Teaching Professor Promotion Procedures, Department of Chemistry

General Provisions

Scope and Purpose. The award of promotion in rank is among the most important and far-reaching decisions made by the Department of Chemistry because an excellent teaching faculty is an essential component of any outstanding institution of higher learning. Promotion decisions also have a profound effect on the lives and careers of teaching faculty. Recommendations concerning promotion must be made thoughtfully, based upon a thorough examination of the candidate’s record and the impartial application of these criteria and procedures.

It is the purpose of this document to promote the rigorous and fair evaluation of a teaching professor’s performance during the promotion process by (a) establishing criteria that express the department’s expectations for meeting University standards in terms of disciplinary practices; (b) providing procedures for the initial evaluation of teaching, scholarship, and service; (c) preserving and enhancing the participatory rights of candidates, including the basic right to be informed about critical stages of the process and to have an opportunity to respond to negative evaluations; and (d) clarifying the responsibilities, roles, and relationships of the participants in the promotion review process.

The Chemistry Department adheres to the minimum requirements established by the Teaching Professor Job Title Series Guidelines. Each level of review, including the initial review and the intermediate review, conducts an independent evaluation of a candidate’s record of performance and makes independent recommendations to the next review level. It is the responsibility of each person involved in the review process to exercise their own judgment to evaluate a teaching professor’s teaching, scholarship, and service based upon the entirety of the data and information in the record. No single source of information, such as peer review letters, shall be considered a conclusive indicator of quality.

Academic Freedom. All teaching professors, regardless of rank, are entitled to academic freedom and the right as citizens to speak on matters of public concern. Likewise, all teaching professors, regardless of rank, bear the obligation to exercise their academic freedom responsibly and in accordance with the accepted standards of their academic disciplines.

Confidentiality and Conflicts of Interest. Consideration and evaluation of a teaching professor’s record is a confidential personnel matter. Only those persons eligible to vote on promotion may participate in or observe deliberations or have access to the personnel file. (An exception to this policy applies to clerical staff, however, who may assist in the preparation of documents under conditions that assure confidentiality).

No person shall participate in any aspect of the promotion process concerning a candidate when participation would create a clear conflict of interest or compromise the impartiality of an evaluation or recommendation. See Nepotism Policy for the College of Liberal Arts & Sciences, and Employment of Relatives.

If a candidate believes that there is a conflict of interest, the candidate may petition to have that person recuse themself. If a committee member does not recuse themself, a decision about whether that person has a conflict of interest shall be made by a majority of the other committee members.

Promotion Standards

General Principles. The University strives for a consistent standard of quality against which the performance of all teaching professors is measured. University criteria for promotion require “demonstration of excellence in the application of evidence-based teaching practices in the classroom and other criteria established at the school/department for teaching, scholarly engagement, and service.”

The nature of teaching professors’ activities varies across the University and a teaching professor’s record must be evaluated considering their particular responsibilities and the expectations of the discipline. Teaching should normally be given primary consideration, but the particular weight to be afforded to each component of a teaching professor’s activities depends upon the responsibilities of the teaching professor, specified in their position description. A teaching professor’s full allocation of duties must equal 100%, and they must be configured within the following percentage ranges: teaching at 60-80%, scholarly engagement at 10-20%, and service at 10-20%.

Timeline for Promotion in Rank and Title. The Department of Chemistry follows the Office of Provost and Executive Vice Chancellor Teaching Professor Job Title Series Guidelines. Assistant teaching professors are evaluated every three years. The second 3rd-year evaluation of an assistant teaching professor must be conducted by the unit as a comprehensive review for consideration of promotion to associate teaching professor. If unsuccessful, an individual may request another review for promotion in subsequent years. An assistant teaching professor is not eligible to be promoted directly to the rank of Teaching Professor.

Associate teaching professors normally remain at the associate rank for 6 years. During the 6th year, the regular 3rd-year comprehensive review must be conducted as a review for promotion to full teaching professor, primarily based on demonstration of excellence in the application of evidence-based teaching practices in the classroom and impacting teaching and learning outside the school/department at the University and/or national level, in addition to other criteria established at the school/department level for teaching, scholarly engagement, and service. If unsuccessful, an individual may request another review for promotion in subsequent years.

