TEXAS A

A12.01 Academic Freedom, Tenure, and Responsibility
Effective September 1, 1996
Revised November 2000; April 2005
Supplements System Policies 12.01, 12.02 and 12.06
Supplements A&M-Commerce Procedures A12.20 and A 12.22

The following procedures are applicable to The Texas A&M University System policies on academic freedom, responsibility and tenure.

1. Period for Achieving Tenure

a. All initial appointments at Texas A&M University-Commerce (A&M-Commerce) are probationary, except those provided for as exceptions in subsection 4 below. For those faculty members not already holding tenure the following schedule will apply:

(1) Beginning with appointment to the rank of full-time tenure track instructor or a higher rank, the probationary period for a faculty member will not exceed seven years at A&M-Commerce. Faculty members joining the university who have had experience at one or more institutions of higher education, including A&M Commerce may negotiate with the president for credit toward the probationary period. Such credit may be given only by the president and only in writing. An extension of probationary period beyond seven years may be provided under extraordinary circumstances. A request for extension for a maximum period of two years shall be made by faculty member in writing during the fourth to fifth years of his/her probationary period. The faculty member will provide reasons and evidence pertaining to extraordinary circumstances while applying for extension. Faculty member’s request shall be forwarded by his/her department head along with a recommendation and its rationale to approve or disapprove to the college dean, who will do the same in forwarding the recommendation to the provost and vice president of academic and student affairs (provost and vpasa). Based on recommendation of the provost and vpasa and others, the president will make the final decision in approving or denying the faculty member’s request for extension.

(2) Tenure will not be granted prior to the completion of three years service, including credit granted by A&M-Commerce for probationary service at other institutions.

(3) Promotion to a higher rank before tenure is achieved does not alter the period of probationary service required for tenure.

(4) Exceptions to this schedule for achieving tenure may be made by the president.

b. Upon employment, each faculty member will be provided the conditions and procedures pertaining to academic freedom, responsibility and tenure.

2. Probationary Faculty Annual Review

a. For the annual review of probationary faculty (years one through five), the Office of the Provost and VPASA (Vice President for Academic Affairs) will forward to each department head, at least six weeks prior to the notification date for non-reappointments, a list of the department's tenured faculty and the appropriate number of advisory opinion forms and envelopes.

b. At the appropriate time, the department head will ask each probationary faculty member to submit a current vita and other relevant materials, such as summaries of evaluation of his/her teaching by students during the probationary period, to be used in the review process. The vita and relevant materials are (is) to be available for tenured faculty review prior to the department faculty meeting when advisory opinion forms are distributed. In all aspects of the Probationary Faculty Annual Review process, the dean shall substitute for the department head, if the department head is among the probationary faculty.

c. Upon receipt of the advisory opinion forms, the department head will convene the tenured faculty members in the department for the purpose of discussing recommendations for continued probationary status or non-reappointment and for explaining the procedure for completing the advisory opinion form.

d. Each tenured faculty member will complete an advisory opinion form for each probationary faculty member. The advisory opinion form must be signed. Factors to be considered in such a recommendation include teaching effectiveness, demonstrated research or other scholarly and creative activity, professional growth and public and university service. Opinions written in good faith are not subject to litigation for libel. The form(s) will be given in a sealed envelope to the newest tenured faculty member in the department (other than the department head) not later than seven days following the faculty meeting.

e. When all envelopes have been collected, the designated person will give them unopened to the department head, all at one time, or to the dean of the college in case the department head is being evaluated.

f. After reviewing and evaluating the advisory opinion form recommendations of the tenured faculty members, the department head will, for each probationary faculty, prepare an anonymous summary of comments made on the advisory opinion forms and forward it to the appropriate academic dean, within one week, along with a copy of: 1) the probationary faculty vita, 2) all the opinion advisory forms of the tenured faculty members with statements concerning the recommendation, and 3) the department head's own recommendation, with appropriate rationale. Tenured faculty members may submit other statements if they wish. A copy of the summary will be given to the probationary faculty member.

g. After reviewing all materials submitted by the department head, the dean will make a recommendation and submit it, along with all information received from the department, to the provost and vpasa (vice president for academic affairs). The vice president for academic affairs, with advice from the Deans Council, will make a recommendation based on all available information and forward all materials and recommendations to the president.

h. When areas of concern are expressed, the department head, or college dean in case the department head is being evaluated, shall discuss the identified concerns with the probationary faculty member and note recommendations for improvement.

i. The recommendation made at each level will be provided in writing to all preceding levels, and the probationary faculty member.

j. The president will, after reviewing the probationary file materials, make the final decision for continued probationary status or non-reappointment.

k. Action taken by the president will be provided, in writing, to each probationary faculty member no later than May 31 of each year.

