Faculty Handbook: Faculty Titles, Responsibilities, Appointment, Promotion and Tenure

Faculty Titles, Responsibilities, Appointment, Promotion and Tenure

Faculty Titles
 
All faculty at the CSOM hold appointments in one of the following faculty titles:
 
Medical Professor
Associate Medical Professor
Assistant Medical Professor
Affiliate Medical Professor*
Affiliate Associate Medical Professor*
Affiliate Assistant Medical Professor*
Medical Distinguished Lecturer*
Medical Lecturer*
Lecturer
Clinical Professor*
Affiliated Medical Lecturer*
Affiliated Teacher*
 
*Non-tenure bearing tracks
 
The descriptions and minimum qualifications of each title are established by the CUNY Board of Trustees and appear in the CUNY Office of Human Resources Management’s Code of Practice Regarding Instructional Staff Titles, available on the School’s shared drive: S:\Policies\Human Resources Policies and online at: http://www1.cuny.edu/sites/onboard/wp-content/uploads/sites/4/Code-of-Practice-Title-Descriptions-and-Qualifications-UPDATED1-16-15_01212015.pdf
 
Faculty Responsibilities
 
Professional & Ethical behavior
 
Teacher-Learner Expectations (see Appendix 1)
The School holds in high regard professional behaviors and attitudes, including altruism, integrity, respect for others and a commitment to excellence. Effective learning is best fostered in an environment of mutual respect between teachers and learners. In the context of medical education, the term “teacher” is used broadly to include peers, resident physicians, full-time and volunteer faculty members, clinical preceptors, physician assistants, nurses and ancillary support staff, as well as others from whom students learn. The CUNY School of Medicine abides by the AAMC “teacher learner expectations” articulated in the AAMC Uniform Clinical Training Affiliation Agreement, which can be found at:
 
GUIDING PRINCIPLES:
Duty: Medical educators have a duty not only to convey the knowledge and skills required for delivering the profession’s standard of care but also to instill the values and attitudes required for preserving the medical profession’s social contract with its patients.
 
Integrity: Learning environments that are conducive to conveying professional values must be based on integrity. Students and residents learn professionalism by observing and emulating role models who epitomize authentic professional values and attitudes.
 
Respect: Respect for every individual is fundamental to the ethic of medicine. Mutual respect is essential for nurturing that ethic. Teachers have a special obligation to ensure that students and residents are always treated respectfully.
 
Academic Integrity - School, College & University Policies
 Reporting responsibilities of all faculty
CUNY and NY State policies require all faculty to file yearly reports on:
- Multiple positions:
- NY State Joint Commission on Public Ethics Annual Statement of Financial
Disclosure – Notification of required filing is provided annually to all affected employees by the Office of Executive Counsel at CCNY
Course Director’s Responsibilities
 
All course directors will receive frequent informal and formal feedback about their course content, structure, teaching and assessment methods, and success in meeting key CUNY SOM competencies and objectives. Each course director is expected to meet with his or her teaching faculty before the delivery of the course to give an overview of the course and any possible changes that have been recommended in the structure, content, and policy. The course director will also be required to meet with the faculty teaching his or her course at the end of the course to provide global feedback regarding each educator and to review the course with his or her faculty to decide whether any changes are required.
 
The course director is expected to attend most course sessions to provide feedback to individual faculty and to monitor the progress of the course and student learning. At the end of the course, the medical school students taking the course will be asked to evaluate the quality, content, and value of the given course for their medical education, as well as the performance of the individual lecturers and group leaders. This feedback will be provided to each lecturer or educator by the course director so that any identified issues and specific faculty-development activities can be discussed.
 
