02-01.00 – Policy on Appointment, Rank and Tenure of Faculty

  1. Policy Statement:

    This policy describes the general criteria and procedures related to faculty.

  2. Reason for Policy:

    This policy implements USM Policy II-1.00 System Policy on Appointment, Rank and Tenure of Faculty.

  3. Definitions:

    1. “Academic Year” means the academic year as established by the University. Typically, an academic year will begin in mid-August and end in mid-June of the following calendar year.

    2. “Board of Regents” means the Board of Regents of the University System of Maryland.

    3. “Chancellor” means the Chancellor of the University System of Maryland.

    4. “Mandatory Tenure-Review Year” means the year in which the faculty must undergo tenure review as stated in the appointee's contract.

    5. "Misconduct" includes "moral turpitude", professional or scholarly misconduct, incompetence, or willful neglect of duty". 
    6. "Permanent status" is defined as continuing employment such that a decision to remove an employee must be made by the President and must be justified by cause as defined by USM and University policy. Permanent status is an employment status different from tenure.
    7. "Permanent status track" means a status held by a librarian who is required to apply for permanent status within six years of hire or as specified in the librarian's contract. 

    8. “President” means the President of Towson University.

    9. “Provost” means the Provost and Executive Vice President for Academic and Student Affairs of Towson University.

    10. “Search Procedures” mean Towson University’s Procedures for Searching for Full-Time Faculty.

    11. "Tenure" is an indefinite appointment granted by the President that shall be terminated only due to misconduct or under other extraordinary causes. 
    12. "Tenured" means a faculty status granted after attaining tenure. 
    13. "Tenure-track" means a status held by a faculty member who is required to apply to be granted tenure within six years of hire or as specified in the faculty member's contract. 

    14. “University” means Towson University.

    15. “USM” means University System of Maryland.

  4. Responsible Executive and Office:

    Responsible Executive:
    Provost and Executive Vice President for Academic Affairs 

    Responsible Office:

    Office of the Provost

  5. Entities Affected by this Policy: 

    All academic departments and colleges; all faculty.

  6. Procedures:

    1. Appointment of Faculty and Librarians

      1. Search Process for Full-Time Faculty and Librarians

        1. The search process for full-time faculty members other than lecturers is set forth in Towson University Tenured, Tenured-Track, Permanent Status and Permanent Status-Track Faculty Librarian Hiring Procedures (hereafter, the “Search Procedures”). The search process for lecturers is set forth in Towson University Lecturer Hiring Procedures. These procedures may be amended from time to time, without the need to amend this Policy, by the Office of the Provost, in consultation with the Academic Senate, subject to the approval of the President. If amended, a copy of the new Search Procedures will be filed in the office of the Chancellor, and shall replace the original procedures. The procedures shall comply with the requirements of the University System of Maryland Policy on Appointment, Rank, and Tenure of Faculty.

        2. Visiting faculty appointments are usually made for one Academic Year or less. Only in unusual circumstances shall a visiting appointment exceed a total of three years. A visiting faculty appointee can become a regular appointee only through a search process before or after the initial appointment in accordance with the Search Procedures, including adherence to affirmative action guidelines. Years of service in a visiting appointment may, upon mutual agreement of the faculty member and the institution, be counted as probationary years for purposes of consideration of tenure.

        3. All faculty and librarian searches shall reflect the commitment of the University to equal opportunity, and shall be widely published within the University.

        4. Faculty and librarian search committees are a part of the review and recommendation process for new full-time faculty and librarian appointments. In principle, the procedures which lead to the faculty and librarian appointments shall hold to standards at least as rigorous as those that pertain to promotions to the same academic ranks.

      2. Offers of Appointment

        1. A final offer of appointment shall be made only with the approval of the President or designee.

        2. All faculty appointments shall be made to a designated rank and shall be effective on a specific date. The University shall have a standard contract or letter of appointment for each rank and tenure status or librarian permanent status, which shall be approved by the Office of the Attorney General for form and legal sufficiency. The contract or letter of appointment shall constitute a contractually binding agreement between the University and the appointee. The University shall provide access to system-wide policies and procedures approved by the Board of Regents and University policies and procedures approved by the President that set forth faculty rights and responsibilities.

        3. The terms and conditions of every faculty and librarian appointment shall be stated in a written letter or contract, which shall be signed by both the institution and the appointee before the appointment is begun. The appointee shall be provided with a copy of the letter or contract as soon as practicable.

        4. Appointment letters or contracts for full-time faculty shall specify whether the appointee is required to serve for the Academic Year or the fiscal year. Typically, academic-year faculty appointments shall begin mid-August and end mid-June and fiscal-year appointments shall begin on July 1 and end on June 30 of the following calendar year. In unusual circumstances, an appointment (academic or fiscal) may begin at other times or may be for only a portion of a year. Appointees who require or hold additional Department of Homeland Security immigration work authorization requirements may be subject to additional constraints. These appointments require additional review before confirmation. A contract for a librarian appointee shall specify service for the fiscal year, ending on June 30; however, a librarian appointment may begin on any date. 

      3. Provisions Related to Appointments, Promotion, Tenure and Permanent Status

        The following provisions are to be furnished to all new faculty and librarians at time of initial appointment.

