Promotion Policy for Research Center Research Faculty
I. Introduction
Research faculty positions are non-tenured, non-tenure track, term appointments. Research faculty are expected to advance the SIUE research agenda by conducting research and applying for external funding. The positions typically do not include teaching/mentoring responsibilities and typically include limited service responsibilities, but teaching/mentoring and additional service duties may be carried out by mutual consent of the individual and hiring unit or if teaching/mentoring and service are deemed central to the mission of the center. The performance of teaching and service duties will not change the position category of the research faculty member.
The ultimate purpose of the process of promotion in rank is to encourage the researchers to achieve their highest potential and to foster their development in scholarship. Promotion in academic rank signifies that a research faculty member has proven accomplishments in scholarship and service to the unit. It also demonstrates the confidence that the University has in the researcher’s potential for increasing accomplishments in scholarship.
II. Ranks
A candidate for promotion shall demonstrate, at the level commensurate with rank, at least meritorious performance in scholarship .
Research Assistant Professor
Individuals are normally appointed to, rather than promoted to, the rank of research assistant professor. Appointment to this rank normally requires the individual:
- to have attained the terminal degree in the appropriate discipline
- to show promise as a scholar that is at least consistent with that of an assistant professor on the tenure track
- to participate in limited institutional, public, and/or professional service.
Research Associate Professor
As a research assistant professor, an individual is expected to engage in scholarly/creative activities that contribute to publicly available knowledge in the candidate's academic field.
After five years have been completed in the rank of research assistant professor, the individual is expected to have developed the full range of capabilities expected of a research associate professor. At this time (in the fall of the sixth year as a research assistant professor) or anytime thereafter, the individual may submit an application for promotion to the rank of research associate professor. Although rare, a research assistant professor with an outstanding record may apply earlier following consultation with the Center Director and the relevant dean.
Research Professor
A research associate professor is expected to continue to grow in stature in scholarship. As a research associate professor, the individual must develop a scholarly record appropriate for his or her academic field that receives recognition in the broader academic and/or policy community.
After a minimum of five years has been completed in the rank of research associate professor, the individual is expected to have developed the full range of capabilities expected of a research professor. At this time (in the fall of the sixth year as a research associate professor) or any time thereafter, the individual may submit an application for promotion to the rank of research professor. Although rare, a research associate professor with an outstanding record may apply earlier following consultation with the Center Director and the relevant dean.
A research professor is expected to continue to grow in stature in scholarship. As a research professor, the individual must maintain an exemplary and sustained scholarly record appropriate for his or her academic field that receives recognition nationally and/or internationally. The individual is expected to maintain sustained independent external funding.
III. Promotion Criteria
The promotion criteria are outlined in Table 1.
In evaluating the scholarly merit of publications, a major consideration is the level of the researcher’s participation in and contributions to the work. That level must be clear on proposals and publications with multiple authors. Peer-reviewed publications and other scholarly products are generally expected and preferred. If non peer-reviewed work is offered as part of the portfolio, the appointing unit should seek an assessment of its academic or practical contribution from external reviewers.
It is expected that candidates for research associate professor and research professor will have achieved a level of national or international recognition in their fields, meaning that leaders in the field are able to recognize excellence in the nominee’s published work and to identify contributions she/he has made to the field. This recognition is judged primarily from confidential responses provided by external reviewers. Additional information may also be obtained based on the frequency of citations of the candidate’s publications in appropriate citation indices for the field of study.
A record of research funding as principal investigator or co-principal investigator from outside sources does not by itself guarantee research competence. However, a record of funding obtained through competitive, peer-reviewed processes at the national level (such as that required by the Departments of Agriculture and Education, Spencer Foundation, and NSF) reflects well on the candidate’s standing in the research community.
Scholarly independence of a researcher is shown when she/he undertakes leadership in the conception, execution, and dissemination through publication of important scholarly work. Candidates can demonstrate this criterion in various ways, including but not limited to serving as the PI on research projects; by serving as the sole author, lead author, or primary author on a fair proportion of publications; by demonstrating other major contributions to the preparation of manuscripts; and by achieving recognition from a peer group through invited lectures and receipt of awards. Comments from external reviewers can also be used as a measure of the candidate’s creativity, initiative and productivity that can reveal the level and growth of scholarly independence.
