A.  Policy

The College of Nursing makes a limited number of adjunct faculty appointments based on the needs of the College. An adjunct faculty appointment is generally for a P&S staff member at the University, a professional employed in the surrounding community, or a faculty member from another institution whose area of expertise is either insufficiently represented on the faculty or complements the expertise of faculty in the College of Nursing.  Typically, Adjunct faculty hold a graduate degree and/or a terminal degree in their field. 

These appointments in the College of Nursing are for less than 50% and may or may not be compensated. Adjunct appointments are temporary, part-time and do not include benefits.

B.  Appointment Procedures

Faculty members or an Associate Dean may recommend an individual for an adjunct appointment. The candidate for an adjunct position provides the Associate Dean for Faculty (for tenure track) or Associate Dean for Academic Affairs (for clinical track, instructors, or lecturers) with a current CV, and letter of interest. Nominations for Adjunct faculty appointments are reviewed by the College of Nursing Strategic Governance Council with recommendations to the Faculty for vote for recommendation for an appointment. If recommended, the Associate Dean sends the candidates CV and a letter of recommendation to the Dean for final approval.   Final appointment is contingent on the candidate providing consent for a credential verification process and appropriate proof of professional licenses, as needed.

Initial appointments can be made at any time in the calendar year for a period of up to three years based on the University fiscal calendar with an end/renewal date of June 30th. An appointment/agreement letter (see Attached Adjunct letter template) including the dates of appointment and responsibilities is provided.

Adjunct faculty appointments carry a faculty rank (adjunct assistant, associate or full professor; adjunct clinical instructor, assistant, associate or full professor; adjunct Lecturer). The initial rank to which an adjunct is appointed is based on the qualifications of the individual using the general University guidelines and the College of Nursing guidelines. These guidelines consider the individual’s educational background, professional and teaching experience, and professional achievements (See Appendix A).

Prior to the end of each three-year appointment, the Associate Deans review the faculty member’s performance and the need for the position. If desired, a reappointment for another term of up to three years is made. The Appointment or Change in Status form and attachments are routed in workflow from the Associate Dean for Faculty (for Tenure Track Adjunct) or the Associate Dean for Academic Affairs (for Clinical Track Adjunct) to the Dean's Office to the Office of the Provost for electronic signature.

C.  Responsibilities and Privileges of Adjunct Faculty

Adjunct faculty responsibilities may involve teaching, teaching support, research, or clinical practice.  Privileges accorded adjunct faculty include eligibility to serve on graduate examination committees, and undergraduate honors/graduate research projects, inclusion in College of Nursing  adjunct faculty list and marketing materials,   invitation to attend College seminars, meetings and activities, and contributing to faculty meetings as a non-voting member.

D.  Annual Review Process

Annual review of adjunct faculty will occur by the Associate Dean for Faculty and/or Associate Dean for Academic Affairs, with feedback from faculty on contributions to the College of Nursing.  On third year review, decision on reappointment will be made and can consist of renewal for 1-3 years.

E.  Promotion and Re-appointment Procedures

If the record of professional activities justifies a promotion in rank, an adjunct faculty member, whether salaried or not, may be recommended for promotion during the regular promotion cycle. Adjunct faculty may also self-nominate for promotion. The Associate Dean advises the adjunct faculty member on the promotion process, status compared to the College norms, and the required dossier.

Adjunct faculty members are evaluated for promotion based on the quality and significance of the contribution that they make in the area(s) described in their individualized agreements (see attached Letter of Appointment for Adjunct Faculty) and on the College of Nursing criteria for the rank to which they aspire.

The promotion dossier for adjunct faculty includes:

1. A current CV

2. Copies of any teaching evaluations (if applicable) and information about teaching quantity since appointment or the last promotion

3. A brief (1-2 pages) personal statement teaching, scholarship, practice, and/or service responsibilities (if applicable).

4. If deemed necessary by the Associate Dean, two to three letters of review (these may include letters from faculty from a different unit).

The process of review is similar to that of other faculty in the College of Nursing and will include:

1. The Collegiate peer group (CPG) (tenure- and clinical-track faculty at or above the rank to which the candidate is being considered for promotion) will review the dossier and vote. The vote will be reported to the Dean, no other written report will be provided.

2.  The Associate Dean will write a letter of recommendation with justification for promotion to the Dean.

3. The Dean will write a letter to the Provost, which will include the peer group vote.

The candidate is informed of the recommendation of the collegiate peer group by the Associate Dean, provided a copy of both the Associate Dean's and Dean’s letters, and given the opportunity to respond to errors of fact in either the Associate Dean's or Dean’s letters.

Adjunct Appointment Template Letter

Adjunct Faculty Appointment and Promotion Qualification Guidelines

The University of Iowa College of Nursing

ANNUAL REVIEWS FOR PROBATIONARY TENURE TRACK FACULTY AND CLINICAL FACULTY

The following guidelines shall be followed in conducting annual reviews of probationary tenure-track faculty and clinical-track faculty:

1. The College of Nursing Review Criteria and Processes described below are consistent with the qualifications established in Section 10.4b and c of the Operations Manual.
2. It is the responsibility of the Dean and Associate Deans for Faculty and Academic Affairs to ensure the completion of the review process.
3. The annual review of probationary faculty should be as complete and detailed as possible in order to provide sifficient feedback and guidance to the faculty member being reviewed.
4. If there are secondary/tertiary appointments, the review process should be guided by the original offer letter and/or the Memorandum of Understanding, and evidence or description of the participation in the review by the department(s) must be provided and signatures obtained.
5. Upon completion of the annual review process, the faculty member should be informed of the results of the review in the following ways:

• Receive a written summary of the review, including documents sent forward by the Associate Deans to the Dean for subsequent review by the Provost.
• Be given the opportunity for a one-on-one meeting with the Associate Dean or designee responsible for the annual review process.
• Be informed of his/her right to respond in writing to the annual review.  This response will then become part of the official record.

Probationary Tenure Track Faculty

Consistent with the University of Iowa Policy for Review of Tenure Track Faculty: Operations Manual, III-10.1a(4), the College of Nursing guidelines include:

1. First Year's Annual Review: All non-tenured faculty members shall receive annual reviews; in their first year the review is conducted in the Spring semester.  This review may be abbreviated and based on the faculty member's limited record to date, but the first review should be used as an opportunity to introduce the process and criteria of annual reviews, review the faculty member's goals, and develop a plan for achieving those goals in his/her probationary period.
2. Reappointment Review: The reappointment review is conducted during the third year.  This review is a peer review and is conducted according to the College of Nursing Tenure Track Review and Promotion Decision-Making Guidelines.  It is a substantial review that takes "into account the faculty member's proven teaching effectiveness and research productivity and potential and includes an evaluation of collegiate and university educational goals and a determination of the likely role of the faculty member in achieving those goals" (Operations Manual, III-10.1a (4) (h)).

• If the reappointment review yields a decision to reappoint, that appointment should be for an additional three years to enable a tenure review.
• If the review results in a decision that the faculty member is not performing satisfactorily, then a terminal appointment is given.  The Office of the Provost will be notified as soon as possible if the result is a recommendation not to reappoint.
• A faculty Annual Review Form must be submitted with the reappointment review, whether there will be reappointment or terminal appointment.

