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Office of the Dean |
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800
Tucker Drive
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Funding Mission Statement The College nourishes free and rigorous intellectual inquiry among students and faculty in an atmosphere that respects differences in background, belief, and aspiration; it also maintains and strengthens the academic and civic values that underlie and support an open, culturally diverse, and democratic society. We seek to create, refine, conserve, and disseminate knowledge and artistic expression at the highest levels. The success of the College in offering all students of the University of Tulsa a broadly based liberal arts education depends upon the rigor with which the Faculty approaches teaching and scholarship and upon the degree to which students commit to intellectual excellence, aesthetic appreciation, and critical thinking. The Faculty affirms that service to the institution, the profession, and the community is a significant dimension of the professional life of faculty members.
THE HENRY KENDALL COLLEGE OF ARTS AND SCIENCES Purpose The
faculty of the Henry Kendall College of Arts and Sciences is organized
to promote common interests in academic excellence, professional
collegiality, and administrative efficiency.
A.
Executive Committee:
This committee shall consist of five faculty and two student
members. Between Faculty meetings, it shall act on behalf of the
Faculty on College matters and shall adjudicate student petitions
regarding the fulfillment of degree requirements, probation, dismissal,
readmission, and similar matters. This
committee shall be advisory to the Dean on matters of College
governance, Faculty meeting agendas, standards of Faculty
responsibilities and conduct, travel grant requests, and in the
preparation and revision of the Faculty Handbook.
B.
Curriculum Committee:
This committee shall consist of five faculty and two student
members. It shall have responsibility for review of the Collegiate
baccalaureate requirements and curricula and for action on proposals to
alter them. Each proposal
shall be circulated to the Faculty at least one week prior to the time
scheduled for its consideration by the Curriculum Committee with an
indication of the date and place of the meeting at which it will be
considered and with an invitation for submittal of written responses
from the Faculty to it. Description
and explanation of the action taken on each proposal shall be
distributed to the Faculty. The
Committee shall seek to maintain liaison with the other curriculum
committees of the University and shall be advisory to the Dean on
curriculum matters.
C.
Committee on Tenure and Promotion:
This committee shall be established and function according to the
University regulations. It shall be advisory to the Dean on revisions of the College
statement on tenure and promotion and for purposes of reviewing the
tenure and promotion statements of the academic units in the College.
D.
Committee on Academic Assessment:
This committee shall consist of five faculty and two student
members. It shall develop
an assessment plan for the College of Arts and Sciences that is
consistent with the educational mission of the College; it shall
designate the academic departments and programs responsible for
implementing departmental and programmatic assessment plans; it shall
review departmental and programmatic assessment plans and their
implementation and make recommendations for revision or elaboration as
found to be appropriate; and it shall ensure that information from
departmental and programmatic assessment is disseminated in a manner
that encourages the improvement of academic programs. II.
Nominations Committee: The
Chairs of each of the three Standing Committees shall constitute the
Nominations Committee with the Executive Committee member serving as
Chair. The Nominations
Committee shall provide, in an attachment to the published agenda for
the March/April Faculty meeting, a slate with at least two nominees for
each position on the Standing Committees of the College and for
Collegiate representation on University-wide bodies.
Notice of the Nominations Committee meeting at which this slate
is determined shall be circulated to the Faculty ten days prior to that
meeting. Additionally, at
the March/April Faculty meeting, candidates may be placed on the mail
ballot by floor nomination with the support of at least twenty faculty
members present at that meeting. When
three candidates stand for a position, a plurality of the votes counted
is required for election. When
more than three candidates stand for a position and no candidate
receives more than one-third of the votes counted, a run-off election by
mail ballot shall be conducted from among the top three candidates.
In the event of vacancies, the Nominations Committee shall
provide a slate of nominees for vote at the next Faculty meeting.
In elections for vacancies, individual nominations from the floor
shall be placed on the ballot. The
Nominations Committee shall also resolve any questions arising over
length of term, composition of committees, and/or vacancy in elective
office. III.
Ad Hoc Committees: At
his or her own discretion, the Dean may, or upon the instruction of
the Executive Committee, shall appoint, charge, and terminate ad hoc
committees. Each such
committee shall report to and be responsible to the Dean. This document may be
amended by a majority of the Faculty of the College after a preliminary
notification of at least ten (10) days.
