Proposed Definitions
(Only for the Purposes of Renewal, Tenure and Promotion--RTP)
This glossary is meant to aid SUNY Oneonta faculty in their applications for contract renewal, tenure, and promotion (RTP). The terms defined here represent their most current usage; however, it should be noted that definitions are subject to change as aspects of the process are clarified. The official definitions are generated by the three primary sources explained below (other sources are listed at the end).
Primary Sources
Faculty Handbook: An informational compilation of policies, procedures, and current practices in use by SUNY Oneonta. The Faculty Handbook is a publication of the Provost’s Office.
SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members: This document describes the criteria that the library faculty use to evaluate candidates for contract renewal, continuing appointment and promotion. The criteria listed in this document are adapted “to reflect the specific contributions of librarians to the academic mission of the university” and are an elaboration of the criteria stated in the Policies of the Board of Trustees, Article XII, Title A, Evaluation of Academic Employees and Title B, Promotion of Academic Employees.
SUNY Policies of the Board of Trustees: Created by the Board of Trustee of the State University of New York, this book contains the official guidelines for contract renewal, tenure and promotion.
Agreement between United University Professionals (UUP) and the State of New York: The bargaining unit Agreement that represents the terms and conditions of employment for faculty and professional employees.
Guidelines for Renewal, Tenure and Promotion—effective Fall 2022 (A combined two-part pdf: Policy and Guidelines, referred to collectively as “The Guidelines”)
Implementation Letter for post-fall 2022 Guidelines
Glossary
Academic Employee: According to the SUNY Policies of the Board of Trustees, an “Academic employee shall mean an employee in the Professional Services Negotiating Unit with academic or qualified academic rank.”
Academic Rank: According to the SUNY Policies of the Board of Trustees, academic rank is “Rank held by those members of the professional staff having the titles of professor, associate professor, assistant professor, instructor, and assistant instructor . . . and rank held by members of the professional staff having the titles of librarian, associate librarian, senior assistant librarian, and assistant librarian.”
Academic Staff: According to the SUNY Policies of the Board of Trustees, academic staff is “The staff comprised of those persons having academic or qualified academic rank.”
Adjunct Lecturer: Title given to part-time teaching faculty whose employment contract is either semester-by-semester or yearly and compensation is on a per course basis.
Assistant Librarian: The first stage in the tenure-track process for librarians at other SUNY institutions.
Assistant Professor: The initial academic rank of the tenure-track teaching faculty. Faculty appointed at this level are required to have the terminal degree appropriate to their field, or its equivalent, or to be working toward the appropriate degree, depending on what was required in the advertisement.
Associate Librarian: A rank equivalent to associate professor. To achieve the rank of associate librarian, the faculty member must meet the criteria set out in the document, “SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members.” This document states that these criteria are “an elaboration of those listed in Policies of the Board of Trustees, Article XII.” Furthermore, this document states that “A person appointed or promoted to this rank must have demonstrated the ability to work effectively without supervision, to suggest new methods or procedures, and to foresee problems and suggest means to overcome them. In addition, the librarian must offer substantial evidence of a high degree of professionalism and self-motivation, as evidenced by professional contributions to the library, the university, and the profession. Contributions to the library must include mastery in a particular area of librarianship and/or increased responsibilities.”
Associate Professor: The second academic rank of the tenure-track teaching faculty. According to the Faculty Handbook, to achieve the rank of associate professor, the faculty member must be proficient in four of the five criteria as set out in Article XII of the Policies of the Board of Trustees. Faculty promoted to this rank are expected to teach classes, conduct scholarly work and make service contributions to their department and the university.
Boyer Model (of Scholarship): An approach to scholarship for faculty articulated by Ernest L. Boyer in Scholarship Reconsidered: Priorities of the Professoriate. The approach broadens the traditional approach from individual research to scholarship of discovery (research), integration, application and teaching.
University Service: Activity designed to aid the university community achieve its goals of teaching, learning, and scholarship, but this activity is distinct from individual teaching and scholarship. University service may include but is not limited to committee work, student advisement, club advisement, university-wide committees, working on departmental business other than teaching, and working at Open House.
Community Service: Voluntary work intended to contribute to the public good in a particular area, town, or city. Community service is often, but not always, performed in Oneonta or the surrounding region. Community service is meant to be independent of service to the University or department.
Continuing Appointment: The term used in the SUNY system for tenure.
