REVISED
TENURE TRACK STATUTES-2008
UNIVERSITY OF AGRICULTURE, FAISALABAD
General Introduction
This document contains the Tenure
Track Process Statutes that specify the rules and regulations pertaining to
implementation and execution of the tenure track process at the University of
Agriculture, Faisalabad.
1.
APPOINTMENTS
AND PROMOTIONS:- The University's policy on appointments(including subsequent reappointments) and on promotions
follows herewith. It expresses the institutional philosophy in these matters
and describes the qualifications for the various ranks in terms of four major
areas of consideration, together with indications of the relative importance of
these areas and possible sources of information for evaluations.
1.1 General Introduction:- (1) Ultimate
decisions in matters of appointment and promotion in rank are made on the
authority of the Syndicate. Initial recommendations, however, are made at the
departmental/institute/college level, although a recommendation may be
submitted by any member of the faculty. These recommendations are then reviewed
by the administrative officers most directly involved are forwarded with their
recommendations to the Vice Chancellor, who transmits them to the
Syndicate. Recommendations at the
departmental/institute/college level will be given most serious consideration
in this procedure.
(2)
Recommendations for appointment also involve decisions
regarding temporary or probationary status.
The precise terms and conditions of every new appointment to the faculty
shall be stated in writing and given to the faculty member before the appointment is made. In cases of reduction of the
length of probationary period, the matter should be clearly stated in writing
and agreed to at the time of appointment.
In the case of promotions of faculty members not already having tenure,
tenure expectations may need to be considered, although the tenure decision is
a separate matter. A copy of this statement of policy shall also be given to
the faculty member before his appointment.
(3)
The University may make the following types of
appointments of new faculty members:
i.
Temporary Appointments.
ii.
Tenure Track Appointments.
(a)
First term Appointments.
(b)
Second term (Probationary) Appointments.
(c)
Tenured Appointments.
(4) Any graduate of the University shall not be
eligible for appointment on tenure track in the same
department/institute/college of the
University where he/she has obtained his/her terminal degree for at least 3
years following his/her graduation. This condition is relaxed until Dec. 31,
2009.
(*5) Once the
University has adopted the Tenure Track System of appointment no further
appointment of PhD degree holders may be made as Assistant Professors under the
old (BPS) system. Such faculty members must be recruited under the Tenure Track
scheme.
(6)
The Seniority of a teacher in each cadre of the
university shall be determined on the basis of the date of joining in each
cadre irrespective whether the teacher has joined on BPS or TTS. In case of
employees joining on the same date, seniority shall be determined on the basis
of date of birth.
(7)
A faculty member on Tenure Track may be appointed to
any academic administrative post in the university such as Director Research,
Chairman, Dean, etc.
1.2 Bases for Appointment and Promotion:- For
appointment, or for promotion to a higher rank, a candidate is evaluated in
terms of effectiveness in four principal areas:
1. Teaching.
2. Scholarship,
research, or other creative work.
3. Service.
4. Personal
characteristics.
Not all faculty
members excel in each of these areas, but distinction or promise, especially in
either of the first two, constitute the chief basis for appointment and
promotion. Even though teaching may be more difficult to evaluate than
scholarship, research, or creative work, it should not therefore be given a
place of secondary consideration in an overall rating.
The last two categories of Service and Personal
Characteristics are of secondary importance and normally round out and
complement the qualities presented in the first two areas.
1.2.1
Teaching:- Teaching
is admittedly difficult to define precisely or to assess accurately. It is
commonly considered to include a person’s knowledge of the major field of
study, awareness of developments in it, skill in communicating to students and
in arousing their interest, ability to stimulate them to think critically, to
have them appreciate the interrelationship of fields of knowledge, and to be
concerned with applications of knowledge to vital human problems.
1.2.2
Scholarship,
Research, or other Creative Work:- A faculty member’s scholarship,
research, and other creative work should make a contribution to the particular
field of interest and serve as an indication of professional competence. The
result of this kind of activity normally finds expression in publication, or
other media appropriate to the field, and where appropriate, should be
reflected in teaching. In no case, however, should a person’s productive effort
be measured by mere quantity.
1.2.3
Service:- This
term refers specifically to service to the University community, as in
committee assignments, and to public service. It also has reference to service
to one's profession, usually identified by time and effort given to
professional organizations, whether of Provincial, regional, national, or
international character. Not least of the services rendered are those that
concern the local community in which the University is located, and the country
at large. An outstanding service record should be a positive factor in making
an evaluation, but the lack of such a record should not be regarded as
sufficient cause for denying an appointment or promotion.
1.2.4
Personal Characteristics:-
This category may be considered to include all traits which contribute to
an individual’s effectiveness as a teacher, as a leader in a professional area,
and as a human being. Of primary concern here are intellectual breadth,
emotional stability or maturity, and a sufficient vitality and forcefulness to
constitute effectiveness. There must also be a sufficient degree of compassion
and willingness to cooperate, so that an individual can work harmoniously with
others while maintaining independence of thought and action, this category is
so broad that flexibility is imperative in its appraisal.
1.3 Sources of Information:- It is not easy
to come to clear and definite decisions about the criteria on which a candidate
is judged, even when the information is at hand. The suggestions that follow
have been found useful and appropriate in identifying sources of information.
1.3.1
Teaching:- (1) Consult colleagues in the candidate’s
field and those in allied fields.
