ࡱ> twsc 9bjbjNN Gd~$i~$iH0=k k k k k    8 |3!4 4Gg!g!g!g!g!"""FFFFFFF.KMFk """""Fk k g!g!4Fa*a*a*"Fk g!k g!Fa*"Fa*a*8|M9g!r"8FG04G8N#dN$M9M9Nk #; ""a*"""""FF3'."""4G""""N"""""""""Y 1:  Department of Industrial and Management Systems College of Engineering 鶹Ƶ 4202 East Fowler Avenue, ENB 118 Tampa, Florida 33620-5350 Phone: (813) 974-2269 Fax: (813) 974-5953 http://ie.eng.usf.edu/ Industrial and Management Systems Engineering (IMSE) Performance Guidelines for Tenure and Promotion to Associate and Full Professorship IMSE Department is a research-intensive, nationally-recognized department. We are judged by our research productivity and by the quality of preparation of our graduates. The following broad guidelines for earning tenure and promotion to associate professorship reflect the responsibility of each faculty member to contribute toward the productivity, international visibility, and ranking of the department. This Department/School is not currently a multi-campus unit. If departmental faculty are hired at branch campuses, we will modify our governance and T&P documents to ensure that those faculty are included in matters of faculty governance and Tenure & Promotion to ensure they have voice in departmental issues. We recognize the principles of equity of assignment, resources and opportunities of faculty across a multi-campus university. General Process Faculty who are eligible to apply for tenure and promotion lets the department chair know of their intent to apply. The chair informs the Deans office and the process begins. The Deans office provides the faculty candidate and the department chair a detailed timeline of various steps of the process. The faculty inputs her/his portfolio including narratives on teaching, research, and service and supporting documents in the FIS (faculty information system). The departmental staff uploads data related to workload assignment, student teaching evaluation data, and annual evaluations from files. Upon completion of his/her input, the faculty member releases the packet for review. The department chair, in consultation with the faculty member, selects a set of external reviewers (see below for details), and sends the list of names for approval to the Deans office. Once approved, chair sends the request for external evaluation letters along with a supporting packet of information (prepared by faculty) that aids the external reviewers to assess faculty performance in research. Upon release by the faculty, the application is reviewed by the departmental T&P committee. The committee inputs their evaluation letter, performance ratings, and vote in the FIS system. The department chair reviews the application next and submits the chairs evaluation letter, performance ratings, and recommendation. The application packet is then reviewed by the colleges Faculty Governance Committee for their evaluation, performance ratings, and vote. The application is then evaluated by the Dean. The Dean meets with the faculty applicant before sending her/his recommendation to the Provost for a final decision and approval by the USF Board of Trustees. EXTERNAL REVIEWS The department will request six (6) letters from external reviewers in order to assess the readiness of the candidate for tenure and/or promotion. Since the emphasis is on high impact and visibility, these letters will play a significant role in the decision process. The external scholars are expected to have broad visibility and respect in their field of expertise and should be familiar with the work of the candidate and/or should be able to assess the quality, the significance and the impact of the work. As per university guidelines, the department protects the privacy of the reviewers and allows the candidate to view the letters without revealing the identity of the reviewer. General criteria Evaluation criteria regarding tenure and promotion are based on the USF T&P guidelines. In accordance with the university requirements, candidates for tenure and promotion are expected to demonstrate excellence in research, excellence in teaching, and substantive service. It is recognized that due to the diverse research areas of faculty, the specific criteria for evaluation could differ, and each case must be assessed individually. Tenure and Promotion to Associate Professor Research productivity criteria A cornerstone of the overall mission of the department is to conduct high-quality research on problems of local as well as global significance that are well recognized nationally by peers and funding agencies. The following items are recognized by IMSE faculty as ways (but not limited to) a candidate seeking tenure and promotion to Associate Professorship may establish her/his research performance. Demonstrate the ability to attract, recruit, and mentor graduate students, and graduate one or more doctoral students prior to seeking T&P. Effective dissemination of research through traditional (i.e., peer-reviewed research articles in high impact journals, high-quality conference proceedings) and non-traditional venues that reflect candidates expertise and research focus. Research productivity should be in accordance with expectations of the relevant field of research of a faculty member at peer institutions. In general, a minimum of 2-3 peer- reviewed journal articles per year is expected with the candidate as the senior or corresponding author during the tenure-earning years. Journals should be those indexed by major citation databases. Establishing a discipline-specific research funding track record that demonstrates current relevance to and support from external funding agencies. The level of external funding support and its forward projection should be such as to match as well as to advance the current norms at peer institutions by securing nationally competitive peer reviewed major research grants as PI and co-PI. At least one such major multi-year grant should be as PI and one grant as a major co-PI. Grants and contracts should also be sought from state agencies and in collaboration with industry partners to form a well- rounded funding portfolio. Achievements that signify especially innovative research, including patents, licensed technology or other forms of technology transfer beyond the