Pharmacy Practice and Pharmaceutical Sciences

For Faculty
Introduction to Promotion and Tenure
712 Statements
Pharmacy Practice and Pharmaceutical Sciences

Guidelines for Departmental Statements Required by Section 7.12 of Regulations Concerning Faculty Tenure

October 1, 2002:adopted
April 24, 2002: approved

These guidelines apply to faculty in Categories 1, 2A, 2B, and 4B as outlined in the College of Pharmacy Collegiate Personnel Plan for Academic Appointments with Teaching Responsibilities.

I. Introductory Statement
This document describes with more specificity the indices and standards which will be used to evaluate whether candidates meet the general criteria in section 7.11 of the Faculty Tenure Regulations.  For a complete perspective, the reader is advised to review Section 7 in its entirety at  www1.umn.edu/regents/policies/humanresources/FacultyTenure.pdf.

II. College’s Mission and Vision Statements, Department’s Mission and Vision Statements

A. College of Pharmacy Mission Statement (approved by College Assembly 2/21/01)
The College of Pharmacy educates pharmacists and scientists and engages in research and practice to improve the health of the people of Minnesota and society.

B. College of Pharmacy Vision (approved by College Assembly 2/21/01)
The College of Pharmacy excels in innovation and leadership in all aspects of our mission while serving the health care needs of Minnesota.  Our Doctor of Pharmacy graduates deliver essential pharmaceutical services and lead the profession.  Our research, scholarship, and practice result in the development of new drugs and drug delivery systems, the optimization of drug use, and the advancement of pharmaceutical care and education.  Our Masters and Doctors of Philosophy graduates are outstanding researchers in academia, industry, government, and practice settings.

C. Department of Pharmacy Practice & Pharmaceutical Sciences Mission
(to be developed)

D. Department of Pharmacy Practice & Pharmaceutical Sciences Vision
(to be developed)

III. Granting of Indefinite Tenure

A. Criteria for Tenure: General (Abridged from section 7.11 of the Regulations Concerning Faculty Tenure, July 1, 1985).
The basis for awarding indefinite tenure is the determination that the achievements of an individual have demonstrated the individual’s potential to continue to contribute significantly to the mission of the University and to its programs of teaching, research and service over the course of the faculty member’s academic career.  The primary criteria for demonstrating this potential are effectiveness in teaching and professional distinction in research.  The relative importance of the criteria may vary in different academic units, but each of the criteria must be considered in every decision.  Service, whether professional service or University and public service, may be taken into consideration, but is not in itself a basis for awarding tenure.

1. Teaching
The requisites for effectiveness of a teacher include intellectual competence, integrity, independence, enthusiasm, a spirit of scholarly inquiry, a continuous increase in knowledge of the subject taught, an ability to effectively transmit knowledge to students, to arouse curiosity in beginning students, and to stimulate advanced students to creative work.  Evaluation of effectiveness of teaching will include classroom performance, curriculum materials, educational development activities, and externship/clerkship student evaluation.  The evaluation of effectiveness of teaching will be based on:

a. The candidate’s overall teaching ability as perceived by students and documented by their responses on periodic student opinion surveys in a course in which the candidate is the major instructor.
b. The candidate’s teaching competence as determined by teaching evaluation by peers and/or comments of other instructors of higher rank, in team taught courses.
c. The candidate’s contributions to pharmacy education as demonstrated by any of the following:

1) Developing a new course or rotation, or revising an existing course.
2) Receiving an educational development grant or directing an experimental educational program.
3) Publishing a review article of technical nature in a professional journal.
4) Authoring or co-authoring a chapter in pharmacy or medicine textbook.
5) Participating as an invited contributor in a national symposium or workshop on some aspect of pharmacy education.
6) Publishing an article on subjects relating to pharmacy education.
7) Developing and presenting a continuing education program(s).
8) Receiving a recognized teaching award.

Any of the candidate’s contributions listed above must be judged by peer review as scholarly and of high quality and significance.

d. Probationary faculty who are required to provide students of the College with experiential education opportunities (externships and advanced practice experiences) will be evaluated on their ability to establish and maintain a clinical practice setting to serve as a vehicle for their teaching activities.  The candidate must demonstrate distinction and special competence in a specific field of pharmacy practice.  The candidate’s professional activities should be scrutinized for evidence of achievement, leadership, and the development or utilization of new approaches and techniques for the solution of professional problems or other creative activities.

Evaluation of the clinical competence of the candidate should be made by clinical practitioners.  This evaluation should include the candidate’s contributions in the following areas:

1) Innovative pharmacy practice.
2) Clinical competence in the detection, assessment, and resolution of drug therapy problems.
3) Provision of quality patient care services.
4) Other documentary evidence of achievement of a professional nature as provided by the candidate.

