Presented by the Faculty Affairs OfficeSeptember 2013

Collective Bargaining Agreement : http://www.csuci.edu/academics/faculty/facultyaffairs/cba.htm -- Articles 13, 14, 15

CSUCI RTP Policy: the current policy is SP 10-10: http://www.csuci.edu/academics/faculty/facultyaffairs/rtp.htm

Program Personnel Standards (including General Personnel Standards)◦ Business & Economics, Chemistry, Communication,

Computer Science, Education, English, History, Library, Math & Physics, Nursing, Performing Arts, Political Science, Sociology & Anthropology, Spanish

“Appointment to probationary status implies that a faculty member will eventually be granted tenure if his or her performance demonstrates levels of achievement as described in this document and those of his or her approved Program Personnel Standards” (SP 10-10)

The rate of non-retention and tenure denials in the CSU was 1.7% in 2010-2011 (most recent data available from the annual CSU Faculty Recruitment Survey).

Probationary Year: years at CSUCI plus service credit granted at time of appointment◦ Example: Hired effective 2013-2014 with no

service credit = 1st probationary year in 2013-2014

◦ Example: Hired effective 2013-2014 with 1 year credit = 2nd probationary year in 2013-2014

◦ Example: Hired effective 2013-2014 with 2 years service credit = 3rd probationary year in 2013-2014

Normal timeline under CBA: candidate is reviewed for tenure in 6th probationary year

If granted, tenure is effective at beginning of 7th year of service

Promotion review is normally made at time of application for tenure

Tenure and promotion decisions are separate

Faculty may apply for tenure and promotion at any time. Applications before the times specified by the Collective Bargaining Agreement are considered early.

Faculty must be reviewed every year:◦ First year of service (1st, 2nd, or 3rd probationary

year) = a periodic review with an abbreviated portfolio as specified in Section L.3. of the policy

◦ Performance evaluation for subsequent probationary years of review

The annual performance review results in retention; in the 6th probationary year you must be considered for tenure (and promotion)

Teaching and/or Professional Activities Scholarly and Creative Activities Service 5 point scale:

◦ 5 Significantly Exceeds Standards of Achievement ◦ 4 Exceeds Standards of Achievement◦ 3 Meets Standards of Achievement◦ 2 Does Not Meet All Standards of Achievement◦ 1 Does Not Meet Minimum Standards of Achievement

The goal of the RTP process is to assist faculty in developing productive careers and therefore qualify for tenure after their probationary employment.

To be retained during the probationary period, a faculty member is required to demonstrate progress toward tenure such that a positive tenure decision is likely.

Retention requires that the faculty member receive at least two “3—Meets Standards of Achievement” evaluations◦ One “3” must be in Teaching (Professional

Activities for non-teaching librarians and counselors).

Tenure requires that performance in two areas be rated at a “4—Exceeds Standards of Achievement”:◦One “4” must be in the category of

Teaching (professional activities for non-teaching librarians and counselors)

◦The other category (Service or Scholarship) must be rated at least at “3—Meets Standards of Achievement”

Tenured faculty are normally considered for promotion in their 5th year in rank; promotion becomes effective with start of the 6th year (i.e., a tenured Associate is eligible to apply for promotion to Professor during the 5th year in rank)

Promotion to Associate Professor and to Professor require that Performance in two areas be rated as “4—Exceeds Standards of Achievement”◦ One “4” must be in the category of Teaching

(professional activities for non-teaching librarians and counselors)

◦ The other category (Service or Scholarship) must be rated as at least “3—Meets Standards of Achievement”

The University shall provide each probationary faculty member with a copy of the RTP Policy at the time of initial appointment to probationary status. It is the responsibility of all faculty members to familiarize themselves with it.

Faculty members are encouraged to seek the aid of their program chairs, the Faculty Development Office, and/or their PPCs in understanding the University's personnel policies and in preparing their portfolios.

CI recognizes the responsibility of tenured faculty to act as mentors for faculty members who have not yet achieved tenure and encourages probationary faculty to seek out mentoring from tenured faculty in their own or other disciplines.

