51社区黑料

TABLE OF CONTENT

I. INTRODUCTION
II. DESCRIPTION OF MEDICAL RESEARCH FACULTY
III. GENERAL PERFORMANCE CRITERIA FOR APPOINTMENT, TENURE, AND PROMOTION
IV. DESCRIPTION OF RANKS AND EXPECTED PERFORMANCE FOR APPOINTMENT, TENURE AND PROMOTION
V. APPOINTMENT, PROMOTION, AND TENURE PROCEDURES
VI. PERFORMANCE FEEDBACK
VII. TERMINATION OF APPOINTMENT
VIII. REVIEW AND INTERPRETATION

I. INTRODUCTION

This policy describes the appointment, tenure and promotion processes for Medical Research Faculty (鈥淢edical Researchers鈥�) in the School of Medicine (鈥淪oM鈥�). This policy also describes the procedure in place in the SoM for performance evaluation, remediation and dismissal of Medical Researchers.

In addition to this Policy, Medical Researchers are subject to 51社区黑料University Policies and SoM Policies as amended from time to time.

II. DESCRIPTION OF MEDICAL RESEARCH FACULTY

Medical Researchers are required to maintain a program of research and scholarship of such a caliber as to contribute to the advancement of their field, which will typically be broadly related to the field of primary care pedagogy, practices, and policy. Medical Researchers will also be engaged in service to the SoM, University and/or the profession of medicine and/or in specialized instruction of medical learners.

The Dean will have final authority over workload assignments in order to ensure that the unit meets its curricular and enrollment obligations.

III. GENERAL CRITERIA FOR APPOINTMENT, TENURE, AND PROMOTION

The following criteria are to assist in assessing and recognizing the various contributions of Medical Researchers and to determine the appropriate rank for appointment, promotion and/or tenure. The SoM may develop further tenure and promotion evaluation criteria, including criteria, standards, and methods of assessment. Such criteria must be approved by the Dean, copied to the Provost and Vice-President Academic (鈥淧rovost鈥�) before coming into effect.

A. Research and Scholarly Activity

The criteria for contributions and performance in research and scholarly activity are applied with increasing stringency as experience and rank increases. Medical Researchers are primarily engaged in research and scholarly activity. Research and scholarly achievement is the most important criteria in the evaluation of the performance of a Medical Researcher and they must excel in research and scholarly activity.

The nature of research and scholarly achievement will vary by discipline. Consideration will be given to evidence of the ability of the faculty member to have their research published or otherwise subjected to appropriate peer evaluation. Emphasis must be placed on quality as well as quantity, and on the conditions and contexts of community-engaged research and knowledge-mobilization activities. Consideration should also be given to recognition by national and international professional societies and granting agencies, and special recognition by such societies, agencies, or other universities should be noted.

B. Service and/or Specialized Instruction

The criteria for assessing performance in service and specialized instruction are applied more rigorously as experience and rank increase. Service includes making significant contributions to the SoM, to the broader University, or to the profession of medicine. Specialized instruction in the SoM refers to the application of specialized knowledge to medical learning environments, contexts, processes or situations. Medical Researchers must maintain a dossier of their service and specialized instruction activities in a format consistent with SoM requirements as detailed in the SoM tenure and promotion guidance documents.

IV. DESCRIPTION OF RANKS AND EXPECTED PERFORMANCE FOR APPOINTMENT, TENURE AND PROMOTION

Initial appointments are typically tenure track appointments at the rank of Assistant Professor (Medical Research). Initial appointment at a higher rank and/or with tenure may be considered on a case-by-case basis.

While the annual review record may be taken into account in tenure and promotion considerations, external referees will normally be the primary indicator of research and scholarly impact.

A. Assistant Professor (Medical Research)

A candidate for appointment to the rank of Assistant Professor (Medical Research) will meet the following:

• Strong academic record and completion of academic or professional training.
• Clear indicators that the individual has the potential to grow in stature as a scholar.
• Willingness to play an active role in service including making contributions to the SoM, to the broader University, or to the profession; and/or demonstrate aptitude in providing specialized instruction.
• Appointments must be supported by strong letters of reference.

