Guidelines for Promotion in Academic Rank

I. Policy

The purpose of academic promotion is to recognize the professional growth of academic employees and appoint them to titles of academic rank that are consistent with their education, experience, and professional accomplishments. The guidelines below are intended to provide a procedural roadmap to academic faculty seeking promotion. Such faculty should also consult all relevant policies and guidelines within their school and program to fully understand all policies, procedures and criteria relating to academic promotion. These guidelines are published in accordance with the Agreement between UUP and New York State as well as the Policies of the SUNY Board of Trustees. Academic employees seeking promotion are encouraged to read and understand these guidelines fully and ask questions as they proceed towards consideration for academic promotion.

All full-time faculty members eligible for promotion must first schedule an interview with the Office of Human Resources and establish they meet the minimum requirements for appointment and promotion rank no later than October 1 in the academic year that they intend to apply for promotion. The Minimum Qualifications Review used by the Office of Human Resources to establish eligibility has been included in this policy (see Appendix I). Once a candidate is deemed eligible for promotion, the Office of Human Resources will generate the Promotion Request. Candidates deemed ineligible for promotion at this stage have 10 working days to request in writing that the provost review their Minimum Qualifications Review. The provost will have 10 working days from receipt of the request to review the Minimum Qualifications Review and return a written decision to the candidate. A two-week appeal process will be afforded to prospective candidates deemed ineligible for promotion.

Promotion will be based on achievements in these five or six areas: subject mastery, excellence in the areas of teaching or librarianship, scholarly activity, university service, growth and development, and leadership (see specific details under Promotion Criteria Categories). Achievements are defined as activities above and beyond the standard requirements of the candidate’s position. All candidates for promotion must be in good standing with the College.

However, let it be noted, according to the Policies of the SUNY Board of Trustees (Article XII, Title B, §1), that the Chief Administrative Officer of a college holds the following rights:

“The chief administrative officer of a college, after giving consideration to recommendations of academic employees, including the committees, if any, of the appropriate department or professional area and other appropriate sources in connection with promotion of a specific academic employee, may promote, or recommend to the Chancellor for promotion, such persons as are, in the chief administrative officer’s judgment, best qualified. Nothing contained herein shall prevent the chief administrative officer of a college from taking such promotion action as the chief administrative officer may deem appropriate to the operating requirements of the college.”

Beginning with the 2025-26 academic year, each faculty member holding any academic rank below Professor (i.e., Instructor, Assistant Professor, Associate Professor, Assistant Librarian, Senior Assistant Librarian, or Associate Librarian) will be required to develop a minimum two-year plan with Professional Development Evidence (PDE) in order to be considered for academic promotion.

A candidate may only apply for a promotion three (3) or more years from their date of hire or last promotion. For new faculty members who are promoted in their third year, their second promotion may be aligned with continuing appointment. Faculty cannot receive two promotions before receiving continuing appointment.

Exceptions to plan minimums
Any faculty member who has received tenure without applying for or receiving a first promotion may instead develop a one-year PDE for the purposes of being considered for academic promotion. Their file will be evaluated in the spring semester immediately following.

II. Process of Applying for Promotion

A. Timeline for Applying for Promotion

Prior to entering the promotion process, the candidate should review their unit’s rubric or guidelines to determine if they have met the requirements for promotion. It is recommended that they schedule an interview with the Office of Human Resources to determine if they meet the minimum requirements for promotion within their desired timeline.

The candidate may find a mentor or elicit assistance from the Dean/Faculty Director (recommended, but not mandatory). A mentor should be a faculty member that has already been through the promotion process successfully. The mentor may meet with the candidate to discuss the promotion process. They should ensure that the candidate has their interview with Human Resources and provide guidance as the candidate works on their PDE, narrative, and evidence.

All faculty seeking promotion must develop and submit a two-year PDE by to the School Promotion Committee (SPC) by October 15 of the first year of the process in order to be eligible for promotion at the end of year two. The SPC will forward the PDE with their recommendation as to the candidate’s plan and qualifications to the Dean/Library Director by November 1. The Dean/Library Director will return the PDE form to the candidate, signed by both the SPC and the Dean/Library Director. The candidate should save this as they will submit it again to the SPC next year. (Note: Candidates can still apply for promotion without support.) Once approved, the PDE will then be submitted to the Provost's Office by November 15 for informational purposes only.

In the second year of their plan, the candidate should procure a Promotion Request Form from the Office of Human Resources to establish that they are eligible for promotion as per the Minimum Qualifications Review. This form will be generated by HR in the appropriate software.

