through
student and academic department evaluations. This category also includes development and delivery of online
courses, development and delivery of face-to-face courses including laboratories and curricula; development of
electronic instructional materials; innovative instruction, academic advising, tutoring and/or counseling
students, mentoring colleagues, and supervision of undergraduate and graduate students. Teaching may be
considered meritorious when the effect of the teaching function enhances or enriches the Department. The
meritorious teacher exceeds the required duties, responsibilities and performance of the position and
contributes substantially to the improvement of Instruction in the Department or beyond.
Minimum Requirements:
Courses evaluations must average at least 3.0 over the candidate’s evaluation period.
The composite score in the area of teaching effectiveness must average at least 22 points over
the candidate’s evaluation period.
Documentation of approved teaching load each semester
Adherence to published office hours
Provision an appropriate and relevant syllabus for each course; student learner outcomes
adhere to all professional, regional, and national accreditation standards
Other Examples of teaching must include average at least 22 points
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
Rate
0, 1, 2, 3
Provide evidence that teaching performance is exemplary (e.g.. recognitions, awards,
invitations for demonstrations, student evaluations, curriculum consultancies,
acknowledgment of expertise).
Service on committees that formulate and implement programmatic changes affecting
instruction (e.g., curriculum revision, program assessment, accreditation studies,
implementing certification requirements).
Provides evidence that indicates the faculty member is involved in formulation of
instructional processes and materials, and/or other areas of expertise.
Demonstrates superior knowledge of subject matter; recognized leadership in field (e.g.,
implementing new developments, resources, references in field, invited guest
lectures).
Demonstrates innovative teaching procedures (e.g., Development of on-line course
development and delivery, course specific web development (site, enrichment).
Documents personal influence on and outstanding achievement or accomplishment by a
student or students.
Pioneers and initiates an instructional concept or procedure requested and adopted by
others
Teaching load per semester (i.e., credit hours, contact hours, new course preparation,
new textbook adoption, number of preparations etc.)
Professional Credentials (Discipline specific certification, license, etc.)
Supervision of internships, filed experiences, capstone experiences and independent
studies
Peer evaluation of teaching ability including classroom observations
Documented evidence of continuing education and/or professional development (10 for
Satisfactory, 15 for Meritorious, 20> for Excellent)
Teaching or clinical Award (e.g., Teaching excellence award, Professional
Honors/Awards related to teaching or clinical)
Evidence of exceptional effort in classroom instruction (e.g., innovative teaching new
course development, Professional Development Seminars, “quizdom” interactive tools.
Develops and implements goals on an annual basis to sustain professional growth
Works in a collaborative manner with colleagues in curricular planning and program
delivery.
Provides academic advising, tutoring, and/or counseling in a supportive and
professional manner
Total
RESEARCH/SCHOLARLY AND CREATIVE ACTIVITIES
Faculty members are expected to engage continuously and effectively in scholarly activity of high quality
and significance. Examples of productivity may include but not limited to publication of monographs, books,
book chapters, grants (internal and external), papers in scholarly and professional journals, presentations at
professional meetings, editorships, membership on review and advisory boards, participation in seminars,
faculty-mentored student research projects, award for scholarly work and the faculty member's continuing
education. Important contributions may include but not limited to design of web-based instructional materials,
development of online courses and modules for online courses, electronically published material, and
development of software. Performance or scholarly activities may be considered meritorious when the effect of
such activity enhance or enriches the Department and beyond. It may be an activity conducted inside or
outside the Department that results in acclaim or improvement to the Department and beyond.
Minimum Requirements include:
To be considered for promotion, candidates must have at least 5 publications over the
evaluation period.
At least 2 refereed first authored journal articles or externally funded grants over the
candidate’s evaluation period.
3 of the 5 publications could be multiple authored publications or refereed presentations.
Composite score in the area of Research and Scholarly and Creative Activities must average 16
points over the evaluation period.
With 0 indicating no performance reported; 1 (Satisfactory) indicating minimal standards met; 2
(Meritorious) indicating that the individual has exceeded minimal standards and 3 (Excellent)
indicating effect of performance significantly enhances or enriches the Department, College and
University.
