University College
Zayed University
Guidelines for Faculty Promotion
1. University College will adhere to Zayed University’s policies on Evaluation of Faculty
Performance and Faculty Promotions when considering faculty for promotion in academic rank.
Faculty seeking promotion should therefore consult the following documents on the Zayed
University, Human Resources (University Policies & Procedures) Intranet:
(a)
(b)
(c)
(d)
HR-FAC-01 Policy - Academic Rank and Promotion for Faculty
HR-FAC-01 Procedures – Academic Rank and Promotion for Faculty
HR-FAC-03 Policy – Evaluation of Faculty
HR-FAC-03 Procedures – Evaluation of Faculty
2. The Dean will appoint a University College Faculty Promotion Advisory Committee (UCFPAC)
to review and evaluate applications for promotion, and to submit its comments and
recommendations to the Dean.
Normally this committee will comprise of University College faculty at the rank of Professor, and
with representation from both the Abu Dhabi and Dubai campuses. Experienced Associate
Professors will be eligible to serve on UCFPAC, even Chair it. In the situation that the candidate
is seeking promotion from Associate to full Professor it will be faculty at the rank of full
Professor who will make the recommendation to the Dean. The committee will elect one of its
members to the position of Chair, and one of its members to the position of Secretary. Promotion
recommendations result from simple majority votes.
3. Faculty become eligible for promotion to a higher rank upon providing satisfactory evidence of
achievements which fulfill the University criteria for the higher rank (see Policy HR-FAC-01).
Additional criteria may be specified by University College provided that these do not conflict
with the University criteria. Faculty members who do not meet the criteria for time-at-rank should
submit a pre-application, to determine their eligibility for consideration for promotion, to the
Dean of University College who will then make a recommendation to the University’s Provost.
4. Evaluation of faculty for promotion in rank is guided by both the Zayed University mission,
“Zayed University will prepare qualified graduates who are able to contribute to building the nation
through offering specializations and programs of study which match international standards and by
providing an excellent learning environment to strengthen the role of the university as a leader in the
progress of scientific research and community service.”
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and the University College mission,
“University College offers high quality foundational education, the Colloquy, to students
and prepares them for their future majors and eventual employment. The experience
instills in the students a desire for lifelong learning, fosters intellectual curiosity, and
engenders critical thinking.”
and the extent to which the faculty member has contributed to both Zayed University and
University College in achieving these missions.
5. Candidates for promotion must submit an electronic version of their Promotion Dossier
(Portfolio) to the Dean of University College by the date published on the University’s annual
Calendar of Personnel Actions. The Promotion Dossier must be consistent with the format
specified by the template “Format for Promotion Dossiers” in Appendix A of Procedures HRFAC-01 ((Date Last Revised: 28 January 2008). Materials should be categorized according to this
format, including those related to teaching effectiveness, research and scholarship activity, and
University/College service since last promotion. The Dean’s office will then add Section III
(Results of Review by the University College Faculty Promotion Advisory Committee) and
Section IV (Recommendation of the Dean). The candidate’s current Curriculum Vitae (Section
VI) must be submitted in standard SEDONA format; the candidate may also choose to include an
additional copy of their Curriculum Vitae in an alternative format.
Additionally, candidates for promotion must include a complete record of their “Annual
Performance Review” documents and “Classroom Observation Reports” accumulated during
their period of employment at Zayed University. If the candidate has not retained personal copies
of these documents, copies are available from the University College Dean’s Office where they
are retained in the College Personnel File (see Procedures HR-FAC-03).
Supporting materials, such as books, journals, and copies of articles or creative work, may be
submitted with the Promotion Dossier to the Dean’s office, where they will be available for
review by a member of the UCFPAC or University Faculty Promotion Advisory Committee
(UFPAC) if requested.
6. As specified in the University Policy document HR-FAC-01, the promotion candidate’s
achievements in research and scholarly activities will be submitted to “at least two and not more
than three” External Reviewers for assessment. The evaluative commentary from the External
Reviewers shall be limited to a candidate’s research and scholarly accomplishments. Candidates
for promotion should submit a short list of names and contact information of 3-5 external
reviewers to the Dean. External Reviewers should not have a personal or family association with
the candidate, professional association is acceptable and permitted. Candidates for promotion
should be aware that it is the Dean’s discretion either to contact the reviewers or not from the list
submitted.
The Dean reserves the right to select the External Reviewers from the candidate’s short-list or
from alternative sources.
7. The organizational structure of University College, as a College of Departments, necessitates
formal input from the candidate’s Department Chair to the promotion process. On receipt of the
candidate’s promotion dossier the Dean’s Office will submit a request to the candidate’s
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Department Chair for a letter of recommendation in support, or otherwise, of the candidate’s case
for promotion. This letter of recommendation will be included in the copy of the promotion
dossier which is subsequently presented to UCFPAC and UFPAC.