The candidate should submit their updated and final PDE document to the School Promotion Committee for review and final recommendation by October 15. The School Promotion Committee will forward the PDE and their final recommendation (in favor or against) to the Dean/Library Director by November 1. Each PDE must be reviewed by the SPC and the Academic Dean/Library Director.

The candidate should then work on developing their narrative and supporting documents for promotion. See required documents section below (II.B). The candidate should submit all required documents to the required repository for review by the SPC no later than February 15.

The SPC will review the supporting evidence and make a recommendation on promotion to the Academic Dean/Library Director by March 1. The Academic Dean/Library Director will review and make a recommendation on promotion to the university-wide Academic Promotion Committee by March 15. The dean/director’s review should include an assessment of the candidate’s fulfillment of required administrative obligations in addition to the 5/6 areas of promotion criteria. The dean should also remark on the candidate’s professionalism. All of the recommendations/comments/etc. will be noted directly on the faculty PDE. The faculty member will be required to upload the PDE (including all signatures, recommendations, comments, etc.) to the required repository along with all supporting evidence no later than March 20.

The APC will complete its evaluation by April 20. At the end of the evaluation process, the APC will submit its recommendations to the provost.

The provost will review the APC’s recommendations (as well as previous stages of the process) and the candidates’ dossiers in order to make recommendations for promotion. All candidates will be confidentially notified of their status.

Candidates will be informed as to the status of the process and be provided with any written recommendations after each step of the review. Candidates not being recommended for promotion to the Provost by the APC or not being recommended by the provost will have five business days from notification to indicate intent to appeal and an additional five days to provide any additional supporting materials and/or statement to the provost for consideration. Appeals will be considered carefully by the provost and final recommendations for promotion will be made and shared with the President and Human Resources.

The Administrative Assistant to the Provost will prepare and distribute letters to those approved and denied for promotion.

One-Year Plan

Per Section I. A (Exceptions to plan minimums), the candidate should procure a Promotion Request Form from the Office of Human Resources to establish that they are eligible for promotion as per the Minimum Qualifications Review. This form will be generated by HR in the appropriate software.

The candidate should submit their updated and final PDE document to the School Promotion Committee for review and final recommendation by October 15. The School Promotion Committee will forward the PDE and their final recommendation (in favor or against) to the Dean/Library Director by November 1. Each PDE must be reviewed by the SPC and the Academic Dean/Library Director.

The candidate should then work on developing their narrative and supporting documents for promotion. See required documents section below (II.B). The candidate should submit all required documents to the required repository for review by the SPC no later than February 15.

The SPC will review the supporting evidence and make a recommendation on promotion to the Academic Dean/Library Director by March 1. The Academic Dean/Library Director will review and make a recommendation on promotion to the university-wide Academic Promotion Committee by March 15. The Dean/Director’s review should include an assessment of the candidate’s fulfillment of required administrative obligations in addition to the five/six areas of promotion criteria. The Dean should also remark on the candidate’s professionalism. All of the recommendations/comments/etc. will be noted directly on the faculty PDE. The faculty member will be required to upload the PDE (including all signatures, recommendations, comments, etc.) to the required repository along with all supporting evidence no later than March 20.

The APC will complete its evaluation by April 20. At the end of the evaluation process, the APC will submit its recommendations to the provost.

The provost will review the APC’s recommendations (as well as previous stages of the process) and the candidates’ dossiers in order to make recommendations for promotion. All candidates will be confidentially notified of their status.

Candidates will be informed as to the status of the process and be provided with any written recommendations after each step of the review. Candidates not being recommended for promotion to the Provost by the APC or not being recommended by the provost will have five business days from notification to indicate intent to appeal and an additional five days to provide any additional supporting materials and/or statement to the provost for consideration. Appeals will be considered carefully by the provost and final recommendations for promotion will be made and shared with the President and Human Resources.

The Administrative Assistant to the Provost will prepare and distribute letters to those approved and denied for promotion.

B. Required Documentation

The Professional Development Evidence plan is a plan or statement of evidence in support of the requirements for promotion. Use the standardized PDE form for this development (see Appendix II). The candidate’s PDE will primarily outline the faculty member's stated goals towards meeting the necessary requirements within the categories used for promotion. The PDE will also include a statement indicating how the candidate plans to achieve their goals within the five stated categories.

The narrative and supporting evidence required for promotion should include materials collected since date of hire (if going for initial promotion) or since last promotion (for subsequent promotions).