2. Research
The purpose of this evaluation is to determine whether or not the candidate is an independent researcher who is capable of conducting research of high quality.  The candidate will be evaluated to determine if she/he has achieved the following standards.

a. Publications
The candidate is the primary author of original research published in peer-reviewed journals.  Primary authorship is defined as the author that is primarily responsible for initiating, conducting and reporting the research.  Research publications in which the candidate is an author but not the primary author and other publications such as case reports, drug review or therapeutic review, published in peer-reviewed journals will be considered but will not be the basis for awarding tenure.  Publications resulting from work as a student or a post-doctoral fellow and Letters to the Editor will not normally be considered in evaluating the candidate’s research productivity, unless they meet the criteria for primary authorship as defined above.

In multi-authored articles, the contribution of the candidate should be specifically described and evaluated.

b. Research Funding
The candidate has secured funding from sources outside the University to support his/her independent research efforts.  The candidate should also demonstrate the ability to obtain research funding from federal agencies, foundations, or private sources by competition at a national level.

c. Training of Advanced Degree Professionals
The candidate has demonstrated the ability to train advanced degree professionals as evidenced by an ongoing post-doctoral research training program and/or advising of graduate students.

d. Peer Recognition
The candidate has demonstrated that she/he is recognized by peers as making significant contributions to the field.  Examples of such evidence include invited presentations in national scientific and professional meetings, receiving recognition awards (e.g., career development, young investigator), serving on national review committees and editorial boards, and election to prestigious national organizations that recognize excellence in the discipline.

e. Quality of Work and Potential for Advancement
A review of three of the candidate’s publications and other research efforts by at least three tenured members of the faculty who outrank the candidate and at least three academic peers with expertise in the same area at other universities must conclude that the work is scholarly, creative, original, and of high quality and significance.

3. Service
Recognition should be given to scholars who make significant service contributions to student welfare through service on student organizations, to health professions, the community, the state and the nation in their special capacities as scholars.

Service, while compensating for reduced contributions in teaching and research, should in no way replace either, or be required in itself for the award of indefinite tenure.  However, a strong record of service will strengthen the recommendation for tenure.

B. Procedures
The Department complies with the Procedures for Reviewing the Performance of Probationary Faculty as provided by Sections 16.3, 7.4, and 7.61 of the June 1997 Faculty Tenure Regulations,  www1.umn.edu/ohr/ohrpolicy/Governing/review.htm.

1. Initiation of Recommendations for Tenure
Recommendations for tenure may be initiated by any member of the Department faculty for himself/herself or for other members of the Department faculty.  Any faculty member may request the Committee to remove his/her name from consideration.  It is strongly recommended that a faculty member who believes she/he should be considered for tenure discuss these possibilities with the department head and obtain, if at all possible, the support of the head for consideration.  Members of the department who hold indefinite tenure will be polled by secret ballot on the recommendation to nominate the candidate for consideration by the Promotion and Tenure Committee for the granting of tenure.  The Promotion and Tenure Committee will consider all candidates in accordance with its “Guidelines of Operation.”  The Committee’s recommendation will be considered in a special faculty meeting attended only by faculty eligible to vote.  Voting will be by secret ballot of all faculty who hold indefinite tenure in the Department of Pharmacy Practice & Pharmaceutical Sciences, regardless of rank, on the recommendation to grant indefinite tenure.

2. The continuation of appointment of probationary faculty (N appointment)
The continuation of appointment of probationary faculty (N appointment) shall be made only after the Promotion and Tenure Committee has reviewed the documentation prepared by the department head.  The documentation prepared by the departmental head shall include copies of annual evaluations and the vote of the members of the department who hold indefinite tenure in the Department of Pharmacy Practice & Pharmaceutical Sciences, and the candidate’s curriculum vitae.  The Promotion and Tenure Committee will conduct this review annually to assess the candidate’s progress and will make recommendations to the tenured faculty concerning continuation of appointment.  Members of the Department faculty who hold indefinite tenure in the Department will vote, by secret ballot, on the recommendation for continuation of appointment.

3. Tenured Appointments (P Appointments)

a. Tenured appointments will be granted only to probationary (N) faculty or to faculty who have been recruited for a specific tenured (P) position.  Faculty with non tenure-track contract/term appointments are eligible to apply for available regular tenure-track/tenured positions through participation in the search process.
b. A tenured (P) appointment shall be made only after the Promotion and Tenure Committee and the faculty who hold indefinite tenure in the Department have voted on the recommendation for tenure.  The Collegiate Review Committee will vote on tenured appointments until a critical mass of tenured faculty has been hired into the Department.
c. The vote to grant tenure shall be separate from, precede, and be in addition to, the vote for promotion to a specific rank.