Criteria for Continuing Appointment: The five criteria defined below are the areas that the SUNY Policies of the Board of Trustees lists as the areas on which faculty will be evaluated in their applications for contract renewal, tenure, and promotion. While they are presented as discreet elements here, it should be noted that some aspects of a faculty member’s work may overlap the areas.
Please note that whether you fall under the pre-2022 or post-2022 Guidelines, the SUNY criteria control evaluations at all levels. Each academic department has its own way of valuing how that discipline engages with the core issues, the SUNY 5 criteria, but these criteria control the independent evaluations done by each level of review.
Mastery of Subject Matter: One of the five areas examined for contract renewal, continuing appointment, and promotion. The Faculty Handbook says that this mastery may be “demonstrated by such things as advanced degrees, licenses, honors, awards and reputation in the subject matter field.” Departments may set departmental standards for achieving mastery of subject matter based on the nature of their disciplines.
Effectiveness in Teaching: One of the five areas examined for contract renewal, continuing appointment, and promotion. The Faculty Handbook says that this effectiveness may be “demonstrated by such things as judgment of colleagues, development of teaching materials or new courses and student reaction, as determined from surveys, interviews and classroom observation. According to the Faculty Handbook, “In the case of continuing appointment or promotion to Associate Professor, one of the areas of proficiency must be effectiveness in teaching.” Librarians are evaluated based on effectiveness in teaching and librarianship. According to the document “SUNY Oneonta Criteria for Promotion of Milne Library Faculty,” this effectiveness may be “demonstrated by such things as judgment of colleagues, development of teaching or library materials or practices, or new courses, new library programs or services, and student or library user reaction. Additionally, competence in assigned functions within the library which might include supervision, administration of programs or functions, collection development, instruction, reference services or technical services.” Departments may set departmental standards for achieving proficiency of effectiveness in teaching based on the nature of their disciplines.
Scholarly Ability: One of the five areas examined for contract renewal, continuing appointment, and promotion. The Faculty Handbook says that scholarly ability may be “demonstrated by such things as success in developing and carrying out significant research work in the subject matter field, contribution to the arts, publications and reputation among colleagues.” For librarians, scholarly ability may be “demonstrated by such things as success in developing and carrying out significant research work in librarianship or subject field, contribution to the arts, publications and reputation among colleagues” according to the document “SUNY Oneonta Criteria for Promotion of Milne Library Faculty.” Departments may set departmental standards for achieving proficiency of scholarly ability based on the nature of their disciplines.
Effectiveness of University Service: One of the five areas examined for contract renewal, continuing appointment, and promotion. The Faculty Handbook says that effectiveness of University service may be “demonstrated by such things as college and University public service, committee work, administrative work and work with students or community in addition to formal teacher-student relationships. The document “SUNY College at Oneonta Criteria for Promotion of Milne Library Faculty,” also includes “work with students, library users, or community members in addition to formal librarian-student relationships” in its assessment of effectiveness of University service for librarians. Departments may set departmental standards for achieving effectiveness of University service based on the nature of their disciplines.
Continuing Growth: One of the five areas examined for contract renewal, continuing appointment, and promotion. The Faculty Handbook says that continuing growth may be “demonstrated by such things as reading, research or other activities to keep abreast of current developments in the academic employee’s fields and being able to handle successfully increased responsibility.” Departments may set departmental standards for achieving proficiency of continuing growth based on the nature of their disciplines.
Curriculum Vita (CV): An account of a person’s education, qualifications, and professional accomplishments. The CV must be included with applications for renewal, tenure, or promotion. The Faculty Handbook suggests the preferred organization of the CV under the heading “Guidelines for Preparation and Submission of Personnel Review Files.”
Dean: The chief academic and administrative officer of a School. . The Dean reports to the Provost and Vice President for Academic Affairs. The Dean makes recommendations regarding renewal, tenure and promotion to the Provost.
Dean’s Advisory Councils (DACs): DACs are faculty committees that exist to facilitate personnel deliberations on term reappointments for the academic divisions now known as “Schools” within Academic Affairs. DACs of each School consist of tenured faculty at the rank of Associate Professor or higher from departments within the School. The DACs are charged with making recommendations to the Deans concerning reappointments of faculty within their own Schools. The DAC is the first recommending body beyond the department to examine materials submitted by faculty members seeking renewal. There is also a Library Director’s Advisory Council (LDAC) for librarian review.
