307 Recruitment, Selection and Appointment

307 Recruitment, Selection, and Appointment

307.1 Recruitment

Because the quality of initial appointments is vital to the pursuit of academic excellence, the following statements of policy are deemed important guidelines for professional recruitment:

To assist Troy University in maintaining an outstanding faculty and to create an academically challenging atmosphere for the individual, the University is highly selective in making initial appointments.
In recruiting new faculty members, the University conforms to the Equal Employment Opportunity Policy of the University. (Refer to Section 1.6.1.)

Requests for additional faculty members, ranked or unranked, ordinarily originate in the department, school, or college. Such requests are based upon demonstrated need and, along with supporting data, are transmitted in writing to the appropriate academic dean and then to the Executive Vice Chancellor and Provost.

Once approval to employ faculty has been obtained, departments have an obligation to review carefully all applications and to treat all application files and all relevant departmental deliberations as confidential material. Those departments which utilize search committees in the process of receiving applications and screening applicants must ensure that all members of the departmental search committee are knowledgeable in matters of procedure, policy, and statutes affecting the interviewing and employment of faculty.

The primary focus of the department in screening applicants is their academic and teaching competencies in view of the department’s specific needs. In reviewing the vitae of candidates for a faculty position, the department chair and/or dean may obtain consultation or opinions from inside or outside the University.

It is the responsibility of the department chair and the dean to transmit information to an applicant about the department’s and University’s standards and policies, using the Faculty Handbook as the basic reference.

SPECIAL NOTE: Prior to inviting a candidate to an interview, the department chair must submit the credentials of the applicant to the appropriate dean for certification to teach those courses to fill the needs of that department.

Candidates selected for on-campus interviews will be determined by the department chair and the dean (and/or the Vice Chancellor of University College) in consultation with the Executive Vice Chancellor and Provost. Such candidates will be given the opportunity to meet faculty members in the department, and will be formally interviewed by the dean (and/or the Vice Chancellor of University College) the Executive Vice Chancellor and Provost, and the Chancellor. The Executive Vice Chancellor and Provost, in consultation with the dean (and/or the Vice Chancellor of University College) and department chair, will determine the amount of prior teaching experience applicable towards promotion and/or tenure and will communicate this information to the candidate, the department chair, and the dean.

No representative of the University will make final commitments to prospective appointees without the written approval of the Executive Vice Chancellor and Provost and the Chancellor, and any such approved commitments other than those routinely offered to faculty members will be specified as part of the faculty contract.

307.2 Appointment of Ranked Faculty

All appointments of ranked faculty are made by the Chancellor, on the recommendation of the department chair, the dean (or the dean and the Vice Chancellor of University College), and the Executive Vice Chancellor and Provost. Unless explicitly stated, all initial appointments are probationary and are for only one year. The precise terms and conditions of every new appointment will be clearly stated in the initial contract. The rank and tenure status offered new faculty members must be in accord with requirements of that rank and with the stated policies on promotion and tenure.

307.2.1 Documents and Records

Because appointment as a ranked faculty member may lead to a continuing relationship with the University, it is essential that there be adequate and detailed documentation to support every action involving each individual—especially those actions involving appointment, promotion, tenure, termination, and dismissal. Consequently, two categories of files will be maintained for each faculty member.

307.2.1.1 Pre-Employment File

A pre-employment file contains all materials, viz., vitae, official transcripts, references, and completed application, required or received by the University in connection with a faculty member's initial employment. Prior to this appointment, this file is available only to the department chair, members of a duly appointed search committee, the associate dean, the dean, the Executive Vice Chancellor and Provost, and the Chancellor. After appointment, items in the file which are not of a confidential nature are transferred to the faculty member's personnel file. Remaining materials (e.g., letters of recommendation and other confidential material) will be available only to the department chair, the associate dean, the dean, the Executive Vice Chancellor and Provost, and the Chancellor.

307.2.1.2 Personnel File

Copies of all material placed in a faculty member’s personnel file will also be given to the faculty member. An individual faculty member's personnel file will include, but will not be limited to, the following:

Information relating to the faculty member’s academic and professional accomplishments submitted by the faculty member or placed in the file at the faculty member’s request.
Copies of ratings and evaluations of the faculty member's professional performance made by students and supervisors as well as any formal recommendations of the Faculty Promotion and Tenure Committee.
Copies of all contracts issued to a faculty member.
Certification forms and other materials necessary to document specifically faculty teaching specialties and competencies.
Personnel information.