If the Department Chair does not support the candidate’s application for promotion, it is expected
that the candidate will be informed of the Department Chair’s decision prior to the promotion
dossier being presented to UCFPAC. The candidate will then be given the opportunity to decide
whether to withdraw his/her application for promotion or to request that the promotion dossier is
presented to the members of UCFPAC for their review and recommendation to the Dean.
In case of a Department Chair seeking promotion, the support for the candidate will be
documented in a letter from the Associate Dean resident on the campus of the Chair.
8. When making promotion recommendations to the Dean, the University College Faculty
Promotion Advisory Committee evaluates the candidate’s performance and contributions in each
of the three primary domains of faculty activity:
(a) Teaching and teaching-related activities.
(b) Research and scholarly activities.
(c) University and professional service, and outreach activities.
None of these primary domains of faculty activity lends itself easily to numerical
measure. Rather, candidates for promotion are expected to show a pattern of attention to
improvement, and to increasing professional visibility and accomplishment in all areas of
their work. Assessment of the strengths, and weaknesses, of the candidate’s case for
promotion will also include consideration of the balance and development of the
candidate’s activities throughout their period of employment at Zayed University.
8.1 Teaching & Teaching-related Activities
Teaching effectiveness is a primary factor in the awarding of promotion in rank. Student evaluations of
teaching and classroom observations by the Dean, or the Dean’s designee, will be considered in every
case. Candidates are expected to document (and comment on) their achievements in teaching and
teaching-related activities appropriate to their assigned duties in Zayed University and University
College.
Accomplishments in the domain of teaching and teaching-related activities that might be considered for
inclusion in the candidate’s promotion dossier are:
(i) Creating learning experiences and assessments that reflect integration of discipline-specific
and generic abilities.
(ii) Organizing learning experiences that assist students to achieve learning outcomes.
(iii) Providing feedback directed toward specific abilities and individual need.
(iv) Responding to students with sensitivity to culture and learning style.
(v) Generating student enthusiasm for learning.
(vi) Refining teaching practices based on self-assessment and feedback.
(vii) Integrating research and new knowledge with teaching to shape course content.
(viii) Integrating theory and practice in course design and delivery.
(ix) Creating a variety of opportunities for students to pursue specialized interests.
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(x) Engaging in dialogue about teaching with colleagues.
(xi) Taking leadership in developing materials and professional development
presentations that address curriculum and teaching enhancement.
(xii) Guiding new faculty and advising students.
(xiii) Creating co-curricular and extra-curricular links between classroom learning the
application of learned skills and abilities.
(xiv) Demonstrating appropriate assessment practices.
Faculty performance in the domain of teaching and teaching-related activities will be
rated at one of five levels:
Superior: Achievements in teaching and teaching-related activities rank in quality
and quantity with those of the best faculty at Zayed University.
Excellent: Achievements in teaching and teaching-related activities rank in quality
and quantity at a level well above average at Zayed University.
Good:
Achievements in teaching and teaching-related activities meet College
expectations in all areas at a satisfactory level.
Fair:
Achievements in teaching and teaching-related activities meet College
expectations in most areas, though not every area at a satisfactory level.
Poor: Achievements in teaching and teaching-related activities are below
expectations in many areas and are unsatisfactory overall in meeting
College and University objectives.
8.2 Research & Scholarly Activities
Research and scholarly activities, are also a primary factor in awarding promotion in rank; they will be
carefully considered. In addition to the reviews by UCFPAC members, the recommendations of the
External Reviewers are extremely important in determining the quality of the candidate’s activities.
Scholarly research for promotion purposes at Zayed University is traditionally measured by published
writing. A solid record of scholarship can be evidenced by articles published in refereed journals
respected in the field. The significance of a publication is often determined by the journal’s acceptance
rate and its listing in recognized journals index listings. Candidates for promotion must clarify their role
in joint efforts and describe their research agenda. Refereed conference paper presentations, though
published in conference proceedings, are not valued on the same level as those which are refereed and
published in scholarly journals. The candidate’s publication record should show continuity. When
evaluating candidates for promotion, only research since the last promotion is considered. Candidates are
expected to document (and comment on) their scholarly achievements in activities appropriate to their
assigned duties in Zayed University and University College. Accomplishments in the domain of research
and scholarly activity that might be considered for inclusion in the candidate’s promotion dossier are:
(i) Publishing in an established refereed scholarly journal.
(ii) Presenting research papers at conferences.
(iii) Authoring academic books, authoring textbooks or authoring chapters in books.
(iv) Serving as the editor for scholarly books or serving as the editor of a scholarly
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journal.
(v) Developing connections and collaborations with the professional community.
(vi) Participating in professional development activities for the professional
community.
(vii) Pursuing scholarly activity that integrates the discipline and teaching.
