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Pharmacy Practice

Guidelines for Appointment and Promotion of Tenure Track School-Funded (50% or more) Faculty

October, 2003

Table of Contents

Introduction to the Guidelines
Discrimination
Appointment, Promotion, and Tenure
Tenure Perspectives
Perspectives On Contributions To The Area Of Performance
Contributions To Teaching
Contributions To Research And Other Creative Scholarly Activities
Contributions To Pharmacy Practice/Patient Care
Contributions To Academic Service

Contributions To Public Service
Requirements For Ranks
Procedures For Appointments
Promotion / Tenure Unit
Department Of Pharmacy Practice Procedures For Promotion
Procedures for Promotion
Faculty Affairs Committee Review
Dean's Review
TTUHSC Officer Review And Board Of Regents Action

Introduction to the Guidelines

Texas Tech University Health Sciences Center (TTUHSC) is responsible for promoting the advancement of knowledge and the general welfare of people in Texas. Faculty members play a central role in the Health Sciences Center. An outstanding faculty makes it easier to attract other distinguished faculty members and superior students to the Health Sciences Center. TTUHSC must have a faculty that performs at the highest levels of teaching, inquiry, patient care, and service to the people, the Health Sciences Center, and the scholarly disciplines.

The process for appointment, promotion, and tenure must be fair and appropriate if TTUHSC is to encourage and recognize faculty excellence. The TTUHSC tenure and promotion policy must be followed to insure protection of faculty rights and protection of TTUHSC. The primary responsibilities of faculty of Texas Tech University Health Sciences Center fall into four areas: (1) scholarly pursuits (including teaching and research activity), (2) patient care (3) administrative services, and (4) public service (Regents' Rules Chapter 04.03). The criteria for appointment, promotion, and tenure follow from those four areas of primary faculty responsibilities. These Guidelines describe the criteria as applied to faculty with primary appointments in the Department of Pharmacy Practice within the School of Pharmacy. Appointment, promotion, and tenure of faculty must fit the missions for both the School of Pharmacy and Pharmacy Practice Department; as well as the Pharmacy Practice Department's specific application of the School of Pharmacy criteria.

The TTUHSC Professional Liability Plan covers "any and all job related activities of employees" of the Board of Regents of Texas Tech University Health Sciences Center. The plan does not cover intentional torts, actions taken in bad faith, damage arising out of malfeasance in office, or willful or wanton neglect of duty. Accordingly, faculty who participate in making professional recommendations concerning appointment, promotion, and tenure will be covered by the Professional Liability Plan, so long as the recommendation is based upon the criteria set out in these Guidelines, or criteria which are otherwise approved by the institution, and the faculty member is not acting in bad faith or outside the scope of employment.

TTUHSC and the School of Pharmacy must apply these Guidelines with fairness. Fairness means that the procedures for recommending a faculty appointment, promotion, and tenure must include safeguards against error. The faculty member and TTUHSC both gain from procedural safeguards. To this end, these Guidelines codify the steps to provide advice and evaluation, to make recommendations, and to review faculty for appointment, promotion, and tenure, as well as the steps that faculty must follow to appeal decisions within the process.

Discrimination - see Regent's Rules Chapter 04.03.7e

Appointment, Promotion, and Tenure

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TTUHSC is a complex educational and health care organization. Satisfying its mission effectively requires the collegial and conscientious participation of the faculty in many ways: scholarship in teaching, research and other creative activities, patient care, and service; departmental and institutional governance; professional society contributions and governance; and academic policy and procedure development. This participation can and should be recognized in a variety of ways, including: departmental, institutional, and disciplinary honors; merit pay; designated professorships; assignments; career development options; and other means. While this broad participation may also contribute to an evaluation, the key criteria for appointment, promotion, and tenure follow from the explicit missions of TTUHSC, the School of Pharmacy and the Pharmacy Practice Department. Every faculty member with significant responsibilities within an area must demonstrate competence in all of those areas. Each faculty member must demonstrate a high quality of performance and scholarship in the area assigned.

Criteria for appointment, promotion, and tenure in the Pharmacy Practice Department follow from the missions of TTUHSC and the School of Pharmacy. Faculty must meet the following primary responsibilities: scholarly pursuits, (teaching and research activities), patient care, administrative service, and public service. University governance and activities within one's discipline are supplemental responsibilities.

Policies and Procedures governing the promotion and tenure process shall include in order of highest authority first:

Tenure Perspectives (from HSC Regents' Rules Chapter 04.03)

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Concept of Tenure

Academic tenure has been developed so that TTUHSC may have the benefit of the competent and honest judgment of its faculty. It thus recognizes the professional status of the faculty member and assures that employment may be terminated only for cause or as noted below. After tenure has been granted, the burden of proof rests upon TTUHSC when it wishes to dismiss a faculty member.

Purposes of Tenure

The purposes of tenure are to protect the academic freedom of the faculty member, to insure faithful observance of the requirements of academic due process, and to retain, encourage, and promote the ablest and most promising faculty members. This policy defines the types of appointments that may lead to tenure and specifies procedures for granting tenure.

Acquisition of Tenure - Regents' Rules 04.03.3c

Tenure may be attained at certain ranks only after a period of probationary service. Awarding of tenure in TTUHSC will be based upon excellence of performance in the following areas relevant to faculty members discipline:

  1. scholarly pursuits
  2. patient care
  3. administrative service and
  4. public service.

Tenure at TTUHSC is obtained only by affirmative action by the board.

Ranks Eligible for Tenure - Regents' Rules 04.03.3d

Members of the faculty with the rank of associate professor and professor are eligible for tenure. One may not attain tenure in such positions as lecturer, instructor, assistant professor, or in any of the non-tenured ranks listed in Section 04.03.4 Regents' Rules. In addition, tenure does not apply to administrative appointments.

Tenure Track Appointments - Regents' Rules 04.03.5

Time served on the tenure track in the assistant professor, associate professor and professor ranks shall count as probationary time toward the award of tenure. See also Section 04.03.6 Regent's Rules, tenure schedule: Tenure may be awarded only at the associate professor and professor ranks.

