66 FACULTY RANK & ADVANCEMENT

Murray State College recognizes four classifications of academic rank: 1) instructor; 2) assistant professor and tenure; 3) associate professor and tenure; and 4) professor and tenure.  Regular full-time permanent faculty are ranked as an instructor upon employment in a full-time permanent faculty position.  Regular full-time permanent faculty have the opportunity to apply for promotion in academic rank and tenure as outlined in the Faculty Promotion in Rank and Tenure Procedure.  Monetary incentives for promotion in rank and tenure may be provided based upon the specified procedures and the availability of funds.

Procedure:  The criteria for the rankings, as well as procedures for advancement of rank, are included in the following procedure.

A.   Procedures for Recommendation for Advancement in Rank:

1. The faculty member submits a letter of intent to apply for advancement in rank to their division chair by December 1 if eligibility criteria are met.
2. The division chair sends a recommendation for advancement in rank to the Vice President for Academic Affairs (VPAA).
3. VPAA then forwards it to the chair of the Academic Rank Advancement Committee (ARAC).
4. The ARAC then sends a notification to the faculty member.  (The ARAC is a standing committee composed of advanced rank faculty with three members elected by the Faculty Assembly and two members appointed by the VPAA.  If there are more than eight applicants for advanced rank, a second committee will be formed in the same manner).
5. The faculty member under consideration for promotion in rank must submit their academic portfolio to the Office of Academic Affairs by January 25 of the application year:
6. The faculty ARAC will review the written narratives and supporting evidence of each applicant to determine if all criteria listed in the requirements for each advancement in rank have been met. They will then present their recommendation to the VPAA by March 25th. The ARAC may recommend a rank that is lower than the one for which the faculty member is applying. However, they cannot recommend the removal of any rank that the faculty member has already earned. For example, if an applicant applies for the rank of associate professor but does not meet the qualifications, the ARAC may recommend the rank of assistant professor if the qualifications for that rank are met.
7. The VPAA forwards, with any additional comments and recommendations, the list of candidates to the President by April 15.
8. The President makes all final decisions regarding promotion in rank.
9. Incoming Faculty: After one year of successful faculty performance, incoming faculty can apply for a specific rank commensurate with their past academic rank and/or experience.
10. Existing Faculty: Existing Faculty can apply directly for any specific higher rank for which they meet both combined time and other requirements, even if they did not formally apply for intervening ranks.

B. Guidelines in Determining Qualifications for Promotion in Rank per Level:

The following guidelines are presented for use in determining an individual’s qualifications for promotion in rank.

1. Instructor: Faculty employed at the rank of instructor must present evidence of scholarship, teaching ability, and practical experience. The official academic transcript must include evidence of course concentration (i.e., major or equivalent) and/or technical specialty within the discipline in which that person is required to teach.
2. Assistant Professor: The candidate eligible for rank of assistant professor must fulfill the following requirements:
   1. For faculty teaching within the Associate in Science/Arts (general education) programs: Faculty who have earned a master’s degree (baccalaureate for applied science programs) from an accredited university relevant to the coursework to be taught and will have completed at least four years full-time faculty employment in higher education, and/or career and technology education, at the end of the current academic year, with at least 2 years at MSC; For faculty who have earned a doctorate, all that is required is at least two years of full-time faculty employment at MSC.
   2. Complete four professional development experiences annually, for each, provide a narrative and evidence of completion. Alternatively, graduate courses beyond the master’s degree (beyond baccalaureate for applied science programs) can substitute for these experiences, with corresponding narratives and transcripts as evidence.
   3. Make a significant contribution to institutional advancement through leadership.
   4. The academic portfolio must be submitted to the Office of Academic Affairs by January 25 of the application year and contain the following components:
      1. A written cover letter,
      2. A current curriculum vitae (CV) including listings of criteria to be considered for advancement. (See section C.)
      3. A reference letter from his/her direct supervisor.
      4. A reference letter from a fellow MSC faculty member
      5. Documentation of at least three (one if faculty has a doctorate) “Expected” (70%) or higher faculty evaluations,
      6. A written narrative explaining fulfillment of the criteria for advancement in rank.
      7. Four narratives regarding professional development experiences for each year of service being considered in the advancement.
      8. Any additional evidence supporting or proving advancement criteria that may be requested by the ARAC.
3. Associate Professor: The candidate eligible for rank of associate professor must fulfill the following requirements:
   1. Earned a master’s degree from an accredited university relevant to the coursework to be taught and eight years full-time faculty employment in higher education, and/or career and technology education, two of which at MSC; or earned a doctorate with four years of faculty employment in higher education, and/or career and technology education, two of which at MSC.
   2. Complete four professional development experiences annually, for each, provide a narrative and evidence of completion. Alternatively, graduate courses beyond the master’s degree can substitute for these experiences, with corresponding narratives and transcripts as evidence.
   3. Make a significant contribution to institutional advancement through leadership.
   4. Active participation in a discipline-based state, regional or national organization; or make significant contribution to the academic discipline at a regional, state, or national level.
   5. The academic portfolio must be submitted to the Office of Academic Affairs by January 25 of the application year and contain the following components:
      1. A written cover letter,
      2. A current curriculum vitae (CV) including listings of criteria to be considered for advancement. (See section C.)
      3. A reference letter from his/her direct supervisor.
      4. A reference letter from a fellow MSC faculty member
      5. Documentation of at least three “Expected” (80%) or higher faculty evaluations,
      6. A written narrative explaining fulfillment of the criteria for advancement in rank.
      7. Four narratives regarding professional development experiences for each year of service being considered in the advancement.
      8. Any additional evidence supporting or proving advancement criteria that may be requested by the ARAC.
4. Professor: The candidate eligible for rank of professor must fulfill the following requirements:

    

   1. Earned a doctorate from an accredited university relevant to the coursework to be taught and eight years of faculty employment in higher education, and/or career and technology education, four of which at MSC; or earned a master’s degree from an accredited university relevant to the coursework to be taught and twelve years of full-time faculty employment in higher education, and/or career and technology education, four of which at MSC.
   2. Complete four professional development experiences annually, for each, provide a narrative and evidence of completion. Alternatively, graduate courses beyond the master’s degree can substitute for these experiences, with corresponding narratives and transcripts as evidence.
   3. Active participation in a discipline-based state, regional or national organization; or make significant contribution to the academic discipline at a regional, state, or national level.
   4. Make a significant contribution to institutional advancement through leadership.
   5. The academic portfolio must be submitted to the Office of Academic Affairs by January 25 of the application year and contain the following components:
      1. A written cover letter,
      2. A current curriculum vitae (CV) including listings of criteria to be considered for advancement. (See section C.)
      3. A reference letter from his/her direct supervisor.
      4. A reference letter from a fellow MSC faculty member
      5. Documentation of at least three “Expected” (80%) or higher faculty evaluations,
      6. A written narrative explaining fulfillment of the criteria for advancement in rank.
      7. Four narratives regarding professional development experiences for each year of service being considered in the advancement.
      8. Any additional evidence supporting or proving advancement criteria that may be requested by the ARAC.

• Evaluations: If there are not a sufficient number of completed faculty evaluations on file, requirements for minimum number of evaluations may be reduced in lieu of a letter of verification by the division chair or a reference letter by the acting VPAA or two letters of recommendation by peer department members. Any available completed faculty evaluations within the past four years should be produced for application.

C. Evidentiary Criteria for Promotion in Rank

The following are examples a candidate might use in documenting continuing performance in specific areas. Candidates are limited to these suggestions.

1. Superior Teaching and Classroom-Related Duties:
   1. Positive peer and/or student evaluations.
   2. Improve or develop techniques in teaching and learning.
   3. Develop supplemental materials for instruction.
   4. Unsolicited letters from students or others.
   5. Student advisement/tutoring activities beyond the normal expectation.
2. Professional Growth and Development:
   1. Complete annual faculty evaluation.
   2. Participate in seminars and workshops, including written narrative of application to the instructional process.
   3. Participate in the Oklahoma Association of Community Colleges (OACC) activities, etc.
   4. Participate in professional organizations within area of specialty.
   5. Present paper(s) to professional organizations.
3. Scholarship:
   1. Formal educational pursuits that result in a quality transcript.
   2. Continuing education.
   3. Certification(s) in area(s) of specialization.
   4. Publish papers, articles, etc.
   5. Regional, state, or national recognition in field of specialization.
4. Leadership through Institutional Service:
   1. Serve on standing and ad hoc committees.
   2. Participate in professional organizations.
   3. Appear on TV, radio, or other media.
   4. Provide graduation advisement.
   5. Participate in recruitment activities.
   6. Sponsor student organizations, judging teams, etc.
   7. Organize special days/activities, such as: Scholastic Contests, Business Day, Academic Bowl, Speech Contests, etc.
   8. Participate in campus activities.
5. Leadership through Institutional Responsibilities:
   1. Serve as officer (chair, etc.) of institutional committee.
   2. Serve as chair of an academic department or program.
   3. Serve on institutional committee/council.
   4. Provide assistance in policy/procedure development.
   5. Promote and perpetuate a positive culture within the institution.
6. Leadership through Community Service:
7. 1. Speak to community or professional groups.
   2. Participate in civic groups.
   3. Provide consultation within academic field to a community group.
   4. Participate in Chamber of Commerce, City Council, etc.
   5. Sponsor organization(s) such as 4-H, Boy Scouts, etc.

D. Compensation for Promotion in Rank

After final approval by the President, the faculty member will receive the following stipend amounts annually beginning at the start of the next academic year:

1. 1. Assistant Professor: $1000
   2. Associate Professor: $2000
   3. Professor: $3000

1. 1. 1. These amounts added to the annual salary are cumulative.
      2. If a faculty member advances directly to a rank more than one level above the current rank (e.g., from Assistant Professor to Professor), the faculty member does receive the added amounts attributable to the intervening rank(s).
      3. Compensation for Promotion in Rank is considered a stipend for payroll purposes, not an increase to the base salary; and, it is based upon the availability of funds.

E. Procedures for Renewal of Advanced Rank Faculty Pay

Faculty members who have achieved annual evaluation performance points equal to or above an expected (70%) rating and who have received no annual rating below expected (70%) will automatically be renewed without further review. Should the faculty member have annual evaluation(s) that fall below expected (70%), the faculty member has the opportunity to provide a written narrative providing justification and documentation for any faculty evaluation that falls below the expected (70%) rating.

1. 1. During the annual performance review of the faculty member, the supervisor determines if he/she supports continuation of advanced rank faculty pay. The supervisor may send a request to the ARAC to review the renewal of advanced rank faculty pay for a faculty member.
   2. The ARAC will review the faculty evaluations of the faculty member and recommend appropriate action. The faculty member will have the opportunity to provide a written justification.
   3. Following the ARAC review of the circumstances and documentation, recommendations will be made to the VPAA, who then forwards recommendations with any comments, to the President. The recommendations may include one or more of the following:
      1. 1. Continued advanced rank pay.
         2. Continued advanced rank pay with stipulations pertaining to professional improvement to be attained by a definite period.
         3. Probation for a definite period of time to make appropriate professional and/or personal adjustments.
         4. Discontinuance of advanced rank pay.
         5. Demotion to the rank immediately below the current rank.