Promotion and Tenure Departmental Criteria

Promotion and Tenure criteria for each of the departments of Penn State College of Medicine/Penn State Health Milton S. Hershey Medical Center are listed here.

This information is for the 2018-2019 academic year.

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Anesthesiology and Perioperative Medicine Expand answer

I. Principles

An appointment to a faculty position within the Department of Anesthesiology and Perioperative Medicine includes the responsibility for contribution to each of the four main missions of the Department and the College of Medicine:

  • The Scholarship of Teaching and Learning,
  • The Scholarship of Research and Creative Accomplishments,
  • Service and the Scholarship of Service to the University, Society and the Profession, and
  • Patient Care Activities (for clinicians only).

Promotion to advanced academic rank, or the award of tenure, is based primarily on the demonstration of scholarship in these missions, defined broadly as “the thoughtful discovery, transmission and application of knowledge.”

The promotion and tenure procedures of The Pennsylvania State University (AC-23) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018) outline the broad criteria and the procedures necessary for promotion and the awarding of tenure to faculty with standing appointments. Though each department retains the authority to establish its own criteria for the promotion of fixed-term (non-tenure track) faculty, consistent with University and College policies, the Department of Anesthesiology and Perioperative Medicine recognizes University and College of Medicine documents as providing the broad framework, and general guidelines, for these promotions as well. Both the expectations and the process will become more exacting, and require a higher level of performance and scrutiny, as the faculty member advances in academic rank.

II. Criteria for Promotion and Tenure in the Discipline of Anesthesiology and Perioperative Medicine

Criteria for standing (tenure-eligible) and fixed-term (non-tenure-track) appointments

A recommendation about eligibility for promotion and/or tenure can only be made by the entire Promotion and Tenure Committee to the Department Chair once the Committee has reviewed the entire dossier.

To be eligible for promotion, all faculty members will be expected to meet the department’s basic expectations in each of the four main missions as outlined below. Clearly demonstrated professional excellence, as well as outstanding or sustained contribution in at least two mission areas, will be required for promotion within standing (tenure-eligible) appointments and for fixed-term (non-tenure-track) faculty members.

For clinicians with either a standing or fixed-term appointment, promotion to the rank of Associate Professor or Professor will require evidence of appropriate board certification by the American Board of Medical Specialties Member Board or a similar international board. In addition, for all standing and fixed-term appointments, evidence of academic productivity and scholarship is required in the form of original scholarly work published in reputable journals (both printed and electronic).

The expectation at the time of promotion review to the rank of Associate Professor would be for a total of at least five high-quality, peer-reviewed publications, in English, indexed in the major databases (e.g., Pubmed/Medline) published during the candidate’s post-residency career as an anesthesiologist and, preferably, during the candidate’s tenure at Penn State Health Milton S. Hershey Medical Center. For promotion to the rank of Professor, at least five additional (published after date of promotion to Associate Professor) publications are required. These publications must meet the same standards as those included in the candidate’s dossier for promotion to Associate Professor.

Publications will preferably consist of original research papers with, in the case of multiple-author publications, demonstrated significant contribution of the candidate to its authorship (e.g., first author, senior author or corresponding author, each with more than 25 percent effort contribution). The Promotion and Tenure Committee will also consider other types of publications (e.g., review papers, case reports/series, invited editorials, enduring educational material in print and disseminated outside the University) provided they include at least three of these different types of publications. Peer-reviewed books or peer-reviewed book chapters (exceeding five printed pages for single or combined contributions to a single book to ensure sufficient scholarship of the publication) will also be considered an acceptable publication for promotion.

Abstracts, exhibits at scientific meetings, letters to the editor, manuscripts submitted for publication or in press (without final galley proof of publication), and articles in newsletters or the lay press will not meet this standard of scholarship.

In order for the departmental Promotion and Tenure Committee to evaluate the quality of scholarly publications and their conformity to promotion criteria, copies of the candidate’s five most representative publications (or manuscript accepted for publication if a galley proof can be provided) will need to be provided to the Committee along with the dossier.

Further critical factors to be evaluated will be continued productivity since appointment to the Department faculty, evidence of a unified scholarly focus, and the potential for continued productivity following promotion. The award of tenure for a basic scientist in Anesthesiology will also require evidence of sustainable grant funding sufficient to assure at least 50 percent funded salary support three years after starting in the Department.

Assistant Professor

Appointment or promotion to the rank of Assistant Professor is initiated by the Department Chair after review of the candidate by the departmental Promotion and Tenure Committee. The baseline expectations for this rank include:

Patient Care Activities (for clinicians only)

  • Appropriate specialty board certification by the American Board of Medical Specialties Member Board (or a similar international board). Clinicians who are Board Eligible and have completed fellowship training will also qualify for the rank of Assistant Professor.
  • Full participation in the faculty member’s share of daily clinical care, as assigned, including their share of general and subspecialty night call.
  • Scholarly approach to the conduct of clinical care, including participation in evaluation of patient care and clinical improvement projects.

The Scholarship of Teaching and Learning

  • Demonstrated participation in the didactic and clinical teaching of residents, medical students or graduate students in the College of Medicine.
  • A didactic teaching commitment of at least one resident core program and one grand rounds program each year, as well as one or two informal sessions, such as morning reports, graduate student conferences or PBL sessions, per month.

The Scholarship of Research and Creative Accomplishments

  • For a clinician, active participation in at least one clinical study annually.
  • For a basic scientist, a PhD degree and completion of postdoctoral training sufficient to qualify the faculty member for independent grant funding. A clear logical research program, including plans for obtaining external funding, is an important qualification.

Service and the Scholarship of Service to the University, Society and the Profession

  • Willingness to assist other members of the department and participate in committee assignments as well as Medical Center and department administrative functions for the benefit of the University, medical profession and the academic discipline.

Associate Professor

The following criteria, in each mission area, would constitute a level of excellence commensurate with promotion to the rank of Associate Professor. In general, this level of excellence would be associated with recognition within the College of Medicine and at least on a regional level.

Patient Care Activities (for clinicians only)

  • Appropriate specialty board certification by the American Board of Medical Specialties Member Board (or a similar international board).
  • Clinical excellence recognized by patients, peers and referring physicians.
  • High clinical productivity.
  • Development and evaluation of a new or improved clinical technique or procedure, disseminated by publication or presentation at a regional or national meeting.

The Scholarship of Teaching and Learning

  • Presentation of several lectures annually, including some to audiences outside the Department of Anesthesiology and Perioperative Medicine, and/or outside Penn State.
  • Instruction or facilitation for problem-based learning, the Education Lab or other specialized teaching environments.
  • Developing teaching programs for residents, medical students or continuing medical education for practicing anesthesiologists. Of particular importance would be programs of sufficient originality or quality to be published or adopted by others.
  • The quality of resident and medical student teaching should be documented by good to excellent evaluations from students.

The Scholarship of Research and Creative Accomplishments

  • Establishing a clinical or basic science research focus or area of interest.
  • A vision and organized plan for further scholarly activity related to the mission of the Department, College and the needs of society as a whole.
  • The establishment of a regional reputation for scholarly work, manifest by presentations at regional and national meetings.
  • For a basic scientist, at least two peer-reviewed publications per year for each year of research in the Department.
  • For a basic scientist, recognition of the importance of the faculty member’s research by establishment of an ongoing funding stream from national organizations sufficient to assure at least 50 percent funded salary support three years after starting in the Department.

Service and the Scholarship of Service to the University, Society and the Profession

  • Appointment to positions of increasing responsibility and influence within the Department, College and University. Such positions would be, for example, chief of a specialty or administrator or medical director of a clinical area.
  • Appointment to leadership positions in regional or national professional or scholarly organizations.

Professor

The basic department expectations are those required for appointment at the level of Assistant Professor. The following criteria, in each mission area, would constitute a level of excellence commensurate with promotion to the rank of Professor. In general, this level of excellence would be associated with recognition within the College of Medicine and on a national level.

Patient Care Activities (for clinicians only)

  • Appropriate specialty board certification by the American Board of Medical Specialties Member Board (or a similar international board).
  • National recognition for clinical excellence, as shown by requests for advice, consultation or patient referrals from outside of the local region.
  • Innovations in clinical care, presented to national audiences.
  • Extremely high clinical productivity, accepting extra clinical responsibilities to meet specialized clinical needs in the faculty member’s area of expertise.

The Scholarship of Teaching and Learning

  • Demonstrated ability to develop educational programs of sufficient originality or quality to be adopted by others.
  • Author of book chapters or review papers regarding teaching and learning.
  • Presentations regarding educational techniques and methods at national meetings.
  • Consistent recognition of excellence and effectiveness in teaching as shown by good to excellent evaluations from students both at Penn State and nationally.
  • Progressive transition to the roles of mentor and adviser to junior faculty.
  • Receipt of academic recognition and awards.

The Scholarship of Research and Creative Accomplishments

  • Evidence of a national reputation in the faculty member’s area of expertise, as demonstrated by membership in study sections, advisory groups, prestigious professional societies, and the receipt of awards and prizes.
  • Positions as a journal editor or a grant reviewer.
  • Mentor for more junior researchers, both within and outside of the Department of Anesthesiology and Perioperative Medicine.
  • For a basic scientist, dissemination of creative accomplishments in at least two peer-reviewed publications annually.
  • For a basic scientist, the establishment and renewal of a funding stream, from organizations with a reputation equivalent to the National Institutes of Health, sufficient to assure at least 50 percent funded salary support.

Service and the Scholarship of Service to the University, Society and the Profession

  • Establishment of a clear leadership role within the Department and the College of Medicine. Such a role would be that of a Vice Chair of a department, or a college-wide administrative position.
  • Leadership in state or national professional organizations.

Tenure

The award of tenure, to faculty members with tenure-eligible appointments, requires evidence of sustained scholarship sufficient to predict that productivity will continue, and increase, during the remainder of the faculty member’s career. Under the new College of Medicine tenure clock, the award of tenure typically will occur in the ninth year. However, under exceptional circumstances “credit” toward tenure may be given at the time of hire for work as a faculty member at another institution, or early tenure may be awarded on the basis of a strong track record of continuing exceptional accomplishments.

Process of Promotion and Tenure Review in the Department of Anesthesiology and Perioperative Medicine

Composition of the Department of Anesthesiology and Perioperative Medicine Promotion and Tenure Committee

The Promotion and Tenure Committee is appointed annually by the Department Chair, contains at least three members, and customarily consists of appointed Associate and Full Professors on the faculty of the Department, with the exception of the Department Chair. The committee members may hold either tenured or fixed-term appointments, but only those committee members with tenure may consider candidates for promotion or tenure on the tenure track.

If the Department does not have at least three faculty members eligible to serve on a review committee for a particular appointment, faculty members from other departments, with the appropriate qualifications, will be appointed to constitute an Ad-hoc Committee by the Associate Dean for Faculty Affairs.

Nomination for Promotion and/or Tenure
Tenure and fixed-term track faculty members in the Department of Anesthesiology and Perioperative Medicine may be nominated for promotion, and/or early tenure, by:

  • The Department Chair.
  • The Department Promotion and Tenure Committee, after consultation with the Chair.

The individual faculty member cannot nominate themselves for promotion.

Timetable for Departmental Promotion and Tenure Review

The Departmental Promotion and Tenure Committee will hold biannual meetings each year, one in April and one in September. These meetings will be held for the purpose of conducting periodic reviews (i.e., at least every five years) on all faculty members at the departmental level, as suggested by Penn State. Departmental Committee review can be requested sooner than at the end of five years by either the faculty member or the Department Chair based on strong performance by the faculty member. Promotion typically is recommended after a minimum of five years in rank; however, evaluation of candidates for promotion should be based primarily upon performance and not solely on time in rank.

Governing Policies

The processes, forms, and the requirements for promotion on both the tenure and fixed-term tracks will be aligned with The Pennsylvania State University Guidelines for Promotion and Tenure (AC-23) and the College of Medicine Promotion and Tenure Guidelines.

Maintenance of a Current Curriculum Vitae

For fixed-term faculty:

  • To permit meaningful review by the Department Chair and by the Committee, each faculty member is required to maintain a current comprehensive curriculum vitae or dossier, including all elements pertinent to promotion and academic advancement. The curriculum vitae should include at least all of the elements in the Penn State dossier format. Use of the format of Penn State’s University Promotion Dossier is strongly encouraged but not required until a faculty member is actually reviewed for promotion.

For tenure-track faculty:

  • Preparation of Penn State’s University Promotion Dossier is required for tenure-track faculty review at years 3, 6 and 9.

Revised: June 2018

Biochemistry and Molecular Biology Expand answer

General Criteria

The Scholarship of Teaching and Learning

All professorial faculty are expected to participate in teaching both medical and graduate students. Teaching achievement will be evaluated on the basis of the following:

  • effectiveness in communicating information to the students.
  • the ability to construct and teach course material and/or participate in problem-based learning effectively.
  • ability to mentor graduate students and see them through their degree programs.
  • evidence of developing new courses and teaching techniques.

Methods of evaluation will include the compilation of student evaluations appropriately solicited from the students at the end of every course. In addition, each review committee should solicit evaluations from other faculty who have attended introductory and graduate courses.

The Scholarship of Research and Creative Accomplishments

Research achievements will be evaluated on the basis of the following:

  • sustained productivity as indicated by publication in refereed journals.
  • the merit of the research will be determined by examination of the publications by the department Promotion and Tenure Committee, or an appointed subcommittee, and by outside reviewers.
  • ability to obtain adequate independent extramural research support.

Evidence of scholarship includes:

  • service on peer review bodies, e.g., Study Sections, etc.
  • membership on editorial boards.
  • invited speaking engagements at other institutions; invited chapters and review articles.
  • participation in seminars and workshops both within and outside the University.
  • membership and active participation in professional societies.
  • honors and awards.

Service and the Scholarship of Service to the University, Society and the Profession

All professorial faculty are expected to accept a reasonable share of department, College and University committee and administrative support work and to perform these duties conscientiously. Outreach service could include participation in community affairs, government agencies, businesses or organizations outside the University if related to the candidate’s professional expertise. Service to the Profession includes activities such as active participation in Professional Societies and organization of scientific meetings.

The above criteria will be weighed according to the percent of effort assigned to each area:

  • The Scholarship of Teaching and Learning
  • The Scholarship of Research and Creative Accomplishments
  • Service and the Scholarship of Service to the University, Society and the Profession

Composition of Review Committees

Review committees shall consist of five tenured faculty members of higher rank than the candidate being considered. Four members will be elected by all primary faculty at the rank of assistant professor and above, and one member will be appointed by the department chair. In the event that fewer than five members of the department qualify for a particular committee, qualified faculty members from closely related departments in the College of Medicine shall be elected by the faculty. The chair of the review committee shall be appointed by the department chair from the departmental committee members elected by the faculty.

Revised: May 1, 2001

General Policies and Procedures

All policies and procedures will be in accordance with The Pennsylvania State University Policy Manual Document AC-23, “Promotion and Tenure Procedures and Regulations.”

Faculty are encouraged to become familiar with these policies and procedures.

Tenure

Recommendations for granting tenure will normally be made during the sixth year of tenure-eligible status. These recommendations will be based on the preceding general criteria as stated.

Although the tenure process is geared, narrowly and properly, to evaluating individual performance, the changing needs and priorities of the department also affect the decision to grant tenure. Both equity and the long-range interests of the department, however, require directing primary attention to department needs and priorities at the time of appointment and careful intermediate and longer-range academic personnel planning.

Interim reviews of each tenure-eligible faculty member will be conducted by the departmental tenure committee during the second, fourth and sixth years of tenure-eligible status to determine if the faculty member is making reasonable progress toward fulfilling these criteria. Results of these reviews will be made available to the faculty member.

Promotion to Associate Professor

Promotion to Associate Professor will be based on the preceding general criteria; in addition, higher standards of research competence and evidence of a developing national reputation will be required.

Promotion to Professor

Promotion to Professor will be based on the preceding general criteria; in addition evidence of leadership and an established national and international reputation will be required.

Criteria for Promotion of Non-Tenure-Track Faculty Within the Department of Biochemistry and Molecular Biology

General Criteria

Promotion will be based on the candidate’s excellence in at least one of the major areas to which they are assigned (teaching, research, service). The area(s) evaluated depend on the type of Fixed-Term Appointment as specified in the Letter of Appointment.

  • The Scholarship of Teaching and Learning: Teaching achievement will be evaluated on the basis of the following:
    • effectiveness in communicating information to the students.
    • the ability to construct and teach course material and/or participate in problem-based learning effectively.
    • evidence of developing new courses and teaching techniques.

    Methods of evaluation will include the compilation of student evaluations appropriately solicited from the students at the end of every course in which the candidate has presented lectures. In addition, each review committee should solicit evaluations from other faculty that have attended introductory and graduate course lectures presented by the candidate.

  • The Scholarship of Research and Creative Accomplishment: Research achievements will be evaluated on the basis of the following:
    • sustained productivity as indicated by publication in refereed journals.
    • the merit of the research will be determined by examination of the publications by the department Promotion and Tenure Committee, or an appointed subcommittee, and by outside reviewers.
    • clear evidence of contribution to extramural research support.

    Examples of scholarship include:

    • service on peer review bodies, e.g., Study Sections, etc.
    • membership on editorial boards.
    • invited speaking engagements at other institutions; invited chapters and review articles.
    • participation in seminars and workshops both within and outside the University.
    • membership and active participation in professional societies.
    • honors and awards.
    • reviewing for internationally recognized journals.
    • references appearing in Citation index.
  • Service and the Scholarship of Service to the University, Society and the Profession: Non-tenure track faculty service could include service on Department, College and University committees and administrative support work to perform these duties conscientiously. Outreach service could include participation in community affairs, government agencies, businesses or organizations outside the University if related to the candidate’s professional expertise. Service to the Profession could include activities such as active participation in professional societies and organization of scientific meetings or workshops.

The above criteria will be weighed according to the percent of effort assigned to each area:

  • The Scholarship of Teaching and Learning
  • The Scholarship of Research and Creative Accomplishments
  • Service and the Scholarship of Service to the University, Society and the Profession

Composition of Review Committees
Review committees shall consist of five faculty members of higher rank than the candidate being considered. Four members will be elected by all primary faculty at the rank of assistant professor and above, and one member will be appointed by the department chair. In the event that fewer than five members of the department qualify for a particular committee, qualified faculty members from closely related departments in the College of Medicine shall be elected by the faculty. The chair of the review committee shall be appointed by the department chair from the departmental committee members elected by the faculty.

Periodical Review of Non-Tenure-Track Faculty Promotion Candidates

For systematic review of non-tenure-track faculty promotion candidates, the committee will get together once a year to review each full-time non-tenure-track faculty every five years starting from the date of appointment in the present position. The Committee would aim to give feedback about accomplishments and progress to the faculty member. Because there usually is an increase in salary tied to any promotion, the PI who has a non-tenure-track faculty member in their laboratories will be consulted before a formal process for a promotion could take place by the Committee. If the committee members felt promotion was possible and the PI agreed, then the formal promotion process would begin. If the promotion process was not recommended, the Committee would revisit review of that faculty member in two years. These reviews would be a mentoring process, not necessarily just for promotion, but to give feedback to both the faculty member and their PI. A PI will be also able to request that the Committee review a non-tenure-track faculty member at times other than every five years.

Promotion to Assistant Professor or Research Associate

Evaluation for promotion to Assistant Professor or Research Associate will be based on the candidate’s achievements in at least one of the three criteria for promotion (teaching, research, service). Promotion will be considered when the candidate begins to exhibit a leading role in their research contributions (or teaching and/or service), and exhibits potential for further contributions (research/teaching expertise, contributions to research such as publications, leadership, expertise in a service, etc.).

Promotion to Associate Professor or Senior Research Associate

Evaluation for promotion to Associate Professor or Senior Research Associate will be based on the preceding general criteria, but in this case somewhat higher standards of research competence and evidence of a developing national reputation will be required.

Promotion to Professor or Senior Scientist

Evaluation for promotion to Professor or Senior Scientist will be based on the preceding general criteria, but in this case evidence of leadership and an established national and international reputation will be required.

Plan for Peer Review of Teaching Within the Department of Biochemistry and Molecular Biology

  1. The chair of the department Promotion and Tenure Review Committee will recruit tenured faculty from basic science departments at The Pennsylvania State University to provide peer reviews of teaching by members of the Department of Biochemistry and Molecular Biology. All tenured faculty of the Department should consider it a part of their mentoring duties to provide reviews for this process when requested.
  2. The reviewer will provide a written evaluation of the teaching. The evaluations should contain a summary of the individual’s teaching performance and, where appropriate, suggestions for improving their teaching. These evaluations will be based on the following:
    • direct observation of classroom teaching
    • evaluation of lecture outlines and course content for graduate and medical school courses
    • where appropriate, the performance of graduate students in research.
  3. All full-time faculty (non-tenure-track, tenure-track and tenured) of the department will be reviewed. Assistant professors will be reviewed each year. Associate professors will be reviewed at least every two years. Tenured full professors will be reviewed at least every three years. These evaluations will be incorporated into dossiers.
  4. The written evaluations will be transmitted to the reviewed faculty member and to the Department Chair.
  5. Redress to what is considered an unfair review should be sought from the chair of the Promotion and Tenure Review Committee and then from the Department Chair.

Revised: July 20, 2018

Cellular and Molecular Physiology Expand answer

Guidelines for Promotion and Tenure of Faculty with Standing Appointments

Evaluation of progress towards tenure shall occur during the third, sixth and ninth years of service. According to Penn State Policy AC-23, “Promotion and Tenure Procedures and Regulations,” “In order to facilitate the administration of tenure review procedures, there shall be a common tenure anniversary date of July 1 for all tenure-eligible academic appointments. This tenure anniversary date will not necessarily coincide with the faculty member’s date of initial appointment. A year of credit toward tenure is earned in any year in which a tenure-eligible faculty member has full-time active employment status for no less than six months between July 1 and June 30.”

The evaluation of progress towards tenure for a faculty member in the Department of Cellular and Molecular Physiology is based upon demonstrated accomplishments in each of the areas of:

  • Scholarship of Teaching and Learning;
  • Scholarship of Research and Creative Accomplishments;
  • Service and the Scholarship of Service to the University, Society and the Profession;
  • and, if applicable, Patient Care.

A faculty member in the Department of Cellular and Molecular Physiology is expected to excel in the areas of research and teaching.

Departmental Criteria

Recommendation for continuation on the tenure track at the third-year review will be granted based on fulfillment of the following criteria:

The candidate must receive a satisfactory written evaluation from the Chair of the Department, the Departmental Promotion and Tenure Committee and the Dean of the College of Medicine. The candidate must have documented contributions of new knowledge in a specific area of research and have published or submitted work in peer-reviewed journals since their appointment to a tenure-eligible position within the College of Medicine. The candidate should have obtained or submitted proposals for extramural research funding. In addition, they should have exhibited evidence of becoming a competent teacher.

Recommendation for continuation on the tenure track at the sixth-year review will be granted when the faculty member meets the following requirements:

The candidate must have demonstrated adequate progress toward becoming an independent investigator in a research area related to cellular and molecular physiology while at the College of Medicine. In all cases, the candidate will be expected to have obtained independent research support. Continued publication of significant contributions of new knowledge in peer-reviewed journals is required, along with adequate progress in publication of work performed at the College of Medicine. The candidate should have demonstrated increasing competence and activity in teaching and should have become actively involved in service capacities within the Department, College and/or the University, or service activities related to the profession and/or the public.

Recommendation for the granting of tenure at the ninth year review will be contingent upon fulfillment of the following requirements:

The candidate must have continued to publish work performed at the College of Medicine in peer-reviewed journals of high repute. There must be a clear demonstration of capability for independent research in a research area related to cellular and molecular physiology. This will include an independent research program, as evidenced by sustained extramural grant support from national organizations, preferably NIH or NSF, and significant dissemination of new knowledge by authorship of referred articles in the scientific literature. Demonstrations of unique contributions within collaborative research programs will be viewed positively. For collaborative research, there should be a clear conception of that person’s contributions either to a methodological or a substantive area. The funding stream for collaborative research should reflect meaningful commitment to particular research areas. The primary indicators of success are peer-reviewed publications in quality journals and funded projects from external sources. Publications should often reflect leadership roles by the candidate such as first or other senior authorship. This criterion could also be satisfied if the candidate is extremely successful and productive in collaborative research publications, e.g., for an associate professor, a few first authorships and many collaborative papers of which several have been widely cited. In addition, the candidate must also have demonstrated their ability to teach and train medical and/or graduate students, along with the ability and willingness to act in service capacities within the Department, the College and/or the University, or service activities related to the profession and/or the public. Service activities may include membership on committees or acceptance of responsibility for organizing and conducting certain aspects of the administrative duties of the Department of the College. The individual must have established a regional reputation for promotion to Associate Professor and a national reputation for promotion to full Professor as manifested by membership in pertinent professional societies and presentation of original research findings at national meetings.

A positive recommendation for the granting of tenure is contingent upon the strong likelihood of the candidate continuing to develop into a leader in their field of research.

Recommendations for promotion to Associate Professor and granting of tenure will be made in accordance with the administrative guidelines described in Penn State Policy AC-23.

All the requirements described above will be taken into account in the evaluation of candidates for promotion from the rank of Associate Professor to Professor. In particular, with regard to faculty whose contributions change from traditional research programs to other areas of endeavor, the major emphasis for evaluation will remain on scholarship, as evidenced by extramural grant support, inventions or publications. In addition, for promotion to the rank of Professor the candidate must have established an independent research program supported by peer-reviewed funds and must have a record of publication in high-quality peer-reviewed journals relevant to cellular and molecular physiology. The candidate is expected to be a recognized national leader in the profession and to have developed an effective teaching and training program. Significant contributions of service activities to the Department, the College and the University, or service activities related to the profession and/or the public are expected. Evidence of leadership in the profession may include publication of seminal research achievements, invitations to participate in the peer-review of grants and/or manuscripts, invitations to present research findings at other institutions or at national or international meetings, and/or receipt of awards, prizes and other notable academic achievements. Continued and growing accomplishment, defined above, is essential. Promotion to Professor will not be based on time at the rank of Associate Professor.

Evaluation Process

All tenured Associate Professors and Professors are eligible to serve on the Departmental Promotion and Tenure Committee to evaluate faculty for promotion to Associate Professor and granting of tenure. A committee consisting of only tenured Professors with primary appointments in the Department will make evaluation of Associate Professors for promotion. If deemed necessary (such as insufficient numbers of tenured Professors within the Department), additional members of appropriate academic rank and tenure status may be added to either committee at the discretion of the Chair of the Department.

Information contained within the current curriculum vitae and the promotion and tenure dossier will be used for evaluation of the candidate. Teaching ability and effectiveness will be evaluated by faculty peer-review as well as input from both medical and graduate students. Letters of recommendation from recognized investigators outside the University will be requested to establish and evaluate the scientific accomplishments of the candidate. The candidate and others will provide a list of potential outside referees to be used for this purpose. Letters will be solicited from these and/or other individuals at the discretion of the Dean of the College of Medicine. No external letters of recommendation will be requested from current or former students, mentors, collaborators or others whose close relationship to the candidate might make objective assessments difficult. External assessments must be from individuals of higher rank than the candidate, except in the case of candidates already at the rank of Professor.

All candidates for promotion and tenure are expected to have contributed to research, teaching and service activities to the profession, the University and the community. It is recognized that the balance of these activities will vary among individuals.

In addition to the recommendation of the Departmental Promotion and Tenure Committee, the Chair of the Department will complete a separate evaluation and recommendation. If the evaluation of the Chair disagrees with the conclusions reached by the Department Promotion and Tenure Committee, a consultation must occur. The Chair of the Department will provide the written committee report and their own evaluation and discuss them with the faculty candidate at the time of the third- and sixth-year reviews. The Dean also conducts provisional tenure reviews and provides a letter to the candidate (copied to the Department Chair.) At the ninth-year review, the independent recommendations of the Chair and the Departmental Promotion and Tenure Committee will be forwarded to the College of Medicine Promotion and Tenure Committee, then the Dean of the College of Medicine, and then to the University Promotion and Tenure Committee. Should the evaluation of the Dean disagree with the Department Chair’s recommendation, a consultation must occur. Should the evaluation of the University Promotion and Tenure Committee disagree with the Dean, a consultation must occur. In all cases, tenure is awarded by the President of the University.

Guidelines for Promotion of Faculty with Fixed-Term (Non-Tenure-Track, Non-Continuing) Appointments

Advancement of faculty with fixed-term appointments from one rank to the next must involve recommendations by the Departmental Promotion and Tenure Committee, the Department Chair, and the College of Medicine Fixed-Term Faculty Promotion Committee prior to the final action taken by the Dean. The Chair shall notify the Dean’s Office by mid-July of intent to nominate a candidate for promotion as stipulated in the deadline memo from the Dean’s Office. For evaluation of the candidate, the process shall include the preparation of a dossier. The information contained within the dossier will be used for the evaluation of the candidate. Clearly demonstrated professional excellence, as well as outstanding or sustained contribution, in at least one mission area is required for promotion for fixed-term (non-tenure-track) faculty members. It is recognized for the majority of these candidates, the emphasis for review will be placed on the scholarship of research section of the dossier.

For promotion from Associate Professor to Professor, the candidate is expected to be a recognized leader in their profession, participate in training of medical students, graduate students and/or postdoctoral fellows and have contributed some service to the College of Medicine, University or profession. The Departmental Promotion and Tenure Committee recognizes that when 98 percent of the salary of the candidate is supported by non-University sources the extent of involvement in the non-research efforts may be minimal.

The due date for submission of final dossier and letters from the Departmental Promotion and Tenure Committee and Department Chair is stipulated in the deadline memo from the Dean’s Office and normally occurs in early November.