IV. Promotion

A. Criteria
Excellence in teaching, research , and service are meaningful parameters for academic promotion.  Although a balance among these functions is obviously desirable, it is recognized that the best use of professional talent may often dictate that a faculty member’s contribution in one area will predominate.  Service, while compensating for reduced contributions in teaching and research, should not be a primary criterion for promotion considerations.

1. Assessment of Academic Activities

a. Teaching
The requisites for effectiveness of a teacher include intellectual competence, integrity, independence, enthusiasm, a spirit of scholarly inquiry, a continuous increase in knowledge of the subject taught, an ability to effectively transmit knowledge to students, to arouse curiosity in beginning students and to stimulate advanced students to creative work.  Evaluation of the professional, graduate, and continuing education teaching skills should include appraisals by the members of the instructional units and critical evaluation of student impressions of the candidate’s performance as a teacher.  In judging teaching competence, special consideration should be given to formal evaluation of the candidate’s teaching by Department faculty teaching review procedures.  Review articles, contributions to textbooks, and investigation of teaching techniques should be given consideration in evaluating teaching ability.

b. Research
The requisites for evaluating the quality of a candidate’s research should include the following:

1) A critical review of three scientific publications that reflect the candidate’s most significant accomplishments by at least three members of the faculty who outrank the candidate.
2) A critical review by the faculty who outrank the candidate.
3) An appraisal of the candidate’s research potential by academic peers with expertise in the same areas at other universities.
4) Other evidence of acceptance by peers.

c. Service

1) Professional Service
A demonstrated distinction in the special competencies and activities of a specific field of professional practice should be recognized as a criterion for promotion.  The candidate’s professional activities should be scrutinized for evidence of achievement, leadership and the development or utilization of new approaches and techniques for the solution of professional problems or other creative activities.

2) University and Public Service
Recognition should be given to scholars who make significant service contributions to student welfare through service on student organizations, to health professions, the community, the state and the nation in their special capacities as scholars.

2. Specific Standards for Various Ranks

a. Associate Professor
Promotion to the rank of Associate Professor requires clear and demonstrable evidence that the candidate, by independent effort, has developed a program of original research, teaching, and service.  The candidate should have demonstrated the ability to supervise the training of research investigators and advanced degree professionals.

b. Professor
Promotion to the rank of Professor implies advanced academic maturity and requires evidence that the candidate has achieved recognition as a national authority in his/her discipline through the development of an original program of research, teaching, and service.  If research is the major aspect of the candidate’s activities, he/she should have demonstrated accomplishments and ongoing potential.  If teaching is the primary criterion for promotion, the candidate should be clearly superior in the activity and there should be evidence of excellent performance by students whom he/she has prepared for careers in teaching, scholarship and service.  If professional service or university and public service represent a significant aspect of the candidate’s activities, he/she should have obtained national recognition for his/her papers and activities in professional organizations and in public service.

B. Procedures

1. Initiation of Recommendations for Promotion
For faculty with tenured or tenure-track appointments.  Recommendations for promotion may be initiated by any member of the Department faculty for himself/herself or for other members of the Department faculty.  Any faculty member may request the Committee to remove his/her name from consideration.  It is strongly recommended that a faculty member who believes he/she should be considered for promotion, discuss these possibilities with the department head and obtain, if at all possible, the support of the head for consideration.  Members of the regular faculty (tenured and tenure-track) of the department who hold a higher rank than the candidate will be polled by secret ballot on the recommendation to nominate the candidate for consideration by the Promotion and Tenure Committee for promotion.  The Promotion and Tenure Committee will consider all candidates in accordance with its “Guidelines of Operation.”  The Committee’s recommendation will be considered in a special faculty meeting attended only by faculty eligible to vote.  Voting will be by secret ballot of all regular (tenured and tenure-track) faculty who hold an academic rank equal to or higher than the rank for which a nominee is being considered for recommendation for promotion.

For faculty with non tenure-track appointments.  Recommendations for promotion may be initiated by any member of the Department faculty for himself/herself or for other members of the Department faculty.  Any faculty member may request the Committee to remove his/her name from consideration.  It is strongly recommended that a faculty member who believes he/she should be considered for promotion, discuss these possibilities with the department head and obtain, if at all possible, the support of the head for consideration.  Members of the Department’s voting faculty  who hold a higher rank than the candidate will be polled by secret ballot on the recommendation to nominate the candidate for consideration by the Promotion and Tenure Committee for promotion.  The Promotion and Tenure Committee will consider all candidates in accordance with its “Guidelines of Operation.”  The Committee’s recommendation will be considered in a special faculty meeting attended only by faculty eligible to vote.  Voting will be by secret ballot of all voting faculty who hold an academic rank equal to or higher than the rank for which a nominee is being considered for recommendation for promotion.

