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Pharmaceutical Sciences

Promotion and Tenure Guidelines
Tenure-Track

Table of Contents

May 2001

  1. General


    Appointments, reappointments, promotions and non-reappointments in the Texas Tech University Health Sciences Center (TTUHSC) School of Pharmacy are governed by University policy, in particular the Tenure and Promotion Policy (HSC OP 60.01). Based on University Policy the Board of Regents of TTUHSC reserves the authority and responsibility for establishing rank and awarding tenure to faculty of TTUHSC. The guidelines described herein are designed specifically for the Department of Pharmaceutical Sciences in the School of Pharmacy. The primary responsibilities of Pharmaceutical Sciences faculty of TTUHSC School of Pharmacy fall into three main areas: (1) teaching, (2) research/scholarly activity, (3) service (academic and public). In addition to these academic criteria, the personal qualities of the individual are important and must be taken into consideration. The primary criteria for appointment, promotion, and tenure follow from those three areas of primary faculty responsibility.

    1. Tenure-Track Appointments

      Time served on tenure track in Assistant Professor, Associate Professor and Professor ranks shall count as probationary time toward the award of tenure. Tenure may be awarded only at the Associate Professor and Professor ranks (HSC OP 60.01).

      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 either 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 Department may recommend tenure at the time of the initial appointment of a Professor in exceptional cases.

    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. Credit toward tenure that was accrued at another institution of higher learning (or during previous employment with TTUHSC) may be counted as partial fulfillment of the probationary period with a credit limit of three years (HSC OP 60.01). The number of 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.

  2. Standards for Appointments, Reappointments, and Promotions

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    Department of Pharmaceutical Sciences Mission Statement:

    The Mission of the Department of Pharmaceutical Sciences is to establish a program of excellence in teaching, research, and service that benefits the professional pharmacy candidates and graduate students of the School of Pharmacy, the Harrington Regional Medical Center, and the communities served by the Texas Tech University Health Sciences Center.

    1. General

      Promotion and/or tenure of faculty within the Pharmaceutical Sciences Department is contingent upon demonstrated and documented performance in three major areas: (1) teaching, (2) research/scholarly activity, and (3) service (academic and public). In addition to the specific academic criteria enumerated above, certain personal qualities need to be taken into account when an individual is being considered for appointment, reappointment or promotion. These personal qualities include integrity, initiative, independence, cooperation and communication skills.

      A position as a faculty member at TTUHSC and School of Pharmacy implies correlative responsibilities. In addition to maintaining standards of competence, particularly those relating to scholarship and teaching ability, faculty members are also responsible for maintaining the proper attitude in objectivity, industry and cooperation with associates in the University.

      For the purposes of this document and processes it governs, Competence (proficiency) is defined as: high degree, possessing a thorough ability derived from training and experience; Excellence, a higher order of achievement, is defined as: extraordinary proficiency characterized by a national reputation for superior competence derived from training, experience and an extraordinary knowledge base.

      Tenure may be recommended only for those faculty who have demonstrated to their peers and institutional administrators satisfactory competence (proficiency) in all three academic areas with promise of excellence in teaching or research.

  3. Specific Criteria for Appointments, Reappointments and Promotions

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    1. Teaching


      The Standard:

      Teaching refers to classroom teaching of professional and graduate students as well as their instruction in non-classroom situations such as laboratory courses, research laboratories, clinical settings, tutorials, and recitations. Teaching also includes advising and supervising undergraduate, professional and graduate students in field experiences and research projects. By the nature of TTUHSC, teaching may also include instruction of medical students, nursing students, pharmacy residents, medical residents, pharmacy fellows, medical fellows, pharmacists, physicians, nurses, health system administrators and other health care professionals. Continuing education lectures are considered a teaching activity. Teaching contributions may include publications concerning instructional techniques or curriculum development, and the development of teaching materials or new instructional methods and devices.