Proposed amendments to this document may be recommended by any of
the three Standing Committees or by the signatures of any thirty (30)
faculty members. College
Timetable for Sabbatical Requests and Decisions* 1.
In justifying a sabbatical request to the Dean, departments
should take into account all of the
purposes for which sabbatical leaves are instituted.
Seniority, past service, length between past leaves, and the
possibilities for future contributions are equally legitimate criteria
along with past publication and scholarly promises in weighing
sabbatical leave requests. 2.
In acting on sabbatical leave requests, individual departments
are justified in considering the constraints of their size, composition
and activities. Departments
may discourage leaves of such frequency that the applicant is not in
residence for long enough periods to resume regular and normal
responsibilities in the Department and College. 3.
The departmental guidelines listed above are also appropriate
guidelines for the Dean in making
his recommendations to the Provost.
The Dean may also take into account the overall needs of the
College and issues of equity among the departments in weighing
sabbatical requests. Except
under extraordinary circumstances, the Dean will recommend a sabbatical
only if the faculty member will have been in residence at TU for three
consecutive years prior to their sabbatical request, and a minimum of
six complete academic years must elapse following the completion of the
academic year of a sabbatical leave before the same faculty member would
be eligible again. The
University of Tulsa Mission Statement (approved
May 15, 1992) reads in part as follows:
In accordance with Section 504 of the
Rehabilitation Act of 1973, the College has drafted a sample statement:
"If you have a special educational or physical need that
requires class accommodation, please discuss your academic need with me
and contact the Director of the Center for Student Academic
Support." IV.
Required and optional books and other course materials to be
purchased. List
of course readings on library reserve by full title and author; list of
reference works, source books, and other recommended readings; list of
course handouts. V.
Statement noting The University of Tulsa’s academic misconduct
policy as it appears in the Student
Handbook. A.
Grading: B. Testing:
It
is expected that there will be a reasonable measure of academic
achievement at the end of each course.
In some courses, this will take the form of a final examination.
In courses where a final examination is deemed inappropriate,
instructors should schedule a final paper, project, performance, etc.,
that will count significantly in determining the course grade. Final
examination dates and times are determined by the College before the
beginning of each course. This
schedule may be altered only when special circumstances preclude
completing the final examination in the time allotted (e.g., when in a
theatre course the final examination involves dramatic performance and
critique). Incompletes Students
who are doing passing work but who, because of serious illness or other
legitimate extenuating circumstances, cannot complete their course work
may, at the discretion of the instructor, receive a grade of I
(incomplete). Incompletes
will not be granted to students who have been absent excessively during
the term nor to students who have merely failed to complete course work
without an exceptionally good reason. When the instructor grants an incomplete, a "Record of
Incomplete" form must be completed and filed in the office of the
Undergraduate Dean. This
form, which is to be signed by the instructor and, as soon as possible,
by the student, should specify what must be done to remove the
incomplete and give a deadline for the completion of the unfinished
work. The contract will be
attached to the course grade report for inclusion in the student’s
official file in the Office of Registration and Records.
The incomplete grade will remain on the student record for one
year. After that time,
unless the course work is completed and the instructor changes it to an
alternate grade, the Office of the Dean will notify the Office of
Registration and Records that the grade is to be changed to an ‘F.’
Students with more than 9 credits of ‘I’ will not be
permitted to enroll in courses at the University without the permission
of the Office of the Dean. (The
University of Tulsa Undergraduate Bulletin) Independent
Study Because pre-tenure,
tenure-track faculty members are required to be productive in the area
of research and scholarship appropriate to their field of endeavor, the
College of Arts and Sciences expects these faculty members to take a
Research Semester in their third, fourth, or fifth year, a semester in
which they are fully relieved of their teaching load in order to focus
more intensively on their research. The intent of this policy is to
provide time and mentoring support for working towards meeting the
research expectations for tenure. This is not a sabbatical; the
professor is expected to continue in residence, with all other normal
responsibilities (besides teaching) continuing. The faculty member will
be given no new or additional responsibilities or duties over and above
her or his normal load (such as independent studies, committee work,
supervision of internships or student teaching, or thesis advising) by
the department, College, or University during the Research Semester.
All time normally spent on teaching should be spent on research.
In order to take a Research Semester, the faculty member will apply to
the department. The following procedure will be carried out:
The faculty member must have passed his or her second-year review in
order to be eligible for the Research.