3. College Tenure and Promotion Review Advisory Committees

Each college will have a Tenure and Promotion Review Advisory Committee. The committees function each year to review all requests for tenure and promotion. The committee structure and election process is described below:

a. Members will be elected by a vote of tenured and tenure-track faculty in each college for a three year staggered term. Only full time tenured faculty with the rank of associate professor or above are eligible to serve. Not eligible are department heads, assistant deans, and deans. The number of members of each committee will be: 1) seven for the College of Arts and Sciences; 2) five for the College of Education; and 3) three for the College of Business and Technology. In addition, each college will elect two alternates, using the process identified in section 5.b.(c). No faculty member who is being considered for promotion in rank shall, at that time, be eligible to serve on the College Promotion and Tenure Advisory Committee.

b. Deans of the respective colleges will conduct an annual election of committee members. Election results will be available prior to September 30. In the case of a permanent vacancy due to an unexpired term or a temporary vacancy for some other reason, such vacancy will be filled by the first alternate. If a second vacancy occurs, such vacancy will be filled by the second alternate. After election results are known, a meeting shall be convened by the college dean. At the meeting, committee members will elect a chair.

c. Members will be elected at-large from their respective colleges, except that no department shall have more than one representative on the committee at any time. If a candidate is being considered for tenure and/or promotion whose department has no representative on the committee, the department head, in consultation with the candidate, will appoint a nonvoting representative to the committee from the candidate’s department. If no one in the department meets the criteria for appointment, the selection will be made from qualified faculty members within the college. The department head is not eligible to serve as the nonvoting representative.

d. A member of the College Tenure and Promotion Review Advisory Committee is eligible to serve no more than two consecutive three-year terms.

4. Tenure Review

a. At the end of the probationary period (normally year six, unless an extension has been approved by the president as stated above under # 1), a tenure track faculty member will undergo a comprehensive evaluation for assessment of job performance for determining tenure. This evaluation requires preparation of the Faculty Service Report for Tenure, peer evaluation (faculty advisory opinion forms), and student evaluations. Evaluations from others qualified to comment on the faculty member's performance, (including people from other universities in the same field as the candidate) may be included. The period for comprehensive evaluation for tenure decisions is from the time of employment on tenure track.

b. The tenure review shall be based on criteria given in the tenure track faculty member’s departmental plan. A department’s plan shall be developed by faculty in each department to identify how evaluations of teaching, research or other scholarly and creative activities (RSCA), and service areas will be determined and conducted in terms of various criteria and measures. The tenure and promotion committee in each college shall take into consideration the departmental plan (see Texas A&M University-Commerce procedure # A.12.20) for the faculty under consideration for tenure before making its recommendation.

c. The Office of the Provost and Vice President for Academic and Student Affairs will forward to each department head, at least six weeks prior to the notification date for non-reappointments, a list of the department's tenured faculty and the appropriate number of advisory opinion forms and envelopes. In all aspects of the Probationary Faculty Annual Review process, the dean shall substitute for the department head, if the department head is applying for tenure. The procedure involving the advisory opinion form is described as follows:

d. Upon receipt of the advisory opinion forms, the department head will ask the candidate for tenure to provide two copies (one for the department and one for the College Tenure and Promotion Review Advisory Committee) of the Faculty Service Report for Tenure containing details and evidence of work accomplished at A&M University-Commerce in teaching, research or other scholarly and creative activities, and service (see form at the end of these procedures). This report, which will be used as one of the resources by all persons evaluating the candidate for tenure, is to be available for tenured faculty review prior to the departmental meeting when advisory opinion forms are distributed. The procedure involving the advisory opinion form is as follows:

(1) The department head will convene the tenured faculty members in the department for the purpose of discussing recommendations on awarding tenure to each candidate for tenure in the department and for explaining the procedure for completing the advisory opinion form. If the department has less than three tenured faculty, the department head shall designate additional tenured faculty from other departments whose academic specialization closely resembles that of the candidate for tenure to attend the meeting to assure a minimum of three tenured faculty. If the department of the candidate for tenure contains no tenured faculty, non-tenured faculty members are then included in the process. However, non-tenured members will serve to provide expert information on disciplinary standards and departmental expectations, but they do not complete advisory opinion forms. Non-tenured faculty do not have to be present for the entire meeting, if the department head deems it advisable for them to be absent for some portion of the discussion.

(2) Each tenured faculty member will complete an advisory opinion form for each candidate for tenure. The advisory opinion form must be signed. Opinions written in good faith are not subject to litigation for libel. The form(s) will be given in a sealed envelope to the newest tenured faculty member in the department (other than the department head) not later than seven days following the faculty meeting.

(3) When all envelopes have been collected, the designated person will give them unopened to the department head, all at one time, or to the dean of the college in case the department head is being evaluated.

e. After reviewing and evaluating all relevant materials (including all materials submitted by the candidate for tenure and the tenure advisory forms of the tenured faculty in the candidate's department), the department head will, for each candidate for tenure, prepare an anonymous summary of comments made on the advisory opinion forms and forward to the appropriate academic dean, within one week, a copy of: 1) the candidate’s vita, 2) the advisory opinion forms of the tenured faculty members with statements concerning the recommendation, and 3) the department head's own recommendation, with appropriate rationale that identifies weakness for candidates not supported for tenure. Tenured faculty members may submit other statements if they wish. A copy of this recommendation shall also be provided in writing to the candidate for tenure and the College Tenure and Promotion Review Advisory Committee.

f. For each candidate for tenure, the College Tenure and Promotion Review Advisory Committee reviews all materials submitted by the candidate for tenure; the forms submitted by the tenured faculty in the candidate's department; and the comments and recommendation of the department head. Voting shall be by secret ballot. All deliberations within the committee shall be confidential. The committee prepares and forwards to the appropriate dean, a recommendation for or against tenure, with appropriate rationale that identifies weakness for candidates not supported for tenure. A copy of this recommendation with an explanation for its decision (including areas of weakness if recommending NOT to support the candidate) shall also be provided in writing to each candidate for tenure and department head.

g. After reviewing all materials submitted by the department head and College Tenure and Promotion Review Advisory Committee, the dean will make a recommendation for each candidate either for or against tenure and submit it to the provost/vice president for academic affairs. The recommendation shall include an appropriate rationale that identifies weakness for candidates not supported for tenure. Along with the recommendation, all materials received from the department and College Tenure and Promotion Review Advisory Committee is forwarded to the provost/vice president for academic affairs. The provost/vice president for academic affairs, with advice from the Deans Council, will make a recommendation based on all available information and forward all materials and recommendations to the president. A copy of this recommendation with an explanation for the decision (including areas of weakness if recommending NOT to support the candidate) shall also be provided in writing to each candidate for tenure and department head.

h. After reviewing all materials submitted by the department head, College Tenure and Promotion Review Committee, and dean, the provost and vpasa (vpaa), with the advice from the Council of Deans, will make a recommendation to the president either for or against tenure for each candidate and submit it, with appropriate rationale that identifies weakness for candidates not supported for tenure and all information received from the department and College Tenure and Promotion Review Advisory Committee, and dean. A copy of this recommendation with an explanation for his/her decision (including areas of weakness if recommending NOT to support the candidate) shall also be provided in writing to each candidate for tenure, department head, and College Tenure and Promotion Review Advisory Committee.

i. The president of the university will review tenure file materials and shall forward positive recommendations to the Chancellor and Board of Regents of The Texas A&M University System for final action. Whether the decision is for or against tenure, the President will notify each candidate of his/her intention as soon as it is decided. In the case of non-support, the notification shall include an explanation for that decision.

j. The decision for awarding tenure rests with the A&M System Board of Regents upon recommendation of the president of the university and may involve factors other than those identified above; they include but are not limited to: budgetary requirements, balance among disciplines and among faculty rank and balance between tenured and non-tenured faculty.

k. Each candidate for tenure will receive written notification from the president of the university of the action of the A&M System Board of Regents. If tenure is denied at the end of the probationary period, a letter offering a terminal year of employment will be presented to the faculty member.