Examples of research/scholarly and creative activities include:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
Rate
0, 1, 2, 3
Refereed
Not refereed
Published in scholarly publication (e.g.. articles in journals of learned societies.
Refereed text, book or book chapter (in press), or instructional materials).
Indicate if refereed or non-refereed, electronically published material, and
published software.
Presentation of scholarly papers (e.g., papers, monographs, research presented to Refereed
learned societies or professional meetings). Indicate if refereed or invited.
Invited
Development and field-testing of curriculum materials for on-line instruction.,
Funded research or grants (or unfunded proposals with impact). Indicate coauthors if applicable. (local/internal = 1, state/external = 2, external/national
=3, etc)
Presents evidence of on-going research. (Thesis or dissertation project in progress
or completed, MIS committees, etc.)
Gains adoption of proposals to local agencies resulting in improvement in
curriculum, instruction, assessment, organizations, or services
Conducts comprehensive studies involving analysis, forecast, and evaluation.
Membership on discipline related review and advisory boards, book/article reviews
Outstanding Scholar award or professional recognition for scholarly work
Awarded research grant – internal
Editor or on Editorial Board of nationally circulated journal or professional
newsletter
Faculty-mentored student research study and/or presentation
Author/Co-author of a research/scholarly work (other than a journal article)
Reviewer for textbook or journal
Development of new program
Accreditation review self-study
Total
SERVICE
Candidates for promotion must be able to document a commitment to students, colleagues, department,
school, University, and community through participation in service activities. Professional service includes
committee memberships at the program, department, school, and university levels. Discipline-related service
to local, regional, state, national, and international levels, also demonstrates important contributions. In
addition, participation in the activities of professional societies and organizations, especially through service in
leadership roles, is a strong indication of professional commitment. Service may be considered meritorious
when the effect of such service enhances or enriches the Department. It may be service rendered at the level
of the department, college, university or the local, state, national, or international community that results in
acclaim or improvement to the Department and beyond.
Examples of service must average 28 points over the reporting period.
Enrollment management/recruitment and retention activities including Showcase Saturday, Parent’s
Day, Career Day, School Visitation, and serving on recruitment and retention committees.
With 0 indicating no performance reported; 1 (Satisfactory) indicating minimal standards met; 2
(Meritorious) indicating that the individual has exceeded minimal standards and 3 (Excellent) indicating
effect of performance significantly enhances or enriches the Department, College and University.
Examples of service include:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
Service to the Profession, holding offices on boards, agencies, and or organizations (State;
national; international) (At least two for a score of 3)
Providing professional consultation (e.g., in-services. exhibits, competitions, workshops, expert
witness, paid or unpaid).
Creating sources of information (e.g., brochures, guides, models).
Participating in university and/or college committee work (e.g., building, policy, welfare). (Serve
of at least two committees that meet regularly (more than twice a year for a 3)
Chair or serve on a board of a national professional organization
State or national service award
Serve on a National Accrediting review team (NCATE, CACREP, CORE, ASHA, etc.)
Conducting studies (re-accreditation, follow-up, needs assessment).
Sponsoring active student/paraprofessional organizations (e.g., student groups, clubs,
societies).
Facilitating educational programs (e.g., special projects, tours, parent groups, summer camps).
Serve as a program director/coordinator
Organize a conference (e.g. local = 1, state = 2, regional/national =3)
Serve on a local board, state board or agency directly related to profession
Documented recruitment efforts
Serve on NCATE/TEA/SBEC National Committee
Chair/Facilitate Conference Session at a National Association Meeting
Student recruitment and retention activities
Total
Rate
0,1, 2, 3
Performance Area
Teaching Effectiveness
Research and/or Scholarly
and Creative Activities
Promotion Scoring Rubric
Minimal Performance
Score for Performance area
Average for
Criteria Obtained
Performance area
Yes
No
Criteria
checked
Yes
No
Publication
Criteria
checked
Other
Service
Totals
Criteria
Checked
Department of Human Services
Criteria for Promotion
Criteria for Assistant Professor Rank
Pre-service, Masters and Cert
Teaching
Meets minimal criteria for appointment
Research, Creative and
Scholarly Activities
Meets minimal criteria for appointment
Service
Meets minimal criteria for appointment
Criteria for Associate Professor Rank
Teaching
Meritorious performance
Student evaluations with a mean of 3.0 for the evaluation period.