university will be considered in the evaluation. Developing active research collaboration with diverse groups within/outside of the university resulting in collaborative research/proposals and joint publications. Actively participating in national/international conferences by coordinating sessions and panels, presenting papers in invited sessions, facilitating participation of Ph.D. students. Teaching productivity criteria The goal of teaching in the IMSE department is to promote students learning, intellectual development, and career preparation. Towards this goal, candidates for tenure and promotion are expected to achieve excellence in teaching as evidenced by a successful track record of classroom teaching, mentoring of undergraduate and graduate students, and active participation in curricular development. The following are some indicators of recognized teaching performance. Teaching classes at both the graduate and undergraduate levels, including courses with medium to large enrollments as compared to departmental norms. Receiving student teaching evaluation ratings at par (near the mean) with college averages at comparable course levels. Attending seminars and training sessions on teaching excellence offered on campus or at national meetings/conferences. Developing new courses and laboratories, contributing to curriculum developments/enhancements, publishing papers in teaching-related journals, and obtaining teaching related grants. Supervising undergraduate research and honors theses. Service productivity criteria Following are example markers of substantive service productivity. Significant participation and projected growing leadership role in the profession, particularly at the national level. This could include, for example, holding officer positions in professional societies, membership in committees, and organizing symposia. Cultivating editorship roles with journals. Serving in the review panels at funding agencies and also for assisting professional societies in selecting honorees and awardees. Building relationships with local industry and engaging the local community including the K-12 school districts in the area. Demonstrating a meaningful alignment to the overall mission of the department, college and university such as through participation on committees, student advising and advising to student organizations. Promoting diversity in recruitment and maintaining collegiality and an environment of mutual respect. The awarding of tenure is a long-term commitment by the department. Recipients of tenure are expected to have clearly demonstrated the ability and drive to advance their careers and the reputation of the department to levels worthy of such a commitment. Meeting the above guidelines is the most direct pathway to demonstrating such potential. However, because of the diversity of the discipline and different modes of inquiry that may be appropriate to the relevant research area, other factors that demonstrate significant scholarly achievement may be considered. Promotion to the rank of Full Professor For promotion to the rank of Professor, a candidate must provide compelling evidence of significant recognition among national and international peers in the discipline or professional field. A sustained record of excellence in teaching and research/creative activity/scholarship is expected, as well as a record of substantial contributions in service to the university and/or profession. This record of excellence should support the prediction of continuing high productivity throughout the individuals career. Research: Excellence in research and scholarship is expressed by a track record of continued research funding including those via large team/multi-university type grant proposals submitted to agencies like NSF, DOE, DoD, NIH, etc. Research funding may also be received from state agencies and through collaborative work with industry. Portfolio must include a significant list of invited presentations at conferences/workshops/research institutions, and a strong record of growing peer-reviewed publications in high impact and indexed journals beyond the level considered outstanding for promotion to associate professorship. Patents and licensing efforts are expected and are considered positively. Recognition of the applicant by his/her peers may be demonstrated through appropriate citation indices in Google Scholar and Scopus, invited presentations at universities and/or research laboratories, election as a senior member/fellow of national and international professional societies, and frequent invitations to serve as a scientific reviewer on panels or mail-in reviews for proposals and publications. Teaching: Important measures for teaching excellence are: learning outcomes in classroom teaching, sustained excellence in mentoring of graduate (PhD) students, involvement of undergraduate students in research, development of new innovative courses, contributions to curriculum development and creative learning experiences, receiving and participating in teaching related grants, papers, and presentations. Service: The candidate should show initiative to serve his/her professional community and/or the university beyond assigned duties. These initiatives may be demonstrated through, for example, volunteering to committee assignments and substantial involvement in committees beyond what is considered regular faculty participation; taking leadership roles at the department, college, or university; strong involvement in the peer review of papers and proposals; membership in one or more editorial boards of peer-reviewed journals and service as guest editor for books and special issues of journals relevant to the field of candidates research; organizing meetings and workshops; standing for election in committees in scientific organizations; and engagement in the local community. Approved by the IMSE Tenure Committee (Drs. Lai Yuen, Chair, Centeno, Kwon, Reeves, Savachkin, Weng, and Yalcin) on Feb 25, 2016 Revised: September 2020 based on comments and suggestions by the provosts office; approved by IMSE T&P committee on September 2020     IMSE Guidelines for Tenure and Promotion to Associate and Full Professorship TAMPA ST. 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