D. APPOINTMENTS, RANK, AND TENURE

Contents

1.  Faculty

All officers of instruction are members of the faculty [9] of the University although assigned to service in distinct schools. A faculty member has a primary appointment in only one department, but may have secondary appointments in one or more units (departments, programs or schools).

Those officers of instruction who by reason of their qualifications have been appointed to one of the four full-time tenure-eligible academic ranks (which in ascending order are Instructor, Assistant Professor, Associate Professor, and Professor) constitute the ORDINARY FACULTY of the University.  A tenured faculty member must hold the rank of Associate Professor or Professor. [10]


The President and, by delegated authority, the Provost or appropriate Executive Vice President are authorized to appoint officers of instruction with such specialized titles as visiting professor, professorial lecturer, lecturer, laboratory instructor, professor (at a specified location), research professor, research associate, adjunct professor and clinical professor.

Although academic administrators, librarians, [11] and registrars do not have tenure, they share in certain rights and privileges of the faculty. They receive the educational and general benefits accorded to officers of instruction.

2.  Norms for Appointment, Retention and Advancement

Those appointed to the faculty are expected to observe the professional standards and procedures set forth in this Faculty Handbook. Included within these standards is the expectation that all those appointed to the faculty will provide the University with full and accurate information about their credentials.

It is to be expected that all members of the faculty will perform satisfactorily their teaching and other duties. Satisfactory performance does not of itself constitute grounds for advancement in academic rank however. With advancing levels of academic experience, it is expected that faculty members will demonstrate an increasing level of teaching ability, scholarship and service.

It is difficult to define the qualities which constitute evidence of teaching ability. Certainly the ability to communicate to students the fruits of his or her scholarship and professional experience to encourage, to stimulate and obtain from students the fullest expression of their abilities is included in the characteristics of a good teacher.

While there is no concise definition of what may constitute evidence of scholarship, it is generally recognized that a scholar has a wide and critical command of the field of his or her study as well as broad cultural interests. The highest indication of scholarship is the ability to make original contributions in one’s field of knowledge. Scholarship is generally evidenced by scholarly publications of high quality, but also may be evidenced in certain areas by creativity and professional contributions demonstrated through the medium of communication customary in that discipline. Consideration will be given to such subsidiary evidence as direction of or significant participation in research projects, particularly in the scholarly activities of learned societies and professional consultative service.

Duties of the faculty will also encompass service to the University and to the community at large and, for clinical faculty, contribution to patient care. Service includes effective performance of activities within the University, such as serving on University committees, and activities outside the University which enhance its reputation.

3.  Definition of Academic Ranks
Instructor

Appointment to the rank of Instructor generally presupposes the following qualifications:

    1. Individuals may be appointed as Instructor who have advanced to candidacy for the Ph.D. or possess the degree required for teaching in certain fields.
    2. Proven or presumptive teaching ability.
    3. The potential to progress toward the Assistant Professorship according to ordinary norms.
    4. Those qualities of character and personality expected in a teacher and advisor of students. 
Assistant Professor

Appointment to this rank or promotion from the rank of Instructor presupposes:

    1. Possession of the Ph.D. or the degree required for teaching in certain fields.
    2. Evidence of the possession of those qualities of character, personality, and competence expected in a teacher and advisor of students.
    3. Evidence of scholarship and research as described in "IXB. Norms for Appointment, Retention and Advancement.”
    4. Evidence of satisfactory performance of other University responsibilities.
Associate Professor

Appointment to this rank or promotion from the rank of Assistant Professor requires:

    1. Normally at least three years in the rank of Assistant Professor at this University. In the case of new appointments, account may be taken of experience and professional recognition.
    2. Evidence of continuing and increasing achievement in the areas described in (2) (b-d) inclusive.
    3. Evidence of scholarship as recognized by colleagues in the same field of endeavor. In the case of new appointments, account may be taken of experience and professional recognition. 
Professor

Appointment to this rank or promotion from the rank of Associate Professor supposes, in addition to distinguished fulfillment of the requirements of the previous ranks, evidence of such quality and quantity of scholarship as to warrant general recognition among scholars in the same field.

University Professor
    1. Policy

      Georgetown University reserves the rank of University Professor for faculty members of extraordinary achievement whose scholarly accomplishments have earned them substantial recognition from their academic peers. The rank is bestowed by the President in recognition of distinguished record of scholarship, teaching, and service to the University and higher education community at large.  The rank is recognized as the University's most significant professional honor, and is awarded rarely and only in accordance with the criteria specified in this policy.