      Teaching skills, while sometimes difficult to evaluate, must be given a high priority. Important measures of good teaching are influence exerted on students (professional and graduate) and mastery of the field. Similarly, multidisciplinary teaching activities are important given the philosophy and mission of the TTUHSC School of Pharmacy. Since many classes are team taught at the TTUHSC School of Pharmacy, a well-rounded and broad background is essential. A faculty member must be willing and able to draw on a variety of disciplines and provide examples of importance and relevance to the practice and instruction of professional pharmacy and graduate students within their area of expertise. It is important that faculty members demonstrate innovative teaching methods and incorporate current issues into their courses. Teaching should be documented with respect to quality, quantity, impact, and outcomes of the Pharm.D. and M.S./Ph.D. candidates as well as other students.

      Documentation:

      A faculty member's teaching excellence is reflected by Pharm.D., M.S., Ph.D. and other students' achievements in the classroom, laboratory, annual assessment exercises, and other areas. Improvements in the learning environment and curriculum may support a faculty member's record of teaching. Achievement of teaching excellence demands that the faculty member has earned a reputation as an excellent teacher from his students as well as his peers.

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

      1. Performance
        1. Professional and graduate courses, including continuing education, taught by the faculty member for the years preceding the application for promotion, with numbers of lecture hours involved.
        2. Scope of teaching activities, such as the size and level of teaching load, and any exceptional responsibilities undertaken.
        3. Peer evaluations by 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.
        4. Evaluation by student questionnaires designed to reflect teaching effectiveness and creativity.
        5. Representative Pharm.D. and M.S./Ph.D. candidate comments that attest to a teacher's ability to arouse interest and to stimulate work and achievement.
        6. Development of innovative courses, preparation of innovative teaching materials or instructional techniques.
        7. Creative contributions to an instructional program, including development or significant revision of curriculum or course of study.
        8. Leadership within the faculty for curriculum development.
        9. Successful direction of individual Pharm.D. or M.S./Ph.D. candidates in such areas as independent studies, special student projects, and formal or informal student seminars.
        10. Academic advisement including professional and graduate students.
      2. Impact or Significance
        1. Scholarly publications concerning teaching (textbooks, software, published lecture notes or articles).
        2. Evidence of innovation in teaching methods, course content, other learning experiences, curriculum development or revision, or contributions to educational theory.
        3. Evidence that contributions to teaching are being adopted or are affecting teaching programs at other institutions.
        4. Evidence of impact on the professional careers of former students and colleagues and junior faculty.
      3. Recognition
        1. Publication and adoption of textbooks, review articles or case studies.
        2. Awards received in recognition of outstanding teaching.
        3. Invitations from other institutions, including other departments within TTUHSC/TTU, to participate in their teaching programs.
        4. Honorary lectureships.
        5. Guest lectureships at national and regional meetings.
        6. Awards/honors earned by Pharm.D. and M.S./Ph.D. candidates directly mentored/tutored.
        7. Visiting Professorships.
        8. Reviewer for teaching columns, chapters, books or software.
        9. Invitations to serve as consultant in educational programs and methods.
        10. Grants to support instructional activities.
        11. Membership on special bodies concerned with teaching such as accreditation teams and special commissions.
        12. 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.

    2. Research/Scholarly Activity


      The Standard:

      Research is defined to include systematic collection and analysis of information for the generation of new knowledge, including investigative work as well as other peer reviewed contributions to the scientific and professional literature. Included under research are studies that involve laboratory, field, clinic, library and other sources of information. Department of Pharmaceutical Sciences faculty may conduct either original research and/or other scholarly activity such as authoring peer reviewed articles, chapters, books, review articles, abstracts, etc. Written work that is not peer reviewed may support a faculty member's dossier, but by itself is insufficient evidence of proficiency in scholarly activity.