This file is available to the Executive Vice Chancellor and Provost, the dean, the associate dean, the department chair, University counsel, the Chancellor, and the individual faculty member. It is understood that the Faculty Promotion and Tenure Committee as well as the Faculty Personnel Advisory Committee may obtain a duplicate copy of records which are pertinent to its confidential deliberations. It is further understood that these committees may retain such duplicate copies in their files of privileged information.

A faculty member may, for the cost of duplication, obtain copies of materials in his/her personnel file. Any such copies will be made by a member of the Executive Vice Chancellor and Provost’s staff or by his/her designee.

The personnel file will be kept in strictest confidence under the authority of the Executive Vice Chancellor and Provost and will be available for confidential use only by the individuals indicated above. However, for a valid reason, the faculty member may authorize in writing access to the file by a person not indicated above.

Moreover, the University may permit access to and copying from such files pursuant to lawful requests of federal or state agencies relevant to investigations, hearings, or other proceedings pending before such agencies or the courts.

307.2.1.3 Appointment of Unranked Faculty

Appointment of unranked faculty is made in the manner and for the length of time set forth in Sections 3.2.2 Unranked Faculty" and 3.2.3 “Other Faculty Titles.” Such appointments are normally subject to adequate enrollment in the faculty member's designated course(s).

The contract issued for unranked and extraordinary faculty will include title, salary, account number, and method of payment.

307.2.1.4 Appointment of Summer and Interim Session Faculty

Summer and interim session faculty may be ranked or unranked. They are selected by the department chair in consultation with the dean and the Executive Vice Chancellor and Provost in accordance with the needs of the University.

Summer and interim session faculty are employed to teach specific courses during the terms, and time spent teaching in a summer or interim session does not count toward tenure or promotion. Summer and interim session faculty are expected to be available for a reasonable amount of time to counsel students and to perform departmental functions.

307.2.1.5 Recruitment and Selection of Department Chairs

Department chairs are selected through a search process involving faculty of the department and related departments, the associate dean, the dean, the Executive Vice Chancellor and Provost, and the Chancellor. Because a department chair has the obligation to build a department strong in teaching and scholarship, the appointment of a chair should be made in consultation with the faculty of the academic department.

307.3 Promotion in Academic Rank

Troy University recognizes and accepts its responsibility to improve continually its academic stature. This improvement mandates an increasing rigor in the application of evaluation criteria to the process of promotion of faculty members. It is understood that initial employment affords no guarantee of advancement. Promotion is not automatic, nor is it based primarily upon seniority. Promotion to a higher rank is based upon the following criteria:

307.3.1 General Criteria

Promotions are made on the basis of the fulfillment of the qualifications discussed in this section and in "Definition of Academic Ranks and Titles."

The initial responsibility of applying for advancement in rank and the burden of proof for the advancement rests with the individual faculty member. Applications for advancement in rank must be accompanied by a recommendation from the individual faculty member's immediate supervisor.

Criteria set forth in this section and in "Definition of Academic Ranks and Titles," should be used by the individual faculty member in preparing any self-evaluations, by the immediate supervisor in evaluating faculty members, the associate dean, the dean, the Faculty Promotion and Tenure Committee, and the Executive Vice Chancellor and Provost in their respective deliberations. The relative weighting of these criteria depends, of course, upon the ranks for which the faculty member is being considered. No faculty member is entitled to promotion solely because of length of service.

307.3.2 Teaching Effectiveness

Troy University recognizes that teaching effectiveness is the most important attribute of any faculty member. The attributes and qualifications which should be considered and documented in evaluating teaching effectiveness may include, but not necessarily be limited to, the following:

Command of one's subject.
Ability to organize subject matter and to present it clearly, logically, and imaginatively.
Knowledge of current developments in one's teaching discipline.
Ability to relate one's subject to other areas of knowledge.
Ability to provoke and broaden student interest in the subject matter.
Ability to develop and utilize effective teaching methods and strategies.
Availability for and effectiveness in academic advising and directing students.
Ability to develop and foster student utilization of current information technology.
Possession and demonstration of the attributes of integrity, industry, open-mindedness, and objectivity in teaching.
(Refer to Section 3.6.1.)
Knowledge and proficiency in current educational technologies.

307.3.3 Teaching Experience

The usual, minimum full-time ranked teaching experience required for each rank is detailed in Section 3.2.1, "The Ranked Faculty." Deviation from these minimums must be fully justified by the party initiating the request for early promotion.

A year of full-time, ranked teaching experience means that an individual has fulfilled the duties and responsibilities of a ranked faculty member for a complete academic year, summer and interim sessions excluded.