3. Tenure Review: For the tenure review, the probationary faculty member undergoes a comprehensive review of teaching, scholarship or reative work, and service from the time of initial appointment.  This review occurs in a faculty member's final year of their pre-tenure appointment, unless extensions have been granted that have reset the tenure review date.  For information about conducting tenure reviews, see the Office of the Provost's Procedures for Tenure and Promotion Decision Making at The University of Iowa.
4. All Other Years: An annual review is required for all tenure-track probationary faculty in non-reappointment or tenure consideration years, as cited in the UI Operations Manual citation at the beginning of this section.  This includes review of portfolio development for reappointment and/or promotion and tenure to include completion of expectations in teaching, scholarship and service.

Clinical Track Faculty

Consistent with the University of Iowa Policy for Review of Clinical Track Faculty (Operations Manual, III 10.9), the College of Nursing guidelines include:

1. Annual Review: An annual review is required for all clinical-track faculty members in non-reappointment consideration years, as cited in the UI Operations Manual policy at the beginning of this section.  This includes review of portfolio development for reappointment and/or promotion to include completion of expectations in teaching, scholarship, practice and service.
2. Contract-Renewal Review: Reappointment reviews are conducted following the initial three years of service and conducted according to the College of Nursing clinical Track Guidelines for Appointment, Retention, Reappointment and Promotion.  This is a substantial annual review that takes into account the faculty member's demonstrated effectiveness in fulfilling teaching, clinical scholarship, service and/or practice missions.  It should also include "evaluation of the collegiate, and University educational and service goals and the likely role of the faculty member in the future in achieving those goals" (Operations Manual, III-10.1a (4) (h)).

• If the reappointment review yields a decision to reappoint, clinical-track Instructors will receive two-year appointments, while clinical track Assistant, Associate and Full Professors will receive three- to seven-year appointments.
• If the review results in a decision that the faculty member is not performing satisfactorily, then a terminal appointment is given (see Operations Manual, III-10.9h for notice of non-renewal requirements).  The Office of the Provost will be notified as soon as possible if the review result is recommendation not to reappoint.
• An Annual Review Form must be submitted with the reappointment review, whether there will be reappointment or terminal appointment.

ANNUAL REVIEWS FOR TENURED FACULTY

1. An Annual Review is required for all tenured faculty members in years when the faculty member is not undergoing a review for promotion or being reviewed by peers according to the College of Nursing Post-Tenure Peer Review Policy.
2. The Annual Review includes review of accomplishments in teaching, scholarship and service based on expected standards of performance for the faculty member's rank.

ANNUAL REVIEWS FOR ASSOCIATE FACULTY

1. An Annual Review is required for all Associate faculty members in each year of their contract appointment.
2. The Annual Review includes review of accomplishments in teaching, scholarship and service based on expected standards of performance for the Associate appointment.

ANNUAL REVIEWS FOR LECTURERS WITH ANNUAL CONTRACTS

1. An Annual Review is required for all Lecturers with annual contracts each year as part of their contract renewal.
2. Contract renewal reviews include:

• If the renewal review yields a decision to reappoint, lecturers will receive a one year appointment.
• If the review results in a decision that the lecturer is not performing satisfactorily, a contract-renewal will not be provided.
• An Annual Review Form must be submitted with the renewal review.

ANNUAL REVIEW PROCESS

Material Preparation: The faculty member shall provide the following materials used to conduct the annual review to the Office of Faculty Services or the Office of Teaching Services (depending on where the primary effort allocation is reviewed) no later than one week prior to a scheduled review meeting in the Fall semester:

1. A current curriculum vitae of the faculty member, with achievements during the time period under review (e.g. fall, spring and summer prior to the review) highlighted.
2. A written self-assessment of teaching, scholarship, service and/or practice activities (depending on effort allocation for the year) for the review period.  The statement on scholarship should include a list of submitted grant applications that were not funded and thus not included in the curriculum vitae.  The statements should address any reallocation of effort during the prior year and address any areas for development noted in prior annual reviews.
3. A statement of goals for the next year covering anticipated teaching, scholarship, service and/or practice activities as well as any specific plans for professional development.  The goals should be in keeping with expectations by rank in the College of Nursing Tenure Track Review and Promotion Decision-Making Guidelines and College of Nursing Clinical Track Guidelines for Appointment, Retention, Reappointment and Promotion.
4. Teaching evaluations of the faculty member's courses, including student evaluations for courses taught the prior academic year and peer evaluations if completed during the prior year as described in College of Nursing Tenure Track Review and Promotion Decision-Making Guidelines and the College of Nursing Clinical Track Guidelines for Appointment, Retention, Reappointment and Promotion.
5. Any additional materials the faculty member considers appropriate for the annual review.

Review Process: The process for accomplishing the annual review includes, but is not limited to, the following components:

1. The Associate Dean for Faculty, in consultation with the Associate Dean for Research, completes the written summary and evaluation of Tenure Track and Tenured faculty scholarship and service.  the Associate Dean for Academic Affairs completes written summary and evaluation of Tenure Track faculty teaching.  The Assistant Dean for Graduate Programs and Assistant Dean for Undergraduate Programs, in consultation with the Associate Dean for Research, complete the written summary and evaluation of Clinical Track faculty teaching, scholarship and service and of Lecturer teaching.  The written annual review summaries of all faculty are sent to the Dean for consideration in Collegiate decision-making.
2. The faculty member is expected to meet with the Associate and/or Assistant Deans conducting their annual review.  The faculty member is provided an opportunity to assure accuracy of data included in the annual review and to provide additional information not available at the time of submission of written summary statements.
3. The faculty member will receive a written summary of the review and have an opportunity to respond to the annual review in writing.  Any such written response will be appended in to the Annual Review Form and kept on file in the personnel file of that faculty member.
4. At the faculty member's request, the Dean of the College of Nursing will meet with the faculty member to discuss the Annual Review summary, and the faculty member's written response (if one is written).

Documentation of Outcomes: The process for documenting annual review outcomes is as follows:

1. Probationary Tenure Track and Clinical Track Reappointment Reviews: The name of the faculty member being reviewed is entered into the Workflow path by the Associate Dean (or designee) initiating the Annual Review form.  The faculty member can "approve" the form, which will serve as an electronic signature to acknowledge that he/she has received the results of the review and was offered the opportunity to respond.  A physical signature on the review documents will not be required, but the faculty member's electronic signature must be obtained.
2. Review of Tenured Faculty Members: The Associate Dean for Faculty or Associate Dean for Academic Affairs records completion of each annual review in the online HR system before June 30th of each year, as established by the Provost Office.  The Annual Review summary, including any additional documents, will be provided to the Dean and kept in the faculty member's personnel file.
3. Associates and Lecturers with Annual Contracts: The Associate Dean for Faculty or Associate Dean for Academic Affairs submits completed annual reviews to the Dean, which are kept in the faculty member's personnel file.

D.  Practice Expectations

Clinical track faculty will be evaluated on evidence of substantial involvement in activities to meet the listed expectations for each rank. Bulleted items are examples of activities to meet expectations and are not meant to be limiting or all-inclusive. Evaluation of evidence of substantial involvement is influenced by the percentage of time allotted to particular areas of effort distribution. For example, a person with 20% effort allocated to practice will have less time to devote to practice and thus present with fewer activities, than someone who has a larger effort distributed to practice.