The narrative and all evidentiary documents should be submitted to the required repository listed on the Academic Promotion Committee webpage by the established deadline (see Section II.A).

THE FOLLOWING ITEMS MUST TO BE UPLOADED TO THE REPOSITORY FOR THE DELHI ACADEMIC PROMOTION COMMITTEE TO REVIEW. ALL DOCUMENTS MUST BE IN PDF FORMAT.

Items to be uploaded
	Document	Special Consideration
1	Last Annual Report	-
2	Curriculum Vitae	Current and up-to-date
3	Signed Professional Development Evidence (PDE)	Signed with recommendations provided by both SPC and Dean/Library Director. Each item on the PDE should include a hyperlink to the evidence. For example, if a book has been published, please provide a hyperlink to a document that shows the cover and title page only. (The entire book is not needed). All of the hyperlinks on your PDE will serve as your supporting evidence. All hyperlinks should go to the indicated repository. See video instructions on how to do this.
4	Written Narrative	No more than 10 double-spaced typed pages with 12-point font and 1” margins. Should be organized and aligned with specific criteria utilized for promotion. Briefly describes and summarizes the candidate’s endeavors in each of the promotion criteria categories and provides specific and verifiable evidence supporting the candidate’s application for promotion. Librarian candidates should also include a brief job description to highlight their specialized responsibilities within the library. A list of the supporting evidence should be provided in this narrative. Files should not be larger than 2 MB. Narratives that exceed the 10-page limit will be ineligible for review.
5	Classroom evaluation by the Dean or designee (*Only if NOT hyperlinked in PDE*).	Within the past year or, if tenured, the past three years.
6	Student Evaluations (*Only if NOT hyperlinked in PDE*).	Must be from the current college/library approved student evaluation tool. Should include ALL student responses from two separate sections or library instruction sessions taught during the last academic year.

Material/evidence of achievement or mastery must be subsequent to the last promotion or hiring date if a candidate is hired at their present rank. No materials prior to the last promotion will be accepted—with the exception of degree obtainment.
Materials must be complete and accurate at time of final submission.
All required documents must be included and correctly submitted before the deadline if the candidate wishes to be considered for a promotion.

III. Committee Framework

School Promotion Committee (SPC)
1. Membership
  Each academic school will maintain a School Promotion Committee to review candidates applying for promotion. The SPC will consist of a minimum of five faculty members with continuing appointment who have received a minimum of one promotion. Committee members will be elected by each School (including one external member from another academic school or the library). Those up for promotion are not eligible to serve on an SPC.
  1. Library
    The SPC for the library will consist of one faculty representative from each academic school with continuing appointment as elected by the Librarians (for a total of three tenured faculty members) and at least two tenured Librarians (if possible). If there are no tenured Librarians free to serve, a librarian of any rank should serve as a non-voting advisor. This advisor may be sought from an external college as needed.
    
    Elected SPC members serve two-year terms. Terms of service to the SPC will be staggered. Deans are prohibited from serving on the SPC. Program Directors may serve as non-voting members of the SPC. Candidates for promotion are prohibited from serving on a promotion committee in their respective school (SPC or Academic Promotions Committee) during the year that they plan to apply for promotion.
2. Function
  The SPC will receive PDEs from candidates no later than October 15. The committee’s receipt of this document signifies the candidate’s intent to apply for promotion next year. The SPC will review the PDE to ensure the candidate has met the criteria for promotion set forth by each school’s specific rubric or guidelines. They will inform the candidate if they have met the requirements for promotion based on the school-specific guidelines or rubric. If the requirements have not been met, the SPC should provide guidance on what the candidate needs to do. All recommendations will be made by majority vote. The SPC will sign, date, and forward the PDE to the Dean/Library Director for their review by November 1. (Note: Candidates can still apply for promotion without support.) If the Library Director is a candidate for promotion, a dean selected by the College President will serve in this function.
  
  By March 1 of the candidate’s second year, the SPC will provide a letter describing the evaluation of the candidate and their PDE/supporting evidence. This letter should clearly delineate support or lack thereof, of the candidate with substantiated rationale. This letter will become part of the supporting evidence provided by the candidate as part of their promotion submission.
  
  Each School Promotion Committee will be responsible for developing their own rubric or guidelines aligned to the categories required for promotion as listed in section I. These rubric/guidelines should be shared with their respective schools; and provided to the College Senate Academic Promotion Committee to be displayed on their website. It is the SPC’s responsibility to convey school promotion rubric/guidelines to faculty at the beginning of each academic year.
Academic Dean/Library Director
The Dean/Library Director will review the candidate’s PDE for promotion. They will provide recommendations (in favor of or against) based on the elements within the school specific promotion rubric/guidelines. Then they will return the signed PDE to the candidate.