  1. Tenure Track Appointments
    1. assistant professor
    2. associate professor
    3. professor
  2. Tenured appointment. A tenured appointment assures the right of the faculty member to a continuing academic position of employment. The tenured faculty member is subject to possible adjustments regarding salary, administrative position and employment duties.
  3. Probationary appointment. Probationary appointees serve in a faculty status leading to the possible awarding of tenure. A probationary appointee is reappointed after appropriate review each academic year unless given appropriate notice (as noted in the section 04.03.8a Regents' Rules). Such appointees are subject to possible adjustments regarding salary and employment duties.
  4. Academic appointment. Only persons with full-time appointments are eligible for tenure. Tenure applies to full-time faculty including those full-time faculty with nine month appointments. Although tenure does not apply to administrative positions, faculty members holding administrative positions may be tenured in their respective academic units.
  5. Continuous full-time appointment. Tenure applies to continuous full-time appointment in the Department of Pharmacy Practice. The following rules govern the effect of a leave of absence upon the maximum probationary period: leave for four months or less during an academic year shall be included in the maximum probationary period; continuous leave for more than four months shall cause that entire academic year to be excluded from the maximum probationary period.
  6. Joint appointment. A faculty member who holds a 50/50 percent of effort joint appointment in two TTUHSC academic units may achieve tenure in the joint position. If one of the units refuses to recommend tenure upon expiration of the probationary period and renders due notice, tenure shall not be awarded unless the faculty member is given full-time employment in the academic unit that desires to recommend tenure. In a joint appointment other than 50/50 percent of effort, tenure may be achieved only in the unit where an appointment greater than 50 percent is held. That unit then must be prepared to absorb the remainder of the faculty member's appointment if the faculty member relinquishes, or is asked to relinquish, the part of the appointment that is less than 50 percent.
  7. As stated in Article IV Section A of the School of Pharmacy Bylaws: On or before the initial term of appointment, a full time faculty member in the Department of Pharmacy practice shall be notified of the option for either a tenure or non-tenure track position. Upon being so notified, a faculty member who is offered an initial appointment in a tenure track position may choose a non-tenure track appointment. On or before July 1 of each year prior to the third anniversary of the initial appointment, the faculty member may petition to be re-appointed in a tenure track position. If the Department of Pharmacy Practice has a vacant tenure track position, the faculty member may be recommended by the Chairperson of the Department of Pharmacy Practice for re-appointment to a tenure track appointment. If the Dean, President, and Chancellor concur, the faculty member will receive an appointment in the tenure track. A re-appointment may occur only once in a faculty member's term of service with the University.
  8. Restructuring of basic academic units. If a basic academic unit (department) is merged with another academic unit or is reorganized into a new unit, the tenured faculty member in the basic unit shall not lose his or her tenure solely because of such reorganization.

Perspectives on Contributions to the Area of Performance For Tenure and Promotion

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Faculty seeking promotion and/or tenure within the Pharmacy Practice Department may hold responsibility in all four areas set forth in TTUHSC OP 60.01. However, the awarding of tenure within the Department is contingent upon demonstrated and documented performance in the major areas of: teaching, creative scholarly activity, and pharmacy practice (patient care either of a clinical or managerial nature). While service (administrative, academic and public) is relevant to Pharmacy Practice Department faculty, tenure is not awarded based on service alone.

For purposes of this document and the processes it governs, proficiency is defined as: well advanced, possessing a thorough competence derived from training and practice. Excellence, a higher order of achievement, is defined as: extraordinary proficiency characterized by superior competence derived from training, practice and an extraordinary knowledge base.

Tenure will be earned by those faculty who have: (1) demonstrated excellence in teaching, and (2) demonstrated excellence in either scholarly activity OR pharmacy practice; proficiency must be demonstrated in both scholarly activity and pharmacy practice, however, excellence need only be demonstrated in one of these areas, and (3) demonstrated minimal competency in academic or public service as expected of all School of Pharmacy faculty, and (4) an earned national reputation as documented by external peer review. In short, tenure demands demonstration of excellence in teaching and excellence in either scholarly activity OR pharmacy practice and a documented national reputation. It is expected that in order to earn a national reputation, Pharmacy Practice faculty will have made a meaningful and measurable contribution to the professional or scientific literature.

Contributions to Teaching

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The Standard

Teaching (classroom, tutorial, laboratory, and experiential) helps the Doctor of Pharmacy (Pharm.D.) candidates develop the competencies needed to enter the pharmacy profession and contribute to the profession's growth over their professional lifetime. Teaching instills in the Pharm.D. candidates the desire and skills necessary to continue the quest for knowledge, and trains them to enter into an ever changing health care system. Teaching is a central mission of Texas Tech University Health Sciences Center, the School of Pharmacy, and the Department of Pharmacy Practice. By nature of their health sciences practice and background, pharmacy practice faculty will instruct a variety of "students"; including but not limited to: medical students, nursing students, pharmacy residents, medical residents, pharmacy fellows, medical fellows, pharmacists, physicians, nurses, and health system administrators. All of these teaching endeavors contribute to the overall teaching mission of the Department and therefore are considered during the tenure process.

Our accountability to those who choose to study with us and to those who support us requires that we encourage and reward excellence in teaching. The Department of Pharmacy Practice distinguishes between routine teaching performance and teaching contributions that draw upon the faculty member's depth and breadth of knowledge, skills, and experience. Faculty with teaching responsibilities must fulfill them at a level reflecting that scholarship. Furthermore, teaching excellence must be clearly documented with respect to quality, impact, and outcomes of the Pharm.D. candidates and other students. In order to earn tenure within the Pharmacy Practice Department, a faculty member must demonstrate excellence in teaching.

Documentation

A faculty member's teaching excellence is reflected by Pharm.D. candidates' and other students' achievements: in the classroom, the laboratory, in annual assessment exercises, and in the clinical arena. Furthermore teaching excellence is documented by recognition and feedback of former students and residents and critical, objective peer evaluation. Improvements in the learning environment and curriculum may support a faculty member's record of teaching excellence. Achievement of teaching excellence usually demands that the faculty member has earned a reputation as an "excellent" teacher from those outside the TTUHSC. This external reputation, as an excellent teacher, should be reflected in a regional, and preferably national perspective. Under no circumstances, will a faculty member be awarded tenure strictly for the quantity of teaching. Rather, teaching excellence demands documentation of quality and impact.

Evidence of teaching excellence may include, but is not limited to, some combination of the sources listed below. In joint endeavors, the evidence should specify the extent of each person's contributions.