C. Service

3.e.  Frequency:

3.e.1. Tenure-track Assistant Professors must have a minimum of six PETs. A developmental PET will be performed in years one, three and five. An evaluative PET will be performed in years two, four and six. Ideally one observer will perform the PET in two consecutive years to provide continuity between the developmental and evaluative PET. This evaluation plan allows time for faculty to respond to the developmental PET as needed.

3.e.2. Full Professors and Tenured Associate Professors not seeking promotion: Three observations will be performed during the 5 year interim period of tenure. At least two will be for evaluative purposes.

3.e.3. Clinical-track Assistant Professors must have a minimum of six PETs during their first 6 years of appointment. A developmental PET will be performed in years one, three and five. An evaluative PET will be performed in years two, four and six. Ideally one observer will perform the PET in two consecutive years to provide continuity between the developmental and evaluative PET. This evaluation plan allows time for faculty to respond to the developmental PET as needed.

3.e.4.  Clinical-track Full and Associate Professors not seeking promotion and Assistant Professors after 6 years: Three observations will be performed during the 5 year interim period. At least two will be for evaluative purposes.

3.e.5.  PET observers and times of observations will be determined with input from the faculty member, and will be representative of the faculty member’s teaching assignment—didactic and/or clinical teaching.  PET may be done or augmented by video observation and/or access to course web sites with the faculty member’s consent.

3.e.6.  The faculty member must be involved in facilitating PET by providing copies of syllabi, other relevant course materials, and access to course management sites.  However, the Dean or Dean’s designee ultimately is responsible for ensuring the PETs take place.

In accordance with the University of Iowa’s policy on Review of Tenured Faculty Members (OM III-10.7), reviews conducted under this policy shall respect the principles of academic freedom and the significance and importance of tenure.  Free inquiry and expression are essential to the maintenance of excellence, and tenure is essential to free inquiry and expression.

The peer review of tenured faculty members will occur at least once every five years.  The faculty member may request a review ahead of schedule.  Faculty members are exempted from their scheduled five-year peer review if (a) they are being reviewed for promotion to a higher rank during the year of the scheduled review; (b) they are within one year of announced retirement or are on phased retirement; (c) they serve as assistant dean, associate dean, or dean; or (d) the Dean in his or hear discretion, concludes that unusual circumstances warrant exempting a faculty member from review in a given year.  At any time in the peer review process, the faculty member may consult with the Chair of Faculty Council regarding policies and procedures.

Materials used to conduct the peer review provided by the the faculty member include, but are not limited to:

1. A current curriculum vitae of the faculty member.
2. A written self-assessment of teaching, scholarship, and service activities over the last five years (or since the previous peer review) completed by the faculty member.  The statement on scholarship should include a list of grant applications that were submitted but not funded.  The statements should include explanation of any time during which effort has been reallocated and address any areas for development noted in prior post-tenure reviews.
3. A general career plan including goals for the next five years covering anticipated teaching, scholarship, and service activities as well as any specific plans for professional development.  The goals should be in keeping with collegiate expectations for professors in the areas of scholarship, teaching, and service, recognizing negotiated post-tenure effort reallocation, if applicable.
4. Copies of the most recent peer review committee report and annual administrative reviews during the five year review period.
5. Teaching evaluations of the faculty member's courses during the last five years, including student ACE evaluations and at least one peer evaluation completed within two years of the review.
6. Any additional materials the committee and/or faculty member considers appropriate.

The mechanism for accomplishing the peer review includes, but is not limited to, the following components:

1. The Associate Dean for Faculty, following consultation with the faculty member to be reviewed, selects a committee of three tenured faculty members within the same college of the same or higher rank as the faculty member being reviewed to serve as the faculty review committee for the faculty member to be reviewed.  Associate Deans and Deans may not serve on peer review committees.
2. The peer review committee:

• Reviews all submitted material and requests other materials it deems appropriate.  The solicitation or production of reviews of the faculty member's scholarship by the committee is not contemplated as a necessary part of the peer review process. 
• Writes a peer review committee report for the faculty member being reviewed.  This report will be three to five pages in length and devoted to an assessment as to whether, judging from all the information available, the faculty member under review has demonstrated professional vitality by achieving the expected standard of performance for faculty members within the College.  When the performance of the faculty member under review has not fallen below the expected standard of performance for faculty members within the College, the committee may nevertheless make suggestions of ways the faculty member might try to enhance his or her performance through professional development activities.
• The peer review committee shall complete its review and final report no later than the last day of classes in the spring semester of the academic year in which the review commenced.  Written timelines for submitting materials will be posted one year in advance.

3. The peer review committee shall complete its review and final report no later than the last day of classes in the spring semester of the academic year in which the review commenced.  Written timelines for submitting materials will be posted one year in advance.

Distribution and use of the peer review committee report:

1. The outcome of the peer review is confidential and sent to the faculty member being reviewed, the review committee, the Associate Dean for Faculty, the Dean, others directed by the faculty member, and in special circumstances, the Provost.
2. The committee will discuss the written report with the faculty member within one week after the written report is sent.
3. The faculty member will have an opportunity to respond to the report in writing.  Any such written response will be sent to the Dean of the College of Nursing, appended to the peer review committee report, and kept on file with the peer review committee report in the personnel file of that faculty member.
4. If the performance of the faculty member under review has fallen for a significant period of time below the expected standard of performance for faculty members within the College, the Dean may pursue the development of a plan to address those problems, under the standards and procedures set forth in the University of Iowa Review of Tenured Faculty Members policy (OM III-10.7).
5. At the faculty member's request, the Dean of the College of Nursing will meet with the faculty member to discuss the peer review committee report, and the faculty member's written response (if one was written).
6. The developmental nature of post-tenure review mandates that a faculty member being reviewed should be accorded adequate time to respond to the review and to improve performance where necessary. 
7. A faculty member who believes the policy and procedure during the five-year peer review process has been violated may seek redress of his or her grievance within the scope and framework of the University of Iowa Faculty Dispute Procedures (OM III-29.6).
8. The Associate Dean for Faculty records completion of each five-year review in the online HR system by the end of each fiscal year.

Although each tenured faculty member is expected to be fully engaged in teaching, research, and service throughout his or her academic career, it is recognized that faculty members will not always allocate their energies to those three categories of activity in the same measures from year to year. The standards are the same for all tenured faculty unless specialized expectations have been formalized in a Post-tenure Allocation of Effort Agreement has been made. Moreover, it is recognized that the heavy demands of certain administrative assignments can sometimes preclude a faculty member from producing scholarship while carrying out those assignments, and/or can affect a faculty member’s teaching load and teaching assignments. Faculty effort/contributions may realign to meet expectations and/or the needs of the College overall. The peer group shall take these realities into account when evaluating a faculty member’s 5 year performance.

Associate Professors should have an active research program, potentially still in growth phase.  They should have become adept as teachers, and should be in the process of assuming more responsibility for college governance based on their research and teaching commitments.  It is assumed that the goal of all Associate Professors is to sustain an active research career unless otherwise negotiated.

Full professors should have established research programs with continuity, have developed an effective teaching style and courses, and have assumed a role in university, college and department related administrative affairs. Teaching should involve the same high standards as research.

RESEARCH

Criteria for Associate Professor (4/2009)

1. Demonstrates a specific area of scholarly activity which advances the discipline.
2. Demonstrates excellence in research and publications.
3. Demonstrates continuing productivity in scholarship
4. Demonstrates a pattern or focus of scholarly activity.
5. Receives external research support where appropriate
6. Has made a significant contribution to nursing literature

Criteria for Full Professor (4/2009)

1. Demonstrates sustained scholarly activity
2. Receives University, National and/or International recognition as a scholar (e.g. evaluation of the scientific and technical worth of research proposals, publications and completed projects; receipt of awards, prizes, research funding; citations; invited papers; honorary elections and editorships).