The School Promotion Committee should have sent the candidate’s PDE for review and recommendation no later than November 1. The Dean/Director’s receipt of this document signifies the candidates’ intent to apply for promotion next year. They should review and comment on the PDE, informing the candidate if they have met the requirements for promotion based on the school specific guidelines/rubric. If they consider them not met, the Dean/Director should provide guidance on what the candidate needs to do. They will then sign, date, and forward the signed document back to the candidate and to the Provost’s Office by November 15. (Note: Candidates can still apply for promotion without support.)

By March 15 of the candidate’s second year, the Academic Dean/Library Director will provide a letter delineating evaluation of the candidate and their PDE/supporting evidence. This letter should clearly delineate support, or lack thereof, of the candidate with substantiated rationale, addressing all aspects provided in Section II.A. This letter will become part of the supporting evidence provided by the candidate as part of their promotion submission.

The Academic Dean’s/Library Director’s recommendation is independent from the SPC recommendation. The letter should clearly indicate why the promotion is or is not warranted.
Role of Academic Promotion Committee
The role of the APC is to review the materials submitted by the candidate including the recommendations made by the Dean/Library Director and SPC. The committee will evaluate the candidate and their documents to ensure that the candidate’s achievements meet the criteria for promotion and make a recommendation for or against promotion to the provost. The committee may refer to the school-specific rubric/guidelines and the SUNY guidelines when evaluating candidates for promotion.

IV. Suggestions for Meeting Promotion Criteria

The following lists provide suggestions as to goals and outcomes for each of the promotion criteria.

For each of the bulleted items, provide examples or descriptions to support your PDE. (Note: required content may differ between ranks)

Suggestions for Meeting Promotion Criteria
Section	Content
Section 1: Mastery of Subject Matter	Highest degree completed What certifications and/or licenses do you maintain? List awards and honors Discuss years of field experience “short paragraph” Addendum(s) to support PDE
Section 2: Effectiveness of Teaching	Number of different courses taught (Include the number of sections of each course within the past three academic years). Explain how you are involved in the assessment process. Have you developed and taught a new course or significantly updated a course? Have you participated in significant curriculum development or revision? Have you updated or written new course learning outcomes? Use of proper Syllabi, Assignments, Schedule, Grading, Rubrics, etc. Have you instituted any new teaching tools or techniques in your classroom? NEW Pedagogy (Have you changed or implemented how you are teaching - such as collaborative projects?) Guest Speakers (Did you arrange a guest speaker? What was involved in terms of time and energy? Was this a local or national speaker?) Advisement activities (How are you involved in advisement)? How many students do you advise on average? Do you conduct advisement workshops? Field Trips (Have you arranged, attended, or facilitated field trips?) Are you an advisor to student groups? Are you active in tutoring, extra help, extra activities for benefit of student success? Maintain Teaching Examples include: (How do you maintain currency with the contemporary teaching environment?) Addendum(s) to support PDP
Section 2: Effectiveness of Librarianship (librarians’ files will be evaluated on this category, in lieu of “Effectiveness of Teaching,” above)	Library instruction sessions and/or courses taught, including examples of topics/courses and how you have worked to integrate information literacy into the curriculum Explain how you are involved in the assessment process. Examples may include creating surveys, analyzing usage of collections and space, instruction assessments, etc. Have you developed and taught a new course or significantly updated a course? Have you instituted any new teaching tools or techniques in your classroom? New pedagogy (Have you changed or implemented how you are teaching - such as collaborative projects?) Advisement activities (How are you involved in advisement?) Reference (virtual and in-person research assistance for students, faculty, staff, community) Collection Development (evaluate and select materials in all formats, develop liaison relationships with subject faculty, assess needs, manage collections budget) Cataloging (provide access through classification and cataloging of materials, quality control of catalog records) Interlibrary Loan/Resource Sharing Maintain electronic resources (update or improve existing systems, configure new resources) Outreach (promote library services to campus through events, social media, newsletters, etc.) Archives and preservation (preserve materials in formats determined useful for posterity, including digitization Addendum(s) to support PDP
Section 3: Scholarly Ability	Research that has been conducted Grants - did you apply for any grants? Were they funded? Articles Published (#) Books Published (#) Consulting in the field Creation of Open Educational Resources (OER) Advisory Member, Professional Development Series Presenter, etc. for the Center of Excellence and Innovation Reading scholarly journals Deliver Workshops Public Office Instructor to assistant professor - any kind of public office From assistant/associate/professor - office within a professional organization) Guest Speakers (have you been a guest speaker?) Exhibits, Artwork, etc. Conference Podium Presentations Book Reviews Poster Presentations Competitions (taking/advising students to competitions) Addendum(s) to support PDP
Section 4: Effectiveness of University Service	Committees - number you are on, committee purpose, and time involved per month Committees Chaired (#) Search Committees (number of searches and include amount of time involved) Did you participate in Move-in Day? Tutoring of students (meeting 1:1 with students to assist in course work) Did you participate in Open House/Delhi Decision Days/Bronco Ready Days/Welcome Weekend? Community service (within campus or your own community) Do you mentor students or faculty? Do you participate in professional development mentoring or the School Promotion Committee (SPC)? Assessment Day Participation Budget Development Club or student organization advisor Present at Student Life/Residence Life Events Positive Campus Presence Addendum(s) to support PDE
Section 5: Growth & Development	Workshops or seminars attended Conferences (attendance) Individual Professional Development (PD) Training through the Center for Excellence and Innovation. Attendance at PD Series through the Center of Excellence and Innovation (these may range from 5-20 hours + depending on the level. Example: Diversity, Leadership - Level 1 (5-10 hours), Level II (10-20 hours), Level III (20+ hours). Mandatory Trainings up-to-date (OHR, department, college) Online Instruction Training Assessment Training Budget Training SPARK Participation Professional Development Plan/Annual report goals (Were goals met? Explain why or why not.) (Annual Report should not be included or submitted to IE.) Attainment of long-term goals (Were goals met? Explain why or why not.) Develop knowledge outside of college (additional course work or degrees, attained certifications, practice/work/consulting within the field) Addendum(s) to support PDP

