308 Policies on Tenure

Tenure is granted to experienced faculty members to ensure their continuance in academic positions. To be eligible for tenure, a faculty member must have the minimum of an appropriate master's degree with a major or equivalent and/or professional experience in the teaching discipline and must hold the rank of instructor or higher.

Tenure shall not be granted for administrative appointments; however, a faculty member appointed to an administrative position does not lose tenure as a faculty member as a result of such an appointment and does not lose tenure for a leave of absence approved by the Chancellor (See Section onAdministrative Officers).

NOTE: The probationary period required for promotion in academic rank and advancement to tenure shall commence with the initial fall term of continuous service.

308.1 Definition of Status and Appointments

Faculty appointments are classified as follows:

Tenure-track appointments are given to faculty members whose scholarly and professional qualifications indicate that they demonstrate the potential necessary to make significant contributions to the ranked faculty.
Non-tenure-track appointments are given to faculty members who fill positions which do not lead to tenure. Faculty members employed to fill such positions will be tendered a contract prior to employment which clearly stipulates that time spent in these positions will not lead to or count toward tenure. If a non-tenure-track appointment is converted to a tenure-track appointment, service in a non-tenure track appointment will not count toward the probationary period for tenure.
Temporary appointments are given to faculty members whose services are required for a certain period of time, usually one academic year or less. Temporary faculty members are not eligible for fringe benefits available to full-time faculty members.
The probationary period, which precedes the granting of tenure, gives the individual faculty member time to demonstrate his/her ability and also permits the University to observe and evaluate one on the basis of performance in a faculty position. During this period, a non-tenured faculty member has the same academic freedom as a tenured faculty member; non-reappointment (See Section 3.8.1) will not be based on reasons which involve a violation of academic freedom. Termination, dismissal, or suspension of a probationary faculty member can occur only in accordance with the provisions of Section 3.8 of this Faculty Handbook. A faculty member holding a tenure-track appointment but who is serving his/her probationary period is evaluated annually by the department chair and recommended to the dean for reappointment or non-reappointment. During the probationary period, either the University or the probationary faculty member may exercise the severance prerogative without cause.
Because of the unique nature of University College, University College faculty members are tenured only to their respective regions.

308.2 Meaning of Tenure

Conferral of tenure means that faculty members are, after the probationary period, guaranteed the continuance of their full-time appointments until retirement unless there is proof of adequate cause (as defined in Section 3.8.5, "Dismissal"), prolonged mental or physical incapacity (see Section 3.8.4.1), financial exigency (as defined in Section 3.8.4.2), or changes in the educational program (as defined in Section 3.8.4.3). Faculty members who have been granted tenure will continue to be evaluated in accordance with University policy on an annual basis.

Institutions of higher education are conducted for the common good, which depends upon the free search for truth and its free exposition. Tenure is a means to certain ends, specifically:

Freedom of teaching, research, and of extramural activities.
A sufficient degree of economic security to make the profession attractive to individuals of ability.
Tenure is not, nor should it be, intended as a shield for mediocrity, incompetence or academic irresponsibility.
Moreover, tenure may be withdrawn because of any event which results in the faculty member’s no longer being in a position to teach at the University (except medical reasons).

Consequently, tenure is indispensable to the success of Troy University in fulfilling obligations to its students and to society because it protects faculty members who qualify for it against untoward pressures from inside and outside the academic community. In addition, it protects academic freedom which, in turn, maintains the University's dedication to the search for truth.

308.3 Date of Tenure

The probationary period shall not exceed seven years of continuous full-time teaching for Troy University. For those faculty members holding tenure-track appointments, a year of full-time teaching experience means that an individual has fulfilled the duties and responsibilities of a ranked faculty member for a complete academic year, excluding summer and interim sessions.

The probationary period required for promotion in academic rank and advancement to tenure shall commence with the initial fall term of continuous service.