Revised: July 11, 2018

Comparative Medicine Expand answer

Preamble

The Mission of the Department of Comparative Medicine with respect to the Criteria for Promotion and Tenure:

The Department of Comparative Medicine’s mission is to educate medical and graduate students, and postdoctoral fellows; to develop research programs for the advancement of medical and scientific knowledge; and to provide a range of fully integrated professional service in support of the research mission of the College of Medicine and Penn State Health Hershey Medical Center. In the discussion of promotion and tenure, it is important to identify these missions and to distinguish the differing roles which faculty members are required to fulfill.

In accordance with University Policy AC-23, “Promotion and Tenure Procedures and Regulations,” a faculty member of the Department of Comparative Medicine should have demonstrated accomplishments in:

  • The Scholarship of Teaching and Learning;
  • The Scholarship of Research and Creative Accomplishments (faculty providing professional veterinary service in support of the organization’s research mission will be expected to develop significant research collaborations and scholarship from these activities);
  • Service and the Scholarship of Service to the University, Society and the Profession; and
  • Patient Care, when applicable.

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission and application of knowledge.

The Department of Comparative Medicine encourages and supports collaborative and interdisciplinary research, consistent with the University Strategic Plan. The proportion of these accomplishments in each of the four missions, and the emphasis in their evaluation for any individual faculty member, should be in accordance with the agreed on allocation of effort stated in either that faculty member’s letter of offer or in their annual AC-40 documents.

While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence and/or sustained contribution in at least two areas must be achieved. In general, primary emphasis and assessment will be placed on contributions to the scholarship of teaching, research, and/or professional service/patient care, as outlined in the Department and College criteria for Promotion and Tenure.

Department of Comparative Medicine Promotion and Tenure Criteria

Criteria for Appointment, Promotion and Tenure

  • Assistant Professor: A new faculty member will be placed on the tenure track by agreement between the individual, the department chair, and the Dean. Appointment to this rank will be based on the following criteria:
    • Completion of doctoral and postdoctoral training.
    • Satisfactory recommendations from individuals who know the candidate’s work. At least one letter must come from a senior mentor at the previous place of training or employment, whether that employment was as a resident or postdoctoral trainee.
    • The faculty member must have demonstrated the potential to teach medical students, graduate students or postdoctoral fellows and the willingness to participate in service capacities in the University.
  • Associate Professor: Appointment or promotion to this rank will be based on the following criteria:
    • Demonstration of the ability to teach medical students, graduate students or postdoctoral fellows, as well as participation in the administrative duties and the intellectual life of the University.
    • Performance of scholarly activity and the dissemination of the results of that activity in the form of publications in peer-reviewed journals or authorship of books or book chapters relevant to the field. Publications may be of the following types: original research, case series and case reports, topical reviews or perspectives, in-depth analyses, educational scholarship and technical reports.
    • Establishing mastery and independence in their field as demonstrated by acknowledgement of their work by their peers.
    • Establishing a regional reputation in their discipline as manifested by membership in regional and national professional specialty societies, and presentation at local, regional and national meetings. This reputation should also be reflected in letters of evaluation from internal and external evaluators.
  • Professor: Such appointment or promotion will be based on the following criteria:
    • Demonstration of excellence and creativity in the teaching of medical students, graduate students or postdoctoral fellows.
    • Showing evidence of recognized leadership in their discipline and evidence of continuing productivity manifest by additional dissemination of scholarly activity.
    • Showing evidence of a national reputation as demonstrated by membership in study sections, advisory groups, prestigious professional societies, as well as the receipt of awards, prizes and other notable scholarly achievements including national recognition for leadership in the College of Medicine.
  • Tenure: Tenure requires evidence of sustained scholarship sufficient to predict that productivity will continue during the remainder of the individual’s career. In addition to the record of scholarship, written evaluations by both internal and external senior scholars in the candidate’s field are always required.

Department of Comparative Medicine Promotion Criteria and Process for Fixed-Term Faculty Members

This section applies to faculty members of the College of Medicine who hold fixed-term appointments with professorial titles or their equivalents. To be considered for promotion, a fixed-term faculty member in the Department of Comparative Medicine should perform well in all categories in which they participate (teaching, research, service, patient care) and must achieve clearly demonstrated professional excellence and/or sustained contribution in a least one area. The criteria for performance in these areas are the same as for tenure-track faculty.

Fixed-term faculty members in the Department of Comparative Medicine will be reviewed for promotion eligibility at least every five years at the departmental level. Promotion typically is recommended after a minimum of five years in rank; evaluation of candidates for promotion will be based primarily upon performance and not solely on meeting a time-in-rank guideline. The promotion process for fixed-term faculty members is initiated by the Department Chair. Consideration for promotion requires review of a full Dossier in the same manner as tenure-track faculty. Candidates for promotion are reviewed by a departmental promotion committee comprising faculty members of higher rank than the candidate. At least one fixed-term faculty of higher rank than the candidate must be included on the committee for review of fixed-term faculty. This committee and Department Chair make independent recommendations on promotion to the Dean, who makes the final decision.

Department of Comparative Medicine Criteria and Process for Volunteer Faculty Members

This section applies to faculty members of the College of Medicine who hold “clinical” or “adjunct” appointments and are not employed by the University or by Penn State Health Milton S. Hershey Medical Center. “Clinical” appointments are for physicians who perform educational services for the College of Medicine without remuneration; “adjunct” appointments are for basic scientists who perform educational services without remuneration.

When an individual is appointed as an “adjunct” faculty member in the Department of Comparative Medicine, the determination of rank is based on prior academic experience and credentials in the academic areas of teaching, research, service and patient care as described above. If the individual has held no prior academic appointment, the initial appointment will be at the rank of Adjunct Assistant Professor. The nominating Department Chair may wish to provide information to supplement the CV in cases where the CV does not fully reflect prior teaching or other academic experience or scholarship.

Volunteer faculty members shall be reviewed for promotion eligibility every five to 10 years at the department level. The promotion process is initiated by the Department Chair and will involve the departmental promotion committee. A nomination letter addressed to the Dean should summarize accomplishments in teaching and any other relevant mission area(s) since the initial appointment or last promotion. This letter and a current CV should be submitted to the Office of Faculty Affairs no later than April 1. If approved by the Dean, the promotion takes effect on July 1.

Revised: May 10, 2018

Dermatology Expand answer

The faculty of the Department of Dermatology, the Department’s Promotion and Tenure Committee, and Department Chair chose to use the criteria identical to those set forth in the Promotion and Tenure Statement of the Dean of the College of Medicine for promotion and tenure of faculty.

Fixed-term faculty members in the Department of Dermatology should perform well in all categories in which they participate (teaching, research, service, patient care) and must achieve clearly demonstrated professional excellence and/or sustained contribution in at least two areas. The criteria for performance in these areas are the same as for tenure-track faculty.

Emergency Medicine Expand answer

The criteria for Promotion and Tenure in the Department of Emergency Medicine and the process of faculty review are consistent with University policy as defined in AC-23, Administrative Guidelines for AC-23, and the Promotion and Tenure Statement of the Dean of the College of Medicine (revised July 2018).

Committee Composition and Function

The Department of Emergency Medicine Committee for Promotion and Tenure will include a minimum of four members at the rank of Associate Professor or Professor, with a minimum of three professors. An Associate Professor may not vote on candidates for promotion to Professor of Emergency Medicine. Only tenured members may vote on tenure decisions. The department chair appoints the committee chair. The committee chair will in turn select the remainder of the committee, subject to the approval of the department chair. If an insufficient number of faculty of the requisite rank or tenure status can be recruited from within the department, the department chair will recruit faculty from other departments of the College of Medicine. An alternate is named when a member is on sabbatical or not available for a period of time.

Committee recommendations are based on a majority vote. When this vote is unanimous, there will be a single committee statement written. When the vote is not unanimous, the committee statement will explain both the majority and minority opinions. Three years after initial appointment or any promotion except to the level of Professor, faculty will be expected to submitted to the department Promotion and Tenure committee a copy of their CV, so that feedback can be provided on their progress towards their next promotion.

Timeline

The responsibility for submitting all required documents in a timely manner resides with the candidate, who is expected to review the deadlines published annually by the Office of Faculty Affairs. The first deadline is typically mid-July and requires the candidate to submit their CV, Narrative Statement, names and contact information for at least six external evaluators, names and contacts for two to four clinician evaluators, and five key pieces of scholarship (including cover sheet). In order that the committee be able to review and provide feedback to the candidate, it is necessary that the committee receive these documents at least one month prior to the Faculty Affairs deadline. Failure to comply with this requirement may necessitate a postponement of the promotion review to the next academic year.

Appointment and Promotion Criteria

An appointment to a faculty position within the Department of Emergency Medicine includes the responsibility for contribution to each of the four main missions of the Department and the College of Medicine:

  • The Scholarship of Teaching and Learning
  • The Scholarship of Research and Creative Accomplishments
  • Service and the Scholarship of Service to the University, Society and the Profession
  • Patient Care Activities

Promotion to advanced academic rank, or the award of tenure, is based primarily on the demonstration of scholarship in these missions, defined broadly as “the thoughtful discovery, transmission, and application of knowledge.”

The promotion and tenure procedures of The Pennsylvania State University (AC-23) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018) outline the broad criteria and the procedures necessary for promotion and the awarding of tenure to faculty with standing appointments. Though each department retains the authority to establish its own criteria for the promotion of fixed-term (non-tenure-track) faculty, consistent with University and College policies, the Department of Emergency Medicine recognizes University and College of Medicine documents as providing the broad framework, and general guidelines, for these promotions as well.

Both the expectations and the process will become more exacting, and require a higher level of performance and scrutiny, as the faculty member advances in academic rank.

To be eligible for promotion, all faculty members will be expected to meet the department’s basic expectations in each of the four main missions as outlined below.

Clearly demonstrated professional excellence and/or sustained contribution in at least two mission areas will be required for promotion for standing (tenure-eligible) appointments or fixed-term (non-tenure-track) faculty members. They will also be expected to exhibit professionalism in their interactions with students, faculty, administrators and administrative staff. For clinicians, professionalism includes interactions with patients and family as well. Broadly, professionalism includes consistently carrying out all professional responsibilities, interacting with others in a mature fashion, communicating in a courteous manner, adhering to ethical principles and being sensitive to, and respectful of, diversity.

Assistant Professor

Appointment or promotion to the rank of Assistant Professor is initiated solely by the Department Chair without input from the departmental Promotion and Tenure Committee. The baseline expectations for this rank include:

  • Appropriate specialty board certification by the American Board of Emergency Medicine or American Osteopathic Board of Emergency Medicine. Clinicians who are board-eligible will also qualify for the rank of Assistant Professor.
  • Participation in clinical activities as assigned by the Chair.
  • Participation in other activities supporting the educational, research and service missions of the department consistent with their job description and at the chair’s discretion.

Associate Professor

The following criteria, in each mission area, would constitute a level of excellence commensurate with promotion to the rank of Associate Professor. In general, this level of excellence would be associated with recognition within the College of Medicine and at least on a regional level.

Patient Care Activities

Patient care is at the heart of the specialty of Emergency Medicine and it is expected that all candidates for promotion to the rank of Associate Professor would demonstrate excellence in this area. Demonstration of excellence would include:

  • Appropriate specialty board certification by the American Board of Emergency Medicine or American Osteopathic Board of Emergency Medicine.
  • Clinical excellence recognized by patients, peers and referring physicians.

The Scholarship of Teaching and Learning

The Scholarship of Teaching and Learning can be broadly characterized as encompassing both excellence in the art of teaching and the creation, evaluation and dissemination of new effective tools for learning. In general, scholarship in education should demonstrate adherence to recognized guidelines such as those published by Glassick (Glassick CE; Boyer’s Expanded Definitions of Scholarship, the Standards for Assessing Scholarship, and the Effectiveness of the Scholarship of Teaching, Acad. Med. 2000; 75:877–880).

Demonstration of excellence in this domain might include:

  • Presentation of several lectures annually, including to audiences outside the Department of Emergency Medicine, and/or outside Penn State.
  • Instruction or facilitation of problem-based learning cases, simulation cases or other specialized teaching environments.
  • Developing teaching programs for students, residents, advanced practice clinicians or continuing medical education for practicing clinicians. Of particular importance would be programs of sufficient originality or quality to be published or adopted by others.
  • Excellent evaluations from students and peers of the quality of delivered lectures or other teaching activities.
  • Mentoring of students, residents or junior faculty.

The Scholarship of Research and Creative Accomplishments

The Scholarship of Research and Creative Accomplishments refers to those activities that expand the knowledge and capacity of the specialty as a whole. Demonstration of excellence in this domain would include:

  • Establishing a clinical or basic science research focus or area of interest.
  • A vision and organized plan for further scholarly activity related to the mission of the Department, College and the needs of society as a whole.
  • The establishment of a regional reputation for scholarly work, manifest by publications and presentations at regional and national meetings.

Examples of scholarly activity in this area include but are not limited to:

  • Dissemination of new knowledge through publication in peer-reviewed printed journals, electronic journals, or Internet media (e.g., FOAMed, podcasts).
  • Critical analysis of research through peer reviewed meta-analyses or systematic reviews.
  • Consolidation and scholarly presentation of research through publication of books, book chapters (exceeding five to 10 printed pages for single or combined contributions to a single book to ensure sufficient scholarship of the publication), and review articles.
  • Development of intellectual property such as novel devices, computer programs and applications, technology or process innovation.
  • Independent research funding, through submission of competitive research proposals.
  • Substantive contribution to research as an investigator on clinical trials.
  • Invitation to present research or scholarly activity at regional, national and international meetings.
  • Invited editorials in peer-reviewed publications.

Abstracts, exhibits at scientific meetings, letters to the editor, manuscripts submitted for publication and articles in newsletters or the lay press would not meet this standard of scholarship.

The expectation at the time of promotion review to the rank of Associate Professor would be for a total of at least five high-quality, peer-reviewed publications or their equivalent (as defined above) published during the candidate’s post-residency career as an emergency physician and, most preferably, during the candidate’s tenure with Penn State Health.

Factors which will be considered by the Committee when evaluating the quality and eligibility of the candidate’s publications in support of promotion include:

  • Journal reputation (e.g., impact factor, inclusion in Medline/PubMed or any major database)
  • Book or book chapter quality (e.g., editor, author, co-author, depth of review)
  • Type of publication (e.g., original research, case report, review, book chapter, etc.)
  • Role of the candidate in multi-author publications (e.g., first or second author, senior author or corresponding author)
  • Further critical factors to be evaluated would be continued productivity since appointment to the Department faculty, evidence of a unified scholarly focus, and the potential for continued productivity following the promotion.

Service and the Scholarship of Service to the University, Society and the Profession

Service refers to activities that support and represent Emergency Medicine to organizations outside of the Department of Emergency Medicine. Evidence of excellence in this domain would include:

  • Appointment to positions of increasing responsibility and influence within the Department, College and University. Such positions would be, for example, chief of a division, or administrator or medical director.
  • Membership, especially if this includes active involvement or appointment to leadership positions, in regional or national professional or scholarly organizations.

Professor

The basic department expectations are the same as those required for appointment at the level of Assistant Professor. The following additional criteria, in each mission area, would constitute a level of excellence commensurate with promotion to the rank of Professor. In general, this level of excellence would be associated with recognition within the College of Medicine and on a national level.

Patient Care Activities

  • Sustained clinical excellence as recognized by patients, peers and referring physicians.
  • Innovations in clinical care, presented to national audiences.
  • Recognized expertise in a facet of clinical care, as demonstrated by acknowledgement of peers, referring physicians or other appropriate individuals or bodies.
  • Development, dissemination and evidence of adoption of quality improvement or healthcare innovation processes or programs by other departments or organizations.
  • Development of new clinical services, practices or integrated care teams.
  • Creation of clinical guidelines or health policies that are disseminated through regulatory agencies or professional societies.

The Scholarship of Teaching and Learning

  • Demonstrated ability to develop educational programs of sufficient originality or quality to be adopted by others.
  • Author of book chapters or review papers regarding teaching and learning.
  • Presentations regarding educational techniques and methods at national meetings.
  • Consistent recognition of excellence and effectiveness in teaching as shown by excellent evaluations from students both at Penn State and nationally.
  • Progressive transition to the roles of mentor and adviser to junior faculty.
  • Receipt of academic recognition and awards.

The Scholarship of Research and Creative Accomplishments

  • Evidence of a national reputation in the faculty member’s area of expertise, as demonstrated by membership in study sections, advisory groups, prestigious professional societies and the receipt of awards and prizes.
  • Positions as a journal editor or a grant reviewer.
  • Mentor for more junior researchers, both within and outside of the Department of Emergency Medicine.
  • Publication of at least five high-quality, peer-reviewed publications or their equivalent (as defined above) since promotion to the rank of Associate Professor.

Service and the Scholarship of Service to the University, Society and the Profession

  • Establishment of a clear leadership role within the Department or the College of Medicine. Such a role would be that of a Vice Chair of a department, or a college-wide administrative position.
  • Leadership in state or national professional organizations.

Volunteer Faculty

Physicians who supervise and educate students at sites other than the Penn State Health Milton S. Hershey Medical Center are awarded faculty appointments consistent with their scholarship in the same manner as faculty teaching at Hershey Medical Center. Promotion criteria for these faculty are the same as those described above.

Tenure

The award of tenure, to faculty members with tenure-eligible appointments, requires evidence of sustained scholarship sufficient to predict that productivity will continue, and increase, during the remainder of the faculty member’s career. Under the new College of Medicine tenure clock, the award of tenure typically will occur in the ninth year.

However, under exceptional circumstances, “credit” toward tenure may be given at the time of hire for work as a faculty member at another institution, or early tenure may be awarded on the basis of a strong track record of continuing exceptional accomplishments.

Consistent with university policy, tenure-track faculty must undergo third- and sixth-year provisional tenure reviews in addition to the ninth-year (final) tenure review.

Tenured faculty must also have subsequent periodic reviews. The departmental Promotion and Tenure committee (or an appropriately constituted substitute if insufficient tenured faculty are available) will perform the initial step of these reviews.

Family and Community Medicine Expand answer

Criteria for Standing (Tenure-Track) Faculty

The criteria for promotion and tenure in the Department of Family and Community Medicine and the process of faculty review are consistent with University Policy as defined in AC-23, and with the criteria statement of the Dean of the College of Medicine, which was approved in July 2018.

The Department of Family and Community Medicine Committee on Promotion and Tenure will include at least three members of the faculty of the College of Medicine at the rank of Associate Professor or Professor. Only individuals at the rank of Professor will vote on candidates for the rank of Professor, and only tenured faculty may serve on the committee. When an insufficient number of individuals meeting these criteria are available from within the Department, the Department Chair will ask qualified individuals from other departments to fill the required positions on the committee. Committee recommendations will be based on a majority vote. A single committee report will be prepared. If there is a divided vote, the reasons for the minority opinion will be included in the committee statement.

It is anticipated that a faculty member’s effort distribution will remain reasonably stable over time. However, if there is a significant change in the percentage of time that an individual faculty member spends in teaching, patient care, research and service between the time of their appointment and the time of evaluation for promotion and tenure, this will be noted in a statement which follows this policy statement in the candidate’s dossier.

Guidance for Promotion of Fixed-Term (Non-Tenure-Track) Faculty Members

This guidance offers a detailed plan for the submission of your dossier for Promotion designed to recognize your contributions in the areas of The Scholarship of Teaching and Learning; The Scholarship of Research and Creative Accomplishments; The Scholarship of Service to the University, Society and the Profession; and Patient Care. The criteria for promotion and review within the Department of Family and Community Medicine are consistent with the University Policy as defined in AC-23 and with the criteria statement of the Dean of the College of Medicine.

The following criteria have been developed to specifically address promotion of fixed term (non-tenure-track) faculty members within the Department of Family and Community Medicine.

The Promotion Committee

The Promotion Committee for the Department of Family and Community Medicine will include at least three members of the faculty within the Department at the rank of Associate Professor or Professor. Individuals at the rank of Professor will be the only voting members for faculty candidates requesting consideration for the rank of Professor. Should there be an insufficient number of faculty at the rank of Professor within the Department of Family and Community Medicine to vote on a candidate, individuals holding joint appointments within the Department may be asked to serve on the review committee.

Review Process

Each faculty member will submit a completed dossier as outlined by the criteria cited for promotion. Committee recommendations will be based on a majority vote. Following the vote, a single committee statement documenting the numerical vote results will be sent to the Chair of the Department.

Criteria for Appointment or Promotion of Fixed-Term (Non-Tenure Track) Faculty

Candidates for promotion will be judged upon performance in the mission areas.

Distinction must be achieved in two of the four following areas:

  • The Scholarship of Teaching and Learning
  • The Scholarship of Research and Creative Accomplishments
  • Scholarship of Service to the University, Society and the Profession
  • Patient Care

Please be advised that a minimum of five key pieces of scholarship – with an emphasis on peer-reviewed publication – will be expected to be submitted as the standard for promotion. Note that these five key pieces of scholarship will be used for internal/departmental and College-level reviews of your promotion application as well by external reviewers.

Examples of Scholarship: Teaching and Learning

  • Teaching of Medical Students and Other Health Professional Students
  • Teaching of Residents and Fellows
  • Teaching Experienced Physicians
  • Teaching Teams of Interprofessional Health Professionals
  • Curricular Development, Implementation and Evaluation
  • Innovation in Instructional Design
  • Course Director and Manager
  • Funding for any of the Cited Areas of Concentration
  • Fellowships
  • Innovation in Areas of Health (Global Health, Underserved Medicine, Public Health)

Examples of Scholarship: Research and Creative Accomplishments

  • Publication – Research/Scholarly Publication
  • Research Grants/Contracts
  • Presentation of Scholarly Work at Regional, State, National and International Events
  • Innovations in Health Informatics
  • Grant Reviewer or Grant Review Chair

Examples of Service to the University, Society and the Profession

  • Service to Students, Residents and/or Fellows
  • Service to the Department
  • Service to the Profession
  • Outreach Services, e.g., consultant, health services, Community Board membership
  • Presentations for Public and Community Health
  • Conference Planning and Organizations
  • Professional Organizations, especially Leadership roles

Examples of Patient Care

  • Quantity and Complexity of Patient Care
  • Quality of Care (e.g., patient satisfaction)
  • Participation in Quality Improvement Activities
  • Participation in Interprofessional Teams for Patient Care

Assistant Professor: Appointment or promotion to this rank will be based on the following criteria:

  • Satisfactory recommendations from mentors at the College of Medicine or from mentors at the previous place of employment.
  • All clinicians must be board certified in the appropriate specialty board or the equivalent.
  • The individual must have demonstrated the ability to serve the department in two of the four previously mentioned areas.
  • Service will include work on committees or assuming responsibility for organizing and conducting certain aspects of administrative duties of the department.

Associate Professor: Appointment or promotion to this rank will be based on the following criteria:

  • Demonstrated excellence in two of the four above areas.
  • Fie key pieces of scholarship with an emphasis on peer-reviewed publication
  • For the clinician, the individual must have established mastery and independence in a clinical field. This shall be determined not only by appropriate ABMS board certification or the equivalent, but particularly by acknowledgment of the individual’s peers.
  • This individual must have established a regional reputation for excellence in two of the four above areas by acknowledgement of the individual’s peers.
  • The individual must have demonstrated the willingness to serve in varying capacities for the College of Medicine and/or Penn State Health Milton S. Hershey Medical Center.

Professor: Appointment or promotion to this rank will be based on the following criteria:

  • Such appointment or promotion will be based on evidence or recognized leadership in Family and Community Medicine and evidence of continuing productivity in two of the four previously mentioned areas of scholarly pursuit.
  • Five key pieces of scholarship with an emphasis on peer-reviewed publication.
  • The candidate must have a national reputation within Family and Community Medicine as evidenced by membership in study sections, advisory groups, prestigious professional societies, etc., or recipient of awards, prizes and other notable achievements and be recognized for superior accomplishments in Family and Community Medicine and a leadership role in the department or College of Medicine/Hershey Medical Center.
  • This national reputation should be reflected in letters of evaluation from external evaluators.

Revised: July 10, 2018

Humanities Expand answer

Essential Criteria (Tenure-Track and Fixed-Term)

The Humanities Department faculty includes clinicians with humanities training and non-clinician scholars working in a variety of fields that may have very different approaches to scholarship. This is one of the department’s strengths, and it requires flexibility in considering the nature of accomplishments and achievement.

However, regardless of their field or background, each faculty member must make a contribution that impacts the practice of medicine, patient care and the training of future health professionals. While faculty may choose to work in their own field, the ability to engage and compel the local and larger medical community is also essential.

When evaluating the relative contributions of faculty to the department and college, the committee will consider the nature of scholarship in various disciplines.

Humanities scholars, for example, may produce fewer, but longer publications that are single-authored, while those in clinical fields may value multi-authored, shorter publications. Individuals who are writers, dramatists or artists may produce works in their fields that are not peer-reviewed but may be reviewed in other formats.

Differences in the nature of data, varying emphasis on grant support and the types of publications that are considered “gold standard” may also vary.

Assistant Professor

The Assistant Professor should possess the terminal degree or its equivalent in their chosen field. Prerequisites for appointment include ability as a teacher and scholar, potential to impact the practice of medicine, command of a humanities discipline and experience working with medical professionals or trainees.

Scholarship of teaching and learning

Assistant Professors teach effectively. They demonstrate enthusiasm for teaching and respect for learners, adjust teaching styles based on the needs of learners, and provide accurate and fair feedback to learners. Assistant Professors contribute to the teaching load of the department.

Scholarship of research and creative accomplishment

Assistant Professors demonstrate a strong potential to contribute to peer-reviewed literature both within their chosen field and in the larger medical literature. If they are artists or writers, they show promise in having their work performed, published, or presented with critical reviews from peers. By the second-year review, assistant professors will have published and show momentum in scholarship. By the fourth-year review, a solid record of scholarship should be evident.

Service and the scholarship of service to the University, society and the profession

The Assistant Professor may be protected from significant service demands early in their assistant professorship, but during the later years, the Assistant Professor will be expected to contribute to the service needs of the department, including serving on committees and contributing to the financial well-being of the department.

Patient care activities

If the Assistant Professor is a clinician, they must competency in their clinical specialty and be a respected member of the medical community. If a non-clinician scholar, their work will demonstrate relevance to medical education or patient care.

Associate Professor

The Associate Professor meets the requirements of an Assistant Professor. In addition, appointment as an Associate Professor requires evidence of impacting their field and the practice of medicine in general. Evidence of establishing a national reputation in scholarly, artistic or professional achievement is also required, as evidenced through continued publication and presentation of scholarship.

Scholarship of teaching and learning

Associate Professors meet the criteria listed for assistant professors. In addition, they develop innovative independent educational offerings and curricula that meet the ongoing needs of medical students, residents, faculty and other healthcare providers. They contribute to educational and professional development throughout the institution. In addition, they may serve on educational or professional development committees. Understanding that there will be occasional outliers in any teaching evaluations by students, student and peer evaluations are uniformly strong.

Scholarship of research and creative accomplishment

Associate Professors publish peer-reviewed scholarly work in respected journals that both in their chosen field and in the larger medical field. The potential impact of their work on medical education and patient care should be apparent and responsive to the changing needs of healthcare providers. The scholar has a national reputation as evidenced by invitations to speak, write or collaborate. Writers, performers or artists have their work produced in sufficient quantity to warrant a national reputation.

Service and the scholarship of service to the University, society and the profession

The Associate Professor contributes to the service needs of the department, the larger institution and national organizations. They also contribute to the financial well-being of the department. They will ideally also be involved in community outreach activities appropriate to their discipline.

Patient care activities

If the Associate Professor is a clinician, they show mastery in the care of patients and are a respected member of their clinical community.

Professor

The Professor will possess the requirements of an Associate Professor. In addition, they will have produced excellent scholarship that impacts the practice of medicine. The Professor will have an established national reputation and growing international reputation and have demonstrated leadership in the field. The rank should be reserved for individuals of proven stature in teaching, research and scholarship.

Scholarship of teaching and learning

In addition to the criteria listed for Associate Professor, the Professor mentors junior faculty in teaching and scholarship and takes a leadership role in the educational offerings of the department. They identify creative and innovative strategies for implementing humanistic principles throughout the medical school curriculum and in other College of Medicine activities.

Scholarship of research and creative accomplishment

In addition to meeting the criteria for associate professors, the professor’s scholarship impacts their chosen field and the practice of medicine. Their national reputation and growing international reputation reflects this influence. A record of scholarly publications and presentations at/in journals and conferences with national and international excellence continues.

Service and the scholarship of service to the University, society and the profession

Professors are leaders in the institution. They regularly contribute to the service needs of the institution, contribute to the financial needs of the department, and are often tapped to take administrative roles as needed.

Patient care activities

If the Professor is a clinician, they continue to show mastery in the care of patients and are a respected member of the medical community.

Fixed-Term Faculty of Each Rank

Fixed-Term Faculty will meet the basic description for rank (first paragraph after each title above). For promotion, they will excel in at least one area (scholarship of teaching and learning, scholarship of research and creative accomplishment, and/or service and scholarship of service to the university, society and the profession.)

Their contribution will be sustained and significant.

Evaluative Indicators

The following indicators are used by a committee of tenured faculty.

