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Faculty Resources

Promotion and Tenure Criteria

The basic and broad criteria for tenure and promotion at Indiana University Kokomo are stated in the IU Academic Handbook. This document proposes to interpret the criteria more concretely for the benefit of the School of Business faculty, so that faculty can self-assess their progress toward promotion and tenure.  The main concern here is with the standards. The document is consistent with guidelines used in other IU Kokomo academic units, while distinct with regard to the School’s unique mission.

There are two types of faculty within the School of Business: tenure-track/tenured faculty and lecturer/clinical faculty. Tenure-track/tenured faculty are evaluated on three criteria: teaching, research and service. Lecturer/Clinical faculty have only teaching and service as criteria. 

In the case promotion and tenure, a candidate must have an EXCELLENT performance in at least one category of teaching, or research and scholarship. Further, it is required that a person achieve at least SATISFACTORY standards in other categories.

In the case of promotion to Full Professor, a candidate must have an EXCELLENT performance in at least one category of teaching, or research and scholarship, or service. Further, it is required that a person achieves at least SATISFACTORY standards in other categories.

In the case of promotion to Senior Lecturer, a candidate must earn an EXCELLENT in teaching and at least a SATISFACTORY in service.  

I. Criteria for Teaching

A. Assistant Professor to Associate Professor/ or Lecturer to Senior Lecturer
  1. If teaching is the primary criterion, it should be, according to the IU Handbook, “distinctly superior to that of effective teachers at this and other major institutions.

    DISTINCTLY SUPERIOR/EXCELLENT means that the faculty member has received consistent acclaim and public recognition for achievements in teaching.  A wide range of evidence typically accompanies distinctly superior performance.  (See IC, Evidence of Teaching Performance.)

  2. If teaching is not the primary criterion, it must be SATISFACTORY to students and peers.

    SATISFACTORY means that the faculty member has demonstrated competency in the field and the ability to communicate knowledge effectively to the learner. Evidence in several areas of teaching-related responsibility is expected in determining satisfactory teaching performance.  (IC, Evidence of Teaching Performance.)

B. Associate Professor to Professor
  1. If teaching is the primary criterion, the faculty member “must have demonstrated an extraordinary ability to stimulate in students, either undergraduate or graduate, a genuine desire for scholarly work.  Whenever feasible, he or she should have demonstrated the ability to direct the research of advanced students.”  (IU Handbook)

    Since this promotion is “based upon achievement beyond the level required for the associate professorship,” a distinctly superior teaching performance means a DISTINCTLY SUPERIOR/EXCELLENT performance as defined in IA (1), PLUS additional evidence of stimulating students toward scholarly and/or professional achievement, of awards and recognition for teaching and of acclaim from one’s peers in the field beyond the local area.

  2. If teaching is not the primary criterion, it must be SATISFACTORY as defined in IA(2), and IN ADDITION the faculty member must be active in teaching and learning effectiveness, leadership in course development and revision.

C. Evidence of Teaching Performance

(Not in any order of priority, not exclusive of other forms of evidence)

  1. Course and curricular development
  2. Innovation in teaching and learning concepts and applications
  3. Controlled evaluations by students via formal instruments and including accompanying comments
  4. Feedback from past students
  5. Recognition by peers for teaching achievements
  6. Response to feedback from teaching evaluations and from performance reviews
  7. Local, regional or national teaching awards
  8. Participation in projects and activities related to teaching improvement and/or currency in one’s teaching field
  9. Achievements of past students directly related to the faculty member’s influence as a teacher
  10. Advising students 
  11. Tutorial and independent study supervision
  12. Events relating to the scholarship of teaching and learning 
  13. State of the art grasp on one’s field as reflected in the performance of students and interaction with one’s peers 
  14. Written materials, workbooks, manuals, and other document that enhance teaching in one’s field
  15. Maintaining high ethical/professional standards and an appropriate level of rigor in one’s classes and with students outside the class 
  16. Consistent discharge of faculty responsibility, as in meeting classes, being prepared for class, handling exams and assignments in a timely manner, appropriately assessing student performances, meeting university and School requirements for reporting and recording, having a course syllabus and following it to the extent possible, and having and observing office hours
  17. Membership in teaching-focused professional organizations

II. Criteria for Research and Scholarship

A. General Statement of Criteria from the IU Handbook

“Significant evidence of scholarly merit may be either a single work of considerable importance or a series of studies constituting a general program of worthwhile research.  The candidate should possess a definite continuing program of studies, investigations, or creative works.”

B. Assistant to Associate Professor
  1. If research/creative work is the primary criterion, the IU Handbook states that “…the candidate should have demonstrated a broad grasp of his or her own and related fields and should be establishing a national reputation as a scholar.  A definite and comprehensive plan of future research covering a number of years and beginning thereon which extends well beyond the limits of the doctoral dissertation should be evident.”  The School holds the following expectations for EXCELLENT research:  Having a least four refereed journal articles, two of which much be done since the last appointment in rank at IU Kokomo; conducting research mainly in or contributing to the fields covered by the School; a pattern of research and publication that shows growth and development as a recognized scholar; other evidence or dedication to scholarship as noted in IID, Evidence of Research/Scholarship Performance.