Promotion in rank from assistant to associate teaching professor, or associate to full, may occur after one 3-year term in the current rank and only at the time a new limited term appointment is offered after the comprehensive review by the department and school/college level and with the approval of the Provost. Promotion in rank will not occur prior to three years of service as assistant or associate teaching professor, except as otherwise recommended by the Chair/Dean.

Teaching (60-80%). Teaching is a primary function of the University, which strives to provide an outstanding education for its students. The evaluation of teaching includes consideration of syllabi, course materials, and other information related to a teaching professor’s courses; peer evaluations and student surveys of teaching, a candidate’s own statement of teaching philosophy and goals; public representations of teaching; other accepted methods of evaluation, which may include external evaluations; and contributions to course or curriculum transformation efforts and assessment. (See the Center for Teaching Excellence’s Benchmarks for Teaching Effectiveness Framework.)

High-quality teaching is serious intellectual work grounded in a deep knowledge and understanding of the field and includes the ability to convey that understanding in clear and engaging ways.  The conduct of classes is the central feature of teaching responsibilities at KU, but teaching also includes supervising student research, mentoring and advising students, and other teaching-related activities outside of the classroom.

Under the University standards for promotion to associate teaching professor, the record must demonstrate effective teaching, as reflected in such factors as command of the subject matter, the ability to communicate effectively in the classroom, a demonstrated commitment to student learning, and involvement in providing advice and support for students outside the classroom. As appropriate, growth as an educator could be judged through implementation and testing of teaching methods considered as innovative in the context of current methods/efforts from the field.

In the Department of Chemistry, the candidate must meet the following University standard for promotion to the rank of associate teaching professor:

• Demonstration of excellence in the application of evidence-based teaching practices in the classroom.

In addition, the candidate should meet one or more of the following teaching expectations for promotion to the rank of associate teaching professor:

• Engage in the building or redesign of on-line or in-person courses and/or lab experiences
• Demonstrated effectiveness in supervising, mentoring and/or advising students related to their teaching duties and/or scholarship in the field of chemistry.
• Participation in broader teaching innovations (e.g., participation in CTE activities, developing curriculum designed with goals and initiatives centered on Diversity Equity, Inclusion, and Belonging (DEIB))
• Provide professional development opportunities to the department and/or wider campus community (e.g., share teaching innovations, techniques, experiences, etc.)
• Participate or lead activities that impact teaching and learning outside the school/department at the University and/or at the national level.

Under the University standards for promotion to the rank of full teaching professor, the record must demonstrate continued effectiveness and growth as a teacher.  This should be reflected in mastery of the subject matter, strong classroom teaching skills, an ongoing commitment to student learning, and active involvement in providing advice and support for students outside the classroom.

In the Department of Chemistry, the candidate must meet the following University standard for promotion to the rank of full teaching professor:

• Demonstration of excellence in the application of evidence-based teaching practices in the classroom and demonstration of contributions to teaching and learning that make positive impacts beyond the school/department at the University and/or national level.

Additionally, the candidate should meet two or more of the following teaching expectations for the promotion to the rank of full teaching professor:

• Engage in the building or redesign of on-line or in-person courses and/or lab experiences
• Demonstrated effectiveness in supervising, mentoring and/or advising students related to their teaching duties and/or scholarship in the field of chemistry.
• Participation in broader teaching innovations (e.g., participation in CTE activities, developing curriculum designed with goals and initiatives centered on Diversity Equity, Inclusion, and Belonging (DEIB))
• Provide professional development opportunities to the department and/or wider campus community (e.g., share teaching innovations, techniques, experiences, etc.)
• Participate or lead activities that impact teaching and learning outside the school/department at the University and/or at the national level.