  1. Honors or special recognitions for teaching accomplishments.
    1. Honorary lectureships.
    2. Guest lectureships at national and regional meetings.
    3. Teaching awards from professional and educational associations.
    4. External funding of scholarships, residencies, fellowships, and traineeships.
    5. Consultantships to other universities and health care organizations.
    6. Awards/honors earned by Pharm.D. candidates directly mentored/tutored.
    7. Visiting professorships.
    8. Serving as an editor for practice or teaching columns, chapters, books or software.
  2. Development of courses, curriculum, and instructional methods.
    1. Development of innovative courses, preparation of innovative teaching materials or instructional techniques.
    2. Creative contributions to an instructional program, including development or significant revision of curriculum or course of study.
    3. Leadership within the faculty for curriculum development.
    4. Consultation with other TTUHSC units and faculty regarding courses, curriculum, and instruction.
    5. Consultation with faculty and practitioners outside the TTUHSC for content or instructional methodology.
    6. Replication of courses by other faculty.
  3. Effectiveness shown by Pharm.D. candidate evaluations and accomplishments.
    1. Information from candidate questionnaires designed to reflect teaching effectiveness and creativity, rather than popularity. In such cases, complete information for all courses taught in the last three years that have been evaluated should be included unless a faculty member seeks early promotion to associate professor, in which case information for two years is sufficient. Where possible, report the mean and median scores on those items that provide summary evaluations of the course and instructor.
    2. Representative Pharm.D. candidate comments that attest to a teacher's abilities to arouse interest and to stimulate work and achievement. Comments should be reported in chronological order for each course taught that has been evaluated during the last three years, unless a candidate seeks early promotion to associate professor, in which case information for two years is sufficient. Where written comments are provided in candidate questionnaires, include a verbatim accounting of all comments pertaining to the faculty member and the faculty member's respective courses. The comments should neither be edited nor altered and all comments should be included in a manner which protects the confidentiality of the Pharm.D. candidate, resident, or other student.
    3. Evaluation by Pharm.D. candidates being trained in laboratory or experiential (field setting or any health care setting such as a clinic, hospital, nursing home) courses.
    4. Letters of evaluation from former Pharm.D. candidates attesting to the faculty member's instructional excellence both within the traditional classroom setting and beyond it.
    5. Performance of Pharm.D. candidates on uniform examinations, yearly assessments, or in standardized testing. The faculty member's contributions to teaching specific competencies must be clearly shown.
    6. Accomplishments of the faculty member's present and former Pharm.D. candidates,: including information to show the faculty member's success both in learning the subject matter of the discipline and in pursuing it to a point of intellectual significance and practice significance.
    7. Pharm.D. candidates coming from other institutions specifically to study with the faculty member.
    8. Successful direction of individual Pharm.D. candidate work such as independent studies, special student projects, and formal or informal student seminars.
  4. Excellence shown by peer evaluation of expertise in instruction.
    1. Peer evaluations of colleagues/supervisors who are familiar with the faculty member's teaching, have team taught with the faculty member or have taught the faculty member's students in subsequent courses.
    2. Selection for special teaching activities outside of the University, including international assignments, e.g., special lectureships, panel presentations, seminar participation, and international study and development projects.
    3. Membership on special bodies concerned with teaching such as accreditation teams and special commissions.
    4. Special invitations to testify before governmental or professional groups concerned with educational programs.
    5. Receipt of joint appointments in other academic units.
  5. Publication activities related to teaching.
    1. Textbooks, software, published lecture notes, or articles that reflect a faculty member's teaching contributions and scholarship.
    2. Adoption of a faculty member's textbooks, especially repeated adoption, by institutions.
    3. Publication of peer reviewed articles related to investigation of teaching methods.
    4. Presentation of papers (platforms, poster, abstracts) on teaching before learned societies.
    5. Publication of articles, chapters, books in the faculty member's field of teaching expertise.
  6. Grants related to instruction.
    1. Receipt of competitive grants/contracts to fund innovative teaching activities or to fund stipends for Pharm.D. candidates, residents or other students. The faculty member should clearly demonstrate the competitive nature of the award and as best able, document the level of competition.
    2. Memberships on panels to judge proposals for teaching grants/contracts programs.
  7. Election to offices, committee activities and other important service to professional associations and learned societies including editorial work and peer reviewing as related to teaching.
  8. Education of pharmacy residents and other health care students.
    1. Information from resident and student questionnaires designed to reflect teaching effectiveness and creativity, rather than popularity.
    2. Representative resident comments that attest to a teacher's abilities to arouse interest and to stimulate work and achievement.
    3. Evaluation by residents or other students being trained in laboratory or experiential (field setting or any health care setting such as a clinic, hospital, nursing home) courses.
    4. Letters of evaluation from former residents and other students attesting to the faculty member's instructional excellence both within the traditional classroom setting and beyond it.
    5. Performance of residents on uniform examinations or in standardized testing. The faculty member's contributions to teaching specific competencies must be clearly shown.
    6. Accomplishments of the faculty member's present and former residents and other students: including information to show the faculty member's success both in learning the subject matter of the discipline and in pursuing it to a point of intellectual significance and practice significance.
    7. Residents coming from other institutions specifically to study with the faculty member.
    8. Successful direction of individual resident work such as independent studies, special student projects, and formal or informal student seminars
    9. Stimulation of other residency programs; expansion of residency programs in current settings.
  9. Excellence in education of Pharm.D. candidates, residents, fellows, and graduate students in pharmacy practice related research.
    1. Acceptance of resident/fellow/graduate students projects in peer reviewed presentations including: posters, papers, and podium presentations.
    2. Receipt of research awards by residents/fellows/graduate students.
    3. Competitive funding of resident/fellow/graduate student scholarships or education support.
    4. Incorporation of high school students, pre-pharmacy students, and undergraduates into research programs.
    5. Placement record of residents/fellows/graduate students in the marketplace.
    6. Co-authorship of scholarly articles with residents/fellows/graduate students.
    7. Service as grant reviewer for resident/fellow/graduate student research grants.

Contributions to Research and Other Creative Scholarly Activities

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The Standard

Creative scholarly activity includes both original research resulting from investigative work or other peer reviewed contributions to the professional and scientific literature. Pharmacy Practice Department faculty may conduct either original research or other scholarly activity such as authoring peer reviewed: articles, chapters, books, primers, series of case studies, critical review articles, abstracts, etc. The hallmark of creative scholarly activity lies in the peer reviewed "written" word. By having their contributions published, faculty can make a lasting contribution to the body of professional and scientific literature. Written work which is not peer reviewed may support a faculty member's dossier, but by itself is insufficient evidence of excellence in scholarly activity. Similarly, oral presentations may support a faculty member's dossier, but are insufficient evidence of proficiency or excellence in scholarly activity.