Scholarship of Teaching and Learning

  • Student evaluations
  • Peer evaluations based on observation of lectures, small-group facilitation and review of lesson plans (peer is defined as rank above the
    candidate and with no collaborative relationships or conflicts of interest, except in the case of the evaluation of full professors, where peers will be of equal rank)
  • Review of course plans
  • Peer-reviewed scholarship on educational innovations
  • Attendance at professional development activities
  • Mentoring junior faculty
  • Letters of offer, specifically the breakdown of service, teaching and scholarship
  • Candidate’s narrative statement (no longer than three pages)

Scholarship of Research and Creative Accomplishments

  • The committee will read the candidate’s peer-reviewed articles, chapters and samples from books, and review other creative output including plays, films and visual art contributions.
  • The committee will consider written appraisals from departmental colleagues, faculty in other departments, and at least six internal and six external evaluators consistent with the College of Medicine.
  • The committee will measure scholarly impact by considering the weight of creative and scholarly production and impact both within their own field and on the field of medicine in general. The following indicators may be used to measure the quality and quantity of peer-reviewed scholarship:
    • Citation indexes
    • Invitations to speak or to run workshops or seminars
    • Invitations to collaborate on scholarly projects
    • Invitations to write and co-author scholarly articles, chapters or books
    • Adoption of scholar’s materials in other schools, clinics or institutions (readings, performances, gallery exhibitions)
    • Expert interviews by the press and popular media (i.e., radio and television
    • Invitations to serve as co-investigators on grants and other research projects
    • Invitations to consult on others’ scholarship
    • Service on grant review study sections
    • Invitations to join national and international organizations
    • Invitations to serve on local, national and international boards
    • Observable, measurable or quantifiable indicators of change resulting from scholar’s work
    • Evidence of continual update and improvement of coursework and lectures
    • Participation in Medical Student Research projects
    • Candidate’s narrative statement (no longer than three pages, per AC-23 guidelines)
  • Securing extramural funding. The committee will consider the nature of the scholar’s work in measuring the relevance and success at securing funding. The committee may also evaluate the “funding climate” as it can be highly variable.

Service and the Scholarship of Service to the University, Society and the Profession

  • The committee will evaluate the faculty member’s contribution to the institution, society and the profession through evaluation of the faculty member’s:
    • committee work
    • administrative obligations
    • local, national and international boardwork
    • task force involvement
    • conference organizing
    • workshop organizing
    • reviewing manuscripts
    • service on grant study sections or review boards
    • financial contributions to the department and institution
    • editorial boards
    • participation in faculty organizations
    • community service that uses candidate’s scholarly expertise
    • candidate’s narrative statement (no longer than three pages)

Notes

  • Over time, as new trends in medicine develop, this document’s specific items should not be used to penalize those whose new scholarship or activities warrant new evaluative strategies. When in doubt, the “spirit” of the document should rule decision-making.
  • The third-, sixth- and ninth-year evaluations are based on these criteria, appraising the faulty member’s progress in achieving and normative
    description of their next highest rank.
  • This document will also apply to non-tenure-track faculty.

Revised: Sept. 11, 2018

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Criteria for Academic Promotion of Tenure and Fixed-Term (Non-Tenure) Faculty

It is the goal of the Department of Medicine to provide clear guidelines regarding academic promotion in order to allow faculty who desire promotion to gauge their readiness for advancement, and to fully showcase their good work via preparation of a dossier that is reflective of their accomplishments. This document describes departmental expectations for academic advancement for faculty and provides an overview of activities that constitute high performance, excellence and scholarship in each of the mission areas. This document applies to appointment and/or promotion to Assistant Professor, Associate Professor and Professor in Medicine.

The Department of Medicine criteria for academic promotion must be in keeping with the Promotion and Tenure Statement of the Dean of the College of Medicine. This document states that: “To be considered for tenure and/or promotion, a faculty member of the College of Medicine should have demonstrated accomplishments in:

  • the scholarship of teaching and learning;
  • the scholarship of research and creative accomplishments;
  • service, and the scholarship of service to the University, society and the profession; and
  • patient care, when applicable.

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission and application of knowledge. The College of Medicine encourages and supports collaborative and interdisciplinary research, consistent with the University Strategic Plan. The proportion of accomplishments in each of the four missions, and the emphasis in their evaluation for any individual faculty member, should be in accordance with the agreed-upon allocation of effort.

While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence and/or sustained contribution in at least two areas must be achieved. In general, primary emphasis and assessment will be placed on contributions of the scholarship of teaching, research, and /or patient care, as outlined in the Departmental and College criteria for Promotion and Tenure: “To be considered for promotion, a fixed-term faculty member in the College of Medicine should perform well in all categories in which they participate (teaching, research, service, patient care) and must achieve clearly demonstrated professional excellence and/or sustained contribution in at least one or two areas, depending upon the department’s policy. The criteria for performance in these areas are the same as for tenure-track faculty.”

Academic promotion is performance-based. For fixed-term faculty, there is no required time-in-rank before academic promotion can be proposed. Thus, there is no “early” or “late” academic promotion. Per the Statement of the Dean, fixed-term faculty members should be reviewed for promotion eligibility a minimum of every five years at the departmental level. Although it is typical for faculty members to have at least five years in rank before promotion consideration, that duration in rank is not a required minimum. A faculty member should be considered for promotion when performance and achievements suggest they are ready. For tenure-track faculty, there will be a third-year provisional review, a sixth-year provisional review and a ninth-year (final) tenure review. Promotion eligibility can be considered at an earlier time than the ninth-year review if in the judgment of the Department Chair the promotion criteria are met.

Departmental Expectations for Academic Promotion of Fixed-Term and Tenure-Track Faculty

To be considered for academic promotion, a fixed-term faculty member in the DOM should function well in all categories in which they participate and should demonstrate excellence in at least one mission area and high performance in another. To be considered for promotion on the tenure track, faculty members are expected to perform well in all categories and have clearly demonstrated professional excellence in at least two areas. Scholarship should also be demonstrated. Generally the faculty member’s mission categories of excellence and high performance will be in their areas of greatest effort allocation. Clinical faculty with patient care responsibilities should demonstrate excellence in the patient care mission. All faculty members are expected to participate in service, but per the Statement of the Dean of the College of Medicine, candidates should not anticipate service to be considered one of their areas of excellence, with uncommon exceptions. Scholarship can be demonstrated in any mission area, including service, and does not have to be within a candidate’s areas of excellence or high performance.

Faculty members with substantial research effort are expected to publish the results of their research. It is recognized that scholarly contributions may be in more than one mission area.

Scholarship

As an academic institution, promotion within the College and Depatment of Medicine requires the demonstration of scholarship, defined as the advancement, transformation, translation and dissemination of knowledge by the application of one’s intellect in an informed, disciplined and creative manner. Although all faculty members are encouraged to participate in the research mission, this is not required in order to perform scholarship. The Department appreciates that scholarship can take many forms. When considering whether an activity represents scholarship, the candidate can review Glassick’s criteria (Glassick CE; Boyer’s Expanded Definitions of Scholarship, the Standards for Assessing Scholarship, and the Effectiveness of the Scholarship of Teaching, Acad. Med. 2000; 75:877–880), or alternatively ask themselves the following questions:

  1. Were you deliberate in determining whether or not your activity filled a known need or gap, and/or did your activity build on prior work? (Examples: baseline data gathering prior to initiating a project, needs assessment or baseline evaluation before developing a curriculum or new program, building a new curriculum/program, project on top of known published data).
  2. Was your activity peer-reviewed or otherwise vetted by members of your academic community?
  3. Did you disseminate the results/outcome/products of your activity?
  4. Have others built upon your work to advance understanding in this area?

Documentation of dissemination is an essential component of scholarship that needs to be met. Scholarly work must be disseminated outside the College. The most common form of acceptable scholarship is peer-reviewed publications, printed and electronic. Publications should be in English and indexed in the major databases (e.g., Pubmed/Medline). For candidates with significant research effort, scholarship is expected to be primarily original research with significant contribution to authorship (first, senior or corresponding author, more than 25 percent effort contribution).

It is recognized that many faculty will generate a mix of other types of admissible scholarship such as case reports, case series, review papers, invited editorials, peer-reviewed books, clinical guidelines, position papers, enduring educations materials or handbooks for learners, and creative medical writing.

Peer-reviewed chapters/education materials/handbooks should be substantial to count as scholarship (more than a few paragraphs). Creative accomplishments such as implementation of new courses or curricula, new programs/projects, new teaching methods, new or innovative patient care approaches can be considered scholarship if disseminated outside the College with documentation that others built upon that work. Alternative forms of dissemination that may meet the standard of scholarship include major professional conference speakerships such as keynote addresses, presentations and publications of work in symposia, webinars and workshops, and registered apps. The impact of the alternative form of scholarly activity should be documented and that form of scholarly work should be part of a mix of other types of scholarly output. Examples of scholarship are given in a table below; the examples in the table are not meant to be an all-inclusive list.

Some items do not qualify as scholarly work. Letters to the editor generally do not meet the standard of scholarship unless original research is presented and/or there is significant impact to the field. Abstracts do not meet the standard of scholarship unless there is documentation that abstract acceptance is extremely competitive. Faculty members are encouraged to produce manuscripts from abstract work. The full standard of scholarship cannot be met with a portfolio consisting only of presentations and/or abstracts. Peer-reviewed scholarly products should be a significant part of the portfolio. Exhibits at scientific meetings, articles in newsletters and the lay press, and manuscripts in progress do not meet the standard of scholarship.

Many scholarly activities require team effort. For all scholarship, the faculty member should clearly indicate their personal role and contribution, including percent contribution. In addition, the faculty member should attest to the impact of the scholarly work on their field. This may be a brief statement with each citation or a lengthier explanation in the narrative statement. Penn State, the College of Medicine and the Department of Medicine do not define the exact number of scholarly products required for promotion. However, the candidate will be asked to submit a representative selection of no more than five items of scholarship products for review by the Department Promotion Committee and the external reviewers. The selection of items and number of items is up to the faculty member with advice of mentors, and should be the candidate’s highest quality work.

For promotion to Associate Professor, submission of scholarly items since last appointment is highly recommended, remembering that sustained scholarly activity is one of the factors assessed. New scholarly products since last promotion should be submitted for promotion to Professor, though a prior key manuscript may be included if it forms the basis for the scholarly work performed since the last promotion.

The Department of Medicine Promotion and Tenure Committee will assess the quality and quantity of scholarly products, as well as evidence of sustained scholarly activity to make a judgment regarding a candidate meeting the standard of scholarship.

Mission Areas

Teaching and Learning

All faculty members are expected to participate in the teaching and education activities at Penn State in addition to demonstrating self-learning activities to advance their skills. Teaching includes formal lectures, problem-based learning groups, teaching in clinical settings, workshops, research training and mentorship, and supervision of and participation on graduate dissertations, among others. Excellence may be evidenced by demonstrating several of the following:

  • the faculty member has strong learner evaluations and reports attesting to favorable teaching assessments;
  • has received education/teaching awards;
  • has funded educational grants;
  • has developed curricula, new programs and/or courses;
  • has recognition/reputation in the field;
  • has developed apps/IT innovations;
  • has shared their teaching work through presentations at local, regional and national meetings;
  • has provided invited workshops on teaching;
  • and others.

High performance can be supported by demonstrating at least one of these activities/contributions. This set of examples is not an all-inclusive list.

Research and Creative Accomplishments

All faculty members are encouraged to participate in innovative research and/or safety and quality improvement initiatives. For faculty with substantial research effort, a clear research program and recognition through funding, publications and presentations are expected. These faculty members are expected to have an increased number of publications. For faculty in which research is not a primary area of effort, presentation of work at regional, national or international meetings can potentially indicate high performance. However, abstracts and presentations alone, without additional scholarly work, are not considered adequate to meet the full standard of scholarship.

Patient Care (for clinicians only)

All clinical faculty members are expected to maintain proficiency within their area of expertise as evidenced by Board Certification if available, and appropriate maintenance of Board Certification and self-learning. Clinicians are encouraged to develop an area of clinical expertise within their specialty/subspecialty. Clinical excellence should be demonstrated and documented for faculty with patient care responsibilities. Excellence may be displayed by demonstrating several of the following:

  • the faculty member has evidence of clinical excellence through references, quality and outcome metrics, and other documentation;
  • is an innovator in approaches to diagnosis, treatment, or prevention of disease;
  • is sought out for referral of patients for opinion and care;
  • applies new technology to clinical care and/or develops new models of care delivery;
  • receives awards or recognition for excellence in patient care;
  • receives high patient satisfaction scores;
  • has high clinical productivity;
  • participates in quality-improvement activities with documented results;
  • collaborates across medical disciplines as part of a clinical team;
  • is included in panels or consortia that set clinical guidelines, standards or protocols;
  • and others.

Service to the University, College and the Profession

All faculty members are expected by the University, College and Department to participate in service commitments (e.g., committees and other voluntary activities for the good of the institution and community); however, service will uncommonly be considered an area of excellence per the Promotion and Tenure Statement of the Dean of the College. For this consideration, unique, outstanding evidence of leadership with critical roles in activities that benefit the institution, community, status of medical care and/or society in general would be required along with substantiated outcomes and extensive documentation of the candidate’s role.

High performance in service can be supported by demonstrating at least one critical service role.

Service in professional societies/organizations can provide evidence for reputation and leadership at the regional, national, and international levels.

Examples of evidence that potentially demonstrate excellence and high performance in the mission areas are described in a table below. The table is not intended to be an all-inclusive list. Faculty may report activities and achievements outside of these examples. Scholarship is reviewed in detail earlier in this section.

Professional Reputation

This assessment evaluates a faculty member’s recognition as an expert in their field. At least a regional reputation is expected for Associate Professors and a national or international reputation is expected for Professors. Reputation can be established in any mission area. It is not required for a candidate to demonstrate a reputation in one of the same missions as their areas of high performance, excellence or scholarship. Examples of the establishment of a reputation include:

  • Regional reputation: demonstrating regional patient referral patterns; serving on regional or statewide professional committees, boards, organizations with evidence of early leadership roles; serving as organizer/leader/co-leader for workshops or conferences for regional or statewide meetings; being invited to lecture, present at regional/statewide conferences or meetings; being elected to a leadership position in a regional professional organization as a reflection of the candidate’s expertise or value; obtaining external research funding; having a curriculum/program/project adopted by others in the region (outside the College of Medicine).
  • National reputation: national patient referral patterns; serving on national committee, boards, organizations with evidence of leadership roles; serving as organizer/leader/co-leader for workshops or conferences for national meetings or organizations; being invited to lecture, present at national/international conferences or meetings; serving as manuscript reviewer or abstract reviewer for conferences; serving as question writer or examiner for board examinations; serving on editorial boards of journals; serving as an editor of a book; securing sustained external research funding; being a study section member; being elected to a leadership position in a national organization as a reflection of expertise in the field or unique value to the organization; having curricula/program/project adopted by others nationally (outside the College of Medicine).
  • International reputation: examples are similar to national except international in scope.

Assessment of a candidate’s reputation is primarily based on the evaluations by external reviewers. An appraisal is also made by internal reviewers.

Criteria for Academic Promotion and Tenure for the Fixed-Term and Tenure Tracks: Assistant Professor

Appointment or promotion to this rank include the following criteria:

  • Satisfactory recommendations from the individual’s supervisors or mentors at Penn State College of Medicine or from the individual’s previous place of employment, whether as a resident, postdoctoral trainee or faculty.
  • For clinical appointments, meeting the American Board of Medical Specialties (ABMS) requirements for the appropriate specialty/subspecialty board or the equivalent, and commitment to providing clinical services commensurate with the needs and standards of the Department and College of Medicine.
  • Demonstrated or potential ability to engage in teaching/educational activities of medical students, resident, graduate students and other healthcare professionals.
  • Willingness to participate in service capacities in the Department, College and University.
  • Commitment to the academic mission of the College and University, and a stated plan to develop an academic career through pursuit of scholarly work.

In preparation for promotion to Associate Professor, clinical faculty should develop clinical expertise. Faculty should establish teaching experience, participate in service, and cultivate scholarship. A regional reputation should be established.

For faculty with significant effort in research, the faculty member should develop a coherent research program, secure research funding, particularly from external funding sources, and develop recognition for their research through publications and presentations. For clinical faculty who participate in research, the participation can be as part of a research team.

Criteria for Academic Promotion and Tenure for the Fixed-Term and Tenure Tracks: Associate Professor

Appointment or promotion to this rank include the following criteria:

  • For clinicians, documentation of established mastery in a clinical field through appropriate ABMS certification, advanced training certification and acknowledgement by the individual’s peers.
  • Documented effectiveness in medical education as evidenced through participation in teaching activities, teaching evaluations, and input from students and supervising medical educators and peers.
  • Acceptance of institutional roles of increasing responsibility and influence.
  • Evidence of ongoing scholarly activity since appointment as Assistant Professor with a vision of further scholarly activity.
  • For those with substantial effort devoted to research, there should be evidence of a progressing research career with emergence of a research focus, mastery and evolving independence with use of appropriate mentoring/collegial relationships, production of adequate academic work, and recognition of the impact of the academic work within and outside the institution.
  • Identification of excellence in at least one mission area and high performance in another for fixed-term faculty, and excellence in two mission areas for tenure-track faculty.
  • Evidence of at least a regional reputation.

Criteria for Academic Promotion and Tenure for the Fixed-Term and Tenure Tracks: Professor

Appointment or promotion to this rank include the following criteria:

  • For clinicians, documentation of established mastery in a clinical field through appropriate ABMS certification, advanced training certification and acknowledgement by the individual’s peers.
  • Consistent recognition of excellence and effectiveness in teaching and educational activities, with progressive transition to a mentor and adviser role to junior faculty.
  • Establishment of effective institutional leadership role(s).
  • Evidence of ongoing scholarly activity since appointment as Associate Professor with contribution to the overall state of knowledge and/or practice.
  • For those with substantial effort devoted to research, there should be evidence of an established research career with innovation and mastery in their field, production of adequate academic work, and sustained extramural funding.
  • Identification of excellence in at least one mission area and high performance in another for fixed-term faculty, and excellence in two mission areas for tenure-track faculty.
  • Evidence of a national and/or international reputation.

Tenure

Tenure requires evidence of sustained scholarship sufficient to predict that productivity will continue during the remainder of the individual’s career. In addition to the record of scholarship, this typically requires written evaluations by both internal and external senior scholars in the candidate’s field.

Review Process: Internal Review

The accuracy and completeness of the dossier is critical. All information pertinent to promotion must be contained in the dossier. The promotion committee members are not allowed to discuss any items or activities that are not listed in the dossier. Thus, promotion decisions can only be made based on the dossier contents and the opinions of the external reviewers (see next section). Basically, “if it is not in the dossier, it did not happen.” The narrative statement is also vital for the candidate. This document is the candidate’s opportunity to guide the reviewer through their career, clarifying motivations, accomplishments and goals, as well as providing any other information helpful in understanding the candidate’s areas of high performance and excellence, and scholarship.

The nomination for promotion is made by the Department Chair, based on an evaluation of the Curriculum Vitae (CV) and the advice of the Division Chief. Once the Chair’s office nominates the candidate for promotion, the Dossier is prepared. The review of the completed Dossier is first performed by the Department of Medicine Promotion and Tenure Committee and then by the Chair of the Department of Medicine. If at least one of these levels of review is positive, a fixed-term candidate’s Dossier is then reviewed by the College of Medicine Fixed-Term Promotion Committee and by the Dean of the College, and a tenure-track faculty candidate’s Dossier is reviewed by the College of Medicine Promotion and Tenure Committee and by the Dean of the College. The Dean makes the final promotion decision for fixed-term faculty candidates. For tenure-track candidates, the Dean makes the decision to recommend the candidate to the University Promotion and Tenure Committee. A final promotion decision for tenure-track candidates is made by the President of the University.

Documents reviewed:

  • Department Promotion and Tenure Committee: Narrative Statement, Dossier including external reviews, a representative selection of no more than five items of scholarship products
  • Chair, Department of Medicine: Narrative Statement, Dossier including external reviews, letter from Department Promotion and Tenure Committee
  • College of Medicine Fixed-Term Promotion Committee or College of Medicine Promotion and Tenure Committee: Narrative Statement, Dossier including external reviews, letters from Department Promotion and Tenure Committee and Department Chair
  • Dean, College of Medicine: Narrative Statement, Dossier including external reviews, letters from Department Promotion and Tenure Committee, Department Chair, and College of Medicine Fixed-Term Promotion Committee or College of Medicine Promotion and Tenure Committee.

Review Process: External Review

In addition to the internal review of a candidate’s qualifications for promotion, external reviewers, usually from other academic institutions, assess each candidate. External reviewers must be senior experts in the candidate’s field who can provide an unbiased evaluation of the candidate’s performance. Evaluators may not be the candidate’s former classmates, teachers, mentors, supervisors or bosses; current or former students or trainees; or close collaborators. A minimum of four external reviewer letters are required by the University. The candidate’s CV is forwarded to the external reviewers instead of the Dossier (which is used internally only), so the CV should be detailed and complete.

Documents reviewed:

  • External reviewers: Narrative Statement, CV, a representative selection of no more than five items of scholarship products, Department of Medicine Criteria for Academic Promotion (this information), College of Medicine Promotion and Tenure guidelines.

Examples of Scholarship

In all cases, impact to the field should be explained and supported in the candidate’s narrative statement.

Examples of Excellence and High Performance

The formal dossier instructions may require that an activity/contribution referenced under a certain mission area on this table be placed under a different mission section in the dossier, particularly those activities that could cross mission areas. This can be clarified in the candidate’s narrative summary, if needed.

Examples:

  • The development of a new education course or program is listed in this table as an activity within the “Scholarship of Teaching and Learning” mission. Per the dossier instructions, that accomplishment should be listed in the “Scholarship of Research and Creative Accomplishments” section.
  • A peer-reviewed publication that describes a quality improvement project is listed in this table as scholarship for the “Patient Care” mission. All publications should be listed in the “Scholarship of Research and Creative Accomplishments” section, per the dossier instructions.

All examples listed are not required for a candidate to be assessed to have achieved excellence in a mission area, but several examples should be present (these or others). At least one example in a mission area should be present to support high performance (these or others).

Reviewed: June 2018

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General Policies and Procedures

All policies and procedures will be in accordance with Penn State Policy AC23, “Promotion and Tenure Procedures and Regulations,” and with the Promotion and Tenure Statement of the Dean of the College of Medicine.

As of July 1, 2016, the tenure clock at Penn State College of Medicine changed from a seven- to a 10-year clock, with provisional reviews now at three and six years of service instead of two and four years, and final review for tenure at nine instead of at six years. Note that for 2018-19, the Department of Microbiology and Immunology, hereafter referred to as the Department, has one remaining tenure-eligible faculty member on the seven-year tenure clock who has undergone second- and fourth-year provisional reviews, and who is expected to undergo final review for promotion to associate professor and tenure in the 2019-20 academic year. All remaining and future tenure-eligible faculty are/will be under the 10-year tenure clock. The following is intended to serve as a basic outline of the process and requirements for promotion and tenure within the Department. It is recommended that faculty read the Promotion and Tenure Statement of the Dean of the College of Medicine and become familiar with Penn State Policy AC23.

Tenure Anniversary Date

In accordance with AC23, to facilitate the administration of tenure review procedures for all tenure-eligible academic appointments, the tenure anniversary date observed by the Department is July 1. This tenure anniversary date will not necessarily coincide with the faculty member’s date of initial appointment. A year of credit toward tenure is earned in any year in which a tenure-eligible faculty member has full-time active employment status for no less than six months between July 1 and June 30. Exceptions occur for those who obtain Stays of Tenure.

Evaluation Process

The Department Promotion and Tenure Committee, hereafter the Committee, comprises tenured full professors whose primary appointments are within the Department and who are appointed to the Committee by the Department Chair. The Committee will evaluate assistant and associate professors for promotion and tenure, and tenure-eligible full professors for tenure. Tenured associate professors within the Department may serve on the Committee to evaluate faculty for promotion from assistant to associate professor and tenure, but associate professors are not permitted to review faculty of equal or higher rank for promotion and/or tenure. The Committee will consist of a minimum of three and generally a maximum of seven tenured faculty of the appropriate rank. At least one fixed-term (non-tenure-track) faculty member must serve on the Committee if a fixed-term faculty member is being reviewed for promotion; fixed-term faculty, however, are not permitted to serve on the Committee for the review of tenure-track faculty. The Department Chair may add members of the appropriate academic rank as deemed necessary.

The candidate’s current dossier is the basis for evaluation for promotion and/or tenure. Teaching ability will be evaluated by examination of student evaluations and peer review letters requested by the Department Chair. Additionally, letters of recommendation from recognized scientists in the relevant scientific field(s) from outside of the Department, College of Medicine and the University will be requested to establish the scientific accomplishments and standing of the candidate under consideration for promotion and/or tenure.

The Department Chair will select the external referees from a list of potential evaluators provided by the candidate, but may select a referee(s) not on the candidate’s list. Former mentors are ineligible by University regulations to submit a letter of recommendation.

It is expected that the candidate will have made rank-appropriate contributions in three areas of scholarship:

  • The Scholarship of Teaching and Learning;
  • The Scholarship of Research and Creative Accomplishments; and
  • Service and Scholarship of Service to the University, Society and the Profession.

In accordance with the statement on the criteria for promotion and tenure by the Dean of the College of Medicine, “while a candidate for tenure and/or promotion is expected to perform well in all three categories, clearly demonstrated professional excellence and/or sustained contribution in at least two areas must be achieved.” Of these categories, a candidate within the Department is expected to have demonstrated strong performance in The Scholarship of Research and Creative Accomplishments; the College of Medicine additionally requires excellence in The Scholarship of Teaching and Learning.

The Chair of the Department will complete a separate evaluation and recommendation, which may agree or disagree with the conclusions and recommendation of the Committee. For promotion and/or tenure, subsequent reviews by the College and University Promotion and Tenure Committees are required, as outlined below. All recommendations will be transmitted to the Dean of the College of Medicine, who upon reviewing the departmental reviews, generally has say as to whether the candidate’s dossier will be forwarded to the College Promotion and Tenure Committee, and subsequently the University Committee. For the provisional (third- and sixth-year) reviews, the Chair of the Department is expected to discuss the Committee’s and the Dean’s written reports with the faculty being evaluated. At this time, expectations with respect to the candidate’s progress, or lack thereof, in each of the three categories of scholarship will be discussed. Provisional reviews do not require College or University Promotion and Tenure review, but do require review by the Dean.

Third-year Provisional Review

Approval to continue on the tenure track will be granted when the faculty member has undergone a formal review by the Committee and receives a written satisfactory evaluation from the Department Chair and the Dean, as noted above. The candidate must have documented accomplishments at the College of Medicine that include publication of research in peer-reviewed journals, either acquisition of or evidence of actively seeking extramural funding for their research, presentation of research findings at scientific meetings, and rank-appropriate evidence of growing recognition within their scientific field, e.g., ad hoc requests to review journal manuscripts and/or serve on grant review panels, invitations to speak at other institutions and/or to serve as a meeting session chair or organizer, etc. The candidate should also exhibit signs of becoming an accomplished teacher, and demonstrate a rank-appropriate level of commitment to service to the Department, College, University and the profession.

Sixth-year Provisional Review

As with the third-year provisional review, approval to continue on the tenure track will be granted when the faculty member has undergone a formal review by the Committee and receives a written satisfactory evaluation from the Department Chair and the Dean. The candidate must have continued to make adequate progress toward independent work while at the College. This includes continued publication in peer-reviewed journals of work performed at the College of Medicine, evidence of increased recognition within their scientific field (e.g., service on grant review panels, editorial service to scientific journals, and other examples of service to profession), and generally will include having secured or shown promising potential of securing independent extramural funding for their research program. The candidate should have demonstrated increased competence and involvement in teaching, and evidence of becoming more actively involved in service capacities for the College, University and the profession.

Promotion to Associate Professor

A faculty member under consideration for promotion to associate professor will undergo both internal and external review. Following evaluation by the Committee, the Department Chair, upon completing their evaluation, will forward the Chair’s and Committee’s reports and recommendations to the Dean. Continuing from the criteria described under the provisional reviews, the candidate must have demonstrated adequate progress in the three categories of scholarship. This includes the establishment of an independent research program at the College as demonstrated by continued publication of their work performed at the College in peer-reviewed journals, and generally having attained independent extramural grant support.

Additionally, the candidate must have demonstrated the ability to teach and train students, and the ability and willingness to act in service capacities for the University, and evidence of increasing stature within their scientific field.

Promotion to Full Professor

All requirements described above will be used for evaluation for the promotion from associate to full professor. In addition, the candidate is expected to have records of sustained independent research funding and publication in peer-reviewed journals, be a recognized leader in the profession, to have developed an effective teaching and training program, and have consistently contributed service to the Department, College, University and the profession. Evidence of leadership in the profession may include seminal research publications, invitations to present research findings at other academic/research institutions as well as at national and international meetings, service in professional associations, and serving on scientific review committees. The likelihood of sustained contribution to the three categories of scholarship is paramount. Length of time at the rank of associate professor is not a deciding factor.

Tenure

Recommendation of tenure (both seven- and 10-year clocks) will be based on requirements similar to those established for the promotion to associate professor. Importantly, it is expected that the candidate will have obtained extramural funding for their research program, and in most instances under the 10-year clock, this should include having received multiple grants and/or funding renewal(s), i.e., evidence of sustained fundability of the candidate’s research program. Under the 10-year tenure clock promotion to associate professor may occur prior to final tenure review, and it is expected that candidates being considered for tenure who have not previously attained the rank of associate professor will be simultaneously considered for promotion to associate professor, as was done under the seven-year clock. Further, under the 10-year clock, the review process for tenure may or may not occur simultaneously with that for promotion to full professor, i.e., promotion to full professor may occur prior to final tenure review (rare) or subsequent to the award of tenure.

Policy for Promotion of Non-Tenure-Track (Fixed-Term) Faculty

Holders of the fixed-term faculty rank of Assistant Professor are renewable on a yearly basis at the discretion of the Chair of the Department. The Chair will meet yearly with an Assistant Professor on the non-tenure track as specified in Penn State Policy AC40.

