POLICY 06:02:00
ACADEMIC TENURE
Introduction
Tenure is awarded only by positive action by the Tennessee Board of Regents (TBR), pursuant to
the requirements and procedures of this policy at Pellissippi State Community College. The
awarding of tenure is recognition of the merit of a faculty member and of the assumption that
the faculty member will meet the long-term staffing needs of the department or academic
program unit and the College. The continued professional growth and development of faculty is
necessary for Pellissippi State to continue to provide educational programs in accordance with
the institution’s mission, goals, and changing needs. Tenure is awarded only to those members of
faculty who have exhibited professional excellence and outstanding abilities sufficient to
demonstrate that their future services and performances justify the degree of permanence
afforded by academic tenure.
The quality of the faculty of Pellissippi State is maintained primarily through the appraisal, by
faculty and administrative officers, of each candidate for tenure. Tenure at Pellissippi State
provides eligible full-time faculty with the assurance of continued employment during the
academic year until retirement or dismissal for adequate cause, financial exigency, or curricular
reasons, as further discussed herein. Tenure is not awarded in non-faculty positions.
The following policy of Pellissippi State Community College on academic tenure specifically acknowledges
compliance with TBR Policy 05:02:03:70 Academic Tenure for Community Colleges.
- Definitions
The following are general definitions of words and terms used in this policy and are
further defined in the subsequent sections of this policy.- Academic Tenure A personnel status in an academic department or academic
program unit of Pellissippi State Community College pursuant to which the
academic or fiscal year appointments of full-time faculty who have been awarded
tenure are continued at Pellissippi State until expiration or relinquishment of that
status, subject to termination for adequate cause, for financial exigency, or for
curricular reasons. - Adequate Cause A basis upon which a faculty member, either with academic
tenure or in a tenure-track, term, or temporary appointment, may be dismissed or
terminated prior to the end of the specified term of the appointment. The specific
grounds which constitute adequate cause are set forth herein. - Financial Exigency The formal declaration by the Tennessee Board of Regents
that Pellissippi State Community College faces an imminent financial crisis, that
there is a current or projected lack of sufficient funds (appropriated or nonPOLICY 06:02:00
ACADEMIC TENURE
appropriated) for the campus as a whole to maintain current programs and
activities at a level sufficient to fulfill its educational goals and priorities, and that
the budget can only be balanced by extraordinary means that include termination
of existing and continuing academic and non-academic appointments. Additional
information may be found in TBR Policy 5:02:06:00 Financial Exigency. - Faculty Member A full-time employee who holds academic rank as instructor,
assistant professor, associate professor, or professor. Further definition is in TBR
Policy 05:02:01:00 Definition of Faculty and Pellissippi State Policy 06:01:01
Faculty. - Probationary Period A period of full-time professional service by a faculty
member for whom an appointment letter denotes a tenure-track appointment in
which the faculty member does not have tenure and in which the faculty member
is evaluated by the College for the purpose of determining the faculty member’s
satisfaction of the criteria for a recommendation for tenure. Probationary
employment provides an opportunity for the individual to assess commitment to
the College and for the College to determine whether the individual meets its
perception of quality and/or projected need. - Peer Group A group consisting of all tenured faculty from the tenure candidate’s
academic department or division who vote whether or not to recommend the
candidate for tenure to the candidate’s supervisor(s). For candidates in
departments with fewer than five tenured faculty members, a peer group of
tenured faculty from related departments will be assembled as the candidate’s
peer group. In order to be eligible to participate in the peer review process for
tenure, a faculty member must not have been released from more than 50 percent
of the faculty member’s teaching load or other departmental duties for four full
semesters of the last six academic semesters. - Vote Peer group members vote by casting a ballot to recommend the candidate for
tenure, not recommend the candidate for tenure, or abstain. An abstention is not a
refusal to vote; rather, it signifies that the voter would be equally satisfied with
either outcome (i.e., the candidate receiving tenure or not receiving tenure). - Peer Group Meeting A meeting of as many members of the peer group as possible
in which the members of the peer group may ask questions of the candidate,
discuss the candidate’s qualifications, and cast individual votes. To participate,
members of the peer group must have read and signed off on candidate portfolios. - Supervisor An individual who manages and evaluates faculty members. A
supervisor may have a title of discipline chair, assistant dean, academic dean, or
chief academic officer. It is possible that a candidate may have two supervisors,
for example, chair and dean.
- Academic Tenure A personnel status in an academic department or academic
- Consideration for Tenure
- Tenure Appointments
- No faculty member will be entitled to or acquire any interest in a tenure
appointment at Pellissippi State without a recommendation for tenure by
the president of the College and an affirmative award of tenure by the
Board of Regents. No other person will have any authority to make any
representation concerning tenure to any faculty member, and failure to file
timely notice of non-renewal of a contract will not result in the acquisition
of a tenure appointment, but will result in the right of the faculty member
to another year of service at the College, provided that no tenure appeals
remain outstanding due to lack of cooperation and/or appropriate action on
the part of the candidate in completing the appeal process. - Recommendations for or against tenure should originate from the
department or academic program unit to which the faculty member is
assigned and include appropriate participation in the recommendation by a
peer committee of tenured faculty. Peer committees have qualified
privilege of academic confidentiality against disclosure of individual
tenure votes unless there is evidence that casts doubt upon the integrity of
the peer committee. This policy will be interpreted in a manner consistent
with the Tennessee Public Records Act, as recorded in T.C.A. Sections
10-7-503 Records Open to Public Inspection and 504 Confidentiality of
Certain Records. The recommendation for tenure must be made by the
president to the chancellor and by the chancellor to the Board. In the event
that tenure is awarded by the Board, the president will furnish to the
faculty member written confirmation of the award. - The president may request tenure upon appointment for candidates with
extraordinary credentials. The exception should be requested to the
chancellor when the faculty member is employed.
