Boise State University Policy #4490 (formerly #7490)
Effective Date: January 1, 2012; January 26, 2012; December 2013
Purpose: To provide guidelines for the initial appointment, employment, and promotion of clinical faculty.
Additional Authority: State Board of Education (SBOE)
Scope: Applies to all Clinical Faculty
Responsible Party: Provost and Vice President for Academic Affairs (the Provost), 426-1202
Human Resource Services (HRS), 426-1616
Clinical Faculty – Licensed or certified professionals whose primary responsibility involves teaching students in both academic and clinical settings, supervising clinical experiences, and engaging in professionally related community service. While they may, they are not required to participate in research or scholarship activities as part of their regular assignment. They may serve on select committees involving curriculum or program related issues. They are eligible for promotion but not tenure.
- I. Policy Statement
- Clinical Faculty play a critical role in the professional curricula. Therefore, they are found in a variety of programs at Boise State University.
- II. Titles
- Titles for Clinical Faculty are:
- A. Clinical Instructor: The title normally granted to newly employed individuals without a terminal degree who occupy a Clinical Faculty position.
- B. Clinical Assistant Professor: The usual entry-level rank for individuals who hold an advanced degree, have demonstrated experience in a clinical area, and have some teaching experience.
- C. Clinical Associate Professor: A rank marking an individual who holds a terminal clinical/ practical degree, as defined by the college. These Clinical Faculty members have a consistent track record of accomplishment as a clinical educator and demonstrated leadership in their department or discipline.
- D. Clinical Professor: A rank of high distinction for an individual with a terminal academic degree and who is regarded as a regional or national authority in the relevant discipline. External letters of evaluation from recognized leaders in the relevant discipline are used to document achievements commensurate with this rank.
- As is the case with academic rank for tenured and tenure-track faculty, titles within the clinical professor series imply a hierarchy of combined education, experience, achievement, and responsibility, with the title of clinical professor corresponding to the highest rank.
- III. Degree and Certification Requirements
- A terminal degree appropriate for the field is desired for Clinical Faculty members, but consideration is extended to individuals with an advanced degree and/ or substantial applied experience and achievement in their profession. Clinical Faculty members must hold appropriate certification/licensure/registration in their disciplines.
- IV. General Administration
- A. Supervision – The department chair or unit supervisor is responsible for supervision of a member of the Clinical Faculty. The chair or supervisor may delegate supervisory responsibility to an appropriate administrator in the department or unit.
- B. Benefits – Clinical Faculty members are benefit-eligible provided they meet state and university eligibility guidelines.
- C. Sources of Funding – While it is desirable that Clinical Faculty members be supported by state appropriated monies, any combination of funding sources may be used to support the salary of a member of the Clinical Faculty, providing that all policies and regulations of the university and the funding sources are satisfied.
- D. Obligation of the University – Boise State is not obligated to provide salary or program support to a member of the Clinical Faculty except as expressed in the terms of employment.
- E. Voting Privileges – The voting privileges of a member of the Clinical Faculty are determined by policies of the appropriate college and department or unit but only if these policies are consistent with the policies of the university.
- F. Leave of Absence – A leave of absence may be permitted for up to six months upon recommendation of the department chair or unit supervisor and the college dean with approval by the Provost. The leave must be in compliance with all appropriate university and SBOE policies.
- V. Appointment
- A. Search Procedure – The initial appointment to an established clinical faculty position is made as the result of a search by a department or unit using a search procedure that is defined by the department or unit and is carried out in compliance with university and SBOE policies.
- B. Initial Employment Procedure – The procedure for employing the successful candidate is the same as the procedure for employing tenured and tenure-track faculty and is described in University Policy #4210. The following information should be attached to the normal paperwork:
- 1. A recommended title and annual salary;
- 2. A statement of justification for the appointment and salary including the qualifications of the recommended individual (attach resume of candidate);
- 3. Expectations regarding the teaching assignment, participation in department and university service committees, student advising, possible supervision of graduate students;
- 4. Agreements regarding the supporting resources and commitments required of the department or unit, the college, and the university, including office space, secretarial and technical support, communications (mail, photocopy, phone, fax, internet), disposable supplies, computer usage, and faculty/staff prices for university sponsored entertainment events;
- 5. Other agreements regarding conditions of employment.
- C. Clinical Faculty members may, at the recommendation of departmental faculty, the department chair, the dean, and the Provost, and with approval of the State Board of Education, be appointed for a renewable multi-year term.
- D. Change from Non-Tenure Track to Tenure Track Appointments: With approval from the chair, dean, and Provost, Clinical Faculty members may change from their non-tenure track position to a tenure track position when it is in the best interest of the program and Boise state. All faculty appointments are subject to approvals as required by SBOE policies.
- VI. Performance Evaluation and Salary Adjustment
- A. Performance Evaluation – Each Clinical faculty member’s performance is evaluated at least annually by the department chair or unit supervisor using the timelines and procedures defined in University Policy #4290 and with emphasis on teaching, clinical supervision, and departmental, and/or university service activities. More frequent evaluations may be conducted at the discretion of the department chair or unit supervisor. The evaluation must include student evaluations and service and may include research/scholarship in the event that any of these activities are part of the current year’s activities. As part of the evaluation process, the employee undergoing evaluation shall prepare an annual activity report in a format specified by the department chair or unit supervisor.
