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Proposed Kogod School of Business Guidelines for Initial Appointment, Reappointment, and Promotion of Term Faculty

Effective Fall 2019
(Approved by Kogod Council on February 5, 2019)
(Approved by Provost July 2019)

Based upon the American University Faculty Manual and recognizing the importance of career development more broadly, the faculty of the Kogod School of Business (KSB) adopts the following guidelines for initial appointment, reappointment, and promotion of term faculty.

Scope & Transition Steps:

KSB term faculty generally come from an academic or a practice background. Academic candidates hold terminal degrees (Ph.D., DBA)1, are committed teachers, and are trained in research. Academic candidates have generally been appointed as Professional Lecturer, or Assistant Professor (term). Practice candidates often hold professional qualifications and bring rich experiences from successful business careers outside academia. Practice candidates have generally been appointed as Executive in Residence (EIR).2

The faculty manual clarifies that the “in residence designation constitutes a title rather than a rank and should be reserved for individuals who bring notable experience and accomplishments to their teaching or other primary responsibilities” (Section 16e). Henceforth, all initial term faculty appointments in KSB will be in the Professorial Lecturer promotion sequence. All current KSB EIR will be assigned the Professorial Lecturer rank in the Term Professorial Lecturer promotion sequence. Term faculty will not have the option of retaining the EIR title. Promotions in the Professorial Lecturer promotion sequence will be governed by the guidelines articulated in this document.

The faculty manual also states, “Customarily  no new term assistant professors will be appointed” (Section 13b).  KSB term faculty currently holding the rank of “Assistant Professor” will have the option of remaining in that promotion sequence or switching to the “Professorial  Lecturer promotion sequence” with the rank of Professorial Lecturer. This option can be exercised at any time. Term faculty at the Assistant Professor rank can apply for promotion to Associate Professor (term) at any time after six years of continuous service at American University.  For promotion to Associate Professor (term), a candidate must meet the same criteria as a tenure-line Associate Professor.  (See KSB Tenure and Promotion Guidelines, adopted 8/10/15 for relevant criteria).  If promotion is denied, the faculty member remains at the term assistant rank and may reapply for promotion at a later date.

The faculty manual also permits term faculty to move between the professorial lecturer and term professor ranks, if they meet the criteria for the relevant rank.  A move from term Assistant Professor to Professorial Lecturer or vice versa is considered a lateral move and can be approved by KSB with consultation with the Dean of Faculty.  Any move between the professorial lecturer and term professor ranks that constitutes a promotion must proceed according to the promotion review criteria and procedures outlined for that rank.  Movements from the professorial lecturer sequence to term associate professor or above requires a full review including external letters.  Faculty contemplating  such an action should explore its viability with their department chair and the Dean.

Guidelines:

KSB guidelines reflect a high level of performance in two required components: (a) teaching; (b) service; and one optional component: (c) scholarship. While evaluations in the Professorial Lecturer promotion sequence prioritize teaching and service, continuing participation in scholarship will also be noted.

Additionally, the AU Manual specifies, “Scholarly or professional engagement that enhances teaching is strongly encouraged. All term faculty are expected to remain current in their field” (Section 15). This is consistent with the Association to Advance Collegiate Schools of Business (AACSB) accreditation standards that require that all faculty collectively and individually demonstrate significant academic and professional engagement. A term faculty member who is not current in their field based on the criteria outlined in KSB Academic and Professional Qualifications for Kogod School of Business Faculty policy (adopted April 15, 2014) will not be appointed or promoted. Similarly, a term faculty will not be customarily reappointed if they are not current in their field unless there are exceptional circumstances.

It is not necessary for all elements, within the different components listed to be included in each candidate’s application for promotion, however some elements are necessary as indicated. These guidelines are intended for use by those involved in the promotion evaluative process, i.e., department faculty, department chairs, Term Faculty Review Committee, and the Dean.

Teaching and Student Engagement

Teaching is the cornerstone of term faculty appointments. High-quality teaching is an important factor in the reappointment and promotion decision of term faculty. A term faculty member who excels in other dimensions but is an ineffective teacher will not be recommended for reappointment and/or promotion.

