THE UNIVERSITY OF NORTH CAROLINA AT GREENSBORO SCHOOL OF NURSING PROMOTION AND TENURE CRITERIA AND PROCEDURES

III THE UNIVERSITY OF NORTH CAROLINA AT GREENSBORO SCHOOL OF NURSING PROMOTION AND TENURE CRITERIA AND PROCEDURES (Approved by School of Nursing Faculty, April 1998; Revised and approved by School of Nursing Faculty, April 2002; Revised and approved by School of Nursing Faculty, October 2004; April 2007 Revised and approved by the School of Nursing Faculty, April, 2011) (Revised and approved by the School of Nursing Faculty, September, 2013) The School of Nursing tenure criteria and procedures are in accordance with and subordinate to The Code of the University of North Carolina, and to the following documents in the Handbook for Faculty: Promotion, Tenure, Academic Freedom, and Due Process Regulations (May, 20, 2013) University-Wide Evaluation Guidelines for Promotion and Tenure (April 28, 2010) and Annual and Post Tenure Review Policy for Faculty (May 21, 2012) of The University of North Carolina at Greensboro. In accordance with these University policies, candidates for tenure and promotion in the School of Nursing must exhibit achievement in three areas: teaching, research and creative activity, and service. Throughout this document are direct references to the university Promotion, Tenure, Academic Freedom, and Due Process Regulations (May, 20, 2013) indicated by the naming of individual sections and number reference to certain subsections of that document. This document describes the areas of achievement at each rank in the categories of teaching, research and creative activity, and service as they apply to the discipline of nursing, with expectations of continuous growth and productivity, and impact. TEACHING The primary function of the School of Nursing faculty is the education of nurses. The teaching role is fundamental to fulfillment of the University mission of providing excellence in undergraduate and graduate education; therefore, it is essential that teaching be given significant consideration in decisions of promotion and tenure. Research and creative activity, while important to the life of the University, do not have the central importance of teaching. Nursing faculty eligible for promotion and tenure should demonstrate their accomplishments as teachers in the classroom and clinical settings and their efforts to continually improve their teaching. RESEARCH AND CREATIVE ACTIVITY As part of its mission, The University of North Carolina at Greensboro and the School of Nursing rewards research and creative activities that lead to the advancement of knowledge, support of teaching, application of innovation and entrepreneurship, and promotion of the application of knowledge for the benefit of society. The School of Nursing fosters the development of knowledge and inquiry among its students and faculty. Research and creative activities include all forms of discovery that contribute to knowledge development and utilization within the discipline of nursing, including interdisciplinary, trans-disciplinary and collaborative work. Outcomes of research and creative activities enhance or revise disciplinary knowledge, impact various populations or organizations, or offer new theoretical insights. All faculty members are expected to engage in significant research or creative scholarly activities.

PROMOTION AND TENURE CRITERIA AND PROCEDURES Page 2 SERVICE Academic and professional service is essential to creating an environment that supports scholarly excellence, meets the internal operational needs of the School of Nursing, and promotes nursing practice throughout the University, the region, state, nation, and world. Therefore, service activities are an important part of the faculty role, and are integral to promotion and tenure. High levels of faculty service on University and School committees maintain the integrity and coordination of the nursing curriculum. Faculty involvement in community, professional, and discipline-specific organizations is important to advance the practice of nursing and influence health care delivery. 4/98; 4/02; 10/04; 8/06; 4/07; 5/11, 9/13

