2014
Graduate School of Education
Promotion and Tenure Guidelines
Approved September 11, 2014
Revised November 7, 2015 - NTTF Section
Table of Contents
1 Introduction...............................................................................................................
1
2 Promotion and Tenure Committee...................................................................
2
2.1
General Description................................................................................................. 2
3 General Guidelines for Promotion and Tenure...........................................
2
3.1
Eligibility for Promotion and Tenure................................................................ 2
3.2
Notification.................................................................................................................. 3
3.3
Annual Review........................................................................................................... 3
3.4
Applicant’s Action for Promotion and/or Tenure………………………
4
3.5
External Peer Review..............................................................................................
4
3.6
Promotion and Tenure Committee Action......................................................
5
3.7
Action of the Chair of the Department..............................................................
5
3.8
Independent Evaluation.........................................................................................
5
3.9
Candidate's Appeal...................................................................................................
6
Feedback to Candidate.......................................................................................
6
3.10
4 Applicant Guidelines for Promotion and Tenure.......................................
6
4.1
Portfolio........................................................................................................................
6
4.2
Self-appraisal..............................................................................................................
6
4.3
Documentation examples that could be used in the portfolio: ...............
7
5 Merit and Salary Increases................................................................................
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6 Promotion to Emeritus/Emerita Policy.......................................................
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7 Career Support - Peer Review Committee (Policies & Procedures) 12
7.1
Binding Contractual Agreements.................................................................... 12
7.2
Frequency of Peer Review.................................................................................. 14
7.3
Simultaneous Evaluations: Promotion & Career Support-Peer Review14
7.4
Record Keeping and Implementation............................................................
15
7.5 Faculty Appeal of Membership of Review Committee............................
15
8 GSE P&T Committee Time Schedule for Reviews/Promotions.........
15
9 Ranks for Non Tenure Track Faculty (NTTF) Instructional Faculty 18
9.1
Professorial Instructional Appointments Related to Clinical or Practicum
Settings (Including K-12 Settings) ................................................................. 18
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9.2 Professor of Practice ............................................................................... 18
9.3 Associate Professor of Practice .............................................................. 18
9.4 Assistant Professor of Practice ............................................................... 19
10 Ranks for Instructional Faculty Appointment ......................................... 19
10.1 Senior Instructor II ................................................................................ 19
10.2 Senior Instructor I ................................................................................. 19
10.3 Instructor ............................................................................................... 20
11 Ranks for NTTF Research Faculty................................................................ 20
11.1 Professorial Research Appointments .................................................. 20
11.2 Research Professor................................................................................ 20
11.3 Research Associate Professor .............................................................. 20
11.4 Research Assistant Professor ............................................................... 21
12 Ranks for Research Faculty ............................................................................ 21
12.1 Senior Research Associate II ................................................................ 21
12.2 Senior Research Associate I .................................................................. 21
12.3 Research Associate ................................................................................ 22
12.4 Senior Research Assistant II ................................................................. 22
12.5 Senior Research Assistant I .................................................................. 22
12.6 Research Assistant ................................................................................ 22
13 Optional Promotional Paths for NTTF Employed at PSU Prior to
September 16, 2014 ................................................................................................ 23
13.1 General Guidelines for Promotion and Tenure ................................... 23
13.2 Applicant Guidelines on Promotion and Tenure ................................ 26
14 NTTF Review and Promotion Committee ................................................. 32
14.1 NTTF Committee ................................................................................... 32
15 Annual Review of NTTF ................................................................................... 34
15.1 Notification ............................................................................................ 34
15.2 New faculty ............................................................................................ 34
15.3 Annual contract ..................................................................................... 34
15.4 Self-appraisal ......................................................................................... 34
15.5 Review materials ................................................................................... 34
15.6 NTTF Committee reviews ..................................................................... 35
15.7 Curriculum vitae .................................................................................... 35
15.8 NTTF Committee letter ......................................................................... 35
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15.9 Department Chair cover letter ............................................................. 35
15.10 Copy of cover letter to faculty member .............................................. 35
15.11 Final review .......................................................................................... 36
15.12 Review procedures for NTTF on multi-year contracts ..................... 36
16 Promotion Review of NTTF ............................................................................ 36
16.1 NTTF eligibility for promotion ............................................................. 36
16.2 Notification ............................................................................................ 36
16.3 Applicant's action for promotion ......................................................... 37
16.4 External peer review of NTTF .............................................................. 37
16.5 NTTF Committee action for promotion reviews ................................ 37
16.6 Action of the Department Chair ........................................................... 37
16.7 Independent evaluation ........................................................................ 38
16.8 Candidate's appeal ................................................................................ 38
16.9 Feedback to candidate .......................................................................... 38
17 NTTF Applicant Guidelines for Promotion ............................................... 38
17.1 Portfolio ................................................................................................. 38
17.2 Submission deadline ............................................................................. 40
18 Yearly Timeline for NTTF Annual and Promotion Reviews................ 40
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Graduate School of Education
Promotion and Tenure Guidelines
Date Passed by GSE: May 17, 2011
Date Corrected and Clarified:
Date Approved by OAA: August 3, 2011
Amended: May 27, 2014
Amendment approved by OAA:
1 Introduction
The guidelines contained herein are based on the Portland State University
Policies and Procedures for the Evaluation of Faculty Members for Tenure,
Promotion and Merit Increases (1996, revised and reapproved April 7, 2014).
These guidelines address only the procedures for the composition of the Graduate
School of Education Promotion and Tenure Committee and the process for
candidate review. Each faculty member is responsible for understanding and
following the policies and procedures within the PSU document.
The Promotion and Tenure Committee shall serve as the Merit Pay Committee for the
Graduate School of Education, under the guidelines specified by the Office of Academic
Affairs. It shall also serve as the Career Support-Peer Review Committee for the
Graduate School of Education, following the procedures and guidelines as outlined in
the agreement between Portland State University and AAUP. Additionally, the
committee will review requests for merit and for promotion of affiliated academic
professionals as outlined in the collective bargaining agreement.
The Graduate School of Education (GSE) includes four departments (Curriculum and
Instruction; Educational Leadership and Policy, Special Education, and Counselor
Education), Continuing Education, the Helen Gordon Child Development Center, and
the Metropolitan Instructional Support Laboratory. Included within the School are
licensure, master's degree, and doctoral programs, both school-wide and
departmentally based.
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2 Promotion and Tenure Committee
2.1 General Description
2.1.1
The Promotion and Tenure (P&T) Committee will be comprised of eight tenured faculty
members, with academic ranks (Professor and Associate Professor) represented from the
GSE. Each department will elect two faculty members and one alternate, with the elected
faculty serving a two-year, staggered term. Whenever feasible, one representative from
each department will be a Professor and the other will be a tenured Associate Professor. A
tenured Full or Associate Professor will chair the Committee for one year, with the chair
and chair elect being elected by the Committee from among the continuing members of the
Committee.
2.1.2
Tenured faculty members who are assigned to a department on a 0.50 Non Tenure Track
Faculty (NTTF) basis or more are eligible to be considered for election as the department's
representative on the Committee. However, the Department Chair is not eligible.
2.1.3
Tenured, tenure track, and NTTF members who are assigned to the GSE on a 0.50 NTTF
basis or more and hold academic rank in a department are eligible to vote for the
department representatives to the Committee in one department. While not able to serve
on the committee, NTTF are eligible to vote and are eligible to apply for promotion and
merit pay.
2.1.4
During April of each year, departments will elect their Committee representatives. The
Department Chair shall notify all faculty who are eligible for election to the Committee. The
Chair will then prepare a list of eligible and willing faculty members that includes both
name and rank. The Chair or a ballot committee within the department then prepares and
distributes a secret written ballot to all department faculty eligible to vote. Ballots must be
returned within a designated period of not less than two weeks. The P&T Committee or the
department ballot committee shall count the ballots. A simple majority suffices to
determine the department's elected representative(s). No faculty member may serve more
than two consecutive terms. In the event that a Committee member is standing for
promotion or otherwise unable to serve, the alternate from that department will replace
that member.
Sections 3-8 address P&T for tenure-track and tenured faculty. Sections 9-15 apply to NTTF.
3 General Guidelines for Promotion and Tenure
3.1 Eligibility for Promotion and Tenure
GSE faculty members will be eligible for consideration for promotion and tenure if they
meet the criteria designated in Portland State University Policies and Procedures for the
Evaluation of Faculty Members for Tenure, Promotion and Merit Increases (June 12, 1996,
as amended July 2009, revised and reapproved April 7, 2014). Unless prior service was
granted with the initial appointment, consideration for tenure must occur no later than
the sixth year for faculty whose appointment is 1.0 FTE. Except in extraordinary cases,
consideration for promotion to Associate Professor will occur concurrent with tenure. In
extraordinary cases, recommendation for promotion to associate can occur earlier, but no
sooner than the third year in rank as assistant. A faculty member will normally not be
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considered for promotion to Professor until the fourth year in rank as an Associate
Professor.
3.2 Notification
By April 7 of the academic year prior to consideration, the Dean shall prepare the faculty
career list of all faculty containing: current rank and tenure status; total tenure related FTE
and eligibility for consideration for tenure; date of last appointment, time in rank, and
eligibility for promotion; date of required third-year and career support (post-tenure)
review; and nature of appointment (i.e., indefinite tenure, annual tenure, NTTF). The Dean
shall submit this list to the incoming Chair of the P&T Committee, Chair of the NTTF
Committee, the Department Chairs, and all faculty by the above date.
Upon receipt of the status list, the P&T Committee shall notify each faculty member who is
eligible for promotion and/or tenure of his/her status and obtain a statement as to
whether the individual wishes to be considered or deferred. In the case of an individual
about to start the sixth year of annual tenure, deferral is not an option.
3.3 Annual Review
3.3.1
Faculty on an annual tenure contract:
a) Shall be reviewed each year by the P&T Committee. The purpose of this review is to
help the faculty member prepare for tenure consideration at a later date. The
Committee shall provide a report to the faculty member and the appropriate
department chair and also offer to meet with the faculty member in a group and/or
individually. Annual reviews are not conducted for new faculty who are in their first
year and whose appointment did not carry with it credit for previous work elsewhere.
If the faculty member began with 1 or more years credited for previous work, he or she
shall be provided the option for Annual Review by the P&T Committee during his or her
first year at the University.
b) Each faculty member who is entering the third year of annual tenure shall participate in
a preliminary consideration for tenure. All requirements except that of providing the
names of external evaluators shall be followed. In all cases, the Committee shall provide
a report to the appropriate Department Chair. Third year reviews are submitted to the
P&T Committee Chair and through normal department and School channels. If the third
year review concludes the candidate is not making normal progress the review is
forwarded to the Provost.
3.3.2
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Materials submitted for Annual Review are:
1) An overview:
 No more than 1500 words, double-spaced and 12 point font. 
 To include major accomplishments in each of these areas: research, teaching,
community outreach/governance, and other professionally-related service. 
 The overview also includes future goals and support needs. 
 Copies of all previous P&T Committee reviews and recommendations should be
attached to these materials. 
2) The overview is to include an up-to-date Curriculum Vitae that is organized by
categories in the current PSU Promotion and Tenure Guidelines.
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3.3.3
Notification:
The P&T Committee Chair notifies all tenure-track faculty who are subject to Annual
Review to submit the materials listed above by the due date to the P&T Committee.
3.4 Applicant’s Action for Promotion and/or Tenure
A faculty member who wishes to be considered for promotion and/or tenure shall
provide the Promotion and Tenure Committee the following:
1) A Statement of intent: An indication that he/she wishes to be considered.
2) A Faculty Curriculum Vita, prepared in keeping with the guidelines in
appendix I of the PSU's Policies and Procedures guidelines of June 12, 1996, as
amended May, 2014.
3) A Portfolio, discussed in greater depth later, which documents appropriate
achievement in the following areas: (I) research, (2) teaching, (3) community
outreach/governance and other professionally related services.
3.5 External Peer Review
3.5.1
An external review is required in the area(s) that the candidate designates as the primary
focus of scholarship. A faculty member who wishes to be considered for promotion
and/or tenure shall provide his or her Department Chair with a list of four to six
reviewers outside the University who can substantiate the quality of the candidate's
scholarly work (see section II-C of PSU's "Policy and Procedures for the Evaluation of
Faculty for Tenure, Promotion and Merit Increases"). This list of external reviewers can be
comprised entirely of faculty at other universities or can be comprised of a combination of
university faculty and other credible sources (e.g., authoritative representatives from a
