VI. APPOINTMENT AND PROMOTION CRITERIA

6.1 FACULTY SEARCH PROCESS

6.1.1 Search Process for Regular Ranked Faculty

The responsibility for recruiting of ranked faculty is shared by the Academic Dean, department chairs, and program directors. They shall follow the following process:

1. The appropriate chair or director, in consultation with the Academic Dean will develop a position description and announcement.
2. The announcement will be placed in appropriate professional publications and other locations likely to attract competent candidates within the framework of equal employment practices.
3. The Academic Dean will appoint a search committee of ranked faculty after consultation with the department chair or program director where the vacancy exists. The committee will typically be composed of at least four faculty and one student from that department or program. Typically at least two faculty will come from the department or program and at least one faculty will be from another department or program within the University. The committee chair will be one of the committee members from that department or program.
4. Deliberations and votes of the search committee must be conducted during scheduled meetings. Conference calls are considered to be scheduled meetings provided they are announced to committee members in advance. No vote may be taken by mail or email. Minutes will be taken at all meetings.
5. In addition to the initial appointment criteria, the search committee shall establish any appropriate criteria for selection of candidates.
6. The search committee determines candidates to be invited for interviews. Initial screening may be conducted via phone interviews. The search committee may rank candidates for the purpose of inviting candidates to the campus for interviews. The Academic Dean may invite one or more committee approved finalists to the University for final interviews.
7. The committee will submit a written report to the Academic Dean ranking the candidates, stating rationale for its recommendations. The Academic Dean may request additional information or documentation, or request that the committee reconsider some aspect of its work, or postpone the search process if he or she determines that the quality of candidates is inadequate.
8. The Academic Dean, in consultation with the committee, will arrange for the finalists to visit the campus for on-campus interviews.
9. The committee chair creates an agenda for the on-campus interview that includes the following:
   1. An interview with the search committee;
   2. Opportunity to meet with individual committee members as appropriate;
   3. Opportunity to meet with interested students in the relevant subject area;
   4. Opportunity to meet with the faculty in general;
   5. A formal presentation of research or classroom instruction open to all students and faculty;
   6. An interview with the Academic Dean; and
   7. An interview with the President, when possible.
10. As soon as possible after all interviews have been concluded, the search committee will meet to determine its final ranking of applicants and to prepare a written report to the Academic Dean. The report will include the committee's recommendation and reasons for making the recommendation.
11. The Academic Dean may either agree with the committee recommendation and offer appointment to the candidate or notify the committee that the University intends to offer the position to a different candidate, extend the search, or postpone the search. The Academic Dean will consult with the committee concerning the decision and reasons for not agreeing with the committee's recommendation.
12. The Academic Dean will keep the search committee and Faculty Review Committee informed of the negotiation progress. If the selected candidate is unavailable or declines appointment, the Academic Dean, after consulting with the committee, Faculty Review Committee, and President, may offer the position to an alternate candidate, extend the search, or postpone the decision.
13. After the final candidate is selected and accepts, the search committee chair should send letters of appreciation to all applicants.

6.1.2 Search Process for Visiting Ranked Faculty

The responsibility for recruiting visiting ranked faculty is shared by the Academic Dean, department chairs, and program directors. They shall follow one of the following procedures in appointing a visiting faculty:

1. A full search as outlined in section 6.1.1 of the Faculty Handbook.
2. When circumstances preclude a full search, an abbreviated search will be conducted. An abbreviated search consists of the following:
   1. The appropriate chair or director, in consultation with the Academic Dean will develop a position description.
   2. The position will be advertised in accordance with equal employment opportunities guidelines.
   3. The chair or director, in consultation with the Academic Dean will arrange for interviews for the position.
   4. After completion of the interviews, the chair or director will submit a written recommendation to the Academic Dean.
   5. The Academic Dean may either agree with the chair's or director's recommendation and offer an appointment to the candidate or notify the Chair that the University intends to offer the position to a different candidate, extend the search, or postpone the search. The Academic Dean will consult with the chair or director concerning the decision and reasons for not agreeing with the chair's or director's recommendation.
   6. If the selected candidate declines the appointment, the Academic Dean, after consulting the chair or director, may offer the position to an alternate candidate, extend the search, or postpone the search.
   7. After the candidate is selected and accepts the position, the chair or director should send letters of appreciation to all applicants.