At the time of initial appointment, a faculty member may receive credit towards tenure for prior college or university service. The amount of credit received should be indicated in the initial appointment

If a non-tenured faculty member holding a tenure-track appointment accepts a combined faculty and administrative appointment, each continuous academic year of service in this capacity shall be calculated at the rate of two-thirds of a probationary academic year of full-time teaching service.

The following leave policies apply toward promotion in rank and/or tenure unless applicable federal or state law provides otherwise. A sabbatical leave will not count toward promotion in rank and/or tenure, unless the faculty member and Troy University agree in writing to waive this provision at the time the leave is granted. In the event such a waiver is mutually agreed upon, the amount of credit to be granted shall also be specified in writing at the time the leave is granted. A leave of absence with pay for less than an academic year will count toward promotion and/or tenure. A leave of absence without pay will not count toward promotion or tenure unless the faculty member and Troy University agree in writing to the contrary at the time the leave is granted.

If a decision is made that tenure is not to be granted to a faculty member, notice must be given by the Executive Vice Chancellor and Provost as early in the probationary period as possible, and at least by the dates specified in Section on Calendar.

308.4 Criteria for Tenure

Tenure is not granted solely on the basis of time served in teaching. To be granted academic tenure at Troy University, a faculty member must not only be fulfilling the criteria for the rank in which he/she is serving but he/she must also be judged capable of being promoted to the next rank at the appropriate time. Additionally, an individual must demonstrate promise of remaining a productive member of the academic community and the University.

Tenure-track faculty members are responsible for offering all pertinent evidence to the department chair, dean, Executive Vice Chancellor and Provost, and to the Promotion and Tenure Review Committees (described below in Section “Promotion and Tenure Process”). An evaluation for tenure is required of all tenure-track faculty members by the end of the sixth consecutive year. Faculty members who have the qualifications outlined above may apply for tenure after completing three consecutive years of full-time teaching service for Troy University.

308.5 Annual Review of Non-Tenured Faculty

During the probationary period, non-tenured faculty holding tenure-track appointments will be evaluated by the immediate supervisor. As a part of the evaluation, the immediate supervisor will include any relevant facts which may have a direct bearing on the individual's progress toward and/or potential for tenure.

308.6 Procedures for Review, Promotion in Rank and/or Advancement to Tenure

Awards of tenure and promotion in rank are, in the final instance, decisions made by the Chancellor of the University, based upon the recommendation of the College Review Committee (CRC) and the University Review Committee (URC) described below.

308.6.1 General Procedures

Not later than May 31 of each year, all full-time, ranked faculty members who are eligible for and who desire promotion or tenure must indicate this desire by completing the Intent to Apply (Form A in Appendix D) and submit it to the immediate supervisor by the specific deadline. A faculty member is responsible for providing pertinent information and documentation on the completed forms. A faculty member should be guided by the criteria in Section Policies on Promotion in Academic Rank. For most faculty members, the immediate supervisor is the department chair; for department chairs, it is the associate dean; for the associate deans, it is the dean; and for the deans, it is the Executive Vice Chancellor and Provost. For those faculty members assigned to schools which have no department chairs, the immediate supervisor for these purposes is the director or associate dean of the school.

The immediate supervisor will prepare a recommendation based upon the individual's total professional development. (See Section Policies on Promotion in Academic Rank) The supervisor's written recommendation along with the individual's form, any supporting documents, and an evaluation by the individual’s department will be forwarded through the associate dean and the dean to the Executive Vice Chancellor and Provost by November 15 for individuals being considered or recommended for promotion and/or tenure.

A judgment of the development of each faculty member requires that supervisors review pertinent information from a variety of sources, such as the following:

The faculty member's self-evaluation, along with any professional growth plan submitted by the faculty member and approved by the supervisor.
Peer evaluations by members of the department regarding teaching effectiveness through actual observation as well as through interactions with the faculty member outside the classroom.
Evaluation of the teaching effectiveness by the supervisor.
4Evaluations of the faculty member by students. Supervisors will weigh student evaluations in terms of compatibility and consonance with other criteria.

Data obtained from these sources should be incorporated into the supervisor's written recommendations regarding tenure and shared with the faculty member in a constructive, confidential manner.