        1. Adjustments in salary or advancement in rank may be made under this policy, and, except where a definite termination date is a condition of appointment, the conditions pertaining to the rank as modified shall become effective as of the date of the modification. For tenure-track appointments, the Mandatory Tenure-Review Year shall be specified in the original and subsequent contracts/letters of appointment. Tenure review shall occur in that year unless otherwise agreed in writing by the University and the appointee. Tenure in any rank shall be granted only by an affirmative decision based upon a formal review. For librarian permanent status-track appointments, the Mandatory Permanent Status Review Year, and, if applicable, the Mandatory Librarian II Review Year, shall be specified in the original and subsequent contracts/letters of appointment.  Permanent status and applicable Librarian II reviews shall occur in the designated years unless otherwise agreed upon in writing by the University and the appointee.  Permanent status in any rank shall be awarded only by an affirmative decision based upon a formal review.

        2. Appointments to the rank of full-time Instructor without tenure shall be for no more than one academic year. The instructor rank is automatically converted to assistant professor upon provision and verification of terminal degree completion. Failure to obtain the terminal degree by February 1 shall result in termination at the expiration of the contract period. For appointments beginning at times other than the start of an Academic Year, the University mayadjust the notice of nonrenewal dates accordingly by specifying such adjustments in the initial contract or letter of appointment.  Appointments to the rank of Instructor may be terminated at any time in accordance with paragraphs VI.A.3.g through VI.A.3.m.

        3. Appointments and reappointments to the rank of full-time Assistant Professor without tenure shall be for one academic year, provided appointment without tenure does not extend beyond the end of the Mandatory Tenure-Review Year.  An appointment to the rank of full-time Assistant Professor shall be renewed automatically for one additional year unless the appointee is notified in writing to the contrary in accordance with the following deadlines: not later than March 1 of the first Academic Year of service if the current appointment expires at the end of that year, not later than December 15 of the second Academic Year of service if the current appointment expires at the end of that year, and not later than August 1 prior to the third or any subsequent Academic Year if the current appointment expires at the end of that year.  For appointments beginning at times other than the start of an Academic Year, the University shall adjust the notice of nonrenewal dates accordingly by specifying such adjustments in the initial contract or letter of appointment.  Appointments to the rank of Assistant Professor shall be terminated at any time in accordance with paragraphs VI.A.3.g through VI.A.3.m.  Tenure in the rank of Assistant Professor shall be granted only by an affirmative decision based upon a formal review as more fully set forth in Appendix 2.  An Assistant Professor without tenure, whose appointment has been extended to a sixth year of continuous, full-time service shall receive no later than during that sixth year a formal review for tenure.  Mandatory tenure review date may be delayed under certain circumstances (see Appendix 2, II, A.2). If the University fails to conduct a tenure review in accordance with the schedule provided in this policy, the appointee shall be entitled to a further one-year appointment during which the tenure review shall take place.  The appointee reviewed for tenure shall be notified in writing, by the end of the appointment year in which the review was conducted, of the decision either to grant or not grant tenure.  An Assistant Professor who has been reviewed during a Mandatory Tenure-Review Year, and notified in writing that tenure has not been granted, shall be granted an additional and terminal one-year appointment in that rank, but barring exceptional circumstances, shall receive no further consideration for tenure. 

        4. Appointments or promotions to the rank of full-time Associate Professor require the written approval of the President. New full-time appointments to the rank of Associate Professor may carry immediate tenure provided that each such appointee has been formally reviewed for tenure. (see Appendix 2, III, D.6.f.) Otherwise, such appointments shall be for an initial period of one to four years, except that initial appointments for individuals with no prior teaching experience may be for a maximum of six years, and shall terminate at the end of that period unless the appointee is notified in writing that he or she has been granted tenure. Promotions to the rank of Associate Professor carry immediate tenure. Consequently such promotions may only be awarded subsequent to a formal tenure review and an award of tenure.

          An Associate Professor who is appointed without tenure shall receive a formal review for tenure during the period of appointment in accordance with the following deadlines.  If the appointment is for an initial period of one year, then the formal review must be completed, and written notice must be given that tenure has been granted or not granted, by March 1 of that year.  If the appointment is for two years, then the formal review must be completed, and written notice must be given that tenure has been granted or not granted, by no later than December 15 of the second year.  If the appointment is for more than two years, then the formal review must be completed, and written notice must be given that tenure has been granted or not granted, by no later than August 1 prior to the beginning of the final year of the appointment.  For appointments beginning at a time other than the start of an Academic Year, the University may adjust the notice of tenure denial dates accordingly by specifying the adjustments in the initial contract or letter of appointment.  Appointments to the rank of Associate Professor may be terminated at any time as described under paragraphs VI.A.3.fg through VI.A.3.m

          Tenure in the rank of Associate Professor can be granted only by an affirmative decision based upon a formal review as more fully set forth in Appendix 2.  If the University fails to conduct a tenure review and provide the required notice in accordance with the schedule provided in this policy, the appointment (unless it is converted to an appointment with tenure) shall be extended for  an additional year, so that the notice required by this section may be provided in full.  An Associate Professor who has been notified in writing that tenure has not been granted, barring exceptional circumstances, shall receive no further consideration for tenure.

