Evaluation Processes for Research Faculty
Research FTNTL faculty include Research Professors, Research Professors of the Practice at the rank Assistant, Associate, and Full Professor. Research FTNTL also include Research Fellows and Senior Research Fellows. This section describes the evaluation and promotion processes for these faculty members.
FTNTL research faculty members at each rank and track will be evaluated regularly. There are two types of research faculty evaluations:
This section also explains Salary Adjustments for each type of evaluation.
All FTNTL research faculty will be evaluated annually on the basis of their contractual obligations. Research faculty will fill out a specialized faculty review form (new window).The annual deadline for Research Professors and Research Fellows to submit their forms is April 1. Research faculty in Research Centers will be evaluated by the Center Director or designee and at least one more person. Center Directors will be evaluated by the unit head (the Department Chair in the case of a Department and the Dean in the case of a School) or designee. When there are a number of research centers in a unit that are led by research faculty, the unit head is encouraged to form a research faculty committee composed of research center directors from within that unit to provide recommendations to the unit head on the center directors’ annual evaluations.
The following four criteria will be considered for renewal:
- High standards in the quality of their scholarly or professional work and continued reputation and visibility in professional standing.
- Fulfillment of Faculty Handbook responsibilities and obligations.
- Consistency with programmatic needs of the unit where the faculty reside.
- Continued funding to support their research.
FTNTL Research faculty will be notified of renewal/non-renewal 30 days prior to the end of their contract.
Promotion should be based on:
- Professional development and contributions. This requires substantial contributions to the field of expertise of the faculty member. The quality of a candidate’s work, including contributions to collaborative activities, is crucial. The quality of research faculty is judged by the contribution that the work makes to a specific body of knowledge and is usually indicated by its scholarly impact or recognition (nationally and often internationally). The quality of the professional work for research professors of the practice whether in strategic consulting, or technical assistance work will be judged by the external recognition nationally and internationally to their professional field. Importantly, prominence and recognition in their field will be judged by the faculty member’s continued ability to attract funding, Other factors to consider include impact of their work beyond the university, the organization of conferences and events, and participation and leadership roles in national and international professional organizations.
- Service. Effective professional or institutional service is judged by its contribution to the candidate’s field, to the missions of his or her unit, and to the University as a whole. Administrative leadership, participation and leadership in professional organizations, and the use of the faculty member’s academic expertise for public welfare are all factors that can be considered in evaluating excellence in service.
The weight given to each of the two factors above will depend on the contractual obligations and the time allocation of the faculty member to professional activities and service.
Time in rank and meeting minimum contractual obligations do not suffice for promotion.
Promotion to the rank of Full Professor requires a sustained level of achievement according to the same indicators of excellence professionally (and in service when appropriate) as those required for the rank of Associate Professor. This rank is awarded in the expectation that the faculty member’s entire professional career will live up to this standard. Substantial accomplishments since appointment or promotion to the prior rank should be clearly demonstrated. Promotion to Research Professor or Research Professor of the Practice is recognition of continued scholarly achievement, a commitment to excellence in research, and substantial service and leadership with every expectation of continuing contributions to the University.
Materials for review for promotion will include:
- Faculty Member’s CV;
- Personal Statement in support of promotion;
- Yearly Evaluations;
- Renewal Evaluations.
Any additional materials such as letters of recommendation from peers or former chairs are optional.
- For Assistant and Associate Research Professors; Assistant and Associate Research Professors of the Practice, and Research Fellows, the promotion evaluation will be done by the Center Director and at least one more person. Center Directors will be evaluated for promotion by the unit head or designee. When there are a number of research centers in a unit that are led by research faculty, the unit head is encouraged to form a research faculty committee composed of research center directors from within that unit to provide recommendations to the unit head on the center directors’ annual evaluations.
- The unit head will make a recommendation to the Dean on the basis of the assessment by the committee and then the Dean will make a recommendation to the Provost who will make the final decision on promotion. In cases when the unit head is the Dean, the recommendation will go directly to the Provost who will make the final decision.
Timing of Promotion
Generally, an Assistant can seek promotion to Associate for the first time after six years, and/or at the point of renewal thereafter. An Associate may seek promotion to Full after five years at the rank of Associate, and/or at the point of renewal thereafter. Notwithstanding these time periods, a FTNTL faculty member can request to be considered for earlier promotion if there are special circumstances that might warrant earlier promotion, including if the faculty member has an outside offer. If the FTNTL faculty member came with previous experience from another institution, at the time of hiring, the faculty members’ contract will specify the shortened period of time for which s/he will be considered for promotion. Generally, if a faculty member applies for promotion but is not promoted, he/she can reapply for promotion starting in the next academic year following a consultation with his/her unit head.
Request for Consideration
Within 30 days of receipt of a negative promotion decision, the faculty member can ask the Provost to reconsider the decision.
Research FTNTL faculty are eligible for salary adjustments consistent with the Main Campus Faculty Salary Policy and the policies and requirements of their funding sources. Such salary adjustments usually take effect at the time of contract renewal and include the following:
Merit Pay Adjustments
FTNTL base salaries are adjusted annually. A unit must establish in writing a merit pay policy. This policy must be in place by January 1 each year for any adjustments to salary that would take effect at the beginning of the next academic year. The merit adjustment policy must be transparent and non-arbitrary.
Salary increases will also be associated with promotion from Assistant to Associate and from Associate to Full. Just as the Provost determines salary associated with promotion for tenure-‐‐line faculty, the Provost will determine the nature and size of the salary increases for FTNTL faculty.
Once enough information is available on faculty performance and basic faculty members’ characteristics, FTNTL faculty equity adjustments will be determined by the Provost’s office using analysis to determine outliers and underpayments for equivalent FTNTL faculty at Georgetown University.
Other Payments and Adjustments
Other payments or adjustments to faculty base salaries may be made under special circumstances such as changes in scope or scale of responsibilities, documented changes in market conditions, or extraordinary contributions to the University’s educational or research missions (e.g. exemplary performance as indicated by awards/honors; prestigious, high impact papers, presentations or publications; receipt of significant and sustained external support; or other indices of consistent, sustained, high value contributions). Requests for such other payments or adjustments require justification and must be approved by the responsible Dean and Provost.