  2. If research/creative work is not the primary criterion, it must meet SATISFACTORY standards.  The School holds the following expectations:  Having at least two refereed journal articles since the last appointment in rank at IU Kokomo and other evidence of or dedication to research as noted in IID, Evidence of Research/Scholarship Performance.  (Note:  Papers, technical reports, books and non-refereed articles in prestigious journals can enhance one’s qualifications for promotion, but do not substitute for refereed journal articles.

C. Associate Professor to Professor
  1. If research or other creative work is the primary criterion, the candidate should have shown a continued growth in scholarship which has brought a national reputation as a first-class productive scholar.”

    The School holds the following expectations for EXCELLENT research:  Having at least eight refereed journal articles, four of which must be done since the last appointment in rank at IU Kokomo; achievement of a national and regional reputation as evidenced by consistent contributions in refereed journals, papers at national societies, offices and leadership roles in scholarly and professional associations, and/or published monographs; a stream of activities that shows in-depth focus in a particular area and coherence in thought development.

  2. If research/creative work is not the primary criterion, it must meet SATISFACTORY standards.  The School holds the following expectations; having at least four refereed articles, two of them since the last appointment in rank at IU Kokomo; other evidence of or dedication to research as noted in IID, Evidence of Research/Scholarship Performance.  (Note:  Papers, technical reports, books and non-refereed articles in prestigious journals can enhance one’s qualifications for promotion, but do not substitute for refereed articles.)

D. Evidence of Research/Scholarship Performance

(Not in any order of priority, nor exclusive of other forms of evidence.  The evidence in any category can be in the form of basic, applied or pedagogical intellectual contributions.)

  1. Articles in refereed journals
  2. Articles in non-refereed professional journals
  3. Competitive paper presentations
  4. Invited paper presentations
  5. Working papers
  6. Books
  7. Monographs
  8. Published cases
  9. Published book reviews
  10. Technical reports
  11. Chapters or papers published in a book or anthology
  12. Citations of one’s work in other publications
  13. Research grants
  14. Research projects having publishable results
  15. Studies that break new ground and generate further research
  16. Professional development enhancing scholarly capability

III. Criteria for Service

A. Assistant Professor to Associate Professor or Lecturer to Senior Lecturer
  1. If service is the primary criterion, it must be EXCELLENT in nature.  According to the IU Handbook, the service to the University, profession, or community “…should be discharged with merit and should reflect favorably on the University and on the individual’s academic status.”

    The School holds the following expectations:  A pattern of contribution that enhances the profession, the University, and the School; consistent involvement in School and University governance, often chairing committees or assuming other leadership roles in School and University matters; involvement in community and professional organizations and specific contributions that merit recognition and awards; other evidence or dedication to service as noted in IIIC, Evidence of Service Performance.

  2. If service is not the primary criterion, it must meet SATISFACTORY standards.  The School holds the following expectations: Having membership in one or two committees per year; active membership in at least one professional organization; other residence or participation as noted in IIIC, Evidence of Service Performance.

B. ASSOCIATE PROFESSOR TO PROFESSOR
  1. If administrative, professional, or academic service is the primary criterion, distinguished contributions must be evident.” (IU Handbook)

    If service to the University, profession, or community is the primary criterion, it must be EXCELLENT. The School holds the following expectations: Extraordinary contribution(s) to the profession, community and/or the University as related to a person’s scholarly and/or professional achievements; other evidence of participation as noted in IIIC, Evidence of Service Performance.

  2. If service is not the primary criterion, it must meet SATISFACTORY standards. The School expects professional involvement commensurate with one’s experience and stature. (See IIIC, Evidence of Service of Performance.)

C. EVIDENCE OF SERVICE PERFORMANCE

(Not in any order of priority, nor exclusive of other forms of evidence).

  1. Committees and councils
  2. Representing the school and university at events
  3. Faculty sponsor for events and organizations
  4. Professional memberships
  5. Local, state, national and international awards
  6. Offices held in professional organizations
  7. Speeches, programs and presentations to professional and community organizations
  8. Continuing education activities, workshops and seminars conducted
  9. Consulting services to business and other organizations
  10. Surveys and studies for organizations
  11. Special recognition for service to the institution community and businesses
  12. Board memberships
  13. Honorary organization memberships

IV. CRITERIA FOR TENURE/Promotion to Senior Lecturer

A grant of tenure may be separate from promotion; however, the same criteria apply as for rank and it is expected that, to become tenured at IU Kokomo, a faculty member should meet the qualifications for the Associate Professor rank. Tenure criteria are essentially those in effect for the rank at which a person is tenured, with the additional considerations of time and experience as a faculty member at IU and elsewhere. There is no specified minimum number of probationary years before a person can be tenured; however, tenure must be earned by the seventh year in order to remain on the faculty.

Promotion to Senior Lecturer is available to Lecturers. It is expected that a faculty member should meet the criteria for promotion to the Associate Professor rank (without consideration of research activity). There is no specified minimum number of probationary years before a lecturer can be promoted; however promotion must be earned by the seventh year in order to remain on the faculty.

V. THIS DOCUMENT WILL BE SUBJECT TO REGULAR REVIEW

Last updated: 11/11/2016