        5. Full-time appointments or promotions to the rank of full-time Professor require the written approval of the President. New full-time appointments to the rank of Professor may carry immediate tenure provided that each such appointee has been formally reviewed for tenure. Otherwise, such appointments shall be for an initial period of one to four years, except that initial appointments for individuals with no prior teaching experience may be a for a maximum of six years, and shall terminate at the end of that period unless the appointee is notified in writing that the faculty has been granted tenure. Promotions to the rank of Professor carry immediate tenure. Consequently such promotions may only be awarded subsequent to a formal tenure review and an award of tenure.

          A Professor who is appointed without tenure shall receive a formal review for tenure during the period of appointment in accordance with the following deadlines. If the appointment is for an initial period of one year, then the formal review must be completed, and written notice must be given that tenure has been granted or not granted, by March 15 of that year. If the appointment is for two years, then the formal review must be completed, and written notice must be given that tenure has been granted or not granted, by no later than December 15 of the second year. If the appointment is for more than two years, then the formal review must be completed, and written notice must be given that tenure has been granted or not granted, by no later than August 1 prior to the beginning of the final year of the appointment. For appointments beginning at a time other than the start of an Academic Year, the University may adjust the notice of tenure denial dates accordingly by specifying the adjustments in the initial contract or letter of appointment. Appointments to the rank of Professor may be terminated at any time as described under paragraphs VI.A.3.g. through VI.A.3.m.

          Tenure in the rank of Professor shall be granted only by an affirmative decision based upon a formal review as more fully set forth in Appendix 2.  If the University fails to conduct a tenure review and provide the required notice in accordance with the schedule provided in this policy, the appointment (unless it is converted to an appointment with tenure) shall be extended for an additional year, so that the notice required by this section may be provided in full.  A Professor who has been notified in writing that tenure has not been granted, barring exceptional circumstances, shall receive no further consideration for tenure. 

          Appointments and reappointments to the rank of full-time or part-time librarian of any rank without permanent status shall be for one to three years, provided that appointment without permanent status does not extend beyond the end of the Mandatory Permanent Status Review Year and that appointment at the rank of Librarian I  does not extend beyond the end of the Mandatory Librarian II Review Year.  An appointment to the rank of full-time or part-time librarian shall be renewed automatically for one additional year unless the appointee is notified in writing to the contrary in accordance with the following deadlines:  not later than April 15 of the first or second Fiscal Year of service; not later than June 30 prior to the third or any subsequent Fiscal Year of service. An appointment as a librarian without permanent status may be terminated at any time in accordance with paragraphs VI.A.3.g through VI.A.3.m. A librarian with or without permanent status may be appointed at or promoted to Librarian II, III, or IV as more fully set forth in Appendix 1. Appointment at advanced rank or successful promotion shall not change the Mandatory Permanent Status Review Year as stated in the librarian’s contract.  

          Permanent status shall be awarded only by an affirmative decision based upon a formal review and with the written approval of the President, as more fully set forth in Appendix 1. A librarian with permanent status may be terminated at any time in accordance with paragraphs VI.A.3.g through VI.A.3.m. Permanent status shall not be granted to a librarian at the rank of Librarian I. A librarian at the rank of Librarian I without permanent status, whose appointment has been extended to a fifth year of continuous, full-time service (or its part-time equivalent) shall receive no later than during the fifth year a formal review for promotion to the rank of Librarian II. The Mandatory Librarian II Review Year may be delayed under certain circumstances (see Appendix 1, II, A.2). If the University fails to conduct a Librarian II review in accordance with the schedule provided in this policy, the appointee shall be entitled to a further one-year appointment during which the Librarian II review shall take place. The appointee reviewed for promotion to Librarian II shall be notified in writing, by the end of the appointment year in which the review was conducted, of the decision either to grant or not grant promotion to Librarian II. A librarian who has been reviewed during a Mandatory Librarian II Review Year, and notified in writing that the rank of Librarian II has not been granted, shall be granted an additional and terminal one-year appointment at the rank of Librarian I, but barring exceptional circumstances, shall receive no further consideration for promotion to Librarian II. A librarian at the rank of Librarian II or higher without permanent status, whose appointment has been extended to a sixth year of continuous, full-time service (or its part-time equivalent) shall receive no later than during the sixth year a formal review for permanent status. The Mandatory Permanent Status Review Year may be delayed under certain circumstances (see Appendix 1, II, A.2). If the University fails to
          conduct a permanent status review in accordance with the schedule provided in this policy, the appointee shall be entitled to a further one-year appointment during which the permanent status review shall take place. The appointee reviewed for permanent status shall be notified in writing, by the end of the appointment year in which the review was conducted, of the decision either to grant or not grant permanent status. A librarian who has been reviewed during a Mandatory Permanent Status Review Year, and notified in writing that permanent status has not been granted, shall be granted an additional and terminal one-year appointment at the librarian’s current rank, but barring exceptional circumstances, shall receive no further consideration for permanent status.

        6. A term of service may be terminated by the appointee by resignation, but it is expressly agreed that no resignation shall become effective until the termination of the appointment period in which the resignation is offered except by mutual written agreement between the appointee and the President or his/her designee.

        7.  