Department Chair: A department chair is the supervisor of a department’s faculty and acts as the primary liaison with the department’s Dean and with the Provost. According to the Faculty Handbook, “As a departmental administrator the chair is accountable for properly managing the department and is responsible to the university President, the Provost, and the appropriate Dean. In addition, the chair must maintain ties to his or her discipline by teaching courses and by being a strong advocate for the discipline within and outside the university environment.” In relation to the renewal, promotion, and tenure process, the department chair, the Faculty Handbook notes, is responsible for “Facilitating personnel actions such as preparation of department recommendations for hiring, contract renewals, promotions, continuing appointments, and discretionary and special awards.” Each contract renewal, promotion, and continuing appointment file must contain the department chair’s recommendation.
Distinguished Librarian: Appointments to this title are made by the SUNY Board of Trustees upon the recommendations of the campus chief administrative officer and the Chancellor. Appointments to these titles are continuing appointments (tenure). Appointments as Distinguished Librarian are based upon a support file indicating the achievement of librarians whose contributions have been transformational in creating new information environments. Eligibility for Distinguished Librarian is limited to librarians who have achieved the rank of full librarian, completed at least five years of full-time service at the rank of full librarian on the nominating campus and at least ten years of service within the State University of New York. A local selection committee reviews the support files.
Distinguished Teaching Professor and Distinguished Service Professor: Appointments to these distinguished titles are made by the SUNY Board of Trustees upon the recommendations of the campus chief administrative officer and the Chancellor. Appointments to these titles are continuing appointments (tenure).
Appointment as Distinguished Professor is based upon a support file indicating the achievement of an international reputation or prominence in the field as documented by contributions to the research literature or, in the fine arts, through artistic performance.
Eligibility for Distinguished Teaching Professorship is limited to Associate Professors and Professors who have completed at least three years of full-time teaching on the nominating campus who carry at least one-half of an assigned teaching load at the undergraduate level. A University-wide peer review panel evaluates the support file for such a nomination.
Nominations for a Distinguished Service Professorship must include testimonials and materials that document the nominees' reputation for service to the campus, University, community, State of New York, or the nation by sustained effort in the application of established skills to a particular social problem or community endeavors over an extended period of time, are submitted by the Campus President.
Dossier: See Personnel Review File.
Effectiveness in Teaching and Librarianship: The document, “SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members” states that effectiveness in teaching and librarianship is demonstrated “by such things as judgment of colleagues, development of teaching or library materials or practices, or new courses, new library programs or services, and student or library user reaction. Additionally, competence in assigned functions within the library which might include supervision, administration of programs or functions, collection development, instruction, reference services or technical services.”
Emeritus: The distinction of Emeritus faculty is accorded to members of the University faculty who retire in good standing, in accordance with the provisions of Title B or C of Article XV of the Policies of the Board of Trustees.
Evaluation: The purpose of evaluation pursuant to “Evaluation of Academic Employees” shall be the appraisal of the extent to which each academic employee has met his or her professional obligation. It may be considered in making decisions or recommendations with respect to continuing appointments, renewals, promotion, discretionary adjustments to basic annual salary and for any other purpose where an academic employee’s performance may be a relevant consideration.
Faculty Activity Reports (FARs): Based on the Faculty Handbook, FARs are self-reporting forms that tenure-track faculty complete at the end of every academic year. A FAR form with all required subjects is provided by the university. The university also provides course enrollment data which must be included. It is expected that each faculty member will report on the year’s teaching responsibilities, scholarly activity such as research, presentations, performances, etc., and service to the university, department, and community. Faculty activity reports are appended to each department’s Annual Report and must be used by the faculty member as part of their renewal, promotion, and tenure applications.
Initial Appointment: The term used to describe the first employment contract teaching faculty receive upon employment by the university.
Innovation: The implementation of new ideas or methods.
Lecturer: A qualified academic rank within the University. Lecturers are not on tenure-track appointments and do not submit applications for reappointment, tenure, or promotion. The usual contract for a lecturer is one or two years. Lecturers can be in either long-term or short-term teaching positions depending on the nature of the need within the department and academic affairs. Lecturers receiving term appointments may be renewed.