      Competence (proficiency) and accomplishment in research are primarily documented by the presentation of publications based on original research. If research is considered to be an area of excellence, evidence must be submitted which not only illustrates independence and leadership in performance of research but also documents the impact or significance of the research and the recognition which the individual has achieved.

      Documentation:

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

      1. Performance
        1. Listing of scholarly research publications, i.e., journal articles, patents, books, reports and monographs. The candidate should appear as a primary author or the sole author in a reasonable number of refereed publications.
        2. Listing of presentations of original research at regional, national or international conferences: poster, oral presentations, section leader etc.
        3. Development of, or obtaining patents for, processes or instruments useful in solving important problems.
        4. Scholarly reviews of publications by the faculty member.
        5. Number of professional students, graduate students, postdoctoral fellows, and visiting professors advised and publications emanating therefrom.
        6. Number of graduate committee memberships, by department and institution.
        7. List of grant applications to various sources including NIH, university, foundations, company, and state agencies.
      2. Impact or Significance
        1. Workshop leader in an area of scientific and/or professional expertise.
        2. Scholarly reputation of the journals in which publications appear, including the reputation of publishers of book and monographs.
        3. Independent judgment of recognized experts concerning the quality of the research.
        4. Published evaluation of the research (as in book reviews, patents, responses in print).
        5. Evidence that research has stimulated the work of other researchers or provided new breakthroughs in the field.
        6. Evidence that research is making a contribution to other researchers by citation of research in other publications.
      3. Recognition
        1. Consultant for governmental agencies, industry, professional groups, or serving as an expert witness.
        2. Awards received in recognition of outstanding research.
        3. Election or appointment to officership of national and international scientific organizations in recognition of outstanding research accomplishments.
        4. 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.
        5. Appointments to serve on scientific review or advisory committees which are based on research accomplishments.
        6. Appointments as research consultants to state, national, international and company groups engaged in innovative or applied research.
        7. Honorary degrees awarded.
        8. Fellowship in national professional organizations.
        9. Grants or contracts from company or private foundations to conduct research.
        10. Competitive external grants and contracts to conduct research.
        11. Competitive internal grants and contracts to conduct research.

    3. Service


      The Standard (Academic):

      Academic service is oriented to the needs of the Department of Pharmaceutical Sciences, the School of Pharmacy, and TTUHSC. Academic service includes administrative roles in the Department, School and University, and membership and leadership in committees both within the University and outside. Service also includes the creation or development of professional services locally or nationally and participation in professional service activities. This includes service to the pharmacy profession as well as the biomedical sciences.

      Documentation:

      Faculty members should document participation and contribution to academic service e.g., committee assignments, contributions, leadership positions, attendance records, student activities and observations of colleagues. Evidence of academic service effectiveness may 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. Performance
        1. Description of service activities in the Department, School, University, community, state or nation. This should include, for each organization or committee served,
          1. the nature of service,
          2. duration of service and the amount of time given,
          3. role played by faculty member and status within the organization serviced.
        2. Other activities including mentorship programs, including faculty, Pharm.D. and Ph.D. candidates.
      2. Impact or Significance.
        1. Evidence that service activities contributed in a meaningful way to the research and teaching activities of the faculty members and/or the School or Department.
        2. Evidence that activities have resulted in creation or development of systems for improvement in the practice of pharmacy or graduate education.
        3. Evidence that contributions have had important effect on policies and programs of the organization.
        4. Evidence that new knowledge, methods or policies derived from the service have diffused to other organizations or committees.
        5. Scholarly publications concerning service.
      3. Recognition
        1. Honors and awards received in recognition of outstanding service contributions.
        2. Invitations from other institutions or organizations, including other departments within TTUHSC, to help plan, organize and review similar activities.
        3. Appointment to national committees related to service activities.
        4. Grants and contracts received to provide service.