Scholarship (10-20%). Scholarship should be evaluated according to individual teaching professor’s workload requirements. The concept of “scholarship” encompasses not only traditional academic research and publication, but also any other products or activities accepted by the academic discipline as reflecting scholarly effort and achievement for purposes of promotion. While the nature of scholarship varies among disciplines, the University adheres to a consistently high standard of quality in its scholarly activities to which all teaching professors, regardless of discipline, are held. No single mechanism can be used to evaluate the quality of research produced by a teaching professor. Although peer-reviewed books and articles are weighted most heavily, impactful research contributions often appear in other outlets. In such cases, an explanation of the nature and value of the contribution should be submitted.

Under the University standards for the award of promotion, the record must demonstrate a successfully developing scholarly career, as reflected in such factors as the quality and quantity of research activities.

In the Department of Chemistry, the candidate should meet one or more of the following scholarship expectations to meet University standards for the promotion to the rank of associate teaching professor:

• Peer-reviewed publication related to chemistry and/or teaching
• Other research engagement, scholarly outreach, or the transmission of findings and conclusions to colleagues or to the public at large
• Grant funding from public or private funding organizations
• Presentation of research to professional audiences through scholarly presentations, reviews, and workshops, which are typical means to disseminate scholarly work
• Activities of a scholarly nature that involve original research with teams of investigators, including students and/or collaborators from outside the University.

Under the University standards for promotion to the rank of professor, the record must demonstrate an established scholarly career. In the Department of Chemistry, the candidate should meet two or more of the following scholarship expectations to meet University standards for the promotion to the rank of full teaching professor:

• Peer-reviewed publication related to chemistry and/or teaching
• Other research engagement, scholarly outreach, or the transmission of findings and conclusions to colleagues or to the public at large
• Grant funding from public or private funding organizations
• Presentation of research to professional audiences through scholarly presentations, reviews, and workshops, which are typical means to disseminate scholarly work
• Activities of a scholarly nature that involve original research with teams of investigators, including students and/or collaborators from outside the University.

Service (10-20%). Service is an important responsibility of all teaching professors that contributes to the University’s performance of its larger mission. Although the nature of service activities will depend on a candidate’s particular interests and abilities, service contributions are an essential part of being a good citizen of the University. The Department of Chemistry accepts and values scholarly service to the discipline or profession, service within the University, and public service at the local, state, national, or international level.

Under the University standards for the award of promotion, the record must demonstrate a pattern of service to the University at one or more levels, to the discipline or profession, and/or to the local, state, national, or international communities.

In the Department of Chemistry, the candidate should fulfill one or more of the following service expectations to meet University standards for the award of promotion to the rank of associate teaching professor:

• Regular service to the department through attendance of department meetings
• Participation in department committees (standing or ad hoc committees, faculty search committees, etc.)
• Participation in committees at other levels (e.g., related to dissemination of effective teaching practices
• Record of service to the University through membership on College, University, or campus committees or through University Governance
• Evidence of service to the community (profession, university, local, state, national, or international)

Under the University standards for promotion to the rank of full teaching professor, the record must demonstrate an ongoing pattern of service reflecting contributions to the University at one or more levels, to the discipline or profession, and/or to the local, state, national, or international communities.

In the Department of Chemistry, the candidate should fulfill two or more of the following service expectations to meet University standards apply for the promotion to the rank of full teaching professor:

• Regular service to the department through attendance of department meetings
• Participation in department committees (standing or ad hoc committees, faculty search committees, etc.)
• Participation in committees at other levels (e.g., related to dissemination of effective teaching practices
• Record of service to the University through membership on College, University, or campus committees or through University Governance
• Evidence of service to the community (profession, university, local, state, national, or international)

Ratings for Performance. Using the criteria described above, the candidate’s performance in the areas of teaching, scholarship, and service will be rated using the terms “excellent,” “very good,” “good,” “marginal,” or “poor,” defined as follows:

• “Excellent” means that the candidate substantially exceeds expectations for promotion to this rank.
• “Very Good” means the candidate exceeds expectations for promotion to this rank.
• “Good” means the candidate meets expectations for promotion to this rank.
• “Marginal” means the candidate falls below expectations for promotion to this rank.
• “Poor” means the candidate falls significantly below expectations for promotion to this rank.