Librarian: A rank equivalent to professor. To achieve the rank of librarian, the faculty member must meet the criteria set out in the document, “SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members.” This document states that these criteria are “an elaboration of those listed in Policies of the Board of Trustees, Article XII.” In addition, this document states that “Promotion or appointment to this rank shall require evidence of outstanding achievement in librarianship. A person appointed or promoted to this rank must meet all of the qualifications for the rank of Associate Librarian and have demonstrated leadership in his/her primary position of responsibility and mastery of a particular area of librarianship. He/she will have shown exceptional evidence of planning ability, leadership, and sound judgment. He/she must possess a level of expertise which makes him/her a resource person for other library staff and/or patrons.”
Librarianship: The profession that encompasses such activities as reference work, liaison work, collection development, weeding, cataloging, supervision of other librarians and/or classified staff, web page development and maintenance, electronic resources management, acquisitions, interlibrary loan management, application of technology to library functions and preservation.
Library Director: The person serving as chief administrator of Milne Library. The Library Director reports to the Provost and Vice President for Academic Affairs. The Library Director makes recommendations regarding renewal, tenure and promotion to the Provost.
Mentoring: The process of training and counseling new faculty members by a more experienced member of the faculty. Mentoring is more than simply providing training sessions. The mentor forms a one-to-one relationship with new faculty members and acts as a personal resource to guide the new faculty member to a successful integration into the university community.
Packet: See Personnel Review File.
Peer Observation: A means to provide constructive feedback to a faculty member for the purposes of enhancing teaching through classroom visits by persons of matching status. For example, teaching faculty are generally observed by other (usually tenured) teaching faculty. Two observations of teaching are required for term renewal.
Personnel File: The official employee file located in the Office of Human Resources.
Personnel Review File: As described in the Faculty Handbook, a compilation of information, letters of recommendation, reports, etc., submitted by a tenure-track faculty member for the purposes of facilitating deliberation on term appointment, promotion and/or tenure decisions. Personnel Review Files must include a Curriculum Vita with sections on biographical information, teaching, scholarship, and service. In addition, Personnel Review Files must include appropriate letters of recommendation, faculty activity reports, and individual statements concerning scholarship as well as contributions to university-wide goals. Complete details on the makeup of the Personnel Review File can be found in the Faculty Handbook.
Portfolio: See Personnel Review File.
Prior Service: According to the Faculty Handbook, “A new faculty member who has prior service at another SUNY institution is automatically credited with up to three years [of] service, assuming the faculty member has indicated such service on the appropriate form. A faculty member who has prior service at a non-SUNY institution of higher education may petition for up to three years [of] prior service, to be granted at the discretion of the university.” Faculty awarded with prior service may apply for continuing appointment and promotion to associate professor sooner than those faculty not awarded prior service.
Professional Organization: A body of people with similar academic or discipline-specific interests who have formed an association based on that interest. Professional organizations often provide guidelines or even requirements for educating students in the core discipline of the organization. Professional organizations sometimes provide accreditation or licensure, which may be part of a Personnel Review File.
Professional Service: Outreach performed by faculty in the context of their academic disciplines. Examples of professional service include serving as editor, manuscript reviewer, or editorial board member of a technical or academic journal or book publisher, committee work for a professional organization, serving as an officer in a professional organization, or acting in a professional capacity as a consultant to the university or other public institution.
Professional Staff: According to the SUNY Policies of the Board of Trustees, “All persons occupying positions designated by the Chancellor as being in the unclassified service.”
Professor: The highest academic rank of the tenure-track teaching faculty. To achieve the rank of professor, the faculty member must be proficient in all five of the criteria as set out in Article XII of the Policies of the Board of Trustees. Faculty promoted to this rank are expected to teach classes, conduct scholarly work and make service contributions to his/her department and the university.
Proficient: Oxford English Dictionary def. A. 1. (noun) “A person with advanced skill or knowledge; an expert in a particular field; an adept.” Def. B.1. (adj.) “Skilled, adept, competent; expert in a particular field.” The term proficient is used in relation to the five areas in which faculty being considered for continuing appointment and promotion to associate professor or professor are evaluated. The faculty member’s department shall determine what constitutes proficient for all five areas.
Promotion and Tenure (P&T) Committee: A body that exists to review applications for continuing appointment, i.e., tenure, and promotions to associate professor and professor. P&T committees consist of tenured teaching faculty at the rank of Professor from departments that may span all Schools in the university. The P&T committee makes recommendations to the Provost.