Promotion to Associate Professor (Fixed-Term)

The Departmental Promotion Committee will review an Assistant Professor on the non-tenure track at intervals not to exceed five years. For those who are considering advancement, it is highly recommended that a review at the departmental level be requested within three years of appointment, so as to gain experience in dossier preparation and obtain feedback on one’s progress. Under most circumstances, promotion will not be considered before five years of service. For promotion, the candidate must achieve the following:

  • The candidate will have demonstrated scholarly excellence as assessed by the evaluation of research performed at Penn State College of Medicine and published in peer-reviewed journals, preferably with the candidate as corresponding or senior author.
  • The candidate will show evidence of leadership by the establishment of an independent research program within their research program/team. Preferred evidence of success will be the attainment of grant support, either as co-investigator or principal investigator. Support on collaborative projects originating outside of the candidate’s program/team also will be considered.
  • The candidate will have established recognition for their research contributions as evidenced by letters of evaluation from external evaluators. Participation in regional or national meetings is also desirable.
  • The candidate will have demonstrated the ability to participate effectively in the teaching and/or training of graduate or other students in University programs. Evidence will be based on student reviews, peer reviews, or participation on dissertation committees.
  • Participation in service capacities within the Department of Microbiology and Immunology is also expected.

Promotion to Professor (Fixed-Term)

There are no mandatory timeframe requirements for promotion to Professor. The Departmental Promotion Committee will review an Associate Professor on the non-tenure track at intervals not to exceed five years. In addition to the criteria for promotion to Associate Professor cited above, the candidate for promotion to Professor will be expected also to have achieved the following:

  • The candidate will be a leader of a research group.
  • The candidate will have attained independent grant support at the level of an R01 or its equivalent and established an independent research program.
  • The candidate will have a consistent record of publication as a senior author in peer-reviewed journals.
  • The candidate will have established a national reputation for their research contributions as evidenced by their participation at meetings, invitations to review grants and manuscripts, and recognition in letters of evaluation from external evaluators.
  • The candidate will have demonstrated strength in the teaching and/or training of graduate students and medical students, and will have increased service contributions to include the College of Medicine and/or the University.
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The department procedures for promotion and tenure are consistent with University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018).

Departmental Promotion and Tenure Committee

The Promotion and Tenure Committee will consist of tenured Full and Associate Professors elected by a vote of the tenured and tenure-track faculty, provided that the elected committee will contain an odd number of members and a minimum of three Full Professors. The chair of the committee will be elected by the committee members. In cases where an elected member is unable to serve and the committee would then contain an even number of members or an insufficient number of full professors, the chair of the department may appoint a replacement.

When the committee reviews a non-tenure-track faculty member for promotion, the department chair, in consultation with the Promotion and Tenure Committee, will appoint one or more non-tenure-track faculty members for these reviews.

Preparation of Dossiers

The Office of Faculty Affairs establishes the date for completion of departmental reviews for all types of promotion and tenure each year. Based on this date each candidate will be given a firm date by which a complete dossier must be submitted. The University defines the format of the dossiers and candidates are asked to provide full and accurate information. Although the department will provide assistance in preparing the dossier, it is the responsibility of the candidate to provide all the information necessary to ensure that it is complete and accurate.

Candidates are required to provide a narrative statement that reflects their area of focus and scholarly contribution of as part of the dossier. Candidates are asked to define carefully the University status of laboratory personnel and their role in multi-author publications or multi-investigator grants.

Criteria for Promotion and Tenure

Candidates for promotion and/or tenure will be evaluated according to the three general criteria defined in AC23:

  • scholarship of teaching and learning,
  • scholarship of research and creative accomplishments, and
  • service and the scholarship of service to the university, society and the profession.

The criteria and methods for evaluation are defined specifically for department faculty below. For an individual faculty member, the weight and emphasis of the evaluation will be in accord with the individual’s agreed allocation of effort, as defined in the faculty member’s letter of offer or annual AC40 documents.

Evaluation of candidates for promotion will be assisted by outside letters of recommendation solicited by the Dean’s office. The Chair, with input from the candidate, will submit a list of names of potential referees to the Dean’s office. This list is advisory only and alternative or additional referees can be selected at the discretion of the Dean. In general, the Dean will not request external assessments from the candidate’s former teachers and students, those who have collaborated significantly with the candidate or others whose relationship to the candidate might make objective assessments difficult. External evaluators should be asked to describe the nature of their association with the candidate. Evaluators should be in a position to make informed judgments about the candidate’s work. Letters of evaluation will not be solicited from internal referees.

Scholarship of Teaching and Learning

All professorial faculty members are expected to participate in the medical or graduate curricula and to share substantially in the teaching responsibilities of the department. The scholarship of teaching and learning will be evaluated by:

  • Effectiveness in communicating information to students.
  • The ability to construct and teach material of scholarly content.
  • The development of new courses or teaching techniques.

Evaluation of teaching effectiveness will be based on input from both students and faculty about the quality of the teaching; the evidence will include:

  • At least two evaluations from senior faculty who have attended the candidate’s courses or who are familiar with other teaching activities, such as the development of course materials and advising or mentoring of trainees. These written evaluations are required for all dossiers.
  • A compilation of student evaluation forms.
  • Information from former students, national associations or professional organizations, if relevant.

Scholarship of Research and Creative Accomplishments

All professorial faculty members are expected to develop an independent research program of recognized merit and to exhibit a high degree of scholarship and mastery of their subject matter.

The scholarship of research will be evaluated by:

  • Sustained productivity as demonstrated by publication of articles in peer-reviewed journals, books and book chapters. In cases of apparent insufficient number of publications, evidence of productivity may be provided by a report to the committee describing work-in-progress. The publications may be examined by the whole committee or an appointed sub-committee.
  • Successful receipt of peer-reviewed research support from a nationally recognized foundation or awarding agency.

The scholarship of research may also be evaluated by:

  • Honors and awards for research accomplishments.
  • Invitations to speak at other institutions.
  • Participation in seminars, workshops and national society meetings.
  • Service on review boards and editorial boards.
  • Membership and active participation in professional societies.

Service and the Scholarship of Service to the University, Society and the Profession

All professorial faculty members are expected to accept a reasonable share of department and University committee and administrative support work and to perform those duties conscientiously.

Assistant Professor

Candidates for appointment to Assistant Professor must satisfy the preceding criteria at the level defined by the College of Medicine criteria for appointment to Assistant Professor:

  • Completion of doctoral and postdoctoral training.
  • Satisfactory recommendations from individuals who know the candidate’s work, including a senior mentor at the previous place of training or employment.
  • Demonstration of potential to teach medical or graduate students.

Associate Professor

Candidates for appointment or promotion to Associate Professor must satisfy the preceding criteria at the level defined by the College of Medicine criteria for appointment or promotion to Associate Professor:

  • A demonstrated ability to teach medical or graduate students.
  • Performance of scholarly activity and dissemination of the results of that activity.
  • Mastery and independence in their field acknowledged by their peers.
  • A regional reputation in their discipline demonstrated by membership in regional and national professional societies, and presentation at local, regional and national meetings. This reputation should be reflected in letters of evaluation.

Professor

Candidates for appointment or promotion to Professor must satisfy the preceding criteria at the level defined by the College of Medicine criteria for appointment or promotion to Professor:

  • Demonstration of excellence and creativity in teaching medical or graduate students.
  • Evidence of continuing productivity manifest by additional dissemination of scholarly activity.
  • Recognized leadership in their field.
  • A national reputation in their discipline demonstrated by membership in study sections, advisory groups, prestigious professional societies and by the receipt of awards, prizes and other notable scholarly achievements.

Tenure

As defined by the College of Medicine criteria, tenure requires evidence of sustained scholarship sufficient to predict that productivity will continue through the remainder of the individual’s career.

Promotion on the Non-Tenure-Track

Candidates for appointment or promotion on the non-tenure track must meet the same criteria as defined above for tenured or tenure-track faculty, except that non-tenure-track faculty may only demonstrate scholarship in one area (teaching, research or service), in accord with the individual’s agreed allocation of effort, as defined in the faculty member’s letter of offer or annual AC40 documents. Faculty members on the non-tenure track will be reviewed for reappointment or promotion eligibility at least every five years.

Neurology Expand answer

Criteria for Promotion – Tenure Track

The criteria for promotion and tenure in the Department of Neurology and the process of faculty review are consistent with University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018).

The Department of Neurology Committee on Appointments, Promotion, and Tenure includes the following tenured faculty members: Paul Eslinger, PhD; Jayant Acharya, MD; and Thyagarajan Subramanian, MD, and David Good, MD at the rank of Professor.

Committee recommendations regarding appointments, promotion and tenure require a majority vote.

The report generated will reflect the reasons for the recommendation(s). When the vote is not unanimous, the report will include both the reasons for the recommendations and the concerns expressed by members voting against the recommendation.

Criteria for Appointment and Promotion on the Non-Standing (Non-Tenure) Track

Promotion within the Department of Neurology on the non-standing (non-tenure) track rests primarily on the demonstration of scholarship and quality of activity in the four mission-related areas of the Department:

  • The scholarship of teaching and learning
  • The scholarship of research and creative accomplishments
  • Service, and the scholarship of service to the University, society and the profession
  • Patient care, when applicable

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission and application of knowledge. The proportion of these accomplishments in each of the four missions, and the emphasis in their evaluation for any individual faculty member, should be in accordance with the agreed on allocation of effort stated in either that faculty member’s letter of offer or in their annual AC40 documents.

While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence and/or sustained contribution in at least two areas must be achieved. In general, primary emphasis and assessment will be placed on contributions to the scholarship of teaching, research, and/or patient care. Because of the large number and type of activities undertaken by its faculty, the Department recognizes that scholarship may occur in different forms.

Scholarship of Research and Creative Accomplishments

Discovery of new knowledge is a central and critical function in the Department of Neurology. The process of asking pertinent questions, developing hypotheses and testing their validity in both the basic and clinical sciences remains a hallmark of Neurology and an essential activity of the Department in the context of the University’s quest to seek a deeper understanding of the world. Examples of scholarly activity in this area include:

  • Establishment of a general focus of research activity.
  • Dissemination of scholarly activity in peer- reviewed journals, especially articles. Abstracts and non-peer-reviewed publications, although important, carry less weight.
  • Publication of books or chapters within books.
  • Independent research funding through government sources (especially NIH), foundations, societies or industry.
  • Invitation to present research or other scholarly activities at regional, national and international meetings.

Scholarship of Teaching and Learning

Knowledge gained through other forms of scholarship is considered meaningful only when effectively communicated to others, and the scholarship of education and learning involves recognition of rigorously substantiated educational effectiveness when transferring this information. Examples of scholarly activity in this area include:

  • Conceptualization, design, implementation and evaluation of new curricula, interdisciplinary courses, course syllabi or Web-based learning materials applicable within the College and/or other institutions.
  • Development of skills as a teacher, mentor or educational administrator with recognition of effectiveness by peers or other organizations or institutions.

Scholarship of service to the University, society and the profession

Service to the University, society and profession is an important mission of the Department of Neurology and may take many forms. Examples of scholarly activities in this area include:

  • Participation on standing College of Medicine or Hershey Medical Center committees or teams related to research, education or patient care, on specially appointed committees, for example, task forces or search committees.
  • Active participation in regional, national or international professional organizations or committees. The Department of Neurology especially values special contributions or leadership roles in these organizations or committees.
  • As citizens of our community and world, it is our responsibility to participate in efforts to promote the welfare of underprivileged persons, disadvantaged groups and society in general. The Department of Neurology values participation in community or national service groups, patient/family support or educational groups and other formal or informal efforts for the betterment of humankind. Unique contributions and positions of leadership are special evidence of excellence in the scholarship of service.

Patient Care

A major responsibility of most faculty members in the Department of Neurology is the diagnosis and care of persons with neurological disorders. The Department values excellence in patient care as evidenced by the respect of patients, professional peers and referral sources.

Respect for the privacy and dignity of patients and collegiality with peers and clinical staff are also expectation of the clinical mission. Efficiency and productivity during performance of clinical care is also expected by the Department of Neurology. Demonstration of excellence in clinical care may be demonstrated by:

  • An active clinical outpatient or inpatient clinical practice that incorporates the best evidence-based treatments and commands the respect of patients, peers and referral sources.
  • The incorporation of the scholarship of teaching and learning and the scholarship of research and creative accomplishments into clinical care. This could include the provision of a vibrant and respected clinical teaching environment or clinical practice that incorporates components of translational research.
  • Recognition of excellence in clinical care through awards and outstanding patient satisfaction.
  • Provision of unique clinical services befitting of an academic medical center.
  • Evidence of clinical productivity. Wise use of institutional and societal resources, including the appropriate use of diagnostic studies and therapeutic interventions.

Promotion criteria on the non-standing (non-tenure) track in the Department of Neurology are as follows:

Assistant Professor

Appointment or promotion to this academic rank includes the following criteria:

  • Completion of a doctoral degree and postdoctoral training.
  • Satisfactory recommendations from individuals who know the candidate’s work. At least one letter must come from a senior mentor at the previous place of training or employment, whether that employment was as a resident or postdoctoral trainee.
  • For clinical appointments, meeting the American Board of Medical Specialties (ABMS) requirements for the appropriate specialty/subspecialty board or the equivalent, and commitment to providing clinical services commensurate with the needs and standards of the Department and College of Medicine.
  • Demonstrated or potential ability to engage in teaching/educational activities of medical students, residents, graduate students and other healthcare professionals.
  • Willingness to participate in service capacities in the Department, College and University.
  • Commitment to the academic mission of the College and University, and a stated plan to develop an academic career through pursuit of scholarly work.

Associate Professor

Appointment or promotion to this academic rank includes the following criteria:

  • For clinicians, documentation of established mastery in a clinical field through appropriate ABMS (or equivalent) certification and acknowledgment by the individual’s peers. For PhD clinicians, successful certification by the appropriate nationally recognized board or organization.
  • Demonstration of the ability to effectively teach medical students, graduate students, postdoctoral scholars or residents, as well as participation in the administrative duties and the intellectual life of the University.
  • The establishment of a stable and progressing academic career as evidenced by:
    • The existence and use of appropriate mentoring and collegial relationships.
    • Emergence of a focus for an individual’s scholarly activity.
    • The production of adequate academic work meeting the established criteria for scholarship to be considered a developing body of work around the area of focus.
    • Evidence of the dissemination of the results of scholarly activity.
    • Recognition of the impact of the individual’s academic work within the institution as evidenced by input from internal evaluators.
    • Recognition of the quality and significance of the scholarly activity outside of the institution as evidenced by the individual’s membership and participation in regional and national activities, and presentation at regionals, national and international meetings.
    • A vision of further scholarly activity as it pertains to the overall mission of the College, University, and to society as a whole.
    • Positive letters of evaluation from internal and external evaluators.

Professor

Appointment or promotion will be based on the following criteria:

  • For clinicians, evidence of outstanding clinical care demonstrated by the respect of patients and colleagues, awards, provision of unique services and evidence of clinical productivity.
  • Demonstration of excellence and creativity in the teaching of medical students, graduate students, postdoctoral scholars or residents, and evidence of progressive transition to the mentor and adviser role to junior faculty.
  • Evidence of continuing productivity manifest by additional dissemination of scholarly activity appropriate for the rank of Professor.
  • Acknowledgment of leadership at the national or international level, as demonstrated by membership in study sections, advisory groups, leadership in professional societies and receipt of academic recognitions and awards. This must also be confirmed by external evaluation by peers.
  • Scholarly achievements also may include national recognition for leadership in the College of Medicine or the hospital. A clinician can also be recognized for superior scholarly accomplishments in their clinical specialty.
  • Establishment of a clearly effective leadership role in service to the Department, College or University.

Reviewed: August 2016

Neurosurgery Expand answer

Criteria for Promotion and Tenure: Tenure and Non-Tenure (Fixed-Term) Tracks

The criteria for promotion and tenure in the Department of Neurosurgery and the process of faculty review are consistent with University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018).

Fixed-term faculty members in the Department of Neurosurgery should perform well in all categories in which they participate (teaching, research, service, patient care) and must achieve clearly demonstrated professional excellence and/or sustained contribution in at least two areas. The criteria for performance in these areas are the same as for tenure-track faculty.

All candidates will be evaluated according to four general criteria:

  • The Scholarship of Teaching and Learning
  • The Scholarship of Research and Creative Accomplishments
  • Service and the Scholarship of Service to the University, Society and the Profession
  • Patient Care Activities (when applicable)

The Scholarship of Teaching and Learning

The evaluation of Scholarship of Teaching and Learning will be based upon student, house staff (residents and/or fellows) and faculty input regarding the candidate’s quality of teaching.

The Committee will specifically look at:

  • Lists of credit courses taught at Penn State for each semester with enrollments in each course.
  • List of non-credit courses and workshops taught in support of outreach-based instruction.
  • List of advising responsibilities including residents, fellows and medical/graduate students.
  • Concise compilation of results of student evaluation from multiple sources, documented evaluation of candidate’s programs, activities and skills in relating to clientele.
  • Other evidence of resident and/or outreach-based teaching and advising effectiveness (e.g., performance of students in subsequent courses, tangible results and benefits derived by clientele; recipient of teaching awards).
  • Supervision of, and membership on, graduate and undergraduate dissertations, theses, projects, monographs, performances, productions and exhibitions required for degrees; types of degrees and years granted.
  • Faculty input concerning the evaluation for teaching effectiveness, including any statements from colleagues who have visited the candidate’s classroom and evaluated their teaching, or who are in good position to evaluate outreach-based instruction or advising.
    • Peer review shall consider a range of teaching activities including, but not limited to, the development of materials such as case studies and class assignments, course or teaching portfolios, advising, research collaboration, and graduate student mentoring. Internal letters about teaching effectiveness should be included in this section.
  • Any statements from administrators or other institutional professionals which attest to the candidate’s teaching and advising effectiveness.
  • If student comments from such sources as student evaluations, formal interviews or exit surveys are reviewed, the findings should be presented by a summary statement that conveys the students’ sense of strengths and weaknesses.

Patient Care Activities

  • Summary of the candidate’s clinical assignments at Penn State Health Milton S. Hershey Medical Center, State College locations, or other Penn State Health or affiliated sites, including effort commitments and number and complexity of cases for the period under review (since last promotion or past five years, whichever is shorter). Candidates should ensure that the Narrative Statement at the beginning of the dossier describes their clinical expertise and area of focus.
  • Documentation of the quality of care provided for the period under review (e.g., summaries of patient satisfaction scores and/or anonymous patient comments; evidence of patient outcomes).
  • Documentation of candidate’s participation in quality improvement efforts or other activities to improve the quality of patient care at the divisional, departmental or institutional levels.
  • Documentation of any awards or other recognition for excellence in patient care (e.g., from professional societies, patient advocacy groups, government agencies).
  • Letters solicited from internal colleagues (who are senor to the candidate) and/or from referring physicians (if appropriate) providing comment on the candidate’s clinical expertise and effectiveness of patient care.

The Scholarship of Research and Creative Accomplishments

The evaluation of the Scholarship of Research and Creative Accomplishments will be based upon the following:

  • Research and/or scholarly publications
    • Citations should include beginning and ending page numbers or total number of pages, where appropriate; for multiple-authored works, the contribution of the candidate should be clearly indicated (e.g., co-author, supervised person who authored the work, etc., and percent of contribution). Electronic journals should be listed in appropriate categories with documentation as outlined in the Administrative Guidelines, III.C.7. Publications should be listed as follows:
      • Articles published in refereed journals (include any articles in refereed journals in this section)
      • Books
      • Parts of books
      • Book reviews
      • Refereed conference proceedings
      • Articles published in non-refereed journals
      • Articles in in-house publications
      • Research reports to sponsor
      • Manuscripts accepted for publication (substantiated by letter of acceptance) – indicate if peer-reviewed and number of pages of manuscript
      • Manuscripts submitted for publication, with an indication of where submitted and when – indicate if peer-reviewed and number of pages of manuscript
      • Manuscripts in progress (second-, third-, fourth- and fifth-year reviews only. For the College of medicine this also includes sixth-, seventh- and eighth-year reviews only.)
      • Cooperative extension bulletins and circulars
  • Creative accomplishments
    • Exhibition, installation, production, or publication of original works of architecture, dance, design, electronic media, film, journalism, landscape architecture, literature, music, theatre and visual art
    • Performance of original dance, literary, musical, visual arts, or theatrical works or works from traditional and contemporary repertories of the performing arts
  • Papers, presentations, seminars, and workshops
    • Papers presented at technical and professional meetings (meeting and paper titles); indication about whether the candidate was the presenter
    • Record of participation in, and description of, seminars and workshops (short description of activity, with titles, dates, sponsor, etc.); indication of role in seminar or workshop, e.g., student, invited participant, etc.
  • Description of outreach or other activities in which there was significant use of candidate’s expertise (consulting, journal editor, reviewer for refereed journals or presses, peer reviewer of grants, speaking engagements, services to government agencies, professional and industrial associations, educational institutions, etc.)
  • Projects, grants, commissions, and contracts (date, title, where submitted, amount):
    • Awarded (fully processed financial award)
    • Pending (submitted proposal that is awaiting funding status from sponsor)
    • Not funded (notification received from sponsor or principal investigator that proposal was not funded (second-, third-, fourth- and fifth-year reviews only. For the College of Medicine, this also includes sixth-, seventh- and eighth-year reviews only).
  • Other evidence of research or creative accomplishments as appropriate (patents, new product development, new art forms, citation index analysis, etc.) including impact on society of research scholarship and creative accomplishments
  • Record of pursuit of advanced degrees and/or further academic studies
  • Record of membership in professional and learned societies
  • Description of new courses and/or programs developed, including service learning and outreach courses
  • Description of new computer software programs developed
  • Description of new methods of teaching established courses and/or programs
  • List of honors or awards for scholarship or professional activity
  • List of grants and contracts for improvement of instruction, with an indication of the candidate’s role in preparing and administering the grants and contracts
  • Applications of research scholarship in the field including new applications developed and tested; new or enhanced systems and procedures demonstrated or evaluated for government agencies, professional and industrial associations, educational institutions, etc.
  • Technology transferred or adapted in the field
  • Technical assistance provided
  • If there are unit-specific objective criteria used for assessing the scholarly substance and quality of the candidate’s achievement in research and creative accomplishment, list the candidate’s performance as measured by these criteria

Service and the Scholarship of Service to the University, Society and the Profession

The evaluation of the Scholarship of Research and Creative Accomplishments will be based upon the following:

Service to the University

  • Record of committee work at campus, college, department and University levels
  • Participation in campus and/or University-wide governance bodies and related activities
  • Record of administrative support work (college representative, faculty mentoring, assessment activities, etc.)
  • Record of contributions to the University’s programs to enhance equal opportunity and cultural diversity
  • Assistance to student organizations
  • Participation in recruitment and retention activities
  • Participation in development/fundraising activities
  • Other

Service to society as a representative of the University (limited to those activities that use the candidate’s professional expertise)

  • Participation in community affairs
  • Service to governmental agencies at the international, Federal, state or local levels
  • Service to business and industry
  • Service to public and private organizations
  • Service to citizen/client groups
  • Testifying as an expert witness
  • Other (e.g., participation in task forces, authorities, meetings, etc. of public, nonprofit or private organizations)

Service to the disciplines and to the profession

  • Organizing conferences, service on conference committees
  • Active participation in professional and learned societies (e.g., offices held, committee work, and other responsibilities)
  • Other

Reviewed: July 13, 2018

Obstetrics and Gynecology Expand answer

The criteria for promotion of both fixed-term and tenure-track faculty in the Department of Obstetrics and Gynecology are consistent with University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018).

The Department of Obstetrics and Gynecology Committee on Promotion and Tenure is composed of at least three tenured Professors, one of whom is selected by the Chair of the Department and the remainder selected by the Department faculty.

Committee recommendations regarding promotion require a majority vote. The report generated will reflect the reasons for the recommendation(s). When the vote is not unanimous, the report will include both the reasons for the recommendations and the concerns expressed by members voting against the recommendation.

To be considered for promotion, a fixed-term faculty member in the Department should perform well in all categories in which they participate (teaching, research, service, patient care) and must achieve clearly demonstrated professional excellence and/or sustained contribution in at least two areas.

Reviewed: July 1, 2018

Ophthalmology Expand answer

Promotion Guidelines for Tenured Faculty

The Next Generation: A Plan for Excellence states, “the academic health center of the future must embrace the knowledge-based world. This includes discovering new knowledge in the form of research, disseminating that knowledge through education, and using knowledge to provide high quality, cost efficient clinical care.”

The goal of Penn State Department of Ophthalmology’s Promotion Guidelines for Tenured Faculty is to clearly state those qualifications and behaviors that the Department members judge to be worthy of reward with promotion. These criteria are judged to be most important in meeting the challenges provided by the Next Generation document, and in accomplishing the missions of the Medical Center and the Department.

We are committed to the development of a true academic Department of Ophthalmology, one that strives for excellence and balance in our missions of patient care, research, education and service. Although we recognize that it is increasingly difficult for any one individual to excel in all four areas, our collective efforts – celebrating our individual strengths and talents – will enable us to achieve our vision. It is the decision of the Department members that we must show strength in several of the areas of patient care, research, education and service, which are the specific areas of responsibility for the faculty member, and must demonstrate competence in the remaining areas. The specific areas of responsibility for a particular faculty member will be jointly determined by the Department Chair and faculty member. They will be enumerated in the individual’s letter of employment, and re-evaluated and restated after the first year of employment. Subsequently, they will form the basis for evaluating the faculty member’s progress toward promotion.

The members of the Department of Ophthalmology hold our shared values in high regard. We pledge to distinguish ourselves not only by our clinical practice or our academic achievements but also by the professional manner in which we interact with others. In order for faculty members to be considered for appointment or promotion to the various tenure-track academic ranks, they must consistently demonstrate the following general behaviors:

  • respect for all members of the Department
  • trust, honesty and integrity in everything they do
  • a strong commitment to teamwork and collaboration
  • the constant pursuit of excellence in patient care and academic pursuits

Such behaviors will be evidenced, in part, by the following specific criteria:

Assistant Professor

A new faculty member will be placed on the tenure track by agreement between the individual, the departmental chair and the Dean. Appointment to this rank will be based on the following criteria:

  • Completion of doctoral and postdoctoral training.
  • Satisfactory recommendations from individuals who know the candidate’s work. At least one letter must come from a senior mentor at the previous place of training or employment, whether that employment was as a resident or postdoctoral trainee.
  • For all clinicians, appointment as an Assistant Professor requires meeting American Board of Medical Specialties (ABMS) or equivalent requirements to enter the process for the appropriate specialty board certification or the equivalent.
  • The faculty member must have demonstrated the potential to teach medical students, graduate students, postdoctoral scholars or residents and the willingness to participate in service capacities in the University.

Associate Professor

Appointment or promotion to this rank will be based on the following criteria:

  • Demonstration of the ability to teach medical students, graduate students, postdoctoral scholars or residents, as well as participation in the administrative duties and the intellectual life of the University.
  • Performance of scholarly activity and the dissemination of the results of that activity.
  • Establishing mastery and independence in their field as demonstrated by acknowledgement of their work by peers. For the clinician, this shall also include appropriate ABMS or equivalent board certification.
  • Establishing a regional reputation in their discipline as manifested by membership in regional and national professional specialty societies, and presentation at local, regional and national meetings. This reputation should also be reflected in letters of evaluation from internal and external evaluators.

Professor

Such appointment or promotion will be based on the following criteria:

  • Demonstration of excellence and creativity in the teaching of medical students, graduate students, postdoctoral scholars or residents.
  • Showing evidence of recognized leadership in their discipline and evidence of continuing productivity manifest by additional dissemination of scholarly activity.
  • Showing evidence of a national reputation as demonstrated by membership in study sections, advisory groups, prestigious professional societies, as well as the receipt of awards, prizes, and other notable scholarly achievements including national recognition for leadership in the College of Medicine or the hospital. A clinician can also be recognized for superior scholarly accomplishments in their clinical specialty.

Tenure

Tenure requires evidence of sustained scholarship sufficient to predict that productivity will continue during the remainder of the individual’s career. In addition to the record of scholarship, this typically requires written evaluations by both internal and external senior scholars in the candidate’s field.

Promotion Guidelines for Non-tenured Faculty

The Next Generation: A Plan for Excellence states, “…the academic health center of the future must embrace the knowledge-based world. This includes discovering new knowledge in the form of research, disseminating that knowledge through education, and using that knowledge to provide high quality, cost-efficient clinical care.” If current trends continue, an increasing responsibility for meeting these challenges will fall to non-tenured faculty in clinical departments. The goal of Penn State Department of Ophthalmology’s promotion guidelines for non-tenured faculty is to clearly state those qualifications and behaviors that the Department members judge to be worthy of reward with promotion because they are most important in meeting the challenges provided by the Next Generation document, and in accomplishing the missions of the Medical Center and the Department.

We are committed to the development of an academic department of ophthalmology, one that strives for excellence and balance in our missions of patient care, research, education and service. Although we recognize that it is increasingly difficult for any one individual to excel in all four areas, our collective efforts – celebrating our individual strengths and talents – will enable us to achieve our vision. It is the decision of the Department members that we must show strength in several of the areas of patient care, research, education and service, which are the specific areas of responsibility for the faculty member, and must demonstrate competence in the remaining areas. The specific areas of responsibility for a particular faculty member will be jointly determined by the Department Chair and faculty member. They will be enumerated in the individual’s letter of employment, and re-evaluated and restated after the first year of employment. Subsequently, they will form the basis for evaluating the faculty member’s progress toward promotion.