faculty member’s students, field, community participants and subject matter experts). The
candidate is not required to contact the external reviewers to confirm their eligibility, but
may do so if he or she chooses.
3.5.2
The appropriate Department Chair will add at least three names of potential external
reviewers (email, postal addresses, phone, etc. must be provided. Availability must also be
determined by the Department Chair. (The Department Chair must contact potential
reviewers to determine availability before adding names to the list).
3.5.3
The Dean after reviewing (and adding names, if desired), will forward this list to the P&T
Committee Chair along with the data relating to addresses, phones, availability, etc. (The
Dean should contact potential reviewers to determine availability prior to adding new
names to the list).
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3.5.4
The P&T Committee Chair will select at least four evaluators from the combined list and
contact each evaluator for the purpose of reconfirming their availability to complete the
peer review. (Note: At least one of the evaluations must come from an external reviewer
identified by either the Department Chair or Dean and one identified by the faculty
member).
3.5.5
Excerpts from the candidate's portfolio will be emailed or mailed to each external reviewer,
along with a cover letter of explanation (see Section II-E Evaluation of Scholarship in the
PSU Guidelines). These excerpts are selected on a collaborative basis by both the faculty
member and the P&T Committee Chair.
3.6 Promotion and Tenure Committee Action
3.6.1
Each member of the P&T Committee will independently evaluate each application. The
Committee members will then convene to share their observations and make
recommendations.
3.6.2
The Committee can make one of four decisions: Ineligible; Deferral; Positive Decision; and
Negative Decision (see PSU's Guidelines for procedures).
3.6.3
When a decision on an application has been made by the Promotion and Tenure Committee,
the members will record their recommendations on a form provided by the Office of
Academic Affairs (see PSU's guidelines). This form will be forwarded to the Chair of the
faculty member being reviewed, together with a letter of recommendation.
3.7 Action of the Chair of the Department
3.7.1
Review justification for deferral at the faculty member’s request made by the Committee. For annual
appointment faculty being deferred, review the
Committee's report, add any additional evaluation, and discuss with the faculty member.
3.7.2
Independently make his or her own tentative evaluation of the candidate before examining
the recommendation made by the Committee. (The candidate's notebooks will be
accessible to both the Chair and the Committee during the same period of time.)
3.7.3
After receiving the P&T Committee's recommendations, the Department Chair will, by
December 1, make his or her recommendations in writing to the Dean of the GSE which will
include copies of the P&T Committee and Department Chair's letters to the candidate(s)
(see PSU's guidelines).
3.7.4
After receipt of the Dean's recommendation, the Department Chair will inform the faculty
member in a timely manner.
3.8 Independent Evaluation
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3.8.1
The P&T Committee is a recommending body only; its recommendations, based on
considerable study and effort, are taken seriously by the Department Chair, the Dean of the
GSE, the Provost, and the President. In the event that the Committee's recommendations
are not followed, the Committee may request a hearing with the Department Chair and/or
the Dean of the GSE. If there is disagreement among the P&T Committee, Department Chair,
and/or the Dean as to the recommendation to be made to the Provost, the Dean's Advisory
Committee shall do an independent evaluation and submit its recommendation to the Dean.
3.9 Candidate's Appeal
3.9.1
When individual faculty members wish to appeal a decision made by the President on their
promotion or tenure, they should follow the procedures outlined in the Portland State
University Policies and Procedures for the Evaluation of Faculty Members for Tenure,
Promotion and Merit Increases, available through the Department Chair or the Dean of the
GSE.
3.10 Feedback to Candidate
3.10.1 If requested by the candidate, independent feedback conferences will be provided by the
P&T Committee Chair and the Department Chair.
4 Applicant Guidelines for Promotion and Tenure
4.1 Portfolio
In addition to information indicated in “Applicant's Action for Promotion and/or Tenure”
(above), each eligible faculty member who wishes to be considered for promotion and/or
tenure will be asked to submit a single, three-ring portfolio that consists of a self-appraisal
and a series of appendices.
4.2 Self-appraisal
4.2.1
The portfolio will begin with the candidate's self-appraisal (no more than 2500 words) that
(a) Describes how the scholarly agenda relates to the department's academic mission
within the context of the university mission and the discipline as a whole;
(b) Articulates the candidate's teaching philosophy and scholarly agenda;
(c) Summarizes the quality and significance of the candidate's (i) research (ii)
teaching, and (iii) community outreach/governance and other professionally
related services; and
(d) Projects future work.
The self-appraisal should refer the reader to the appendices that follow. The appendices
serve to substantiate the candidate's self-appraisal, and examples of the kind of
documentation that might be included are provided in subsequent pages of this
document.
The portfolio will be completed and submitted by the date specified by the P&T
Committee. Because the material submitted for consideration must fit into one
notebook (for the purpose of making the Committee's task of reading and evaluation
manageable), faculty members need not document every listed item under each
category. No faculty member, however, should list an item that cannot be documented
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with available materials. The Committee, Department Chair, Dean of the GSE, or Office of
Academic Affairs may request documentation of items listed but not included in collated
materials.
4.3 Documentation examples that could be used in the portfolio:
4.3.1
RESEARCH and Other Creative Activities
1) Research
Documentation includes accomplishments in research and published contributions
to knowledge and other professional or creative activities that is consistent with the
faculty member's responsibilities. Consideration should include whether or not the
individual's contributions reflect a) continuous engagement in research, and b)
future promise. Criteria for evaluation include: a) mastery of existing knowledge, b)
appropriate use of methodology and resources, c) effectiveness of communication, d)
significance of results, and e) ethical research methodology.
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External peer review of research contribution (required). 
Scholarly books and monographs 
Refereed publications of articles and monographs by professional journals and
organizations. The stature of the publication (national vs. local, professional
standing) should be taken into account. 
Non-refereed publications of articles and monographs. 
Refereed papers presented at meetings of professional organizations. The
stature of the organization (national vs. local, professional standing) should be
taken into account. 
Non-refereed papers presented at meetings of professional organizations. 
Scholarly writing or research accepted for publication. 
Scholarly writing or research in progress. 
Citations of work, reprints in collected works. 
2) Creative achievements
Software, music, films, television, radio, drama, dance, videotape, computer, other
media, and other creative products clearly related to the faculty member's area of
professional expertise. An external peer review report is required if this category is
of major importance in the deliberations.
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3) Collaborative, interdisciplinary, and inter-institutional research
 Program description, list of collaborators 
 Program evaluations 
 Letters of support 
4) Honors, awards, and research service
 Editorships of refereed journals 
 Editorial boards of refereed journals 
 Grant application peer review 
 Office and committees in professional organizations. 
 Honors and awards of recognition 
5) Grants and contracts involving research
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4.3.2
The scale and stature of the work (national, regional, or state) should be taken
into account.
 Grants and contracts funded 
 Grants and contracts proposed 
TEACHING, mentoring, and curricular activities
Documentation of accomplishments in teaching, mentoring, and curricular activities that
is consistent with the faculty member's responsibilities. Considerations should include
whether or not the individual's contributions reflect:
a) creative and effective use of innovative teaching methods, curricular
innovations, and software development,
b) publishing in pedagogical journals or making educationally focused
presentations at disciplinary and interdisciplinary meetings, and
c) mentoring students by providing student, thesis and dissertation advising.
Criteria for evaluation include:
a) clarity of goals, particularly contributions to larger curricular goals,
b) mastery of existing knowledge,
c) use of variety of instructional approaches,
d) significance of instruction, and
e) consistent ethical behavior.
It is strongly recommended that the following items be considered in the evaluation
of teaching and curricular accomplishments:
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1) Publications reflecting innovative teaching methods and curricular innovations or
papers presented at local, state, regional and national/international meetings at
disciplinary or interdisciplinary meetings that advance the scholarship of teaching.
2) Courses taught - Summary of courses taught, including course numbers and titles,
dates and number of students.
3) Formal student evaluations
 Results of assessments of student learning 
 Summaries of course evaluations completed by students 
 Letters or comments written by students 
 Brief candidate reflection on student evaluations 
4) Peer review of teaching, mentoring, and curricular activities
 Letters of documentation from faculty and other professionals describing these
activities 
5) Outlines, syllabi, and other materials such as a videotape or web site that document
instruction.
6) Contributions to courses or curriculum development
 Teaching and mentoring students and others in how to obtain access to
information resources to further student, faculty, and community research
and learning. 
7) Contributions to the development of collaborative, interdisciplinary, university
studies, extended studies, and inter-institutional educational programs.
8) Professional development as related to instruction (e.g., attendance at professional
meetings related to a faculty member's areas of instructional expertise)
 Attendance at in-service educational programs provided by the GSE and the
University. 
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4.3.3
Description of other efforts to keep current in the faculty member's area of
expertise. 
9) Honors and awards for teaching
10) The results of creative approaches to teaching methods and techniques, including the
development of software and other technologies that advance student learning.
11) Grant proposals and grants for the development of curriculum or teaching methods
and techniques.
12) The results of supervision of students, student research or other creative activities
including theses, or dissertations.
 For each research project and creative activity provide student name, title of
paper/activity, date completed, and the role played by the faculty member in the
activity. 
 Identify student research and creative activities, which have received honors or
awards. 
 List of advisees by program or degree. 
13) The results of supervision of student teaching, practicum, and/or service learning
experiences in the community
14) Accessibility to student
 Ability to relate to a wide variety of students for purposes of advising 
 Mentoring and guiding students toward the achievement of curricular goals 
15) Contributions to, and participation in, the achievement of department goals, such as
achieving reasonable retention of students or developing an effective advising
system
COMMUNITY OUTREACH/Governance and Other Professionally Related Services
1) Community Outreach
A significant factor in determining a faculty member's advancement is the
individual's accomplishments in community outreach when such activities are part
of a faculty member's responsibilities. Scholars can draw on their professional
expertise to engage in a wide array of community outreach. Such activities can
include defining or resolving relevant local, national, or international problems or
issues. Community outreach also includes planning literary or artistic festivals or
celebrations. PSU highly values quality community outreach as part of faculty roles
and responsibilities.
Note: Not all external activities are community outreach in the sense intended here.
For example, faculty members who serve as jurors, as youth leaders and coaches,
or on the PTA do so in their role as community citizens. In contrast, community
outreach activities that support promotion and tenure advancement fulfill the
mission of the department and of the University and utilize faculty members'
academic or professional expertise.
The setting of Portland State University affords faculty many opportunities to
make their expertise useful to the community outside the University. Community
based activities are those which are tied directly to one's special field of
knowledge. Such activities may involve a cohesive series of activities
Contributing to the definition or resolution of problems or issues in society. These
activities also include aesthetic and celebratory projects. Scholars who engage in
community outreach also should disseminate promising innovations to appropriate
audiences and subject their work to critical review.
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Departments and individual faculty members can use the following guidelines
when developing appropriate community outreach. Important community outreach
can include:
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Collaboration with schools, agencies, and other community institutions in
program development, evaluation, and other capacities. 
Contribution to public policy through service on committees, consultation,
testimony, and so on. 
Helping to facilitate change in organizations or institutions. 
Participation in and service on boards, commissions, and committees outside
the university. 
Offering professional services such as consulting (consistent with the policy on
outside employment serving as an expert witness, or providing clinical services. 
Engaging in public speaking such as lectures, television or radio appearances,
and so on. 
Serving in continuing education community projects. 
Participation in international programs that are not a part of a normal
assignment. 
Documentation of interdisciplinary and/or inter-institutional cooperative
activity, which serves the external community. 
Other forms of service to the community, such as work with religious
organizations, social agencies, political action committees, charitable
organizations, and other community groups. 
Faculty and departments should evaluate a faculty member's community
outreach accomplishments creatively and thoughtfully. Contributions to
knowledge developed through community outreach should be judged using the
criteria for quality and significance of scholarship (see PSU Guidelines II.D). It is
strongly recommended that the evaluation consider the following indicators of
quality and significance:
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Publication in journals or presentations at disciplinary or interdisciplinary
meetings that advance the scholarship of community outreach. 
Honors, awards, and other forms of special recognition received for community
outreach. 
Adoption of faculty member's models for problem resolution, intervention
programs, instruments, or processes by others who seek solutions to similar
problems. 
Substantial contributions to public policy or influence upon professional
practice. 
Models that enrich the artistic and cultural life of the community 
Evaluative statements from clients and peers regarding the quality and
significance of documents or performance produced by the faculty member. 
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2) Governance and Other Professionally Related Services
Participation in campus governance, community and professionally-related service
is an expectation for all faculty. While such activity is not considered a scholarly
activity per se, such participation is essential to creating a collegial environment
that supports scholarly excellence and the achievement of the GSE and University
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missions. All faculties must do their fair share of governance and other
professionally-related service to be awarded tenure and/or be promoted in rank.
Governance and professionally-related service activities may include the
following activities and forms of documentation:
Committee and Other Forms of Collegial-Governance
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Descriptions of service on program, department, school and university
committees, including continuing education 
Letters from committee chairs on your behalf, indicating your contributions 
Descriptions of individual contributions outside of committees 
Letters of application from administrators 
Other contributions to program, department, school and university
development 
Contributions to student organizations (advisor, etc.) 
Participation in PSU chapters of professional organizations (offices, held,
etc.) 
Participation in new student orientation, faculty orientation, and other
special events 
Contributions to AAUP and other university-wide governance groups 
Continuing Education 
Service to the Profession