(2)
Seek out student opinion. In the absence of a reliable
system for course/teaching evaluation, this method needs to be used with great
care. Seek ex-students’ opinion.
(3)
Gather reports on colloquia, seminars etc. given in the
department or elsewhere with a view to
assess the quality of presentation with respect to subject content,
organization and communication.
(4)
Consult course files ensuring teaching schedule,
coverage of the course contents, quality of the delivered materials, referral
materials and assignments.
(5)
Gather reports (by faculty boards) on guidance and
leadership in student activities.
(6)
Gather reports (by faculty boards) on initiation and
participation in curriculum development e.g. new courses, new programs, etc.
(7)
Teaching load.
1.3.2
Scholarship,
Research, or other Creative Work:- (1)
Seek the judgments of professional colleagues both on and off campus.
(2)
Assess any published material in terms of its content
and in terms of the journals, or other auspices, in which it appears; or assess
any creative work in terms of its public presentation and reception.
(3)
Evaluate the work that the candidate may do as
consultant.
(4)
Take into consideration papers presented at
professional meetings, whether of state, regional, national, or international
scope.
(5)
Gather reports of specific projects undertaken and
ascertain the success achieved in the past as well as the prospects of success
for the future. Remember
that important projects may require many years before they
can be presented to the public.
(6)
Take into consideration the M. Phil and PhD produced
and currently under supervision.
1.3.3
Service:- (1)
An indication of service sometimes appears in biographical records that are to
be submitted by each faculty member at the end of each year of service. This,
however, may not be the case because degrees of modesty vary.
(2)
In the case of new appointments, one must depend
primarily upon the information obtained from letters of recommendation or other
such sources.
(3)
For promotions, the biographical record with its annual
supplements collected in the office of the Registrar of the University should
constitute a fairly complete record. However, one should also consult the
candidate’s colleagues for additional information.
1.3.4
Personal
Characteristics:- (1) Clues to traits of character may be found in the
dossier of an appointee when the letters of recommendations are included.
(2) For
promotions, confidential reports from colleagues and others acquainted with the
candidate will constitute the primary source of information regarding personal
characteristics. Such reports must obviously be treated with great
circumspection.
1.4 Specific Qualifications for Appointment and
Promotion:- (1) To be considered for appointment on Tenure Track the
candidate is required to resign or retire from any position held previously in
any public / private Institution or Organization, except in the case that the
candidate is incumbent of the University of Agriculture Faisalabad.
(2)
The following statements should be looked upon as firm
but not absolute guidelines governing normal promotion. Special procedures are
sometimes required in unusual circumstances, where to strict adherence to the
rule could well be disadvantageous to the University. Also, qualifications
differ in the various fields. Customary degrees or their equivalents should be
required, recognizing that these requirements differ according to the standards
in the various fields.
(3)
Possession of a Doctorate, or equivalent, degrees
required in a candidate to be appointed to the post of Assistant Professor, or
above.
(4)
The relevant terminal qualification in the case of a
faculty member in the Clinical Medical Science discipline would be MS/MD/MDS/MPhil
FCPS (Pakistan) / Membership of Royal Colleges (UK) / Diplomat of American
Board and equivalent (as determined by HEC). In the case of Law the
relevant terminal qualification would be LLM (law) or JD. In the case of Arts
and Design (Studio Practice) the relevant terminal qualification would be
Master’s (Foreign) or M.Phil or equivalent degree in the relevant field as
determined by the HEC.
(5)
A faculty member appointed under the Tenure Track
scheme may not take up any other paid assignment with any other organization,
without the approval of the Vice Chancellor of the University.
1.4.1
The Junior
Ranks
1.4.1.1
Lecturer (On
Contract):- (1) This rank is
most appropriate for persons beginning their teaching careers. It should be
used by any department/institute/college or faculty which finds it convenient
and appropriate to include lectureship within its faculty rankings. It can also
be used for persons needed to fill temporary posts under emergency conditions.
As with any appointment, the status should be made clear and put in writing at
the time of employment.
(2)
A person who is primarily a graduate student may not be
given a faculty appointment. Such a person may be appointed as a teaching assistant
or teaching associate, in accordance with University policies.
(3)
Lecturers are appointed with the understanding that
they will not be promoted to professorial rank unless they obtain a Ph.D.
degree or relevant terminal qualification.
1.4.1.2
Assistant Professor:-
(1) To be appointed as an Assistant Professor on Tenure Track, the
candidate is required to have a Ph.D/ Relevant terminal qualification from a
recognized institution and excellent written communication skills as well
excellent presentation skills. An Assistant Professor should be demonstrably
competent in the subject matter area of courses taught and should have
indicated a serious commitment to teaching, but it need not be expected that an
extensive reputation in the field has been acquired. As the assistant professor
continues in this rank an effort to increase knowledge and improve teaching
ability should be demonstrated, and professional presentation should be made
through papers to professional organizations, through publications, or through other
creative work.
(2)
As a general rule, the length of service in the rank of
assistant professor before being considered for promotion to the rank of
associate professor is six years. Recommendations for promotion after first
term review should be carefully weighed and justified by the administrative
officer making such recommendation
1.4.2
The Senior
Ranks:- Appointment or promotion to either senior rank should represent an
implicit prediction on the part of the department, college, and University that
the individual will continue to make sound contributions to teaching and
learning. It should be made only after careful investigation of the candidate’s
promise in scholarship, in teaching, and in leadership and learning. By this
statement is meant that serious attention must be given to the caliber of the
candidate’s intellectual and moral stature, for this will probably be the key
factor in determining the extent to which past performance in teaching and in
creative work may be expected to carry on through continuing contributions.