6.2 INITIAL APPOINTMENT CRITERIA FOR REGULAR RANKED FACULTY

Prior to hiring a ranked faculty member, the Academic Dean, in consultation with the department chair and the search committee, will determine the rank for the initial contract period. The determination will be referred to the Faculty Review Committee for concurrence prior to making the appointment. If the Faculty Review Committee does not concur, the President shall determine initial ranking.

6.2.1 For purposes of this section, a "university of recognized standing" means that it is accredited by one of the regional accrediting associations, or that it is a recognized university or college of international standing.

Criteria for initial appointment:

6.2.1.1 Instructor

1. possession of a master's degree from a graduate school of recognized standing or an equivalent level of recognition (e.g. professional recognition or standing in a professional field or in the arts);
2. potential for satisfactorily fulfilling the duties and responsibilities of a faculty member at this rank;
3. potential or demonstrated ability for participating in scholarly work or activities;
4. potential or demonstrated competence in teaching within the area of expertise; and
5. potential or demonstrated ability to advise students.

6.2.1.2 Assistant Professor

1. possession of an appropriate earned doctorate or an appropriate professional degree from a graduate school of recognized standing, or an appropriate terminal degree (as defined by the appropriate department) or accomplishments that are considered equivalent in the area of expertise (as defined by the appropriate department);
2. potential for satisfactorily fulfilling the duties and responsibilities of a faculty member at this rank;
3. potential or demonstrated ability for participating in scholarly work or activities;
4. potential or demonstrated competence in teaching within the area of expertise; and
5. potential or demonstrated ability to advise students.

6.2.1.3 Associate Professor

1. possession of an appropriate earned doctorate or other appropriate terminal degree, as defined by the appropriate department, from a graduate institution of recognized standing;
2. a minimum of five years of full-time equivalent teaching in regionally accredited colleges or universities or their equivalent;
3. evidence of teaching effectiveness;
4. evidence of ability to advise students; and
5. evidence of scholarly, creative or professional activities and/or community service.

6.2.1.4 Professor

1. possession of an appropriate earned doctorate or other appropriate terminal degree, as defined by the appropriate department, from a graduate institution of recognized standing;
2. a minimum of ten years of full time equivalent teaching in regionally accredited colleges or universities or their equivalent;
3. evidence of high quality teaching effectiveness;
4. evidence of ability to successfully advise students;
5. evidence of community service;
6. evidence of scholarly, creative or professional activities appropriate for the discipline; and
7. evidence of outstanding service to a university of recognized standing.

6.2.2 Appointment to Ranked Status of Visiting Faculty

6.2.2.1 Conversion of Visiting Faculty to Regular Status. When a regular ranked position becomes available, the chair and department involved may recommend that a visiting faculty member be appointed to the regular ranked faculty position only in those cases where the initial appointment resulted from a full search process for regular ranked faculty as outlined in 6.1.1.

6.3 PROMOTION CRITERIA

6.3.1 Assistant Professor

1. possession of an appropriate earned doctorate or an appropriate professional degree from a graduate school of recognized standing, or an appropriate terminal degree (as defined by the appropriate department) or accomplishments that are considered equivalent in the area of expertise (as defined by the appropriate department);
2. satisfactorily fulfilling the duties and responsibilities of a faculty member at this rank;
3. demonstrated ability for participating in scholarly work or activities;
4. demonstrated competence in teaching within the area of expertise;
5. demonstrated ability to advise students.
6. Faculty hired as "all but dissertation" (ABD) will be promoted to the rank of assistant professor upon completion of the doctoral degree.
7. Faculty seeking promotion from instructor to assistant professor must have taught a minimum of one year as a full-time instructor at the University and must meet all other criteria for the rank of assistant professor.

6.3.2 Associate Professor

1. possession of an appropriate earned doctorate or other appropriate terminal degree, as defined by the appropriate department, from a graduate institution of recognized standing;
2. a minimum of five years of full-time equivalent teaching in regionally accredited colleges or universities or their equivalent;
3. evidence of teaching effectiveness;
4. evidence of ability to advise students;
5. evidence of scholarly, creative or professional activities.
6. evidence of community service; and
7. faculty seeking promotion from assistant professor to associate professor must have taught a minimum of one year at full time equivalency at Alaska Pacific University and must meet all other criteria for the rank of associate professor.