    2. Criteria

      To be eligible for appointment to the rank of University Professor a faculty member must satisfy the following criteria:

      1. He or she must either hold the rank of professor with tenure at Georgetown University or have been recommended to the President for tenure at that rank in accordance with the University's rank and tenure policies and procedures.
      2. He or she must possess an outstanding record of scholarly accomplishment that establishes him or her at the front ranks of university faculty nationally and internationally.
      3. As a condition of appointment to the rank of University Professor, the faculty member must agree to relinquish any chair or endowed professorship he or she currently holds.
    3. Procedure

      To be appointed to the rank of University Professor, an otherwise eligible faculty member must be selected by the President of the University upon the affirmative recommendation of at least two Executive Vice Presidents or Provost  and taking into account the views expressed by members on affected department(s).

    4. Privileges of Rank

      Appointment to the rank of University Professor will be tenure.  Tenure will reside in the department in which the faculty member serves as a professor.

Emeritus Professor
    1. Policy

      A faculty member who retires, who does not accept a full-time or part-time academic appointment at another institution of higher education, and who satisfies the eligibility criteria in paragraph (b) below, may be appointed Professor or Associate or Assistant Professor Emeritus by the President.

    2. Criteria

      To be eligible for appointment to emeritus status, a retired faculty member must satisfy the following criteria:

      1. The faculty member must have served, for at least ten years with tenure, at Georgetown University at the rank of Professor, Associate Professor, or Assistant Professor.
      2. The faculty member must possess a record of distinguished and meritorious service to Georgetown University.
    3. Procedure

      If a faculty member satisfies the eligibility criteria and wishes to be considered for emeritus status, he or she should apply to the Provost or the appropriate Executive Vice President.

    4. Benefits

      In addition to the customary health and retirement benefits, the provision of any other benefits, amenities, and facilities, as they are reasonably available, is left to the discretion of the department.

Clinical Professor Emeritus
    1. Policy

      This title will be offered to a faculty member who retires, who does not accept a full-time or part-time academic appointment at another institution of higher education, and who satisfies the eligibility criteria described below.  The specific titles eligible faculty could have bestowed are: Clinical Professor Emeritus, Clinical Associate Professor Emeritus, or Clinical Assistant Professor Emeritus by the Executive Vice President for Health Sciences.

    2. Criteria

      To be eligible for appointment to Clinical Emeritus status, a retired faculty member must satisfy the following criteria:

      1. The faculty member must have served, usually for at least ten years, at Georgetown University Hospital or one of the affiliated educational institutions at the rank of Professor, Associate Professor, or Assistant Professor on the Clinician Scholar or Clinician educator or Clinical tracks.
      2. The faculty member must possess a record of distinguished and meritorious service to Georgetown University Medical Center.
    3. Procedure

      If a faculty member satisfies the eligibility criteria and wishes to be considered for Clinical Emeritus status, he or she should apply to the Executive Vice President for Health Sciences.

    4. Benefits

      The provision of any other benefits, amenities, and facilities, as they are reasonably available, is left to the discretion of the institution or requesting department under established University policies and procedures.

4.  Term of Service 

Appointment, promotion and tenure are separate actions. Appointment to any rank does not confer tenure except where specifically provided in the terms of appointment. Promotion at any time from any rank to any other rank does not confer tenure.

Tenure is rarely granted to faculty members below the rank of Associate Professor.

For one regularly appointed to the Ordinary Faculty the normal term of employment is one year, renewable annually. The appointment may be extended to seven years.

Prompt written notice shall be given by the University to the pertinent member of the Ordinary Faculty setting forth the rank of initial appointment, the rank to which one is promoted, the grant of tenure, the denial of tenure, or of any final action taken in regard to rank and tenure.

Notice of non-reappointment will be given in writing to members of the Ordinary Faculty in accordance with the following standards:

        1. Not later than March 1st of the first academic year of service at Georgetown.
        2. Not later than December 15th of the second academic year of service.
        3. Not later than July 31st in the year prior to termination after two or more years of service.

If for any reason a member of the Ordinary Faculty intends to terminate his or her relationship with the University, due notice should be given in writing to the Provost or Executive Vice President of the appropriate campus at least six months prior to the date of termination. The courtesy of earlier notice is expected from tenured members.

5.  Appointments

All appointments to the Ordinary Faculty at the rank of Professor and Associate Professor are made by the President of the University. All other appointments to the faculty are made by the Provost or Executive Vice President of the appropriate campus.

The precise terms and conditions of every appointment should be stated in writing and be in the possession of both institution and teacher [12] before the appointment is consummated.

6.  Promotion 

Promotions of the Ordinary Faculty to the ranks of Professor and Associate Professor are made by the President of the University.