          1. The President may terminate the appointment of a tenured, tenure-track, permanent status, or permanent status-track appointee for moral turpitude, professional or scholarly misconduct, incompetence, or willful neglect of duty, provided that the charges be stated in writing, that the appointee be furnished a copy thereof, and that the appointee be given an opportunity prior to such termination to request a hearing by an impartial hearing officer appointed by the President or a faculty board of review as provided by the relevant University policy body.  With the consent of the President, the appointee may elect a hearing by the President rather than by a hearing officer or a faculty board of review.  Upon receipt of notice of termination, the appointee shall have thirty (30) calendar days to request a hearing.  The hearing shall be held no sooner than thirty (30) calendar days after receipt of such a request.  The date of the hearing shall be set by mutual agreement of the appointee and the hearing officer or faculty board of review.  If the President appoints a hearing officer or a faculty board of review is appointed, the hearing officer or board shall make a recommendation to the President for action to be taken.  The recommendation shall be based only on the evidence of record in the proceeding.  Either party to the hearing may request an opportunity for oral argument before the President prior to action on the recommendation.  If the President does not accept the recommendation of the hearing officer or board of review, the reasons shall be communicated promptly in writing to the appointee and the hearing officer or board. In the event that the President elects to terminate the appointment, the appointee may appeal to the Board of Regents, which shall render a final decision. 

          2. Under exceptional circumstances and following consultation with the chair of the faculty board of review or appropriate faculty committee, the President may direct that the appointee be relieved of some or all of his or her University duties, without loss of compensation and without prejudice, pending a final decision in the termination proceedings. (In case of emergency involving threat to life, the President may act to suspend temporarily prior to consultation.)

          3. The appointee may elect to be represented by counsel of his or her choice throughout termination proceedings.

        8. If an appointment is terminated in the manner prescribed in paragraph VI.3.g. the President may, at his or her discretion, relieve the appointee of assigned duties immediately or allow the appointee to continue in the position for a specified period of time. The appointee’s compensation shall continue for a period of one year commencing on the date on which the appointee receives notice of termination. A faculty member or librarian whose appointment is terminated for cause involving moral turpitude or professional or scholarly misconduct shall receive no notice or further compensation beyond the date of final action by the President or the Board of Regents.

        9. The University may terminate any appointment because of the discontinuance of the department, program, school or unit in which the appointment was made, or because of the lack of appropriations or other funds with which to support the appointment. Such decision must be made in accordance with the standards and procedures set forth in written University policies. The President shall give a full-time appointee holding tenure or permanent status notice of such termination at least one year before the date on which the appointment is terminated.

        10. Notwithstanding any other provisions to the contrary, the appointment of any non-tenured faculty member or permanent status-track librarian 50% or more of whose compensation is derived from research contracts, service contract, gifts or grants, shall be subject to termination upon expiration of the research funds, service contract income, gifts or grants from which the compensation is payable.

        11. Appointments shall terminate upon the death of the appointee. Upon termination for this cause the University shall pay to the estate of the appointee all of the accumulated and unpaid earnings of the appointee plus compensation for accumulated unused annual leave.

        12. Appointments to all other ranks not specifically mentioned in VI.B.1.a. and all part-time appointments are for terms not to exceed beyond the end of the fiscal year unless otherwise stipulated in the letter of appointment. Faculty appointed to ranks not specifically mentioned in VI.B.1.a. on a full-time basis for a term not less than one Academic Year shall receive notice of non-renewal of contract based upon their length of continuous full-time service in such ranks. If such service is less than seven years, at least ninety (90) days’ notice is required. If such service equals or exceeds seven years, at least six (6) months’ notice is required. If the required notice is not provided prior to the termination of the then-current contract, this condition may be remedied by extending the contract by the number of days necessary to meet the notice requirement.

        13. If in the judgment of the appointee’s department chair or supervisor a deficiency in the appointee’s professional conduct or performance exists that does not warrant dismissal or suspension, a moderate sanction such as a formal warning or censure may be imposed, provided that the appointee is first afforded an opportunity to contest the action through the established faculty grievance procedure.

        14. Unless the appointee agrees otherwise, any changes that are hereafter made in paragraphs VI.A.3.a. through VI.A.3.m. will be applied only to subsequent appointments.

        15. Compensation for appointments under these policies is subject to modification in the event of reduction in State appropriations or in other income from which compensation may be paid.

        16. The appointee shall be subject to all applicable policies and procedures duly adopted or amended from time to time by the University or the USM, including but not limited to, policies and procedures regarding annual leave; sick leave; sabbatical leave; leave of absence; outside employment; patents and copyrights; scholarly and professional misconduct; retirement; reduction, consolidation, or discontinuation of programs; and criteria on teaching, scholarship and service.

    2. Faculty Ranks, Promotion, Tenure and Permanent Status

      1. General Principles

        1. The only faculty ranks at the University which may hold tenure  are: Professor, Associate Professor, and such other ranks as the University may adopt and the Board of Regents may approve. Appointments to all other ranks, including any rank in which an additional adjective is introduced (such as “Clinical Professor”) are for a definite term and do not involve a tenure commitment.  See Clinical Faculty Evaluations, Reappointment, Promotion and Merit – TU Policy 02-01.08.