308.6.2 Procedures Relative to Promotion in Rank

Individual faculty members generally may not apply for advancement until the minimum length of time in a current rank has been completed. However, a supervisor may recognize superior service by recommending advancement earlier.

A faculty member who is eligible for and desires promotion in rank must indicate this desire on the Promotion/Tenure Form and must complete the form in conformity with the instructions thereon.

NOTE: A faculty member bears full responsibility for applying for promotion in Academic Rank. (See Section Policies on Promotion in Academic Rank.) No notice of eligibility will be tendered. The immediate supervisor must indicate either approval or disapproval of the application and, using the appropriate guidelines published elsewhere in the Faculty Handbook, substantiate the recommendation. The immediate supervisor should also share this recommendation with the individual faculty member.

The Chancellor, through the Executive Vice Chancellor and Provost, will, by February 1, simultaneously inform in writing the candidate, the associate dean, and the dean of the outcome of the application for promotion in rank.

308.6.3 Procedures Relative to Advancement to Tenure

Although a supervisor may recognize superior service by recommending an early granting of tenure and the University may concur by offering tenure, individual faculty members normally should not apply for tenure until the beginning of the sixth year of the probationary period or its equivalent, as defined in Section Date of Tenure.

By May 31 of each spring semester, all full-time, ranked faculty members who are eligible for and who desire tenure must indicate this desire by completing the Intent to Apply and submit it to the immediate supervisor within the specified time. Faculty members bear full responsibility for applying for tenure. No notice of eligibility will be tendered by the University.

In the case of a faculty member being considered for tenure, the immediate supervisor must indicate in the recommendation whether the faculty member should be granted tenure at the appropriate time, and using the applicable guidelines published in this Faculty Handbook, substantiate the recommendations. The department chair will forward the completed form and the recommendations to the dean of the college not later than October 1. In turn, the dean shall forward all materials and the recommendations of the College Review Committee to the Executive Vice Chancellor and Provost on or before November 15. The Executive Vice Chancellor and Provost will make available to the University Review Committee the recommendations of the College Review Committee along with other supporting and pertinent data, by November 20. This committee is authorized to receive solicited and unsolicited information as part of its deliberations. The University Review Committee shall return the materials, along with its recommendations, to the Executive Vice Chancellor and Provost by December 15.

NOTE: The Executive Vice Chancellor and Provost shall submit recommendations, together with all previous recommendations and the completed form, to the Chancellor by January 15. The Chancellor, through the Executive Vice Chancellor and Provost, will, by February 1, simultaneously inform in writing the candidate for tenure, the department chair, the associate dean, and the dean of the outcome of the application for advancement to tenure. When the decision is to award tenure, the faculty member will be informed that the next annual contract will be issued in the form of a tenure letter. When the decision is not to award tenure, the faculty member who is in the mandatory review period will receive a notice of non-reappointment (as defined in Section Notice of Non-reappointment).

308.7 Promotion and Tenure Process

308.7.1 General Policy Statements

Candidates for tenure or promotion as well as University and College Review Committees, chairs, deans, associate deans, and the Executive Vice Chancellor and Provost must understand that tenure and promotion decisions are based on professional judgments. These guidelines are designed to inform those judgments.
A faculty member is evaluated in the areas of teaching, scholarly and creative activities, and service. For faculty being considered for tenure, the evaluation covers the time period from the initial date of employment at Troy University to the present and may include previous experience elsewhere. For faculty being considered for promotion, the evaluation covers the time period from the last promotion to the present.
The appeals procedure described in this document is intended to supplement, not replace, the procedures outlined in the Faculty Handbook. A faculty member who is still dissatisfied with the disposition of his/her review at the conclusion of the process may follow the procedure outlined in the section in the Faculty Handbook entitled "Grievances."
For purposes of this document, senior faculty members are defined as tenured associate professors and professors.
In the event that a faculty member elected to the College Review Committees, the University Review Committee, or the Committee on Promotion and Tenure Appeals is unable to serve, a new representative will be elected.
Each person in the review and evaluation process has a professional responsibility to treat as confidential any information that evaluates another's work.

