帝王会所

The Department of Social and Public Health (DSPH) offers baccalaureate programs in Health Services Administration, Child and Family Studies, Community and Public Health, and Environmental Health. In addition, the Department offers Master's degrees in Public Health, Child and Family Studies, and Health Administration. 

This document specifies departmental procedures for promotion and tenure (P&T) review and for the annual evaluation process required for faculty members. The document includes two (2) distinct parts: I and II. The DSPH Promotion and Tenure Review content (Part I) is designed to provide faculty with an outline for implementing the procedures outlined in the 帝王会所 Faculty Handbook and further described in the CHSP Promotion and Tenure Policy (April 2022). The Annual Evaluation Review content (Part II) addresses the need for faculty to be evaluated on an annual basis for salary determination. 

DSPH faculty are dedicated to the pursuit of excellence in meeting the responsibilities associated with the teaching, scholarly, and service roles of the academic community. Both formative and summative assessment of a faculty member's efforts related to fulfilling these pursuits is essential to improving the quality of the programs offered by the Department as well as facilitating its overall mission. The mission of DSPH is to provide students with the life-long ability to seek and acquire information and transform this knowledge into responsible action within the environmental, mental health, and healthcare communities. This mission recognizes that the education of students through the critical thinking process is our highest priority.

DSPH is committed to:

• Providing quality education to our students in the Social and Public Health professions through the critical thinking process. 
• Supporting the personal and professional growth of both students and faculty through academic development, scholarly activities, and community service. 
• Integrating classroom activities, research, and practical experiences in professional settings. 
• Contributing to the body of knowledge through research and scholarly endeavors. 
• Providing a healthy learning atmosphere for students and a professionally stimulating work environment for faculty and staff. 
• Supporting activities for community development as well as professional needs. 
• Showing mutual respect and concern for one another, the university, the community, and professionals in the health, mental health, and health-related fields. 
• Acknowledging and embracing cultural and ethnic diversity among students, faculty, and staff.

Faculty performance is complex and, as such, any assessment and evaluation of this work must reflect this complexity. It is further understood that there is no ideal template or exclusive list of indicators that should always be used in promotion and tenure decisions. Evaluation of an individual, per the appointment letter, subsequent annual appraisals, and workload distribution will be based on a combination of items. These include the individual's performance, productivity, and contributions to DSPH, as well as the effort put forth toward the attainment of College and University missions, priorities, and promotion and tenure criteria. This document describes the criteria for the promotion (and tenure where applicable) of Tenure Track faculty, Instructional faculty, and Clinical faculty, in DSPH.

In addition to the criteria spelled out in the CHSP Promotion and Tenure Policy, additional DSPH criteria shall be considered. Specific areas of review for promotion and tenure shall include an assessment of the candidate's success in accomplishing their assigned duties. The magnitude and the quality of the contributions to the department shall be considered. In addition, evaluations by students and peers shall be taken into consideration when applicable.

Tenure Track Faculty¹

Criteria for the evaluation of Tenure Track Faculty within DSPH and CHSP are fully detailed below, in Section A. Workload distribution for Tenure Track faculty includes teaching, scholarship, and service. While workload distributions are negotiated during the hiring and annual review processes, typical workload distributions for Tenure-Track faculty are:

• Teaching: 40-60 %
• Service: 10-20%
• Research/Scholarship: 20-50%

_{¹ Regional campus faculty may have workload distributions that differ from 鈥渢ypical鈥� as noted here; additional DSPH PT guidelines revisions may be forthcoming as One帝王会所 continues to evolve}

Instructional Faculty

Per the CHSP P&T Policy and Faculty Handbook, an Instructional Faculty track exists separate from the Tenure Track and Clinical faculty within CHSP. In CHSP, the Instructional Faculty track consists of experienced faculty members holding part-time or full-time appointments who are primarily considered instructional personnel and may also have service responsibilities. DSPH-specific criteria used to make decisions on the promotion of Instructional Faculty are detailed in Section B contained within this document. While workload distributions are negotiated during the hiring and annual review processes, typical workload distributions for Instructional faculty are:

• Teaching: 80%
• Service: 20%

Clinical Faculty

Per the Faculty Handbook and the CHSP P&T Policy document, a Clinical Faculty track exists separate from the Tenure Track and Instructional Faculty within CHSP. In CHSP, the Clinical Faculty track consists of faculty members who hold clinical licenses/credentials and who may practice as clinicians in their disciplines. They are primarily hired to mentor/teach students in clinical disciplines and/or in clinical settings, although they also teach regular courses as negotiated on an annual basis. While workload distributions are negotiated during the hiring and annual review process, typical workload distributions for clinical faculty are:

• Teaching: 40-60%
• Clinical activities: 30-50%
• Service: 10-30%
• Scholarship: negotiated