Promotion and Tenure Process for Librarians: Librarians are evaluated using the criteria listed in the document, “SUNY College at Oneonta Criteria for Promotion of Milne Library Faculty Members.” According to this document, the criteria are “an elaboration of those listed in the Policies of the Board of Trustees, Article XII, Title A, Evaluation of Academic Employees and Title B, Promotion of Academic Employees. The standards are enhanced to reflect the specific contributions of librarians to the academic mission of the university. The criteria are a guide, but not necessarily a checklist of prescribed goals, and they are not listed in priority order. Major emphasis will be placed on effective performance in librarianship.” According to the Milne Library Personnel Committee Bylaws, “In its procedures for preparing continuing appointment recommendations, the [Personnel] Committee will follow the time schedules required by the University and the college.” Documentation required for continuing appointment and promotion is outlined in the Milne Library Personnel Committee Bylaws. The Personnel Committee reviews the documentation and votes on whether or not to recommend continuing appointment/promotion. After the Committee’s decision, a letter, written by the Chair of the Personnel Committee, and the supporting documentation, are forwarded to the Library Director. The Library Director’s Advisory Council (LDAC) does an independent review after the Personnel Committee. The Personnel Committee’s letter will be uploaded by the Dean’s administrative assistant and may be viewable by the LDAC. The Library Director reviews the letters, does an independent review including consideration of all supporting documentation and submits a recommendation to the Provost. The Provost reviews the letters and supporting documentation and submits a recommendation to the President. The President makes a recommendation to the Chancellor of the University who will render a decision. Candidates may request to be considered for promotion concurrently with the request for continuing appointment; however, promotion is not automatic. Individuals are notified as each stage rolls into the next. Rebuttal is allowed at each stage of the process.
Promotion and Tenure Process for Teaching Faculty: A series of steps through which faculty who have completed their term contracts or are at the associate professor level are evaluated for continuing appointment, i.e., tenure. The applicant must provide sufficient information for the evaluation in the form of a Personnel Review File. Requirements of the Personnel Review File are presented in the Faculty Handbook. The file is submitted directly to the Promotion and Tenure Committee which deliberates and submits its recommendation on renewal to the Provost. The Provost also will review the Personnel Review File and submit a recommendation to the President. The President makes a recommendation on promotion or tenure to the Chancellor of the University who will render a decision. In general, promotion to associate professor is made concurrently with granting of tenure. However, this is not automatic. Individuals are notified as each stage rolls into the next. Rebuttal is allowed at each stage of the process.
Provost: The chief academic officer of the university who holds the additional title of Vice President for Academic Affairs. All academic staff and faculty report indirectly (through the Deans, Chairs, and Library Director) to the Provost. The Provost makes recommendations on renewal, promotion, and tenure decisions to the President.
Qualified academic rank: According to the SUNY Policies of the Board of Trustees, “rank held by those members of the academic staff having titles of Lecturer, or titles of academic rank preceded by the designations “clinical” or “visiting” or other similar designations.”
Reappointment: The term is used interchangeably by some with “renewal” with respect to term appointments in the case of assistant professors or assistant librarians, i.e., conferral of another contract with the same terms for a new period. It is officially used to offer additional employment to some individuals in qualified titles who have temporary appointments.
Reappointment/Renewal Process for Librarians: Librarians are evaluated using the criteria listed in the document “SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members.” According to this document, the criteria are “an elaboration of those listed in the Policies of the Board of Trustees, Article XII, Title A, Evaluation of Academic Employees and Title B, Promotion of Academic Employees. The standards are enhanced to reflect the specific contributions of librarians to the academic mission of the university. The criteria are a guide, but not necessarily a checklist of prescribed goals, and they are not listed in priority order. Major emphasis will be placed on effective performance in librarianship.” According to the Milne Library Personnel Committee Bylaws, “In its procedures for preparing reappointment recommendations, the [Personnel] Committee will follow the time schedules required by the University and the college.” Applicants for reappointment must provide supporting documentation which is submitted to the Milne Library Personnel Committee. Requirements for supporting document are outlined in the Milne Library Personnel Committee Bylaws. According to the Bylaws, the Personnel Committee “will consider the request for reappointment along with all supporting documents.” The Personnel Committee then votes on the candidate’s request for reappointment. After the Personnel Committee makes its recommendation, a letter, written by the Chair of the Personnel Committee, and the supporting documentation are forwarded to the Library Director. The Library Director reviews the letter and supporting documentation and submits his/her recommendation to the Provost. The Provost reviews the letters and supporting documentation and submit a recommendation to the President. The President makes the final decision regarding reappointment and term of the contract.