        2.  

          Notwithstanding anything to the contrary in this policy, faculty in certain ranks may be granted permanent status.  The only faculty ranks at the University which may involve a permanent status commitment are Librarian II, Librarian III, and Librarian IV and such other ranks as the University may adopt and the Board of Regents may approve.  Permanent status may not be granted to an individual holding the rank of Librarian I.

          The University has developed criteria and procedures for librarian evaluation including promotion and permanent status review (the “Procedures and Criteria for Librarian Evaluation, Reappointment, Promotion, and Permanent Status,” attached as Appendix 1).  These procedures and criteria (“PPSRM policies and procedures”) may be amended from time to time, without the need to amend this Policy, by the Office of the Provost, in consultation with the Academic Senate, subject to the approval of the President and the Office of the Attorney General.  If the PPSRM policies and procedures are amended, a copy of the new PPSRM policies and procedures shall be filed in the office of the Chancellor, and shall replace the original PPSRM policies and procedures.  The PPSRM policies and procedures shall comply with the requirements of the University System of Maryland Policy on Appointment, Rank, and Tenure of Faculty.

           

           

           

          The PPSRM policies and procedures require the granting of promotion to Librarian II by no later than the beginning of the fifth year of continuous service (or the full-time equivalent) as a permanent status-track librarian at Towson University, and the granting of permanent status by no later than the beginning of the sixth year of continuous service (or the part-time equivalent) as a permanent status-track librarian at Towson University. An appointee who has been notified that permanent status has not been granted shall be granted an additional and terminal one-year appointment in that rank, but barring exceptional circumstances, shall receive no further consideration for permanent status.   Permanent status can be awarded only by an affirmative decision based upon a formal review.  Individuals who have been granted permanent status under USM VII-2.15, Policy on Librarians (which has been superseded by USM II-1.00, Policy on Appointment, Rank and Tenure of Faculty), shall retain that status.  Appointments of librarians with permanent status may be terminated at any time for cause.  Cause shall include moral turpitude, professional or scholarly misconduct, incompetence, and/or willful neglect of duty.  In addition to being terminated for cause, faculty engaged exclusively or primarily in library services may be terminated because of the discontinuation of the department, program, school or unit in which the appointment was made or because of the lack of appropriations or other funds with which to support the appointment.  Procedures for termination of librarians with permanent status are those that apply to tenured and tenure-track faculty, as described in VI.A.3.fg through VI.A.3.m.

          Appointments of permanent status-track librarians may be terminated for cause under policies and procedures that apply to tenure-track faculty, as described in VI.A.3.g through VI.A.3.m.

          A person appointed to the position of Dean of University Libraries shall serve in that capacity at the pleasure of the President or  designee, regardless of whether the appointee has at the time of the appointment, or obtains during the appointment, permanent status as a librarian.

        3. The University should specify in writing to faculty and librarians at the time of appointment the length of appointment and the applicable terms and conditions of the appointment with regard to tenure, Librarian II, and permanent status review as applicable.

      2. Criteria and Procedures for Promotion, Tenure, and Permanent Status

        1. The criteria for tenure and promotion in the University are:

          (1) teaching effectiveness; (2) research, scholarship, and in appropriate areas, creative activities or other activities that result in the generation and application of intellectual property through technology transfer; and (3) service to the community, profession, and University. The relative weight of these criteria is determined by the University’s mission and reflected in faculty workload assignments, with specific guidelines for productivity in each of the three categories to be determined by department. 

        2. The activities considered to be within the criteria for promotion and tenure shall be flexible and expansive.  The assessment of teaching, research/scholarship/creative activities, and service during the promotion and tenure process shall give appropriate recognition, consistent with the University’s mission, to faculty accomplishments that are collaborative, interdisciplinary, and inter-institutional and to faculty innovations in areas such as undergraduate education, minority-achievement programs, K-16 curriculum development, and technology-enhanced learning, all as more fully described in section II of Appendix 2.

        3. The University has written procedures governing the promotion and tenure process (the “Tenured and Tenure-Track Faculty Evaluations: Annual Review, Reappointment, Third-Year Review, Merit, Promotion, Tenure, and Comprehensive Review,” Appendix 2).  The Procedures for Tenured and Tenure-Track Faculty Evaluation may be amended from time to time, without the need to amend this Policy, by the Office of the Provost, in consultation with the University Senate, subject to the approval of the President and the Office of the Attorney General.  If the Procedures for Tenured and Tenure-Track Faculty Evaluation are amended, a copy of the new Procedures for Tenured and Tenure-Track Faculty Evaluation will be filed in the office of the Chancellor, and shall replace the original Procedures for Tenured and Tenure-Track Faculty Evaluation.  Following review for form and legal sufficiency by the Office of the Attorney General, these procedures must be submitted to the Chancellor for review and approval.  These procedures shall include, at a minimum, the following: 

          Criteria: A statement of criteria upon which reviews will be based, and guidelines for appointment or promotion to each academic rank, with recognition that University mission is the primary factor that defines these criteria.

          Procedures: A description of tenure and/or promotion review procedures, including participants, documentation, degree of confidentiality, schedule of the annual cycle for reviews, and authority for final approval.