KSB and American University emphasize the importance of personalized teaching, experiential education, and direct faculty involvement with students, both inside and outside the classroom. In evaluating term faculty for reappointment and/or promotion, KSB values the entire portfolio of learning-related activities including very good classroom performance; organization, development, articulate presentation of subject matter; an ability to motivate and involve students in the learning process; an appropriate respect for the intellectual needs of students, and evidence of engagement with students through a range of activities outside the classroom. Additionally, scholarly or professional engagement that enhances teaching is strongly encouraged. All term faculty are expected to remain current in their field. Currency in the field may be demonstrated through different activities including but not limited to professional development in teaching, new instructional modalities pertinent to the subject area, pedagogical innovations, development of new courses or significant revamping of existing courses, educational research and case writing.

Classroom Activities

There are many ways to assess a faculty member’s effectiveness in the classroom. One important indicator of teaching effectiveness is the student evaluation of teaching (SET). At the time of consideration for reappointment or promotion, a faculty member’s portfolio of SET scores is evaluated both in an absolute and a relative context. It is important that SETs be supplemented with other measures to capture the multiple aspects of teaching effectiveness. Factors that should be considered in developing a holistic assessment of teaching effectiveness include:

Evaluations of Courses Taught:

• Number and variety of course preparations, including on campus and online courses.

• Complexity of courses taught.

• Distribution of grades and adherence to departmental grade distribution policy (required).

• Timely, fair, and objective assessment of student performance (required).

• Providing and promoting an inclusive student learning environment.

Curricular Initiatives:

• Development of new courses to meet market demand.

• Updating, revision, and improvement of existing courses.

• Pedagogical innovations including incorporating technology.

• Development of instructional materials (e.g., cases, problem sets, workbooks, etc.).

Non-classroom Activities

Classroom activities alone do not suffice for the teaching and student engagement portion of the portfolio. Student engagement outside the classroom can constitute a meaningful part of the education process and both the amount and quality of non-classroom activities will be considered. Non-classroom activities include, but are not limited to:

• Collaborating with students in research activities.

• Developing new programs and/or program emphases.

• Coordinating courses across all sections.

• Participating in course and program assessments.

• Development activities, such as improving teaching skills or expanding areas of expertise.

• Working with publishers on review and development of course materials.

• Publication and presentation of teaching materials and methodologies.

• Advising and placement of students.

• Assisting participants in academic competitions.

• Supervising student work such as internships, independent studies, and group field projects.

• Assisting with students’ career development.

A candidate for promotion is expected to have made contributions to student learning outside the classroom by engaging in some of these activities.

Service

Service activities demonstrate commitment and engagement to KSB and AU, the profession, and the broader community. Service provides a sense of the faculty member’s contribution and leadership and serves as a measure of peer recognition. Both the quantity and quality of service activities are considered in evaluating the service contributions of faculty. Service to the department and school is required.

There are two categories of service activities, which include, but are not limited to, activities such as those listed below.

Internal Service to the Kogod School of Business and American University

• Serving on and making substantive contributions to the work of the department, school, and university-wide committees and task forces.

• Participating in University, Kogod, and departmental initiatives.

• Mentoring and advising students and student organizations.

• Developing and participating in special programs and workshops.

• Engaging in outreach activities with potential students, employers, or donors.

• Undertaking significant administrative responsibilities.

External Service to the Profession or Discipline

• Memberships, active participation, leadership in professional, business, and academic associations.

• Organizing and participating (e.g., chairing, presenting) in academic, professional

and business conferences.

• Serving on boards of corporate and nonprofit organizations.

• Publishing relevant business-related research.

• Maintaining professional licenses and certifications.

• Professional development and continuing professional education.

• Entrepreneurial endeavors, consulting, or other business-related activities that help faculty maintain currency in their disciplines.

• Media engagement.

• Editorial board memberships or peer review for journals or conferences.

A candidate for promotion is expected to have participated and made contributions in some of the activities listed under internal and external service. In both types of service, the importance and duration of the assignment together with the extent and effectiveness of participation are considered. Leadership such as chairing committees or leading important initiatives will be favorably considered. Receiving service awards or honors in recognition of service is another indicator of service contribution.

