Guidelines for Promotion and Tenure
of Academic Programs and AES Faculty

November 1996

The colleges has a diverse mission and different kinds of appropriated funding sources not generally present in other colleges at NMSU. Consequently, this college has three Promotion and Tenure subcommittees, one for faculty with majority appointments in Academic Programs and Experiment Station, one for faculty with majority appointments as Extension specialists, and another for Extension county faculty. These three subcommittees make up the College Promotion and Tenure Committee. This document relates exclusively to Academic Programs/Experiment Station faculty.

For strict conformity to NMSU guidelines that oversee one's Promotion and Tenure committee for each college, the committee referred to in this document as the College Promotion and Tenure Committee perhaps should be referred to as the Academic Programs/Experiment Station Subcommittee of the College Promotion and Tenure Committee. Nevertheless, it is referred to as the College Promotion and Tenure Committee because its function parallels that of the college committee in other colleges.

I. General Statement
II. Background
III. University Policy
IV. College Policy
V. Evaluation Criteria
VI. Application Materials and Resume Format
VII. Submission and Evaluation Procedure

I. General Statement

Promotion of faculty members and issuance of continuous contracts are matters of utmost importance to any university. Criteria by which individuals are evaluated defy simple enumeration because most faculty in the College of Agriculture and Home Economics have unique professional skills, as well as both teaching and research responsibilities. Further, the land-grant philosophy and responsibilities under which New Mexico State University functions dictates that faculty also should participate in various service and nonacademic educational activities. Therefore, Promotion and Tenure evaluations must include the person's professional performance in light of budgeted responsibilities and nonbudgeted service and Extension education activities.

Important principles apply to all evaluations even though they cannot be translated into criteria uniformly applicable to all disciplines. The person being evaluated should demonstrate professional stature and ability to communicate with relevant clientele consistent with the rank or tenure status the person is seeking. Many faculty have a professional specialty that is unique within the College; the rest share a professional specialty with only a few other faculty in the College. Consequently, the evaluation of a candidate's professional development and stature, and prospects for further development must consider several dimensions.

Regardless of appointment, all faculty at New Mexico State University are expected to engage in scholarly endeavors and produce works to be judged by their peers, both inside and outside the University. Peer reviews may take several forms, but acceptance of work should provide evidence of some wider recognition of the work's value. Acceptance of a manuscript by the editor of a refereed professional journal certainly satisfies these conditions, but so does issuance of a patent or other protection of intellectual property, release of a cultivar, congressional testimony, receipt of a professional award, and selection for various professional responsibilities such as editor of a scholarly journal or service on a National Academy of Science panel. Publication in refereed scholarly journals precedes other evidence of professional stature.

A faculty member's ability to communicate with relevant clientele may reflect different skills, depending upon the person's appointment. Regardless of the clientele, the evaluation of the faculty member's ability to communicate will reflect both the views of the client population and peer evaluation of content, organization, and relevance of the material. For academic instruction, evaluation will include input from both current and former students, as well as peer evaluation. Peer input may range from within the specialty in the candidate's department to sources external to the University, as is appropriate for the candidate under consideration. Input from employers of graduates may be included when it can be related specifically to the candidate. Because a university is a place of learning, all faculty are expected to display competence as educators.

Service takes many forms, but every faculty member must carry his/her fair share of the service functions. Each faculty member is embedded in at least two structures to which service must be rendered: the local administrative structure of department, College, and University, as well as a structure of professional affiliations. For faculty to maintain the independence they expect and have viable professional organizations, someone must supply the required services. As a faculty member matures, he/she should assume service responsibilities in broadening arenas. A faculty member should experience a similar broadening of service responsibilities to his/her professional organization(s).

Clearly, evaluators need to know a candidate's specific skill(s), professional affiliations, clientele, and how supporting materials speak to the aspects raised above. The letter of application described later is the appropriate place for a candidate to deal with these matters. Without a well-reasoned letter of application, other supporting materials may appear to be unrelated information.

II. Background

All colleges at New Mexico State University adhere to the general University Promotion and Tenure Guidelines as set forth in the Administrative Policies and Procedures (AP&P) Manual in the chapter labeled "Academic," Section VII-X. Although parts of this manual are excerpted in the Faculty Handbook, the AP&P should be viewed as the definitive source of information. It includes important statements concerning philosophical aspects of teaching, research, and service. Specific consideration is given there to qualifications for promotion to the junior (instructor, assistant professor) and senior (associate professor, professor) ranks. Candidates for tenure and/or promotion must carefully examine these University guidelines before beginning the application process. Consideration for issuance of a continuous contract (tenure) begins no later than spring of the fifth year and is completed no later than the sixth year of employment. University guidelines state clearly that "promotion to professor should not be considered to be forthcoming merely because of years of service to the University."