Service as an officer of a professional organization 
Organizing the program and/or facilities for a professional meeting 
Other forms of service to the profession that do not engage an individual's
scholarship 
5 Merit and Salary Increases
The P&T Committee shall serve as the committee responsible for merit and salary increase
recommendations. These recommendations are forwarded to the appropriate Department
Chair(s) and the Dean. All the guidelines described in Part D of the PSU Promotion and Tenure
Guidelines will apply to merit and salary increase deliberations, with these exceptions:
a) Deliberations and due dates for materials will take place during winter and/or spring
quarters as outlined by the Office of Academic Affairs.
b) Faculty members are to submit a list of accomplishments (without the portfolio of
selected documentation). It is to be understood that all listed items are to be
documented if requested and are to cover only the time period elapsed since the last
consideration of merit increases. This time period must be specified by the
Committee Chair at the time materials are requested by the P&T Committee.
c) The Office of Academic Affairs does not require balloting and use of special forms for
merit and salary increases.
6 Promotion to Emeritus/Emerita Policy
11
Emeritus/emerita status is considered a promotion. As such, a review by the GSE Promotion
and Tenure Committee is warranted. While retirements may occur at any time during the
academic year, recommendations for emeritus/emerita status are due to the Provost on
November 1 and April 1. Emeritus/Emerita rank is awarded effective July 1, unless a
special request is approved.
1) Eligibility: All faculty members in the year before their retirement becomes effective
are eligible to be considered for promotion to Emeritus/Emerita rank. The
professional contributions of the individual in the areas of scholarship of research,
teaching, and governance/community service will be considered.
2) Procedure:
(a) Because this is considered a promotion, the individual is required, by either
October 1 or February 1, to submit to the GSE P&T Committee:
(i) A one-page written request that includes a rationale for the request (e.g.,
access to the library services), and a statement of future professional plans
(e.g., mentor current doctoral students).
(ii) A copy of his/her up-to-date curriculum vita.
(b) The GSE P&T Committee will review the documents, make a recommendation,
and submit the signed Appraisal Signature Sheet and Recommendation Form to
the appropriate Department Chair for consideration.
(c) The Chair will review and, if concurs, will sign the form and submit it and the
documents to the Dean for consideration
(d) The Dean will review and, if concurs, write a letter of recommendation and
forward the complete packet of forms and letters to the Provost.
7 Career Support - Peer Review Committee (Policies & Procedures)
7.1 Binding Contractual Agreements
This section corresponds to the Collective Bargaining Agreement for September I, 2009
- August 31, 2011.
Each department will elect a three-member Career Support-Peer Review Committee, to be
chaired by one of the department's members of the GSE's P&T Committee. This committee
will follow procedures and responsibilities as outlined in the Agreement between Portland
State University and AAUP-PSU, as modified by any subsequent contract:
12
7.1.1
In September of each year, the committee meets, reviews the guidelines for the Career
Support-Peer Review Committee, and obtains, from each Department Chair, the names of
the department faculty members who are eligible for review. At the beginning of the fall
quarter, each tenured member eligible for review first meets with the Career Support-Peer
Review Committee for an informal discussion concerning the member's work and
professional development. To promote maximum candor, no record of the substance of this
meeting is kept, and the discussion is regarded as confidential. Prior to this first meeting,
the member will furnish the Committee a current resume and a short narrative of plans for
the future (Note: This resume is to be organized in the areas of research, teaching, creative
activities, and service as discussed in the PSU Promotion and Tenure guidelines. The faculty
member may identify areas he/she wishes to emphasize and have the Committee note in
particular. No supporting documentation needs to be attached at this point in the process.)
7.1.2
If the faculty member being reviewed believes additional institutional support is
important to his/her continued professional growth, he/she shall notify the Committee of
this in writing within one week of the above meeting. The Committee Chair will compile
and submit these requests to the Department Chair and/or the Dean.
7.1.3
Following this initial meeting, the review committee shall meet within three weeks to
determine whether the faculty member has successfully met the criteria of Career SupportPeer Review. If the decision is that the faculty member has met the criteria, this decision is
reported to the appropriate Department Chair and the member being reviewed within one
week of the Committee action; the review of that individual is finished. (See the following
for action needed if a request for additional support was received or if a negative decision
was reached.)
7.1.4
On the other hand, if the decision of the Committee is that the faculty member's past
record and future plans are such that the following procedures are required, this decision
shall be communicated to the appropriate Department Chair and the member being
reviewed by December 1 of the year of the review, and the following steps shall be
implemented. At this time, the faculty member may request that the Committee evaluating
him/her be modified by a preemptory challenge and replacement of a faculty member to
gain expertise relevant to the discipline of the individual being evaluated. The members
being added to the Committee must be mutually acceptable to the Committee and the
individual being reviewed.
7.1.5
If the faculty member and the Department Chair have been notified that a professional
developmental plan will be presented, the individual under review shall give the Committee
a brief written plan for professional activities and development over a specified period of
years. This written plan must be submitted by January 15.
7.1.6
After the Committee has received the plan, it meets again with the individual to determine
jointly a formal development plan and what reasonable specific institutional support may
be necessary to carry out the plan. This joint recommendation is sent to the appropriate
Department Chair no later than February 15 of the year of eligibility. The Department Chair
forwards the joint recommendation together with the Department Chair's recommendation
to the Dean by March 1 and to the Office of Academic Affairs by March 15. If the institutional
support required to carry out the plan is not provided, the individual will not be held
responsible for failure to complete the plan. In this circumstance, the Committee and the
faculty member will determine jointly whether an alternative plan is feasible.
13
7.1.7
During the period covered by the plan, normally two academic years, the Peer Support-Peer
Review Committee, the Department Chair, the Dean, and other persons able to provide help
will be available to the individual to provide all possible assistance, consultation, and
advice. The person being reviewed will keep in touch with the assigned Committee
concerning progress made towards reaching the goals and the plan. Because by its very
nature scholarly and creative work is unpredictable, an individual shall be free at any time
to propose to alter, revise, supplement, or abandon a particular plan for professional
development. The member should, however, obtain approval for such change from the Peer
Support-Peer Review Committee and Department Chair.
7.1.8
At the end of the period covered by the professional development plan, the individual will
present the results or accomplishments of the plan to the Peer Support-Peer Review
Committee and other interested persons including the Department Chair. Normally, the
member would provide documentation of post-doctoral training experiences,
manuscripts submitted to academic journals for possible publications, improved student
ratings for classroom instruction, new materials developed for instructional use,
participation on Department, School, University and Community Committees, etc., as
related to the professional development plan.
7.1.9
If, in the judgment of the majority of the Career Support-Peer Review Committee, the
professional development plan has been successfully concluded, the Committee informs the
individual being reviewed and the Department Chair in a statement signed by the members of
the Committee. A minority report of the Committee may accompany this statement.
7.1.10 If the Committee finds that the proposed professional development has not been completed
within the period agreed upon, it will present to the individual written suggestions
outlining how the situation may reasonably be remedied. The Committee will not report
such action to the Department Chair until the individual in question has had a reasonable
opportunity (within one academic term) to discuss the Committee's suggestion and
possible alternatives with the Committee.
7.2 Frequency of Peer Review
Reviews will normally take place every three years, following the granting of tenure
(scheduling to be at department discretion). They may take place more often at the
request of an individual or at the end of a planned period of professional activities and
development as determined jointly by the individual and the Committee. When a tenured
faculty member is promoted, the act of granting a promotion shall be interpreted as a
recognition that the timing for a post-tenure review shall begin three years thereafter. No
review will take place within a three-year period immediately prior to an individual's
retirement date unless it has been recommended by the Committee as a result of a
previous review.
7.3 Simultaneous Evaluations: Promotion & Career Support-Peer Review
It is conceivable that a department member may be eligible to undergo consideration by
the Career Support-Peer Review Committee during the same year the member wishes to
be considered for promotion. In this event, the faculty member has the option of
requesting a delay of the review for one year, pending the outcome of consideration for
promotion, or a simultaneous review for both purposes.
14
7.4 Record Keeping and Implementation
It is the responsibility of the each Department Chair to: a) keep records of Career SupportPeer Review evaluations and b) to provide the Dean of the GSE with a list of those
reviewed by the end of winter quarter.
7.5 Faculty Appeal of Membership of Review Committee
The Chair will notify the faculty member in writing of the final membership of the review
committee. To appeal the final membership of the review committee the faculty member
will submit a written appeal to the Chair within 14 days of receipt of notification of the
final membership of the Committee. Upon receipt of an appeal the Chair shall initiate a
meeting with the faculty member. A joint attempt will be made to determine a mutually
acceptable resolution to the appeal. If the faculty member does not feel that his meeting
has produced a satisfactory resolution, then the faculty member may appeal to the Dean
of the GSE. The Dean's decision will constitute the final disposition of the appeal.
8 GSE P&T Committee Time Schedule for Reviews/Promotions
Date
September 23
Graduate School of Education Promotion and Tenure Committee
Time Schedule for Reviews and/or Promotions*
Action
Who
Submit P&T portfolio and packet for external
reviewers to P&T Committee Chair.
Eligible TT promotion and
tenure faculty candidate.
Eligible NTT Research Faculty
promotion candidates.
September 30
Send TT promotion and tenure letter and
packet to external reviewers.
October
Conduct:
 Annual reviews (2nd, 4th/5th year)
 TT promotion and tenure reviews
(assistant professor or higher).
1st Monday of
Submit annual review materials
October
2nd Monday of
October
Notify eligible faculty for P&T.
P&T Committee Chair
P&T Committee
P&T Committee
Eligible TT annual review
faculty (2nd, 4th, 5th year)
Department Chair
November 1
Send TT promotion and tenure review letter
to P&T Committee Chair.
External reviewers
November 10
Submit career support/peer review materials
to department P&T representatives.
Career support/peer review
faculty candidate
4th Monday of
November
P&T Committee recommendations to
Department Chairs
P&T Committee Chair
15
November &
December
Conduct peer support/peer review interviews
Departmental career
support/peer review
committee
December
Share annual review with TT Faculty (2nd, 4th,
Department Chair
5th) member
Share P&T Committee and Department Chair
recommendations with TT faculty
Department Chair
Forward career support/peer review letters
to tenured faculty with copy to Department
Chair.
Chair of departmental career
support/peer review
committee
1st Monday of
December
Candidates notified of P&T Committee and
Department Chair recommendations.
Department Chair
2nd Monday of
January
Send P&T recommendation to Dean
P&T Committee and
Department Chairs
February
Conduct TT 3rd year reviews
P&T Committee
Invite 3rd year review candidates to set up
P&T Committee Chair
appointments for individual meetings with the
P&T Committee
1st Monday of
February
Submit 3rd year material to P&T Committee.
