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Section 5: Faculty Development

Introduction

The University’s primary role is to serve as a center for advanced graduate and professional studies while emphasizing research and providing excellence in undergraduate programs. In accordance with the University’s mission, faculty members have been selected for their commitment to excellence in teaching, their ability in research and creative activity, and their interest in public service. The assignment of responsibilities and evaluation process, the promotion and/or tenure process, opportunities for sabbatical and professional development leave, recognition of achievements and membership on the graduate faculty help promote this commitment to excellence and facilitate the overall professional development of faculty.

Academic Freedom

Academic freedom and responsibility are essential to the full development of a university’s faculty and apply to teaching, research and creative activity, and assigned service. In the development of knowledge, research endeavors, and creative activities, a faculty member must be free to cultivate a spirit of inquiry and scholarly criticism and to examine ideas in an atmosphere of freedom and confidence. A similar atmosphere is required for university teaching. Consistent with the exercise of academic responsibility, an instructor must have freedom in the classroom to discuss academic subjects. The university student must likewise have the opportunity to study a full spectrum of ideas, opinions, and beliefs, so that the student may acquire maturity for analysis and judgment. Objective and skillful exposition of such subject matter is the duty of every instructor.

The faculty member must fulfill his/her responsibility to society and to his/her profession by manifesting academic competence and scholarly discretion. The faculty member is a member of a learned profession and an academic officer of a university. The faculty member should be constantly mindful that these roles may be inseparable in the public view, and should, therefore, at all times exercise appropriate restraint and good judgment.

The 1940 Statement of Principles on Academic Freedom and Tenure of the American Association of University Professors (AAUP) state that “institutions of higher education are conducted for the common good and not to further the interest of either the individual teacher or the institution as a whole. The common good depends upon the free search for truth and its free exposition.” However, membership in the academic profession, and thus, academic freedom, carries with it an awareness of certain responsibilities, both in performance of university duties and duties outside the university. These responsibilities are set forth in the AAUP Statement on Professional Ethics(1966 statement revised and adopted June 1987) and are stated below: 

The Statement

Professors, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end, professors devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although professors may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.

As teachers, professors encourage the free pursuit of learning in their students. They hold before them the best scholarly and ethical standards of their discipline. Professors demonstrate respect for students as individuals and adhere to their proper roles as intellectual guides and counselors. Professors make every reasonable effort to foster honest academic conduct and to ensure that their evaluations of students reflect each student’s true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation, harassment, or discriminatory treatment of students. They acknowledge significant academic or scholarly assistance from them. They protect their academic freedom.

As colleagues, professors have obligations that derive from common membership in the community of scholars. Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of associates. In the exchange of criticism and ideas professors show due respect for the opinions of others. Professors acknowledge academic debt and strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty responsibilities for the governance of the institution.

As members of an academic institution, professors seek above all to be effective teachers and scholars. Although professors observe the stated regulations of the institution, provided the regulations do not contravene academic freedom, they maintain their right to criticize and seek revision. Professors give due regard to their paramount responsibilities within their institution in determining the amount and character of work done outside it. When considering the interruption or termination of their service, professors recognize the effect of their decision upon the program of the institution and give due notice of their intentions.

As members of their community, professors have the rights and obligations of other citizens. Professors measure the urgency of these obligations in the light of their responsibilities to their subject, to their students, to their profession, and to their institution. When they speak or act as private persons, they avoid creating the impression of speaking or acting for their college or university. As citizens engaged in a profession that depends upon freedom for its health and integrity, professors have a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom. 

Assignment of Responsibilities

Policy

The professional responsibilities of faculty members are comprised of both scheduled and nonscheduled activities. All faculty members are assigned annually in writing their duties and responsibilities in teaching, research and other creative activities, service, and any other specific duties and responsibilities. This assignment will be made at the beginning of employment and thereafter, by the end of each Spring Semester for the coming year. This policy applies to those holding regular, visiting, provisional, research, affiliate, or joint appointments, regardless of the appointment FTE. It is not applicable to faculty on adjunct and courtesy appointments, who are typically given an employment contract or letter of agreement that outlines the assignment at the time of the appointment. 

Considerations in Assignment

Faculty members who are earning eligibility for tenure or promotion will be given assignments throughout this period of their career that provide equitable opportunities (in relation to other faculty in the same department) to meet the required University criteria and departmental standards for promotion and tenure. These criteria include performance in all three areas of teaching, research and scholarly or creative activity, and service. The balance of these three areas will vary throughout all faculty members’ careers and among the various disciplines. The annual evaluations of faculty, as well as evaluations for promotion and tenure, are based on the assignment of responsibilities.

Supervisors responsible for making the assignment will ensure that the assignment:

  • is reasonable;
  • provides opportunities to applicable faculty members for progress toward meeting the criteria and standards for promotion and tenure;
  • provides opportunity to fulfill applicable criteria for merit salary increases;
  • is consistent with the faculty member’s qualifications, experience, including professional growth and development, and preferences;
  • meets the minimum full academic assignment in terms of 12 contact hours of instruction or equivalent research and service; and
  • considers the needs of the program or department/unit. 

Twelve-Hour Law Compliance

The Twelve-Hour Law (Florida Statutes 1012.945) requires that each full-time equivalent faculty member who is funded by state funds teach a minimum of 12 classroom contact hours per week or do equivalent assignments each term (see Teaching Load in Teaching and Student/Faculty Interactions Section 7).

University policy requires that a separate Twelve-Hour Law file (auditable) be maintained on each applicable faculty member.

File characteristics and location:

  • updated at the end of each semester
  • placed next to each faculty member's “Evaluation File”
  • contains no evaluative information 

Required contents of file:

  • copies of employment contracts beginning with the 1986/1987 contract; including any contract amendments
  • copies of Assignments of Responsibilities beginning with the 1987/1988 assignment, including any amendments
  • copies of the PARS form for each semester beginning with Summer Semester 1987, including the completed checklists on the back of each PARS form;  include the Cost Study Form and IAF Information Listing with the PARS forms for Summer 1987, Fall 1987, and Spring 1988 (this information will be included on the PARS form beginning with Summer Semester 1988)
  • copies of the "Evidence of Performance" (EOP) reports in teaching, research or creative activities, and service used in the annual evaluation process (see Procedures under Annual Evaluations in Section 5 Faculty Development) beginning with the report submitted in Spring Semester 1988; any evaluative information in the EOP, such as SPOT data, should be redacted; the EOP is the principal documentation of Twelve-Hour Law compliance for the non-instructional part of the Assignments of Responsibilities. 

Duty Restrictions for Specialized Faculty

The following restrictions on percent assignments of responsibility apply to positions in these specialized faculty tracks.  These duty restrictions do not apply to NTTF positions that are not listed below:

Teaching & Teaching Support
  • A full-time specialized faculty member in the Teaching Track shall normally be assigned not less than 75% teaching responsibility and not more than 5% research responsibility, averaged over any academic year, except as specified for certain administrative codes in Section 9.9(b)(6) of the BOT-UFF Collective Bargaining Agreement.
  • A full-time faculty member in the Instructional Support track shall normally  be assigned not less than 75% service responsibility in the area of instructional support, and not more than 5% research responsibility, averaged over any academic year, unless otherwise specified in in Section 9.9(b)(6) of the BOT-UFF Collective Bargaining Agreement .

Research & Research Support
  • A full-time specialized faculty member in the Research track shall normally  be assigned not less than 75% research responsibility, and not more than 5% teaching responsibility, averaged over any academic year, except as specified for certain administrative codes in Section 9.9(b)(5) of the BOT-UFF Collective Bargaining Agreement.  Directed Individual Studies (DIS) may be considered part of the research assignment for a full-time faculty member in the Research track. Only under the following combination of circumstances, and for one semester per emergency situation, a faculty member in the Research track may be given a temporary teaching assignment to teach a single course:
    • The course is a specialized graduate level course required for degree-seeking students, that is regularly offered and is not a “special topics,” “selected topics,” or “seminar” course;
    • There is a bona fide emergency, in which the faculty member  assigned to teach a course becomes incapacitated or otherwise becomes unable to teach the course, either while the course is already in progress or so near the start of the term that there are students enrolled in the course and no workable alternative way of teaching the course to those students can be found;
    • The faculty member is not willing to perform the teaching assignment as a dual compensation appointment, and;
    • There is no one else qualified to teach the course, or for those who are qualified, they already have a maximum teaching assignment for the semester that cannot be adjusted to meet the need of teaching the course in question and they are unwilling to teach the course as overload on a dual compensation appointment.
    • A full-time specialized faculty member in the Research Support track shall normally  be assigned not less than 95% combined responsibility in research and service in support of research, and not more than 5% teaching responsibility, averaged over any academic year, except as specified for certain administrative codes in Section 9.9(b)(6) of the BOT-UFF Collective Bargaining Agreement.

Abnormal assignments are those that provide for unique opportunities that benefit the University.  Such assignment requests shall be reviewed by the President or Provost within thirty (30) days, and if approved, reported within 10 days to the Director of Human Resources and the UFF.

If a faculty member is assigned one of the in-unit administrative codes, some portion of the minimum assignment in the area of specialization required by Sections 9.9(b)(1)-(4) above may be replaced by a service assignment.

For part-time positions, the percentages above shall be pro-rated, relative to the total appointment.

These duty restrictions only apply to the first 100% FTE appointment.  They do not prevent a faculty member from accepting a supplemental dual compensation appointment outside of the area of specialization.

A faculty member in a specialized faculty position may not hold a concurrent split appointment between multiple tracks.

Specialized faculty members may serve on doctoral supervisory committees in a department, if  approved by the faculty of the department for doctoral supervision and  if they meet Faculty Senate requirements. In regard to directing doctoral theses, a specialized faculty member may serve only as a co-director or as a non-directing member of the committee, and another co-director must be a member of the tenure-track or tenured faculty (Assistant, Associate, Full Professor or Eminent Scholar).  The specialized faculty member must also be approved by the chair of the department for service on the specific committee.  For any doctoral committee, the director or at least one co-director must be a member of the tenure-track or tenured faculty (Assistant, Associate, Full Professor, or Eminent Scholar) of the department/unit in which the degree is to be granted.  If the doctoral degree is sought in an interdisciplinary area of study, the director or at least one co-director must be a tenure-track or a tenured faculty member in a department/unit related to the area of interdisciplinary study.  However, those who are not members of the tenure-track faculty who have served as director of an active doctoral dissertation committee between the dates of July 1, 2008 and July 1, 2013, remain eligible to direct doctoral theses and dissertations.

Honorific Working Titles

Faculty members within the Teaching and Research tracks may be granted an honorific working title containing the word “professor,” as specified in the BOT-UFF Collective Bargaining Agreement, under the following conditions:

  • such a title may only be granted with the recommendation of a majority vote of the tenured faculty of an academic department/unit offering a degree program, in recognition of scholarly accomplishments within the granting department/unit’s academic field.
  • the criteria and procedures for awarding such an honorific working title shall be the same as for promotion or initial appointment to the corresponding tenure-track rank, except:
    • the department/unit and college/unit that evaluates the nomination and recommends the granting of the title may be different from those in which the faculty member is employed, if the faculty member is employed in a non-academic unit.
    • the expectations in research, teaching, and service shall be scaled proportionally to the assignment of duties.
    • notwithstanding the provisions above, faculty appointed at the Panama City Campus who are assigned to the Teaching Faculty series may use the appropriate Assistant Teaching Professor, Associate Teaching Professor, or Teaching Professor honorific working title under the following conditions:
      • the faculty member holds a terminal degree in a field relevant to the faculty member’s teaching area(s), and
      • a special Panama City Committee on Honorific Working Titles for Teaching Faculty appointed by the President or designee and consisting of three senior Panama City Campus faculty members recommends in a secret ballot that the faculty member be granted the honorific working title, and
      • the President or designee approves the recommendation.
    • the faculty member may use the honorific working title in place of the name of the faculty member’s position classification for the following purposes:  correspondence, publications, business cards, web pages, and applications for contracts and grants. The University may use this title in Bulletins, University directory listings, and other publications.  The entire phrase, including the modifiers “teaching” or “research”, must be used.
    • notwithstanding any of the above, wherever the terms “professor,” “associate professor,” and “assistant professor” appear without a modifier in all University documents, they shall apply only to the tenured and tenure-earning position classifications (9001 Professor, 9002 Associate Professor, 9003 Assistant Professor, and 9009 Eminent Scholar).  Examples of published University documents for the purpose of this provision include, but are not limited to:  the University Constitution, Faculty Senate Bylaws and other Faculty Senate documents; the Faculty Handbook; college and department bylaws; University rules and policy memoranda; University reports to external agencies.

Communication of Assignment

The supervisor will contact the faculty member prior to making the final assignment or making any changes to that assignment.

The assigning authority must forward the assignments to the dean of the college or equivalent (the same administrator responsible for review of the annual evaluations) for review and approval. The reviewer ensures the assignments of responsibilities are submitted in a timely manner and contain a level of detail appropriate for forming the basis for the annual evaluation. When the dean of the college (or equivalent) is the assignor, the assignment of responsibilities must be forwarded to the Vice President for Faculty Development and Advancement for review and approval. 

The faculty member will be granted, upon request, a conference with the person responsible for making the assignment to express concerns regarding the assignment in relation to the faculty member’s qualifications and experiences, including professional growth and development and preferences; the character or demands of the assignment; the needs of the program or unit; and the opportunity to fulfill applicable criteria for tenure, promotion, and merit salary increases. If the conference with the person responsible for making the assignment does not resolve the faculty member’s concerns, the faculty member will have, upon written request, the opportunity to discuss those concerns with an administrator at the next higher level. If concerns that the assignment was imposed arbitrarily or unreasonably are not resolved, the faculty member may proceed to address the matter if in-unit through the assignment dispute resolution procedure found in Appendix H of the BOT-UFF Collective Bargaining Agreement or if out-of-unit through the Faculty Senate Grievance Procedure. Other claims of alleged violations of the Agreement with respect to faculty member assignments are subject to the provisions of Article 20, Grievance Procedure and Arbitration. 