For the College and University to grow and develop, junior faculty members must be encouraged and nurtured to develop their talents. Senior faculty members should consider it part of their responsibility to assist with this nurturing process.

Within the College, candidates for tenure and/or promotion are evaluated by their department head, a departmental committee, the College Committee, and the Dean. At all levels of this evaluation, judgments must be made based on an individual's responsibilities and performance. These judgments should recognize that each faculty member has a unique responsibility within the University. Likewise, the candidate must be aware that advancement through the academic ranks requires not only excellence in academic disciplines, but also evidence of developing stature (university, state, national, international), and maturity of view, expected of those in the professorial ranks. Candidates for tenure and/or promotion are, therefore, responsible for providing the basis for appraisal of their performance, professional maturity, and likelihood of continued contributions.

The following sections include important University and College guidelines about promotion and tenure. Section III presents information from the Administrative Policies and Procedures, New Mexico State University, Academic, Sections VIII A-B, 7/95 edition. Section IV details additional, College-specific policies. Section V lists evaluation criteria to be considered by all departmental and College Promotion and Tenure Committee members. Section VI summarizes types of materials to be submitted by candidates, as well as submission and evaluation procedures. This list of items is not all inclusive; individuals are encouraged to include additional documentation as deemed relevant by the applicant or as suggested by specific departmental criteria.

III. University Policy

A. General Qualifications for Promotion (Main Campus): Common elements to be considered for promotion, differing only in degree in all ranks, are:

Teaching. This element is difficult to define precisely, but is commonly considered to include the teacher's knowledge of his/her field; skill in arousing interest and evoking responses in students; skill in stimulating students to think critically, to understand the interrelationship of fields of knowledge, and the application of knowledge to human problems; skills in integrating domestic and international knowledge and insights into class content; and skills in raising students' awareness about the domestic and international social, political, economic, and ethical implications of their courses of study.
Research. This element is composed, in part, of the person's research or other creative work that indicates professional merit and interest. The results of this activity will find expression normally through accepted channels or media in the respective professional fields or in his/her teaching. Teaching and research are ordinarily closely related; it is difficult to comprehend how a person can teach well without having firsthand understanding of how the knowledge of the field is discovered.
The research performance of faculty will be based on domestic and/or international scholarly activity. Annual performance evaluation of any faculty member will recognize that success in research may require long-term efforts. Promotion and tenure and annual performance raises will give equivalent consideration to domestic and international research efforts and success.
Service. This element includes the person's general contributions to the organization and development of the University, and services to any local, state, national, or international agency or institution needing the specific benefits to be derived from his/her professional knowledge and skills.

B. Specific Qualifications for Promotion (Main Campus): In the following statements of required time in each rank, it should be emphasized that the periods stated are to be considered minimum and not as maximum, under normal circumstances. It is recognized that the time served in a rank at another institution should be taken into consideration. It is also recognized throughout that the evidence of competence differs for various fields, to some extent, and standards of judgment cannot be rigidly uniform.