5. Due Process Procedures

a. Peer Review.

Any faculty member who has a grievance, which cannot be resolved by reasoned discussion within the normal administrative channels of the university, is entitled to have this grievance reviewed by an elected committee of peers. Depending on the nature of the grievance, the reviewing body will either be the Advisory Committee or the Hearing Committee.

The Hearing Committee will review cases involving:

(1) Dismissal of a tenured faculty member (including financial exigency);

(2) Dismissal of a probationary faculty member with an unexpired appointment extending beyond the date of dismissal;

(3) Referrals from the Advisory Committee concerning non-reappointment of probationary faculty members as described in Section e, parts (2) and (3) below.

The Advisory Committee will review cases involving:

(4) Non-reappointment of a probationary faculty member when violation of academic freedom is alleged;

(5) Non-reappointment of a probationary faculty member on alleged grounds of discrimination involving race, sex, age, religion, national origin, or any other category protected by federal regulation;

(6) All other grievances not previously identified.

The grievance procedures of the Advisory and Hearing Committees are described in detail in Section e. The structures and duties of these two bodies are given below.

b. Advisory Committee.

(1) The Advisory Committee will be a standing committee of the faculty composed of six full-time members, all of who currently hold tenure status at A&M-Commerce and devote one-half or more of their time to teaching and/or research. Membership on the committee shall be for three year staggered terms, with two vacancies to be filled each year. For a particular hearing each member shall be subject to challenge for cause, the remaining members to rule on the challenge. Also, any members may disqualify themselves before the hearing begins. The annual vacancies will be filled as follows:

(a) During the period September 1-10 the vice president for academic affairs will issue a written call for nominations, allowing at least one week for nominations to be completed. Any full-time faculty member is entitled to nominate for the Advisory Committee.

(b) These nominations will be tabulated in the Office of the Provost and VPASA (Vice President for Academic Affairs), and the six names (plus ties, if any) of those receiving the most votes and who meet the stated qualifications will be placed on a ballot and submitted to all full-time faculty for a vote. At least one week will be allowed for return of the ballots.

(c) The two candidates receiving the most votes will be declared elected. (In case of a tie, the winner(s) will be determined by lot.) The candidate receiving the third largest number of votes will be declared first alternate, and the candidate receiving the fourth largest number of votes will be declared second alternate. The names of the two winners and the two alternates will be made public no later than September 30th, with the two elected members to begin their terms on October 1, these terms to expire exactly three years later.

(2) In the case of a permanent vacancy due to an unexpired term or a temporary vacancy for some other reason, such vacancy will be filled by the first alternate. If a second vacancy occurs, such vacancy will be filled by the second alternate. Any additional vacancies will be filled by appointments of the committee itself.

(3) A member of the Advisory Committee is eligible to serve no more than two consecutive three-year terms. Eligibility to serve again is restored after at least one year off the committee. Faculty members may not hold simultaneous membership on the Hearing Committee.

(4) The committee proceedings will be in accordance with its own organization and procedural rules. A majority of members shall be a quorum. The chairperson, who retains full rights of discussion and voting, is elected by the committee members themselves. Within fourteen calendar days of a completed hearing the Advisory Committee will send a report of its proceedings and its recommendations to 1) the president in cases involving non-reappointment of probationary faculty and 2) the vice president for academic affairs in all other cases.

c. Hearing Committee.

(1) The Hearing Committee will be a standing committee of the faculty composed of fifteen full-time members, all of whom currently hold tenure status at A&M-Commerce and devote one-half or more of their time to teaching and/or research. Membership on the committee shall be for three year staggered terms, with five vacancies to be filled each year. For a particular hearing each member shall be subject to challenge for cause, the remaining members to rule on the challenge. Also, any members may disqualify themselves before the hearing begins. The annual vacancies will be filled as follows:

(b) These nominations will be tabulated in the Office of the Vice President for Academic Affairs, and the ten names (plus ties, if any) of those receiving the most votes and who meet the stated qualifications will be placed on a ballot and submitted to all full-time faculty for a vote. At least one week will be allowed for return of the ballots.