III THE UNIVERSITY OF NORTH CAROLINA AT GREENSBORO SCHOOL OF NURSING (Approved by School of Nursing Faculty, April 1999; Revised and approved by School of Nursing Faculty, April 2002; Edited and approved by School of Nursing PTR Committee (without changes or amendments), April 2004; Revised and approved by School of Nursing Faculty, March 2005; Revised and approved by the School of Nursing Faculty, April 2007;Revised and approved by the School of Nursing Faculty, April 2011; Revised and approved by the School of Nursing Faculty, April 2012; Revised and approved by the School of Nursing Faculty, April 2013; Revised and approved by the School of Nursing faculty, September 2013) Guidelines for Appointment, Promotion, Tenure, Reappointment, and Post-Tenure Review 1 The review procedures followed by The School of Nursing conform to The Code of The University of North Carolina and to the following UNCG documents: University-Wide Evaluation Guidelines for Promotion and Tenure (April 28, 2010), Promotion, Tenure, Academic Freedom, and Due Process Regulations (May, 20, 2013) and Annual and Post Tenure Review Policy for Faculty (May 21, 2012). I. Regulations for Appointment, Reappointment, Promotion, and Tenure A. Persons holding the following faculty ranks are eligible for probationary term appointments or permanent tenure: Assistant Professor, Associate Professor, and Professor. B. Appointment, reappointment, promotion, and permanent tenure shall be awarded on the basis of demonstrated professional competence, potential for future contribution, public service that is professionally related, and the needs and resources of the School of Nursing and the University. C. Faculty members shall be evaluated annually in the areas of teaching, research and creative activity, and service, at least at the department level. In the evaluation of faculty, explicit recognition must be given to the primary importance of teaching, as required in Administrative Memorandum 338. For tenured and tenure-track faculty below the rank of professor, the Department Chair will issue an annual call for any input which faculty in the department wish to provide regarding the individual s progress towards criteria for promotion and/or tenure. Additionally, individuals seeking tenure and/or promotion may request that the Department Chair solicit written feedback on his/her progress toward the criteria based upon current curriculum vitae and any other materials the individual provides, from senior members of the department. In all cases, feedback will be given to the Department Chair rather than directly to the faculty member. This input will be used to inform the 1 The School of Nursing Promotion, Tenure, Reappointment, and Post-Tenure Review Committee shall be referred to as School of Nursing Unit or School of Nursing P&T Committee.

Department Chair s evaluation of the faculty member s progress toward promotion and/or tenure. D. All components of the review process are considered to be confidential. II. Policies for Appointment, Reappointment, Promotion and Tenure. A. The School of Nursing s promotion and tenure guidelines are provided to probationary faculty members and candidates for employment as detailed in 2.D.i. of the University document on Promotion, Tenure and Academic Freedom, and Due Process Regulations. B. All tenure-track and tenured faculty members below the rank of Professor, shall receive written, clear and considered annual feedback from their department head on their progress toward promotion and/or tenure. This feedback must be informed by input from departmental faculty members senior to the person being reviewed, and must be consistent with the policies set down here (section 2 of the Regulations), the evaluation criteria in the University Guidelines for Promotions and Tenure, and the clear and specific criteria specified in the School of Nursing promotion and tenure documents. C. Evaluation of eligible faculty for promotion and/or tenure must take place no later than the times specified in section 3, and must follow the procedures in section 4 University document on Promotion, Tenure and Academic Freedom, and Due Process Regulations. D. The department chair shall consult annually with faculty as indicated to consider all full-time faculty below the rank of Professor for promotion and/or permanent tenure. E. In all instances where the department chair or department faculty decides to recommend reappointment, promotion and/or permanent tenure, the department chair shall consult with the Dean and submit the recommendations. The Dean shall consult with the School of Nursing Unit Committee, which will review these recommendations. The Dean shall make the text of the recommendations to the Provost, including the supporting reasons, available in a secure location for the perusal of the members of the School of Nursing P&T Committee. F. The Dean shall forward the candidate s materials to the Provost, including the Dean s recommendations and reports that summarize the results of the School of Nursing chair, departmental and unit reviews. G. The Chancellor may recommend that a faculty member be promoted or granted permanent tenure at any time. If the Chancellor recommends that a faculty member be hired with permanent tenure, then the tenured associate and full professors of the hiring department will deliberate and vote on whether to grant

tenure to the candidate for the position in question. The recommendation of the tenured faculty will then be forwarded to the Dean, the Provost, and the Chancellor for consideration. H. With respect to the academic ranks and positions, the School of Nursing promotion and tenure policies are as follows: 1. Assistant Professor (a) In all cases an Assistant Professor shall be appointed to an initial term of four years. (b) At least twelve months before the initial term of appointment as Assistant Professor expires, the department chair, after assembling 2 and consulting with the tenured associate and full professors of the department faculty and receiving the result of their independent deliberation and vote, shall notify the candidate of the department's decision: (1) not to reappoint the candidate at the expiration of his current term; or (2) to recommend to the Chancellor that the candidate be reappointed to a further term of three years; or (3) to recommend to the Chancellor that the candidate be reappointed with permanent tenure at the same or higher rank. The Dean, after consultation as above with the tenured associate and full professors of the School of Nursing faculty and receiving the result of their independent deliberation and vote, shall notify the candidate of the School s decision as above. (c) At least twelve months before an Assistant Professor has completed seven continuous years of full-time service at that rank in this School, the department chair, after consultation as provided above, shall notify the candidate of the department's decision: (1) not to reappoint the candidate at the expiration of the current term; or (2) to recommend to the Chancellor that the candidate be reappointed with permanent tenure at the rank of associate professor upon the expiration of the aforementioned seven years' service. The Dean, after consultation as above with the tenured associate and full professors of the School of Nursing faculty and receiving the result of their independent deliberation and vote, shall notify the candidate of the School s decision as above. (d) When the department s recommended action is to reappoint to a further term of three years, review by the unit and university promotion and tenure committee is not required. Instead, the recommendation of the departmental faculty, including a record of their vote, and the independent recommendation 2 Assembling refers to the actual physical presence of the tenured faculty. However, if there are extenuating circumstances that prevent a particular tenured faculty member from being physically present, then that faculty member may participate by real-time electronic means, such as speakerphone or video conferencing, with prior approval of the Dean. Such use of electronic means for participation during the deliberation process does not modify any other requirements for the vote.