B. Associate Professor (Medical Research)

A candidate for appointment or promotion to the rank of Associate Professor (Medical Research) will meet the following:

• Strong and sustained record of research and scholarly achievement.
• Demonstrated active role in service and leadership including making contributions to the SoM, to the broader University, or to the profession; and/or Satisfactory contributions to specialized instruction.
•  Demonstration of continued professional growth of the individual in their field(s). including recognition as an established scholar.
• Assessment of individual research and scholarly contributions must be supported by reports from external referees of strong academic stature.

C. Professor (Medical Research)

A candidate for appointment or promotion to the rank of Professor (Medical Research) will meet the following:

• Sustained record of excelling in research and scholarly activity.
• Demonstrated active role in service and leadership including making significant contributions to the SoM, to the broader University, or to the profession; and/or satisfactory contributions to specialized instruction.  
• Recognition as an established scholar and evidence of national or international reputation in their area of expertise.
• Assessment of individual research and scholarly contributions must be supported by reports from external referees of high academic stature.

D. Tenure

A tenure track contract is a term appointment with no guarantee of renewal. A tenure track appointment provides a period of mutual appraisal for the University and the Medical Researcher. It does not imply inevitable appointment with tenure. A Medical Researcher will receive only one consideration for tenure. Tenure track Medical Researchers will be provided with a copy of the SoM tenure and promotion evaluation criteria documents at the time of their hire.  This will be the criteria the faculty member will be evaluated on when they apply for tenure, unless they choose to be evaluated against the most recently approved SoM evaluation criteria.  The standard length of a tenure track contract for those hired at the rank of Assistant Professor is seven years.  For those hired at the rank of Associate Professor (Medical Research) or Professor (Medical Research), the standard length of a pre-tenure contract is five years.

For those with an initial appointment as Assistant Professor (Medical Research), consideration for tenure will occur no later than the sixth year of appointment. If unsuccessful in applying for tenure, the faculty member鈥檚 appointment will conclude at the end of the term and will not be renewed. A candidate for tenure who is an Assistant Professor (Medical Research) will be considered for promotion to Associate Professor (Medical Research) at the same time. Therefore, they must meet the requirements for promotion to Associate Professor (Medical Research) as well as the tenure criteria.  For those appointed without tenure at the rank of Professor (Medical Research) or Associate Professor (Medical Research), consideration for tenure will occur no later than the fourth year of the appointment. If unsuccessful in applying for tenure, the faculty member鈥檚 appointment will conclude at the end of the term and will not be renewed.

A Medical Researcher can apply to the Dean to delay or modify the promotion/tenure schedule. The Dean will make a recommendation to the Provost whose decision is final.

All candidates for tenure will be expected to demonstrate that, since the commencement of the tenure track appointment:

• There has been continued growth as an established scholar, as evidenced by the development of a significant program of research and scholarship.
• They have become a responsible contributing member of the University/SoM community; and/or there has been a sustained commitment to specialized instruction.

V. APPOINTMENT, PROMOTION, AND TENURE PROCEDURES

All Medical Researcher appointments, promotions and tenure are granted by the Provost. Once granted by the Provost, the Medical Researcher will be required to sign a contract detailing the terms of their appointment.

The contract will inform the appointee, in writing, of the terms and conditions of their appointment, including rank, salary (including any salary enhancements, their duration, and arrangements following their expiry), benefits, duration of appointment, nature of services expected, any additional resources committed to the position, and, where applicable, length of time before consideration for contract renewal or tenure.

No contract exists until the candidate has signed and returned a copy of the contract, or in the case of the appointment of a non-Canadian, until they have obtained the necessary documents which will allow them to take up the appointment.

A. Appointment.

i. Search Committee

The Dean will establish the search committee (鈥淪earch Committee鈥�). The Search Committee methodology and procedures will be guided by applicable SoM criteria and guidelines as described in the SoM Principles and Procedures of Faculty Governance.

The Search Committee will make a recommendation to the Dean. Recommendations of the Search Committee are based on a majority vote. The Dean will consider the recommendation of the Search Committee and determine whether to recommend a candidate鈥檚 appointment to the Provost.