By accepting the Research Semester, the
faculty member agrees to return to teaching full time at the University
for the next full academic year.
Completion of the work proposed for the Research Semester does not imply
that the faculty member will be granted tenure. “Faculty
shall be evaluated in the categories of teaching, scholarships or
creative achievement, and service.
Although some quantitative measures of evaluation may be
employed, excellence in performance is of primary importance; that is,
the quality, significance, and impact of accomplishments are of greater
importance than their number. In
addition to meritorious accomplishments, a high potential for continued
excellence is required for promotion and tenure.”
(III.A. 1991 University Statement on Academic Freedom, Responsibility, and Tenure) The statement that
follows adapts the 1991 University Statement
on Academic Freedom, Responsibility,
and Tenure for use by the College in guiding its tenure and
promotions process. Within
the frameworks established by the University and the College Statements,
the academic units have the following responsibilities: *
to draft criteria statements specifying the standards and practices in
their respective academic disciplines to serve as guidelines and
measures when reviewing candidates and when recommending them to the
College for promotion and tenure; *
to be advisers and mentors to their faculty in specifying the standards
and practices expected of them in order to be recommended for
advancement, promotion, and tenure; and, *
to serve as advocates capable of justifying and documenting their
recommendations regarding advancement, promotion, and tenure to the
College and University, based on their own criteria statements and the
standards established by the College and University. Part
I. Statement The College Faculty
subscribes to the definitions of academic rank set forth in section I.B.
of the 1991 Statement on Academic Freedom, Responsibility, and Tenure.
The College Statement elaborates on standards for measuring
professional accomplishment and the potential for professional
development at each rank in accordance with those definitions.
In the College, advancement in rank is understood to be based on
clear evidence of the fulfillment of these standards and of the promise
of further professional development. Instructors
on tenure-track contracts are appointed for terms of two academic years.
The minimum requirements for appointment to instructor are (a)
possession of appropriate training for courses assigned as indicated by
a non-terminal master’s degree from an accredited college or
university, or equivalent credentials and evidence of progress toward a
terminal degree; (b) evidence of promise as a teacher as indicated by
successful previous experience or by recommendations from those in a
position to assess such potential; and, (c) evidence of promise as a
scholar as indicated by previous research, writings, publications or
performances, as well as the recommendations of those in a position to
assess such potential. The
College further expects promise of participation in the activities and
life of the College. Assistant
Professors are appointed for terms of
three academic years. The
minimum requirements for appointment to assistant professor are (a) an
appropriate terminal degree or its equivalent from an accredited college
or university or other appropriate credentials as evidenced by
specialized study, certification, or experience; (b) evidence of
teaching effectiveness as indicated by successful previous experience or
by recommendations of those in a position to assess such potential; (c)
a demonstrated ability to do scholarly or creative work as indicated by
the dissertation or creative project for the terminal degree or, on the
basis of previous publications or performances, as well as on the basis
of recommendations of those in a position to assess such potential; and,
(d) promise of institutional, professional, and community service beyond
teaching and research. The
College recognizes that opportunities for contributions to the
curriculum, institutional and educational goals, or intellectual life of
the College as a whole are typically limited at this academic rank. Nevertheless, the College expects readiness to participate in
one or more of the programs or activities that contribute to these ends. Associate
Professors are appointed either for
terms of three academic years or with tenure.
The minimum requirements for appointment to associate professor
are (a) an appropriate terminal degree or its equivalent from an
accredited college or university or distinguished credentials as
evidenced by specialized study, certification, or experience; (b) an
established reputation as an effective teacher as assessed through
student evaluation and faculty review; (c) a growing reputation for
significant scholarly or creative achievement and the promise of
continuing to extend that reputation in ways specified and defined by
the academic unit in its criteria statement; and, (d) a record of
institutional, professional, and community service beyond teaching and
research, including evidence of significant contribution to the
curriculum, institutional and educational goals, or intellectual life of
the College as a whole, especially as these
activities demonstrate professional leadership. Professors
are appointed either for terms of three academic years or with tenure.