6.3.3 Professor

1. possession of an appropriate earned doctorate or other appropriate terminal degree, as defined by the appropriate department, from a graduate institution of recognized standing;
2. a minimum of ten years of full time equivalent teaching in regionally accredited colleges or universities or their equivalent;
3. evidence of high quality teaching effectiveness;
4. evidence of ability to successfully advise students;
5. evidence of community service;
6. evidence of scholarly, creative or professional activities appropriate for the discipline; and
7. evidence of outstanding service to the University.
8. Faculty seeking promotion from associate professor to professor must have taught a minimum of one year at full time equivalency at the University and must meet all other criteria for the rank of professor.

6.3.4 Emeritus Ranked Faculty

The honorific of Emeritus/Emerita may be awarded to a retiring/retired ranked faculty by the Board of Trustees upon recommendation of the Faculty Assembly after the ranked faculty has completed 10 years of distinguished service to the University. The ranked faculty member's academic department should initiate the process as a recommendation to the Faculty Review Committee with supporting documentation. The Faculty Review Committed then reviews and presents the committee's recommendation to the Faculty Assembly. Upon approval by the Faculty Assembly the recommendation is sent to the University President for transmittal to the Board of Trustees.

Alaska Pacific University is committed to promoting close ties between itself and its emeritus faculty through availability of the following:

1. The University will provide meeting space for such faculty who may wish to meet as a group.
2. After retirement, subject to current policies for use of facilities, such faculty will have access to academic, recreational and athletic facilities, library, bookstore, campus parking, and admission to activities and events sponsored by the University.
3. Emeritus faculty may take any courses offered by Alaska Pacific University tuition-free. Further, a spouse and dependents of emeritus faculty may continue to receive educational benefits at the University in accordance with the fulltime ranked faculty member provision of section 4.9.
4. Emeritus faculty may attend meetings and activities of their former department, and of the Faculty. However, emeritus status does not confer voting privileges.
5. Emeritus Faculty may receive adjunct contracts or other service contracts at the University.
6. Listing in the University Catalog and other relevant university publications.

Artists/Writers/Scholars in Residence

The President may appoint distinguished artists, writers, or scholars to the status of artist/writer/scholar in residence. Such appointments shall be on a term basis and may be renewed at the initiative of the University. Appointment or renewal is made based on the recommendation of the Academic Dean, the relevant department chair, and the Faculty Review Committee.

6.4 PROMOTION PROCESS

The faculty member requesting the promotion is responsible for initiating promotion process by submitting a portfolio to his or her department chair by March 1st. The portfolio should contain the following documentation:

1. cover letter or memorandum requesting the promotion;
2. curent curriculum vita;
3. copies of self-assessments and administrative assessments and evaluations from at least the past academic year;
4. copies of student evaluations from at least the past academic year;
5. letters of recommendation from the department chair and other faculty at the University or from other institutions; and
6. other materials that support the promotion request.

6.4.1 Review of Portfolio

1. No later than March 15^th, after reviewing the portfolio and appending comments, the department chair shall forward the portfolio to the Chair of the Faculty Review Committee.
2. No later than April 20^th, after reviewing the portfolio, preparing a report and recommendation, the Faculty Review Committee shall forward the portfolio to the Academic Dean.
3. If the Academic Dean agrees with the Faculty Review Committee recommendation, he or she shall communicate the decision to the requesting faculty member no later than May 10^th.
4. If the Academic Dean does not agree with the recommendation of the Faculty Review Committee, no later than May 5^th, he or she shall notify the Faculty Review Committee providing it with reasons for the disagreement. If the Faculty Review Committee requests, the Academic Dean will meet with it to discuss the disagreement.
5. If the concurrence between the Faculty Review Committee and the Academic Dean or the decision of the Academic Dean is to deny promotion, no later than May 10^th, the Academic Dean shall give the requesting faculty written notice of the decision stating the reasons for the decision including the findings of the Faculty Review Committee.
6. No later than May 15^th, a faculty member who is denied promotion may appeal the decision by submitting the portfolio, Faculty Review Committee findings, and Academic Dean written decision to the President along with a written statement setting forth reasons why/how the promotion process failed to treat the faculty member fairly.
7. The decision of the President is final in all faculty promotion matters.
8. All promotions shall be announced no later than May 20^th.