3rd year review faculty
candidate
2nd Monday of
February
P&T Committee, Dean, and Department Chair
recommendations to Provost
Dean
1st Monday of
March
Submit 3rd year review recommendation to
Department Chairs
P&T Committee Chair
March & April
Notify P&T Committee Chair for individual 3rd
year review meeting time with the Committee,
if so desired.
3rd year review faculty
candidate
April
Share the review with 3rd year faculty member Department Chair
and send recommendation to Dean
Elect faculty representatives to P&T
Committee; appoint two faculty
representatives for Career Support Peer
Review committee.
GSE Departments
April 7
Publish and distribute Faculty Career Review
List to include rank, eligibility, promotion
date, and hire date.
GSE Dean
April 14
Send promotion and tenure review
notification letters to eligible faculty of their
status and eligibility for promotion and
tenure.
P&T Committee Chair
16
May 1
Send career support/peer review
notification letters to eligible tenured
faculty
P&T Committee Chair
May 15
Notify P&T Committee Chair of their intent to
apply or defer for promotion and tenure; if
applying, submit list of recommended
external reviewers.
Eligible TT promotion and
tenure faculty candidate
Submit notification of their intent to apply or
defer for promotion to FTRC Chair (if
research, instructor, senior instructor) or to
P&T Committee Chair (if assistant professor
or higher).
Eligible FT faculty candidates
June 1
Submit recommendations of external
reviewers for eligible TT promotion and
tenure faculty candidates
Department Chairs, Dean
June 15
Select names of at least five external
reviewers for eligible TT promotion and
tenure faculty and send letter requesting
participation from reviewers.
P&T Committee Chair
* TT –Tenure Track
P&T –Promotion and Tenure
Due Dates for Notification, Submission of Materials, and Reviews
Notification
letters sent
Material turned in
by candidate
Reviews to take place
Annual Review
April 14
1st Monday in
October
October/November
Third-year review
May 1
January 8
January/February
Promotion including
NTT Research Faculty
and/or tenure review
April 14
September 23
October/November
Career support/peer
review
May 1
November 10
November/December
17
9 Ranks for Non Tenure Track Faculty (NTTF) Instructional Faculty
9.1 Professorial Instructional Appointments Related to Clinical or Practicum
Settings (Including K-12 Settings)
9.1.1
A professorial instructional appointment is a non-tenure track appointment for a faculty
member who is a licensed or certified professional or practitioner recognized within
professional fields. Unique discipline-specific criteria for professional certification may be
defined by departments within the GSE for classification of professors of practice. The major
responsibilities involve the education and support of students in academic, clinical, and/or
practice settings, supervising clinical experiences, and/or professionally related community
engagement.
9.1.2
Ranks for these appointments are Assistant Professor of Practice, Associate Professor of
Practice, and Professor of Practice.
9.2 Professor of Practice
9.2.1
Typically, candidates will not be considered for promotion to full Professor of Practice until
the fourth year in rank as Associate Professor of Practice. Exceptions will be made only in
extraordinary cases. The candidate should also meet the following requirements unless
there is remarkable achievement: a) at least 10 years of part or full-time professional
experience in the professional discipline post-certification; b) at least six years of professional
teaching in an academic setting with a minimum of four years at Portland State University;
and c) a high degree of academic maturity and responsibility. Length of time in rank is not a
sufficient reason for promotion.
9.2.2
Promotion to Professor of Practice is based on documented evidence of Instructional and
programmatic leadership, a consistent pattern of high quality professional productivity at
regular intervals over a period of years and evidence of national and/or international
recognition in the professional field.
9.2.3
Such evidence may be indicated by, for example, appointments as a reviewer of peerreviewed journals; invited papers and presentations given beyond the state and region;
honors, grants, or awards; and committee service and leadership within national or
international professional associations. In addition, evidence of ability to work
effectively with individuals from and topics related to diverse populations; effective
participation in departmental college/school or university governance as appropriate to
assignment and contract.
9.3 Associate Professor of Practice
9.3.1 A faculty member will not be eligible for consideration for promotion to associate professor
of practice until the third year in rank as an assistant professor of practice. In the usual course of
events, consideration for promotion to associate professor is in the sixth year in rank as an
assistant professor. Length of time in rank is not a sufficient reason for promotion. "
9.3.2 Typically, candidates who wish to be promoted to associate professor of practice must have
met the requirements of Assistant Professor of Practice as well as: a) minimum of six years postcertification professional experience to include at least three years of professional practice
teaching in an academic setting, with a minimum of two years at PSU. Length of time is not a
sufficient reason for promotion.
9.3.3 Promotion to Associate Professor of Practice is based on evidence of Instructional and
programmatic leadership, effectiveness in professional instruction to include materials indicating
command of the academic subject matter; ability to motivate, advise, and assess students;
creative and effective use of teaching methods; and evidence of effective engagement of a
professional nature. In addition, evidence of ability to work effectively with individuals from and
topics related to diverse populations; effective participation in departmental college/school or
university governance as appropriate to assignment and contract.
9.4 Assistant Professor of Practice
9.4.1
A non-tenure track faculty appointment for individuals whose primary work is in the areas of
instruction in professional practice or in professionally-related community engagement.
Faculty hired in this category must hold a terminal degree in their field of specialization from
an accredited program in their discipline and/or have comparable experience in the faculty
member's field of specialization. In addition, evidence of ability to instructional and
programmatic leadership, work effectively with individuals from and topics related to diverse
populations; effective participation in departmental college/school or university governance
as appropriate to assignment an contract.
9.4.2
Promotion to Assistant Professor of Practice is based on evidence of ability and high quality in
instructional and programmatic leadership, effective work with individuals from and topics
related to diverse populations; effective participation in departmental college/school or
university governance as appropriate to assignment and contract. The applicant should also
provide evidence of continued growth in the following areas : a) demonstrated expertise in the
development and delivery of new instructional materials; b) ongoing engagement with the
pedagogy of the discipline; c) ability to play a lead role in assessment and curriculum design;
d) demonstrated excellence in advising and mentoring; e) ongoing engagement with the
profession; f) evidence of the application of professional skills and knowledge outside the
department as demonstrated by activities such as professionally–related university and
community engagement and scholarly or creative activity that contributes to knowledge in
one’s field.
9.4.3 For non-tenure-track faculty members whose initial date of hire was prior to September 16,
2014, see Appendix IV: Addendum for implementation of amended guidelines of the PSU Promotion
and Tenure Guidelines.
10 Ranks for Instructional Faculty Appointment
10.1 Senior Instructor II
10.1.1 Typically, a faculty member will not be eligible for promotion to Senior Instructor II until the
completion of the third year in rank as a Senior Instructor I at PSU. Recommendations for early
promotion in cases of extraordinary achievement can be made at the department’s discretion.
Length of time in rank is not a sufficient reason for promotion.
10.1.2 Promotion to Senior Instructor II is based on criteria such as: a) demonstrated expertise in
the development and delivery of new instructional materials; b) ongoing engagement with
the pedagogy of the discipline; c) ability to play a lead role in assessment and curriculum
design; d) demonstrated excellence in advising and mentoring; e) ongoing engagement with
the profession; f) evidence of the application of professional skills and knowledge outside
the department as demonstrated by activities such as professionally–related university and
community engagement and scholarly or creative activity that contributes to knowledge in
one’s field and where appropriate the community; g) evidence of ability to work effectively
with individuals from and topics related to diverse populations; and h) effective participation
in departmental college/school or university governance as appropriate to assignment and
contract.
10.2 Senior Instructor I
10.2.1 Typically, a faculty member will not be eligible for consideration for promotion to Senior
Instructor I until the completion of the third year in rank as an Instructor at PSU.
Recommendations for early promotion in cases of extraordinary achievement or special
circumstances can be made at the department’s d sufficient reason for promotion.
10.2.2 Promotion to Senior Instructor I is based on criteria such as: a) quality of instruction, as
determined by classroom observation, assessment of student-learning outcomes, and review
of student evaluations and course materials; b) expertise in the discipline, as demonstrated
by activities such as ongoing revision of course materials, curricular innovations,
participation in continuing education, conferences and other professional activities, c)
evidence of ability to work effectively with individuals from and topics related to diverse
populations; and d) effective participation in departmental college/school or university
governance as appropriate to assignment and contract.
10.3 Instructor
10.3.1 Instructor is a NTTF appointment for individuals whose responsibilities are primarily
devoted to academic instruction. Such appointments include teaching, advising, and
mentoring expectations congruent with creative and engaged instruction. Typically, this
appointment requires an advanced degree in the field of specialization.
11 Ranks for NTTF Research Faculty
11.1 Professorial Research Appointments
11.1.1 A professorial research appointment is a non-tenure track appointment for a faculty member
who is primarily engaged in research at a level typically appropriate for a professorial rank.
11.1.2 Ranks for these appointments are Research Assistant Professor, Research Associate
Professor, and Research Professor.
11.1.3 Promotion to Research Associate Professor and Research Professor requires review outlined
in Section V of the PSU Promotion and Tenure Guidelines. Administrative Roles and
Procedures for Promotion and Tenure for Tenure-Track Faculty. In this review, teaching and
service responsibilities will not be required unless included in a letter of appointment.
11.2 Research Professor
11.2.1 A faculty member will typically not be considered for promotion to research full professor
until the fourth year in rank as a research associate professor. Exceptions will be made only
in extraordinary cases. Consideration for promotion immediately upon eligibility should
occur only in cases of extraordinary achievement. Length of time in rank is not a sufficient
reason for promotion.
11.2.2 Promotion to the rank of research full professor requires the individual to have made
significant contributions to knowledge primarily through funded research and other related
scholarship. High quality and significance are the essential criteria for evaluation. The
candidate’s scholarly portfolio should document a record of distinguished accomplishments in
funded research, as well as leadership for significant contributions to the individual’s field of
specialization. Although not required for this position, teaching or service responsibilities
included in a letter of appointment will be recognized.
11.3 Research Associate Professor
20
11.3.1 A faculty member will not be eligible for consideration for promotion to research associate
professor until the third year in rank as a research assistant professor. In the usual course
of events, promotion to research associate professor is in the sixth year in rank as a
research assistant professor. Exceptions which result in consideration for promotion
immediately upon eligibility should occur only in cases of extraordinary achievement.
Length of time in rank is not a sufficient reason for promotion.
11.3.2 Promotion to the rank of research associate professor requires the individual to have made
contributions to knowledge primarily through leadership for funded research and other
related scholarship. High quality and significance are the essential criteria for evaluation.
Although not required for this position, teaching or service responsibilities included in a
letter of appointment will be recognized.
11.4 Research Assistant Professor