- No faculty member will be entitled to or acquire any interest in a tenure
- Minimum Eligibility Requirements
- Academic tenure may only be awarded to regular full-time faculty
members who: (1) hold academic rank as instructor, assistant professor,
associate professor, or professor and meet the minimum rank criteria for
the rank held under TBR Policy 5:02:02:30 Faculty Promotion at
Community Colleges and Pellissippi State Policy 06:03:00 Faculty
Promotion; (2) have been employed in a tenure-track appointment and
have completed not less than the minimum probationary period of service
as described in section C below; and/or as agreed upon in writing and
signed by the president or his or her designee; and (3) have been
determined by the College to meet the criteria for recommendation for
tenure and have been so recommended pursuant to this policy. - Faculty members supported in whole or in part by funds available to the
College on a short-term basis, such as grants, contracts, or foundation
sponsored projects, may be eligible for tenure if continuing support for
such members can be clearly identified in the regular budget of the
College upon the recommendation of tenure to the Board. - Pellissippi State may establish additional reasonable requirements for the
eligibility of faculty for consideration for tenure. These may include but
are not limited to the completion of a specified degree in the faculty
member’s discipline.
- Academic tenure may only be awarded to regular full-time faculty
- Length of Probationary Period
- Faculty may be employed on annual tenure-track appointments for a
maximum probationary period that may not exceed six years. A
recommendation for tenure of a faculty member may be made by the
president following a probationary period of not less than five years.
Exceptions to the minimum probationary period may be made under
special circumstances upon recommendation by the president and approval
by the chancellor. Upon approval of such an exception by the chancellor,
the faculty member’s recommendation for tenure will go forward to the
Board as meeting the requirements for the probationary period. - When a faculty member on a tenure-track appointment approaches the
fifth year of the probationary period or is granted an exception in the
length of the probationary period as noted above, the faculty member is
notified by the chief academic officer during the spring semester of the
faculty member’s eligibility to apply for tenure during the following
academic year. Tenure eligible faculty may only apply for tenure one time,
and the faculty member must apply for tenure consideration in accordance
with the official tenure procedure in the academic year immediately
following notification. At the conclusion of the tenure process, the faculty
member will either be recommended for tenure by the president or will be
given notice of non-renewal of the appointment following the sixth year of
service. Such notice of non-renewal should be given not later than the
final day of the fifth academic year. The faculty member’s right in an
instance where timely notice is not given is described in A1 above.
- Faculty may be employed on annual tenure-track appointments for a
- Calculating the Probationary Period
Only full-time continuous service at the College will be included in determining
completion of the probationary period unless a break in service is approved.
Employment during summer terms and in part-time positions will not be credited
toward satisfying the probationary period.- Credit for Prior Service
- Credit toward completion of the probationary period may, at the
discretion of the president, be given for a maximum of three years
of previous fulltime service at other colleges, universities, or
institutes, provided that the prior service is relevant to Pellissippi
State needs and criteria. Any credit for prior service which is
recognized and agreed to must be confirmed in writing at the time
of the initial appointment. - Credit toward completion of the probationary period may, at the
discretion of the president, be given for a maximum of three years
of previous fulltime service in a temporary or term faculty
appointment at Pellissippi State or in an earlier tenure-track
appointment at Pellissippi State which has been followed by a
break in service. Any credit for prior service in a temporary
fulltime faculty appointment at Pellissippi State or in earlier tenuretrack
appointment at Pellissippi State which has been followed by
a break in service must be recognized and confirmed in writing in
the appointment letter to a tenure-track position. - Tenure-track faculty who begin in January may be awarded one
year of academic credit toward tenure.
- Credit toward completion of the probationary period may, at the
- Leave of Absence. The period of approved leave of absence will be
excluded from the required probationary period. A faculty member may
apply for a maximum of two, non-consecutive, one-year leave increments.
Exceptions may be granted by the president if requested in writing prior to
the leave of absence. Exceptions may include:- crediting the leave periods to the probationary period and/or
- granting more than two, non-consecutive, one-year increments
with approval of the chancellor.
- Stopping the Tenure Clock. A faculty member may request to “stop the
tenure clock” during the faculty member’s probationary period when
circumstances exist that interrupt the faculty member’s normal progress
toward qualifying for tenure. In such cases, the faculty member may
request to “stop the clock” for one year if the faculty member
demonstrates that circumstances reasonably warrant the interruption.
Reasons will typically be related to a personal or family situation requiring
attention and commitment that consumes the time and energy normally
devoted to faculty duties and professional development. Examples may
include childbirth or adoption, care of dependents, medical conditions or
obligations, physical disasters or disruptions, military deployment, or
similar circumstances. - Administrative Appointment. A faculty member appointed to an
administrative position may remain eligible for tenure consideration. The
faculty member must:- qualify for tenure under the College’s guidelines;
- maintain a significant involvement in academic pursuits including
teaching, service/outreach, and scholarship/creative
activities/research. The time or a prorated portion of the time spent
in the administrative position may be credited toward completion
of the probationary period.
- Transfer to Another Department or Unit. When a faculty member is
serving a probationary period in a department or academic program unit
and is subsequently transferred to another academic unit or program the
faculty member –may—with the approval of the president—elect to begin
a new probationary period on the date the transfer occurs. If the faculty
member does not so elect (and confirms in writing to the president), time
spent in the first appointment will count toward establishing the minimum
and maximum probationary period (see C1 above).