Post Tenure Review Standards

General expectations for tenured faculty for research are to: make good faith effort in securing research funding (if appropriate for the particular area of study) and disseminate research findings nationally and internationally consistent with rank.  Mentoring of junior faculty and faculty colleagues is also an expectation from more experienced and accomplished faculty.

TEACHING

Criteria for Associate Professor (4/2009)

1. Able to independently develop, implement, and evaluate a new or experimental area of instruction (e.g. course, clinical experience, series of courses, or program of study).
2. Actively contributes to program or curriculum development.
3. Recognized as a consultant to faculty in areas related to teaching effectiveness.
4. Facilitates integration of knowledge within the curriculum.
5. Is recognized as an expert in a content or practice area within and beyond the College.
6. Provides evidence for being labeled as master teacher.

Criteria for Full Professor (4/2009)

1. Provides a behavior model for excellence in teaching.
2. Serves as a mentor for other faculty and graduate students.
3. Makes significant contributions to the College and nursing education generally.
4. Gains recognition for teaching effectiveness from the Unversity community and/or other disciplines.
5. Serves as consultant to national and international colleagues in area related to nursing and/or nursing education.
6. Facilitates the growth of the College and University.

Post-Tenure Review Standards

General expectations for teaching are to continue to be accountable for teaching by routinely updating courses and perhaps developing new courses, actively advising graduate students, and demonstrating positive teaching evaluations from students and peer faculty.  Graduate student mentoring is an important component of teaching in the College of Nursing for all faculty who are expected to chair and serve on doctoral dissertation and capstone project committees.  Faculty members who have an active research program are expected to mentor PhD student and junior faculty research.

SERVICE

Criteria for Associate Professor (4/2009)

1. Chairs or provides leadership on College councils.
2. Participates on University committees.
3. Interprets school programs and positions to a wide audience.
4. Initiates innovative, planned change in the area of academic, clinical nursing, or the delivery of health care to the community.
5. Serves in leadership or consultant role and professionally relevant community and/or academic organizations.

Criteria for Full Professor (4/2009)

1. One of the qualifications for full professor given in the Faculty Handbook is "Unmistakable evidence of recognition by peers at the national level."
2. National reputation is evaluated on evidence of recognition by peers:

• Service as a consultant in an area of expertise at regional and/or national levels.
• Provision of leadership in professional regional and national organizations.
• Service on policy-making bodies (i.e. executive committees, etc.)
• National recognition as a scholar and academic leader
• Service as mentor to less mature colleagues in other parts of the country or world.

Post-Tenure Review Standards

General expectations for service are to contribute to the work of the College, State, University and nation through active membership on committees and task forces, contribute to the profession of Nursing through active participation in professional organizations, and contribute of the community through local organizations and efforts.  It is expected that as a faculty member inreases in seniority and rank, they will assume an increasing role in providing leadership and service to the College, the University and the profession.  Tenured faculty members are expected to engage in professional service activities that reflect the visibility of their own scholarship and teaching.

PROCEDURE

Dean's Office or Dean's Designee

1. Notifies the Associate Dean for Academic Affairs and the Associate Dean for Faculty, in the Spring Semester, that the candidate is due to be reviewed.  Following consultation with the Associate Dean for Academic Affairs, the candidate decides if he/she wants to pursue promotion.
2. Determines which candidates who are up for promotion have joint or secondary appointments with another university collegiate unit or non-departmental unit (e.g. DVA) and notifies candidate, the Associate Dean for Academic Affairs, the Associate Dean for Faculty, Dean and Chair of Faculty Council of the need to determine review procedures for the candidate consistent with University Policy (see Appendix E Review Procedures for Faculty with Joint Appointments, UI Operations Manual or see Policy on Faculty Appointments to Non-Departmental Units).
3. Provides workload distribution of candidate for Internal Reviewers (teaching, practice, clinical scholarship and service).
4. Assists the candidate with technical aspects of uploading/submitting materials to the dossier including setting up folders, etc.
5. Sends candidate materials to External Reviewers
6. Uploads:
   • Cover Sheet for promotion by the second Tuesday in September.
   • Candidate's Administrative Reviews since last (re)appointment by the second Tuesday in September.  In the absence of an administrative review since last appointment and/or promotion, a copy of Dean's Recommendation to Provost from last reappointment and/or promotion is added to the dossier.  These materials are watermarked "confidential".
   • Internal Review Summary of the candidate's file as a pdf document(s) with secured signatures (at least 2 weeks prior to the Peer Group meeting). 
   • Candidate's appointment letter (if the candidate has a joint or secondary appointment with another collegiate unit or non-departmental unit).
7. Provides and closes access to the candidate's file according to a present timeline and composition of the Peer Review Group; exceptions may be granted under direction from the Chair, Faculty Council.
   • Open file for candidate by the end of May
   • Close file to candidate at the close of business (COB) on the second Tuesday of September.
   • Open file for Internal Reviewer in the first week of September.
   • Open file to Peer Group in the first week of September.
   • Close and archive file in the first week after the Peer Group meeting.
8. Communicates important deadlines, including reminders, to the candidate and the candidate's Area Chair, Internal Reviewers, External Reviewers and Peer Group members.
   • Verifies completeness of file 2 days prior to September deadline.
   • Sends reminder to candidate and candidate's Area Chair 2 days prior to September deadline if dossier is incomplete.
   • Sends reminders to Internal Reviewers when Summaries of candidates' files are due to the Dean's office for uploading.
   • Sends reminders to Peer Group Members to review files 2 weeks prior to the Peer Group Meeting using table below.
   • Sends agenda for Peer Group meeting to Peer Group members one week prior to Peer Group meeting.
9. Provides materials necessary to conduct the Peer Review Group meeting to the Chair of the Peer Group.
   • Ballots for each candidate.
   • Faculty verification and sign-in sheets for each candidate.
   • Reserves meeting room.
   • Makes technology arrangements to accommodate "remote" participation, if applicable.
10. Stores ballots and results of Peer Group Voting and other documents for 1 year following Peer Group meeting.

Chair, Faculty Council

1. Serves as interpreter of the Promotion Policy and Procedure for all parties.
2. Resolves issues related to processes in consultation with Candidate, Chair of Peer Group, Dean, Associate and Assistant Deans, and/or Associate Provost as appropriate.
3. Serves as liaison to Dean's Office.
4. Serves as liaison to Other Collegiate Unit or Non-Departmental Unit to facilitate the review of candidates with joint or secondary appointments.

Candiate's Area Chair

1. Advises faculty to archive pertinent documents in folders labeled Clinical Scholarship, Teaching, Practice and Service (based upon faculty workload assignment).  Reinforces to the candidate the importance of maintaining archival files during Administrative Reviews.
2. Advises the candidate with respect to content of personal statements, CV, selection of documents demonstrative clinical scholarship, etc., and appropriate names to submit to Dean as potential external reviewers.
3. Appoints two faculty members from the appropriate Peer Group to collaboratively review each candidate's materials as internal reviewers.
4. Informs the candidate of the Peer Group's recommendations on the same day after the Peer Group meeting is adjourned.
5. Consult, as needed, with the candidate, Chair of Faculty Council, Dean's Office and others to facilitate the review of candidates with joint or secondary appointments.