(c) The five candidates receiving the most votes will be declared elected. (In case of a tie, the winner(s) will be determined by lot.) The candidate receiving the sixth largest number of votes will be declared first alternate, and the candidate receiving the seventh largest number of votes will be declared second alternate. The names of the five winners and the two alternates will be made public no later than September 30, with the five elected members to begin their terms on October 1, these terms to expire exactly three years later.

(3) A member of the Hearing Committee is eligible to serve no more than two consecutive three-year terms. Eligibility to serve again is restored after at least one year off the committee. Faculty members may not hold simultaneous membership on the Advisory Committee.

d. Faculty Rights.

(1) All members of the faculty, whether tenured or probationary, are entitled to exercise academic freedom and their rights as citizens. In all cases of grievance, except in dismissal or non-reappointment, probationary and tenured faculty have the same rights. In grievances involving dismissal or non-reappointment, the following are the respective rights of tenured and probationary faculty.

(2) Dismissal of tenured faculty: If the faculty member challenges the dismissal, the burden of proof is on the University to show adequate cause for the dismissal. Adequate cause is any cause listed in the Texas A&M University System Policy 12.01, paragraph 4.3.

(3) Termination or non-reappointment of probationary faculty.

(a) If a probationary faculty member has been dismissed with an unexpired appointment extending beyond the period of the proposed dismissal, the burden of proof is on the university to show cause for the dismissal.

(b) If a probationary faculty member is given a notice of non-reappointment, and the faculty member alleges discrimination or a violation of academic freedom, the burden of proof is on the faculty member.

(c) Neither the Advisory Committee nor the Hearing Committee will hear a case of non-reappointment of a probationary faculty member unless there is allegation of either discrimination or a violation of academic freedom.

e. Grievance Procedures.

(1) Grievances other than dismissal or non-reappointment.

Every effort should be made to resolve grievances by reasoned discussion and negotiation. If at all possible, the resolution of grievances should be accomplished within the normal administrative structure of the university. Should an equitable and mutually acceptable resolution of a faculty grievance not be achieved within the normal administrative channels, the faculty member has a right to a fair hearing before an elected committee of peers, namely the Advisory Committee. Such grievances will be resolved by the following procedure:

(a) A faculty member with a grievance should request, in writing, a personal conference with the appropriate administrative officer, usually the department head. This request should be informal, with the grievance explored in depth and discussed rationally by all parties concerned. If a mutually acceptable resolution of the grievance is not achieved, the faculty member will be given, within fourteen calendar days, a personal conference with the administrative officer at the next administrative level.

(b) This procedure will be repeated until the grievance is resolved or reaches the vice-presidential level. If no acceptable resolution of the grievance is achieved at this level within fourteen calendar days, faculty members will have the right to have the matter considered by the Advisory Committee. The faculty member will have fourteen calendar days to request this review. All pertinent materials will be forwarded to the committee at this time.

(c) Within thirty calendar days (or as soon thereafter as possible) of receiving a faculty grievance, the Advisory Committee will be convened by its chairperson. The committee will hear all allegations made by the faculty member. It may request the presence of any involved parties as well as any additional information it deems necessary to fully explore the problem.

(d) The committee will do its utmost to bring about a mutually acceptable resolution of the grievance. Should it not be possible to do so, the committee will submit to the president a full report of its efforts to effect reconciliation as well as its recommendation. A copy of this report will simultaneously be sent to the faculty member. Any formal votes taken by the committee will be by secret ballot. If not all members concur in the final committee recommendation, this fact will be noted in the report to the president. Furthermore, any committee member who desires may submit personal comments on the final committee recommendation.

(e) If the president does not concur with the committee's recommendation, this fact will be communicated in writing to the committee within thirty calendar days of receipt of the report, accompanied by the president's rationale. The committee will review this response and may reply in writing to the president within fourteen calendar days. At any time after receiving the committee's initial recommendation, either the president or the committee can request a joint meeting to discuss the case.

(f) Unless there are extenuating circumstances, the president will take final action on the grievance: 1) within thirty calendar days after receiving the committee's initial recommendation if the president and the committee concur in the matter; 2) otherwise, within fourteen calendar days of the committee's final response to the president.