Deans/Directors/Principals and departmental chairpersons normally will look to
the senior ranks for advice and counsel regarding policy matters, including
appointment and promotion. Also, services rendered to communities and agencies
or organizations in the candidate’s professional capacity should certainly be
considered in assessing qualifications for advancement to senior ranks.
1.4.2.1
Associate
Professor:- (1) The criteria for
appointment or promotion to an associate professorship differ from those for a
professorship in degree rather than in kind. The candidate for associate
professor should offer evidence of knowledge of developments in the field of
expertise and a conscientious interest in improving teaching methods. It is
expected that an associate professor shall already have shown a basic general
understanding with regard to a large part of the discipline. This condition
implies postdoctoral research or creative work sufficient to indicate
continuing interest and growth in the candidate’s professional field.
(2)
To be eligible for appointment or promotion to an
associate professorship the faculty member is required to have a Ph.D./Relevant
terminal qualification from a recognized and reputable Institution in the
relevant field with either 6-years post-Ph.D./Relevant terminal degree or
minimum of 4-years of post-Ph.D experience with at least 6 years of experience
prior to the PhD. The experience to be counted is to be of teaching/research in
a recognized University or a post-graduate Institution or professional
experience in the relevant field in a National or International Organization.
In addition 10 research publications (with at least 4 publications in the past
5 years) in Internationally Abstracted Journals, recognized for the purpose of appointment
on Tenure Track by the Higher Education Commission, are required.
(3)
As a general rule, the length of service in the rank of
associate professor before being considered for promotion to full professor is
five years. Recommendations for promotion in less time should be carefully
weighed and justified by the administrative officer making the recommendation.
1.4.2.2
Professor:- (1) A faculty member appointed to the
rank of professor is expected to have had an impact on the state of knowledge.
It is expected that the professor will continue to develop and mature with
regard to teaching, research, and other qualities that contributed to earlier
appointments. Consideration for this appointment should include particular
attention to the quality and significance of contributions to the candidate’s
field, sensitivity and interest in the general problems of the University
education and their social implications, and ability to make constructive
judgments and decisions in regard thereto. It should be kept in mind that the
full professors are likely to be the most enduring group in the faculty and are
those who will give leadership and set the tone for the entire University.
(2)
To be eligible for appointment or promotion to the rank
of Professor, the faculty member is required to have a Ph.D./Relevant terminal qualification
from a recognized and reputable Institution in the relevant field with either
11-years post-Ph.D./Relevant terminal degree or minimum of 7-years of post-PhD
experience with at least 12 years of experience prior to the PhD. The
experience to be counted is to be of teaching/research in a recognized
University or a post-graduate Institution or professional experience in the
relevant field in a National or International Organization. In addition 15
research publications (with at least 5 publications in the past 5 years) in
internationally abstracted Journals, recognized for the purpose of appointment
on Tenure Track by the Higher Education Commission, are required.
(3)
As a general rule, the length of service in the rank of
associate professor before being considered for promotion to full professor is
five years. Recommendations for promotion in less time should be carefully
weighed and justified by the administrative officer making the recommendation.
1.5 Temporary Appointments:- (1) Temporary
one-year appointments may be made for faculty members appointed as Visiting
Professors, to fill positions funded by other than Government appropriated
funds, to replace faculty members on leave, or whenever an appointment has to
be made so late that normal search procedure cannot be followed. With the
exception of appointments made without a normal search procedure, faculty
members on such appointments may be reappointed for a second or third year if
mutually agreeable to the faculty member and the department/institute/college
and faculty involved, or they may be reappointed under a term appointment.
Full-time, temporary appointments shall not normally lead to permanent tenure.
They shall not exceed a total of three years except in the case of an explicit
exception granted by the University Syndicate.
(2) Temporary
appointments may also be made for the positions of Research Associates working
towards their Ph.D. degree, as well as for Post Doctoral Fellows working with a
research group for a limited period. Such positions may be funded by other than
Government-appropriated funds. The salary in such appointments may not be less
than the consolidated pay of a lecturer.
2.
Tenure Track
Appointments:- Institutions of higher education are conducted for the
common good and not to further the interest of either the individual teacher or
the institution as a whole. The common good depends upon the free search for
truth and its free exposition.
Academic freedom is essential to these purposes and applied
to both teaching and research. Freedom in research is fundamental to the
advancement of truth. Academic freedom in its teaching aspect is fundamental
for the protection of the rights of the teacher in teaching and of the student
to freedom in learning. It carries with it duties correlative with rights.
Tenure is a
means to certain ends; specifically (1) freedom of teaching and of extramural
activities, and (2) a sufficient degree of economic security to make the
profession attractive to men and women of ability. Freedom and economic
security, hence tenure, are indispensable to the success of an institution in
fulfilling its obligations to its students and to society.