2. Academic Ranks

a. Professor and Associate Professor
Promotion to the rank of full professor or associate professor, shall be made only after the Promotion and Tenure Committee and the Department faculty eligible to vote have voted on the recommendation in accordance with established procedures.  Promotion of a probationary appointee to the rank of Associate Professor or Professor must be accompanied by an appointment with indefinite tenure.  Initial appointment to the rank of full professor, associate professor or assistant professor will be made by the Dean based on the recommendation of the department head in which the candidate will have an appointment.  The departmental recommendation shall include the search committee’s report and the vote of the faculty:  for tenured or tenure-track appointments – the  regular (tenured and tenure-track) faculty of the department who hold an equal or higher rank than the candidate; for non tenure-track appointments – the voting faculty of the department who hold an equal or higher rank than the candidate.

b. Joint Appointments
Initial appointments, or promotion of faculty with a primary appointment in the Department of Pharmacy Practice & Pharmaceutical Sciences and a secondary appointment elsewhere in the University, shall be reviewed in the same manner as a full-time primary appointment in the Department of Pharmacy Practice & Pharmaceutical Sciences with additional provision that for promotions or appointment to tenured positions, the recommendation shall include relevant information on qualifications and performance from the head of the department in which the secondary appointment is held.  It is recognized that the school and/or department in which the secondary appointment is held may conduct its own independent academic review.

V. Interim Period Resolution of Difficulties/Administrative Barriers
The Department of Pharmacy Practice and Pharmaceutical Sciences may not initially have enough faculty or tenured faculty to address circumstances that may arise.  During this initial time period, the College of Pharmacy’s Collegiate Review Committee (a subcommittee of the Faculty Consultative Committee) will be the officiating body to resolve any such difficulties.

VI. Documentation
It is the responsibility of each faculty member to keep a record of his/her teaching, scholarly activity, and service.  It is the responsibility of the department head to request each faculty member to update by September 1 each year this documentation of the faculty member’s professional performance for the previous fiscal year (July 1 - June 30).

It is also the responsibility of the department head to review the performance of each department faculty member annually and enter a summary of this review as part of the documentation.  The written annual appraisal shall be made available to, and be discussed with, the candidate.

A. Materials to be submitted
The Promotion and Tenure Committee chairperson shall inform members of the faculty of their right under Minnesota law to examine or obtain copies of filed data of which they are the subjects and to have the meaning of it explained to them.

1. Statement of Assurance
Added after dean’s review.

2. Collegiate Unit Recommendation Letters
Added at each point in the review process.
Include: candidate’s cover letter, department report and recommendation, department head’s recommendation, department head assurance statement, CRC report and recommendation, and dean’s recommendation.

3. Record of Vote
Added after CRC review.

4. Annual Appraisals of Probationary Faculty (Form 12s)
Include this section for all candidates.  Provide a ‘not applicable’ note for non-probationary candidates.  Provide copies of Form 12s for probationary faculty for each year of service.

5. Curriculum Vitae

6. External Review and Evaluation
Include: reviewer cover sheet (names, positions, fields of interest, relationship to candidate), external letters, and sample of letter sent to external reviewers.

7. Research and Scholarship
Include: a narrative summary of research, scholarly activity, and accomplishments, including focus of independent research inquiry and an estimate of percent time spent in the research/scholarship effort, listing of peer-reviewed publications, including a statement regarding the role of candidate on titles where not sole or first author, listing of non-peer reviewed publications, listing of books and book chapters, listing of scientific/professional presentations and abstracts, listing of grants and contract support, including title, funding source/type, purpose, duration, and role of the candidate, listing of persons trained/mentored/advised in sponsored research activities (e.g., post-doctoral fellows, trainees) and their current positions [include in either the research or teaching section], and listing of other evidence of research and scholarship.

8. Teaching
Include: a narrative summary of teaching/advising/mentoring activity, including an estimate of percent time spent in the teaching/instructional/educational effort, teaching experience – courses taught (course number, title, description, quarter/semester, role, and number of students enrolled), advisees (CE, outreach, etc.), persons trained/mentored/advised (include in either the research or teaching section), and teaching effectiveness – provide a summary of formal and informal teaching evaluations over time; teaching honors/awards.

9. Service
Include: a narrative summary of discipline-related, professional and University service, including an estimate of percent time spent in the service effort, discipline-related, professional service – editorship, manuscript reviewer/consultant; consultantships, service to professional organizations, University/College/Department service – committees, etc.; and non-University, community service.

10. Selected Reprints
Three reprints of scholarly papers of which the candidate is first or senior author.  The papers should reflect significant contributions of the candidate.  In multiple authorships, the candidate’s contribution to the project must be clearly established and reported.