11.4.1 Appointees to the rank of research assistant professor typically hold the highest earned degree in
their fields of specialization. In most fields, the doctorate will be expected. A research assistant
professor also will have an established record of initial success in securing and leading funded
research and in other related scholarship that contributes to knowledge in the individual’s field
of specialization. Promotion also requires the individual to demonstrate a record of high
quality and significance as related to their formal job description.
11.4.2 For non-tenure-track faculty members whose initial date of hire was prior to September 16,
2014, see Appendix IV: Addendum for implementation of amended guidelines of the PSU
Promotion and Tenure Guidelines.
12 Ranks for Research Faculty
12.1 Senior Research Associate II
Typically, candidates for promotion to the rank of Senior Research Associate II will meet the
following requirements: six or more years of progressively responsible research or evaluation
experience and demonstrated ability to conduct research independently. Length of time in
rank is not a sufficient reason for promotion. Promotion to Senior Research Associate II
requires two years in rank as Senior Associate I or equivalent experience.
12.1.1 Promotion to Senior Research Associate II will be based on such criteria as: years of research
experience and ability to conduct research independently. Responsibilities may include
designing, developing, and conducting research or evaluation projects; taking a lead or major
role in writing grant proposals, leading in developing and sustaining community or
interdisciplinary research partnerships, authoring and co-authoring publications for
scholarly or community audiences, taking a lead role in developing new qualitative or
quantitative methodologies and data collection protocols.
12.2 Senior Research Associate I
12.2.1 Typically, candidates for promotion to the rank of Senior Research Associate I will meet the
following requirements: four or more years of progressively responsible research or
evaluation experience; demonstrated ability to participate in developing funding for research
and/or disseminating results; demonstrated ability to take the lead role in designing and
implementing research or evaluation studies. Length of time in rank is not a sufficient reason
for promotion. Promotion to Senior Research Associate I require two years in rank as
Research Associate or equivalent experience.
12.2.2 Promotion to Senior Research Associate I will be based on such criteria as: years of
research experience and demonstrated ability to take the lead in research and evaluation.
Responsibilities may include assisting in writing grant proposals and scholarly and
community publications; taking a lead role in designing, developing and executing one or
more studies; designing and overseeing the delivery of intervention protocols to fidelity;
developing qualitative and quantitative data collection protocols and methodologies;
establishing and fostering community or interdisciplinary research partnerships; coauthoring reports, presentations and scholarly papers.
12.3 Research Associate
12.3.1 Research Associate is a non-tenure track faculty appointment for individuals who typically
have a doctoral degree or another appropriate combination of educational achievement and
professional expertise. Typically, candidates for the rank of research associate will meet the
following requirements: four or more years of progressively responsible research
experience and demonstrated ability to participate in the design, implementation and
oversight of quantitative or qualitative research or evaluation studies. Length of time in rank
is not a sufficient reason for promotion.
12.4 Senior Research Assistant II
12.4.1 Typically, candidates for promotion to Research Assistant II will meet the following
requirements: two years of experience at the Senior Research Assistant I rank or its
equivalent; demonstrated ability to perform a variety of research or evaluation
tasks; demonstrated ability to independently manage or coordinate research or
evaluation activities. Length of time in rank is not a sufficient reason for promotion.
12.5 Senior Research Assistant I
12.5.1 Typically, candidates for promotion to the rank of Senior Research Assistant I will meet the
following requirements: two years in the rank of Research Assistant or its equivalent and
demonstrated ability to perform focused research or evaluation tasks. Length of time in rank is
not a sufficient reason for promotion.
12.5.2 Promotion to Senior Research Assistant I will be based on criteria such as: years of research
experience and demonstrated ability to perform focused research or evaluation tasks.
Responsibilities may include assisting in the coordination of research activities; communication
with interdisciplinary and community collaborators; basic qualitative or statistical analysis;
maintaining data-based; collecting, processing and reporting of data; assisting in the preparation
of reports and presentations.
12.6 Research Assistant
12.6.1 Research Assistant is a non-tenure track faculty appointment for individuals who typically have a
bachelor’s or master’s degree. Exceptions may include individuals with specific expertise
required for the research project.
12.6.2 Typically, individuals in the rank of Research Assistant will gather research or evaluation data
using a pre-determined protocol, carry out routine procedures, gather materials for reports,
perform routine data processing or lab work, data management and basic quantitative or
qualitative data analysis. Individuals with the ranks of Research Assistants I and II perform a
wider variety of research or evaluation tasks and are expected to perform tasks with increasing
independence.
22
13 Optional Promotional Paths for NTTF Employed at PSU Prior to
September 16, 2014
A Senior Instructor I who opts for promotion to Assistant Professor retains the right to be
considered for promotion to Senior Instructor II (if they so request) if their application for
promotion to Assistant Professor is unsuccessful. They should be considered for promotion
to Senior Instructor II in the same cycle, with the same promotion packet, and by the same
P&T committee. Should their application for Senior Instructor II be unsuccessful, they should
retain the ability to apply for promotion to Assistant Professor and/or Senior Instructor II in
future cycles.
Faculty members hired before September 16, 2014 who hold the rank of Assistant Professor
or above shall retain those ranks, and shall retain the ability to promote to higher NTTF
professorial ranks based upon the criteria for promotion to those ranks in their departmental
P&T Guidelines.
For instructional faculty members hired prior to September 16, 2014, the timelines for
promotion at any point along the promotional path from instructor through professor shall
not apply.
For research faculty employed at PSU prior to September 16, 2014:
Departments must define criteria for re-ranking of Senior Research Assistant(s) and Senior
Research Associate(s)
For research hired prior to September 16, 2014, the timelines for promotion to Senior
Research Associate I and Senior Research Associate II and Senior Research Assistant I and
Senior Research Assistant II shall not apply.
Procedures for Promotion, Tenure, Post-Tenure Review, Merit Pay, and Emeritus Status
(From GSE P&T Guidelines passed by the GSE on May 17, 2011; approved by OAA: August 3,
2011; amended: April 24, 1012)
13.1 General Guidelines for Promotion and Tenure
Sections 13.1-13.4 of this part of the guidelines apply to tenure- track faculty members and
tenured faculty members. They also apply to fixed-term faculty applying for promotion to
associate or full professor. Fixed term faculty applying for promotion to associate or full
professor will be reviewed under the GSE guidelines related to promotion in rank contained
in Sections 13.1-13.4. All other fixed-term faculty issues are described in a separate part of
these guidelines called “Procedures-year contract for Annual Eligibility for Fixed-Term
Instructional and Research Faculty
a. Eligibility for Promotion and Tenure
GSE faculty members will be eligible for consideration for promotion and tenure if
they meet the criteria designated in Portland State University Policies and Procedures
for the Evaluation of Faculty Members for Tenure, Promotion and Merit Increases
(June 12, 1996, as amended July 2009). Unless prior service was granted with the
initial appointment, consideration for tenure must occur no later than the sixth year
for faculty whose appointment is 1.0FTE. Except in extraordinary cases, consideration
for promotion to Associate professor will occur concurrent with tenure. In
extraordinary cases, recommendation for promotion to associate can occur earlier,
but no sooner than the third year in rank as assistant. A faculty member will normally
not be considered for promotion to Professor until the fourth year in rank as an
Associate professor.
b. Notification
1) By April 7 of the academic year prior to consideration, the Dean shall prepare
the faculty career list of all faculty containing: current rank and tenure status;
total tenure related FTE and eligibility for consideration for tenure; date of
last appointment, time in rank, and eligibility for promotion; date of required
third-year and career support (post-tenure) review; and nature of
appointment (i.e., indefinite tenure, annual tenure, fixed term). The Dean shall
submit this list to the incoming Chair of the P&T Committee, the Department
Chairs, and all faculty by the above date.
2) Upon receipt of the status list, the P&T Committee shall notify each faculty
member who is eligible for promotion and/or tenure of his/her status and
obtain a statement as to whether the individual wishes to be considered or
deferred. In the case of an individual about to start the sixth year of annual
tenure, deferral is not an option.
c. Annual Review
1) Faculty on an annual tenure contract
i. Shall be reviewed each year by the P&T Committee. The purpose of
this review is to help the faculty member prepare for tenure
consideration at a later date. The Committee shall provide a report to
the faculty member and the appropriate department chair and also
offer to meet with the faulty member in a group and/or individually.
Annual reviews are not conducted for new faculty who are in their
first year and whose appointment did not carry with it credit for
previous work elsewhere. If the faulty member began with 1 or more
years credited for previous work, he or she shall be provided the
option for Annual Review by the P&T Committee during his or her
first year at the university
ii. Each faculty member who is entering the third year of annual tenure
shall participate in a preliminary consideration for tenure. All
requirements except that of providing the names of external
evaluators shall be followed. In all cases, the Committee shall provide
a report to the appropriate Department Chair. Third year reviews are
submitted to the P&T Committee Chair and through normal
department and School channels. If the third year review concludes
the candidate is not making normal progress the review is forwarded
to the Provost.
2) The materials submitted for Annual Review are:
i. An overview, to include major accomplishments in each area:
1. Research
2. Teaching
3. Community outreach/governance and other professionallyrelated service
The overview also includes future goals and support needs. Copies of
all previous P&T Committee reviews and recommendations should be
attached to these materials.
The overview should be no more than 1500 words, doublespaced, and 12 point font.
ii. An up-to-date Curriculum Vitae that is organized by categories in the
current PSU Promotion and Tenure Guidelines.
3) Notification: The P&T Committee chair notifies all tenure-track faculty who
are subject to Annual review to submit the materials listed in 20 above by
the due date to the P&T Committee.
d. Applicant’s Action for Promotion and/or Tenure
A faculty member who wishes to be considered for promotion and/or tenure shall
provide the Promotion and Tenure Committee the following:
1) A statement of Intent: an indication that he/she wishes to be considered.
24
2) A Faculty Curriculum Vita, prepared in keeping with the guidelines in
Appendix I of the PSU’s Policies and Proc as amended July 2009.
3) A Portfolio, discussed in greater depth later, which documents appropriate
achievement in the following areas: research, teaching, community
outreach/governance and other professionally related service.
e. External Peer Review
1) An external review is required in the area(s) that the candidate designates as
the primary focus of scholarship. A faculty member who wishes to be
considered for promotion and/or tenure shall provide his or her Department
Chair with a list of four to six reviewers outside the university who can
substantiate the quality of the candidate’s scholarly work (see section II-C of
PSU’s “Policy and Procedures for the Evaluation of Faculty for Tenure,
Promotion and Merit Increases”). This list of external reviewers can be
comprised entirely of faculty at other universities or can be comprised of a
combination of university faculty and other credible sources (e.g.
authoritative representatives from a faculty member’s field, students, community
participants and subject matter experts). The candidate is not
required to contact the external reviewers to confirm their eligibility, but
may do so if he or she chooses.