- Credit for Prior Service
- Tenure Appointments
- Criteria to be Considered in Tenure Recommendations
The nature and relative importance of the criteria for the recommendation for tenure
are related to the nature, mission, and goals of Pellissippi State and of the department
in which a faculty member is employed. The relative weight of each criterion depends
upon the exact job description and assigned duties. After the faculty member has met
the minimum eligibility requirements as outlined in section B above, the primary
criteria for tenure consideration are the same as those used in the faculty evaluation
system developed and implemented by Pellissippi State. These criteria include the
following: teaching effectiveness, service to the College, community , student
interaction/academic advising and professional development. Along with the results
shown on the evaluation system, an additional criterion to be considered is the
candidate’s ability to achieve personal objectives and goals of the department and the
College. Criteria for tenure relate to the College’s three traditional missions: teaching,
service/ outreach, and scholarship/creative activities/research. In the community
college setting effective teaching is of paramount importance.- Instruction
- During the probationary period, the faculty member will have
demonstrated successful teaching or, in the case of non-teaching faculty,
will have demonstrated expertise commensurate with job responsibilities.
A demonstration of successful teaching experience will include student
perception of instruction during the entire probationary period. - During the probationary period, the faculty member will have
demonstrated a pattern of significant contribution in at least one
instructional area.
- During the probationary period, the faculty member will have
- During the probationary period, the faculty member will have demonstrated a
pattern of significant contribution in at least one service area. - During the probationary period, the faculty member will have demonstrated a
pattern of significant contribution in at least one professional development area. - Potential areas for significant contributions are stated as criteria in the categories
listed in the Faculty Evaluation Form. The lists are not inclusive; other
possibilities should be discussed with the academic department dean or
supervisor. Contributions will be evaluated by the peer group for significance and
appropriateness during the peer review and peer meeting process (described in
Section V below). All contributions must be documented, and the faculty member
will retain this documentation for at least three years after receiving tenure.
- Instruction
- Portfolio Development
The faculty member must develop an electronic portfolio that includes the faculty
member’s formal annual faculty evaluations in combination with relevant narratives
for the probationary period, providing evidence that the candidate meets tenure
criteria. This portfolio will comprise the major input for tenure consideration. It will
be reviewed and assessed by all levels involved in the decision-making process as
outlined in this policy. The portfolio must be created electronically through a digital
notebook application as specified by the Promotion and Tenure Committee. The
portfolio will have the following sections:- Vita/Résumé. The candidate must submit a current résumé or teaching vita.
- Teaching. Effective teaching is an essential qualification for tenure, and tenure
will be granted only with clear and documented evidence of the candidate’s
teaching ability and potential for continued development. Effective teaching may
include the use of research proven methods of active learning, such as common
academic experiences, learning communities, writing assignments, collaborative
learning activities, research projects, global or international course components,
service-learning, internships, and capstone projects. The following items will be
included in the portfolio, as appropriate, as evidence of effective teaching.
(Although appropriate documentation in the teaching category must be kept by
the candidate for a minimum of three years after receiving tenure, it is not
required to be included in the portfolio.)- Statement of teaching philosophy.
- Summary of the “teaching” section from the annual faculty evaluations
during the probationary period, along with reflections on teaching
experiences during that time and descriptions of the perceived impact of
teaching activities and assignments on student retention and student
learning. - Limited documentation if it is of an extraordinary nature or provides
clarity to the teaching narrative.
- Service/Outreach. Service and outreach includes the faculty member’s activities
in college service, outreach or public service, and professional service. Narratives
to provide evidence of performance in one or more of the following activities
should be submitted. (Although documentation in the service/outreach category
must be kept by the candidate for a minimum of three years after receiving tenure,
it is not required to be included in the portfolio.)- College service refers to activities other than teaching and scholarship
performed at the department or college level and is expected of every
faculty member. College service includes, but is not limited to, serving on
departmental, faculty, or college-wide committees, advising students, and
participating in college activities. More extensive functions, such as
membership on a specially appointed task force, serving as advisor to a
student organization, and membership on a college search committee
should be taken into account in consideration for tenure. College service
also includes serving as lead teacher or program coordinator. - The outreach or public service function is the College’s outreach to the
community and society at large, with major emphasis on the application of
knowledge for the solution of problems with which society is confronted.
Outreach primarily involves sharing professional expertise and should
directly support the goals and mission of the College. A vital component
of the College’s mission, public service must be performed at the same
high levels of quality that characterize the teaching function. - Professional service refers to the work done for organizations related to
the faculty member’s discipline or to the teaching profession in general.
Service to the profession includes activities such as service on statewide or
TBR committees, guest lecturing on other campuses and other appropriate
activities. Membership in professional organizations is also considered
outreach. - Although documentation is not normally included in the portfolio, some
documentation can be included if it is of an extraordinary nature or
necessary to clarify information in the narrative.
- College service refers to activities other than teaching and scholarship
- Scholarship/Creative Activities/Research. Candidates for tenure must present
narratives as documented evidence of their scholarship, creative activities, and
research.