The members of the Department of Ophthalmology hold our shared values in high regard. We pledge to distinguish ourselves not only by our clinical practice or our academic achievements but also by the professional manner in which we interact with others. In order for faculty members to be considered for promotion, they must consistently demonstrate the following behaviors:

  • respect for all members of the Department
  • trust, honesty and integrity in everything they do
  • a strong commitment to teamwork and collaboration
  • the constant pursuit of excellence in patient care and academic pursuits

In general, the successful candidate for promotion to Associate Professor on the non-tenure track will have achieved at least regional recognition for their achievement in at least one of their specified areas of responsibility. Promotion to Professor should be accompanied by national and/or international recognition of the candidate’s accomplishments in at least one of their specified areas of responsibility. Finally, and most importantly, individual accomplishments must be viewed in the context of the goals of the Department and Medical Center. These guidelines purposely are painted with a broad brush in order to provide maximum flexibility in rewarding the contributions of the individual in assisting the Department and Medical Center to meet ever changing challenges. Nevertheless, the common element is the responsibility of the individual to demonstrate excellence in enabling us to achieve our Departmental and Institutional missions. Finally, the Guidelines insist upon fairness by demanding that the individual be judged according to criteria mutually agreed upon by the faculty member and Department Chair.

Reviewed: July 19, 2018

Orthopaedics and Rehabilitation Expand answer

The criteria for promotion and tenure in the Department of Orthopaedics and Rehabilitation and the process of faculty review are consistent with University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018).

The Department of Orthopaedics and Rehabilitation Committee on Promotion and Tenure includes tenured and non-tenured Professors and Associate Professors from within the Department and one external faculty member. Fixed-term faculty members participate in the departmental committee for review of fixed-term promotion candidates.

The committee drafts a letter to the department chair that includes numerical vote and reasons for positive and negative votes.

To be considered for tenure and/or promotion, a faculty member should have demonstrated accomplishments in:

  • the scholarship of teaching and learning
  • the scholarship of research and creative accomplishments
  • service, and the scholarship of service to the Department, University, society and the profession
  • patient care, when applicable

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission, and application of knowledge. The proportion of these accomplishments in each of the four missions, and the emphasis in their evaluation for any individual faculty member, should be in accordance with the agreed-on allocation of effort stated in that faculty member’s letter of offer. While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence or sustained contribution in two or more areas must be achieved. In general, primary emphasis and assessment will be placed on contributions to the scholarship of teaching, research and/or patient care, as outlined in the Departmental and College criteria for Promotion and Tenure.

Tenure only: Tenure requires evidence of sustained scholarship sufficient to predict that productivity will continue during the remainder of the individual’s career. In addition to the record of scholarship, this typically requires written evaluations by both internal and external senior scholars in the candidate’s field.

Reviewed: July 3, 2018

Pathology Expand answer

Statement of Criteria/Expectations for Standing Faculty

The Scholarship of Teaching and Learning: Most of the professorial faculty members are expected to participate in teaching medical students, graduate students or residents. Teaching achievement will be evaluated on the basis of the following:

  • quality of graduate student/medical student/postdoctoral training/residency/CME
  • evaluation by peers, departmental committee, trainees and department chairman as to:
    • method of delivery
    • coverage of subject matter
    • quality of handouts
    • quality of mentoring of trainees
  • educational administration such as ICCs
  • CUMED

Patient Care: Some faculty members may have no patient care activities, while others may have extensive responsibilities for patient diagnosis and care. Patient care achievements will be evaluated based upon the following:

  • evaluation by hospital staff, departmental peers, extramural colleagues, division chief and departmental chairman
  • quality and extent of effort
  • quality and extent of consultative diagnostic service
  • patient care administration, such as supervision of a diagnostic division, section or service laboratory.

The Scholarship of Research and Creative Accomplishments: Research achievements will be evaluated on the basis of the following:

  • publications in refereed journals (quality, contribution, quantity)
  • publications in non-refereed journals (quality, contribution, quantity)
  • chapters, books, editorials
  • patent/invention applications
  • funding of grant/contract applications
  • presentation of papers at scientific meetings
  • development or improvement of research techniques
  • review of grant and contract applications
  • preparation of educational materials for professional programs
  • participation in educational programs at other institutions
  • membership on regional, state, national or international committees or meetings
  • honors and/or awards
  • board certification and medical licensure
  • professional research consultations
  • research administration, such as supervision of a research division or program project

Service and the Scholarship of Service to the University, Society and the Profession: All professorial faculty members are expected to accept a reasonable share of department, College and University committee and administrative support work and to perform these duties conscientiously.

Outreach service could include participation in community affairs, government agencies, businesses or organizations outside the University if related to the candidate’s professional expertise.

Service to the Profession includes activities such as active participation in Professional Societies and organization of scientific meetings.

  • membership on departmental, college, university committees
  • membership or office in professional societies
  • membership on study sections
  • membership on editorial boards/manuscript reviews
  • administrative support work
  • professional relationships with hospitals, referring physicians and associations
  • activities in public health education
  • community-related health activities and education

National and International Reputation: Letters to the Dean of the College of Medicine are solicited from national and international (where applicable) leaders in the appropriate discipline. The above criteria will be weighed according to the percent of effort assigned to each area, according to the letter of offer and annual AC40 reviews.

Assistant Professor

  • Satisfactory recommendations from the faculty member’s mentor and/or individuals from previous place of employment.
  • Board certification or eligibility for appropriate specialty.
  • Interest and ability to communicate effectively in order to teach medical students, graduate students or residents.
  • Willingness to participate in service to the University including participation on committees and conducting certain aspects of administrative duties in the department.
  • Interest and accomplishment in either basic or clinical research, such as authorship in peer-reviewed journals.

Associate Professor

  • Documented teaching effectiveness.
  • Documented service to the University and the public.
  • Publications in peer-reviewed literature.
    • Significant contribution to new knowledge in scientific literature as evidenced by first authorship in quality peer-reviewed journals; or
    • Published clinical observations in the form of original articles in peer-reviewed journals, reviews, chapters, analytic studies or case-reports.
  • Documented mastery and accomplishment in a clinical or research specialty.
    • Evidenced by significant extramural funding, particularly in the form of principal investigator on an R01 grant from the National Institute of Health; or
    • Evidenced by invitations to speak at regional/national level, evaluation of clinical expertise by peers, or development of an extramural consultation service.
  • Established regional reputation as manifest in regional and national organization and society membership and by letters from external evaluators.

Professor

Promotion to the rank of full professor will be based on evidence of recognized leadership in appropriate field with a national and international reputation and a publication record of demonstrated scholarly productivity and achievement.

  • Must be an acknowledged leader in a specific area of medical research with a reputation for superior accomplishment as evidenced by:
    • sustained significant extramural funding;
    • membership on NIH study sections;
    • visiting professorships and/or national awards;
    • other academic achievements that recognize superior performance;
    • membership in prestigious professional societies;

    or

  • Must be an acknowledged leader in the practice of their specialty with a national reputation for superior accomplishment in a clinical specialty as evidenced by:
    • a sustained record of scholarship and original publications or extramural funding in a specific area of medical research;
    • invitations to chair programs at national meetings and other scholarly achievements;
    • invitations to write reviews and editorials for national publications;
    • visiting professorships;
    • academic recognition and/or national awards;
    • fellowship in prestigious professional societies.

Reviewed: June 2018

Statement of Criteria for Fixed-Term (Non-Tenure) Faculty

The Scholarship of Teaching and Learning: Most of the professorial faculty members are expected to participate in teaching medical students, graduate students or residents. Teaching achievement will be evaluated on the basis of the following:

  • quality of graduate student/medical student/postdoctoral training/residency/CME
  • evaluation by peers, departmental committee, trainees and department chair as to:
    • method of delivery
    • coverage of subject matter
    • quality of handouts
    • quality of mentoring of trainees
  • educational administration, such as ICCs
  • CUMED or other education-related committees and task forces

Patient Care: Some faculty members may have no patient care activities, while others may have extensive responsibilities for patient diagnosis and care. Patient care achievements will be evaluated based upon the following:

  • evaluation by hospital staff, departmental peers, extramural colleagues, division chief and/or department chair
  • quality and extent of effort
  • quality and extent of consultative diagnostic service
  • patient care administration, such as supervision of a diagnostic division, section or service laboratory

The Scholarship of Research and Creative Accomplishments: Research achievements will be evaluated on the basis of the following:

  • publications in refereed journals (quality, contribution, quantity)
  • publications in non-refereed journals (quality, contribution, quantity)
  • chapters, books, editorials
  • patent/invention applications
  • funding of grant/contract applications
  • presentation of papers at scientific meetings
  • development or improvement of research techniques
  • review of grant and contract applications
  • preparation of educational materials for professional programs
  • participation in educational programs at other institutions
  • membership on regional, state, national or international committees or meetings
  • honors and/or awards
  • board certification and medical licensure
  • professional research, educational or other appropriate consultations
  • research administration, such as supervision of a research division or program project
  • other creative accomplishments of note

Service and the Scholarship of Service to the University, Society and the Profession: All professorial faculty members are expected to accept a reasonable share of department, College and University committee and administrative support work and to perform these duties conscientiously.

Outreach service could also include participation in community affairs, government agencies, businesses or organizations outside the University if related to the candidate’s professional expertise.

Service to the Profession includes activities such as active participation in Professional Societies and organization of scientific meetings.

  • membership on departmental, college, university committees
  • membership or office in professional societies
  • membership on study sections
  • (d) membership on editorial boards/manuscript reviews

  • administrative support work
  • professional relationships with hospitals, referring physicians and associations
  • activities in public health education
  • community-related health activities and education

National and International Reputation: Assessment will be performed by the departmental Promotion Committee and through letters to the Dean of the College of Medicine solicited from national and international (where applicable) leaders in the appropriate discipline.

The above criteria will be assessed according to the percent of effort assigned to each area, according to the letter of offer, and annual AC40 reviews.

As decided by the faculty of the Department of Pathology in 2003 (and reaffirmed in 2018): “Promotion for fixed term (non-tenure track) faculty should be based upon demonstrated excellence in two or more of the four mission areas of the department and institution (the scholarship of teaching and learning; the scholarship of research and creative accomplishment; patient care activities; and the scholarship of service to the University, society and the profession). Letters of appointments for new faculty members should clearly indicate the mission areas upon which such judgments concerning future promotions are to be made, and the annual AC40 reviews should also clearly reflect the faculty member’s progress and future expectations with respect to those mission areas. The letters of appointment and the annual AC40 reviews should be made available to the departmental promotions committee so that they are aware of the areas upon which these decisions should be based.”

Assistant Professor

  • Satisfactory recommendations from the faculty member’s mentor and/or individuals from previous place of employment.
  • Board certification or eligibility for appropriate specialty.
  • Interest and ability to communicate effectively in order to teach medical students, graduate students or residents.
  • Willingness to participate in service to the University including participation on committees and conducting certain aspects of administrative duties in the department.
  • Interest and accomplishment in either basic or clinical research, such as authorship in peer reviewed journals and abstract presentation at scientific or educational meetings.

Associate Professor

  • Documented teaching effectiveness.
  • Documented service to the University and the Public.
  • Publications in peer reviewed literature.
    • Significant contribution to new knowledge in scientific literature as evidenced by first or senior authorship in peer-reviewed journals, or
    • Published clinical observations in the form of original articles in peer-reviewed journals, reviews, chapters, analytic studies or case-reports, or
    • Publication of books, invited editorials or commentaries, or educational materials.
  • Documented mastery and accomplishment in a clinical or research specialty.
    • Evidenced by extramural funding, or
    • Evidenced by invitations to speak at regional/national/international level or evaluation of clinical expertise by peers or development of an extramural consultation service
  • Established regional/national reputation as manifested in regional/national/international activities (invited presentations, committee work, editorial board membership, CME presentations, etc.) and by letters from external evaluators.

Professor

Promotion to the rank of full professor will be based on evidence of recognized leadership in an appropriate field with a national or international reputation and a publication record of demonstrated scholarly productivity and clinical achievement.

  • Must be an acknowledged leader in a specific area of medical research with a reputation for superior accomplishment as evidenced by:
    • sustained significant extramural funding;
    • membership on NIH study sections;
    • visiting professorships and/or national awards;
    • other academic achievements that recognize superior performance;
    • membership and participation in prestigious professional societies;

    or

  • Must be an acknowledged leader in the practice of their specialty with a national reputation for superior accomplishment in a clinical specialty as evidenced by:
    • a sustained record of scholarship in a specific area of medical research;
    • invitations to chair programs at national meetings and other scholarly achievements;
    • committee membership, work in professional organizations, editorial board membership, manuscript review, etc.
    • invitations to write reviews and editorials for national publications;
    • visiting professorships;
    • academic recognition and/or national awards;
    • fellowship in prestigious professional societies.

Reviewed: May 2018

Pediatrics Expand answer

Principles

An appointment to a faculty position within the Department of Pediatrics includes the responsibility for contribution to each of the four core missions of the Department and the College of Medicine, which are:

  • Teaching and Learning
  • Research and Creative Accomplishments
  • Service to the University, Society and the Profession
  • Patient Care Activities (for clinicians)

Each faculty member may have a wide range of responsibilities within each of these four missions.

The proportion of the faculty member’s effort dedicated to each mission may vary significantly, as reflected initially by the effort distribution in that faculty member’s letter of offer and as modified by annual AC-40 reviews conducted by the Division Chief or Chair, and reflected in the Faculty Annual Report.

University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018) outline the broad criteria and the procedures necessary for promotion and the awarding of tenure to faculty with standing appointments. The preamble to the Dean’s Statement states the following:

To be considered for tenure and/or promotion, a faculty member of the College of Medicine should have demonstrated accomplishments in:

  • the scholarship of teaching and learning;
  • the scholarship of research and creative accomplishments;
  • service and the scholarship of service to the University, society and the profession; and
  • patient care, when applicable.

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission, and application of knowledge. Each department establishes its own criteria for promotion consistent with those of the College and University. The Department of Pediatrics recognizes University and College of Medicine documents as providing the broad framework and general guidelines for promotion. The purpose of this document is to more precisely define, for the Department of Pediatrics, the level of achievement in each of the four missions which will meet the Department’s basic expectations, as well as levels which are nationally recognized as meeting the criteria for appointment or promotion to the ranks of Assistant Professor, Associate Professor and Professor in Pediatrics. Both the expectations and the process for documentation are more exacting and require a higher level of performance and scrutiny as the faculty member advances in academic rank. This document applies to Assistant Professors and Associate Professors. For Instructors and Senior Instructors, the Department follows College procedures entirely.

General Criteria for Promotion and Tenure in the Department of Pediatrics for standing (tenure-eligible) and fixed-term (non-tenure-eligible appointments)

To be eligible for promotion, all faculty members must:

  • Show productivity in all four missions (or three, excluding patient care, for non-clinicians).
  • Clearly demonstrate professional excellence in at least two mission areas other than service.
  • Show evidence of academic productivity and scholarship in the form of original scholarly publications that are widely disseminated beyond the University, such as peer-reviewed journal articles, peer-reviewed books or book chapters, invited editorials or review papers in peer-reviewed publications or peer-reviewed internet publications. See the “Tangible Peer-Reviewed Evidence of Scholarship” section below for suggestions for scholarly expression. The impact factor of journal publications is an additional consideration in defining an individual’s scholarly productivity. Abstracts, exhibits at scientific meetings, letters to the editor, and articles in newsletters or the lay press do not meet this standard of scholarship.
  • Exhibit professionalism in their interactions with students, faculty, administrators and administrative staff. For clinicians, professionalism includes interactions with patients and family as well. Broadly, professionalism includes consistently carrying out all professional responsibilities, interacting with others in a mature fashion, communicating in a courteous manner, adhering to ethical principles, and being sensitive to, and respectful of, diversity.

Promotion to Associate Professor requires a minimum of five such publications subsequent to appointment to the rank of Assistant Professor at Penn State College of Medicine.

  • A minimum of five peer-reviewed publications are required, but five publications are not necessarily sufficient for promotion. A representative selection of no more than five items of scholarship is required by the Office of Faculty Affairs for circulation to external reviewers of a candidate for promotion.
  • A greater number of peer-reviewed publications may be required based upon each individual’s effort allocation since appointment to current rank at Penn State. Of note, the effort allocation for the three most recent years of service are noted on the dossier and will be particularly relevant in evaluating excellence in the two mission areas in which most effort is allocated. In general, more peer-reviewed publications are expected in proportion to time allotted for research.
  • Faculty are also strongly encouraged to use “protected time” for education and service to produce scholarship, and this will be considered as a criterion when scholarly productivity is evaluated. Scholarship of education and administration are both encouraged by the Institution, and if peer-reviewed, may serve as one or more of the five minimum peer-reviewed publications. However scholarship in each one of the academic domains (e.g., clinical, education, research) is not a requirement.
  • Evidence of sustained scholarship is required. For example, following promotion to Associate Professor, additional scholarship will be required to justify the promotion to Professor.
  • Factors to be further evaluated include: continued productivity since appointment to the Department faculty, evidence of a scholarly focus and the potential for continued productivity following the promotion.

The following sections provide a guideline to the level of professional excellence and scholarship expected in each of the academic ranks.

Assistant Professor

Appointment to the rank of Assistant Professor includes the basic expectations of board certification or eligibility in Pediatrics. Pediatric subspecialty appointments require certification by their respective subspecialty boards or eligibility to take the subspecialty boards. Satisfactory recommendations from their mentors at the previous places of employment regarding patient care, teaching abilities (where applicable), ongoing research projects and/or ability to generate new ideas is required.

The faculty member’s scholarship may develop from participation in clinical and/or laboratory research, and/or educational, service or clinical patient care activities.

Teaching and Learning

For the new Assistant Professor, a teaching and learning program to plan for future promotion must include one or more of the following:

  • Teaching
    • Participation in teaching of medical and/or graduate students, residents, and peers as evidenced by documentation of teaching as well as comparison to peers within the department.
    • Demonstrated ability to teach medical students, graduate students or residents.
    • Positive evaluations by students and peers.
    • A didactic teaching commitment of at least one resident or student program and one grand rounds program each year, as well as informal sessions, such as resident/graduate student conferences, or Problem-Based Learning sessions on a consistent basis.
    • Invitations to teach within the institution and locally.
  • Self-learning
    • Satisfactory documentation of continuing medical education (CME).
    • Other evidence of equivalent self-learning.
    • Board certification and/or evidence of maintenance of certification.

Research and Creative Accomplishments

  • Clinician Faculty
    • To plan for future promotion, for the new Assistant Professor, a research and creative accomplishment program must include active participation in innovative research and/or quality improvement initiatives. Increasing amounts of protected time for research come with the additional expectation of grant submissions for local and national funding requests with a goal for successful, ongoing extramural funding.
  • Non-Clinicians and Clinicians with Substantial Effort Devoted to Research
    • A PhD degree and/or completion of postdoctoral training sufficient to qualify the faculty member for independent research and grant funding (e.g., fellowship training with extensive research experience) is required. In addition:
      • A clear logical research program, including plans for obtaining external funding, which will ultimately be nationally recognized through publications in reputable journals and peer presentations.
      • There is emphasis on funding for research in proportion to amount of time spent. An equivalent portion of salary will come from external funding.
      • Research recognition through publications and presentations is expected.

Patient Care Activities (for clinicians)

For the Assistant Professor, clinical activities and planning for future promotion typically will include some, or all, of the following:

  • Participation in the faculty member’s share of clinical care, as assigned, including call and/or service time.
  • Sufficient productivity and quality of patient care when compared to peers at the institution and national benchmarks.
  • Development of a reputation of expertise within the Medical Center in their field of clinical care.
  • Satisfactory documentation of CME or other evidence of equivalent self-learning.
  • Invitations to present their area of expertise within the institution and locally.

Service to the University, Society and the Profession

For the Assistant Professor, faculty service activities and plan for future promotion may include the following (examples only, not a comprehensive list):

  • Participation in service, including committees or assuming responsibilities for organizing and conducting certain aspects of administrative duties of the Department or College.
  • Involvement in service activities external to the Institution (e.g., service for professional associations) in the faculty’s area of expertise.

Associate Professor

The following criteria in each mission area would constitute a level of excellence commensurate with promotion to the rank of Associate Professor and build upon the criteria expected for an Assistant Professor.

In general, this level of excellence would be associated with recognition within the College of Medicine and at least on a regional level. Regional reputation should be reflected in letters of evaluation from external evaluators. The Associate Professor must show continued commitments to the missions of the Department and evidence of regional and/or national recognition.

While there should be evidence of productivity in all mission areas, there must be evidence of excellence in scholarship typically from the two main mission areas in which the faculty participates, specifically through peer-reviewed publications of new or unique teaching tools, research, state-of-the-art clinical care or development of a unique patient care program.

The Associate Professor must present tangible evidence of a minimum of five new peer-reviewed scholarly items since appointment/promotion to Assistant Professor at Penn State for review by the committee and internal/external reviewers when they are put up for promotion. In general, more peer-reviewed publications are expected in proportion to time allotted for research.

Faculty are also strongly encouraged to use “protected time” for education and service to produce peer-reviewed scholarship, and this will be considered as a criterion when scholarly productivity is evaluated.

The Associate Professor shows leadership skills in teaching, research, patient care or service to the department, Hospital or College, and/or to the community.

Teaching and Learning

In addition to evidence of scholarship, promotion to Associate Professor requires a teaching and learning program that includes some of the following:

  • Teaching
    • Presentation of several lectures annually, including some to audiences outside the Department of Pediatrics and/or outside the Penn State.
    • Instruction or facilitation for problem-based learning, the Education Lab or other specialized teaching environments.
    • Developing teaching programs for residents, medical students or continuing medical education for practicing pediatricians. Of particular importance would be programs of sufficient originality or quality to be published or adopted by others.
    • Evidence of teaching and/or presentations at the regional and/or national level.
    • Regionally perceived as an expert in the field and a resource.
    • Good to excellent teaching evaluations from students, residents or professionals.
    • Development of teaching materials including new curriculum offerings, educational programs, textbooks, syllabi, computer programs or videos that significantly improve the method or quality of instruction in the College or Hospital.
  • Self-learning
    • Continued evidence of CME credits for licensing in state and staff privileges and/or other evidence of equivalent self-learning.
    • Board certification and/or evidence of maintenance of certification or evidence of permanent certification in their specialty.
    • Regular attendance at professional meetings outside the Institution preferably at a national or international level.

Research and Creative Accomplishments

  • Clinician Faculty
    • Promotion to Associate Professor requires a research and creative accomplishment program that should include some of the following:
      • Innovative research and/or quality improvement program that may be in early stages with reasonable likelihood of extramural funding.
      • A vision and organizational plan for further scholarly activity related to the mission of the Department, College and the needs of society as a whole.
      • Active participation in research and/or quality improvement initiatives.
      • Submission of local and national funding requests with a goal for successful, ongoing funding.
      • Establishment of a regional reputation for scholarly work, manifested by presentations at regional and national meetings.
  • Non-Clinicians and Clinicians with Substantial Effort Devoted to Research
    • Promotion to Associate Professor requires a research and creative accomplishment program that should include some of the following:
      • A clear logical research program, with some extramural research funding including plans for obtaining ongoing extramural funding, which will ultimately be nationally recognized through publications in reputable journals and peer presentations.
      • Established mastery and independence in a research field acknowledged by the individual’s peers and colleagues with a regional and/or national reputation.
      • Mentorship on research and scholarship of junior faculty, postdocs, residents and/or students.

Patient Care Activities (for clinicians)

For promotion to Associate Professor, clinical activities should include some of the following:

  • Clinical excellence recognized by patients, peers, referring physicians and colleagues.
  • Sufficient productivity and quality of patient care when compared to peers at the institution and national benchmarks.
  • Continued participation in clinical duties as assigned.
  • Established mastery and independence in a clinical field acknowledged by the individual’s peers and colleagues with a regional and/or national reputation.
  • Established mastery and independence in a clinical field by appropriate ABMS board certification, maintenance of certification and continued documentation of CME or other evidence of self-learning.
  • Participation in or development of unique medical care at the institution, such as a unique medical service or development of a clinical program or Division.
  • Invitations to present their area of expertise within institution and locally/regionally.

Service to the University, Society and the Profession

For promotion to Associate Professor, service activities may include the following (examples only, not a comprehensive list):

  • Participation in service duties, including committees or assuming responsibilities for organizing and conducting certain aspects of administrative duties of the Department or College.
  • Participation in committees within the Department, College or Hospital.
  • Appointment to positions of increasing responsibility and influence within the Department, College and University. Such positions would be, for example, section head or administrator or medical director of a clinical area.
  • Involvement in regional organizations external to the institution that benefit the area, medical care or society.
  • Appointment on regional/national committees of professional or service organizations or to leadership positions in regional professional or scholarly organizations.
  • Recognition of making significant contributions to the activities and process of committees upon which the faculty person sits.

Professor

The following criteria, in each mission area, would constitute a level of excellence commensurate with promotion of the rank of Professor. They are built upon those criteria required for appointment of Associate Professor.

In general, this level of excellence would be associated with recognition within the College of Medicine and on a national and/or international level. The Professor shows continued commitment to the missions of the Department and evidence of leadership in molding their division and the department or institution. There must be ample evidence of leadership within the College, Hospital and Community.

The Professor has a national/international reputation. National reputation should be reflected in letters of evaluation from external peer evaluators. Supportive evidence includes:

  • external grant recognition
  • publications
  • invitations to speak
  • memberships on review or editorial boards, national organizations or boards, etc.

The Professor must present tangible evidence of a minimum of five new peer-reviewed scholarly items since promotion to Associate Professor at Penn State for review by the committee and internal/external reviewers when they are put up for promotion. In general, more peer-reviewed publications are expected in proportion to time allotted for research.

Faculty are also strongly encouraged to use “protected time” for education and service to produce peer-reviewed scholarship, and this will be considered as a criterion when scholarly productivity is evaluated.

The Professor shows leadership skills in teaching, service to the academic and public community, or patient care, setting the tone of these missions.

Teaching and Learning

For promotion to Professor, a teaching and learning program must include the following:

  • Teaching
    • Evidence of excellence in teaching at the medical/graduate student, resident or peer level within the institution as documented by students and peers.
    • Consistent recognition of excellence and effectiveness in teaching as shown by good to excellent evaluations from students at Penn State Health.
    • Service as a mentor and adviser to junior faculty.
    • Presentations regarding educational techniques and method at national meetings.
    • Presentations at local, regional, and national meetings in their field.
    • Evidence of teaching at the national level.
    • Receipt of academic recognition and awards.
    • Independent development of teaching materials for use in courses that set the tone of the course, often supervising other faculty members.
    • A reputation for leadership in teaching as documented by national peers.
  • Self-learning
    • Continued evidence of CME credits for licensing in state and staff privileges and/or other evidence of equivalent self-learning.
    • Board certification and/or evidence of maintenance of certification or evidence of permanent certification in their specialty.
    • Regular attendance at professional meetings outside the institution, preferably at a national or international level.

Research and Creative Accomplishments

  • Clinician Faculty
    • For promotion to Professor, a research and creative accomplishment program must include one or more of the following:
      • Active participation in research and/or quality improvement initiatives.
      • A national reputation within their research field by membership in study sections, advisory groups, prestigious professional societies, and receipt of awards and prizes.
      • Recognized expert in field, as evidenced by peers nationally.
      • Helps set policy or direction of research within the institution and nationally through national group participation.
      • Innovative research and/or quality improvement program with sustained extramural funding.
      • A vision and organizational plan for further scholarly activity related to the mission of the Department, College, and the needs of society as a whole.
      • Submission of local and national funding requests with a goal for successful, ongoing funding.
      • A national/international reputation for scholarly work, manifested by numerous presentations at national/international meetings.
  • Non-Clinicians and Clinicians with Substantial Effort Devoted to Research
    • Promotion to Professor requires a research and creative accomplishment program with an ongoing funding stream from national organizations that should include some of the following:
      • Continued, clear logical research program, including external funding, which is nationally recognized through publications in reputable journals and peer presentations.
      • A national reputation within their research field by membership in study sections, advisory groups, prestigious professional societies, and receipt of awards and prizes.
      • Helps set policy or direction of research within the institution and nationally through national group participation.
      • A vision and organizational plan for further scholarly activity related to the mission of the Department, College, and the needs of society as a whole.
      • A national/international reputation for scholarly work, manifested by numerous presentations at national/international meetings.
      • Mentorship on research and scholarship of junior faculty, postdoctoral fellows, residents, and/or students.

Patient Care (for clinicians)

For promotion to Professor, a patient care program must include the following:

  • Has a reputation regionally and nationally for excellence in patient care, contributing to their division/department reputation for patient care. Often known to accept difficult diagnostic dilemmas.
  • Productivity compares to peer standards within the institution and nationally in proportion to their percent involvement in patient care.
  • National recognition for clinical excellence, as shown by requests for advice, consultation, or patient referrals from outside of the local region.
  • Innovations in clinical care presented to national audiences.
  • Acknowledged leader in the practice of medicine with a national reputation for superior accomplishments as demonstrated by memberships in national organizations and participation in their functions at a regional and national level.
  • A national reputation as manifest by membership in national professional specialty and research societies, boards, etc.

Service to the University, Society and the Profession

For promotion to Professor, a service program must include the following:

  • Participation in committees and policy groups within the Department, College, Hospital or University, often taking leadership roles.
  • Involvement in regional and national organizations that benefit community, the status of medical care, or society in general.
  • Recognition of making significant contributions to the direction and outcome of committees upon which the faculty person sits, usually in a leadership role.
  • Leadership in state or national professional organizations.
  • Establishment of a clear leadership role within the Department and the College of Medicine.