(viii) Maintaining current knowledge in a discipline.
(ix) Pursuing specialized research that advances knowledge in the field or discipline.
(x) Applying specialized research to the needs of the UAE.
(xi) Seeking collaborators in scholarly pursuits.
(xii) Engaging students in research and scholarly activity.
(xiii) Sharing scholarship and new knowledge with faculty colleagues, professionals and
community.
(xiv) Translating, normally a service, may be considered research when the translation is
a major part of an academic project, especially when it involves research and
adaptation of concepts to a second language.
(xv) Evidence of citations of the candidate’s published research by other researchers in
the same field, or by scholars in other fields to which the candidate’s work has
been applied.
Faculty performance in the domain of research and scholarly activities will be rated at
one of five levels:
Superior: Achievements in research and scholarly activities rank in quality
and quantity with those of the best faculty at Zayed University and
other similar institutions.
Excellent: Achievements in research and scholarly activities rank in quality
and quantity at a level well above average at Zayed University and
other similar institutions.
Good:
Achievements in research and scholarly activities meet College
expectations in all areas at a satisfactory level.
Fair:
Achievements in research and scholarly activities meet College
expectations in most areas, though not every area at a satisfactory level.
Poor: Achievements in research and scholarly activities are below
expectations in many areas and are unsatisfactory overall in meeting
College and University objectives.
8.3University & Professional Service and Outreach Activities
University service (inclusive of College and Department service), professional service and outreach
activities are important and valued by Zayed University. Satisfactory service and outreach activities
undertaken by faculty can be internal to the University, external to the University or a combination of
both. To be considered as part of a faculty member’s service obligation for promotion purposes, such
service must be related to the faculty member’s training and professional expertise. Service to the nation
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or community that draws on such expertise will be given special weight. Service beyond the University is
strongly encouraged but it is not a specific requirement for promotion, since it is recognized that not all
faculty have equal opportunities to engage in such expertise-based service in the community or in their
profession. Accomplishments in the domain of service and outreach activity that might be considered for
inclusion in the candidate’s promotion dossier are:
(i) Participation in required meetings and workshops.
(ii) Collaboration with other faculty and staff.
(iii) Implementing College or University goals.
(iv) Identifying, refining and acting upon individual faculty professional development goals.
(v) Making contributions to faculty governance.
(vi) Making contributions that influence the College and the University at large.
(vii) Providing leadership in developing curriculum and learning outcome assessment.
(viii) Creating strategies to enhance effective collaboration within the University.
(ix) Developing connections and collaborations with the professional community.
(x) Participating in professional development activities for professionals and the community.
(xi) Providing translating and interpreting services.
Faculty performance in the domain of service and outreach activities will be rated at
one of five levels:
Superior: Achievements in service and outreach activities rank in quality
and quantity with those of the best faculty at Zayed University and
other similar institutions.
Excellent: Achievements in service and outreach activities rank in quality
and quantity at a level well above average at Zayed University and
other similar institutions.
Good:
Achievements in service and outreach activities meet College
expectations in all areas at a satisfactory level.
Fair:
Achievements in service and outreach activities meet College
expectations in most areas, though not every area at a satisfactory level.
Poor: Achievements in service and outreach activities are below
expectations in many areas and are unsatisfactory overall in meeting
College and University objectives.
9. The University College Faculty Promotion Advisory Committee uses the minimum evaluation
standards stated below for recommending promotion from Assistant Professor to Associate
Professor, and from Associate Professor to Professor:
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From Rank
To Rank
Assistant
Professor
Associate
Professor
Associate
Professor
Full
Professor
Teaching &
Teaching-related
Activities
Excellent*
or
Good*
Excellent**
Research &
Scholarly
Activities
Excellent*
or
Good*
Excellent**
University Service
& Outreach
Activities
Good
Excellent**
or
Good**
* A candidate applying for the rank of Associate Professor must demonstrate at least an excellent
performance in either teaching or research, and at least a good performance in the remaining
areas.
** A candidate applying for the rank of Full Professor must demonstrate an excellent
performance in research and teaching, and at least a good performance in service.
Date
16/12/2014
09/12/2014
22/10/2014
Revision History
Current version approved by the Dean
Proposed in Promotion to Full Professor –
Excellent or Good for both Research and
Service.
Promotion to Associate Professor – Excellent
may be in Teaching and/or in Research
Chair
Annick Durand
Annick Durand
Annick Durand
10.If the University College Faculty Promotion Advisory Committee and/or the Dean of
University College do not support the candidate’s application for promotion, it is expected that
the candidate will be informed of this prior to the promotion dossier being presented to
UFPAC. The candidate will then be given the opportunity to decide whether to withdraw
his/her application for promotion or to request that the promotion dossier is presented to the
members of UFPAC for their review and recommendation to the Provost of Zayed University.
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