      The Standard (Public):

      Faculty members of TTUHSC should also make important contributions to the community in the form of their public service. Both TTUHSC and the School of Pharmacy are charged with the responsibility of developing and carrying out a high quality educational program. An important element of that responsibility is a service program responsive to the larger society that sustains the Health Sciences Center and the School. Many public service activities have only an indirect relation to research and the health professions in the pure sense, but these activities mutually benefit the individual faculty member and the University. The faculty member who uses his or her expertise and leadership will make important contributions to the community and profession as a whole, and the University is recognized as a primary entity in the community at the local, state and national levels.

      Documentation:

      Evidence of public service contributions includes, but is not limited to, the sources listed below. In joint endeavors, the evidence should specify the extent of each person's contribution.

      1. Performance
        1. Description of services activities outside the Department, School and University. This should include each organization or committee served, including;
          1. the nature of service,
          2. duration of service and amount of time given,
          3. role played by faculty member and status within the organization or committee served.
      2. Impact and Significance.
        1. Quality of educational presentations and instructional materials as measured by clientele and peer evaluation.
        2. Evidence that service activity has contributed in a meaningful way.
        3. Evidence that the contributions have had important effect on policies and programs of the organization.
        4. Evidence that service has had a positive effect on the local community, state, or national level.
      3. Recognition
        1. Honors and awards received in recognition of outstanding service contributions.
        2. Appointment to national committees related to service activities.
        3. Grants and contracts received to provide service.

  4. Requirements for Ranks

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    Each rank has distinct requirements in terms of terminal degree, years in rank, and levels for criteria. Terminal degree refers to the highest degree awarded in a discipline; the doctorate is the usual terminal degree. Faculty members recommended for promotion to the rank of Associate Professor or Professor must have earned the degree of Doctor of Philosophy, Doctor of Public Health, Doctor of Pharmacy, Doctor of Medicine or equivalent within their area of expertise. 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.

    • Assistant Professor


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

      Degree: Individuals must have the terminal degree appropriate for the discipline.

      Years in Rank: Individuals do not need a minimum number of years in a lower rank.

      Levels for the Criteria: An assistant professor is appointed chiefly on the basis of promise, in which individuals should show potential of moving toward proficiency and excellence in the criteria appropriate to their work assignments. The individual should show potential for creative efforts in teaching, research/scholarly activity and service.

    • Associate Professor


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

      Degree: Individuals must have the terminal degree appropriate for their disciplines.

      Years in Rank: As described in the HSC OP 60.01 document, assistant professors must be notified before the end of their seventh year of service that promotion and tenure has been awarded or that the appointment will not be renewed. Promotion and tenure may be awarded to qualified faculty members in shorter periods of time when special 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.

      Levels of Criteria: Individuals must demonstrate proficiency in all three areas (teaching, research/scholarly activity, service) and show promise of excellence in teaching or research, and have demonstrated by example the personal qualities described in section II A. He or she should have a mastery of the fundamentals of her or his own subject (research and teaching) and the ability to relate her or his knowledge well. Teaching should be of high quality and clearly documented. Research should be consistent and of high quality. One critical sign of this potential is the demonstration by the faculty member of a sense of consistency and growth in their work and a likelihood of continuing and emerging excellence. In short, appointment or promotion to the rank of Associate Professor demands satisfactory competence (proficiency) in all three academic areas with promise of excellence in teaching or research.

    • Professor


      The professorship is the top rank at TTUHSC and the Department of Pharmaceutical Sciences.

      Degree: Individuals must have the terminal degree appropriate for their disciplines.

      Years in Rank: Under usual circumstances, individuals must serve at least five years as associate professor (tenured), including the year when the promotion will be considered, before they are eligible for promotion to professor.