The Junior Ranks
1. Instructor. This rank should be given to persons with advanced training who have demonstrated scholarly or creative ability. Usually, the individual will not yet have demonstrated ability to do both teaching and research independently.
  An instructor must have knowledge of his/her particular course materials and should have some intellectual vision; but need not be expected to have acquired a significant understanding and original point of view or philosophy of the general subject. In addition to such general considerations, as stated above, the specific degree requirements for this rank will be the master's degree or the equivalent, and except under unusual circumstances, the instructor will be encouraged to be studying toward a terminal degree.
2. Assistant Professor. To be considered for this rank, a person must have demonstrated ability in his/her field. It is strongly believed that a relationship exists between teaching and research, and that a good teacher or researcher must constantly remold course or projects materials in light of new knowledge derived from his/her own creative scholarship, as well as that of others.
  An assistant professor may be expected to have a thorough command of the subject matter of some segment of the general field of the discipline, in addition to a comprehension of the whole.
  In addition to such general considerations as stated above, specific degree requirements for advancement or promotion to the rank of assistant professor and, of course, applicable to the senior ranks as well, normally, will be the doctor's degree. Outstanding experience and recognition in the profession outside the academic field may be considered as the equivalent of the degree requirement.
The Senior Ranks
Promotion to either senior rank should represent an implicit prediction on the part of the department, College, and the University that the individual so promoted will make sound contributions to teaching and learning during the remainder of his/her life. Advancement should occur only after careful investigation of the candidate's promise in scholarship, teaching, research, leadership, and learning.
By this statement it is meant that serious attention must be given to the caliber of the candidate's professional stature, for this will probably be the key factor in determining the extent to which past performance in teaching and creative work may be expected to carry on through continuing and enlarged contributions. Services rendered to communities and agencies or organizations in his/her professional capability shall be considered in assessing qualifications for advancement to senior ranks.
For degree requirements, see the preceding section.
1. Associate Professor. An associate professor occupies a position adjunct to that of the professor. He/she is one whose views contribute to departmental policy. It must be assumed that he/she has competence and mature outlook over a fairly large part of the whole field.
  To be considered for this rank, a person should expect to serve for at least four years as an assistant professor under normal circumstances.
  A candidate for an associate professorship is expected to have demonstrated his/her capacities in the lower ranks and should offer evidence that teaching and research have kept abreast of times in method and subject matter, that a greater degree of maturity has been attained; and that there has been a retention of interest in competent teaching and research. Furthermore, productivity and competent scholarship beyond that completed for the degree of the doctorate must be evident.
2. Professor. Appointment of individuals to professorship is obviously the most critical step in determining the future of the academic caliber of the university. There should, therefore, be clear understanding of the functions and qualifications of individuals in this rank.
  A professor through teaching, creative activity, and service should have demonstrated substantial command of his/her whole field, sound scholarship, and a mature view of his/her discipline.
  Promotion to professor should not be considered to be forthcoming merely because of years of service to the University. A person being considered for a professorship is expected to have maintained all the qualities and conditions required for tenure and the associate professor rank. In addition, a professor should exhibit special stature in his/her discipline, leadership, and substantial strength in all areas-teaching, creative activity, and professional service.
  In the recommending procedures, the department head and the faculty member shall submit information as follows:
  1. Special Stature in the Discipline.
    1. Teaching Performance-Data indicating performance, including innovation, enthusiasm, and contributions to activities designed for improvement of instruction. Peer and student evaluation may be useful ingredients in determining teaching performance.
    2. Creative Activity-Lists of publications, exhibits, recitals, etc. Peer evaluation both on and off campus. Off-campus peer evaluation shall consist of at least three letters evaluating the individual's creative activity. The direction of graduate students where appropriate to the individual's discipline.
    3. Professional Service-Information showing involvement in state, regional, national, and international groups within his/ her field and contributions to the University. Objective data showing prestige and recognition among practitioners of the discipline.
  2. Leadership. Information showing initiative, perseverance, and originality and skills in human relations.

IV. College Policy

The promotion and tenure policy of the College of Agriculture and Home Economics conforms to University policy, but includes the following additional conditions:

The conditions for tenure are the same as those for associate professor. Tenure will not be awarded to an assistant professor unless he/she is simultaneously being promoted to associate professor.
New faculty being considered for initial appointment with tenure will be evaluated for tenurability by the appropriate department Tenure Committee and the College Promotion and Tenure Committee. The criteria for tenurability will be those applied to current faculty. Because the materials available for these evaluations ordinarily are more abbreviated than the usual tenure materials, the committees need to take special care to document the basis for their recommendation(s).
Letters of reference for tenure and/or promotion must include letters from the candidate's department, letters from the University outside the candidate's department, and letters from outside the University.
Faculty appointed with service credit from other organizations will have a letter of offer detailing the conditions for promotion and tenure.

V. Evaluation Criteria

The following items will be considered by all evaluators when preparing the recommendation statement.