Such evidence should cite typical professional development activities such as
participation in professional organization meetings, faculty development
workshops and conferences; presentations at professional meetings; journal
editorship, article and grant proposal reviews; performances, exhibitions, and
creative activities, as well as completing books, journal articles or monographs,
and other appropriate activities. (Although documentation in the
scholarship/creative activities and research category must be kept by the candidate
for a minimum of three years after receiving tenure, it is not required to be
included in the portfolio.)- The scholarship of teaching is a valid measure of research capability. It
goes beyond doing a good job in the classroom; creative teachers should
organize, record, and document their efforts in such a way that their
colleagues may share their contributions to the art of teaching. Authoring
appropriate textbooks, chapters within a book, or educational articles;
making presentations; and utilization of innovative contributions to
teaching constitute scholarship of teaching. - Performances, compositions, and other artistic creations are examples of
appropriate creative activities. - Publications in journals or media of similar quality are considered
indicators of professional and scholarly activities. Publications that are
reviewed by peers are more significant than those that are not subjected to
such rigorous examination. - Presentations made at professional organization meetings, in-service
sessions, national or regional conferences, or other professional settings
qualify as scholarly activities. - Attendance and participation in appropriate faculty development
opportunities, including, but not limited to, in-service sessions, faculty
development workshops, teaching conferences, and professional
organization meetings count in this category. - Although documentation is not normally included in the portfolio, some
documentation can be included if it is of an extraordinary nature or
necessary to clarify information in the narrative.
- The scholarship of teaching is a valid measure of research capability. It
- Annual Evaluations and Classroom Observations. The portfolio must also include
the candidate’s annual evaluations for each year of the probationary period and
classroom observations conducted by peers and/or supervisors as appropriate, for
each year of the probationary period.
- Tenure Guidelines and Procedures
- When a tenure-track employee is hired, that employee’s supervisor assigns the
faculty member a mentor who is a senior member of the faculty (tenured with at
least a rank of assistant professor) to assist that employee in progress toward
tenure. Should for any reason a mentor be unable or unwilling to serve, the
supervisor appoints another mentor at the earliest possible convenience. Upon the
tenure-track faculty member’s receiving tenure, the mentoring relationship may
end. - The supervisor has a specific conversation about a tenure-track faculty member’s
progress toward tenure at each annual evaluation. - During each spring semester, the chief academic officer or designee notifies
faculty members of their eligibility to apply for tenure the following academic
year. - By the end of the first week of classes of fall semester, candidates must notify
their academic department dean of their intent to apply for tenure. - By their first fall semester meeting, the Faculty Senate selects the
Promotion/Tenure Committee (PTC) chair(s) according to Faculty Senate
guidelines. Each academic department has a departmental representative to serve
as a member of the PTC. The PTC chair(s) work with the academic department
deans to select departmental representatives. PTC members may not be candidates
for promotion or tenure. - The chief academic officer or designee meets with the PTC chair(s) to discuss
peer review group procedures, candidates and to establish the promotion and
tenure calendar. The calendar will be established by the end of each fall semester.
Once approved, the calendar is published by the office of the chief academic
officer and distributed to faculty members who are eligible to apply for tenure and
to their supervisors. The PTC chair informs academic department deansand
candidates for tenure of the guidelines for compiling portfolios. The peer
meetings will be held during the spring semester. - Each candidate compiles an online portfolio that addresses tenure criteria as
outlined in Section IV of this policy and according to guidelines provided by the
chief academic officer and the PTC. Candidates submit portfolios to their
supervisors, who verify to the best of their knowledge, the content is accurate and
the guidelines for the format have been met. Once the portfolio is reviewed by the
supervisor and the supervisor’s verification form is added, the portfolio is made
available for review to members of the peer group for a minimum of two weeks
prior to the peer group meeting. Once the candidate for promotion or tenure turns
in their portfolio for evaluation and their supervisor signs it, the cadidate must
refrain from making major (ie, non-editorial) changes to their portfolio. If the
candidate deems it necessary to include something of substance (e.g., another
piece of scholarship or another narrative about a conference), they must do so
with their supervisor’s permission. After the change is made, the supervisor then
nees to initial the change to make it official. Members of the peer group must
review the portfolio to be eligible to vote. - Each departmental representative works with his or her academic department dean
or supervisor to determine a date, time, and location for the departmental peer
meeting during the appropriate week as identified in the approved promotion and
tenure calendar. The departmental representative and dean or supervisor ensure
that the candidates for tenure and as many members of the peer group as possible
are available to attend the meeting. The PTC announces the day, time, and
location of the departmental meeting to all members of the peer group. The PTC
assigns two members of the committee to monitor each peer group meeting. The
monitors may not be members of the academic peer review group they will
monitor. - Before attending the peer group meeting, faculty who intend to vote are required
to read tenure portfolios and sign a roster to verify their review. Faculty who do
not review the portfolios are not a part of the peer group and cannot send
comments or questions to be read aloud by other peer group members. - Attendance at the peer group meeting is limited to the peer group itself, the PTC
representatives, the candidates, and the supervisor(s) of each candidate. PTC
representatives are present only to conduct the meeting and administer ballots,
andeach candidate’s supervisor(s) is invited for the purpose of answering any
questions that may arise that cannot be answered by anyone in the peer group.
The candidate’s supervisor(s) does not otherwise participate in the meeting or
discussion for that candidate. A faculty member who has a supervisory role may
participate as a peer group member for candidates they do not supervise. If
asupervisor is a candidate for tenure, then their supervisor(s) must be present.