      Levels of Criteria: Individuals must show clear and convincing evidence of high levels of attainment in the criteria appropriate to their work assignments and the missions of the Department of Pharmaceutical Sciences and School of Pharmacy. Promotion to Professor should signify that the individual is an established figure in her or his specialty area (research and teaching). For research, faculty must demonstrate via peer review, that they have attained a high level of success and have demonstrated a major contribution in their specialty. Teaching should be of the highest quality and clearly documented in support of excellence. In short, appointment to the rank of Professor with tenure may be recommended for those faculty who have demonstrated to their peers and Institutional administrators satisfactory competence (proficiency) in all three academic areas with excellence in teaching and research.

  5. Procedures for Promotion and Tenure

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    1. Petition for Review

      In order to receive initial consideration for promotion/tenure, an eligible faculty member must petition that he/she be considered.

      The petition shall be in writing and presented to the Dean of the School of Pharmacy, the Chair of the Department of Pharmaceutical Sciences, and the Chair of the Faculty Affairs Committee no later than June 1st of the year the faculty member desires to undergo review.

      The petition shall request peer review for promotion, tenure, or both. The petitioning faculty member will then have until the first day of the annual TTUHSC Tenure and Promotion cycle (which usually begins mid July) to prepare and submit a dossier to the Department Chair.

      All tenure track faculty members not yet tenured must be notified to seek peer review in writing by the Dean on or before September 1st of their sixth year for Assistant Professors, third year for Associate Professors or second year for Professors, or be advised that the untenured faculty member will be given a terminal, one year contract at the beginning of September.

    2. Preparation of Dossier for Promotion/Tenure Evaluation

      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. Verification of the contents of the dossier is a cooperative endeavor between the Department Chair and the faculty member. The purpose of the dossier is to present evidence for the faculty member's qualifications for promotion and tenure.

      The dossier should be prepared in a comprehensive manner, but should also include concise summaries. Guidelines for the organization, content and structure of the dossier are given in the "Format Guideline for Promotion and/or Tenure Dossier" which is published on the School of Pharmacy web page. Copies of these guidelines can also be obtained from the Pharmaceutical Sciences Department office or from the Office of the Dean. The "Format Guidelines" are to be reviewed by the Department every two years.

    3. Procedures for Review of Tenure / Promotion Application

      1. Review of Petition for Tenure/Promotion by the Department Peer Review Committee

        (Mid July - August 15)

        The petitioning faculty member must submit their complete dossier and supporting materials to the Department Chair on or before the first day of the annual TTUHSC Tenure and Promotion cycle, which usually starts in mid July.

        The dates of the annual Tenure and Promotion cycle are set by the University and are usually released in March of each year. Once the Department Chair has received the faculty member's complete dossier and supporting affidavits, the Department Chair shall call a meeting of Departmental Peer Review Committee. The Departmental Peer Review Committee shall be composed of all tenured faculty in the Department for a petition for tenure, or of all Department members at a higher academic rank than the petitioner for promotion review. The Departmental Peer Review Committee will review the faculty member's performance according to the criteria, standards and guidelines for promotion and tenure in the Department, current at the time the faculty member petitions for peer review, including any other relevant information submitted by the petitioner. The Department Peer Review Committee will vote anonymously on the petition. Neither the Chair of the Department nor the Dean of the School shall participate in the Departmental 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 justifications 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 15 of the academic year the faculty member petitions for review.

      2. Review by the Chair of Department of Pharmaceutical Sciences

        (August 15 - October 1)

        Once the results of the Departmental Committee Review have been completed,

        the Department Chair shall write a recommendation for promotion and/or tenure with justification. The Department Chair shall also solicit external peer reviews of the petitioner's dossier. The Chair's written recommendation and all external peer reviews as well as the petitioner's dossier and all affidavits and information given by the faculty member shall be presented to the Chair of the Faculty Affairs Committee no later than October 1 of the academic year the faculty member petitions for review.