of the department head shall be conveyed, along with a copy of the faculty member s current CV, to the dean for review. The dean shall send his or her recommendation, along with a copy of the faculty member s CV, to the chancellor for a final decision on reappointment. The role of the chancellor is laid out in section 4.D. of the University Promotion, Tenure, Academic Freedom, and Due Process Regulations. (e) When the department recommends not to reappoint, all provisions of the unit and university reviews shall be followed, except that the documentation forwarded from the department need only consist of the recommendation of the departmental faculty, including a record of their vote, the independent recommendation of the department head, and a copy of the candidate s current CV. The candidate may submit additional documents that support his or her reappointment. These documents are submitted to the dean, and are for consideration by the unit and university committees on promotion and tenure, the dean, and the provost. (f) At least twelve months before an Assistant professor has completed seven years of full-time service at that rank in this institution, the candidate shall be reviewed for promotion and tenure, and a decision rendered. The procedures in section 4 shall be followed. (g) Notice of appointment or reappointment shall be in writing from the Chancellor. Notice of non-reappointment shall be in writing from the Chancellor. Notification of a decision not to reappoint shall be made in an unelaborated written statement of the decision with reference to the appropriate processes of appeal laid out in the relevant School of Nursing and University regulations. The written statement shall be a hard copy letter conveyed by a method of delivery that requires a dated signature by the addressee. Failure to give timely notice of non-reappointment shall oblige the University to offer a terminal appointment of one academic year. (h) If an untenured Assistant Professor declines the review for reappointment and/or promotion and tenure as required above, the candidate should write to the department chair in advance of the review period indicating that the candidate will not prepare any materials for review and that the candidate understands that employment will end at the conclusion of the current term appointment. Failure to participate in the review as specified above will be deemed to constitute resignation and withdrawal of any request for reappointment at the end of the current probationary contract. The department chair shall acknowledge this in writing, with a copy to the Dean and Provost. 2. Associate Professor (a) An Associate Professor promoted to that rank within this institution shall have permanent tenure.

(b) An Associate Professor appointed to that rank from outside the institution may be appointed to a probationary term up to five years, or with justification, may be appointed with tenure. (c) In cases where an Associate Professor is being considered for hire with tenure, the tenured faculty of all ranks, including the department head, of the hiring department will deliberate and vote on whether to recommend the granting of tenure to the candidate for the position in question. The departmental recommendation will be forwarded to the dean, who will forward it to the provost and the chancellor for action. (d) If hired for a probationary term, before the end of the penultimate year of that term, the Associate Professor shall be reviewed for tenure and/or promotion, and a decision rendered. The procedures in section 4 shall be followed. If tenure is not awarded, the Associate Professor s employment shall end at the conclusion of his or her probationary term contract. (e) Notice of appointment or reappointment shall be in writing from the Chancellor. Notice of non-reappointment shall be in writing from the department chair or the Chancellor, depending upon where the decision is made not to reappoint. Notification of a decision not to reappoint shall be made in an unelaborated written statement of the decision with reference to the appropriate processes of appeal laid out in the relevant School of Nursing and University regulations. The written statement shall be a hard copy letter conveyed by a method of delivery that requires a dated signature by the addressee. Failure to give timely notice of non-reappointment shall oblige the University to offer a terminal appointment of one academic year. 3. Professor A. Review for Promotion to Professor (a) The department head, or a majority of the Professors among the department faculty, may recommend a tenured Associate Professor for promotion to Professor at any time. (b) If requested by the candidate, the department may not delay the beginning of formal review for promotion beyond August 1 of the seventh year following conferral of tenure. The candidate shall write to the department head requesting review for promotion no later than the preceding March 1, and the department shall follow the procedures described in section 4. The department head shall acknowledge the candidate s request in writing, with a copy to the dean and provost. This is not a mandatory review in that a candidate may choose not to request review. A decision not to request review does not preclude a candidate from choosing to be reviewed in any subsequent year.