308.7.2 Calendar

By May 1 of each year, the Executive Vice Chancellor and Provost will establish the calendar for the promotion and tenure decision cycle for the next academic year, to be sent to each member of the faculty and to be posted in each department.

The calendar will include the following approximate key dates:

Key Calendar Dates for Promotion and Tenure
May 31	Candidates notify chair of intent to apply.
June 15	Chair validates eligibility and sends a copy of form to the dean.
September 1	Submission of portfolios by the candidates.
September 15	Chair submits candidate’s Portfolio & Tracking Forms to the associate dean.
October 1	Chair submits candidate’s Portfolio & Tracking Forms to the dean.
November 15	Completion of College Review Committee’s (CRC) action on candidates. Recommendations are submitted to the Executive Vice Chancellor and Provost.
December 15	Completion of University Review Committee’s (URC) action on candidates (recommendations submitted to the Chancellor).
February 1	Candidates notified of results

308.7.3 Eligibility and Application for Promotion and Tenure

A faculty member being considered for promotion and/or tenure must complete and submit to the department chair his/her portfolio.

308.7.4 Evaluation and Documentation

Candidates for promotion and/or tenure must provide appropriate documentation required for evaluation of teaching, scholarly and creative activities, and service. Documentation is contained in a portfolio for which the faculty member is responsible for maintaining currency. The portfolio must include:

Review Information Form
Faculty essay (maximum of ten pages, typed, double-spaced) that addresses teaching/advising, scholarly/creative activities, and leadership/service.
Professional Development Plan covering the period under consideration.
Faculty evaluation documents covering the period under consideration.
All course evaluations covering the period under consideration.
Appropriate documentation and evaluations of reported activities and achievements (Form C, Candidate Evaluation, must be used if the candidate wishes to include letters of support).

Note: Faculty should be judicious in the inclusion and organization of materials in the portfolio and are responsible for ensuring the accuracy, completeness, and integrity of all materials.

308.7.4.1 Evaluation of Activities

The candidate's teaching activities must be evaluated by the department chair and by colleagues and students. The candidate must provide substantial evidence of sustained teaching effectiveness and must give special care to the documentation of claims of teaching excellence.

In addition, the candidate's scholarly and creative activities must be evaluated by sources external to the University. For example, this may be done through the submission of scholarly/creative work submitted to refereed journals, juried exhibits, or invited performances. The candidate must provide evidence of achievement in the portfolio and, where appropriate, submit the actual works or reproductions thereof.

The candidate's service must be evaluated by colleagues and/or others familiar with the contribution. The candidate must provide substantial evidence of sustained quality service.

308.7.5 Departmental Responsibilities and Procedures

The chair validates eligibility for promotion or tenure and submits the candidate's tracking form(s) to the dean. The chair verifies that all information concerning each candidate is in order and attests that, to the best of his/her knowledge, all information is correct and forwards the portfolios of the candidates to the dean.

The chair reviews each candidate's portfolio, indicates his/her recommendation on the Chair's Recommendation Form (Form F), and provides a narrative that supports that recommendation. The narrative should describe the candidate from an overall viewpoint and show how he/she relates to the needs and goals of the department. The Chair's Recommendation Form is presented at the CRC meeting during which action is taken on applications.The chair also has responsibilities on the CRC.

308.7.6 College Review Committee

308.7.6.1 General Guidelines

The CRC is composed of five senior faculty members selected with at least one from each unit (names of representatives are reported on Form G, see Appendix D), two department chairs selected by the dean, one outside dean, associate dean or chair appointed by the Executive Vice Chancellor and Provost, and the dean of the college. Departmental faculty members serve staggered three-year terms, with the initial length of the terms to be determined by the CRC. Elected CRC representatives are not eligible to serve on the Committee on Promotion and Tenure Appeals during the same year. A faculty member cannot actively serve on the CRC during a year in which he/she is being considered for promotion. In the instance where the faculty member is also a chair, the dean appoints a senior faculty member to serve in place of the chair. In cases where the chair or director and dean serve as one, two elected faculty members serve for that department.