The minimum requirements for appointment to professor are (a) an
appropriate terminal degree or its equivalent from an accredited college
or university or distinguished credentials as evidenced by specialized
study, certification, or experience; (b) an established reputation as an
effective teacher as demonstrated by a distinguished teaching
performance assessed by student evaluation and faculty review; (c) a
distinguished reputation for scholarship or creative achievement and the
clear promise of continuing to extend that reputation in ways specified
and defined by the academic unit in its criteria statement; and, (d) a
record of institutional, professional, and community service beyond
teaching and research, including evidence of significant contribution to
the curriculum, institutional and educational goals, or intellectual
life of the College as a whole, especially as these activities
demonstrate professional leadership. Part
II. Criteria for Promotion,
Tenure, and Reviews for Tenure-Track Faculty. Faculty
shall be evaluated in the categories of teaching, scholarship or
creative achievement, and service.
Although some quantitative measures of evaluation may be
employed, excellence in performance is of primary importance; that is,
the quality, significance, and impact of accomplishments are of greater
importance than their number. In
addition to meritorious accomplishments, a high potential for continued
excellence is required for promotion and tenure.
The College expects candidates recommended by the academic units
for promotion and tenure to have met the stipulated College and
University standards and to evidence potential of meeting the standards
stipulated by the next higher academic rank.
The strongest evidence of this potential is founded on the
assumption of a dynamic of effective teaching and the capacity for
scholarly or creative endeavors and is additionally supported by the
service to the institution, the profession, and the public. Promotion
and Tenure: The College requires that those reviewed as Assistant
Professors and those promoted from Assistant Professor to Associate
Professor, with or without tenure, provide evidence of teaching
effectiveness through student evaluations and faculty review.
Teaching includes, among other things, classroom, laboratory,
studio, and clinical instruction; development of new courses and
teaching methods; publication of instructional materials; academic
advising; and, where relevant, supervision and direction of graduate and
undergraduate student projects, exhibits, and performances. The College also
requires evidence demonstrating the ability to do scholarly or creative
work. Achievement in
scholarship or creative endeavors includes all non-instructional
activity that furthers the knowledge and development of the academic
field. Scholarly
publication, research grants, compositions, and exhibitions, as well as
consultancies, editorships, and other exercises of critical judgments in
the academic disciplines are some of the primary components of this
category. Those reviewed at
this rank for advancement must show evidence of scholarly or creative
achievement and the potential of making a significant contribution to
knowledge in or advancement of their field as specified and defined by
the academic unit. The College also
requires for advancement evidence of professional service.
Professional service includes administrative, advisory, and other
services to the College and University, governmental and community
bodies, and academic-professional organizations.
Because expectations and opportunities for service in
professional bodies differ, each academic unit must specify and define
appropriate activities at this rank.
The College recognizes also that the demands of teaching and
scholarship/creative achievement and the lack of service opportunities
afforded suggest modest expectations for institutional service beyond
the academic unit at these ranks. Nevertheless,
the College requires evidence of participation in the programs and
activities that contribute to the curriculum, institutional and
educational goals, or intellectual life of the College or University. Promotion
with Tenure: The College requires that those promoted from Associate
Professor to Professor provide evidence of a significant contribution to
the instructional goals of the College and promise of future significant
contribution. Measure of
this criterion includes effective classroom, laboratory, studio, or
clinical instruction as indicated by student evaluations and faculty
reviews. Other measures are activities related to curriculum
development and instructional methods, accomplishments of students, and
the direction of student theses or supervision of independent research,
performance, or exhibition projects. The College also
requires that those promoted at this level show evidence of significant
contribution in scholarly or creative endeavors and the promise of
future contributions of similarly high quality.
While each academic unit must define and specify the measures of
significant contributions as recognized by their discipline, the College
expects that the qualitative component of these measures be of first
consideration. Therefore,
achievements marked by rigorous peer review or competition, those, which
receive wide recognition, and those that require the highest levels of
professional expertise and judgment will constitute the strongest
evidence. Reviews of
Tenured Faculty: College criteria for professional review of tenured faculty
members will be according to rank as specified in this document. Part
III. Criteria for Review
and Promotion of Resident Contract Faculty (Adopted January 15, 1998 and
amended January 23, 2004)
In order for resident contract faculty to be recognized for their years
of service and accomplishments, the College of Arts and Sciences adopts
the following criteria and procedures for their review and promotion.
Review Schedule:
See Section XI.E of Statement on Academic Freedom, Responsibility,
and Tenure.
Review Procedures:
Resident contract faculty on one-year contracts will present the Chair
of their department with materials deemed appropriate by the Chair, who
will write a review, discuss the review with the faculty member, and
then send the review to the Dean. Before April 1 the Dean will notify
the faculty member in writing if the contract is being renewed.