Original research is studious inquiry or examination, especially critical and exhaustive investigation or experimentation that has as its aim revision of accepted conclusions, interpretations, theories, or laws in the light of newly discovered facts, or the practical applications of such new or revised conclusions, interpretations, theories, or laws. Pharmacy Practice original research is often of an applied nature; therefore it has potentially immediate usefulness to the profession and health sciences. Pharmacy Practice research may also be theoretical in nature; both applied and theoretical research are encouraged. The nature of Pharmacy Practice research disciplines may range widely reflecting the diverse nature of pharmacy practice itself. Faculty research programs may be based in the disciplines of: clinical therapeutics, pharmacoeconomics, health systems research, pharmacokinetic and pharmacodynamics, geriatric or pediatric health care, drug use policy management, preventative health care, drug interactions, outcomes research, health care economics and many more areas.

Creative scholarly activity also includes innovative work in the health sciences, for example, the production of a documented (in writing and peer reviewed) new patient care technique, practice model, documentation system, or information management system. The central requirement for objective, external, peer review for creative scholarly activity remains steadfast.

Pharmacy Practice faculty who conduct research or other creative scholarly activity should clearly demonstrate high quality in these endeavors. The Department distinguishes between the routine and the outstanding as judged by the faculty member's peers at TTUHSC and elsewhere. The principle standard should always be quality, rather than quantity.

Documentation

Evidence of original research or other creative scholarly activities include, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the extent of each person's contribution.

  1. Honors and awards for research or other creative activities.
  2. Publication of peer reviewed research results and applications.
    1. Books, reviews, monographs, bulletins, articles, abstracts, and other scholarly works published by reputable journals, scholarly presses, or publishing houses that accept works only after rigorous review and approval by peers in the discipline.
    2. Scholarly reviews of publications by the faculty member.
    3. Quality and quantity of citations and reprints of the faculty member's research publications.
    4. Publication of research papers before professional and scientific societies.
    5. Development of, or obtaining patents for, processes or instruments useful in solving important problems.
  3. Generation of creative scholarly products.
    1. Peer acceptance of innovative new patient care technique as evidenced by acceptance in other healthcare systems; evidence of peer review is essential.
    2. Diffusion of new practice models (patient care and managerial) into multiple healthcare systems); evidence of peer review is essential.
    3. If not marketed, publication or dissemination of peer reviewed software for patient care or pharmacy practice.
    4. Membership on editorial boards, study section review panels, or grant selection committees.
  4. Acknowledgment of research and creative activities.
    1. Membership on important professional expeditions or membership on healthcare teams through involvement in development projects; evidence of competitive selection processes is advantageous.
    2. Special fellowships for research or healthcare creative scholarly activities or selection for tours of duty at special institutes for advanced learning; evidence of a competitive selection process is advantageous.
    3. Invitations to testify before governmental groups concerned with research or creative scholarly activities; evidence of impact is advantageous.
    4. Appointments as consultants to state, national, and international groups engaged in creative scholarly activity endeavors; evidence of competitive selection is advantageous.
    5. Selection for membership on the Graduate Faculty or service as a Graduate student instructor/mentor/coach/collaborator.
    6. Assessment of quality by recognized leaders in the discipline.
  5. Obtaining grants related to research and creative scholarly activities.
    1. Competitive external grants and contracts to finance the development of ideas, when these grants and contracts are subject to rigorous peer review and approval.
    2. Membership on panels reviewing grants and contracts.
    3. Competitive internal grants or contracts.
  6. Election to offices, committee activities, and important service to professional associations and learned societies, including editorial work and peer reviewing as related to research and other creative scholarly activities.

Contributions to Pharmacy Practice/Patient Care

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The Standard

TTUHSC policies and procedures state that "patient" care is one of four areas in which faculty may demonstrate performance excellence as the basis for promotion and/or tenure. For faculty within the School of Pharmacy, patient care is equated with pharmacy practice. The chief purpose of the discipline of pharmacy practice is the provision of pharmaceutical care to individual patients and larger patient populations. While direct patient care is the focus of all pharmacy practice; pharmacy practice by definition includes both direct patient-centered interactions (e.g. primary care, patient counseling etc.) and practice management/administration. Faculty with primary appointments in the Pharmacy Practice Department share a common commitment to and involvement with either the patient-centered or practice management aspects of pharmacy practice. Pharmacy Practice faculty carry a unique responsibility to provide and stimulate excellence in the practice of pharmacy through their own direct involvement in health care. Excellence in pharmacy practice provides the environment necessary for pharmaceutical education. Excellence in pharmacy practice and teaching are inseparably coupled. Therefore, School of Pharmacy Practice faculty should promote excellence in pharmacy practice as one of the highest possible callings.

Objective evaluation of pharmacy practice is difficult, but nonetheless essential. In some respects, the quality of pharmacy practice is difficult to define because the pharmacist - patient relationship is central to pharmacy practice. This relationship is ongoing and the process of evaluating that relationship can create a significant strain on the relationship itself. Evaluation of contemporary pharmacy practice by other health care providers may provide insight into the quality of patient care. However, physicians and nurses, while providing useful commentary and critique, may not be as aware of the unique requirements for pharmacy practice excellence as they are for nursing or medical practice excellence. Pharmacy practice skills may be assessed outside the realities of the practice setting using any number of surrogate measures. While individually these surrogate measures (e.g. board certification, patient case load, practice income generation, accreditation reports) do not by themselves document the quality of pharmacy practice, they do contribute to the portfolio documenting excellence in practice. Furthermore, both direct patient care providers and practice managers are increasingly creating documentation methods which demonstrate the value of the pharmacist and the pharmaceutical care system. Additionally, clinicians today carry a significant practice management responsibility and, likewise, managers today are increasingly reinserting themselves into direct patient care roles. Therefore, evaluation of all Pharmacy Practice faculty is likely to use a combination of "clinical" measures and "managerial" measures.

Pharmacy Practice faculty should develop portfolios of practice accomplishments. The portfolio will be useful to internal and external reviewers and should include, but not be limited to: records of patient care and management interventions, results of those interventions (summary form and case examples), practice related evaluations from accrediting bodies and quality committees, yearly management and administrative reports, budget impact statements, a chronological list of practice responsibilities, criteria for practice assessment, records of innovative programs and practice model development, practice model implementation results, practice assessments both fiscal and clinical in nature, practice-related certificates, awards, honors, statements from fellow practitioners, Pharmacy Practice Income (PIP) documentation, patient satisfaction surveys, etc. It is the key responsibility of the faculty member to assemble the portfolio on an ongoing-basis, recognizing, that promotion and tenure within the Pharmacy Practice Department requires documentation of an earned national reputation. Therefore, faculty seeking promotion and tenure based on excellence in pharmacy practice must have a portfolio which supports the claim of an earned national reputation as an excellent practitioner within their area of the pharmacy practice discipline.