Supplemental Summer Assignments

In addition to the academic year assignment given to nine-month contract faculty members, a supplemental summer assignment may be given. The supervisor who has the responsibility for making annual assignments of responsibilities for faculty also has the responsibility for making supplemental summer assignments. Supplemental appointments will be offered in accordance with departmental/unit written criteria and rotation policy in a fair and equitable manner.

Available supplemental appointments shall be offered equitably and as appropriate to qualified employees, not later than five weeks prior to the beginning of the appointment, if practicable, in accordance with written criteria. The University criteria and the department/unit criteria and rotation policy shall be posted in each department/unit.

The following University criteria should be considered in selecting faculty to be offered supplemental summer appointments:

  • Available supplemental offerings funded from the University’s supplemental summer allocation to colleges are intended specifically to reflect and fulfill the academic needs of students. Supplemental funds are provided primarily to support the teaching programs of the departments and are not generally available for other activities.
  • In making such appointments, the assigning authority should consider, but not be limited to, the following factors: the academic needs of students and/or the students’ demands for programs; the budgeted resources available to the department; the programmatic needs of the department; and the qualifications of the faculty members available to teach the courses deemed necessary to be offered during the summer.
  • As soon as practical, the assigning authority will notify each faculty member regarding the department’s plans for the supplemental summer program. Each faculty member will be requested to indicate in writing if he or she is interested in receiving a supplemental appointment and, if appropriate, state course assignment preferences for the supplemental appointment. The faculty members’ responses will be considered by the assigning authority when making the assignments.
  • Supplemental summer assignments shall be offered to qualified faculty members before anyone who is not a faculty member, provided that the interested faculty member specifies whether they want to teach during the summer within two weeks of the assigning authority’s request for faculty teaching preferences.
  • A faculty member who obtains his or her own summer employment (e.g., a research grant or other award) shall not be omitted from the consideration for subsequent supplemental appointments because of such employment.
  • No final commitment for an appointment to be funded from the University’s supplemental summer allocation shall be made until the department’s final allocation is confirmed, typically in April.

Annual Evaluation

Policy

The basic purpose of the evaluation is to acknowledge performance; to communicate performance effectiveness; to aid in improving performance in assigned duties; and if necessary, to develop a performance plan to assist in correcting deficiencies for the employee not meeting performance expectations. The evaluation process assesses the quality of performance in the functions of teaching, research or creative activity, service, and any other duties that may be assigned. These functions result in the enhancement of learning, cultural advancement, and the production of new knowledge. This faculty member’s history of annual evaluations will be considered in recommendations and final decisions on tenure, promotions, salary increases, and reappointment or non-reappointment. Therefore, it is critical that all faculty members receive constructive and specific feedback that results in continuous improvement.

Faculty members, other than those on a personal leave of absence or those not to be reappointed who have received notice of non-reappointment or are not entitled to receive notice of non-reappointment, must be evaluated annually during the Spring semester (with the exception of Sustained Performance Evaluations which may be performed in the fall term). Faculty members on leave for professional purposes, such as sabbatical, professional development, or a research leave, compensated or uncompensated leave, are evaluated based on a report of the accomplishments made during the leave. Departmental evaluation guidelines should ensure that members on approved leave are not penalized in the evaluation process.

A faculty member holding joint appointments will be evaluated in each department with copies of both evaluations, marked concurrent, in the faculty member’s one evaluation file. Each department chair (or equivalent) will evaluate the faculty member only with respect to the duties within that unit. Such concurrent summaries will be forwarded to the dean of the college in which the faculty member holds a faculty position. This procedure ensures that each person holding a faculty position is evaluated annually and that all factors are considered in such an evaluation.

Faculty members must be notified at least two weeks in advance of the date, time, and place of any direct classroom observation or visitation made in connection with the annual evaluation. A report of the observation must be submitted to the faculty member with 10 working days of the observation date whenever the observation is used in the evaluation process.

The criteria and procedures discussed below pertain to the annual evaluation of faculty members. In cases of misconduct or incompetence of a faculty member, different proceedings should be undertaken pursuant to FSU/UFF Collective Bargaining Agreement Article 16 and University policy (See Faculty Human Resources Section 4 in the Faculty Handbook). 

Criteria

Each department/unit must have (on file and posted on the website) specific written criteria and procedures by which to evaluate faculty members consistent with the University criteria and the FSU/UFF Collective Bargaining Agreement. The annual evaluation is based upon the assigned duties (see preceding section on Assignment of Responsibilities) and will consider the nature of the assignments and quality of the performance in terms, where applicable, of:

  • teaching effectiveness, including effectiveness in presenting knowledge, information, and ideas by means or methods such as lecture, discussion, assignment and recitation, demonstration, laboratory exercise, practical experience, and direct consultation with students. The evaluation shall include consideration of effectiveness in imparting knowledge and skills, effectiveness in stimulating students’ critical thinking and/or creative abilities, the development or revision of curriculum and course structure, and adherence to accepted standards of professional behavior in meeting responsibilities to students. Other considerations include the number of students taught, format, preparation time, whether the course is required or elective, availability of assistance and other University instructional duties, such as advising, counseling, supervision of interns, as well as relevant material submitted by the faculty member such as class notes, syllabi, student exams and assignments, and peer evaluations of teaching. The approved written objectives for each course should be considered in evaluating teaching.
  • contribution to the discovery of new knowledge, development of new educational techniques, and other forms of creative activity. Evidence of research and other creative activity should include, but not be limited to:
  • published books; chapters in books;
  • articles in refereed and un-refereed professional journals;
  • musical compositions, exhibits of paintings and sculpture;
  • works of performing art;
  • papers presented at meetings of professional societies; reviews; and
  • research and creative activity that has not yet resulted in publication, display, or performance.
  • The evaluation should include consideration of the faculty member’s productivity, including the quality and quantity of the faculty member’s research and other creative programs and contributions during the period under evaluation; and recognition by the academic or professional community.
  • service that is related to and furthers the mission of the University, including service on departmental, college, and university committees, councils, and senates; service in appropriate professional organizations; participation in professional meetings, symposia, conferences, workshops; service on local, state, and national governmental boards, agencies and commissions; and service to public schools. Evaluation of service should include its contribution to:
  • the orderly and effective functioning of the faculty member’s academic unit (program, department, college) and/or the total University;
  • the University community;
  • the local, state, regional and national communities, and scholarly and professional associations;
  • other assigned university duties, such as academic administration;
  • other responsibilities that may be appropriate to the assignment. 

Evaluations for department chairs should consider responsibilities of the chair such as departmental planning and goal setting, assignment of work responsibilities and resources, fiscal responsibilities, recruitment and hiring, mentoring, evaluation of faculty, handling of personnel issues involving faculty and staff, academic program responsibilities, implementation of University policy, and communication both within the department and with administrators regarding the department.

Sources of Evaluation

Evaluation of a faculty member’s performance may include data from the following sources where appropriate:

Chair’s/Supervisor’s Evaluation: The chair of the department or the administrator of a comparable academic unit shall review and evaluate the teaching, research or creative activities, service, and other university duties of each member of that department during each academic year.

Peer Faculty Evaluation: Each unit shall develop procedures for peer evaluation of faculty members’ teaching, research or creative activities, service, and other university duties when appropriate.

Student Evaluation: Students shall evaluate teaching and, when appropriate, other university duties performed by the faculty member. The teaching effectiveness of each faculty member may be evaluated in writing by students currently or previously enrolled in his/her classes.

Self-Evaluation: Each faculty member may provide an evaluation of each area of his/her own performance and submit the evaluation along with any appropriate substantiating evidence to the chair of the department or other administrative unit.

Other University Officials: A faculty member may be evaluated for duties performed under the supervision of deans, directors, and academic vice presidents, or any other university official who may supervise the faculty member’s activities.

Individuals to whom the faculty member may be responsible in the course of a service assignment – such as public school officials when a faculty member has a service assignment to the public schools. 

Procedures

The department chair (or equivalent) will request each member of the faculty to submit annually a report of Evidence of Performance (EOP) in teaching, research or creative activities, and service (and other University duties where appropriate), together with any interpretive comments or supporting data which the faculty member deems appropriate in evaluating his or her performance. Department chairs (or equivalent) will be evaluated by their respective deans.

The annual evaluation will be in writing and made on the required Annual Faculty Evaluation Summary form, which is available at http://fda.fsu.edu/Faculty-Development. The faculty member will be offered the opportunity to discuss the evaluation with the evaluator prior to it being placed in the faculty member’s evaluation file, a copy of which will also be made available to the faculty member. For faculty members not yet tenured or promoted to the highest position available in their class, an annual letter of evaluation must be attached to the Annual Faculty Evaluation Summary form that provides specific feedback to the faculty member regarding his or her progress toward promotion and/or tenure (applies to both tenure-track and non-tenure-track faculty members). These appraisals are part of the annual evaluation and must be included in the promotion and/or tenure binders beginning Fall 2006. Examples of progress toward promotion and tenure letters are available at http://fda.fsu.edu/Faculty-Development.

A special report may be required in cases where the dean disagrees with the department chair (or equivalent) as outlined below. In the event of the termination of a faculty member, whether it be voluntary or involuntary, at a date other than May, a special report should be prepared. A special report may also be required when directed by the President, Provost and Executive Vice President for Academic Affairs, or the Vice President for Faculty Development and Advancement. When a Special Faculty Evaluation Summary is prepared, the original Annual Faculty Evaluation Summary must be attached to the special summary.

The evaluation will be signed by the evaluator, the faculty member being evaluated, who may attach a statement to the evaluation, and the academic dean or director, and is placed in the faculty member’s one evaluation file. When the dean of the college (or equivalent) is the evaluator, the annual evaluation must be forwarded to the Vice President for Faculty Development and Advancement for review and signature. The required signature of the faculty member being evaluated certifies that the required discussion of the rating has taken place; it does not imply that the faculty member being evaluated agrees with the rating. If a faculty member does not agree with the evaluation content, he or she may utilize the process for appealing an Evaluation Summary (see Provision for Appeal below). A copy of the evaluation should be made available to the faculty member being evaluated.

In the case of an evaluation rating of “Does Not Meet FSU’s High Expectations,”  the evaluator will fully document the less-than-satisfactory performance prior to discussion with the faculty member. After discussion is completed and attachments made, if any, the faculty member will indicate that the evaluation has been reviewed by signing the Summary and indicating the number of pages attached to the evaluation.

Non-tenured faculty members whose overall performance is rated “Does Not Meet FSU’s High Expectations” in any given year may be placed on a Performance Improvement Plan (PIP).  A tenured faculty member whose overall performance is rated “Does Not Meet FSU’s High Expectations” in three (3) or more of the previous six (6) evaluations may be placed on a PIP.  A PIP shall be developed in one or more areas of assigned duties.  The PIP shall be developed by the faculty member’s supervisor in concert with the faculty member, and shall be written.  It shall include specific performance goals and timetables to assist the faculty member in achieving at least a “Meets FSU’s High Expectations” rating.  Specific resources identified in an approved PIP, shall be provided by the department/unit.  Examples of recommendations/resources include, but are not limited to: audit a course; participate in a webinar or webcast; work with or observe the work of an outstanding professor; etc.  If the faculty member and the supervisor are unable to agree on the elements of the PIP, the dean will make the final determination on the elements of the PIP.  

When the overall performance is “Does Not Meet FSU’s High Expectations,” a copy of the Annual Faculty Evaluation Summary form must be forwarded with the PIP to the Provost and Executive Vice President for Academic Affairs and the President through the Vice President for Faculty Development and Advancement. The PIP shall be approved by the President or representative and attached to the Annual Evaluation Summary Form.  The supervisor will meet periodically with the faculty member to review progress toward meeting the performance goals.  It is the responsibility of the faculty member to successfully complete the PIP.

Upon completing the discussion with the faculty member, the evaluator will forward the Annual Faculty Evaluation Summary to the reviewer. If the reviewer agrees with it, he or she will so indicate by affixing his or her signature. In the event he or she disagrees, the reviewer may discuss the area of disagreement with the preparer of the summary, at which time two courses of action are available:

  • The reviewer may submit his or her own Evaluation Summary, or
  • The evaluator may revise the original summary. Evaluators (department chairs or equivalent) are encouraged to discuss the Annual Faculty Evaluation Summary with their respective reviewer (deans or equivalent) prior to discussing it with the faculty member being evaluated.

On the Annual Faculty Evaluation Summary form, the provision under TEACHING for certification of Spoken English Competency (see section on Spoken English Competency below) should be utilized only:

  • to certify competency following completion of options for remediation specified with a related “Does Not Meet FSU’s High Expectations,” either in the prior year’s annual evaluation or with an original appointment, or
  • to call into question a previous certification of competency.

If “Official Concern” is noted in Spoken English Competency, options for remediation are to be communicated in writing with a copy attached to the Annual Faculty Evaluation Summary form. A copy of the Evaluation form with attachment should be sent through the dean to the Vice President for Faculty Development and Advancement.

Provision for Appeal

When a faculty member is dissatisfied with the Faculty Evaluation Summary,  including the determination of failure to successfully complete a PIP, the appeal process allows the faculty member to register his or her disagreement in writing. In addition, review may be sought through normal administrative channels beginning at the departmental level.

If the faculty member is not satisfied with the Summary prepared by the evaluator (department chair or equivalent), he or she may request a review, in writing, to the reviewer (dean or equivalent) within 30 days after being informed of the evaluation. The dean, like the department chair (or equivalent), should have complete freedom of action in seeking to settle or resolve differences concerning evaluation summaries. Within 15 days of receipt of the written request for review, the reviewer must meet with the faculty member to discuss the request, then reach a decision within 15 days of receipt of the written request and report it to the faculty member.