2.1 The Tenure Track Process:- (1) The
tenure track process normally involves an initial term contract appointment of
a faculty member for a period of three years. For a faculty member appointed at
a junior rank (not higher than Assistant Professor) it will be followed by a
second term contract appointment for an additional period of three years. A
tenure decision must be made for such a faculty member in the third year of the
second term contract appointment. Faculty members initially appointed at a
junior rank will thus normally serve six years, before a final tenure decision
is made. For a faculty member appointed at a senior rank (Associate and Full
Professor) the probationary period shall normally be four years for Associate Professor and Professors. The services of a faculty member having tenure shall
be terminated only for adequate cause, except at the normal retirement age or
under extraordinary circumstances discussed in these statutes.
(2)
Each candidate who wishes to be considered for the
Tenure Track Scheme should prepare a comprehensive application dossier that
includes letters of reference from his/her Ph.D. supervisor as well as others
from eminent researchers in his/her area of specialization, and all
publications in internationally abstracted Journals, recognized for the purpose of appointment on Tenure Track by the
Higher Education Commission.
(3)
The dossier of each candidate from all applicants other
than Assistant Professors should be sent to an independent Technical Review
Panel (TRP) to be constituted by the University and composed of eminent
international academics and researchers in the relevant area, drawn only from
technologically advanced countries. A copy of the dossier, along with names of
the Technical Review Panel members should also be sent to the HEC. The
following criteria should be followed while selecting members of the TRP:
i.
Should not have served as Supervisor/Co-Supervisor of
the candidate under review.
ii.
Should not have been a student of the candidate. iii. Should not have been a co-author of the
candidate on any publication.
iv. Must have
the rank of an Associate Professor or above in a recognized university or
equivalent position in a recognized research organization. He/She also must not
have a lower rank than the applicant.
(4) Upon receipt of application for
appointment on the Tenure Track Scheme at the Associate / Professor level by
eligible candidates, the respective institution is required to process the
application by first obtaining the recommendation of the external Technical
Review Panel. Upon receipt of a favorable recommendation from this panel the
matter is to be placed for consideration by the Selection Board of the
Institution. The application for the position of Assistant Professor will be
placed directly before the Selection Board of the University.
i.
The Selection Board may make any of the following
decisions on the merit:
ii.
Reject appointment on tenure track.
iii.
Recommend “first term” appointment on Tenure Track at
the level of Assistant Professor only, with the first review occurring after
3-years, and the “second term” ( Final Tenure Review) Occurring after 6-years.
iv Recommend
“probationary” appointment on Tenure Track at the level of Associate Professor
with a final tenure review occurring after a period of 4-years.
v.
Recommend “probationary” appointment on Tenure Track at
the level of
Professor with a final tenure review occurring after a
period of 4-years.
vi.
Recommend grant of tenure with immediate effect for
exceptional cases, provided that their cases, in addition to being recommended
by the external Technical Review Panel and Selection Board of the University,
are also sent to the HEC for evaluation by an independent international panel
of experts from technologically advanced countries constituted for this
purpose, and recommended by them.
(5) A faculty
member appointed on probation on the Tenure Track Scheme who wishes to be
considered for permanent tenure prior to completion of the 4-years probationary
period may apply to the University to be considered early. This case will be
treated as an exceptional case and in addition to being recommended by the
external Technical Review Panel and Selection Board of the University, the case
is also sent to the HEC for evaluation by
an independent international panel of experts from technologically advanced
countries constituted for this purpose, and
recommended by them.
2.2 First Term Review:- (1) During the
latter part of the third year of the first term appointment, evaluation of the
faculty member, with written reports, as provided for in 2.3.3. shall be
conducted. In addition to conforming to
the requirements and procedures in 2.3.3., the first term review shall also
take into consideration the needs of the department/institute/college and the
University for flexibility.
(2)
The department/institute/college concerned shall no
later than six weeks prior to the end of the third year make a
decision-favorable or not favorable-with respect to the performance of the
faculty member during the time served.
(3) A
recommendation upon this decision shall be sent immediately by the
Dean/Director/Principal of the faculty/institute/college to
the Vice Chancellor of the University who in turn shall at this time make the
final decision with respect only to the faculty member’s performance, and shall
so notify the faculty member no later than two weeks prior to the end of the
third year. If this decision by the Vice Chancellor about performance is
favorable, the faculty member shall be notified that he or she will receive a
second three-year appointment if the University’s need for flexibility permits.
If the decision about performance is negative, the faculty member shall be
issued a terminal contract for the year following the decision.
(4)
If the University’s need for flexibility requires that
a faculty member judged worthy of retention not be retained, the Vice Chancellor
must explain to the Development, Evaluation and Recruitment Committee of the
concerned faculty/institute/college why there is a need for flexibility
regarding this particular position, and show that the administration’s plans
for the academic and fiscal nature of that position are reasonable.
(5)
If the Vice Chancellor decides that the University’s
need for flexibility requires that the faculty position in question must be
eliminated, shifted within the department/institute, or shifted to another department/institute or faculty/division/college, and/or if the Vice Chancellor determines
that because the percentage of tenured positions (or a combination of tenured
and probationary positions) in the department/institute is so high as to make it unwise to authorize an additional
probationary appointment, the Dean/Director/Principal of the concerned
faculty/institute or division/college, respective Department Chairperson/
institute’s director and faculty member concerned shall be notified as early in the third year as possible. A
faculty member whose performance shows excellence or promise of excellence but
whose employment will not be continued because a position is being eliminated,
shifted within a department/institute or to another department/institute or faculty/
division/college will be offered a notice contract for one additional year of
employment beyond the initial three-year appointment.
