Guidelines for the Promotion of Clinical Faculty

Faculty being considered for promotion to this rank must demonstrate professional growth and achievement commensurate with this rank. Typically, clinical assistant professors should have been in rank a minimum of six years before they are promoted. That is, the promotion review may take place in the sixth year in rank, at earliest, for a promotion that begins in the seventh year. Comparable service at UB or another institution can be counted as part of the six years of time in rank.

Promotion criteria include expectations for performance in both teaching and service. Contributions in research are valued by the Department and can be considered as part of the overall evaluation of the candidate, but such contributions will not be viewed as substitutes for excellence in teaching and service. Research on teaching done as a service to the department and/or university can, however, be evaluated as evidence of service excellence. “Research on teaching” is broadly construed to include, among other topics, innovations in pedagogy and the dissemination of the same in non-traditional media such as podcasts and other digital outlets.

• The candidate must show clear and sustained evidence of highly effective teaching. Relevant evidence could include ratings collected from students on teaching effectiveness, samples of work from students, formal assessments of student performance, statements from former students and Teaching Assistants regarding the professional and personal impact of the faculty member, and teaching awards and recognitions.
• With regard to service, clinical faculty should contribute teaching-related service to the department, university, and/or to the profession, which may include (but is not limited to): the development of innovative teaching methods and pedagogical tools; curriculum development; leadership responsibilities for a particular educational program in the department; participation in professional meetings or panels involving teaching and learning; service learning contributions to the Department, the University, and the community; advisement of individual students and student groups; representation of the Department and/or University in student outreach or events; and specific administrative activities that assist the Department, College, or University in meeting educational goals.
• The candidate should demonstrate the potential for future growth as an educator.

Faculty being considered for promotion to this rank must have achieved a sustained level of excellence commensurate with this rank. Typically, clinical associate professors should have been in rank a minimum of five years before they are promoted. That is, the promotion review may take place in the fifth year in rank, at earliest, for a promotion that begins in the sixth year.

Basic criteria for appointment as a Clinical Professor are the same as for the Clinical Associate Professor. Again, contributions in research are valued and can be considered as part of the overall evaluation, but such contributions will not be viewed as substitutes for excellence in teaching and service. Overall, candidates should have a documented record as an accomplished educator and clear evidence of leadership in the areas in which they teach.

• Candidates for promotion to the rank of Clinical Professor should demonstrate continued excellence in teaching. Relevant additional evidence could include substantial course development or refinement, or effective work with students individually and in groups. Candidates for promotion to the rank of Clinical Professor should demonstrate outstanding expertise in one or more aspects of teaching and educational scholarship.
• Candidates should exhibit leadership in service responsibilities within the Department, the College, and/or the University.

• A full CV
• Teaching portfolio, including a teaching statement (three to five pages describing teaching experiences and contributions, and plans for future teaching development), and any relevant appendix materials (including syllabi)
• A brief statement describing Professional/Public Service, University Service, and Community Service
• Publications (if any)
• Names and contact information of former students and (if applicable) Teaching Assistants who can be asked for letters of evaluation.

• Summary of the numerical teaching ratings and one copy of actual evaluations
• Three internal letters from departmental colleagues who are in a position to provide an informed assessment of the clinical faculty member’s contributions.
• Two external letters from individuals outside UB whose positions would enable an authoritative perspective on the candidate’s performance and who would be sufficiently informed about the candidate to render a convincing evaluation. These may be faculty at other institutions, including AAU universities, and may include clinical faculty (or equivalent positions) at other institutions. The letters should be solicited from individuals who are at or above the rank being considered for the candidate.
• Letters of evaluation will be solicited from former students and (if applicable) Teaching Assistants identified by the candidate.

The materials submitted by the candidate along with all letters of evaluation will be distributed to eligible voting members of the Department at least one week prior to a meeting. “Eligible voting members” are defined according to President Tripathi’s 2008 memo regarding voting eligibility for faculty personnel actions.  For the promotion of clinical faculty, eligible voters include all tenured and clinical faculty holding the same or higher rank to which the candidate is being considered for promotion.  For example, for promotion to Clinical Associate Professor, all voting members at the rank of Associate Professor or Clinical Associate Professor and higher are eligible to vote.

After a full discussion, faculty will vote on their recommendation for promotion by secret ballot, indicating rank. If that vote is positive, the Chair will prepare a letter to the Dean detailing the case for the promotion (including the faculty discussion and votes) and providing a recommendation regarding promotion. The dossier is due in the Dean’s Office Feb. 15 in advance of a promotion effective Sept. 1.