Tenure and Promotion Workshop (Old Rules)

1. Tenure and Promotion Workshop (Old Rules) 2400 canal building June 20, 2017 1:00 – 4:00 PM

2. Introduction and Agenda • Tenure Process (2010 CA) • The Tenure Dossier • Tenure Denials and Appeals Speakers: Victor LorentzMember Services and Communications Officer Christal CôtéSenior Grievance and Arbitration Officer Root GorelickCommunication Officer and Professor, Biology Tenure/Promotion Processes New tenure and promotion language was ratified in September 2012. Faculty are permitted to choose which tenure and promotion process applies to them if they were hired before this date. This presentation covers the 2010 (old) language.

3. Part 1: The Tenure and Promotion Process What happens? When?

4. Faculty Tenure • Tenure occurs one year earlier than promotion to Associate Professor, therefore criteria should be slightly less stringent than for promotion to Associate. • Criteria for tenure are not listed. • Criteria for promotion (Appendix B) and past practice are used as a guide.

5. Associate Professor Promotion Criteria • Criteria for promotion outlined in Appendix B. • Based on: • Teaching • Scholarship • Service

6. Associate Professor Promotion Criteria • Must have established ‘effectiveness of teaching’. • Effective teaching should be the first requirement for all candidates for promotion to Associate. • Scholarship is based on the quality of published work as assessed by peers. • See Appendix B (included in kits) for more information.

7. Full Professor Promotion Criteria • Based primarily on: • Intellectual maturity • Outside recognition of candidates as an authority in their chosen field • Significant contributions to research, scholarship, the profession and to the University • Effective teaching (less important than Associate) • “A greater conformity to a norm” in which scholarship would be of paramount importance.

8. Comparator Groups • Appendix B defines four loosely defined groups of comparators for assessment: • Humanities • Social Sciences • Natural Sciences • Professionally Oriented Disciplines • Compared to those who have applied before.

9. Unit Standards • Each department has unit standards for tenure and promotion. • May be used as a general guide, but not authoritative in applications under these rules. • Under these rules: • Criteria for tenure are not listed. • Criteria for promotion (Appendix B) and past practice are used as a guide.

10. Salary Implications for Delay • Assistant Professor is not considered a career rank. • If your salary is at or above the floor of Full Professor or you’ve been in the rank 8 years, you stop receiving CDI [exceptions apply]. • Delaying promotion to Full Professor does not have financial consequences.

11. Timing of the Tenure Hearing Preliminary appointment as: Lecturer Assistant Associate/Full Term 3rd year of full time equivalent service 4th year of full time equivalent service 5thyear of full time equivalent service in successive term appointments 5th year of full time equivalent service • Notes • The process varies for cross-appointed faculty (see Article 6.2(b)(ii)) • Part time appointees must serve the full time equivalent years as appropriate

12. Standard Timing of Application Promotion to Associate Professor can occur in the fall of: 6th year after the doctorate (or equivalent) 5th year as Assistant Professor • Notes • The ‘unusually gifted’ member’s promotion may be accelerated. Members can delay. • Must inform the department committee that you wish to be considered if not in your normal year (not automatic).

13. Standard Timing of Application Promotion to Full Professor can occur in the fall of: 13th year after the doctorate (or equivalent) 7th year as Associate Professor • Notes • ‘Jealously guarded’: Going forward earlier than scheduled to full professor is rarely successful. • Even if your CV would warrant promotion on time, it has been argued that it has to be significantly stronger if you apply early.

14. Tenure: Stages and Dates

15. Process (Promotion) Sprott members under these rules begin at faculty level.

16. Delaying the Tenure Hearing • Consideration can be delayed for one or two years through a memorandum of agreement (Appendix A). • Employer maintains that any deferral counts towards the number of years the Tenure Appeal Committee is could award subsequent to an unsuccessful appeal.

17. Duty to Accommodate • If any of the following may impact your progress to tenure, please contact CUASA: • Mental or physical disabilities • Health concerns (including extended sick leave) • Family status • Any other extenuating circumstances in your personal or professional life • Do not wait until you encounter issues in the tenure process – contact us early.

18. Applying Early • Can be considered for tenure earlier if the committees are satisfied that earlier consideration is warranted (Appendix A, paragraph A3) • Member decides whether maternity/parental leave counts as time toward tenure.

19. Departmental Tenure and Promotion Committee (DTPC) • Established by September 30 • Membership: Chair/Director plus at least four other faculty members. • Shall be as representative as possible of the ranks and areas of interest in the department and shall include non-tenured members. • Chair of the Committee is chosen through procedures established by the department. • The committee may include members from other departments. Appendix A, Paragraph B1

20. Faculty Tenure and Promotion Committee (FTPC) • Dean establishes the committee by November 15 • Membership • Dean (Chair) • Department Chairs/Directors • One member from each DTPC • Up to three members appointed by the Dean Appendix A, Paragraph C1

21. University Promotion Committee (UPC) • Membership • Provost (Chair) • 8 Full Professors appointed by President • 8 Full Professors elected by Senate • CUASA observer • Files presented by the Dean of each Faculty • UPC recommendations binding on President

22. Negative Decisions • Negative decisions at any level must advise the member of areas requiring further development. • At department level, may submit additional information to the Dean.