2.2.1
Level of
Initial Term Appointment:- No faculty member on an initial term appointment
may be appointed at a rank higher than that of Assistant Professor. It is,
however, possible to promote a faculty member during the initial three-year
term appointment, whereupon the faculty member will automatically enter into
probationary status. Promotion of such a faculty member, as well as any faculty
member granted a second, three-year, probationary appointment, shall be decided
according to the requirements and procedures given in the appointment and
Promotion Policy.
2.2.2
Second Three
Year Appointment:- A faculty member offered a second three-year appointment
shall, from the beginning of the fourth year of service, become a faculty
member in probationary status. The first term review shall be considered the
mid-probationary review, and the faculty member shall come under the
appropriate provisions and procedures of Section 2.3 of this policy.
Accordingly, a tenure review, as provided for in Section 2.3.4, shall be
conducted during the third year of the second, three-year probationary
appointment.
2.3 Probationary Period:- (1) The
probationary period shall constitute the time during which a person’s fitness
for permanent tenure is under scrutiny. For faculty members appointed at a
senior rank, their entire period of appointment shall be considered as a
probationary period. Probationary appointments shall normally lead to permanent
tenure. Initial probationary appointments are normally made only at the
associate and full professor level. The probationary period shall be four years
for associate and full professors. This period will be increased by one-half
year for appointments commencing during the second half of the academic year.
Once established, the duration of the probationary period shall not normally be
extended, except that the running of the probationary period will normally be
suspended when the faculty member goes on a leave of absence without pay.
(2)
A faculty member appointed on probation on the Tenure
Track scheme who wishes to be considered for permanent tenure upon completion
of a 2 – year probationary period may apply to the University to be considered
early. This case will be treated as an exceptional case, and in addition to
being recommended by the external Technical Review Panel and Selection Board of
the University, the case is also sent to the HEC for evaluation by an independent
international panel of experts from technologically advanced countries
constituted for this purpose, and recommended by them.
(3)
By written agreement with the appointee and with the
consent of a majority of the tenured members of the department/institute/college,
the probationary period may be reduced below the maximum periods given if the
faculty member’s qualifications warrant such reduction. In exceptional cases
and with the consent of a majority of the tenured members of the
department/institute/college, tenure may be recommended on appointment.
(4)
A faculty member may achieve tenure only through
full-time service, and parttime service shall not be considered as probationary
service leading to possible tenure. A fulltime faculty member with tenure,
however, may at his or her request change to part-time service, either
permanently or temporarily for a specified time, and retain tenure, provided
that the department/institute/college, the Dean/Director/ Principal of the
Faculty/Institute or Division/ College, and the Vice Chancellor approve the
terms in advance.
(5)
A faculty member with tenure who resigns from the
University and is rehired within three years as a full-time member of the same
department/institute/college shall have
tenure upon return. A faculty member with tenure who resigns from the
University and is rehired by the same department/institute/college-after more
than three years’ absence may be required to serve a probationary period of not
more than one year at the discretion of the department/institute/college. A
faculty member with tenure who resigns from the University and is rehired as a
full-time member of another academic department/institute/college may be
required to serve a probationary period of not more than one year at the
discretion of the department/institute/college. Decision dates and dates of
notice shall be according to the provisions of Section 2.5 of this Policy.
(6)
A faculty member with tenure who leaves an academic
department/institute/college to accept full-time employment by the University
in an administrative capacity shall retain tenured status in the academic
department/institute/college.
2.3.1
Probationary
Reviews:- (1) Tenured faculty members, especially department chairpersons,
Directors of the Institutes/Principals of the Colleges, are reminded that their
participation in all tenure review procedures, particularly in the two full,
formal reviews (outlined in sections 2.2, 2.3.3, and 2.3.4), is one of the most
serious of their duties and responsibilities. They are also reminded that tenure
should be granted only to faculty members who have demonstrated excellence in
the performance of their professional duties; mere adequacy or inoffensiveness
do not constitute sufficient grounds for the award of tenure. All reviews
should include evaluation of teaching by at least students and peers.
Departmental Tenure Review Committee (DTRC) provide essential framework for the
review. Composition of the DTRC is given below:
(i)
The Chairman of the department/Director of the
Institute/Principal of the
College will be head of the
DTRC.
(ii)
The committee shall consist of all Tenured Faculty
members of the department/ institute/college.
(iii)
Till such time as there are less than five Tenured
Faculty members, the committee
shall consist of:
(iv)
All Professors of the department/institute/College.
(v)
If the number of Professors in the
department/institute/college is less than five then all the professor and
Associate Professors shall comprise the committee.
(vi)
If the total number of Professors and Associate
Professors is less than 5 then the Vice-
chancellor will appoint remaining members from the list of
experts in that discipline on recommendation of the concerned Dean/Director/Principal.
(vii)
Any faculty member whose case is under review in the
DTRC will not attend the meeting during the review of his/her case.
2.3.2 Annual Review:- (1) The progress toward permanent tenure of each faculty member on
probationary status shall be reviewed annually by the DTRC, in consultation with at least those department/ institute/college
members best acquainted with the probationary member’s work. Such reviews shall
evaluate the probationary member’s progress in light of the section 1.2 “Bases
for Appointment and Promotion,” and of standards of excellence prevailing in
that discipline, department/institute and college. The outcome of each review
shall be discussed with the probationary member.