If the faculty member is not satisfied with the reviewer’s decision, he or she may request in writing a review from the Vice President for Faculty Development and Advancement within 15 days after the reviewer’s decision. The Vice President for Faculty Development and Advancement must within 15 days of receipt of the written request meet with the faculty member to discuss the request. The Vice President for Faculty Development and Advancement will reach a decision within 15 days of the written request and report it to the faculty member.

An appeal of the decision of the Vice President for Faculty Development and Advancement may be made to the Provost and Executive Vice President for Academic Affairs. Such a request for review shall be made in writing within 15 days after the Vice President for Faculty Development and Advancement’ decision. The Provost and Executive Vice President for Academic Affairs will reach a decision within 15  days of the receipt of the written request and report it to the faculty member. 

Third-Year Review

The Third-Year Review is an important annual evaluation conducted in the faculty member’s third year of tenure-earning service and includes any tenure-earning service credit given at the time of hire from prior tenure-earning service at another institution. It is not a separate process from the Annual Evaluation Process, but is a more thorough review and detailed annual evaluation in the third year for the purpose of determining the probability of a tenure-earning faculty member meeting the University tenure criteria by the end of the seventh year of tenure-earning service.

If it is determined that a faculty member is not making the necessary progress toward successfully meeting the University’s promotion and tenure criteria, the dean should consider giving the faculty member a notice of non-renewal (see below). 

Second-Year and Fourth-Year Reviews

The Collective Bargaining Agreement approved December 2012 on promotion and tenure changes in the faculty evaluation to 2nd and 4th year reviews for tenure-track faculty members.

The 2nd and 4th Year Reviews are important reviews conducted by the unit’s Promotion and Tenure Committee, in the faculty member’s second and fourth year of tenure-earning service (include tenure-earning service credit given at the time of hire from prior tenure-earning service at another institution). As a complementary procedure to the annual evaluation process, they are intended to help determine whether a faculty member is making the appropriate progress towards meeting the Department/College and University tenure criteria and the probability of attaining tenure by the seventh year of tenure-earning service.  If it is determined that a faculty member is not making the necessary progress toward successfully meeting the promotion and tenure criteria, the dean should consider whether issuing a notice of non-renewal is appropriate.  Please refer to the example notice of non-renewal on Blackboard, https://campus.fsu.edu, under Administrative Tools for Deans.

  • 2nd and 4th year reviews are to be conducted this spring (2013).
  • Thus 2nd year reviews, which are likely to be mostly formative and advisory, should be done for all tenure-track faculty members in their second year.
  • Anyone with 3 or more years at the University may choose to opt out of the new process, so 4th year review is not required this spring for those who opt out (and for those who successfully completed the 3rd year review last year, that may be a reasonable choice, but the intent of the Collective Bargaining Agreement is for faculty to have as much feedback as possible in the overall process.).
  • 3rd year faculty who were anticipating completion of 3rd year reviews this spring may choose to skip this review and instead complete the 4th year review next year. It is recommended that 3rd year faculty complete the review as planned this year, and also plan to do a second review (4th year) next year.  
  • The required narrative from the Promotion and Tenure committee that summarizes the review (2nd, 3rd, or 4th, as the case may be) should come from the committee to the Chair or Dean. A suggested format, which may be modified or expanded, for such use is:

Summary of Meeting

The P&T committee reviewed the candidate ________ for promotion (and/or tenure).  A majority of the committee expressed that the candidate’s binder provided evidence that the candidate (did not meet/met/exceeded/far exceeded) the norm for his or her discipline in the area of research (similar sentences can be used for teaching and service).  Comments were made regarding the candidate’s strength/weakness in the area of ___, as evidenced by ____.    

Non-Renewal (Non-Reappointment)

A faculty member who is entitled to notice of non-reappointment must be given appropriate written notice prior to the expiration of the appointment. In addition, the expiration date of the current employment contract must be honored in all notices of non-renewal. For example, if the employment contract expiration date occurs after the minimum notice required, the effective date of the non-renewal must reflect the end date of the employment contract.

Only those administrators who are authorized to extend offers of employment may give notices of non-renewal. A copy of the non-renewal notice must be forwarded to the Office of Faculty Development and Advancement. (It is encouraged that a draft be reviewed by the Vice President for Faculty Development and Advancement prior to implementation.) (See Administrative Tools for Deans on Blackboard via https://campus.fsu.edu.)

The minimum amount of notice required for faculty (excluding tenured faculty), who are entitled to notice, is indicated below. 

E&G Funded Faculty Who Are Not Appointed to a Visiting or Adjunct Appointment:

  • minimum of one semester’s notice if faculty member is in his or her first two years of continuous university service (or its equivalent of 19.5 weeks for 12-month faculty) and is not appointed on a multi-year appointment
  • minimum of one year’s notice if faculty member has two or more years of continuous university service and is not appointed on a multi-year appointment
  • minimum of one year’s notice if a faculty member is appointed on a multi-year agreement and classified as a Teaching Faculty II, Research Faculty II, Instructional Specialist II,  Associate in Research, Associate Curator or Associate University Librarian  
  • minimum of two year’s notice if a faculty member is appointed on a multi-year agreement and is classified as a Teaching Faculty III, Research Faculty III, Instructional Specialist III, Senior Research Associate, Curator or University Librarian 

The provision of notice under the above two sections does not provide nine-month faculty rights to a summer appointment beyond those provided in the Criteria for Assigning Supplemental Summer Appointments (see section on Assignment of Responsibilities above). 

“Soft Money” (C&G) Funded Faculty:

  • minimum of 30 days’ notice if a faculty member is on “soft money,” e.g., contracts and grants, sponsored research funds, and grants and donations trust funds, is classified as a Teaching Faculty I, Research Faculty I, Instructional Specialist I , Assistant in Research, Assistant Curator, Assistant University Librarian or any other “grandfathered” NTTF classification (Assistant in ___, Associate in ___,  etc.), is in his or her first five years of continuous university service and is not appointed on a multi-year agreement (this notice may be an absolute non-renewal notice not contingent upon continued grant funding or may be contingent upon funds being available in the contract or grant)
  • minimum of 90 days’ notice if a faculty member is on “soft money,” e.g., contracts and grants, sponsored research funds, and grants and donations trust funds, is classified as a Teaching Faculty I, Research Faculty I, Instructional Specialist I , Assistant in Research, Assistant Curator, Assistant University Librarian or any other “grandfathered” NTTF classification (Assistant in ___, Associate in ___,  etc.), has five or more years of continuous university service and is not appointed on a multi-year agreement (this notice may be an absolute non-renewal notice not contingent upon continued grant funding or may be contingent upon funds being available in the contract or grant)
  • minimum of two year’s notice if a faculty member is on “soft money,” e.g., contracts and grants, sponsored research funds, and grants and donations trust funds,  is classified as a Teaching Faculty III, Research Faculty III, Instructional Specialist III, Senior Research Associate, Curator or University Librarian and is appointed on a multi-year agreement, provided that funds are available in the contract or grant  (contract may be curtailed if funding ceases in the contract or grant from which the faculty member is funded)
  • minimum of one year’s notice if a faculty member is on “soft money,” e.g., contracts and grants, sponsored research funds, and grants and donations trust funds, is classified as a Teaching Faculty II, Research Faculty II, Instructional Specialist II, Associate in Research, Associate Curator or Associate University Librarian and is appointed on a multi-year agreement  and is appointed on a multi-year agreement  (contract may be curtailed if funding ceases in the contract or grant from which the faculty member is funded)
  • minimum of one year’s notice if a faculty member is on “soft money” e.g., contracts and grants, sponsored research funds, and grants and donations trust funds, and had five or more years of continuous university service as of June 30, 1991

Faculty Not Entitled to Notice:

  • Faculty members who are appointed for less than one academic year (adjuncts)
  • Faculty members who are appointed to a visiting appointment
  • Faculty members who are employed in an auxiliary entity

Faculty not entitled to notice of non-reappointment should not be given notice of non-reappointment because it is already contained in the employment contract, which includes the statement, “Your employment under this contract will cease on the date indicated. No further notice of cessation of employment is required.” These faculty members may be reminded verbally of what their contract says, but should not be given additional written notice. If the appointment is soft money or auxiliary funded, that fact should be noted under special conditions on the employment contracts. 

Sustained Performance Evaluation

(http://fda.fsu.edu/Faculty-Development)

Every regular tenured faculty member who has been in rank for at least seven years since being promoted or since achieving tenure shall be reviewed once every seven years following the award of tenure or their most recent promotion, whichever is most recent.  The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties and to encourage continued professional growth and development.

Untenured faculty members, adjunct instructors, research associates, and specialized faculty  are not eligible for evaluation in this process. 

Procedures:

1. Each department (or college, where there are no departments) shall elect an evaluation committee (which may be an existing committee) that will, in concert with the Department Chair or Dean (where there are no departments), review the annual evaluations of any regular tenured faculty member of the department who has been in rank as an associate or full professor for seven or more years after the last promotion or after receiving tenure. The annual evaluations shall include all material included in the evaluation file for the faculty member.

2. The departmental committee will recommend to the Dean one of the following for each person considered under the SPE. The person evaluated shall be given the opportunity to append a concise response to the evaluation before it is sent to the next level.

         a)     Any person whose annual evaluations have been satisfactory and without a rating of “Does Not Meet FSU’s High Expectations” or notices of “official concern” for that period (previous six years) shall be judged satisfactory in the SPE and shall not be  subject to a performance improvement plan. (Note that “official concern” is a satisfactory evaluation with a warning that performance must improve in specific ways before the next evaluation in order to avoid an “Does Not Meet FSU’s High Expectations”” rating, thus those with notices of “official concern” will be judged satisfactory in the SPE but may be required to develop a performance improvement plan as explained below.)

         b)     As of January 2014, a faculty member who received "Meets FSU's High Expectations" or better as an overall result on her or his Annual Evaluation Summary Form during the previous six years shall not be rated below "Meets FSU's High Expectations" in the sustained performance evaluation, nor subject to a PIP.  Faculty whose performance falls below "Meets FSU's High Expectations" in more than two of the previous six evaluations shall develop a performance improvement plan.

         c)     A person who is dissatisfied with the results of the SPE may file an appeal under the Annual Evaluation Appeal procedures in Section 5 of the Faculty Handbook.

3. The President of the University (or a designated representative) shall consider each recommended performance improvement plan. The President or representative shall give final approval for each performance improvement plan. Specific resources identified in an approved performance improvement plan shall be provided by the University.

4. After the performance improvement plan has been approved, the faculty member's supervisor shall meet periodically with him or her to review progress toward meeting the performance targets. It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan. Progress shall be reviewed by the evaluation committee and reported to the dean on an annual basis until such time as the faculty member has achieved the performance targets. If the faculty member does not meet the performance targets in the specified time period, the supervisor shall initiate appropriate action.

5. In the Spring Semester, 1997-1998, all eligible faculty were reviewed.

6. As of December 2012, a successful SPE of a tenured professor adds 3% to the faculty member's base pay beginning with the new academic year contract.  An electronic personnel action form (ePAF) must be completed and sent to Human Resources for this increase.  As of August 2013, all eligible faculty were reviewed. 

Evaluation File

When the Annual Faculty Evaluation Summary has been reviewed by the appropriate reviewer, it will be filed in the faculty member’s official evaluation file together with any attachments and the SPE when completed. The contents of the faculty evaluation file are confidential and are not to be disclosed except to the applicable faculty member, those whose duties require access, or upon order of a court of competent jurisdiction.

There should be one evaluation file containing all documents used in the evaluation process including the binder prepared for the purposes of tenure or promotion decisions. When evaluations and other personnel decisions are made, the only documents that may be used are those contained in the evaluation file. The custodian of the file is to give the faculty member a copy of any documents that are placed in the evaluation file. The faculty member should be notified of the identity of the custodian as well as the location of the evaluation file

Any notice of proposed disciplinary action should be sealed to prevent it from being integrated into the evaluation process or the evaluation file as well as any materials removed from the evaluation file pursuant to the resolution of a grievance. 

Spoken English Competency

Each year the President must certify that all teaching faculty and teaching assistants are competent in spoken English. The competency in the Spoken English Language of new teaching faculty, including adjuncts, is certified by the respective departments at the time of hire (currently “50” or above on the Test of Spoken English).

In the event a supervisor finds a teaching faculty member to be potentially deficient in English oral language skills, either at the time of hire or as part of the annual evaluation process, the faculty member must take the “Test of Spoken English” of the Educational Testing Service or a similar test approved by the state board. Faculty members who score less than “50” but at least “45” may continue to be involved in classroom instruction up to one semester while enrolled in appropriate English language instruction. Faculty members who score below “45” must be assigned appropriate non-classroom duties until such time determined to be no longer deficient in oral English language skills.

Help in determining the competence of international teaching assistants and faculty is available through the Center for Intensive English Studies (CIES). (In the FSU General Bulletin, Spoken English courses are listed in the Department of Middle and Secondary Education under the EAP prefix.) CIES offers evaluative services which can assist deans and chairs in making decisions about an individual’s level of oral proficiency. Among these services is the SPEAK, a test replicating the Test of Spoken English (TSE), but administered and scored at Florida State. The SPEAK is administered several times in the week(s) prior to the beginning of each semester, and the scores are available within three to four days of the date the test is administered. Departments are urged to take advantage of this opportunity to receive an initial estimate of a teaching assistant’s speaking ability. In addition, the SPEAK is routinely administered as an end-of-term evaluation for students enrolled in EAP courses. TAs not enrolled in EAP courses may also take the test at that time. Course offerings, as well as test dates for SPEAK tests, are published in fliers distributed periodically to departments, as well as via email to TA coordinators. This information is also available on the CIES Web site (www.cies.fsu.edu). 