B. Promotion and Tenure

i. School of Medicine Tenure and Promotion Committee

The SoM shall establish a Tenure and Promotion Committee (鈥淪oM TPC鈥�) in accordance with the SoM Principles and Procedures of Faculty Governance to consider tenure and promotion cases. SoM TPC procedures shall be developed according to the SoM Principles and Procedures of Faculty Governance. The SoM TPC will make a recommendation to the Dean. Recommendations of the SoM TPC are based on a majority vote and majority and minority views will be conveyed to the Dean. The Dean will consider the recommendation of the SoM TPC and determine whether to recommend a candidate鈥檚 promotion or tenure to the Provost.

ii. Review Committee

A committee will be established as necessary to consider tenure and promotion cases in the SoM where the recommendation of the SoM TPC and Dean are different, or where both recommendations are negative (鈥淩eview Committee鈥�). The Review Committee will be established in accordance with the SoM Principles and Procedures of Faculty Governance. A faculty member who was on the SoM TPC that reviewed the initial application for promotion or tenure cannot sit on the Review Committee for the review. The Committee may make its decision based on written record or, at its discretion, elect to provide the Medical Researcher the opportunity to make oral submissions. The Review Committee proceedings are subject to the University鈥檚 Confidentiality Policy, I 10.10. The Review Committee will provide a recommendation to the Provost (or designate) that reflects both the majority and minority views. The Provost (or designate) will consider the recommendation and provide the Medical Researcher with a final decision in writing.

VI. PERFORMANCE FEEDBACK

Medical Researchers are required to undergo a formal review annually. Evaluation will be based on the faculty member鈥檚 performance of their responsibilities and opportunity to fulfill those responsibilities. Evaluation will be consistent with SoM TPC tenure and promotion evaluation criteria. This process will be conducted by the Dean or designate, who will provide the Medical Researcher with written feedback based on the review.

For pre-tenure Assistant Professors in the third year of the appointment, the SoM TPC will conduct the formal review and provide the member with feedback on their progress towards promotion and tenure.  The SoM TPC鈥檚 written feedback will be copied to the Dean or designate, who will also provide written feedback to the Medical Researcher.

A Medical Researcher who has received an unsatisfactory rating in any formal review must meet with the Dean to discuss how they might improve their performance before the next formal review. The Dean will provide a written record of the meeting to the Member and a copy will be retained in the employment file.

A Medical Researcher who has received an unsatisfactory rating in two consecutive annual reviews may be required to undertake a program of appropriate remedial action, at the discretion of the Dean. Any such program will be developed through consultation between the Dean and the faculty member.

If a pre-tenure Medical Researcher has received an unsatisfactory rating in two consecutive annual reviews, the Dean may recommend termination to the Provost, who will in turn make a recommendation to the 51社区黑料President.

VII. TERMINATION OF APPOINTMENT

A. No Renewal if Tenure not achieved

If unsuccessful in applying for tenure, a Medical Researcher鈥檚 appointment will conclude at the end of the term and will not be renewed. This does not constitute a termination of appointment.

B. Termination by Board of Governors

A Medical Researcher鈥檚 tenure track appointment can only be terminated by the University during the term by the 51社区黑料Board of Governors upon the recommendation of the 51社区黑料President.

The granting of tenure transitions the faculty member from a term appointment to a continuing appointment. A tenure appointment may be terminated for: repudiation, frustration, abandonment or for cause (cause may arise from either culpable or nonculpable grounds or both in combination), or in the event of extraordinary financial or operational circumstances in the SoM.

If the Dean is considering terminating a Medical Researcher鈥檚 appointment, that faculty member will be notified in writing and provided with an opportunity to meet with the Dean and to present any additional information for consideration, including any mitigating circumstances. This meeting will take place before the Dean makes a final recommendation to the Provost, who will in turn make a recommendation to the President. Termination of a tenured appointment by the University can only be executed by the 51社区黑料Board of Governors upon recommendation of the 51社区黑料President.

C. Resignation

Should a Medical Researcher wish to resign their appointment, they are encouraged to provide the Dean with as much notice as possible and at least three months of notice to ensure alternative arrangements for their responsibilities can be made.

VIII. REVIEW AND INTERPRETATION

This policy will be reviewed at least annually. Questions of interpretation or application of this policy shall be referred to the Provost and Vice-President Academic, whose decision shall be final.