(2) In
addition to annual reviews, more thorough and formal written evaluations shall
be conducted as outlined below.
2.3.3 Mid-Probationary Review:- (1) For
faculty members completing their first term appointment the first term-review
described in section 2.2.1 shall be considered to be the midprobationary
review.
(2) For
faculty members directly appointed with probationary status, midway
through the probationary period, it is mandatory that a full
review report be made for all probationary faculty members.
(3)
The faculty member shall prepare a comprehensive
application dossier that includes letters of reference from his/her Ph.D.
supervisor as well as others from eminent researchers in his/her area of
specialization, and all publications in internationally abstracted Journals.
(4)
The chairperson/director/principal of the concerned
department/institute/ college shall form a Technical Review Panel (TRP)
composed of eminent international academics and researchers in the relevant
area, drawn only from technologically advanced countries. The TRP shall conduct
a thorough review of the probationary member’s progress along lines similar to
those outlined for annual reviews. This review shall identify, in reasonable
detail, the areas of strength and weakness of the probationary member. The
review panel shall subsequently present a written review report to the
Chairperson/director/principal of the department/ institute/ college.
(5)
The faculty member cannot be considered further for
second term appointment if he/she receives a negative report from the Technical
Review Panel.
(6)
After discussion (written comments may or may not be
employed) with at least the tenured members of the
department/institute/college, the chairperson shall send a full written report
on this review, including a summary of all the evaluations of the faculty
members consulted, to the dean of the faculty or director of the division and
director of the institute/principal of the college to the Vice Chancellor.
(7)
The dean/director of division shall, in the light of
standards of excellence necessary for the award of tenure at the
faculty/directorate level, but bearing in mind the need for flexibility of
standards of judgment both within and between disciplines, add an assessment of
the probationary member’s progress to the report of the chairperson and forward
it to the Vice Chancellor. A full
mid-probationary review report shall, therefore, consist of the evaluations of
the Technical Review Panel, the chairperson and the Dean of the Faculty or
Director of Division/Director of Institute or Principal of College. The review
process shall be considered complete only when copies of the full report have
been received by the probationary member and the department
chairperson/director of institute/principal of college. It is not anticipated
that probationary members will necessarily have attained the standards required
for the award of tenure by the time of their mid-probationary review. The aim
of the required identification of the strengths and weaknesses of the
probationary member is to give that member a clear picture of the performance
levels by which she or he is to be judged and to offer the opportunity to
correct deficiencies in the second half of the probationary period. The
existence of some identified deficiencies in this review shall be considered
normal, and this alone shall not be the basis for action against the
probationary member.
2.3.4 Tenure Review:-
(1) In the final year of
the faculty member’s probationary period, it is mandatory that a full review
report be made.
(2)
The Departmental Tenure Review Committee (DTRC) of the concerned
department/institute/college shall
conduct a thorough review of the member's fitness for tenure following the same
procedure as outlined for the mid-probationary review.
(3)
The chairperson and director/principal, after approval
of the DTRC shall recommend to the Dean &VC respectively that the
probationary member be given tenure or not. The DTRC recommendation
shall be accompanied by a full, written evaluation report including at least a
summary of the evaluations of all faculty members consulted.
(4)
Should the DTRC recommendation be negative while the
Technical Review Panel has given a positive report, the probationary member
shall be notified immediately and in writing by the
chairperson/director/principal and shall have ten working days to present a
case for retention to the Dean/VC before the latter acts on the DTRC
recommendation.
(5)
The dean/director of division shall normally abide by
the chairperson’s recommendation. If the dean/director of division decides not
to follow this recommendation, the dean/director of division shall immediately
and in writing inform both the probationary member and the chairperson,
including a written statement of reasons, so that both may have ten working
days in which to present their cases to the Vice Chancellor.
(6)
Similarly, if the Vice Chancellor decides not to follow
the recommendation of the DTRC or the Dean/Director/Principal,
the Vice Chancellor shall provide a written statement of reasons to the faculty
member, the department chairperson and the dean/director/principal.
(7)
Tenure can not be granted to a faculty member who
receives a negative report from the Technical Review Panel.
(8)
The Syndicate shall make the final decision on the
award of tenure. The Syndicate shall normally abide by the recommendations of
the DTRC forwarded by the dean/director of division/institute/principal of
college and finally by the Vice Chancellor. If the Syndicate considers not
following the recommendation in which the Vice Chancellor, the dean of the
faculty/principal of the college/director of the institute/division and the
chairperson have concurred, or if there is a conflict in the recommendations
made by these officers, the Syndicate shall immediately and in writing inform
the probationary member and the officers involved in the decision and shall
include a written statement of reasons. The probationary member and the officers
involved shall have ten working days to present their cases to the Syndicate
before the final decision is made.
(9)
The probationary member and/or the DTRC may use the
statement of reasons, should either wish to appeal the final decision. The
probationary member and/or department/ institute/college shall have ten working days from the receipt of any written
reversal in which to initiate any appeal.
(10)
The tenure review process shall be considered complete
only when the Vice Chancellor, in writing, informs the probationary member and
the Chairperson/director/principal of the final decision. The final decision,
or indeed any administrative action, may of course be appealed to the Vice
Chancellor and/or Syndicate. The time of completion must conform to the provisions
for notice in Section 2.5.
(11)
If awarded, tenure shall be effective immediately upon
the faculty member’s acceptance of the award.