Promotion and/or Tenure

In recognition of past achievements and potential for continued growth and scholarly contributions in the future, the opportunity for consideration for promotion and/or tenure is available for most faculty positions. Faculty may be grouped into two categories: ranked (Instructor, Assistant Professor, Associate Professor, and Professor), sometimes referred to as the General Faculty, and non-ranked (all faculty position titles other than Instructor, Assistant Professor, Associate Professor, and Professor). Assistant Professors, Associate Professors, and Professors, who are tenure-earning or tenured, are considered through the promotion and/or tenure process for tenure-track faculty. Faculty members holding regular or research appointments in positions of “assistant in,” “associate in,” “research associate,” and the various levels of the scholar/scientist/engineer, librarian, and curator are considered through the promotion process for non-tenure track faculty. Since the policies and processes for promotion of the tenure track and non-tenure-track faculty differ, each process is discussed separately in the following sections.

Promotion and/or Tenure of Tenure-Track Faculty

See annual memorandum on the Promotion and Tenure Process from the Vice President for Faculty Development and Advancement (http://fda.fsu.edu/Faculty-Development/Promotion-and-Tenure

Definition

The 1940 Statement of Principles on Academic Freedom and Tenure of the American Association of University Professors (AAUP) states that “tenure is a means to certain ends: specifically: (1) freedom of teaching and research and of extramural activities, and (2) a sufficient degree of economic security to make the profession attractive to men and women of ability. Freedom and economic security, hence, tenure, are indispensable to the success of an institution in fulfilling its obligations to its students and to society. After the expiration of a probationary period, teachers or investigators should have permanent or continuous tenure, and their service should be terminated only for adequate cause, except in the case of retirement for age, or under extraordinary circumstances because of financial exigencies.”

A faculty member who has been granted tenure by the President of the University will have the status of a permanent member of the faculty and remain in the employment of the University, with guaranteed annual reappointment for the academic year, until the faculty member voluntarily resigns, voluntarily retires, is terminated for just cause, or is laid off as a result of adverse financial circumstances, reallocation of resources, reorganization of degree or curriculum offerings or requirements, reorganization of academic or administrative structures, programs, or functions, or curtailment or abolition of one or more programs or functions. 

Disclaimer

Tenure may only be attained if granted by the President of the University. University policy disclaims any possibility of “de facto” tenure. Thus, any informal agreement, either oral or written, has no authority to make a commitment for the attainment of tenure. Likewise, failure to give timely notice of non-renewal will not result in the attainment of tenure, but rather the right of another year of employment at the University. 

Policy

All tenured and tenure-earning faculty members below the rank of tenured full professor are considered for promotion or tenure, or both, if applicable, by the department in which their rank is held. Faculty members do not apply for promotion or tenure. Promotion and tenure considerations are facilitated through elected promotion and tenure committees who provide advice as to whether the record of each candidate for promotion and/or tenure meets the appropriate University and department/college criteria.

The promotion and tenure committee system provides one of the most important ways in which faculty participate in the governance of the University. This process strongly affects the quality of teaching, research, and service at Florida State University. Members of these elected committees serve in a fact-finding capacity by independently reviewing each of the promotion and/or tenure binders submitted to them. Committee members at each level will hold closed meetings during which they may ask questions for clarification about the record of a candidate as presented in the candidates’ file but may not discuss matters not contained in the file. The University procedures provide that there will be no advocacy or disadvocacy of any candidate and that only the record as presented in the file will be considered.

The committee members at all levels advise the President as to whether each candidate meets the criteria for promotion and/or tenure. Therefore, these elected members should be among the most experienced and qualified faculty members on campus and must be committed to reading and evaluating the files of all candidates being considered. See Section B.1. of FSU Constitution (FAC 6C2-1.004) and annual memorandum on the Promotion and Tenure Process for additional information regarding promotion and tenure committees and the composition of these committees.

Tenure-earning faculty may be elected to departmental committees (as well as to committees in colleges without departments) as long as the majority of the members are tenured. Only tenured faculty may be elected to college committees with departments. The University Promotion and Tenure Committee is comprised only of elected tenured faculty, with at least one representative from each college (the Vice President for Faculty Development and Advancement serves as ex officio member and chair). Deans are not eligible for election to the University Committee, but his/her eligibility to function in some relation to the college promotion and tenure committee is subject to the governing bylaws of the college.

All binders are forwarded with the secret ballot votes of each individual committee member at each level to the next level committee and ultimately to the President for final decision unless the candidate withdraws his or her binder from consideration within five (5) working days of being informed of the results of the secret ballot vote at a given level.

The Departmental Promotion and Tenure Committee Summary of Discussion (optional) for College without Departments) requires a narrative explanation provided by each committee in the promotion process summarizing the meeting.

Example:

Summary of Meeting

The P&T committee reviewed the candidate ________ for promotion (and/or tenure). A majority of the committee expressed that the candidate’s binder provided evidence that the candidate (did not meet/met/exceeded/far exceeded) the norm for his or her discipline in the area of research (similar sentences can be used for teaching and service). Comments were made regarding the candidate’s strength/weakness in the area of ___, as evidenced by ____. 

The Area Promotion and Tenure Committee Summary of Discussion (optional for Colleges with area committees) requires a narrative explanation provided by each committee in the promotion process summarizing the meeting.

Example:

Summary of Meeting

The P&T committee reviewed the candidate ________ for promotion (and/or tenure). A majority of the committee expressed that the candidate’s binder provided evidence that the candidate (did not meet/met/exceeded/far exceeded) the norm for his or her discipline in the area of research (similar sentences can be used for teaching and service). Comments were made regarding the candidate’s strength/weakness in the area of ___, as evidenced by ____. 

The College Promotion and Tenure Committee Summary of Discussion requires a narrative explanation provided by each committee in the promotion process summarizing the meeting. 

Example:

Summary of Meeting

The P&T committee reviewed the candidate ________ for promotion (and/or tenure). A majority of the committee expressed that the candidate’s binder provided evidence that the candidate (did not meet/met/exceeded/far exceeded) the norm for his or her discipline in the area of research (similar sentences can be used for teaching and service). Comments were made regarding the candidate’s strength/weakness in the area of ___, as evidenced by ____. 

An Assistant Professor is tenure-earning, but may not be awarded tenure until he or she is promoted to Associate Professor. Instructors do not accrue tenure-earning service and thus, are not eligible for tenure. However, time in an instructor position counts toward the seven years that a nonpermanent member of the faculty may remain in the service of the University, i.e. the Seven-Year Rule (see below). This Seven-Year Rule also applies to any visiting appointments at the Instructor, Assistant Professor, Associate Professor, or Professor levels. Whereas the time in an Instructor position may not count toward tenure, time in visiting appointments in the Assistant Professor, Associate Professor, and Professor levels may be agreed upon in writing to count toward tenure retroactively, at the time a faculty member having a visiting appointment is put in a regular tenure-earning position. Whether or not an agreement is made to count this visiting time as tenure-earning, the visiting time will count toward the seven-year maximum allowed in a nonpermanent ranked faculty position. 

Seven-Year Rule

The FSU Constitution provides that no person “may remain in the service of the University as a nonpermanent member of the faculty of any college or other academic unit in any rank or combination of ranks for a total of more than seven years” (Seven-Year Rule). This includes the Instructor, Assistant Professor, Associate Professor, and Professor ranks and visiting appointments in those ranks, and the rule applies to all service time, whether tenure-earning or not.

All or part of the time in visiting appointments at the rank of Assistant Professor or above may be accepted as tenure-earning if mutually agreed upon in writing by the academic dean and the faculty member at the time of subsequent appointment to a tenure-earning position. If a faculty member has held such visiting appointments for more than one year and transferred in no tenure-earning time from another institution, it will be necessary to accept some of the visiting time as tenure-earning in order that the person can be eligible for tenure consideration before the seven-year maximum is reached.

For example, if a faculty member held a visiting appointment for 3 years prior to being appointed in a regular tenure-earning position, an agreement to count at least 2 years toward tenure must take place so the faculty member has an opportunity to be considered for tenure prior to the 7th year of service. With 2 years of visiting time counting toward tenure, the faculty member would be considered during her or his 4th year of service in the regular tenure-earning position. This would be her or his 6th year of tenure-earning service (2 years visiting + 4 years regular), but 7th year of service as applicable to the Seven-Year Rule, and therefore, it would be her or his only opportunity to be considered for tenure. 

University Criteria for Promotion and Tenure

When first employed, each faculty member must be apprised of what is expected of him or her, generally, in terms of teaching, research and other creative activities and service, and specifically if there are specific requirements and/or other duties involved. If and when these expectations change during the period of service of a faculty member, that faculty member must be apprised of the change. 

University Promotion Criteria
  • Promotion to the rank of associate professor shall be based on recognition of demonstrated effectiveness in teaching, service, definite scholarly or creative accomplishments, and recognized standing in the discipline and profession, as attested to by three letters from outstanding scholars outside the University.
  • Promotion to the rank of professor shall be based on recognition of superior teaching, service, scholarly or creative accomplishments of high quality and recognized standing in the discipline and profession, as attested to by three letters from outstanding scholars outside the University.
  • Although the period of time in a given rank is normally 5 years, demonstrated merit, not years of service, shall be the guiding factor. Promotion is not automatic, nor is it regarded as guaranteed upon completion of a given term of service. Early promotion is possible where there is sufficient justification. Typically, an assistant professor is considered simultaneously for promotion and tenure during the 6th year of service. 

University Tenure Criteria
  • The criteria for awarding tenure are the same as those for promotion to the rank to which the candidate is being considered for promotion (or the rank held by the candidate if the candidate is not being considered for promotion). Tenure, however, is guaranteed neither by promotion nor by previous attainment of the rank of associate or full professor.

Among the three areas of teaching, scholarly or creative activity, and service, evidence on scholarly or creative activities is more difficult to judge. Over the years the promotion and tenure committees have normally looked for evidence related to national (or international) standing. For promotion to Associate Professor, the expectation has been that the candidate clearly is becoming recognized nationally as a scholar or creative artist in a field; for Professor, it has been that the candidate now has becomeso recognized. Of course, the evidence for this standing is different in different fields. The FSU Constitution seeks to accommodate the variety of disciplinary practice throughout the range of academic fields among the faculty by requiring that the University Promotion and Tenure Committee have at least one representative from each independent college. 

Eligibility

Faculty are normally considered for tenure during the 6th year of service in a tenure-earning position, including any prior service credit granted at the time of initial employment or any visiting time agreed to count as tenure-earning. A faculty member may be considered for early tenure during the 5th year of tenure-earning service provided he or she has submitted a written request and obtained his or her dean’s approval for consideration, which will be sent to the Office of Faculty Development and Advancement to be placed in the faculty’s personnel file. This approval will be included in the Dean’s letter in the Promotion and Tenure Binder.

Normal time-in-rank to be considered for promotion is during the 5th year of service in that rank. However, consideration for early promotion is possible any time prior to the 5th year when sufficiently justified by demonstrated merit. Typically an assistant professor is considered simultaneously for promotion and tenure during the 6th year of service.

A faculty member eligible to be considered for promotion and/or tenure may withdraw from consideration within five working days of being informed of the results of the secret ballot vote at any level. 

Credit of Tenure-Earning Service at Time of Hire

(See Administrative Tools for Deans on Blackboard via https://campus.fsu.edu.)

Any tenure service credit transferred from another institution must be agreed upon in writing by the dean of the college involved at the time of the original appointment and documentation must be contained in the binder. All or a portion of such credit may be withdrawn in writing, one time, by the faculty member prior to the time the faculty member becomes eligible to be considered for tenure by the department promotion and tenure committee. A professor may be given up to four years of tenure service credit agreed upon in writing at the time of appointment from prior tenure-earning service elsewhere. An associate professor may be credited with up to three years and an assistant professor may be credited with up to two years

Modification of Tenure-Earning and Service Record

(See Administrative Tools for Deans on Blackboard via https://campus.fsu.edu.)

It may be necessary to modify a faculty member’s tenure service record, e.g. stop the tenure clock, due to special circumstances, such as a leave of absence, an original mid-year appointment, an administrative assignment, or a personal circumstance that substantially impeded the progress toward tenure.

Semester(s) during which a faculty member is on a compensated or uncompensated leave will not be creditable for the purpose of determining eligibility for tenure except by mutual agreement of the faculty member and his or her dean. See Faculty Human Resources section 4, Faculty Handbook, for more detailed information regarding requesting a leave of absence and approval.

If a faculty member is originally hired after the beginning of an academic year, is given an administrative assignment, or wishes to withdraw tenure service credit transferred from another institution at the time of the original appointment by FSU, an agreement may be made between the faculty member and his or her dean not to count such time as tenure-earning or toward the seven-year service rule. Contact the Office of Faculty Development and Advancement for appropriate wording.

A faculty member may request an extension of the tenure-earning period for one year from the Chair with the approval of the President and Dean or representative, due to qualifying personal circumstances, before being considered for tenure. The personal circumstance must have substantially impeded the progress toward tenure, whether or not such circumstance required or justified a leave of absence. These circumstances include but are not limited to: childbirth or adoption; personal injury or illness; care of ill or injured dependents; elder care; death of a closely related family member resulting in need for extended dependent care. 

Promotion and/or Tenure Binders

Deans have the responsibility to ensure that the promotion and/or tenure binders are prepared in compliance with established requirements and that the material in the binders is organized as indicated in the Vice President for Faculty Development and Advancement’s annual memorandum on the Promotion and Tenure Process. Although faculty members are not required to prepare their own binders, they are expected to participate in preparing them. See the annual memorandum from the Office of Faculty Development and Advancement on the Promotion and Tenure Process for the specific evidence to be included in the binder as well as the required organization of the material in the promotion and/or tenure binder (http://fda.fsu.edu/Faculty-Development).