2) The appropriate Department Chair will add at least three names of potential
eternal reviewers (addresses, phone, etc. must be provided as in #1 above).
Availability must also be determined by the Department Chair. (The
Department chair must contact potential reviewers to determine
availability before adding names to the list).
3) The Dean after reviewing (and adding names, if desires), will forward this list
to the P&T Committee Chair along with the data relating to addressed,
phones, availability, etc. (The Dean should contact potential reviewers to
determine availability prior to adding new names to the list).
4) The P&T Committee Chair will select at least four evaluators from the
combined list and contact each evaluator for the purpose of reconfirming
their availability to complete the peer review. (Note: at least one of the
evaluations must come from an external reviewer identified by either the
Department Chair or Dean and one identified by the faculty member).
5) Excerpts from the candidate’s portfolio will be mailed to each reviewer, along
with a cover letter of explanation (see Section II-E Evaluation
of Scholarship in the PSU Guidelines). These excerpts are selected on a collaborative
basis by both the faculty member and the P&T Committee Chair.
f.
Promotion and Tenure Committee Action
1) Each member of the P&T Committee will independently evaluate each
application. The Committee members will then convene to share their
observations and make recommendations.
2) The Committee can make one of four decisions: Ineligible; Deferral; Positive
Decision; and Negative Decision (see PSU’s
3) When a decision on an application has been made by the Promotion and
Tenure Committee, the members will record their recommendations on a form
provided by the Office of Academic Affairs (see PSU’s Guidelines)
25
This form will be forwarded to the Chair of the faculty member being reviewed,
together with a letter of recommendation.
g.
Action of the Chair of the Department
1) Review justification for deferral at the faculty member’s request and decision at
the for deferral made by the Committee. For annual appointment faculty being
deferred, review the Committee’s report, add any additional evaluation and
discuss with the faculty member.
2) Independently make his or her own tentative evaluation of the candidate before
examining the recommendation made by the Committee. (The candidate’s
notebooks will be accessible to both the Chair and the committee during the same
period of time.)
3) After receiving the P&T Committee’s recommendations, the Department Chair
will make his or her recommendations to the Dean of the GSE and provide
copies of the P&T Committee and Department Chair’s letter to the candidates
by December 1 (see PSU’s guidelines).
4) After receipt of the Dean’s recommendations, the Department Chair will inform
the faculty member in a timely manner.
h. Independent Evaluation
The P&T Committee is a recommending body; its recommendations, based on considerable
study and effort, are taken seriously by the Department chair, the Dean
of the GSE, the Provost, and the President. In the event that the Committee’s
recommendations are not followed, the Committee may request a hearing with the
Department Chair and/or the Dean of the GSE. If there is disagreement among the P&T
Committee, department Chair, and/or the Dean as to the recommendation to be
made to the Provost, the Dean’s Advisory Committee shall do an independent evaluation
and submit its recommendation to the Dean.
i.
Candidate’s Appeal
When individual faculty members wish to appeal a decision made by the President on
their promotion or tenure, they should follow the procedures outlined in the
Portland State University Policies and Procedures for the Evaluation of Faculty
Members for Tenure, Promotion and merit Increases, available through the
Department Chair or the Dean of the GSE.
j.
Feedback to Candidate
If requested by the candidate, independent feedback conferences will be provided by
the P&T Committee Chair and by the Department Chair.
13.2 Applicant Guidelines on Promotion and Tenure
In addition to information indicated in 1.d (above), each eligible faculty member who wishes
to be considered for promotion and/or tenure will be asked to submit a single, three-ring
portfolio that consists of a self-appraisal and a series of appendices. The portfolio will begin
with the candidate’s self-appraisal (no more than 2500 words) that
a. describes how the scholarly agenda relates to the department’s academic mission within
the context of the university mission and the discipline as a whole;
b. articulates the candidate’s teaching philosophy and scholarly agenda
c. summarizes the quality and significance of the candidate’s research, teaching, and
community outreach/governance and other professionally related services; and
d. projects future work.
The self-appraisal should refer the reader to the appendices that follow. The appendices serve to
substantiate the candidate’s self-appraisal, and examples of the kind of documentation that might
be included are provided in subsequent pages of this document.
The portfolio will be completed and submitted by the date specified by the P&T Committee.
Because the material submitted for consideration must fit into one notebook (for the purpose
of making the Committee’s task of reading and e need not document every listed item under
each category. No faculty member, however,
should list an item that cannot be documented with available materials. The Committee,
Department Chair, Dean of the GSE, or Office of Academic Affairs may request documentation
of items listed but not included in collated materials.
The following are examples of documentation that might be used in the notebook:
a. Research and Other Creative Activities (Research)
1) Research
Documentation includes accomplishments in research and published
contribution to knowledge and other professional or creative activities that is
consistent with the faulty member’s responsibilities. Consideration should
include whether or not the individual's contributions reflect a) continuous
engagement in research, and b) future promise. Criteria for evaluation include:
a) mastery of existing knowledge, b) appropriate use of methodology and
resources, c) effectiveness of communication, d) significance of results, and e)
ethical research methodology.
External peer review of research contribution (required).
Scholarly books and monographs
Refereed publications of articles and monographs by professional
journals and organizations. The stature of the publication (national vs.
local, professional standing) should be taken into account.
Non-refereed publications of articles and monographs.
Refereed papers presented at meetings of professional organizations.
The stature of the organization (national vs. local, professional
standing) should be taken into account.
Non-refereed papers presented at meetings of professional
organizations.
Scholarly writing or research accepted for publication.
Scholarly writing or research in progress.
Citations of work, reprints in collected works
2) Creative achievements
Software, music, films, television, radio, drama, dance, videotape,
computer, other media, and other creative products clearly related to
the faculty member's area of professional expertise. An external peer
27
review report is required if this category is of major importance in the
deliberations.
3) Collaborative, interdisciplinary, and inter-institutional research
Program description, list of collaborators
Program evaluations
Letters of support
4) Honors, awards, and research service
Editorships of refereed journals
Editorial boards of refereed journals
Grant application peer review
Office and committees in professional organizations
Honors and awards of recognition
5) Grants and contracts involving research
The scale and stature of the work (national, regional, or state) should be taken
into account.
Grants and contracts funded
Grants and contracts proposed
b. Teaching, mentoring, and curricular activities (Teaching)
Documentation of accomplishments in teaching, mentoring, and curricular activities
that is consistent with the faculty member's responsibilities. Considerations should
include whether or not the individual's contributions reflect (a) creative and effective
use of innovative teaching methods, curricular innovations, and software
development, (b) publishing in pedagogical journals or making educationally focused
presentations at disciplinary and interdisciplinary meetings, and (c) mentoring
students by providing student, thesis and dissertation advising. Criteria for
evaluation include: (a) clarity of goals, particularly contributions to larger curricular
goals, (b) mastery of existing knowledge, (c) use of variety of instructional
approaches, (d) significance of instruction, and (e) consistent ethical behavior.
It is strongly recommended that the following items be considered in the evaluation
of teaching and curricular accomplishments:
1) Publications reflecting innovative teaching methods and curricular
innovations or papers presented at local, state, regional and
national/international meetings at disciplinary or interdisciplinary meetings
that advance the scholarship of teaching.
2) Courses taught-Summary of courses taught, including course numbers
and titles, dates and numbers of students.
3) Formal student evaluations
Results of assessments of student learning
Summaries of course evaluations completed by students
Letters or comments written by students
activities
Brief candidate reflection on student evaluations
4) Peer review of teaching, mentoring, and curricular
28
Letters of documentation from faculty and other professionals
describing these activities
5) Outlines, syllabi, and other materials such as a videotape or web site that
document instruction.
6) Contributions to courses or curriculum development
Teaching and mentoring students and others in how to obtain access
to information resources to further student, faculty, and community
research and learning.
7) Contributions to the development of collaborative, interdisciplinary,
university studies, extended studies, and inter-institutional educational
programs.
8) Professional development as related to instruction (e.g., attendance at
professional meetings related to a faculty member's areas of instructional
expertise)
Attendance at in-service educational programs provided by the GSE
and the University.
Description of other efforts to keep current in the faculty member's
area of expertise.
9) Honors and awards for teaching
10) The results of creative approaches to teaching methods and techniques,
including the development of software and other technologies that
advance student learning.
11) Grant proposals and grants for the development of curriculum or teaching
methods and techniques.
12) The results of supervision of students, student research or other creative
activities including theses, or dissertations.
For each research project and creative activity provide student name,
title of paper/activity, date completed, and the role played by the
faculty member in the activity.
Identify student research and creative activities, which have received
honors or awards.
List of advisees by program or degree.
13) The results of supervision of student teaching, practicum, and/or service
learning experiences in the community
14) Accessibility to students
Ability to relate to a wide variety of students for purposes of advising
Mentoring and guiding students toward the achievement of curricular
goals
15) Contributions to, and participation in, the achievement of department goals,
such as achieving reasonable retention of students or developing an effective
advising system
29
c. Community Outreach/ Governance and Other Professionally Related Services
1) Community Outreach
A significant factor in determining a faculty member's advancement is the
individual's accomplishments in community outreach when such activities
are part of a faculty member's responsibilities. Scholars can draw on their
professional expertise to engage in a wide array of community outreach. Such
activities can include defining or resolving relevant local, national, or
international problems or issues. Community outreach also includes planning
literary or artistic festivals or celebrations. PSU highly values quality
community outreach as part of faculty roles and responsibilities.
Note: all external activities are community outreach in the sense intended
here. For example, faculty members who serve as jurors, as youth leaders and
coaches, or on the PTA do so in their role as community citizens. In contrast,
community outreach activities that support promotion and tenure
advancement fulfill the mission of the department and of the University and
utilize faculty members' academic or professional expertise.
The setting of Portland State University affords faculty many opportunities
to make their expertise useful to the community outside the University.
Community based activities are those which are tied directly to one's special
field of knowledge. Such activities may involve a cohesive series of activities
Contributing to the definition or resolution of problems or issues in society.
These activities also include aesthetic and celebratory projects. Scholars who
engage in community outreach also should disseminate promising
innovations to appropriate audiences and subject their work to critical review.
Departments and individual faculty members can use the following guidelines
when developing appropriate community outreach. Important community
outreach can include:









Collaboration with schools, agencies, and other community
institutions in program development, evaluation, and other capacities. 

Contribution to public policy through service on committees,
consultation, testimony, and so on. 
Helping to facilitate change in organizations or institutions. 


Participation in and service on boards, commissions, and committees
outside the university. 

Offering professional services such as consulting (consistent with the
policy on outside employment serving as an expert witness, or
providing clinical services. 

Engaging in public speaking such as lectures, television or radio
appearances, and so on. 
Serving in continuing education community projects. 


Participation in international programs that are not a part of a normal
assignment. 

Documentation of interdisciplinary and/or inter-institutional
cooperative activity, which serves the external community. 
30

Other forms of service to the community, such as work with religious
organizations, social agencies, political action committees, charitable 
organizations, and other community groups.
Faculty and departments should evaluate a faculty member's community
outreach accomplishments creatively and thoughtfully. Contributions to
knowledge developed through community outreach should be judged using
the criteria for quality and significance of scholarship (see II.D). It is strongly
recommended that the evaluation consider the following indicators of quality
and significance:






Publication in journals or presentations at disciplinary or
interdisciplinary meetings that advance the scholarship of
community outreach. 

Honors, awards, and other forms of special recognition received for
community outreach 

Adoption of the faculty member's models for problem resolution,
intervention programs, instruments, or processes by others who seek
solutions to similar problems 

Substantial contributions to public policy or influence upon
professional practice 
Models that enrich the artistic and cultural life of the community 


Evaluative statements from clients and peers regarding the quality
and significance of documents or performance produced by the faculty
member. 

2) Governance and Other Professionally Related Services
Participation in campus governance, community and professionally-related
service is an expectation for all faculty. While such activity is not
considered a scholarly activity per se, such participation is essential to
creating a collegial environment that supports scholarly excellence and the
achievement of the GSE and University missions. All faculties must do their
fair share of governance and other professionally-related service to be
awarded tenure and/or be promoted in rank.
Governance and professionally-related service activities may
include the following activities and forms of documentation:






Committee and Other Forms of Collegial-Governance
Descriptions of service on program, department, school
and university committees, including continuing education 

Letters from committee chairs on your behalf, indicating
your contributions 

Descriptions of individual contributions outside of
committees 
Letters of application from administrators 



Other contributions to program, department, school and
university development 
Contributions to student organizations (advisor, etc.) 
31






Participation in PSU chapters of professional organizations
(offices, held, etc.) 

Participation in new student orientation, faculty orientation,
and other special events 

Contributions to AAUP and other university-wide
governance groups 
Continuing Education 