Reviews of resident contract faculty on or recommended for two or
three-year contracts are conducted in the fall semester of the second
year and follow the procedures outlined in Section IV.C.1.2.3. of the
Statement. Reviews of resident contract faculty on or recommended
for five-year contracts are conducted in the fall semester of the fourth
year and follow the procedures outlined in Section IV.C.1.2.3. of the
Statement. A five-year contract will only be issued on
recommendation of review committee, Chair or Director, and Dean.
Promotion Procedures:
Promotion is only available to resident contract faculty on three- or
five-year contracts. The procedures for review and promotion follow
those of Sections IV.C.1.2.3.4. in the Statement with the
following change: When a resident contract faculty member is
recommended for promotion by his/her academic unit, the College
Committee on Tenure and Promotion shall have added to it elected by the
College faculty at its annual spring elections one additional voting
member who holds a three-year resident faculty contract. A positive
recommendation for promotion will require three yes votes when the
committee has six members and four yes votes when it has seven members
(see Section IV.C.4.a para 2).
Criteria:
In most cases, the primary responsibilities of contract faculty involve
the teaching or supervision of students, often in applied settings.
Excellence in the performance of these duties, measured by quantitative
and qualitative measures, is the overriding criteria to be used in the
evaluation or review of resident contract faculty. Because the specific
content of these duties will vary, the College Committee on Tenure and
Promotion will consider the responsibilities of each position and
especially the standards contained in the criteria statement of the
academic unit. Service to the Department, College, University, and
community may be considered where appropriate. Professional and
artistic achievement may be an important criterion in some positions.
GUIDELINES FOR
FACULTY MEMBERS BEING REVIEWED
The faculty member is responsible for assembling all appropriate
materials for presentation to the various reviewers. This file should
be assembled during the summer so that it will be completed by September
1. The faculty member may consult with the Chair of the Committee on
Tenure and Promotion or with the Dean at any time about the review
procedure or about the preparation of the file.
Each faculty member being reviewed is urged by the Committee to check
this list of items and to submit as many of them as feasible.
Checklist for
Faculty Member Being Reviewed
1. A complete, updated curriculum vitae.
2. A statement of professional interest, goals, and projected
activities over the next five years.
3. For continuing appointments, copies of second- and fourth-year
reviews, including the written comments of Departmental, College and
University committees and administrators.
4. A list of courses taught at The University of Tulsa since joining
the Faculty.
5. Student evaluations since the previous review. For faculty
members being reviewed for promotion and/or tenure, all evaluations
since previous promotion or appointment.
6. Selected syllabi and assignment sheets for courses taught at The
University of Tulsa, especially courses taught since a previous review.
(Only one example need be provided for courses that have been taught
several times.)
7. If available, reports of colleagues who have observed the teaching
of the faculty member.
8. Copies of published work, including books, papers, reviews, and
other scholarly/critical efforts. For performing disciplines,
appropriate submissions might include scores, recordings, and
performance or exhibit status.
9. Unpublished scholarly or professional materials that the faculty
member wishes the Review Committee to consider. These might include
correspondence from publishers or sponsors indicating manuscript,
performance, or exhibit status.
10. Responses to published or presented work, including reviews,
reprint requests, a citation list, and performance or exhibit
invitations.
11. Copies of proposals for internal and external funding.
13. Any other materials the faculty member considers informative and
supportive. 14. A table of contents listing the file materials.
June 20, 2008
September 8, 2008 *See
Appendices for the following: Second-Year, Fourth-Year,
and Nontenure-Track Reviews
Submit the following documents
to the Dean: Tenure-Track Appointments I.
Request to fill a position
A.
Department Chair submits request to the Dean
B.
Dean approves and establishes the budgetary parameters for the
search
C.
Department Chair selects Search Committee Chair who proposes
Search Committee composition for
Dean's approval II.
Department and Search Committee Chair meet with Sue Gruen to
determine documentation required for formal search
A.
Search Committee Chair initiates the following search paperwork:
1. “Hiring
Requisition-Faculty" (Form A)
2. “Search and Selection Plan
for Permanent Appointments” (Form C)
3. Advertising strategy including the following:
a.
Ad Copy (Appendix C includes sample ads)
b.
Cost estimates for ad(s)
c.
Purchase requisition(s)—1 per ad |