(2) Grievances involving non-reappointment of a probationary faculty member when violation of academic freedom, discrimination or a procedural violation is alleged.

A probationary faculty member who has been notified of non-reappointment and who alleges a prima facie case of violation of academic freedom or discrimination will follow the procedure outlined below.

(a) Within thirty calendar days after receiving written notice of non-reappointment a written statement will be presented by the faculty member explaining in detail the grounds on which violation of academic freedom or discrimination is alleged. This statement and any supporting materials will be submitted by the faculty member to the chairperson of the Advisory Committee and to the president of the university.

(b) The chairperson of the Advisory Committee will distribute copies of this statement and all supporting materials to each member of the committee as expeditiously as possible. Within thirty calendar days (or as soon thereafter as possible), the chairperson will convene the Advisory Committee to hear, in person, the allegations of the probationary faculty member. The committee may request the presence of any involved parties, including a representative of the administration, as well as any additional information it deems necessary, in order to fully explore the problem. After careful review of the information submitted, the committee will reach one of two decisions: 1) enough evidence has been presented in support of the faculty member's allegations to warrant presentation of the case before the Hearing Committee; or 2) not enough evidence has been presented to further investigate allegations of violation of academic freedom or discrimination. In this latter case the committee will so notify the faculty member and the president, and no further action will be taken.

Recommendation that the case be heard by the Hearing Committee in no way indicates that a violation of academic freedom, discrimination or a procedural violation has occurred. The burden of proof still rests with the faculty member.

(c) If the Advisory Committee finds that the case should go to the Hearing Committee, it will so notify the faculty member, the president, and the chairperson of the Hearing Committee.

(d) The Hearing Committee will convene to hear the case (independently of the findings and conclusions of the Advisory Committee) within thirty calendar days (or as soon thereafter as possible) after its referral from the Advisory Committee. The chairperson of the Hearing Committee will notify, in writing, the faculty member and the president of the exact time and place of the meeting. Such notification must be made at least fourteen calendar days before the meeting occurs. Accompanying the letter of notification will be a description of all procedural rights to be accorded to the faculty member in the hearing. These include: an advisor of the faculty member's own choosing to act as counsel; the right to a complete taped recording or transcript of the proceedings; the right to question witnesses; the opportunity to be confronted by all adverse witnesses; and, if a witness cannot appear, the right to the name and any relevant statement of the witness.

(e) There will be no suspension of the faculty member from ordinary duties during the proceedings unless the welfare of the university or the faculty member is involved. Any such suspension should be with pay and with appropriate provisions for useful duties whenever possible.

(f) In deliberating, the committee will allow oral arguments and/or written briefs by all parties concerned.

(g) If the Hearing Committee finds that no violation of academic freedom or discrimination has occurred, it will so notify the faculty member and the president, and no further action will be taken.

(h) Should the Hearing Committee find that a violation of academic freedom or discrimination has occurred, it will recommend in its report to the president that the faculty member be reappointed without prejudice. A copy of this report will simultaneously be sent to the faculty member.

(i) If the president does not concur with the committee's recommendation, this fact will be communicated in writing to the Hearing Committee within fourteen calendar days of receipt of the report, accompanied by the president's rationale. The committee will review this response and may reply in writing to the president within fourteen calendar days. At any time after receiving the committee's initial recommendation, either the president or the committee can request a joint meeting to discuss the case.

(j) Unless there are extenuating circumstances, the president will take final action on the matter: 1) within thirty calendar days after receiving the committee's initial recommendation if the president and the committee concur in the matter; otherwise, 2) within fourteen calendar days of the committee's final response to the president. The president shall transmit the full report of the Hearing Committee, along with his/her recommendation, to the Chancellor for recommendation and transmittal to the A&M System Board of Regents.

(k) If the committee recommends that the faculty member be reappointed but the president does not concur, the faculty member may request in writing (within fourteen calendar days after receiving the president's decision) that the case be reviewed in accord with the A&M System Board of Regents Academic Freedom, Responsibility and Tenure Policy 12.01, section 7.2.

(3) Grievances involving dismissal of a tenured faculty member or dismissal of a probationary faculty member with an unexpired appointment extending beyond the date of dismissal. A faculty member contesting a dismissal after a grant of tenure or during an unexpired probationary appointment will follow the procedure outlined below.