Reappointment/Renewal Process for Teaching Faculty: A series of steps through which faculty whose term contracts are in their last year and who seek to renew those contracts can be evaluated for renewal by the university. The applicant must provide sufficient information for the evaluation in the form of a Personnel Review File. Requirements of the Personnel Review File are presented in the Faculty Handbook. This file is submitted to the department and the department chair who make recommendations directly to the Dean’s Advisory Council, which deliberates and submits its recommendation on renewal to their Dean. The Dean, in turn, will review the Personnel Review File and submit his/her recommendation to the Provost. The Provost also will review the Personnel Review File and submit a recommendation to the President. The President, at his/her discretion, may choose to offer the applicant a contract renewal of one or two years or choose not to renew the applicant. In rare cases, the applicant may be offered a three-year contract
Renewal: The process used when consideration is given to granting additional term appointments to tenure-track faculty and some qualified academic rank employees who have term appointment for a specified period of time.
Renewal, Promotion and Tenure Process: See Reappointment Process and Promotion and Tenure Process.
Self-evaluation: As part of the personnel review file that faculty members submit are three narratives, one about their effectiveness in teaching, one about their scholarly ability, and one about their effectiveness of university service. These narratives catalog the faculty members’ activities as well as reflect on them.
Senior Assistant Librarian: The first stage in the tenure-track process for librarians at SUNY Oneonta, a rank equivalent to assistant professor. Appointment at this rank requires an American Library Association accredited Master’s of Library Science degree or its equivalent. The document “SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members” states that “Appointments at this rank require an expectation/evidence of successful overall performance and the potential for a promising career in librarianship. Candidates must have the capacity and desire to develop the skills and level of professional commitment outlined in the “SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members.”
Service: See University Service, Community Service, Professional Service, University Service
Stopping the tenure clock: Phrase is used to describe an action that is purposefully requested and taken by a tenure-track, full-time teaching or library faculty member to slow down the timeline for notification of continuing appointment.
Course Experience Survey (previously the Student Perception of Instruction, or SPI): An evaluation form that students use to comment on courses they are taking, the instructor of such courses, and how much they feel they have learned. The evaluation is a two-part form. In the first part, students answer specific questions whereas in the second (optional) part, they may provide freely written comments of any type. The form is usually administered at or near the end of a course. The instructor designates a student to administer the form, collect them, and deliver them to the Office of Institutional Research. Forms may be used by instructors to improve their courses and must be part of an application for renewal or Personnel Review File to the appropriate Dean’s Advisory Council for their School. They must also be used as part of a Personnel Review File submitted to the Promotion and Tenure Committee.
Teaching Faculty: An employee of the university who has academic rank. This includes library faculty.
Tenure: An appointment to a position of academic rank which shall not be affected by changes in such rank and shall continue until resignation, retirement, or termination. Referred to as continuing appointment in the Policies of the Board of Trustees and the collective bargaining agreement with UUP.
Tenure-track: The standard path to tenure. Tenure-track faculty are< meant to be long-term members of the university community. For incoming faculty members with no prior service, the tenure process usually takes seven years. This may be accomplished with any combination of 1, 2, or 3-year appointments, each of which requires a full Personnel Review File.
Terminal Degree: The highest academic degree in a profession or educational discipline, e.g., Ph.D., MFA, MLS. Persons hired as academic employees on continuing appointment must have a terminal degree. See also assistant professor.
University Service: Activity designed to contribute to the mission of the State University of New York. According to the Policies of the Board of Trustees, Article XII, Title A, this may be “demonstrated by such things as college and University public service, committee work, administrative work and work with students or community in addition to formal teacher-student relationships.”
References
Agreement between United University Professionals (UUP) and the State of New York.
Boyer, Ernest L., and Princeton, NJ. Carnegie Foundation for the Advancement of Teaching. Scholarship Reconsidered: Priorities Of The Professoriate. 1997.
Faculty Handbook. Last updated January 4, 2013.
Milne Library Personnel Committee Bylaws. Last revised February 3, 2015.
“SUNY Oneonta Criteria for Promotion of Milne Library Faculty Members.” 2003.
Guidelines and Policies for Renewal, Tenure and Promotion (Effective fall 2022, including Implementation letter)