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Office of General Counsel Policies & Guidelines

Faculty Rank & Promotion at TCATs : 5:02:02:10

Policy/Guideline Area

Personnel Policies

Applicable Divisions

TCATs

Purpose

The purpose of this policy is to establish the criteria and process regarding faculty rank and promotion at Tennessee Colleges of Applied Technology governed by the Tennessee Board of Regents.

Policy/Guideline

  1. Introduction
    1. Initial appointment to a faculty rank reflects an assessment of credentials in light of various criteria, which define each rank.
    2. Promotion in rank is recognition of past achievement of the individual being considered for promotion. In addition, the advancement in rank is usually recognition of future potential and a sign of confidence that the individual is capable of greater accomplishments and assuming greater responsibilities.
    3. The policy of the Tennessee Board of Regents is to make promotions strictly on consideration of merit tempered by college and fiscal considerations. * In maintaining this policy, promotions are made objectively, equitably, impartially, and as recognition of merit in line with the following policy guidelines.
  2. Minimum Criteria for Initial Rank Appointment and for Promotion in Rank
    1. Full-time faculty appointed in the tenure track or appointed to a one-year contract must be assigned one of the following five (5) ranks:
      1. Associate Instructor
      2. Instructor
      3. Senior Instructor
      4. Master Instructor​
      5. Master Instructor II
    2. The following criteria for initial appointment in rank also serve as criteria for promotion in rank:
      1. Associate Instructor
        1. Evidence of good ability in instruction (as reflected by performance evaluations).
        2. Evidence of potential ability in instruction.
        3. Evidence of good character, mature attitude, and stable personality.
        4. Credential indicating high school graduation or equivalent.
        5. Three (3) years of employment experience in the occupation to be taught and appropriate occupational certification.
        6. Indication of a willingness to remain current in the occupation to be taught.
        7. Indication of a willingness to establish and maintain positive relationships with business, industry and government.
        8. A three year average of 70% for completion and 80% for placement is required for promotion.
      2. Instructor
        1. Evidence of good ability in instruction (as reflected by performance evaluations).
        2. Evidence of demonstrated ability in instruction.
        3. Evidence of good character, mature attitude, and stable personality.
        4. Evidence of study in the instructional or related discipline aimed toward an associate degree or higher from an accredited institution (such evidence would include acquiring a minimum of 30 semester hours of academic credit of which 18 semester hours should be in technical education courses designed for technical educators.) or evidence of a college of applied technology diploma consisting of at least 900 contact hours and completion of 15 hours of college-level work in the appropriate concentration, general education, or technical education courses designed for technical educators.
        5. Three (3) years of teaching experience in the occupational discipline and three (3) years of employment experience in the occupation to be taught.
        6. Evidence that the instructional program being taught by the instructor is certified or accredited if applicable.
        7. Evidence of a developed plan to remain current in the occupation to be taught.
        8. Evidence of maintaining positive relationships with business, industry and government.
        9. A three year average of 70% completion and 80% placement is required for promotion.
      3. Senior Instructor
        1. Evidence of good ability in instruction (as reflected by performance evaluations).
        2. Evidence of good character, mature attitude, and stable personality.
        3. Credential from an accredited institution indicating an associate degree in the occupational area or a related area.
        4. Six (6) years of teaching experience in the occupational discipline and three (3) years employment experience in the occupation.
        5. Evidence of having carried out a planned program to remain current in the occupation to be taught.
        6. Evidence of maintaining positive relationships with business, industry and government.
        7. A three year average of 70% completion and 80% for placement is required for promotion.
      4. Master Instructor
        1. Evidence of excellent ability in instruction (as reflected by performance evaluations).
        2. Evidence of good character, mature attitude, and stable personality.
        3. Credential from an accredited institution indicating a bachelor’s degree (or above) in the instructional discipline or a related area.
        4. Nine (9) years of teaching experience in the occupation and three years employment experience in the occupation.
        5. Evidence of a well-conceived on-going plan and program to remain current in the occupation to be taught.
        6. Evidence of maintaining positive relationships with business, industry and government.
        7. A three year average of 70% for completion and 80% for placement is required for promotion.
      5. 5. Master Instructor II
        1. Evidence of excellent ability in instruction (as reflected by performance evaluations).
        2. Evidence of good character, mature attitude, and stable personality.
        3. Credential from an accredited institution indicating a bachelor's degree (or above) in the instructional discipline or a related area.
        4. Fifteen (15) years of teaching experience in the occupation and three years employment experience in the occupation.
        5. This level will recognize faculty members who reached the Master Instructor level and have continued to do an outstanding job including a three year history of leadership activities plus a three year average of 70% for completion and 80% for placement.
        6. Evidence of a well-conceived on-going plan and program to remain current in the occupation and documented by a leadership portfolio.
        7. Evidence of maintaining positive relationships with business, industry, and government.
  3. Procedures for Initial Rank Appointment
    1. It is the responsibility of the director to ensure that all positions are filled in compliance with Board policy and any special directions from the Chancellor.
    2. When full-time faculty are appointed in the tenure track, it is also the responsibility of the director to ensure that such appointments reflect clearly the criteria for ranks described in II (above).
  4. Procedures for Promotion in Rank
    1. It is the responsibility of the director to recommend at a time stipulated by the Chancellor or his or her designee only those individuals who warrant promotion in light of the criteria for ranks described in II (above).
    2. A letter of promotion recommendation from the director of the Tennessee College of Applied Technology shall be forwarded to the Chancellor for his or her review. That letter should be accompanied by an attached “School Promotion Report.”
    3. The Chancellor’s recommendation for promotion will be forwarded to the Board Committee on Personnel and subsequently to the Tennessee Board of Regents. Promotions in rank for tenured or tenured-track faculty may not become effective until they have received positive action by the Tennessee Board of Regents.
  5. Exceptions
    1. If the director wishes to make an appointment or a promotion that does not reflect adherence to the criteria described in II (above), he or she must appeal to the Chancellor for an exception prior to making any commitment to the candidate.
    2. Board staff will review the exception and supporting documentation during the regular promotion recommendation cycle. 
      1. If exceptional instructors are identified, up to two exceptions per academic year may be sent to the Chancellor's Office for TBR Board recommendation.
  6. Distribution of Information to Faculty
    1. This policy of the Tennessee Board of Regents on faculty and promotion at Tennessee Colleges of Applied Technology is applicable to all Colleges of Applied Technology governed by the Board. It should be incorporated in those personnel policy manuals by which each school normally communicates with its faculty.

Sources

TBR Meeting, September 30, 1993, December 9, 1994; Revised: TBR Meeting, September 30, 2005; December 3, 2009; TBR Meeting June 23, 2016.

Contact

Mickey Sheen
615-366-4437
mickey.sheen@tbr.edu