During the peer group meeting, the monitors introduce the tenure candidates, one
at a time, to the peer group. Candidates under consideration for tenure must be in
attendance to answer any questions put forth by their peer group. The candidate
for tenure remains in attendance to answer questions but must leave the room
during the peer discussion and vote. Prior to the vote on each candidate, there is
an opportunity for discussion. The discussion must be limited to items outlined in
the job description, qualifications of the candidates, and categories by which
faculty are evaluated. Peers then vote by secret ballots which are collected and
sealed by the PTC representatives monitoring the meeting. Vote results are not
announced to the peer group or to the candidates. - Peer group members are strongly encouraged to attend the peer group meeting;
however, absentee votes will be counted if the absentee ballot is approved by the
PTC chair(s). Absentee ballots may be requested only by peer group members
who have a class conflict or approved leave. The request for an absentee ballot
must be made in writing by filling out the Absentee Ballot Request form An
absentee ballot must be requested a minimum of 72 hours prior to the peer group
meeting for the requestor’s department and the ballot must be submitted 24 hours
prior to the peer group meeting. Peer group members who vote absentee are not
able to participate in the peer group discussion as outlined in section K. This
includes sending comments or questions to be read aloud by other peer group
members. - In the event that an extenuating circumstance prevents a candidate from attending
the peer group meeting, the peer group must agree via a simple majority vote,
conducted by the PTC monitors, to one of the following two options. Options
must be presented in the order listed, and voting will continue until a simple
majority is reached.- Vote to continue the discussion on a candidate’s application and hold the
subsequent peer vote inthe candidate’s absence. - Vote to defer discussion and subsequent vote and agree to reconvene the
peer group with the absent candidate in attendance at an alternate time.
The rescheduled peer group meeting must occur before the posted
deadline for the supervisor to submit written recommendations to the chief
academic officer according to the approved promotion and tenure
calendar.
- Vote to continue the discussion on a candidate’s application and hold the
- After the peer group meeting, the monitors count the ballots and record results of
the peer group votes for each candidate using forms approved by Academic
Affairs and the PTC. In the case of a tie vote, the recommendation form will
indicate that the vote was a tie. By the close of the working day following the peer
group meeting, the PTC chair delivers the recommendation form and the results
form to the candidate’s academic department dean and a copy of the results form
to the chief academic officer. The PTC chair or designated member of the PTC
delivers all ballots to the Executive Director of Equity and Compliance to be held
until the tenure process is satisfactorily completed. By the end of the second
working day following the peer group meeting, the supervisor adds the
recommendation form to the candidate’s portfolio and orally informs the
candidate of the recommendation or non-recommendation of the peer group. If
asupervisor is a candidate for tenure, the results of the vote are sent to their
immediate supervisor. - If a candidate for tenure wishes to withdraw from tenure consideration at this
point in the process, the candidate may do so. If the candidate elects to exercise
this option, the tenure process is halted at this point, and the candidate’s
employment records will not reflect denial of tenure. The candidate may not,
however, reapply for tenure and will be given written notice of non-renewal of the
candidate’s appointment to be effective following the sixth year of service. Such
notice of non-renewal should be given not later than the final day of the
candidate’s fifth academic year. - The candidate’s supervisor(s) writes a statement of recommendation or non
recommendation and forwards that statement, to the chief academic officer.
Recommendations must be sent within the time frame allowed in the approved
promotion and tenure calendar. - The chief academic officer submits their written comments and recommendations
to the president. If the recommendation is negative, the chief academic officer
also informs the candidate. Recommendations must be sent within the time frame
allowed in the approved promotion and tenure calendar. - The president recommends candidates for tenure to the chancellor and informs the
candidates when the president has done so. Recommendations must be sent within
the time frame allowed in the approved promotion and tenure calendar. - The president provides a written report of the TBR’s decision to candidates after
the president receives the results of the TBR June meeting vote. - If a candidate is denied tenure or chooses to withdraw their candidacy prior to
recommendations to the chief academic officer, the faculty member’s contract
will be renewed for one more year (a sixth year), at which time the faculty
member’s employment with the College will terminate. Candidates have only one
opportunity to be considered for tenure. - The chief academic officer forwards the appropriate documents (i.e., dean’s
verification letter, the recommendation form, the candidate’s current year annual
evaluation, and recommendations of the chief academic officer and president) to
Human Resources. In addition, access to electronic tenure portfolios is ended, so
only the candidates have on-going access to their individual portfolios.
- When a tenure-track employee is hired, that employee’s supervisor assigns the
- Changes in Tenure and Tenure-track Status
- Non-renewal of Non-Tenured Faculty
- When tenure-track appointments of faculty are not being renewed for
further service, the faculty member will receive notice of their non
retention for the coming academic year as follows:- Not later than April 1 of the first academic year of service, if the
appointment expires at the end of that year; or, if the appointment
terminates during the first academic year, at least two months prior
to its termination. - Not later than January 1 of the second year of service, if the
appointment expires at the end of that year; or, if the appointment
terminates during that academic year, at least five months prior to
its termination. - Not later than the close of the academic year preceding the third or
subsequent year of service, if the appointment expires at the end of
that year; or, if the appointment terminates during the academic
year, at least twelve months prior to its termination.
- Not later than April 1 of the first academic year of service, if the
- Notice of non-renewal will be effective upon personal delivery of the
notice to the faculty member, or upon the date the notice is mailed,
postage prepaid, to the faculty member at his/her current home address of
record with the College. - Applicable dates for notice of non-renewal are based upon actual years of
service at Pellissippi State and are in no way affected by any credit for
prior service that may have been awarded. - Faculty members on tenure-track appointments will not be terminated
during the annual specified term of the appointment except for reasons
which would be sufficient for the termination of tenured faculty. - The non-renewal or non-reappointment of any faculty member on a
tenure-track appointment does not necessarily carry an implication that the
faculty member’s work or conduct has been unsatisfactory. - Unless there is a violation of state or federal law under the limitations
described in TBR Policy 1:02:11:00 Appeals and Appearances before the
Board, decisions which are not appealable to the chancellor include 1)
non-renewal of tenuretrack faculty appointment during the first five years
of the probationary period and 2) denial of tenure unaccompanied by
notice of termination in the sixth year of the probationary period.
