This website offers an overview meant to provide general information about the non-tenure track promotion processes and timing. This site does not supersede the Rutgers University Academic Labor Relations policies and procedures (linked below). General Instructions can be accessed here.
If you have additional questions, or need clarification, please feel free to contact the Dean’s Office by phone at (856) 225-6097 or by email at firstname.lastname@example.org.
- Chair notifies Dean’s Office regarding candidates who wish to be considered for promotion.
- Dean’s Office notifies the chair regarding eligible departmental reviewers for the upcoming year.
- If applicable, department ad hoc committee members are appointed by the Dean/Senior Associate Dean.
- Dean’s Office notifies the candidate who will be on their departmental review committee.
- Promotion packets are submitted to the Dean’s Office no later than Friday, January 25, 2019.
- A&P Committee reviews candidate’s official packet and may consult with the dean.
- The A&P Committee’s written report and recommendation are due to the dean within a week of voting and no later than the end of February.
- Dean’s narrative is completed.
- Dean notifies candidate within 10 days of final decision on promotion, where both the department and decanal levels are negative, excluding cases being considered under rank review provision.
- Dean’s Office sends packet to the Chancellor’s Office for final review.
- Chancellor’s Office notifies Dean’s Office of their review outcome.
- Dean’s Office notifies candidates of promotion outcome.
- Dean’s Office sends out new promotion contracts prior to June 30, 2019.
|August 2018||Notifies Dean’s Office regarding candidates who wish to be considered for promotion to this level.|
Requests departmental reviewer for the upcoming year
If applicable, department ad hoc committee members are appointed
Notifies candidate who will be on their departmental committee
|January 2019||Completed Short Form, departmental criteria, and signed and dated teaching evaluations are submitted to the Dean’s Office no later than Friday, January 26, 2018||Current appointment letter, CV, personal statement, other documents the candidate wishes to be considered, and any other documentation that may be required by the departments are submitted to the Dean’s Office no later than Friday, January 26, 2018|
|February 2019||Revisions may be requested at any level of review.||Revisions may be requested at any level of review.||
Reviews candidates official packet
A&P Report due to the Dean within a week of meeting and no later than the end of February.
|March 2019||Revisions may be requested at any level of review.||Revisions may be requested at any level of review.||
Dean’s Narrative is completed.
Dean notifies candidate within 10 days of final decision where both the department and decanal levels are negative.
Sends packet to Chancellor’s Office for final review.
Notifies candidates of promotion outcome.
Sends out new promotion contracts prior to June 30, 2018.
Department/program specific promotion criteria are found on departmental websites.
Excellence as a teacher is demonstrated by:
- Effectiveness of teaching strategies
- Observation of classroom instruction
- A teaching portfolio, including a personal statement, syllabi and/or other instructional materials
- Teaching evaluation surveys (for no less than most recent 6 semesters)
- Scholarship/research productivity on effective pedagogy and teaching
- Demonstration of service in accordance with the mission of the department and the University, appropriate to level of appointment.
TEACHING: Teaching includes classroom, online or hybrid, and non-credit instruction; supervision of research, student internships, professional practice, theses, and doctoral dissertations; academic advising and acting as a mentor; the improvement and enrichment of course offerings and other instructional activities within the faculty member’s discipline or profession; participation in interdisciplinary courses, honors courses and other special courses offered through any part of the University; development of curricula and, the writing of textbooks and the development of other instructional materials to enhance education in the faculty member’s discipline or profession. Effective teachers must demonstrate depth and breadth of knowledge in their discipline, must communicate this knowledge to others, and must give evidence of a continuing development of their knowledge so as to insure their continued effective teaching over the duration of their appointment. Effective teachers stay informed of advances and current thinking in their subject area and relate this information to teaching in a meaningful and balanced way. This might be evinced through revision of syllabi and development of new courses or instructional modules. Effective teachers communicate enthusiasm for their subject and have a responsibility to create a positive environment for learning that stimulates imaginative thinking. They maintain a critical attitude toward their teaching and strive continuously to improve it.