Candidate

1. If electing to go up for promotion the candidate shall make this decision known to the Dean in writing, as well as their Area Chair, no later than the end of the academic year prior to the academic year in which the candidate is considered for promotion.
2. Submits/uploads the following materials (with assistance from the Dean's Office designee) to the designated website by the first Tuesday in September.  These materials represent the candidate's dossier.  The candidate will have access to the designated site in May prior to the following September deadline.  It is the candidate's responsibility to assemble and ensure these materials are forwarded to the Dean's Office in time to be uploaded.
3. If the candidate holds a joint or secondary appointment with another collegiate unit or non-departmental unit, the candidate together with the Dean, Area Chair, and Chair of Faculty Council ensure that appropriate University procedures are followed (see Appendix E-Review Procedures for Faculty with Joint Appointments, UI Operations Manual) or see Policy of Faculty Appointments to Non-departmental Units.
   • Curriculum Vitae
     • List of education institutions attended, dates, field of study, and degrees awarded.
     • List of professional and academic positions.
     • List of courses taught (enrollment, mode of delivery, level of student, when taught).
     • List of honors, awards, recognitions, and outstanding achievements.
     • List of publications - identify databased articles and theoretical/methods publications.
     • List of scholarship activities and funded grants.
     • List of professional presentations.
     • List of graduate students advised, committees, chaired committees.
     • List of participation in and offices held in professional organizations, review panels, collegiate committees, University committees, community involvement.
     • List of pending decisions (grants, manuscripts, awards, abstracts).
4. Scholarship (if applicable)
   • Personal statement (up to 3 pages, include unfunded grant applications, address contributions to multi-authored works) and other appropriate examples of clinical scholarship.  Personal statement on clinical scholarship consists of a summary and explanation of the candidate's accomplishments and future plans concerning scholarship.
   • Publications: refer to the criteria for the rank faculty is seeking.
5. Teaching (if applicable)
   • Personal statement (up to 3 pages, include special contributions to instructional programs).  Personal statement on teaching consists of a summary and explanation of the candidate's accomplishments and future plans concerning teaching.
   • No syllabi, lectures, or instructional materials (only if requested by reviewers).
   • Student evaluation summary stats since last administrative review.
   • Peer evaluation of teaching since appointment or last promotion.
6. Practice (if applicable)
   • Personal statement (up to 3 pages).  Personal statement on practice consists of a summary and explanation of the candidate's accomplishments and future plans concerning practice.
7. Service (if applicable)
   • Personal statement (up to 3 pages).  Personal statement on service consists of a summary and explanation of the candidate's accomplishments and future plans concerning service.
8. Additional materials may be added after the specified date under extenuating circumstances when requested by the candidate or the Internal Reviewers of the dossier (see procedure for candidate below and procedure for internal review under Internal Reviewer).
9. Submit names of 5 to 6 persons who can potentially serve as External Reviewers (see External Reviewer below).  Include name, title, and contact information.
10. Procedure for Candidate to request an extension of the September deadline for uploading files due to extenuating circumstances:
    • Candidate petitions Area Chair, with written notification to the Chair of Faculty Council and Dean, to upload/revise content in the Candidate's dossier.
    • Together, Area Chair, Chair of Faculty Council and Dean, deliberate on request and arrive at consensus with respect to request.
    • Area Chair notifies Candidate of decision, with written notification to Chair of Faculty Council, Dean and the Dean's Office.
    • Candidate submits materials to Dean's Office for uploading.
11. Procedure for Candidate to respond to recommendation of Peer Group and/or Dean.
    • The candidate has five (5) working days after meeting with Dean (see below) to notify the Dean that he or she is responding to the Dean's recommendation and/or the Peer Group's Summary recommendation.
    • After notification of the Dean, the candidate has five (5) additional working days to submit a letter of response and submit additional information for inclusion in the record.  This response from the candidate is submitted to the Provost's Office with the Dean's Recommendation Letter in the spring.

Internal Reviewers

1. Write a Summary of the candidate's work based on submitted/uploaded dossier and previous administrative reviews.  This is a summative report of the candidate's work.  Clinical Track candidates up for promotion may have effort distributed over scholarship, teaching, practice and/or service.  This information will be provided by the Dean and/or Designee.
2. Procedure for Requesting Additional Materials from the Candidate
   • If the Internal Reviewer finds the candidate's file incomplete (e.g. missing student evaluation summaries or peer evaluations of teaching), he/she may request this information be added to the file by contacting the Chair of Faculty Council.
   • Chair of Faculty Council will make the request to the candidate with a cc to the Area Chair.  Materials added in this manner will be uploaded in a folder labeled "Late Additions."
3. Share the Summary with candidate at least 3 weeks prior to the Peer Group meeting.
4. Modify the Summary based on feedback and/or clarification from candidate at least 2 weeks prior to the Peer Group meeting.
5. Sign the Summary and obtain candidate's signature signifying satisfaction with its accuracy at least 2 weeks prior to the Peer Group meeting.  For example, "I agree that this summary accurately characterizes my dossier."  If the candidate and internal reviewer cannot agree to the accuracy of the document, add a statement to this effect and have both parties sign the statement.  For example, "I do not agree with the characterization of my dossier regarding the following items . . . . . . "
6. Forward the signed Summary to the Dean's Office to be uploaded to candidate's file at least 2 weeks prior to the Peer Group meeting.
7. Compare the signed Summary with the criteria for promotion of the candidate.  Based on these comparisons, draft Evaluative Statements with regard to how the candidate is meeting or not meeting above rank criteria for each componet of their appointment (e.g., clinical scholarship, teaching, service and/or practice).
8. During the Peer Group meeting of the candidate, present a brief synopsis of the Summary and share Evaluative Statements.
9. After the Peer Group meeting, modify Evaluative Statements to include perspectives of candidate's performance by other members of the Peer Group.  To the Evaluative Statements document, add the recommendations of the Peer Group including results of the vote (number yes, number no, number abstain) and number of years to be appointed.
10. Forward the signed Summary (have Dean's office download version from the candidate's electronic file) and completed evaluative statements to the Chair of the Peer Group within 3 calendar days of the Peer Group meeting.

External Reviewers

1. External Reviewers review the candidate's clinical scholarship, teaching, service and/or practice.  External Reviewers are persons with academic appointments at a rank higher than the candidate and may be from institutions outside the University of Iowa, within the University of Iowa, or within the College of Nursing.  Two of the three External Reviewers selected by the Dean (see Dean role below) must be from outside the College of Nursing.  An External Reviewer from within the College of Nursing may be considered by the Dean on a case-by-case basis in the context of compelling rationale presented by the candidate.  In addition, non-academic External Reviewers will be considered by the Dean on a case-by-case basis in the context of complelling rationale presented by the candidate.

Chair of Peer Group (must be Tenured Full Professor)

1. Develops the agenda for Peer Group meeting, including order of candidate review and time allocated for each review.
2. Convenes Peer Group.
3. Assures appropriate Peer Group is assembled for each candidate and establishes a quorum (50%) of the eligible membership is present.
4. Documents that each member has reviewed the file or will abstain.
5. Educates Peer Group as to responsibilities including ethics reminder related to confidentiality of the Peer Group discussion.
6. Appoints ballot accounting to members of Peer Group.
7. Facilitates Peer Group discussion.
8. Comiles and evaluates accuracy of the Summary and Evaluative Statements and forwards to the Dean within 5 calendar days of the Peer Group meeting.