Promotion to Associate or Full Professor

The following Additional Category is required for promotion to the ranks of Associate Professor or Full Professor and Senior Assistant Librarian or Associate Librarian.

Suggestions for Meeting Promotion Criteria: Promotion to Associate or Full Professor
Section	Content
Section 6: Leadership	Inspire others across campus (explain activities) Inspire change within department (explain activities) Chair Committee Chair Search Create Change (explain activities) Public Office (Reg/State/Nat) Addendum(s) to support PDP

Section Other: Place in this area any items that do not fit in any of the above categories in order to establish a strong case for your promotion.

V. General Provisions

Initial appointment is at the rank for which an individual is judged to be qualified based on academic credentials, previous experience, favorable recommendations, and the need of the university.
In special cases, candidates may be appointed to the rank of instructor or assistant librarian without meeting the preferred minimum. However, the preferred minimum qualifications must be achieved by such an appointee prior to subsequent promotion.
To receive full consideration at appointment, degrees and/or licensures must be in field of specialization or pedagogy.
A minimum of 2/3 of credit applied to promotion must be in field of specialization or education unless prior approval has been received in writing from the provost to broaden or change the field of specialty.
Only full-time professional experience will be considered to meet appointment or promotion qualifications.
Experience or education qualifications that exceed the minimum for appointment to a given rank may be applied to subsequent promotion.
Attaining the minimum qualifications does not assure promotion. Promotion is based on merit and outstanding performance in the evaluation criteria as documented in a promotion dossier.

Glossary

Academic Promotion Committee (APC)
The role is to review the materials submitted by the candidate (as well as the recommendations made by the PDMC, the SSC, and the Academic Dean/Library Director); check and verify the evidence provided by the candidate; make sure that the process was properly followed; and make a recommendation for, or against, promotion to the provost

Awards and Honors
Awards encompass those achieved in previous jobs, campus awards, conference awards, community service awards, organization/club awards, etc.

Campus Committee
A committee recognized by the college that assists in the college’s or college community’s function

Continuing Appointment
An appointment to a position of academic rank, which shall not be affected by changes in such rank and shall continue until resignation, retirement, or termination

Degree Explanation (AS, BS, MS, Doctorate)
Candidates must include all degrees earned in their dossiers, which may include degrees at the associate, baccalaureate, master's, and doctoral levels.

Evaluation Period
The period of time that promotion candidates are being evaluated, typically beginning in March and ending in May/June

Field of Specialization
Generally, refers to the discipline that a person has been appointed to teach or the field in which they have received their education, training, certification, or licensure.