          Appeals: A statement of the right of faculty to appeal promotion and tenure decisions, the grounds for such appeals, and a description of appeal procedures.

        4. Written critieria and procedures governing the librarian evaluation processes, including promotion and permanent status reviews, are set forth in Appendix I of this document, "Procedures and Criteria for Librarian Evaluation, Promotion, and Permanent Status. 

      3. Faculty Ranks.

        Following is a list of all faculty ranks used by the University.

        1. Faculty with Duties Primarily in Instruction, Research, and Service.

          1. Instructor. The appointee shall hold, at a minimum, the master’s degree in the field of instruction, with evidence of pursuit of the doctorate or other termination degree. There shall be evidence also of potential for effective teaching and for a successful academic career.

          2. Assistant Professor. The appointee shall hold the doctorate or recognized terminal degree in the field of specialization. Exceptions may be made for comparable professional activity or research and in areas in which there is a critical shortage of doctorates. The appointee should also show potential for superior teaching, service, and research, scholarship, or where applicable, creative performance, commensurate with the University’s mission.

          3. Associate Professor. In addition to having the qualifications of an assistant professor, the appointee ordinarily shall have demonstrated excellence in teaching and successful experience in research, scholarship, or where appropriate, creative activity, and be competent to offer graduate instruction and direct graduate research. The appointee shall have a minimum of six years of full-time University/college teaching experience. Exceptions may be made for comparable professional activity or research. There shall also be evidence of relevant and effective service to the University, the community, and the profession. Faculty who are approved to use FMLA leave may request a delay in tenure review.

          4. Professor. In addition to having the qualifications of an associate professor, the appointee ordinarily shall have established an outstanding record of teaching and research, scholarship, or where appropriate, creative activity, and, where appropriate to the mission of Towson University, a national reputation. The appointee shall have a minimum of ten years of full-time University/college faculty experience. Exceptions may be made for faculty who have attained national distinction for comparable professional activity or research. There shall be continuing evidence of relevant and effective service to the institution, the community, and the profession. Faculty who are approved to use FMLA leave may request an on time review for promotion to full professor if they meet all other criteria. 

        2. Faculty with Duties Primarily in Research

          1. Assistant Staff Scientist. The appointee shall hold the doctoral degree in the field of specialization, and shall have indicated promise of a high degree of ability in research in some subdivision of the field.

          2. Associate Staff Scientist. In addition to the qualifications of an Assistant Staff Scientist, the appointee shall have had extensive successful experience in research. Since this position may carry permanent tenure, the appointee’s scholarly production and professional achievement in research will be thoroughly documented.

          3. Senior Staff Scientist. In addition to having the qualifications of an Associate Staff Scientist, the appointee shall have demonstrated a degree of proficiency in research sufficient to establish an excellent national reputation. Appointment to this rank carries tenure.

          4. Faculty Research Assistant. The appointee should be capable of assisting in research under the direction of the head of a research project and should have ability and training adequate to the carrying out of the particular techniques required, the assembling of data, and the use and care of any specialized apparatus. A baccalaureate degree shall be the minimum requirement.

          5. Research Associate. The appointee ordinarily should hold the doctoral degree in the field of specialization, or have relatively comparable experience. The appointee should be capable of carrying out individual research or collaborating in group research at the advanced level; should be trained in research procedures; and should have had the experience and specialized training necessary to develop and interpret data required for success in such research projects as may be undertaken. This appointment is made annually, with reappointment possible for a maximum of six years.

          6. Research Assistant Professor; Assistant Research Scientist; Assistant Research Scholar; Assistant Research Engineer. This rank is generally parallel to Assistant Professor. In addition to the qualifications of a Research Associate, appointees to this rank should have demonstrated superior research abilities. Appointees should be qualified and competent to direct the work of others (such as technicians, graduate students, other senior research personnel). The doctoral degree will be a normal requirement for appointment at this rank. Initial appointment to this rank is for periods up to three years, and reappointment it possible.

          7. Research Associate Professor; Associate Research Scientist; Associate Research Scholar; Associate Research Engineer. This rank is generally parallel to Associate Professor. In addition to the qualifications required of the Assistant ranks, appointees to this rank should have extensive successful experience in scholarly or creative endeavors, and the ability to propose, develop and manage major research projects. Initial appointment to this rank is for periods up to three years, and reappointment is possible.

          8. Research Professor; Senior Research Scientist; Senior Research Scholar; Senior Research Engineer. This rank is generally parallel to Professor. In addition to the qualifications required of the Associate ranks, appointees to this rank should have demonstrated a degree of proficiency sufficient to establish an excellent reputation among regional and national colleagues. Appointees should provide tangible evidence of sound scholarly production in research, publications, professional achievements or other distinguished and creative activity. Initial appointment at this rank is for periods up to five years, and reappointment is possible.

        3. Faculty Engaged Exclusively or Primarily in Clinical Teaching (Non-Tenure)

          1. Clinical Instructor. Appointment at the clinical instructor rank shall be made for an individual in disciplines for which the baccalaureate degree is the terminal professional degree. Such individuals must have a minimum of three years of clinical experience and clear evidence of exceptional and current clinical experience, with demonstrated competence in clinical teaching

          2. Clinical Assistant Professor. Appointment to the clinical assistant professor rank will require a minimum of: a terminal professional degree in the field: a minimum of three years of clinical experience in the area of discipline in which the appointment is being made and evidence of currency in clinical practice; demonstrated competence in clinical teaching ability in the discipline; demonstrated scholarly and/or administrative ability.