Scholarship

While teaching and service are prioritized in the term faculty evaluation, continuing participation in scholarship will also be positively noted, especially for term faculty who maintain “Scholarly Academics” (SA) status based on the criteria outlined in the KSB Academic and Professional Qualifications for Kogod School of Business Faculty policy (adopted April 15, 2014).   KSB provides the same level of research support to term faculty who qualify as “Scholarly Academics” as it does to tenured faculty.

Maintaining Academic or Professional Qualifications

A candidate for reappointment and/or promotion must also demonstrate significant academic and professional engagement that sustains the intellectual capital necessary to support high-quality outcomes consistent with the school’s mission and strategies. Academic or professional qualifications can be demonstrated by the criteria outlined in KSB Academic and Professional Qualifications for Kogod School of Business Faculty policy (adopted April 15, 2014).

Rank Criteria

The following section details specific performance expectations for each of the four ranks in the Professional Lecturer promotion sequence.

All initial appointments are preceded by a formal search following American University guidelines. For candidates from backgrounds in academia, a candidate’s academic training (educational qualifications), teaching experience, and service will be considered. Scholarship and intellectual contributions to establish and maintain academic qualifications will also be evaluated.3

For candidates from practice, professional backgrounds and experience will be considered. The nature, level, duration of leadership and management position (s) in the practice of business and/or other types of organizational work will be assessed. The candidate’s professional experience should be current, substantial in terms of duration (usually a minimum of ten years) and level of responsibility, and clearly linked to the field in which the person is expected to teach. Candidates with special or unique experience that align with KSB’s mission or serves new emerging areas/programs will be given additional consideration. A Master’s degree in business or a related field is required.4

Professorial Lecturer Promotion Sequence
New term faculty with the requisite academic background and/or professional experience are normally assigned to this track at the time of an initial appointment. Ranks in this promotion sequence include Instructor, Professorial Lecturer, Senior Professorial Lecturer, and Hurst Senior Professorial Lecturer. The initial appointment may be to any of these ranks, depending on qualifications.

Instructor
Initial appointments
at the rank of Instructor are for a period of one year.

Minimum qualifications: For candidates from academia, the instructor position is a temporary position for new term faculty who are in the process of completing their doctoral degrees (generally A.B.D.). For candidates from practice, the position is reserved for candidates with strong professional background but limited teaching experience.

Reappointments at this rank are for a period of one year. To be considered for reappointment, there must be evidence of successful teaching and service contributions commensurate with the general guidelines listed above.

Professorial Lecturer
Initial appointments
at the rank of Professorial Lecturer are generally for a period of one year.

Minimum qualifications for initial appointment at this rank include evidence of successful teaching elsewhere and either a terminal degree in the relevant field or professional experience in the relevant field that provides content knowledge equivalent to that inherent in a terminal degree.  For candidates with an academic background, a record or potential for impactful research and qualification for the “Scholarly Academics” status under the KSB guidelines is highly encouraged.

Reappointments at this rank may range from one to three years. To be considered for reappointment, there must be evidence of successful teaching and service contributions commensurate with the general criteria listed above.

To be promoted to the rank of Professorial Lecturer, a term faculty member must either have completed at least three years of successful teaching at the rank of Instructor or attained a terminal degree in the relevant field. Evidence of successful teaching, important service contributions, and if applicable intellectual contributions as outlined in the general guidelines above will be considered at the time of promotion.

Senior Professorial Lecturer
Initial appointments
at the rank of Senior Professorial Lecturer are for a period of one to three years.

Minimum qualifications for initial appointment at this rank include evidence of superior performance as a teacher and either a terminal degree in the relevant field or professional experience in the relevant field that provides content knowledge equivalent to that inherent in a terminal degree.

For candidates with a background in academia, appointment as a Senior Professorial Lecturer will be reserved for candidates, who have held a terminal degree in business or a related discipline for a period exceeding 5 years, have a demonstrated record of achievement, including outstanding teaching and a sustained level of engagement in the academic and/or professional communities. An active research record and qualification for the “Scholarly Academics” status based on Kogod policy is highly encouraged.