(a) Within thirty calendar days of receiving formal notice of dismissal, the faculty member will submit in writing to the chairperson of the Hearing Committee a request to convene the committee. The faculty member will also send a copy of this letter to the Office of the President.

(b) Within fourteen calendar days the Office of the Vice President for Academic Affairs will provide to the faculty member a detailed written statement of the reason(s) for dismissal, the names of any adverse witnesses to be called or cited, and the nature of their testimonies. A copy of this same information will simultaneously be provided to the chairperson of the Hearing Committee.

(c) The Hearing Committee will convene to hear the case no earlier than thirty calendar days and within forty-five calendar days (or as soon thereafter as possible) of receiving the information described above. The chairperson of the committee will notify, in writing, the faculty member and the president of the exact time and place of the meeting. Such notification must be made at least fourteen calendar days before the meeting occurs. Accompanying the letter of notification will be a description of all procedural rights to be accorded the faculty member in the hearing. These include: an advisor of the faculty member's own choosing to act as counsel; the right to a complete taped recording or transcript of the proceedings; the right to question witnesses; the opportunity to be confronted by all adverse witnesses; and, if a witness cannot appear, the right to the name and any relevant statement of the witness. Any evidence deemed appropriate by the faculty member may be presented at the hearing.

(d) There will be no suspension of the faculty member from ordinary duties during the proceedings unless the welfare of the university or the faculty member is involved. Any such suspension should be with pay and with appropriate provision for useful duties whenever possible.

(e) In deliberating, the committee will allow oral arguments and/or written briefs by all parties concerned.

(f) The committee, after a careful and thorough review of all the evidence, will issue a recommendation. All votes taken in formulating the recommendation will be by secret ballot with the chairperson as teller. The vote count of the final recommendation will be recorded as part of the report. If the final vote should end in a tie, this will be considered a vote in favor of the faculty member. Any committee member who desires may submit personal comments on the final committee recommendation.

(g) The full committee recommendation, together with any comments by individual committee members, will be transmitted in writing without delay to the president and to the faculty member involved.

(h) If the committee finds for the faculty member and the president concurs with this finding, the faculty member will be reinstated. The president will transmit a report of the action to the A&M System Board of Regents for informational purposes.

(i) If the committee finds against the faculty member, no further action will be taken. The president will transmit a copy of the committee's final report to the Chancellor of the A&M System. The faculty member may request in writing within fourteen calendar days that the case be reviewed by the A&M System Board of Regents. If the board decides to review the case, its review will be based on the record of the Hearing Committee, accompanied by, at the board's discretion, the opportunity for oral and/or written arguments by the principals or their representatives, in accord with A&M System Academic Freedom, Responsibility, and Tenure Policy 12.01, section 7.2.3.

(j) If the committee finds for the faculty member and the president disagrees with this finding, the faculty member will be notified in writing by the president. A copy of the committee's report and the president's rationale for disagreement will be transmitted by the president to Chancellor of the system for recommendations and transmittal to the A&M System Board of Regents for review in accord with A&M System Academic Freedom, Responsibility and Tenure Policy 12.01, section 7.

(k) The appeal process described above may be terminated at any time at the discretion of the faculty member involved, provided such notification is made in writing to the chairperson of the Hearing Committee.

6. Inviolability of Procedures.

Until further amended or rescinded by the A&M System Board of Regents, no part of these procedures may be suspended or altered in any way except under the express provisions of an officially approved financial exigency policy.

References: Prior ETSU Policies II M and B-2 approved August 5, 1983; revised May 1, 1992; Fall 1997; and November 2000.

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CONTACT FOR INTERPRETATION: Provost and Vice President for Academic Affairs

FACULTY SERVICE REPORT FOR TENURE

(Month, Year) through (Month, Year)
(From time of employment on tenure track)

In order to standardize input and facilitate tenure decisions, faculty members will use the general format that follows in providing evidence of their professional performance. The Faculty Service Report for Tenure will be reviewed and evaluated by the department's tenured faculty, the department head, the college dean, the College Tenure (and Promotion) Review Advisory Committee, the vice president for academic affairs, and the president. Provide to your department head no later than __________________:

1. a report of your professional performance (Faculty Service Report for Tenure), applicable to the period indicated above, and

2. an updated vita.