One-Year Full-time College Teaching/Library
One academic year of full-time service, in accordance with the appointment year length (academic or calendar year) of the employee.

Performance Objectives
Tasks/education/experiences that a candidate plans to complete to earn their promotion. Specific terms, measurable results, and the value of these objectives to the institution are to be included

Promotion
Promotion is based on outstanding performance in the evaluation criteria as documented in a promotion dossier

Professional Development Evidence (PDE)
A plan that includes the candidate’s performance objectives for promotion

Professional Experience
Full-time non-teaching or non-library related work experience in the field of specialization judged appropriate by the provost in consultation with faculty in that field of specialization.

Professional License
License to practice a learned profession as recognized and regulated by the New York State Department of Education In some cases, this license may be from another state if the requirements are equal to or exceed those of New York.

Search Committee
A committee searching to fill a new staff/faculty position

SPC
School Promotion Committee

Time of Obligation
An annual obligation or service for any period less than the full year (e.g., 10, 11 months)

Required Minimum Qualifications for Hire at Rank of Instructor or Assistant Librarian (10 UNITS)

Required Minimum Qualifications for Hire at Rank of Instructor or Assistant Librarian
Degree	Qualifications
AA, AS, AAS	Baccalaureate degree in specialty/education and three years of professional experience specialty
AAS Nursing	BSN and matriculated in a Master’s Degree in Nursing
Library	MLS or similar degree
Certificate, AOS	Baccalaureate degree in specialty/education and -two years professional experience or Associate degree in specialty and six years professional experience or Unrelated baccalaureate and four years professional experience

Required Minimum Qualifications for Hire at Rank of Assistant Professor (14 UNITS)

Required Minimum Qualifications for Hire at Rank of Assistant Professor
Degree	Qualifications
AAS Nursing, BSN	MS Nursing
BT, BBA, BS	Baccalaureate degree in specialty/education and Master’s degree in related field or five-year professional degree in specialty (i.e., BArch)
MS	PhD, EdD, or doctoral degree in appropriate field

Required Minimum Qualifications for Hire at, or Promotion to Ranks above, Instructor or Assistant Librarian

Required Minimum Qualifications for Hire at, or Promotion to Ranks above, Instructor or Assistant Librarian
Degree	Qualifications
Assistant Professor, Sr. Assistant Librarian	Must meet minimum qualifications for Instructor/Assistant Librarian, Master’s Degree (if not already obtained)
Associate Professor, Associate Librarian	Must meet minimum qualifications for Assistant Professor/ Senior Assistant Librarian
Full Professor, Librarian	Must meet minimum qualifications for Associate Professor/Associate Librarian

Appendix I - Minimum Qualifications Review

Updated Spring 2025

The points system specified below will be utilized in accordance with the Guidelines for Promotion in Academic Rank published by the Office of the Provost. The purpose of this system is to ensure that academic faculty meet the minimum requirements for appointment and promotion rank. Meeting the minimum requirements for promotion under this system does not indicate that a candidate has met all criteria for promotion or that they will be found most qualified for promotion.

Point Allocation
Minimum (but not maximum) of three years between promotions
1. Degrees
  - Associates (two points per) or Bachelors (four points per).
    - Take higher of two
  - Masters (two points per) or Doctorate (four points per).
    - Take higher of two
2. Professional Development
  Specific tiers and criteria to be developed or determined collaboratively with subject experts in the schools
  - Professional Licensures or Certificates: one-four points
    - Ongoing CTE to be considered once only as bundled with initial certification
    - Faculty member may confirm point value with HR before pursuing licensure/certification
    - Maximum of four points in this category per promotion
  - Additional microcredentials or coursework hours/certificates: one-two points
    - Maximum of two points included in this category per promotion
      - Credentials certified by certificates or proof of completion
    - Fractional points can be determined collaboratively between HR and candidate
  - Independent Work/Research Experience: one point max per calendar year
    - This may include professional development via work in the candidate’s field of specialty, including contracting or research
      - This will be assessed by tangible product or deliverable (drafted work or data) rather than hours
    - Fractional points can be determined collaboratively between HR and candidate
3. Work Experience
  - Full-time teaching at the college level, prior to and including Delhi: three points per academic year
  - Full-time relevant professional experience prior to Delhi employment: -two points per calendar year
    - Relevance is established through conversation with HR
Points Required Per Rank

From Inst to Asst: 15 points
From Asst to Assoc: 20 points
From Assoc to Full: 30 points
Candidate may appeal to the provost if they feel their points have been calculated incorrectly

Revised: 03/06/2025