(c) If a review of an Associate Professor for promotion to Professor is unsuccessful, or if the candidate withdraws his or her portfolio after a negative recommendation a the unit or university levels, the candidate may next request a review during the third year of service following notice of their unsuccessful bid, by writing to his or her department head as described in 3.E.iii.b. The review will begin no later than August 1st of the following year (the fourth year following notice of his or her unsuccessful bid or withdrawal). This is not a mandatory review in that a candidate may choose not to request review. A decision not to request review does not preclude a candidate from choosing to be reviewed in any subsequent year. The department may, of course, recommend the candidate for promotion earlier, as specified in 3.A.a. B. Appointment and Review of Professors (a) A Professor promoted to that rank within this institution shall have tenure. (b) A Professor hired at that rank from outside the institution will normally be appointed with tenure, but may, with justification, be appointed to a probationary term of up to five years. (c) In cases where a Professor is being considered for hire with tenure, the tenured faculty of all ranks, including the department head, of the hiring department will deliberate and vote on whether to recommend the granting of tenure to the candidate for the position in question. The departmental recommendation will be forwarded to the dean, who will forward it to the provost and the chancellor for action. (d) If appointed for a probationary term, before the end of the penultimate year of that term, the Professor shall be reviewed for tenure, and a decision rendered. The procedures in section 4 shall be followed. If tenure is not awarded, the Professor s employment shall end at the conclusion of his or her probationary term contract. III. Procedures in Regard to Appointment, Reappointment, Promotion, and Tenure A. Structure 1. The School of Nursing shall have a standing committee on promotion and tenure composed of all tenured faculty members, which will serve to evaluate individual candidates. 2. The School of Nursing shall ensure two levels of faculty review with one being the candidate s department review and one being the School of Nursing unit review. 3. A faculty member eligible to vote for promotion and/or tenure shall vote only once on a candidate s promotion and/or tenure at the earliest level of review. If serving on the candidate s department review committee, that faculty member shall participate in the

final deliberations and vote only at the department review, though that faculty member may participate in the evidence-gathering phase at the School of Nursing Unit Committee if invited to do so. 4. The candidate s department chair and Dean shall not be present during the final deliberations or votes of the candidate s department or School of Nursing Unit committees on promotion and tenure. The work of committees on promotion and tenure shall be divided into an evidence-gathering phase and a deliberative phase. The candidate s department chair and Dean may be invited by the appropriate committee to participate in the evidence-gathering phase of the process. When that phase of the process is determined to be over by a majority of the review committee, the candidate s department chair and Dean shall leave the committee and the deliberative phase will proceed. B. Sequence of Review 1. Except as provided in section 4.A.ii., below, all recommendations will move through all stages of review to the chancellor, regardless of negative reviews or recommendations against approval the portfolio may have received at various stages in the process. 2. Nominations receiving all positive or all negative reviews by the department faculty, the department head, the unit s Committee on Promotions and Tenure, and the dean will not normally be reviewed by the University Committee on Promotions and Tenure; however, the provost may require that any nomination be reviewed by this committee. 3. The candidate may, at his or her discretion, withdraw his or her portfolio from consideration at any stage of review before it is submitted to the chancellor for a final decision. 3 C. Departmental review In all instances where a candidate is reviewed for reappointment, promotion and/or tenure, the candidate s department head, after assembling and consulting with the tenured members of the department faculty senior 4, to the candidate in rank and receiving a summary of their independent deliberation and vote, shall notify the candidate of the department s recommendation (see 4.B.i.b.). 1. The meeting of the faculty members must be preceded by the preparation of the descriptive section of the candidate s portfolio, and by an appropriate analysis of this information by the department so that the assembled faculty members can make an informed decision on the qualifications of the candidate. External review (see section 4.B.i.c.) of the candidate must be part of this analysis. 4 2. The meeting of the faculty members shall be presided over by a chair, who is not the head, whose duties include assuring that the meeting is divided into evidence-