Documentation

Evidence of pharmacy practice excellence may include, but is not limited to, some combination of the sources listed below. In joint endeavors, the evidence should specify the extent of each person's contributions.

  1. Direct assessment of patient care by patients and their care givers.
    1. Patient satisfaction surveys.
    2. Patient thank you letters.
  2. Direct assessment of practice management by systems administrators and managers.
    1. Written observations by responsible administrators and managers.
    2. Written reports documenting practice leadership from a systems/managerial perspective.
    3. Adoption of pharmacist directed drug therapy protocols by institutional/clinic committees.
    4. Income generation through contracts and billings.
    5. Creation of co-funded staff or residency positions.
    6. Transfer of practice models to other sites or systems.
    7. Assigned responsibility for broader patient care or system administration.
  3. Ratings of patient care performance by other health professionals.
    1. Written reports, observations, letters etc. from nurses or physicians, documenting specific practice initiatives and outcomes.
    2. Ratings of practice management performance by other mangers and business officers.
    3. Expansion of practice responsibilities to new patient populations.
  4. Ratings of practice performance by other pharmacy practice faculty directly collaborating in patient care or practice management.
  5. General recognition of practice performance by faculty not in direct collaboration.
    1. Consultations, lectureships, seminars, visiting professorships, invited writings.
    2. Recognition as a problem-solver within the practice arena.
    3. Recognition as an expert through writings, lectureships, project leadership etc.
  6. Opinions of referring pharmacists, physicians, and nurses.
    1. Written observations, reports.
  7. Certification and recertification by specialty boards.
  8. Completion of practice development programs (e.g. traineeships).
  9. Completion of certificate programs (e.g. certified diabetes educator).
  10. Completion of additional academic course work (e.g. non-traditional Pharm.D., M.B.A. etc.)
  11. Designation as a fellow or other similar practice achievement recognition.
  12. Objective evaluation of practice effectiveness and quality through outcomes documentation and analysis.
    1. Morbidity and/or mortality data, general and disease/patient population specific.
    2. Hospitalization data.
    3. Adverse reaction, adverse event avoidance data.
    4. Cost-effectiveness and similar pharmacoeconomics data.
    5. Patient compliance data.
    6. Pharmacy parameters within health system "report cards".
  13. Demonstration of scholarly activity to practice.
    1. Peer reviewed journal articles, chapters, books or other practice support literature.
    2. Service as an editor to professional publications.
    3. Peer reviewed poster presentations related to practice initiatives.
    4. Podium presentations at state, regional, and national conferences.
  14. Grants or contracts to support practice expansion or enrichment.
  15. Practice consultant to non-pharmacy organizations.
  16. Chronological record of experiential teaching (clerkship) as summarized from annual reports.
  17. Election to offices, committee activities, and important service to professional associations and learned societies, including editorial work and peer reviewing as related to pharmacy practice.

Contributions to Academic Service

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The Standard

Academic service is oriented to the needs of the Pharmacy Practice Department, the School of Pharmacy, and TTUHSC. All faculty, regardless of rank and academic appointment, have general academic service responsibilities.

At the Dean's discretion, selected faculty carry formal administrative responsibilities as School administrators such as: Associate or Assistant Dean, Department Chair, Vice-Chair or Service Chief. Definition of these formal administrative responsibilities and evaluation of administrative performance is guided by specific position descriptions. The Dean of the School of Pharmacy is responsible for all administrators' performance evaluations. While central to the Schools' mission and operation, excellence in formal administrative service alone is insufficient for promotion and/or tenure. Furthermore, as stated in Regents' Rules, tenure does not apply to administrative appointments. However, Pharmacy Practice Department faculty who are formal administrators, may earn promotion and/or tenure based upon the criteria outlined in these Guidelines.

Documentation

Evidence of academic service effectiveness may include, but is not limited to, some combination of the sources listed below. Faculty members should document participation and contribution to academic service using a portfolio approach including, but not limited to: committee assignments, contributions, leadership positions, attendance records, and observations of colleagues. In joint endeavors, the evidence should specify the extent of each person's contributions:

  1. Effective and diligent advisement of Pharm.D. candidates and others in pursuing their chosen academic programs.
  2. Effective, consistent, and reliable participation in Departmental committees and ad hoc advisory groups.
  3. Voluntary leadership in Department committee activity.
  4. Participation in the Department mentoring program.
  5. Demonstrated willingness to volunteer for unexpected teaching, practice, or services activities.
  6. Timely, consistent, and thoughtful input into Department planning retreats and activities.
  7. Proactive problem identification and problem solving on behalf of the Department and School.
  8. Active, visible, and measurable participation and leadership in School-wide committees.
  9. Voluntary advising to candidate organizations or residency groups.
  10. Organization of Department or School-wide professional service initiatives.
  11. Active, consistent, and reliable attendance at Department and School seminar series.
  12. Active, consistent, and reliable attendance at faculty applicant interview seminars and participation in the professional and "social" activities of faculty and resident recruitment.
  13. Active participation in Departmental and School sponsored receptions and outings.
  14. Reliable representation of the School and Department at local, regional, and state professional association meetings.
  15. A reputation, in the School and Department, as a "good citizen, team player, and volunteer leader."
  16. Reliable representation of the Department and School at community events.
  17. Reliable representation of the Department and School at School of Medicine sponsored meetings, seminars, and continuing education programs.
  18. Active participation in TTUHSC committees.
  19. Active participation in Departmental and School sponsored continuing education programs.
  20. Active participation in orientation programs for pre-pharmacy students.

Contributions to Public Service

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The Standard

All Pharmacy Practice Faculty have, as a basic job responsibility, the provision of public service. Public service activities are basically oriented to the public and professional policy needs of society. Pharmacy Practice faculty who provide public service not only have continuing, direct contact with citizens and organizations in their practice and research arenas; but also are deeply involved with local, state, national, and international leaders by providing for educational needs assessment, program development, training, consultation, and technical assistance. Through instruction, faculty furnish leaders and groups with objective research results, clinical and other resource information for decision making. They design and conduct feasibility studies, field test basic and applied knowledge, develop procedural and technical manuals, and provide group instruction on and off campus. All of this activity requires a high level of scholarship, development of creative and focused methodologies, strong information organization and media use, and written and oral presentations exhibiting clarity and directness of expression. Many public service activities have only an indirect relation to research and the health professions in the pure sense, but may lend themselves to publication in applied journals or other suitable research/ creative publications.