- When tenure-track appointments of faculty are not being renewed for
- Transfer of Tenure
A faculty member who is tenured in an academic program unit and is transferred
to another academic program unit will retain tenure; moreover, the tenure
appointment will be transferred to the new academic program unit. In no instance
may the faculty member be compelled to relinquish tenure as a condition of the
transfer.
When a faculty member with tenure is appointed to an administrative position, the
individual will retain tenure in the former faculty position. A faculty member
eligible, but not having attained tenure who also holds a non-faculty position will
make progress toward tenure after returning to the full-time faculty position,
subject to the requirements of this policy. - Expiration of Tenure
Tenure status will expire upon retirement of the faculty member. Tenure will also
expire upon the event of permanent physical or mental inability of a faculty
member, as established by an appropriate medical authority, to continue to
perform the faculty member’s assigned duties. - Relinquishment of Tenure
A faculty member will relinquish or waive their right to tenure upon resignation
from the College or upon failure to report for service at the designated date of the
beginning of any academic term, which will be deemed to be a resignation unless,
in the opinion of the president, the faculty member has shown good cause for such
failure to report. - Termination of Tenure for Reasons of Financial Exigency
A tenured faculty member may be terminated as a result of financial exigency at
the College subject to a TBR declaration that such financial conditions exist. - Termination of Tenure for Curricular Reasons
The employment of a tenured faculty member may be terminated because 1) a
program is deleted from the curriculum or 2) because of substantial and continued
reduction of student enrollment in a field or discipline.
Before declaring that curricular reasons exist, the president will meet with the
Faculty Senate to identify the specific curricular reasons, evaluating the long-term effect
on the College’s curriculum and its strategic planning goals and the advisability of
initiating further action. Before initiating the process described below, the president will
present to the Faculty Senate—either verbally or in writing—a description of the
curricular reasons that may warrant the termination of tenured faculty member(s). Each
of these reasons must identify shifts in staffing needs that warrant greater reductions than
those which are accommodated by shifting positions from one program or department to
another.
The Faculty Senate will have the opportunity to respond to the president’s
descriptions of the curricular reasons that may warrant eliminating tenured faculty
positions. The response will be in writing and submitted within two weeks of the
president’s meeting with the Faculty Senate. The president should receive this response
before initiating any of the following actions:- Upon determining that termination of one or more tenured faculty members
is required for one or more of the reasons cited above, the president will
furnish each faculty member to be terminated a written statement of the
reasons for the termination. Those reasons will fully address the curricular
circumstances that warranted the termination and will indicate the manner
and information upon which the decision was reached regarding which
faculty members were to be terminated. The president’s written statement
will also indicate that the faculty member has the opportunity to respond in
writing stating any objections to the decision. - If the faculty member to be terminated indicates objections to the
president’s written statement and requests a review, the president will
appoint a faculty committee consisting of a minimum of five tenured
faculty members from a slate of ten tenured faculty members prepared by
the Faculty Senate. The committee will conduct a hearing on the proposed
termination(s). The committee will report its findings and
recommendations to the president, who will, in a reasonable time, inform
the faculty member(s) proposed for termination in writing either that the
decision for termination stands or that it has been altered. - The president’s decision to terminate a tenured faculty member for
curricular reasons is subject to appeal to the chancellor and the TBR as
provided in TBR Policy 1:02:11:00 Appeals and Appearances before the Board. - When a tenured faculty member is terminated for curricular reasons, the
position will not be filled by a new appointee with the same areas of
specialization as the terminated faculty member within a period of three
years unless the terminated faculty member has been offered, in writing,
reappointment to the position at the faculty member’s previous rank, tenure,
and salary with the addition of an appropriate increase which in the opinion
of the president would constitute the raise that would have been awarded
during the period that the tenured faculty member was not employed. - Upon determining that termination of one or more tenured faculty members
is warranted for curricular reasons, the president will base the decision
about which faculty member(s) should be terminated upon the president’s
assessment as to what action will least seriously compromise the
educational programs in a department or academic program unit.
Termination for curricular reasons presumes a staffing pattern in a
department or academic program unit which cannot be warranted either by
comparison with general load practices within the College or by comparison with
faculty loads in comparable departments or academic program units at similar
colleges. In that light, the president will also, at their discretion, base their decision
on a careful assessment of the impact of the curricular reasons on staffing
requirements in the department or academic program unit as compared to overall
patterns in the College and to comparable departments or academic program units.
Unless the president demonstrates that an exception should be made to
minimize qualitative compromise of an educational program, the following
considerations will guide (but not be construed as mandatory) the president
in determining the order of faculty reductions in a department or academic
program unit where termination of tenured faculty is proposed for curricular
reasons:- part-time faculty should not be renewed before tenured
faculty are terminated; - temporary faculty or tenure-track faculty in the probationary period
should not be renewed before tenured faculty are terminated; - among tenured faculty, those with higher rank should have priority
over those with lower rank; - among tenured faculty with comparable rank, those with appropriate
higher academic degree(s) should have priority over those with
lower degrees, and - among tenured faculty with comparable rank and comparable
degrees, those with greater seniority in rank should have priority
over those with less seniority.
The president has the discretion to deviate from this policy if the
president can demonstrate that the quality of the College’s programs
will be negatively impacted by strict adherence to this seniority preference. - When a tenured faculty member is to be terminated for curricular
reasons, the president will make every possible effort to relocate the
tenured faculty member in another existing vacant position for
which the faculty member is qualified. In instances where in the
opinion of the president, relocation with the College is a viable
alternative, the College has an obligation to make a significant effort
to relocate the faculty member, including the bearing of reasonable
retraining costs. The final decision on relocation is within the
discretion of the president. - Definitions:
- “Program is deleted from the curriculum” means that the
College takes formal action to terminate a degree major,
concentration, or other curricular component and that such
termination eliminates or reduces need for faculty qualified
in that discipline or area of specialization. - “Substantive and continued reduction of student enrollment
in a field” means that over a period of at least three years,
student enrollment in a field has decreased at a rate in
considerable excess of that of the College as a whole and that
such reduction has resulted in faculty-student ratios that, in
the opinion of the president, cannot be warranted either by
comparison with equivalent faculty load practices within the
College or by comparisons with faculty loads in comparable
departments or academic program units at similar colleges
which the president would deem to be appropriate for
comparison.