Reviewed: July 2018

Tangible peer-reviewed evidence of Scholarship

Scholarship is required for promotion, and the gold standard for demonstrating scholarship is peer-reviewed publications. A minimum of five tangible items must be available for review when a faculty is put up for promotion from Assistant to Associate Professor and an additional minimum of five items created after the prior promotion when promoted to Professor. Five peer-reviewed publications are necessary, but not necessarily sufficient for promotion, but five scholarly items are required by the Office of Faculty Affairs for circulation to external reviewers of a candidate’s nomination for promotion. Greater number of peer-reviewed publications may be required based upon each individual’s effort allocation since appointment to current rank at Penn State.

Of note, the effort allocation for the three most recent years of service are noted on the dossier and will be particularly relevant in evaluating excellence in the two mission areas in which the faculty member devotes the most effort. In general, more peer-reviewed publications are expected in proportion to time allotted for research.

Faculty are also strongly encouraged to use “protected time” for education and service to produce scholarship, and this will be considered as a criterion when scholarly productivity is evaluated. Scholarship of education and administration are both encouraged by the Institution, but scholarship in each one of the academic domains (clinical, education, research) is not a requirement.

Examples of activities lending themselves towards scholarly products for each of the four core missions are provided here:

Patient Care

  • Peer-reviewed publications showing a scholarly approach to the conduct of clinical care, including participation in evaluation of patient care and quality-improvement projects
  • Dissemination of knowledge gained from such projects
  • Development and evaluation of a new or improved clinical technique or procedure, disseminated by publication with or without presentation at a regional or national meeting
  • Publication of peer-reviewed manuscripts such as: case series, clinical expertise, state-of-the-art editorials, review of the literature articles, quality and safety and/or efficiency program initiatives, and/or chapters

Teaching and Learning

  • Develop, validate and publish new teaching programs or curricula
  • Test and publish new teaching methodology
  • Develop and disseminate new software on education of trainees
  • Publication of these materials for general use by the medical education community
  • Author of peer reviewed book chapters or review papers regarding teaching and learning
  • Demonstrated ability to develop educational programs of sufficient originality or quality to be adopted by others
  • Publication of teaching-related materials in book, article, multimedia from that has significant impact regionally and nationally on medical education (peer-reviewed)

Research and Creative Accomplishments

  • Peer-reviewed publications and other dissemination of research or quality improvement activities
  • Dissemination of new methodology, inventions, software, etc.
  • Peer-reviewed book chapters or editorials
  • Peer-reviewed clinical case reports and reviews, state of the art editorials, chapters and/or dissemination of clinical knowledge are alternative ways of documenting scholarship for clinical faculty
  • Publish or co-author data or reviews pertinent to clinical practice
  • Publications must demonstrate significant contribution of new knowledge by the faculty member in the scientific literature
  • If the faculty member participates in research teams, the unique contribution of the faculty member to the research and to co-authored publications should be specified

Service to the University, Society and the Profession

  • Publication on the development of community education methods
  • Publication on the development, standardization, patient satisfaction, challenges associated with outreach clinics, sites and/or collaborations
  • State-of-the-art editorial on role/activities of community service for academic health system faculty
  • State-of-the-art editorial on role/activities of community service for academic health system faculty and/or national organizations
  • Publication of standard-of-care position paper by the faculty serving on committees/boards of national organizations

Reviewed: July 2018

Pharmacology Expand answer

Purpose of the Policy Statement

The goal of this guideline is to ensure open and equitable treatment of faculty members eligible for promotion or tenure. Set forth herein are the criteria for advancement or tenure, and the methods by which the criteria will be evaluated. Every current faculty member and all new faculty members will be given a copy of this policy statement. Faculty ineligible for tenure (i.e., on non-continuing appointments) will be so informed before they are hired.

Mission of the Department

Candidates for promotion and tenure will be evaluated with regard to the merits of their contributions in helping the Department achieve its stated missions. The specific goals of the Department are summarized as follows:

  • to uncover and disseminate new and important knowledge relevant to the impact of chemical substances on biological processes and living organisms with the ultimate aim being the enhancement of human well-being;
  • to educate medical students so that they will be equipped to prescribe drugs for their patients in a safe and effective manner;
  • to educate graduate students in the basic principles and modern research approaches that will support future advances in the discipline;
  • to serve as an expertise and information resource about the discipline of pharmacology to professional societies; other academic institutions, government bodies and the community at large;
  • to support and assist the College and University in attaining their own broader goals in teaching, research and public service.

Relationship to College of Medicine Criteria for Promotion and Tenure

Precisely how the mission goals will be translated into specific expectations and accomplishments are set forth in the “Criteria for Promotion and Tenure in Pharmacology” section below. The relative weights assigned to the various general criteria by the Department are consistent with the weights in the Statement of the Dean.

Committee for Promotion and Tenure in Pharmacology: Membership and Schedule for Reviews

The Department Tenure Committee will consist only of tenured faculty members. The Department Promotions Committee will consist of faculty members with academic rank higher than the candidate for promotion. The Department Chair is excluded from service on these committees. In all cases, the committees will consist of an odd number of members so that tie votes cannot result. The province of these Committees include making quantitative estimates of performance within each of the three broad categories of evaluation listed below. A majority vote will constitute a recommendation for promotion or tenure. The report to the Dean shall include the actual numerical vote. If the vote is not unanimous, the rationale for the dissenting votes shall be included in the statement.

The Pharmacology Department will follow University requirements in providing to eligible faculty members periodic reviews of their progress. For persons on the tenure track, effective July 1, 2016, the tenure clock at the College of Medicine changed to a 10-year tenure clock, with provisional tenure reviews in the third and sixth years. The final tenure review will occur in the ninth year. These reviews should take place by the deadlines specified by the Office of the Vice Dean for Academic Affairs. The Department Chair may request reviews more frequently.

Criteria for Promotion and Tenure in Pharmacology

University guidelines (AC23) for the review process specify four broad categories of evaluation, of which three apply to the faculty of the Department of Pharmacology. It is anticipated that candidates for advancement or tenure will document contributions or progress within each of the broad categories. Evaluation criteria described here also apply to faculty members who hold a joint appointment in Pharmacology and wish to retain their joint appointment after the review process.

The Scholarship of Teaching and Learning (relative importance: 10 percent)

  • Participates enthusiastically in core courses, elective offerings, and/or continuing education.
  • Supervises, trains, or otherwise plays a significant role in the education and career development of graduate or medical students in the laboratory setting.
  • Tries (and evaluates) innovative teaching modalities, and/or develops new courses in subspecialty, and/or organizes courses on other topics at student request.
  • Aids students on an individual basis in experimental design, data analysis, and development of oral/written communication skills.
  • Participates in and presents at intra- and/or extra-departmental seminars and journal clubs.
  • Serves on intra- and/or extra-departmental thesis committees. Works with degree candidates to improve the quality of dissertations.
  • Updates teaching subject matter on a regular basis, and incorporates relevant new ideas or approaches that might improve student outcomes.
  • Seeks student and staff feedback on quality and effectiveness of teaching; acts on suggestions for improvement.
  • Provides evidence that former students have assumed positions of responsibility within the scientific community.
  • Other specific criterion relevant to responsibilities of a faculty member

The Scholarship of Research and Creative Accomplishments (relative importance: 40 percent)

  • Demonstrates capacity for creativity in design and execution of experiments.
  • Shows perseverance in attaining research goals.
  • Expands interests into new or different areas of research.
  • Publishes research work in high quality, refereed journals.
  • Collaborates with other professionals in joint research projects (possible contributions include assisting in project design, consulting during the progress of the work, or actively participating in experiments).
  • Applies for grant support and receives favorable peer reviews.
  • Obtains research funding from sources outside the College of Medicine.
  • Provide detailed letters of testimony from peers, superiors, or recognized authorities in the field of interest (from inside or outside the University).
  • Is invited to other institutions or scholarly groups for educational purposes.
  • Is invited to conferences or symposia.
  • Contributes to or edits books or journals in areas of scholarly interest.
  • Serves as manuscript referee for scientific journals, a reviewer of grant proposals for funding agencies, or serves on editorial board(s) of established journals.
  • Encourages scholarships in others by example.

Service and the Scholarship of Service to the University, Society and the Profession (relative importance: 50 percent)

  • Advises medical and/or graduate students.
  • Participates at some level in the business of Medical Center Committees, Faculty Organization, University Senate, or other similar administrative or academic units.
  • Attends scheduled college activities.
  • Represents University or College at meetings of state or national organizations.
  • Speaks to or meets with local (lay) interest groups on matters of mutual concern.
  • Provides evidence of social awareness by participating in community affairs, or the activities of local service, social, charitable, or educational organizations.
  • Makes positive contributions to smooth functioning of activities within the department.
  • Establishes productive professional relationships with other staff members.
  • Is a member of, and/or holds office in professional societies.
  • Other specific criterion relevant to responsibilities of a faculty member.

Implementation of the Criteria for Promotion and Tenure

At successive upward steps in promotion, the expected level of accomplishments will be higher. For example, more publications of merit will ordinarily be expected of individuals at more senior promotion stages. Faculty members will have advance notice if their credentials are going to be submitted for review in the near future to the College of Medicine Promotion and Tenure Committee.

  • Although Instructors and Research Assistants are considered to have an academic rank, they are not in the tenure track and their credentials for promotion need not be reviewed triennially. To the extent guidelines are desirable for candidates for advancement to Assistant Professor, these individuals should document (or satisfy by detailed testimony) progress or accomplishment with regard to criteria A, B and/or C.
  • A candidate for advancement from Assistant to Associate Professor must document (or satisfy by detailed testimony) progress or accomplishment with regard to criteria A, B and/or C.
  • A candidate for advancement from Associate to Full Professor must document (or satisfy by detailed testimony) progress or accomplishment with regard to all criteria. Although achievement in all areas is expected, truly exceptional achievement in one expectation of a category might compensate for a weaker performance in another.
  • A candidate for tenure must document (or satisfy by detailed testimony) progress or accomplishment with regard to criteria A, B and C. The expectation of the Department is that tenured individuals will maintain excellence of performance.

Expectations for Promotion on the Non-Tenure Track

Outstanding performance is expected in one specific area of responsibility, such as: the Scholarship of Research and Creative Accomplishments; the Scholarship of Teaching and Learning; and/or Service and the Scholarship of Service to the University, Society and the Profession, as agreed upon by the faculty member and chair at the time of appointment and annually thereafter. Competence is expected in other areas.

Promotion to Associate Professor shall indicate a sustained record of professional achievement. Generally, this will be productivity in the area of the Scholarship of Research and Creative Accomplishments and Scholarship, where a sustained record of scholarly activity is demonstrated, and the candidate shall have achieved regional recognition for accomplishments in their field.

Promotion to Professor shall be reserved for those who have been recognized nationally or internationally for distinction and excellence of their professional achievements, and who show evidence of continued professional growth. A sustained record of scholarly activity to support the faculty member’s primary commitment to research and/or teaching is expected.

Reviewed: June 12, 2018

Physical Medicine and Rehabilitation Expand answer

Criteria for Appointment and Promotion on the Tenure Track

Promotion within the Department of Physical Medicine and Rehabilitation on the tenure track rests primarily on the demonstration of scholarship in the areas of teaching and learning, scholarship of research and creative accomplishments and service and scholarship of service to the University, society and the profession.

Promotion shall be based on recognized performance and achievement in each of the several areas as appropriate to individual responsibilities. The general areas are:

  • The scholarship of teaching and learning
  • The scholarship of research and creative accomplishments
  • The service and the scholarship of service to the University, society and the profession.

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission and application of knowledge. The proportion of these accomplishments in each of the areas, and the emphasis in their evaluation for any individual faculty member should be in accordance with the agreed on allocation of effort stated in either that faculty member’s letter of offer or in their annual AC40 documents.

While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence and/or sustained contribution in at least two areas must be achieved.

In general, primary emphasis and assessment will be placed on contributions to the scholarship of teaching, research and/or patient care.

The Department recognizes that scholarship may occur in different forms.

Scholarship of Research and Creative Accomplishments

Research or creative work of high quality and scholarly significance is essential to the field of Physical Medicine and Rehabilitation. Competence in this area is evidenced by distinction in research, independence of research accomplishments, and receipt of external research funding subject to peer review. Specific examples of evidence of scholarship of research and creative accomplishments include the following:

  • Authoring of scientific publications with the most weight given to those in national or international peer-reviewed journals. The work should be scholarly, creative, and of high quality and significance, whether focused on laboratory endeavors, clinical investigations or analysis or synthesis of clinical observations and experience.
  • Establishment of a general focus of research activity.
  • Publications of books or chapters within books.
  • Invitation to present research or other scholarly activities at regional, national and international meetings.
  • Status as principal investigator on peer-reviewed, funded research grants.

Scholarship of Teaching and Learning

Knowledge gained through other forms of scholarship is considered meaningful only when effectively communicated to others, and the scholarship of education and learning involves recognition of rigorously substantiated educational effectiveness when transferring this information. Evidence of effectiveness in teaching and advising students can be determined by:

  • Conceptualization, design, implementation and evaluation of new curricula, interdisciplinary courses, course syllabi or web-based learning materials applicable within the College and/or other institutions.
  • Development of skills as a teacher, mentor or educational administrator with recognition of effectiveness by peers or other organizations or institutions.

Scholarship of Service to the University, Society and the Profession

Service to the public, and in particular to the nation’s disabled persons, has been at the fore since the establishment of the specialty of Physical Medicine and Rehabilitation. Service to the University, society and the profession is an integral part of the mission of the Department. Assessment of outstanding service contribution is based upon:

  • Participation on standing College of Medicine or Hershey Medical Center committees or teams related to research, education or patient care, on specially appointed committees, for example, task forces or search committees.
  • Active participation in regional, national or international professional organizations or committees. The Department especially values special contributions or leadership roles in these organizations or committees.
  • Participation in community or national service groups, patient/family support or educational groups and other formal or informal efforts for the betterment of humankind. Unique contributions and positions of leadership are special evidence of excellence in the scholarship of service.

Patient Care

A major responsibility of most faculty members in the Department is the diagnosis and care of persons with disability. Evidence of excellence in patient care is evidenced by the respect of patients, professional peers, and referral sources. Respect for the privacy and dignity of patients and collegiality with peers and clinical staff are also expectations of the clinical mission. Efficiency and productivity during performance of clinical care is also expected. Demonstration of excellence in clinical care may be demonstrated by:

  • An active clinical outpatient or inpatient clinical practice that incorporates the best evidence-based treatments, and commands the respect of patients, peers and referral sources.
  • The incorporation of the scholarship of teaching and learning and the scholarship of research and creative accomplishments into clinical care.
  • Recognition of excellence in clinical care through awards and outstanding patient satisfaction.
  • Provision of unique clinical services befitting of an academic medical center.
  • Evidence of clinical productivity. Prudent use of intuitional and societal resources, including the appropriate use of diagnostic studies and therapeutic interventions.

Promotion criteria on the tenure track

Assistant Professor

Appointment or promotion to this academic rank include the following criteria:

  • Completion of a doctoral degree and postdoctoral training.
  • Satisfactory recommendations from individuals who know the candidate’s work. At least one letter must come from a senior mentor at the previous place of training or employment, whether that employment was as a resident or postdoctoral trainee.
  • For clinical appointments, meeting the American Board of Medical Specialties (ABMS) requirements for the appropriate specialty/subspecialty board or the equivalent, and commitment to providing clinical services commensurate with the needs and standards of the Department and College of Medicine.
  • Demonstrated or potential ability to engage in teaching/educational activities of medical students, residents, graduate students and other healthcare professionals.
  • Willingness to participate in service capacities in the Department, College and University.
  • Commitment to the academic mission of the College and University, and a stated plan to develop an academic career through pursuit of scholarly work.

Associate Professor

Appointment or promotion to this academic rank include the following criteria:

  • For clinicians, documentation of established mastery in a clinical field through appropriate ABMS (or equivalent) certification, and acknowledgment by the individual’s peers. For PhD clinicians, successful certification by the appropriate nationally recognized board or organization.
  • Demonstration of the ability to effectively teach medical students, graduate students, postdoctoral scholars or residents, as well as participation in the administrative duties and the intellectual life of the University.
  • The establishment of a stable and progressing academic career as evidenced by:
    • The existence and use of appropriate mentoring and collegial relationships.
    • Emergence of a focus for an individual’s scholarly activity.
    • The production of adequate academic work meeting the established criteria for scholarship to be considered a developing body of work around the area of focus.
    • Evidence of the dissemination of the results of scholarly activity.
    • Recognition of the impact of the individual’s academic work within the institution as evidenced by input from internal evaluators.
    • Recognition of the quality and significance of the scholarly activity outside of the institution as evidenced by the individual’s membership and participation in regional and national activities, and presentation at regionals, national and international meetings.
    • A vision of further scholarly activity as it pertains to the overall mission of the College, University, and to society as a whole.
    • Positive letters of evaluation from internal and external evaluators.

Professor

Appointment or promotion will be based on the following criteria:

  • For clinicians, evidence of outstanding clinical care demonstrated by the respect of patients and colleagues, awards, provision of unique services, and evidence of clinical productivity.
  • Demonstration of excellence and creativity in the teaching of medical students, graduate students, postdoctoral scholars or residents, and evidence of progressive transition to the mentor and adviser role to junior faculty.
  • Evidence of continuing productivity manifest by additional dissemination of scholarly activity appropriate for the rank of Professor.
  • Acknowledgment of leadership at the national or international level, as demonstrated by membership in study sections, advisory groups, leadership in professional societies, and receipt of academic recognitions and awards. This must also be confirmed by external evaluation by peers.
  • Scholarly achievements also may include national recognition for leadership in the College of Medicine or the hospital. A clinician can also be recognized for superior scholarly accomplishments in their clinical specialty.
  • Establishment of a clearly effective leadership role in service to the Department, College or University.

Reviewed: April 24, 2013

Criteria for Appointment and Promotion on the Non-Standing (Non-Tenure) Track

Promotion within the Department of Physical Medicine and Rehabilitation on the non-standing (non-tenure) track rests primarily on the demonstration of scholarship and quality of activity in the four mission-related areas of the Department:

  • The scholarship of teaching and learning
  • The scholarship of research and creative accomplishments
  • Service and the scholarship of service to the University, society and the profession
  • Patient care, when applicable

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission, and application of knowledge. The proportion of these accomplishments in each of the four missions, and the emphasis in their evaluation for any individual faculty member, should be in accordance with the agreed on allocation of effort stated in either that faculty member’s letter of offer or in their annual AC40 documents.

While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence and/or sustained contribution in at least one area must be achieved. In general, primary emphasis and assessment will be placed on contributions to the scholarship of teaching, research, or patient care.

The Department recognizes that scholarship may occur in different forms.

Scholarship of Research and Creative Accomplishments

Research or creative work of high quality and scholarly significance is essential to the field of Physical Medicine and Rehabilitation. Competence in this area is evidenced by distinction in research, independence of research accomplishments, and receipt of external research funding subject to peer review. Specific examples of evidence of scholarship of research and creative accomplishments include the following:

  • Authoring of scientific publications with the most weight given to those in national or international peer-reviewed journals. The work should be scholarly, creative, and of high quality and significance, whether focused on laboratory endeavors, clinical investigations or analysis or synthesis of clinical observations and experience.
  • Publications of books or chapters within books, reports of clinical investigations, substantial case reports, descriptions of new techniques, participation in invited scientific and clinical symposia, meetings and lectures.
  • Status as principal investigator on peer-reviewed, funded research grants.
  • Letters from authorities attesting to the candidate’s contribution to the field.

Scholarship of Teaching and Learning

Knowledge gained through other forms of scholarship is considered meaningful only when effectively communicated to others, and the scholarship of education and learning involves recognition of rigorously substantiated educational effectiveness when transferring this information. Evidence of effectiveness in teaching and advising students can be determined by:

  • A review of courses taught, directed, conceptualized and implemented.
  • The development and production of new curricula, course syllabi or web-based learning materials applicable within the College and/or other institutions.
  • Development of skills as a teacher, mentor or educational administrator with recognition of effectiveness by peers or other organizations or institutions.
  • Evidence of teaching excellence evaluated by the written statements of students.
  • Other information provided by the candidate faculty member.
  • Sustaining above competence and excellence over a period of time.

Scholarship of Service to the University, Society and the Profession

Service to the public, and in particular to the nation’s disabled persons, has been at the fore since the establishment of the specialty of Physical Medicine and Rehabilitation. Service to the University, society and the profession is an integral part of the mission of the Department. Assessment of outstanding service contribution is based upon:

  • Participation on standing College of Medicine or Hershey Medical Center committees or teams related to research, education or patient care, on specially appointed committees, for example, task forces or search committees.
  • Participation in regional, national, or international professional organizations or committees. The Department especially values special contributions or leadership roles in these organizations or committees.
  • Participation in community or national service groups, patient/family support or educational groups and other formal or informal efforts for the betterment of humankind. Unique contributions and positions of leadership are special evidence of excellence in the scholarship of service.

Patient Care

A major responsibility of most faculty members in the Department is the diagnosis and care of persons with disorders of nerve, muscle, bone and brain in order to decrease pain and restore function. The Department values excellence in patient care as evidenced by the respect of patients, professional peers, and referral sources.

Respect for the privacy and dignity of patients and collegiality with peers and clinical staff are also expectations of the clinical mission. Efficiency and productivity during performance of clinical care is also expected by the Department. Demonstration of excellence in clinical care may be demonstrated by:

  • An active clinical outpatient or inpatient clinical practice that incorporates the best evidence-based treatments, and commands the respect of patients, peers and referral sources.
  • The incorporation of the scholarship of teaching and learning and the scholarship of research and creative accomplishments into clinical care. This could include the provision of a vibrant and respected clinical teaching environment or clinical practice that incorporates components of translational research.
  • Recognition of excellence in clinical care through awards and outstanding patient satisfaction.
  • Provision of unique clinical services befitting of an academic medical center.
  • Evidence of clinical productivity. Wise use of institutional and societal resources, including the appropriate use of diagnostic studies and therapeutic interventions.

Promotion criteria on the non-standing (non-tenure) track

Assistant Professor

Appointment or promotion to this academic rank includes the following criteria:

  • Completion of a doctoral degree and postdoctoral training.
  • Satisfactory recommendations from individuals who know the candidate’s work. At least one letter must come from a senior mentor at the previous place of training or employment, whether that employment was as a resident or postdoctoral trainee.
  • For clinical appointments, meeting the American Board of Medical Specialties (ABMS) requirements for the appropriate specialty/subspecialty board or the equivalent, and commitment to providing clinical services commensurate with the needs and standards of the Department and College of Medicine.
  • Demonstrated or potential ability to engage in teaching/educational activities of medical students, residents, graduate students and other healthcare professionals.
  • Willingness to participate in service capacities in the Department, College and University.
  • Commitment to the academic mission of the College and University, and a stated plan to develop an academic career through pursuit of scholarly work.

Associate Professor

Appointment or promotion to this academic rank includes the following criteria:

  • For clinicians, documentation of established mastery in a clinical field through appropriate ABMS (or equivalent) certification, and acknowledgment by the individual’s peers. For PhD clinicians, successful certification by the appropriate nationally recognized board or organization.
  • Demonstration of the ability to effectively teach medical students, graduate students, postdoctoral scholars or residents, as well as participation in the administrative duties and the intellectual life of the University.
  • The establishment of a stable and progressing academic career as evidenced by:
    • The existence and use of appropriate mentoring and collegial relationships.
    • Emergence of a focus for an individual’s scholarly activity.
    • The production of adequate academic work meeting the established criteria for scholarship to be considered a developing body of work around the area of focus.
    • Evidence of the dissemination of the results of scholarly activity.
    • Recognition of the impact of the individual’s academic work within the institution as evidenced by input from internal evaluators.
    • Recognition of the quality and significance of the scholarly activity outside of the institution as evidenced by the individual’s membership and participation in regional and national activities, and presentation at regionals, national and international meetings.
    • A vision of further scholarly activity as it pertains to the overall mission of the College, University, and to society as a whole.
    • Positive letters of evaluation from internal and external evaluators.

Professor

Appointment or promotion will be based on the following criteria:

  • For clinicians, evidence of outstanding clinical care demonstrated by the respect of patients and colleagues, awards, provision of unique services, and evidence of clinical productivity.
  • Demonstration of excellence and creativity in the teaching of medical students, graduate students, postdoctoral scholars or residents, and evidence of progressive transition to the mentor and adviser role to junior faculty.
  • Evidence of continuing productivity manifest by additional dissemination of scholarly activity appropriate for the rank of Professor.
  • Acknowledgment of leadership at the national or international level, as demonstrated by membership in study sections, advisory groups, leadership in professional societies and receipt of academic recognitions and awards. This must also be confirmed by external evaluation by peers.
  • Scholarly achievements also may include national recognition for leadership in the College of Medicine or the hospital. A clinician can also be recognized for superior scholarly accomplishments in their clinical specialty.
  • Establishment of a clearly effective leadership role in service to the Department, College or University.

Reviewed: June 1, 2011

Psychiatry Expand answer

The Department of Psychiatry Promotion and Tenure Committee consists of five full, tenured Professors within the Department (excluding the Department Chair and members of the College of Medicine Promotion and Tenure Committee). The Promotion and Tenure Committee must consist of at least one MD and one PhD.

The Department of Psychiatry Fixed-Term Promotion Committee comprises the five-member Promotion and Tenure Committee and two full, fixed-term Professors (one MD and one PhD) within the Department (excluding the Department Chair and members of the College of Medicine Fixed-Term Promotion Committee).

The Committees will be elected by all Department of Psychiatry faculty members employed by the College of Medicine/Hershey Medical Center. Members are elected for a three-year term.

Both Committees will elect a Committee Chair for a three-year term. The Chair may serve for a maximum of two consecutive terms.

Tenured candidates nominated by the Department Promotion and Tenure Committee, Department Chair, or the College of Medicine Promotion and Tenure Committee, or those candidates who have reached the end of the provisional tenure period will be reviewed by the Department Promotion and Tenure Committee. Recommendations by the Department Committee for tenure and/or promotion will be made by simple majority vote, with the numerical vote included in the report.

Fixed-term candidates nominated by the Department Fixed-Term Committee, Department Chair or the College of Medicine Fixed-Term Committee will be reviewed by the Department Fixed-Term Committee. Recommendations by the Department Committee for promotion will be made by simple majority vote, with the numerical vote included in the report.

When considering recommendations for promotion and tenure or fixed-term promotion, the
Committee will base its decisions on four criteria:

  • Scholarship of teaching and learning
  • Scholarship of research and creative accomplishments
  • Patient care (if applicable)
  • Service and the scholarship of service to the university, society and profession

All policies, procedures and decisions are made in accordance with University Policy AC23 (Promotion and Tenure Procedures and Regulations) and the Statement of the Dean of the College of Medicine regarding promotion and tenure (July 2018).

It should be kept in mind that the putting together of a dossier is the joint responsibility of the candidate and the Department Chair. Each candidate should demonstrate competence in all applicable areas. When evaluating a candidate, the Committee will take into account the percent effort assigned to the four criteria listed above. Clinicians should demonstrate excellence in patient care.

Tenured or tenure-track candidates must demonstrate excellence in at least two areas of the above categories in order to be considered for promotion and/or tenure, with a special emphasis on the scholarship of research and creative accomplishments.

Scholarship of Teaching and Learning

A candidate is expected to participate in teaching and learning. Excellence in the areas of teaching medical students, residents, fellows, postdocs and/or graduate students should
be demonstrated.

Scholarship of Research and Creative Accomplishments

A candidate should demonstrate achievement in the scholarship of research and creative accomplishments. Successful examples include publishing in peer-reviewed journals and having funded projects from external sources. It is more favorable for the candidate to have first or other senior authorship. The candidate should demonstrate an establishment of a general focus of research activity. Other examples of productivity in this area would include publication of books or chapters within books, invitations to present original research or other scholarly activities at regional, national and international meetings, research administration, and development of PSU patent applications or intellectual property licensing. Candidates for Associate Professor should demonstrate a “regional reputation” and candidates for Professor should demonstrate a “national reputation.”

Patient Care

If applicable, a candidate is expected to demonstrate excellence in patient care. Excellence in this area is evidenced by outstanding work with patients, professional peers and referral sources. Candidates should have an active clinical outpatient, consultation or inpatient clinical practice that incorporates the best of evidenced based treatment, and it is expected that a portion of one’s clinical caseload would include clinical teachings and/or translational research. Additional evidence of excellence in clinical care would include awards and outstanding patient satisfaction.

Service and Scholarship of Service to the University, Society and Profession

A candidate should demonstrate service and the scholarship of service to the University, community, society and the profession. Examples include serving on department, college and/or University committees, federal and state advisory panels, committees for nonprofit, scientific organizations and committees for professional societies. Other examples include serving on specially-appointed committees (i.e., task forces or search committees).

Department Criteria for Faculty Members in Fixed-Term (Non-Tenure) Positions

Faculty members who hold fixed-term positions are eligible for promotion but not tenure. Clinicians should demonstrate excellence in patient care. All candidates should demonstrate excellence in the scholarship of either research and creative accomplishments or teaching and learning. Candidates for Associate Professor should demonstrate a regional reputation, and candidates for Professor should demonstrate a national reputation, as defined in the College of Medicine Promotion and Tenure Criteria.

Public Health Sciences Expand answer

Introduction

The Promotion and Tenure Committee within the Department of Public Health Sciences consists of tenured full professors whose primary appointment is in PHS (excluding the department chair and members of the College of Medicine Promotion and Tenure Committee) plus those tenured, associate professors appointed at the discretion of the department chair. The maximum size of the committee will be seven; if there are more than seven tenured full professors, service will rotate among them. The Chair appoints the Promotion and Tenure Committee chair on an annual basis; normally the committee chair will serve for at least two years. For evaluation of a promotion or appointment to the rank of professor, associate professors will be excused from participation. For the evaluation or promotion of fixed-term faculty members, at least one fixed-term full professor will participate in the departmental committee. In general, recruitment of an external candidate to the rank of professor will involve concomitant application for immediate tenure.