Absent exceptional circumstances, no candidate may be recommended for promotion without meeting standards in all applicable areas of performance.

Promotion Procedures

Teaching Professor Promotion Committee. The Department of Chemistry Faculty Review Committee shall evaluate the candidate’s teaching, scholarship, and service.  This is the same committee that evaluates tenure-track and tenured professors for promotion/tenure.

Initiation of Review. Typically, an assistant teaching professor is considered for promotion to associate after six years at the assistant rank; promotion to full is typically considered after serving in the rank of associate teaching professor for six years.  In exceptional cases, early promotion can be considered.  In the spring semester, the annual departmental faculty review meeting will discuss the qualifications of all teaching professors below the rank of full teaching professor, with a view toward possible promotion in rank during the following academic year. After considering a teaching professor’s qualifications, if the unit determines that those qualifications may warrant promotion in rank, or if the teaching professor requests it, the unit shall initiate procedures for reviewing the teaching professor for promotion.

Preparation of the Promotion File. NOTE: Candidates who hold joint appointments prepare only one set of promotion materials for review by both units in which they hold an appointment. The initial review units (i.e., departments, centers, etc.) shall consult with each other on their evaluations and the evaluation process, but each initial review unit must provide a separate evaluation of the candidate’s performance in the unit.

Candidates for promotion to associate or full teaching professor should gather or prepare the following materials to be submitted in the "Multi-Term Faculty Report" to the Chemistry Department Office Manager for distribution to the Faculty Review Committee, by the deadline set by the department.

• Current CV
• Previous annual evaluations, since the beginning of their current appointment
• Position description
• List of courses taught and enrollments in courses
• Demonstration of teaching effectiveness
• Summary of accomplishments in service, scholarly engagement, and administrative duties as applicable.

The template for this report is currently available at: Multi-Term Faculty.

The Faculty Review Committee shall receive the Multi-Term Faculty Report form and accompanying materials from the candidate. The Committee will conduct a Multi-Term Faculty Unit Review of the candidate’s teaching, scholarship, and service.

Recommendations. Upon completion of the record, the committee conducting the initial review shall evaluate the candidate’s record of teaching, scholarship, and service in light of the applicable standards and criteria and make recommendations in accordance with the voting procedures detailed below. The initial review committee votes on each major category listed in the recommendation form as well as on whether to recommend or not recommend promotion. These votes are counted and tallied by the committee chair in order to arrive at the recommendation. A simple majority of votes is required.  The committee recommendation shall be forwarded for consideration to a committee consisting of all faculty members in the Chemistry Department (including teaching professors) who are at a rank equal to or above the rank of the candidate being considered.

In the department meeting, voting procedures are as follows: the initial review committee makes a recommendation on each major category listed in the recommendation form to the committee of the whole followed by a discussion.  Following the discussion, the committee of the whole votes by secret ballot on each major category listed in the recommendation form as well as on whether to recommend or not recommend promotion.

These votes are counted and tallied by the chair in order to arrive at the final recommendation. A simple majority of votes is required. 

The committee shall prepare the evaluation and summary evaluation sections of the promotion forms. The forms and recommendations shall be forwarded to the chair of the department, who shall indicate separately, in writing, whether they concur or disagree with the recommendations of the committee of the whole. The department chair shall communicate the recommendations of the initial review, and their concurrence or disagreement with the recommendation, to the candidate and provide the candidate with a copy of the summary evaluation section of the promotion form. Negative recommendations shall be communicated in writing and, if the review will not be forwarded automatically, the chair shall inform the candidate that they may request that the record be forwarded to the Dean’s Office for further review.  A negative recommendation does not mean dismissal and normal procedures will be followed to evaluate contract renewal. 

Favorable recommendations, together with the record of the unit review, shall be forwarded to the Dean’s Office by the deadline set by the CLAS Dean’s Office for an independent intermediate administrative review. Negative recommendations resulting from a Unit Review shall go forward for intermediate review only if the candidate requests it. The candidate may submit a written response to a negative recommendation by the Department or to a final rating of teaching, research, or service below the level of “good” included in the evaluation section of the recommendation.