Course Directors are responsible for overseeing effective delivery of curricular content and for ensuring that the course objectives are met. The responsibilities of course directors include the following:
  •  oversee and ensure delivery of course content and implementation of corresponding teaching modalities as approved by the Curriculum Committee
  • prepare and provide an up-to-date and complete course syllabus in advance of the start of the course
  • enlist faculty and ensure that all faculty involved in the course are oriented to the objectives and grading system for the course 
  • oversee design and administration of all assessments in the course, as well as of the corresponding grading procedures (including timely submission of grades)
  •  communicate as needed and in a timely fashion with class representatives as well as, when warranted, with individual students
  • work in conjunction with the Office of Academic Affairs to carry out mapping of course curriculum and assessments, and related activities
  • be familiar with School policies, communicate relevant policies to faculty and students, and ensure that policies are followed throughout the course
  • ensure that day-to-day administrative needs of the course are met, including scheduling of classes and rooms, staffing, timely posting of session materials and of grades, etc.
  •  provide timely formative as well as summative feedback to students
  • provide feedback to course faculty and facilitate faculty development activities to ensure improvement in teaching
  • communicate with the corresponding department chairs, Office of Academic Affairs, and members of the administration as needed on the progress and emerging needs of the course as well as of individual students
  • collaborate with the Curriculum Committee in the evaluation of the course and of the overall curriculum, by providing the necessary information and attending meetings as needed attend meetings of the Course Directors Sub-Committee of the Curriculum Committee
  • foster an optimal learning environment and ensure that teacher-learner expectations are met (see Appendix 2, “Teacher-Learner Contract”)
Course faculty orientation and feedback
All course directors will receive frequent informal and formal feedback about their course content, structure, teaching and assessment methods, and success in meeting key CUNY SOM competencies and objectives. Each course director is expected to meet with his or her teaching faculty before the delivery of the course to give an overview of the course and any possible changes that have been recommended in the structure, content, and policy. At that meeting, the course director will also orient the course faculty and instructors to the institutional Educational Program Competencies and linked Objectives. The course director will also be required to meet with the faculty teaching his or her course at the end of the course to provide global feedback regarding each educator and to review the course with his or her faculty to decide whether any changes are required.
 
The course director is expected to attend most course sessions to provide feedback to individual faculty and to monitor the progress of the course and student learning. At the end of the course, the medical school students taking the course will be asked to evaluate the quality, content, and value of the given course for their medical education, as well as the performance of the individual lecturers and group leaders. This feedback will be provided to each lecturer or educator by the course director so that any identified issues and specific faculty-development activities can be discussed.
 
Faculty Advisors – Faculty may choose to be advisors to students during the early years of the program. At the onset of the clinical years, students are assigned to specific clinical advisors.
 
o Student advising is coordinated by the Coordinator of Advising, who is resident within the Office of Student Affairs. Each student is assigned to an advisor upon entry to the BS portion of the program. That advisor remains with the student throughout the first 4 years of the combined BS/MD program. The advisory system has been termed Learning in Integrated Communities (LINC). Each advisor is assigned 6 to 8 students per year and meets with them individually and in advising groups.
 
o During year 4, each student will be assigned to a medical student advisor who will be part of the Office of Student Affairs and will advise the student throughout the medical school curriculum until graduation.
 
Appointment, Promotion and Tenure
 
  •  Annual Performance Review
It is the responsibility of the department chair to inform newly hired and existing faculty members about their responsibilities in teaching, research, and if appropriate, clinical responsibilities.
 
University policies that set forth the requirements for annual evaluations of faculty appear under Article IX of the Bylaws of the CUNY Board of Trustees. (http://policy.cuny.edu/bylaws/#Navigation_Location ), which states that the department chairperson is responsible to Hold an annual evaluation conference with every member of the department after observation and prepare a memorandum thereof.
 
A memorandum from CCNY’s executive counsel to the president and department chairs (March 13, 2017) further delineates the procedures for annual review and includes guidelines for the timing and structure of the evaluation. Although the Medical Faculty titles are excluded from Article 18 of the PSC/CUNY collective bargaining agreement, which pertains to annual evaluations, legal counsel has recommend that the CSOM follow the general guidelines set forth in the memorandum, which states: “Article 18.3a of the Contract does not mandate a specific time; it only says that evaluations are to be conducted ‘at least once each year.’ It is advisable to conduct annual evaluations late in the spring semester each year. This allows the evaluator to cover the faculty member’s performance for the past academic year, as well as ‘cumulatively to date,’ and in the case of untenured faculty it also allows the evaluation to be completed and included in the personnel file before the individual is reviewed for reappointment in the Fall semester.” Department chairs are to conduct mandatory evaluation conferences with individual faculty members at least once each year. In these conferences, productivity in
teaching, research, and clinical or administrative responsibilities are discussed, as is progress toward promotion or tenure if appropriate. Within 10 working days after the evaluation conference, the chair provides the faculty member with a record of that conference in the form of a memorandum. (See Appendix 3, “Annual Evaluation - Faculty - 2017-03-13”)
  • Reappointment, Non-reappointment
Before tenure, full-time faculty in tenure track titles receive annual appointments, renewable up to six years. The criteria upon which decisions to reappoint are based shall include teaching effectiveness, scholarly and professional growth, service to the institution and to the community. Judgments on reappointment shall be progressively rigorous. In the second and subsequent reappointments, a candidate should be able to demonstrate that s/he has realized some of his/her scholarly potential. Similarly, standards of acceptable performance as a teacher should be graduated to reflect the greater expectations of more experienced faculty members. Reappointments are reviewed by the EFC and decisions forwarded to the CCNY Review Committee for its action. Final determination of reappointment is made by the College President. Annual reappointments are made for a full calendar year, with a start date that coincides with the first day of classes in the fall semester (e.g. August 25, 2016 – August 24, 2017).
 