2.4 Transferring of Existing Faculty Members to
Tenure Track System:- Existing faculty members who are eligible may be
considered for appointment on Tenure Track by following the process outlined in
sections 2.1 – 2.4 above.
2.4.1
Salary of
Existing Faculty Member on Tenure Track:- If the faculty member is approved
by the University for appointment on tenure track as per process outlined in
section 2.1, as an existing faculty member, and wishes to obtain the higher
tenure track salary from his first day of appointment, then it is necessary
that his case has been evaluated and approved by an independent panel of
experts of international repute approved by the HEC.
2.4.2
Benefits of
Existing Faculty Member on Tenure Track:- The salary scales are all
inclusive and no other allowance (PhD. allowance, medical allowance, orderly
allowance etc.), or benefit will be admissible to the concerned faculty
members, except gratuity equal to one month’s pay for each completed year of
service. For this purpose the pay would mean the last pay drawn after each
completed year of service. However, medical facility will be provided by the
University as per BPS scales. Specific rules pertaining to pension benefits
will be dealt with and notified separately. Universities may make necessary
modifications to their rules to allow for this transition. If the person is in
occupancy of a university residence, the house rent deductions will be at
ceiling for requisition of such houses in each BPS grade. In case of provincial
University the requisition rates of equivalent category of house shall apply.
2.4.3
Rejection of
Grant of Tenure to Existing Faculty Members:- In case tenure is not granted
after the final review, the faculty member would revert to his/her BPS posting
(being held by the individual prior to TTS appointment.)
2.5 Decision Dates
and Dates of Notice:- (1) Written notice that a faculty member in
probationary status is or is not to be continued in service will be given to
the faculty member not later than June 30 of the final year of the
predetermined probationary period. If
the decision is positive, the faculty member shall have tenure effective July I
of the fiscal year following the probationary period. If the decision is negative, the faculty
member will be offered a terminal one-year appointment in the fiscal year
immediately following the probationary period.
If, for any reason, the decision date is not met in the case of a
negative decision, the faculty member shall be offered an additional terminal
one year appointment beyond the one provided for above.
(2)
Written notice that a faculty member on a first
three-year term appointment is not to be continued in service will be given to
the faculty member a minimum of three months prior to the last day of service
of the faculty member.
(3)
At any point during the first term appointment or during the probationary period, a
department chairperson/director of the institute/principal of the college may
recommend that a term appointee or probationary faculty member not be continued
in service. If, after consulting with at
least the tenured members of the department/institute/college (and usually also
after obtaining data from experts outside the university), the chairperson decides to recommend to the dean/director of
division and the director of institute or principal of college decide to
recommend to the Vice Chancellor that a
faculty member in probationary or term status not be continued in service, the
chairperson/director/principal shall
notify the faculty member in writing. If requested by the faculty member, the
chairperson/director/ principal shall indicate in writing the reason for the
decision. The faculty member shall have ten working days in which to request a
reconsideration before the chairperson sends the recommendation to the
dean/director of division and director institute and principal of college send
the recommendations to the Vice Chancellor.
If no such request is made, or if the chairperson, after
reconsideration, decides to forward a negative recommendation to the
dean/director of division and director of institute /principal of college
decides to forward a negative recommendation to the Vice Chancellor, the
chairperson/director/principal shall do so in writing, enclosing all materials
relevant to the decision. Simultaneously, the
chairperson/director of institute or principal of college
shall notify the faculty member in writing that the negative recommendation has
been sent to the dean or director of division or Vice Chancellor and shall
provide the faculty member with a copy of the negative recommendation. The
faculty member shall have ten working days in which to appeal to the dean or director of division/vice chancellor
before the latter acts on the chairperson/director/principal’s recommendation.
If no appeal is made to the dean/director of division, or if, despite an
appeal, the dean/director of division
concurs in the departmental recommendation, the dean / director of
division shall forward the negative recommendation in writing to the Vice
Chancellor, enclosing all materials relevant to the decision. Simultaneously, the dean/director/principal
shall notify the faculty member in writing that the negative recommendation has
been forwarded and shall provide the faculty member with a copy of the negative
recommendation. The faculty member shall have ten working days in which to
appeal to the Vice Chancellor. If no appeal is made, or if, despite an appeal,
the Vice Chancellor concurs with the chairperson’s and
dean/director/principal’s recommendation, the faculty member should be sent
final notification regarding non-renewal of contract, such notification being
within the time limits set forth in Section 2.5.
2.6 Sabbatical Leave:- A faculty member on
tenure track may proceed on Sabbatical Leave at the rate of one semester (4
months) paid leave for every three year of service in the university. The leave
period shall count towards the Tenure Track probationary period, if applicable.
Sabbatical leave may not be combined with any other leave.
2.7 Other Leaves:- Faculty member on tenure
track may avail leaves, except study leave, as per existing rules for regular
faculty.
2.8 Resignation:- A faculty member on tenure
track wishing to resign shall do so in accordance with the rules of the
respective University.
2.9 Termination of Services of Faculty Member
With Tenure:- The services of a faculty member holding tenure shall be
terminated only in accordance with the rules of the University applicable to
confirmed members of the faculty and in accordance with the procedures
prescribed by the University.
2.10
Faculty
Remuneration and Benefits:- (1) A faculty member appointed on tenure track
shall be entitled, in accordance with the rules, to the pay sanctioned for such
post.