A. BUDGETED TIME RECORD

Teaching, Research, Extension, and Other Assigned Responsibilities

B. EVALUATION OF:

Teaching
1. Evidence of professional maturity in teaching.
  1. Expertise in subject matter.
  2. In the candidate's technical specialty.
  3. In the broader area of which the candidate's technical specialty is a part.
  4. Ability to relate subject matter to broader fields.
  5. Insight into future needs of society and directions of discipline.
  6. Leadership in course and curricular development.
  7. Texts, publications, and other materials published or developed for teaching.
  8. Professional services to teaching.
2. Reputation among current and former students-student evaluations, letters, commendations, honors bestowed by students, solicited letters.
3. Reputation among peers.
4. Achievements of former students.
Research/scholarly activity.
1. Evidence of professional maturity in research/scholarly activity.
  1. Expertise in specialty field(s). This should be related to publication history.
  2. Ability to relate to broader fields.
  3. Insight into current trends in the discipline.
  4. Insight into future needs of society.
  5. Quality of research.
    1. Evidence of originality and innovation.
    2. Usefulness to the discipline.
    3. Usefulness to industry or public sector.
2. Research Reputation
  1. Among departmental, College, and University peers.
  2. Among other professional peers-state, regional, national, international.
  3. Among representatives of industries and agencies, public and private.
Cooperative Extension Activities
1. Evidence of professional maturity in Extension programming.
  1. Expertise in subject matter.
  2. Ability to relate subject matter to broader fields.
  3. Insight into future needs of society and directions of discipline.
  4. Leadership in program development.
  5. Texts, publications, and other materials published or developed for teaching.
  6. Reputation among peers.
Service
1. Evidence of professional maturity.
2. Evidence of professional stature related to service functions.
3. Outside requests for consulting.
4. Evidence of cooperation with the Extension Service mission.
5. Evidence of other activities in support of the mission statement of the College.
International Activities
1. Evidence of utility to the University, contribution to the growth and development of the faculty member, and benefits to the recipient(s) of the programs or activities.
2. Publication or publications from the activity beyond required reports.
3. Seminars, classes, or similar presentations which incorporate international experience(s).
4. NMSU international grants and contracts stemming directly from the international activity.
5. Leadership in internationalization or other directly domestic activity.
6. Reputation among peers.

VI. Application Materials and Resume Format

Candidates, with the assistance of their department head(s), are responsible for preparing documentary materials for submission to their academic department head. Application materials should be divided into two volumes, a core document and an appendix. The core document should contain the candidate's letter of application and resume, publication lists, support letters, teaching summaries, etc., covering the period of time since the last promotion; it should be limited to 50 typed, double-spaced pages. All other supporting items should be placed in the appendix volume, which will be maintained in the Dean's office with the core document. The core document will be forwarded through the regular evaluation channels while the appendix volume will be reviewed at the departmental level and be available for review upon request at subsequent levels. Additionally, candidates should maintain a file of all listed publications, which also will be available for review if needed.

A. LETTER OF APPLICATION

A well-reasoned summary of the candidate's interests, competence, past contributions, ongoing activities, and noteworthy circumstances. The resume should address the evaluation criteria in Section V.B., above.

B. RESUME

General
1. Name
2. Educational Background
3. Present Position
4. Previous Experience
Teaching
1. Teaching Responsibility
  1. General instruction area.
  2. Nature of courses taught (service type vs. for majors)
  3. Special instructional aids and facilities utilized (e.g., T.V., problems, help sessions, field trips, etc.).
  4. Nature of subject matter (stable, changing, affecting preparation effort required).
2. Teaching Load
  1. Undergraduate courses taught (regular semesters and interim).
  2. Graduate courses taught.
  3. Number of course credits and SCH produced.
  4. Number of students per course (all the above may be incorporated into a table).
  5. Percent teaching time for the last five years.
3. Teaching Performance
  1. Peer evaluation.
  2. Evaluations from former students.
  3. Student course evaluation-summarize; original student forms should not appear in the core document.
  4. Other evidence.
4. Teaching Services
  1. Academic advising-methods used.
    1. Number of undergraduates.
    2. Number of graduates.
    3. Number of international students.
    4. Special activities involved with international students.
    5. Other advising services to students.
5. Special teaching honors, awards, evidence of special recognition or excellence, etc.
6. Professional Service to Teaching
  1. Development of instructional resources.
  2. Assistance to other researchers and courses (guest lectures, etc.).
  3. Committee memberships related to teaching (department, College, University, regional, national).
  4. Recruitment activities, undergraduate and graduate.
  5. Self-improvement activities (teaching skills, etc.).
  6. Relevant consulting activities.
  7. Other.
Research and Other Scholarly Activity
1. Research Responsibility and Load
  1. Creative activity (See III.A.2.).
  2. List of research areas, titles, and sources of funding.
  3. Nature and scope of research areas including responsibility in the above projects.
    1. Scientific leadership roles-explain nature of responsibilities.
    2. Administrative leadership roles-explain nature of responsibilities.
  4. Percent research time.
  5. Other
2. Professional Communications
  1. List of publications grouped by type (books; refereed journal articles; proceedings; Experiment Station publications; other publications such as published abstracts, Extension circulars, technical reports, popular or trade publications). Citation style may follow any form used in the candidate's discipline; all citations must be complete and accurate. Candidate should have a copy of each publication available upon request.
  2. Papers and/or talks presented before professional societies-indicate if "invited."
  3. Speeches and talks other than those listed in part C-2b related to research activities.
Cooperative Extension Activities
1. Nature and Scope of Program
2. Results of Program Activities
Other Service(Committee memberships, task forces, meetings attended, etc., as applied to the following)
1. Departmental
2. College
3. Extension (non-formal appointment)
4. Graduate School
5. University
6. Community
7. State
8. Nation
9. Profession
10. Industry and non-profit organizations (judging, speeches, popular articles published, consultations not reported above, workshops, field days, tours, etc.).
Professional Societies
1. List organizations of which you are a member in good standing and offices held.
2. List honorary societies and offices held.
International Activities: Location, duration, responsibilities, contributions, etc.
Other Material
1. Include any material deemed in support of the criteria noted in Section III of these guidelines.
2. The completed resume will be submitted to the academic department head, who will review for completeness and, in consultation with the candidate, add the budgeted time and past performance evaluations and submit to the departmental Promotion and Tenure Committee for recommendation.