- B. Annual Salary Adjustment – Salary adjustments for clinical faculty are considered on an annual basis according to procedures and guidelines established by the University for Faculty.
- VII. Promotion
- A. Maximum Time in Title – A Clinical Faculty member may hold the title of Clinical Instructor for no more than six years measured from the date of initial appointment to rank excluding FMLA leave. A Clinical Instructor must therefore be approved for promotion before the end of the sixth year or seek a new position within the university or elsewhere. Maximum time in title does not apply to Clinical Faculty holding the titles of clinical assistant professor, clinical associate professor or clinical professor.
- B. Promotion Criteria – Criteria for promotion of clinical faculty are to be developed in advance of the need by the college/department/unit. The criteria for promotion must be approved by the department chair or unit supervisor and by the college dean, must be consistent with the general criteria given in section V(B), and must be followed by the College Promotion and Tenure Committee.
- C. Experience Requirements – Except under extraordinary circumstances, advancement may not occur before the acquisition of a required number of years of experience as a Clinical Faculty member.
- 1. At the time of initial appointment, the department chair or unit supervisor shall make a written recommendation to the college dean regarding the application of experience at another academic institution and application of professional (nonacademic) experience toward the years of experience required for promotion; the dean is responsible for making the final determination. Professional (nonacademic) experience of two years or more in the relevant discipline may be substituted for a maximum of two years of the required total experience. University experience requirements are necessary but not sufficient conditions for promotion.
- 2. For promotion from clinical instructor to clinical assistant professor, two years of full-time experience as a clinical faculty member are required (i.e., an application for promotion can be submitted no earlier than during the third full year of employment at Boise State.
- 3. For promotion from clinical assistant professor to clinical associate professor, five years of full-time experience as a faculty member is required.
- 4. For promotion from clinical associate professor to clinical professor, a minimum of eight years of full-time experience as a clinical faculty member is required.
- D. Promotion Folder – The promotion folder must contain at least the following documents: a letter from the applicant requesting promotion, a comprehensive vita, a concise summary of activities that address the promotion criteria, all student/course evaluations, all annual evaluations, a copy of the position description for the position held by the applicant, and letters of support from at least two colleagues holding clinical or tenure-track faculty appointments at the university.
- E. College Promotion and Tenure Committee – The College Promotion and Tenure Committee is comprised of the existing Promotion & Tenure committee for the College/School/Department plus one Clinical Faculty member of at least clinical associate rank, and if possible, a Clinical Faculty from the applicant’s School/Department, or related field , when a Clinical Faculty is to be considered for promotion. Clinical Faculty may not evaluate the promotion or tenure activities of tenured or tenure-track faculty.
- F. Procedure and Timelines – The following procedure and timelines closely follow the promotion guidelines for tenured and tenure-track faculty described in University Policy #4340.
- 1. The candidate for promotion submits to the department chair a promotion folder by September first (1).
- 2. During the month of September, official and Clinical Faculty of the department or unit reviews the promotion folder and provides written input to the chair or supervisor.
- 3. The chair forwards the promotion folder along with his/her recommendation, any clarification that may be required on the applicant’s specific responsibilities, written input from tenured, tenure-track, and Clinical Faculty of the department or unit, and a copy of the department or college promotion criteria for clinical faculty, to the Promotion Committee by October fifteenth (15).
- 4. The College Promotion and Tenure Committee reviewing the clinical faculty for promotion will review and make a recommendation to the Dean, and notify the applicant of that recommendation no later than December first (1). In the case of a recommendation to deny promotion, the candidate may request a meeting with the committee. The request must be made within five working days of the notification of denial and the meeting must occur within five working days of the request for a meeting.
- 5. The College Promotion and Tenure Committee reviewing the Clinical Faculty for promotion shall forward all documents and its recommendation to the college Dean by December fifteenth (15).
- 6. The college Dean reviews the promotion packet and notifies the candidate of his/her recommendation by January fifteenth (15). In the case of a recommendation to deny promotion, the candidate may request a meeting with the dean. The request must be made within five working days of the notification of denial and the meeting must occur within five working days of the request for a meeting. The dean forwards the promotion packet with his/her recommendation to the Provost by January thirty-first (31).
- 7. The Provost reviews the promotion packet. The President, in consultation with the Provost, makes his/her decision to grant or deny promotion and notifies the candidate of the decision by March first (1). In the case of a decision to deny promotion, the candidate may request a meeting with the President. The request must be made within five working days of the notification of denial and the meeting must occur within five working days of the request for a meeting.
- 8. A candidate may withdraw from consideration for promotion at any time in the above process.
- 9. If the promotion is approved by the President, he/she notifies the candidate by April fifteenth (15).
- G. Salary Enhancement – The salary enhancement for promotion of a member of the clinical faculty is the same as for promotion of a member of the tenured and tenure-track faculty for comparable ranks.