Part-time teaching as well as graduate assistant teaching at a regionally accredited college or university, or full-time artistic, business, or professional experience may be counted towards academic rank on a pro-rata basis, provided that the amount of credit has been agreed upon in writing by the faculty member, the department chair, the dean, and the Executive Vice Chancellor and Provost and approved by the Chancellor at the time of initial appointment.

307.3.4 Service

Troy University can function effectively only if its faculty members participate actively in University activities. Faculty members must be willing to undertake a reasonable number of non-teaching assignments, attend meetings, contribute their ideas and experience during the decision-making process, and shoulder their fair share of the work. Faculty members are expected to be active and collegial University citizens.

307.3.4.1 Service to the Department or School

The faculty member should perform all departmental duties which are assigned to him/her. All faculty members, unless excused by the department chair, are expected to attend departmental meetings and to participate actively in the work of the department.

307.3.4.2 Service to the College

Faculty members are expected to cooperate with the dean and other faculty of the college by attending meetings, serving on committees, and in other work assigned at the college level.

307.3.4.3 Service to the University

All faculty members are expected to serve on University committees (standing and ad hoc) and to be available for other non-teaching assignments such as advising student groups, accepting short-term administrative responsibilities, and assisting with registration and/or pre-registration activities. Members of the faculty are required to attend commencements each year and participate in University-sponsored activities. (Faculty members should check with the campus administration to determine the number of commencements they are required to attend.) Faculty members also provide service to the University through their efforts at internationalizing the institution. These efforts might include, but would not be limited to, such activities as participating in faculty exchanges and study abroad programs, teaching at international sites, developing international curricula, and generally promoting globalization of and through the University.

307.3.4.4 Service to the Community

Troy University recognizes that its faculty members are professionals with unique and varied capabilities which permit them to make useful contributions to the larger social communities of which they are members. The University encourages faculty members to accept individually their responsibility to support those activities in which they can make a contribution. Involvement in the community not only benefits society, but it also publicizes the University and adds to its prestige. Faculty members are expected to be active in the outreach of the University to the local and regional community. Such service might include activities in the faculty member’s professional area as a consultant or in a research capacity, activities as a resource person, lectures to community groups, and the participation in community activities which enhance the image of the University. It is expected that much, but perhaps not all, of the faculty member’s service to the community will involve the use of academic expertise possessed by the faculty member.

307.3.4.5 Service to the Academic and Professional Discipline

Troy University expects its faculty members to be actively engaged in teaching and scholarship. Such active engagement often leads to opportunities for leadership and service to a faculty member’s academic and professional discipline. Such opportunities, in general, are supported by the University although faculty members are strongly encouraged to discuss these activities with their department chairs and deans prior to accepting responsibilities. Service to academic and professional disciplines might include serving as an editor of an academic journal, working as a member of an editorial review board for an academic publication, holding leadership positions within professional organizations, and serving as a member of a specialized accreditation review committee.

307.3.5 Research and Creative Work

A requisite for effective teaching is active involvement in the intellectual and scholarly developments of an individual's field. Because what is considered appropriate research in one discipline may not be recognized as appropriate in another discipline, an individual's research or creative work should be evaluated in terms of its quality, its level of recognition among peers, and its significance to the particular discipline. Moreover, the University recognizes that not all research ends in publication and that the significance of all research and creative endeavors is that it underscores and illumines excellent classroom teaching. Evidence of appropriate endeavors and activities includes:

Publications.
Research grants and sponsored research projects.
Inventions and patents.
Artistic works and performances.
Reviews of creative and scholarly work.
Creation of educational materials.

307.3.6 Professional Competence and Activities

Each faculty member has an obligation to maintain a high level of professional competence and to keep abreast of the developments in the academic discipline. In addition to research or creative work, other evidence of growth in professional competence includes:

Receipt of awards, grants, or fellowships.
Appointment in a scholarly capacity to state, regional, or national posts.
Active participation in professional organizations.
Reading papers or making presentations before learned societies.
Participation in conferences and institutes.
Postdoctoral education.
Participation in special programs (e.g., writing-across-the-curriculum, technology instruction, distance learning).

307.4 Merit Increases in Salary

For the purposes of determining merit increases in faculty salaries, the criteria established in Sections 3.4.1 through 3.4.7 of this Faculty Handbook will be used as guidelines for the department chair, associate dean, and dean in recommending and documenting merit increases.

307.5 Individual Records

For the purposes of promotion in academic rank and tenure, faculty members must bear the responsibility for keeping their records current by forwarding to the department chair, the associate dean, the dean, and the Executive Vice Chancellor and Provost pertinent information to be included in their personnel files.