gathering and deliberative phases, conducting a secret ballot, counting the votes, preparing a written summary of both majority and dissenting opinions, forwarding the summary and the results of the vote to the Head, and ensuring that all present sign the appropriate page of the Promotion and Tenure Form. The department head may not be present during the deliberative phase and vote of the faculty members, but may participate in the evidence-gathering phase. 3. Departmental recommendations not to reappoint, promote and/or grant tenure only occur when the majority of the voting faculty and the head concur in this decision based on their independent reviews. In all other cases the recommendation of the department must be to reappoint, promote and/or grant tenure. 4. Except as specified in 3.D.ii.a.(1), external review, usually in the form of a minimum of three letters, is required prior to the vote of the departmental faculty (see 4.B.i.a.). The candidate may submit the names of up to four potential reviewers to the department head for consideration. Potential reviewers may not include individuals with conflicts of interest in objectively evaluating the candidate s portfolio (e.g. dissertation mentors, close collaborators, post-doc supervisors, etc. The department head shall consult with the faculty senior 4,8 to the candidate in rank, assemble a list of no fewer than four additional potential reviewers, and select no fewer than three reviewers from the combined list. The list of selected reviewers shall contain no less than one name submitted by the candidate. 5. Review of the candidate must be consistent with the clear and specific unit and departmental criteria for promotion and tenure, and reflect the feedback that the candidate has received in his or her annual reviews (2.D.ii.) and, in the case of tenured faculty in their post-tenure reviews, regarding promotion and tenure. 5 6. The department head forwards the department s recommended action, a summary of faculty deliberations, including the number of faculty votes for and against a nomination, his or her independent evaluation of the candidate, and the candidate s complete portfolio, to the next, unit level of review. 3 No decision has been rendered when a portfolio is withdrawn before it is submitted to the Chancellor. The actions of the department, unit and university committees are merely recommendations. All decisions are made by the chancellor. In this sense, this provision might be interpreted as allowing a candidate more than one attempt at tenure. However, if a candidate withdraws his or her portfolio during the penultimate year of his or her probationary term, his or her employment will end at the conclusion of that term. Withdrawal of a candidate s portfolio during a review for promotion that does not involve tenure, has no adverse consequences for the candidate. 4 This section does not apply to review of Assistant Professors for reappointment at the end of their first probationary term. 5 For assistant professors being reviewed for promotion and tenure, the review should also reflect any feedback they received at the end of their first probationary term.

7 Too few faculty of the appropriate rank In cases where the dean believes there are so few faculty of the appropriate rank in the candidate s department that an adequate departmental review cannot be conducted, the dean will consult with the department head and the candidate in the selection of the review committee. A minimum of three faculty senior 4,8 to the candidate are normally necessary to assure adequate review. If agreement between these parties is reached, a memorandum of agreement signed by all parties will specify the composition of the review committee. If, following the consultation specified above, the dean determines that agreement cannot be reached, the dean, with the approval of the provost, will specify the composition of the committee. 8. Addition of material to a portfolio during departmental review Descriptive material may be added to a candidate s portfolio, either by the candidate or the department, at any time prior to the departmental vote. Following the departmental vote, the only types of descriptive information that may normally be added by the candidate or the department are: (a) status updates on works (publications, grants, exhibitions, awards, and etc.)that are already cited in the portfolio; for instance, the status of works submitted for review but not yet reviewed at the time of the departmental vote; (b) recognitions or awards that were not anticipated when the portfolio was initially assembled (c) a document written by the candidate in reaction to the departmental review and evaluation (d) This document may be inserted at the candidate s discretion in response, for instance, to the presence of a dissenting opinion or a poorly prepared evaluative section. This document is not a mandatory component of the portfolio. 6 (e) Evaluative material may be added to the candidate s portfolio at any time before it is submitted to the dean for review by the School of Nursing committee on promotion and tenure. 8 In case of Professors appointed to probationary terms, the faculty members eligible to vote are tenured Professors. 6 The intent of this section is to allow the candidate to respond to the evaluative section of the dossier submitted by the department. This response is not intended to be a place where the candidate can put forward additional material that is not already cited in the descriptive section of his or her portfolio. All relevant aspects of the candidate s work should have been included in the materials submitted to the department for review. However, he or she may choose to draw attention to certain aspects of the portfolio that were over looked in the departmental review. The candidate s department head is responsible for assuring that the candidate has access to the departmental evaluative sections of his or her portfolio, and has a minimum of three days to prepare his or her response