Both TTUHSC and the School of Pharmacy are charged with the responsibility of developing and carrying out a high quality educational program. A crucial element of that responsibility is a service program responsive to the larger society that sustains the Health Sciences Center and the School. The TTUHSC and the School of Pharmacy distinguish between routine performance and service that draws upon the breadth and depth of professional expertise and scholarship. Faculty with responsibility in service must deliver it at a quality reflecting that scholarship.

Documentation

Evidence of the effectiveness of public service contributions include, but is not limited to, the sources listed below. In joint endeavors, the degree each person contributes should be identified.

  1. Honors, awards, and special recognition for service activities.
  2. Program and project development, and other creative activities.
    1. Quality of programs and projects developed as documented by client and peer evaluation.
    2. Impacts or outcomes of programs and projects as reported by statements of clients, evidence of successful changes and improvement, and contributions to knowledge and understanding, including any significant writing in terms of program outlines, prospectuses, proposals, project reports, and the like.
    3. Publication of program or project results in applied journals or other suitable research/ creative publications and presentations at professional associations.
    4. Assessment of quality by recognized leaders in the discipline.
  3. Effective instruction.
    1. Quality of educational presentations and instructional materials as measured by clientele and peer evaluation.
    2. Evidence of knowledge transfer and behavior modification of clientele.
  4. Consultation and technical assistance provided without monetary compensation.
    1. Impact or outcomes of the consultation or technical assistance work, including development or use of written materials, integrated knowledge bases, tests, techniques, and solutions.
    2. Quality of work as evaluated by clientele and peer groups. Concise needs assessments, demographic data, and educational methodology should support quality assessments.
  5. Applied research.
    1. Quality and impact of written documents produced, including knowledge integration, creative solution, or other outcomes of applied research as evaluated by clientele and peers.
    2. Scholarly publication in professional or applied journals or other suitable publication and associated presentations.
  6. Other service activities.
    1. Selection for special activities outside of the state or nation.
    2. Program and project coordination activities.
    3. Report of grants and contracts to finance development and delivery of service innovations, when such grants and contracts are competitive and subject to rigorous peer review and approval.
    4. Individuals from outside the state or nation seeking to study the faculty member's work and innovations.
  7. Election to offices, committee activities and important service to professional associations and learned societies.

REQUIREMENTS FOR RANKS

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Each rank has distinct requirements in terms of terminal degree, years in rank, and levels for the criteria. Terminal degree refers to the highest degree awarded in a discipline; the doctorate is the usual terminal degree. Extremely strong justification should be provided in support of any recommendation for promotion to the rank of associate professor or professor for faculty members who have not earned the appropriate terminal degree; generally a Doctor of Pharmacy, Doctor of Public Health or Doctor of Philosophy degree. Additionally, Pharmacy Practice faculty appointed at the rank of Assistant Professor or higher will normally have completed a post Pharm.D. residency or fellowship or have clearly documented relevant experience.

Extraordinary exceptions to the requirement of the terminal degree for appointments to professorial ranks may be made for individuals whose experience and accomplishments compensate for, or make irrelevant, the lack of a terminal degree. A request for an exception may be approved by the Dean upon receipt of supporting documentation and the recommendation of the Department Chair.

Assistant Professor

The assistant professorship is the primary entry level position for the TTUHSC and the Department provided individuals meet the degree requirements.

Several requirements follow:

Associate Professor

The associate professorship is the middle rank at TTUHSC and the Department.

Professor

The professorship is the top rank at TTUHSC and the Department.

PROCEDURES FOR APPOINTMENTS

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When filling a full-time Pharmacy Practice Department faculty position, the Department Chair shall: prepare a position description, prepare an advertisement, place the advertisement in regional or national media including placement services at professional meetings, and appoint a search and screening committee. Members of the search and screening committee shall perform their duties according to Equal Employment Opportunities and Affirmative Action policies of Texas Tech University Health Sciences Center'. In summary, the search and screening committee shall:

The Department Peer Review Promotion Committee should evaluate the applicant's dossier when the applicant is being considered for a rank higher than assistant professor. The Department Peer Review Committee's recommendation should be forwarded to the Dean by the Chair. Similarly, the Faculty Affairs Committee should evaluate the applicant's dossier when the applicant is being considered for the rank higher than assistant professor. The Faculty Affairs Committee recommendation should be forward to the Dean by the Committee Chair.

The Dean reviews the dossier and recommendations, determines the top applicant, and prepares a letter offering employment in the School of Pharmacy. All offers of employment are subject to the approval of the President. If the President approves the appointment, the recommendation will be forwarded to the Chancellor. The Chancellor, as a routine information item, forwards the appointment information to the Regents, except, if the appointment carries with it a recommendation for tenure. A faculty member may be granted tenure only upon formal action of the Board of Regents.

PROMOTION / TENURE UNIT

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The promotion/tenure unit (and appointment unit) is one of the departments in the School of Pharmacy. It is the primary responsibility of the Department to evaluate a faculty member's dossier rigorously, following the criteria in these Guidelines.

DEPARTMENT OF PHARMACY PRACTICE PROCEDURES FOR PROMOTION

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The Department of Pharmacy Practice Department procedures for promotion extend over three activities: (1) advising faculty on promotion, (2) initiating the promotion process, (3) evaluating and making recommendations from the Department and external reviews and then forwarding the complete dossier to the Faculty Affairs Committee. Except at the discretion of the Department Chair, following consultation with the appropriate faculty, faculty who have been informed in writing that their contracts will not be renewed following a specified year will be reviewed neither for tenure nor promotion. Generally, activities should occur in a way appropriate for faculty to complete the process and for the Dean to receive the promotion recommendations by November 15th. It is important for the faculty member and the School that the dossiers be well prepared and that review committees evaluate each recommendation for promotion on the merits of the case presented following these Guidelines.

Advisement About Promotion and Tenure

When a new faculty member is employed, the Department Chair will give the faculty member The Texas Tech University Health Sciences Center School of Pharmacy Bylaws (http://www.ttuhsc.edu/sop/faculty/facultyHandbook/bylawsIIWeb5-17-99.aspx) and the Guidelines for Appointment, Promotion and Tenure for the Department of Pharmacy Practice (http://www.ttuhsc.edu/sop/PharmPrac/Tenure.aspx). The Department Chair will meet with the new faculty member to discuss these Guidelines and the Bylaws and specifically advise the new faculty member on the explicit criteria for promotion and tenure. However, it is ultimately the responsibility of the individual faculty member to be aware of the criteria in the Guidelines and the Bylaws and overarching Regents' Rules (http://www.depts.ttu.edu/oppol/chapter04.pdf).