- “Program is deleted from the curriculum” means that the
- part-time faculty should not be renewed before tenured
- Upon determining that termination of one or more tenured faculty members
- Termination for Adequate Cause
A faculty member with tenure or a faculty member on a tenure-track or temporary
appointment prior to the end of the term of the appointment may be terminated for
adequate cause, which includes the following:- Incompetence or dishonesty in teaching or research.
- Willful failure to perform the duties and responsibilities for which the
faculty member was employed; refusal or continued failure to comply with
the policies of the Board, the College or the department; or refusal or
continued failure to carry out specific assignments, when such policies or
assignments are reasonable and non-discriminatory. - Conviction of a felony or a crime involving moral turpitude.
- Improper use of narcotics or intoxicants, which substantially impairs the
faculty member’s fulfillment of their departmental and college duties and
responsibilities. - Capricious disregard of accepted standards of professional conduct.
- Falsification of information on an employment application, application for
tenure, application for promotion (in the candidate’s promotion or tenure
portfolio), or other information concerning qualifications for a position. - Failure to maintain the level of professional excellence and ability
demonstrated by other members of the faculty in the department or
academic program unit of the College.
- Procedures for Termination for Adequate Cause
Termination of a faculty member with a tenure appointment or with a tenure-track
or temporary appointment prior to the end of the specified term of the
appointment will be subject to the following procedures.- Suspensions pending termination will be governed by the following
procedure:- A faculty member may not be suspended without due process
unless it is determined by the College that the faculty member’s
presence poses a danger to persons or property or a threat of
destruction to the academic or operational processes of the
College. - In any case of suspension, the faculty member will be given an
opportunity at the time of the decision or immediately thereafter to
contest the suspension. If there are disputed issues of fact or cause
and effect, the faculty member will be provided the opportunity for
a hearing on the suspension as soon as possible, at which time the
faculty member may cross-examine their accuser(s), present
witnesses on the faculty member’s behalf, and be represented by
an attorney. Thereafter, whether the suspension is upheld or
revoked, the matter will proceed pursuant to these procedures. - Reassignment of responsibilities is not considered suspension;
however, the faculty member must be reassigned responsibilities
for which the faculty member is qualified.
- A faculty member may not be suspended without due process
- Except for such simple announcements as may be required concerning the
time of proceedings and similar matters, public statements and publicity
about these proceedings by either the faculty member or administrative
officers will be avoided so far as possible until the proceedings have been
completed, including consideration by the Board of Regents. - Upon a recommendation by the chief academic officer to the president or
upon a decision by the president that these procedures should be
undertaken in consideration of the termination of a tenured faculty
member, one or more appropriate administrators, including the faculty
member’s academic department dean or supervisor, will meet privately
with the faculty member for purposes of attempting to reach a mutually
acceptable resolution of the problems giving rise to the proposed
termination proceedings. - If a mutual resolution is not reached under paragraph 3 above, the
president will appoint a faculty committee consisting of tenured faculty
members, whose appointment should be, if possible and reasonable under
the circumstances, agreed to by the faculty member. The faculty
committee will conduct an informal inquiry of the facts giving rise to the
proposed termination and seek a mutually acceptable resolution. Should
no such resolution be reached, the committee will recommend to the
president whether, in its opinion, further proceedings should be taken in
pursuit of the termination. The recommendation will be in writing and will
be accompanied by reasons for the recommendation. This
recommendation advises, but is not binding on, the president. - If no mutually acceptable resolution is reached through step 4 above, or if,
after consideration of the faculty committee’s recommendation, the
president determines that further proceedings are warranted toward
termination, the following steps will be taken:- The faculty member will be provided with a written statement of
the specific charges alleged by the College which constitute
grounds for termination and a notice of a hearing, specifying the
time, date, and place of the hearing. The statement and notice must
be provided at least twenty days prior to the date of the hearing.
The faculty member will respond to the charges in writing at least
five days prior to the hearing. The faculty member may waive the
hearing by execution of a written waiver. - A committee consisting of members of faculty or faculty and
administration will be appointed to hear the case and to determine
if adequate cause for termination exists according to the procedure
hereinafter described. The committee will be appointed by the
president and the Faculty Senate with each appointing four
members. The committee may not include any member of the
faculty committee referred to in paragraph 4 above. Members
deeming themselves disqualified for bias or interest will remove
themselves from the case, either at the request of another party or
on their own initiative. Members of the committee will not discuss
the case outside committee deliberations and will report any ex
parte communication pertaining to the hearing to the committee
chairman, who will notify all parties of the communication.
- The faculty member will be provided with a written statement of
- The hearing committee will elect a chairperson who will direct the
proceedings and rule on procedural matters, including the granting of
reasonable extensions of time at the request of any party and upon the
showing of good cause for the extension. - The chairperson of the hearing committee may, at his or her discretion,
require a joint pre-hearing conference with the parties that may be held in
person or by a conference call. The purpose of the pre-hearing conference
should include but is not limited to one or more of the following:- notification as to procedure for conduct of the hearing;
- exchange of witness lists, documentary evidence, and affidavits;
- definition and clarification of issues;
- determination of facts.