Committee decisions will be made by anonymous vote with a simple majority required for passage of a recommendation. In the case of a divided vote, reasons for the split will be documented.

In accordance with University Policy AC23 (Promotion and Tenure Procedures and Regulations), PHS considers the following four criteria for the evaluation of promotion and tenure:

  • The Scholarship of Teaching and Learning
  • The Scholarship of Research and Creative Accomplishments
  • Service and the Scholarship of Service to the University, Society and the Profession
  • Patient Care (This criterion, specific to the College of Medicine, will be evaluated only for candidates who have concomitant clinical responsibilities and for whom evaluation of this component can be made by a senior colleague in the collaborating clinical department of the College.

The candidates and the committee members should be very familiar with University Policy AC23 (Promotion and Tenure Procedures and Regulations). In addition, at the beginning of each academic year, the University Vice Provost for Academic Affairs issues a document on administrative guidelines for AC-23 that provides detailed information on preparing a candidate’s dossier.

Early in the academic year (July/August), the department chair submits the membership of the department Promotion and Tenure Committee and the names of the candidates for promotion and tenure to the College of Medicine’s Office of the Associate Dean for Faculty Affairs.

For each candidate, the department chair provides the following information:

  • Names of two internal evaluators for teaching and six external evaluators
  • Copies of the curriculum vitae (CV)
  • Copies of five representative reprints
  • Candidate’s narrative statement

There should be at least six but no more than eight external evaluators selected by the department chair. The candidate should supply names of possible evaluators, but the final list should also include evaluators not mentioned by the candidate. An external evaluator should be an expert in the candidate’s field but should not be a former adviser or have a close working relationship with the candidate, in accordance with Penn State policy.

There are no specific guidelines for the type of internal evaluators, except that at least two internal evaluators are to be listed. The Office of Faculty Affairs conducts the correspondence with the external evaluators.

A candidate for promotion should provide a set of five representative publications with significant authorship since last promotion. Significant authorship is generally defined as first or correspondent author. Five copies of the CV and reprints are required for each candidate. The narrative statement (no more than three pages) should explain the significance of the candidate’s scholarly accomplishments in research/creative accomplishments, teaching/learning and service, any changes in career direction, and future directions. The narrative statement should be in language easily understood by nonscientists. It may provide information that is not apparent from the curriculum vitae. The narrative is sent to the external reviewers and becomes part of the candidate’s dossier.

The complete dossier for each candidate must be submitted to the Office of Faculty Affairs by their deadline, typically mid-November.

Department Criteria for Faculty Members in Tenure-Eligible and Tenured Positions

The Promotion and Tenure Committee should rate each candidate on a five-point scale (poor, fair, good, excellent or outstanding) with respect to the following criteria:

  • the scholarship of teaching and learning
  • the scholarship of research and creative accomplishments
  • the scholarship of service to the University, society and profession

A candidate must achieve a rating of at least excellent in teaching (Criterion 1) and research (Criterion 2), and a rating of at least good in service (Criterion 3) to be considered for promotion and/or tenure.

Research (Criterion 2) may be collaborative or investigator-initiated research. For a collaborative researcher, there should be a clear description of contributions to a methodologic or a substantive area. In addition, the funding stream for a collaborative researcher should reflect meaningful commitment to particular research areas.

Scholarship of Teaching and Learning

A candidate for promotion and tenure in PHS is expected to participate in teaching and learning activities. The candidate should demonstrate active and successful contributions to the teaching mission of the College of Medicine. This is generally accomplished through the following activities:

  • Developing, directing, and teaching PHS graduate-level courses
  • Advising graduate students
  • Mentoring PHS postdoctoral fellows
  • Directing and teaching in other College of Medicine graduate programs
  • Mentoring graduate students in other College of Medicine graduate programs
  • Directing and teaching in the medical school curriculum, which could include assistance with medical students’ research (MSR) projects and facilitation of problem-based learning sessions
  • Directing and teaching in other Penn State graduate programs

In general, a tenure-track candidate for promotion and tenure in PHS is expected to direct and teach at least the equivalent of one three-credit[-hour course per academic year on a consistent basis.

The evaluation of the scholarship of teaching and learning should include teaching evaluations from students and peers or supervisory faculty. A candidate for promotion and the award of tenure in PHS is expected to improve their teaching ability towards a rating of “excellent” over time, as evidenced in the student and peer evaluations. The department chair will work with division chiefs to solicit two peer-reviewed teaching letters from faculty members, so faculty members should ensure that colleagues observe their teaching activities. PHS is responsible for collecting, processing, and storing evaluations from courses that have a designated PHS course number. The candidate also should maintain records of mentoring medical students in MSR projects and of directing graduate students in their thesis and dissertation.

The Administrative Guidelines for AC-23 contain further recommendations on approaches for evaluating Teaching Ability and Effectiveness.

Scholarship of Research and Creative Accomplishments

A candidate for promotion and tenure in PHS typically is expected to spend between 70 and 90 percent effort on research activities. The candidate should demonstrate success in the scholarship of research and creative accomplishments. This area is evaluated as peer-reviewed publications and research funding.

  • Publication
    • In general, for promotion from assistant to associate professor with the award of tenure, the primary indicator of success in publication is having impactful publications in high quality peer-reviewed journals (e.g., two to three manuscripts per year in high-quality journals since appointment to the assistant professor level, with a substantial number being first or correspondent author papers). This criterion could also be satisfied if the candidate is extremely successful and productive in collaborative research publications (e.g., three first or correspondent authored manuscripts in high-quality journals and many collaborative papers of which several have been widely cited).
    • In general, for the promotion from associate professor to full professor, a candidate should demonstrate a consistent record of peer-reviewed publications in high-quality journals that establish the candidate as a national leader in their respective field (e.g.,
      15 to 20 manuscripts since promotion to associate professor, with at least five being significant authorship, defined as first or correspondent author). Other indicators of success include published books, invited presentations at national and international meetings, and invited book chapters and articles. Other examples of national recognition include study section membership, appointment to federal public advisory committees, holding office in professional societies or appointment to the editorial board of a refereed journal.
  • Research funding
    • The funding stream for a senior faculty member should reflect meaningful commitment to particular research areas. The College of Medicine currently provides partial salary support for each PHS tenure-track or tenured faculty member, and it is expected that a tenure-track faculty obtains the remaining research effort from external sources. For example, for the promotion to associate professor with the award of tenure, a candidate is expected to demonstrate a track record of submitting R01-type applications with at least one funded as Principal Investigator or consistently funded as a subcontract Principal Investigator in large multicenter grants. For candidates whose research is primarily collaborative, their role may be as co-investigator, but their contributions should be substantial and clearly delineated.
    • In general, a candidate for promotion to full professor should demonstrate sustainable and substantial external research funding consistent with the College of Medicine policy. For example, the candidate should function as an independent researcher (e.g., PI of an R01-type grant, Program Director or Core leader for multi-investigator/project P01-type grants) or a significant collaborative investigator (e.g., key co-investigator with significant contribution in R01- or P01-type grants). The external research funding expectation may be adjusted to account for the natural variability of funding cycles, grant applications that have clearly established a high degree of funding potential and grant applications that a faculty member has actively submitted since the previous promotion.

Service and the Scholarship of Service to the University, Society and Profession

A candidate for promotion and/or tenure should demonstrate service and the scholarship of service to the University, society and profession. This includes:

  • service on department, college, and/or university committees; federal and state advisory panels; NIH study sections; and committees for nonprofit scientific organizations and professional societies
  • editorial and refereeing duties for professional journals
  • activities such as organization of curricula, which fall outside of the usual elements of the teaching criterion

Department Criteria for Faculty Members in Fixed-Term (Non-Tenure-Eligible) Positions

Faculty members who hold fixed-term positions are eligible for promotion but not eligible for tenure. A fixed-term faculty member may have very different job requirements from a tenured or tenure-eligible faculty member in terms of teaching, research and service. In general, fixed-term faculty members in PHS are involved in both research and teaching. The academic ranks that PHS uses for fixed-term faculty members are instructor, senior instructor, assistant professor, associate professor and professor. Instructor and senior instructor positions are titles for fixed-term faculty members with at least a master’s degree who expend their effort in research and teaching. The candidate for promotion from instructor to senior instructor must demonstrate development into an independent researcher, highly productive collaborative researcher or an effective teacher; success in any one of these three areas is sufficient.

Indicators of success in these areas include excellence in research demonstrated by publications and grant funding and excellence in teaching, demonstrated by student evaluations and faculty peer review of course materials and instruction.

Fixed-term faculty members who are candidates for promotion from assistant professor to associate professor or from associate professor to professor will be evaluated using the same three criteria described above for tenure-eligible and tenured faculty members and must clearly demonstrate professional excellence and/or sustained contribution with respect to criteria for either teaching or research, as specified below:

  • A fixed-term research-oriented faculty member seeking promotion from assistant to associate professor or from associate to full professor should meet the same research productivity criterion established for tenure-track faculty. It is expected that a fixed-term research-oriented faculty member should demonstrate sustainable funded research programs by serving as co-investigator on significant research grants. A research-oriented, fixed-term faculty member can also demonstrate sustainable funding from directing and teaching PHS graduate-level courses.
  • A fixed-term teaching-oriented faculty member seeking promotion from assistant to associate professor or from associate to full professor should demonstrate active involvement in the directing and teaching activities in PHS and other Penn State graduate programs. It is the expectation that the student and senior faculty evaluations of the candidate’s teaching ability progress towards a rating of “excellent” over time. In addition, the faculty member should publish peer-reviewed educational articles. It is expected that a fixed-term teaching-oriented faculty member should demonstrate sustainable funding by serving as course director and instructor in PHS graduate-level courses. A teaching-oriented, fixed-term faculty member can also demonstrate part of their funding from funded research projects by serving as co-investigator on significant grants.

Reviewed: June 12, 2018

Radiation Oncology Expand answer

Policy for Promotion and Tenure for Tenure-Track Faculty

This document is prepared in accordance with the Mission Statement of the Department of Radiation Oncology and University Policy AC23 (Promotion and Tenure Procedures and Regulations).

As noted in the Mission Statement of the Department of Radiation Oncology, candidates for promotion and promotion and tenure are evaluated in the three areas which comprise the mission of the College of Medicine and Department of Radiation Oncology:

  • The Scholarship of Research and Creative Accomplishments
  • The Scholarship of Teaching and Learning
  • Patient Care Activities

In addition to academic scholarship which is the essential element of evaluation, it is expected that candidates will provide excellence in service to the Department, College, University and/or profession.

Departmental criteria

The review process for promotion or promotion and tenure evaluates the relative academic and professional merits of a candidate judged in reference to other faculty of the recommended rank (Associate Professor or Professor) including prospective faculty. Therefore, standards cannot be fixed and will to some extent reflect the market and ability of the University to attract faculty. The evaluative process will involve more exacting scrutiny and a higher level of performance as the faculty member advances in rank.

A tenure-track (continuing, full-time appointment) faculty member in the Department of Radiation Oncology who is a candidate for promotion or promotion with tenure shall have the minimum rank of Assistant Professor.

The College of Medicine requires clinical faculty on the tenure track to have ABMS certification or equivalent requirements to enter the process for the appropriate specialty board certification or the equivalent. Clinical radiation oncologists at the rank of Assistant Professor must be board certified by the American Board of Radiation Oncology to be considered for promotion or tenure.

Procedure/expectations

The Radiation Oncology Promotion and Tenure Committee shall consist of no fewer than three members at the rank of Associate Professor or Professor. The Chair of the Promotion and Tenure Committee may serve in that role for a maximum of three years. The Chair of the Department may not serve on the Promotion and Tenure Committee. Only tenured members of the committee may participate in the deliberative process for candidates under consideration for tenure. Members at the Associate Professor level who serve on the departmental committee will not participate in the deliberative process for candidates seeking promotion to the level of Professor. Radiation Oncology faculty who serve on the College Committee for Promotion and Tenure may not serve on the departmental committee.

Faculty members on the tenure track will be assigned a departmental mentor who is a tenured member of the faculty. The performance of each faculty member on the tenure track is reviewed during the third, sixth and ninth year of service by the Radiation Oncology Promotion and Tenure Committee. Continuation on the tenure track requires review and approval by the departmental committee at the third, sixth and ninth years. The candidate will be evaluated according to the most current version of University Policy AC23 (Promotion and Tenure Procedures and Regulations).

The processes for levels of review for obtaining promotion and tenure on the tenure track are outlined within this document. Documented accomplishments are necessary in the specific areas of either the scholarship of teaching and learning and the scholarship of research and creative accomplishments, or patient care activities and the scholarship of teaching and learning depending on letter of hire and/or AC40 reviews. Given the diversity of activities and responsibilities of its faculty, the Department recognizes that scholarship may occur in different forms.

Scholarship of Research and Creative Accomplishments

Discovery of new knowledge and the translation of that knowledge to evidence-based clinical application is a critical function of the Department of Radiation Oncology. Examples of scholarly activity in this area include but are not limited to:

  • Dissemination of new knowledge through publication in peer-reviewed journals.
  • Critical analysis of research through meta-analyses or systematic reviews.
  • Consolidation and scholarly presentation of research through publication of books, book chapters and review articles.
  • Development of intellectual property such as novel devices, computer programs or processes.
  • Independent research funding, through submission of competitive research proposals. (Greater weight will be given to externally funded proposals.)
  • Leadership in research by serving as an investigator on clinical trials, such as RTOG, NRG trials (although important commercial trials carry less weight).
  • Invitation to present research or scholarly activity at regional, national and international meetings.

Scholarship of Teaching and Learning

Education of students, residents, and fellows requires dissemination of knowledge through effective communication and evaluation. Evaluation of the candidate’s performance in the area of Scholarship of Teaching and Learning is limited to those activities conducted at Penn State. Examples of scholarly activities in this area include:

  • Development, implementation, and evaluation of new curricula, courses, syllabi or educational media.
  • Demonstration of effective skills as a teacher, mentor or educational administrator, through evaluations from students, peers or supervisors.
  • Dissemination of new knowledge of education methods through publications or presentations at regional, national or international meetings.

Service and the Scholarship of Service to the University, Society and the Profession

From the Department to the profession, growth and implementation of the mission requires commitment and service from members. Examples of scholarly activities in this area include:

  • Pattern of consistent participation in Department, College or University committees.
  • Active participation in regional, national and international professional organizations and their committees. Special recognition is given to leadership roles in these organizations.
  • Service to the research and educational mission of the profession through activity in scientific review committees, journal reviewer, editorial roles, program planning committees and board examination panels.
  • Education of peers by serving as faculty in continuing medical education activities.
  • Outreach and educational activities to the community.

Patient Care Activities

A major responsibility of clinical faculty in the Department of Radiation Oncology is care of patients and consultation with referring clinicians. Examples of excellence in clinical care may be demonstrated by:

    Incorporation of evidence-based practice in clinical care.
  • Recognition of excellence in clinical care as evaluated by peers and referring clinicians.
  • Certificate of additional qualification in those subspecialties issuing this certification.
  • Active participation in ABR Maintenance of Certification.
  • Development of unique clinical services befitting of an academic medical center.
  • Evidence of clinical productivity commensurate with clinical responsibilities and assignment.

Expectations for Non-Clinical Faculty

  • Third-year review
    • Satisfactory written evaluation from the Department Promotion and Tenure Committee and the Departmental Chair. The candidate should have documented accomplishment in a specific area of research and published work in peer-reviewed journals. Efforts to obtain extramural research funding and signs of becoming a competent teacher are desirable.
  • Sixth-year review
    • Hopefully, the candidate will have obtained research support, continue to publish high-quality research in peer-reviewed journals, show continued competency in teaching, and become involved in service within the department and college through various committees.
  • Ninth-year review
    • Demonstrate capability for independent and/or interdependent research, continue to publish in peer reviewed journals of high repute, and demonstrate ability to teach medical and/or graduate students, along with capability and willingness to serve at the departmental, college or university level.
  • Assistant Professor to Associate Professor
    • To be in a position to receive a successful review for tenure and promotion to the rank of Associate Professor, candidates should have met the criteria/expectations listed above.
  • Associate Professor to Professor
    • All of the requirements described for promotion to Associate Professor will be taken into account. In addition, the candidate must have established independent research with extramural funding and demonstrate a record of publications in peer-reviewed journals. Most importantly, the candidate is expected to be a recognized leader in their specialty, nationally and internationally. There must be evidence of leadership within the profession. There must be continued contribution to the scholarship of teaching and learning and service and the scholarship of service to the University, society and the profession.

Expectations for Clinical Faculty

  • Third-year review
    • The candidate must receive satisfactory written evaluation from Departmental Promotion and Tenure Committee and Departmental Chair. It should be recognized that patient care activities by the clinician-educator include simultaneous teaching of medical students, residents and clinicians. The candidate should be spending 70 percent or more of total effort in patient care and teaching with a satisfactory recommendation from immediate supervisor, Section Chief and/or Chair. The candidate should be encouraged to publish.
  • Sixth-year review
    • As above. In addition, the candidate should become involved in service capacities within the department and college.
  • Ninth-year review
    • The candidate should be recognized as an excellent clinician by peers and referring physicians. Publications in peer-reviewed journals as well as teaching materials, new curriculum offerings educational programs, etc., are recommended. Participate in regional and national professional societies at the local and national level. There must be demonstrated scholarship of teaching and learning to include medical students, residents and clinicians.
  • Assistant Professor to Associate Professor
    • To be in a position to receive a successful review for tenure and promotion to the rank of Associate Professor, candidates should have met the criteria/expectations listed above.
  • Associate Professor to Professor
    • Appointment or promotion is based on continuing evidence of productivity involving patient care activities and continued excellence in the scholarship of teaching and learning. The clinician-educator must be an acknowledged leader in the practice of radiation oncology with a national and international reputation for superior accomplishments demonstrated by invitations to professional societies, academic awards or recognition, presentations, visiting professorships, etc. Publications in peer-reviewed journals are necessary and there must be evidence of continued service and the scholarship of service to the University, society and the profession. There must be demonstrated scholarship of teaching and learning to include medical students, residents and clinicians. The dossier for the candidate will be prepared in accordance with the guidelines provided in AC23.

Policy for Promotion of Non-Tenure Track (Fixed Term) Faculty

This document is prepared in accordance with the Mission Statement of the Department of Radiation Oncology and University Policy AC23 (Promotion and Tenure Procedures and Regulations).

As noted in the Mission Statement of the Department of Radiation Oncology, candidates for promotion on the non-tenure (fixed-term) track are evaluated in the three areas which comprise the mission of the College of Medicine and Department of Radiation Oncology:

  • The Scholarship of Research and Creative Accomplishments
  • The Scholarship of Teaching and Learning
  • Patient Care Activities

In addition to academic scholarship which is the essential element of evaluation, it is expected that candidates will provide excellence in service to the Department, College, University and/or profession.

Departmental criteria

The review process for promotion evaluates the relative academic and professional merits of a candidate judged in reference to other faculty of the recommended rank (Associate Professor or Professor) including prospective faculty. Therefore, standards cannot be fixed and will to some extent reflect the market and ability of the University to attract faculty. The evaluative process will involve more exacting scrutiny and a higher level of performance as the faculty member advances in rank.

A non-tenure track faculty member in the Department of Radiation Oncology who is a candidate for promotion shall have the minimum rank of Assistant Professor. Non-tenure-track clinical faculty in the Department of Radiation Oncology must be board certified prior to promotion.

Procedure/expectations

Non-tenure track faculty will be counseled on progress toward promotion at least yearly and their progress reviewed by the Chair of the Department of Radiation Oncology at the time of their annual review. Accomplishments consistent with effort allocation are expected in the form of creative scholarship in research, education, and/or patient care, and sustained excellence in academic service to the Department, College, University and/or the profession.

It is recognized that not all non-tenure-track faculty will wish to pursue promotion. Those who strive for promotion will be held to a higher standard of academic achievement. There is no defined timeline, i.e., third-, sixth- and ninth-year reviews, as there is for tenure track faculty. In general it is anticipated that a faculty member will have five years of employment at Penn State as an Assistant Professor before promotion to Associate Professor on the non-tenure track. All non-tenure-track faculty receive a mentor when joining the Department and will be evaluated for eligibility for promotion at least every five years. When a faculty member on the non-tenure track begins the final year of preparing the promotion dossier, a departmental mentor (member of the Radiation Oncology Promotion and Tenure Committee) will be assigned to guide them through the preparation and submission process.

The Radiation Oncology Promotion and Tenure Committee will review both tenure and non-tenure track candidates and shall consist of no fewer than three members who are at the rank of Associate Professor or Professor. The Chair of the Promotion and Tenure Committee may serve in that role for a maximum of three years. The Chair of the Department may not serve on the Promotion and Tenure Committee. Members at the Associate Professor level who serve on the Departmental Committee will not participate in the deliberative process for candidates seeking promotion to the level of Professor. Radiation Oncology faculty who serve on College Committees for Promotion may not serve on the Departmental Promotion and Tenure Committee. For promotion to occur, there must be a nomination by the Department Chair, review by the Department Promotion and Tenure Committee, review by the Department Chair, review by the College of Medicine Fixed Term Promotions Committee, and review by the Dean of the College of Medicine. The Dean makes the final decision.

Excellence in patient care, education, and research in academic medical systems requires diversity of skills from individual faculty working effectively in teams. A goal of promotion is to recognize the value of individual contributions to overall outcomes that promote the academic mission of the Department, College, University and profession of Radiation Oncology. This value is demonstrated through creative scholarship and sustained excellence in patient care and/or the academic mission areas.

Although all faculty seeking promotion are expected to demonstrate scholarship, the Department recognizes that scholarship may occur in different forms. Non-tenure-track faculty candidates for promotion will be expected to demonstrate sustained scholarship and excellence in one or more of the following areas: Research and Creative Accomplishments, Teaching and Learning, and Patient Care.

Scholarship of Research and Creative Accomplishments

Discovery of new knowledge and the translation of that knowledge to evidence-based clinical application is a critical function of the Department of Radiation Oncology. In general terms, scholarly work should build on a rigorous study or program design and demonstrate the following features:

  • Clear premise supported by needs assessment, literature search, etc.
  • Prospective design with clear objectives or hypotheses
  • Use of an appropriate study or project methodology (ex. QI, PDSA cycle)
  • Appropriate outcome measures
  • Reproducible methods of analysis
  • Synthesis and reflective review
  • Rigorous assessment of overall impact to department, institution, profession or community
  • Dissemination of knowledge gained and extrapolation to the broader field.

Examples of scholarly activity in this area include but are not limited to:

  • Dissemination of new knowledge through publication in peer-reviewed journals such as Radiology, AJR, JACR, as well as subspecialty society and general medical society journals
  • Critical analysis of research through meta-analyses or systematic reviews
  • Consolidation and scholarly presentation of research through publication of books, book chapters and review articles
  • Development of intellectual property such as novel devices, computer programs and applications, technology or process innovation
  • Independent research funding, through submission of competitive research proposals
  • Substantive contribution to research as an investigator on clinical trials, such as ACRIN trials
  • Invitation to present research or scholarly activity at regional, national and international meetings

Scholarship of Teaching and Learning

Education of students, residents, fellows and healthcare professionals requires dissemination of knowledge through effective communication and evaluation. Evaluation of the candidate’s performance in the area of Scholarship of Teaching and Learning is limited to those activities conducted while under employment at Penn State. In general, scholarship in education should demonstrate adherence to recognized guidelines such as those published by Glassick (Glassick CE; Boyer’s Expanded Definitions of Scholarship, the Standards for Assessing Scholarship, and the Effectiveness of the Scholarship of Teaching, Acad. Med. 2000; 75:877–880). These are:

  • Clear goals
  • Adequate preparation
  • Appropriate methods
  • Significant results
  • Effective presentation
  • Reflective critique

Examples of scholarly activities in this area include:

  • Development, implementation, and evaluation of new curricula, courses, syllabi or educational media
  • Dissemination of new knowledge of education methods through publications or presentations at regional, national or international meetings
  • Distribution and evidence of utilization of teaching materials and curricula distributed through electronic media: MedEdPORTAL, e-learning platforms, webinars
  • Portfolio of education programs developed. Greater consideration will be given to works receiving external peer review and recognition such as the College of Medicine Scholarship in Education Award
  • Adoption of work by other organizations, departments or regulatory agencies
  • Community education and outreach through lectures, seminars, events and social media with evidence of impact

Scholarship of Patient Care

A major responsibility of clinical faculty in the Department of Radiation Oncology is care of patients and consultation with referring clinicians. Examples of excellence in clinical care may be demonstrated by:

  • Development, dissemination, and evidence of adoption of quality improvement or healthcare innovation processes or programs by other departments or organizations
  • Development of new clinical services, practices or integrated care teams
  • Creation of clinical guidelines or health policies that are disseminated through regulatory agencies, or professional societies
  • Programs that demonstrate improvement in the clinical experience for the patient and/or providers
  • Rigorous incorporation of evidence-based practice in clinical care
  • Recognition of excellence in clinical care as evaluated by peers and referring clinicians
  • Certificate of additional qualification in those subspecialties issuing this certification
  • Development of clinical programs or process improvements that increase value to the patient by reducing cost

Sustained Excellence in Service to Research, Education and Patient Care

It is expected that candidates will demonstrate an appropriate level of academic service to the Department, College, University and the profession based on the stage of their career and effort allocation.

Examples of sustained excellence in academic service include consistent demonstration of:

  • Effective teaching through trainee/participant evaluations
  • Education of peers by serving as faculty in continuing medical education activities
  • Contribution of clinical expertise or case material to research projects
  • Participation in Department, College or University Committees
  • Participation in regional, national and international professional organizations and their committees
  • Service to the research and educational mission of the profession through activity in scientific review committees, journal reviewer, editorial roles, program planning committees, government/regulatory agencies and board examination panels
  • Participation in and/or leadership of community events and organizations that fall under the academic scope of the Department, College, University or profession

Expectations for Promotion based on Academic Rank

Expectations for promotion must consider the diversity in academic focus and responsibilities of our faculty, and align with expectations for job performance and effort allocation. Some faculty are highly subspecialized and tightly focused in their academic production. Other faculty require academic effort and contribution across several mission areas. Evaluation of a candidate’s performance must take into account this diversity by looking at the overall value and impact of the academic contribution to the Department, College, University and profession.

The following serve as general guidelines for expectations.

Expectations for Clinical Faculty

  • Assistant Professor to Associate Professor
    • Clinical faculty spend 70 percent or more of their non-administrative effort in patient care and teaching. The candidate must receive satisfactory written evaluation from the Department Promotion and Tenure Committee and the Departmental Chair. The candidate should be recognized as an excellent clinician by peers and referring physicians and through patient satisfaction surveys when appropriate. They must demonstrate scholarship as defined above that is comparable with other faculty at the level of an Associate Professor at Penn State and similar academic Radiation Oncology departments. They must demonstrate a level of sustained excellence in academic service through consistent contribution and, where applicable, measures of effectiveness. At least a regional reputation is required for promotion to Associate Professor.
  • Associate Professor to Professor
    • All of the requirements described for promotion to Associate Professor will be taken into account. The candidate must be an acknowledged leader in the practice of Radiation Oncology with a reputation for superior accomplishments demonstrated by invitations to professional societies, academic awards or recognition, presentations, visiting professorships, etc. It is expected that the candidate will have scholarly productivity that is comparable with other faculty at the level of a Professor at Penn State and similar academic Radiation Oncology departments. A national or international reputation is required for promotion to Professor.

Expectations for Non-Clinical Faculty

  • Assistant Professor to Associate Professor
    • The Candidate must receive satisfactory written evaluation from the Department Promotion and Tenure Committee and Departmental Chair. The candidate should have documented accomplishment in a specific area of research and published work in peer-reviewed journals. The candidate should also demonstrate the following: capability for independent research, ability to teach trainees, along with capability and willingness to serve at the departmental, college or university level. At least a regional reputation is required for promotion to Associate Professor.
  • Associate Professor to Professor
    • All of the requirements described for promotion to Associate Professor will be taken into account. In addition, the candidate must have established independent research with extramural funding and demonstrate a record of publications in peer-reviewed journals. There must be evidence of leadership within the profession. There must be continued contribution to the scholarship of teaching and learning and service and the scholarship of service to the University, society and the profession. A national or international reputation is required for promotion to Professor.

The dossier for the candidate will be prepared in accordance with the guidelines provided in AC23.

Reviewed: July 2018

Radiology Expand answer

Policy for Promotion and Tenure for Tenure-Track Faculty

This document is prepared in accordance with the Mission Statement of the Department of Radiology and University Policy AC23 (Promotion and Tenure Procedures and Regulations).

As noted in the Mission Statement of the Department of Radiology, candidates for promotion and promotion and tenure are evaluated in the three areas which comprise the mission of the College of Medicine and Department of Radiology:

  • The Scholarship of Research and Creative Accomplishments
  • The Scholarship of Teaching and Learning
  • Patient Care Activities

Departmental criteria

The review process for promotion or promotion and tenure evaluates the relative academic and professional merits of a candidate judged in reference to other faculty of the recommended rank (Associate Professor or Professor) including prospective faculty.

Therefore, standards cannot be fixed and will to some extent reflect the market and ability of the University to attract faculty. The evaluative process will involve more exacting scrutiny and a higher level of performance as the faculty member advances in rank.

A tenure track (continuing, full-time appointment) faculty member in the Department of Radiology who is a candidate for promotion or promotion with tenure shall have the minimum rank of Assistant Professor.