For the purposes of tenure and promotion, librarians will be reviewed by a College Review Committee that is chaired by the Dean of Library Services and is composed similarly to the College Review Committee described above. Five librarians selected with at least one from each unit (names of representatives are reported on Form G), two department chairs selected by the Dean of Library Services, one outside dean, associate dean, or department chair appointed by the Executive Vice Chancellor and Provost compose the review group for librarians.
The dean, a non-voting member, chairs the meetings of the College Review Committee (CRC); additionally, he/she reviews the portfolios independently and formulates a separate recommendation to the Executive Vice Chancellor and Provost on each candidate.
The outside dean or chair is appointed by the Executive Vice Chancellor and Provost. He/she serves for a one-year term and may be re-appointed.
The dean is responsible for the security of the files.
Members of the CRC should consider each candidate's credentials from an objective perspective, and all discussion of the candidacy will be confidential.
Recommendation forms submitted by the CRC and the dean should be clear, brief, and unambiguous in terms of intent.
The CRC is responsible for the annual review of the promotion and tenure process up through the CRC level and of any proposed changes in the college or departmental criteria. Any recommendations from this review shall be forwarded to the URC in accordance with established dates.

308.7.6.2 Procedural Guidelines

The dean may call for an organizational meeting at which time the process is described and responsibilities assigned or he/she may convey the necessary information through a memorandum to the CRC members.
The dean makes the portfolios and all documentation available to members of the CRC for evaluation prior to the formal CRC meeting.
Members of the CRC review the portfolios prior to the formal meeting(s).
At the conclusion of discussion of each category (promotion or tenure), the CRC votes by secret ballot for either approval or disapproval of each of the candidates in that category.
The dean tallies the votes and announces the results. In the event of a tie, the portfolio is forwarded to the URC.
Following action on all candidates, any member of the CRC may request a re-hearing and re-vote for a specific candidate. If a two-thirds majority of the voting members agree, the re-hearing and re-vote are held.
A member of the CRC is designated by the dean to enter the results of the voting, along with any pertinent comments, on the College Review Committee Recommendation Form. In all cases involving promotion, written justification for the voting must also be provided on the form. In the event the vote is not unanimous, the justification shall reflect both the expressed majority and minority positions.
The dean indicates approval or disapproval of each candidate on the Dean's Recommendation Form and adds comments. The dean informs the College Review Committee of his/her recommendations, giving explanations, as appropriate.
The dean forwards a completed College Summary Sheet for Promotion and College Summary Sheet for Tenure and the Portfolios of the approved candidates to the Executive Vice Chancellor and Provost.
Within three working days of the completion of action by both the CRC and the dean, written notification is sent to each candidate by the dean of the status of his or her application for tenure and/or promotion. Notification will be satisfied by hand delivery to the faculty member or delivery to the faculty member’s campus office. The types of notification and the consequences are summarized in the table below.
CRC Forms that are not forwarded are retained in the office of the dean for three years.

Promotion and Tenure Process Action and Notification Requirements (CRC)
Action	Type of notification	Further action
Recommended by both CRC and dean	Written	Application forwarded to URC and Executive Vice Chancellor and Provost
Recommended by either CRC or dean	Written, specifying whether CRC or dean recommended disapproval	Application forwarded to URC and Executive Vice Chancellor and Provost
Not recommended for promotion by both CRC and dean	Written	Application denied unless timely appeal is filed
Not recommended for tenure by both CRC and dean	Written	Executive Vice Chancellor and Provost notified on summary sheet