Peer Group as identified by Provost's Office

Assistant and Associate Deans participate in promotion decisions at the level of the Dean’s office and do not participate on faculty peer groups.

1. Meet in January on the Wednesday before classes begin--time to be announced.  It is expected that Peer Group members be physically present at the meeting in order to vote on the promotion at hand.  Exceptions can be made in some circumstances such as unavoidable travel.  All requests to attend the meeting via electronic means must be made in writing to the Chair of Faculty Council, 1 - 2 weeks in advance of the meeting.  The faculty member must then make necessary arrangements to connect to the discussion using electronic technologies.  In addition, the candidate must complete a ballot prior to the meeting and leave with Chair of Faculty Council.  After the discussion, the distant faculty will be asked if they wish to change their vote or not.
2. Individually, each Peer Group member reviews each candidate's file and compares it to the appropriate criteria for that candidate using the above rank criteria, before the Peer Group meeting.  The candidate's file is open to members of the Peer Group the first week in September.
3. Peer Group members who have a "conflict of interest," as defined by the University of Iowa (see 8.2 and 8.4 of the UI Operations manual and I.H from the appendix of the UI Policy and Tenure Procedures), with respect to the candidates promotion or denial of promotion should disqualify themselves from participating in the process for that candidate.  Anyone with a perceived conflict should discuss with the Chair of Faculty Council or Chair of the Peer Group to determine if, indeed, a conflict exists prior to the Peer Group meeting.
4. The Peer Group reviewing a candidate for promotion shall be comprimised of a quorum (50%) of the eligible membership of that group.
5. Discusses the candidate's performance in relation to each criteria outlined in the promotion criteria (see Criteria for Promotion of Clinical Track Faculty) for each component of the candidate's appointment.  Teaching should be evaluated first.
6. Vote on promotion of candidate.  Ballot counters tally and report on vote.  Promotion recommendations require that 2/3 affirmative vote by the members of the Peer Group present at the meeting (including distance participants).
7. The actual vote (numbers) is recorded by Internal Reviewers in the Evaluative Statements document.
8. The Peer Group makes a recommendation for the number of years for the candidate's appointment (3-7 years).
9. The Candidate's Area Chair notifies the candidate of th Peer Group recommendation (see above).

Dean's Group (Assistant and Associate Deans)

1. Provides input to the Dean at the Dean's request and in a manner determined by the Dean.

Dean

1. Selects and invites at least three persons as External Reviewers to review candidate's clinical scholarship, teaching and/or practice.  External Reviewers are selected from the pool of potential reviewers submitted by the candidate or others that the Dean deems appropriate.
2. Reviews the Candidate's dossier, internal review summary, external review letters, evaluative statements from the Peer Group meeting, and the Peer Group vote.
3. Seeks input on the candidate's performance from Assistant and Associate Deans in a manner to be determined by the Dean.
4. Makes a final decision regarding his/her promotion decision based on the same criteria employed in the Peer Group Review.  At his/her discretion, the Dean may seek out additional data as deemed necessary in order to form a comprehensive statement on the candidate's contributions to the College mission.
5. Writes a letter to the candidate, summarizing the candidate's performance and outlining the Dean's recommendations.
6. Meets with the candidate within 2 weeks of the Peer Group meeting and shares with the candidate the Dean's recommendation letter as well as a verbal summary of the Peer Group vote.
7. Forwards Dean Recommendation letter, including the Peer Group vote, the candidate's CV, and the candidate's response letter, if appropriate, to the Provost's Office in February.

Dean's Office or Dean's Designee

1. Notifies Candidate's Area Chair, in the Spring Semester, that the candidate is due to be considered for tenure and/or promotion during the next academic year.  The candidate's Area Chair notifies the candidate.
2. Determines which candidates who are up for promotion have joint or secondary appointments with another university collegiate unit or non-departmental unit (e.g. DVA) and notifies candidate, the Associate Dean for Academic Affairs, the Associate Dean for Faculty, Dean and Chair of Faculty Council of the need to determine review procedures for the candidate consistent with University Policy (see Appendix E Review Procedures for Faculty with Joint Appointments, UI Operations Manual or see Policy on Faculty Appointments to Non-Departmental Units).
3. Assists the candidate with technical aspects of uploading/submitting materials to the dossier including setting up folders, etc.
4. Sends candidate materials to External Reviewers
5. Uploads:
   • Cover Sheet for promotion by the second Tuesday in September.
   • Candidate's Administrative Reviews since last (re)appointment by the second Tuesday in September.  In the absence of an administrative review since last appointment and/or promotion, a copy of Dean's Recommendation to Provost from last reappointment and/or promotion is added to the dossier.  These materials are watermarked "confidential".
   • Internal Review Summary of the candidate's file as a pdf document(s) with secured signatures (at least 2 weeks prior to the Peer Group meeting). 
   • Candidate's appointment letter (if the candidate has a joint or secondary appointment with another collegiate unit or non-departmental unit).
6. Provides and closes access to the candidate's file according to a present timeline and composition of the Peer Review Group; exceptions may be granted under direction from the Chair, Faculty Council.
   • Open file for candidate by the end of May
   • Close file to candidate at the close of business (COB) on the second Tuesday of September.
   • Open file for Internal Reviewer in the first week of September.
   • Open file to Peer Group in the first week of September.
   • Close and archive file in the first week after the Peer Group meeting.
7. Communicates important deadlines, including reminders, to the candidate and the candidate's Area Chair, Internal Reviewers, External Reviewers and Peer Group members.
   • Verifies completeness of file 2 days prior to September deadline.
   • Sends reminder to candidate and candidate's Area Chair 2 days prior to September deadline if dossier is incomplete.
   • Sends reminders to Internal Reviewers when Summaries of candidates' files are due to the Dean's office for uploading.
   • Sends reminders to Peer Group Members to review files 2 weeks prior to the Peer Group Meeting using table below.
   • Sends agenda for Peer Group meeting to Peer Group members one week prior to Peer Group meeting.
8. Provides materials necessary to conduct the Peer Review Group meeting to the Chair of the Peer Group.
   • Ballots for each candidate.
   • Faculty verification and sign-in sheets for each candidate.
   • Reserves meeting room.
   • Makes technology arrangements to accommodate "remote" participation, if applicable.
9. Stores ballots and results of Peer Group Voting and other documents for 1 year following Peer Group meeting.

Chair, Faculty Council

1. Serves as interpreter of the Promotion Policy and Procedure for all parties.
2. Resolves issues related to processes in consultation with Candidate, Chair of Peer Group, Dean, Associate and Assistant Deans, and/or Associate Provost as appropriate.
3. Serves as liaison to Dean's Office.
4. Serves as liaison to Other Collegiate Unit or Non-Departmental Unit to facilitate the review of candidates with joint or secondary appointments.