The College of Medicine requires clinical faculty on the tenure track to have ABMS certification or equivalent requirements to enter the process for the appropriate specialty
board certification or the equivalent. Clinical radiologists at the rank of Assistant Professor must be board certified by the American Board of Radiology to be considered for promotion or tenure.

All faculty members who are eligible to be certified by the American Board of Radiology in subspecialties with a Certificate of Additional Qualification (CAQ) (Pediatric Radiology, Neuroradiology, Vascular and Interventional Radiology) must obtain and maintain a CAQ in their respective area of expertise before they become eligible for promotion to Associate Professor or Professor. This applies to future subspecialties that may develop CAQ. Faculty members who are practicing nuclear medicine and are eligible for subspecialty certification must obtain and maintain either a CAQ in nuclear medicine from the ABR or ABNM certification.

Procedure/expectations

The Radiology Promotion and Tenure Committee shall consist of no fewer than three members at the rank of Associate Professor or Professor. The Chair of the Promotion and Tenure Committee may serve in that role for a maximum of three years. The Chair of the Department may not serve on the Promotion and Tenure Committee. Only tenured members of the committee may participate in the deliberative process for candidates under consideration for tenure. Members at the Associate Professor level who serve on the Departmental committee will not participate in the deliberative process for candidates seeking promotion to the level of Professor. Radiology faculty who serve on the College Committee for Promotion and Tenure may not serve on the departmental committee.

Faculty members on the tenure track will be assigned a departmental mentor who is a tenured member of the faculty. The performance of each faculty member on the tenure track is reviewed during the third, sixth and ninth year of service by the Radiology Promotion and Tenure Committee. Continuation on the tenure track requires review and approval by the departmental committee at the third, sixth and ninth years. The candidate will be evaluated according to the most current version of University Policy AC23 (Promotion and Tenure Procedures and Regulations).

The processes for levels of review for obtaining promotion and tenure on the tenure track are outlined within this document. Documented accomplishments are necessary in the specific areas of either the scholarship of teaching and learning and the scholarship of research and creative accomplishments, or patient care activities and the scholarship of teaching and learning depending on letter of hire and/or AC40 reviews. Given the diversity of activities and responsibilities of its faculty, the Department recognizes that scholarship may occur in different forms.

Scholarship of Research and Creative Accomplishments

Discovery of new knowledge and the translation of that knowledge to evidence-based clinical application is a critical function of the Department of Radiology. Examples of scholarly activity in this area include but are not limited to:

  • Dissemination of new knowledge through publication in peer-reviewed journals.
  • Critical analysis of research through meta-analyses or systematic reviews.
  • Consolidation and scholarly presentation of research through publication of books, book chapters and review articles.
  • Development of intellectual property such as novel devices, computer programs or processes.
  • Independent research funding, through submission of competitive research proposals. (Greater weight will be given to externally funded proposals.)
  • Leadership in research by serving as an investigator on clinical trials, such as RTOG, NRG trials (although important commercial trials carry less weight).
  • Invitation to present research or scholarly activity at regional, national and international meetings.

Scholarship of Teaching and Learning

Education of students, residents, and fellows requires dissemination of knowledge through effective communication and evaluation. Evaluation of the candidate’s performance in the area of Scholarship of Teaching and Learning is limited to those activities conducted at Penn State. Examples of scholarly activities in this area include:

  • Development, implementation, and evaluation of new curricula, courses, syllabi or educational media.
  • Demonstration of effective skills as a teacher, mentor or educational administrator, through evaluations from students, peers or supervisors.
  • Dissemination of new knowledge of education methods through publications or presentations at regional, national or international meetings.

Service and the Scholarship of Service to the University, Society and the Profession

From the Department to the profession, growth and implementation of the mission requires commitment and service from members. Examples of scholarly activities in this area include:

  • Pattern of consistent participation in Department, College or University committees.
  • Active participation in regional, national and international professional organizations and their committees. Special recognition is given to leadership roles in these organizations.
  • Service to the research and educational mission of the profession through activity in scientific review committees, journal reviewer, editorial roles, program planning committees and board examination panels.
  • Education of peers by serving as faculty in continuing medical education activities.
  • Outreach and educational activities to the community.

Patient Care Activities

A major responsibility of clinical faculty in the Department of Radiology is care of patients and consultation with referring clinicians. Examples of excellence in clinical care may be demonstrated by:

    Incorporation of evidence-based practice in clinical care.
  • Recognition of excellence in clinical care as evaluated by peers and referring clinicians.
  • Certificate of additional qualification in those subspecialties issuing this certification.
  • Active participation in ABR Maintenance of Certification.
  • Development of unique clinical services befitting of an academic medical center.
  • Evidence of clinical productivity commensurate with clinical responsibilities and assignment.

Expectations for Non-Clinical Faculty

  • Third-year review
    • Satisfactory written evaluation from the Department Promotion and Tenure Committee and the Departmental Chair. The candidate should have documented accomplishment in a specific area of research and published work in peer-reviewed journals. Efforts to obtain extramural research funding and signs of becoming a competent teacher are desirable.
  • Sixth-year review
    • Hopefully, the candidate will have obtained research support, continue to publish high-quality research in peer-reviewed journals, show continued competency in teaching, and become involved in service within the department and college through various committees.
  • Ninth-year review
    • Demonstrate capability for independent and/or interdependent research, continue to publish in peer reviewed journals of high repute, and demonstrate ability to teach medical and/or graduate students, along with capability and willingness to serve at the departmental, college or university level.
  • Assistant Professor to Associate Professor
    • To be in a position to receive a successful review for tenure and promotion to the rank of Associate Professor, candidates should have met the criteria/expectations listed above.
  • Associate Professor to Professor
    • All of the requirements described for promotion to Associate Professor will be taken into account. In addition, the candidate must have established independent research with extramural funding and demonstrate a record of publications in peer-reviewed journals. Most importantly, the candidate is expected to be a recognized leader in their specialty, nationally and internationally. There must be evidence of leadership within the profession. There must be continued contribution to the scholarship of teaching and learning and service and the scholarship of service to the University, society and the profession.

Expectations for Clinical Faculty

  • Third-year review
    • The candidate must receive satisfactory written evaluation from Departmental Promotion and Tenure Committee and Departmental Chair. It should be recognized that patient care activities by the clinician-educator include simultaneous teaching of medical students, residents and clinicians. The candidate should be spending 70 percent or more of total effort in patient care and teaching with a satisfactory recommendation from immediate supervisor, Section Chief and/or Chair. The candidate should be encouraged to publish.
  • Sixth-year review
    • As above. In addition, the candidate should become involved in service capacities within the department and college.
  • Ninth-year review
    • The candidate should be recognized as an excellent clinician by peers and referring physicians. Publications in peer-reviewed journals as well as teaching materials, new curriculum offerings educational programs, etc., are recommended. Participate in regional and national professional societies at the local and national level. There must be demonstrated scholarship of teaching and learning to include medical students, residents and clinicians.
  • Assistant Professor to Associate Professor
    • To be in a position to receive a successful review for tenure and promotion to the rank of Associate Professor, candidates should have met the criteria/expectations listed above.
  • Associate Professor to Professor
    • Appointment or promotion is based on continuing evidence of productivity involving patient care activities and continued excellence in the scholarship of teaching and learning. The clinician-educator must be an acknowledged leader in the practice of radiology with a national and international reputation for superior accomplishments demonstrated by invitations to professional societies, academic awards or recognition, presentations, visiting professorships, etc. Publications in peer-reviewed journals are necessary and there must be evidence of continued service and the scholarship of service to the University, society and the profession. There must be demonstrated scholarship of teaching and learning to include medical students, residents and clinicians. The dossier for the candidate will be prepared in accordance with the guidelines provided in AC23.

Policy for Promotion of Non-Tenure Track (Fixed Term) Faculty

This document is prepared in accordance with the Mission Statement of the Department of Radiology and University Policy AC23 (Promotion and Tenure Procedures and Regulations).

Candidates for promotion on the non-tenure (fixed-term) track are evaluated in the three areas which comprise the mission of the College of Medicine and Department of Radiology:

  • The Scholarship of Research and Creative Accomplishments
  • The Scholarship of Teaching and Learning
  • Patient Care Activities

In addition to academic scholarship which is the essential element of evaluation, it is expected that candidates will provide excellence in service to the Department, College, University and/or profession.

Departmental criteria

The review process for promotion evaluates the relative academic and professional merits of a candidate judged in reference to other faculty of the recommended rank (Associate Professor or Professor) including prospective faculty. Therefore, standards cannot be fixed and will to some extent reflect the market and ability of the University to attract faculty. The evaluative process will involve more exacting scrutiny and a higher level of performance as the faculty member advances in rank.

A non-tenure track faculty member in the Department of Radiology who is a candidate for promotion shall have the minimum rank of Assistant Professor. Non-tenure-track clinical faculty in the Department of Radiology must be board certified prior to promotion.

All faculty members who are eligible to be certified by the American Board of Radiology in subspecialties with a Certificate of Additional Qualification (CAQ) (Pediatric Radiology, Neuroradiology, Vascular and Interventional Radiology) must obtain and maintain a CAQ in their respective area of expertise to be eligible for promotion to Associate Professor or Professor. This applies to future subspecialties that may develop CAQ. Faculty members who are practicing nuclear medicine and are eligible for subspecialty certification must obtain and maintain either a CAQ in nuclear medicine from the ABR or ABNM certification.

Procedure/expectations

Non-tenure-track faculty will be counseled on progress toward promotion at least yearly and their progress reviewed by the Chair of the Department of Radiology at the time of their annual review. Accomplishments consistent with effort allocation are expected in the form of creative scholarship in research, education, and/or patient care, and sustained excellence in academic service to the Department, College, University and/or the profession.

It is recognized that not all non-tenure-track faculty will wish to pursue promotion. Those who strive for promotion will be held to a higher standard of academic achievement. There is no defined timeline, i.e., third-, sixth- and ninth-year reviews, as there is for tenure track faculty. In general it is anticipated that a faculty member will have five years of employment at Penn State as an Assistant Professor before promotion to Associate Professor on the non-tenure track. All non-tenure-track faculty receive a mentor when joining the Department and will be evaluated for eligibility for promotion at least every five years. When a faculty member on the non-tenure track begins the final year of preparing the promotion dossier, a departmental mentor (member of the Radiology Promotion and Tenure Committee) will be assigned to guide them through the preparation and submission process.

The Radiology Promotion and Tenure Committee will review both tenure- and non-tenure-track candidates and shall consist of no fewer than three members who are at the rank of Associate Professor or Professor. The Chair of the Promotion and Tenure Committee may serve in that role for a maximum of three years. The Chair of the Department may not serve on the Promotion and Tenure Committee. Members at the Associate Professor level who serve on the Departmental Committee will not participate in the deliberative process for candidates seeking promotion to the level of Professor. Radiology faculty who serve on College Committees for Promotion may not serve on the Departmental Promotion and Tenure Committee. For promotion to occur, there must be a nomination by the Department Chair, review by the Department Promotion and Tenure Committee, review by the Department Chair, review by the College of Medicine Fixed Term Promotions Committee, and review by the Dean of the College of Medicine. The Dean makes the final decision.

Excellence in patient care, education, and research in academic medical systems requires diversity of skills from individual faculty working effectively in teams. A goal of promotion is to recognize the value of individual contributions to overall outcomes that promote the academic mission of the Department, College, University and profession of Radiology. This value is demonstrated through creative scholarship and sustained excellence in patient care and/or the academic mission areas.

Although all faculty seeking promotion are expected to demonstrate scholarship, the Department recognizes that scholarship may occur in different forms. Non-tenure-track faculty candidates for promotion will be expected to demonstrate sustained scholarship and excellence in one or more of the following areas: Research and Creative Accomplishments, Teaching and Learning, and Patient Care.

Scholarship of Research and Creative Accomplishments

Discovery of new knowledge and the translation of that knowledge to evidence-based clinical application is a critical function of the Department of Radiology. In general terms, scholarly work should build on a rigorous study or program design and demonstrate the following features:

  • Clear premise supported by needs assessment, literature search, etc.
  • Prospective design with clear objectives or hypotheses
  • Use of an appropriate study or project methodology (ex. QI, PDSA cycle)
  • Appropriate outcome measures
  • Reproducible methods of analysis
  • Synthesis and reflective review
  • Rigorous assessment of overall impact to department, institution, profession or community
  • Dissemination of knowledge gained and extrapolation to the broader field.

Examples of scholarly activity in this area include but are not limited to:

  • Dissemination of new knowledge through publication in peer-reviewed journals such as Radiology, AJR, JACR, as well as subspecialty society and general medical society journals
  • Critical analysis of research through meta-analyses or systematic reviews
  • Consolidation and scholarly presentation of research through publication of books, book chapters and review articles
  • Development of intellectual property such as novel devices, computer programs and applications, technology or process innovation
  • Independent research funding, through submission of competitive research proposals
  • Substantive contribution to research as an investigator on clinical trials, such as ACRIN trials
  • Invitation to present research or scholarly activity at regional, national and international meetings

Scholarship of Teaching and Learning

Education of students, residents, fellows and healthcare professionals requires dissemination of knowledge through effective communication and evaluation. Evaluation of the candidate’s performance in the area of Scholarship of Teaching and Learning is limited to those activities conducted while under employment at Penn State. In general, scholarship in education should demonstrate adherence to recognized guidelines such as those published by Glassick (Glassick CE; Boyer’s Expanded Definitions of Scholarship, the Standards for Assessing Scholarship, and the Effectiveness of the Scholarship of Teaching, Acad. Med. 2000; 75:877–880). These are:

  • Clear goals
  • Adequate preparation
  • Appropriate methods
  • Significant results
  • Effective presentation
  • Reflective critique

Examples of scholarly activities in this area include:

  • Development, implementation, and evaluation of new curricula, courses, syllabi or educational media
  • Dissemination of new knowledge of education methods through publications or presentations at regional, national or international meetings
  • Distribution and evidence of utilization of teaching materials and curricula distributed through electronic media: MedEdPORTAL, e-learning platforms, webinars
  • Portfolio of education programs developed. Greater consideration will be given to works receiving external peer review and recognition such as the College of Medicine Scholarship in Education Award
  • Adoption of work by other organizations, departments or regulatory agencies
  • Community education and outreach through lectures, seminars, events and social media with evidence of impact

Scholarship of Patient Care

A major responsibility of clinical faculty in the Department of Radiology is care of patients and consultation with referring clinicians. Examples of excellence in clinical care may be demonstrated by:

  • Development, dissemination, and evidence of adoption of quality improvement or healthcare innovation processes or programs by other departments or organizations
  • Development of new clinical services, practices or integrated care teams
  • Creation of clinical guidelines or health policies that are disseminated through regulatory agencies, or professional societies
  • Programs that demonstrate improvement in the clinical experience for the patient and/or providers
  • Rigorous incorporation of evidence-based practice in clinical care
  • Recognition of excellence in clinical care as evaluated by peers and referring clinicians
  • Certificate of additional qualification in those subspecialties issuing this certification
  • Development of clinical programs or process improvements that increase value to the patient by reducing cost

Sustained Excellence in Service to Research, Education and Patient Care

It is expected that candidates will demonstrate an appropriate level of academic service to the Department, College, University and the profession based on the stage of their career and effort allocation.

Examples of sustained excellence in academic service include consistent demonstration of:

  • Effective teaching through trainee/participant evaluations
  • Education of peers by serving as faculty in continuing medical education activities
  • Contribution of clinical expertise or case material to research projects
  • Participation in Department, College or University Committees
  • Participation in regional, national and international professional organizations and their committees
  • Service to the research and educational mission of the profession through activity in scientific review committees, journal reviewer, editorial roles, program planning committees, government/regulatory agencies and board examination panels
  • Participation in and/or leadership of community events and organizations that fall under the academic scope of the Department, College, University or profession

Expectations for Promotion based on Academic Rank

Expectations for promotion must consider the diversity in academic focus and responsibilities of our faculty, and align with expectations for job performance and effort allocation. Some faculty are highly subspecialized and tightly focused in their academic production. Other faculty require academic effort and contribution across several mission areas. Evaluation of a candidate’s performance must take into account this diversity by looking at the overall value and impact of the academic contribution to the Department, College, University and profession.

The following serve as general guidelines for expectations.

Expectations for Clinical Faculty

  • Assistant Professor to Associate Professor
    • Clinical faculty spend 70 percent or more of their non-administrative effort in patient care and teaching. The candidate must receive satisfactory written evaluation from the Department Promotion and Tenure Committee and the Departmental Chair. The candidate should be recognized as an excellent clinician by peers and referring physicians and through patient satisfaction surveys when appropriate. They must demonstrate scholarship as defined above that is comparable with other faculty at the level of an Associate Professor at Penn State and similar academic radiology departments. They must demonstrate a level of sustained excellence in academic service through consistent contribution and, where applicable, measures of effectiveness. At least a regional reputation is required for promotion to Associate Professor.
  • Associate Professor to Professor
    • All of the requirements described for promotion to Associate Professor will be taken into account. The candidate must be an acknowledged leader in the practice of radiology with a reputation for superior accomplishments demonstrated by invitations to professional societies, academic awards or recognition, presentations, visiting professorships, etc. It is expected that the candidate will have scholarly productivity that is comparable with other faculty at the level of a Professor at Penn State and similar academic radiology departments. A national or international reputation is required for promotion to Professor.

Expectations for Non-Clinical Faculty

  • Assistant Professor to Associate Professor
    • The Candidate must receive satisfactory written evaluation from the Department Promotion and Tenure Committee and Departmental Chair. The candidate should have documented accomplishment in a specific area of research and published work in peer-reviewed journals. The candidate should also demonstrate the following: capability for independent research, ability to teach trainees, along with capability and willingness to serve at the departmental, college or university level. At least a regional reputation is required for promotion to Associate Professor.
  • Associate Professor to Professor
    • All of the requirements described for promotion to Associate Professor will be taken into account. In addition, the candidate must have established independent research with extramural funding and demonstrate a record of publications in peer-reviewed journals. There must be evidence of leadership within the profession. There must be continued contribution to the scholarship of teaching and learning and service and the scholarship of service to the University, society and the profession. A national or international reputation is required for promotion to Professor.

The dossier for the candidate will be prepared in accordance with the guidelines provided in AC23.

Reviewed: July 2018

Surgery Expand answer

The College of Medicine’s mission is to educate medical and graduate students, postdoctoral scholars and residents; to develop research programs for the advancement of medical and scientific knowledge; and to provide a range of fully integrated patient care. In the discussion of tenure/fixed-term promotion, it is important to consider these missions and distinguish the differing roles that faculty members are required to fulfill.

To be considered for tenure/fixed-term promotion, a faculty member of the College of Medicine should have demonstrated accomplishments in:

  • the scholarship of teaching and learning;
  • the scholarship of research and creative accomplishments;
  • service, and the scholarship of service to the University, society and the profession; and
  • patient care, when applicable.

The essential element in these accomplishments must be scholarship, which is defined as the thoughtful discovery, transmission and application of knowledge. The College of Medicine encourages and supports collaborative and interdisciplinary research consistent with the University Strategic Plan. The proportion of these accomplishments in each of the four missions, and the emphasis in their evaluation for any individual faculty member should initially be in accordance with the agreed-on allocation of effort stated in the faculty member’s letter of offer or in the subsequent annual AC40
documents.

Competence must be demonstrated in all of the areas of job responsibility. While faculty members are expected to perform well in all categories, clearly demonstrated professional excellence and/or sustained contribution in at least two areas must be achieved for both tenure and fixed-term members. In general, primary emphasis and assessment will be placed on contributions to the scholarship of teaching, research and/or patient care.

Criteria for Appointment and Promotion

Assistant Professor

Appointment to this rank will be based on the following criteria:

  • Completion of doctoral and postdoctoral training.
  • Satisfactory recommendations from individuals who know the candidate’s work. At least one letter must come from a senior mentor at the previous place of training or employment whether that employment was as a resident or postdoctoral trainee.
  • For all clinicians, appointment as an Assistant Professor requires meeting American Board of Medical Specialties (ABMS) or equivalent requirements to enter the process for the appropriate specialty board certification or the equivalent.

The faculty member must have demonstrated an interest in and the potential to excel in one or more of:

  • the scholarship of teaching and learning;
  • the scholarship of research and creative accomplishments;
  • service, and the scholarship of service to the University, society and the profession; and
  • patient care, when applicable.

Associate Professor

Appointment or promotion to this rank will be based on the following criteria:

  • Demonstration of the ability to effectively teach medical students, graduate students, postdoctoral scholars or residents, as well as to participate in the administrative duties and the intellectual life of the University.
  • Performance of scholarly activity and the dissemination of the results of that activity in the form of publications, presentations at regional or national meetings or patent application.
  • Evidence of mastery and a degree of independence in a field as demonstrated by acknowledgement of their work by their peers. For the clinician, this shall also include appropriate ABMS or equivalent board certification.
  • Establishment of a regional reputation in their discipline as manifested by membership in regional and national professional specialty societies, and presentation at local, regional and national meetings and holding office or membership in committees of national organizations.

Professor

Such appointment or promotion will be based on the following criteria:

  • Demonstration of excellence in:
    • the scholarship of teaching and learning;
    • the scholarship of research and creative accomplishments;
    • service, and the scholarship of service to the University, society and the profession; and
    • patient care, for clinicians.
  • Evidence of recognized leadership in a discipline and evidence of continuing productivity manifest by additional dissemination of scholarly activity in the form of publications, presentations at regional, national or international meetings, successful peer-reviewed funding of scholarly activities or patent application.
  • Evidence of a national reputation as demonstrated by membership in study sections, advisory groups, prestigious professional societies, as well as the receipt of awards, prizes, and other notable scholarly achievements.

Specific Criteria

Scholarship of Teaching and Learning

This section contains the following in reverse chronological order with the most recent date listed first:

  • Lists of courses taught in student and resident instruction at Penn State for each semester with enrollments in each course as concisely as possible.
  • List of non-credit courses and workshops taught in support of outreach-based instruction, including continuing and distance education, service learning courses, international programs, cooperative extension programs and clinical assignments at Penn State.
  • List of advising responsibilities and the names of student or resident advisees.
  • Concise compilation of results of student and resident evaluation from multiple sources and documented evaluation of candidate’s programs, activities and skills in relating to clientele.
  • Faculty input concerning the evaluation for teaching effectiveness, including any statements from colleagues who have visited the candidate’s classroom and evaluated his or her teaching, or who are in good position to evaluate outreach-based instruction or advising.
    • Peer review shall consider a range of teaching activities including, but not limited to, the development of materials such as case studies and class assignments, course of teaching portfolios, advising, research collaboration and graduate student mentoring.
  • Statements from administrators which attest to the candidate’s teaching and advising effectiveness.
  • Evidence of student and resident and/or outreach-based teaching and advising effectiveness (e.g., performance of students in subsequent courses, tangible results and benefits derived by clientele; recipient of teaching awards).
  • Supervision of and membership on graduate and undergraduate dissertations, theses, projects, monographs, performances, productions and exhibitions required for degrees; types of degrees and years granted.
  • If student comments from such sources as student evaluations, formal interviews, or exit surveys are reviewed, the findings should be presented by summary statement that convey the students’ sense of strength and weakness.
  • Teaching materials available as supplementary materials, including such items as case studies and teaching portfolios that, if voluminous, are to be kept in the Office of the Chair.

Scholarship of Research and Creative Accomplishments

This section contains the following, listed in standard bibliographic form with the most recent date first. (Do not include material contained in other sections of the dossier.)

  • Research and/or scholarly publications
    • Citations should include beginning and ending page numbers or total number of pages, where appropriate; for multiple-authored works, the contribution of the candidate should be clearly indicated (e.g., co-author, supervised person who authored the work, etc. and percent of contribution). Electronic journals should be listed in appropriate categories with documentation as outlined in the Administrative Guidelines, 111.C.7.
    • Publications should be listed as follows:
      • Articles published in refereed journals (include any articles in refereed journals in this section)
      • Books
      • Parts of books
      • Book reviews
      • Refereed conference proceedings
      • Articles published in non-refereed journals
      • Articles in in-house publications
      • Research reports to sponsor
      • Manuscripts accepted for publication (substantiated by letter of acceptance) – indicate if peer-reviewed and number of pages of manuscript
      • Manuscripts submitted for publication, with an indication of where submitted and when – indicate if peer-reviewed and number of pages of manuscript
      • Manuscripts in progress (second-, third-, fourth- and fifth-year reviews only. For the College of medicine this also includes sixth-, seventh- and eighth-year reviews only.)
      • Cooperative extension bulletins and circulars
  • Creative accomplishments
    • Exhibition, installation, production, or publication of original works of surgical techniques or research
  • Papers, presentations, seminars, and workshops
    • Papers presented at technical and professional meetings (meeting and paper titles); indication about whether the candidate was the presenter
    • Record of participation in, and description of, seminars and workshops (short description of activity, with titles, dates, sponsor, etc.); indication of role in seminar or workshop, e.g., student, invited participant, etc.
  • Description of outreach or other activities in which there was significant use of candidate’s expertise (consulting, journal editor, reviewer for refereed journals or presses, peer reviewer of grants, speaking engagements, services to government agencies, professional and industrial associations, educational institutions, etc.)
  • Projects, grants, commissions, and contracts (date, title, where submitted, amount):
    • Awarded (fully processed financial award)
    • Pending (submitted proposal that is awaiting funding status from sponsor)
    • Not funded (notification received from sponsor or principal investigator that proposal was not funded (second-, third-, fourth- and fifth-year reviews only. For the College of Medicine, this also includes sixth-, seventh- and eighth-year reviews only).
  • Other evidence of research or creative accomplishments as appropriate (patents, new product development, new art forms, citation index analysis, etc.) including impact on society of research scholarship and creative accomplishments
  • Record of pursuit of advanced degrees and/or further academic studies
  • Record of membership in professional and learned societies
  • Description of new courses and/or programs developed, including service learning and outreach courses
  • Description of new computer software programs developed
  • Description of new methods of teaching established courses and/or programs
  • List of honors or awards for scholarship or professional activity
  • List of grants and contracts for improvement of instruction, with an indication of the candidate’s role in preparing and administering the grants and contracts
  • Applications of research scholarship in the field including new applications developed and tested; new or enhanced systems and procedures demonstrated or evaluated for government agencies, professional and industrial associations, educational institutions, etc.
  • Technology transferred or adapted in the field
  • Technical assistance provided
  • If there are unit-specific objective criteria used for assessing the scholarly substance and quality of the candidate’s achievement in research and creative accomplishment, list the candidate’s performance as measured by these criteria
  • Service and the Scholarship of Service to the University, Society and the Profession
    • Record of committee work at campus, college, department and University levels.
    • Participation in campus and/or University-wide governance bodies and related activities.
    • Record of administrative support work (college representative, etc.).
    • Record of contributions to the University’s programs to enhance equal opportunity and cultural diversity.
    • Assistance to student organizations.
    • Record of formal activities that enhance the clinical outcome of patients cared for at Penn State Health Milton S. Hershey Medical Center.
    • Other.
  • Service and the Scholarship of Service to the University, Society and the Profession

    The evaluation of the Scholarship of Research and Creative Accomplishments will be based upon the following:

    • Service to the University
      • Record of committee work at campus, college, department and University levels
      • Participation in campus and/or University-wide governance bodies and related activities
      • Record of administrative support work (college representative, faculty mentoring, assessment activities, etc.)
      • Record of contributions to the University’s programs to enhance equal opportunity and cultural diversity
      • Assistance to student organizations
      • Participation in recruitment and retention activities
      • Participation in development/fundraising activities
      • Other
    • Service to society as a representative of the University (limited to those activities that use the candidate’s professional expertise)
      • Participation in community affairs
      • Service to governmental agencies at the international, Federal, state or local levels
      • Service to business and industry
      • Service to public and private organizations
      • Service to citizen/client groups
      • Testifying as an expert witness
      • Other (e.g., participation in task forces, authorities, meetings, etc. of public, nonprofit or private organizations)
    • Service to the disciplines and to the profession
      • Organizing conferences, service on conference committees
      • Active participation in professional and learned societies (e.g., offices held, committee work, and other responsibilities)
      • Other

    Patient Care

    The evaluation will be based upon:

    • Summary of the candidate’s clinical assignments at Penn State Health Milton S. Hershey Medical Center, sites in State College, other Penn State Health sites or affiliated sites, including effort commitments and number and complexity of cases for the period under review (since last promotion or past five years, whichever is shorter).
    • Candidates should ensure that the Narrative Statement at the beginning of the dossier describes their clinical expertise and area of focus.
      • Listing by year the number of major and minor cases done.
      • Listing by year the number of new and return outpatients seen in clinic.
      • Listing by year the RVUs generated.
      • Listing by year the RVUs stratified for the percent effort expended on patient care, compared to Academic Health Center data at the 25th, 50th, 75th or 100th percentile.

    Committee Composition

    The Department of Surgery Promotion and Tenure Committee should consist of at least three members, all tenured faculty, at the rank of full Professor with at least one tenured Associate Professor. A larger, odd-numbered Committee is desirable but should not exceed seven members.

    • An Associate Professor may not vote on candidates for promotion to Professor of Surgery.
    • Any member of the Departmental Promotion and Tenure Committee with a potential conflict should recuse themselves from the discussion and vote.
    • Committee recommendations are based on a majority vote. A single report will reflect the Committee decision. If a minority opinion is expressed, it will be included in the single report.
    • The Recommendation of the Departmental Promotion and Tenure Committee along with the completed and signed dossier is sent to the Department Chair for review and inclusion in their evaluation letter. The entire dossier is then forwarded to the Dean’s Office. Candidates holding fixed-term appointments will receive a letter from the Dean regarding the outcome. Those on the tenure track will receive a letter from the President of the University regarding the outcome.

    Reviewed: July 15, 2018