  • Tenure
Tenure provides employment security, protects academic freedom and ensures that a faculty member cannot be terminated without cause. Tenure is normally granted after seven years of continuous full-time service. The criteria upon which decisions to reappoint are based include teaching effectiveness, scholarly and professional growth, and service to the institution and to the community. The review process requires review of the candidate’s teaching, service and scholarly qualifications by external evaluators, and by a departmental committee, the School’s Executive Faculty Committee, and CCNY’s Review Committee. Recommendations by the College Review Committee are forwarded to the college president. The ultimate decision regarding tenure is made by the college president and must be approved by the Board of Trustees. If tenure is denied, the faculty member’s appointment within that tenure-track title will terminate at the conclusion of his/her current appointment period (late August).
 
In order to ensure that each tenure-track faculty member has adequate guidance on the progress he/she is making towards meeting the standards for tenure, A Mid-Term Tenure Review process has been established by the University. The chair shall review each tenure-track faculty member at the end of his or her third year of service. The Dean shall subsequently review the faculty member’s personnel file, following the annual evaluation conducted in accordance with the PSC/CUNY collective bargaining agreement. Thereafter, the Dean shall meet with the chairperson of the faculty member's department to discuss the faculty member's progress. After that meeting, the Dean shall prepare a memorandum to the department chairperson regarding the faculty member's progress toward tenure, setting forth recommendations for any additional guidance to be provided to the faculty member. Additional details are provided on the CCNY website: https://www.ccny.cuny.edu/sites/default/files/academicaffairs/upload/Te…
 
Promotion
 
The criteria established for reappointment and tenure apply equally to decisions on promotion. For promotion to full professor, the candidate must meet all the qualifications for an Associate Professor, in addition to having an established reputation for excellence in teaching and scholarship in his or her discipline. Similarly, for promotion to Associate professor, the candidate must submit evidence of qualification to meet the standards required for promotion.
 
Guidelines and policies for re-appointment, tenure and promotion are available on the CCNY website: http://www.ccny.cuny.edu/academicaffairs/promotion-and-tenure.cfm
  •  Appeal process
An individual who is not recommended for reappointment or tenure may appeal a negative decision at any level of the review process. Below the Presidential level, the appeal must be made to the next higher review body, e.g., if the negative decision was made at department level, the appeal is heard by the School’s Personnel Committee / CSOM Executive Faculty Committee (EFC); if the negative decision was made by the EFC, the appeal is made to the CCNY Review Committee. Negative decisions by the CCNY Review Committee are appealed to the City College President. In each case, the candidate appeals in writing to the Chair of the next reviewing body; the candidate must initiate the appeal within ten (10) working days of notification of the negative decision.
  • Grievance process
A grievance is an allegation by an employee or by the Professional Staff Congress (PSC) collective bargaining unit that there has been a breach, misinterpretation or improper application of a term of the collective bargaining agreement; or an arbitrary or discriminatory application of the Bylaws and written policies of the Board of Trustees related to the terms and conditions of employment. A grievance must be stated in writing setting forth the basis therefor and include the specific Article of the Agreement, Bylaws Section, or written policy that was breached, and the remedy requested. A grievance must be filed by an employee or the PSC within thirty (30) business days after the PSC or employee became aware of the action complained of.
 
Step 1 - Grievances shall be filed with the CCNY President (or President’s designee) who shall, within fifteen (15) business days, meet with the grievant and a representative of the PSC to discuss the grievance. Within fifteen (15) days after the grievance meeting, the President or his/her designee shall issue to the grievant and the PSC a decision with reasons, in writing.
 
Step 2 - If the grievance has not been settled at Step 1, then within twenty (20) business days after receipt of the President’s decision, the grievant or the PSC may submit the grievance in writing to the Chancellor or the Chancellor's designee, together with a copy of the President’s decision. Within twenty (20) business days of receipt of the grievance, the Chancellor or designee shall meet with the grievant and a PSC representative to discuss the grievance. The Chancellor shall direct the College to present its arguments, and within twenty (20) days after the grievance meeting, shall send the disposition with reasons in writing to the PSC and to the grievant(s) by certified mail, return receipt requested.
 
Step 3 - If the grievance has not earlier been settled, or if the Chancellor’s disposition was not issued within the time limits set forth above, the person(s) who submitted the Step 2 grievance may appeal the Step 2 decision to arbitration by serving written notice to the Chancellor and to the American Arbitration Association.
Additional details regarding the grievance process appear in Article 20 of the PSC-CUNY contract: http://psc-cuny.org/contract/psc-cuny-contract.