Appendix C
PERSONNEL POLICIES AND PROCEDURES FOR THE FACULTY OF EAST CAROLINA UNIVERSITY^[1]

IV. Professional Advancement

Promotion is a means through which professional achievement is encouraged, recognized, and rewarded by the university. Evaluation of faculty for purposes of promotion shall accord with the regulations established in accordance with the unit code and shall employ the criteria contained in the unit code approved by the chancellor (ECU Faculty Manual, Appendix L).

Departments in professional schools may also establish guidelines for evaluation of faculty for promotion consistent with the criteria in their school’s unit code. Specific regulations and criteria governing evaluation of faculty for purposes of promotion may vary from unit to unit. As a minimum each unit shall:

· apply published criteria in teaching and creative activity and service for evaluating faculty for promotion;

· make available procedures which will permit each faculty member to report achievements annually or on a more frequent basis;

· assure each faculty member the right to discuss one's candidacy with the unit administrator and/or the personnel committee at any time; and

· notify each faculty member within four days of receipt of the administration's call for promotion recommendations.

Upon request by the faculty member, the unit administrator and the unit personnel committee shall evaluate the faculty member for promotion. Following such evaluation, the unit administrator and the personnel committee shall inform the faculty member of their respective recommendations. Promotion shall be based primarily upon the faculty member's total demonstrated professional competence and achievement. Procedures to be followed for promotion are found in ECU Faculty Manual, Appendix D. Among the many qualifications which may be considered when making recommendations for promotion, the following are essential:

Assistant Professor

· has qualifications of the previous rank

· holds the appropriate terminal degree, as evaluated by the academic unit and affirmed by the appointing officer and the profession concerned

· shows evidence of potential for continued professional growth in teaching effectiveness, creative activity, or research

· has ability and willingness to participate in departmental, college, and university affairs

· has membership in professional organizations

· has demonstrated expertise in clinical practice in disciplines where appropriate

Associate Professor

· has qualifications of the previous rank

· has demonstrated teaching effectiveness

· has a record of creative or research activity resulting in publication or comparable productivity

· has demonstrated ability and willingness to participate in department, college, and university affairs

· has a record of effective service to the profession

· has a record of effective clinical practice in disciplines where appropriate

Professor

· has qualifications of the previous rank

· has an established record of excellence in teaching

· has a significant record of creative or research activity resulting in publication or comparable productivity

· has demonstrated excellent ability and willingness to participate in department, college, and university affairs

· has a record of significant service to the profession

· has a record of effective clinical practice in disciplines where appropriate

Promotion usually should be accompanied by a salary increment which shall be separate from any and all other increments to which the individual may be entitled. Notwithstanding any previous statement that has appeared herein, competence for promotion to a specific rank may be attested to by advanced study, culminating in appropriate graduate degrees, or by extensive work experience in the teaching fields or in a professional practice which is demonstrably of highest quality.

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^[1]For other policies and procedures dealing with faculty appointments, see ECU Faculty Manual, Appendix D.