In evaluating the teaching, scholarly or creative activity, and service components of a faculty member’s performance, the following evidence is typically included in the candidate’s binder: 

General Information
  • Curriculum Vitae from the Faculty Expertise and Advancement System (FEAS)
  • Assignments of Responsibilities since original appointment, or for the period being evaluated
  • A listing of courses taught with the percent of effort assigned to each course for the last 3 years
  • Annual Evaluations while the candidate has been at his or her current rank, which also include the progress toward tenure and/or promotion appraisals 

Teaching Evidence
  • A signed statement by the candidate describing the candidate’s teaching
  • Student evaluations: SPOT or other university-wide instrument and any departmental instrument developed for student, peer or committee evaluation of the candidate
  • Peer evaluations, including only data which is reasonably objective, such as information gleaned from visitations and video tapes
  • Placement and success of graduate students
  • Course syllabi; include statements related to methodology and development of innovative course materials and new programs
  • Special teaching responsibilities and related assignments; teaching workshops or seminars; honors courses; adult education courses; in-service courses, DIS, supervised research and supervised teaching; membership on master’s or doctoral committees; number of master’s or doctoral committees; number of master’s or doctoral recipients for which candidate has served as major professor or co-major professor
  • Out-of-class student contact; number of students and hours assigned to student advising; and a statement as to candidate’s accessibility to students
  • Awards or other public recognition; departmental teaching awards; University teaching awards
  • Note: Lecture notes will not be considered nor will anonymous communications and endorsements, not accompanied by material susceptible to independent evaluation, be considered. 

Scholarly or Creative Activity Evidence
  • For the purpose of assessing scholarship, three kinds of data are appropriate: publications, creative productions in the arts, or performances of critical importance to the candidate’s area of expertise. The promotion and/or tenure binders should include full publication data on each work listed and be accompanied by a departmental evaluation of the candidate’s scholarship by the department chair, or dean if not departmentalized. The candidate should also include information that he or she feels is pertinent to the evaluation.
  • A signed statement by the candidate describing the candidate’s scholarly or creative activity
  • Published books
  • Scholarly books; limited monograph of 75 to 100 pages; textbooks; edited and/or translated books; bibliographical books; books of readings or casebooks; any of the above co-authored or with multiauthors, in descending order.
  • Publisher: university, scholarly, commercial, international and national reputation; vanity or subsidy presses, differentiating those subsidy presses whose publications are refereed; and in-house organs.
  • Details of publication: Indicate whether or not the book has been published or if the candidate has a contract. The contract should specify that the work has been accepted for publication and will be published, to differentiate from the contract often used by commercial houses indicating desire to consider publication rather than guarantee of publication; book reviews, or if not available, referee’s report; influence of work as indicated by frequency of citation in published works of other investigators and writers, reprinting, translation in foreign language, or similar criteria; research effort required; and number of copies printed.
  • Articles in journals: prestige of journal and circulation; originality and scope of article, length and breadth as exhibited by variety of subfields in which research or development is manifest; research effort required; journal refereed; co-authored works; and multi-authored works. (The status of the journals should be indicated, i.e., refereed or non-refereed. Number of pages of articles should be indicated.)
  • Articles in published works: festschriften; anthologies; proceedings of conferences or symposia; technical reports; original articles of semi popular nature, having as their purpose the dissemination of technical or scientific information; book reviews, newspaper articles/reviews listed separately; encyclopedia articles; and abstracts. (Number of pages of the articles should be indicated.)
  • Related scholarship: papers read at national or international professional meetings; papers read at regional professional meetings; discussant or chairman roles at conferences and symposia; invited lectures; editorship, service on Board of Editors, and editorial positions on boards of regional, national and international journals; professional awards for scholarship; grants from the FSU Research Council; role as referee of manuscript, journals, and grant proposals; consultant to a federal agency, university, or national foundation or foreign university, or government agency; visiting appointment reflecting scholarship or post-doctoral research program; funded research – Government, University, International, Regional; consultation resulting in scholarly publication
  • Idiosyncratic criteria where applicable, as in Art, Dance, Music, Theatre 

Service Evidence
  • A signed statement by the candidate describing the candidate’s service
  • Recognized service: membership on departmental/college/university committees essential to operation of the respective units; administrative duties for the department/college/university, even on a temporary (one semester – one year) basis; activity in professional (local, regional, national) groups beyond simple dues-paying membership (role as officer, committee member, etc.); non-funded professional advisory service to community, civic, governmental, religious, or social groups (periodic consultant, speaker, workshop leader); representative of department/college/university at professional meetings; testimony on professional matters to legislative bodies; advisor for a student organization
  • Basics: service should incorporate contributions that are not considered teaching and scholarship but which enrich one’s teaching and scholarly work; service can range from assisting individual students to working with national organizations; faculty at the junior level are expected to offer service more at the local and/or regional level--senior faculty, at both those and the national level; no department should recognize service only in the area of committee work as opportunities for such service vary among departments; service should be evaluated so that weight is given to leadership, time, effort, and breadth of service. 

All binders are forwarded from committee to committee unless the candidate withdraws his or her binder from consideration within five working days of being informed of the results of the secret ballot vote at a given level. The summary of the advice of the individual committee members at each level is forwarded to the next level committee via secret ballot and ultimately to the President for final decision. See Section B.1. of FSU Constitution (FAC 6C2-1.004) and the annual memorandum on the Promotion and Tenure Process for the procedures to be followed for promotion and/or tenure considerations of ranked faculty members. 

Return of Binders

University regulations require that there should be only one file in which all written materials used in the evaluation process are maintained (see section on Faculty Evaluations above). Therefore, any evaluation of a faculty member placed in the promotion and/or tenure binder becomes a part of the faculty member’s one evaluation file. 

Tenure Upon Appointment

FSU departments and colleges may recommend to the Provost and President via the Office of Faculty Development and Advancement that a previously tenured professor or associate professor from another institution be granted tenure upon appointment at FSU.

The following evidence should be organized in a binder and submitted in quadruplicate to the Office of Faculty Development and Advancement for distribution to the five-member subcommittee of the University Promotion and Tenure Committee for review. Upon completion of the subcommittee’s review of the evidence, the Vice President for Faculty Development and Advancement will forward the results of the subcommittee’s action with the compiled evidence to the President via the Provost.

Evidence to be compiled:

  • Approval by the unit’s P&T committee via each individual member’s secret ballot.
  • Approval by the unit’s tenured members via each individual member’s secret ballot.
  • Approval by any other regular reviewing committee in the college or, if appropriate, by a subcommittee approved by the full committee via each individual member’s secret ballot.
  • Approval by the dean.
  • An endorsement letter from the dean that includes detailed information on the candidate’s teaching, research, and service history as well as an explanation of why this individual is worthy of tenure upon appointment. Any additional contents of the binder are left to the discretion of each dean, as different program areas value different supporting documentation to make a case for granting tenure.
  • Approval by a five-member subcommittee of the university-wide P&T committee via each individual member’s secret ballot. This subcommittee is developed by the university P&T committee and is a standing subcommittee that will review individual cases on an as-needed basis. Any member of the 5-member subcommittee may request a meeting of the subcommittee to discuss whether a candidate’s record meets the criteria for tenure in the candidate’s department.
  • Approval by the Provost.
  • Approval by the President. 

Upon the approval by the President, the Dean or Provost, as appropriate, will include the following statement in the offer letter: “The President will report to the Florida State University Board of Trustees that he/she has approved granting you tenure upon appointment in the Department of ___________.” If the candidate is a nonimmigrant, the following statement should be used in the offer letter: “The President will report to the Florida State University Board of Trustees that he/she has approved granting you tenure in the Department of ___________ effective upon the date of your obtaining permanent residency.” 

Promotion of Specialized Faculty

Policy & Procedure

Faculty members holding regular or research appointments in the following positions are considered through the promotion process for specialized faculty:

  • Assistant in Research
  • Associate in Research
  • Teaching Faculty I
  • Teaching Faculty II
  • Instructional Specialist I
  • Instructional Specialist II
  • Assistant University Librarian
  • Associate Librarian
  • Assistant Curator
  • Associate Curator

Non-tenure track faculty who are not in one of the specialized faculty classifications are not eligible for promotion. Each department/unit is to consider all faculty members who are eligible for promotion each year. For each eligible candidate, the department chair (or equivalent administrator if the department/unit is not a department) shall consult with the candidate to determine whether she or he desires to proceed to the preparation of a promotion binder.  If the faculty member so desires, the chair and the faculty member will prepare a promotion binder as described in

These specialized faculty promotion recommendations are reviewed by the Promotion Committee of the department and recommending action on the nomination of each candidate.  The department chair will independently review the binders of all prospective candidates in that department and recommend action on the nomination of each candidate.  The chair will submit the binders of all candidates, except those withdrawn by a candidate, to the dean with a report of departmental committee recommendations taken via a secret ballot and the chair's recommendations on all submitted binders of all candidates.

The applicable dean considers these recommendations as well as independently reviews each candidate’s record and then submits his or her advice regarding whether the candidate meets the appropriate promotion criteria to the President or designee via the Office of the Vice President for Faculty Development and Advancement.  The bylaws of a college/unit may also institute a faculty committee to review all specialized faculty promotions within the college/unit.

The Office of the Vice President for Faculty Development and Advancement confirms that the candidate meets the eligibility requirements, and then forwards the recommendation to the President or designee for final approval.  Recommendations should be submitted to the Office of Faculty Development and Advancement no later than March 15 each year.

The recommendation of the applicable review committees and those of the department/unit chair and dean are only to convey to the President their recommendation as to whether the candidate meets the written criteria for promotion, based on their independent evaluations of the promotion files.

All recommendations (to approve or deny) by the dean, or equivalent administrator, and all applicable review committees, are forwarded to the President or designee for final action via the Office of the Vice President for Faculty Development and Advancement unless the candidate withdraws his or her file from consideration within five working days of being informed of the results of the consideration at a given level.

Each faculty member shall be informed of his or her prospective candidacy, have an opportunity to assist in preparing the binder and add any relevant information prior to review by the departmental committee, and be informed in writing of the results of the recommendations at each level of review.

Criteria for Promotion

When first employed, each faculty member shall be apprised of what is expected of him or her, generally, in terms of teaching, research and other creative activities and service, and specifically if there are specific requirements and/or other duties involved.  If and when these expectations change during the period of service of a faculty member, that faculty member shall be apprised of the change.

Criteria for specialized faculty actions focus on meritorious performance of assigned duties in the faculty member’s present position., since these positions have assignments in specific areas (e.g., assignment in research or teaching only, rather than an assignment in all three areas of teaching, research, and service), in addition to degree and time in service. Performance is reviewed in the annual evaluation process, which determines salary actions, retention, and recommendations for promotion.

Promotion decisions for specialized faculty will take into account the following:

  • annual evaluations
  • annual assignments
  • fulfillment of the department/unit written promotion criteria in relation to the assignment
  • evidence of sustained effectiveness relative to opportunity and according to assignment

Teaching Faculty track
  • evidence of well-planned and delivered courses
  • summaries of data from Student Perceptions of Teaching (SPOT) questionnaires
  • letters from faculty members who have conducted peer evaluations of the candidate’s teaching
  • ability to teach multiple courses within a discipline/major
  • other teaching-related activities, such as instructional innovation, involvement in curriculum development, authorship of educational materials, and participation in professional organizations related to the area of instruction

Instructional Support track
  • evidence of contributions in support of instruction, as attested to by internal letters from faculty members at FSU
  • other instructional support activities, as described in J.2(b)(3)e5

Research Faculty or Curator track
  • scholarly or creative accomplishments of high quality, appropriate to the field, in the form of books and peer-reviewed scholarly publications
  • success in obtaining external funding, as principal investigator or co-principal investigator on grants
  • recognized standing in the discipline and profession, as attested to by letters from outstanding scholars outside the university
  • other research-related activities, such as those described in 10.3(c)

Research Support Faculty track
  • evidence of contributions in support of research, as attested to by internal letters from collaborators at FSU
  • other research-related activities, such as those described in 10.3(c) and in J.2(b)(3)g

University Librarian and Information Specialties track
  • demonstrated excellence in the candidate’s specialized area of librarianship
  • participation in continuing education in the form of appropriate academic course work, workshops, institutes or conferences
  • participation or membership in professional associations
  • attainment of an advanced degree
  • publications
  • evidence of commitment to the service concerns of the University or the community

Specialized faculty members who have been assigned an administrative code shall be subject to the normal promotion criteria and procedures for the applicable rank.  They may not substitute performance of their administrative duties for qualifications in teaching or research.  The duty assignments of such employees shall accord them an opportunity to meet the criteria for promotion; however, the number of years it takes a faculty member to meet the criteria in teaching or research and scholarly accomplishments may be lengthened by reduced duty assignments in those areas; the number of years over which such accomplishments are spread shall not be held against the faculty member when the promotion case is evaluated.

The University has adopted university-wide requirements for several classes of these specialized faculty positions, but for others it has not. All departments/units must have written promotion criteria and procedures for all applicable specialized faculty (in-unit and out-of-unit) available in the department/unit, posted on their Web sites, and on file in the Office of Faculty Development and Advancement. All procedures culminate in submission of recommendations via the Office of Faculty Development and Advancement to the President for formal approval. All actions are effective at the same time as tenure track faculty promotions, which is the beginning of the next academic year. 

Minimum Time in Rank Requirements for Promotion

Although the period of time in a given rank is normally five years, demonstrated merit, not years of service, shall be the guiding factor.  Promotion shall not be automatic, nor may it be regarded as guaranteed upon completion of a given term of service. Early promotion is possible where there is sufficient justification.