9. Right of faculty members to express dissenting opinions In cases where the majority vote of the department faculty senior to the candidate is not unanimous, the assembled faculty member(s) who did not vote in accordance with majority may, at their individual discretion, include a single signed statement in the candidate s portfolio explaining their vote... Assembling (or Assembled) refers to the actual physical presence of the tenured faculty. However, if there are extenuating circumstances that prevent a particular tenured faculty member from being physical present, then that faculty member may participate by real-time electronic means, such as speaker phone or video conference, with prior approval of the Dean. Such use of electronic means for participation during the deliberation process does not modify any other requirement for the vote. D. School of Nursing Unit Committee. The School of Nursing Unit Committee for a candidate for reappointment, promotion and/or tenure shall be composed of tenured associate and full professors of the School of Nursing who were not eligible to vote at the candidate s department review. If the unit committee consists of both Associate Professors and Professors, the units may (but need not), at their discretion, restrict unit committee members who can vote on the promotion of Associate Professors to Professor, to the Professors who serve on the unit committee. Assistant Professors are not permitted to serve on unit promotion and tenure committees. The dean shall consult with the School of Nursing Committee on promotion and tenure, which will review the recommendations and documents submitted by the department. (a) The School of Nursing Unit Committee shall review the candidate s materials independently. The School of Nursing Unit Committee shall elect a chair, who is not the dean, whose duties include assuring that the meeting is divided into the evidence-gathering and deliberative phases, concluding the evidence-gathering phase by a vote of the committee to close this phase, conducting a secret written ballot on the suitability of the candidate, counting the votes, preparing a written summary of both majority and dissenting opinions, and forwarding the summary and the results of the vote to the dean. The dean may not be present during the deliberative phase and vote of the faculty members, but may participate in the evidence-gathering phase. The School of Nursing Unit Committee Chair may request in writing, information or clarification from a candidate, if the material submitted is incomplete or nonspecific. (b) The School of Nursing Unit Committee Chair s responsibilities further include ensuring that the Chair and all present sign on the appropriate form, and that the Dean receives a detailed written summary of the views of the assembled faculty, including the bases for both positive and negative votes. (c) The Dean shall be responsible for notifying the candidate of the recommendations from the School of Nursing reviews, and for adding the recommendations to the candidate s materials.

(d) The Dean will forward his or her recommendation, the independent summary of the committee s recommendation provided by the chair of the unit committee, including the number of faculty votes for and against a nomination, and the candidate s portfolio, to the provost for review by the University Promotion and Tenure Committee (see 4.A.ii for the exception of all positive reviews). (e) Addition of material to a portfolio during unit review Descriptive material of the following types (4.B.ii.c. (1)(a) - 4.B.ii.c.(1)(c) may be added to a candidate s portfolio, either by the candidate or his or her department, during the unit review. Other types of descriptive material may not normally be added. (1) status updates on works (publications, grants, exhibitions, awards, and etc.) that are already cited in the portfolio; for instance, the status of works submitted for review but not yet reviewed at the time of the unit vote; (2) recognitions or awards that were not anticipated when the portfolio was initially assembled; (3) a document written by the candidate in reaction to the unit evaluation. This document may be inserted at the candidate s discretion in response, for instance, to the presence of a unit review that the candidate considers factually inaccurate. This document is not a mandatory component of the portfolio. 7 2. Following his or her review, the Dean shall make the text of his or her evaluation available in a secure location for the perusal of the candidate and members of the unit Promotion and Tenure Committee. 7 The intent of this section is to allow the candidate to respond to the evaluative materials added to his or her dossier by the unit. The response is not intended to be a place where the candidate can put forward additional material that is not already cited in the descriptive section of his or her portfolio. All relevant aspects of the candidate s work should have been included in the materials submitted to his or her department for consideration. The dean is responsible for assuring that the candidate has access to the unit evaluative documents with a minimum of three days to prepare his or her response.

IV. Guidelines for Candidates A. In addition to annual consultation with the department chair, the candidate is encouraged to seek consultation from the department chair at least six months prior to the submission of the candidate s reappointment or promotion and tenure documents. B. The Office of the Provost determines the time line for submission of the reappointment materials. However, candidates should be aware that reappointment materials generally need to be submitted to the candidate s department chair by mid- October of the academic year in which the candidate seeks reappointment. C. The Office of the Provost determines the time line for submission of the promotion and tenure materials. However, candidates should be aware that a completed promotion and/or tenure document needs to be submitted to the department chair by the first day of fall classes of the academic year in which the candidate seeks promotion and tenure. D. The Department head shall consult with the faculty senior to the candidate in rank, assemble a list of no fewer than four additional potential reviewers, and select no fewer than three reviewers from the combined list. The list of selected reviewers shall contain no less than one name submitted by the candidate. E. Review of the candidate must be consistent with the clear and specific School of Nursing criteria for promotion and tenure, and reflect the feedback that the candidate has received in his or her annual reviews (2.D.ii.) and, in the case of tenured faculty in their post-tenure reviews, regarding promotion and tenure. 1. All external reviews are included in the candidate s promotion materials and are available for review by department and School of Nursing Unit Committees. F. The candidate may be asked to provide clarification of information in the materials by the Department or School of Nursing Unit Committees. G. The candidate may clarify and update information in the reappointment or promotion and/or tenure materials by submitting a dated addendum to the department chair or Dean for insertion at the front of the materials. 4/7/99; 4/02; 5/04; 5/05; 8/06; 4/07; 5/09; 9/09; 5/11; 9/13