Table 1. Promotion criteria for research faculty.
| Rank | Scholarship Requirement |
|---|---|
|
Research assistant professor |
Scholarly development at a rate at least consistent with that of a tenure-track assistant professor. Documented evidence of external funding. Strong potential for development into an independent scholar. Record of peer-reviewed publications and/or other published scholarly products, including publications as the primary author Presentations at or other scholarly participation in relevant academic or professional meetings. Teaching/mentoring and service as appropriate to the Center. |
|
Research associate professor |
Strong local and national reputation on the basis of research productivity and contributions over several years at least consistent with that of a tenured associate professor. Documented evidence of independent scholarship and external funding, with funding obtained as the principal investigator (PI) or a co-investigator (Co-I). Substantial record of peer-reviewed publications and/or other published scholarly products, including publications as the primary author. Significant, sustained participation in relevant academic or professional meetings. Teaching/mentoring and service as appropriate to the Center. |
|
Research professor |
Exemplary and sustained national and/or international reputation and achievements of at least a tenured professor. Documented evidence of ongoing independent scholarship and independent sustained external funding. Substantial record of peer-reviewed publications and/or other published scholarly products as the primary author or co-author. Sustained significant participation in and/or significant leadership of relevant academic or professional meetings and/or organizations. Teaching/mentoring and service as appropriate to the Center. |
IV. Promotion Procedures
The Center Director shall provide newly-hired researchers eligible for promotion a copy of the Center's procedures and criteria for promotion. The Center Director is responsible for assuring that each research faculty member receives a written copy of any evaluation in which progress toward promotion is documented.
- Approved Center procedures and criteria shall be used in making promotion decisions.
- Responsibility for conducting the initial evaluation of candidates for promotion shall rest with a committee of research faculty in the research center who hold rank at or above the rank for which the candidate is being considered plus at least one member external to the Center. External member(s) are selected by the Center Director in consultation with the relevant dean. In the event that a research center is too small to provide adequate review, the Center Director in consultation with the relevant dean shall seek the advice of an appropriate ad hoc committee for review of a specific case. If this is done, the composition of the committee and its recommendations must be reported in the final recommendation to the Provost and Vice Chancellor for Academic Affairs.
- Promotion shall normally be granted only upon the positive recommendation of the research center in which the candidate holds academic rank. A research faculty member at SIUE may not hold different academic ranks in different units. Therefore, for candidates who hold academic rank in two units, the recommendation for promotion must be a joint submission of both units concerned and the promotion recommendation shall be considered to be positive only if both units make positive recommendations. Promotion recommendations must be processed according to the regular procedures of both units. It is incumbent upon the Department Chair or Center Director of both units to ensure initiation of the review process.
- Recommendations for promotion shall be based on the candidate's documented accomplishments and contributions in scholarship and, if mutually agreed upon by the individual and hiring unit or central to the mission of the unit, teaching/mentoring and/or service to the unit, University and/or community.
- Promotion reviews must take place at the following levels in the University:
- the Center Director
- the relevant dean
- the Provost and Vice Chancellor for Academic Affairs
- the Chancellor.
Appropriate documentation materials shall be transmitted from one level to the next.
- The Center Director, the relevant dean, and the Provost shall make written recommendations for each candidate for promotion. At the time a written recommendation is forwarded to the next level, the written recommendation shall be made available to the candidate. All evaluations are advisory to the subsequent level. The Chancellor makes the final decision.
- In the event of a decision to recommend that promotion not be granted, the candidate shall be informed of the decision in writing and the reasons for the decision.
V. Salary Increase
The “Salary Plan for Promotion in Academic Rank, Personnel Policy, SIUE II-47” does not apply to research faculty who receive a promotion. Research faculty will negotiate any salary increase with the Center Director.
VI. Grievances
Grievances arising out of the recommendation for promotion shall be filed in writing and resolved through the regular Faculty Grievance provisions of the University. In such cases, the burden of proof rests on the individual.
Approved 1/30/14 Graduate Council