Candiate's Area Chair

1. Advises faculty to archive pertinent documents in folders labeled Scholarship, Teaching, Practice and Service (based upon faculty workload assignment).  Reinforces to the candidate the importance of maintaining archival files during Administrative Reviews.
2. Advises the candidate with respect to content of personal statements, CV, selection of documents demonstrative clinical scholarship, etc., and appropriate names to submit to Dean as potential external reviewers.
3. Appoints two faculty members from the appropriate Peer Group to collaboratively review each candidate's materials as internal reviewers.
4. Informs the candidate of the Peer Group's recommendations on the same day after the Peer Group meeting is adjourned.
5. Consult, as needed, with the candidate, Chair of Faculty Council, Dean's Office and others to facilitate the review of candidates with joint or secondary appointments.

Candidate

1. If electing to go up for promotion before customary periods described above (6th year for tenure track assistant), the candidate shall make this decision known to the Dean in writing, as well as their Area Chair, no later than the end of the academic year prior to the academic year in which the candidate is considered for promotion.
2. Submits/uploads the following materials (with assistance from the Dean's Office designee) to the designated website by the first Tuesday in September.  These materials represent the candidate's dossier.  The candidate will have access to the designated site in May prior to the following September deadline.  The candidate's access to the file is closed at 5pm on day of the deadline.  It is the candidate's responsibility to assemble and ensure these materials are forwarded to the Dean's Office in time to be uploaded.
3. If the candidate holds a joint or secondary appointment with another collegiate unit or non-departmental unit, the candidate together with the Dean, Area Chair, and Chair of Faculty Council ensure that appropriate University procedures are followed (see Appendix E-Review Procedures for Faculty with Joint Appointments, UI Operations Manual) or see Policy of Faculty Appointments to Non-departmental Units.
   • Curriculum Vitae
     • List of education institutions attended, dates, field of study, and degrees awarded.
     • List of professional and academic positions.
     • List of courses taught (enrollment, mode of delivery, level of student, when taught).
     • List of honors, awards, recognitions, and outstanding achievements.
     • List of publications - identify databased articles and theoretical/methods publications.
     • List of scholarship activities and funded grants.
     • List of professional presentations.
     • List of graduate students advised, committees, chaired committees.
     • List of participation in and offices held in professional organizations, review panels, collegiate committees, University committees, community involvement.
     • List of pending decisions (grants, manuscripts, awards, abstracts).
4. Scholarship
   • Personal statement (up to 3 pages, include unfunded grant applications, address contributions to multi-authored works) and other appropriate examples of clinical scholarship.  Personal statement on clinical scholarship consists of a summary and explanation of the candidate's accomplishments and future plans concerning scholarship.
   • Publications: 3 to 5
   • Abstracts from funded and pending grants since last promotion
5. Teaching
   • Personal statement (up to 3 pages, include special contributions to instructional programs).  Personal statement on teaching consists of a summary and explanation of the candidate's accomplishments and future plans concerning teaching.
   • No syllabi, lectures, or instructional materials (only if requested by reviewers).
   • Student evaluation summary stats since last administrative review.
   • Peer evaluation of teaching since appointment or last promotion.
6. Service
   • Personal statement (up to 3 pages).  Personal statement on service consists of a summary and explanation of the candidate's accomplishments and future plans concerning service.
7. Additional materials may be added after the specified date under extenuating circumstances when requested by the candidate or the Internal Reviewers of the dossier (see procedure for candidate below and procedure for internal review under Internal Reviewer).
8. Submit names of 5 to 6 persons who can potentially serve as External Reviewers (see External Reviewer below).  Include name, title, and contact information.
9. Procedure for Candidate to request an extension of the September deadline for uploading files due to extenuating circumstances:
   • Candidate petitions Area Chair, with written notification to the Chair of Faculty Council and Dean, to upload/revise content in the Candidate's dossier.
   • Together, Area Chair, Chair of Faculty Council and Dean, deliberate on request and arrive at consensus with respect to request.
   • Area Chair notifies Candidate of decision, with written notification to Chair of Faculty Council, Dean and the Dean's Office.
   • Candidate submits materials to Dean's Office for uploading.
10. Procedure for Candidate to respond to recommendation of Peer Group and/or Dean.
    • The candidate has five (5) working days after meeting with Dean (see below) to notify the Dean that he or she is responding to the Dean's recommendation and/or the Peer Group's Summary recommendation.
    • After notification of the Dean, the candidate has five (5) additional working days to submit a letter of response and submit additional information for inclusion in the record.  This response from the candidate is submitted to the Provost's Office with the Dean's Recommendation Letter in the spring.

Internal Reviewers

1. Write a Summary of the candidate's work based on submitted/uploaded dossier and previous administrative reviews.  This is a summative report of the candidate's work.  Tenure Track candidates up for promotion will typically be 40% scholarship, 40% teaching (note teaching buyout), 20%service.
2. Procedure for Requesting Additional Materials from the Candidate
   • If the Internal Reviewer finds the candidate's file incomplete (e.g. missing student evaluation summaries or peer evaluations of teaching), he/she may request this information be added to the file by contacting the Chair of Faculty Council.
   • Chair of Faculty Council will make the request to the candidate with a cc to the Area Chair.  Materials added in this manner will be uploaded in a folder labeled "Late Additions."
3. Share the Summary with candidate at least 3 weeks prior to the Peer Group meeting.
4. Modify the Summary based on feedback and/or clarification from candidate at least 2 weeks prior to the Peer Group meeting.
5. Sign the Summary and obtain candidate's signature signifying satisfaction with its accuracy at least 2 weeks prior to the Peer Group meeting.  For example, "I agree that this summary accurately characterizes my dossier."  If the candidate and internal reviewer cannot agree to the accuracy of the document, add a statement to this effect and have both parties sign the statement.  For example, "I do not agree with the characterization of my dossier regarding the following items . . . . . . "
6. Forward the signed Summary to the Dean's Office to be uploaded to candidate's file at least 2 weeks prior to the Peer Group meeting.
7. Compare the signed Summary with the criteria for promotion of the candidate.  Based on these comparisons, draft Evaluative Statements with regard to how the candidate is meeting or not meeting above rank criteria for each componet of their appointment (e.g., scholarship, teaching, and service).
8. During the Peer Group meeting of the candidate, present a brief synopsis of the Summary and share Evaluative Statements.
9. After the Peer Group meeting, modify Evaluative Statements to include perspectives of candidate's performance by other members of the Peer Group.  To the Evaluative Statements document, add the recommendations of the Peer Group including results of the vote (number yes, number no, number abstain) and number of years to be appointed.
10. Forward the signed Summary (have Dean's office download version from the candidate's electronic file) and completed evaluative statements to the Chair of the Peer Group within 3 calendar days of the Peer Group meeting.

External Reviewers

1. External Reviewers are invited from institutions outside the University of Iowa to participate in the review of a candidate's scholarship/research.  External reviewers are above the rank of the candidate they are reviewing and each external reviewer should be from a different instiution than other external reviewers.  Non-academic External Reviewers will be considered by the Dean on a case-by-case basis in the context of complelling rationale presented by the candidate.

Chair of Peer Group (must be Tenured Full Professor)

1. Develops the agenda for Peer Group meeting, including order of candidate review and time allocated for each review.
2. Convenes Peer Group.
3. Assures appropriate Peer Group is assembled for each candidate and establishes a quorum (50%) of the eligible membership is present.
4. Documents that each member has reviewed the file or will abstain.
5. Educates Peer Group as to responsibilities including ethics reminder related to confidentiality of the Peer Group discussion.
6. Appoints ballot accounting to members of Peer Group.
7. Facilitates Peer Group discussion.
8. Compiles and evaluates accuracy of the Summary and Evaluative Statements and forwards to the Dean within 5 calendar days of the Peer Group meeting.