Retention of Evaluative Information

University regulations require that there should be only one file in which all written materials used in the evaluation process are maintained (see Evaluation File section under Annual Evaluations above). Therefore, any evaluation of a faculty member placed in promotion files becomes a part of the faculty member’s one evaluation file. 

Sabbaticals

Policy

Sabbaticals are made available to increase a tenured faculty member’s value to the University through enhanced opportunities for professional development, research, writing or other forms of creative activity.

For tenured faculty members covered by the Collective Bargaining Agreement, the University provides one sabbatical at full-pay for one semester per each 40 eligible faculty members and an unlimited number of two-semester sabbaticals at half-pay. All sabbatical proposals must meet the conditions of the sabbatical program.

Although the University provides the opportunity for sabbaticals, no additional funds are provided to replace the faculty members who go on leave. It usually falls to colleagues of the absent faculty member to help assume the responsibility of ensuring that her or his essential duties do not go unattended. However, for two-semester sabbaticals at half-pay, OPS funds may be converted from the unused salary half-line of the sabbatical to appoint extra teaching assistance. 

Types of Sabbaticals

Faculty members may apply for sabbaticals for one semester at full-pay or for two semesters (i.e., one academic year) at half-pay, or they may apply for both types, although only one type can be awarded to the individual applying. The request for both types may be included in the same proposal, or the requests may be made in separate proposals. 

Eligibility

Full-time tenured faculty members covered by the Collective Bargaining Agreement with at least six years of full-time service are eligible for sabbaticals.

A faculty member who has taken a sabbatical leave is not normally eligible for another sabbatical until she or he has completed at least six years of full-time service following the previous sabbatical leave. One must already be tenured to apply for a sabbatical and may apply or re-apply at the beginning of the sixth year of service for a sabbatical to be effective the seventh year. 

Application and Selection

The sabbatical application consists of the Faculty Sabbatical Application Cover Sheet, the Supplement to Cover Sheet, a two- or three- page sabbatical proposal, an up-to-date vita that includes the applicant’s obligation to graduate students, and the form entitled Summary of Assignments of Responsibilities and List of Courses Taught.

The proposal should describe the program and activities to be followed while on sabbatical, the expected increase in value of the faculty member to the University and the faculty member’s academic discipline, and the specific results anticipated from the leave.

Each year the Office of Faculty Development and Advancement, on behalf of the University Committee on Sabbaticals, invites applications to be submitted in October.  The specific deadline appears in the annual invitation. The annual invitation and forms are available on the Office of Faculty Development and Advancement Web site at http://fda.fsu.edu/ under Faculty Development.

Applications are submitted through the department chair and academic dean, who each recommends approval or disapproval. The dean forwards the application to the University Committee on Faculty Sabbaticals via the Office of Faculty Development and Advancement. If either the department chair or academic dean recommends disapproval, the reason(s) is stated on the back of the Faculty Sabbatical Application Cover Sheet and is forwarded to the Committee.

The University Committee on Sabbaticals, composed of nine tenured faculty members elected by tenured faculty members (the Vice President for Faculty Development and Advancement serves as ex officio member and chair), will review one-semester and two-semester applications, rank the one-semester applications, and submit recommendations to the President. In ranking the one-semester applications, the Committee will consider:

  • the benefits of the proposed program to the faculty member, the University, and the profession;
  • an equitable distribution of sabbaticals among colleges, departments, and disciplines within the University;
  • the length of time since the faculty member was relieved of teaching duties for the purpose of research and other scholarly activities;
  • the length of service since previous sabbatical or initial appointment; and
  • any staffing considerations expressed by dean or department chair.

The President will make appointments from the list and consult with the Committee prior to making an appointment that does not follow the committee’s ranking.

One-semester and two-semester sabbaticals at half-pay will be granted unless it is determined that the conditions set forth in the sabbatical program will not be met or that departmental/unit staffing considerations preclude such a sabbatical from being granted. In this latter instance, the faculty member will be provided the sabbatical the following year, or at a later time as agreed to by the faculty member and the chair or dean. The period of postponement will be credited for eligibility for a subsequent sabbatical.

No more than one faculty member per ten in a department or other professional unit need be awarded a sabbatical at the same time. University policy specifies that the University is not required to award sabbaticals to more than one qualified applicant in any given department or other professional unit. 

Conditions of the Sabbatical Program

  1. While on sabbatical, the faculty member’s salary will be one-half pay for two semesters (one academic year) or full-pay for one semester.
  2. Contributions normally made by the University to retirement and social security programs will be continued on a basis proportional to the salary received. University contributions normally made to faculty insurance programs and any other faculty benefit programs will also be continued during the sabbatical. Faculty members must contact the Benefits Office in Human Resources at 644-4015 prior to any leave of absence, with or without pay, to ensure correct and timely payment of contributions for insurance coverage.
  3. Eligible faculty members will continue to accrue annual and sick leave on a full-time basis during the leave.
  4. While on leave, a faculty member will be permitted to receive funds for travel and living expenses, and other leave-related expenses, from sources other than the University such as fellowships, grants-in-aid, and contracts or grants, to assist in accomplishing the purposes of the sabbatical. Receipt of funds for such purposes will not result in reduction of the faculty member’s University salary. Grants for such financial assistance from other sources may, but need not, be administered through the university. If financial assistance is received in the form of salary, the University salary shall normally be reduced by the amount necessary to bring the total income of the sabbatical period to a level comparable to not more than 125 percent of the faculty member’s current year salary rate. Employment unrelated to the purpose of the sabbatical leave is governed by the provisions and policies regarding Conflict of Interest and Outside Employment and Activities. An employee on a two-semester half-pay sabbatical may supplement his or her half-pay salary from a grant administered through the University up to the amount that will bring the total salary of the sabbatical period to the employee’s normal salary.
  5. The faculty member must return to the University for at least one academic year following participation in the program. Agreements to the contrary must be in writing prior to the sabbatical and approved by the Vice President for Faculty Development and Advancement. Return to the University of salary received during the leave will be required in those instances where neither of the above is satisfied.
  6. The faculty member must, within 60 days after the start of the next semester following the leave, provide a written report describing the faculty member’s accomplishments during the leave to the Vice President for Faculty Development and Advancement. This report is to include information regarding the activities undertaken during the sabbatical, the results accomplished during the sabbatical as they affect the faculty member and the University, and research or other scholarly work produced or expected to be produced as a result of the sabbatical. The faculty member is also to provide a copy of this report to the department chair and dean for use in the annual evaluation process.
  7. Faculty members on sabbatical leave are eligible for promotion and for salary increases. 

Professional Development Leave

Policy

Professional development leave is made available to increase a faculty member’s value to the University through enhanced opportunities for professional development, research, writing or other forms of creative activity. The purpose of the professional development leave program is similar to the sabbatical leave program, but is in support of faculty members and A&P employees covered by the Collective Bargaining Agreement who are not tenured and not in tenure-earning positions.

The University provides one professional development leave at full-pay for one semester or its equivalent for each 20 eligible employees covered by the Collective Bargaining Agreement contingent upon meeting the conditions of the professional development program.

Although the University provides the opportunity for professional development leave, no additional funds are provided to replace the faculty members who go on leave. It usually falls to colleagues of the absent faculty member to help assume the responsibility of ensuring that her or his essential duties do not go unattended. Since the salary of the employee while on leave must still be paid from its regular source, employees supported on contracts and grants and Auxiliary funds are eligible only if the terms of the contract or grant or Auxiliary budget permit salary to be paid to an employee on leave. 

Types of Professional Development Leave

Eligible employees may apply for a professional development leave for one semester (or equivalent) at full-pay or two semesters at one-half pay. Leave at full-pay may be requested for up to one semester, taken for a shorter length of time or for equivalent intermittent periods. 

Eligibility

Full-time faculty members and A&P employees (Specialist, Computer Research (9334) or Specialist, Music (9433) covered by the Collective Bargaining Agreement with three or more years of service are eligible for professional development leave, except those faculty members who hold tenure-earning or tenured positions.

An employee who has taken a professional development leave is not normally eligible for another leave until she or he has completed 3 years of full-time service following the previous leave. One may apply or re-apply at the beginning of the third year of service for a professional development leave to be effective the 4th year. 

Application and Selection

The professional development leave application consists of the Professional Development Leave Application form, an up-to-date vita, and a two- or three- page proposal that outlines the project or work to be accomplished during the leave including a description of the activities to be followed, the expected increase in value of the employee to the University and the employee’s academic discipline, and the specific results anticipated from the leave.

Each year the Office of Faculty Development and Advancement, on behalf of the Committee on the Professional Development Program, invites applications to be submitted in October.  The specific deadline appears in the annual invitation. Applications are submitted through the department chair, program leader, or project director, and the academic dean of the college in which the applicant holds an appointment, or through the director of an equivalent unit (e.g., the Director of Libraries). The dean or director will forward the applications to the Committee on the Professional Development Program via the Office of Faculty Development and Advancement. The annual invitation and form are available on the Office of Faculty Development and Advancement Web site at http://fda.fsu.edu/ under Faculty Development.

The Committee on the Professional Development Program is composed of one research associate, one faculty member, and one Administrative & Professional (A&P) employee appointed by the President, the Director of University Libraries, the Vice President for Research, and the Vice President for Faculty Development and Advancement (who serves as chair). After review of the applications, the Committee will submit recommendations to the President, who will grant the awards.

In evaluating applications for leaves, the Committee on the Professional Development Program will consider:

  • the merit of the project proposed: statement of need/problem; clarity of proposal operation; realistic time frame, and qualifications of individual to accomplish project,
  • the benefits of the completion of the proposed project or work on the productivity of the department or function of which the employee is a part, to the University, and to the employee,
  • the length of service of applicant,
  • the length of time since applicant has been relieved of duties for purposes of professional development, and
  • an equitable distribution of awards among the various units of the University.

No more than one employee per ten in a department or other professional unit need be awarded a professional development leave at the same time. 

Conditions of the Professional Development Leave Program

  1. While on professional development leave, the employee’s salary will be one-half pay for two semesters (one academic year) or full-pay for one semester (or equivalent).
  2. Contributions normally made by the University to retirement and social security programs will be continued on a basis proportional to the salary received. University contributions normally made to employee insurance programs and any other employee benefit programs will also be continued during the sabbatical.
  3. Eligible employees will continue to accrue annual and sick leave on a full-time basis during the leave.
  4. While on leave, an employee will be permitted to receive funds for travel and living expenses, and other leave-related expenses, from sources other than the University such as fellowships, grants-in-aid, and contracts or grants, to assist in accomplishing the purposes of the leave. Receipt of funds for such purposes will not result in reduction of the employee’s University salary. Grants for such financial assistance from other sources may, but need not, be administered through the university. If financial assistance is received in the form of salary, the University salary shall normally be reduced by the amount necessary to bring the total income of the sabbatical period to a level comparable to not more than 125 percent of the employee’s current year salary rate. Employment unrelated to the purpose of the leave is governed by the provisions and policies regarding Conflict of Interest and Outside Employment and Activities. An employee on a two-semester half-pay leave may supplement his or her half-pay salary from a grant administered through the University up to the amount that will bring the total salary of the leave period to the employee’s normal salary.
  5. The employee must return to the University for at least one academic year following participation in the program. Agreements to the contrary must be in writing prior to the leave and approved by the Vice President for Faculty Development and Advancement. Return to the University of salary received during the leave will be required in those instances where neither of the above is satisfied.
  6. The employee must, within 60 days after the start of the next semester following the leave, provide a written report describing the employee’s accomplishments during the leave to the Vice President for Faculty Development and Advancement. This report is to include information regarding the activities undertaken during the leave, the results accomplished during the leave as they affect the employee and the University, and research or other scholarly work produced or expected to be produced as a result of the leave. The employee is also to provide a copy of this report to the department chair, director, and dean for use in the annual evaluation process.
  7. Employees on professional development leave are eligible for promotion and for salary increases.
  8. An employee who takes a professional development leave and fails to spend the time as stated in the application will be required to reimburse the University for the salary received during such leave. 

Faculty Awards and Professional Opportunities

Florida State University provides faculty with numerous opportunities and awards that encourage professional development and recognize special achievements in teaching, scholarly or creative activity, and service. The following alphabetical list includes a brief description and Web site, if available, of selected awards and opportunities. Current research opportunities and award programs are available on the Office of the Vice President for Research Web site (http://www.research.fsu.edu/). 

Council on Research and Creativity Awards

(http://www.research.fsu.edu/crc/crc.html)

Each year the CRC sponsors several funding awards programs for FSU faculty that are intended to stimulate and promote a better environment for research and scholarship in all disciplines among FSU faculty. Each highly competitive program carries a different level of financial support to be used as a salary supplement or to support research and creative activities. 

Daisy Parker Flory Alumni Professorship Award

The award was established in 1985 to honor Dr. Daisy Parker Flory, Professor of Political Science, who was Dean of the Faculties from 1973 until her retirement in 1984. The Daisy Parker Flory Alumni Professorship Award is given in recognition of faculty who have contributed to the University through their exemplary and sustained service to students, faculty, discipline/profession, and community. The award carries an annual salary supplement from the time of award for a period of 10 years, or to the point at which the recipient leaves full-time employment at the University. 

Developing Scholar Awards

(http://www.research.fsu.edu/crc/dsa.html)

The Developing Scholar Awards program is designed to recognize Florida State University faculty who are several years advanced into their careers. This competition is intended to help identify FSU’s future academic leaders. The recipients receive a one-time stipend that is to be used to promote the awardee’s program of research and creativity during the academic year following the award’s presentation. 

Distinguished Research Professor Award

(http://www.research.fsu.edu/crc/drp.html)

The Distinguished Research Professor Award recognizes and honors outstanding scholarly research and/or creative activity among those Florida State University faculty with the rank of Full Professor, having national and international visibility. Recipients of this award will receive a one-time stipend and the distinction of using the title “Distinguished Research Professor” while at Florida State University. 