THE UNIVERSITY OF NORTH CAROLINA AT GREENSBORO SCHOOL OF NURSING EVALUATION GUIDELINES FOR PROMOTION AND TENURE Assistant Professor Teaching Assistant Professor 1) Scope of Teaching: Documents effective teaching Documents contributions to curriculum development and evaluation 2) Examples of Documentation of Teaching Effectiveness (may include, but are not limited to the following): Demonstrates a comprehensive grasp of nursing and area of specialization Submits proposals for intramural funding for curriculum/faculty development Develops, reviews, redesigns and evaluates courses and teaching materials Serves as an academic advisor for students Facilitates student learning in practicums, internships, service learning and experiential learning activities Demonstrates provision of assistance to less experienced faculty members Develops instructional materials for academic courses Serves on thesis committees; serves as advanced nursing project advisor Certified by an appropriate professional association as a specialty expert Directs students in the delivery of nursing care Uses evaluations from students, peers and administration to improve teaching effectiveness Implements effective education with patients, families, communities or professional groups Assistant Professor Research & Creative Activities 1) Scope of Research & Creative Activities: Demonstrates investigative engagement in a focused area of science Disseminates research and other data based findings Documents contribution to disciplinary knowledge 2) Examples of Documentation of Effectiveness of Research & Creative Activities (may include, but are not limited to the following): Participates in research seminars Presents scholarly papers based on referred abstracts to local or state professional organizations Presents evidence-based research at professional meetings

Submits and publishes papers in referred professional journals Submits and publishes refereed chapters in scholarly texts Creates scholarly work in non-print media (video, online refereed journals, webcast, etc.) Engages in collaborative research Submits research proposals for funding Critiques research abstracts for local and regional professionals/scholarly organizations Assistant Professor Service 1) Scope of Service Demonstrates increasing service commitment to the School, University, profession and community 2) Examples of Documentation of Service Activity Effectiveness (may include, but are not limited to the following: Participates at the local/regional level of a professional clinical or health-related organization Engages with community groups and clinical agencies related to health and education Participates in student activities Collaborates on position papers for the general public Contributes to economic and community development activities Submits proposals to seek internal or external funds for service efforts Involves self and students in activities related to health/health policy, including professional association activities service Participates in planning and policy development for local health services Participates in School and University committees and task forces

EVALUATION GUIDELINES FOR PROMOTION AND TENURE Associate Professor Associate Professor Teaching 1) Scope of Teaching Documents mastery in teaching Integrates scholarship in teaching and curricular development 2) Examples of Documentation of Teaching Effectiveness (may include, but are not limited to the following): Assumes leadership role in curriculum development, implementation and evaluation of classroom and clinical courses Generates ideas and/or initiates experiences for the development of faculty as teachers Presents invited lectures Designs student learning activities for practicums, internships, service learning and experiential learning Receives awards for excellence in teaching Authors papers, book chapters, textbooks, manuals, electronic media, workbooks, etc. for use as a teaching/learning tools Seeks external funding for curriculum/program development Evaluates the teaching of colleagues Fosters collaborative student or community scholarship Chairs thesis committees; serves in dissertation committees Mentors students in professional development Develops study abroad opportunities Associate Professor Research & Creative Activities 1) Scope of Research & Creative Activities Documents clearly defined program of research and creative activities Demonstrates leadership in a focused area of research or creative activity Applies for external funding to support research or creative activities Disseminates outcomes of research and creative activities program in refereed format Influences disciplinary knowledge