VII. Submission and Evaluation Procedures

(see AP&P, chapter labeled ACADEMIC, Section IX for further information)

A. Candidate, Department Head, and Departmental Promotion and Tenure Committee

Preliminary recommendations for tenure and/or promotion begin at the departmental level during the spring semester. The following fall, after appropriate consideration by department committees, the department head forwards to the Dean an assembly of materials, outlined in the previous section, which is evaluated by the Dean and by a committee of senior faculty members elected by the tenured/tenure-track faculty of the College, namely, the College Promotion and Tenure Committee. Department heads are responsible for informing departmental faculty regarding types of materials needed in the candidate's files, but the individual candidate is responsible for preparing the documentary material in his/her file. All members of the College faculty, and especially department heads, should receive instructions on the nature of materials needed by administrators and the College Promotion and Tenure Committee. Such instruction, including updated College guidelines, should be distributed periodically to all faculty and specifically given to all new faculty during their first year. The first step to be taken by individual faculty members anticipating submission of materials for tenure and/or promotion should be an examination of criteria used by both departmental and College Promotion and Tenure committees. This process will provide a guide in preparing materials needed for consideration. The candidate prepares both a letter of application and a resume following the format described in the section dealing with those materials. The resume is supplied to the department head. The department head also should solicit letters of reference from the candidate's peers, students, associates, and/or previous supervisors. These letters should be solicited by the department head, not the candidate, but solicitations should include all persons (at least five and up to a total of ten) nominated by the candidate. Letters of recommendation need not be limited to those nominated by the candidate. The core document of no more than 50 pages is then assembled by the department head into a ring binder in tabbed sections having the following organization:

University promotion form or contract status form.
Detailed recommendation of departmental Committee (inserted after Committee deliberations).
Evaluation and recommendation of the department head will include a descriptive letter of evaluation outlining aspects of the individual's performance and contributions.
Department criteria for tenure and/or promotion.
Candidate's letter of application.
Resume of faculty member.
Minimum of five letters of reference from peers, students, and colleagues, to be solicited by the department head. Letters of reference for tenure and/or promotion must include letters from the candidate's department, letters from the University, but outside the candidate's department, and letters from outside the University.
Student evaluation summaries or other reports.
Other support materials (i.e., unsolicited materials). All faculty tenured in the department will be allowed to submit unsolicited letters commenting on the candidate's qualifications for tenure and/or promotion for inclusion in this section.

NOTE: The 50-page limit applies to sections controllable by the candidate, namely the sections above numbered 5, 6, 8, and the part of section 9 provided by the candidate.

The department head then submits the assembled packet to the departmental Promotion and Tenure Committee. The departmental Committee evaluates the candidates and includes an evaluation letter in the core document. The departmental Committee affirms that representations about material in the appendices made in the core document are, or are not, accurate. The packet is then returned to the department head who forwards it to the Dean.

