Retention, Tenure, and Promotion Standards for CEHHS | Policies | CSUSM
Retention, Tenure, and Promotion Standards for CEHHS
||Standards governing RTP process for faculty in the College of Education, Health, and
Human Services (CEHHS).
||The collective bargaining agreement between The California State University and the
California Faculty Association.
||Eligible CEHHS faculty at California State University San Marcos.
||View Retention, Tenure, and Promotion Standards for CEHHS
I. CEHHS RTP STANDARDS
- This document sets forth general standards and criteria for retention, tenure, and
promotion of full-time faculty for all units within the College of Education, Health,
and Human Services.
- The provisions of this document are to be implemented in conformity with University
RTP Policies and Procedures; the CSU Collective Bargaining Agreement (CBA), Articles
13, 14, 15; and the University Policy on Ethical Conduct.
- Many of the programs within the College are also guided by the standards of national
B. Definitions of Terms and Abbreviations
- The CEHHS uses the same definitions, terms, and abbreviations as defined in the University
RTP document. For clarity, the use of "is" is informative, "shall" is mandatory, "may"
is permissive, "should" is conditional, and "will" is intentional.
- A “standard” is a reference point or formalized expectation against which progress
can be measured for retention, tenure, and promotion.
- Faculty have a right to clearly articulated performance expectations. Departmental
and School RTP Standards provide consistency in guiding tenure-track faculty in the
preparation of their working personnel action files (WPAFs).
- Departmental, and School RTP Standards educate others outside of the discipline, including
deans, university committees, and the provost, with respect to the practice and standards
of a particular department/discipline/field.
- Departments, and Schools must respect the intellectual freedom of their faculty by
avoiding standards that are too prescriptive. Department and School standards should
be as brief as possible with emphasis on the unique nature of the department.
- All College, Department, and School RTP Standards shall conform to the CBA and University
and School RTP documents. The RTP Standards documents for each unit within the College
shall contain the elements of School/Department RTP standards described in RTP documents
for each unit and shall not repeat the CBA, or University RTP document, or include
- All College, Department, or School RTP Standards must be approved by a simple majority
of all tenure-track faculty within a department or School and then be approved by
college/school/department/library and the Academic Senate before any use in RTP decisions.
II. ELEMENTS OF THE RTP DOCUMENTS FOR ALL CEHHS UNITS
A. Introduction and Guiding Principles
- All standards and criteria reflect the University and School/Department Mission and
Vision Statements and advance the goals embodied in those statements.
- The performance areas that shall be evaluated include teaching, research/creative
activities, and service. While there will be diversity in the contributions of faculty
members to the University, the School/Department affirms the university requirement
of sustained high quality performance and encourages flexibility in the relative emphasis
placed on each performance area. Candidates must submit a curriculum vita (CV) and
narrative statements describing the summary of teaching, research/creative activity,
and service for the review period. If service credit was granted at the time of employment
at CSUSM, the Candidate’s teaching, research, and service activities completed at
the university for which service credit was awarded at the time of hire will also
be evaluated for the purpose of granting Tenure and/or Promotion. The faculty member
must meet the minimum standards in each of the three areas. Only items not considered
in a prior tenure/promotion review at CSUSM may be included.
- Items assessed in one area of performance shall not be duplicated in any other area
of performance evaluation. Items shall be cross-referenced in the CV, narrative statements,
and WPAF to demonstrate connections across all three documents. Candidates who integrate
their teaching, research/creative activities, and/or service may explain how their
work meets given standards/criteria for each area.
- The School/Department recognizes innovative and unusual contributions (e.g., supervising
research, using particularly innovative or challenging types of pedagogy, writing
or rewriting programs, grant writing, conference or community presentations, regional
or national profile committee/commission membership, grant reviews, consultancy to
community, curriculum development, assessment development, accreditation or other
required report generation).
- Retention, tenure, and promotion decisions are made on the basis of the evaluation
of individual performance. Ultimate responsibility for understanding the standards,
meeting the standards, and effectively communicating how they have met the standards
rests with the candidate. In addition to this document, the candidate should refer
to and follow the University RTP Policies and Procedures. Candidates should also note
available opportunities that provide guidance on the WPAF and describe the responsibilities
of the candidate in the review process (e.g., Provost’s RTP meetings; Faculty Center
Professional Development, and advice and counsel by tenured faculty. Candidates are
encouraged to avail themselves of such opportunities.
- Candidates for retention will show effectiveness in each area of performance and demonstrate
progress toward meeting the tenure requirements in the areas of teaching, research/creative
activities, and service.
- Candidates for the rank of associate professor require an established record of effectiveness
in teaching, research/creative activities, and service to the School/Department and
- Candidates for the rank of professor require, in addition to continued effectiveness,
an established record of initiative and leadership in teaching, research/creative
activities, and service to the School/ Department, University, community, and profession.
Promotion to the rank of Professor will be based on the record of the individual since
promotion to the rank of Associate Professor.
- The granting of tenure at any rank recognizes accomplishments and services performed
by the candidate during the individual’s career. The record must show sustained and
continuous activities and accomplishments. The granting of tenure is an expression
of confidence that the faculty member has both the commitment to and the potential
for continued development and accomplishment throughout the individual’s career. Tenure
will be granted only to individuals whose record meets the standards required to earn
promotion to the rank at which the tenure will be granted.
III. GENERAL STANDARDS
A. Retention: A positive recommendation for retention requires that the candidate’s
record clearly meets the articulated standards for the granting of a retention decision
in each of the three areas: teaching, research/creative activities, and service.
B. Tenure and/or Promotion: A positive recommendation for tenure or promotion requires
that the candidate’s record clearly meets the articulated standards for the granting
of a tenure/promotion decision in each of the three areas: teaching, research/creative
activities, and service. A candidate shall normally be considered for promotion at
the same time they are considered for tenure.
C. Early Tenure and Promotion for Assistant Professors (prior to the 6th year in rank):
The option for early tenure for Assistant Professors is considered an exception. A
positive recommendation for early tenure requires that the Candidate show a record
of achievement at CSUSM combined with a record of achievement for which service credit
was awarded (if applicable) that fulfills all criteria for tenure as specified in
University, College, and Department Standards. At CSUSM, early tenure is typically
requested in Year Five for those without service credit, in Year Four for those with
one year of service credit, or in Year Three for those with two years of service credit.
D. Early Promotion for Associate Professors: The promotion of a tenured faculty member
to the rank of Professor normally shall be effective at the beginning of the sixth
year after appointment to their current academic rank/classification. Promotion that
will be effective prior to the start of the sixth year after appointment to current
rank/classification is considered an early promotion. Early promotion requires clear
evidence that the candidate has a sustained record of achievement that fulfills all
criteria for promotion as specified in University, College, School, and Department
standards. For early promotion, a sustained record of achievement should demonstrate
that the candidate has a record comparable to that of a candidate who successfully
meets the criteria in all three categories for promotion in the normal period of service.
E. Faculty who are hired at an advanced rank without tenure may apply for tenure after
two years of service at CSUSM (i.e., in fall of their third year at CSUSM). A positive
recommendation requires that the candidate’s record at CSUSM clearly demonstrates
a continued level of accomplishment in all areas and, together with the candidate’s
previous record, is consistent with the articulated standards for the granting of
tenure at the faculty member’s rank.
F. Standards and criteria for Teaching, Research and Creative Activities, and Service
can be gleaned from the School/Department Standards for each unit in the CEHHS.