Name __________________________________________________ Highest degree held ___________

Present rank __________________________________________

Number of years teaching experience

At Texas A&M University-Commerce __________
(include current academic year)

At other universities __________

Total __________

At levels other than university __________

Assigned Duties.
Provide a statement of assigned duties, with the portion of time designated for (1) teaching, (2) research or other scholarly and creative activities, (3) service, and (4) other assignments.

I. TEACHING

A. Courses Taught. List undergraduate and graduate courses taught by term and location.

B. Teaching Effectiveness.
1. Course Syllabi. Provide a syllabus for each course taught during the past year in an appendix to your report. The syllabus should include objectives, grading procedures, various writing and reading assignments, etc.

2. Pedagogical Approaches. Indicate examples of especially innovative and/or effective teaching techniques.

3. Student Evaluations. Provide a summary of data on student evaluations of all courses taught during the past two years.

4. Other Evidence of Teaching Effectiveness. Examples may include but are not limited to teaching portfolios, videos of class presentations, letters of support from those in a position to make a judgment, documentation of attendance at college and university workshops on effective teaching, including integrating technology into classes, etc.

II. RESEARCH OR OTHER SCHOLARLY AND CREATIVE ACTIVITIES

A. Research. Identify all funded (amount) and non-funded research activities over the last five years.

B. Scholarly Publications. (List refereed and non-refereed articles separately.)

1. Give full bibliographic references to books, articles, and monographs published.

2. Identify works in progress; provide tentative title, publisher, and publication date.

C. Creative Activity. Describe creative activities engaged in during the period of this report but not published. Give specific details for activity in creative fields, i.e., dates and locations of juried art shows, music recitals, concerts, etc.

D. Other Scholarly and Creative Activities. Describe the amount and type of scholarship in professional activities, e.g., speeches (including papers presented), critical discussants, workshop presentations, and media appearances. Include the date, subject, and location of these activities.

E. Grants. Describe (non-research) grant proposals written, indicating funded (amount) and non-funded proposals.

III. SERVICE

A. Service to the University, College, and Department.

1. List your service to the University, college, and department. You should include a statement indicating evidence of productivity and involvement.

2. Describe and document involvement in the development of courses and/or programs for the preparation of professionals.

B. Service to and Evidence of Involvement in the Community. Describe the amount and type of your involvement in professionally related community service activities. Include the date, type of service, and location of these activities.

C. Service to and Evidence of Membership and Involvement in Professional Associations. List your membership in professional associations (including offices held) and describe the amount and type of your involvement.

IV. PROFESSIONAL DEVELOPMENT AND RECOGNITION

A. Professional Development. Identify activities engaged in to further your professional development, i.e., attendance at off-campus learned and professional conferences, workshops, additional course work, etc. Include special earned certificates as C.P.A., Registered Professional Engineer, etc.; indicate dates awarded.

B. Recognition. List honors and awards received; indicate whether each was for teaching, research or other scholarly and creative activities, or service. Indicate dates and categories (international, national, or regional).

V. ADDITIONAL INFORMATION

Individuals who feel that the Faculty Service Report for Tenure does not adequately reflect their responsibilities are encouraged to supplement the report with additional information.

TENURE ADVISORY OPINION EXAMPLE*

__________________________________ is now serving in year ______ of probationary service at Texas A&M University-Commerce. Please indicate whether, in your opinion, the faculty member should be given a continued probationary reappointment (years 1-5), or a tenured appointment (normally year 6). Each advisory opinion must be accompanied by a supporting statement.

ADVISORY OPINION: check the appropriate response

Continued Probationary Reappointment (years 1-5): _____ YES _____ NO

Tenured Appointment (normally year 6) _____ YES _____ NO

SUPPORTING STATEMENT: (Use back of form or additional sheets, if necessary.)

TEACHING:

RESEARCH OR OTHER SCHOLARLY AND CREATIVE ACTIVITIES:

SERVICE:

___________________________________
Signature** Date

*Opinions written in good faith are not subject to litigation for libel.
**Unsigned Tenure Advisory Opinion forms will be considered as no opinion.