23. Questions?

24. Part 2: The Dossier Highlighting Your Accomplishments

25. Preparing the Dossier • Discuss the decision to apply with: • Chair/Director • Dean • CUASA • Meetings should normally be face to face.

26. Evidence of Your Work • Evidence must be: • Credible • Padding or faking will only undermine the dossier. • Genuine • Arms Length • Avoid using your best friend, supervisor or collaborator as a referee.

27. Dossier: Sample Table of Contents • Personal Statement • Indicators of Professional/Community Service and Professional Interests/Research/Scholarship • Teaching • Teaching Philosophy/Pedagogy/Innovation • Teaching Scores • EDC courses or other educational training • Recent Curriculum Vitae

28. Anatomy of the Cover Letter • The cover letter should include three sections: • Research • Teaching • Service • Plus any other information you think will help make your case.

29. Curriculum Vitae • The curriculum vitae includes: • Education • Academic Employment • Awards • Publications • Papers Presented

30. Curriculum Vitae • The curriculum vitae includes: • Research Grants • Service to the Profession • Academic Responsibilities (graduate and undergraduate) • Administrative Responsibilities and Committees • Community Activities

31. Thinking About Research • Talk to colleagues, volunteer for tenure and promotion committees. • Research varies widely from scholar to scholar and from department to department. • Ask for help ahead of time!

32. Research and Scholarship • Acceptable forms of research vary by discipline: • Monographs • Refereed journal articles • Refereed conference proceedings– acceptance rates? • Government reports, journalistic pieces, artistic and design pieces • Participation in working groups

33. Your Research Program • Independent research program and a research trajectory • For Associate: • movement past or away from PhD • Independence from PhD supervisor • Contribution to joint projects and jointly authored papers – first or second author; • Identify arms length peer reviewers of scholarly publications

34. Research Grants • Research grants are being heavily emphasized by Provost’s Office. • Funds are not equally available across all disciplines. • “World class research can be done in the Humanities without research funding.” • Success rates for SSHRC and NSERC are declining.

35. Research Grants • In Science and Engineering, increasing NSERC funding is ‘good’ but decreasing NSERC funding is ‘bad’. • Any amount of money is good, but large amounts are better. • Expectation that there will have been at least attempts to secure funding. • Renewal of funding is good – shows sustained success

36. Talking About Teaching • Teaching evaluation scores are very important. • Peer evaluations are available if needed. • EDC is always available to help with your teaching. • Again, ask for help early!

37. Teaching Evaluation Scores • Provide clear tables of all teaching scores for designated courses. • Include good non-designated scores. • As of September 2015 courses are no longer designated – lowest score is automatically dropped. • Chart number of different courses and different sections. • Indicate if elective or core course. • Identify the student body taking the course (if relevant)

38. Teaching Dossier • Discuss your teaching philosophy / pedagogy. • Address innovations in your teaching.

39. Student Supervision • Identify all graduate student supervisions, external examinations, participation in PhD examinations, etc. • If your unit does not have a graduate program, indicate other ways in which you participate in graduate education and development.

40. Reflecting on Service • Yes, service matters!It includes: • Service to the department, faculty, university and CUASA • Service to the community • Service to the profession • Service to the scholarly community • Professional achievement

41. Reference Letters • For Associate: Candidate submits 2 names. Chair/Director chooses 2 others. • For Full: Candidate submits 2 names. Chair/Director chooses 3 others. • Candidate’s list includes qualifications, potential conflicts of interest and contact information. • All letters received are included. Dossier should include at least 3. • Two must be solicited from the list supplied by the candidate.

42. Reference Letters • In-house referees are technically admissible but are almost worthless • Referees with distance from the candidate carry more weight • Former colleagues and/or co-authors carry little weight as referees • Referees with arms length objectivity is very desirable

43. Questions?

44. Part 3: The Appeal Facing and Overcoming a Denial

45. When will I know? The final day to be notified of the tenure decision is: DECEMBER 21 The final day to be notified of the promotion decision is: MAY 1 Contact us immediately in the event of a denial.

46. Who do I contact? • Contact either: • Grievance Chair • Pum van Veldhoven • grievancechair@cuasa.ca • Senior Grievance and Arbitration Officer • Christal Côté • christal.cote@cuasa.ca • 613-520-2600 x 8329

47. Appeal Timeline • Process is the one in the current collective agreement. • Appeal must be filed within 15 working days of the receipt of the letter.

48. Sample Tenure Appeal Timeline

49. Sample Promotion Appeal Timeline

50. Tenure and Promotion Appeals Committee (TPAC) • Appeals are heard by the Tenure and Promotion Appeals Committee. • Made up of ten faculty members. • One member and one alternate from each faculty. • At least one from each faculty must be a Full Professor.