Every assistant professor and associate professor will receive in writing an annual review conducted according to the defined policies of the Department. As stated in the School of Pharmacy Bylaws, the Faculty Affairs Committee of the School of Pharmacy is charged with tenure and promotion reviews. For all assistant professors in their third year, the Department Chair shall appoint a committee to review thoroughly the individual's achievements and performance in teaching, research and other creative scholarly activities, administrative service, and public service. That committee shall report its findings to the Department Chair. The Department Chair shall provide the faculty member under review with a written report telling him or her of progress toward promotion. The faculty member is encouraged to reply in writing to the report and any reply becomes part of the report.

Non-tenure to Tenure and Tenure to Non-tenure Switches

Article IV, Section A, Part 2 of the School of Pharmacy Bylaws describes the School and Department of Pharmacy Practice policies for appointment. On or before the initial term of appointment, a full-time faculty member in the Department of Pharmacy Practice shall be notified of the option for either a tenure or non-tenure track position. Usually the faculty member will make this decision at the time of employment offer from the School of Pharmacy. A faculty member who is offered an initial appointment in a tenure track position may choose a non-tenure track appointment. On or before July 1 of each year prior to the third anniversary of the initial appointment, the faculty member may petition to be re-appointed in a tenure track position by sending a letter to the Department Chair. If the Department of Pharmacy Practice has a vacant tenure track position, the faculty member may be recommended by the Chair of the Department for re-appointment to a tenure track appointment. If the Dean, President and Chancellor concur, the faculty member will receive an appointment in the tenure track. Time served in the non-tenure track appointment cannot be used as time accrued toward tenure. Faculty shall consult with the Chair and other tenured faculty on the advisability of re-appointments and the length of probationary time.

Tenure Schedule Set forth by TTUHSC Policy

The maximum probationary periods specified in this section are set forth by Regents' Rules 04.03.6. They shall be viewed as maximum. Promotion and tenure may be awarded to qualified faculty members in shorter periods of time when the circumstances warrant. If a faculty member fails to receive tenure and/or promotion when considered before the end of the probationary period, this shall not jeopardize reconsideration in subsequent years.

Maximum probationary periods, for admissions to tenure are determined by rank:

  1. Assistant professor. Before the end of a seven-year probationary period, an untenured Assistant Professor must be notified in writing either that both promotion and tenure have been awarded or that the appointment will not be renewed at the end of the eighth year.
  2. Associate professor. Before the end of a four-year probationary period, an untenured associate professor must be notified in writing that tenure has been awarded or that the appointment will not be renewed at the end of the fifth year.
  3. Professor. Before the end of a three-year probationary period, an untenured professor must be notified in writing either that tenure has been awarded or that the appointment will not be renewed at the end of the fourth year. The academic unit (Department of Pharmacy Practice) may recommend tenure at the time of the initial appointment of a professor in exceptional cases.
  4. Computing Years of Credit Toward Tenure. For computing probationary periods for admission to tenure, the effective date of each appointment shall be September 1st of the calendar year in which the appointment is made. There shall be a common tenure anniversary date of August 31 for all tenure-eligible academic appointments (See Section 04.03.5e Regents' Rules).

Credit toward tenure that was accrued at another institution of higher learning (or during previous employment with Texas Tech University Health Sciences Center) may be counted as partial fulfillment of the probationary period with a credit limit of three years. The number of credited years is determined with the advice and agreement of the prospective faculty member, the Department Chair, and the Dean. The original letter of appointment shall contain specific information regarding the probationary years credited toward the acquisition of tenure.

Extremely strong justification is required in support of any recommendation for early promotions. Prior service as faculty at other colleges/universities or prior service in other appropriate professional activities may qualify for consideration in meeting the requirements for years in rank.

Initial Consideration and Petition for Review

In order to receive initial consideration for promotion/tenure, an eligible faculty member must petition that he/she be considered and such a request suffices to receive initial consideration. The petition shall be in writing and be presented to the Dean of the School of Pharmacy, the Chair of the Department of Pharmacy Practice, and the Chair of the Faculty Affairs Committee no later than June 1st of any academic year the faculty member desires to undergo review. The petition shall request peer review for promotion, tenure, or both.

Immediately upon receipt of a written petition, the Chair of the Faculty Affairs Committee shall institute the normal procedure to conduct a peer review of the faculty member's performance for subsequent review by the Faculty Affairs Committee.

Faculty Member Preparation of Dossier for Promotion/Tenure Evaluation

Appendix A summarizes the steps in the Promotion Process. The first key step in preparation for review is the responsibility of the faculty member. A dossier of the faculty member's accomplishments must be prepared for evaluation by the Pharmacy Practice Department Peer Review Committee and the Faculty Affairs Committee. Verification of the contents of the dossier is a cooperative endeavor between the Department Chair and the faculty member. The dossier shall subscribe to the format established by the Department of Pharmacy Practice. The faculty member may include any affidavits or information that the faculty member so chooses to document the faculty member's performance in assigned duties. The complete dossier must be presented to the Department of Pharmacy Practice Chair no later than Mid July in the academic year the faculty member desires to be considered for peer review.

Pharmacy Practice Department Peer Review Committee

Once the Chair of the Pharmacy Practice Department has received the faculty member's complete dossier and any supporting affidavits or information, the Chair shall call a meeting of all the tenured faculty in the Pharmacy Practice Department for a petition for tenure, or all faculty members at a higher academic rank than the petitioner for promotion review. This group of Department faculty will serve as the Pharmacy Practice Department Peer Review Committee. The Pharmacy Practice Department Peer Review Committee will review the petitioner's performance according to these Guidelines which are current at the time of the review.

At least two thirds of those faculty eligible to vote must be present to consider and vote upon the petitioner's qualifications. Members who abstain are not considered eligible voters. Other faculty unable to attend may vote by written absentee ballot if the ballot is received by the Department Chair before the vote and counted at the same time as all other votes of the faculty. All eligible faculty are expected to participate in the Department peer review process and to vote except those who are required to abstain. The eligible faculty within the Department will vote by secret ballot. The total number of ayes, nays, and abstentions must be recorded along with a written justification for each vote. A majority of eligible faculty must vote aye (positive) to recommend the petitioner for tenure or promotion. A tie vote is interpreted as a negative vote. All absentee and regular ballots must be counted by two eligible faculty members with the results presented to the eligible faculty before adjournment. Neither the Chair of the Department nor the Dean of the School of Pharmacy shall participate in the Department Peer Review Committee deliberations and vote. Only those votes that contain a justification for the vote shall be recorded. The tally of votes, and the justification for the vote shall be transcribed to maintain confidentiality and appended to the petitioner's dossier by the Department Chair. The Departmental review shall be completed by August 15th.