For candidates with a practice background, appointment as a Senior Professorial Lecturer will be reserved for candidates, who have significant professional experience (e.g., 10 years minimum, unless their work experience supports a unique strategic area for KSB) and have held important management and leadership positions in complex organizations.

Reappointments at this rank may range from one to three years. To be considered for reappointment, there must be evidence of outstanding teaching and service over the term of the faculty member’s current contract.

To be promoted to the rank of Senior Professorial Lecturer, a term faculty member must have completed five years at the rank of Professorial Lecturer (or as Executive-­‐in-­‐ Residence).  A candidate for promotion to Senior Professorial Lecturer should provide clear and convincing evidence of outstanding teaching, active student engagement, and a sustained and continuing record of contribution and leadership service to their department, school, and/or University. Service contributions to the profession and continuing participation in scholarship will also be positively considered. An active research record and continuous maintenance of “Scholarly Academic” status will be positively considered.

Besides standard metrics of teaching (e.gs., SETs, grade distributions, syllabus,), innovation in the classroom such as developing new courses, undertaking major revisions of courses, introducing new technologies and pedagogical techniques, teaching on different platforms (hybrid, online etc.) and/or developing new instructional materials are also important aspects of teaching effectiveness.

The service profile of a candidate for promotion to Senior Professorial Lecturer should be both broad and deep with clear evidence of notable service.

Hurst Senior Professorial Lecturer
Initial appointments
at the rank of Hurst Senior Professorial Lecturer are for a period of one to five years.

Minimum qualifications for an initial appointment at this rank include those for initial appointment as a Senior Professorial Lecturer and a distinguished career in academia and/or practice. A candidate for this position should enjoy wide visibility and be broadly recognized as an established leader in her/his discipline, academic and/or professional communities. Additionally, a candidate for appointment at the Hurst Senior Professorial Lecturer rank must qualify as either a “Scholarly Academic,” “Practice Academic,” or “Scholarly Practitioner” under the KSB Academic and Professional Qualifications for Kogod School of Business Faculty policy.

For candidates with a background in academia, an appointment as a Hurst Senior Professorial Lecturer will be reserved for candidates, who have held a terminal degree in business or related discipline for a period exceeding 10 years, have a demonstrated record of achievement, including outstanding teaching, and have a sustained level of engagement in the academic and/or professional communities. An active research record and qualification for the “Scholarly Academics” status based on Kogod policy is highly encouraged.

For candidates with a practice background, an appointment as a Hurst Senior Professorial Lecturer will be reserved for candidates, who had distinguished professional careers and have held top management and leadership positions (e.g. partner, principal, CEO, COO, CIO, CISO, CFO, CMO) in complex organizations.

Reappointments at this rank may range from one to five years. To be considered for reappointment, there must be evidence of outstanding teaching and service leadership over the term of the current contract.

To be promoted to the rank of Hurst Senior Professorial Lecturer, a term faculty member must have completed five years at the rank of Senior Professorial Lecturer.  In exceptional cases, promotion to Hurst Senior Professorial Lecturer may be pursued after three years as a senior professorial lecturer. A candidate for promotion to Hurst Senior Professorial Lecturer should provide clear and convincing evidence of sustained excellence in teaching and in service internally to the University and externally in their profession or field of scholarship. Additionally, the candidate must qualify as either a “Scholarly Academic,” “Practice Academic,” or “Scholarly Practitioner” under the KSB Academic and Professional Qualifications for Kogod School of Business Faculty policy to be considered for promotion to the Hurst Senior Professorial Lecturer rank.

In addition to the criteria outlined for the Senior Professorial Lecturer rank, promotion to the Hurst Senior Professorial Lecturer rank carries expanded expectations about the amount and quality of internal and external service relative to earlier promotion decisions. Leadership activities such as significant administrative responsibilities, chairing School and University wide committees or task forces and significant external service to the profession and the broader community are important indicators of service leadership.