7.  Tenure 

Tenure may be defined as a mutually acknowledged expectation of continuing employment that is terminable by the University only for just cause (as for professional incompetence or moral turpitude of the faculty member, for grave economic stringency on the part of the University, or for reasons of major changes in institutional aims). [13]

Requirements for tenure, at any rank, ordinarily include 1) teaching ability rated by one's students and peers as being of high quality, over a period of several years; 2) scholarly accomplishments consistent with the rank, and supportive evaluations of the scholarship by authorities outside the University; and 3) service (both inside and outside the University) commensurate with the rank.  Evidence of the likelihood of continuing performance at the same or at a higher level should be perceived.  It must be noted, however, that criteria and expectations vary among schools and disciplines.

The recommendations for tenure are submitted for decision by the President.  The decision shall be transmitted to the pertinent faculty member in an expeditious and appropriate manner.

Tenure expires at the date of retirement or earlier if the faculty member's employment at the University has been terminated for other reasons.  If a faculty member resigns from the University and later returns, his or her situation with repect to tenure should be set forth in clear,  unequivocal language in the letter of appointment. 

 

8.  Tenure Clock Policy
    1. The tenure probationary period for untenured full-time members of the Ordinary Faculty is seven academic years. For a faculty member whose term of appointment begins 1 January, or later, the tenure probationary period commences with the academic year following his or her initial appointment. Otherwise the tenure probationary period commences with the academic year of the appointment. The duration of the tenure probationary period is not affected by the status of, or changes in, a faculty member's rank (such as instructor or assistant professor).
    2. An untenured Ordinary Faculty member becomes eligible for tenure review at the end of the third year of his or her tenure probationary period and may request a review in any year of the tenure probationary period after becoming eligible. Untenured Ordinary Faculty must confirm in writing no later than the beginning of the sixth year: 1) their intention to apply for tenure in the sixth or seventh year of the tenure probationary period, and 2) their understanding of the remaining tenure probationary period and reappointment limits. A faculty member who is denied tenure in the sixth year of the tenure probationary period and who does not reapply in the seventh year of the tenure probationary period, will be terminated at the end of the seventh year. A faculty member who applies for tenure in the seventh year of the tenure probationary period, may request a terminal appointment for the subsequent year, in case the application is denied. If tenure is denied, the tenured faculty of the relevant unit may, at their discretion, approve a terminal year appointment with a normal teaching assignment but without tenure-eligibility, provided that the request for the appointment is received prior to course planning for the year of the appointment and that such appointment is consistent with the needs of the department. No application for tenure may be made during a terminal year following expiration of the tenure probationary period.
    3. The tenure probationary period at Georgetown for an untenured member of the Ordinary Faculty with previous employment in a tenure-eligible position at another university will be reduced by the number of tenure-eligible years previously served minus one; provided that the tenure probationary period at Georgetown will never be less than four years. Exceptions must be approved at the time of the faculty member’s initial appointment by the Executive Vice President on recommendation of the Chair and Dean, and explicitly stated in a written agreement between the faculty member and the Executive Vice President. In approving exceptions, consideration shall be given to whether the previous employment provided adequate opportunity for scholarship and teaching.
    4. The tenure probationary period may be interrupted while a faculty member is on leave to perform public or professional service that does not contribute to the production of academic scholarship of the type normally considered in an application for tenure. Such leave and interruption of the tenure probationary period shall not ordinarily be granted in the seventh year of the tenure probationary period. The Executive Vice President, acting with the advice of the Chair and Dean, will determine if the leave interrupts the tenure probationary period.
    5. The tenure probationary period may be interrupted as provided in section XIX “Fringe Benefits” of the 1999 Faculty Handbook, in the New Parent Leave Option for Ordinary Faculty on the Main Campus, or in such other personal and family leave policies that may be adopted from time to time; or as required by District of Columbia, state or federal law.
    6. For purposes of this policy, references to a particular numerical year of the tenure probationary period are to the adjusted year after accounting for any interruptions described in paragraphs (d) and (e) that have occurred.
    7. Nothing in this policy shall have the effect of changing the tenure probationary period for any faculty member whose tenure probationary period begins before July 1, 2006. All such faculty will have their probationary period determined by the policies and practices in place at the time of their initial appointment. If such faculty have not received a research or teaching leave that interrupted their tenure probationary period, they may request a terminal non-tenure-eligible year as specified in paragraph (b) above.
9.  Request for Reconsideration 

Whenever a faculty member receives in writing an adverse decision of the University concerning his/her application for promotion and/or tenure, the faculty member has thirty calendar days to file with the President of the University a petition for reconsideration. The petition should be submitted in writing and list the reasons for the request for reconsideration.

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