308.7.6.3 University Review Committee (URC)

The URC is comprised of one elected faculty member from each of the colleges (only senior faculty members are eligible; the names of representatives are reported on Form L), the deans (including the Dean of the Graduate School and the Dean of Library Services), two members of the Faculty Council, and the Executive Vic Chancellor and Provost, who is a non-voting member.
Faculty members are elected by a vote of the faculty at the first college faculty meeting in the fall. They serve alternating two-year terms.
Faculty members on the URC serve as elected members on their respective CRCs and are elected by their CRC voting members at the conclusion of the CRC review of candidates.
The Executive Vice Chancellor and Provost is responsible for the security of the files.
Members of the URC should consider each candidate's credentials from an objective perspective, and all discussion of the candidacy will be confidential.
Recommendation forms submitted by the URC should be clear, brief, and unambiguous in terms of intent.
The Executive Vice Chancellor and Provost, who chairs the URC, may call an organizational meeting at which time the process is described and responsibilities assigned, or he/she may convey the necessary information through a memorandum to the URC members.
The Executive Vice Chancellor and Provost makes the portfolios and all documentation available to members of the URC for evaluation prior to the formal URC meeting(s).
Members of the URC review the portfolios prior to the formal meeting(s).
At the conclusion of discussion of each category (promotion or tenure), the URC votes by secret ballot approval or disapproval of each of the candidates in that category.
The Executive Vice Chancellor and Provost tallies the votes and announces the results. In the event of a tie, the portfolio is forwarded to the Chancellor.
Following consideration of all candidates, any member of the URC may request a re-hearing and re-vote for a specific candidate. If a two-thirds majority of the voting members agree, the re-hearing and revote are held.
The Executive Vice Chancellor and Provost designates a member of the URC to enter the results of the voting, along with any pertinent comments, on the University Review Committee Recommendation Form (Form M, see Appendix D). In cases involving promotion, written justification for the voting must also be provided on the form. In the event the vote is not unanimous, the justification must reflect both the expressed majority and minority positions.
The Executive Vice Chancellor and Provost indicates approval or disapproval of each candidate on the Executive Vice Chancellor/Provost's Recommendation Form, and adds comments. The Executive Vice Chancellor and Provost informs the URC of his/her recommendation, giving explanations as appropriate.
The Executive Vice Chancellor and Provost forwards a completed University Summary Sheet for and University Summary Sheet for Tenure and the portfolios of the approved candidates to the Chancellor.
Within three working days of the completion of action by both the URC and the Provost, written notification is sent to each candidate by the Executive Vice Chancellor and Provost of the status of his/her application for tenure and/or promotion. Notification will be satisfied by hand delivery to the faculty member or delivery to the faculty member’s campus office. The types of notification and the consequences are summarized in the table below.
The URC is responsible for the annual review of the promotion and tenure process and of this document and approval of any updating of the college or departmental criteria.

Promotion and Tenure Process Action and Notification Requirements (URC)
Action	Type of notification	Further action
Recommended by both URC and Executive Vice Chancellor and Provost	Written	Application forwarded to Chancellor
Recommended by either URC and Executive Vice Chancellor and Provost	Written, specifying whether URC or Executive Vice Chancellor and Provost recommended disapproval	Application forwarded to Chancellor
Not recommended for promotion by both URC and Executive Vice Chancellor and Provost	Written	Application denied unless timely appeal is filed
Not recommended for tenure by both URC and Executive Vice Chancellor and Provost	Written	Chancellor notified on summary sheet

308.7.6.4 Responsibilities of the Chancellor

The Chancellor considers the recommendations of the preceding reviewers and makes the final decision on the candidates.

A list of the candidates approved by the Chancellor is published following the conclusion of the cycle and the individual notification of the candidates. The Office of University Relations is supplied with the list to be used in news releases at its discretion.

308.7.6.5 Post-Cycle Follow-Up

Within one month of the conclusion of the cycle, the review information form is returned to the office of the dean, where it is retained for three years. Documentation is returned to the candidates.
The Executive Vice Chancellor and Provost completes the tracking form(s) for each faculty member eligible for consideration for promotion or tenure and prepares appropriate statistical summaries.

308.7.6.6 Procedure for Communication of Information About Denial of Tenure or Promotion

Non-tenured faculty members who are notified that their application for tenure has been denied are not entitled to a statement of the reason upon which the decision is based. However, the faculty member, during his/her probationary period, should seek guidance from the chair and senior faculty members in developing the required skills and professional competencies as he/she moves toward achieving tenure.