A written memorandum of the pre-hearing conference will be prepared
and provided to each party. - A hearing will be conducted by the hearing committee to determine
whether adequate cause for termination of the faculty member exists. The
hearing will be conducted according to the procedures below:- During the hearing, the faculty member will be permitted to have
an advisor present and may be represented by legal counsel of the
faculty member’s choice. - A verbatim record of the hearing will be taken, and a copy will be
made available to the faculty member, upon request, at the faculty
member’s expense. - The burden of proof that adequate cause exists rests with the
College and will be satisfied only by clear and convincing
evidence in the record considered as a whole. - The faculty member will be afforded an opportunity to obtain
necessary witnesses and documentary or other evidence. The
administration will cooperate with the committee in securing
witnesses and making available documentary and other evidence. - The faculty member and the administration will have the right to
confront and cross-examine all witnesses. Where the witnesses
cannot or will not appear, but the committee determines that the
interests of justice require admission of their statements, the
committee will identify the witnesses, disclose their statements,
and if possible, provide for interrogatories.
An affidavit may be submitted in lieu of a personal appearance of a
witness if the party offering the affidavit has provided a copy to the
opposing party at least ten days prior to the hearing and the
opposing party has not objected to the admission of the affidavit in
writing within seven days after delivery of the affidavit or if the
committee chairperson determines that the admission of the
affidavit is necessary to insure a just and fair decision. - In a hearing on charges of incompetence, the testimony will
include that of qualified faculty members from the College or other
institutions of higher education. - The hearing committee will not be bound by strict rules of legal
evidence and may admit any evidence which is of probative value
in determining the issues involved. Every possible effort will be
made to obtain the most reliable evidence available. - The findings of fact and the report will be based solely on the
hearing record. - The president and the faculty member will be provided a copy of
the written committee report. The committee’s written report will
specify findings of fact and will state whether the committee has
determined that adequate cause for termination exists and, if so, the
specific ground for termination found. The committee may
recommend dismissal or action less than dismissal. The report will
also specify any applicable policy the committee considered.
- During the hearing, the faculty member will be permitted to have
- After consideration of the committee’s report and the record, the president
may, at the president’s discretion, consult with the faculty member prior to
reaching a final decision regarding termination. Following the review, the
president will notify the faculty member of their decision, which, if
contrary to the committee’s recommendation, will be accompanied by a
statement of the reasons. If the faculty member is terminated or suspended
as a result of the president’s decision, the faculty member may appeal the
president’s action to the chancellor pursuant to TBR Policy 1:02:11:00
Appeals and Appearances before the Board. Review of the appeal will be
based upon the record of the hearing. If upon review of the record, the
chancellor notes objections regarding the termination and/or its
proceedings, the matter will be returned to the president for
reconsideration, taking into account the stated objections, and, at the
discretion of the president, the case may be returned to the hearing
committee for further proceedings.
- Suspensions pending termination will be governed by the following
Source: Tennessee Board of Regents, Policy No. 5:02:03:70
Tennessee Board of Regents, Policy No. 5:02:02:30
Tennessee Board of Regents, Policy No. 1:02:11:00
Tennessee Board of Regents, Policy No. 5:02:06:00
Approved: Executive Council, March 4, 1991
Executive Council, October 15, 1991
Executive Council, December 9, 1992
Executive Council, June 9, 1993
Executive Council, November 22, 1993
Editorial Changes, April 21, 1993, July 8, 1994
Reviewed/Recommended: President’s Council, March 6, 1995
Approved: Allen G. Edwards, President, March 6, 1995
Reviewed/Recommended: President’s Council, May 1, 1995
Approved: Allen G. Edwards, President, May 1, 1995
Reviewed/Recommended: President’s Council, September 25, 1995
Approved: President Allen G. Edwards, September 25, 1995
Reviewed/ Recommended: President’s Council, November 27, 1995
Approved: President Allen G. Edwards, November 27, 1995
Reviewed/Recommended: President’s Council, March 11, 1996
Approved: President Allen G. Edwards, March 14, 1996
Reviewed/Recommended: President’s Council, April 29, 1996
Approved: President Allen G. Edwards, May 1, 1996
Received/Recommended: President’s Council, October 21, 1996
Approved: President Allen G. Edwards, October 21, 1996
Approved: President Allen G. Edwards, November 12, 1997
Approved: President Allen G. Edwards, November 29, 2000
Editorial Changes, May 23, 2001
Approved: President Allen G. Edwards, December 21, 2001
Approved: President Allen G. Edwards, March 1, 2005
Editorial Changes, February 13, 2006
Reviewed/Recommended: President’s Staff, October 30, 2006
Approved: President Allen G. Edwards, October 30, 2006
Reviewed/Recommended President’s Staff, March 26, 2007
Approved: President Allen G. Edwards, March 26, 2007
Editorial Changes, July 2008, July 1, 2009
Reviewed/Recommended, President’s Council, August 25, 2014
Approved President L. Anthony Wise, Jr., August 25, 2014
Editorial Changes, November 13, 2014
Editorial Changes, January 26, 2015
Reviewed/Recommended: President’s Council, March 28. 2016
Approved: President L. Anthony Wise Jr., March 28, 2016
Reviewed/Recommended: President’s Council, November 21, 2016
Approved: President L. Anthony Wise, Jr., November 21, 2016
Reviewed/Recommended: President’s Council, Sept. 14, 2020
Approved: President L. Anthony Wise Jr., Sept. 14, 2020
Reviewed/Recommended: President’s Council, November 27, 2023
Approved: President L. Anthony Wise, Jr., November 27, 2023 - Non-renewal of Non-Tenured Faculty