B. College Promotion and Tenure Committee

Committee Responsibility

The College Promotion and Tenure Committee advises the Dean of the College concerning each application for tenure or promotion of an Academic Programs/Experiment Station faculty member (as distinct from an Extension faculty member). This committee will ensure that department, College, and University guidelines were followed at all levels before its involvement.
Committee Structure

The College Promotion and Tenure Committee serves an extremely important function by aiding the departments and administration in shaping directions of the University for years to come. The process of advisement relative to continuous contracts and promotions must, therefore, be conducted rigorously and in a timely manner. The charge of the College Promotion and Tenure Committee is to serve in an advisory capacity to the College administration on matters of issuing continuous contracts and promotion. The College Committee will be composed of five tenured professors (not academic department heads) from different departments in the College of Agriculture and Home Economics-elected for three-year terms by the tenured/tenure-track faculty of the College of Agriculture and Home Economics. Special elections will be held as needed to fill any vacancies on the College Committee that may occur before the expiration of terms. The Dean will designate one committee member as chair.
Committee Deliberations
The academic department head will ensure that all material submitted to the Dean's office has been reviewed for completeness. The material will be forwarded to the Dean's office where it will be available to the College Promotion and Tenure Committee. The Committee will evaluate the material and make a recommendation to the Dean's office as follows:
1. Recommended for tenure or promotion.
2. Not recommended for tenure or promotion.
  
  Reasons will be given when a recommendation is made for tenure or promotion, and against promotion, but reasons will not be given for a negative recommendation on tenure.
  
  In order to assist deliberations, the chair of each departmental Promotion and Tenure Committee (or his/her representative) and the academic department head will be asked to meet with the College Committee when individuals from their department are evaluated. The departmental Committee chair and the department head will serve as resource persons only and will not be present during further deliberations or voting. A College Committee member from the same department as a candidate will not participate in the voting concerning that particular candidate.
Committee Procedures
1. Candidates for tenure or promotion will have opportunity to review all items included in the packet of materials that are assembled for the review of appropriate University committees and administrators. Furthermore, once the packet is prepared, nothing will be changed, added, or deleted from it without the knowledge of the candidate.
2. The College Committee will have an initial meeting with the Dean to discuss evaluation procedures.
3. Promotion and Tenure files will be maintained in the office of the Dean or his/her designated representative.
4. Committee members will sign for each file when it is removed from the Dean's office and the file will be kept secure at all times.
5. If additional information concerning a candidate is needed, the Committee member will contact the Committee chair who will obtain the material through the department head. Candidates will not be contacted by members of the Committee.
6. After each committee member has reviewed all core documents, the Committee will meet to evaluate the candidates and cast their ballots. The College Committee chair will vote as a regular committee member and all voting will be by secret ballot. College Committee members will not vote on candidates from their department.
7. The Committee chair will prepare a report in memo form to the Dean concerning the recommendation on each candidate. This statement will contain the actual vote (for, against, abstention, or not eligible to vote), as well as reasons for positive and negative recommendations for promotion and positive recommendations for tenure. Reasons will not be given for negative recommendations on tenure. Committee members will be allowed to submit minority reports. The Dean will provide the candidate and the department head with a copy of the College Committee's memorandum to the Dean.
8. All voting forms will be destroyed by the Committee chair.
9. After the Dean has reviewed all applications and committee reports, he/she will meet with the College Committee before making his/her recommendations to the central administration. This meeting will allow joint participation in evaluating the candidate's performance.
10. A final meeting between the Dean and College Committee members will be held after Promotion and Tenure decisions have been finalized. At this meeting, decisions will be announced to Committee members and plans for the next evaluation process can be discussed.
11. Strict confidentiality of materials, deliberations, and decisions of committees should be observed. None of the materials, forms, discussions, or other business dealing with specific candidates for tenure and/or promotion are to be divulged to persons other than the Dean, except for requests to department heads for more materials. Confidentiality is crucial for unbiased recommendations.
12. Faculty approved by the President for promotion and/or tenure will be announced, via letter from the Executive Vice-President, before the July 1 effective date. Faculty who fail to earn tenure at the end of the probationary period will be given one year's notice of termination.

Unanimously Approved and Adopted on October 29, 1996, by the Department Heads' Council.

New Mexico State University is an equal opportunity/affirmative action employer and educator. NMSU and the U.S. Department of Agriculture cooperating.

Guidelines for Promotion and Tenureof Academic Programs and AES Faculty