Teaching may also involve direct student academic advising or mentoring in specific programs.
SERVICE: Service includes the contributions a faculty member makes to the University, to society at large and to the academic profession. Typically for faculty members in the Teaching Title series in FASC, the types of service expected will be to the department, college, University, and to society at large. Contributions to the effective operation of the University at all levels are most typically demonstrated by significant academic and professional service to the department, the discipline, the faculty, the undergraduate colleges, the graduate programs, the campus, or the University as a whole, through such activities as recruitment of scholars to the University, evaluation of peers, contributions as a fellow, contributions to important committees and other activities in support of the academic development of the University and the enhancement of student academic development and student life programs. Contributions to society at large are most typically demonstrated through the application of the faculty member’s academic expertise and particular professional skills to the solution of international, national, state, county and local problems and by service for the public good on governmental and other special committees, boards, agencies, civic groups and commissions. It may include related speech to media, publication in popular venues, talks to alumni, or other organizations based on the faculty member’s academic expertise. Contributions to the advancement of the academic profession are most typically demonstrated by active participation in professional and scholarly associations; by service on editorial boards and as a reviewer of scholarly works and proposals; by participation on expert committees, or practice committees of professional associations or institutions.
Note: See Rutgers Policy 60.5.14, Criteria for Academic Appointments, Reappointments and Promotions.
- Short Form [DOCX]
- Copy of the applicable departmental criteria as posted on the website
- Signed and dated teaching evaluations received by the NTT faculty member during the current term of appointment
- Current appointment letter
- Personal Statement
- Other documents he/she wishes to be considered
- Any other documentation that may be required by the department/unit
Criteria for Promotion
Criteria used to evaluate NTT faculty for reappointment and/or promotion, and the application of such criteria, shall be consistent with University Policy Sections 60.5.14 and 60.5.15 and shall be consistent with the faculty member’s responsibilities set forth in the appointment/reappointment letter. Units/departments may require candidates to complete the Recommendation Information Form (Form NTT-1) contained in the Academic Promotion Instructions for Non-Tenure Track Faculty or Academic Promotion Instructions for Non-Tenure Track University Library Faculty in lieu of the Short Form; if the unit/department requires completion of a Form NTT-1, it shall be attached to the Short Form, and such requirement shall apply to all individuals at the same rank within the same title series in that unit/department in that same year.
Department Review Committee
NTT faculty members shall be evaluated by the department and principal investigator (if applicable); department chair/director; dean; and/or the designee of the University; A small standing departmental or unit personnel committee, or an ad hoc advisory committee, may act in the place of the entire department or unit. The department review committee should consist of no fewer than four full-time faculty members.
Academic Labor Relations: https://academiclaborrelations.rutgers.edu/
Committee Assignments: https://fas.camden.rutgers.edu/committee-assignments/
FASC Tenure & Promotion Procedures: https://fas.camden.rutgers.edu/faculty/faculty-resources/tenure-promotion-procedures/
FASC Tenure Track Reappointment Procedures: https://fas.camden.rutgers.edu/faculty/faculty-resources/faculty-reappointment-and-promotion-guidelines/tenure-track-reappointment-process/
AAUP-AFT Union Website: https://www.rutgersaaup.org/
Academic Appointments Manual: https://academiclaborrelations.rutgers.edu/academic-appointments-manual/academic-appointments-manual
2014-2018 Faculty Union Contract: https://academiclaborrelations.rutgers.edu/sites/default/files/2014-2018%20Faculty%20Contract%2010-6-15%20FINAL.pdf
Dr. Howard Marchitello
Senior Associate Dean for Research and the Graduate School
Senior Administrative Assistant
Coordinator of Administrative Services
Faculty Survey Administrator
Phone: 732-432-7206 X 233
60.5.2 ACADEMIC TITLES AND RANK EQUIVALENCIES FOR TENURED, TENURE-TRACK, AND NON-TENURE TRACK FACULTY
60.5.10 FACULTY TERM APPOINTMENTS
60.5.13 ACADEMIC TENURE