          3. Clinical Associate Professor. In addition to the qualifications of a clinical assistant professor, the appointee shall ordinarily have had extensive successful experience in clinical or professional practice in a field of specialization, or in a subdivision of the department field, and in working with and/or directing others (such as professions, faculty members, graduate students) in clinical activities in the field. The appointee must also have demonstrated superior teaching ability and scholarly or administrative accomplishments.

          4. Clinical Professor. In addition to the qualifications required of a clinical associate professor, the appointee shall have demonstrated a degree of excellence in clinical practice and teaching sufficient to establish an outstanding regional and national reputation among colleagues. The appointee shall also have demonstrated extraordinary scholarly competence and leadership in the profession. A doctoral degree is required.

        4. Faculty Engaged Exclusively or Primarily in Library Services (Permanent Status).  Librarian titles are to be granted to a limited number of appointees who fulfill roles defined by professional graduate training, such as librarian, curator, archivist, and information scientist.  In the overwhelming number of instances, the professional graduate training required is a master’s degree from a program accredited by the American Library Association. However, the University may define instances when other graduate degrees may substitute for or augment an ALA-accredited master’s degree.  Such exceptions shall be based on and required by the functional needs of the Towson University Libraries, and may include degrees from international institutions that are recognized by other accreditation bodies as specified in the job ad.  Appointments to these ranks are normally for twelve months with leave and other benefits provided to twelve-month tenured/tenure-track faculty members, with the exception of terminal leave, sabbatical leave, and non-creditable sick leave (collegially supported).  

          1. Librarian I. This rank is normally assigned to librarians just entering librarianship with little or no professional library experience but who have been judged to have demonstrated an understanding of the basic tenets of librarianship and a potential for professional growth. A Librarian I is not eligible for permanent status in this rank.

          2. Librarian II. Appointment or promotion to this rank signifies that the librarian has demonstrated effective professional knowledge and skills significantly above those expected of a Librarian I. Normally, a minimum of three years of professional experience is required. A librarian who is approved to use FMLA leave may request a delay in review for Librarian II and/or permanent status.

          3. Librarian III. Appointment or promotion to this rank signifies that the librarian has mastered the skills, knowledge, and techniques of librarianship and has made meaningful contributions to the Towson University Libraries, the University, the library profession, and/or an academic discipline.  Ordinarily, a minimum of six years of professional experience is required, three of which must have been at, or comparable to, the level of Librarian II at Towson University. A librarian at the rank of Librarian II who has been awarded permanent status and is approved to use FMLA leave may request an on time review for promotion to Librarian III if they meet all other criteria.

          4. Librarian IV. Appointment or promotion to this rank is exceptional.  It is awarded to those librarians who have made distinctive contributions to the Towson University Libraries, the University, the library profession, and/or an academic discipline. This rank ordinarily requires a minimum of nine years of professional experience, three of which must have been at, or comparable to, the level of Librarian III at Towson University. A librarian at the rank of Librarian III who has been awarded permanent status and is approved to use FMLA leave may request an on time review for promotion to Librarian IV if they meet all other criteria.

            Subject to the approval of the President, the University has developed guidelines, procedures, and appropriate criteria for evaluating librarian’s performance. (the “Procedures and Criteria for Librarian Evaluation, Promotion, and Permanent Status”, Appendix 1).

        5. Additional Faculty Ranks

          1. Assistant Instructor. The appointee should be competent to fill a specific position in an acceptable manner, but is not required to meet all the requirements for an instructor.  Appointment to this rank requires at least the appropriate baccalaureate degree.

          2. Lecturer I. This title may be used for appointment at any salary and experience level of persons who are competent to fill a specific non-tenured position. Appointments to these ranks shall be for terms not to exceed three years and can be renewed subject to departmental need and enrollment demands.

          3. Senior Lecturer (Lecturer II & III). In addition to having the qualifications of a Lecturer, the appointee shall have completed at least six years as a Lecturer (or in a rank at another institution of higher education that is accepted as comparable to Lecturer) and shall have established a record of teaching excellence and a record of service.  Fewer than six years’ experience may qualify one for this rank if approved by the President or designee. Appointments to this rank shall be for terms not to exceed five years and are renewable.

          4. Artist-in-Residence; Writer-in-Residence; Executive-in-Residence. This title may be used to designate temporary appointments, at any salary and experience level, of persons who are serving for a limited time or part-time and who are not intended to be considered for professorial appointment.

          5. Adjunct Professor I, II, III.  These titles are used to appoint outstanding persons who may be simultaneously employed outside the University.  The appointee should have expertise in the discipline and recognition for accomplishment sufficient to gain the endorsement of the preponderance of the members of the faculty of the department to which he or she is appointed.  Appointment is made on a semester or an annual basis and is renewable.  These titles do not carry tenure.