Other Term Faculty Positions

The AU Faculty Manual provides additional types of appointments  for term faculty. For example, a candidate who has completed doctoral studies, may be hired as a postdoctoral  fellow to pursue additional research, training, or teaching. Postdoctoral fellow appointments  are made on an annual basis and are normally renewable, as long as funding is available, for no more than five years. Postdoctoral  fellows will be assessed primarily on the basis of their research productivity  during the term of their appointment,  although assessment of teaching is expected in the case of fellows whose letters of appointment  specify teaching duties. In all cases, postdoctoral fellows need only submit an up-to-date CV, a brief summary of their annual accomplishments in areas of research and (if applicable) teaching, and appropriate teaching documentation  such as syllabi, SET results, and grade distributions.

Additionally,  a term faculty member temporarily on leave from another institution may be appointed as a visiting assistant, associate, or full professor. One whose obligations are solely scholarly and whose salary and benefits are financed through sources outside the University may be appointed as a research assistant, associate, or full professor. All such term faculty reappointments will be evaluated in the different dimensions (teaching, service, and research) based on the responsibilities outlined in the candidate’s initial appointment  letter.

One-Year and Multi-Year Reappointments

Term faculty fundamentally enhance Kogod’s teaching, service, and intellectual climate. Kogod is committed to providing term faculty with stable employment and a viable promotion path, constrained only by enrollments and service needs in the School.

Customarily, term faculty will initially be appointed for a one-year term. Exceptions may be granted for experienced candidates simultaneously appointed for administrative positions or for candidates appointed at the Sr. Professorial Lecturer rank or above with significant teaching and academic experience. Term faculty on one-year appointments who meet the criteria for excellence in teaching and service outlined in these guidelines, will be considered for one-year reappointments. Assuming that enrollments remain strong and that the faculty member fulfills a continuing teaching need, the School will endeavor to reappoint high-performing term faculty in their second year and beyond.

As a general rule, Kogod only considers term faculty for a multi-year appointment when the faculty member has taught at AU on a full-time basis for at least three years at the time of formal reappointment and that there is a sustained course need in the area of the faculty member’s teaching experience. The duration of a faculty member’s first multiyear contract will typically be for two years. Thereafter, a faculty member can be appointed to a three- year contract.  Five-year contracts will be reserved for term faculty holding the rank of Hurst Senior Professorial Lecturer or Full Professor (term).

Criteria for Multiyear Contracts:

• Demonstrate high quality teaching and student engagement (see discussion on bottom of pages 2-3).

• Demonstrate high level of engagement and commitment with respect to service to KSB, AU, the profession, and the broader community.

• Maintain academic and/or professional qualification through sustained academic and professional engagement based on KSB Academic and Professional Qualifications for Kogod School of Business Faculty Policy (adopted April 15, 2014).

• Longer multi-year appointments (3 years or more) are reserved for term faculty who exhibit leadership in addition to excelling in teaching and service. Leadership can be demonstrated by different engagements including but not limited to chairing important committees, leading important initiatives, and serving as a program director or in other important administrative positions. Five-year multi-year contracts are reserved for term faculty appointed as Hurst Senior Professorial Lecturer or Full Professor (term).

The decision to award a multiyear contract and the number of years in the contract is based on the evaluation of the candidate’s submitted dossier, contingent on the following:

• Enrollment and program demand projections.

• Candidate’s flexibility to be an effective teacher in areas where enrollment and program demand projections require multiyear staffing.

• Candidate’s demonstrated ability to work with faculty and staff in a collaborative and collegial manner.


1 A graduate degree in law is also considered a terminal degree for teaching law, and a graduate degree in taxation or an appropriate combination of graduate degrees in law and accounting is considered a terminal degree for teaching taxation subject to ongoing, sustained, and substantive academic and/or professional engagement activities.
2 In some instances, we have faculty who hold a terminal degree and have chosen initially to pursue a career in practice.
3 Candidates who hold a terminal degree (a doctoral degree in business or related field) but who have chosen to go into practice can be considered either in the academic or practice category both for initial appointments, subsequent reappointments, and promotions.
4 In exceptional cases, a candidate with a bachelor’s degree in a related field could be appointed provided that the depth, duration, sophistication, and complexity of their professional experience outweighs their lack of master’s degree qualification.