      3. Review by the Faculty Affairs Committee

        (October 1-November 15)

        Once the Chair of the Faculty Affairs Committee has received the faculty member's dossier, supporting affidavits and information, and the Department Chair's recommendation, including external peer reviewers' comments, the Chair of the Faculty Affairs Committee shall call a meeting of the Faculty Affairs Committee to review the dossier and all additional information according to the Department standards and guidelines. The Committee may, to assist in its deliberations, solicit external peer reviews of the faculty member's dossier and all appended affidavits and information, excluding the Department Chair's recommendations and Department Peer Review Committee vote. The Faculty Affairs 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 15 of the academic year the faculty member petitions for review.

      4. Review by the Dean of the School of Pharmacy

        (November 15 - Early December)

        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 the faculty member petitions for 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 will 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 of the University by December 3 of the academic year the faculty member petitions for review. The Dean will also present a verbal summation of prior recommendations and the Dean's recommendation to the petitioner, maintaining confidentiality.

      5. Review by the President of TTUHSC

        (December)

        The President shall review the dossier together with the supporting materials and forward his/her recommendation to the Chancellor by the end of December of the academic year the faculty member petitions for review.

      6. Review by the Chancellor

        (January)

        The Chancellor will make his final recommendation on promotion and/or tenure to the Board of Regents by late January.

      7. Board of Regents

        (February)

        The Board of Regents of the University will grant or deny tenure/promotion at their meeting in February.

  6. Non-Reappointment of Faculty on Tenure Track Probationary Appointment

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    Notice of Non-Reappointment (Policy 06.04):

    Except under conditions relating to the dismissal of faculty in the TTUHSC Board of Regent Policy 06.04, notice of non-reappointment of non-tenured faculty members on tenure track probationary appointments shall be given in writing in accordance with the following schedule. For computing the period of employment, the effective date of each appointment shall be September 1 of the calendar year in which the appointment is made.

    1. At least three months before the end of the first twelve months of service; or
    2. At least six months before the end of the first twenty-four months of service; or
    3. For those with more than twenty-four months of service, at least nine months' notice of non-reappointment must be given; or
    4. Notwithstanding the above provisions, notice of non-reappointment may be given with the commencement of the current appointment.

  7. Appeal of Non-Reappointment

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    Refer to TTUHSC Board of Regents Policy 06.04.

  8. Grounds for Dismissal of Tenured Faculty and Non-Tenured Faculty During Their Appointment(HSC OP 06.04)

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    1. Termination

      Termination of employment or dismissal of a tenured faculty member and of all other faculty members before the expiration of the stated period of appointment (except by resignation, retirement) will be only for cause.

    2. Cause for Dismissal

      Examples of cause for dismissal of a faculty member include, but shall not be limited to, the following:

      1. Professional incompetence;
      2. Neglect of professional responsibilities
      3. Moral turpitude adversely affecting the performance of duties or the meeting of responsibilities to the School, or to students or associates;
      4. Mental or physical disablement of a continuing nature adversely affecting the performance of duties or the meeting of responsibilities to the School, or to students or associates; and
      5. Unprofessional conduct adversely affecting the performance of duties or the meeting of responsibilities to the School, or to students or associates.

  9. School of Pharmacy Hearing Committee

    As defined in the School of Pharmacy Bylaws, the Hearing Committee is charged with hearing cases of dispute of dismissal of tenured faculty or non-tenured faculty during their appointment. The hearing shall be scheduled upon request of the faculty member who has been dismissed, and the Hearing Committee shall function according to the Board of Regents Policies and Procedures (06.04). Hearing Committee composition is defined in the School of Pharmacy Bylaws.

  10. Extension of the Tenure Clock

    Individuals may seek an extension of the tenure time clock within the probationary period. Reasons for this may include but are not limited to, child care, pregnancy leave, sick leave, or other family or social issues. Extensions will be managed on a case by case basis and should be forwarded to the Chair of Department of Pharmaceutical Sciences and the Dean of the School of Pharmacy for consideration. Extensions will be granted or denied in consultation with the Dean and the Chair of the Department.

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