Distinguished Teacher Award

(http://provost.fsu.edu/faculty/awards/)

The Distinguished Teacher Award recognizes and honors outstanding teaching among those Florida State University faculty who have received a University Teaching Award at least five years prior to being nominated for the Distinguished Teacher Award. The successful nominee must document continued excellence in teaching for the five years since receipt of the original University Teaching Award. Recipients of this award will receive a one-time stipend and the distinction of using the title “Distinguished Teaching Professor” while at Florida State University. 

Office of Distance Learning Instructional Awards

(https://distance.fsu.edu/ndlw)

The Office of Distance Learning offers a number of annual awards, including the Award for Excellence in Online Course Design, the Award for Innovative and Effective Use of Technology, the Award for Excellence in Online Teaching, and the Award for Excellence in Online Mentoring. The awards come with cash stipends and are designed to encourage and promote excellence in distance education. 

Emerita/Emeritus Status

Professor Emerita/Emeritus

By action of the Faculty Senate, the title “Professor Emerita/Emeritus” may be assigned to a retired, tenured member of the faculty upon due consideration of service to Florida State University and upon recommendation by the academic dean, support by the department and college, and approval by the President. Recommendation for emeritus status should be transmitted by the dean of the appropriate unit through the Vice President for Faculty Development and Advancement to the Provost and Executive Vice President for Academic Affairs and the President of the University. 

Dean Emerita/Emeritus

Upon approval of the President of the University, the title “Dean Emerita/Emeritus” may be assigned to a faculty member who is completing service as the dean of a college or in one of the university-wide deanships in the Division of Academic Affairs. “Dean Emerita/Emeritus” is an honorific title which recognizes outstanding service to Florida State University and its academic programs. The title is awarded upon completion of the deanship and is retained upon retirement of the faculty member from the University. Under separate procedures established by the Faculty Senate (see above), faculty members holding the “Dean Emerita/Emeritus” title are also eligible for designation as “Professor Emeritus” upon retirement.

Recommendations for designation as “Dean Emerita/Emeritus” of a college originate with the faculty of the college and are transmitted through the Vice President for Faculty Development and Advancement to the Provost and Executive Vice President for Academic Affairs and the President for approval. For the university-wide deanships in the Division of Academic Affairs, recommendations are originated by the Provost and Executive Vice President for Academic Affairs with the advice and consent of the Faculty Senate Committee most closely related to the function of the deanship and transmitted through the Office of Faculty Development and Advancement to the President for approval.

The “Professor Emerita/Emeritus” and “Dean Emerita/Emeritus” titles will be appropriately indicated in the catalog listing of faculty members. 

Eminent Scholar Chairs

(http://fda.fsu.edu/faculty-employment/appointments)

In 1979, the Florida Legislature established the Eminent Scholars program (Chapter 1011.94, Florida Statutes) for the State University System to strengthen the state universities by making it possible to establish endowed chairs to attract distinguished scholars. All appointments, including visiting appointments, to the Chair are made at the recommendation of a Selection Committee established by the President. The President makes the final selection and extends a written offer to the candidate to occupy the Chair. The Scholar chosen to occupy the Chair will hold the qualifications of the rank of Professor and be internationally recognized as a foremost research scholar or creative artist in his or her area of expertise. 

Faculty Research

The research and creative activity of members of the faculty of Florida State University is considered inseparable from their teaching. Each complements the other. Members of the faculty are expected to participate in research programs and other projects of a creative nature.

University funds for research are available through regular departmental operating budgets and through the Council on Research and Creativity under the Vice President for Research, using the Sponsored Research and Development Fund. These funds are available to cover the use of research assistants, technical assistants, clerical help, travel, equipment and supplies for projects carried out on or off campus.

The University urges individual investigators, departments, and other units to seek financial support for research from sources outside the University. Numerous private businesses, governmental units, and private foundations support university research programs. Demonstrated research ability and recognized professional standing constitute the most important factors in procuring financial assistance for research. 

Faculty Travel Grants

(http://provost.fsu.edu/faculty/travel/)

Florida State University is committed to fostering the dissemination of new research and supporting its faculty in this endeavor. The Provost’s Faculty Travel Grants exist for this purpose. The Faculty Travel Grant Program is designed to help Florida State University’s tenured and tenure-earning faculty members enhance their professional development by presenting the results of their research or creative activity at meetings with a national or international audience. Priority will be given to applicants who have no alternative sources of support or who have not recently received support from this program. If more qualified applicants are received than funds available, the highest priority will go to applicants who have not received an award in the last three years, with subsequent priority being assigned to those who have received one award, then two awards, then three awards. 

Graduate Faculty Mentor Awards

(http://gradschool.fsu.edu/Funding-Awards/Graduate-School-Awards/Faculty-Awards)

These awards honor faculty mentors whose dedication to graduate students and commitment to excellence in graduate education and mentoring have made a significant contribution to the quality of life and professional development of graduate students at Florida State University. To be eligible for an award, the faculty member must be tenured or tenure-earning, hold doctoral or master’s directive status, serve as a graduate mentor, and have been employed at FSU for at least 5 years. Recipients shall have demonstrated outstanding advising and mentoring practices and an overall commitment to graduate education at Florida State University. The awards will include a one-time stipend for each faculty mentor winner. 

Honorary Degrees

Recommendations for honorary degrees are made to the Honorary Degrees Committee, which submits nominations to the President. Any active or retired faculty member or any other member of the University may suggest potential Honorary Degree recipients to the Committee. In general, it shall be the intent of the committee to honor persons of outstanding scholarly, creative, or humane achievement who have gained national or international recognition, or have made a significant contribution to the Southeastern region of the United States or to Florida State University. (See Section 6, Policies and Procedures: Awarding Honorary Degrees.) 

James D. Westcott Distinguished Service Medal

From time to time the President of the University having received the advice and consent of The Faculty Senate Steering Committee may award to appropriate persons The James D. Westcott Distinguished Service Medal.

The Recipient of the Westcott Medal will be a person whose distinguished service merits exceptional recognition and whose life and work exemplifies the Vires (moral, physical, and intellectual strength), Artes (appreciation of aesthetics and the beauty of intellectual pursuits), and Mores (respect for customs, character, and tradition) which the University seeks to nurture in its students. The Westcott Medal will be presented infrequently and should be regarded as one of the University’s highest tributes. 

Martin Luther King, Jr., Distinguished Scholar Award

This award was established to commemorate Dr. King’s birthday and to honor a faculty member, or administrator with teaching responsibilities, for outstanding service in keeping with the principles and ideas of the late civil rights leader. Members of all ethnic groups are eligible for the award. The award carries a one-time monetary award. 

Named Professorships

Daisy Parker Flory Alumni Professorship Award (see above) 

Francis Eppes Professorships

Francis Eppes Professorships are named after Francis Eppes, the grandson of President Thomas Jefferson, who played a vital role in convincing the Florida Legislature to locate The Seminary West of the Suwannee, FSU’s institutional predecessor, in Tallahassee. Over and above professors holding the University’s Eminent Scholar chairs, the Francis Eppes Professorship is the ultimate honor, given to a few professors who are ranked at the very top of their field, who portray genuine leadership qualities, and who are committed role models for their students. The Eppes professors are often deemed “Superprofessors” because of the high quality of their character, vision and intellect. 

McKenzie Professorship Awards

McKenzie Professorship Awards, funded by Sarah P. and W. Guy McKenzie, Sr. (formally funded by the FSU Foundation), honor full-time, tenured, full professors who exemplify high standards of performance in teaching, research, and service. 

Named Professorship Program

The President and Provost’s Named Professorships are a means of recognizing outstanding faculty who exemplify high standards of performance in teaching, research and service within a specific discipline/profession. The professorship carries with it a base salary increase. Such Professorships shall consist of a title to be determined at the time of the establishment of the Professorship. The title and the funds will be retained by the faculty member while engaged as a full-time employee at Florida State University. 

Office of Faculty Recognition

(http://ofr.fsu.edu)

Working with the Office of Faculty Development and Advancement, the Office of Faculty Recognition aims to facilitate Florida State University faculty, department chairs, and college deans in gaining national acclaim for teaching and research. This office maintains a current list of faculty awards earned; coordinates publicity for newly bestowed faculty awards; and facilitates application and nomination for professional awards and memberships. The Office of Faculty Recognition provides to faculty a web-based catalog of recognized academic awards and professional memberships and hands-on support during the application or nomination process. Deans and department chairs are regularly sent application deadlines and information about awards particularly applicable to their faculty members. At faculty request, the Office of Faculty Recognition will complete application forms, solicit letters of recommendation, draft or edit biographical sketches, and organize application or nomination mailings, submitting all to the faculty member for final approval before submission. 

Professional Conferences

Florida State University encourages travel for professional reasons when such travel will benefit the individual or the University. The amount of travel is, of course, limited by the funds available. 

Professional Development Leave

(http://fda.fsu.edu/Faculty-Development)(See section on Professional Development Leave above)

Professional Development Leave is made available to non-tenured and non-tenure earning faculty members and A&P employees covered by the FSU/UFF Collective Bargaining Agreement who meet requirements set forth in the policies governing the Professional Development Program. Such leave is made available to increase a faculty member’s value to the University through enhanced opportunities for professional development, research, writing, or other forms of creative activity. The University Committee will scrutinize the specificity and cogency of each application in making the decisions on recommendations. Eligible full-time faculty members and A&P employees covered by the FSU/UFF Collective Bargaining Agreement with three or more years of service are eligible for professional development leave, except those faculty members who hold tenure-earning or tenured positions. An employee who has taken a professional development leave is not normally eligible for another leave until three years of full-time service are completed following the first. 

Robert O. Lawton Distinguished Professor Award

(http://provost.fsu.edu/faculty/awards/)

This award was first presented in 1957-1958 and is the highest honor faculty can bestow on a colleague. The award was known as the Distinguished Professor award until 1981, when it was re-named in honor of the late Vice President for Academic Affairs Robert O. Lawton. By action of the Faculty Senate, any member or department may nominate a member of the faculty for the Robert O. Lawton Distinguished Professor Award. The screening committee will make its recommendations based on major contributions to teaching, research, or creative endeavors which have been made by the faculty member during his or her career at Florida State University. To be eligible for this award, the faculty member must be a tenured professor, have been at the University for at least 12 years, and have achieved true distinction nationally and/or internationally in his or her discipline or profession. Although scholarly distinction is the primary qualification, evidence of quality teaching, including the directing of graduate research, and service to the University and the academic community at large should be emphasized. The title of “Robert O. Lawton Distinguished Professor” will be retained, with date of award indicated, in the catalog listing of faculty members. This award carries with it a base salary increase, an immediate cash stipend, and a special discretionary allocation each year to be used for academic purposes and/or professional development. 

Sabbaticals

University Sabbaticals

(http://fda.fsu.edu/Faculty-Development) (see section on Sabbaticals above)

Sabbaticals for professional development are made available to tenured faculty members covered by the FSU/UFF Collective Bargaining Agreement who meet requirements set forth in the Policies Governing the Faculty Sabbatical Program. Such sabbaticals are granted to increase a tenured faculty member’s value to the University through enhanced opportunities for professional development, research, writing, or other forms of creative activity. The University Committee will scrutinize the specificity and cogency of each application in making the decisions on recommendations. Eligible full-time tenured faculty members with at least six years of full-time service are eligible for faculty sabbaticals; faculty members are not normally eligible for a second sabbatical until six years of continuous service are completed following the first. 

Internal Sabbaticals

At the discretion of their supervisor, faculty members may be given 100 percent research assignments that would increase the faculty member’s value to the University through enhanced opportunities for professional renewal, planned travel, study, formal education, research, writing, or other experience of professional value, but would be without the ‘University Sabbatical’ designation.

Superior Liberal Studies Honors Teaching Award

The Superior Liberal Studies Honors Teaching Award recognizes a faculty member who has been outstanding in his or her service to the students in the Honors Program. 

Training Courses

(http://distance.fsu.edu/instructors)

Instructors can obtain assistance in designing and delivering courses, assessing student performance, and integrating technology into the classroom through teaching enhancement. They can visit online support for an introduction to teaching web-supported and online courses, and for workshops and Web sites on the technical skills used to teach and manage them. 

University Advising Awards

(http://provost.fsu.edu/faculty/awards/)

Recipients of University Advising Awards have been nominated by students who have been beneficiaries of their services. These individuals dedicate their time to insuring that students receive the best possible advice related to their courses and their career choices. Each recipient receives a one-time monetary award. Contact the Office of the Provost and Executive Vice President for Academic Affairs for additional information. 

University Teaching Awards

(http://provost.fsu.edu/faculty/awards)

The University Teaching Awards program recognizes faculty for excellence in undergraduate and graduate teaching. Recipients must be outstanding in the many aspects of teaching that contribute to successful teaching and learning. This is a student-oriented award with nominations submitted by students and alumni. Each recipient receives a one-time monetary award. Contact the Office of the Provost and Executive Vice President for Academic Affairs for additional information. 

Graduate Faculty Membership

Graduate Faculty Membership

Membership in the Graduate Faculty establishes the eligibility of faculty to participate in graduate education.  The appropriate status must be approved prior to the teaching of a graduate course, supervising a master’s or doctoral student, or serving on a student’s committee.  

There are four different categories of membership: Graduate Faculty Status (GFS); Graduate Teaching Status (GTS), Co-Master’s Directive Status (CMDS), and Co-Doctoral Directive Status (CDDS). 

Graduate Faculty Status (GFS)

Graduate Faculty Status (GFS) establishes the eligibility of faculty to teach all graduate-level courses, to sit on all graduate-level committees, to chair or co-chair graduate student thesis, treatise and dissertation committees, and to participate fully in all components of graduate education, research and service.  As noted below assignments to and limitations from individual GFS responsibilities (teaching, research, student committees, and service) for any GFS member are delegated to the unit level authority where such assignments of responsibilities are made.