The votes of the various review groups must remain confidential, but the reasons advanced at each level for denial of promotion should be communicated by the responsible administrator (the chair, the dean, the Executive Vice Chancellor and Provost) for the purpose of providing direction to faculty seeking promotion. At the request of the candidate, the chair will schedule a conference with the candidate, the dean, and the chair. The reasons for denial are to be explained at the conference, and the candidate will be assisted in developing a program of professional development in teaching/advising, scholarly/creative activities, and leadership/service which will enhance the likelihood of his/her promotion.

308.7.6.7 Procedures for Appeal

308.7.6.7.1 Committee on Promotion and Tenure Appeals (CPTA)

The CPTA hears only appeals that address alleged procedural violations. If the committee finds a procedural violation, the step at which the procedural violation occurred will be redone, either by the person who violated a procedure or by a replacement. The burden of proof of a violation rests with the faculty member making the appeal. Split review recommendations (e.g., when the CRC and the dean disagree) are not subject to appeal, since the application remains under active consideration in spite of a split recommendation. When an appeal is filed, the CPTA notifies, in writing, the next review group and provides a copy to the charged group (e.g., CRC/dean, URC/Executive Vice Chancellor and Provost, Chancellor) of the nature and extent of the appeal.
The CPTA consists of six senior faculty members (one elected from each college during the fall college faculty meeting; names of representatives are reported on Form L Appendix D), with three serving at any one time. The six members elect a chair. When the committee is called into service, three active members are chosen in the following manner: The CPTA member from the college of the faculty member who is making the appeal serves if the faculty member so requests and the CPTA member concurs. The CPTA chair draws by lot the names of the other two members. In the case where the CPTA member from the faculty member's college does not serve, the CPTA chair draws three names by lot. The three CPTA members elect a chair of the active subcommittee. In the case of a candidate who appeals twice, once at each of the two levels, only one CPTA representative may be a member of both committees.

The CPTA chair is responsible for scheduling hearings as necessary, for assuring that the correct procedures are carried out, and for submitting the results of each hearing to the Provost within two working days of the hearing.

308.7.6.7.2 Procedure

1. Within three working days following receipt of notification of action by either review group, candidates whose names will not be forwarded to the next level are notified in writing by the dean or Executive Vice Chancellor and Provost. Notification will be satisfied by hand delivery to the faculty member or delivery to the faculty member’s campus office.
A candidate wishing to appeal should contact the CPTA chair in writing to request a hearing no more than seven working days after notification has been sent by the dean or Executive Vice Chancellor and Provost.
The CPTA chair sets a time for the appeal hearing convenient to candidate's portfolio.
The CPTA members review the completed portfolio prior to the hearing.
The faculty member requesting the appeal and/or his/her representative may be present at the hearing and make a presentation of the case. The University attorney also may be present.
The CPTA may call witnesses.
After the presentation by the candidate and other invited participants, the CPTA meets in closed session to discuss the appeal and to decide if there is cause for further action.
If the CPTA decides that there is merit in the appeal, the candidate's portfolio is forwarded to the next level for consideration, and the candidate is notified in writing on the same day, with copies to the associate dean, the dean, and Executive Vice Chancellor and Provost. The chair of the CPTA ensures that the credentials are submitted with comments to the appropriate person at the next level of review.
If the CPTA decides that there is not sufficient cause for further action, the chair notifies the candidate immediately by telephone, if possible. In any event, the chair notifies the candidate in writing on the same day, with copies to the associate dean, the dean, and Executive Vice Chancellor and Provost.

308.7.6.7.3 Scope of the Appeals Procedure

This appeals procedure is in effect only while the promotion and tenure cycle is underway. A faculty member who is dissatisfied with the disposition of the case at the conclusion of the cycle may follow the procedure outlined in the Troy University Faculty Handbook Section 3.10.2 entitled "Grievances."