Documentation of teaching load each semester
Adherence to published office hours
Provides an appropriate and relevant syllabus for each course
Research, Creative and
Scholarly Activities
Average 22 points for the evaluation period.
To be considered for promotion, candidates must have at least 5 publications over the evaluation
period.
At least 2 refereed first authored journal articles or externally funded grants over the candidate’s
evaluation period.
3 of the 5 publications could be multiple authored publications or refereed presentations.
Meritorious performance: Exceeds minimal requirements average for the evaluation period.
Adherence to published office hours
Provides an appropriate and relevant syllabus for each course
Meets or exceeds 16 point average for the evaluation period.
Service
Meets or exceeds 10 point average for the evaluation period.
Criteria for Professor Rank
Teaching
Must have 4.0 or above on student evaluations for evaluation period.
Documentation of teaching load each semester
Adherence to published office hours
Provides an appropriate and relevant syllabus for each course
At Least 22 point average for the evaluation period.
Research, Creative and
Scholarly Activities
Composite score in the area of Research and Scholarly and Creative Activities must average 16
point average over the evaluation period.
To be considered for promotion, candidates must have at least 5 publications over the evaluation
period.
At least 2 refereed first authored journal articles or externally funded grants over the candidate’s
evaluation period.
3 of the 5 publications could be multiple authored publications or refereed presentations.
Service
Exceeds 22 point average for the evaluation period.
Department of Human Services
Recommendation for Promotion
Name:
Application for: ___Promotion __ Tenure ____Pre-Tenure
(Check one for each purpose. If the individual is applying for
both Promotion and Tenure, two forms must be submitted and
signed.)
Present Rank ____________________________________ Date Present Rank Obtained ______________Tenured  Yes  No
Teaching Load ___________________________________ Program ____________________________________________
Other Responsibilities ___________________________________________________________________________________
Person or Committee Making Recommendations:
 Department Chair  Departmental Panel Member
Action of Person or Committee recommending:
Recommended

Not Recommended 
Promotion not recommended for the following reason (s):
Signatures: ______________________________________
___________________________________
______________________________________
___________________________________
______________________________________
____________________________________
_______________________________________
____________________________________
_______________________________________
____________________________________
Date:
___________________________
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Process




The portfolio must be submitted in the fall semester of the appropriate year of service according to
the timetable established by the Provost and VPAA.
The portfolio should include a table of contents, a brief narrative highlighting accomplishments since
initial appointment or last promotion; an explanation why the individual meets expectations for
promotion; a curriculum vitae; and annual administrative evaluations since initial appointment or last
promotion. Once the portfolio is completed and submitted, nothing shall be added or deleted
except according to department, college, or university policy.
The promotion portfolio should also include documentation of the following:
o teaching effectiveness (e.g., summaries of student evaluations, teaching awards, peer
evaluations, innovative teaching approaches);
o research and/or scholarly/creative accomplishments (e.g., publications, research/creative
projects, photographs of artworks, finished pieces of work);
o University-related service (e.g., committee responsibilities, leadership roles assumed at
department, college, and university level);
o contributions to profession (e.g., memberships in professional organizations, offices held,
other leadership roles);
o general community service related to the profession (e.g., presentations and activities that
enhance the professional discipline).
The department chair shall make the portfolio available for review by all full-time department faculty
members holding rank higher than the candidate. These faculty members shall constitute the
departmental promotion committee/panel for the candidate. It is possible that two separate
promotion committees/panels may be necessary in a department, one for promotion to Associate
Professor and one for promotion to Professor.
o Administrators who are not involved in the promotion recommendation process at another
level are eligible to serve on promotion committees.
o In departments with two or fewer full-time departmental faculty holding rank higher than the
candidate, the chair of the department and each candidate shall submit separately to the
dean of the college a list of three names of full-time faculty members from other departments
in the university holding rank higher than the candidate. The dean shall appoint members
from these lists until there are at least three members of the departmental promotion
committee/panel.
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