Graduate Faculty Status: Appointment

Appointment to Graduate Faculty Status (GFS) is generally reserved for members of the “ranked faculty” who hold tenured and tenure-earning appointments in graduate degree-granting departments or programs, and for those members of the Professional Staff to whom the President has assigned an academic rank. Appointment to GFS must be by affirmative super majority (2/3) vote of all individuals who hold GFS in the department (or college) and approval by their department chair, their academic dean, and the Dean of the Graduate School. Newly hired faculty may be appointed to Graduate Faculty Status (GFS) as a condition of their appointment to a tenure-earning position in a graduate degree-granting department upon approval of the appropriate departmental faculty, chair, dean of the college and the Dean of the Graduate School. Assignments to and limitations from individual GFS responsibilities (teaching, research, student committees, and service) for any GFS member are delegated to the unit level authority where such assignments of responsibilities are made. Subject to consideration of special circumstances, minimum qualifications are: (1) completion of the doctorate or its equivalent and (2) proven expertise in the teaching area.

Each academic unit (colleges and departments) shall adopt specific written criteria that its faculty must meet in order to be appointed to GFS. Subject to consideration of special circumstances, these criteria shall indicate the terminal academic degree and/or the level of professional experience and scholarship required for a faculty member to be appointed to GFS. Faculty holding GFS are expected to actively engage in graduate education through teaching, mentoring and research supervision, and service. They should show evidence of research-based scholarship and/or creative work resulting in peer-reviewed publications or equivalent work.

Each unit’s written GFS criteria are subject to approval by their academic dean, the Graduate Policy Committee and the Dean of the Graduate School. Departments and Colleges will determine these criteria and procedures for appointments according to guidelines in the Faculty Handbook and subject to approval of the dean of the college or school. Names of new GFS appointees will be sent to the Dean of The Graduate School for confirmation with the advice and consent of the Graduate Policy Committee.

Under special circumstances qualified persons who are members of the FSU specialized or non-tenure track faculty may be appointed to Graduate Faculty Status (GFS) under the above procedures.  Under no circumstances does this provision apply to persons holding adjunct or visiting in lieu of adjunct appointments to the faculty.

Members of the specialized and non-tenure track faculty who are approved for GFS may serve only as a co-major professor of a doctoral committee alongside another co-major professor who must be a member of the tenure-track or tenured faculty (Assistant, Associate, Full Professor, or Eminent Scholar) and holding GFS. The specialized or non-tenure track faculty member must also be approved by the chair of the department for service on the specific committee. NOTE: For any doctoral committee, the major professor or at least one co-major professor must be a member of the tenure-track or tenured faculty (Assistant, Associate, Full Professor, or Eminent Scholar) of the department/unit in which the degree is to be granted. If the doctoral degree is sought in an interdisciplinary area of study, the major professor or at least one co-major professor must be a tenure-track or a tenured faculty member in a department/unit related to the area of interdisciplinary study. However, those who are not members of the tenure-track faculty who served as the major professor of an active doctoral dissertation committee between the dates of July 1, 2008 and July 1, 2013, shall remain eligible to direct doctoral treatises and dissertations.

Members of the specialized and non-tenure track faculty who are approved for GFS are eligible to serve as the major professor of master’s thesis committees.  They are not eligible to serve as the University Representative on doctoral dissertation and treatise committees.

Graduate Teaching Status (GTS)

Graduate Teaching Status (GTS) establishes the eligibility of faculty to teach all graduate-level courses. A person must be appointed to Graduate Teaching Status (GTS) to be eligible to teach graduate courses. Those holding GTS must be separately appointed to sit on graduate student committees and to co-direct master’s theses and doctoral dissertations and treatises.

Graduate Teaching Status: Appointment

Appointment to Graduate Teaching Status (GTS) is required for members of the specialized and non-tenure-earning faculty (NTTF) to teach graduate courses. Graduate Teaching Status (GTS) does not accord eligibility to serve, co-chair, or chair master’s and doctoral committees nor to perform other functions of graduate education without further appointment (see below). GTS may be awarded for multiple academic degree programs with the approval of the appropriate department, college, and the Dean of the Graduate School. A faculty member with Graduate Teaching Status may be the instructor of record for 5000, 6000, and 7000-level courses.

Subject to consideration of special circumstances, minimum qualifications are: (1) completion of the doctorate or its equivalent and/or (2) proven expertise in the teaching area.

Under special circumstances qualified persons who are not regular members of the FSU faculty may be hired into a Visiting in Lieu of qualifying position and appointed to GTS on a temporary basis (up to three years) with the approval of the dean of the college and the Dean of the Graduate School. Temporary graduate teaching status is course-specific and expires at the end of the appointment period.  Renewals may be requested by the academic unit. Persons holding appointment as adjunct faculty or Post Doctoral Research Associates (9189) are not eligible for GTS. Exceptions to this policy may be made by requesting Courtesy Faculty status in an appropriate classification code as well as GTS for such persons through the Vice President for Faculty Development and Advancement and the Dean of The Graduate School. For example, an FSU employee meeting the required criteria for appointment to GTS, but who is appointed as an A & P Program Director would need to be approved for status as a courtesy faculty member and subsequently approved for GTS in order to teach a graduate course.

Academic units will determine criteria and procedures for GTS appointments, according to guidelines in the Faculty Handbook and subject to approval of the dean of the college or school. The criteria will be subject to the approval of the Dean of The Graduate School with the advice and consent of the Graduate Policy Committee. Names of new GTS appointees will be sent to the Dean of The Graduate School for confirmation with the advice and consent of the Graduate Policy Committee.

Normal policy forbids graduate students from teaching graduate courses. Exceptions can be requested as follows:

Colleges where a master’s-level professional degree is the normal terminal degree may request approval from the Vice President for Faculty Development and Advancement through the Dean of The Graduate School for doctoral students to teach in a practice-oriented master’s-level course in a specific semester under the supervision of a regular tenured or tenure-earning faculty member with graduate faculty status. The request for approval shall include (a) justification for the request, (b) details of the course, (c) full CV of the student in question, and (d) details of the supervision arrangement. Approval must be given for a specific course or courses, and must be renewed annually.

Academic units must ensure that graduate teaching assistants meet the criteria of having 18 student credit hours of graduate level work in the academic program before they are assigned to primary teaching responsibilities for undergraduate courses. To teach graduate courses the Graduate Teaching Assistant would need to have the master’s degree (or its equivalent e.g. 30 hours) or an equivalent amount of practical work experience in the field. Final approval for graduate students teaching graduate courses will be by both the Dean of The Graduate School and the Vice President for Faculty Development and Advancement. Under no circumstances may a graduate student be appointed as a member of another graduate student’s advisory and examining committee. Permission must be granted prior to the teaching of a graduate course by a graduate student.

Co-Master’s Directive Status (CMDS)

Co-Master’s Directive Status (CMDS) establishes the eligibility of specialized, non-tenure track, and courtesy faculty to serve as the co-major professor for a master’s student or to be an official member of a student’s committee.  Participation as such in a student’s committee does not count towards the minimum number of GFS members.

Co-Master’s Directive Status: Appointment

Members of the specialized and non-tenure-earning faculty (NTTF) must be appointed to Co-Master's Directive Status (CMDS) to serve as a member or co-major professor of a master’s thesis committee. An FSU ranked faculty member (Assistant, Associate, Full, Eminent Scholar) with GFS must serve as the other co-major professor and the  committee must include at least three members with GFS.  A person holding CMDS may also serve on committees for doctoral students, provided each such committee includes at least four members with GFS

Under special circumstances qualified persons may be appointed as courtesy faculty through the Office of Faculty Development and Advancement to participate as part of a student’s committee.  Such courtesy faculty must also be approved for Co-Master’s Directive Status (CMDS) through the Graduate School to serve as an official member or co-major professor of such a committee.  Requests for CMDS must state the specific student committee(s) for which approval is requested.

Subject to consideration of special circumstances, minimum qualifications are: (1) completion of the doctorate or its equivalent, and (2) proven ability to conduct scholarly research and publish in reputable media or to perform equivalent scholarly or creative works.

Academic units will determine criteria and procedures for CMDS appointments, according to guidelines in the Faculty Handbook and subject to approval of the dean of the college or school. The criteria will be subject to the approval of the Dean of The Graduate School with the advice and consent of the Graduate Policy Committee. Names of new CMDS appointees will be sent to the Dean of The Graduate School for confirmation with advice and consent of the Graduate Policy Committee.

Co-Doctoral Directive Status (CDDS)

Co-Doctoral Directive Status (CDDS) establishes the eligibility of specialized, non-tenure track, and courtesy faculty to serve as the co-major professor for both doctoral and master’s students or to be an official member of such students’ committees.  Participation as such in a student’s committee does not count towards the minimum number of GFS members.

Co-Doctoral Directive Status: Appointment

Members of the specialized and non-tenure-earning faculty (NTTF) and not holding CMDS must be appointed to Co-Doctoral Directive Status (CDDS) to serve as a member or co-major professor of a doctoral dissertation or treatise committee.  An FSU ranked faculty member (Assistant, Associate, Full, Eminent Scholar) with GFS must serve as the other co-major professor and the committee must include at least four members with GFS.  A person holding CDDS may also serve on committees for doctoral and master’s students, provided each such committee includes at least three members with GFS

Under special circumstances qualified persons may be appointed as courtesy faculty through the Office of Faculty Development and Advancement to participate as part of a student’s doctoral committee.  Such courtesy faculty must also be approved for Co-Doctoral Directive Status (CDDS) through the Graduate School to serve as an official member or co-major professor of such a committee.  Requests for CDDS must state the specific student committee(s) for which approval is requested.

Subject to consideration of special circumstances, the minimum qualifications for appointment are: (1) completion of a doctorate or its equivalent, (2) attainment of recognized professional stature in the discipline by virtue of substantial post-doctoral or equivalent scholarly or creative work and (3) experience in the supervision of graduate students.

Academic units will determine criteria and procedures for CDDS appointments, according to guidelines in the Faculty Handbook and subject to approval of the dean of the college or school.  The criteria will be subject to the approval of the Dean of The Graduate School with the advice and consent of the Graduate Policy Committee. Names of new CDDS appointees will be sent to the Dean of The Graduate School for confirmation with the advice and consent of the Graduate Policy Committee.

A faculty member in a department not granting the doctorate may be considered for Co-Doctoral Directive Status in a degree-granting department or authorized degree program. Requests may be submitted either at the faculty member's initiative or at the invitation of the department. In each case the department shall follow its customary procedures for nominating faculty members for Co-Doctoral Directive Status, and nominations shall be forwarded by the academic unit to the school- or college-wide committee in accordance with the procedures above. Final confirmation rests with the Dean of The Graduate School with the advice and consent of the Graduate Policy Committee.

Qualified specialized and non-tenure-track faculty (NTTF) may hold co-master’s or co-doctoral directive status in more than one degree program. A faculty member with CMDS or CDDS in one FSU department may also be granted CMDS or CDDS by other academic units or authorized degree programs. Each area granting CMDS or CDDS would utilize its own criteria and procedures as outlined above.

Special case of the College of Law

In addition, Graduate Teaching Status (GTS), Co-Doctoral Directive Status (CDDS), and Co-Master’s Directive Status (CMDS) are automatically granted to faculty members in the College of Law who hold tenure track appointments and possess an appropriate terminal degree (e.g., J.D.).  The rationale for this policy is that these faculty are hired for the purpose of only educating post-baccalaureate students, unlike other segments of the university where faculty are hired to teach undergraduates and must be granted GFS or GTS to teach graduate students and engage in graduate education activities in their disciplines. A tenured faculty member in the College of Law cannot serve as an official University Representative on a doctoral committee unless GFS is awarded to that faculty member by an eligible graduate program. However, since this policy also grants CDDS and CMDS to College of Law faculty they can serve on master’s and doctoral committees and co-advise a student in an official capacity though they cannot count towards the minimum number of GFS members required for such committees. 

Retired Faculty

Full-time faculty holding Graduate Faculty Status who either fully retire (includes Emerita/Emeritus status) or enter an early retirement plan (service professors) may retain their status as members of the Graduate Faculty under the following conditions:

  • Fully retired faculty (includes Emerita/Emeritus status) may continue to serve as major professors for those students who have already begun their thesis/dissertation at the time of the professor’s retirement. Fully retired faculty, however, may not accept additional students in this capacity. Fully retired faculty may serve as an additional member beyond the minimum number required on master’s/doctoral committees of new students if they choose. Appointment to courtesy is not necessary, but department chairs must send a memo to The Graduate School indicating the names of the student committees on which the professor serves and the approval of this continued service.
  • Service professors (phased retirees) retain Graduate Faculty Membership under the same guidelines as full-time faculty. These faculty are cautioned, however, to schedule their semesters of employment to coincide with the needs and projected timelines of their doctoral candidates.

Faculty Who Depart the University for Reasons other than Retirement

For faculty who depart the University for any reason other than retirement, the department or program in which directive status is held will review the faculty member’s status and the committees the faculty member serves on or chairs. If the department or program wishes to continue the faculty member in some or all of these roles, it may provide a courtesy appointment and nominate the faculty member for master’s or doctoral co-directive status, as needed, so the faculty member may continue as co-chair or member for those students who have already begun their thesis/dissertation at the time of the faculty member’s departure. If the faculty member is serving as committee chair, the department will then designate a current or new member of the committee with GFS as co-chair of the committee. Faculty members who depart the University may not accept additional students in this capacity, nor may they serve as the University Representative on committees. Nominations for this limited co-directive status, following the usual process, will be sent to the college committee, to the dean’s office and then to the Dean of The Graduate School for confirmation with the advice and consent of the Graduate Policy Committee.