2) Examples of Documentation of Effectiveness of Research & Creative Activities (may include, but not limited to the following): Assumes a leadership role in the investigation of problems relevant to specialty area Mentors faculty and students in research and in other scholarship Engages in interdisciplinary, trans-disciplinary, or collaborative research Engages in entrepreneurial activities Develops innovative solutions that address clinical procedures and practices Disseminates community engaged research through public programs Presents scholarly papers at regional and national professional meetings Authors scholarly works such as: articles in refereed journals, books, book chapters and monographs; papers in refereed conference proceedings Submits grant proposals to external funding sources Serves as consultant to nursing, health-care organizations, governmental bodies, and other entities Serves as reviewer for refereed journals and texts Critiques research abstracts for national and international professional meetings Serves as a grant reviewer for external sources Serves as an external evaluator for promotion and tenure Associate Professor Service 1) Scope of Service Demonstrates leadership in or makes significant contribution to the School, the University, profession, and community 2) Examples of Documentation of Service Activity Effectiveness (may include, but are not limited to the following): Participates at the local/regional level of a professional, clinical or health related organization Engages with community groups and clinical agencies related to health and education Collaborates on position papers for the general public Submits proposals to seek internal or external funds for service efforts Involves self and students in activities related to health/health policy, including professional association activities and local health services Serves as a reviewer for professional journals and organizations Develops published clinical procedures and practices Assumes leadership on School and University committees and task forces Serves as a mentor to faculty, students, alumni and/or community members Maintains professional certification with relevant clinical practice

Serves on interdisciplinary local, state or regional task forces, commissions and committees that relate to nursing and health Leadership in economic and community development activities Applies for external funding at local/regional level for service-related program of scholarship Conducts continuing education workshops Provides for student mentorship within the service learning environment Participates on student projects related to scholarship of service Uses professional expertise to shape policy, to plan, and to direct health services, state, or national levels Demonstrates competence in implementing new systems of delivery of health service or in improving health to the public Receives honors and rewards in recognition of significant contributions Writes external reviews of the work of colleagues for promotion and tenure

EVALUATION GUIDELINES FOR PROMOTION AND TENURE Professor Teaching 1) Scope of teaching Documents excellence in teaching Documents leadership in curriculum and program development and evaluation 2) Examples of Documentation of Teaching Effectiveness (may include, but are not limited to the following): Serves as a resource in teaching in the School, other academic units, agencies or institutions Provides curriculum consultation to other academic units, agencies or institutions Serves as distinguished visiting professor at other institutions of higher learning Receives national recognition for excellence in teaching or contributions to nursing education Obtains extramural funding for curriculum/program development Chairs dissertation committees Serves on dissertation committees in other academic units or institutions Provides curriculum leadership at university level Serves on national/international committee related to education Serves as program evaluator for accrediting body Research & Creative Activities 1) Scope of Research & Creative Activities Recognized as a distinguished scholar within a defined area of science Demonstrates leadership in science Mentors scientists Leads efforts in dissemination of research outcomes Shapes disciplinary knowledge 2) Examples of Documentation of Effectiveness of Research & Creative Activities (may include, but are not limited to the following): Serves as a leader in scholarship Receives national recognition from professional peers and colleagues Receives external funding Documents engaged scholarship Directs interdisciplinary, trans-disciplinary, or collaborative research Serves as grant reviewer for national or international funding sources Serves as editor or editorial board member of refereed journals Edits or co-edits books, journals or other scholarly publications

Assumes responsibility for sustaining and developing the discipline Presents scholarly papers or chairs a symposium at national or international professional meeting Authors scholarly works such as: articles in refereed journals, books, book chapters and monographs; papers in refereed conference proceedings Receives signal honors (e.g., fellow status in the American Academy of Nursing, Gerontological Society of America, American Academy of Nurse Practitioners); awards from national or international professional organizations, (Fulbright award) Engages in entrepreneurial endeavors in area of scholarship Service 1) Scope of Service Recognized as an expert who makes significant contributions to the School, the University, profession, and community 2) Examples of Documentation of Service Activity Effectiveness (may include, but are not limited to the following): Holds elected office in a state, regional, national or international professional nursing or health-related organization Serves as an appointed member of regional or national boards, committees or task forces Collaborates and consults with schools, industry and civic agencies Testifies before the legislature and congressional committees Writes external reviews of the work of colleagues for promotion and tenure Leads collaborative endeavors between two or more departments, schools, universities or community-based agencies Continuously receives internal/ and/or external funding for service-related program of scholarship Directs student projects related to the scholarship of service Mentored students are consistently recognized for service-related contributions Develops and implements interdisciplinary student service-related experiences Uses professional expertise to shape policy, to plan, and to direct health services at local, state, national levels or international