Department Chair's Recommendation and External Review

When the results of the Department Peer Review Committee deliberations are transmitted to the Department Chair, the Chair shall solicit external "arm's length" reviews and then write a recommendation for promotion and/or tenure with justification and forward the dossier to the Chair of the Faculty Affairs Committee.

A key responsibility of the Department Chair is to obtain objective and impersonal external reviews of the quality of the petitioner's contributions from persons highly qualified to provide an assessment. Four or more such reviews would ideally be obtained, but in any event the Department Chair's evaluation cannot be conducted with fewer than three external reviews available, at least two, must not be sought from terminal degree advisors, postdoctoral advisors, and personal friends (arm's length review). The petitioner should construct a list of at least six potential external reviewers and their qualification as reviewers. The Department Chair must select and include in the dossier, letters of evaluation from any two of the petitioner's designated external reviewers. The petitioner may also construct a list of no more than three individuals who cannot be contacted as external reviewers (non-reviewers list). There should be no contact at all with individuals on the petitioner's non-reviewers list during any stage of the promotion and tenure process. All review letters shall be included in the dossier.

Prior to forwarding the Department Chair's recommendation to the Faculty Affairs Committee and the Dean, the Department Chair shall share the external reviews with the Pharmacy Practice Department Peer Review Committee and seek the Peer Review Committee's assessment of the level of support for promotion and/or tenure offered by external reviewers. The Department Chair shall take into account the Department Peer Review Committee's assessment in the Chair's recommendation.

If the Department Chair is an Associate Professor, then the Dean, following consultation with the Faculty Affairs Committee, will appoint a tenured professor to chair the committee to review the petitioner for promotion to the rank of Professor. If the Department Chair is untenured, then the Dean following consultation with the Department tenured faculty and the Faculty Affairs Committee, will appoint a tenured Professor to chair the committee to review the petitioner for tenure.

The Department Chair's recommendation along with all external peer reviews and the petitioner's dossier and all affidavits and information given by the petitioner shall be presented to the Chair of the Faculty Affairs Committee no later than the first Monday following October 1st of the academic year the faculty member petitions for review.

Nothing may be added to the dossier once the petitioner has submitted the dossier.

SCHOOL OF PHARMACY FACULTY AFFAIRS COMMITTEE REVIEW

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Once the Chair of the Faculty Affairs Committee has received the petitioner's dossier, supporting affidavits and information, and the Department Chair's recommendation, including external peer reviewer's comments, the Chair of the Faculty Affairs Committee, shall call a meeting of the Faculty Affairs Committee including candidate (student) members, to review the dossier and all additional information according to these Guidelines for Appointment, Promotion and Tenure of the Pharmacy Practice Department. The Committee may, at its discretion, solicit external peer reviews of the faculty member's dossier and all appended affidavits and information, excluding the Department Chair's recommendations and departmental vote to assist in its deliberations. The Committee shall append a written recommendation with justification to the dossier and present the complete dossier along with all appended affidavits and information to the Dean of the School of Pharmacy no later than November 15th in the academic year the faculty member petitions for peer review.

The Faculty Affairs Committee serves as the standing peer faculty evaluation body and conducts all faculty evaluations requested by the Dean for purposes of recommending academic promotion, for the awarding of tenure, and in special circumstance for the continuance of tenure (tenure competency reviews when required). The Committee adopts its own policies, procedures and instruments in the evaluation of faculty for promotion and tenure.

DEAN'S REVIEW

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The Dean is responsible for all tenure and/or promotion recommendations emanating from the School of Pharmacy.

The Dean shall review the dossier and all appended affidavits, information, and recommendations according to the standards and guidelines for promotion and tenure current at the time of the petitioner's peer review. The Dean may, at his/her discretion, solicit external peer reviews of the faculty member's dossier, including affidavits and information appended by the petitioner, but shall not include any recommendations given at prior stages of the review. The Dean shall append a written recommendation with justification to the dossier and present the complete dossier along with all appended affidavits, information, recommendations, and external reviews to the President according to the University prescribed time-table. The Dean shall present a verbal summation of prior recommendations and the Dean's recommendation to the petitioner, maintaining confidentiality of the identity of any person's recommendation. The identity of all internal and external reviewers shall be held confidential. The petitioner shall have access to the content of the reviews with all information that could identify the reviewer obliterated.

TTUHSC OFFICER REVIEW AND BOARD OF REGENTS ACTION

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President

The Dean of the School of Pharmacy presents tenure and/or promotion recommendations along with accompanying documentation and the dossier to the President who then forwards his/her recommendations along with the dossier to the board.

Board of Regents

Tenure and promotion are granted by the board.

Non-Reappointment of Faculty On Tenure Track Probationary Appointment

Notice of Non-Reappointment

Refer to Regents' Rules 04.03.8

Appeal of Non-Reappointment

Refer to Regents' Rules 04.03.8

Grounds for Dismissal of Tenured Faculty and Non-Tenured Faculty During Their Appointment

Refer to Regents' Rules 04.03.9

Procedures in dismissal cases

Regents' Rules 04.03.10

Appendix A: Outline - Promotion and Tenure Process

Primary responsibility for peer evaluation of the academic qualifications of faculty members for tenure and/or promotion rests with the faculty; with the final recommendation responsibility in the School of Pharmacy residing with the Dean. TTUHSC officers forward their recommendations to the Board of Regents who grant all promotion and tenure awards. The steps include:

  1. Faculty member petitions the Dean of the School of Pharmacy for promotion and/or tenure by June 1st.
  2. Faculty member prepares dossier and submits dossier to the Dean, Department Chair, and Chair of the Faculty Affairs Committee by Mid July.
  3. Pharmacy Practice Department Peer Review Committee is completed by August 15th.
  4. The Pharmacy Practice Department Chair solicits external reviews.
  5. The Pharmacy Practice Department Chair forwards her/his recommendation along with the complete dossier including external reviews to the Chair of the Faculty Affairs Committee by the first Monday following October 1st.
  6. The Chair of the Faculty Affairs Committee forwards its recommendation along with the complete dossier and all affidavits to the Dean of the School of Pharmacy by November 15th.
  7. The Dean of the School of Pharmacy forwards a written recommendation with justification and the complete dossier to the President in accordance with the University prescribed time-table. The Dean presents a verbal summation of the Dean's recommendation to the petitioning faculty member.
  8. The President forwards his/her recommendation along with the complete dossier to the board.
  9. The Board of Regents grants or denies or tenure and/or promotion.

P/T Documents - Tenure Track 8/97

Updated 10/03

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