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.