A: for development of the PDP. All new faculty except tenured full professors are required to submit PDPs (begins 1/24/14)

B1: for faculty in their 1st, 2nd or 3rd probationary year with service credit, but in their first year at CI, undergoing periodic review (begins 9/27/13)

B2: for reappointment of 1st & 2nd year probationary faculty (begins 9/27/13)

C1 Reappointment: 3rd probationary year (1 or 2 years service credit); 4th year (no service credit); 5th probationary year

C2 Reappointment: 3rd probationary year (no service credit) 4th year (1 or 2 years service credit)

C3 Tenure and Promotion◦ All begin 9/27/13

D: Old RTP Policy (SP 01-44)◦ No probationary faculty are under this policy◦ 3 Tenured Associates retain the right to apply for

promotion under this policy

For reappointment, the period of review is the period since the last submission of the portfolio for reappointment.

For reappointment in the 3rd probationary year (or 4th for faculty hired with one or two years of prior service credit), the period of review is the entire probationary period, including years for which service credit is granted.

For tenure, the period of review is the entire probationary period, including years for which service credit is granted.

For promotion, the period of review is the time spent in rank, including accomplishments during time spent at that rank at other four-year or graduate-degree granting institutions.◦ For tenure and/or promotion, a faculty member may include

accomplishments prior to the period of review as part of the portfolio.

The Portfolio is referred to as the Working Personnel Action File in the CBA ◦ It contains evidence of performance for the years

under review, as well as various required forms. ◦ The portfolio is compiled by the faculty member to

be evaluated. It is the responsibility of the faculty member to be sure

the portfolio is current and complete before it is submitted.

◦ Evaluations, recommendations, and rebuttals, if any, are added at the various levels of review.

◦ The portfolio is the basis for RTP evaluations, recommendations, and actions. The portfolio shall be in two parts—the main body and an appendix.

Performed in the first year of appointment for any faculty member who has a 2-year probationary appointment, or for a reappointment review of 1st and 2nd probationary year faculty in their first year of service at CI

The Portfolio will only include:◦ a copy of the approved Program Personnel Standards

or General Personnel Standards;◦ a current curriculum vitae;◦ one peer review of classroom teaching from the

semester;◦ copies of syllabi for courses taught during the

semester.

Review levels:◦ PPC review begins 9/30/13; recommendations to

faculty by 10/21/13◦ AVP review beings 11/1/13; recommendations to

faculty by 12/2/13 PPC (Program Personnel Committee)

◦ 3-5 members from among tenured faculty Can be from the discipline and/or related disciplines;

tenured faculty from comparable institutions

Norm is 3-ring binders◦ early probationary years --1 is probably enough!

Lots of tabs are good! Colored sheets can separate items within

tabs Put your name on the spine Please don’t put your CV and Tables of

Contents in plastic page protectors. Those pages are removed from the Portfolio by Faculty Affairs staff, copied, and placed in your PAF (CBA 15.9).

Main principle: Make it EASY for reviewers!

Purpose: to give a faculty member at CI the opportunity to address specifically how, given her or his background, experience, and interests, s/he would meet the university’s and program’s (or programs’) requirements for tenure and/or promotion, and to receive feedback from the program and AVP(or appropriate administrator for librarians and counselors) on the plan.

It is intended to be a constructive learning process and not a formal agreement or contract.

The Professional Development Plan (PDP) is the faculty member's agenda for achieving the professional growth necessary to qualify for retention, tenure and promotion.

The plan is required and will be prepared, reviewed, and approved by the end of the faculty member's first year of appointment.

It describes the activities and intended outcomes that the faculty member expects to achieve during the period of review for tenure and/or promotion eventually to full professor. ◦ More focus and specificity is given to planning for the

first two years, but the plan needs to address the entire period of review.

PDP contains three narratives: teaching (professional activities for non-teaching librarians and counselors), scholarly and creative activities, and service. ◦ Each narrative shall not exceed 500 words each. ◦ These narratives shall describe the faculty

member’s professional goals, areas of interest, resources required and accomplishments s/he expects to achieve in each of the three areas evaluated in order to meet the program standards for tenure and/or promotion.

Program Personnel Committee (PPC) Chair (if not on the PPC; if the PPS calls

for Chair review) AVP

◦ Once approved: No subsequent revision of the Professional Development Plan is necessary. It is expected that faculty over the course of time may move into areas different than anticipated in this first year plan, but any changes should be addressed in the narratives describing faculty members’ actual work required as part of the Portfolio.