Peer Group as identified by Provost's Office

*Tenure Track Assistant and Associate Deans participate in promotion decisions at the level of the Dean’s office and do not participate on faculty peer groups.

1. Meet in January on the Wednesday before classes begin--time to be announced.  It is expected that Peer Group members be physically present at the meeting in order to vote on the promotion at hand.  Exceptions can be made in some circumstances such as unavoidable travel.  All requests to attend the meeting via electronic means must be made in writing to the Chair of Faculty Council, 1 - 2 weeks in advance of the meeting.  The faculty member must then make necessary arrangements to connect to the discussion using electronic technologies.  In addition, the candidate must complete a ballot prior to the meeting and leave with Chair of Faculty Council.  After the discussion, the distant faculty will be asked if they wish to change their vote or not.
2. Individually, each Peer Group member reviews each candidate's file and compares it to the appropriate criteria for that candidate using the above rank criteria, before the Peer Group meeting.  The candidate's file is open to members of the Peer Group the first week in September.
3. Peer Group members who have a "conflict of interest," as defined by the University of Iowa (see 8.2 and 8.4 of the UI Operations manual and I.H from the appendix of the UI Policy and Tenure Procedures), with respect to the candidates promotion or denial of promotion should disqualify themselves from participating in the process for that candidate.  Anyone with a perceived conflict should discuss with the Chair of Faculty Council or Chair of the Peer Group to determine if, indeed, a conflict exists prior to the Peer Group meeting.
4. The Peer Group reviewing a candidate for promotion shall be comprimised of a quorum (50%) of the eligible membership of that group.
5. Discusses the candidate's performance in relation to each criteria outlined in the promotion criteria (see Criteria for Promotion of Tenure Track Faculty) for each component of the candidate's appointment.  Teaching should be evaluated first.
6. Vote on promotion of candidate.  Ballot counters tally and report on vote.  Promotion recommendations require that 2/3 affirmative vote by the members of the Peer Group present at the meeting (including distance participants).
7. The actual vote (numbers) is recorded by Internal Reviewers in the Evaluative Statements document.
8. The Peer Group makes a recommendation for the number of years for the candidate's appointment (3-7 years).
9. The Candidate's Area Chair notifies the candidate of th Peer Group recommendation (see above).

Dean's Group (Tenure Track Assistant and Associate Deans)

1. Provides input to the Dean at the Dean's request and in a manner determined by the Dean.

Dean

1. Selects and invites at least three persons as External Reviewers to review candidate's scholarship.  External Reviewers are selected from the pool of potential reviewers submitted by the candidate or others that the Dean deems appropriate.
2. Reviews the Candidate's dossier, internal review summary, external review letters, evaluative statements from the Peer Group meeting, and the Peer Group vote.
3. Seeks input on the candidate's performance from Tenure Track Assistant and Associate Deans in a manner to be determined by the Dean.
4. Makes a final decision regarding his/her promotion decision based on the same criteria employed in the Peer Group Review.  At his/her discretion, the Dean may seek out additional data as deemed necessary in order to form a comprehensive statement on the candidate's contributions to the College mission.
5. Writes a letter to the candidate, summarizing the candidate's performance and outlining the Dean's recommendations.
6. Meets with the candidate within 2 weeks of the Peer Group meeting and shares with the candidate the Dean's recommendation letter as well as a verbal summary of the Peer Group vote.
7. Forwards Dean Recommendation letter, including the Peer Group vote, the candidate's CV, and the candidate's response letter, if appropriate, to the Provost's Office in February.

Writes a letter to the candidate, summarizing the candidate’s performance and outlining the Dean’s recommendations.

Meets with the candidate within 3 months of the Reappointment Peer Group meeting and shares with the candidate the Dean’s recommendation letter as well as a verbal summary of the Peer Group vote.

Forwards Dean Recommendation letter, the candidate’s CV, and the candidates response letter, if applicable, to the Provost’s Office in April.

Definitions:

Dossier: materials prepared by the Candidate.

Official Record: materials prepared by the Candidate plus materials provided/generated by Dean’s Office, Internal Reviewers, Peer Group and Dean.

A. Policy

The College of Nursing will extend Secondary Appointments to faculty members from other Colleges within The University of Iowa, when appropriate. Secondary appointments, sometimes called "complimentary" or "zero-percent" appointments, are made when the effort split is 100% in the primary appointment college and 0% in the College of Nursing. This appointment may be extended to current or emeriti tenured, tenure-track or clinical track faculty with a primary appointment in another department but for whom a relationship with College of Nursing is appropriate. This can involve teaching, advising, committee representation, or any other duty appropriate to the faculty member’s areas of expertise. The primary department will fund the position. A secondary appointment may be made at the point of initial hire, but is more typically made at a later point in time.

B. Appointment Procedures

The Associate Dean for Faculty (for tenure track faculty) or the Associate Dean for Academic Affairs (for clinical track faculty) may recommend a faculty member from another University of Iowa college for a secondary faculty appointment in the College of Nursing to the Dean for approval by the Dean. Nominations for Secondary Appointments can be generated by a member of the faculty.

The documentation for a Secondary Appointment includes the candidate’s CV and an agreement (see Attached template) outlining the responsibilities and privileges of the individual, the candidate’s primary department/college, and the College of Nursing including the role of each regarding post tenure reviews, promotion and tenure decisions or reappointment. The appointment letter and CV are routed electronically from the College of Nursing to the primary department or college.  Approval of the form constitutes approval of the agreement.

C. Responsibilities and Privileges of Secondary Faculty

A faculty member with a secondary appointment in the College of Nursing may be asked to contribute their expertise to the College of Nursing in a limited, focused area. For example, a secondary faculty member may be asked to provide a guest lecture, participate on a graduate student’s project or dissertation committee, review a grant proposal, or participate on a targeted committee.

Faculty with secondary appointments in the College of Nursing will be listed in the College’s materials as affiliated with the College, notified of College seminars, meetings and activities, and invited to faculty meetings as a nonvoting member.

D. Annual Review Process

No formal procedure for conducting annual reviews of Secondary Appointments will be required.  If requested by the faculty’s primary department/College, the College of Nursing will provide information in a consulting role.

E. Promotion and Tenure and Re-appointment Procedures

The length of the term of a secondary appointment is typically the same as the faculty member’s appointment in the primary college.  If the length of the term of the secondary appointment differs from the primary appointment, this will be indicated in the agreement letter.  The agreement letter will also include how the College of Nursing will participate in the review, promotion or reappointment of the individual with a secondary appointment. Unless otherwise stated in the letter, this will typically include:

For tenured faculty, at the time of a post tenure peer review, the College of Nursing Associate Dean for Faculty will solicit feedback from relevant parties (e.g. faculty, students, administration) and provide a letter describing the faculty member’s contributions to the CON.

For tenure track faculty, at the time of the third year review and the tenure decision, the Associate Dean for Faculty will solicit feedback from faculty at and above Associate Professor rank and provide a summary letter indicating whether or not the faculty member would be favorably reviewed/tenured in the College of Nursing.

For clinical track faculty, at the time of a reappointment review, the Associate Dean for Academic Affairs and faculty at and above the faculty’s rank will review the candidate’s dossier and provide a letter describing the faculty member’s contribution to the College of Nursing at The University of Iowa.

Secondary Faculty Appointment Form