          6. Affiliate Assistant Professor; Affiliate Associate Professor; Affiliate Professor.  These titles are used to recognize the affiliation of a faculty member or a member of the professional staff with an academic department, program, or center when that individual’s appointment and salary lie in another department of the University.  These titles may be used to appoint outstanding persons who may be simultaneously employed outside the institution.  The appointment will be made upon the recommendation of the faculty of the department, and at a level commensurate with the appointee’s qualifications, consistent with standards established for regular tenure-track faculty, although tenure cannot be earned on an affiliated appointment.

          7. Visiting Appointments.  The prefix “visiting” before an academic title is used to designate a short-term, full-time appointment without tenure or permanent status.

            Visiting/post-master’s degree residency librarian appointments are usually made for two to three fiscal years. Years of service in a visiting/post-master’s degree residency appointment may, upon mutual agreement of the librarian and the Dean of University Libraries, be counted as probationary years for purposes of consideration of permanent status in the event of a subsequent appointment to a permanent status-track position.

            Visiting Appointments.  The prefix “visiting” before an academic title is used to designate a short-term, full-time appointment without tenure or permanent status.

          8. Additional faculty ranks available for use are defined in USM Policy II-1.00 Appointment Rank and Tenure of Faculty, rank and Tenure

          9. Emeritus Faculty Appointments.  [Note: Though this policy uses the word Emeritus for the sake of brevity, those faculty and librarians who have been awarded this honorary status may choose the appellation Emeritus (generally the masculine), Emerita (generally the feminine), or Emeritx (non-binary).] Emeritus status shall be bestowed by a USM institution on the basis of both quality and length of service. A faculty member holding the rank of professor at the time of retirement, who has completed at least five years of full-time service or the equivalent at Towson University, and who has an overall record of positive five-year reviews, may be designated as Professor Emeritus.  A faculty member who holds the rank of associate professor at the time of retirement, who has completed at least fifteen years full-time service or the equivalent at Towson University, and who has an overall record of positive five-year reviews, may be designated as Professor Emeritus. Clinical faculty or senior lecturers who have achieved tenure or fifteen years of service, at the time of retirement, and who have an overall record of positive annual reports may be designated as Faculty Emeritus.  A librarian who holds the rank of Librarian IV at the time of retirement, who has completed at least five years of full-time service or the equivalent at Towson University, and who has an overall record of positive annual performance evaluations, may be designated as Librarian Emeritus. A librarian who holds the rank of Librarian II or Librarian III at the time of retirement, who has completed fifteen years of full-time service or the equivalent at Towson University, and who has a record of overall positive annual performance evaluations, may be designated Librarian Emeritus.  Deans and the Provost shall compile a list of faculty members who meet the above criteria and present it to the Academic Senate for review twice a year. The names forwarded will include the appropriate pronouns of the faculty member nominated. The Office of the Provost, after Academic Senate approval, shall notify approved faculty of their emeritus status and extend to them the benefits and privileges of that status.  These are to include, but are not limited to: the privileges of University parking, library borrowing, and academic computing; the benefits associated with maintaining one's Towson University I.D. number and an official Towson University I.D. card with emeritus, emerita, or emeritx status noted on the card; and eligibility to join the Towson University Retiree Association (TURA).   Faculty who hold emeritus status shall be included in the faculty/staff listings of their home department or college as having attained that appointment.  Once awarded, emeritus status will continue in perpetuity. However, any behavior, action, or conduct that would otherwise constitute grounds for discipline or reprimand of a university faculty member may result in the revocation of emeritus status and/or privileges at any time by the Provost and Executive Vice President for Academic and Student Affairs and the Academic Senate.

Appendix 1 and Appendix 1-A

View Appendices 1 and 1-A for hiring procedures, including Towson University Faculty and Professional Librarian Hiring Procedures and Towson University Lecturer Hiring Procedures.

Appendix 2

View Appendix 2, Procedures and Criteria for Librarian Evaluation, Promotion, and Permanent Status.

Appendix 3

View Appendix 3, Tenured and Tenure-Track Faculty Evaluations: Annual Review, Reappointment, Third-Year Review, Promotion, Tenure, and Comprehensive Five-Year Review.

PTR Calendar

View the calendar for Reappointment, Promotion, Tenure and Five-Year Comprehensive Review of Tenured and Tenure-Track Faculty, Faculty Review Actions By Year.

Additional Policy Details

Related Policies:

USM Policy II-1.00, Policy on Appointment, Rank, and Tenure of Faculty

Approval Date: 08/23/2010

Effective Date: 08/23/2010

Updated Date: 09/18/2013

10/21/2013, 9/15/2021, 07/29/2026

Approved By: President’s Council 07/29/2026

Related Forms

Librarian Annual Performance Evaluation

Annual Review, Reappointment, Third-Year Review, Merit, Promotion, Tenure, and Comprehensive Review – Annual Review (AR)

Annual Review, Reappointment, Third-Year Review, Merit, Promotion, Tenure, and Comprehensive Review – Chairperson’s Annual Review (CAR)

Statement of Standards and Expectations for New Tenuretrack Faculty (SENTF)

Towson University Department Summary Recommendation (DSR)

How to Request the Policy PDF

This online version of the policy may include updated links and names of departments. To request a PDF of the original, signed version of this policy, email the Office of the General Counsel, .