Service to the profession
 Service as an officer of a professional organization 

Organizing the program and/or facilities for a professional
meeting 

Other forms of service to the profession that do not engage
an individual’s scholarship 
14 NTTF Review and Promotion Committee
14.1 NTTF Committee
The NTTF Committee will be school-wide comprised of NTTF and Tenured/Tenure-Track
(T/TT) faculty. Each department will elect the NTTF and T/TT faculty committee members
and elect one alternate member. Elected faculty from each Department will serve a twoyear, staggered term. A committee member will chair the NTTF Committee for one year,
with the chair and chair-elect being elected by the Committee from among the continuing
members of the Committee.
14.1.1 Departments will provide NTTF members in proportion to the number of NTTF in that
department in the current year.
•
If a department has no NTTF then they do not need to provide committee
members.
•
If a department has 1-3 NTTF then the department elects and provides 1
committee member who is a NTTF member.
•
If a department has 4 - 6 NTTF then they elect and provide 2 committee
members; one who is a NTTF member and one who is a T/TT faculty member.
•
If a department has 7 or more NTTF then they elect and provide 3 committee
members; two who are NTTF and one who is a T/TT faculty member.
14.1.2 NTTF and T/TT members who are assigned to a department on a 0.50 FTE basis or
more are eligible to be considered for election as the department's representative on
the Committee. However, the Department Chair is not eligible.
14.1.3 NTTF and T/TT faculty members who are assigned to the GSE on a 0.50 FTE basis or more
and hold academic or research rank in a department are eligible to vote for the
department representatives to the NTTF Committee in one department.
14.1.4 During April of each year departments will elect their NTFF Committee representatives.
The Department Chair shall notify all faculty who are eligible for election to the
Committee. The Chair will then prepare a list of eligible faculty members that includes
both name and rank. The Chair or a ballot committee within the department then
prepares and distributes a secret written ballot to all department faculty eligible to
vote. Ballots must be returned within a designated period of not less than two weeks.
Ballots may be distributed on paper or electronically. The department ballot committee
shall count the ballots. A simple majority suffices to determine the department's elected
representative(s). No faculty member may serve more than two consecutive terms. In
the event that a Committee member is standing for promotion or otherwise unable to
serve, the alternate from that department will replace that member.
15 Annual Review of NTTF
15.1 Notification
15.1.1 By April 14 the Dean’s office will notify all NTTF who are subject to annual review to submit
the materials listed below in Section 15.5 by the due date to the NTTF Committee. NTTF
on multi-year contracts will be reviewed on the schedule stated in their letter of approval
of multi-year contract. NTTF who receive two–year multi year contracts are reviewed in
the first year of the multi-year contract. NTTF who receive three-year multi-year contracts
are reviewed in the second year of the multi-year contract.
15.1.2 The Dean's office will forward the job position/description for NTTF for annual review
to the Department Chair and the Chair of the NTTF Committee by October 1.
15.2 New faculty
15.2.1 Annual reviews are not conducted for new faculty who are in their first year and
whose appointment did not carry with it credit for previous work elsewhere. The
Department Chair will notify newly hired NTTF during their first term of teaching of
the review process, which will include an observation of their teaching, review of the
course syllabi and materials, and a written one- to two-page review of teaching and
course material by an appropriate faculty member appointed by the Department
Chair.
15.3 Annual contract
15.3.1 NTTF on an annual contract shall be reviewed each year by the NTTF Committee. The
purpose of this review is to help the faculty member prepare for consideration for
promotion at a later date and discuss NTTF recommendations for continued
development. The Committee shall provide a report to the faculty member and the
appropriate department chair and also schedule a meeting with the NTTF member to
review the report.
15.4 Digital personal narrative
15.4.1 NTTF should submit a digital personal narrative that reflects all the areas of work as
described in their job description including as appropriate : a) research and creative
accomplishments; b) teaching; c) community outreach/governance and other
professionally related service. All NTTF should provide evidence of ability to work
effectively with individuals from and topics related to diverse populations. The
overview also includes future goals and support needs. The personal narrative should
be no more than 1500 words, double-spaced and 12 point font.
15.5 Review materials included with personal narrative should be submitted digitally
1) Current curriculum vitae that is organized by applicable categories in the
current Portland State University Promotion and Tenure Guidelines on the
GSE website.
2) Report of relevant professional activities since last review that support job
performance
3) For instructional faculty, a reflective analysis by the faculty member of
quantitative summaries of student evaluations of teaching since the last review
include analysis of all categories on the course evaluation form by course.
5) For instructional faculty in their first two years of teaching and every three
years after that an additional component of the annual review should be a
one-to-two page narrative review of teaching and course material written by
an appropriate faculty member appointed by the Department Chair. For
research faculty, the narrative review should be conducted by the principal
research supervisor and include publications or other creative activities.
15.6 NTTF Committee reviews
15.6.1 Copies of the past three NTTF Committee reviews and recommendations should be
attached to these materials. Until 2017-18, reviews completed by the prior
department Fixed Term Committee should be included.
15.7 Curriculum vitae
15.7.1 NTTF should submit an up-to-date Curriculum Vitae that is organized by applicable
categories in the current PSU Promotion and Tenure Guidelines on the GSE website.
15.8 NTTF Committee letter
15.8.1 The NTTF Committee reviews the annual review materials submitted by the NTTF
member and prepares a letter that is tied to duties specified in the position
description.
15.8.2 The NTTF Committee meets with NTTF to share the letter and discuss career support.
15.8.3 After meeting with the NTTF being reviewed, the committee finalizes the letter.
15.8.4 The committee identifies and discusses sources of professional development for the
faculty member being reviewed.
15.8.5 The NTTF member may respond in writing to the NTTF Committee’s letter and this
written statement will be submitted to the Department Chair along with the NTTF
Committee’s letter.
15.9 Department Chair cover letter
15.9.1 The Department Chair (and CE/ED Director where appropriate) reviews the NTTF
committee letter.
15.9.2 The Department Chair (and CE/ED Director where appropriate) will write a cover
letter, which verifies specific areas of strengths and areas needing improvement and
affirms any steps the faculty member should take to improve.
15.9.3 In all cases, the Department Chair's (and CE/ED Director’s where appropriate) letter
will be tied to the duties specified in the faculty member's position description. These
duties may include instruction, research/scholarship, university service and
professional service.
15.10
Copy of cover letter to faculty member
35
15.10.1 By March 1, the Department Chair and/or CE/ED Director will provide the faculty
member a copy of the cover letter and provide an opportunity for a written response if
the candidate disagrees with the Department
15.10.2 NTTF being reviewed may submit a written response to the Department Chair, and/or
CE/ED Director and/or request a meeting by March 8th.
15.11
Final review
15.11.1 Department Chair and/or CE/ED Director submits final review to NTTF member; and
the Dean and puts a copy in the faculty member/s file by March 15th.
15.11.2 The final review includes the NTTF Committee written letter and the Department
Chair's and/or CE/ED Director cover letter.
15.12
Review procedures for NTTF on multi-year contracts
15.12.1 During the first six annual appointments, a NTTF member of .50 or higher must be
reviewed each year. NTTF members should be considered for a multi-year contract
consistent with the negotiated agreement .
15.12.2 Faculty on multi-year appointments shall be reviewed at least every three years
although the faculty member may request more frequent reviews. NTTF who
receive two–year multi year contracts are reviewed in the first year of the multiyear contract. NTTF who receive three-year multi-year contracts are reviewed
in the second year of the multi-year contract. The letter of hire for all NTTF on
multi-year contracts will specify the year of review.
16 Promotion Review of NTTF
16.1 NTTF eligibility for promotion
16.1.1 GSE NTTF members will be eligible for consideration for promotion if they meet the
criteria designated in Portland State University Policies and Procedures for the
Evaluation of Faculty Members for Tenure, Promotion and Merit Increases (April 23,
2014 guidelines) and the criteria as described in Sections 1 and 2 of these guidelines for
instructional NTT faculty and NTTF research positions and research faculty.
16.2 Notification
16.2.1 As described under section 1.b of these GSE guidelines, by April 14 of the academic
year prior to consideration, the Dean shall prepare the faculty career list of all faculty.
The section for NTTF will contain current rank, date of last appointment, time in rank,
and eligibility for promotion; and nature of appointment (i.e., instructional or
research NTTF). The Dean shall submit this list to the incoming Chair of the NTTF
Committee, the Department Chairs, and all faculty by the above date.
16.2.2 The Dean's office will send promotion notification letters to eligible NTTF faculty
regarding their status and eligibility to apply for promotion by April 14 (per GSE
Promotion and Tenure Guidelines.)
16.2.3 Upon receipt of the promotion notification letter, each NTTF member shall submit
notification of intent to apply or defer promotion to the Dean’s office and Chair of the NTTF
committee by May 15.
16.3 Applicant's action for promotion
16.3.1 A faculty member who wishes to be considered for promotion shall provide the NTTF
Committee the following
A Statement of Intent: An indication that he/she wishes to be considered
(previously submitted).
1) A Faculty Curriculum Vita, prepared in keeping with the guidelines in Appendix I
of the PSU's Policies and Procedures guidelines of June 12, 1996, as amended July
2009 and April 7, 2014.
2) A digital portfolio, discussed in greater depth later, which is based on the
candidate’s job description, documents appropriate achievement in one or more
of the
following areas: a) research and/or creative accomplishment, b) teaching, c)
community outreach/governance and other professionally related service
16.4 External peer review of NTTF
16.4.1 An external peer review, as outlined in the PSU Policies and Procedures for the Evaluation of
Faculty Members for Tenure, Promotion and Merit Increases (April 23,
2014 guidelines) and that reflects the NTTF member’s job description will be developed
and implemented for NTTF candidates seeking promotion to the rank of Professor of
Practice.
An external peer review is optional and may be requested in writing by NTTF applying
for promotion to the rank of Associate Professor of Practice or by the Chair of the
NTTF Committee. The decision to develop and implement an external peer review
process will be made by the Chair of the NTTF Committee and the NTTF candidate.
16.5 NTTF Committee action for promotion reviews
16.5.1 Each member of the NTTF Committee will independently evaluate each application.
Reviews must take into account job-relevant evaluation criteria in keeping with those
specified in the NTTF member’s appointment letter. The Committee members will then
convene to share their observations and make recommendations.
16.5.2 The Committee can make one of three decisions: Ineligible; Deferral; Positive Decision.
(See PSU's Guidelines for procedures, amended April 7, 2014).
16.5.3 When a decision on an application has been made by the NTTF Committee, the members
will record their recommendations on a form provided by the Office of Academic Affairs
(see PSU's guidelines, amended April 7, 2014). This form will be forwarded to the Chair of
the NTTF member being reviewed, together with a letter of recommendation.
16.6 Action of the Department Chair
16.6.1 For NTTF being evaluated for promotion, the chair will review the Committee's report, add
any additional evaluation, and discuss the evaluation with the faculty member.
37
16.6.2 After receiving the NTTF Committee's recommendations, the Department Chair will make
his or her recommendations to the Dean of the GSE and provide copies of the
NTTF Committee’s letter and the Department Chair’s letter to the NTTF candidate by
December 1 (see PSU's guidelines)
16.6.3 16.6.3 The Dean will review the NTTF member’s portfolio and letters from the NTTF
committee and the Department Chair and write a letter with recommendations. The Dean’s
office will submit the portfolio, NTTF committee, Committee Chair, and Dean’s letter to the
Provost’s office by second Monday in February.
16.6.4 After receipt of the Dean's recommendations, the Department Chair will inform the faculty
member in a timely manner.
16.7 Independent evaluation
16.7.1 The NTTF Committee is a recommending body. Its recommendations based on
considerable study and effort, are taken seriously by the Department Chair and the Dean of
the GSE. In the event that the NTTF Committee's recommendations are not followed, the
NTTF Committee may request a hearing with the Department Chair and/or the Dean of the
GSE. If there is disagreement among the NTTF Committee, Department Chair, and/or the
Dean as to the recommendation to be made to the Provost, the Dean's Advisory Committee
shall do an independent evaluation and submit its recommendation to the Dean.
16.8 Candidate's appeal
16.8.1 When individual faculty members wish to appeal a decision made by the President on their
promotion, they should follow the procedures outlined in the Portland State University
Policies and Procedures for the Evaluation of Faculty Members for Tenure, Promotion and
Merit Increases, available through the Department Chair or the Dean of the GSE.
16.9 Feedback to candidate
16.9.1 If requested by the candidate, independent feedback conferences will be provided by the
NTTF Committee Chair and by the Department Chair.
17 NTTF Applicant Guidelines for Promotion
17.1 Portfolio
17.1.1 In addition to information indicated above, each eligible NTTF member who wishes to be
considered for promotion will be asked to submit a digital portfolio that consists of a selfappraisal and a series of appendices. The portfolio will begin with the candidate's selfappraisal (no more than 2500 words) that describes merit, value, and impact based on job
description.
17.1.2 The appraisal and portfolio:
•
Describes applicant’s accomplishments and responsibilities that align with the description
of the rank to which they seek promotion as provided in these guidelines (see sections 1 and
2).
•
Describes how the applicant’s work as defined in the job description relates to the
department's academic and/or research mission within the context of the university
mission as a whole;
•
If relevant to the applicant’s job description, articulates the applicant’s teaching
philosophy and/or scholarly agenda;
•
If relevant to the applicant’s job description, summarizes the quality and significance
of the applicant’s a) research and/or creative accomplishments b) teaching, and c)
community outreach/governance and other professionally related services and
projects future work
•
All NTTF should provide evidence of ability to work effectively with individuals from
and topics related to diverse populations.
•
The self-appraisal should refer the reader to the appendices that
follow the applicant’s self-appraisal. The appendices serve to
substantiate the candidate's self-appraisal,.
17.1.3 Because the material submitted for consideration must fit into a digital portfolio
(for the purpose of making the Committee's task of reading and evaluation
manageable), faculty members need not document every listed item under each
category. No faculty member, however, should list an item that cannot be
documented with available materials. The Committee, Department Chair, Dean of
the GSE, or Office of Academic Affairs may request documentation of items listed
but not included in collated materials.
17.1.4 Digital Portfolio will include:
1) Current curriculum vitae following applicable sections of the PSU
Promotion and Tenure Guidelines.
17.1.5 Other materials submitted by the NTTF member in the portfolio should relate
to the faculty member's duties as outlined in the position description. For
example:
1) Report of relevant professional activities that support job performance.
2) For instructional faculty, a reflective analysis by the faculty
member of quantitative summaries of student evaluations of
teaching Include analysis of all categories on the course evaluation
form by course.
3) For research faculty, a review should be conducted by the principal
research supervisor and include publications or other creative activities.
17.1.6 Additional review materials for those NTTF seeking promotion could include:
1) Results from classroom observations of NTTF instructional faculty
being reviewed.
2) Statement from NTTF or TT/T faculty overseeing a program, course or
course sequence.
3) Letters from university/professional colleagues evaluating the quality
and extent of NTTF member's professional service.
4) Letters from community partner professional colleagues evaluating the
quality and extent of NTTF member's professional service.
5) Letters or comments written by students.
6) Additional materials which the faculty member considers to be relevant
(refer to the GSE Promotion and Tenure Guidelines).
17.2 Submission deadline
17.2.1 The portfolio will be completed and submitted by the date specified by the
NTTF Committee.
18 Yearly Timeline for NTTF Annual and Promotion Reviews
The annual timeline of steps in review of NTTF is shown in the following table.
Date
Who
Action
April
GSE Departments
Elect faculty representatives to NTTF Review
and Promotion Committee
April
GSE Dean
Disseminate faculty career list to P&T
Committee Chair, NTTF Committee Chair and
Department Chairs, includes NTTF at .50 or
higher. List indicates NTTF for annual reviews
and NTTF eligible for promotion review.
April14
GSE Dean
Sends annual review notifications to eligible
NTTF.
April 14
GSE Dean
Sends promotion review notifications to
eligible NTTF regarding status and eligibility
for promotion
May 15
Eligible NTTF
Submit notification of intent to apply or defer
for promotion to Dean, Dept. Chair and Chair
of NTTF Committee.
Dean and Chair of
NTTF Committee
If NTTF assistant professor of research
intends to apply for promotion to associate
professor of research or higher then Dean and
Chair of NTTF notifies the GSE Promotion and
Tenure Committee Chair and GSE P&T will
conduct the review.
Sept. 23
NTTF Eligible and Submit promotion review portfolio to NTTF
seeking promotion Committee Chair
Oct. &
Nov
NTTF Committee
Conduct promotion reviews for NTTF
(research positions, instructors, professors of
practice)
Oct. I
GSE Dean
Forward job position/description for NTTF
for annual review to Department Chair and
Chair of NTTF Committee
Oct 1
GSE Dean or
Provide written notice to NTTF Chair and
Oct. 1
Department Chair
NTTF members regarding annual review
Department Chair
Appoints faculty member to review teaching
and course materials for instructional faculty
in first two years of service. This occurs at
least one year prior to a NTTF candidate
seeking promotion
Nov. 15
NTTF
Submits annual review materials to NTTF
Chair (unless in a promotion review). Include
self-appraisal, vita, and copies of prior annual
reviews.
3'd Mon
NTTF Chair
Submits promotion recommendations to
Department Chair
Dec 1
Dept Chair
Reviews NTTF promotion recommendations
and writes a letter stating the Chair’s review
and recommendation for each NTTF seeking
promotion
Dec. 15
Dept Chair
Notify NTTF seeking promotion the NTTF
Committee’s promotion recommendations
Dec-Jan
NTTF Committee
Conducts annual review of NTTF
Jan 8
Dept Chair
Notify Dean of NTTF promotion
recommendations and Dept Chair’s
review/recommendations
Feb 1
NTTF Committee
Drafts written report identifying areas of
strength, and areas needing support for NTTF
annual reviews
Nov.
nd
2 Monday
of February Dean’s Office
NTTF committee, Department chair, and Dean’s
recommendations and the NTTF portfolios are
submitted to the Provost
Feb 15
NTTF Committee
Holds individual meetings with FT faculty to
share review report and discuss career
support.
March 1
Department Chair
Reviews NTTF letter, prepares Chair’s cover
letter and provides NTTF member with a copy
of the letters
March 8
NTTF
May submit written response to Department
Chair and/or request meeting within one
week following receipt of Department Chair’s
letter
March 15
Department Chair
Submits final review to NTTF and Dean