(2)
The salary scales are all inclusive and no other
allowance (PhD. allowance, medical allowance, orderly allowance etc.), or
benefit will be admissible to the concerned faculty members, except gratuity
equal to one month’s pay for each completed year of service. For this purpose
the pay would mean the last pay drawn after each completed year of service.
However, medical facility will be provided by the University as per BPS
however, medical facility will be provided by the University as per PBS scales.
(3)
The faculty members appointed under these scales will
be subject to annual review of their performance as provided in these TTS
statutes.
2.10.1 Initial Pay:- (1)
The initial pay of a faculty member appointed to a post shall be determined as
a sum of the salary + up to a maximum of 4 advance increments.
A faculty
member may be awarded advance increments that may be based on the following
factors:
i.
Quality and number of HEC recognized
International refereed journal publications, conference presentations and
publications and reports.
ii.
Number of Ph.D. and MS thesis supervised
iii.
Funding record: Amount of funding received from sources
other than ones own institution.
iv.
Market factors
(2) Total number of
advanced increments awarded can be a fractional number.
2.10.2 Annual Increase
2.10.2.1 Authority For Grant of Annual Increase:- (1) The Syndicate
is authorized to sanction honorariums as well as annual increase in basic pay
of all faculty members, except members of the Syndicate.
(2)
The Vice Chancellor is authorized to sanction
honorariums as well as annual increase in basic pay of all other members of the
Syndicate.
(3)
The Senate shall determine the honorarium as well as
increase in basic pay of the Vice Chancellor.
2.10.2.2 Determining
the Date Of Annual Increase for New Entrants:- (1) Those who are employed
between January and June may be considered for annual increase with effect from
1st July of
the following service year.
(2) Those who
are employed between July and December may be considered for annual increase
with effect from 1st
July of the following service year.
2.10.2.3 Self
Assessment Report:- (1) A self assessment report shall be completed by
every faculty member on tenure track. In
this form the faculty member will document the teaching, research, advisory,
consultative and administrative service rendered by him during the previous
year. Where appropriate the
self-assessment will be backed by documented evidence, that may include:-
(i)
course files,
(ii) publications
published, submitted, in preparation,
(iii) research
project in progress and completed,
(iv) report
on industrial project undertaken
(v) details
of new courses developed or innovation introduced in course or laboratory work,
(vi) requisite
information about M.Sc. M.Phil and Ph.D. students supervised, and ( vii)
advisory and administrative services rendered.
2.10.2.4 Procedure for Grant of Annual Increase:- (1) By 15th February each year
every faculty member will complete and submit to the respective Department
chairperson/director of the institute/principal of the college a self-assessment report.
(2)
Completed report will be reviewed and verified by the
respective department chairperson/director of the institute or principal of the
college and forwarded with comments to the dean of the respective faculty,
director of division/vice chancellor.
The dean/director of division shall look at the reports from the various
departments to ensure parity of assessment methodology, and shall forward the
reports to the Vice Chancellor after noting his observations. The Vice chancellor will present the reports
in a meeting of the Syndicate of the University and any observations and note
of dissent in case of his disagreement with the views/assessment of department/institute/college
Head and/or dean of faculty/director of division shall be recorded.
(3)
The Vice Chancellor shall make the final decision on
assessment of the faculty members and shall forward the reports for record
purposes to the Syndicate.
(4)
Following allocation of budget to the University the
Syndicate shall recommend to the Vice Chancellor the pay raise, if any, to be
granted to the faculty members. The faculty member shall be entitled to a pay
raise that may consist of three components.
i.
One annual increment determined by the pay scale of the
post to which the faculty member is appointed.
ii.
Performance based pay increment determined by an
evaluation of the performance report of the faculty member for the previous
service year.
The
performance based pay increments may be based on the factors listed in the
annual assessment report.
iii.
Honorarium to be given that may be based on factors
listed in the annual assessment report.
An honorarium is applicable only for a particular service year.
2.10.3 Salary Scale:- The Salary Scales for the positions under the
Tenure Track System will be as approved by the Finance Division, Government of
Pakistan and notified by the HEC.
|
POST
|
|
SALARY PACKAGE
|
|
|
|
|
Min
|
Increment
|
Maximum
|
Stages
|
|
Professor
|
180,000
|
8,800
|
312,500
|
15
|
|
Associate Professor
|
120,000
|
7,000
|
226,250
|
15
|
|
Assistant Professor
|
80,000
|
5,500
|
161,000
|
15
|
(Notified vide HEC No.F.P.2-103/HEC/2007/726, dated 15th September, 2007)
2.11 Retirement Age:- The retirement age of the persons on TT will
be 60 years.
2.11.1 Appeals:- Appeals against decisions of various
bodies will be made in accordance with the Rules of the University on the
subject.
2.12 Miscellaneous:- Any
addition/alteration in the Tenure Track Statutes received from HEC at latter
stage will become the part of these statutes with the approval of the
Syndicate.
2.12.1 For
appointment of Tenure Track Faculty the status of CABB will be considered
equivalent to a teaching institute of the University.
(*) The
committee recommended that as the Syndicate at its meeting held on 10.07.2007,
decided to follow Tenure Track & BPS, both the systems for making
appointments of faculty in the University and to encourage appointments under
Tenure Track System without discontinuing the BPS, therefore, TTS & BPS,
both the systems should remain continue.
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